Applied to several jobs and was told by the recruiter that I'm well qualified. Next, I was invited in for a face to face interview and the moment they saw me when I arrived for the interview with my grey hair they treated me disrespectfully. Grey haired people over 50 need not apply.
People who become too old and too expensive have a way of getting caught in "downsizing", although they make a point of providing statistics that "prove" they don't discriminate based on age.
Targeting age 50+ for layoffs, or employees using too much money in medical benefits as well as older employees earning high wages.
Verizon is systematically using RIF to lay off older workers, at the higher pay scale, ostensibly to hire younger workers who are familiar with today's online marketing, applications and services. They are also reducing their US work force, with many off shore employees, that are classified as contractors. Their contracting protocols for US applicants is different from these workers, who remain in place for many years; US contractors, many of whom are past employees, are given a maximum of 2.5 years employment before being released from their contract.
Laying off older, higher wage employees. Not even interviewing qualified candidates over 40.
Verizon wireless has posted job openings with RetirementJobs.com in the past, which means it has actively sought to hire and retain age 50+ workers. Please click the 'View Job Listings' link above to view active jobs, if any, posted on our site.
RetirementJobs.com: "Verizon wireless has posted job openings with RetirementJobs.com in the past, which means it has actively sought to hire and retain age 50+ workers. Please click the 'View Job Listings' link above to view active jobs, if any, posted on our site." I believe posting on sites like RetirementJobs.com is a Verizon strategy to "show" they don't practice ageism. This protects them legally from their pattern of laying off older workers. Their actions have demonstrated that they seek to remove older, high earning employees either through layoffs. They are expert in this practice, avoiding age discrimination legal action over the years.
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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