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Age Discrimination: Airline Case Study

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In accordance with FAA regulations that require commercial airline pilots to retire at age 60, Fast Airlines has a broader policy that requires that all member of a flight crew - pilots, co-pilots, and flight engineers - must retire at age 60. Richard worked as a flight engineer for Fast Airlines for more than 25 years, and, when he approached the age of 60, he informed Fast Airlines that he felt that he was as able as ever to perform the duties of a flight engineer, that he had more experience as a flight engineer than any other employee of Fast Airlines, and that he wanted to work as a flight engineer beyond his 60th birthday. Fast Airlines responded to Richard's request by agreeing that he was one of the airline's most valuable employees and that his performance evaluations confirmed that he was as able as ever to perform the duties of flight engineer, but that company policy required that he retire. Is this age discrimination? Why, or why not? Could Fast Airline's policy be modified to avoid the issue of age discrimination? How?

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Solution Summary

This solution explains the issue of age discrimination in an airlines. The sources used are also included in the solution.

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This is age discrimination. Fast Airline cannot force Richard to retire when he reaches the age of 60 years. According to the ADEA involuntary retirement is prohibited. Compulsory retirement policy is allowed only for bona fide executive or high policy making position that has attained the age of 65 (a). To invoke this exception, Fast Airline must establish that ...

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