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As our nation is multicultural in its democratic set up, the policy has both legal and ethical significance in HRM. From a social perspective, in order to maintain the socio-economic stability, we should allow people to work as long as they wish.
It has been assumed that diverse workforce (ethnicity, culture, language, sex, and age) would avail potential individuals with a variety of talents who will also have experience and knowledge about wide rage of customers (Weightman, 2004, p.25). For example, we have hundreds of employees who are above the age of 65 still working zealously. Moreover, it helps us save time and money to test and train new recruits. In fact, the older workers are the proven asset which can help employers in the long run. Moreover, retaining older staff would be a reasonable solution to the growing labor shortage.
Obviously there are certain situations when age discrimination policy would lead to organizational crisis. However, the issue depends on the effectiveness of the HR strategy. For instance, the company should have well defined vision on individual goals and role assignment. There are certain exceptional tasks in which youngsters can outsmart elders. Therefore, elders should not be assigned to services that require high physical and mental skills.
In the UK, According to the Default Retirement Age Act of 2006, employers can force workers to retire exactly at their age of 65 without paying any redundancy (BBC News). Although 65 had been considered as the common age for retirement in the United States, mandatory retirement was completely abolished since 1986 (Kerley, 2001, p.208). As mentioned earlier, we therefore, neither discriminate nor force workers to retire at their old age; instead, workers are given the privilege to choose their retirement.
It would be a fallacy if we assume that young labors would perform better than the older workers. On the other hand, new candidates may not be always
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Discrimination comprises the vices that should not be tolerated in a serious organization and country that seeks to maximize protection of human rights. In many cases, employers and certain dominant groups have been accused of engaging in acts of discrimination on particular recessive and low ranked individuals.
This implies that the application of such a neutral policy will adversely affect the members of a minority or protected group, more than it will affect the non-members of the protected or minority group (Kaminshine, 2005). The similarities in the research perspectives are that disparate impact would occur on the event that there is a significant disparity in the provision of benefits or services to the members of a protected or minority group (Grover, 1996).
Age discrimination is more or less often closely associated with ageism, but in relation to the market place or workplace, it can be described as the practice of denying an applicant employment or excluding an employee from promotion due to their age (Macnicol 2). Age discrimination is all about taking the focus from job competency as reflected in the skill levels and placing it on the individual’s calendar age.
ring at a much faster pace than in recent years despite the existence of a wide variety of legislation which was created to protect the older worker from unequal treatment. Age discrimination, when it occurs, impacts not only the older individual but can leave lasting impacts on
In addition to that, it explores measures that have been taken to protect these obese and overweight individuals from weight discrimination.
There is no doubt that Americans are getting much heavier as the days
This is age discrimination and is against the law. It is against both federal law and state laws. The laws include incidents taking place regarding work –related situations, harassment and covers unfair practices in policies