Employment Discrimination

br Employment Discrimination

Page 3 Employment Discrimination The Age Discrimination in Employment Act of 1967 forbids employment discrimination upon persons forty years of age or older provided that the employer hires at least twenty or more workers . This law was approved on December 15 , 1967 to stop the discrimination given to people aged forty years old and above whenever they are applying for jobs . It will be considered unlawful of the employer if he or she fails , decline to hire , or to discharge any individual because of their old age Employers

must never employ people based on their age . It is also illegal to choose or rank their employees in such a way that it will lead to the removal of that employee 's employment opportunities or will cause unfavorable effects to his status as an employee because of his age . Employers should never restrict the benefits and privileges given to their employees because of their age . Each employee with the same position should receive equal privileges regardless of their age . It shall also be considered unlawful for an employment agency to decline to refer for employment any individual because of his age . Employment agencies should help each individual , at legal age , coming to their office that needs job no matter what age he is (U .S . Equal Employment Opportunity Commission . It also forbids the employer in refusing to give benefits to older employees . Benefits given to older employers may only be reduced if the amount of the reduced benefits that will receive is the same as that of the full privileges given to younger workers whose position is the same as theirs . Since 1978 , mandatory retirement was not allowed by ADEA in most sectors . While for workers with fixed period of time in which they hold their job or position , such as college professors , gradual elimination of mandatory retirement was done (Wikipedia . No matter what age the employee is , he or she is entitled to the same benefits given to other employees with the same position that he is occupying regardless of their age

However , ADEA allows mandatory age cutoffs in jobs wherein the individual 's age is reasonable necessary to the normal operation of that particular business , commonly referred to as a bona fide occupational qualification (BFOQ . This was allowed because it was believed that this job can be affected by the employees ' job performance due to his age Physical strength and sharp memory is very important in these jobs which we all know can decrease as a person ages . This is usually associated with jobs involving the safety of the public , like firemen and policemen , or aviation . In additional , these jobs should always have employees within the standard age requirement for this age to ensure that they can perform their jobs well mainly for the safety of the public . Mandatory retirement is permissible but only under certain circumstances . These circumstances also involve executives over the age of 65 whose jobs involve high-policy making decisions for the two years...