Today in Evil
Fortune magazine has an advice column. It’s very special.
Frank has been with us for more than 20 years. He works in the warehouse and has done a good job for us. I like him. But, to be honest, for the work he performs I could easily replace him someone younger and… cheaper. Would it be wrong to let him go?
No, of course not. Go for it!
And the costs are rising, right? You’re increasing Frank’s salary every year, at least by the cost of living. And that’s not all. You’re contributing to his healthcare and his 401(K). He’s earning more and more vacation each day that he’s working for you. And as he gets older, you’re increasing the risk that he will cost your company more – maybe he gets injured or needs financial assistance because he’s not putting enough away for his retirement. Sure, he’s got experience. He’s proven. He’s a known card. But he’s costing you. And you know you can get the same job done by someone else for less money. I see this with many of my clients, and it’s a complicated issue. Are you a heartless cad if you let this guy go? Doesn’t loyalty count for anything? The guy’s given you 20 years of his life, and you’re just going to cut him loose? You must be some kind of awful person.
Actually, no you’re not an awful person. I am not encouraging that you should discriminate based on your employee’s age. Age discrimination is against the law. However, your job is to make the decisions. The hard decisions that are necessary to grow your business and ensure it as a going concern for years to come. Why? Because you have employees, customers, partners, suppliers and everyone’s family members (including yours) that rely on you and your company for their livelihoods. And their interests should rise above the interest of any one specific person. OK, maybe you don’t have to be so harsh. Maybe you can ease him out over the next two years. Or find another role for him where he could actually be more productive for you (Driving a forklift? Maintenance? Customer service?) as he gets older. But if you’re letting your overhead get too high and your profitability becomes negatively-impacted because you’re unable to make those hard choices, then you’re hurting everyone who depends on you.
I’m not telling you to discriminate against older workers. That would be illegal. I’m just telling you to discriminate against older workers.
Fortune had to walk this back:
Editor’s note: This piece was updated on May 31 at 5:45 p.m. ET to make clear that age discrimination is illegal. We regret that this piece was published without closer scrutiny.