In today’s tough economy, it’s sometimes necessary to terminate employees. That may be especially true when new technology makes it easier to perform some tasks, reducing the need for employees.
Recent case: When three older manual mold makers were terminated because new computerized equipment greatly improved productivity, they sued, alleging age bias.
They argued that younger workers—who had experience on the newer processes because they were hired when the company introduced the technology—were not terminated.
The court tossed out the case. It reasoned that the three were picked because their skills were no longer needed. (Rahlf, et al., v. Mo-Tech, No. 10-1113, 8th Cir., 2011)
Final note: Of course, make sure that when you offer training, you offer it to older workers, too. Cutting older workers out of training programs may be age discrimination.
- Put a stop to harassment ASAP--fast action now prevents liability even years later
- Settlement ends bias suit against Wyomissing company
- Stop litigious employees' amateur sleuthing! Set policies to ban unauthorized recordings
- Keep all lawsuit settlements confidential!
- Put disciplinary wiggle room in your handbook