Age can be a bona fide occupational qualification when it comes to senior executive retirement at the age of 65.

Discuss and give examples of when age can be a bona fide occupational qualification (BFOQ). What are some examples of age discrimination under the Age Discrimination Employment Act? As the head of human resources, what recommendations would you have to prevent your company from violating this act?

PLEASE REPLY TO MY CLASSMATE RESPONSE TO THE ABOVE QUESTIONS AND EXPLAIN WHY YOU AGREE? (A MINIMUM OF 125 WORDS or MORE) 

CLASSMATE’S POST

Bona fide occupational qualification is (BFOQ) is an exception to the civil rights law that allows an employer to hire employees of a specific gender, religion, or national origin when business necessity/the safe and efficient performance of the particular job/requires it.

Age can be a bona fide occupational qualification when it comes to senior executive retirement at the age of 65.

The Age Discrimination Employment Act (ADEA) prohibits the refusal or failure to hire, discharge, or any discrimination in compensation, terms, conditions, or privileges based on an individual’s age of 40 and older. Some examples of age discrimination under the Age Discrimination Employment Act (ADEA) which are to prohibit the mandatory retirement of employees include mandatory retirement of workers over age 55 while allowing workers under 55 to transfer to another plant location or the denial of a promotion to a qualified worker because the employee is over age 50.

As the head of human resources, my recommendations to my company in order to prevent violating ADEA would be to adhere to all rules, regulations, and guidelines that have been established to protect the agency when it comes to the hiring, termination, and forced the retirement of employees.