Organization Behavior

Q3-

1-Promotions and Raises

Develop a policy that rewards for performance and not tenure. Employees should get raises and promotions based on their value to the company and not based on their age.

2-Offer the same training and educational opportunities

That may assist in elevating the employees status in the company to all employees regardless of age or experience. Develop a structured appraisal process that applies values that can be analyzed to each employee’s performance and make that data part of the promotion and wage increase process.

3-Practice Fair Discipline

All of your employees should be held to the same standard of performance. Keep detailed records of the performance of every employee and base terminations on employee conduct rather than age. Remember that age discrimination can be claimed by older and younger employees. If a younger and older employee shares a similar poor performance record, but only the younger employee is terminated, the younger employee could sue for age discrimination.

Workforce Reductions

Age discrimination claims can sometimes arise during a reduction in the workforce, according to Brian McDermott’s article "Age Discrimination: Claims Take Off, Companies Pay Out" in "Biz Voice" Magazine. Layoffs done on a seniority basis can be used just so long as it is based on years of service and not age. Consider alternatives to layoffs including reducing work hours or asking employees to take temporary part-time status.

5-Have a policy

the policy should include definitions of age discrimination, with examples, as well as reporting procedures and grievance procedures.