New Rochelle Department of Civil Service and the New Rochelle Police Department are in violation of the Age Discrimination & Employment Act of 1967!
NRPD Current Practice: An individual CANNOT apply for the position of Police Officer in the City of New Rochelle if that individual is 35 years of age or older. This current practice is in direct violation of the Age Discrimination & Employment Act of 1967. The New Rochelle Civil Service Department COULD NOT logically explain why a person 35 years of age could not apply for a Police Officer position. They responded that a 35+ year old person couldn’t handle the requirement of the position and asked why someone would want to be a police officer at that age in the first place. It was nice to hear the so-called “quality” response that was given to a serious question. I guess the requirement to work in the Civil Service Department is that you have to have a pulse, because anyone with a mind wouldn’t have answered this question in this manner.
The New Rochelle Civil Service Department and the New Rochelle Police Department should lift the age restriction so that people over 35+ years of age who are more than capable of performing the duties of a police officer can be given the opportunity to apply without discrimination.
There are many on duty New Rochelle Police Officers that if given the written and physical exam wouldn’t be able to pass. Sad, but very true.
The law reads as follows:
To prohibit age discrimination in employment.
Be it enacted by the Senate and House of Representatives of the United States of America in Congress assembled, that this Act may be cited as the “Age Discrimination in Employment Act of 1967.”
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CONGRESSIONAL STATEMENT OF FINDINGS AND PURPOSE
SEC. 621. [Section 2]
(a) The Congress hereby finds and declares that-
(1) in the face of rising productivity and affluence, older workers find themselves disadvantaged in their efforts to retain employment, and especially to regain employment when displaced from jobs;
(2) the setting of arbitrary age limits regardless of potential for job performance has become a common practice, and certain otherwise desirable practices may work to the disadvantage of older persons;
(3) the incidence of unemployment, especially long-term unemployment with resultant deterioration of skill, morale, and employer acceptability is, relative to the younger ages, high among older workers; their numbers are great and growing; and their employment problems grave;
(4) the existence in industries affecting commerce, of arbitrary discrimination in employment because of age, burdens commerce and the free flow of goods in commerce.
(b) It is therefore the purpose of this chapter to promote employment of older persons based on their ability rather than age; to prohibit arbitrary age discrimination in employment; to help employers and workers find ways of meeting problems arising from the impact of age on employment.