Personnel Psychology

The Age Discrimination in Employment Act of 1967 (ADEA) safeguard those over the age of 40 from employment bias because of their age. The ADEA’s defense applies to job applicants and employees (EEOC, 2008). The ADEA states that it is against the law to differentiate between individuals in regards of their age with admiration to any term, condition, or permit of employment, which consists of job training, hiring, job tasks, firing, compensation, promotions layoffs, etc. The ADEA allow business owners to support older workers because of their age although doing so will have negatively affected younger workers who are under the age of 40 (EEOC, 2008).

It is against the law for an employer to strike back at employees for challenging employment practices that differentiate because of age or for filing a charge for age discrimination, bearing witness or partaking in an inquiry, proceedings, or court case under the ADEA rule (EEOC, 2008).

When seeking to hire employees, employers must avoid language that may delicately discourage individual protected age groups from looking for employment (Webster, 1992). Employers must be sensitive when using descriptions in job ads that may be indications for older workers not to apply. While the ADEA aim to prevent employers from discriminating against older workers in favor of those under 40, it also forbid discrimination among older workers (Webster, 1992).

Employers should also note that the EEOC will also provide representatives who can assist with offering information and training to those employers or employer groups who are in need of the necessary information in order to stay compliant (Dun & Bradstreet, 2010). Services that are offered may include presentations, meetings, and reviewing pertinent guidelines. EEOC can devise specific on-site training that will meet any business needs. Technical Assistance Program Seminars (TAPS) is also offered around the nation on a fee-for-service basis. The programs are proposed to educate...