Issue: A new Supreme Court ruling ratchets up your vulnerability to federal age-discrimination lawsuits.
Risk: Employees no longer need to show a "smoking gun." Even policies that inadvertently discriminate can now trigger lawsuits.
Action: Audit your policies to see if they favor younger workers. Now's the time to give supervisors a primer on age-bias law.
In light of the Supreme Court's landmark age-bias ruling, you should schedule time in the coming weeks to review your organization's policies, from hiring to compensation and layoffs, to find out if they disfavor employees over age 40.
If any policy skews in favor of younger employees, either alter that policy to address any unintended age bias or be certain that you can show the policy is based on a "reasonable factor" other than age, such as competitive market pressures or corporate restructuring.
The court's much-anticipated March 30 ruling essentially ...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- Anti-bias and sex-harassment training: a 5-point checklist
- Don't fear legit discipline after employee complains
- Anyone can challenge medical inquiries, not just disabled workers
- Supreme Court's Ledbetter decision could affect your pay policies