Age Discrimination In Employment Act
In Business Law Age Discrimination in employment Act of 1967 is defined as a federal decree that excludes age discrimination performs against employees who are 40 and older. As we know it refers to discrimination against employees or prospective employee based on their age. Age Discrimination suits are now the fastest-growing cluster of discrimination complaints filed with the United States Equal Employment Opportunity Commission. In 1967 congress passed the Age Discrimination in Employment Act (ADEA), the worry was that older workers were being discriminated against in hiring. The ADEA , itself have a unequal impact on the older employees of age forty and above. We have a very competitive job market now, and because employers are not only looking at the experiences of a candidate, they also look to see if the applicant may have physical attributes that may prevent them from hiring. One common area would be having gray hair. Times are shifting for the work force and above age forty, requires more expert skills. Companies are receptiveness and moving into the 20th century era. With these new developments, it includes computers, email, and the Internet to be more competitive in the market. In the earlier years it used to be you could not advance; because of the glass ceiling. Now that things have shifted it more like the gray ceiling. The aged work force must take personal accountability in job pursuing, because looks can be an advantage or disadvantage. Being experience is no longer a requirement for a job offer.
The U.S. congress passed the ADEA, to protect workers of forty years old and above during the hiring phase. Yet research shows ten percent of the claims involve the hiring process, the other ninety-percent is unlawful release. Being in the workforce, I can relate to many people filing suits after being fired versus not being hired. In my opinion it’s easier to prove a case for dismissal rather than thinking you were discriminated against while being interviewed.
As you know, we live in a highly competitive job market. Things within a company may change within a month. Companies have to continue to advance to the next level to be more competitive. The position I currently have, my development teams, stay developing so we are the most competitive software in the field. If you think back to a few years these thing were not important. When computer first hit the market they were so expensive to purchase and the software as well. I work for a small company and when they first got started they said they did everything from maintaining software, doing support. Well they quickly learned that developing and support was a clashes. They wanted to hear the feedback from clients as to the enhancements they needed, but had to hire someone to handle that aspect of the business so they could develop. With that being they hired young college students who were computer savvy and could handle supporting clients nationwide. This trend has continued presently. All of our support staff is in their twenties, fresh out of college or still active. The older people are more the management team and coordinators of the business. In my opinion I do believe with the technical job requirements has largely impacted the vast unemployment rate with the older employees. If you are older and unable to adapt to change this is easy way for you to be filter or retired out. Today most senior and, mid-level executives are more skilled with high tech machines and software than their colleagues of years ago.. Technology is changing so vastly that it is almost intolerable for senior employees to keep up-to-date on the newest versions of software, and computers. I can say I experience this issue a number of times working with senior clients while training. It’s as if when they get the hang of it something has advanced and it a new way to use it. I have clients who become very frustrated with...
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