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Age Discrimination in the Industrial Workplace

Age Discrimination in Employment Act (ADEA) - Industrial/Technical Workplace
I'm having trouble with these end of the chapter questions for studying. Please use complete sentences and your own words. Please cite any references. 6 sentence minimum for each question. Please keep your opinion out of the responses (only focus on the law)

1. How does the manager guard against subconscious biases, e.g., that old employees should retire or can't do the job?
2. How does the manager ethically and legally deal with someone who happens to be older and who truly cannot do the job?
3. How are the ADA and ADEA similar; how are they different?

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1. How does the manager guard against subconscious biases, e.g., that old employees should retire or can't do the job?

Managers must be aware of the prohibition of the law against discrimination of old/disabled employees. Managers must also be aware of the benefits of hiring old age or persons with disabilities. It is a wrong notion that old employees and persons with disabilities are unproductive. Old employees have already attained a level of work competencies because of their long stay in the company. Studies by Owen (2012) showed that people with disabilities have "low absenteeism rates and long tenures, loyal, reliable, and hardworking". These inputs will help managers to avoid biases against old/disabled employees.

2. How does the manager ethically and ...

Solution Summary

This is a discourse about age discrimination in the workplace with focus on the difference between ADA and ADEA.

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