Age discrimination in employment act of 1967 protects people aged forty years and above from any discrimination that will be based on age. This applies to both employees and those applying for jobs. It is also stated as unlawful for one to retaliate against anyone just because he has opposed any employment practices that discriminate based on age. The law applies in the areas of apprenticeship programs, job notices and advertisements, pre-employment inquiries, benefits and waivers of ADEA rights (Equal Employment Opportunity Commission 2004).
The US Bureau of Labor Statistics stated that older workers have great difficulty in finding new jobs with the number of those aged 55 and above ring slightly to 5. 2% in 2003 (Rogoski 2003; Neumark 2009). According to the Wall Street Journal, the discrimination filings that have been done with Equal Employment Opportunity Commission went up fifteen percent in 2008 as compare to 2007 with age discrimination suits rising 29 percent in the same period (Westlind 2009). From 2004 to 2008, there were many charges receipts that were filed and then resolved under ADEA as shown in the table below.
Source: Equal Employment Opportunity Commission website Disability Discrimination The American with Disabilities act bars any employers from discriminating on the basis of individual’s disability. It states that an employer should reasonably accommodate an employer with disability. A person with disability may include a person with a mental or a physical impairment that limits a major life activity and can perform the essential job duties with or with an accommodation. Being physically impaired may mean that one has disease(s), malformations or does not have limbs.
More than nineteen percent of charges that have been filed with EEOC are linked to disability discrimination (Runkel 2009). Though employment provisions of the Americans with Disabilities Act became effective in 1990 there are still employment disparities for people with disabilities. This has partially been contributed by practices and policies by the employers. When one analyses the employment-related discrimination claims and the legal outcomes that followed, he or she will be able to get information on how and where employment discrimination is perceived to be happening.
There are different employment discrimination charges that have been filed by the Equal Employment Commission in conjunction with the U. S. Equal Employment Opportunity Commission and their spread can clearly inform one which states have more of such acts than the other (Bruyere 2009). In the year 2008, several employment discriminatory cases were filed in court by the Equal Employment Opportunity Commission with the total number of individuals who benefited being 2908 and dollar benefits of $734,385,366.
The cumulative total in dollar benefits from 7/26/92 to 9/30/08 arising from discrimination and the impairment bases were as follow: alcoholism; $10,555,650; Allergies, $2,538,352; Alzheimer, $89,674; anxiety disorder, $21,397,837; asthma, $8,730,691; autism, $224,340; brain head impairment; $3,163,146; brain head injury traumatic, $5,148,602; cancer, $36,242,181; cerebral palsy, $2,275,106; chemical sensitivity, $1,758,650; cystic fibrosis, $527,131; depression, $49,068,589; diabetes, $25,159,849; disfigurement, $1,925,717; drug addiction, $3,700,232; dwarfism, $312,174; epilepsy, $9,523,494; gastrointestinal impairments, $5,668,645; hearing impairment, $16,666,897; heart cardiovascular impairments, $47,815,844; HIV/AIDS, $28,565,666; kidney impairment, $6,286,956; learning disabilities, $7,037,223; mental retardation, $2,719,726; missing digits or limbs, $5,828,104; missing sclerosis, $14,412,326; relationship association, $6,414,538; speech impairment, $2,781,033; tuberculosis, $324,161; vision impairment, $16,594,554 (Equal Employment Opportunity Commission 2004).