Signs of the Times?
Eclecticity provides a cartoon that gives a glimpse of our times. I wonder if it also gives a glimpse of age discrimination in the workplace. Perhaps put another way, is it possible for an employer to stay ahead of the technological curve without committing age discrimination?
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About Chris Parker
Chris Parker's practice focuses on the representation and counseling of companies in matters pertaining to the workplace and the protection of their intellectual property and trade secrets. In addition to serving as an advocate for clients, Mr. Parker is also trained as a mediator and frequently serves as a third-party neutral.
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Jimmy Daniel provides counseling to businesses of all sizes related to the employment relationship. He assists in the drafting of employment agreements, policies, and handbooks, as well as provides guidance related to compliance with federal, state, and local legislation such as the Fair Labor Standards Act and the Family and Medical Leave Act.
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While serving in an Of Counsel relationship with the firm, Mr. Bridgesmith also serves as the Executive Director at the Institute for Conflict Resolution at Lipscomb University and as an officer and principal in Strategic Resolutions Group, LLC. In these roles, Mr. Bridgesmith brings over 30 years of legal experience in dispute resolution and innovative workplace strategies to clients, students and business entities alike.
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Question… why would technological advances by an employer lead to age discrimination?
At my current place of work, one of our most technologically inclined and adept people has worked there for 45 years and some of the most technically inept are the young.
Technological advances don’t lead to age discrimination. Assumptions that older workers can’t cope… now that does.
Lynn,
Thanks for your comment. You’re right to frame it as assumption as opposed to reality. Technological advances are, of course, a necessary occurrence in almost every workplace. If an employee, regardless of age, can’t do the job, then he should be transferred or terminated because of his performance or inability. That said, in recent years, a number of age discrimination cases have arisen out of the termination of older employees who aren’t able to adapt to their changing work environment. That doesn’t mean all the claims are valid. It’s just a danger zone of sorts. Perhaps I’m generalizing too much, but I’d say the example of your 45-years-of-service employee is rare. There are some technologically inept youngsters, but I’d sure hate to compete with my kids for jobs requiring a high degree of technical know-how. In any event, an employee should be judged on the basis of performance, not age. Thanks again for your comment.
John
John,
I appreciate your answer. Thanks.
I’ve worked in public libraries in the U.S. and Canada for over 10 years (usually in IT) so I’ve often faced questions about technology from staff and the public. It’s been my experience that the degree of technological aptitude doesn’t really have anything to do with chronological age – but that’s just my experience, nothing scientific.
Maybe I’m being naive… but I think you and your kids could compete on an equal level for those high-tech jobs if you were given equal training.