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Policymakers should strengthen regulations to prohibit inquiries about age and date of birth in job applications.
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Discrimination in Employee Benefits and Early Retirement Incentives">Discrimination in Employee Benefits and Early Retirement Incentives
- Discrimination in Employee Benefits and Early Retirement Incentives">Discrimination in Employee Benefits and Early Retirement Incentives
Employer-provided benefits are an essential part of job quality, and they contribute significantly to employees’ overall compensation packages.
Policymakers should protect the rights of older workers and workers with disabilities to receive fair and nondiscriminatory benefits.
Employers should use voluntary, nondiscriminatory exit and ERIs for employees of all ages.
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Other Forms of Discrimination Affecting Older Workers">Other Forms of Discrimination Affecting Older Workers
- Other Forms of Discrimination Affecting Older Workers">Other Forms of Discrimination Affecting Older Workers
Discriminatory employment practices can take a variety of forms.
Policymakers should use regulatory and legislative measures to prohibit discrimination against the following groups of workers:
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Fighting Employment Discrimination through Public Policy">Fighting Employment Discrimination through Public Policy
- Fighting Employment Discrimination through Public Policy">Fighting Employment Discrimination through Public Policy
The success or failure of the Age Discrimination in Employment Act (ADEA) depends on the actions of both federal and state agencies.
The EEOC should give due attention to an aging workforce and maximize protections for older workers under the Age Discrimination in Employment Act (ADEA).
Congress and the executive branch must recognize the importance of the EEOC in enforcing the ADEA, as well as other civil rights laws.