interviewed as a pharmacist for a float position in a remote area.and low volume pharmacies, with over 25 years of perfect fast and precise performance was told too old to keep up at age 51 because might have to fill up to 80 prescriptions a day. My last position was filling over 350 a day every day. This from a 30 something regional manager. never mind i worked for them preciously with a perfect record and had references for other regional managers.
There are several seniors employed in the store I work at
while it used to be otherwise, walgreen shed many positions and employees in recent years. many long term employees were replaced with younger people, mostly working for much less money. at the same time, chances for advancement were greatly curtailed.
The manager I interviewed with yesterday was very open about employing workers of all ages (over 21 due to state liquor laws). I noticed that there were a number of employees in the store who appeared to be over age 50. It appeared to be a very friendly and team oriented environment.
Walgreens values age and experience, and hires seniors with the expectation that we have the work ethic and people skills the company needs.
Age appeared not to be involved at all in the hiring process. Not even a hint of age bias was noted in my interviews or any communications with the company during the process. Excellent experience as an employee thus far.
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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