This 1979 study sought to explore the potential for semi-retirement of University of Washington staff ages fifty-six and over and persons retired from the University during the prior five years. The study focused on the attitudes, interests and work-related characteristics, and behavior of workers as they approach the transition to retirement.…

This monograph reports on an inquiry into the likely distributional effects of recent reductions in the payment of unemployment insurance to recipients of pension and social security benefits and its potential effects on labor market and consumption behavior of older people. An introductory chapter provides facts about unemployment insurance and…

INDUSTRIAL ESTABLISHMENTS SUCCESSFULLY USED METHODS OF JOB REDESIGN TO MAINTAIN THE EMPLOYMENT AND PRODUCTIVITY, AS WELL AS THE MORALE, OF AGING EMPLOYEES. EXAMPLES OF JOB REDESIGN WERE FOUND IN A WIDE VARIETY OF MANUFACTURING INDUSTRIES. CASE STUDIES WERE MADE IN PLANTS PRODUCING AIRCRAFT ENGINES, ALUMINUM FRAMING, BUILDING MATERIALS, CARPETS,…

Describes a national survey that tested the attitudes of Harvard Business Review readers toward older employees and concludes that respondents did discriminate against older employees in ways that reveal their stereotyped views of the capabilities and limitations of older employees. (JG)

Interviews with 17 deaf adults (ages 39 to 65) examined the perceived effects of changing technology on older deaf workers. Responses concerned effects on the individual of education, formal accommodations to deafness, informal accommodations, attitudes, and small shop versus large shop workplace setting. (DB)

The paper reviews the major federal policies that affect older workers and focuses on Michigan's efforts to provide employment services to economically disadvantaged older workers. (CH)

This study examines the decision to participate in the labor force made by persons over 54 years of age. Through the use of a set of pooled time-series cross-section observations from the Current Population Survey over the years 1974-80, the analysis emphasizes the effect of two factors on this decision: cohort crowding and Supplemental Security…

A survey of the leading executive search firms indicates an increased willingness to consider older personnel for top positions--particularly at the executive level. Factors affecting this more positive outlook include changed attitudes toward older people in general and the importance of experience as an issue in selection. (Author/SK)

Use of performance evaluations in age discrimination claims of older workers is analyzed. Three types of employment situations are examined: promotions, layoffs/retirements, and discharges. Findings show that each of these actions dictates a different performance standard. (Author/CT)

Between 1980 and 2000, number of people age 75 and older will increase by 52 percent. Employment counselors who have focused attention on young people preparing for first careers face a major challenge in preparing to meet demands placed on people 55 and older who increasingly will come for help. (Author/BEF)

Discusses skills counselors need when working with older and disabled adults. Specialized approaches to job placement are discussed. Employment counselors should become familiar with characteristics of older persons and federal laws relating to job placement for older and handicapped workers wishing to enter labor market. (Author/BEF)

Covert discrimination has replaced overt racism and sexism in hiring programs, and relatively few women are hired in line areas. New issues, such as the rights of handicapped and older workers, are beginning to appear. Training and development professionals will be called on to ensure that equal employment opportunity is achieved. (CT)

Describes reasons for increase in the number of superintendents age 60 or older. Includes personal experiences of several superintendents age 70 or older. (PKP)

A trial retirement plan would allow school employees second thoughts in a major life-choice and save the school district expenses, if a younger person is used as a substitute. Cites opinions from four school system administrators and an attorney who has reviewed many school systems' early retirement plans. (MLF)

Of five approaches to studying older workers (chronological/legal, functional, psychosocial, organizational, and life span), the life-span approach accommodates individual differences in career patterns. Middle-age and older adult workers need to be considered as individuals in terms of career choices and employment policies. (SK)