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37
Example summary.
Economic progress can go hand in hand with environmental protec-
tion. The examples given demonstrate that pollution may be greatly less-
ened while making a profit from recycling wastes. Many industries use old
technologies and processes and thus have a good margin for improving effi-
ciency and minimizing waste and pollution. Also, well-managed and effi-
cient businesses in Europe and North America are capable of improving
efficiency to the benefit of both the economy and the environment. The 3M
Corporation recognized the importance of technological innovation, dele-
gated responsibility and initiative to the shop floor and rewarded personnel
for getting involved in its pollution program. A new commercial area has
been created the environmental business. Environmentally induced eco-
nomic activity stimulates the economy by creating new technological inno-
vations and by employing more people. Some companies plan by forecast-
ing from scenarios based on the possible social, political, economic, and
technological environmental conditions that may exist in the future. If a
company looks at economic questions in an ecological way and at ecologi-
cal questions in an economic way, it can make pollution prevention pay.
Article 2.
WOUNDED EXECUTIVES FIGHT BACK ON AGE BIAS
*
Business Week
Age discrimination has long been a fact of corporate life in the U.S.
Wall Street's emphasis on "youthful, dynamic management" and the actu-
arial costs of an older staff have shortened many an executive's career. For
some companies, firing or forcing early retirement on highly paid older
executives has two perceived advantages: It cuts salary costs and pension
liabilities and, at the same time, makes room at the top for young achiev-
ers. It is a particularly tempting option in a recessionary period like the
present, when corporations seek to trim expenses.
But these days it is also a potentially costly option. Executives have be-
gun to fight back by invoking the protections of the 1967 Age Discrimination
in Employment Act (ADEA). Among the companies that have recently lost
suits under that act are Sandia Laboratories (a subsidiary of Western Elec-
tric), in Albuquerque; Eastern Air Lines, in Miami; Chemetron, in Chicago;
Atlantic Container Lines, in New York City; and Textron, in Providence.
*
For the meaning of the words in bold type look up on pp. 40–42.
38
Other companies have settled out of court. Standard Oil Co. of Cali-
fornia paid $2 million to 264 employees in a 1974 age bias case. Pan
American World Airways Inc. settled $900,000 on some 600 older man-
agement employees in 1978. Hartford Fire Insurance Co. (now Hartford
Insurance Company), a subsidiary of International Telephone & Telegraph
Corp., paid $240,000 last year to 72 current or former employees allegedly
fired, demoted, or denied promotions in violation of the ADEA. And Con-
necticut General Insurance Corp. of Bloomfield, Conn., has quietly settled a
number of individual age bias claims, with others pending.
No fanfare.
Age bias has become a major corporate issue without the fanfare of
earlier race and sex discrimination cases. However, few executives outside
the companies involved know that age bias cases are pending against Con-
solidated Edison (in a suit that involves more than 150 managerial employ-
ees), National Broadcasting, Trans World, Japan Air Lines, Home Insur-
ance, and Equitable Life Assurance.
In all such cases, say lawyers and management consultants, the odds
are heavily in favor of the employee, particularly since amendments to the
ADEA in 1978 assured the availability of jury trials. "When you put a large
corporation against an employee in front of a jury on an issue like this,
there is rarely any question as to the outcome," says George P. Sape, vice-
president of Organization Resource Counselors Inc., a New York-based
employee relations consultant.
In Connecticut, two former officers of Bloomfield-based Kaman
Corp. have sued to recover income and benefits lost when they were fired
in 1978. The men – a $90,000-a-year president of a subsidiary and a
$50,000-a-year director of corporate affairs – were both nearing age 60.
They claim that there is a decade-long pattern of discrimination at Kaman
that has ended the careers of more than two dozen executives in their 50s
and has prevented any corporate officer from reaching what was formerly
the normal retirement age of 65. The company denies all charges but de-
clines further comment.
Clearly, there is a national trend. V. Paul Donnelly, a Detroit attor-
ney, claims to have age discrimination cases pending or in court against at
least 150 major corporations. He says: "I'm finding guys coming in now
from all over, in the $60,000-and-up range, presidents and high vice-
presidents. If people at those levels start talking, they can cause big prob-
lems for corporations."
Example summary. Other companies have settled out of court. Standard Oil Co. of Cali-
Economic progress can go hand in hand with environmental protec- fornia paid $2 million to 264 employees in a 1974 age bias case. Pan
tion. The examples given demonstrate that pollution may be greatly less- American World Airways Inc. settled $900,000 on some 600 older man-
ened while making a profit from recycling wastes. Many industries use old agement employees in 1978. Hartford Fire Insurance Co. (now Hartford
technologies and processes and thus have a good margin for improving effi- Insurance Company), a subsidiary of International Telephone & Telegraph
ciency and minimizing waste and pollution. Also, well-managed and effi- Corp., paid $240,000 last year to 72 current or former employees allegedly
cient businesses in Europe and North America are capable of improving fired, demoted, or denied promotions in violation of the ADEA. And Con-
efficiency to the benefit of both the economy and the environment. The 3M necticut General Insurance Corp. of Bloomfield, Conn., has quietly settled a
Corporation recognized the importance of technological innovation, dele- number of individual age bias claims, with others pending.
gated responsibility and initiative to the shop floor and rewarded personnel
for getting involved in its pollution program. A new commercial area has No fanfare.
been created the environmental business. Environmentally induced eco- Age bias has become a major corporate issue without the fanfare of
nomic activity stimulates the economy by creating new technological inno- earlier race and sex discrimination cases. However, few executives outside
vations and by employing more people. Some companies plan by forecast- the companies involved know that age bias cases are pending against Con-
ing from scenarios based on the possible social, political, economic, and solidated Edison (in a suit that involves more than 150 managerial employ-
technological environmental conditions that may exist in the future. If a ees), National Broadcasting, Trans World, Japan Air Lines, Home Insur-
company looks at economic questions in an ecological way and at ecologi- ance, and Equitable Life Assurance.
cal questions in an economic way, it can make pollution prevention pay. In all such cases, say lawyers and management consultants, the odds
are heavily in favor of the employee, particularly since amendments to the
Article 2. ADEA in 1978 assured the availability of jury trials. "When you put a large
corporation against an employee in front of a jury on an issue like this,
WOUNDED EXECUTIVES FIGHT BACK ON AGE BIAS*
there is rarely any question as to the outcome," says George P. Sape, vice-
Business Week president of Organization Resource Counselors Inc., a New York-based
Age discrimination has long been a fact of corporate life in the U.S. employee relations consultant.
Wall Street's emphasis on "youthful, dynamic management" and the actu- In Connecticut, two former officers of Bloomfield-based Kaman
arial costs of an older staff have shortened many an executive's career. For Corp. have sued to recover income and benefits lost when they were fired
some companies, firing or forcing early retirement on highly paid older in 1978. The men – a $90,000-a-year president of a subsidiary and a
executives has two perceived advantages: It cuts salary costs and pension $50,000-a-year director of corporate affairs – were both nearing age 60.
liabilities and, at the same time, makes room at the top for young achiev- They claim that there is a decade-long pattern of discrimination at Kaman
ers. It is a particularly tempting option in a recessionary period like the that has ended the careers of more than two dozen executives in their 50s
present, when corporations seek to trim expenses. and has prevented any corporate officer from reaching what was formerly
But these days it is also a potentially costly option. Executives have be- the normal retirement age of 65. The company denies all charges but de-
gun to fight back by invoking the protections of the 1967 Age Discrimination clines further comment.
in Employment Act (ADEA). Among the companies that have recently lost Clearly, there is a national trend. V. Paul Donnelly, a Detroit attor-
suits under that act are Sandia Laboratories (a subsidiary of Western Elec- ney, claims to have age discrimination cases pending or in court against at
tric), in Albuquerque; Eastern Air Lines, in Miami; Chemetron, in Chicago; least 150 major corporations. He says: "I'm finding guys coming in now
Atlantic Container Lines, in New York City; and Textron, in Providence. from all over, in the $60,000-and-up range, presidents and high vice-
presidents. If people at those levels start talking, they can cause big prob-
*
lems for corporations."
For the meaning of the words in bold type look up on pp. 40–42.
37 38
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