Age discrimination
Age Discrimination in a Promotion
Jennifer Akers
BUSI 643-D01
Workforce Planning & Employment
Liberty University
March 23, 2014 Gus Tavus is a 52-year old who had applied for a new position at Best Protection Insurance Company (BPIC). Gus position as a regional center manager was being eliminated at the BPIC. Therefore, he applied for the new position of corporate claims specialist position (CCS). Gus Tavus and the other candidates that were over the age of 40 were not consider for the new positions, therefore, showing that these candidates were being age discriminated against (Heneman, Judge, Kammeyer-Muller, 2012). BPIC did not follow protocol on the listing the new position, interviewing or selecting the employees for the new CCS positions. BPIC did not post the position with the job descriptions, therefore, not allowing candidates to know what the duties of the new positions were or allowing them to figure out if they met the qualification of the job. In the past Gus has always received outstanding remarks on his appraisals, therefore, should be consider for the new CCS position. He was overlooked because they stated that he lacked technical and communication skills that are needed for the position. However, there was not any written comments or suggestion in his personnel file that stated that he lacked technical or communication skills. Thus, there was no documentation of why he did not receive the position. Past appraisals and personnel files of the candidates were not used until after the candidates were given the job, therefore, the senior vice president of corporate claims (SVPCC) and managers of corporate claims (MCC) did not know what the work ethics, skills and communication of the candidates were. The vice president of regional claims was not allowed to give any input on any of the candidates that worked under him. Thus, the candidates were not selected based on their qualifications or communication skills (Heneman, Judge,
Jennifer Akers
BUSI 643-D01
Workforce Planning & Employment
Liberty University
March 23, 2014 Gus Tavus is a 52-year old who had applied for a new position at Best Protection Insurance Company (BPIC). Gus position as a regional center manager was being eliminated at the BPIC. Therefore, he applied for the new position of corporate claims specialist position (CCS). Gus Tavus and the other candidates that were over the age of 40 were not consider for the new positions, therefore, showing that these candidates were being age discriminated against (Heneman, Judge, Kammeyer-Muller, 2012). BPIC did not follow protocol on the listing the new position, interviewing or selecting the employees for the new CCS positions. BPIC did not post the position with the job descriptions, therefore, not allowing candidates to know what the duties of the new positions were or allowing them to figure out if they met the qualification of the job. In the past Gus has always received outstanding remarks on his appraisals, therefore, should be consider for the new CCS position. He was overlooked because they stated that he lacked technical and communication skills that are needed for the position. However, there was not any written comments or suggestion in his personnel file that stated that he lacked technical or communication skills. Thus, there was no documentation of why he did not receive the position. Past appraisals and personnel files of the candidates were not used until after the candidates were given the job, therefore, the senior vice president of corporate claims (SVPCC) and managers of corporate claims (MCC) did not know what the work ethics, skills and communication of the candidates were. The vice president of regional claims was not allowed to give any input on any of the candidates that worked under him. Thus, the candidates were not selected based on their qualifications or communication skills (Heneman, Judge,