Учебно-методическое пособие для подготовки к экзамену по английскому языку (для студентов экономических специальностей). Бегун Н.В - 20 стр.

       "In the next decade," says Leonard S. Janofsky, president of the          older, too-highly paid executive nowadays is going to do it in a subtle way
American Bar Assn., "the age act (ADEA) will be the source of a great per-       over a period of time by building up a dossier on little ways he screwed up.
centage of employment discrimination litigation, perhaps even eclipsing          If the executive senses he is getting out of favor, he should start building his
Title VII (which covers race and sex)." Since July, 1979, the EEOC has re-       own dossier, keep notes and copies of commendations, and, most of all, do
corded 8,000 complaints, nearly double the number of the previous year.          a good job."
       The number of age bias suits filed by individuals is believed to be up,           Because the ADEA has a six-month deadline for filing a claim of
although the 1979 figure is unavailable because the EEOC does not record         age discrimination – although in states with their own age bias agencies, the
private suits. In 1978, when the Labor Dept. kept track, more than 400 pri-      deadline is extended to 300 days – employees who feel that age was the
vate suits were filed, many of them by executives with enough savings to         sole reason for their discharge should move fast, advises Donnelly.
wait out such litigation.                                                                Some companies give a discharged older employee six months' pay
                                                                                 "so that the man will forget about filing an age discrimination claim until
Special obligation.                                                              after the 180 days are up," Donnelly says. Similarly, he cautions, the hiring
       "Age discrimination is not only widespread but it is widely accepted      of counselors to help discharged white-collar workers find new employ-
by many Americans who have rejected discrimination based on race and             ment may be designed mainly to use up the six-month filing period.
sex," EEOC Chair Eleanor Holmes Norton told the House Select Commit-                     In addition to federal suits, state courts have helped the older employee
tee on Aging last month. Because of this attitude, the EEOC feels a special      who feels that his dismissal is because of his age. In Michigan, the state Su-
obligation to move aggressively on these cases, Norton said. She explained       preme Court ruled that both Masco Corp. and Blue Cross & Blue Shield of
that the agency aims to demonstrate to employers their intention to actively     Michigan had entered into an implied agreement with their employees by
enforce the law.                                                                 emphasizing pension plans and job security in their recruiting material; there-
       U.S. demographics suggest that the agency's attorneys will have           fore, the court said, the organizations must show "just cause" before depriv-
plenty to do. By 1985, 36% of the labor force will be more than 40 years of      ing an employee of those benefits. This marks a change in the traditional doc-
age. Meanwhile, members of the postwar baby boom – many of them now              trine that nonunion white-collar workers can be fired at will. "The company
adults in middle-management ranks – will be pushing for the higher-level         is selling itself, too, when it hires people," Donnelly says. "What those rulings
jobs held by executives in their late 40s and 50s. "As talent becomes more       say is that a company must be bound by the promises it makes."
plentiful and there's a real need for upward mobility, companies will say
that the easiest way to accomplish it will be to retire older managers," says    Words to study.
Dilworth F. Brown, senior vice-president of Meidinger Inc., a consulting         Bias: prejudice, unfair and negative opinion of something
firm based in Louisville.                                                        Discrimination: unfair treatment (the result of bias).
       "We're suggesting to corporations that they must use a due-process        Dynamic: active, energetic.
approach," says H. Reeve Darling, president of Los Angeles Consulting            Actuarial: statistical, pertaining to the study of rates of occurrence of
Group. "They've got to be able to demonstrate measurable differences in          events.
performance, and employees must be reviewed at several levels." Darling          Retirement: permanent ending of employment (usually because of age).
adds that "right now, there is probably not a company in this country that       Perceived: sensed, having gained an awareness of.
has an adequate and effective appraisal program in place."                       Pension: regular payment made to someone old, disabled, widowed, or to
                                                                                 an employee after long service.
Self-protection.                                                                 Liabilities: debts, financial responsibilities.
       Likewise, the former employees' attorneys are also providing advice       Achievers: persons who accomplish something, especially something diffi-
for endangered executives. "They should be aware of the law and the              cult.
signs," says one. "A sophisticated employer who wants to get rid of an           Tempting: creating a desire.
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