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Essay / Research Paper Abstract
A 2.5 page paper that presents a letter in support of an employee who was terminated during a company RIF and later learns that only employees over the age of 55 were terminated. Mary is 57. The paper explains the appropriate sections of the Age Discrimination in Employment Act of 1967, which prohibits age discrimination. The paper also briefly cites three court cases. Bibliography lists 3 sources.
Page Count:
2 pages (~225 words per page)
File: MM12_PGrifage.rtf
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Unformatted sample text from the term paper:
Marys claim that she experienced age discrimination in your RIF process. It has come to our attention that only employees over the age of 55 were terminated during this
RIF. Given this information, we advise you that this is a violation of laws and regulations. We shall cite and explain the federal laws herein. First, Title VII of the
1964 Civil Rights act set the stage prohibiting discrimination in the work place (EEOC, 1997). To clarify issues regarding age discrimination, Congress passed the Age Discrimination in Employment Act (ADEA)
of 1967 (Utah State University, nd). This purpose of this Act was to assure that older persons (over 40) were treated fairly by their employers and were not denied promotions,
salary increases because of their age and also to assure they were no fired based on their age (Utah State University, nd). Employees need only establish four factors to convince
the Court that she has experienced age discrimination under ADEA: She is in the age class that is protected, i.e., over the age of 40 (Utah State University, nd).
Mary is 57. The employee was demoted or terminated from employment (Utah State University, nd). Mary was terminated during the RIF process. The employee was doing her job well
enough to meet legitimate expectations of the employer (Utah State University, nd). Mary was with the company for 14 years and had reached middle management level. Both her tenure and
her promotions to middle management attest to the fact that Mary was performing her job more than satisfactorily; her performance has consistently been excellent and evaluated as such on
all job performance evaluations. Other employees who are not in the protected class were treated more favorably (Utah State University, nd). We can prove that only employees over the age
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