Add to ORKGUnder current law there is no definition of “phased retirement.” However, employers currently devise a variety of ways in which to implement such programs -- by either allowing critical employees to reduce their schedules rather than retire or by allowing retired employees to return as independent contractors. In either case, employers who implement either formal or informal phased retirement programs must make sure that such programs comply with the Age Discrimination in Employment Act (ADEA)
The question that this paper addresses is whether age discrimination laws are justified for the prot...
Contrary to earlier interpretations of the Age Discrimination in Employment Act, courts are currentl...
In 1967, Congress recognized that the number of displaced older people in the workforce was growing,...
Under current law there is no definition of “phased retirement.” However, employers currently devise...
The purpose of the Age Discrimination Employment Act (ADEA) is to promote employment of older perso...
Early retirement incentive plans (ERIP) “seek to give incentives to older employees to retire before...
This article will consider disparate impact analysis in the context of mandatory retirement of the p...
This paper addresses the political development of the Age Discrimination in Employment Act. The hist...
Various studies indicate that formal phased retirement programs within defined benefit plans are wan...
The United States Court of Appeals for the Third Circuit has held that the 1978 amendments to the Ag...
The Age Discrimination in Employment Act (ADEA) was enacted in 1967 and substantially amended in 197...
The demographic makeup of the U.S. workforce is changing. The population between ages SS and 64 is p...
[Excerpt] This report provides an overview of the Age Discrimination in Employment Act (ADEA) and di...
Retirement has become an increasingly important topic of public policy discussion in the United Stat...
Current federal law allows companies to exclude their youngest workers from participating in 401(k) ...
The question that this paper addresses is whether age discrimination laws are justified for the prot...
Contrary to earlier interpretations of the Age Discrimination in Employment Act, courts are currentl...
In 1967, Congress recognized that the number of displaced older people in the workforce was growing,...
Under current law there is no definition of “phased retirement.” However, employers currently devise...
The purpose of the Age Discrimination Employment Act (ADEA) is to promote employment of older perso...
Early retirement incentive plans (ERIP) “seek to give incentives to older employees to retire before...
This article will consider disparate impact analysis in the context of mandatory retirement of the p...
This paper addresses the political development of the Age Discrimination in Employment Act. The hist...
Various studies indicate that formal phased retirement programs within defined benefit plans are wan...
The United States Court of Appeals for the Third Circuit has held that the 1978 amendments to the Ag...
The Age Discrimination in Employment Act (ADEA) was enacted in 1967 and substantially amended in 197...
The demographic makeup of the U.S. workforce is changing. The population between ages SS and 64 is p...
[Excerpt] This report provides an overview of the Age Discrimination in Employment Act (ADEA) and di...
Retirement has become an increasingly important topic of public policy discussion in the United Stat...
Current federal law allows companies to exclude their youngest workers from participating in 401(k) ...
The question that this paper addresses is whether age discrimination laws are justified for the prot...
Contrary to earlier interpretations of the Age Discrimination in Employment Act, courts are currentl...
In 1967, Congress recognized that the number of displaced older people in the workforce was growing,...