"Age discrimination cuts both ways: even as people live longer, healthier lives, you hear about men and women in their 50 s who lose their jobs and have trouble finding work because they " re considered too old." (Wilson-Smith, 2003) As baby boomers age, this issue is becoming a bigger and bigger problem. Consider this: the tough job market especially in white collar jobs as well as increasing worries about age discrimination lawsuit issues are tempting some older job candidates to change their appearances. "Sixty-three percent of job seekers would leave a date off their resume to hide their age, according to a survey by online job board HotJobs. Nearly 20% said they would consider plastic surgery to improve job prospects." (Aramor, 2000) Age discrimination cases filed with the Equal Employment Opportunity Commission hit 19, 921 in the year 2000 -- a more than 40% jump from 14, 141 in 1999.

(Aramor, 2000). My planned approach to this assignment is to list the facts and questions as presented in the module in a general fashion, and not specifically to an individual case or hypothetical scenario. In summary, The Age Discrimination in Employment Act of 1967 protects workers who are 40 years of age or older. This law specifies: "Sec 4 a: It shall be unlawful for an employer to (1) fail or refuse to hire or to discharge any individual or otherwise discriminate against any individual with respect to his compensation, terms, conditions, or privilege of employment, because of such individuals age; (2) to limit, segregate or classify employees in any way which would deprive or tend to deprive any individual or employment opportunities or otherwise adversely affect his status as an employee, because of such individuals age; or (3) to reduce the wage rate of any employee in order to comply with this chapter." (20 U. S. C.

623). The law also prohibits statements or specification in job notices or advertisements of age preference and limitations. For example: Help wanted notices containing the verbiage such as "age 25 to 35, or young, or college student" (EEOC). According to the law, the age limit may only be specified in the rare circumstance where age has been actually proven to be a "bona fide" occupational qualification (BF OQ).

An employer can also not discrimination on the basis of age for apprenticeship programs and promotions. Also prohibited is the denial of benefits to older employees. (ADEA).