I really enjoyed Part I of Lauryn’s article on overcoming job search challenges. Lauryn talked about how it’s harder for job searchers to find a job if they’re 50 or older. But she didn’t mention, there is legislation against age discrimination.  This is something that should be reinforced as older workers are allowed to continue to work in the workforce past age 65. . . .

Workers are protected by law after age 45 against any type of age discrimination. It is the law. I wish this information was more forthcoming from recruiters and in specialty articles to help those when pursuing work and promotions.

REPLY

Lauryn actually did say that age discrimination is illegal—although she didn’t specifically mention the federal Age Discrimination in Employment Act which makes it illegal to discriminate against employees and job applicants over age 45 on the basis of age. Lauryn’s point was that even if the law bans discrimination in hiring decisions, people in the real world still harbor prejudices against older people.

Of course, a job seeker 45 and over can always sue if she thinks she was the victim of discrimination. But I think her first choice would be to get the job. Lauryn was merely suggesting that coming off as younger and more energetic would enhance her prospects of doing so.

Nevertheless, your point is well taken. It’s illegal not to hire or promote somebody simply because they’re older. SafetyXChange has done articles about ADEA in the past and we should probably do more in the future. It can’t hurt for people to understand their legal rights and duties. Thanks for taking the time to write your note.

Glenn Demby

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