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  情况介绍:年龄歧视

                      
                        

          
          
                        情况介绍:年龄歧视
            

      翻译此页面
    عربي (Arabic)简体中文 (Chinese, Simplified)繁體中文 - Chinese (Traditional)EnglishKreyòl Ayisyen (Haitian Creole)한국어 (Korean)Русском (Russian)Español (Spanish)Tagalog (Tagalog)Tiếng Việt (Vietnamese)
              Issuing Authority
          

  本文件经美国平等就业机会委员会主席批准发布。该文件的英文版用词选择经过仔细审查,且经该机构领导批准,是唯一的官方指南。此译文是为需要译文的人提供的,但不是官方指南,因为此译文没有经过同样严格的审查和批准程序。
        

  OLC Control Number
                                              EEOC-NVTA-0000-1


        

  Concise Display Name
                                              Fact Sheet:  Age Discrimination


        

  Issue Date
                                              01-15-1997


        

  General Topics
                                              Age


                

  Summary
                                              This document addresses rights and responsibilities under the Age Discrimination in Employment Act, which prohibits discrimination by covered employers based on age 40 and over.


        

  Citation
                                              ADEA, 29 CFR Part 1625, 29 CFR Part 1626


        

  Document Applicant
                                              Employees Age 40+, Employers, Applicants age 40+, HR Practitioners


        

  Previous Revision
                                              No


        Disclaimer
          

  The contents of this document do not have the force and effect of law and are not meant to bind the public in any way. This document is intended only to provide clarity to the public regarding existing requirements under the law or agency policies.《禁止职场年龄歧视法》(ADEA)的保护对象

1967年《禁止职场年龄歧视法》(ADEA) 保护40岁或以上的求职者和雇员,使其不受基于年龄的就业歧视。

ADEA适用范围

ADEA适用于拥有20名或以上雇员的私营雇主、州和地方政府、职业介绍所、劳工组织和联邦政府。

ADEA禁止的行为

根据ADEA,雇主在任何雇用条款、条件或特权方面(包括雇用、解雇、晋升、裁员、补偿、福利、工作分配和培训),因年龄而歧视求职者或雇员均属违法。该法案还禁止雇主对40岁以上的雇员作出骚扰。

如因个人反对具有年龄歧视性质的行为,或根据第七条修正法提出年龄歧视指控、作证或以任何方式参与调查或诉讼,而对其个人进行报复均属违法的。

ADEA允许雇主给予更年长员工作出保护,即使这样做会对40岁或以下的轻雇员产生不利影响。

ADEA保护措施还包括:

**招聘广告与通知**
	总体上,ADEA规定,在招聘广告中加入年龄为优先考虑范围、限制或标准是属于违法的。除非雇主能证明年龄是和企业正常运营是相关的和有合理的必要“真正职业资格”(BFOQ) 与极少数情况下,招**聘**通知或广告才可以指定年龄限制。
	**学徒计划**
	学徒计划,包括劳资联合学徒计划,依个人年龄进行招聘在一般情况下则属违法。雇主需要按照ADEA规定或特许情况下或EEOC授予特定豁免的情况下,才可以在学徒计划中设有年龄限制。
	**雇用前调查**
	ADEA并不明确禁止雇主询问求职者年龄或出生日期。然而,此类情况有可能会阻外较年长的求职者申请就业机会,亦有可能产生基于年龄歧视的意图,这与ADEA的目的相悖。如果出于合法理由而需要年龄相关的信息,雇主可在聘用雇员后获取。
	**福利**
	1990年的《老年工人福利保护法》(OWBPA) 修改了ADEA。新修订明确禁止雇主不能以年龄为由而拒绝向年老雇员提供福利。国会意识到,在相同的情况下,提供给年轻员工的福利成本一般较为便宜。然而因为提供给老年雇员福利成本较高,雇主因此而可能不愿雇用较年长的员工。在限定情况下,雇主允许根据年龄减少某些福利。一般而言,只要雇主为老年员工提供的福利成本不下于年轻工人的福利成本。
	雇主允许协调退休人员健康福利计划与医疗保险 (Medicare) 或类似的国家资助的健康福利资格。
	**ADEA申诉或权利的弃权**
	ADEA 规定了允许在某些情况下放弃索赔或权利的具体要求。在解决歧视相关的诉讼和索赔或与退出激励计划或其他雇用终止计划有关的情况下,弃权是很常见的。为使放弃权有效,弃权必须符合最低标准,才会被视为知情和自愿的。除其他要求外,必须满足以下条件,ADEA弃权才是有效的:
	必须为书面形式,容易理解;
		具体指的是ADEA权利或申诉;
		不放弃将来可能产生的权利或主张;
		除了个人有权获得的任何有价值的东西之外,还可以交换有价值的对价;
		书面建议个人在签署弃权书之前已咨询律师;
		在签署之前为个人留出一定的时间来考虑协议:
		对于个人协议,至少21天,
			对于“团体”协议,至少45天,
			对于ADEA歧视申诉的解决,需要“合理”的时间。如果雇主要求与离职激励计划或涉及团体的其他雇用终止计划相关的ADEA弃权,则有效弃权的最低要求更为广泛。*参见*“理解雇员遣散协议中的歧视主张弃权”:https://www.eeoc.gov/laws/guidance/qa-understanding-waivers-discrimination-claims-employee-severance-agreementsReturn to top

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