A discussion of age discrimination legislation and electronic privacy law in the U.S.
Written in 2008; 1,018 words; 4 sources; APA; $ 36.95
Paper Summary:
This paper discusses the laws prohibiting three primary types of age-related employment discrimination. The writer explains who is protected under these laws, and why, and gives examples of some types of employment where age-based limitations may be appropriate.The writer also discusses how electronic privacy law applies to employment and business records and information management in the workplace, citing the 1996 case Smyth v. Pillsbury. In private life, interception of recorded messages and e-mails is a federal criminal offense, but in the workplace employers have the legal right to know how their employees spend their time at work and how they use the employer's equipment.
Outline:
Age Discrimination and Employment Act
Electronic Communications Privacy Act (ECPA)
From the Paper:
"From an ethical point of view, age discrimination is fundamentally wrong because the only legitimate basis for age-based employment considerations are those where advanced age directly affects the ability of an individual to perform the tasks associated with the position. Unless there are specific physical elements of the job that make employment unsuitable for older individuals, discrimination against older workers is as unjustified as discrimination against individuals based on race or gender."
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