Employees in Minnesota have every right to fight back against the premise that victims of harassment and discrimination “invite” the conduct in question. A workplace should be free from discrimination and harassment no matter what. However, are there ways to get ahead of these potential issues? For instance, can employees be proactive to make sure that they are not the victim of age discrimination in the workplace?
In many lines of work, reputation and perception are everything. Employers and clients alike need to know that workers are dependable, knowledgeable and hard-working. There are a few items of focus that could help employees bolster these credentials, and at the same time help prevent age discrimination.
For starters, it is important for workers to stay relevant to what their employers are trying to accomplish. In many cases, that means that employees need to adapt to new ways of doing things, helping the employer increase efficiency. This also means that employees need to be able to embrace an atmosphere of change in the organization, even when it may be hard to agree with. Sometimes change doesn’t work, but it is important for employees to attempt to implement their employer’s objectives enthusiastically.
However, even when workers embrace employer objectives and do their best to adjust to changes, sometimes employers are looking for ways to shed older employees for younger, cheaper options. If, even despite all of your best efforts, you are the victim of age discrimination, it is important to remember that you have rights under state and federal employment laws.
