Consequences Of Noncompliance With The AEDA Lessons To Be Learned

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When a person gets to a certain age, it can often be desired, or felt that they have reached what is commonly referred to as the point in their life where they begin to no longer feel like they have anything to prove to anyone. Unfortunately for some, it is only just the beginning.


That is why Congress first passed in 1967 what has come to be known as The Age Discrimination in Employment Act of 1967, with subsequent amendments and ruling which would follow as the years passed.
According to the online page for The U.S. Equal Employment Opportunity Commission, it has this to say about the congressional act, "The Age Discrimination in Employment Act of 1967 (ADEA) protects individuals who are 40 years of age or older from employment discrimination based on age. The ADEA's protections apply to both employees and job applicants. Under the ADEA, it is unlawful to discriminate against a person because of his/her age with respect to any term, condition, or privilege of employment, including hiring, firing, promotion, layoff, compensation, benefits, job assignments, and training," (Equal Employment #1).
In understanding this law, it is crucial to understand the facts behind it. According to this group, this act covers employers who have 20 or more employees, and also happens to cover both state and local governments. The group goes on to say that the protections for such persons under the act are as such:
"It is generally unlawful for apprenticeship programs, including joint labor-management apprenticeship programs, to discriminate on the basis of an individual's age. ...
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