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)

This congressional hearing addresses the issue of the waiver of rights under the Age Discrimination in Employment Act (ADEA). It reviews an Equal Employment Opportunity Commission rule permitting employees to waive their rights under the ADEA without federal supervision. Testimony includes statements, prepared statements, articles, publications,…

At the annual meeting of the College and University Personnel Association, a lawyer in employment-discrimination cases cautioned personnel officers against random drug testing. Other practices discussed included: asking too many personal questions under the new immigration law, dismissing workers with AIDS, pressuring employees to accept…

Existing regulations, case law, and limited legislative history indicate that an institution can continue to employ faculty without tenure after age 65. However, once tenure is removed, the faculty member is entitled to all the protection of the Age Discrimination in Employment Act. (MSE)

Proper evidence of age discrimination requires an understanding of the causal relationships among age, productivity, and employment practices. The proper modeling of causation can provide proof of discrimination. Human capital theory can be used to indicate when differential treatment results from discrimination as opposed to age-related factors.…

This guide provides answers to the most-often asked questions about age discrimination. Section 1 discusses the purposes of the Age Discrimination in Employment Act (ADEA), including who is protected, what is unlawful, and what is permitted. Section 2 describes discriminatory actions prohibited by the ADEA. It covers discrimination in hiring, on…

Employment practices and attitudes toward the middle aged worker in Western Europe and the United States reflect age discrimination. Regulatory legislation is clearly needed. (MW)

This monograph contains papers from the Switzer Seminar on issues regarding the problems of aging, disabilities, and rehabilitation. It is intended for use by rehabilitation counselors, psychologists, gerontologists, researchers, administrators, consumers, legislators, and others interested in providing better services to Americans growing older.…

The first section of this policy paper provides an overview of the historical development of early retirement incentive programs (ERIPs), the legal status of ERIPs under the Age Discrimination in Employment Act (ADEA), cost/benefit analyses involving ERIPs, and consideration of ERIPs in Indiana. The second section contains a brief synopsis of…

An increase in Age Discrimination in Employment Act (ADEA) claims prompted a review of the 99 ADEA cases reported by the federal courts in a 15-month period. Administrators are offered 10 recommendations, 9 of which are specifically relevant to ADEA. (Author/MLF)

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)

Age discrimination in employment may be so covert as to be undisclosed, which makes it difficult to measure the overall extent of actual discrimination. Perceived discrimination, a person's belief that there is age discrimination in employment practices, can have results as effectual as actual discrimination. A weighted sample of persons age 40 to…

Highlights new legal theories and precedents applicable to employment practices used in the library setting. Illustrative case law and law review commentaries are provided for civil rights, discrimination on the basis of a handicap, wrongful discharge, privacy, age discrimination, equal pay, immigration control, retirement benefits, and…