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• Reinforce to managers and supervisors that your organization does not tolerate discrimination against older workers in terms of training, job assignments, promotions, benefits and performance reviews.
• Stay up to date on local, state and federal age discrimination laws.
A 2013 AARP study found that almost two in three workers ages 45 to 74 said they have experienced workplace age discrimination.
And with an aging US population and ongoing economic uncertainty, more people plan to or must stay in the workforce well past the age of 65.function(a),is Window:function(a),is Numeric:function(a),type:function(a),is Plain Object:function(a),is Empty Object:function(a),error:function(a),parse JSON:function(b),parse XML:function(c),noop:function(),global Eval:function(b),camel Case:function(a),node Name:function(a,b),each:function(a,c,d)function l(a)var b=i.call(arguments,0),c=0,d=b.length,e=Array(d),g=d,h=d,j=d ~])(\s*,\s*)? :.|\r|\n)*)/g,d="sizcache" (Math.random() "").replace(".",""),e=0,g=Object.String,h=!
A former engineer, who sued his employer for age discrimination after being laid off at age 66, was awarded .6 million by a jury in a federal court in New Jersey.
This may be the highest amount ever awarded to an individual in an age discrimination case, and stands as a stark reminder that age discrimination remains a big — and potentially very expensive — issue for HR.
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