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Companies cannot even imply a preference for one age group (e.g., looking for a unemployment insurance pilot, age 30-40) or even obliquely refer to age (e.g., seeking young college graduate). Nor can companies specifically seek mature or older applicants. Applicationscannot ask applicants their age either directly or indirectly, except in rare cases where age is a legitimate qualification. Examples of indirect age questions include asking for high school or college graduation dates. Help is unemployment insurance available for unemployment insurance age discrimination issues from government agencies and attorneys who specialize in employment discrimination. The resources listed below can help you. In spite of laws against it, some people never give up discriminatory beliefs. Thus, there will always be employers who erroneously believe that being over forty equals being (1) inflexible, (2) unproductive, (3) unwilling and/or unable to handle technology and (4) not worth the higher salaries we command due to our experience.
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