When JCPenney let about 7000 middle management associates go. Curiously most were in their 50"s. I was one of them
I was a contractor with JCP for years. I applied for my position as a JCP employee when I was allowed to by company rules. I did not get my job. But, JCP hired two 22 year olds instead and I was taked with training them. One girl openly bragged how she slipped drugs into her old bosses coffee to give her diarrhea, and the other refused to do any of the physical labor required for the position. So for months I had to move boxes for her. I was over twice her age. JCP loves their young employees who dress like 25 year old school girls. But, you can JCP HQ is filled with older, un-promoted staff literally doing the heavy lifting. Immaturity is rewarded here.
JC Penney does not make allowances for age-related health conditions such as joint pain, inability to lift heavy loads, or difficulty in staying up as late as 11 PM.
JCP loves their young employees who dress like 25 year old school girls. But, you can JCP HQ is filled with older, un-promoted staff literally doing the heavy lifting. Immaturity is rewarded here.
JCPenney 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.
the store manager and the district manager have no compassion for any employee with a disability or if they are up in age very discriminating to the elderly The slogan should be if you cant do the job then you need to go but the job given these people is very difficult to do and they wind up leaving
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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