Understanding the Age Discrimination in Employment Act

The video explains the Age Discrimination in Employment Act (ADEA), highlighting its differences from Title 7. ADEA prohibits discrimination against employees aged 40 and above in companies with 20 or more employees. Unlike Title 7, ADEA does not require employers to prove a bona fide occupational qualification for age-based decisions. Remedies under ADEA include reinstatement, lost wages, and double damages for willful violations, but monetary damages are not available against state employers.

What is the minimum number of employees an employer must have for the ADEA to apply?

• 15 employees

• 10 employees

• 25 employees

• 20 employees

At what age does the ADEA start protecting employees from age discrimination?

• 30 years old

• 35 years old

• 40 years old

• 45 years old

How does the ADEA differ from Title 7 in terms of employer defense?

• Employers must show a business necessity under ADEA.

• Employers must show a bona fide occupational qualification under ADEA.

• Employers need to show the primary reason for different treatment was not age-related under ADEA.

• Employers have no defense options under ADEA.

Which of the following is NOT a remedy available under the ADEA?

• Double damages for willful violations

• Reinstatement

• Lost wages

• Punitive damages

Can monetary damages be claimed against the state under the ADEA?

• No, monetary damages cannot be claimed against the state

• Yes, always

• Yes, if the violation is willful

• Yes, but only for lost wages