Age Discrimination In The Workplace

Discrimination is a big struggle managers in the human resource department face at the workplace, especially since the consequences are high, and the company’s reputation is at stake. Discrimination usually occurs during hiring, firing, training, job assigning, demoting, and promoting. Discrimination in the workplace is against the law and occurs when an employer judges an employee due to human factors such as: age, race, disability, compensation, genetic information, harassment, origin, pregnancy, religion, retaliation, or physical appearance.

Disability discrimination is the act of harassing an employee due to his or her disability, or when job applicants are requested to answer questions about medical conditions or take medical exams. It

A manager may judge based on the concept that the younger the employee is, then he is less intellectual or capable and possess less knowledge. However, the law can only protect against discriminate when the victim and the person inflicted are both above 40 years of age. The person inflicted can be the victim 's supervisor, a supervisor in another area, a co-worker, a client, or a customer. Other than that, The Age Discrimination in Employment Act (ADEA) will not help in protecting the victim. Age harassment includes frequent offensive remarks about a person 's age, because it leads to a hostile and negative work environment. Another case is when it results in an altering an employment decision (such as the victim being fired or

Harassment can include, for example, offensive or derogatory remarks about a person 's national origin, accent or ethnicity. Although the law doesn 't prohibit simple teasing, offhand comments, or isolated incidents that are not very serious, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted). Racial discrimination in a business is related to the individual’s origin. It is when an employer alters the hiring, firing, payments, or benefits of an employee based on their race. Some employers hiring practices, tests, or workplace policies have a greater effect on certain races. If not done for a legitimate business purpose or properly validated, such practices could be considered racial discrimination should a claim be