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Ohio employers in Dayton and across the state daily face hard challenges from disgruntled and otherwise disaffected workers. We note at Gottschlich &Portune that, “While many claims made by employees are legitimate, many others are not.”

In fact, our proven employment law firm’s website stresses that some alleged worker grievances are more fiction than fact and can even “be malicious actions by people who are angry or just seeking to cash in.”

Those things must of course be responded to in a timely and purposeful way by management, given the stark downsides that can accompany harsh administrative and judicial outcomes against businesses in employment disputes.

The types of allegations advanced by workers making on-the-job claims are truly broad-based. Employees file grievances grounded in claims of bias related to race, national origin, religion, gender, sexual orientation and disability. Sexual harassment is an additional charge that has obviously been thrust into high-profile prominence these days, as well.

And then there is age. As a recent media piece stresses, age-bias claims have been thrust into the spotlight in a major way in recent years, with what might reasonably be considered growing complexity.

A central contention of the publication Pro Publica is that an evolving and technological-buoyed work universe is spurring more age discrimination claims from older workers. Those employees often claim that they are being unlawfully shunted aside in favor of younger workers willing to do similar work for less money and fewer benefits. A common refrain in such cases stresses a company’s claims of “reasonableness” that merely disguise age discrimination.

No reasonable person would flatly deny that such cases do exist. Conversely, though, employers can in legions of instances point to factors wholly unrelated to age that legitimately factor into corporate decisions to terminate the employment of select workers.

An age bias claim can spell a slippery slope and yield major headaches for an Ohio employer. Questions or concerns regarding this singular employment law subject matter can be addressed to an established law firm that routinely represents employers in work-related matters.