Read: Avoiding Age Discrimination Claims in Hiring; Despite a good law, age discrimination is still common; Pamela Newberry v. Burlington Basket Company; Jeffrey Loeb v. Best Buy
Age Discrimination, as defined by the EEOC, is listed at http://www.eeoc.gov/laws/types/age.cfm
Read the two Workforce articles and two case studies on Age Discrimination. As our workforce becomes increasingly diverse with our older adults remaining employed longer, human resource departments need to revisit any EEOC policies related to age but also understand the laws and the company’s rights when it comes to hiring and/or firing.
In the case of Jeffrey Loeb v. Best Buy Loeb ‘invited’ himself to assist on the Barry team even though no opening existed. One of his supervisors, Gilbert, accepted his interest in the department and found a way for him to be involved, even stating that his transfer to the Barry team wasn’t temporary. However, Loeb lost his age discrimination case.
In the other age discrimination case, Pamela Newberry v. Burlington Basket Company, Pamela brings suit claiming she was terminated because of her age.
Utilizing the Workforce articles, talk about the case studies and also about your company and/or experiences:
Do you think the case study outcomes were accurate (discuss both cases)? Why or why not?
Have you seen an increase in the average age at your workplace?
What changes have been made in your interview and hiring processes to avoid age discrimination issues? If your position does not require you to interview prospective employees, ask your supervisor or HR department.
Has there been added training for those that conduct interviews to avoid any references to age?
What changes have you seen in job postings at your company to avoid including any age preferences or limitations?
Make sure to reference the articles in your response. If you would like to enhance your response, feel free to locate other articles from reputable sources or share a personal or work-related example.