Federal Equal Employment Opportunity (EEO) Laws
- The Age Discrimination in Employment Act of 1967 (ADEA) –protects individuals who are 40 years of age or older
The ADEA’s broad ban against age discrimination also specifically prohibits:
- statements or specifications in job notices or advertisements of age preference and limitations. An age limit may only be specified in the rare circumstance where age has been proven to be a bona fide occupational qualification (BFOQ);
- discrimination on the basis of age by apprenticeship programs, including joint labor-management apprenticeship programs; and
- denial of benefits to older employees. An employer may reduce benefits based on age only if the cost of providing the reduced benefits to older workers is the same as the cost of providing benefits to younger workers.
- Consolidated Omnibus Budget Reconciliation Act (COBRA) of 1986 – contains provisions giving certain former employees, retirees, spouses former spouses, and dependent children the right to temporary continuation of health coverage at group rates. This coverage, however, is only available when coverage is lost due to certain specific events.