Ensure your company is complying with the Age Discrimination in Employment Act and avoiding the pitfalls in recruitment and termination.
Many employers struggle to recognize and prevent age discrimination. They do not know how, or even when, to conduct an investigation into allegations of age discrimination. This topic will help those responsible for identifying and preventing age discrimination understand how to avoid it and how to approach investigations. It will further explore pitfalls in recruitment and termination and how to ensure that your company is complying with the ADEA. Reports of age discrimination have remained steady over the past ten years, with upwards of 20,000 age related EEOC charges every year. This information is critical for employers to ensure they are not inadvertently discriminating on the basis of age during recruitment, during employment, or at termination. It is especially helpful for employers who may be forced to conduct a reduction in force to ensure that you are not inadvertently discriminating on the basis of age in an effort to help employees.
- You will be able to describe the common pitfalls companies often fall into that result in age discrimination lawsuits.
- You will be able to recognize possible sources of age discrimination and adjust practices to avoid being the subject of an ADEA lawsuit.
- You will be able to discuss proper protocols for a reduction in force and explain how to conduct a proper investigation into a claim of age discrimination.
- You will be able to review your current hiring protocols, investigation protocols, and termination protocols and improve upon them to properly handle age discrimination claims in the future.