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This 3-page memo-formatted paper discusses the Age Discrimination in Employment Act of 1967 (ADEA). Bibliography lists 3 sources.
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3 pages (~225 words per page)
File: AS43_MThrmeadea.doc
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Unformatted sample text from the term paper:
is responsible for hiring the best-qualified candidates while ensuring the organization is in compliance with employment law. TO: Clara Boss FROM: A Student SUBJ: Age Issues for New Trainees
Per your request, I did a little research about compliance along age-related lines as it pertains to the hire of five new training and development specialists.
As we both suspected, there is a law pertaining to this issue, known as the Age Discrimination in Employment Act of 1967, or ADEA (Facts About Age Discrimination, 2010). ADEA
protects those who are older than 40 years of age, and the act points out that its unlawful to discriminate against an individual in hiring, firing, promotion, compensation, benefits, training
or job assignment practices (Facts About Age Discrimination, 2010). Another interesting aspect about ADEA is that it allows employers to favor older workers based on age - even if doing
so adversely impacts a younger worker age 40 or older (Facts About Age Discrimination, 2010). Does this mean we cant ask an applicants
date of birth? Not necessarily - but we would need to be sure that the question is being asked for lawful reasons, and not for discriminatory reasons - the EEOC
apparently pays attention to issues such as these (Facts About Age Discrimination, 2010). There are other issues to consider here as well -
in 2005, the U.S. Supreme Court ruled that employees can bring an ADEA claim challenging an employers neutral practice, if that practice has a "disproportionately negative impact" on individuals 40
years of age and older (Clarks, 2005). Yikes. What this technically means is that if an employee sees a practice that tends to favor younger people, the company could be
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