Procedures Under the ADEA:
The Age Discrimination in Employment Act is a federal act enacted by congress which prohibits age discrimination in the workplace. The Act was enacted in 1967 with the original stated aim of increasing the opportunities for Americans over 50 years to seek fair employment, but eventually extended to include fair employment for all age demographics. Under the act, it is a violation of federal law to hire, fire, or mistreat an employee based on his or her age. The ADEA is a federal law which may be given tighter restrictions under state employment laws, but not looser ones.
Replacing Older Workers:
Replacing Older Workers is a common complaint in matters of Age discrimination in the workplace. Under the Age Discrimination in Employment Act, it is a violation of federal law to refuse to hire or fire an employee based on his or her age. The ADEA is applied to cases in which an employer fires an older employee in favor of a younger employee. Despite the company’s rationale in the matter, it is a violation of federal law to do so if it can be proven that a worker was replaced due to his or her age.
The eleventh amendment is an important advancement in the constitution of the united states which was later modified by the passage of the thirteenth and fourteenth amendments to the constitution. The eleventh amendment originally stipulated that no man may sue his or her own state for wrongdoings without the express permission of the federal united states government. This was later modified by the fourteenth amendment, which states that no state law may prohibit or infringe upon the rights and freedoms granted by the constitution and the laws created by congress.