The analysis points to potential discrimination in the labour market. It is described the problem of personnel and age management in this article as influence attitudes on the young managers' decision in the case of participation of older workers in work tasks. Managers often discard older workers in recruiting in companies or assigning tasks because they have an idea about the unsuitability or inadequacy of older people for the job. Inappropriateness is not objectively determined, but it is based on tradition. This is a part of the stereotype. The problem of attitudes to age groups is described in an empirical investigation through a decision-making of student in defined situations of personnel management. Empirical data collection was conducted on a sample of university students. Coverage is 104 persons. The answers are in the form of alternative (younger versus older) and represented a kind of decision-making of the students. The decision was then compared with the study results of the respondents. Study results represent in our model of rational accent of possible attitudes. The comparison results are not conclusive.