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The court found that Hamilton's conclusion that the seaway AREA did not apply where the alleged discrimination benefited workers older than those claiming discrimination was inconsistent with the statute's language. Continue article Advertisement The court went on to explain that the reasoning in Hamilton relied too much on the generalized language in seaway the ADEA's statement of findings and purpose, which said that the act was designed to promote the employment of "older" workers. In doing so, the court said, the Hamilton decision ignored the rule that a statute's more direct and specific language trumps seaway more generalized language. The court stressed that under that direct and specific language, the ADEA prohibits age-based discrimination against any worker who is at least 40 years old. The court also noted that its interpretation is consistent with the Equal Employment Opportunity Commission's (EEOC) interpretation of the ADEA, which indicates that an employer cannot base a decision about the appropriate treatment to accord workers over the age of 40 on the employees' ages.
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