Rowland A B
Am J Law Med. 1983 Winter;8(4):433-80.
American employers have traditionally relied on age as the criterion for mandatory retirement. Yet advances in medicine indicate the inadequacy of age as a measure of job competence and suggest the potential for a more reliable measure. With current social and economic conditions pressing many employees to seek to work beyond mandatory retirement ages set by their employers, transition to more reliable measures has become a vital matter. This Note explores the potential for implementing medically-based alternatives to the age proxy. It initially addresses problems of medical feasibility and economic practicality, and considers how the divergent interests of employees and employers can be accommodated. The balance of the Note examines the present roles of Congress, agencies, and courts in facilitating age-blind mandatory retirement policy. It suggests the need for reform of the federal Age Discrimination in Employment Act and recommends a more effective distribution of roles among governmental institutions.
美国雇主传统上一直将年龄作为强制退休的标准。然而，医学上的进展表明年龄不足以作为衡量工作能力的标准，并暗示了采用更可靠标准的可能性。在当前社会和经济状况迫使许多员工寻求在雇主设定的强制退休年龄之后继续工作的情况下，向更可靠标准的转变已成为至关重要的问题。本评论探讨了实施基于医学的年龄替代标准的可能性。它首先论述了医学可行性和经济实用性方面的问题，并考虑了如何兼顾员工和雇主不同的利益。评论的其余部分审视了国会、各机构和法院目前在推动无视年龄的强制退休政策方面所起的作用。它表明有必要改革联邦《就业年龄歧视法》，并建议在政府机构之间更有效地分配职责。
