The MarketWatch piece outlines practical steps for workers over 40 facing termination but underplays how the Age Discrimination in Employment Act's (ADEA) disparate-impact standards interact with recent mass-layoff patterns. Primary statutory text requires plaintiffs to show age was a motivating factor, yet EEOC guidance from 2020 emphasizes statistical evidence in reductions-in-force, an angle the original omits. Employer perspectives often cite legitimate business needs such as skill obsolescence in tech transitions, while employee advocates reference GAO reports documenting lower reemployment rates for those over 55. A third lens emerges from Department of Labor WARN Act filings, which reveal clustered layoffs in sectors exposed to global supply-chain shifts, creating conditions where age proxies for cost-cutting without explicit documentation. The coverage correctly notes proof difficulties but misses how recent Supreme Court narrowing of disparate-impact claims under related civil-rights statutes may spill into ADEA litigation, leaving older workers with fewer collective remedies. Neutral analysis of enforcement data shows administrative charge resolutions favor settlements over findings of cause, reflecting resource constraints at the agency level rather than absence of violations.