Equal Employment Opportunity laws prohibit specific types of job
discrimination in certain workplaces. The Age Discrimination in
Employment Act of 1967 (ADEA) protects certain applicants and employees 40 years of age and older from discrimination on the basis
of age in hiring, promotion, discharge, compensation, or terms,
conditions or privileges of employment. The ADEA is enforced by the
Equal
Employment Opportunity Commission (EEOC).
A most
relevant question is why must companies hire and keep mature workers?
Why not give older workers the opportunity to contribute for as long as you
employ them?
For one
thing, the economy is unlikely to improve any time soon. For another,
take advantage of the fact that these skilled individuals have much
to offer your firm - for as long as they stay. Indeed, older workers
often have a record of longevity and loyalty at companies that hire
them. Consider whether your company provides a workplace culture
and environment in which an experienced worker is happy and
contributing. That employee might not be so excited to jump from a
good ship where they are valued, for a few thousand dollars a year.
Read more here
At
the same time, there's a sense of urgency to the quest for workplace harmony, as baby boomers delay retirement and work side-by-side with
people young enough to be their children — or grandchildren. Put
people of widely different ages together — and there are bound to
be differences. Baby boomers, for example, are workaholics, while
younger workers may demand more of a work-life balance. The solution
for a growing number of companies: generational awareness training to
help foster understanding and more effective communication among its
workers.
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