02-05-2025 1:00 PM EST

People are working longer. Reaching age 65 does not mean a worker must retire. Retired “Boomerageragers” are now coming back to apply for jobs. Fifty is not “old”. How do you succession plan when the senior workers do not leave? Employers can benefit from the experience of workers who stay at the job for extra years. Many people are healthier and remain active longer than they used to. However, that is not the case with every worker since some older employees may not be able to perform at their former level of activity. The increasing number of older workers creates opportunities for the employer. It also creates quandaries for the employer relating to legally compliant employee evaluations, how to validly determine whether a person can effectively and safely continue in a job how to legally communicate that determination, succession planning, and more. Our speaker, Bob Gregg, an expert labor and employment attorney, will discuss the many legal and practical issues associated with managing older workers during this timely and important webinar.

What You’ll Learn

The following are some of the topics Mr. Gregg will discuss during this important webinar:

Federal requirements:
a. The Age Discrimination in Employment Act
b. Federal accommodation requirements
c. Older Worker’s Benefit Protection Act

• How an 81-year-old doctor won an improper termination case
• Workplace issues related to younger and older employees working together
• Preventing discrimination charges when hiring and evaluating whether a person can perform essential job functions
• Harassing older workers and making comments about their age (not “Just a Joke”)
• An employer’s right to evaluate fitness for duty or “direct threat of safety”
• The ability of older workers to adapt to new duties and new technologies
• Termination and severance agreements relating to the older employee