When exactly does age discrimination begin to creep
into the workplace? A recent survey of 900 senior level executives by career
counseling firm Gray Hair Management found that age discrimination for mid and
senior level management positions can begin just after age 40. 24 percent of these executives knew of cases
in their respective companies in which they believed men and women in their
40’s had been passed over for promotions solely due to their ages. A surprising 73 percent of these executives
believed that they themselves had missed job opportunities because of age
discrimination.
Age discrimination has been unlawful in
the U.S. since 1967. Work experience is of great importance, but over 80
percent of the executives surveyed responded that experience works
only to a certain point. Then, in their opinion, age plays more of a role in
hiring than experience. Over that past decade, especially during the economic
downturn, many mid-level managers found themselves staring at unemployment for
the first time after working decades for the same company. North Carolina has
been hit especially hard by imported goods, which have virtually ended textile
and furniture manufacturing in the state.
Mid-career workers have the most difficult time
finding new positions, and when they do, it is at a substantially reduced rate
of pay and benefits. Unfortunately, companies looking to cut costs often target
long-time workers that have seniority and higher pay levels. Buzz words such as
“staff reductions”, “cost management plan” “corporate reorganization” or “job eliminations” are often used. Then
they hire replacement workers at much lower pay levels.
If you believe that you have been subjected to age discrimination, you have to file a charge with the US Equal Employment Opportunity Commission (EEOC) within either 180 or 300 days of the unlawful act. However, you should consider consulting with an experienced employment attorney prior to filing with the EEOC. Why? Because the EEOC will not act as your advocate; an attorney will.
For more information on the EEOC, you can visit its website by clicking here.
