On June 14, 2017, the Equal Employment Opportunity Commission held a public meeting entitled “The ADEA 50 - More Relevant Than Ever,” to commemorate
The Equal Employment Opportunity Commission (EEOC) is paying close attention to the issue of age discrimination and to the many challenges facing the
The Employment Equality Acts 1998 to 2008 (the ‘EEAs’) prohibit discrimination in employment on nine separate grounds, one of which is age.
Although an employee was discriminated against by not being paid statutory redundancy pay, he was not entitled to compensation under the Danish Anti-Discrimination Act.
The European Court of Justice has recently issued its Judgment in the case of Prigge and Others -v- Deutsche Lufthansa AG-C-44709.
The Equality and Human Rights Commission issued guidance on the Act in July 2010.
Human rights legislation across the country prohibits discrimination in employment on the basis of age.
The Equal Employment Opportunity Commission (EEOC) recently issued guidance in question and answer format entitled "Understanding Waivers of Discrimination Claims in Employee Severance Agreements".
On February 17, 2010, the U.S. Equal Employment Opportunity Commission (EEOC) issued a proposed rule concerning the “reasonable factor other than age” (RFOA) defense applicable to claims of disparate impact discrimination under the Age Discrimination in Employment Act (ADEA).
The Equality Bill (the Bill) was published on 27 April 2009.