In a paper consisting of nine pages the practice of age discrimination as it relates to workplace practices is examined. There are ten bibliographic sources cited.
Name of Research Paper File: D0_JAagedis.rtf
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have been known to lay off their older employees, only to later re-hire younger employees to fill the same positions. This not only saves money in salaries (the younger
employees receive less in wages than the long-term employee does) but it saves the company from having to pay out retirement packages as well. Companies of course dispute that
this is done, but the fact is we see it happening every day. LEGAL ISSUES AND THE HISTORY IN AGE DISCRIMINATION The most powerful law that was
designed as a means by which protect people from age discrimination is the Age Discrimination in Employment Act (ADEA) establishing that no person age forty or older can be discriminated
against in any area of employment. Once under the auspices of the 1964 Civil Rights Act but soon realizing an individuality of its own, the scope of the ADEAs
protection is quite far-reaching. Not only does it broadly guard against age discrimination, but it also helps to protect favoritism between and among those in similar age groups.
However, of all the issues surrounding age discrimination that the 1967 law addresses, none is more heated than that of mandatory retirement. A small population is exempt from this
protection are those who are "bona fide executives or in high policymaking positions and are at least 65 years of age, have held their position for two years immediately preceding
retirement, and are entitled to retirement income of at least $44,000 exclusive of social security" (Nobile, 1996, p. 38). The ADEA has recognized
the fact that there cannot be a blanket resolution throughout the entire workforce without some industries taking unnecessary risks due to older employees. The airline industry is just one