In difficult economic times like these, employers try everything they can to wring greater productivity and profits from employees and work processes. It’s not easy. There’s often resistance from employees who have grown accustomed to doing things the same way they always have.
And some of the most intransigent of those employees may be your older workers—and that means potential for legal trouble.
Consider, for example, what may happen if the top brass planning the company’s next moves start to use terms like “young” and “energetic” to describe the team that will spearhead the change effort.
Older employees may view that as code for age discrimination. If they sue, a jury might see it that way, too.
Recent case: Experienced executive Dean Inman was vice president of technology at international plastics giant Klöckner Pentaplast and a member of the company’s steering committee. Inman’s career was on an upward ...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- Appeals court opens door on sexual orientation, although Title VII doesn't cover it
- Travel expenses: year-end tax strategy
- What managers need to know about age discrimination
- Grooming policies: Establish limits, not discrimination