Age Discrimination in Employment Act of 1967

Disparate Treatment vs. Disparate Impact Explained in Plain English How the EEOC Investigates, Conciliates, and Sues to Enforce the Law Why Bostock 2020 Extended Coverage to LGBTQ Plus Workers Nationwide What Schools, Parents, and Children Gain from Fair Hiring Practices Passed at the height of the civil rights movement, this single statute rewired American work and life, reaching hiring, firing, training, promotion, pay and benefits across private companies, government agencies, unions, and schools.

It outlawed harassment and retaliation, gave victims back pay, reinstatement, attorney's fees and damages, and became the template for the ADEA, the ADA, and GINA.

Its reach keeps growing through amendments, EEOC guidance, and Supreme Court rulings.

We break down how the law works, who it shields, why administrators treat it as a daily duty, and how its protections quietly follow a paycheck home to the family.

The 1972 amendments extended coverage to state and local government employees.

Related laws widened the circle.

Age through the ADEA in 1967.

Disability through the ADA in 1990.

I'll share with you, Kevin, a thought, an idea that might not be very popular with people, but I will say that Organizations that were engaged in legal diversity, equity, and inclusion, which to me is nothing more than just making sure that you're following our employment laws.

For instance, in the United States, it's Title VII, the Americans with Disabilities Act, the Age Discrimination and Employment Act.

It's those employment acts and those employment laws that really, once again, are the foundation for many of the initiatives that became diversity, equity, inclusion initiatives.

And I will say that I saw some very shoddy work taking place in the course of the last six years.