The Older Workers Benefit Protection Act of 1990 protects older people from illegal discrimination.

The Older Workers Benefit Protection Act (OWBPA) of 1990 is a significant piece of legislation aimed at safeguarding older employees from age discrimination in employee benefit plans. Key aspects include:

1. Prohibition of Age Discrimination: The OWBPA prohibits any discrimination against employees or job applicants aged 40 and older in terms of benefits and employment practices.

2. Benefits Protection: Employers must not discriminate in benefits based on age, which includes health, retirement, and other employment-related benefits. This means that older employees should not receive less favorable treatment compared to younger employees in benefits offerings.

3. Waivers of Rights: If an employer requires an employee to waive age discrimination rights (such as in a severance agreement), the waiver must meet certain requirements to be valid. This includes providing the employee with adequate time to consider the agreement and ensuring that they are not signing under duress.

4. Enforcement and Compliance: The Act gives employees the right to report violations and seek protection under the law, making it easier to address grievances related to age discrimination.

In summary, the OWBPA ensures that older employees are treated fairly in the workplace and are provided with equal benefits as their younger counterparts, thereby promoting fairness and reducing age biases in employment settings.