They may not use these factors as a basis for decisions in hiring, promotions, dismissals, pay raises, benefits or other aspects of employment. In one recent case, a female office manager of a successful business was subjected to outrageous, offensive and sexist conduct by the owner of the business. To keep her job, she had to tolerate inappropriate and vulgar jokes and gestures, as well as involuntary touching and forced review of inappropriate literature. Even though she desperately needed the money, she was finally forced to quit because of the stress. She appropriately recovered a sizable amount because of the injustices she endured.
Age discrimination can be devastating as well.
Many employees work for companies for decades with good reviews. But as they approach retirement, they're laid off or terminated on a pretext and replaced by someone younger, who isn't as capable. Although its understandable that a company might want to lower expenses in a tight economy, there's no justification for deliberately discriminating against someone because of age and salary level. The truth is that many of these employees may never find comparable jobs elsewhere. Damages from such discriminatory action can be astronomical if they're extended through the balance of the employee's anticipated work life.