Your company is about to conduct some layoffs. That’s common enough. You don’t want to be sued. So you offer the employee severance benefits along with a release. Since your employee is over 40 years old, you really don’t want to deal with age discrimination claims. So you include in your waiver any claims under […]
Seeking “Young and Fresh” Workers. Uh-Oh…
I’m back–in case you noticed an absence in the last 3 weeks. I was firmly ensconced in “Wedding Land” tying up loose ends and then celebrating as I married off my only daughter about a week ago. (Holy cow, I’m now a mother-in-law! I know I digress, but I just couldn’t resist.) I won’t keep […]
The ADEA Protects Applicants — Not Just Employees.
By now most of you know that under the Age Discrimination in Employment Act (ADEA) employers cannot discriminate against workers aged 40 or older. You may also know that your company practice, even a seemingly neutral one, is age discrimination if it has a disproportionately negative impact on workers age 40 and over. I’m guessing […]
Can a “Sub-Group” of Over-40 Workers File a Federal Age Discrimination Claim?
You probably know it’s illegal under the Age Discrimination in Employment Act (ADEA) for employers to discriminate against workers over 40 years old. You may also know that large groups of over-40-year-old workers can sue as a group, and file what is known as a class-action lawsuit. Occasionally, a class-action lawsuit will involve sub-classes, i.e. […]
Employers: The Threat of Age Discrimination Claims is Real!
Greetings. This week we are concluding our coverage of ways in which employers inadvertently expose themselves to the risk of age discrimination claims. We are back with Brilliant Business, Tricia the Trainer, and you, Brilliant’s new Regional Sales Manager. Having already learned that interview questions, job advertisements and pre-employment tests are some key age discrimination […]