In 1967, the Age Discrimination in Employment Act (ADEA) was passed by Congress with the intent to “promote employment of older persons based on their ability rather than age; to prohibit arbitrary age discrimination in employment.” While it has been viewed as successful in increasing employment rates for older workers, research suggests that older worker stereotypes and age discrimination still persist—or at least the perception of this discrimination still exists. Age-related charges of discrimination brought forward to the Equal Employment Opportunity Commission (EEOC) have been on the increase. Whilst that may be the case, there has not been systematic examination of these charges.This grant funds work by a team led by Sarah Von Schrader of Cornell University that combines descriptive analyses with model-based approaches to better understand the phenomenon of perceived age-discrimination in the workplace. The study will look at a number of factors, including the characteristics of ADEA charges, charging parties, and employers receiving charges over time; individual and contextual factors associated with the outcomes of ADEA charges; and the characteristics of employers, along with local labor market factors, associated with ADEA charges. Von Schrader and her team will use restricted access data sets from the EEOC in conducting this research. By developing a better understanding of perceived discrimination in the workplace, it will be possible to better identify policies and practices to mitigate such discrimination.