Transcript:
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So, a layoff is a very tricky situation. Uh, depending on your age, uh, it may be a form of age discrimination. And in that situation, you should ask your employer for a list of all the people that were laid off to see where you fit demographically, uh, on a list or roster of employees, whether it be the oldest or the youngest employer, where you fit in the middle. If it turns out they fired most of the older employees and kept the younger employees, then you may have something to to explore further. doesn’t mean you
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necessarily have a case, but it it certainly would mean that you it’s it raises some eyebrows and it warrants having a conversation with an employment lawyer to kind of fair that out. Secondly, if you protested discrimination or if you raise concerns about illegal or wrongful conduct, um a layoff, a sudden layoff a short time later could be a form of retaliation which would be unlawful. Um, and there are various statutes that cover retaliation claims uh that would prohibit an employer for using a layoff
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as a means to get rid of a problem employee that they deem to be uh someone who’s vocal about their rights or protesting discrimination or wrongdoing. And lastly, if you if you learn that you’re laid off in a department where there’s less senior or uh less qualified employees that are kept, it could also be discrimination. uh whether it be age discrimination or some other form of discrimination or disperate treatment that could rise to a legal claim. If you have any questions uh I would encourage
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you to reach out to Eric Siegel Law. We’d be happy to answer them. Thank you much.
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