One of the most important and challenging aspects of HR is keeping up with current employment laws. federal, state, and local municipalities can impose laws that impact the operations of a business.
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respond to the following:
Review the list of laws that have been provided. "Age Discrimination Law"
Select one law that you feel (a) specifically relates to the field of Human Resource Management; and (b) will have the most impact on the field of HRM in the next 5 to 10 years. Defend your position using references as needed.
Full Answer Section
The ADEA prohibits discrimination in all aspects of employment, including hiring, firing, promotions, compensation, and benefits. It is important to note that the ADEA does not prohibit employers from making age-related decisions that are based on reasonable factors other than age, such as bona fide occupational qualifications (BFOQs) or seniority systems.
However, the ADEA does place a burden of proof on employers to show that any age-related decision was based on a BFOQ or seniority system. This means that employers must be able to show that the age requirement is essential to the job and that there is no reasonable alternative that would be less discriminatory.
The ADEA is specifically related to the field of Human Resource Management because it is the responsibility of HR professionals to ensure that their employers comply with the law. HR professionals must be aware of the ADEA's requirements and must implement policies and procedures to prevent age discrimination.
Why it will have the most impact on the field of HRM in the next 5 to 10 years:
The ADEA will have the most impact on the field of HRM in the next 5 to 10 years because the workforce is aging. In 2021, the median age of the U.S. workforce was 41.9 years. This is up from 38.5 years in 2011. By 2030, the median age of the U.S. workforce is projected to be 43.6 years.
As the workforce ages, it is likely that there will be more complaints of age discrimination. This is because older workers may be more likely to be perceived as being less productive or less adaptable to change. Additionally, older workers may be more likely to have health problems that could affect their ability to perform their jobs.
As a result of the aging workforce, HR professionals will need to be more vigilant in preventing age discrimination in the workplace. HR professionals will need to train their employees on the ADEA's requirements and on how to avoid age discrimination. Additionally, HR professionals will need to develop policies and procedures for investigating and responding to complaints of age discrimination.
Conclusion
The ADEA is a federal law that prohibits employment discrimination against people who are 40 years of age or older. The ADEA is specifically related to the field of Human Resource Management because it is the responsibility of HR professionals to ensure that their employers comply with the law.
The ADEA will have the most impact on the field of HRM in the next 5 to 10 years because the workforce is aging. As the workforce ages, it is likely that there will be more complaints of age discrimination. As a result of the aging workforce, HR professionals will need to be more vigilant in preventing age discrimination in the workplace.
Sample Answer
Age Discrimination in Employment Act (ADEA)
Why it is specifically related to the field of Human Resource Management:
The Age Discrimination in Employment Act (ADEA) is a federal law that prohibits employment discrimination against people who are 40 years of age or older. The ADEA applies to employers with 20 or more employees, including state and local governments.