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.
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Any stereotypes of workers--even positive ones--can spark discrimination lawsuits
- CAIR reports increase in religious discrimination complaints
- Not every work problem amounts to discrimination
- One-Size-Fits-All harassment reporting policies don't really fit all