Age Discrimination
The Age Discrimination in Employment Act (ADEA) was enacted by Congress in 1967 and was designed to prevent the discrimination of workers age 40 and over. Congress seen a need for this act because the American culture is centered round youth and individuals over 40 were being discriminated against in employment, promotions, benefits, etc. Some companies and executives believe promoting and hiring younger workers is good business. The
This information is used to determine if age discrimination is happening. Older employees are more expensive because generally pay raises are done annually and if you have older employees with a lot of seniority they will cost more that the younger employees. Employers are required to keep the name, address, date of birth, occupation, rate of pay, and weekly compensation on all new applicants and employees for three years. To make sure employers are not discriminating on the basis of age there are specific recordkeeping mandates that must be adhered to. Keep in mind that age discrimination is against the law and any one can challenge an employer if he/she feels they have been discriminated against. What employers do not see is mature workers are hard workers, committed, reliable, and more experienced than the younger counter parts. Employers only have a defense in age discrimination cases, Bona Fide occupational qualification where based on the business it is reasonably necessary to consider age when hiring or promoting. The best method of ensuring age discrimination does not occur in the work place is to hire and promote the most qualified individual without any type of bias and discrimination. benefits of this of course would be physically stronger work force and a work force that could be paid less money. The actual burden of proof rests with the employee who feels they have been discriminated against because of their age.
Common topics in this essay:
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Bona Fide,
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Age Discrimination,
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