Research Paper on:
A Case Study in Age Discrimination

Unformatted Sample Text from the Research Paper:
2003). At the same time, in the Federal sector, there is no upper age parameter and in this case, the law covers everyone 40 and older (2003). An individual  is also covered when an employer discriminates in respect to hiring, firing, wage benefits, hours worked, and the availability of overtime based on age (2003). In respect to discrimination,  both people who are involved may be over 40 (2003). For example, someone who is 55 years old can claim another individual who is 42 years old is  discriminating due to age (2003). In other words, it need not be a younger person discriminating against an older individual as the term implies. While age discrimination is a problem  in society, some wonder why. With experience and wisdom, older individuals can bring a great deal of leadership and know how to a firm. Much of the reason for ageism  is the fact that, as executives age, their paychecks and retirement plans get fatter and a firm can hire two young, eager to please rookies for about the same price.  Also, youth in the dominant culture is valued over age. Young people are automatically thought of as brighter, more malleable, trainable and just easier to deal with. The old adage  "you cant teach an old dog new tricks" is unfortunately integrated in much of corporate culture today. This is something that must change. Over the years, age bias  has been expressed in terms of excluding aging workers from important, substantive activities and giving older individuals poor performance evaluations so they would effectively be forced out of the company  (Steinhauser, 1998). Early retirement incentives, insensitive, policies and favoring younger job applicants over older, better-qualified candidates are signs that ageism is present in a companys environment (1998). In studying