Age discrimination and employment related issued are gaining more and more prominence in recent times due to a number of regulations and enactments which prohibit any kind of unlawful discrimination. Today with judicial pronouncements as well as various rules make it imperative for avoiding age discrimination and being equal opportunity employer.
Employers are also increasingly understanding the value of fairness and equal playing field in the matter of employment and promotions. This not only fosters better working climate but also exhibits a good image of the company in eyes of the public. Today with judicial pronouncements as well as various rules make it imperative for avoiding age discrimination and being equal opportunity employer.
As the human expectancy is rising and so is the working life of people, employees remain in job for longer number of years.
Better living standards are also making it possible for employees to remain productive for larger periods.
It is in this context that protection against age discrimination in matters of employment assumes importance. When people talk about existence of such a protection, it means that given a skill set and qualifications, people would not be discriminated against only because of their age. Such discrimination should not be there not only at the time of recruitment but also in matters of training, promotions and advancements.
The importance of laws against age discrimination in employment is that they are applicable universally.
Discrimination should be avoided at all costs and at all places whether it is private sector or public sector. Such laws are having force at professional bodies and even at the offices of unions and educational institutions. The message is simple and unambiguous. If you are an employer, it is your duty to provide an atmosphere free of discrimination against age, sex and affiliations. Of all the equal opportunities laws applicable, this is the most important right available to existing and potential employees.
Another fall out of laws against age discrimination is that during bad times, when the employers are considering redundancy and lay offs, older employees should not necessarily be at the receiving end of polices framed by employers. This is an important anti discrimination obligation cast upon employers. It also makes sure that employees have equal right to employment and decision making has to be justified on objective criteria and not based on the whims and fancies of employers.
Various states have also framed their own laws and regulations against age discrimination in employments issues. This is to underscore the importance given to protect people from facing unhealthy and discriminatory practices at workplace.
State labor laws and various municipal regulations specifically provide such a protection against discrimination in matters of all employments. Age Discrimination in Employment Act of 1967 or ADEA in short is the federal law which provides protection to all employees and it makes sense for all to have a look at various chapters of the act to know your rights.
The U.S. Age Discrimination in Employment Act (ADEA) protects individuals who are 40 years of age or older from employment discrimination based on age. The law forbids discrimination with regard to any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoffs, training, fringe benefits, and any other term or condition of employment. It is also unlawful to harass a person because of his or her age or retaliate against a person for raising a claim of age discrimination. The U.S. Equal Employment Opportunity Commission (EEOC), "Age Discrimination: An Overview of the Law and Recent Commission Decisions", article discusses the analysis of age discrimination claims and recent case law - including U.S. Supreme Court decisions and Commission decisions.