I am 70+ and worked at Lowe's and age discrimination is definitely a factor in the way they treat you. I have observed the way they treat others as well, everyone is just a number. The way to fix these problems is to form a union.
Lowes discriminates against older employees in their benefits package. My husband was recently hired by Lowes. He is 67, and has more than 20 years experience as an electrician. Getting hired was no problem. But we found that Lowes discriminates against its older employees in their Benefits package, specifically their health insurance offerings. My husband is fully insured under Medicare (he pays 3 separate premiums) with coverage that is much better than their offering. They state in their package that their health care offering is a significant portion of their compensation. Yet they do not offer any kind of pretax medical reimbursement plan to their retirement age employees who are covered by Medicare and pay their own premiums out of post tax income. The folks we talked to kept saying he was not precluded from participating in their plan. Why would he want to pay for an additional insurance plan when he is fully covered already? This would result in him having even less take home pay. This situation results in older employees receiving less compensation for an identical position than anyone under 65 years of age. Many large companies have in place a Section 105 plan which allows them to compensate their Medicare insured with pre tax premium reimbursements. Lowes DOES NOT
I am retired from IBM - 29 years, older than 60, but look much younger. I knew Lowe's would not hire me, if I was not able to speak with someone in person. I went to one of my local Lowe's, had my resume and cover letter in my pocketbook. Finally 'bumped' into, what he claimed was an assistant mgr. I explained what my purpose was, he said not a problem, will take your resume to our HR person. I had already had an id on the Lowe's job web site. Didn't make it back home, before I received this thoughtful message.. 'We don't need you' I am female, have maintained my home for years.. painting, using a chain saw, simple trouble shooting, etc. One of my favorite places to shop is 'Harbor Freight' ... that should tell you something. Also, along with my very techincal resume from 29 years with IBM, they probably thought I was a nerd, and knew nothing about home improvement... So disappointed. Going back to Lowe's to try again, with my same old resume, but will try and describe (Cover letter) what I have just mentioned.BTW I can lift 45 lbs. (Most jobs at Lowe's have a 25lb lift requirement) I am not giving up. I'm going to try and find a manager that can help, or advise.. There are 2 Lowe's close to my home. My second choice is Home Depot.. js
I applied at Lowes 2 times at 2 different locations. Not interested in someone that is over 60 even with over 40 years of sales/marketing background with over half of that time in management. Went to Home Depot and got hired on the spot! Home Depot likes older more reliable people and veterans! Have been there 6 years. Several associates are over 70 and some in their 80's!
I worked for them . Only hiring young people into management. Most with no experience with Lowes . Was useful only as long as I could train them, then when they thought they had enough knowledge , you couldn't teach them anything. Older people hired are PT or cashiers. The new schedules are terrible. My leave after training.
Almost all the employees at the north port Florida store are over 50. The managers are in their 30's. They reward you for your experience and pay you well. The problem is you only get 20 hours a week when you are new, while old employees who cant do the job, get lots of hours. They dont fire them, but expect you to pick up all the slack and do all the work.not fair.
as long as you do your job you are acceptable
THIS COMPANY DOES NOT LIKE HIRING OLDER PEOPLE .I HAVE HAD 3 INTERVIEWS HERE IN LAS VEGAS. I HAVE 50 YEARS OF EXPERIENCE IN CUSTOMER SERVICE AND HOME BUILDING.I ALWAYS GET PASS THE INTERVIEW WITH THE MANGER AND THEY ALWAYS SAY YOU DID GREAT .WE WILL BE IN CONTACT WITH YOU IN A DAY OR TWO. AND GUESS WHAT THEY NEVER CALL . I ALWAYS GO BACK TO THE STORE AND FOLLOW UP AND THEY SAY SORY WE HIRED SOMEONE ELSE. I WALK AROUND THE STORE AND NEVER SEE OLDER WORKERS BUT ALWAYS SEE THE YOUNGER ONES ON THERE PHONES PLAYING GAMES OR TEXTING .
The store I work for has several older employees including myself. Mostly part time but one full time. Very fair. I'm glad to be there and frankly proud I can keep up with the kids. Based on my store in Tustin, Ca I think Lowes should be considered senior friendly.
They claim they don't discriminate regarding age & they hire Veterans this is not true. They do discriminate. Claim they will get back to you after interview, but dont.
Constantly "cleaning" house.
I was hired by Lowes to be a Cashier/Customer Service representative at a higher than average starting wage because of my past work experience. Although I subsequently quit due to hip surgery, I was treated very well throughout the interview and training process.
Will hire older employees for part time positions. Mostly managed by millennialist and have been told that is the future. Chances of moving up in the company are slim to none if you are in your 50's or not gay.
During my job search I applied for several positions within this company. After research I learned that it is rare that anyone over the age of 40 works in the store. In fact they seem to favor the 18-30 age group for hiring. Compared to other stores in the area, you never see any grey hairs here.
5 different interviews with 5 managers - all hired some-one younger even though I had years more experience
The schedules are very erratic; giving little consideration to balance with other obligations. The schedules often interfere with getting adequate rest.
I say "At least a 4" because Lowe's is, in my opinion, about as blind to age as it's possible to be. I am treated well and appreciated for the great job that I do, my positive attitude and how hard I work. I work hard, am reliable and Lowe's knows it. There are other older workers there, and Lowe's seems to appreciate and value our experience AND dependability. The Managers KNOW I will be there every day that I'm scheduled to work, and they count on it.
Lowe's sees the advantage of knowledge and work ethic that goes with maturity.
They Blatantly REQUIRE your Birthdate & SS# on their Website. While I Know they need your Social Security # if they are offering a job to you. They do NOT need it when making an initial application for a job and should not be even asking for it let alone requiring it. Again they Blantantly Require not your birthday but your BIRTHDATE including the year. I understand that this is Blatantly illegal! I believe they do this to filter or screen out people of age.
While having a workforce from 18 to 80, they have young managers and terminate Management after 55. Look to find a manager over 50, they are rare
A significant number of employees at the store I worked at were older. The oldest worker was in his 70',s and I was 61 while I worked at Lowes's.
5 different interviews with 5 managers - all hired someone younger even though I had years more experience.
Very fair, I do not detect any age bias at Lowes (in a retail setting). The schedules are very erratic; giving little consideration to balance with other obligations. The schedules often interfere with getting adequate rest.
This employer sees the advantage of experience and strong work ethic found in older applicants.
Lowe's employees is the epitome of diversity
Expect too many hours and too many days working in a row. Hired for 25 hr max and they keep pushing 30 to 35 hrs.
Many retired or retirement age people work there.
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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