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Report Link EEOC Issues New Rule on Age Discrimination Against Younger Employees (pdf).Phelps Dunbar LLP - July 09, 2007 This week, the U.S. Equal Employment
Opportunity Commission (EEOC) issued a new rule
governing liability under the Age Discrimination in
Employment Act (ADEA). The ADEA protects
employees age 40 and older from discrimination in favor
of younger workers. The new rule addresses the reverse
situation: It provides that employers are not liable under
the ADEA when they favor older workers over younger
workers, even when both are over 40, and thus covered
by the Act. Report Link EEOC Issues Proposed Regulation Implementing US Supreme Court Decision Regarding Older Workers.Jackson Lewis LLP - September 21, 2006 In August 2006, the Equal Employment Opportunity Commission issued proposed amendments to revise and clarify its current regulations that describe the Age Discrimination in Employment Act as prohibiting any age-based favoritism in regard to employees age 40 and over. The EEOC issued these proposed amendments in response to the United States Supreme Court's decision in General Dynamics Land Systems, Inc. v. Cline, No. 02-1080; 540 U.S. 581 (2004). (Read about the 2004 decision here.) In Cline, the Supreme Court resolved a conflict among the federal appeals courts about the concept dubbed "reverse age discrimination" and held that the ADEA does not shield from discriminatory action individuals within the protected age category who are given less preferable treatment than similarly situated older individuals. The Supreme Court specifically found the ADEA was not intended to protect younger employees (even if age 40 or over) from being passed over for more preferable treatment accorded to relatively older employees. Report Link Claim of "Reverse Age Discrimination" in Retiree Benefits Is Rejected by U.S. Supreme Court.Jackson Lewis LLP - February 25, 2004 In a 6 - 3 decision, the U. S. Supreme Court has ruled that the Age Discrimination in Employment Act does not shield from discriminatory action individuals within the protected age category who are given less preferable treatment than similarly situated older individuals. Report Link Supreme Court Agrees to Decide Whether Employers Can Be Held Liable for "Reverse" Age Discrimination.Gibson, Dunn & Crutcher LLP - April 23, 2003 The Supreme Court this week agreed to decide whether employers can be liable for “reverse” age discrimination when they offer certain benefits only to their oldest workers. The case, which will have broad consequences for employers subject to federal age discrimination law, is being handled by Gibson, Dunn & Crutcher as counsel for the defendant employer.
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ArticlesFound: 4 ArticlesNO SUBTOPICSEmployment Law Seminars
43rd Annual Midwest Labor and Employment Law Seminar on October 12-13, 2008
Easton
October 12, 2008 Baker HostetlerReserve the Dates!!! – Public Sexual Harassment Training Webinar for Supervisors and ManagersOnline
October 14, 2008 Ballard RosenbergThe 2008 Nevada Employer: RenoReno
October 14, 2008 LittlerSouth Carolina's Immigration Law, I-9 & E-Verify Breakfast BriefingSpartanburg
October 14, 2008 Ford & HarrisonEmployment Law WorkshopLa Jolla
October 14, 2008 Fisher & PhillipsHiring minors: Legal issues to considerPhiladelphia
October 14, 2008 Buchanan IngersollEmployment Law Developments in IndianaCarmel
October 15, 2008 OgletreeEmployment Law Developments in TennesseeNashville
October 15, 2008 OgletreeWorkplace Harassment SeminarIndianapolis
October 16, 2008 Indiana Chamber of CommerceFlorida Employment Law UpdateTampa
October 16, 2008 Ogletree |
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