Title: Age Discrimination in Employment Act of 1967 (ADEA)
Abstract: Chapter 4 Age Discrimination in Employment Act of 1967 (ADEA) Katy Lynn Wilson, Katy Lynn WilsonSearch for more papers by this author Katy Lynn Wilson, Katy Lynn WilsonSearch for more papers by this author Book Editor(s):William J. Rothwell Ph.D., SPHR, William J. Rothwell Ph.D., SPHR Executive EditorSearch for more papers by this authorRobert K. Prescott Ph.D., SPHR, Robert K. Prescott Ph.D., SPHR Volume One EditorSearch for more papers by this author First published: 09 April 2012 https://doi.org/10.1002/9781118364741.ch4 AboutPDFPDF ToolsRequest permissionExport citationAdd to favoritesTrack citation ShareShareShare a linkShare onFacebookTwitterLinked InRedditWechat Summary In 1964, Title VII of the Civil Rights Act was enacted into law by the U.S. Congress to prohibit discrimination in the workplace based on race, religion, gender, or national origin. To address this persisting discrimination, Congress passed the Age Discrimination in Employment Act (ADEA) in 1967 to prohibit discrimination against employees age forty and older in the workplace. While the ADEA was enacted to protect older employees in the workplace, legislators did recognize that some exceptions to this protection were needed. There have been amendments to the ADEA that the initial protections described in the statute. One important amendment is the Older Workers Benefit Protection Act (OWBPA) passed in 1990, which protects employees from being denied benefits due to their age. The EEOC maintains responsibility for enforcing ADEA. To develop true understanding of the ADEA, it's important to understand how the law is interpreted by the U.S. judicial system. Controlled Vocabulary Terms Age discrimination in employment act of 1967; Civil Rights Act of 1964 The Encyclopedia of Human Resource Management: Short Entries RelatedInformation
Publication Year: 2012
Publication Date: 2012-04-09
Language: en
Type: other
Indexed In: ['crossref']
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Cited By Count: 5
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