This month, after five years of legal wrangling, the NCAA finally finds itself facing off in court against basketball legends Ed O'Bannon, Oscar Robertson, Bill Russell and more than a dozen other former college athletes, some long since graduated and even retired from professional sports.
Every now and then, a jury reaches deep into a defendant's pockets to punish it for its reprehensible conduct and to deter others from engaging in similar acts.
Most employers realize that age is not a legal - or valid - reason to terminate an employee. That doesn't stop some companies from trying to circumvent the federal Age Discrimination in Employment Act (ADEA) by asking terminated employees to sign waivers that promise never to sue for age discrimination.
Imagine that you are terminated from your job. You're in your 60s. You know that it's going to be hard to find new work. You consider filing an age-discrimination complaint.
Suppose you believe that your employer has discriminated against you because of your age. After thinking it over, perhaps you decide to sue. You file your claim. And then you wait.
You've undoubtedly heard the advice again and again: If you are close to retirement age, you should max out your contributions to employer-sponsored retirement plans.
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