Ageism and supposed "overqualification" are, unfortunately, still prevalent in our current job market: #workexperience #overqualified #agediscrimination
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Are you concerned about ageism in the workplace affecting you? "In the 2023 fiscal year, the Equal Employment Opportunity Commission filed 143 new employment discrimination lawsuits, a year-over-year increase of more than 50 percent, according to a release from the agency. The recent rise in litigation comes at a time when the American workforce continues to get older: According to the U.S. Bureau of Labor Statistics, the number of working Americans aged 65 and older is projected to grow by a third over the next decade." Ageism is an unfortunate but realistic issue in today's society. Learn more about ageism in this article: https://lnkd.in/gxZQT54G Your resume can help you combat agism in the hiring process. Email me your for a free review: paula@careerresumes.com #careerresumes #resumeservices #resumetips #age #ageism #ageist #resume #employer #interview #jobsearch #ageisjustanumber #bias #inclusion #dei
The Feds Are Taking a Closer Look at Ageism in the Workplace
inc.com
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Executive Résumé/LinkedIn/CV Writing , Free Review of your Resume & LinkedIn. View Samples - ExecuNet.com Resume Expert - Former Expert for BlueSteps.com/Ladders.com - President of Career Resumes
Are you concerned about ageism in the workplace affecting you? "In the 2023 fiscal year, the Equal Employment Opportunity Commission filed 143 new employment discrimination lawsuits, a year-over-year increase of more than 50 percent, according to a release from the agency. The recent rise in litigation comes at a time when the American workforce continues to get older: According to the U.S. Bureau of Labor Statistics, the number of working Americans aged 65 and older is projected to grow by a third over the next decade." Ageism is an unfortunate but realistic issue in today's society. Learn more about ageism in this article: https://lnkd.in/esz69WDu Your resume can help you combat agism in the hiring process. Email me your for a free review: peter@careerresumes.com #careerresumes #resumeservices #resumetips #age #ageism #ageist #resume #employer #interview #jobsearch #ageisjustanumber #bias #inclusion #dei
The Feds Are Taking a Closer Look at Ageism in the Workplace
inc.com
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Award-Winning and Experienced AMLAW 100 Trained Financial Services/Wealth Management/Broker-Dealer Products (40 Acts, Contracts, Regulatory, Fund, Advisory, Alternatives), ERISA, Digital / Tech, and Securities Attorney
Ageism is pretty much completely out of control. It is discrimination plain and simple. There are so many myths and prejudices that comes with this silent but deadly “cancelling” of an entire invaluable cohort of potential hires. I see there is now ageism against workers even in their 40s! What planet is this? New employees staying how long after hiring? 4 years. Older workers - same! They can have amazing emotional intelligence skills. And they have the requisite experience, there is no such thing as overqualified - that concept is absurd - you either have the required experience or you do not (but could be trained). Be smart. Don’t discriminate. Hire great employees, no matter the age.
Age Discrimination
eeoc.gov
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🔎✅ #QuestionOfTheWeek: A candidate told us they have a disability. What do we need to do? When considering job applicants, it's important to inquire about the need for accommodations during the application process without allowing this information to impact your hiring decisions. The Americans with Disabilities Act (ADA) mandates that employers provide accommodations to applicants with disabilities to facilitate job consideration, unless these accommodations create undue hardship. If an applicant does not require accommodations, continue evaluating their skills and suitability for the specific role. As you may be aware, employers are not permitted to ask about disabilities prior to extending a job offer. It is recommended to pose a standard question to all applicants, asking whether they can perform the essential job functions with or without reasonable accommodations. This can be as straightforward as including the question on your job application. Avoid assuming a candidate's ability to perform their job based on disability. If an applicant requests accommodations after receiving a job offer to perform essential job functions, engage in an interactive process to determine effective accommodations. Have a burning HR question for our weekly FAQ? Share it in the comments, and it might be featured in our next post! I'm here to assist with all your #HRQuestions. #hr #flhr #smallbusiness #smallbiz #humanresources #smallbusinesses #smallbusinessowner #entrepreneur #femaleentrepreneur #employeetermination #employmentlaw #hrcompliance #hrsolutions #hrandbeyond
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It is unfair to label jobseekers who are over 40 years old as “overqualified”. The take is that you want the best person for the job void of age. Overqualified is a biased term and literally promotes ageism. Equal employment opportunity should be for all & not some. Let us all get it right & stop discrimination based on age. #Shove aside ageism & apply best practice
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Workplace trauma lawyer. I help with “escape planning” to ensure your safe exit from a toxic workplace. Abolish NDAs and non-disparagement clauses. Allergic to BS. I often block jerks.
Did you know temp agencies are not allowed to discriminate? The feds just fined BaronHR $2.2 Million for discrimination based on race, national origin, sex and disability, what were they thinking??? From the EEOC press release: The EEOC brought the lawsuit on behalf of a class of Black, Asian, white and other non-Hispanic workers, male and female workers, and workers with disabilities who were discriminated against in hiring. The EEOC’s lawsuit charged that since at least 2015, BaronHR failed to recruit and refer workers for low-skill positions based on their race (Black, Asian and white) and national origin (non-Hispanic), and illegally steered candidates to certain positions based on their sex. The lawsuit also said BaronHR screened out individuals with disabilities and perceived disabilities by only hiring and referring supposedly physically fit candidates with no history of injury. YIKES! A claims process will be set up to compensate workers who were denied employment opportunities based on race, national origin, sex or disability. People interested in making a claim, should contact the EEOC at (213) 935-1940 or BaronHRclass@eeoc.gov. Whew, temps agencies, get your sh$t together. Link in comments.
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*Good morning* 🌞 HR Word of the Day - * 4/5ths Rule* The four-fifths rule prescribes that a selection rate for any group (classified by race, sexual orientation or ethnicity) that is less than four-fifths of that for the group with the highest rate constitutes evidence of adverse impact (also called ‘disparate impact’), that is, discriminatory effects on a protected group. Adverse impact may occur in any of the company’s decisions related to employees – be it hiring, promotion, training, transfer or layoff. A particular test or selection procedure must be evaluated for effectiveness in terms of selection based only on characteristics relevant to the job or task. It may, however, render disadvantage to members of a race, sex or ethnic group. For instance, if a company hires 50 percent of male applicants for positions in a predominantly male occupation but the rate for female applicants is 20 percent, there may be judged to be an issue of discrimination as the rate of hiring women is only 40 percent of that for male applicants, thereby violating the four-fifths rule. The rule was first laid down by the Technical Advisory Committee on Testing (TACT) formed by the State of California Fair Employment Practice Commission (FEPC) in 1971. Although not a legal definition, it is specified in the Equal Employment Opportunity Commission (EEOC) guidelines and is a rule of thumb adopted by agencies worldwide to be eliminate vulnerability to charges of discrimination. Disparate impact was first described by the Supreme Court of the United States in Griggs v. Duke Power Co., 401 U.S. 424, 431-2. The latter practised segregation of employees by race in a way that greatly disadvantaged African Americans. In the wake of the Civil Rights Act of 1964, Duke Power Co. added requirements of high school diplomas or minimum IQ test scores, thereby eliminating a significant proportion of African American applicants. The Supreme Court opined that businesses must demonstrate that such tests are reasonably related to the job or are consistent with business necessity. However, if the complainant can demonstrate that there is an alternative that can adequately screen applicants and be less discriminatory, then the business cannot defend itself on such grounds. *Have a Great HR Day* 😊 #hrwordoftheday #fourbyfiverule #orientation #tact #tests #learninganddevelopment #occupation #discrimination
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Exciting Update for Job Seekers in Colorado! Starting July 1, 2024, the Job Application Fairness Act (JAFA) makes it illegal for employers to ask about age, birth dates, or graduation years on job applications. This Act aims to help combat age discrimination. Learn More: https://bit.ly/4cOJ08V. It will be interesting to see if other states implement these rules to prevent age discrimination.
Colorado's Job Application Fairness Act: Advancing Age Inclusion in Hiring
Janine Vanderburg on LinkedIn
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Just because a person has a non apparent disability, they should never feel like they have to settle for a job. We deserve pay equality. We deserve respect. And if we are interviewing for jobs, we must be confident in ourselves and our abilities so we will be considered. We also have to realize that we are interviewing them, too. Lets break the cycle of taking what ever is offered and feeling lucky to have been offered a job. We can have careers, not just a McJob. Businesses are lucky to have us as employees, They are not doing us a favor by hiring us. We are getting work to pay our bills, not just to have something to pass the time with. And, if you have been at your job for a long time and do not feel like you are growing and getting more responsibilities with pay raises to match what we are expected to do, it is time to freshen up that resume and move on. If we do not respect ourselves, stand up for ourselves, demand equality, then employers will continue to marginalize us. #jobequality #disabilities #autism #employment #autism #work #hiring #fairpay #selfrespect #albanyny #hudsonvalleynewyork
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2023 Automotive News Notable Champion of Diversity / 2019 HR Consultant of the Year Tampa / IICDP DEI Practitioner / Passionate about creating positive change in the automotive industry!
Some lessons here. The EEOC has been active and has had a lot of Age Discrimination cases. This case settled for 90k.....for a 49 year old, over qualified applicant. Over qualified doesn't mean not qualified for the job. Sometimes we want to make decisions for candidates. Please understand that these decisions are based in our bias (and if it's human based, it's human biased) Don't make decisions for people. If a candidate applies for a job and comes to an interview--it's probably because they are INTERESTED, ready & willing to take the job. Even if they are overqualified. You never know someone's situation--and maybe they are in a place where they want/need to just work. "So, you are overqualified for this role--can you tell me about what interests you?" or "Let's talk about your professional goals" I actually hired someone once who was WAY over qualified for the role. In fact, during his career he was much higher up than me....VP--HR of a giant organization. I couldn't WAIT to have him on the team! Someone to learn from--and also we were able to give him a role that suited HIS needs, at that time in his life--and guess what......at the salary/pay that the JOB demanded--not what his experience might have suggested. Train your managers--Call me to Protect Your Profits! #IAHR #HRisFUN. 941-306-8310
EEOC inks $90K age discrimination settlement for 49-year-old rejected for sales job
hrdive.com
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