A more thorough explanation:

The Older Workers Benefit Protection Act (OWBPA) is a federal law that was added to the Age Discrimination in Employment Act (ADEA) in 1990. Its purpose is to prevent discrimination against older workers (those who are at least 40 years old) in the workplace.

Under the OWBPA, employers are required to offer older workers benefits that are equal to or cost the employer as much as the benefits offered to younger workers. This means that older workers cannot be denied benefits or offered lesser benefits simply because of their age.

Additionally, the OWBPA sets minimum standards for an employee waiver of the right to sue for age discrimination. This is to ensure that the waiver is made voluntarily and with full knowledge of the employee's rights.

For example, if a company offers health insurance to its employees, it must offer the same coverage to older workers as it does to younger workers. If the company offers a retirement plan, it must offer the same plan to older workers as it does to younger workers.

The OWBPA also protects older workers from being pressured into signing legal waivers. For example, if an employer is laying off employees and offers a severance package, it cannot require older workers to sign a waiver of their right to sue for age discrimination in order to receive the severance pay.

The OWBPA is important because it ensures that older workers are not unfairly treated in the workplace and that they have the same opportunities as younger workers.