Discrimination In Employment

Age Discrimination in Employment Act of 1967 The Age Discrimination in Employment Act of 1967 (ADEA) makes it illegal to discrimination against employees and job applicants who are over the age of forty. Discrimination includes the hiring and firing of individuals due to age as well as differentiating salary, benefits, and job assignment because of age. All employers that have over 20 employees are obligated to follow this law. Smaller employers. When advertising job positions it is unlawful to post age preferences, unless the employer can prove that the job has an unique limitation that mandates a certain age. For instance in entertainment if a child actor is needed a sixty year old would not be qualified for the job. During the job application
Under this law an employee may take off of work for twelve weeks per year, unpaid, for a few, well define reasons. An employee may use the Family Medical Leave Act if they have serious illness that impacts their ability to work, if they have a relative that is sick and needs to be taken care of, if they need to take care of newborn child, if they recently adopted a child, or if they a family member that is in the military and is being deployed so they can manage their business affairs. In addition to these conditions, an employee may take off up to twenty six week if they are taking care of a family member in the military who was wounded in the line of
This act sought to ensure that there was accountability in education on the behalf of teachers and administrators through content testing. States were required to test all students in reading, mathematics, and science from grades 3 to 8 and 10 to 11. To ensure public accountability, aggregate test results were made public focusing on specific subgroups: low income, minority students, special education students, and non-English language learners. NCLB sought to make all students proficient in math and reading by 2014. Every year the states would set benchmarks for students to reach with the goal of eventual proficiency, Adequate Yearly Progress (AYP). States were allowed to apply for waivers if they felt they could not reach these benchmarks. In order to receive a waiver states had to prove that they had reformed academic standards, testing, or accountability systems for its employees, both teachers and administrators. These revisions specifically included making standards geared toward college and career readiness, recognition systems for high performing and low performing schools, and rubric based assessment for teachers and principals. By 2012 43 states were granted