Compensation From World War II Through The Great Society After world War II, the Federal Government continued to directly affect the welfare and and the age discrimination Act of 1968 were passed by Congress. http://www.bls.gov/opub/cwc/cm20030124ar04p1.htm
Extractions: The next quarter of a century began with the United States entering a second world war, which required the Federal government to impose new or expanded controls over the countrys economy. The transition to a peacetime economy, with its economic and political problems, was followed by the Korean conflict and the relative prosperity of the 1950s and 1960s. During this later period, there were many shifts in the countrys economy and the growth of a new political awareness of social and economic problems encountered by its disadvantaged citizens that led to new legislation to shape the American workforce. Following the bombing of Pearl Harbor in December 1941 and the ensuing entry of the United States into World War II, the Federal Government mobilized its resources and the countrys industrial might. On January 6, 1942, President Roosevelt announced ambitious wartime production goals. In response, all the countrys economic sectors came under new or increased Government controls.
Attitudes To The Elderly Negative myths and stereotypes are at the heart of age discrimination. It seems that poor attitudes are similar around the world; these must be changed, http://www.clininfo.health.nsw.gov.au/hospolic/stvincents/1993/a06.html
Extractions: Previous article Contents Next article Alison Parsons is the Nursing Unit Manager on St. Clare's Ward (Geriatric Assessment Unit), St. Vincent's Hospital, Sydney. This paper highlights the perceptions and attitudes of health workers that may be detrimental to the care of elderly people. The literature suggests a widespread negative attitude to older people, based upon negative myths and stereotypes and perpetuated by the media's lack of understanding of anything of the ageing process or the potential of older people. top Australia's population is ageing. The Australian Bureau of Statistics estimates that the population aged 60 years and over will be 16% (approximately 3 million) by 2001, and 22% (approximately 5 million) by 2021 (Kendig and McCallum, 1986: 4). The estimated expenditure on persons aged 60 years and over for 1987-88 was 1892.4 million dollars (Kendig, 1989: 137-140). Lawton (1985: 115) claimed that "nowhere is the attitude against ageing more manifest than among the health professionals," primarily because not all of them have recognised gerontology as a specialty. Even today the print media and government are discussing age discrimination. Cillian McFee of the Office on Ageing said in the Sydney Morning Herald (1992: 16) that many older people feel rejected by a society that views them as worthless due to their age. Collison (1992: 2) wrote "unfortunately our society still tends to hold negative attitudes about ageing and the aged." Little research has been done on nurses' attitudes to the elderly, but Collison has suggested that nurses' attitudes toward the elderly reflect those of society in general.
Extractions: Introduction Frameworks Building Conclusion ... Notes Frameworks Underpinning Diversity Diversity means different things to different agencies, organizations, and people. Federal diversity initiatives have historically focused on equal employment opportunity (EEO) and affirmative employment. The Federal Government must now broaden its view of diversity. It must embrace the business, cultural, and demographic dimensions of diversity as well as the legal dimension. Recognizing the multiple frameworks underpinning diversity is important to shape and pursue the missions and goals of individual agencies and the Federal Government as a whole. Business Framework When the Hudson Institute published Workforce 2000 in 1987, the subject of diversity emerged as a topic of national interest. This publication outlined impending demographic changes that would alter the image of the typical American worker. The report predicted that minorities would increasingly constitute a larger percentage of the net new entrants into the workforce. It also noted that the labor force participation of women would continue to rise and that the median age of workers would increase due to the aging baby boom generation. In essence, the American workforce was changing on a par with America's demographics. The Hudson Institute's 1997 follow-up report, Workforce 2020 discussed many of these same trends and affirmed the need to plan proactively for workforce changes.
Extractions: Search Useful areas Jump to... Home page Site map I am planning ahead... I'm approaching retirement... I am retired... I am a provider/adviser I am an employer Resource centre About us Contact us A to Z Pension Credit SERPS Winter Fuel Payments Welsh Other websites Find out about the information available on The Pension Service Website Providing you with the service you deserve, delivered in a way that is convenient for you. ... What to expect from The Pension Service. 21 to 25 June Age Positive Week begins on 21 June to raise awareness of age discrimination and celebrate the benefits of age diversity. A five-a-side football match between veteran players and the Welsh under 19s squad is one of the many campaign events taking place nationwide. Age Positive Week is organised by the Department for Work and Pensions as part of the Age Positive campaign. The campaign aims to raise awareness of age diversity issues and challenge age stereotypes of both younger and older workers.
NGfL Who Are You? world InfoZone provides links to news and information sites around the world, age Positive is the Government s campaign to tackle age discrimination and http://www.ngfl.gov.uk/who.jsp?sec=4&cat=344&clear=y
Emens Statement In short, the new policy essentially endorsed age discrimination against some Most of the world is moving to a retirement age of 65 for airline pilots. http://www.house.gov/transportation/aviation/03-12-03/emens.html
Extractions: PAUL EMENS, VICE CHAIRMAN AIR LINE PILOTS AGAINST AGE DISCRIMINATION TESTIMONY BEFORE THE HOUSE AVIATION SUBCOMMITTEE MARCH 12, 2003 I represent the pilots of ALPAAD (Air Line Pilots Against Age Discrimination). We wish to see the Age 60 Rule amended to at least the age of 65. Others supporting our goal are the AARP, EEOC, Southwest Airlines Pilots Association (SWAPA), Organization of Black Airline Pilots (OBAP), and the Professional Pilots Federation (PPF). Thank you for giving me the opportunity to address you today. It has been over twenty years since pilots supporting a change in the Age 60 Rule have had the opportunity to make our case before you. That was 1979 when the House of Representatives passed a bill amending the rule. Back then the Air Line Pilots Association led the fight to amend the rule and had done so for twenty years. My father, an ALPA pilot for Pan American World Airways walked these congressional halls in an effort to overturn the Age 60 Rule. That legislation ultimately failed to become law and shortly afterward ALPA reversed its position, shifting from supporting change to opposing change. 26 years after my father was forced to retire. I, and others like me, continue the fight.
Extractions: Ageism, Later Careers and the Law: An Examination of the Theoretical and Practical Problems of Enforcing Anti-Discrimination Statutes Orrin R. Onken Portland State University Orrin@loris.net www.loris.net Introduction As the new millenium begins, one of the disturbing problems relating to aging has been the trend in which people are staying healthy longer yet leaving the workplace earlier. Retirement, whether experienced as a well deserved reward for hard work or an involuntary expulsion from ones job due to economic forces, appears as an option earlier and earlier in peoples' working lives. For many, however, leaving a career in one's fifties or early sixties will not mean an exit from the labor force. Instead it will be the start of another phase in ones working life. Workers seeking new economic endeavors in later life may be prompted by very different motives. One group of such seekers includes those who have voluntarily left a successful albeit unrewarding work life and wish to pursue a less remunerative yet more emotionally satisfying endeavor in their later working years. The second type are those who have been displaced from their jobs without the means for traditional retirement. Both types of job seekers, however, face significant hurdles to being accepted into new jobs and new fields. Some of the hurdles are insurmountable. Some of the hurdles are illegal, and some of the hurdles are both. Understanding the difficulties that face older job seekers as well as those who prefer not to hire them requires a look at how we got to this position of longer lives and earlier retirements, how social policy has changed since retirement first became associated with chronological age, and how the laws have attempted to address competing policies in the workplace. As the baby boom generation a generation that by most economic indicators is financially poorer than the one that preceded it oozes toward traditional retirement age, good health, the "busy ethic," and a lack of retirement income may push more and more young-old into finding new fields for economic endeavor. If it is jobs they seek, or entry into new professions, they are likely to encounter a kind of discrimination that has its roots in policy decisions of the past.
World News, Webindia123.com A former driver for the Korean Embassy in New Zealand believes he has been a victim of age discrimination. Debate is swirling around Massachusetts gov. http://news.webindia123.com/news/viewcat.asp?cat=World
Opening Address To The Managing Your Ageing Workforce Conference A man, said to be the worlds oldest worker, is now calling it quits, reported the Press For example, the passage of the age discrimination Act, http://www.health.gov.au/internet/wcms/publishing.nsf/Content/health-mediarel-yr
Extractions: Good morning, ladies and gentlemen, delegates, speakers and guests. I am delighted to be here this morning to open this inaugural Managing the Ageing Workforce Conference . I hope it addresses the important issues that require discussion and debate in this country as our nation ages quite literally, brought about because of a decreasing birth rate and increasing life expectancy. Our actions are guided by our belief that population ageing presents many opportunities, as well as challenges, and we can best embrace it, and take advantage of it, by putting in place policies and programs now. In this context, our approach is exemplified by the fact that we have two specific portfolios, Minister for Ageing and Minister for Workforce Participation.
United States Government Agencies And Organizations the Equal Pay Act (EPA), the age discrimination in Employment Act (ADEA), The mission of GlobalHealth.gov is To promote the health of the world s http://www.west.asu.edu/jbuenke/government/
Extractions: "The Administration for Children and Families (ACF) is a federal agency funding state, territory, local, and tribal organizations to provide family assistance (welfare), child support, child care, Head Start, child welfare, and other programs relating to children and families. Actual services are provided by state, county, city and tribal governments, and public and private local agencies. ACF assists these organizations through funding, policy direction, and information services." Administration on Aging
Press: 2000-102 To end the scandal of age discrimination. Hence a guaranteed minimum income And I understand the concerns about world oil prices and petrol prices too http://www.hm-treasury.gov.uk/newsroom_and_speeches/press/2000/press_102_00.cfm
Extractions: Home ... Independent reviews Policy Areas Euro Financial services International issues Public private partnerships ... Other HMT sites 12 September 2000 My theme today, is to build through growth and productivity full employment for all in our generation. For twenty years all of us here in this hall, all of us have marched for jobs, we have rallied for jobs, campaigned and petitioned for jobs, demonstrated for jobs. For twenty years you, the TUC and trades unions, have rightly said, we have all said to each other, that unemployment is the central economic and social, indeed moral, issue of our time. But for nearly twenty years we could only protest about unemployment. Twenty years ago, ten years ago, even five years ago young people tried as hard as now to find work. What they needed was a government on their side. If only one young person had got a job from the New Deal. Then that would have been worthwhile in itself.
Press: 2001-77 been a scandal in too many areas age discrimination against the over 50s, and government we can create the best trained workforce in the world. http://www.hm-treasury.gov.uk/newsroom_and_speeches/press/2001/press_77_01.cfm
Extractions: Home ... Independent reviews Policy Areas Euro Financial services International issues Public private partnerships ... Other HMT sites 5th July 2001 I am delighted to be here today to address this conference. And as we thank you we give you this promise too: as a Government we will work every hour, every day, everywhere we can be, to justify the faith you and the British people have placed in us. And after four years of Government under Tony Blair's excellent leadership, I believe that we are more determined than ever to implement in Government our values of justice and fairness. I remember when I first became an MP a young couple coming to see me, both in tears, who having lost their jobs, knew they would lose their homes too. I remember too the tragedy of the miners in my constituency, steel workers, dockyard workers, transport workers TGWU workers redundant in their forties who feared they would never work again. So I want communities where young children getting up and going to school each morning see a whole community going to work. And I say it was right that five billions be transferred from the richest utility companies in our land to create jobs in the poorest and most deserving communities of our country.
Bill Summary Status HR345 A bill to amend the age discrimination in Employment Act of 1967 to extend to create a trust fund (the world Peace Tax Fund) to receive these tax http://thomas.loc.gov/cgi-bin/bdquery/R?d095:FLD003:@1(Rep Dellums)
Bill Summary Status from hunger by increasing world food production through the development of landgrant HR2588 A bill to terminate age discrimination in employment. http://thomas.loc.gov/cgi-bin/bdquery/R?d094:FLD003:@1(Rep Findley)
US Senate Committee On Commerce, Science, & Transportation The rule amounts to nothing more than blatant age discrimination and needs to In a perfect world, this system coupled with the choice of the pilot, http://commerce.senate.gov/hearings/testimony.cfm?id=1581&wit_id=4480
Extractions: U.S. Department of Labor www.dol.gov Search / A-Z Index Find It!: By Topic By Audience By Top 20 Requested Items By Form ... By Location September 18, 2005 DOL Home Find It! By Topic EEO Find It! By Topic Equal Employment Opportunity Age Discrimination The Age Discrimination Act of 1975 prohibits discrimination on the basis of age in programs and activities receiving federal financial assistance. The Act, which applies to all ages, permits the use of certain age distinctions and factors other than age that meet the Act's requirements. The Age Discrimination Act is enforced by the Civil Rights Center The Age Discrimination in Employment Act of 1967 (ADEA) protects certain applicants and employees 40 years of age and older from discrimination on the basis of age in hiring, promotion, discharge, compensation, or terms, conditions or privileges of employment. The ADEA is enforced by the Equal Employment Opportunity Commission (EEOC) Section 188 of the Workforce Investment Act of 1998 (WIA) prohibits discrimination against applicants, employees and participants in WIA Title I-financially assisted programs and activities, and programs that are part of the One-Stop system, on the ground of age. In addition, WIA prohibits discrimination on the grounds of race, color, religion, sex, national origin, disability, political affiliation or belief, and for beneficiaries only, citizenship or participation in a WIA Title I-financially assisted program or activity. Section 188 of WIA is enforced by the
U.S. Equal Employment Opportunity Commission (EEOC) The agency of the United States Government that enforces the federal employment discrimination laws. Information about discrimination on the basis of age, sex and sexual harassment), race, color, national origin, religion, disability. http://www.eeoc.gov/
Extractions: This website will look much better on a modern web browser that supports web standards, but it will be fully functional on all web browsers. Youth@Work EEOC en Español Other Languages Business operations in the New Orleans District Office have been suspended until further notice. Information for EEOC Stakeholders (current or potential charging parties, respondents, federal complainants and agencies) in Louisiana Information for EEOC employees affected by Hurricane Katrina EEOC presents a free video on the National Mediation Program September 16, 2005 September 13, 2005 August 31, 2005 News archive Other EEOC Sites A bout the EEOC Annual Reports ... aws, Regulations and Guidance
Extractions: The proposals are a key part of the European Employment Directive, prohibiting age discrimination in employment and vocational training, which the Government is committed to implementing by 2006. Following extensive consultation last year, the Government has concluded that legislation should: - set a default retirement age of 65, but also create a right for employees to request working beyond a compulsory retirement age, which employers will have a duty to consider - closely monitor the appropriateness of keeping a retirement age, subjecting it to formal review five years from implementation. This is a big step forward in meeting the demands of an ageing society. Currently, employers can set whatever retirement age they like, with many workers being retired at 60 or even younger. But with these reforms retirement ages below 65 will be allowed only if they can be shown to be appropriate and necessary. Therefore people will no longer be required to retire before 65 unless their employer has proper justification. The right to request working beyond retirement age will also help to engender a real culture change. It builds on the success in changing the culture to promote family-friendly hours through the right to request flexible working in the 2002 Flexible Working Regulations.
