Last week talked about Title Seven of the Civil Rights Act of 1964 and I mentioned that a certain demographic was missing and that we will cover the demographic this week. So the demographic that was missed in the 1964 Title Seven of the Civil Rights Act was age discrimination.
Another difference is Title Seven the Civil Rights Act act of 1964 is enforced if you have 15 or more employees and it was passed in 1964. The age discrimination act was not done until three years later in 1967 and does not go in effect until employee number 20. So little off topic, but a lot of tech startups get a lot of bad publicity for hiring young people and not hiring older workers. Well, legally and technically they're still following the law. Of course, I would not recommend that. You always hire the best person. This law for age discrimination does not go into effect until employee #20. So keep that in mind.
So, as usual, most HR laws a lot of details and it can be pretty vague. So it shall be unlawful for employers to fail or refuse to hire or to start any individual otherwise discriminate against any individual with respect to his compensation terms conditions or privileges of employment. Because of such an individuals age. It is unlawful of an employer to limit or segregate or classify employees in any way which would deprive or tend to deprive an individual of an employment opportunity otherwise adversely affect his status as employee because of such individuals age or to reduce the wage rate of an employee in order to comply with this chapter. So one thing you can't do is reduce the wage rate of your older employees.
Once again another law that you need to follow if you have a small business in the U.S. Also, these laws are at the Federal level so you might have different laws at the state or local level above these.
So thanks for your time today. Any questions, remember, reach out to us at jasoncavness@cavnessHR.com
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