It is an unlawful employment practice to discriminate against an individual because of young age, old age, race, religion, sex, sexual orientation, gender identity, or disability.
Discrimination involves treating someone less favorably because of their protected classification and this includes ageism. Both state and federal laws protect employees against ageist discrimination. The law forbids discrimination when it comes to any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoff, training, fringe benefits, and any other term or condition of employment.
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Although the law doesn’t prohibit simple teasing, offhand comments, or isolated incidents that are not very serious, harassment based on a protected classification is unlawful when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted). The harasser can be the victim’s supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a client or customer.
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