When the AARP recently announced its seventh annual ”Best Employers for Workers over 50” awards the winners didn’t get there by offering the traditional fringe benefit trio of health life and disability insurance. Instead the AARP recognized companies for providing workers over 50 with ”forward-looking” benefits packages that include for example alternative work schedules and lifelong learning and career training opportunities. But are companies interested in offering jobs or job security to older workers? And why aren’t these workers following the retirement path their parents did?

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