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Age Discrimination In The Workplace
The charges against age discrimination received by the Equal Employment Opportunity Commission or EEOC have been increasing by the year. Today, most of the older employees seem to be experiencing the ‘gray ceiling’. |
Most companies are indulging in age bias either during recruitments or promotions. Job applications of older candidates seldom receive a positive response. Also, the companies seem to be restricting the growth prospects of senior employees.The reasons for such kind of age discrimination are endless. Some companies believe that the older age group of professionals is not technically savvy and therefore, would not be able to move in step with progressive methods of functioning. Some associate the number of chronological years with complacency and conservativeness as against the energy and radical line of thought of the youth. Also, the senior the candidate, heavier is the pay package, which is not a feasible alternative for many organizations owing to the present economy. Resting on all these facts, unfortunately the years of experience of an older employee and his or her competency falls short in comparison to the assets of employing the young.
However, the older employees need to look after their own interests at their respective workplaces. All employees should be aware of their rights furnished by the EEOC through the Age Discrimination in Employment Act of 1967 and the Older Workers Benefit Protection Act of 1990. The ADEA protects the rights of potential candidates and employees in the age group of 40 and above and guards them against any age bias with respect to all facets of a job. Also, the OWBPA safeguards the job benefits of the older employees.
In cases where one is a victim of age discrimination in a professional organization, one must act prudently as it is immensely difficult to prove the employer guilty. Firstly, it is always better to solve matters within the company itself without going to court. The victim should address the issue of age discrimination with the seniors of the establishment. If this does not prove helpful, then assistance can be sought from the state or city fair employment practice agency.
Apart from this, charges of age discrimination can also be filed with the EEOC. This can be done in person, telephonically or through mail. The victim would be required to furnish a detailed account of the incident and provide solid evidence or witnesses in support of the accusation. As a normal procedure, the EEOC investigates the matter.
On dismissal by the EEOC, the victim could also move the court by filing a lawsuit against the employer. However, this needs to be done within the stipulated time period of 90 days of the occurrence of the incident. Once the offender is proved guilty by the EEOC or the court, penalty is paid either in terms of cash, promotion or honor as per the respective case.
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Age Discrimination In The Workplace
