It is rare for a few days to pass without getting a call from someone who was terminated because of, they believe, their age. It happens all the time. An employer hires someone in their 20s or 30s when they’re young and inexperienced. In their 40s, the employee has climbed the professional ladder, trained in new employees, maybe even become a supervisor or manager, and then in their 50s the employee starts being treated differently. The subtle shift begins by the employer excluding the older employee from important meetings with newer clients, or not giving them new big deals that come in. The discrimination becomes more obvious when, all of a sudden and for the first time, the employer puts the older employee on a Performance Improvement Plan or starts critiquing them for fabricated performance issues. Ultimately, after a sophisticated employer has spent some time creating a paper trail to justify terminating this older employee, they do. And they say they are terminating the employee because of performance issues.