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Cherie Brantner

I watched them force many people 50+ into early retirement

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Anonymous

They fired or tortured to the point where older employee left position because they couldn't handle mistreatment any longer. all promotions were given to younger (under 30 years of age). Older people trained younger employees but no promoting. Totally biased supervision. Management conversed with younger staff but ignored older workers.

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Anonymous

Although they occasionally hire older workers, it is usually for temporary work that is fast paced and involves heavy lifting. Older employees that have been with the company for a number of years are given harder work to make it clear they are no longer wanted there.

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Anonymous

Kohls is very age friendly with respect to hiring a person 50 or over. However the pay rate is low considering the type of work you were hired for.

4 of 5
Anonymous

They majority of their hires are under 30 years old. Most of the new employees at my work location were under 35 years of age. Our store got a new manager in the Fall of 2013. Between that time, and the end of Spring 2015, most of the employees over the age of 50 had resigned, been fired, or retired. Those that retired or resigned did so because the company had consistently reduced their working hours, or given younger employees in their departments more hours than the older workers. Although they occasionally hire older workers, it is usually for temporary work that is fast paced and involves heavy lifting. Older employees that have been with the company for a number of years are given harder work to make it clear they are no longer wanted there.

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Kollective Technology

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Anonymous

Kollective Technology's key consideration for hiring is job-related experience. The employees represent a range of generations and age groups.

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Testimonials:

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