National Association of Boards of Long Term Care Administrator (NAB) CORE Practice Exam

If a supervisor assumes an employee with 30 years of experience will retire soon and does not select them for training, what type of discrimination might this imply?

1. The supervisor did not discriminate, by assuming someone of retirement age would retire

2. The supervisor discriminated against the employee because of their age

3. The supervisor discriminated against the employee, referencing their seniority

4. The supervisor did not discriminate, as the employee was not a high performer

The correct answer is: The supervisor discriminated against the employee because of their age

The situation described indicates that the supervisor's decision not to select the employee for training is based on the assumption that the employee will retire soon due to their age and extensive experience. This reflects age discrimination, which occurs when someone is treated unfavorably because of their age. Age discrimination laws protect employees from being treated differently solely based on their age, particularly for those who are 40 years of age or older. By presuming that the employee’s years of experience indicate an impending retirement, the supervisor is effectively making a judgment about the employee’s future contributions based on their age rather than their actual capabilities or performance. This assumption can limit the employee's opportunities for growth and development within the organization, showcasing a bias against older employees. In contrast, the other options do not accurately characterize the underlying issue of age-related bias present in the situation. Each of them fails to address the critical factor of age as the discriminatory basis for the supervisor's decision. Thus, the correct identification of the scenario as a case of age discrimination is substantiated by the assumption that age correlates directly with the employee's impending retirement and the subsequent exclusion from training opportunities.