Age discrimination under California law is broader in coverage than federal ADEA.
Under the FEHA, age discrimination applies to employees 40 and over. The California statute allows recovery of compensatory damages, punitive damages, and attorney's fees. Federal ADEA is more restrictive; state law is typically preferable for California workers.
What we handle in these cases.
When age discrimination cases come into the firm, they usually break down into a few recurring patterns.
- Case intake and initial evaluation
- Evidence preservation and demand letter
- Negotiation, mediation, or arbitration
- Litigation and trial preparation when needed
What California law says.
California statutes, applicable Labor Code sections, and controlling case law govern each of these claims. Deadlines vary. Free consultation covers the specific statute of limitations for your situation.
If you were laid off in a RIF and younger employees with comparable roles were retained, age may be part of the story.
How the case actually gets built.
Every case John accepts follows the same structural approach. Preserve the evidence early. Interview witnesses while memory is fresh. Get the documentary record — HR file, medical records, police reports, ELD data, surveillance video — under a preservation letter before it disappears. Frame the case for trial from day one, even if it settles at mediation months later.
Age Discrimination cases at the firm follow the same discipline that runs through every John Ramirez case: preserve evidence early, build the case around the documentary record, and prepare for trial even if the case will settle. Trial preparation is what generates leverage at mediation.
Fees and timeline.
Contingency fee. No fee unless we recover.
In a RIF, the demographics of who was kept and who was let go often tell the case before any deposition is taken.
Ready to talk?
Consultations are free and confidential. When you call the firm, you speak with John. Same-day response. Se habla español.