Consequences Of Noncompliance With The AEDA Lessons To Be Learned Essay

Consequences Of Noncompliance With The AEDA Lessons To Be Learned - Es enjoin ExampleThat is why Congress first passed in 1967 what has come to be known as The Age Discrimination in Employment Act of 1967, with later(prenominal) amendments and ruling which would follow as the old age passed.According to the online page for The U.S. Equal Employment Opportunity Commission, it has this to say about the congressional act, The Age Discrimination in Employment Act of 1967 (ADEA) protects individuals who are 40 years of age or older from employment discrimination based on age. The ADEAs protections apply to both employees and logical argument applicants. Under the ADEA, it is unlawful to discriminate against a person because of his/her age with respect to any term, condition, or exemption of employment, including hiring, firing, promotion, layoff, compensation, benefits, job assignments, and training, (Equal Employment 1).In understanding this law, it is crucial to understand the facts behind it. According to this group, this act covers employers who bewilder 20 or more employees, and also happens to cover both state and local governments. The group goes on to say that the protections for such persons under the act are as suchIt is generally unlawful for apprenticeship programs, including pin labor-management apprenticeship programs, to discriminate on the basis of an individuals age. Age limitations in apprenticeship programs are valid only if they fall in spite of appearance certain specific exceptions under the ADEA or if the EEOC grants a specific exemption.Job Notices and AdvertisementsThe ADEA generally makes it unlawful to embroil age preferences, limitations, or specifications in job notices or publicizings. A job notice or advertisement may specify an age limit only in the rare circumstances where age is shown to be a bona fide occupational qualification (BFOQ) reasonably necessary to the normal operation of the business.Pre-Employment Inquiries The ADEA does not specifically nix an employer from asking an applicants age or date of birth. However, because such inquiries may deter older workers from applying for employment or may otherwise indicate possible intent to discriminate based on age, requests for age data will be closely scrutinized to make sure