Age Discrimination Case Study
It does not protect workers under the age of 40, although some states do have laws that protect younger workers from age discrimination. The Law prohibits discrimination when it comes to any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoff, training, fringe benefits, and any other term or condition of employment. It is unlawful to harass because of age, and this would include the opportunity to promote demoted or fired due to age.” ( US Equal Opprortunity) The law applies the ADEA Act applies to employers who have 20 or more employees that include the state and federal agencies. The ADEA also protects against apprentice programs, job notices and anyone that feels, they were discriminated against based on there age, on the job that was being performed, there must be proof that the age was the cause for the outcome. It is unlawful to harass a person because of his or her age. This can include remarks that are offensive to the person’s age, and can create adverse reactions that can start as simple teasing to isolated incidents and become more frequent in nature to hostile. This can lead to employees being fired or demoted from their …show more content…
The resume only gives the partial look at what the potential candidate can offer. Age is just a number, not a determinant of the applicants abilities When you are young, there is a confidence that has an “I can do anything value.” When you are over 40 there is a silent confidence in oneself and wisdom that can be heard through communication and patience. “Since 2010, there has been a record amount of laws suits that have a negative impact on the employee and the company itself. Creating a healthy work culture and environment for employees can encourage diversity and discourages employment discrimination in any form by following positive and anti discrimination environment is necessary for success. By eliminating the circumstances when choosing a candidate by experience and possible selection for open positions, and looking past the age and knowledge of the applicant, it can deter discrimination or harassment Respecting the policy and procedure can deter conversations that may be misunderstood as discrimination.
Conclusion Employers need to adopt several serious guidelines for the prevention of discrimination in the workplace. The Age Discrimination in Employment Act (ADEA) only forbids age discrimination against people who