A California software firm was growing rapidly and hiring frequently, but primarily focused on campus recruiting at Berkeley and Stanford. When one older candidate did not get an interview after a phone screening, he went to the company's website and noted all of the young people in charge. He filed a discrimination lawsuit based on which law? A. Civil Rights Act B. Age Discrimination in Employment Act C. Americans with Disabilities Act D. Consolidated Omnibus Budget Reconciliation Act (COBRA) E. Sarbanes-Oxley Act

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Taco

Business

3 February, 04:09

A California software firm was growing rapidly and hiring frequently, but primarily focused on campus recruiting at Berkeley and Stanford. When one older candidate did not get an interview after a phone screening, he went to the company's website and noted all of the young people in charge. He filed a discrimination lawsuit based on which law? A. Civil Rights Act B. Age Discrimination in Employment Act C. Americans with Disabilities Act D. Consolidated Omnibus Budget Reconciliation Act (COBRA) E. Sarbanes-Oxley Act

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Answers (2)

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Babs · Answer 1

B. Age Discrimination in Employment Act

Explanation:

Age discrimination involves treating an applicant or employee less favorably because of his or her age.

Discrimination can occur when the victim and the person who inflicted the discrimination are both over 40.

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.

Cosmo · Answer 2

B. Age Discrimination in Employment Act

Explanation:

This is the law that the candidate would have used to file his lawsuit. The Age Discrimination in Employment Act is a statute that was published in 1967. This statute protects workers over the age of 40 from workplace discrimination. The purpose of the act is to ensure that a candidate's or an employee's age does not negatively impact hiring, promotions, discharge, compensation or any other term of employment.