Age Discrimination in Employment Act


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Age Discrimination in Employment Act

Legislation in the United States, passed in 1967, that forbids discrimination against persons over the age of 40 in the hiring or firing of, and the distribution of benefits to, employees. The Act was deemed necessary because some employers were unlikely to hire otherwise qualified applicants because they were closer to retirement and therefore less likely to stay with the company. It provides for reinstatement and back pay for employees against whom companies have discriminated.
References in periodicals archive ?
Answer: The federal Age Discrimination in Employment Act (ADEA) applies only to employers that have "twenty or more employees for each working day in each of twenty or more calendar weeks in the current or preceding calendar year.
In general, claims of discrimination against older employees allege either disparate treatment or disparate impact under the Age Discrimination in Employment Act of 2005.
Persons protected under the Age Discrimination in Employment Act (ADEA)
I write in response to the Labor and Employment Law piece in the February 2010 issue ("The Age Discrimination in Employment Act of 1967: Issues Litigated at the Supreme Court Level").
Laying off a worker based on age has been illegal since the 1967 passage of the Age Discrimination in Employment Act, which protects workers 40 years and older from employment discrimination based on age.
Discriminatory employment tests and selection procedures are prohibited by Title VII of the Civil Rights Act, the Americans with Disabilities Act, and the Age Discrimination in Employment Act, all of which are enforced by the EEOC.
The primary subject matter of this case concerns human resource management, particularly the issues of discrimination, and the Bona Fide Occupational Qualification (BFOQ) exception to Title VII of the civil rights act and the Age Discrimination in employment act.
The Age Discrimination in Employment Act of 1967 is designed to protect applicants and employees age 40 and older in matters surrounding hiring, promotion, discharge, and compensation.
Louis, charges Allstate with violations of the Age Discrimination in Employment Act of 1967 and the Fair Labor Standards Act of 1938 for instituting a moratorium on hiring back former employee-agents, more than 90% of whom reportedly were over the age of 40.
Class action lawsuits brought under the Fair Labor Standards Act of 1938 (FLSA), the Age Discrimination in Employment Act (ADEA) and the Equal Pay Act (EPA), require that potential plaintiffs opt-in if they wish to participate in the litigation and share in any recovery.
A female former county corrections officer brought an employment discrimination action in state court, alleging violations of Title VII, the Age Discrimination in Employment Act (ADEA), the Americans with Disabilities Act (ADA) and the Rehabilitation act.
The Age Discrimination in Employment Act (ADEA) was enacted in 1967 with the primary goals "to promote the employment of older persons based on their ability rather than age; to prohibit arbitrary age discrimination in employment; to help employers and workers find ways of meeting problems arising from the impact of age on employment" (ADEA, 1967: 29 U.