Age Discrimination in Employment Act
The Age Discrimination in Employment Act (ADEA) passed in 1967 by the U.S. Congress. The primary purpose of the ADEA is to protect against discrimination of people over 40 years of age. The main point is to keep companies from employment discrimination against those over 40, but it provides for a few other stipulations as well.
One of the other influential parts of the Act is to set standards for pensions and benefit programs provided by employers. This has gone a long way toward shaping the compensation landscape in today’s job market, as benefits and pensions are often a very significant part of any full-time compensation package.
In addition to protecting against employment discrimination and setting pension and benefit standards, the ADEA also requires that information concerning the needs of older workers be made available to the public. This is probably done in an attempt to even the playing field between older and younger workers, not only by making sure that the older workers are not discriminated against, but equipping employers with the necessary information to make a successful work environment for employees of all ages.
If you have been discriminated against on the basis of age, it is important to take action and hold that company accountable. They may have gone against the standards of the ADEA, and you may be entitled to reparations. For more information, contact the Austin employment lawyer of The Melton Law Firm at 512-330-0017.