The Equal Employment Opportunity Commission (EEOC) protects against age discrimination under Title VII. Specifically, the Age Discrimination in Employment Act (ADEA), which was passed in 1967 by congress, covers discrimination against employees who are 40 or more years old. This topic should be a big concern for employers, since the number of elderly workers is increasing as the baby boomer population matures. It is estimated that as many as twenty-percent of the claims filed with the EEOC are for age discrimination. Also, age discrimination settlements can be considerably higher than typical discrimination cases. Upon research, the average award amount between 1955 and 1988 was $219,000. (www.ama.net). For this reason alone, employers should take care of how they handle their aging workers.
As mentioned above, the EEOC is responsible for enforcing the age discrimination regulations, including the ADEA of 1967. This regulation is in effect supposed to “promote employment of older persons based on their ability rather than age; to prohibit arbitrary age discrimination in employment; and to help employers and workers find ways of meeting problems arising from the impact of age on employment.” (www.eeoc.gov). The ADEA presides over the boundaries for age discrimination in all aspects of employment. It not only protects against discrimination for employees, but job applicants as well. Even job advertisements must not include age d...
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