AGE DISCRIMINATION IN EMPLOYMENT ACT of 1967
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You are the Human Resources Specialist of a start-up training & development organization (Human Relations Training, Inc.) which will be providing Human Resources training. You will be working with the president and operating manager of the company with regard to the recruitment and selection of new personnel, as well as their job performance evaluations after they are hired.
As the HR Specialist, it is your job to ensure that you hire the best candidates while also protecting the organization from any legal challenges to your HR practices. The positions you will be filling are five training & development specialists; one secretary/receptionist; and one information technology specialist.
AGE DISCRIMINATION
After performing your research, write a two-page memo to your boss describing, in your own words, who is protected by the law and what aspects of the law an organization would need to be aware of when selecting individuals to fill positions.
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Solution Summary
The 660 word solution presents a summary of the law as it could apply to the fact pattern in the problem. It includes a summary of the law, internal policies and procedures, current trends and statistics, costs of benefits for older employees, and exit procedures for older employees. Each heading is followed by a paragraph of explanation.
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MEMO
To: the boss
From: HR specialist
The purpose of this memo is to provide you with pertinent information regarding the AGE DISCRIMINATION IN EMPLOYMENT ACT which became law in 1967. Because we are interviewing candidates for seven positions, it is important that all of us in the company understand employee rights regarding discrimination.
Summary of law:
The law protects individuals who are 40 years old from discrimination based on age. The protections apply to current employees and prospective job applicants. It is unlawful to discriminate against a person because of his/her age with respect to any condition of employment, including hiring, firing, promotion, layoff, compensation, benefits, job assignments, and training. It is also unlawful to retaliate against an individual for filing an age discrimination charge or participating in any way in an investigation under the law.
The law applies to employers with 20 or more employees, including government units, employment agencies and labor organizations. Even though we may not have 20 ...
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