最近幾家美國科技公司被調查是否有職場"年齡歧視"：
根據“就業年齡歧視法”（ADEA），禁止年齡歧視40歲或40歲以上的人......
請參考以下的機械翻譯：
MIT Technology Review
Intel is under investigation for being ageist https://trib.al/p08B2w7
TECHNOLOGYREVIEW.COM
Intel is under investigation for being ageist
According to the Wall Street Journal, Intel is the latest tech company to face an investigation into ageism.
Ageist | Define Ageist at Dictionary.com
www.dictionary.com/browse/ageist
n. "discrimination against people based on age," coined 1969 by U.S. gerontologist Dr. Robert N. Butler, from age + -ism, on pattern of racism, sexism. Related: Ageist.
Both IBM and Intel are now under federal investigation for discriminating against older employees.
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https://www.eeoc.gov/laws/types/age.cfm
Age Discrimination
Age discrimination involves treating an applicant or employee less favorably because of his or her age.
The Age Discrimination in Employment Act (ADEA) forbids age discrimination against people who are age 40 or older. It does not protect workers under the age of 40, although some states have laws that protect younger workers from age discrimination. It is not illegal for an employer or other covered entity to favor an older worker over a younger one, even if both workers are age 40 or older.
Discrimination can occur when the victim and the person who inflicted the discrimination are both over 40.
Age Discrimination & Work Situations
The law prohibits discrimination in any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoff, training, benefits, and any other term or condition of employment.
Age Discrimination & Harassment
It is unlawful to harass a person because of his or her age.
Harassment can include, for example, offensive or derogatory remarks about a person's age. Although the law doesn't prohibit simple teasing, offhand comments, or isolated incidents that aren't very serious, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted).
The harasser can be the victim's supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a client or customer.
Age Discrimination & Employment Policies/Practices
An employment policy or practice that applies to everyone, regardless of age, can be illegal if it has a negative impact on applicants or employees age 40 or older and is not based on a reasonable factor other than age (RFOA).
年齡歧視
年齡歧視涉及由於年齡的原因對申請人或僱員的待遇較差。
“就業年齡歧視法”（ADEA）禁止年齡歧視40歲或40歲以上的人。它不保護40歲以下的工人，儘管一些州有法律保護年輕工人免受年齡歧視。雇主或其他有關實體對較年輕工人的青睞，即使這兩名工人年齡都在40歲或以上，這並非違法。
當受害者和造成歧視的人都超過40歲時，可能會出現歧視。
年齡歧視與工作情況
法律禁止就業方面的任何方面的歧視，包括僱傭，解僱，薪酬，工作分配，晉升，裁員，培訓，福利以及任何其他僱用條件或條件。
年齡歧視和騷擾
由於年齡的原因騷擾某人是非法的。
例如，騷擾可能包括對一個人年齡的無禮或貶損的評論。雖然法律並不禁止簡單的戲弄，非正式的評論，或者孤立的事件不是很嚴重，但當騷擾頻繁或嚴重時，它會造成敵意或冒犯性的工作環境或導致不利的工作環境決定（例如受害者被解僱或降職）。
騷擾者可以是受害者的主管，另一區域的主管，同事或不是雇主僱員的人，如客戶或客戶。
年齡歧視和就業政策/實踐
無論年齡大小，適用於每個人的就業政策或做法如果對40歲或以上的申請人或員工造成負面影響並且不是基於除年齡以外的合理因素（RFOA），則可能是非法的。
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