Cases of Age Discrimination in the Workplace Case Study

illustrations of Age Discrimination in the Workplace - Case Study ExampleThe Age Discrimination in Employment Act of 1967 is legislated in order to nourish the rights of the employees against discrimination on the basis of duration. As defined by the U.S. Equal Employment Opportunity Commission, age discrimination involves treating someone less favorably because of his age. In accordance with this legislation, the employers must be alert in handling their staff and take into consideration this law particularly when hiring, firing, paying, giving particular behave tasks, granting promotions, etc to the employees. Another related law is the Older Workers Benefit Protection Act of 1990 which particularly protects the rights of the employees to acquire their benefits from their employers.Criswell and Starley, the plaintiffs, filed complaints against westbound Air Lines arguing that the airlines standard requiring under-age-60 qualification for their pilots violated ADEA. Both the p laintiffs after celebrating their 6oth birthdays applied for reassignments as career engineers the application was denied due to the reasons that the plaintiffs were members of Western Airlines retirement plan. In the jury, the defendant attests the complaint explaining the standards as based on BFOQ or bonafide occupational qualification. The airline argued for Westerns enterprise for their passengers safe transportation. However, the courts verdict favors the complainants stating that Westerns BFOQ is insufficient as basis of the standard.... In the jury, the defendant attest the complaint explaining the standards as based on BFOQ or bonafide occupational qualification (procon.org). The airline argued for Westerns enterprise for their passengers safe transportation. However, the courts verdict favors the complainants stating that Westerns BFOQ is insufficient as basis of the standard. Western Airline appealed again and so the Supreme tap granted review of the case. The hearing f ollows as the jury reviewed petitioners appeal as backed up by the said corporations intention public safety. In the end however, the petitioners claim for implementing under-age-60 standard was regarded liable and thus, the case became a landmark for revising ADEA adding BFOQ as exception to the age discrimination act (procon.org). In this case, we see that the court has carefully weighed the respondents and the petitioners claim regarding Age Discrimination Act of 1967. Thus, I agree to the conclusion of evaluating the Airline as exempted kind of business in implementing ADEA. Hazen Paper v. Biggins The plaintiff named Walter Biggins filed a suit against his employer and its devil owners accusing them of age discrimination as grounds for his termination (91-1600), 507 U.S. 604 (1993). Biggins, a sixty-two year-old employee, was fired by Hazen Paper Company after almost ten years of employment. Biggins claimed that his termination was clearly unlawful as he was seemingly fired intentionally just weeks before his tenth anniversary in the company thus, consequently denying him of the companys pension benefits. In order to prove Beggins claim of disparate treatment, he must provide evidence that he was terminated due to his age. However, the