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Age Discrimination in the Workplace: How to Review and Revise Policies and Practices to Minimize Legal Liabilities - On-Demand

Age Discrimination in the Workplace: Review & Revise Policies and Practices to Minimize Legal Liabilities - On-Demand

Product Code: YEWA020118D

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Age Discrimination in the Workplace: How to Review and Revise Policies and Practices to Minimize Legal Liabilities - On-Demand

Webinar now available On-Demand.

WEBINAR SNAPSHOT: Learn how to avoid actual and perceived ageism in the workplace.

The Boomer generation is not retiring in droves. There are actually more Baby Boomers, born between 1946 and 1964, in the workforce than ever before. While previous generations may have retired right around age 65, that is no longer the case.

As your workforce ages, you need to be particularly careful to avoid age bias, both actual and perceived, which can be costly for both your bottom line and your reputation:

  • In November, the EEOC sued the McCready Foundation for failing to promote a 53-year-old 
  • In October, restaurant chain Ruby Tuesday agreed to pay $45,000 to settle an age bias lawsuit after it allegedly failed to hire a qualified applicant with over 20 years of relevant experience. 
  • In June, Harold Washington College agreed to pay $60,000 to settle a lawsuit after it allegedly refused to hire a 66-year-old professor with a “stellar record” 

It’s important to remember that not all illegal age bias is blatant—even something meant to be innocuous, such as a question about future retirement plans or a comment about professional longevity, could be used against you.

Don’t become the next headline. Instead, use this all-new on-demand webinar on what you can do to prevent age discrimination in your workplace. You’ll learn what constitutes age bias in the workplace, how to set policies to prevent it, and what to do if you’re accused.

Plus, you’ll learn how to:

  • Ensure that your anti-discrimination policy is solid and is effectively communicated to all employees 
  • Comply with the ADEA, and avoid costly lawsuits if a younger employee or hire is given better treatment than an older employee 
  • Navigate the realm of the ADA and FMLA with respect to older workers so your actions don’t breed discrimination claims against your company 
  • Conduct a thorough investigation in-house of any allegations of age-based discrimination in your workplace 
  • Document performance issues and ensure that there isn’t anything in the personnel file to indicate that someone is being fired on the basis of his or her age 
  • Recognize what you can legally do if your aging workforce is costing you more in benefits 
  • Maintain flexibility with older workers and capitalize on their talents 
  • And much more! 

About Your Presenter

Michelle AndersonMichelle Anderson, Esq. 
Fisher Phillips LLP 

Michelle Anderson represents employers in all aspects of employment law in both state and federal courts, and before administrative agencies. Her practice focuses on representing employers against claims of unlawful discrimination, harassment, wrongful termination, violations of leave and disability laws, and wage and hour related issues. Ms. Anderson also litigates and advises employers on issues arising out of employee defection, including the prosecution and defense of claims involving non-compete and non-solicitation agreements, breaches of fiduciary duty and violations of trade secret laws. She provides guidance in the areas of employee handbooks, wage and hour compliance, policy and procedure development, and management training. Her entire legal career has focused on labor and employment law.

Ms. Anderson has participated in more than two dozen employment practices reviews; including large multi-state employee handbook and policy reviews that cover all 50 states. She has provided policy advice and evaluation to employers as small as five and to those with thousands of employees. Her experience covers a variety of industries, including, but not limited to, staffing, healthcare, dentistry, production, manufacturing, restaurant, and hospitality. Michelle has also conducted wage and hour audits to determine proper employee classifications and payment under the Fair Labor Standards Act (FLSA).

Prior to practicing law, Ms. Anderson had a successful career in workforce development where she operated employment and training programs for a private non-profit corporation under contracts from the Department of Labor (DOL), the Washington State Department of Community, Trade, and Economic Development (CTED), and the Department of Social and Health Services (DSHS). Her background in executive management and workforce development has yielded practical knowledge and experience in addressing numerous workplace issues. Ms. Anderson has wide exposure to the challenges facing today's businesses and supervisors; ranging from compliance with state and federal employment requirements to hiring, training, evaluating, and retaining employees in an ever changing labor market. 

She was included in Louisiana Super Lawyers—Rising Stars in 2016. 

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