Age Discrimination in Workplace

Age Discrimination in Workplace

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Age Discrimination in Workplace

Introduction

Age discrimination is away in which an employee or worker is less favorably treated in relation to age. In a work situation, an employee can be subjected to discrimination during promotions, compensation, hiring, firing, layoff, pay, job assignments, training, and fringe benefits. Moreover, harassment can be executed when offensive remarks and hostility are subjected to workers on the basis age (Covington & Burling, 1967). When the right of an employee is breached in line with age, the worker is entitled to bring a legal lawsuit against the employer according to the civil rights enshrined in the age discrimination laws.

Equal Employment Opportunity Commission

The U.S Equal Employment Opportunity Commission formulated the Age Discrimination in Employment Act (ADEA) in 1967 to protect the workers against this discrimination. The law forbids age discrimination to people who are at the age of 40 or above. Additionally, employment policies that apply to all, regardless of age, are illegally considered if they pose a negative impact on workers aged 40 or older. Notably, this law protects both the employees and job applicants. In conjunction to these, it is unlawful to retaliate against a person pursuing a legal suit when he or she is discriminated with regard to age. The ADEA is applicable to employers with 20 and above workers, of both the state and local governments. Similarly, the legal framework applies to the employment agencies, labor organizations and the federal government (Covington & Burling, 1967).

Case studies

According to the data from the Supreme Court decisions, the following cases and subsequent ju.............