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Age-Based Discrimination Pitfalls To Avoid: How To Steer Clear Of Costly Age-Related Lawsuits And Settlements

Webinar: ID# 1025108
Recorded On-Demand
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About This Course:
The Age Discrimination in Employment Act (ADEA) is observing its 50th anniversary this year and the Equal Employment Opportunity Commission (EEOC) is celebrating the milestone with proactive enforcement efforts.

Recently, a causal dining steakhouse settled an EEOC age discrimination lawsuit to the tune of $12 million, after applicants had allegedly been denied front of the house positions due to their age. The EEOC also sued a different restaurant chain that refused to hire an applicant with over 20 years of experience due to an alleged concern about “maximizing longevity.”

Don’t think that these sorts of problems are limited to the hospitality sector. The ADEA applies to all employers with 20 or more employees. So your supervisors need to know how recruiting and hiring practices, layoffs, job transfers, and other employment actions, even seemingly offhand comments, could be construed as adversely affecting older workers.

Join us for an in-depth webinar on how to avoid costly allegations of real or perceived age discrimination.

You’ll learn:
  • Landmark ADEA cases illustrating what not to do—so you can minimize the risk of liability stemming from age discrimination claims
  • Examples of fair and legal recruiting and hiring practices for today’s multi-generational workforce
  • How to tell if your company projects an image on website(s), in recruitment materials, and other communications that could be perceived as favoring younger workers
  • Which forms should not include requests for dates of birth—and the forms on which it’s legally acceptable to require such information
  • How pay practices, including who gets raises and when, could factor into EEOC charges of ADEA-based discrimination
  • How to ensure firing decisions or other adverse employment actions are based on factors other than age
  • Dos and don’ts for transferring older workers to different roles or replacing them altogether—and signs that your actions could be perceived as being discriminatory under the ADEA
  • When a workforce reduction can be discriminatory—is it last in first out, or by seniority (not age)?
  • When an employment action could be perceived as having a disparate impact on an older worker or a class of workers who are protected under the ADEA
  • How to train supervisors and managers to avoid ageist language that could spark discrimination claims
About Your Presenter:

Marylou Fabbo, Esq.
Partner
Skoler, Abbott, & Presser, P.C.

Marylou Fabbo, a partner in the Springfield office at Skoler, Abbott, & Presser, P.C., heads the firm’s litigation team. Ms. Fabbo practices in all areas of employment litigation. She provides counsel to management on taking proactive steps to reduce the risk of legal liability that may be imposed as the result of illegal employment practices, and defends employers who are faced with lawsuits and administrative charges filed by current and former employers. She is a frequent speaker on employment-related topics. She conducts extensive management training, is a published author and an active participant in the community, and has repeatedly been recognized as a "Super Lawyer" by Boston Magazine.
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Age-Based Discrimination Pitfalls To Avoid: How To Steer Clear Of Costly Age-Related Lawsuits And Settlements
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