Older employees must qualify for and receive the same health insurance, vacation, sick time and other benefits, and must not incur greater payroll deductions or to work more hours to qualify.
Recruitment and Advertising.
Do not put preferred age ranges or age limits in help-wanted advertisements. Stay away from terms such as "college" or "student."
Do not make hiring decisions based on age. Do not give younger candidates greater access or broader exposure to the hiring process
Layoffs and terminations.
Reductions in force should not be based on age. Nor should they target the highest-paid employees who may have seniority but may represent the oldest group of employees. Do not require older workers to retire at a certain age (except for executives and high policymakers).
Do not define jobs by age or classify workers based on age.
Assignments and transfers.
Do not give the best jobs to the younger employees; do not deny training programs and opportunities for advancement to older employees. Do not give greater responsibility to employees based on age.
Promotions and demotions.
Do not assume older workers are unwilling to change or to change leadership styles. Give all qualified employees the same opportunities for promotion and make promotion decisions on an age-neutral basis. Punishments, demotions and re-assignments must be consistent from one age bracket to another.
Additional resources provided by the author
Be sure to read the Legal Guide: "Avoiding Age Discrimination on the Job -- Part 2."