Younger Equals Better?

      One may be unconcerned about discrimination in the workplace if one is not a member of any of the various groups that are typically targeted. Yet, there is a potential threat to all workers sooner or later and that is age-based discrimination. So to learn more, please click on button below.

* Information as made available at EEOC website in section devoted to coaching small businesses.

Of course, it's one thing to have rights and it is another to exercise them. If you believe that you are the victim of age discrimination (or any other abuse that falls within the purvue of the the EEOC), *your* ability to prove the wrongdoing is critical and it may be very difficult. The EEOC does not advocate on behalf of those who feel that they have experienced age-based or any other form of discrimination. Rather, the EEOC maintains a neutral role. You must be able to prove your case to them in order for the EEOC to get involved in having the injustice redressed. Do you have witnesses? Do you have evidence?

If you have a case that seems worthy of investigation (ie likely to be provable), then the EEOC will investigate.

Should the EEOC investigate your claim of discriminiation and close your case, deeming your claim as unprovable, you will probably still be issued by the EEOC a "Right-To-Sue Letter" which you can then take to any attorney who is willing to fight for you. Some people contact the EEOC in the first place because they only want to be issued a "Right-To-Sue Letter." Expect that it may be difficult to find a good attorney, since the majority of labor attorneys currently work for Management.

In light of the above, present law and government policy seems insufficient to adequately protect workers from age-based discriminination. And, indeed it is.

We probably need to take a deeper look at what really constitutes age-based discrimination. Are we really talking about stereotypes as the EEOC website suggests or is the issue really about costs? If a company lays off older workers and replaces them with younger ones to save money, according to present law this is okay. I suggest that this kind of cost-savings is *blatant* age-discrimination and this too should be illegal. There is also another kind of age-bias for older workers at some companies who know that these workers are quite cheap since they need not provide health benefits because these workers already have them by virtue of their age.

In conclusion, I suggest that workers must get their politicians involved in effecting changes on their behalf so that we all are adquately protected from age-based and other forms of discrimination in employment.

Background courtesy of
Ace of Space