Are employers allowed to set different standards or expectations for employees based on their age?

In New Hampshire, employers must comply with the Age Discrimination in Employment Act (ADEA) of 1967. This law protects workers aged 40 and over from age-based discrimination in the workplace. This means that employers are not allowed to set different standards or expectations for employees based on their age. The ADEA establishes that employers may not use age as a factor in determining a person’s job qualifications, pay, promotions, job assignments, firing, layoffs, training opportunities, or any other term or condition of employment. For instance, an employer may not give preferential treatment to younger employees over older employees in any of these areas, nor can they deny any of these opportunities because of age or set different standards and expectations for employees based on their age. Age cannot be used as a factor in any decision regarding any aspect of employment. If an employer is found to be in violation of the ADEA, they can be subject to fines and sanctions. Employees can also pursue legal action against employers for discrimination in the workplace. It is important to note that while employers cannot set different standards and expectations based on age, they are allowed to take age into consideration when it comes to certain types of safety policies or training requirements. This is allowed as long as the requirements are based on a legitimate business need and are fairly applied to all employees regardless of age.

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Are employers allowed to set different standards or expectations for employees based on their age?

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