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各位老友記，是否記得這是甚麼廣告？對了，是勞工處宣傳消除就業年齡歧視的廣告。這一節「長者法網智多聲」，就跟大家說一下就業年齡歧視。
就業年齡歧視，即是說打工仔或求職者，因為年齡而在職場受到不公平或不相同的待遇。無論招聘、晉升、調職或培訓、僱用條款和條件、員工離職或公司裁員、退休政策、以至投訴和申訴處理程序，都有可能出現就業年齡歧視。
香港目前沒有法例規管就業年齡歧視。勞工處編寫了一份叫「消除就業方面的年齡歧視」的僱傭實務指引，在勞工處的網頁可以下載。不如我們也跟大家介紹一下這份指引的內容吧。
問問大家，老闆最想招聘到甚麼員工呢？不用問，當然是能幹的啦。所以指引都建議老闆，無論是招聘、培訓、升職、調職、或是裁員和「炒魷魚」等，都應該有劃一的甄選準則，以員工的工作能力來評估，而不是用員工多少歲來評估。
例如招聘，除非說要找小演員，又或是某個年齡層的模特兒之類吧，否則招聘廣告不應該提到年齡，只需要寫明您想求職者有甚麼工作經驗、年資、學歷、特別技能或特別工作要求。如果透過職業介紹所找人，也要跟介紹所講清楚，只要合資格就來者不拒，多少歲都無所謂。
面試時問的問題，應該與工作有關，或能夠有助你了解求職者的性格和能力，而不是問多少歲。人工福利怎樣計算，是看職級、職責、年資和經驗，而不是看年紀，同工同酬才是公道嘛。升職、調職和培訓的甄選準則也是一樣。就算不幸要裁員了，也不應該以年齡做考慮。
退休安排也可以加入消除年齡歧視的措施。好像說，員工如果想退休後繼續工作，老闆應該按照個別情況和公司的退休政策等，考慮是否讓他留任。
那麼日常工作又如何呢？如果員工較年輕，做錯事沒有人怪責他，但年紀較大的員工做同一件事就被懲罰，這就是年齡歧視了。指引還說，好的老闆，應該制定內部申訴程序，如果員工遇到不公道的事，被人歧視，可以完全依照程序投訴，公司會一視同仁處理，不會因為年紀或職級等因素厚此薄彼，投訴人也不怕被人秋後算帳。
聽了這麼久，是否發覺要消除就業上的年齡歧視，其實並不是太難呢？希望大家的工作環境跟我們長者社區法網一樣，都是老少咸宜﹗拜拜﹗
PrintRecruitment
According to the Guidelines, unless age is a genuine job or occupational requirement, recruitment notices should not make reference to age. Job notices should cover topics that are justifiable as genuine job or occupational requirements for that particular job. Examples of such requirements include:
- the type of experience that may be required: e.g. clerical or merchandising experience;
- the amount of experience that may be required: e.g. five years’ experience;
- any educational qualifications that may be required: e.g. a first degree or a diploma;
- any specific managerial or technical skills that may be required: e.g. the ability to speak Putonghua or familiarity with certain computer applications; and
- any special requirements of the job: e.g. need to travel abroad, work at heights or carry heavy goods.
Most of these requirements can be ascertained through clearly stated criteria or through tests.
If employers are using employment agencies and services, they should specify that the vacancies are open to suitable qualified persons of any age, unless age is a genuine job or occupational requirement.
Employers should also make recruitment decisions on the basis of consistent selection criteria. The Guidelines encourage employers to provide training to staff handling recruitment to ensure fair treatment to applicants of different age groups. For example, when carrying out interviews and selection tests, questions should be asked specifically relating to the job or occupational requirements, or to facilitate a better understanding of the applicant’s personality and aptitude. When deciding on the right candidate, the assessment should relate to the applicants’ ability, and records should be kept that explain the reasons for appointment or rejection. These steps should help to counter any possible future allegations of discrimination.
The Government is committed to the principle of equal pay for equal work and encourages all employers to share that commitment. All employees are entitled to access to the terms and conditions of employment, and access to benefits, facilities or other services commensurate with their rank, duties, seniority, experience and any other special circumstances, irrespective of their age.