Age Discrimination
Organizational
Behavior XA
Week 2
Age Discrimination “The Americans with Disabilities Act of 1990 (ADA) was the first federal disability-based anti-discrimination law that applied to a broad range of workers. Whereas some studies have focused on its impact on workplace accommodation, this is the first to do so while accounting for previous state anti-discrimination and Workers' Compensation laws. Using data from the Health and Retirement Study, the authors find that prior to the implementation of the ADA; employers were more likely to accommodate workers if their disability onset was work-related and hence likely to be covered by Workers' Compensation laws. State anti-discrimination laws significantly increased accommodations to workers whose disabilities were not work-related, effectively bringing their accommodation rates in line with workers whose disabilities were. Though implementation of the ADA increased accommodation for all workers, the authors point out that failure to account for pre-existing state anti-discrimination and Workers' Compensation laws will underestimate its effect.”[ABSTRACT FROM AUTHOR]
This definitely coincides with what I’ve already learned and recently read in our book about preventing age discrimination in the workplace. I do know that the organization has to make suitable arrangements for a place in the organization for employees if they get hurt on the job and can still do light work, within reasoning. I’ve learned that employers cannot make a difference in an employee because of their age, only if one is more qualified for the job than the other or other employees taking on leadership better than the others when making promotional decisions. You can’t assume everyone has the same characteristics as the others. You have to look at each individual’s characteristics. Whether it’s intentional or not, discrimination can lead to serious negative consequences for the employer and even end-up in court, including reduced
Behavior XA
Week 2
Age Discrimination “The Americans with Disabilities Act of 1990 (ADA) was the first federal disability-based anti-discrimination law that applied to a broad range of workers. Whereas some studies have focused on its impact on workplace accommodation, this is the first to do so while accounting for previous state anti-discrimination and Workers' Compensation laws. Using data from the Health and Retirement Study, the authors find that prior to the implementation of the ADA; employers were more likely to accommodate workers if their disability onset was work-related and hence likely to be covered by Workers' Compensation laws. State anti-discrimination laws significantly increased accommodations to workers whose disabilities were not work-related, effectively bringing their accommodation rates in line with workers whose disabilities were. Though implementation of the ADA increased accommodation for all workers, the authors point out that failure to account for pre-existing state anti-discrimination and Workers' Compensation laws will underestimate its effect.”[ABSTRACT FROM AUTHOR]
This definitely coincides with what I’ve already learned and recently read in our book about preventing age discrimination in the workplace. I do know that the organization has to make suitable arrangements for a place in the organization for employees if they get hurt on the job and can still do light work, within reasoning. I’ve learned that employers cannot make a difference in an employee because of their age, only if one is more qualified for the job than the other or other employees taking on leadership better than the others when making promotional decisions. You can’t assume everyone has the same characteristics as the others. You have to look at each individual’s characteristics. Whether it’s intentional or not, discrimination can lead to serious negative consequences for the employer and even end-up in court, including reduced