Their goal is to be a young-minded company. So in their last RIF, every one of the 50+ employees let go were over age 45. These were the ones most qualified to be in their positions.
When I was laid off from there, every one of 57 people was age 45 or more. They opted for a younger (and less experienced) workforce to manage a $175 million a year PMO. Dumb.
The new manager asked me (then 63 years old) and another senior employee (70 years), when we were going to retire in front of the entire staff during a monthly meeting. When I said that I would like to work past 66 years, the manager said in front of the staff "Oh, you are going to play that game" . I was not playing any game, I just wanted to work up to 66 years. Some of the other staff caught the remark (the 70 year old and other younger staff members) and just kept quiet not to get involved.
FCCI prefers to have younger employees who they can pay a lower salary to do the same. This has been their policy for many years. Employees reaching the age of 60 years are pushed out of the organization.
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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