In fairness, Lincoln had a long history of being poorly served by a taxi cab monopoly. Complaints about regulatory fairness from former monopolists fell on deaf ears. But Lincoln’s taxi monopoly was broken in 2012 before the rise of ride hailing apps. Lincoln and Omaha lack an organized voice for drivers like they have in New York City. Without such a voice, worker classification issues among urban professional drivers will likely continue to be unheard at a state and local level in Nebraska.
Put another way, Millennials are the generation that suffer the most work injuries in this state. Viewed one way, the fact that so many young people get hurt on the job belies the assumption that young people are lazy or soft. Much like the misconception that all blue collar workers are white, there is an assumption that young people don’t do blue collar work.
But viewed another way, negative stereotypes about millennials jibe with perception held by many that injured workers are just trying to get out of work or “milk the system”. In that mindset, millennial employees would be more likely to claim workers compensation because workers’ compensation claims are almost per se fraudulent.
In Nebraska and most states injured employees have some protection against discrimination if they file a workers’ compensation claim. (Although it is a close issue as to whether an injured worker is a member of a protected class or engaging in a protected activity or both) But workers under the age of 40 in Nebraska and in most other states have no protection against discrimination based on age.
The fact that stereotyping young people is legally permissible means that respectable business types have no problem with sharing humor like the “Millennial Job Interview” video that made the rounds on the internet. I doubt that any video that sterotyped a protected class like this video stereotyped millenials would have openly shared without rebuke.
I suspect allowing discrimination against young people negatively impacts terms and conditions of employment for young people. Lawmakers in Canada, where age discrimination laws generally kick in at age 18, seem to think it does. I also wonder whether negative stereotypes about millennials would lead employers to discount safety complaints from younger workers or lead them to believe that younger workers exaggerate the extent of their injuries.
Stereotypes about lazy young people aren’t new to millennials. Future generations including, Generation Z , will likely be subject to negative stereotyping. Human nature may not change, but laws controlling discrimination may force employees to change their behavior. Laws outlawing age discrimination against young people may also promote workplace safety as young people suffer the bulk of work injuries.