Ace the NAB CORE Challenge 2025 – Unlock Your Long Term Care Leadership!

The situation described indicates that the supervisor's decision not to select the employee for training is based on the assumption that the employee will retire soon due to their age and extensive experience. This reflects age discrimination, which occurs when someone is treated unfavorably because of their age.

Age discrimination laws protect employees from being treated differently solely based on their age, particularly for those who are 40 years of age or older. By presuming that the employee’s years of experience indicate an impending retirement, the supervisor is effectively making a judgment about the employee’s future contributions based on their age rather than their actual capabilities or performance. This assumption can limit the employee's opportunities for growth and development within the organization, showcasing a bias against older employees.

In contrast, the other options do not accurately characterize the underlying issue of age-related bias present in the situation. Each of them fails to address the critical factor of age as the discriminatory basis for the supervisor's decision. Thus, the correct identification of the scenario as a case of age discrimination is substantiated by the assumption that age correlates directly with the employee's impending retirement and the subsequent exclusion from training opportunities.