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<blockquote data-quote="quadro" data-source="post: 672676" data-attributes="member: 12850"><p>Most of our discussion has been about age discrimination, not the RLA so I'm really not fighting to keep the RLA classification. I'm certainly not against it but I'm not trying push for it either. My opinion is simply that the unions obviously don't think they can organize FedEx under RLA otherwise 1. they would, and 2. they wouldn't be pushing so hard for the change to NLRA. I also think FedEx wants to keep the RLA simply to stop a few stations, ramps, etc, from causing problems for the whole system. So it does serve to keep a union out in the same sense that you might close a window to keep out the cold but it also serves to keep the heat in. Just depends on your perspective.</p><p></p><p></p><p>I really don't know how they are set, I just know what they are and I know this because they are the same for everybody.</p><p></p><p></p><p>I don't know what else to tell you. That's the EEOC's page. You are not going to find a website that lists all the possible examples of age discrimination. However, to make it simple for you, here's a relevant part of the EEOC's page:</p><p><em>Discriminatory practices under these laws also include:</em></p><p><em>employment decisions based on stereotypes or assumptions about the abilities, traits, or performance of individuals of a certain sex, race, age, religion, or ethnic group, or individuals with disabilities, or based on myths or assumptions about an individual's genetic information</em></p><p></p><p>Look at the part I quoted. If you were a manager and said what you said at work, anyone over 40 would have a legitimate discriminatory complaint against you. You are making an assumption about the ability of someone based on their age (50). So to avoid this situation you simply don't make statements that involve age or any other protected class. That's exactly what FedEx does or in this case doesn't do. They don't make assumptions about someone's ability based on their age. They do this by making the requirements the same for everyone, regardless of age.</p><p></p><p>Look, let's just agree to disagree on the RLA thing, who I am, what I do, etc, etc. All that aside, do you see how what you are claiming FedEx should do with regards to older employees actually would be in violation of the law? We can agree that in general young people may have an easier time with the courier job than older people and that it would be nice if older people were treated differently to younger people but the law simply doesn't allow FedEx or any employer to make that distinction. You cannot have your cake and eat it too. If you want the law to protect you because of your age, you cannot then use your age to be treated differently.</p></blockquote><p></p>
[QUOTE="quadro, post: 672676, member: 12850"] Most of our discussion has been about age discrimination, not the RLA so I'm really not fighting to keep the RLA classification. I'm certainly not against it but I'm not trying push for it either. My opinion is simply that the unions obviously don't think they can organize FedEx under RLA otherwise 1. they would, and 2. they wouldn't be pushing so hard for the change to NLRA. I also think FedEx wants to keep the RLA simply to stop a few stations, ramps, etc, from causing problems for the whole system. So it does serve to keep a union out in the same sense that you might close a window to keep out the cold but it also serves to keep the heat in. Just depends on your perspective. I really don't know how they are set, I just know what they are and I know this because they are the same for everybody. I don't know what else to tell you. That's the EEOC's page. You are not going to find a website that lists all the possible examples of age discrimination. However, to make it simple for you, here's a relevant part of the EEOC's page: [I]Discriminatory practices under these laws also include: employment decisions based on stereotypes or assumptions about the abilities, traits, or performance of individuals of a certain sex, race, age, religion, or ethnic group, or individuals with disabilities, or based on myths or assumptions about an individual's genetic information[/I] Look at the part I quoted. If you were a manager and said what you said at work, anyone over 40 would have a legitimate discriminatory complaint against you. You are making an assumption about the ability of someone based on their age (50). So to avoid this situation you simply don't make statements that involve age or any other protected class. That's exactly what FedEx does or in this case doesn't do. They don't make assumptions about someone's ability based on their age. They do this by making the requirements the same for everyone, regardless of age. Look, let's just agree to disagree on the RLA thing, who I am, what I do, etc, etc. All that aside, do you see how what you are claiming FedEx should do with regards to older employees actually would be in violation of the law? We can agree that in general young people may have an easier time with the courier job than older people and that it would be nice if older people were treated differently to younger people but the law simply doesn't allow FedEx or any employer to make that distinction. You cannot have your cake and eat it too. If you want the law to protect you because of your age, you cannot then use your age to be treated differently. [/QUOTE]
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