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Essay / Research Paper Abstract
This 3-page paper provides an overview of the ADEA, as well as cases linked to this act. Bibliography lists 3 sources.
Page Count:
3 pages (~225 words per page)
File: AS43_MTadeaanly.doc
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Unformatted sample text from the term paper:
age discrimination in employment (ADEA, 1967). The ADEA prohibits any kind of employment discrimination against individuals who are 40 years of age or older (ADEA, 1967). Added to this, the
Older Workers Benefit Protection Act amended several sections of the ADEA (ADEA, 1967). The reasons for the acts passage included the fact that older workers struggled to retain employment (or
to be hired elsewhere); that setting arbitrary age limits for jobs was becoming a common practice and that unemployment was higher among older workers (ADEA, 1967).
Though the ADEA became law more than 40 years ago, it is definitely applicable in todays workforce. The average age of the U.S. workforce is increasing
- more than 48 percent of the U.S. workforce is made up of employees at least 40 years of age (Winrow and Johnson, 2011). This number is anticipated to increase
to 51% within the next several years(Winrow and Johnson, 2011). Though companies are benefitting from older employees experience and knowledge, not many of these companies are as enamored with the
higher salaries that come with that knowledge (Winrow and Johnson, 2011). In such situations, companies can target the higher wage earners in an attempt to reduce their costs (Winrow and
Johnson, 2011). Along those lines, some cases under the ADEA have been scrutinized - for example, in Smith v. City of Jackson in
2005, the Supreme Court permitted employers to escape any kind of wage-related liability, so long as their decisions to hire or fire older people were based on "reasonable factors" other
than age (Winrow and Johnson, 2011). In another case, that of Gross v Financial in 2009, the Supreme Court held that an employee alleging discrimination under the ADEA needs to
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