Search

The Equal Employment Opportunity Commission should develop and issue guidance on what constitutes multiple discrimination and incorporate this idea into its procedures for i

Federal and state laws should prohibit maximum hiring ages and mandatory retirement ages for all workers. This should include public-safety employees.

Policymakers should strengthen regulations to prohibit inquiries about age and date of birth in job applications.

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.

Policymakers should use regulatory and legislative measures to prohibit discrimination against the following groups of workers:

Pre-dispute mandatory and binding arbitration as a condition for employment should be prohibited (see also 

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.

The EEOC should reach out to and inform the business community about ADEA disparate impact standards.