Labor and Employment Law essay Want create site? With Free visual composer you can do it easy.
Get Full Essay Get access to this section to get all help you need with your essay and educational issues. Whether it is a big corporation or a small depot, HR department is integral in maintaining a sound and professional environment. The policies of any HR department can become a boon or a bane when it comes to recruitment.
Any discrimination, particularly on age and gender, can ruin the reputation of an otherwise good company. Age discrimination in hiring and recruitment has become more of an anomaly rather than a regular feature. The Age Discrimination in Employment Act of prohibits any discrimination against person of 40 years or older.
Sargeant, The actual implementation of this policy, however, remains mired in controversy. The most common cause of age discrimination is the perception that an older employee can be less efficient or vice versa.
Many companies have a tilt towards the youth. However, what exactly is age discrimination and why is it such a big issue? The discrimination in hiring new employees transcends the racial and religious boundaries. Increasingly, companies have started to prefer young professionals as compared to old and experienced ones.
The major reason for this discrimination is rooted deep in the stereotypes. Ethically, this discrimination is baseless. Age itself is not always the best factor in deciding the abilities of a person.
Old people are generally more experienced as compared to a novice.
It is true that some of them are not aware of the technological changes and job environment as compared to younger generation.
The current international employment scene is more prone to age discrimination as compared to the U. This is particularly true in the developing countries where old job seekers are mostly unqualified for the next-generation jobs.
These types of jobs are essentially Information Technology and automation related, a field, which has only evolved over a decade or so Sergeant, The contemporary job market in the U. S is relatively more adapting to old employees. People over the age of 40, as per the act, can take the employers to the court in case of any malpractices.
Some companies have learned how to navigate through this legal bounding. While they do not discriminate to the persons over 40, those above 30 face some heat, especially if the company has a pool of young professional applicants.
Some organizations, especially the banks, discourage older workers with the excuse that they cannot pay their high salaries. Experience, after all, is not so cheap and old employees can become a burden on the company Gregory, It all boils down to an efficient management of the HR department.
If the HR managers are doing their job properly and complying with all the legal and ethical norms, there would be hardly any issues of discrimination, including age discrimination.
The HR department can deal with this issue by applying a certain set of rules. The first Standard Operating Procedure of any HR department should be an evaluation of the new position available.
The HR department has to be very cautious and extra-vigilant in selecting the final pool of candidates. If the job is of extremely complex nature that involves the use of modern technology, the old candidates will most likely not apply.
Gregory, Otherwise, if they are qualified enough then they should be given a chance.
Age discrimination in employment act of essay help. essay btc application essay gmo pros essay protocol verfassen beispiel essay harvard referencing online essay writer chicago cite essay. Good conclusion for essay on romeo and juliet. The Age Discrimination in Employment Act (ADEA) of prohibits employers from discriminating against employees, or job candidates, on the basis of age. This law covers workers who are 40 years of age and older. An employer must have at least 20 workers to be covered by this law. The Age Discrimination in Employment Act of protects individuals between the ages of 40 to 65 from employment discrimination based on age. The upper limit was extended to 70 in and then the limit was removed completely later on.
The final solution to this problem lies in devising a new HR policy. The HR department in itself should be empowered to make the key decisions. In both the U. S and other countries, the management unnecessarily interferes in the recruitment process. The situation is worse in Asia and Africa where nepotism and favoritism runs high.
The best way of dealing with age discrimination is to challenge the policies of a company.
Most people stay mum and do not pursue a tough stance. It is a two-way process where both the company and the prospective employees have to engage with each other to come up with better HR policies.
Conclusively, the paper has discussed some of the significant aspects of age discrimination and steps that can be taken to deal the issue effectively.
It is hoped that the paper will be beneficial for students, teachers, and professionals in better understanding of the topic. Introducing Human Resource Management.The Age Discrimination in Employment Act of EDITOR’S NOTE: The following is the text of the Age Discrimination in Employment Act of (Pub.
L. ) (ADEA), as amended, as it appears in volume 29 of the United States Code, beginning at section The Age Discrimination in Employment Act (ADEA) of prohibits employers from discriminating against employees, or job candidates, on the basis of age.
This law covers workers who are 40 years of age and older. An employer must have at least 20 workers to be covered by this law. Age discrimination in employment act of essay about myself. wort dissertation steuerfreibetrag uongozi institute essay essay a restaurant review homelessness in toronto essay writer insurgencies essays in planning theory pdf file help for writing an essay on the bubonic plague appiah essay summary response prison studies.
Objective Analyze a given situation to determine whether a violation of the Age Discrimination in Employment Act of has occurred. Objective Analyze a given situation to determine whether there has been a violation of the Americans with Disabilities Act of In , congress made the Age Discrimination in Employment Act for the purpose of promoting the employment of older workers based on their ability instead of their age/5(9).
The Age Discrimination in Employment Act of prohibits any discrimination against person of 40 years or older. (Sargeant, ) The actual implementation of this policy, however, remains mired in .