The law ADEA, which stands for The Age Discrimination in Employment Act, exhausts assumptions or beliefs that age affects a person’s ability to work. The age discrimination is manifested due to the belief that older people lose their skills and health over time while young people are full of energy and new ideas. Those who have already reached a significant age cannot be employed because they incur the age discrimination. Such an act is usually called ageism, a term that has existed for a long time. It describes unfavorable attitudes and prejudices about aging and how they manifest as psychological and social problems. (Hunter et al., 2019) The law is of fundamental importance for employees of all companies since everyone may face the problem of age discrimination over time, leading to an increase in unemployment statistics. Professionals in their field and valuable employees who can benefit their company may be subject to such discrimination. The law. ADEA affects employees positively since a person’s abilities cannot be determined by age. It cannot be denied that an older person can be more mentally developed than someone younger. In addition, a person who has worked for many years has a bunch of experience. Moreover, if the person is discriminated against, the younger generation will not be able to get guidance. In addition, the law can prevent psychological trauma for older employees who receive intolerance. Since old people want to continue working and devote themselves to their profession, the ADEA law in hearing may well protect them from discrimination by younger employees.
The very first things that employer values in his employees are the experience and benefits that he brings to the director and his company. For this reason, when applying for a job, employers pay attention to the resume, where his previous work experience is indicated. In this case, the legislation will promote the policy and the employer’s requirement to find more experienced employees, preventing age discrimination. In other words, the policy of the association or employer will be a strong argument for the ADEA in favor of protecting older people from discrimination. At the same time, ADEA acts as an addition to the employer’s policy at a time when the association wants to protect its employees. For example, if an older adult loses his job, he also loses motivation to work (Farmer, 2019). In order to preserve the desire of an older adult to continue working, it is necessary to get rid of discrimination. The ADEA plays an essential role in this, as well as the requirements and policies of the enterprises’ hiring. The protection of employees is in the interests of every enterprise and employer if the employee is capable, no matter what age he or she is. In addition, companies may lose their employees or, possibly, other possible future employees who have work experience and desire. However, due to discrimination, many older people refuse to work or are afraid to get another job (Perron et al., 2018). In this case, the ADEA protects many companies’ requirements and well-being.
References
Farmer, K. (2019). Outsiders Need Not Apply: Myopic Appellate Interactions of the Age Discrimination in Employment Act Insulate Prospective Employers from Disparate Impact Liability. Southern Law Journal, 29(2), 255-280.
Hunter, R. J., Shannon, J. H., & Amoroso, H. J. (2019). Employment Discrimination Based on Age: Part II: Applying the ADEA in Employment Scenarios: Discrimination, Idle Chatter, or Something Else?Journal of Public Administration and Governance, 9(1), 1-17, Web.
Perron, R., & McCann, L. (2018). 50 Years after ADEA: Perspectives of Age Discrimination in the Workplace. Innovation in Aging, 2 (Suppl 1), 319, Web.