The ADEA was enacted to prevent discrimination against persons 40 years of age and older. However, this does not apply just to potential employees but employers as well. The law enforces such things as hiring, firing, promotion, compensation, benefits, apprenticeship and much more. This was meant to ensure that those over 40 also get an equal shot at promotions and managerial positions along with their younger co workers. The ADEA requires that workplaces display a poster of the basic rules and laws of the Age Discrimination in Employment Act in the workplace. This law was originally enacted in 1967 and future laws would be enacted to build on the basics of this law. While employers may ask date of birth, this is a touchy area and if questioned about it, they must be able to prove they were asking for some reason associated with the job that did not involve age. Complaints turned in to ADEA do not always move swiftly. It may be advisable to have legal representation on your side before filing a complaint. As with any agencies and government offices, it is good to have someone who understands the rules instead of being lost in a sea of confusion once you've filed a complaint. The purpose of the ADEA is righteous and good, but like any governmental agency, it is easy to get lost in the paperwork.