If there was one thing you could say about the would-be worker, it’s that he’s been persistent. The 49-year-old, who has been trying to secure a job with the city of Burbank for four years now, has applied for a total of 11 positions. 
So far, he’s reportedly been turned down for nine of those, while his applications for the two other posts are pending.
In a recent California age discrimination lawsuit, the 49-year-old applicant claims he has been turned down because of his age.
In the field of visual journalism, there is no question that appearance matters and image is important. 
But there was once a time when a reporter’s older age was viewed as a highly-valued trait, something that offered an air of credibility to the broadcast. Think Walter Cronkite or Helen Thomas.
However, a recent Southern California age discrimination lawsuit reveals that, unfortunately, that stance might well have shifted within the industry, or at least in portions of it.
Telecommunications giant AT&T has settled yet another age discrimination claim, this time for $250,000 following a series of incidents surrounding a Missouri employee. 
Our Costa Mesa age discrimination lawyers applaud any action that holds employers accountable. However, given that this is a relatively paltry sum for such a large firm and that this is far from the first time such claims have been made against this company in particular, we wonder how effective such settlements ultimately are in terms of deterrence.
This is particularly true when you’re talking about a company that rakes in $125 billion annually.
The federal Equal Employment Opportunity Commission is coming down hard on professional services firm Price Waterhouse Coopers, insisting that the large company do away with its mandatory partner retirement age policies.
Our Costa Mesa age discrimination attorneys know it’s not the first time the government has taken aim at the firm for this practice, which would impact some 60 partners. The EEOC contends that such policy is discriminatory. However, it has not, even up to this point, taken any legal action to strong-arm the firm into compliance, though it has started to fire off similar warning shots to other large accounting firms, such as KPMG and Deloitte.
In response, the American Institute of Certified Public Accountants has warned the EEOC to back off, contending that the polices are legal because they are applicable only to partners, and not employees. However, the EEOC maintains those workers are in fact employees.
An effort to mitigate the harm done by the 2009 U.S. Supreme Court decision Gross v. FBL Financial Services is underway in both the U.S. House and Senate in the form of the Protecting Older Workers Against Discrimination Act. 
Our Costa Mesa age discrimination attorneys know that the Gross decision had been a major disappointment to advocates against age discrimination, as it made it effectively made it tougher to prove such a claim.
Essentially, the Supreme Court ruled that plaintiffs who allege age discrimination was the “but for” or deciding factor in a negative employment decision. By contrast, plaintiffs who allege discrimination based upon religion, sex, race or national origin need only prove that discrimination was a “motivating factor.”
In most fields, experience is seen as a benefit, something valued and sought-after.
However, in the high-tech world and Silicon Valley in particular, experience, or more specifically, age, may actually work against you. 
In fact, age discrimination in California appears to be especially acute in the technological fields, according to a recent article published in the San Francisco Chronicle.
Perhaps it was inevitable in some ways.
It certainly wasn’t entirely unexpected. 
Age discrimination in California is on the uptick, as baby boomers continue to grow older. The older folks get, the more potential opportunity there is for employers to skirt the law.
A recent study by Princeton researchers seems to indicate that age discrimination is more prevalent than we might have otherwise believed. 
Our Costa Mesa age discrimination attorneys understand that the study authors gathered some 140 undergraduate students. The students were told this person would be their partner in a trivia contest.
The man was white, with average attractiveness, wore average clothing and was reportedly from a mid-sized city in New Jersey.
Orange County Employment Lawyers Blog