Podcasts about age discrimination

I'm Not Dead Yet and Yes, I'm Still Drinking That on this episode of Madge Unmuted podcast. Madge discusses how she almost died last week, how the job market sucks, her favorite beers, and a phenomenal trip to NYC. Phew, that's a lot to unpack, but a lot of laughs!PLEASE SUBSCRIBE TO MY CHANNEL WHILE YOU'RE HERE!My Website: https://madgeunmuted.com/Audio podcast: https://www.spreaker.com/show/madge-u.Facebook: / madgeunmuted Instagram: / madgemadiganTikTok: / madgemadiganBecome a supporter of this podcast: https://www.spreaker.com/podcast/madge-unmuted--4548342/support.

Nosipho Radebe is in conversation with Labour Law Expert, Michael BagraimSee omnystudio.com/listener for privacy information.

We're done just talking about ageism. In this episode, we show you how to do something about it.Janine Vanderburg is the powerhouse behind Changing the Narrative and CEO of Encore Roadmap. She joins me to talk about how she and a coalition of advocates helped pass the groundbreaking Job Application Fairness Act in Colorado - legislation that bans asking for graduation dates or age identifiers in job applications. It's a big win for both older and younger workers - and a roadmap for change in other states.Just in time for Intergenerational Week and Older Americans Month, this is a must-listen if you've ever felt invisible in the job market or want to turn your frustration into progress.From the importance of intergenerational teams in the workplace to the business case for older workers, Janine provides practical advice for both job seekers and employers.What you'll get from this episode:✅ How the Job Application Fairness Act is changing the game for job seekers in Colorado✅ Why intergenerational teams are essential for business success✅ Stories of how ageism impacts real people in the workforce✅ Janine's journey from consultant to anti-ageism advocate and how you can get involvedTune in to hear Janine's incredible journey and learn how we can all be part of the solution. Let's go!“My mantra personally is: It's not too late—dreams don't have an expiration date.” ~ Janine VanderburgIn This Episode:-How Colorado became the first state to ban age-based application screening-Why this law helps both Gen Z and older generations-How to tell your story without risking your career-Why intergenerational teams drive business success - and how to make the business case-How you can bring this law to your own state (yes, there's a toolkit!)And much more!Resources:-Colorado's Job Application Fairness Act: Advancing Age Inclusion in Hiring by Janine Vanderburg: https://www.linkedin.com/pulse/colorados-job-application-fairness-act-advancing-age-vanderburg-hvmwc/-AARP Research on Age Discrimination: https://www.aarp.org/politics-society/advocacy/info-2025/older-workers-fear-age-discrimination.html-Wiser Than Me with Julia Louis-Dreyfus - https://podcasts.apple.com/us/podcast/wiser-than-me-with-julia-louis-dreyfus/id1678559416Connect with Janine Vanderburg:-Website: https://encoreroadmap.com/ and https://changingthenarrativeco.org/-LinkedIn: https://www.linkedin.com/in/janinevanderburg/Connect with Maureen Clough:-LinkedIn: maureenwclough - https://www.linkedin.com/in/maureenwclough/-Website:

Jon Hansen is joined by lawyers Patrick Dolan and Michael Leonard on this airing of Let’s Get Legal! Patrick Dolan, an employment lawyer at Conti & Dolan, discusses leaving a job, unlimited PTO, and getting fired while on maternity leave. Michael Leonard, a trial lawyer at Leonard Trial Lawyers, discusses the credibility of an alibi witness […]

In this captivating episode, cricket legend Jimmy Anderson joins us for a candid conversation about his remarkable career spanning over two decades. The England bowling great opens up about his controversial retirement, the mental and physical challenges of Test cricket, and what keeps him motivated to continue playing county cricket into his 40s.

Comment on the Show by Sending Mark a Text Message.Age discrimination in the digital workplace takes an alarming turn when algorithms become the gatekeepers of opportunity. The landmark case against iTutor Group reveals how technology can systematically exclude qualified workers based solely on age—with women over 55 and men over 60 automatically rejected by software regardless of their teaching qualifications or experience.When applicant Wendy Pincus discovered she was rejected but later offered an interview after reapplying with a younger birth date, she exposed a troubling reality facing many older workers in the digital economy. The Equal Employment Opportunity Commission's investigation uncovered evidence that over 200 qualified applicants were similarly denied consideration based on age thresholds programmed into hiring algorithms.At the heart of this case lies a critical question that affects millions of remote workers: does the traditional distinction between employees and independent contractors still make sense in the digital age? iTutor Group attempted to evade age discrimination laws by classifying its tutors as contractors despite controlling their schedules, lesson plans, and monitoring their work through video—highlighting how companies may use classification loopholes to circumvent worker protections.The $365,000 settlement represents more than just compensation—it signals that discrimination laws apply even in virtual workplaces. As remote work continues expanding globally, this case establishes important precedent for how anti-discrimination protections extend into digital environments.Perhaps most fascinating is technology's dual role as both problem and potential solution. While iTutor Group allegedly used algorithms to discriminate, other companies are now implementing AI to detect and prevent bias in hiring processes—raising complex questions about privacy, ethics, and the future of work. Who's monitoring your job application, and what criteria are they really using to evaluate you? If you enjoyed this episode of the Employee Survival Guide please like us on Facebook, Twitter and LinkedIn. We would really appreciate if you could leave a review of this podcast on your favorite podcast player such as Apple Podcasts. Leaving a review will inform other listeners you found the content on this podcast is important in the area of employment law in the United States. For more information, please contact our employment attorneys at Carey & Associates, P.C. at 203-255-4150, www.capclaw.com.Disclaimer: For educational use only, not intended to be legal advice.

Comment on the Show by Sending Mark a Text Message.This episode is part of my initiative to provide access to important court decisions  impacting employees in an easy to understand conversational format using AI.  The speakers in the episode are AI generated and frankly sound great to listen to.  Enjoy!In this episode, we dive deep into the troubling case of age discrimination at Hatzell Bueller, led by an analysis of two job applicants, Dean Weintraub and Thomas Silvera. Despite their qualifications—Weintraub at 65 with over three decades of experience and Silvera at 58 with notable prior engagement with the company—both were met with questionable hiring practices that underscore the issue of age bias prevalent in today's job market.From explicit remarks about being "too old" to subtle digs in interviews, this episode uncovers how age can unjustly hinder career opportunities. We engage with the findings of the EEOC's complaint, the defense of Hatzell Bueller, and explore the implications of the settled case that includes significant measures for change albeit without admission of guilt. Listeners will learn about red flags to look for in hiring practices, patterns indicative of systemic age bias, and the discussion on how this bias impacts not just individuals but the economy at large. This introspective conversation addresses the critical cultural shift needed in recognizing the value of experience, fostering an inclusive workplace for all ages, and understanding actionable steps to challenge age-related discrimination.On July 19, 2024, the EEOC entered into a consent decree with the employer to settle the case for $500,000. Clearly the company did something wrong and wanted to avoid a protracted litigation and a higher judgment by the court or a jury. Join the conversation today, and let's work together to create a culture in which everyone, regardless of age, feels valued and respected in their professional journey. Subscribe, share, and leave a review to support the movement against workplace discrimination!Show Notes:ComplaintAnswerEEOC Press Release Announcing $500,000 Settlement If you enjoyed this episode of the Employee Survival Guide please like us on Facebook, Twitter and LinkedIn. We would really appreciate if you could leave a review of this podcast on your favorite podcast player such as Apple Podcasts. Leaving a review will inform other listeners you found the content on this podcast is important in the area of employment law in the United States. For more information, please contact our employment attorneys at Carey & Associates, P.C. at 203-255-4150, www.capclaw.com.Disclaimer: For educational use only, not intended to be legal advice.

SCOTUS; AGE DISCRIMINATION UNIVERSITY. RICHARD EPSTEIN, CIVITAS INSTITUTE, UT 1910

The latest episode of “Parsing Immigration Policy” highlights skilled immigration policies, their impact, and ways to improve the legal immigration programs. Featuring Dr. Norman Matloff, emeritus professor at UC Davis and a leading expert on the H-1B visa program, this episode breaks down how current policies are reshaping the U.S. labor market, undercutting American workers, and benefiting major tech companies at the expense of bringing the true “best and brightest” to the U.S.Key topics covered:The H-1B Visa System: Why America's leading tech companies, like Intel and Google, are more harmful than the “body shops” that contract out cheap foreign labor.The Green Card Process: The green card process is badly flawed. How sponsorship by big tech artificially expands the workforce, limiting opportunities and lowering wages for Americans.The Myth of “Best and Brightest”: The reality behind claims that H-1B visa holders are exceptional talents—and how companies game the system. How can true talent be identified.Age Discrimination & Wage Suppression: How H-1B policies favor entry-level workers, leading to lost expertise and lower salaries in STEM fields.Foreign Students & Green Cards: Are we admitting too many? How universities exploit foreign student labor and what changes are needed.Fixing the System: Ideas for reform, options explored include limiting green cards to top PhDs, implementing merit-based testing, numerical caps on studentsHostMark Krikorian is the Executive Director of the Center for Immigration Studies.GuestNorm Matloff is an emeritus professor at UC Davis.RelatedHow the H-1B System Undercuts American WorkersNorman Matloff on the H-1B Program and Related IssuesWhy Legal Immigration Numbers MatterDoes America Need More Foreign Tech Workers, NoTo Get the ‘Best and Brightest' H-1B Workers, the US Must Reform the ProgramMusk Is Right About H-1BsA Look Behind the Curtain at One H-1B Body ShopIntro MontageVoices in the opening montage:Sen. Barack Obama at a 2005 press conference.Sen. John McCain in a 2010 election ad.President Lyndon Johnson, upon signing the 1965 Immigration Act.Booker T. Washington, reading in 1908 from his 1895 Atlanta Exposition speech.Laraine Newman as a "Conehead" on SNL in 1977.Hillary Clinton in a 2003 radio interview.Cesar Chavez in a 1974 interview.House Speaker Nancy Pelosi speaking to reporters in 2019.Prof. George Borjas in a 2016 C-SPAN appearance.Sen. Jeff Sessions in 2008 comments on the Senate floor.Charlton Heston in "Planet of the Apes".

Click here to work with us! Can you be fired after announcing your retirement? It's a question that raises eyebrows and stirs concern for anyone nearing the end of their career. A recent article highlights the legal and financial implications of being terminated after sharing retirement plans, and it's a scenario more common than you might think. Employers often operate under at-will employment laws, giving them broad rights to terminate employees, even after a retirement announcement. But what does that mean for you? Understanding protections like ERISA and the Age Discrimination in Employment Act can make all the difference in navigating this tricky situation. It's not just about legalities—financial stability, severance packages, and health insurance come into play too. On top of that, announcing retirement at the wrong time could mean missing out on potential benefits or buyouts. Striking a balance between professional courtesy and protecting your financial future is essential. When it comes to planning for life after work, the timing and approach of your announcement could impact everything from your wallet to your peace of mind. Outline of This Episode (0:00) Introduction (0:29) Yahoo Finance article discussion (1:11) At-will employment laws explained (2:08) Legal considerations: ERISA and age discrimination (3:57) Financial steps after unexpected termination (7:47) Protective measures to stay on track (10:05) Client story: Announcing retirement too early (12:12) Listener questions: What to retire to (13:04) Crafting a fulfilling retirement plan (17:27) Taking small risks to find post-career purpose Resources & People Mentioned The Retirement Podcast Network Yahoo Finance Article by Christy Bieber – Discussing legal and financial challenges of being fired after announcing retirement Freedom for Fido – A charity building shelters and fences for dogs in need Connect with Benjamin Brandt Become a Client: www.retirementstartstoday.com/start Get the Retire-Ready Toolkit: http://retirementstartstodayradio.com/ Follow Ben on Twitter: https://twitter.com/retiremeasap Join the newsletter: https://retirementstartstodayradio.com/newsletter Dive deeper into retirement planning with Ben at www.RetirementIncome.University Subscribe to Retirement Starts Today on Apple Podcasts, Stitcher, TuneIn, Podbean, Player FM, iHeart, or Spotify

In this podcast episode, financial advisors Jim Martin and Casey Bibb discuss the frequent occurrence of unexpected early retirements due to layoffs, health issues, and other factors. They share strategies on how to prepare financially for such events, emphasizing the importance of emergency funds, debt reduction, health planning, and having a robust financial plan. Additionally, they cover upcoming changes to Social Security in 2025, including a 2.5% Cost of Living Adjustment (COLA) and new income limits for early and full retirement age filers. The episode aims to help listeners plan more effectively for retirement and handle unexpected changes with confidence. 00:00 Introduction to Retirement Planning Challenges 00:47 Unexpected Early Retirement 03:15 Age Discrimination in the Workforce 04:05 Steps to Bulletproof Your Retirement 05:35 Assessing Your Financial Situation 09:23 Health and Employment Considerations 15:35 Personal Stories and Experiences 17:31 Upcoming Changes in Social Security 17:54 Understanding the 2.5% COLA Increase 18:13 Inflation and Cost of Living Adjustments 20:00 Social Security and Part-Time Work 21:46 The Impact of Early Retirement on Benefits 23:43 Personal Stories and Recommendations 26:57 TV Shows and Entertainment 30:16 Conclusion and Final Thoughts (LINK HERE)

Oregon's workforce is getting older, as more and more Oregonians continue to work into their later years of life. But many older workers run up against age discrimination. Age discrimination in the workplace is prevalent in Oregon and nationally, according to research by AARP. In this episode of Policy for the People, we explore the issue of age discrimination in the workplace. Our guest is Andrea Meyer, Director of Government Relations at AARP Oregon. We discuss how pervasive the problem of age discrimination in the workplace is, its consequences, and what Oregon can do to address the problem.

Age diversity and cross-generational synergy can transform an organization.Most of us know age diversity matters in the workplace. But according to UCLA's Bob McCann, we're thinking about it all wrong: it's not just about having different generations present — it's about creating meaningful connections between them.As director of UCLA's Leadership Communication Program and founder of the McCann Group, McCann has spent years researching intergenerational workplace dynamics. With four to six generations now working side by side, he says there's never been a better time to create synergies between the old and the young."There's a tremendous opportunity for meeting and interacting with people who are different than you, for increasing a variety of potential outcomes in business in a positive way, if we can maximize our intergenerational engagement," he says. His research reveals that while many organizations focus on gender and ethnic diversity, age diversity often gets overlooked in DEI initiatives — despite its crucial role in workplace success.In this episode of Think Fast, Talk Smart, McCann joins Matt Abrahams to discuss how organizations can move beyond superficial age diversity to create meaningful cross-generational connections. From reverse mentoring programs to shadow boards, they explore practical ways leaders can harness the power of generational difference to drive innovation and collaboration.Episode Reference Links:Bob McCannEp.67 What Is Normal? How Culture Affects Communication StylesEp.21 Words Matter: How to Make Your Communication InclusiveConnect:Premium Signup >>>> Think Fast Talk Smart PremiumEmail Questions & Feedback >>> hello@fastersmarter.ioEpisode Transcripts >>> Think Fast Talk Smart WebsiteNewsletter Signup + English Language Learning >>> FasterSmarter.ioThink Fast Talk Smart >>> LinkedIn, Instagram, YouTubeMatt Abrahams >>> LinkedInChapters:(00:00) - Introduction (01:01) - Why Generational Interactions Matter (01:54) - What is a Generation? (03:03) - Combating Workplace Ageism (04:21) - Breaking Stereotypes (06:56) - Better Intergenerational Interactions (09:41) - Technology and Training Across Generations (11:26) - The Three Final Questions (17:14) - Conclusion

In this thought-provoking episode of the Rock and Rich podcast, Vince Poscente tackles the challenging issue of age discrimination in the workplace with his concept of "The Speed of Age." Vince discusses how older individuals often face biases from employers who may be less likely to hire them due to misconceptions about age and productivity. Through insightful analysis and practical advice, Vince offers strategies on how to overcome these challenges, stay competitive, and showcase the unique value that experience and wisdom bring to the table. Tune in for an empowering conversation that sheds light on ageism and equips listeners with tools to navigate and succeed in a rapidly changing job market.Join us on Facebook - Instagram This show is produced by: UN/COM Media Inc.

Imagine hitting all your KPIs at work, only to be told you're out—because they want someone younger. Well, that's exactly what happened to today's guest, the incredible Emilia D'Anzica. And trust me, her comeback story is one for the books!Emilia is the founder of Growth Molecules, an author, and an all-around powerhouse. She takes us through her nuts experience of being pushed out of a tech company despite knocking it out of the park for 13 quarters straight. Emilia shares how she handled the blow (hint: with grace and a lot of courage), why fighting ageism in court is nearly impossible, and the advice she received from top lawyers. But this isn't a downer episode! Emilia didn't just take the hit – she flipped the script and used her MBA to launch her own successful consulting firm. We also talk about the rampant ageism in tech, the gender and racial pay gap, and how recruiters are still weirdly biased about hiring older talent (hello, 57 is not “too old” to hire!) If you're over 40 and feeling it in your job search or career, Emilia's story will inspire you to keep pushing forward. She's living proof that there's life – and success – after even the most unfair corporate rejection. So, don't miss this conversation packed with insights and a story that will leave you both inspired and enraged.“If you're a recruiter, you should have the courage to look past how that person looks. We shouldn't have to pay an 'age tax' to get a job.” - Emilia D'AnzicaIn This Episode:-Emilia's shocking story of being replaced by a younger colleague despite consistent success-Why age discrimination is so hard to prove in court (and the advice Emilia got)-How Emilia turned a tough experience into a thriving business-Recruiter bias against older workers and why we need to fix it-McKinsey research insights on gender pay gaps -A peek into Emilia's book Pressing On as a Tech Mom And much more!Resources Mentioned in the Episode:-Emilia D'Anzica's book, Pressing On as a Tech Mom: https://www.amazon.com/Pressing-Tech-Mom-Industry-Boundaries/dp/1956955194 -Women in the Workplace 2024: The 10th-anniversary report: https://www.mckinsey.com/featured-insights/diversity-and-inclusion/women-in-the-workplace Connect with Emilia D'Anzica:-Website: https://growthmolecules.com/ -LinkedIn: https://www.linkedin.com/in/emiliadanzica -Instagram: https://www.instagram.com/emiliadanzica/Connect with Maureen Clough:-Instagram: @itgetslateearly - https://www.instagram.com/itgetslateearly/-YouTube: @itgetslateearly -

In this episode Jack Tuckner, Esq. and Catherine Crider, Esq. of Tuckner, Sipser, Weinstock & Sipser, LLP, a NY-based law firm dedicated to workplace gender rights, join us to discuss the significant challenges faced by women at midlife, particularly around menopause, and how the workplace can better support them. The conversation is a deep dive into the legal landscape of workplace accommodations, how to navigate discussions about menopause with employers, and why it's critical to push for legislative changes, such as a Menopause Workplace Fairness Act.With over 20 years of experience, Jack advocates for working women at all stages of their reproductive life cycle, from pregnancy through menopause. His practice focuses on combating sexual harassment, pregnancy discrimination, illegal gender pay disparity, sex discrimination, maternity leave matters, unlawful retaliation, and wrongful termination. He has long fought for women's rights and against the unequal and wrongful treatment of women in the workplace. In doing so, Jack has gained a reputation for feminist activism and the pursuit of gender justice in pay for all women. Catherine works with the team advocating for women's rights in the workplace. As part of her advocacy, she represents clients facing challenges including combating sexual harassment, pregnancy discrimination, illegal pay disparity, and other forms of workplace discrimination. In addition to being a lawyer, Catherine is an active labor and postpartum doula helping families. When she's not working with families one-on-one, she teaches childbirth education and postpartum classes for new parents across the United States.Topics covered in this episode:Understanding the Legal Landscape Around Menopause: While there are no specific laws in place directly addressing menopause currently, the symptoms women experience during perimenopause and menopause could fall under existing protections like the Americans with Disabilities Act (ADA), the Age Discrimination in Employment Act (ADEA), and the Civil Rights Act (Title VII). These laws provide a foundation for women to request reasonable accommodations, such as flexibility in scheduling or adjustments to the work environment.Why Workplace Accommodations are Crucial: Menopause, much like pregnancy, requires acknowledgment in the workplace. Women at midlife may face challenges due to symptoms like hot flashes, insomnia, or brain fog, which can negatively impact their work performance. Providing accommodations such as flexible hours or temperature control can help women continue to excel in their careers.The Fight for the Menopause Workplace Fairness Act: Modeled after the recently passed Pregnant Workers Fairness Act (PWFA), this new proposed menopause protective legislation seeks to ensure that menopause-related symptoms receive the same protections as pregnancy, helping to protect women's rights in the workplace.Take Action and Start the Conversation: Women need to advocate for themselves. This starts with awareness of their rights and having conversations with their employers about the accommodations they need to continue to optimally perform their jobs. Promoting Awareness and Change: As more women work longer and remain in their careers well into midlife, the need for understanding and accommodations becomes even more pressing. By advocating for change at both an individual and legislative level, women can ensure that their workplaces evolve to support them throughout all stages of life.For more insights on navigating workplace challenges during menopause and advocating for your rights, tune in to this impactful episode of The Positive Pause*.

A settlement has been reached in the deadly Baltimore bridge collapse in March. Also, A former casting director for Hallmark has filed a lawsuit against programming executive Lisa Hamilton Daly for age discrimination. Plus, Kenan Thompson is opening up about his decades long friendship with “All That” co-star, Kel Mitchell.

In this episode of Peacebuilding with Dr. Pollack, we meet Daryl, who is struggling to find employment at 55 after a successful career in real estate finance. He suspects age discrimination may be affecting his job search and seeks advice on how to improve his chances of getting hired. Dr. Pollack offers actionable strategies, from optimizing resumes to leveraging LinkedIn and networking connections, to help Darrell break through the barriers.Please visit our website to get more information: https://pollackpeacebuilding.com/Host: Dr. Jeremy Pollack from Pollack Peacebuilding Systems More from Dr. Pollack: Peaceful Leaders Academy Conflict Resolution Playbook: Practical Communication Skills for Preventing, Managing, and Resolving Conflict FREE e-book: The Ultimate 12-Step Guide to Coworker Mediation: Free Ebook - Pollack Peacebuilding Systems Connect with Dr. Pollack on social media: Facebook | Twitter | YouTube | LinkedIn

Rep. Dan Newhouse explains some of the concerns he has with the EPA's new emission standards for heavy trucks taking effect in 2032. Then, many truckers will want to help those in need after Hurricane Helene, and the director of the American Logistics Aid Network explains how you can. We'll also have the latest on the hurricane's impact, as well as a review of FMCSA's call for feedback on its guidance documents. And truckers are talking with OOIDA tour truck driver Marty Ellis about something we previously haven't heard a lot about in trucking – age discrimination. 0:00 – How you can help out in the wake of the hurricane  10:07 – Congressman: New EPA truck rules a “forced green transition” 25:00 – Hurricane Helene update 40:06 – How big a problem is age discrimination in trucking?

In this solo episode, I break down the recent controversy surrounding a career guide published by Indeed, the world's largest job site, with 365 million daily users and over 3.5 million employers. Here's a teaser: The guide labeled ages 45-55 as “late career” and 55-65 as “decline,” sparking an outcry over its ageist language.I stumbled across the uproar late one night on LinkedIn and decided to post my thoughts, which quickly went viral. Indeed responded within hours, issuing an apology and removing the offensive content, but the damage was already done!The guide perpetuated harmful stereotypes, like the idea that workers in their 40s and 50s should aim for less demanding roles and stop learning new skills. This couldn't be further from the truth—many of us are thriving in our careers at this stage, with plenty of energy and ambition.While I appreciate how quickly Indeed responded, I still question how the management allowed the guide to be published in the first place. It raises concerns about whether they truly support an age-inclusive work environment. But this situation has opened up an important conversation about ageism, and I'm hopeful it will lead to lasting change.Can several viral posts on LinkedIn really change how a major corporation thinks about age? Join me as we explore how this Indeed debacle can serve as a catalyst for real change in tackling ageism in the workplace. Don't worry—we'll get some solid career advice and probably a few laughs too.In This Episode:-Introduction and overview of Indeed's corporate values-Personal experience with the career guide controversy-Career stages in Indeed's career guide-Critique of the career guide's advice-Raising a successor for your position-Retirement in your forties: myth or reality?-The "decline" era: what to expect-The reality of ageism in the workplace-Indeed's apology and future stepsResources Mentioned in the Episode:-Indeed's live webinar on November 7, 2024, titled “Success and Satisfaction in the Later Stages of Your Career”: https://www.linkedin.com/events/7237487552620843009/ -Indeed's article, “Ageism in the Workplace: Its Impact and How to Prevent It”: https://www.indeed.com/hire/c/info/ageism-in-the-workplace -Indeed's article, “ADEA: An Employer's Guide to the Age Discrimination in Employment Act”: https://www.indeed.com/hire/c/info/adea#:~:text=The%20purpose%20of%20the%20ADEA,ability%20when%20making%20those%20decisions. -Maureen's LinkedIn post: https://www.linkedin.com/posts/maureenwclough_are-you-over-55-indeed-as-in-the-one-that-activity-7235228512918388738-wIYC?utm_source=share&utm_medium=member_iosConnect with Maureen Clough:-Instagram: @itgetslateearly - https://www.instagram.com/itgetslateearly/-YouTube: @itgetslateearly...

Aging can be a fairly daunting experience & when the topic comes to mind most of us try to move on  and clear it from our thoughts as quickly as possible. But award-winning journalist Melissa Doyle is urging us to take an active role in aging to push back against ageism and make the experience healthier and more connected for us all. In this conversation Mel shares her aging toolkit & the lessons she's learnt from the experts on how to normalize aging and embrace some of our most challenging and transformative years. Want to become a podcast sponsor, got some feedback for me or just fancy a chat? Email me - thatshelpful@edstott.com CONNECT WITH US Connect with ⁠That's Helpful on Instagram. Find Mel on Instagram⁠ & via ⁠her website. BOOKS How To Age Against The Machine

Joe Biden has stepped down as Democratic Presidential candidate after calls that he's too old to run for president. And while it seems like that's the right call, there are plenty of older people in Australia looking to work, but can't get a job because of age discrimination. Michael Byrnes from Swaab Lawyers joins John to talk about what rights you have as an older worker, and what age discrimination looks like in the workplace. Listen to John Stanley live on air from 8pm-12am from Monday-Thursday on 2GB/4BCSee omnystudio.com/listener for privacy information.

The episode focuses on the challenges and solutions associated with ageism in the workplace, particularly concerning mature adults. With insights from experts Dr. Phillip Taylor and Dr. Phyllis Cummins, the discussion explores the importance of addressing age discrimination, rethinking job roles for older workers, and the benefits of intergenerational collaboration.Dr. Phyllis Cummins, Senior Research Scholar, Scripps Gerontology Center, Miami University, and Fellow for the Gerontological Society of America.Dr. Phillip Taylor, Professor, Institute for Employment Research, University of Warwick, Coventry, England. Fellow for the Gerontological Society of America and Associate Editor, Ageing & Society; Convenor, Aging Workforce Interest Group for the Gerontological Society of America.Key Points Discussed1. Ageism manifests in various phases of employment, from hiring practices to job retention and retirement.2. Older workers encounter barriers when seeking employment, such as outdated perceptions regarding their skills and adaptability.3. Older workers are seen as valuable resources for training and mentoring younger employees, bridging knowledge gaps, and fostering a collaborative environment.4. Flexibility in job roles and hours can significantly benefit older workers and employees across all age groups.5. Integrating intergenerational mentoring and training programs can leverage the varying skills and perspectives of different age groups, enhancing the work environment. 6. The concept of retirement is evolving, with many adults wishing to remain in the workforce beyond traditional retirement ages.7. Challenges with technology are significant obstacles for older job applicants; however, assumptions about their ineptitude are often misplaced.8. Policies need to be adjusted to help integrate and retain older workers, offering them alternative positions or reduced hours without loss of respect or opportunities.Memorable Moments09:35 Age-blind reviewing of resumes, avoid ageism.11:09 Attitude and skills in job interviews matter.20:49 Defining "older workers" and challenging assumptions.26:31 Age advocate emphasizes benefits for all workers.32:22 Equal pay, productivity, and retaining competitive employees.38:01 Employers fear age discrimination, reluctant to talk.39:03 Employers must offer flexible alternative work options.53:13 Promote reskilling for older workers, lifelong learning.58:47 Adult education still lags, must diversify learning.We would love to hear from you.Give us your feedback, or suggest a topic, by leaving us a voice message.Email us at hello@lookingforwardourway.com.Find us on Facebook.Please review our podcast on Google!And of course, everything can be found on our website, Looking Forward Our Way.Recorded in Studio C at 511 Studios. A production of Circle270Media Podcast Consultants.Copyright 2024 Carol Ventresca and Brett Johnson https://creativecommons.org/licenses/by-nd/4.0/

While the technology job market remains vibrant and strong for many workers, people over the age of 50 are finding it more difficult to get a new job, or navigate past the layers of hiring with the institution of new AI screening tools. Keith talks with Christina Matz, Ph.D., an associate professor in the Boston Collee School of Social Work and director of the Center on Aging & Work, about why age discrimination still exists within much of the corporate world, including in the tech sector.

So many of us expect to become less happy as we age, BUT science says you couldn't be more wrong - you'll likely become happier as you get into old age, you'll be more content and more able to live in the present moment. This phenomenon is called the happiness curve and it's a concept that award winning journalist Jonathon Rauch is incredibly passionate about. Jonathan is a senior fellow at the Brookings Institution in Washington and the author of The Happiness Curve, Why Life Gets Better After 50. So what does the research say, how can we avoid the midlife crisis we hear so much about & how might the happiness curve help us to reframe the way we approach aging? CONNECT WITH US Connect with ⁠That's Helpful on Instagram. Find Jonathon on Twitter⁠ & via his website. BOOKS The Happiness Curve, Why Life Gets Better After 50 Want to become a podcast sponsor, got some feedback for me or just fancy a chat? Email me - thatshelpful@edstott.com TIMESTAMPS 00:00:00 - Intro 00:01:16 - How did Jonathon discover the happiness curve? 00:04:45 - How does the happiness curve play out in different countries? 00:07:24 - The forecasting error 00:13:13 - Why so many of us feel ashamed of the midlife slump 00:17:37 - Step don't leap 00:23:35 - How to overcome the time trap of the happiness curve 00:26:26 - The happiness curve is fuelled by false assumptions around age 00:31:21 - It isn't just teenagers who go through transitional times of life 00:33:31 - The power in giving yourself time to reset 00:35:51 - The things that truly bring life satisfaction 00:38:12 - The one thing to remember  

"I'll be the judge of that!" In this episode, Karen explores the case of Rodney Martinez, a 59-year-old part-time product associate at a New England grocery chain called The Market Basket, where he sued his employer for age discrimination after he was passed over for promotion in favor of younger employees. The case highlights the prevalence of age discrimination in the workplace, which is prohibited by the Age Discrimination in Employment Act. The lack of a fair and objective promotion process can lead to favoritism and discrimination, making it crucial for employers to implement a formal system for promotions. The Job Judge Podcast is a podcast for anyone who works. This is not legal advice! Engaging and informative, it's a must-listen/watch for any manager, business owner, HR professional, or anyone who works. Relying on three decades of experience as an employment law attorney and HR Executive, Karen Michael uses real case studies in the news and navigates through the legal landmines and workplace dysfunction that we know is probably happening right now in your organization.

How many times have you referred to yourself as ‘too old' or ‘too young' for something? Have you blamed your forgetfulness on a ‘senior moment' or your sore neck on ‘being over 30'? I'll be honest, before I found out about Ashton Applewhite's work, they were comments I made ALL the time. But, remarks like these as well as a whole host of other behaviors are acts of ageism - something Ashton calls the ‘last socially sanctioned prejudice' & it's damaging to everyone because guess what? We're all aging! So how can we push back against this discrimination and age positively in a society that's obsessed with youth? That's what we're going to tackle today. Ashton, is a journalist, pro aging radical and the author of This Chair Rocks - A Manifesto Against Anti-Aging. CONNECT WITH US Connect with ⁠That's Helpful on Instagram. Find Ashton on ⁠Instagram⁠ & via ⁠her website. BOOKS This Chair Rocks: A Manifesto Against Ageism OTHER MENTIONS Old School: Anti-Ageism Clearing House Ed's programme for ABC RN including Holdsworth Homeshare Want to become a podcast sponsor, got some feedback for me or just fancy a chat? Email me - thatshelpful@edstott.com TIMESTAMPS  00:00:00 - Intro 00:01:20 - Ashton's evolving relationship with aging 00:02:42 - The truth about aging 00:06:30 - The damage of generalisations 00:09:30 - Where does our fear of aging come from? 00:11:30 - The impact of social media on ageism  00:13:30 - The hidden harms of ageism  00:17:00 - How to push back against ageism  00:24:00 - Striving for a world where age is less important 00:26:30 - The importance of having friends of all ages  00:28:27 - Ageism is not a given 00:31:05 - True diversity 00:34:20 - Ageism is a part of many more conversations now 00:39:15 - The one thing to remember 

In this episode, you'll learn: Direct discrimination on grounds of age Associative age discrimination Stereotyping This podcast is supported by Occupational Health Assessment Ltd, Policies 2024 and by HR Inner Circle.Leave a review for this podcast before 11 June 2024 and win a prize - www.danielbarnett.com/podcastreviews

Employment Lawyer Patrick Dolan of Conti and Dolan joins Jon Hansen on Let's Get Legal to answer listener employment questions. Patrick deep dives into participating in investigations, commission residuals, and an age discrimination case that highlights the importance of talking through situations. For more information, call 312.332.7800 or visit www.contidolanlaw.com

Age discrimination in the workplace continues to be a national discussion, especially ahead of this upcoming presidential election involving President Biden and former President Trump. But this month, the controversy emerged again here in Connecticut, specifically surrounding a local hospital. According to court documents, a former Waterbury Hospital executive filed a lawsuit against her ex-employer alleging she was fired for her age. We talked about the case and gave listeners insight on how to handle age discrimination in the workplace from Attorney Gary Phelan. He is an employment attorney at Mitchell and Sheahan and law professor at Quinnipiac University. Image Credit: Getty Images

Employment Lawyer Patrick Dolan of Conti & Dolan joins Jon Hansen on Let’s Get Legal to chat about vacation time, getting let go after 20 years, and Gen Z struggling in the workforce. For more information, call 312.332.7800 or visit www.contidolanlaw.com

Does age really matter to your employer? When is age more than a number? How can one overcome feeling slighted in the workplace because of age?

On this episode of In Clear Terms with AARP California, host Dr. Thyonne Gordon sits down with Daniel Kohrman, Senior Attorney with AARP Foundation Litigation. In his role, Dan litigates and writes appellate briefs representing older workers and he principally challenges age and/or disability discrimination on the job or against older jobseekers. He joins Dr. Gordon to talk about age-discrimination – what it is and the laws around it both federally and in California. So join us for another impactful episode of In Clear Terms, brought to you by AARP California. Follow UsTwitter @AARPCAFacebook @aarpcaliforniaInstagram @aarpcaPresented by AARP Californiawww.AARP.org/CA

I don't know about you, but AGE is one aspect of DEI that I hardly ever hear anything about. And, yet the impact of ageist policies on older workers is profound. Are you thinking something like "but it's time for those boomers to get out the way so I have a chance!"? Well, I asked Laura Tamblyn Watts, the CEO of CanAge about that. CanAge is Canada's Seniors Advocacy organization and, she says while a few older workers have a ton of privilege, many are shockingly disadvantaged. With 25 years of experience, Laura brings a wealth of knowledge about ageism and its impact in the workplace and to aging people. We discussed:

A new survey paints a dire picture for workers over 50 - it's war out there

JULIE BAUKE OF THE BAUKE GROUP JOINS DAWN LIVE WITH THE LATEST EMPLOYMENT TRENDS... JULIE RESPONDS TO THE FOLLOWING PROMPTS... REGARDING AGE DISCRIMINATION IN THE WORKPLACE - LACK OF SECURITY WHEN WORKING REMOTELY... & FINALLY THE GEN Z WORK ABILITY AND THE GENERATIONS EXPECTATIONS...  (MarketWatch)Chris Autry built, opened and ran corporate call centers for about 30 years. His longest stretch of unemployment was for six months in 1989. Until recently, that is.Autry, 64, lost his job last year in a corporate downsizing and hasn't been able to find another one in the nine months that he has been looking. He thinks ageism may be playing a role. He's applied for about 500 jobs and gotten a 12% response rate that has led to dozens of interviews and follow-ups... “Everything is virtual nowadays. I've found that if the first interview or screening is done over the phone, I always get to the next level. If it's by video, I don't make it to the next level,” Autry said. “Perhaps it might be unconscious bias if they see me as an older applicant...” During one interview, he said, he dressed appropriately, in his view, wearing a jacket and tie. The vice president of human resources asked him if he always dressed so formally. “I got the impression that maybe I come off as old school, stuffy, from a bygone era,” Autry said... AARP found that 64% of adults age 50 and over in the workforce think older workers face discrimination, and nine in 10 believe that age discrimination against older workers is common in the workplace. More than one in 10 said they have been passed up for a promotion or chance to get ahead because of their age. Read more. How should older workers approach job interviews if they're worried about ageism? A story by The Wall Street Journal notes that remote workers are more likely to be laid off. Workers logging on from home five days a week were 35% more likely to be laid off in 2023 than their peers who put in office time, according to an analysis of two million white-collar workers conducted by employment data provider Live Data Technologies. The analysis showed 10% of fully remote workers were laid off last year, compared with 7% of those working in an office full time or on a hybrid basis.“When a hiring manager gets news they have to cut 10% of the staff, it's easier to put someone on the list you don't have a close personal relationship with,” says Andy Challenger, senior vice president at Challenger, Gray & Christmas, an outplacement firm. Much of the disparity, he says, is that it's simply harder to build attachments to people you don't see face to face. Does this mean workers should think twice before taking a fully remote job? Can remote workers do anything to avoid being laid off?  According to a new Harris Poll carried out exclusively for Fortune, bosses feel Gen Z workers lack soft skills and have unrealistic expectations. Fortune: Eighty-two percent of managers—among the Harris Poll's pool of 1,200 knowledge workers—said their new Gen Z hires' soft skills need more guidance, time, and training. They think Gen Z newbies also have unrealistic workplace expectations, more so than they used to, and three in four managers say it's harder to train new hires in soft skills than in actual technical skills.The story includes examples of soft skills such as how to receive blunt feedback or strike up a conversation with a senior manager if you run into them in the office kitchen. How can young workers improve their soft skills to advance their career? And how can they have a more realistic picture of what the workplace is really like? Julie Bauke (rhymes with NOW-kee) can offer advice. She is Founder and Chief Career Strategist with The Bauke Group. Julie also worked for 16 years in HR. She is the author of the book, Stop Peeing On Your Shoes: Avoiding the 7 Mistakes That Screw Up Your Job Search.  Tune in 10 AM - 12 PM EST weekdays on Talk Radio 1210 WPHT; YouTube.com/@1210WPHT; or on the Audacy app!

I was mentoring a group of people, and at our last meeting, the topic of age discrimination in the workplace came up. In this Pocket Sized Pep Talk I'll let you know the response I gave, and spoiler alert: Rather than whining about it, I took a different approach. If you're struggling with something that you feel holds you back, you will want to listen to this podcast.

For this episode of The Jason Cavness Experience, I am covering HR Laws you have to follow if your company has 49 or fewer employees CavnessHR Product/Market Fit Validation and Tech Platform Validation To help us with our product market fit and tech platform validation. We are providing Employee Handbooks and HR policies at no cost to companies with 49 or fewer people in the city of Seattle. Email me at jasoncavness@CavnessHR.com if you are interested in this. Go to www.thejasoncavnessexperience.com for the full episode and other episodes of The Jason Cavness Experience on your favorite platforms.  Sponsor  CavnessHR delivers HR companies with 49 or fewer people with our HR platform and by providing you access to your own HRBP. www.CavnessHR.com HR Laws for Small Business with 49 or fewer employees  If you have at least one employee, the following HR laws apply to you.  Drug-Free Workplace Act: The Drug-Free Workplace Act of 1988 only applies to federal grant recipients and federal contractors with a contract for more than $100,000. Drug-Free Workplace Requirements Generally, it requires that covered employers: adopt a drug-free workplace policy; and establish a drug-free awareness program. Employers faced with alcohol and drug use in the workplace often consider employee and applicant drug testing as a way to reduce safety risks and avoid other problems caused by employee drug use. Employers that use drug testing should be aware of the many laws and regulations governing safety, employee privacy, and disability.  The issues involved include both legally mandated and voluntary drug-free workplace programs, discrimination and accommodation, testing, and special requirements for the transportation industry. Electronic Communications Privacy Act (ECPA): Prohibits intentional interceptions of wire, oral, or electronic communications. https://it.ojp.gov/privacyliberty/authorities/statutes/1285 Employee Polygraph Protection Act: Forbids most employers to use lie detectors. Poster required.  https://www.dol.gov/agencies/whd/polygraph Employee Retirement Income Security Act (ERISA): Regulates benefits through a complex series of rules covering pensions, profit-sharing, stock bonus, and most insurance and other benefit plans. What is ERISA? The Employee Retirement Income Security Act (ERISA) was enacted to ensure that employees receive the pension and other benefits promised by their employers. ERISA also incorporates and is tied to Internal Revenue Code (IRC) provisions designed to encourage employers to provide retirement and other benefits to their employees. Most provisions of ERISA and the IRC are intended to ensure that tax-favored pension plans do not favor the highest-paid employees over rank-and-file employees. ERISA has a complex series of rules that cover pension, profit-sharing, stock bonus, and most “welfare benefit plans,” such as health and life insurance. ERISA has created a single federal standard for employee benefits, and it supersedes almost all state laws that affect employee benefit plans. An employer's responsibilities under ERISA vary depending on the type of plan involved. https://www.dol.gov/general/topic/retirement/erisa Military Leave -Uniformed Services Employment and Reemployment Rights Act (USERRA) of 1994: Prohibits discrimination against those who serve in the military; mandates military leave of absence.  With the increased use of reserve and National Guard troops in full-time military service, employers must frequently deal with the requirements of the Uniformed Services Employment and Reemployment Rights Act (USERRA) of 1994 when those employees are called to active services and when they return. USERRA governs the leave and reinstatement requirements for military personnel. The law contains specific requirements for protected leave, rules for benefits employees are entitled to during military leave, and the requirements for reinstatement back in the civilian workforce.  https://www.dol.gov/vets/programs/userra/userra_fs.htm Employee Right to Know Laws (Hazardous Chemicals in Workplace): A disclosure rule that requires private sector employers with hazardous substances in their workplace to develop a comprehensive hazard communication program to train and inform employees.  https://www.osha.gov/Publications/osha3111.html National Labor Relations Act (NLRA): Employees have the right to organize and bargain collectively for wages, hours, and working conditions. The National Labor Relations Act of 1935 (NLRA) was passed by Congress to encourage a healthy relationship between private sector workers and their employers. It was designed to curtail work stoppages, strikes, and general labor strife, which were viewed by Congress as harmful to the economy and the nation's welfare. To this end, the Act defines and protects the rights of employees and employers, encourages collective bargaining, and prohibits certain practices on the part of both labor and management. The NLRA also provides a system for conducting elections to determine who represents the employees and for enforcement of the strictures against unfair practices by any of the parties.  https://www.nlrb.gov/guidance/key-reference-materials/national-labor-relations-act Occupational Safety and Health Act (OSHA): Employers must furnish a workplace that is free from recognized hazards. Poster required. https://webapps.dol.gov/elaws/elg/osha.htm Equal Pay Act (EPA): Forbids discrimination in pay on the basis of gender. Poster required. Two federal statutes prohibit gender-based differences in pay: the Equal Pay Act of 1963 (EPA) and Title VII of the Civil Rights Act of 1964 (Title VII). Title VII and other federal laws also prohibit pay discrimination based on race, color, religion, national origin, age, and disability. Although the EPA and Title VII both prohibit pay discrimination based on gender, the laws differ in several aspects, including coverage, enforcement, and remedies.  https://www.eeoc.gov/laws/statutes/epa.cfm Fair Labor Standards Act (FLSA): Regulates the payment of minimum wages and overtime. Poster required. The Fair Labor Standards Act (FLSA), also known as the federal Wage and Hour Law, regulates minimum wage, overtime, equal pay, recordkeeping, and child labor for employees of enterprises engaged in interstate or foreign commerce and employees of state and local governments. The FLSA is enforced by the Wage and Hour Division of the U.S. Department of Labor (DOL). The FLSA applies in all states, but states are permitted to develop their own laws and regulations to provide even greater protection for their workers than is provided under federal law. In cases in which the two laws conflict, the law most beneficial to the employee prevails. Therefore, it is essential that employers understand both the state and federal laws. https://www.dol.gov/agencies/whd/flsa Immigration Reform and Control Act (IRCA): Employers must verify that workers are legally entitled to work in the United States. IRCA also prohibits employers from discriminating in hiring, firing, recruiting, or referring based on national orgin or citizensip status. It is also illegal to retaliate against an employee who has filed.  The Immigration Reform and Control Act of 1986 (IRCA) bars employers from hiring individuals, including undocumented immigrants, who are not legally entitled to work in the United States Employers must verify that individual are eligible to work by obtaining an Employment eligibility Verification Form, know as Form I-9 and inspecting the required supporting documents at the time of hiring. I-9 forms must be retained for 3 years after the worker is hired or for one year after termination, whichever is longer. https://www.uscis.gov/i-9 Federal Income Tax Withholding:  Employers are required to make deductions from employees' pay for Social Security. Employers are required by law to make deductions from the pay of their employees for federal income tax, for Social Security tax under the Federal Insurance Contribution Act (FICA), and for Medicare tax. The government provides detailed tables for the computation of these withholding amounts. Internal Revenue Service (IRS) Publication 15 (Circular E), Employer's Tax Guide, provides details and may be obtained on the IRS website athttps://www.irs.gov/forms-instructions.  What do employers need to consider regarding Social Security and Medicare? The Social Security program was created by the federal Social Security Act. It is a worker-employer-government insurance program, covering benefits for retirement, survivors, disability and Medicare. Employers withhold two separate taxes from employees' paychecks. One is the Social Security tax and the other is the Medicare tax. Medicare, which is funded through taxes, provides health insurance for people aged 65 or older and many people with disabilities. Medicare consists of Parts A (hospital insurance), B (medical insurance), and C (Medicare Advantage), which offer additional preventive health benefits and patient protections. In 2006, Medicare began offering prescription drug plans, known as Part D.  https://www.irs.gov/individuals/international-taxpayers/federal-income-tax-withholding Federal Insurance Contributions Act (FICA) of 1935 (Social Security): Employers and Employees are required to contribute to Social Security and Medicare. https://www.irs.gov/taxtopics/tc751 Health Insurance Portability and Accountability Act (HIPAA): Limits the duration of pre-existing condition exclusion in group health plans and gives new enrollees credit for prior coverage. https://www.hhs.gov/hipaa/index.html If you have at least 15 employees, the following HR laws apply to you. Americans with Disabilities Act (ADA): Forbids discrimination against the disabled. The Americans with Disabilities Act (ADA) prohibits disability discrimination. In the workplace, employers cannot discriminate against a qualified individual with a disability. Reasonable accommodation by employers is required absent undue hardship. The ADA Amendments Acts of 2008 (ADAAA) and its regulations significantly broadened the definition of disability, shifting the focus away from whether an individual has a disability and toward whether discrimination occurred.  https://www.dol.gov/general/topic/disability/ada Pregnancy Discrimination Act (PDA): Forbids discrimination on the basis of pregnancy, childbirth, or related medical conditions. Several federal laws protect or grant rights to workers on the basis of pregnancy or related medical conditions. These rights and protections may include the right to be free from discrimination, harassment, and stereotypes; the right to reasonable workplace accommodations, such as job modifications, extended or additional breaks, and leave; the right to leave for pregnancy, childbirth, related medical conditions, and bonding; and the right to equivalent fringe benefits, such as health insurance. https://www.eeoc.gov/laws/statutes/pregnancy.cfm Genetic Information Nondiscrimination Act: To prohibit discrimination on the basis of genetic information with respect to health insurance and employment. The Genetic Information Nondiscrimination Act (GINA) prohibits genetic information discrimination against employees or job applicants. https://www.eeoc.gov/laws/statutes/gina.cfm Title VII of the Civil Rights Act of 1964: Prohibits discrimination on the basis of race, color, religion, sex, and national origin. Federal fair employment laws protect employees from discrimination based on age, race, color, sex, national origin, religion, disability, and genetic information. Federal law covers employers of 15 or more employees, except for the Age Discrimination in Employment Act (ADEA), which covers employers with 20 or more employees. State laws often cover employers with fewer employees and provide protection for groups not covered under federal law. Certain individuals in the workplace, such as independent contractors, are not protected by federal fair employment laws if they are not employees. Employers are liable for discriminatory acts by supervisors—in some cases, strictly liable. There are many preventive measures an employer can take to reduce the probability of being sued for discrimination. Civil rights laws also impose numerous recordkeeping requirements on employers. https://www.eeoc.gov/laws/statutes/titlevii.cfm Civil Rights Act of 1964 (Update): Extends prohibition of discrimination on the basis of sex to gay, lesbian, and transgender individuals. https://www.npr.org/2020/06/15/863498848/supreme-court-delivers-major-victory-to-lgbtq-employees If you have at least 20 employees, the following HR laws apply to you. Age Discrimination in Employment Act (ADEA): Forbids the discrimination on the basis of age 40 and over. The Age Discrimination in Employment Act (ADEA) prohibits all public employers and private employers with 20 or more employees from discriminating against employees or applicants based on age. Individuals must be at least 40 years of age to be covered by the ADEA. Harassment of employees based on age is also unlawful discrimination. The ADEA also protects an older worker's disability payments, retirement incentives, life insurance, pension, and retirement plans. Amendments to the ADEA set out standards for waivers of legal rights by older employees in return for retirement incentives. Many states also have fair employment laws that prohibit age discrimination. Different age groups may be protected under state law, and smaller employers may be subject to state requirements. https://www.eeoc.gov/laws/statutes/adea.cfm Consolidated Omnibus Benefits Reconciliation Act (COBRA): Requires that employees who lose coverage under group health plans be given a continuation option. https://www.dol.gov/general/topic/health-plans/cobra CavnessHR Product/Market Fit Validation and Tech Platform Validation To help us with our product market fit and tech platform validation. We are providing Employee Handbooks and HR policies at no cost to companies with 49 or fewer people in the city of Seattle. Email me at jasoncavness@CavnessHR.com if you are interested in this.

Of-By-and For the People! Conversations centered around the American experiment and headlines! The New York Times - IED's at the Border - German Universities - Boston Mayor - Moving Company and Age Discrimination - MORE!! Conversations centered around the American Experiment and our Constitution and Bill of Rights! Our goal is to provide different perspectives - give historical context - model how to talk with those whom we may disagree with - tie foundational principals to today's headlines - PLUS, have some fun along the way. Please leave us a review and share with your friends! (A PODCAST PROVIDED AND OWNED BY DURING THE BREAK PODCASTS) Brought to you by Eric Buchanan and Associates: www.buchanandisability.com This podcast is hosted by ZenCast.fm Please consider leaving us a review on Apple and giving us a share to your friends! This podcast is powered by ZenCast.fm

Of-By-and For the People! Conversations centered around the American experiment and headlines! The New York Times - IED's at the Border - German Universities - Boston Mayor - Moving Company and Age Discrimination - MORE!! Conversations centered around the American Experiment and our Constitution and Bill of Rights! Our goal is to provide different perspectives - give historical context - model how to talk with those whom we may disagree with - tie foundational principals to today's headlines - PLUS, have some fun along the way. Please leave us a review and share with your friends! (A PODCAST PROVIDED AND OWNED BY DURING THE BREAK PODCASTS) Brought to you by Eric Buchanan and Associates: www.buchanandisability.com This podcast is hosted by ZenCast.fm

Y'all, we need to talk about the older people in our lives... In this week's episode, I'm fired up and sharing hot takes that will have you laughing, crying, screaming, and possibly throwing things at me. I don' t care. We need to talk about this!   Be sure to subscribe to my YouTube channel and fill out the form in the "Community" tab. I'll pick one lucky subscriber each week to get a free Hustle & Flow t-shirt. Plus, when we reach 500 subscribers, I'll release the full video of my debut stand-up comedy showcase. Subscribe to the channel now!  Chapters 0:29 - Chipmunks, red lips and t-shirts 06:24 - I'm not ageist, but... 9:25 - Old people problems 19:15 - Imagine if... 22:02 - Old Folks in Congress 29:24 - RBG & the Supreme Court 35:00 - Transitioning & Term Limits   Let's Connect on Instagram! Grab Your Spot for the 2024 Miraval Retreat  

The ADEA, or the Age Discrimination in Employment Act, is meant to protect older workers from disadvantages in job searching and while employed. Whether it's assumptions about technology skills or desires to see a longer tenure from a new hire, older people in the workforce face several hurdles that can result in discrimination allegations. In today's episode, Chuck and John go through three different scenarios where there were violations of the ADEA and how they could have been avoided. In the HR News segment, the team touches on the following topics and more:A social media post inciting hate crime and discrimination issues with the law in MichiganThe importance of keeping up with the official sortsQuestions that can be asked regarding service animalsThe impact of quality sleep on employeesSupport the showThe Ultimate Book of HR Checklists – Getting HR Right: Your Step-by-Step Reference for Avoiding Costly Mistakes. Go to HRChecklists.com (On sale - take $100 off ...only $79 ) Certified and approved for 3 SHRM Recertification Credits.Join the HR Team of One Community on Facebook or visit TeamAtHRstories.com and sign up for emails so you can be the first to know about new things we have coming up.You can also follow us on Instagram and TikTok at @HRstoriesPodcast Don't forget to rate our podcast, it really helps other people find it!Do you have a situation or topic you'd like the team to discuss? Are you interested in having Chuck or John talk to your team or Emcee your event? You can reach the Team at TheTeam@HRstoriesPodcast.com for suggestions and inquiries.The viewpoints expressed by the characters in the stories are not necessarily that of The Team at HR Stories. The stories are shared to present various, real-world scenarios and share how they were handled by policy and, at times, law. Chuck and John are not lawyers and always recommend working with an employment lawyer to address concerns.

Changing career later in life has become a notable trend in Australia, as it has in many other parts of the world, due to a combination of factors.While each individual's reasons may vary, several common trends and drivers contribute to this phenomenon.   I was invited to discuss this on Sunrise on Channel 7 recently, as a career coach and career transition specialist, and enjoyed having the film crew turn up at my home to film the interview for the broadcast (watch the interview on my YouTube channel).The condensed interview is included in this podcast episode.  Let's understand the key drivers for this change in careers for older workers in Australia, and listen to the episode for details and inspiration if YOU are thinking of making a career change. Main reasons for making a change are:·      A longer life expectancy·      The evolving workforce·      A desire for personal fulfillment·      Financial security·      Redundancy and Job Insecurity·      New education and training opportunities·      Age Discrimination protections·      Work-Life balance·      Retirement redefined (listen to my interview on the 'Retirement Success Podcast' with Dennis Heath)·      Personal growth·      Mentorship and experience The increasing prevalence of career changes later in life in Australia reflects the shifting of priorities and recognition that one's career journey can be dynamic and multifaceted.What are your thoughts? Please join the conversation and add your opinion and thoughts on this LinkedIn Post (which features my Sunrise on 7 interview) or on my YouTube channel.For affordable career management and career transition support to create the career you'll love, visit my CAREER SUCCESS PROGRAM  Support the showWant to know what's missing in your personal Career Toolkit? Find out what you MUST DO to make a successful career change and land the job you'll LOVE. Take the CAREER SUCCESS QUIZ (it only takes 2 minutes!). Get your results, analysis and recommendations immediately!

On this day in legal history, November 10, 1919, the U.S. Supreme Court delivered a pivotal decision in Abrams v. United States, a case that profoundly impacted the interpretation of the First Amendment regarding free speech. This ruling upheld the 1918 Amendment to the Espionage Act of 1917, making it a criminal offense to urge the curtailment of war material production intended to hinder the U.S. war effort against Germany. The case originated when Hyman Rosansky was arrested for distributing leaflets in New York City, denouncing American intervention in Russia and advocating for the cessation of weapon production against Soviet Russia. These leaflets, printed in both English and Yiddish, led to the arrest of Rosansky and six other Russians, all of whom had emigrated from Russia to the United States​​.The trial, which concluded on October 23, 1919, resulted in varying sentences for the defendants. Gabriel Prober was acquitted, while Hyman Rosansky received a three-year sentence. Jacob Abrams, Hyman Lachowsky, and Samuel Lipman were each sentenced to 20 years and fined $1,000. Mollie Steimer received a 15-year sentence and a $5,000 fine​​.In a 7-2 decision, the Supreme Court ruled that the defendants' First Amendment rights were not violated. Justice John Hessin Clarke, writing for the majority, argued that the intent to hinder war production could be inferred from the defendants' words, posing an imminent danger as per the "clear-and-present-danger" standard. However, in a powerful dissent, Justice Oliver Wendell Holmes Jr. contended that free speech should only be curtailed when there is a clear and present danger of immediate evil or intent to bring it about. This dissent would later influence the legal understanding of free speech rights. The Abrams case was eventually largely overturned by Brandenburg v. Ohio in 1969, marking a significant shift in the legal stance on freedom of speech.The U.S. Court of Appeals for the Fifth Circuit recently ruled that part of the ATF's regulation on "ghost guns" exceeds the agency's authority. This rule, which targets privately made firearms without serial numbers, was deemed to conflict with the Gun Control Act. Judge Kurt D. Engelhardt emphasized that it's not within the ATF's remit to create laws, a responsibility that belongs to Congress. The court affirmed that the ATF must adhere to existing statutory limits until Congress acts. The ruling vacated and remanded parts of a lower court's decision, with Circuit Judge Andrew S. Oldham critiquing the rule as overreaching. The case stems from a challenge by manufacturers, dealers, individuals, and gun-rights groups against the Biden administration's reinterpretation of the 1968 gun law. The ATF's rule aimed to regulate ghost guns by treating disassembled frames or receivers as firearms, requiring serial numbers, background checks, and transaction records. The District Court for the Northern District of Texas had previously invalidated this rule, but the Supreme Court allowed regulation to continue pending legal proceedings. The case, VanDerStok v. Garland, is part of broader efforts to increase enforcement against untraceable ghost guns.‘Ghost Guns' Rule Exceeds ATF Authority, Appeals Court HoldsUS appeals court calls Biden's 'ghost gun' limits unlawful | ReutersThe U.S. faces a significant backlog in processing labor permits, complicating efforts to manage the influx of undocumented immigrants and alleviate labor shortages. The Biden administration's move to grant temporary work permits to almost 500,000 Venezuelans is threatened by this backlog at the immigration agency. This slowdown impacts the U.S. labor market recovery, as foreign-born workers, essential during the pandemic, now contribute less to the labor force. The backlog includes around 350,000 Temporary Protected Status (TPS) applications, mostly from Venezuelans facing long wait times. Businesses like New York's Mirror Lake Inn Resort & Spa are seeking to hire migrants through TPS for various roles, highlighting the dependency on foreign labor. Despite efforts, USCIS faces challenges due to funding issues and increased processing times, exacerbated by the pandemic. The White House's expansion of the TPS program and reliance on congressional support are critical for addressing these backlogs and easing labor market pressures.A 9 Million Backlog for American Visas Deepens the Labor CrunchDonald Trump's lawyers have requested a New York judge to issue a directed verdict in his favor in a civil fraud case, marking a critical juncture in the trial threatening his business empire. This move follows the New York Attorney General's office resting its case against Trump, his two sons, and his companies, accusing them of inflating asset values for financial gain. Despite Trump and his children testifying that they relied on accountants for financial statements, evidence indicates their involvement. The attorney general seeks $250 million in penalties and a ban on Trump's real estate activities in New York. Judge Arthur Engoron, who previously found Trump and his companies committed fraud, has yet to rule on this request. Trump, facing multiple legal challenges and leading the race for the 2024 Republican presidential nomination, has accused the judge and attorney general of political bias.Trump's lawyers mount long-shot bid to toss NY fraud lawsuit | ReutersPhilip Postlewaite, a longtime Northwestern law professor, has sued the university for age discrimination, alleging his salary is lower than that of less experienced colleagues. Postlewaite, who has taught tax law at Northwestern University Pritzker School of Law since 1981 and founded its Tax LL.M. program in 2002, claims he has received significantly lower pay increases since declining a buyout offer in 2013. His 2022 base salary was reported to be below both the median and top 25% of law school salaries, despite his 49 years of teaching experience. He filed complaints with the EEOC and the Illinois Department of Human Rights, leading to a lawsuit filed in a Chicago federal court. The university has not commented on the pending litigation.Northwestern law professor sues school, claims age discrimination | Reuters Get full access to Minimum Competence - Daily Legal News Podcast at www.minimumcomp.com/subscribe

Hello, listeners! I hope you're taking care of yourselves and finding moments of joy. In today's episode, we deep dive into a comprehensive question from one of our loyal listeners. This listener shares their journey, from discovering our podcast through a Men's Health article on mental health to now being engrossed in Dr. Becca Levy's book "Breaking the Aging Code." The core of their question revolves around the challenges the aging population faces, particularly concerning mental health. They highlight the troubling fact that the majority of mental health providers do not accept older patients on Medicare and express concerns about receiving appropriate care as they age, especially without having a family advocate by their side. Our discussion touches upon the age bias prevalent in the medical community and the importance of proactive health measures, both mentally and physically. We delve into the effects of cardiovascular health on cognitive abilities, the significance of continuous learning and social interactions, and the role of stress in aging. Furthermore, we emphasize the importance of advocating for oneself, understanding the intricacies of Medicare, and the potential benefits of seeking younger medical practitioners who may have a fresh perspective on care. Thank you for consistently sharing your thoughtful questions. They add depth and perspective to our conversations. If you have questions or topics you'd like us to address, please reach out to duffthepsych@gmail.com. Don't forget to check out the detailed show notes for this episode at http://duffthepsych.com/episode367. ---- This episode is brought to you by BetterHelp. If you would like an outlet for your relentless thoughts, try out talking to a licensed psychotherapist entirely online. Head to http://betterhelp.com/duff for 10% off! 

We're answering questions directly from you, our dear listener! Join us as we tackle age discrimination with strategies and addressing bias head-on. Should you use hyperlinks in cover letters? And we'll touch upon LinkedIn recommendations. Delve into the pros and cons of adding a "Career Break" section on your LinkedIn profile. Tune in for expert insights and practical advice to navigate your career journey effectively!Follow us:Get more help on your applications from Let's Eat, GrandmaUse my LinkedIn for the newsletterCheck us out on InstagramFollow Let's Eat, Grandma on LinkedIn Hosted on Acast. See acast.com/privacy for more information.

PSA blood test, Going in the exam room at the veterinarian, Pam Anderson and Age discrimination To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

PSA blood test, Going in the exam room at the veterinarian, Pam Anderson and Age discrimination--plus warm up To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

Craig and Evan get into the topic of former Mets pitching coach Phil Regan suing the organization for age discrimination.