Age discrimination is something most people do not think about until they reach an age where they could be impacted by a lack of hiring or promotion based on age.

This brings us to the difficult topic of how an employer should deal with the following scenario:

UberTec company has been in the business of producing high tech software for about 25 years. Over the past couple of decades the company has prided itself on hiring the best and brightest minds in gaming and their profits have allowed them to stay in business where others have failed. UberTec has a problem. One of the company's very first employees was Ted, a 35 year old who managed to provide some great input in the early years of the business and can be credited for helping to push the company through the hard times. Ted is now 60 years old and not such as asset anymore. He does not have the mindset to truly understand what 13-23 year olds want and he hasn't quite kept up with every advancement in software development.Ted wants to stay on with the company for another 5 years until retirement. The company wants to dismiss Ted so they can use his wages to hire two very capable new recruits likely to help generate significant income for the business. What should UberTec do? It cannot afford Ted and the two new recruits...only one or the other.

Answer rating: 100% (QA)

Dealing with agerelated challenges in the workforce particularly when it comes to longtime employees whose skills may no longer align with the evolvin... View the full answer