A bizarre occurrence was profiled in the local news yesterday that has raised the question of what standard should be used in making an employment decision, age or fitness for duty. Here is the situation. A man had just gotten into his car when he looked up to see a pistol barrel pointed at him. The gun was being held by a police officer who was saying “This is my car.” The man raised his hands as the officer then repeated “This is my car.” The officer started to open the door when he stopped and looked in the car and suddenly said “Oh, this is not my car, Sorry” and then walked away and got in a police SUV. The only resemblance the two vehicles bore was the color white. Naturally the man was a bit disturbed by this and reported it to the police (and got an attorney). An investigation revealed that the police officer is a Sergeant who is due to turn 70 years of age next month. Naturally this then raised questions as to whether someone that age should still be in the force.
The reporter discussing this story broadened his line of questioning to the fire department asking if there should be age limits on public safety positions. Someone (wearing a firefighter’s uniform) responded to his question by saying “Certainly, would you want a senior citizen trying to climb a ladder to rescue you?” My wife and I were both watching the story and her response was “That would not bother me as long as the person was capable of doing the job.” I agreed.
I know it is legal under the Age Discrimination in Employment Act for fire and police departments to have mandatory retirement at age 55. But I think both the police and fire departments, or any organization for that matter, are making a mistake if they make this decision solely on the basis of age. I think they are better making this decision on the basis of “fitness for duty.” I actually think that is a standard that all employees should have to meet. I have seen many a police officers under 4o years of age with waistlines exceeding 48 inches that could no more run after a criminal than the man-in-the-moon.
The ADEA also allows companies to force retirements on executives, with conditions, but I think the same standard should apply there as well, fitness for duty. Perhaps a bit more problematic than physical fitness is making a determination of mental fitness but it is better than just relying on the calendar for making decisions on whether some one should continue working.
What do you have in place? Are you still relying on the calendar to make some decisions or the ability to perform the job?
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