BI’s Article search uses Boolean search capabilities. If you are not familiar with these principles, here are some quick tips.
To search specifically for more than one word, put the search term in quotation marks. For example, “workers compensation”. This will limit your search to that combination of words.
To search for a combination of terms, use quotations and the & symbol. For example, “hurricane” & “loss”.
The Equal Employment Opportunity Commission's rule issued last month, “Disparate Impact and Reasonable factors Other than Age Under the Age Discrimination in Employment Act,” says considerations employers must weigh in determining whether a factor is reasonable when deciding to take actions that may adversely impact older workers include:
• The extent to which it is related to the employer's stated business purpose.
• The extent to which the employer defined the factor fairly and accurately.
• The extent to which the employer limited supervisors' discretion to assess employees subjectively.
• The extent to which the employer assessed the adverse impact of its employment practices on older workers.
• The degree of harm caused to individuals within the protected age group.
WASHINGTON—The Equal Employment Opportunity Commission's recently issued guidance on age discrimination policies goes beyond the U.S. Supreme Court's rulings on the issue and will add a burden to employers, say many observers.