Age Discrimination
Age Discrimination Kim Baxter Bret Davis University of Phoenix MGT 434 June 25, 2003 Age Discrimination Introduction Whether you chose to acknowledge it or not, employers still practice many forms of age discrimination today. ... My paper will discuss the intent of the Age Discrimination in Employment Act (ADEA) and give examples that could be questionable in the eyes of the employees. Age Discrimination in Employment Act of 1967 The Age Discrimination in Employment Act was written in 1967 to protect individuals who are age forty and over from discrimination of employee because of age. ... Under the ADEA, it is unlawful to discriminate against a person because of their age in regards to hiring, firing, promotion, layoff, compensation, benefits, job assignments, training and more. ... But what many do not understand about this law is that its intent is to only protect employees from the age of forty to sixty-five. In 1978 the law was changed to span ages forty to age seventy, then later was changed again to forty years and over (EEOC). Although the law seems fairly simplistic it can be a very difficult and lengthy process for an employee to prove age discrimination. In reviewing the law description above we can see that if I was fired from my employer today and they replaced me tomorrow with someone younger because they could pay them less or even if they just felt the younger individual had more energy than I, there would be nothing I could do about it as I am not over the age of forty. But if I was over the age of forty and someone younger replaced me, even if they are also over the age of forty, I could possibly be considered discriminated against.