What does the Age Discrimination in Employment Act (ADEA) primarily protect against?

What does the Age Discrimination in Employment Act (ADEA) primarily protect against?

• A. Discrimination based on gender
• B. Discrimination against individuals over 40
• C. Discrimination based on race
• D. Mandatory retirement for all workers

Answer: (B)

The Age Discrimination in Employment Act (ADEA) primarily protects individuals who are 40 years of age or older from discrimination in employment practices. This legislation was enacted to promote fair treatment in the workplace for older workers, recognizing that age can serve as a basis for unfair treatment in hiring, promotions, layoffs, and other employment decisions. The ADEA aims to ensure that older employees are not discriminated against due to their age, thereby fostering a more equitable work environment. In contrast, the other options do not represent the focus of the ADEA. Discrimination based on gender and race are covered under different laws, such as Title VII of the Civil Rights Act. Mandatory retirement for all workers is not a protection under ADEA; instead, the act prohibits age-based mandatory retirement in most situations, reinforcing the idea that older employees should have equal opportunities in the workforce.

The Age Discrimination in Employment Act (ADEA) primarily protects individuals who are 40 years of age or older from discrimination in employment practices. This legislation was enacted to promote fair treatment in the workplace for older workers, recognizing that age can serve as a basis for unfair treatment in hiring, promotions, layoffs, and other employment decisions. The ADEA aims to ensure that older employees are not discriminated against due to their age, thereby fostering a more equitable work environment.

In contrast, the other options do not represent the focus of the ADEA. Discrimination based on gender and race are covered under different laws, such as Title VII of the Civil Rights Act. Mandatory retirement for all workers is not a protection under ADEA; instead, the act prohibits age-based mandatory retirement in most situations, reinforcing the idea that older employees should have equal opportunities in the workforce.