At first glance, the federal Age Discrimi-nation in Employment Act (ADEA) appears pretty straightforward: It protects people age 40 and older from employment discrimination based on their age. But the law isn't as simple as it appears; it affects managers in everything from questions asked in job interviews to assigning job duties. Here's a description of the law and some key problem areas to watch for:
ADEA: How it works
The ADEA was created in 1967 to promote employment of older people on the basis of their ability, rather than their age. The law applies to employers with 20 or more employees, plus federal, state and local governments. (Some states set their own age-discrimination laws that push the employee threshold much lower.)
Essentially, the ADEA makes it illegal to discriminate against people age 40 and older, both applicants and employees. That applies to all employment practices, including hiring,
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