Age discrimination can be considered as an act of treating someone, especially a job applicant or an employee less favorable simply because of their age. Because of this act of discrimination in and around businesses, the US legislature came out with a law known as Age Discrimination in Employment Act of 1967 (ADEA), aiming at protecting people from discrimination in the labor force simply because of their age . According to Lau, T. & Johnson, L. (2011), Age Discrimination in Employment Act of 1967 is a “federal law that prohibits discrimination on the basis of age, protecting workers over the age of forty”. This paper described fully whether is it ever appropriate to discriminate based on age. …show more content…
In business setting, the output should be the primary concern of any entrepreneur, investor or an employer. Therefore employers must care more about the contribution each employee can put forward into the business. If older employees are lacking the needed skills, why go for them when younger guys are out there with what the business demand? On the other hand, if the business needs people with experience and it cannot find this in younger people, should the business go ahead and employs young people? Absolutely not, these two illustrations demonstrated that age should never be a factor in the workplace because a certain age group can never offer every need of an organization. Instead, the productivity of individuals should be the focus as long as employment is concerned. Employers must not care only about what the law says, but must be cautious about the wellbeing of the …show more content…
The older worker has the working experience but lacks the needed advanced technological skills. The younger worker is not as experience as the older employee but has the qualified technological skills. In this case, the employer weighed the position and found that the technological skill is highly required. Age discrimination should therefore be accepted here because the older employee does not have what the position demand most. The decision to give the position to the younger employee can be justified, leaving the older employee to accept the reality. If the older employee files for claim in this situation, he will definitely not succeed because it is very clear that he did not have the most demanding requirement of the
Within business organizations, aging is something that is inevitable and unique to all people. Business practices need to be in the best interest of an organization, which is also inclusive to the employees, stakeholders, and customers in which they rely on and cater to. Best business practices, both directed and implied (regardless of the location) dictates that businesses follow and adhere to federal, state, city, and other local policies. However we needn’t look too far to see the multiple lawsuits that show continued and practiced bias and prejudice. One such incident involving discriminatory practices involving ageism that will be discussed within this discussion will revolve around a Texas Roadhouse restaurant based in Palm Bay, Florida.
Age discrimination has become more than a minor inconvenience throughout the twentieth century; indeed, the issue has become such a hot potato within the workplace that laws have been forced into existence as a means by which to address the problem. In order to help protect those who stand to be singled out and let go because of the unfairness of ageism, the Age Discrimination in Employment Act (ADEA) was designed with the older employee in mind.
Elderly folks are eminently mature and have the finest instinct about what is right and wrong though It’s challenging to change someone’s point of view in a matter like this. When such injustice takes place, it de-motivates senior workers from their work. In an article over Ageists by Vincent J Roscigno, he states facts about different views on older Americans in general and in workplaces such as, “most of the population consists of biases and preconceptions, and the accused are unashamed in their views of older Americans. Those who believe that younger employees have much more value than senior employees are inserting a strong assumption based on their age. “Ageist attitudes and discrimination is what results in lower levels of overall organizational commitment to older workers, and a “push” out of a particular workplace.” Just because of an older employee’s depiction, such unfairness circulates in workplaces which cause false impressions of older
The Age Discrimination Act states that it is prohibited for employers and others to discriminate against an individual on the grounds of their age. This act protects all individuals of all ages against this kind of discrimination. An example this type of discrimination is an experienced and successful senior nurse who is only 40 is fired because the NHS board feel that she is becoming too old for the job and think that someone a few years younger maybe more preferable, so they decide to fire the senior nurse. This is indirect discrimination, where the individual is unaware that they were discriminate against because of their age. The NHS board did not take in to account the senior nurse’s skill, experience or how well she could cope with the job. All they took into account was her age. This act prevents discrimination as if the NHS board followed the rules of the age discrimination act then th...
Stossel and Mastropolo’s thesis did not come until at the middle of the article when they talked about how Murray Schwartz is convinced “that older people can do the job just as well as younger people and believes that employment age discrimination laws are a crucial protection for older workers” (paragraph 11). With this issue, there are two sides of argument in this article: one is from the corporate as to why it is a necessity to fire people when they come of age, and the second one is from the workers being affected at this age discrimination. There are several people applying for jobs these days and a company attempts to fill that job with the best qualified person. If a per...
Diversity can be differences in age, gender, ethnicity, and religion. Having such a diverse workforce can be very challenging. (1) Today’s workforce is very diverse in respect to age. Before, corporate America consisted of workers ranging from twenty one up to late thirties to early forties. Now, we see people in their mid to late fifties going back to work. This trend has both advantages and disadvantages. One advantage of an older employee over a younger employee is his ability to use his years of experience in situations where a younger employee lacks experience. Another advantage for an older employee is his built relationship with existing customers. The disadvantage of an older employee over a younger employee is his inability to quickly adapt to his changing environment. Younger employees are more “hungry” compared to their older counter parts. Their hunger is fired by their goal to quickly move up the corporate ladder.
Age discrimination affects the old and the young. It causes people to think they can just walk all over the person being discriminated ...
Age discrimination is a negative treatment or unfavorable attitude towards job applicant or employee based solely on his or her age. The Age Discrimination in Employment Act (ADEA, 1967) in US is a legislation which protects persons beyond their 40s against mistreatment. (Age Discrimination, n.a.) Employer who are obliged to follow ADEA legislation are those who has more than 20 employees and to be in an industry affecting commerce. The basic idea behind ADEA is to prevent social exclusion based on the age and to define when age discrimination is allowed. The latter one is surely more important because it explains exceptions from ADEA.
Ageism in Today’s Society The definition of discrimination, as described by Merriam-Webster Dictionary, is “prejudiced or prejudicial outlook, action, or treatment.” While there are many forms of discrimination in the workplace of today, there is only one type that this paper is concerned with, and that is age discrimination. The analysis of Ageism can be broken down into different parts: the meaning, types, causes, ways to prevent or stop Ageism, as well as the benefits of reducing Ageism. Dr. Robert Butler was the man who coined the term “Ageism” in 1986.
EMPLOYMENT LAW NAME: ID NUMER: Table of Contents Task 1 1 1.1 2 1.2 3 Type chapter title (level 1) 4 Type chapter title (level 2) 5 Type chapter title (level 3) 6 Introduction Throughout history there Task 1 1.1 Employment law plays a significant part in any legal system, regulating the legal interaction between employer and employee. With a workforce of over 30 million, the importance of UK employment law is more than evident, having both a social and economic impact. As such, adequately regulating such a complex matter relies on a broad series laws and regulations that provide the sources of employment law.
This strategy aims to employ workers from different backgrounds to provide tangible and intangible benefits for the business. The employers are the ones who control everything from the wage, promotions, incentives and the termination of the older counterparts. They are increasingly concerned about updated skills, physical demands, early retirement, and the cost of maintaining an older worker. Despite how employers may feel, companies cannot afford to neglect talent at any age. The employer should take advantage of the skills that the older employee posses, and carefully position them in jobs that matches their skill level as well as the job to be done. “Regardless of the change organizations make in the structure and functioning of the workplace of the future, it appears likely that older workers will play a crucial role (Hedge,Borman,& Lammlein, 2006). Different acts and laws are governed to respond to any discrimination against older employees in the workforce. Employment agencies, labor unions, local, state and Federal government are bound by these laws such as: Older Workers Benefits Protection Act (OWBPA); The Americans with Disabilities Act (ADA), Older Americans Act (OAA), to name a few. Funds for service by the Congress are provided in forms of grants for various programs yearly. States, counties, and cities recognize the value of the servicing and are generous in providing additional funds, benefits and in-kind economic benefits too. Because area and state agencies on aging are doing very little in a way to use mass media to promote themselves, the aging network is probably missing a large number of disadvantage people who should be receiving services but who are unaware of them. Much more emphasis has been placed on tying together the federal services for the older workers, but it should not have taken a federal initiative to make states see
The aging workforce adds value to any organization because of the tenure on the job and all the experiences of knowing the company and how and when the company first started. Smart firms recognize the value of the aging workforce because they realize that when they lose them, then they are losing a lot of intellectual capital and institutional knowledge from them. They are mature, reliable, adaptable, experienced, loyal, and have a desire to work (Harvard, 2004). The cultures and values of the aging workforce are very significant assets because they are loyal to the employer, fewer sick days, less injuries and enhanced length of service. Companies need to recognize older workers' importance in the workforce and their changing roles in their
For example, it would be more suitable to ask a 25-year old individual to be in charge of website editing rather than a 50-year old individual who is far more experienced in the marketing industry. Segregating skills and knowledge that each individual has will result in a more effective company. Hence, multiple generations will be able to communicate with one another smoothly; contributing to a stronger company identity.
Discrimination is a feasible method of making decisions in life based on the group, class, or category to which a person belongs to. “In an ideal world, people would be equal in rights, opportunities, and responsibilities, despite their race or gender. In the world we live in, however, we constantly face all kinds of neglect based on different attributes.” When one hears the word discrimination, the first thought that comes to mind is racial discrimination. In fact, it does not solely have to be racial discrimination. There are many forms of discrimination such as age, disability, transgender, and sex discrimination. This paper will focus on discrimination based on gender, race and age in the workplaces.
Age discrimination continues to be a problem for both men and women that are over the age of 40 in the workforce. In year 1967, the federal Age Discrimination in Employment Act ADEA was passed to prohibit discrimination against workers over age 40 and older. Another law in the year 1964, Title VII of the Civil Rights Act of 1964 that prohibits employment discrimination on the basis of sex, race, color, religion, or national origin. However there are still age discrimination and it seems to be more especially for older women more than older men. The Federal and the state should implement more regulations to protect workers' rights in all age groups, both in the younger and older generation including their race and gender.