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<blockquote data-quote="quadro" data-source="post: 672597" data-attributes="member: 12850"><p>Not sure I follow your RLA statement.</p><p></p><p>Ok, this is getting a little ridiculous. I pointed you to the EEOC's own website. That's the government agency that deals with discrimination. In return you point to the website of an employee who has an agenda (yes I've seen his site before). Rather than taking my word for it or Kevin Osiowy's word for it, read the EEOC's site. I will just point out one thing from Kevin's site. He makes a point about how many (actually few) couriers are over 55 and have 20+ years. The problem with those numbers is that they don't tell the whole story. Anyone over age 40 is in a protected class so why does he use 55? Because it supports his agenda. Also, as you can take early retirement at FedEx at 55 and get retiree health coverage if you meet the 10 or 20 year requirement, there's a fairly good chance that you might decided to retire. Kevin doesn't have the statistics of why people over 55 with 20+ years are no longer couriers. So take his numbers in the context they are given.</p><p></p><p>Setting performance standards that are achievable and have been demonstrated to be achievable by people over 40 is not discriminatory as long as those standards are the same for people under 40. At FedEx they most certainly are the same so it is not age discrimination.</p><p></p><p>Keep in mind this is different than an individual manager applying different standards to older employees. If a manager did that then he or she would likely be guilty of age discrimination. However, your point was that FedEx should ask less of older employees in general. That is neither fair nor appropriate.</p></blockquote><p></p>
[QUOTE="quadro, post: 672597, member: 12850"] Not sure I follow your RLA statement. Ok, this is getting a little ridiculous. I pointed you to the EEOC's own website. That's the government agency that deals with discrimination. In return you point to the website of an employee who has an agenda (yes I've seen his site before). Rather than taking my word for it or Kevin Osiowy's word for it, read the EEOC's site. I will just point out one thing from Kevin's site. He makes a point about how many (actually few) couriers are over 55 and have 20+ years. The problem with those numbers is that they don't tell the whole story. Anyone over age 40 is in a protected class so why does he use 55? Because it supports his agenda. Also, as you can take early retirement at FedEx at 55 and get retiree health coverage if you meet the 10 or 20 year requirement, there's a fairly good chance that you might decided to retire. Kevin doesn't have the statistics of why people over 55 with 20+ years are no longer couriers. So take his numbers in the context they are given. Setting performance standards that are achievable and have been demonstrated to be achievable by people over 40 is not discriminatory as long as those standards are the same for people under 40. At FedEx they most certainly are the same so it is not age discrimination. Keep in mind this is different than an individual manager applying different standards to older employees. If a manager did that then he or she would likely be guilty of age discrimination. However, your point was that FedEx should ask less of older employees in general. That is neither fair nor appropriate. [/QUOTE]
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