Almost every client I work with who’s above the age of 40 asks the same question at some point: Do I need to make myself look younger on my resume? The fear that they are being skipped over for younger candidates is clearly a widespread concern among today’s job seekers.

While I certainly encourage those with 30 or more years of work experience to only include what’s most relevant on their resumes, this article in the Wall Street Journal last week caused me to wonder whether age discrimination is really as rampant as people fear. One passage in particular jumped out at me:

Meanwhile, the share of people age 25-34 living with their parents jumped to 13.4% in 2010 from 12.7% in 2008… The poverty rate for adults age 25-34 living with their parents was 8.5%, but in that case they are considered part of a household. If their status was determined solely by their own income, 43% were below the poverty threshold for a single person.

This is data from the U.S. Census Bureau-generally a fairly credible source-and it states that almost 43% of our young workers are living below the poverty line. The Bureau of Labor Statistics also reported that those aged 25-34 suffered the highest unemployment rate of any age group in August 2010-9.8%. Those 55 and over actually had the lowest rate of unemployment at 7.3%.

I’m not suggesting that age discrimination doesn’t exist. If coloring your hair and buying a trendier interview suit will help you feel more confident during your job search, then go for it. However, the reality is that younger workers are facing a job market that’s just as tough as it is for older workers-and in many cases the younger ones have an even harder time getting hired because of their lack of experience. With more than 13% of the young worker population still living at home with their parents, it’s clear that even many with jobs are not making enough to live independently.

These statistics show that the job market has been tough on everyone. To increase your odds for an interview and an offer make sure your resume is completely customized and tailored to each position you apply to. For strategies at overcoming the “age issue” on your resume, speak with a certified resume writer today.

Jessica Holbrook Hernandez is an expert resume writer, career and personal branding strategist, author, speaker and President/CEO of Great Resumes Fast. She creates high-impact, best-in-class, resumes and cover letters that transform job searches into interviews and ultimately job offers. For more information about professional resume writing or to read more career and job search related articles visit http://www.greatresumesfast.com or call 1.800.991.5187.

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http://EzineArticles.com/?Should-You-Be-Worried-About-Age-Discrimination?&id=5070690

The Supreme Court’s ruling in Smith v. City of Jackson, Mississippi, has upheld the notion that persons who sue for age discrimination do not need to prove that an employer intentionally discriminated based on age. Instead, a person only needs to show that a workplace policy has a disparate impact on older workers. Due to the gray areas within this ruling, additional litigation has surfaced. Plaintiffs sue for emotional distress caused by age discrimination, and the typical age-bias cases average $150,000, while state law wrongful discharge lawsuits can run upwards of $1 million. Age discrimination lawsuits carry great financial penalties because the damages are based on the earnings of the plaintiffs and the time that they are out of work.

The Age Discrimination in Employment Act of 1967 (ADEA) protects individuals who are 40 years of age or older from employment discrimination based on age. The ADEA’s protections apply to both employees and job applicants. Under the ADEA, it is unlawful to discriminate against a person because of his/her age with respect to any term, condition, or privilege of employment — including, but not limited to, hiring, firing, promotion, layoff, compensation, benefits, job assignments, and training.

It is also unlawful to retaliate against an individual for opposing employment practices that discriminate based on age or for filing an age discrimination charge, testifying, or participating in any way in an investigation, proceeding, or litigation under the ADEA.

The ADEA applies to employers with 20 or more employees, including state and local governments. It also applies to employment agencies and to labor organizations, as well as to the federal government.

Certain state laws tend to include employers with fewer than 20 employees, so small businesses might have to comply with state law even if they are not covered by the Federal Age Discrimination in Employment Act (ADEA).

Businesses need to be proactive and extra vigilant in educating themselves to prevent age bias claims. There is no time like the present to evaluate current employment policies. Simple solutions can include keeping abreast of all record keeping requirements and reviewing business policies to ensure they are age neutral. Other solutions include, retaining payroll and benefit plan records for all terminated employees and having an organized and safeguarded system to retrieve important documentation.

Cathy Baniewicz has over 30 years experience as a human resources professional. Her career began in employee relations at Beatrice Foods Co., where she progressed to Assistant Director of Affirmative Action and Corporate Personnel Manager. Cathy has also been an independent consultant for a nationwide outplacement firm and executive search firm. Prior to joining EffortlessHR, Cathy was Assistant Director of Human Resources at Golden Eagle Distributors, Inc. (Budweiser). Cathy has her Bachelor’s Degree from DePaul University, Chicago, Illinois, and MBA from George Williams College, Aurora, Illinois. Cathy obtained her Professional in Human Resources (PHR) certification in December of 2004. EffortlessHR.com is an internet based human resources program developed for small businesses. The site contains an Employee Portal to store basic employee information, Time Tracking for payroll, Federal and State Laws, Posters, Forms and other helpful information to manage your employees. Our website is http://effortlesshr.com

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http://EzineArticles.com/?Age-Discrimination-Lawsuits-Carry-Great-Financial-Penalties&id=1329349

Is There Ageism in the Workforce?

Does age discrimination exist? Not legally. The federal Age Discrimination in Employment Act (ADEA), passed in 1967, states, “It shall be unlawful for an employer to fail or refuse to hire or to discharge any individual or otherwise discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual’s age.”

There can be a gap between legality and reality, however. During 2006, the Equal Employment Opportunity Commission (EEOC) received 13,569 charges of age discrimination. The average job search was 16 weeks for people under 55 years old, but 22 weeks for those over 55. Texas A&M Economics professor Joanna Lahey found that companies were more than 40 percent more likely to interview a younger job seeker rather than an older job seeker.

Some employers feel that older workers are more set in their ways, have less energy and more health problems, aren’t as technologically savvy, require higher salaries, and won’t work as hard or long as younger workers. Historically, the implicit agreement was that an employee would stay with one company throughout his or her work career, starting out at lower wages, but progressing to higher wages as he or she became older. This paradigm is no longer true. With people routinely changing jobs every several years, and younger workers wanting higher wages and more responsibility when they come on board, the old way is no longer the model.

Most experts are upbeat about the future of mature workers, however. With baby boomers (more than 76 million) retiring from primary careers, and fewer younger workers (48 million Gen Xers) to replace them, labor shortages will force companies to retain, retrain (if necessary), and value the older employee. For many employers, the bottom line will be whether an employee meets their company’s needs; the experience, work ethic, and maturity of boomers will become valuable commodities.

Jan Cullinane, co-author, The New Retirement: The Ultimate Guide to the Rest of Your Life (Rodale, 2007). Jan also gives seminars on the non-financial aspect of retirements

Article Source: http://EzineArticles.com/?expert=Jan_Cullinane

Many people are aware of race, religion and sex discrimination laws with regard to employment. But a significant number of people have yet to hear about the age discrimination law. A law that first came into effect in October 2006, the age discrimination legislation prohibits any treatment of an employee or potential employee based on their age. It is an effective piece of legislation, necessary in supporting employees in today’s competitive job market.

Many people might assume that the age discrimination law applies only to older employees, in situations where they are ‘let go’ due to their mature age. However, the law also protects younger employees and applicants. For instance, if a young applicant is rejected from a position based solely on age – and the assumption that he or she must therefore lack experience – that applicant is experiencing unlawful age discrimination and should pursue appropriate compensation. Likewise, if an older employee is not hired because an employer thinks they are too old to do the job right, that applicant is also suffering age discrimination and deserves compensation.

Yet even with the law in action, it can be difficult to familiarise oneself with all of the law’s intricacies, as well as to challenge an individual or employer on grounds of age discrimination. That’s why it’s important for people to acquaint themselves with the numerous resources available to them, in the event they have been discriminated against due to their age.

One way of handling such discrimination is through a specialised solicitor. A solicitor can explain all the details of the age discrimination law, as well as specify your rights in relation to all aspects of the law. A solicitor can also help you actively seek due compensation for the discrimination. It is also important to remember that compensation is unlimited, meaning a court can reward an individual who has endured age discrimination based on the actual loss suffered in consequence of the discrimination, rather than a token sum.

The impact of [http://www.rjw.co.uk/our-expertise/employment/age-discrimination]age discrimination law has proven to be immense since its release in 2006, helping countless individuals claim due compensation for employer discrimination against their age. Therefore, if an individual feels they have been discriminated against due to their age, then it may be an idea to get in touch with a specialised solicitor to enquire about their rights. The right kind of legal support and expertise can help any individual get appropriate – and deserved – compensation for age discrimination.

Victoria Cochrane writes for a digital marketing agency. This article has been commissioned by a client of said agency. This article is not designed to promote, but should be considered professional content.

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Let’s say you’ve been a dynamic student at your high school, and have a volunteering portfolio that would be the envy of many professionals currently on the job market. Graduation is just a few months away, and you’re looking to the future and your first job. You send résumé after résumé out, with no results.

Or… what if you are a mid-level manager who has been in the workplace more than 20 years, and have a work history listed going back 25 years. Same feedback… no interviews.

What is exactly going on here? And more importantly, if this sounds like your situation, what do you do to address it?

Most employers will deny it, but age discrimination is rampant. On the younger end of the spectrum, some employers think that new entrants to the workplace are too young, green, inexperienced and immature. Or, that these younger workers will be goofing on Facebook or MySpace every time they are near a computer.

This perception does an incredible disservice to the young adults who have worked hard to build an impressive portfolio that sometimes can outshine that of a mid-career worker.  The opportunities for leadership development, skills training and community service are so much more abundant now for students and young adults than ever previously available. This has resulted in more highly skilled and knowledgeable workers who are increasingly competitive in the workplace.

Conversely, on the other more mature end of the spectrum, experienced managers have had the opportunity to gain wisdom and knowledge from trial-and-error, and are battle-tested. But some employers see more mature workers as a possible salary liability, operating under the assumption that these prospective employees have higher salary demands, and this would lead to strained budgets.

Another miscalculation is that there is an assumption that older workers are not as tech-savvy. If 85-year-old grandmothers can learn how to do email, video conferencing, and instant messaging, certainly a competent mature worker has already adapted with technology to keep themselves competitive in today’s marketplace.

One way to work around the age discrimination issue (at least until the interview, when the prospective employer sees the interviewee in person) is to neutralize a résumé to avoid disclosing clues as to how old you are. Here are some ways to do this:

1) Evaluate your email address: Is your email address reflective of how old you are, what year you were born, when you graduated? Or is it topical, especially with pop culture? How old do you think the person would be who had this as the first part of their email address: ‘barrymanilowfan’? Or ‘Janes1953′? Or ‘lindsaylohanBFF’. These are all clues as to the age of the applicant. Stick with your name and random numbers or letters after as a professional email address.

2) What does your voicemail or answering machine message say? Is it professional? Or does it have music going on in the background and you are trying to be ‘cool’?

3) Listing education in your résumé: Unless you are going into a scientific, technical or educational field, your academic background should be listed later in your résumé… And don’t list your GPA or year that you graduated- these are other dead age giveaways. I’ve found that many college or school career centers tell students to list it first- which screams to a prospective employer: “Look! This is the most important thing I’ve ever done in my life- so far!” If you list it later, it provides the feel that this is something you’ve done, but you have had some other relevant experience that is also important.

4) How many years of work should you list on your résumé? The ‘sweet spot’ of employment time listed on a résumé should be between 15-20 years. Anything more than that, then you are also screaming out “I’ve been around for a really long time!” Think about it in these terms (and I have had many clients who have been loath to drop off a really important accomplishment from 25 years ago): How relevant is that accomplishment today? An employer might look at that and think: “Wow, you did that 25 years ago- how come you don’t have any more of them like that within the last five years- what’s the matter- losing your edge?” Keeping current on your work history and not dwelling on things far in the past is essential to keeping yourself competitive.

5) If you are just entering the workplace, you can combine your work and volunteer experience into a section called “RELEVANT HISTORY” which can encapsulate the skills and experience you have gained – which allows an employer to see the breadth of what you are capable of achieving.

The key is to think about your own value proposition:

If you are a younger worker, then you offer a prospective employer a fresh perspective, new ideas and enthusiasm. More mature workers offer companies maturity, life experience, being in touch with their intuition and have proven their mettle on the battleground.

Each generation has a unique proposition to offer employers, and it is important to focus on continuing your education to build knowledge and skills, getting involved in industry associations, trade shows, business groups and memberships, and maintaining a positive, enthusiastic attitude. These are all important factors that are immediately reflected on your résumé, and can help skirt around age issues and allow employers to focus on the value that you would offer them as a new asset to their company.

Dawn Rasmussen – CTP, CMP

President

Pathfinder Writing and Career Services

PO Box 20536

Portland OR 97294

503-539-3954 phone

503-408-4894 fax http://pathfindercareers.com/

Advance your career with a professionally-written resume!

Proud member of the National Resume Writers Association

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The Supreme Court’s ruling in Smith v. City of Jackson, Mississippi, has upheld the notion that persons who sue for age discrimination do not need to prove that an employer intentionally discriminated based on age. Instead, a person only needs to show that a workplace policy has a disparate impact on older workers. Due to the gray areas within this ruling, additional litigation has surfaced. Plaintiffs sue for emotional distress caused by age discrimination, and the typical age-bias cases average $150,000, while state law wrongful discharge lawsuits can run upwards of $1 million. Age discrimination lawsuits carry great financial penalties because the damages are based on the earnings of the plaintiffs and the time that they are out of work.

The Age Discrimination in Employment Act of 1967 (ADEA) protects individuals who are 40 years of age or older from employment discrimination based on age. The ADEA’s protections apply to both employees and job applicants. Under the ADEA, it is unlawful to discriminate against a person because of his/her age with respect to any term, condition, or privilege of employment — including, but not limited to, hiring, firing, promotion, layoff, compensation, benefits, job assignments, and training.

It is also unlawful to retaliate against an individual for opposing employment practices that discriminate based on age or for filing an age discrimination charge, testifying, or participating in any way in an investigation, proceeding, or litigation under the ADEA.

The ADEA applies to employers with 20 or more employees, including state and local governments. It also applies to employment agencies and to labor organizations, as well as to the federal government.

Certain state laws tend to include employers with fewer than 20 employees, so small businesses might have to comply with state law even if they are not covered by the Federal Age Discrimination in Employment Act (ADEA).

Businesses need to be proactive and extra vigilant in educating themselves to prevent age bias claims. There is no time like the present to evaluate current employment policies. Simple solutions can include keeping abreast of all record keeping requirements and reviewing business policies to ensure they are age neutral. Other solutions include, retaining payroll and benefit plan records for all terminated employees and having an organized and safeguarded system to retrieve important documentation.

Cathy Baniewicz has over 30 years experience as a human resources professional. Her career began in employee relations at Beatrice Foods Co., where she progressed to Assistant Director of Affirmative Action and Corporate Personnel Manager. Cathy has also been an independent consultant for a nationwide outplacement firm and executive search firm. Prior to joining EffortlessHR, Cathy was Assistant Director of Human Resources at Golden Eagle Distributors, Inc. (Budweiser). Cathy has her Bachelor’s Degree from DePaul University, Chicago, Illinois, and MBA from George Williams College, Aurora, Illinois. Cathy obtained her Professional in Human Resources (PHR) certification in December of 2004. EffortlessHR.com is an internet based human resources program developed for small businesses. The site contains an Employee Portal to store basic employee information, Time Tracking for payroll, Federal and State Laws, Posters, Forms and other helpful information to manage your employees. Our website is http://effortlesshr.com

Article Source: http://EzineArticles.com/?expert=Cathy_Baniewicz