Age Discrimination Act 1967 was found by congressional investigations to be necessary in order to allow older people to keep their jobs based on their ability and not age. Because many people remain highly productive even up past the original date of retirement, congress found that they should have job security. Further, they found that any benefits that had been earned or accrued should not be denied a worker who has aged over 40 years. Any health or other benefit plan should not be reduced in the case of those over 40. Promotions and managerial considerations should not be denied those workers who are age 40 or over and should not be turned down for that reason. Early retirement plans are allowed as long as the employee is agreeable to the terms. The Age Discrimination Act of 1967 also covers vacation and other benefits accrued while in the work force and ensures that none of those benefits are unduly taken from a worker over the age of 40. Since the original Act in 1967, there have been several other laws passed to clarify and substantiate the original Discrimination act. The goal is to ensure that no worker over the age of 40 is discriminated against in any way.