der workers cannot do the job effectively but that it is not possible to know which specific workers cannot. Effectiveness is most often judged in terms of the safety of coworkers and customers (Player, 51).Discrimination Against Younger PersonsYounger persons are stereotyped as irresponsible and inexperienced. Employers may feel they are not serious enough to take on such demanding positions. The younger the person is, the more immature he/she may be.Younger persons are very often under paid, due to their age. The question of whether the payment of a lower wage to workers under 21 should be exempted by anti-discrimination legislation has opposing arguments; each with some merit. On one hand, there is concern that the abolition of youth wages would lead to an increase of youth unemployment and reduce the opportunities for young workers to gain experience. The opposing view is that the concept of lower rates for people under 21, based as it was on the idea that people below this age would be supported by their parents, is outdated. Instead, workers should be paid according to merit and productivity and a training wage would be more appropriate option for an inexperienced worker. Age Discrimination in Employment ActProhibition against age discrimination is found in the Age Discrimination in Employment Act, 29 U.S.C.A. 621 et seq. (ADEA). As the operative language of the ADEA was modeled after Title VII, similar terms of the two statutes are given a parallel construction. Western Air Lines, Inc. v. Criswell (S.Ct.1985). As does Title VII, the ADEA reaches all aspects of workplace discrimination: hiring, assignments, promotions, compensation, environment, and discharges.The ADEA prohibits age discrimination against individuals who are at least forty years old. Age distinctions applied to those under age 40, such as imposing a minimum hiring age of 18, 21, or 30, do not violate the ADEA. However, a maximum hiring age, of say 3...
