NYU Langone Medical Center is one of the nation’s premier academic medical centers, with a trifold mission to serve, teach and discover. One third of their 18,000 employees are 50 years old or older.

At NYU Langone Medical Center, older workers fill full-time, part-time, temporary and seasonal positions.  Leadership says that it is their belief that older workers strengthen diversity in the workplace and serve as role models for other employees.

“Engagement takes place at all levels of the organization.  We believe that having excellent benefits, training and professional development, internal job mobility, and worksite wellness are all part of promoting engagement and retention,” explains Lori Genser Burkoff, the manager of Organizational Development and Learning.

SPECIFIC AGE SMART POLICIES AND PRACTICES:

HIRING

• They actively recruit older works by posting jobs on sites like Senior Job Bank, AARP and Quintessential Careers.
• They hire retired employees, who have signed up to be part of their in-house temp pool, for part-time, temporary, and consulting jobs.

TRAINING

• Computer classes are offered at no charge to help workers (especially older workers) feel comfortable using everything from email to Excel to programs used in specific disciplines.
• Seminars are offered in topics like telephone skills, management, and communication.
• Late career employees have opportunities for professional development through online modules and coaching.

PHYSICAL WORK ENVIRONMENT

• Workstation ergonomic assessments are done through the department of occupational therapy. 

FLEXIBILITY IN SCHEDULING

• Flexible start and ending times, compressed work weeks, reduced work schedules, and telecommuting are offered as options in coordination with the needs of different departments.
• Employees are offered tuition assistance to take classes or obtain a degree at NYU.

BENEFITS

• Caregiver support services are offered through the Work/Life Assistance Program. There is also a Family Care Bank that allows employees to keep left over vacation days to use while caring for others.
• An extensive wellness program includes classes, incentive programs, discounts on gyms for staff and retirees, an employee assistance program, a “relaxation” phone line and work/life assistance.
• A care coordination program is offered for employees with chronic conditions.
• Personal health advocacy is available to solve billing, insurance problems for employees.
• There is emergency back up care for adults and elders.
• Employees who reach their 25 year and above milestone attend a dinner cruise each June to celebrate their dedication to the organization.

OPPORTUNITIES FOR THOSE APPROACHING RETIREMENT/RETIREES

• Employees meet with the NYU Langone Retirement Specialist about 6 months prior to retirement to discuss benefits in retirement, social security and Medicare.
• Retirees can register to be part of the in-house temp pool, be hired as consultants or work on project-based initiatives.

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Sunnyside Community Services (SCS) is a multi-service community-based organization located in western Queens that provides a continuum of vital services and activities for 14,000 individuals of all ages annually.  In 1974 it was established as a senior center and began offering licensed home care service in 1979.  In 1983 they introduced youth services.

SCS says they welcome the experience and perspective of older workers, and seeks to leverage their presence in the community to attract older individuals to their staff. Of the 133 employees that work at SCS, 40 are over 50 years old.

SPECIFIC AGE SMART POLICIES AND PRACTICES:

HIRING

• They recruit qualified older workers through collaborations with a number of agencies that represent and advocate for older adults including the NYC Department for the Aging (DFTA), America Works, Easter Seals, and Dress for Success.
• SCS appoints a member of their senior center’s advisory council to the Board of Directors. This ensures the voice of their older program participants is heard at the highest level of organizational management.
• SCS recruits, screens, orients, and places older jobseekers in their programs to gain experience and become more marketable job applicants.

JOB RESTRUCTURING

• Employees can request equipment or technology that will make their job easier and help them be more efficient.

TRAINING

• A pro bono team from McKinsey developed a system to identify people with career advancement potential and connected them with career ladders in the agency.
• Partnerships with professional organizations allow them to connect staff to high quality trainings that meet individual needs.

FLEXIBILITY IN SCHEDULING

• SCS offers flexible working hours to all employees whose job descriptions permit it.
• Their telecommuting policy allows staff to work from home two days each month.

BENEFITS

• There is an annual longevity celebration.
• The employee assistance program offers mental health counseling, smoking cessation services, blood pressure and glucose screenings, vaccinations, and financial management assistance.
• The Caregivers Program provides employees who are caring for a loved one with resources and information.

OPPORTUNITIES FOR THOSE APPROACHING RETIREMENT/RETIREES

• Employees approaching retirement are offered reduced schedules and flexible time arrangements.
• Older employees can use the senior center service programs offered by SCS.
• Employees 60+ can become members of the senior center at SCS.
• After retirement, former employees can volunteer and continue to access the senior center.
• There is also help with accessing benefits that are helpful to retirees, like the Senior Citizen Rent Increase Exemption.

Click here for a list of all of our 2015 winners