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Essay / Research Paper Abstract
This 3 page paper examines this case. Age discrimination is discussed. Bibliography lists 3 sources.
Page Count:
3 pages (~225 words per page)
File: RT13_SA902age.rtf
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Unformatted sample text from the term paper:
did not see a desirable staff reduction (Greenhouse, 2008). The company had to decide which employees to let go so that the newly merged firm could effectively downsize (Greenhouse, 2008).
Managers had been told that they were to rate all of their employees to see how trainable or flexible they were (Greenhouse, 2008). They were not instructed to choose
younger workers over older workers. Still, in the end, 31 workers were laid off and thirty of those were at least 40 years of age (Greenhouse, 2008). In effect, the
company did not set out to discriminate as it had certain criteria. Of course, the terms "retrainable" and "flexible" may in fact be code words that are attached to age.
The discrimination laws allow employment action if the decision made is in accordance with reasonable factors that do not consider age (Greenhouse, 2008). Again, it seems that for the most
part, people stereotype older people as being less flexible and not trainable. In part, this may have to do with the fact that older workers are more knowledgeable and set
in their ways. They would perhaps not be as willing to undergo new training as would less competent and inexperienced workers. Of course, when companies discriminate they usually do
so because of monetary factors. Older workers cost more. Using criteria is necessary, but the criteria used here may have been utilized to cover up true age discrimination. The
court did rule against the corporation. This was largely a case where there was a disparate impact and so the facility was charged with using unsavory practices ("Meacham
v. Knolls Atomic Power Laboratory," 2008). In essence, the company can no longer use the ambiguous and leading criteria to let their employees go. They must choose another method because
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