Age discrimination in the work
Today's society is a world where younger means faster, smarter, more efficient, more productive, and less liability to a company. Modern society has used age discrimination towards older Americans in order to justify the sociological and economic needs of society as a whole. Although this practice is most commonly seen in white-collar professions, it is not limited to just the corporate world in and of itself. More Americans are living longer and healthier lives, and many are working longer or going back to work after retirement. A study conducted by the AARP found that eight in ten baby boomers are planning to work during their "retirement years", and the Bureau of Labor Statistics projects that between 1998 and 2008 the percentage of workers age 45 and older will increase by about 7 percent, adding nearly 17 million workers to this age group. Furthermore, workers age 55 to 64 are projected to increase by 10 million during this time. Combined with a slowing economy and dwindling pensions, workforce changes such as these could give rise to increasing incidents of age discrimination in employment. Age discrimination can be masked in many different ways and there are numerous reasons for practicing any
Another aspect of this new change to reflect current trends is the constant competition in the business world to give bend under the pressure of socioeconomic demands. Naturally, the opportunities for better education are available for the younger generations today than in past decades, but the overall general attitude towards older adults has shifted as well. The legality of age discrimination does not make the problem go away, but instead circumvents the firing process by eliminating the hiring of older Americans. We must remind ourselves that before the 1978 and 1986 ADEA amendments to end mandatory retirement, companies were still allowed to remove an employee due to age regardless of "caps" being placed on specific sectors of the workforce. " If the employer's objective in asserting a BFOQ is the goal of public safety, the employer must prove that the challenged practice does indeed effectuate that goal and that there is no acceptable alternative which would better advance it or equally advance it with less discriminatory impact. The modern workplace has evolved into an arena where dozens of meetings in a dizzying array of madness has replaced the slower paced bygone years of the "old school" and many companies use this as a reason to remove the old and replace with the young just as it was used a century ago. Although, technically and legally, this is considered a "bona fide" occupational position per the ADEA and therefore not considered by law age discrimination, it is limiting to an older person. American society is a modern, productive, fast-paced, technological workforce, which relies on socioeconomic means for competition in the national as well as international markets. However, beneath the seemingly tranquility of seniority and respectability, technology was being used as an excuse for eliminating older workers as far back as the 1800's in this country. The Corporate sector has seen a change in attitudes from the "old school" of thinking which places more importance on seniority and years of experience rather than education. It is not a concern held is such high regard as age dicrimination is, yet it does occur. In the Age Discrimination in Employment Act interpretations, Section 1625. The Age Discrimination in Employment Act (ADEA) specifically prohibits: statements or specifications in job notices or advertisements of age preference and limitations. Looking in the other direction, there can be reverse age disrcrimination. In those earlier years, meetings could take an hour or perhaps several hours and everything was taken care of with the key personnel.
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