Author: United States. Congress. Senate. Special Committee on AgingPublisher:
ISBN:
Category : Age discrimination in employment
Languages : en
Pages : 848
Book Description
Twenty Years of the Age Discrimination in Employment Act
Author: United States. Congress. Senate. Special Committee on AgingPublisher:
ISBN:
Category : Age discrimination in employment
Languages : en
Pages : 848
Book Description
Twenty years of the Age Discrimination in Employment Act
Author: Twenty years of the Age Discrimination in Employment Act
Author: United States. Congress. Senate. Special Committee on AgingPublisher:
ISBN:
Category : Age and employment
Languages : en
Pages : 0
Book Description
Twenty Years of the Age Discrimination in Employment Act
Author: United States. Congress. Senate. Special Committee on AgingPublisher:
ISBN:
Category : Age discrimination in employment
Languages : en
Pages : 1100
Book Description
Older Workers Benefit Protection Act
Author: United StatesPublisher:
ISBN:
Category : Age discrimination in employment
Languages : en
Pages : 6
Book Description
Age Discrimination in Employment Act of 1967
Author: United States. Employment Standards AdministrationPublisher:
ISBN:
Category : Age and employment
Languages : en
Pages : 328
Book Description
Age Discrimination in Employment Act
Author: LandMark PublicationsPublisher:
ISBN: 9781520597430
Category :
Languages : en
Pages : 496
Book Description
THIS CASEBOOK contains a selection of U. S. Court of Appeals decisions that discuss, analyze and interpret provisions of the Age Discrimination In Employment Act. The selection of decisions spans from 2014 to the date of publication.To qualify as an "employer" under the ADEA, one must have twenty or more employees for each working day, in each of twenty or more calendar weeks, either in the calendar year of or the year preceding the alleged discrimination. 29 U.S.C. � 630(b). Bridge v. New Holland Logansport, Inc., 815 F. 3d 356 (7th Cir. 2016).Part-time status does not preclude counting an employee toward the twenty-person minimum. Whether an individual was "employed" by someone on a particular working day depends not on whether (or the extent to which) the individual actually worked that day, but on whether there was an employment relationship at that time. See Walters v. Metro. Educ. Enters., Inc., 519 U.S. 202, 206-08, 117 S.Ct. 660, 136 L.Ed.2d 644 (1997) (describing the proper employee-counting method for Title VII cases). [Footnote omitted.] Bridge v. New Holland Logansport, Inc., ibid.When analyzing age-discrimination claims based on circumstantial evidence, we apply the burden-shifting framework set forth by McDonnell Douglas Corp. v. Green, 411 U.S. 792 (1973). Provenzano, 663 F.3d at 811-12. Under this framework, the plaintiff first must establish a prima facie case for age discrimination. Id. at 812. To establish a prima facie case of age discrimination, the plaintiff must demonstrate that: "1) that she was a member of a protected class; 2) that she was discharged; 3) that she was qualified for the position held; and 4) that she was replaced by someone outside of the protected class." Schoonmaker v. Spartan Graphics Leasing, LLC, 595 F.3d 261, 264 (6th Cir. 2010). The burden then shifts to the employer to offer a legitimate, nondiscriminatory reason for the adverse employment decision. Provenzano, 663 F.3d at 812. If the employer meets this burden, "the employee then bears the burden of rebutting this proffered reason by proving that it was pretext designed to mask discrimination." Id. At all times, the plaintiff retains the burden of persuasion to demonstrate that the adverse employment decision was made because of her age. See Schoonmaker, 595 F.3d at 264. Richardson v. Wal-Mart Stores, Inc., (6th Cir. 2016).
Age Discrimination in the American Workplace
Author: Raymond F. GregoryPublisher: Rutgers University Press
ISBN: 9780813529066
Category : Business & Economics
Languages : en
Pages : 308
Book Description
For US baby boomers morphing into older employees, an attorney draws on many years of experience in employment discrimination for a timely review of age-related stereotypes, discriminatory workplace practices, the Age Discrimination in Employment Act, recommendations for ADEA changes, and recourse options. Annotation copyrighted by Book News Inc., Portland, OR
Age Discrimination by Employers
Author: Kerry SegravePublisher: McFarland
ISBN: 0786450797
Category : Social Science
Languages : en
Pages : 221
Book Description
In 1907, the editor of The New York Times wrote, "Employers, naturally, look to the young. A man or woman of advanced years is too apt to be given to old-fashioned ways of doing things, and open to suspicion of having the unforgivable fault, in modern business, of slowness." Age discrimination has existed throughout the 20th century, sometimes in the public eye and sometimes not. This book examines the problem as it relates to the employment sector in the United States throughout the century: how the issue has been treated by the media, what is the extent of age bias, how older workers were viewed, the reasons and rationales presented by business enterprises for their refusal to hire older workers, and the responses of governments to the problem. Some foreign data are used for comparison purposes; age bias exists in all industrial societies, regardless of the type of government a country provides for itself.
Interpretative Bulletin
Author: Publisher:
ISBN:
Category : Age discrimination in employment
Languages : en
Pages : 40
Book Description