As employees age, they can find it hard to secure gainful employment. Along with employers not desiring to hire them, they may also face discrimination from some employers or management due to their age.
Thankfully, there are regulations in place to protect hard workers from such situations. There are a few important facts to know about age discrimination and the protection that the government provides.
Inception and progression
In 1975, the Age Discrimination Act went into place to prohibit the use of age discrimination and other discriminatory practices in programs that utilize government funding. However, this was not the first regulation put into place. The Age Discrimination in Employment Act went into play in 1967. This act specifically protects employees 40 years old and more from discriminatory acts in the workplace due to their age. These and other regulations, such as section 188 of the Workforce Investment Act, help to cover various bases in protecting older workers from unfair treatment.
Not all of the acts apply to all demographics. For the most part, workers who are at least 40 years old are covered by several different discrimination acts and regulations. However, workers who are approaching that age may find themselves in a bit of a limbo. For those employees, a discrimination claim may be a necessary line of defense.
Recognition and proof
Age “jokes” and other comments may serve as indicators of ageism in the workplace. Also, when older workers find that they are receiving reprimands for committing the same offense as other employees who are not receiving write-ups, or are being excluded in activities or not considered for promotions like their counterparts with the same credentials, they may be experiencing age discrimination. To prove these things, detailed documentation and witness testimony can be very helpful.
This is a brief overview of age discrimination and ways employees may protect themselves. For those with more questions, it may be beneficial to speak with a knowledgeable attorney.