I was not surprised to see this carrier on the list. I know I plenty of excellent employees that were let go via transition and severance on July 31, 2018. The problem is those affected were based on location only and not performance. While not age related, those let go were some of the best folks ever worked with while some unaffected were the worst performers. Personally, my scenario felt age related but as a 40 year employee. It was not but it seems this company is interested in youth and being lean not paying higher salaries associated with time in grade, high experience levels and consistent application of Customer centric culture. Now it is cost of operation to affect product pricing over treating employees like customers. Company is not age biased but certainly has not put forth much effort to hire or retain veteran employees or support the ideals embedded in this site. I am hopeful that changes as I understand the Enterprise has reinstated the retiree assist program for catastrophe claim support. That is a progressive concept and a starting block hopefully. Great company but current leadership seems to be moving away from core culture. Hopefully it gets where it’s going and embraces combining youth and experience.
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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