Age Discrimmination Development gives Rights to Younger Employees

Can you relate to the following situations?

You interview an applicant with sterling credentials but limited experience. At least on paper, the applicant has everything for which your company is looking. Yet, managers have second thoughts about hiring the applicant because of a concern that he or she is too young (e.g., 25 years old) and, therefore, perhaps immature or too inexperienced. Because of these concerns, the company hires an older applicant.

Your company has a young rising star who consistently receives outstanding performance appraisals. A promotion opportunity presents itself, and the young rising star applies. Concerned about the perception of placing such a young employee into a high profile position, your company opts for a more senior employee with lesser credentials.