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Anonymous

Bankers only cares about production. Everything else, including age, is secondary.

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Bashore & Legendre, CPAs, LLC

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Anonymous

During "tax season" Bashor & Legendre hired several older workers to assist with clients' accounts.

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Anonymous

Not age friendly. The female employer was young not helpful in training me, nor was the company that hired me. Found through the recruiter they just meeting their quota.

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Anonymous

During the past 10 years, I witnessed employees aged 50 or older being targeted by an overzealous "Human Resources" department, so that a matter that was trivial enough to be dealt with via a meeting between the employee & the employee's manager was instead blown out of proportion, resulting in the termination of tenured, experienced and knowledgeable employees. In addition, a department manager aged 50+ was targeted for termination by that employee's direct supervisor; and 2 subsequent managers chosen to replace that person were neither competent nor experienced in the subject matter key to the operation of the department they managed; both were under the age of 40; both played a role in dismissal 3 additional experienced and tenured employees within the department, via a poorly supervised work environment and an arbitrary and capricious use of an alleged "Human Resources" workplace performance tool. As middle and senior level managers must be familiar with the functioning of their own departments, they are as much at fault as the department manager directly involved in the unfair firings. To my knowledge, neither the poor oversight nor the arbitrary and capricious nature of the workplace performance tool have been addressed. The workplace performance tool issue is particularly egregious, as it is applied as a weapon on the affected employees instead of a truly useful tool to help employees improve performance on the job.

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Testimonials:

After reading the comments by those who express their perspective of age related discriminating practices by more than a few employers, I felt very concerned for older workers that need/desire employment. I wonder if these employers understand that it is not just the revenue from young adults that keep them in business. I wonder how they would survive if the older generation would stop supporting their businesses. I also wonder if these employers understand the principle of sowing and reaping? I am grateful to your agency for providing the results of your survey and your commitment to provide older workers with reliable job leads.

-- Marie Moore, AARP