Thank you for the additional information.
In order to make a successful claim for age discrimination you must first establish a prima facie case as follows:
In Fasold v. Justice, 409 F.3d 178, 184-85 (3d Cir. 2005), the court held that the plaintiff:
presented evidence that he (1) was over forty years old at the time of the adverse employment decision; (2) is qualified for the position in question; (3) suffered from an adverse employment decision; and (4) that his employer replaced him with someone sufficiently younger to permit a reasonable inference of age discrimination. See generally Potence v. Hazleton Area Sch. Dist., 357 F.3d 366, 370 (3d Cir. 2004); Anderson v. Consol. Rail Corp., 297 F.3d 242, 249 (3d Cir. 2002).
Once you are able to establish that you were subject to disparate treatment, the burden shifts to the employer to show that there was a legal reason for the adverse action taken against you.
To start the process, contact the EEOC at www.eeoc.gov for more information on filing a complaint.
While an attorney is not required to file with the EEOC, it is recommended that you have, at leasr, an initial consultation with an employment attorney in your area. If you need assistance finding local counsel try Martindale Hubble (site rules prohibit us from referring specific attorneys). Many attorneys themselves use this site to locate attorneys outside their jurisdiction or expertise:
It is a huge worldwide database searchable by location and specialty. The attorneys are all peer rated. So, they represent the top of the profession.