The Do’s and Don’ts Of Terminating Older Workers
  • CODE : HABE-0007
  • Duration : 60 Minutes
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Michael D. Haberman is Vice-President and co-founder of Omega HR Solutions, Inc., a consulting and services company offering complete human resources solutions. Mike brings over 30 years of experience in dealing with the challenges of Human Resources in the 21st century. He has a BA in Psychology from the University of California, Riverside; a Master's of Science in Industrial Relations from Georgia State University's Beebe Institute of Personnel and Employment Relations and is certified as a Senior Professional of Human Resources (SPHR). He has over 14 years’ experience in the classroom teaching human resources fundamentals and certification preparation for multiple universities and organizations.

Mike is the author of the Human Resources blog entitled HR Observations found at Omega HR, which has been recognized several times as a Top 25 in human resources related blogs. It was also been named as one of the Top 50 HR blogs to Watch in 2010 and 2011. He has been selected as one of six HR bloggers to be featured on the online version of Human Resources Executive Magazine. He has also been named in the Top 10 Digital Influencers in Human Resources. He blogs on the Toolbox for HR website and contributes to several other web-based newsletter and blog sites. He is frequently quoted in articles on HR topics.

Mike has gained a reputation as a compliance expert. He speaks on a variety of subjects to business associations, human resource associations, and business based civic clubs. He has co-presented webinars on various HR related issues.

This webinar has been approved for 1 HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at

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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.

Areas Covered

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

Learning Objectives

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
  • $200.00

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