Category Archives: Age Discrimination in Employment Act (ADEA)

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Bashful Bladders Bring Problems for Employers

Bladders
The ever-evolving legal landscape surrounding marijuana legalization has in recent years continued to cloud the waters with respect to workplace drug testing programs. However, beyond the complex issue of whether employers must provide accommodations for medical users in states where marijuana is legal, employers must also remain vigilant in evaluating whether their drug testing policies … Continue reading this entry

So What’s it Going to Cost Me?

cost
When faced with an employment discrimination, harassment or retaliation claim, often the immediate response is, “We are going to defend ourselves and prove we are right,” followed by, “So what will it cost us if we lose?” This article describes the damages available to a prevailing party under the primary federal employment statutes.… Continue reading this entry

Multiple Choices: Compliance Considerations in the Shifting Landscape of Pre-Employment Testing

Pre-Employment
In recent years, the landscape of pre-hire employment screening tests has rapidly evolved. Employers throughout the U.S. are facing shrinking applicant pools as the labor market tightens.  As a result, many employers are now looking at personality and psychological tests to find the best fitting applicants. While the individual tests may vary, these tests often … Continue reading this entry

The EEOC Is Taking a Close Look at the Challenges Facing the ADEA

EEOC
The Equal Employment Opportunity Commission (EEOC) is paying close attention to the issue of age discrimination and to the many challenges facing the Age Discrimination in Employment Act (ADEA) 50 years after its enactment. On June 14, 2017, the EEOC launched its commemoration of the ADEA’s 50th Anniversary during its Commission meeting in Washington D.C. … Continue reading this entry

It Pays to Pay Attention to Impact When Considering Layoffs

Discrimination
Unfortunately, many employers from time to time face the need to restructure or downsize their workforce. While the business climate or customer needs are often the driving force in a restructuring or layoff, there are a number of other factors that employers must consider when planning for the actual implementation of such a change. As … Continue reading this entry