BEST SELLER - The Do’s and Don’ts Of Terminating Older Workers
Michael D. Haberman is a consultant, speaker, writer, and teacher. He is a founder of Omega HR Consulting, formerly Omega HR Solutions, Inc., a consulting company offering human resources solutions to the problems small and mid-size businesses in dealing with HR issues. Mike brings 35+ years of experience to deal with the challenges of Human Resources in the 21st century. He has a Master's in HR and is certified as a Senior HR professional. He has over 18 years’ experience in the classroom teaching human resources fundamentals and certification preparation.
Mike is the author of the Human Resources blog found at OmegaHRConsulting.com, which has been recognized as top human resources related blogs. He has also been named a top Digital Influencer in Human Resource.
Mike has gained a reputation as a compliance expert and as an HR futurist. He speaks on a variety of subjects to business associations, human resource associations, and business based civic clubs. He has presented numerous webinars on various HR related issues.
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When the calendar turned to January 1, 2011, the first wave of “baby boomers” turned 65 years old. This is a normal retirement age. Today due to the nature of the economy they are not retiring. More and more want or need to stay in the workforce. Ten thousand baby boomers will turn age 65 every day for the next 17 years. Even with the desire to stay at work so strong, baby boomers are exiting the workforce in large numbers. Layoffs, changing technologies and workplace biases have a larger effect on this group than any other. Existing legislation in the U.S. provides workers over the age of 40 protections from workplace biases. Failure to do so exposes companies to age-based lawsuits. Another piece of legislation requires employers to inform employees of statistics involved with layoffs which also opens the door for aged based lawsuits. So terminating baby boomer employers, if done incorrectly, can be an expensive learning experience.
We will start by understanding the equal employment opportunity provisions of the Age Discrimination in Employment Act
- Since many people acquire disabilities through the aging process we will discuss the Americans with Disabilities Act and its Amendment
- We will discuss in detail the Older Workers Benefit Protection Act and the effect it has on the termination process
- Because the economy causes many companies to layoff or terminates large groups of people we will discuss the Worker Adjustment and Retraining Notification Act and the provisions it has that protect older workers
- We will discuss notification requirements employers have in dealing with Medicare and Social Security
- Lastly, we will discuss some of the trends and issues of dealing with older workers. Alternative workplace arrangements and solutions will be discussed
Attendees will be better able to handle the challenges of having and terminating their older workers
Who Should Attend
This webinar will provide valuable assistance to all companies who have workers or applicants over the age of 40. Those that would benefit most would be
- Vice Presidents of Human Resources
- Human Resources Manages
- Business Owners
- Company Managers