Age Discrimination Lawyer in Allen, TX

You have 180 days in Texas to file an age discrimination case.

If you have been the victim of wrongful termination based on your age or other adverse actions, you need to act quickly. Federal claims must be filed within 300 days of the last instance of discrimination. But most state claims, including those in Texas, are limited to the last 180 days. Time limitations are usually not extended for employees who attempt to resolve their grievances through internal company procedures. It is best to contact our law firm to get started on your claim as soon as possible and secure the best chance of a successful resolution.

The Equal Employment Opportunity Commission (EEOC) is the federal agency responsible for handling the majority of federal employment discrimination claims. While Texas has its own agency for processing discrimination claims (the Texas Workforce Commission's Civil Rights Division (TWC-CRD)), the EEOC is the typical starting point for employees to file a grievance. However, even though you are filing a complaint through a government agency, this does not mean you should act without an attorney.

It can be difficult to navigate a case through the EEOC without the help of a legal professional, and there are limitations to the amount in damages and penalties the EEOC can achieve.

The chance of the EEOC taking on your case is slim, even if it determines there is sufficient evidence to investigate your claim. Most people will end up needing an age discrimination attorney to help them resolve their case by negotiating a settlement or proceeding to civil court. 

Age Discrimination Is a Common Problem in the U.S.

In 2024, the EEOC received a total of 16,223 charges of age discrimination. 1,860 of these charges occurred in the state of Texas.

*According to the U.S. Equal Employment Opportunity Commission.

Direct Evidence

Direct evidence includes written records of discrimination taken against a protected class of workers. This can include letters, emails, memos, statements made in performance reports, or notes found in the company records.

While direct evidence is undoubtedly the best way to prove your case, it can often be challenging to acquire. Many employers and upper-level supervisors are conscious not to make statements or keep paper records that show discriminatory practices. Your best chance of obtaining this documentation is with the help of an experienced discrimination lawyer.

Circumstantial Evidence

Circumstantial evidence is all of the indirect evidence that supports your discrimination claims. The actions of your employer are sometimes enough to prove a case. For example: Does your employer have a history of wrongful termination of employees who fall within the protected class of the ADEA? Did they treat you differently than a younger employee with the same qualifications and experience? Was your job position filled by a person outside your protected class? We will investigate the company's practices and speak to other employees with corroborating evidence to establish the motives behind their actions against you.