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The recession is fun for no one, but it may be especially hard on older employees still in the work force. Age discrimination is hard to prove but easy to fall victim to, especially with unemployment rates skyrocketing.
→ Read MoreThe Age Discrimination in Employment Act (ADEA) was enacted in 1967 by the federal government to remedy the problems that come with an aging workforce. The ADEA protects current and prospective employees, age 40 or older, by prohibiting employer discrimination based on age. However, while ADEA’s protections are broad, not every employee and employer falls within the provisions of the ADEA.
→ Read MoreMandatory retirement is outlawed under the 1967 Age Discrimination in Employment Act. Workers over 40 are protected if working in a business with more than 20 employees. Your boss can offer older workers a voluntary retirement package without violating ADEA. Typically, should you accept the package, you will be asked to sign a waiver of your right to sue under the ADEA.
→ Read MoreAge discrimination involves treating a person or persons differently on the basis of age. In many instances, this is a form of prohibited discrimination as age should not affect the hiring or firing of an employee, or the terms or conditions of a job.
→ Read MoreIf you believe that you have been illegally discriminated against based on your age, file a complaint with the Equal Employment Opportunity Commission (EEOC, for short) within a certain time frame.
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