Age Discrimination In Employment Act (ADEA)

appropriate computer usage, how to handle the media, safety and security information, all benefit programs as well as how they are or are not eligible, and leave policies. All of these policies should be a part an employee’s handbook, and not just for the to read, but to into practice and follow the rules and regulations of the company that they work for ("Writing employee handbooks | The U.S. small business administration | SBA.gov," n.d.).
Age Discrimination
The Age Discrimination in Employment Act (ADEA) states that employers cannot discriminate against people that forty or older. There are states that have laws that protect younger employees. In the United States, age discrimination is prohibited. In 1967 the Age Discrimination in Employment Act was passed by Congress. This is not only a policy for employees to understand, it is a policy that needs employers to abide by also. This policy came into effect when the United States Equal Employment Opportunity Commission (EEOC) required the responsibilities
for the ADEA. The Equal Employment Opportunity Commission is responsible for enforcing the Age Discrimination in Employment Act. Age discrimination must be filed with the EEOC first, and depending on what facts have been found the EEOC will investigate. If the EEOC determines that there is no case for age discrimination, that there have not been any violations, they will dismiss the complaint. However, the individual or individuals can go to court with a civil action suit (Neumark, 2003).
In June of 2003, an age discrimination suit was filed against Capital One; Donald F.
Krane, Cynthia Gay, Michael H. Jones, Bruce M. Wilson and Eric B. Winfrey, Plaintiffs, v. Capital One Services, Inc., It was alleged in this case that Capital One often selected younger employees for advancement and that the average ages of employees, employed by Capital One was between 26 and 29. The sixty former employees ages forty and older claimed that the McLean company planned a separation that would force older employees to leave their positions. They also claimed that were fired because based on how Capital One hires and retain their employees they were too old for the company. The conclusion of the case was that Capital One decided to settle out of court "Krane v. capital one services, inc," n.d.). The Bible teaches us through Isaiah 1:17 (NIV) to “Learn to do right; seek justice. Defend the oppressed. Take up the cause of the fatherless; plead the case of the
widow.”
Conclusion
A thorough employee policy handbook/human resource policy manual that outlines sexual harassment, paid time off, vacation, age discrimination, and internet use policies can and will provide new employees with the necessary tools and information to help them to learn about the company and protect the company. Policies are put in place to help not hurt or keep people in line as if they are being jailed. Without workplace policies, companies would not have any control over their business, be protected, and neither would employees be protected. Policies are implemented to communicate and advise employees of the directions the company will take when handling any of these issues.
The employee policy handbook sets expectations, it is a guide for managers and supervisors, it is a great tool for orientation of new employees, it is a source that can be used when employees have questions, which the handbook can answer. If the answers are not in the handbook, at least there is information that can lead the employee to the right person for assistance. Employee policy handbooks must include any and all laws that are required for the specific business. Required laws may differ from state to state or from country to country. However, to be sure that the employee policy handbook/human resource policy manual contain what is needed for a particular company, it is best to consult an attorney, to make sure that all laws are covered and any additions are legal.