Summarizes the history of the Age Discrimination in Employment Act and trends in judicial cases and legislation that have modified its interpretation and application. (SK)

Three hundred employers in a suburban area of the Pacific Northwest were surveyed for their perceptions of older (ages 50 and over) and younger (aged 49 and under) workers on 12 attributes. In contrast to previous research, this study found more favorable ratings for older workers overall, including categories such as attendance and salary…

Under the "Holliday" decision an older worker is now allowed to choose the quicker of the two available remedies and is not compelled to select the state remedy if that would unduly impede a prompt resolution of his grievance. Available from School of Law, University of Missouri-Columbia, Columbia, Missouri 65211; sc $3.50. (Author)

Use of performance evaluations in age discrimination claims of older workers is analyzed. Three types of employment situations are examined: promotions, layoffs/retirements, and discharges. Findings show that each of these actions dictates a different performance standard. (Author/CT)

Looks at the pros and cons of employer education vs. legislation regarding the rights of older workers. Compares situations in England and the United States. (JOW)

In "Kimel v. Florida Board of Regents," the U.S. Supreme Court did not entirely strike down application of the federal Age Discrimination in Employment Act (1967) to state and local government agencies. The Court would probably permit some types of lawsuits in federal and state courts to enforce the ADEA against school districts. (MLH)

The Age Discrimination in Employment Act of 1967 (ADEA) prohibits discrimination against persons aged 40 to 65; the ADEA Amendments of 1978 restrict mandatory retirement. Age 65 has been widely regarded as a customary age for retirement, given widespread eligibility for retirement benefits at that age. Substantial numbers of older workers leave…

Because further litigation probably will perpetuate the battle of the experts in age projections, the problem of determining medically the functional age of individuals should be addressed administratively by the agencies concerned with public safety and with the problems of the older worker. Available from Wayne State University Law School, 468…

The 1978 amendments to the Age Discrimination in Employment Act (ADEA) provide older workers with the option of extending their worklives as a means of meeting the financial requirements of their later years. As part of a larger study funded by the Administration on Aging, DHEW, the degree to which inflation and ADEA was expected to impact…

A study evaluated the effects of the Age Discrimination in Employment Act (ADEA) in: (1) the operation of the ADEA in federal courts; (2) the role of performance appraisal in age discrimination suits; (3) the enforcement of the ADEA by the Equal Employment Opportunity Commission (EEOC); (4) factors associated with complaints brought under the law…

This article explains briefly how the Age Discrimination in Employment Act (ADEA) of 1967 applies to certain hiring practices. The four sections of the paper cover the following: (1) the scope of the ADEA, including coverage, prohibited conduct, and legal remedies for workers who feel they have suffered discrimination; (2) hiring older workers,…

The judicial interpretations of age as a bona fide occupational qualification (BFOQ) under the Age Discrimination in Employment Act of 1967 are examined. The applications, extension, and results of these interpretations, and alternate approaches to BFOQ analysis in age discrimination cases are discussed. (BH)

The study reported here examines the employment-related problems of older workers and develops a research and development strategy for future federally funded projects. Following an introductory section, the content is in fifteen chapters. The first chapter covers a number of critical policy issues and the second concentrates on job-related…

This report examines how the aging of the population of the United States will affect the workplace, and how employers, government, and the older employees themselves will adapt to this societal aging. The report covers issues surrounding the aging of the work force and uses case studies to illustrate how some companies and organizations are…

The population of the United States is aging and will age even more rapidly in the coming years. Yet our public and private retirement and benefits policies continue to favor early retirement--in spite of clear demographic trends, in spite of legislation raising the mandatory retirement age from 65 to 70, in spite of the fact that many of our…