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The Equal Credit Opportunity Act (ECOA) is a United States law (codified at 15 U.S.C. § 1691 et seq.), enacted 28 October 1974, [3] that makes it unlawful for any creditor to discriminate against any applicant, with respect to any aspect of a credit transaction, on the basis of (among other things) age, provided the applicant has the capacity to contract.
The ADEA does not prohibit an employer from favoring an older employee over a younger one, even when the younger one is over 40 years old. [6] However, such practice may be illegal in states like New Jersey , New York , and District of Columbia where workers ages 18 and older are protected from age discrimination, therefore, employers cannot ...
It makes it illegal for employers to discriminate based upon protected characteristics regarding terms, conditions, and privileges of employment. Employment agencies may not discriminate when hiring or referring applicants, and labor organizations are also prohibited from basing membership or union classifications on race, color, religion, sex ...
"We need someone with a higher energy level," is one coded way of an employer saying: "I won't hire you because you are too old." There are many more excuses out there, and after hearing them over ...
It's an era in which older workers do what they can to hide their age on their resume out of fear of age
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Ability to hire those who were formerly qualified, and still potentially able to do the job (e.g. blacklisted, disbarred, forced retirement, struck off, etc.) Ability to hire underage, teenage employees without going through child labor laws or hire those below the minimum working age (e.g. for short-term projects)
Roughly 1 in 5 Americans over 65 were employed in 2023, four times the number in the mid-80s. Employers are gradually recognizing the value of older workers and taking steps to retain them.