Since the Age Discrimination in Employment Act is a remedial act, a wide range of damages should be available in the absence of compelling arguments in favor of severely restricting the type of damages recoverable. Available from the Managing Editor, Nebraska Law Review, University of Nebraska, Lincoln, Nebraska 68583; sc $3.00. (Author/IRT)

Discusses the history of age discrimination in employment and the recommendations of investigating groups. Examines the provisions of Age Discrimination in Employment Act of 1967, judicial interpretations of the act, its shortcomings, and the attempts to remedy its weaknesses. Available from University of Puget Sound School of Law, 8811 South…

Under the "Holliday" decision an older worker is now allowed to choose the quicker of the two available remedies and is not compelled to select the state remedy if that would unduly impede a prompt resolution of his grievance. Available from School of Law, University of Missouri-Columbia, Columbia, Missouri 65211; sc $3.50. (Author)

Applying the middle-level equal protection scrutiny, the author argues that the mandatory retirement scheme upheld in "O'Neil" violates the equal protection clause. Available from the University of Pennsylvania Law School, 3400 Chestnut Street, Philadelphia, Pennsylvania 19104; $3.00 sc. (Author/IRT)

Focuses on those elements of an age discrimination suit that have traditionally presented the most difficulty for attorneys--burden of proof, bona fide occupational qualifications, and procedure matters among them. Available from West Virginia Law Review, W.V.U. Law Center, Morgantown, West Virginia 26506; sc $4.00. (Author/IRT)

A number of cases are reviewed in this discussion of procedural aspects of the Age Discrimination in Employment Act of 1967. Topics include prerequisites to suit, procedural obstacles encountered by litigants, availability of state remedies, class actions, inadequate attempts to achieve voluntary compliance, and willful violations. (JT)

Available from Commerce Clearing House, Inc., 4025 W. Peterson Avenue, Chicago, Illinois 60646; Single copy, $3.00. (IRT)

The Hiscott decision indicates that the court will require notice to meet specific standards before an individual's right to maintain a civil action under the ADEA becomes operative. It also suggests that strict compliance with the 180-day notice provision will continue to be a condition precedent to suit. (Author/LBH)

Examines the circuit court's decision in favor of Greyhound in a suit alleging that the company's refusal to accept applications for bus driver from persons under 35 violated the Age Discrimination in Employment Act (ADEA). Submits that the decision frustrates congressional intent by permitting arbitrary and unreasonable age discrimination. (JT)

This analysis of the Age Discrimination in Employment Act of 1967 (ADEA) traces the issues that have emerged in litigation and summarizes the developing law, showing the implications in the university context and suggesting rules of thumb for accommodating the Act with the valid educational demands of the affected institutions. (JT)

The Age Discrimination in Employment Act of 1967 (ADEA) was enacted to combat the denial of equal employment opportunity based on age. This article discusses the major court decisions interpreting the ADEA and makes various suggestions for improving its effectiveness. (Editor/JT)

Addressed are the procedural requirements of the Age Discrimination in Employment Act of 1967, which prohibits discrimination against public and private employees on the basis of age. These requirements are examined in the light of the relevant statutory language, the legislative history of the act, and its remedial purposes. (JMD)

Because further litigation probably will perpetuate the battle of the experts in age projections, the problem of determining medically the functional age of individuals should be addressed administratively by the agencies concerned with public safety and with the problems of the older worker. Available from Wayne State University Law School, 468…

Three exceptions or defenses to the Age Discrimination in Employment Act of 1967 are analyzed--the bona fide occupational qualification, bona fide seniority system, and bona fide benefit plan. Available from Georgia Law Review, University of Georgia School of Law, Athens, Georgia 30602; sc $3.50. (IRT)

This note reviews the Age Discrimination in Employment Act (ADEA), emphasizing prohibited employment practices, litigation procedures, and remedial measures for violations of the act. Problems typically faced in ADEA litigation are also explored with focus on the employee's burden of proof. (LBH)