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| accounting, mother boy sex , c.a.r.p., appleton, employer, drunk moms fucking , housewife slut , amatuer housewife , self employment, moms and daughters sex , senior, sex with my mother in law , tax, working later in life, older moms fucking , maintenance, older gay men , housewife sex videos , mother & son sex , moms and sons sex , hot moms fucking their sons , sexy women over 50 , moms and daughter sex , outplacement, | opportunities Making training ‘older friendly’, eg by plugging skills gaps, confidence building and tailoring training to older workers’ preferred learning methods and experience Life and skills evaluations, focusing on individuals’ goals and objectives Preparing for retirement Phased or gradual retirement by 60 something reducing work hours or increasing holiday entitlement Late retirement schemes to allow older workers to continue working after retirement age Preparation for retirement: not a one off course but an 60 something on-going package Support the development of outside interests prior to retirement Post retirement Maintaining 60 something contact with ex-employees, eg through newsletters, associations, retention of benefits such as discount cards or private medical insurance, support for the frail or sick Employing retired people on a consultancy basis Source: IES Employers’ attitudes Common employer perceptions of older workers are that they represent a knowledgeable, experienced, reliable and stable workforce, who are thoughtful about the business, with good interpersonal and customer service skills. |
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| With regard tax to working hours, the research shows that older workers are more likely to work part time than younger employees. Other recent IES tax research has shown that older workers are tax likely to have greater concerns about the impact long working hours might have on their health. They are also slightly more likely to want to work fewer hours per week even if it means being paid less (British Social Attitudes Survey). HR policies and practices to benefit older workers Recruitment and selection Removing age limits in job advertisements Equal opportunities statements on age Competency based recruitment, rather than selection based on education and qualifications Management education and awareness raising to prevent age discrimination Review of recruitment methods to ensure avoidance of unintentional discrimination Accommodating the needs and preferences of older workers Support for carers of older people, eg flexible working arrangements, advice and support, information on the numbers of carers and their needs Consideration of job design, work hours and physical working conditions to suit older workers Secondment opportunities, serving on boards of other organisations and voluntary work options Associations for older workers Health screening Training Open learning and flexible learning |
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