Forced Ranking and Age-Related Employment Discrimination. Tom Osborne and Laurie A. McCann.
by Osborne, Tom; ProQuest Information and Learning Company.
Series: SIRS Enduring Issues 2005Article 50Family. Publisher: Human Rights, 2004ISSN: 1522-3213;.Subject(s): Age discrimination in employment | Class actions (Civil procedure) | Disparity (Law) | Employees -- Dismissal of | Employees -- Rating of | Older people -- EmploymentDDC classification: 050 Summary: "What do Ford, Goodyear, and Capital One have in common besides being among the largest businesses in the United States? All have been sued recently for age-related employment discrimination arising from a performance evaluation process known as 'forced ranking' or, less flatteringly, 'rank and yank.' By 2001 forced ranking systems had been adopted by 20 percent of U.S. companies, including as many as 25 percent of the Fortune 500. Although forced ranking is not a new technique, it attracted scant attention until the recent economic downturn spotlighted its use by many employers as a tool in deciding layoffs." (HUMAN RIGHTS) This article explains the forced ranking performance-based evaluation system and notes how it can be used to discriminate against the older worker. Included is a sidebar that reviews how the European Union combats age discrimination in the workplace.| Item type | Current location | Call number | Status | Date due |
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High School - old - to delete | REF SIRS 2005 Family Article 50 (Browse shelf) | Available |
Articles Contained in SIRS Enduring Issues 2005.
Originally Published: Forced Ranking and Age-Related Employment Discrimination, Spring 2004; pp. 6-10.
"What do Ford, Goodyear, and Capital One have in common besides being among the largest businesses in the United States? All have been sued recently for age-related employment discrimination arising from a performance evaluation process known as 'forced ranking' or, less flatteringly, 'rank and yank.' By 2001 forced ranking systems had been adopted by 20 percent of U.S. companies, including as many as 25 percent of the Fortune 500. Although forced ranking is not a new technique, it attracted scant attention until the recent economic downturn spotlighted its use by many employers as a tool in deciding layoffs." (HUMAN RIGHTS) This article explains the forced ranking performance-based evaluation system and notes how it can be used to discriminate against the older worker. Included is a sidebar that reviews how the European Union combats age discrimination in the workplace.
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