The recent growth in the digital marketplace has presented new opportunities for working at home in Michigan. These teleworking positions are usually given to people considered to have superior computer skills. Due to ageism and broad assumptions about older workers, millennials tend to get access to more stay-at-home job opportunities.
The Age Discrimination Act of 1967 was intended to protect workers 40 and older who were experiencing discrimination in the workplace. Protections extend to hiring practices and continue to issues related to promotions and equitable pay scales after being hired. However, this has not completely prevented ageism in the workplace.
Even though the maturity of an over-40 worker could be an asset, their perceived limited technical skills can be a problem for telework companies. Not all employers provide comprehensive training. This alone can lead to significant employment denials for people that employers believe will have trouble learning on the job.
Proof positive of this tendency is the fact that the average for teleworkers is 38 years of age. In addition, many have post-secondary education in a related field along with considerable internet technology experience. This lack of experience for older workers can be a crucial element in any hiring decision. Nevertheless, hiring managers are not allowed to assume deficient tech abilities just because of the applicant’s age. Therefore, an individual aged 40 or older may still have a valid legal claim against a potential or a current employer when certain work considerations are not offered or applied.
However, proving workplace discrimination can be difficult. This is where an employment law attorney could come in and help a plaintiff. The lawyer may investigate the practices of an employer and search for evidence of discrimination.