| Papers [1-14] of 100 :: [Page 1 of 8] | | Go to page : 1 2 3 4 5 6 7 8 —> | Search results on "AGE DISCRIMINATION EMPLOYMENT": |
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Age Discrimination in Employment Act of 1967, 2006.
A discussion and analysis of the Age Discrimination in Employment Act (ADEA) that was signed by Congress in 1967 as a method of addressing the arbitrary policies that many industries had in the country relating to older workers.
1,800 words (approx. 7.2 pages), 9 sources, £ 49.95
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Abstract
This paper presents an overview of the Age Discrimination in Employment Act (ADEA), explaining that it specifically relates to workers of age 40 and older, as Congress believed that this was the age when there was the most evidence of age discrimination. The paper explains that the ADEA directly focuses on a number of issues that affect concerns of age discrimination. These issues include the hiring of employees, the promotion of employees, the salaries of employees and the ability of the company to discharge workers. The paper further explains that the Act discusses the publication of materials for workers that relates to their employment and how these publications may have a direct impact on the interpretation of the ADEA in courts.
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Age Discrimination Employment Act, 2005.
This paper looks at age discrimination as it refers to employment.
1,045 words (approx. 4.2 pages), 5 sources, MLA, £ 25.95
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Abstract
The Age Discrimination Act is enforced by the Civil Rights Center. The combination tries to protect the rights of workers of all ages. This paper defines the Act and gives the criteria for a lawsuit. A case example of age discrimination is also given.
From the Paper
"To successful achieve an age-based termination claim, a plaintiff must show that his/her age was the reason and "had a determinative influence on" the employer's decision to fire him or her. Reeves v. Sanderson Plumbing Products, Inc., 530 U.S. 133, 141, 120 S.Ct. 2097, 2105, 147 L.Ed.2d 105 (2000). (McGovern 2005) To do this an employee will need to produce either direct or indirect evidence of discrimination that meets requirements Justice O'Connor's controlling opinion in Price Waterhouse v. Hopkins, 490 U.S. 228, 109 S.Ct. 1775, 104 L.Ed.2d 268 (1989), or indirect or circumstantial evidence of discrimination that satisfies the familiar three-step framework of McDonnell Douglas Corp. v. Green, 411 U.S. 792, 93 S.Ct. 1817, 36 L.Ed.2d 668 (1973). (Mc Govern 2005)"
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Age Discrimination in Employment, 1972.
This paper discusses age discrimination in employment especially the concept of the "speed-up".
1,350 words (approx. 5.4 pages), 3 sources, £ 32.95
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From the Paper
"This country's employment philosophy has for a long time centered around the ability of a person to have a job over a long period of time, and finally retire gracefully after many years of service, being rewarded with an ample pension. Higher pay and better working conditions also were associated with length of time on the job. This system had a name: the seniority system.
The way one was treated on the job was always something different from the hiring practices of an employee. Though the "boss" would prefer someone to stay a long time on the job, he would also want to hire someone usually fairly young and inexperienced. This way he could pay someone a low salary once that person started work and raise the salary as that person increased his skills the longer he worked on the job. To hire someone outright who had a great deal of skills meant a high .... "
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Age Discrimination in Employment, 2004.
This paper discusses the challenge facing older workers and the actions they can take to prove age discrimination.
765 words (approx. 3.1 pages), 2 sources, APA, £ 18.95
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Abstract
This paper explains that older employees and job applicants, who are 40 years of age or older, are protected under the Age Discrimination in Employment Act (ADEA). The author states that claimants can use time-consuming and costly processes of litigation, mediation, or dispute resolution to reach a settlement or decision on their complaints. The paper states that age discrimination claims continue to be the fastest-rising claims with the EEOC because American workers are living and working longer, sometimes into their 70s.
From the Paper
"The EEOC recently settled a major age discrimination suit against Foot Locker. In any discrimination case, the following qualifications must be met: the claimant must be a member of a protected class, adverse employment action has occurred, legitimate reasons exist for the cause of action. When an employee feels that he has been discriminated against, he can file a claim with the EEOC who will investigate. In the case against Foot Locker (who owned Woolworth Inc.), employees 40 years old or over were laid off. But immediatley after these layoffs, younger workers were hired from the outside and filled the vacant positions that were left by the older workers (EEOC)."
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Age Discrimination, 2002.
An analysis of age discrimination.
900 words (approx. 3.6 pages), 5 sources, £ 24.95
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Abstract
This paper analyzes age discrimination, keeping in view employment laws. It discusses the reasons behind age discrimination and what has been done to curtail it. The paper explains how age discrimination lawsuits are particularly damaging to employers. It shows how discrimination may cost an employer a lot of money to discriminate on the basis of age. The Age Discrimination in Employment Act of 1967 protects older workers or job applicants against ageism. The paper concludes that since there is value in older workers, there is no need to hurt them by excluding them from the workforce.
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Anti-Discrimination Employment Laws, 2004.
The paper describes the potential differences in the application of anti-discrimination employment laws.
1,356 words (approx. 5.4 pages), 2 sources, APA, £ 32.95
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Abstract
The paper explains that the federal and state systems of government may differ in their application of employment laws. The author points out examples of an employment protection that is provided by the state of California, but not by the federal system. The paper discusses anti-discrimination employment laws, in general.
From the Paper
"Martin Jenkins in "Chain Store Age" explains that the Civil Rights Act of ... prohibits discrimination in a broad array of private conduct including public accommodations governmental services and education. Title VII of the Act prohibits employment discrimination based on race, sex, color, religion and national origin. The Act prohibits discrimination against the aforementioned protected classes in the areas of recruitment, hiring, wages, assignment, promotions, benefits, discipline, discharge, layoffs and almost every aspect of employment. In response to challenges in the Courts, ..."
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Age Discrimination in the Workforce, 2001.
Discusses stereotyping, prejudice and discrimination against older employees (40+). 1967 Age Discrimination Employment Act; recent ADEA lawsuits; theoretical issues; suggested solutions.
1,350 words (approx. 5.4 pages), 4 sources, £ 32.95
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From the Paper
"Robert Butler, the first director of the National Institute on Aging, coined the term "ageism" in 1969 and likened it to other forms of bigotry such as racism and sexism (Robinson, 1994). Butler defined ageism as "a process of systematic stereotyping and discrimination against people because they are old" (Robinson, 1994). Today, ageism is more broadly defined as any prejudice or discrimination against or in favor of an age group (Robinson, 1994)."
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Henry and Ginzberg's "Racial Discrimination in Employment", 2007.
This paper reviews the methodology of a research project by Frances Henry and Effie Ginzberg entitled "Racial Discrimination in Employment", which asserts that at least in the 1990s, racism was a staple of the Toronto job market.
1,750 words (approx. 7.0 pages), 1 source, MLA, £ 39.95
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Abstract
This paper explains that Frances Henry and Effie Ginzberg's research revealed the apparent bias of the authors as well as their willingness to predicate their research based on their questionable methodology that was only "quasi-experimental" in nature. The author points out his or her critical concern about Henry and Ginzberg's definition of discrimination and whether or not they are being unjustly harsh in their assessment of many common employment practices. The paper relates that, nonetheless, there are strengths in the article such as having black testers and white testers apply for the same position and go to the same place to be interviewed, which makes possible a very good comparative analysis. The authors stresses that these in-person interviews rely upon anecdotal evidence collected at the site by the tester and not upon any independent statistical analysis.
From the Paper
"The problem with having professional actors is that they are obviously not playing themselves; suffice it to say, a case can be made that the in-person testing process was not as authentic as it should have been because thespians were trying to be someone else - as opposed to having ordinary people play themselves in the job interview process without affectation. The biggest problem I see in the decision of Henry and Ginzberg to use professional performers is that professional actors in such a circumstance could "ape" certain mannerisms or employ stereotypical behavior that might in some way distort the outcome of the interview."
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Age Discrimination and Downsizing, 2008.
Looks at the connection between age discrimination and company downsizing.
2,350 words (approx. 9.4 pages), 9 sources, APA, £ 50.95
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Abstract
This paper explains that, when downsizing in order to cut costs is considered necessary by a company's management, older employees and managers tend to be targeted for termination of employment in far greater percentages than younger employees and managers. The paper then points out that proving there is a connection between downsizing and age discrimination can be difficult to achieve in a court of law. The paper also explains that age discrimination can be concealed by offering other justifications for terminating employment. Examples of age discrimination law cases are cited with the paper.
From the Paper
"It requires courage, but older workers have to stand up for themselves when they are discriminated against. The worst thing to do is to remain silent. Remaining silent just condones age discrimination and encourages employers to discriminate in the future against other older workers who deserve better than to be cast aside. Workers who believe they have lost their jobs because of age discrimination should get in touch with the nearest office of the Equal Employment Opportunity Commission within one-hundred and eighty days."
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Age Discrimination in the Workplace, 2002.
An analysis of the practice of age discrimination in both big and small firms.
1,602 words (approx. 6.4 pages), 5 sources, APA, £ 36.95
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Abstract
This paper outlines the issues relating to age discrimination in the workplace and analyzes how far the practice is going on in big and small firms, as well as the readiness of both the managerial group and the employees to face possible age discrimination situations. It evaluates how corporations need to be aware the problem in order to provide a proper retirement program for the employees, so that when their senior age comes, the companies do not receive a lawsuit from disappointed employees. It outlines a study where questionnaires are sent to 25 large firms and 25 small firms in one area querying practices and provides an analysis of the results and reccomendations.
From the Paper
"There are some reasons why such discrimination occurs. Experienced workers, some who already reach their golden age would cost more to the company, because of their high salary due to experience and exposure to the company where they know well about what is going on. When a company finds the older employees stay at their retirement age, it realizes how much it would cost. The company may need to pay higher retirement reimburse when it decides to keep older worker together with it for a longer period.
On the other hand, the presence of younger workers would give fresh performance for the company. Despite the less experience that the younger workers have, they perform more productive working performance compared to older workers, as older workers would need to deal with their physical challenge."
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Ageism or Age Discrimination, 2005.
A report focusing on the problem of age discrimination in the workplace and what can be done about it.
2,130 words (approx. 8.5 pages), 8 sources, APA, £ 45.95
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Abstract
This report looks at the general issue of age discrimination in the workplace, focusing more specifically on ageism as it applies to older individuals between the ages of forty and seventy. This issue is looked at in terms of existing studies on the issue and how it is being dealt with in a programmatic manner by organizations. That is, this report does not just look at the problem of age discrimination in the workplace, but also explores existing literature for solution based measures that can be used to advocate and recommend change. The report then goes on to make these recommendations, including the recommendation that organizations install programs that are respective of employee diversity to help educate people about the perils of ageism as it exists as a problem in our society.
Table of Contents
Introduction
Discussion of Findings
Recommendations
Conclusions
From the Paper
"It is the main finding of the current report that in most cases, age discrimination in the workplace can be directly related to ageism in the society. Ageism is a type of prejudice that is leveled against people because of the sole feature of their age rather than about getting to know the person as a complex human being. Often when they have prejudiced attitudes, people will determine that everyone in a certain group defined oftenby physical characteristics is going to act the same way. One source of ageist attitudes therefore is prejudice against the older individuals in society. Prejudice against older individuals through ageism may manifest itself in a relatively harmless way or a way that actually harms the older individual, and this is a good reason that these stereotypes should be eliminated."
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Age Discrimination as Applied to Faculty, 2005.
An essay examining the problem of age discrimination as it applies to the faculty of higher learning institutions.
2,250 words (approx. 9.0 pages), 5 sources, APA, £ 54.95
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Abstract
This report discusses age discrimination and its application to faculty. The paper describes the issue, discusses opinions related to the issue, analyzes relevant case law, discusses the implications of age discrimination for leaders in higher education and draws a conclusion.
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Discrimination And Employment Equity in Canada, 2002.
Presents an historical overview of employment and labor equity in Canada.
2,150 words (approx. 8.6 pages), 7 sources, £ 55.95
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Abstract
This paper examines the history of employment equity. It looks at the essence of employment equity as well as the arguments for or against employment equity. This paper also offers possible solutions to the present system.
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Racial Discrimination in Employment, 2003.
Discusses forms of discrimination.
1,125 words (approx. 4.5 pages), 3 sources, £ 27.95
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Abstract
Examines the original protection under Civil Rights Act of 1964, the focus in recent years on gender, age, and disabilities, rather than on race, and the problem of widespread discrimination in the workplace.
From the Paper
"The legal framework of protection against employment discrimination is the Civil Rights Act of 1964, which as amended provides protection against race, color, national origin, sex, religion, or a..."
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