In light of the Supreme Court's recent 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 un-intended age-bias or be certain you can show that you base the policy on a "reasonable factor" other than age, such as competitive pressures or corporate restructuring.
The court's much-anticipated March 30 ruling essentially makes it easier for employees to win lawsuits filed under the federal Age Discrimination in Employment Act (ADEA), which protects people over age 40 from job discrimination.
Older employees no longer need to prove that their employer intentionally singled them out for unfair treatment. Employees now, in many cases, need to show only that an otherwise-neutral workp...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- Beware reverse sex discrimination when setting schedules and overtime policies
- Can I hire a home-Schooled teenager who doesn't have a work permit?
- Associate loses temper, job and now lawsuit against DLA Piper
- Loose lips lead to liability when word of alleged employee wrongdoing leaks out