That's a good point. I will point out, however, that given the state of of Mega's DBP, health insurance and other fringes, I would have gladly accepted a demotion in order to bridge the years from 58 to my planned FIRE age of 62, even at a substantial salary reduction. But noooo....... That seemed to be exactly what Mega was trying to avoid and we seniors were rounded up and moved out. But, as mentioned, with packages designed to keep us from litigating. Generally, we were pissed and bitter. 12+ years later, at our monthly lunches, we still bitch and moan about it!
To me, the issue is whether market forces were in play and working or were employers discriminating against your DH because of age and despite the fact he was the "best buy" out there. If they were able to hire people capable of delivering the goods and who they felt had more future potential for the same or less, how can they be faulted? If they paid the same or more for a younger candidate with the same or more abilities and potential because they just had a distaste for older people, then they should be hung from the highest tree..........
I think the solutions to age discrimination should revolve around keeping fair and open free market competition the key factor. Most employers and management folks tend to be profit driven and greedy and having the older employee be the best value in that regard is in the best interest toof the older employee.