It is not new to hear about discrimination involving older employees happening in various companies in the country. Even though that discrimination against older workers is against the law, this phenomenon is an ugly reality that still exists in workplaces either perpetrated by employers and younger co-employees. Some victims of age discrimination say discrimination happened in their forties while others say it started when they reach the half-century mark. This statistics means that employees are subjected to more discriminatory actions as they reach 60 years of age and beyond,
Age-related discrimination is often illegally practiced violating what federal laws provide that there is the limitation to a company’s ability to discriminate workers due to age and to retaliate when these workers complain of such discriminatory practices. Consult your Texas age discrimination attorney when you happen to experience even one of the following scenarios.
Job Interview and Recruitment Process
Age discrimination starts right even before interviews. While all jobseekers should feel equal chances of getting hired, it leaves older applicants feeling dispirited right at the start. Older applicants as compared to younger jobseeker for the same position get fewer invitations for formal interviews for a job opening. This phenomenon is likely to be more evident in blue collar jobs than in white and pink collar jobs.
Employers’ belief that age has a direct effect on performance and productivity has had detrimental implications against older applicants. Stereotyping older applicants as less adaptive to their working environment, less motivated for multi-tasks, and being less healthy have led to non-recruitment of older applicants.
Job Assignments and Promotion
Stereotyping older workers as less healthy, less adaptable and less motivated has led to job assignments that are far less challenging than those jobs that are assigned to younger workers leaving older employees to have low esteem.
Age discrimination is even more apparent when promoting employees. Older employees who are wrongly perceived to have diminishing capabilities are not generally given the same chances of being promoted as compared to younger workers.
Compensation and Performance Evaluation
Older workers have been unfairly subjected to lower performance evaluations due to lighter workloads and perceived unproductivity. Managers’ distaste for older workers is evident on the low rating older workers usually get during employee’s performance evaluation. This unjust practice is also true in some cases when giving benefits and compensation.
Termination
Older workers are usual victims of harassment from younger co-employees and managers. They can also be unfairly judged and subjected to disciplinary actions. When layoffs and trimming down of workforce seem inevitable due to many factors, older workers are almost always the first to get terminated or laid off.
There have been clamors that federal laws have little provisions on the protection of older workers in the workplace. Excellent working conditions for older workers have always depended on the character of managers and co-workers. …
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