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Often, the choice revolves around a family situation.
Research indicates that married couples will often coordinate their decisions to retire.
It should be pointed out, however, that these flexible options make particular sense for older workers because they allow valued, mature employees to remain active in the work force while still having the opportunity to tend to matters outside of work.
Flexible options also make business sense in that they are consistently identified as one of the most effective ways to attract and retain older workers.
Rather than going quietly off into the sunset, older workers are actively looking for options to keep working.
In fact, a recent AARP study found that 80% of baby boomers expect or want to continue working, and that the majority of them seek some form of flexibility – particularly part-time or partyear work.
There are also myriad factors outside of work that affect many individuals’ decisions to remain on the job.The ability to work a flexible schedule is the most prevalent work-life policy established by U. corporations, according to the Business Work-Life Study conducted by the Families and Work Institute.Flexible schedules can either be fixed (the employee works an alternative schedule that remains consistent) or varied (often requiring that the employee be present during “core” business hours).There are four basic factors, however, that tend to stop employers from developing plans that would support the flexible employment of older workers: It’s worth noting that these same obstacles also stand largely in the way of workplace flexibility for all workers, but the mismatch between flexibility supply and demand is particularly apparent for older workers.
That mismatch is seen in the results of a recent survey conducted by the Society of Human Resource Management, which suggests that most employers are not yet ready for the graying of the work force: Given the lack of active recruitment of older workers and the concomitant lack of choices for quality employment available to older workers, it is not surprising that the Committee for Economic Development found that nearly two-thirds of U. firms reported in 1999 that they had difficulty finding older worker job candidates.
To do so, they will need to understand some of the factors that have led to the labor mismatch as well as to consider some viable solutions.