Comments on: Answers to tricky HR questions: Keeping older, experienced workers

By: T.Horton

T.Horton — Thu, 17 Sep 2009 19:43:33 +0000

With regard to similar subject, what are the options or trends relevant to Aging Workforce incentives? We’re aware that it’s a common practice within the Public Sector to offer Early Retirement Incentive packages on a fairly regular basis each fiscal year as they attempt to balance the budget. Would like to receive information on Private Sector practices.

In our industry, it would appear that many workers have not planned accordingly for retirement and, therefore, when the times comes that they are eligible to retire they continue to work due to financial reasons. In many instances the elder worker is not physically capable of carrying out the full realm of the role profile, they are just hanging on until the day comes when they are financially capable of leaving the workforce.

This has become a continuing issue, as many of the elder employee’s younger colleagues shoulder the responsibility of the elder employee’s physical work load responsibilities on a daily basis, without the added pay.

We would like to learn more concerning trends, as well as our options and responsibilities as an employer, perhaps we can offer some assistance to our aging workforce? Wondering if anyone would be able to share ideas or information relevant to this subject matter.

By: P. Knopf

P. Knopf — Fri, 15 May 2009 19:18:52 +0000

Do companies have the right to ask a new hire about previous disability ( such as mental stress) when the doctor says the person is OK and ready to go back to work.

By: Ken Williams

Ken Williams — Tue, 02 Sep 2008 19:34:46 +0000

I think there is a bigger problem here than the one addressed. I am one of those older workers — age 63 — who has no desire to retire. I would love to continue right where I am or in a similar position with another company as long as I am healthy enough to work. Right now that appears to be a lot longer — five to seven years.

You or anyone else, however, cannot tell me that age discrimination does not exist — and is rampant in industry. I only put the last 15 to 20 years of experience on my resume so that I won’t be left out of consideration. The remarkable thing is that my experience after 35 years in HR could be of great help to (1) a company and (2) mentor younger HR employees. And if a younger person is hired he or she is very unlikely to work at one job more than 5 to 7 years any way!

How do you keep us interested? Give us opportunities for really key roles where we will continue to show the great work ethic we have always shown!