The Aging Workforce: Using the Proper Legal Focus

This webinar explores how to successfully navigate the evolving landscape of an aging workforce while minimizing legal risk and maximizing potential. Today, people are working longer - reaching age 65 does not mean a worker must retire, and being 50 is far from “old.” Employers can benefit from the experience of workers who remain employed for extra years. While many individuals are healthier and remain active longer than they used to, in some cases, some older employers may not be able to perform at their former level of activity. The increasing number of older workers creates opportunities for the employer, but it also creates quandaries for fair evaluations, how to validly determine whether a person can effectively and safely continue in a job, succession planning, and more. Age Discrimination Cases are on the Rise: The number of older workers staying in or returning to the workplace is increasing. Rather than fading away, the older workforce segment is actually seeming to hold steady or grow. This has been accompanied by more age discrimination cases under the ADEA and state Fair Employment laws, and older people are winning a larger percentage of those cases. In this webinar, learn about: - why a 71-year-old lifeguard won their hiring case. - the Age Discrimination in Employment Act, the federal accommodation requirements, and the Older Worker's Benefit Protection Act. - validity in hiring and evaluating whether a person can continue to do essential job functions. - workplace issues created by a range of ages. - rights to evaluate fitness for duty or "direct threat of safety.” - adaptation to new duties and new technology. - making valid, non-discriminatory employment decisions. -understanding Termination and severance agreements.