1 40 50 https://www.ssmp.mdocs.skidmore.edu/files/original/48aa44301c6dec830316a51cc8034131.jpg c627d85d77b66793b977128acb699295 Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Adult and Senior Center of Saratoga Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource '[Aerial view of 5 Williams Street, new senior center] Date A point or period of time associated with an event in the lifecycle of the resource 1978 https://www.ssmp.mdocs.skidmore.edu/files/original/a7a1b321b87f27c208770bebbd7d089f.jpeg 664993c0c06ce14ebe6ab02eb996fb86 https://www.ssmp.mdocs.skidmore.edu/files/original/b8770621fe0442763776abe4e3f5a459.pdf a00f61d6d8983776f821f69e759e04ea PDF Text Text Public Servlc~ ..-t;SATORDA'?; ~ As We See it- What~ Your Reaction? I '-- Aid for Our Seniors \ GOVERNOR HARRIMAN'S order creating an interdepartmental committee and his appointment of a special assistant are a couple of steps in the direction of an orderly approach to the problems of our state's aging citizens. The assistant, a former assistant U. S. Secretary of Labor, is directed to formulate programs. The committee appears to be the kind of group the State Joint Legislative Committee had in mind. In its 1953 report of a five-year exhaustive study of elderly citizens' problems, the first made by any state, the legislative group recommended an interdepartmental advisory committee to achieve "a team approach among ~he various departments dealing with problems of the aged." Also recommended then was a statewide citizens' committee on the aged to be a "watchdog on· state programs for the elderly." . Now, speakiag in the same vein, the Governor says lt is necessary that various departments and agencies coordinate their activities. To that end his new assistant wilt head up a committee to include state officials. And so the Desmond committee can take satisfaction in early evidences that the Harriman administration intends to carry out a program for strengthening the selfrespect and dignity of 1,400,000 elderly citizens of the state. Here is a field in which both parties can work side by side, Speaking for themselves are the economic needs of our senior citizens: 30 percent of the state's families whose heads are 65 or over have incomes of less than $1,000 a year; 77 percent of the people 65 or over who live outside family circles have less than $1,000 in income. Crying out as clearly for a constructive program are the breaking spirits and damaged morale of our neighbors in the sunset years. These are needs to which society cannot close its eyes. This is a problem in which politics can have no part. I � Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Adult and Senior Center of Saratoga Text A resource consisting primarily of words for reading. Examples include books, letters, dissertations, poems, newspapers, articles, archives of mailing lists. Note that facsimiles or images of texts are still of the genre Text. Text Any textual data included in the document I Aid for Our Seniors I \ GOVERNOR HARRIMAN'S order creating an interdepartmental committee and his appointment of a special assistant are a couple of steps in the direction of an orderly approach to the problems of our state's aging citizens. The assistant, a former assistant U. S. Secretary of Labor, is directed to formulate programs. The committee appears to be the kind of group the State Joint Legislative Committee had in mind. In its 1953 report of a five-year exhaustive study of elderly citizens' problems, the first made by any state, the legislative group recommended an interdepartmental advisory committee to achieve "a team approach among ~he various departments dealing with problems of the aged." Also '-- recommended then was a statewide citizens' committee on the aged to be a "watchdog on· state programs for the elderly." . Now, speakiag in the same vein, the Governor says lt is necessary that various departments and agencies coordinate their activities. To that end his new assistant wilt head up a committee to include state officials. And so the Desmond committee can take satisfaction in early evidences that the Harriman administration intends to carry out a program for strengthening the selfrespect and dignity of 1,400,000 elderly citizens of the state. Here is a field in which both parties can work side by side, Speaking for themselves are the economic needs of our senior citizens: 30 percent of the state's families whose heads are 65 or over have incomes of less than $1,000 a year; 77 percent of the people 65 or over who live outside family circles have less than $1,000 in income. Crying out as clearly for a constructive program are the breaking spirits and damaged morale of our neighbors in the sunset years. These are needs to which society cannot close its eyes. This is a problem in which politics can have no part. Original Format The type of object, such as painting, sculpture, paper, photo, and additional data newspaper article Abstract (& Historical Note) Natural language description of the map itself, providing a general summary of the map and noting significant features. This is the place to introduce keywords and proper names that might be of interest to researchers, but do not warrant a separate subject heading of their own. Inset maps should also be described here, with their full titles given. Whenever historical or explanatory information is available, it should be included here as well. This includes information about items or events that are larger than just the map itself; for example, information about cartographers, a description of the map's historical significance (for example, "This is the first printed map of Saratoga Springs"), notes on the laws leading to a map's creation, descriptions of changes in state or county lines, information about the organization that created the map, how often maps were updated, and information about the map's creation and publication. Many State Archives maps have historical information in the catalog record -- that should be captured in this field. An editorial from the Saratogian under "Public Service: As we see it -- what's your reaction? " that describes a new interdepartmental committee and special assistant created to address the issue of aging in New York State by Governor Harriman. Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource "Aid for our Seniors" Is Part Of A related resource in which the described resource is physically or logically included. The Saratogian Source A related resource from which the described resource is derived The Saratogian Date A point or period of time associated with an event in the lifecycle of the resource March 19, 1955 19/3/1955 Publisher An entity responsible for making the resource available The Saratogian Description An account of the resource On the <a href="http://fultonhistory.com/highlighter/highlight-for-xml?altUrl=http%3A%2F%2Ffultonhistory.com%2FNewspapers%252021%2FSaratoga%2520Springs%2520NY%2520Saratogian%2FSaratoga%2520Springs%2520NY%2520Saratogian%25201955%2FSaratoga%2520Springs%2520NY%2520Saratogian%25201955%2520-%25200853.pdf%23xml%3Dhttp%3A%2F%2Ffultonhistory.com%2FdtSearch%2Fdtisapi6.dll%3Fcmd%3Dgetpdfhits%26u%3D230aecbe%26DocId%3D7400603%26Index%3DZ%253a%255cIndex%2520I%252dE%252dV%26HitCount%3D15%26hits%3Dd%2B1d%2B20%2B22%2Bda%2Bc2c%2Bc4b%2Bca0%2Bd1f%2Bd45%2B1488%2B1491%2B1571%2B1575%2B157a%2B%26SearchForm%3D%252fFulton%255fNew%255fform%252ehtml%26.pdf&amp;uri=http%3A%2F%2Ffultonhistory.com%2FNewspapers%252021%2FSaratoga%2520Springs%2520NY%2520Saratogian%2FSaratoga%2520Springs%2520NY%2520Saratogian%25201955%2FSaratoga%2520Springs%2520NY%2520Saratogian%25201955%2520-%25200853.pdf&amp;xml=http%3A%2F%2Ffultonhistory.com%2FdtSearch%2Fdtisapi6.dll%3Fcmd%3Dgetpdfhits%26u%3D230aecbe%26DocId%3D7400603%26Index%3DZ%253a%255cIndex%2520I%252dE%252dV%26HitCount%3D15%26hits%3Dd%2B1d%2B20%2B22%2Bda%2Bc2c%2Bc4b%2Bca0%2Bd1f%2Bd45%2B1488%2B1491%2B1571%2B1575%2B157a%2B%26SearchForm%3D%252fFulton%255fNew%255fform%252ehtml%26.pdf&amp;openFirstHlPage=false" title="March 19, 1955 Editorial Page of the Saratogian newspaper, Fulton County History">editorial page of the March 19, 1955 Saratogian</a> Language A language of the resource eng https://www.ssmp.mdocs.skidmore.edu/files/original/f5e32f86bfa631e25c7694f932bc4df7.jpeg 5bd076fa6aa47b6b88e38d0edcde5d05 https://www.ssmp.mdocs.skidmore.edu/files/original/1a2a3b01be51a212e1136c2f671278cf.jpg 87dd014c9d9205f4cdb3b01de9889f09 https://www.ssmp.mdocs.skidmore.edu/files/original/ce121d32bc34f4da2a6f15d8636d2a62.jpg 65681770967cb82045104879fd9ae964 https://www.ssmp.mdocs.skidmore.edu/files/original/dbadd5d6ecf75132ba425602e49aa724.jpg 2c9ed8c2728876c95a5448ff1926aef6 Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Adult and Senior Center of Saratoga Still Image A static visual representation. Examples include paintings, drawings, graphic designs, plans and maps. Recommended best practice is to assign the type Text to images of textual materials. Original Format The type of object, such as painting, sculpture, paper, photo, and additional data photograph Record Contributor Individual who prepared the item and/or edited it. J. Dym Record Creation Date Day/Month/Year of record creation/edit 26/05/2017 Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource [Groundbreaking of the 5 Williams Street Center] Date A point or period of time associated with an event in the lifecycle of the resource 1977 Description An account of the resource A selection of photographs and newspaper article clippings in the Center's collections related to breaking ground on the new center. Language A language of the resource eng https://www.ssmp.mdocs.skidmore.edu/files/original/7437b181795cfadd84b7869eeef59663.jpg 96bfce2a4cb777266a17e6e84a676d30 https://www.ssmp.mdocs.skidmore.edu/files/original/5b2eeca5b8533577225eff1e9ef097da.png 660b3c639f0236f0f4db6d1ed3151e73 Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Adult and Senior Center of Saratoga Still Image A static visual representation. Examples include paintings, drawings, graphic designs, plans and maps. Recommended best practice is to assign the type Text to images of textual materials. Original Format The type of object, such as painting, sculpture, paper, photo, and additional data photograph Record Contributor Individual who prepared the item and/or edited it. J. Dym Record Creation Date Day/Month/Year of record creation/edit 27/05/2017 Date Depicted (Display) Text version of the date field -- can handle non-numeric characters (ca. 1850s, [1844]). This is the content date field that will display. 1980s 2000s Date Depicted (Numeric) Date that the information on the item depicts. In many cases, this will be the same date as that in the date field, but there will be exceptions. For example, a historical map drawnin 1890 might show Saratoga Springs as it was in 1820. Or, the information on the map itself might include detailed information that enables us to extrapolate a date, for example, "based on a survey done in 1841." Many State Archives map catalog records refer to this as the "situation date." 1980 2000 Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource [Intergenerational support for seniors] Date A point or period of time associated with an event in the lifecycle of the resource 1980 2000 Description An account of the resource Two photographs from the Saratoga senior center's collection which showcase young adults providing technical advice to seniors. In the first image, a young map engages with an image. In the second, seniors and helpers are seated at computers. Language A language of the resource english https://www.ssmp.mdocs.skidmore.edu/files/original/c49dbb072141af24218a6b3f7d9950f1.jpeg 782e950e96bb90d3e58edcce072ce7b0 https://www.ssmp.mdocs.skidmore.edu/files/original/c014441b308b698696029cf70a01ad3b.jpeg 3cc9a12274426a940d08f28e96a1ea94 Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Adult and Senior Center of Saratoga Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource [INVITATION, Dedication, 162 Williams Street] Date A point or period of time associated with an event in the lifecycle of the resource April 1, 1979 https://www.ssmp.mdocs.skidmore.edu/files/original/38b67415105e4e3baa59400e8d376f5a.jpg 365437d80509ede854c2990184fc6d04 Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Adult and Senior Center of Saratoga Still Image A static visual representation. Examples include paintings, drawings, graphic designs, plans and maps. Recommended best practice is to assign the type Text to images of textual materials. Original Format The type of object, such as painting, sculpture, paper, photo, and additional data photograph still image Record Contributor Individual who prepared the item and/or edited it. J. Dym Record Creation Date Day/Month/Year of record creation/edit 16/06/2017 Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource [Photo with Minne Vokes] Date A point or period of time associated with an event in the lifecycle of the resource 1950s https://www.ssmp.mdocs.skidmore.edu/files/original/20b9f9e6c7413a867afeea71d3695b9c.jpeg ea5486f0deb5742dcdbaa6d72cb6d9a3 https://www.ssmp.mdocs.skidmore.edu/files/original/0421657ff77f46e94823386f4194b6ad.jpeg 6a1620145fd8183b17839848f7979cad Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Adult and Senior Center of Saratoga Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource [Program, dedication ceremony] Date A point or period of time associated with an event in the lifecycle of the resource April 1, 1979 https://www.ssmp.mdocs.skidmore.edu/files/original/9aff216255b9fd2804e73fb68c5183ef.jpg ef2cac02da67a3a796065e2c007736a8 Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Adult and Senior Center of Saratoga Text A resource consisting primarily of words for reading. Examples include books, letters, dissertations, poems, newspapers, articles, archives of mailing lists. Note that facsimiles or images of texts are still of the genre Text. Record Creation Date Day/Month/Year of record creation/edit 5/12/17 Record Contributor Individual who prepared the item and/or edited it. Phoebe Radcliffe Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Identifier An unambiguous reference to the resource within a given context 1990-60YearsYoung-ComputerClub Title A name given to the resource [Senior Center Computer Club Members, 2005] Date A point or period of time associated with an event in the lifecycle of the resource 06/12/2005 Description An account of the resource A group of seniors who comprise the Computer Club Provenance A statement of any changes in ownership and custody of the resource since its creation that are significant for its authenticity, integrity, and interpretation. The statement may include a description of any changes successive custodians made to the resource. Adult and Senior Center of Saratoga Language A language of the resource English Format The file format, physical medium, or dimensions of the resource Photograph computers Saratoga Springs Senior Center technology https://www.ssmp.mdocs.skidmore.edu/files/original/c1b9b220b170971be44c76b11d43caa4.jpeg 3682d8e952924179cc4fadf4aed909c1 Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Adult and Senior Center of Saratoga Still Image A static visual representation. Examples include paintings, drawings, graphic designs, plans and maps. Recommended best practice is to assign the type Text to images of textual materials. Original Format The type of object, such as painting, sculpture, paper, photo, and additional data newspaper article still image text Record Contributor Individual who prepared the item and/or edited it. J. Dym Record Creation Date Day/Month/Year of record creation/edit 16/06/2017 Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource [Senior Center] Fifth Anniversary Date A point or period of time associated with an event in the lifecycle of the resource 1964 Is Part Of A related resource in which the described resource is physically or logically included. The Saratogian Publisher An entity responsible for making the resource available The Saratogian Description An account of the resource A photo with caption depicting the fifth anniversary of the Senior Center Language A language of the resource eng Abstract A summary of the resource. Caption reads: The Saratoga Springs Senior Citizens Center, Inc., was the scene of an anniversary celebration Tuesday night when members observed the founding of the Center five years ago. Lighting candles on the anniversary cake, left to right are: Robert B. HOrsfield, whose interest in the Center has developed from the Golden Age Club which preceded it; Mrs. Arthur m. Vokes, executive director of the Center, and William L. Owen, another member of the original Golden Age Club, who is vicepresident of the board of directors of the Center. The Musicians Union provided music through the transcription fund. Birthdays of several members were also recognized. https://www.ssmp.mdocs.skidmore.edu/files/original/10525a5747d721ce044e0cb567d01ee5.jpg bfe48e80128f16d0d99d4b8b794819f2 Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Adult and Senior Center of Saratoga Still Image A static visual representation. Examples include paintings, drawings, graphic designs, plans and maps. Recommended best practice is to assign the type Text to images of textual materials. Original Format The type of object, such as painting, sculpture, paper, photo, and additional data b/w photograph Record Contributor Individual who prepared the item and/or edited it. J. Dym Record Creation Date Day/Month/Year of record creation/edit 16/06/2017 Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource [Seniors at 162 Circular Street] Date A point or period of time associated with an event in the lifecycle of the resource 1955 ca. https://www.ssmp.mdocs.skidmore.edu/files/original/8ba910a46377c955004bb6c6b748a0cb.pdf 9bfbf36f8f12281b07cebdb661f37cfc PDF Text Text � Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Adult and Senior Center of Saratoga Text A resource consisting primarily of words for reading. Examples include books, letters, dissertations, poems, newspapers, articles, archives of mailing lists. Note that facsimiles or images of texts are still of the genre Text. Record Creation Date Day/Month/Year of record creation/edit 5/12/17 Record Contributor Individual who prepared the item and/or edited it. Phoebe Radcliffe Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Identifier An unambiguous reference to the resource within a given context 1968-60YearsYoung-AnnualReport Title A name given to the resource 1967 Annual Report Date A point or period of time associated with an event in the lifecycle of the resource 1967 1968 Description An account of the resource An annual report outlining the 1967 year for the Center Provenance A statement of any changes in ownership and custody of the resource since its creation that are significant for its authenticity, integrity, and interpretation. The statement may include a description of any changes successive custodians made to the resource. Adult and Senior Center of Saratoga Language A language of the resource English Format The file format, physical medium, or dimensions of the resource Document History Saratoga Springs Senior Center https://www.ssmp.mdocs.skidmore.edu/files/original/e06004c9867c3227fd7407993d3e0ead.jpeg 931092b4bbfea76e4819679ec22e6144 Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Adult and Senior Center of Saratoga Text A resource consisting primarily of words for reading. Examples include books, letters, dissertations, poems, newspapers, articles, archives of mailing lists. Note that facsimiles or images of texts are still of the genre Text. Record Creation Date Day/Month/Year of record creation/edit 5/12/17 Record Contributor Individual who prepared the item and/or edited it. Phoebe Radcliffe Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Identifier An unambiguous reference to the resource within a given context 1969-60YearsYoung-Bylaws Title A name given to the resource 1969 By-laws Date A point or period of time associated with an event in the lifecycle of the resource December 1969 12/1969 Description An account of the resource The Center's by-laws as of December 1969 Provenance A statement of any changes in ownership and custody of the resource since its creation that are significant for its authenticity, integrity, and interpretation. The statement may include a description of any changes successive custodians made to the resource. Adult and Senior Center of Saratoga Language A language of the resource English Format The file format, physical medium, or dimensions of the resource Document document Saratoga Springs Senior Center https://www.ssmp.mdocs.skidmore.edu/files/original/6b02584009580334a893bd00298ab0d2.pdf 64e5eb2d0afd7f4e693bec412058b269 PDF Text Text � Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Adult and Senior Center of Saratoga Text A resource consisting primarily of words for reading. Examples include books, letters, dissertations, poems, newspapers, articles, archives of mailing lists. Note that facsimiles or images of texts are still of the genre Text. Record Creation Date Day/Month/Year of record creation/edit 5/12/17 Record Contributor Individual who prepared the item and/or edited it. Phoebe Radcliffe Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Identifier An unambiguous reference to the resource within a given context 1977-60YearsYoung-Budget Creator An entity primarily responsible for making the resource Dwyer, Brian Title A name given to the resource 1977 Budget Date A point or period of time associated with an event in the lifecycle of the resource 3/9/77 Description An account of the resource A budget report from 1977 Provenance A statement of any changes in ownership and custody of the resource since its creation that are significant for its authenticity, integrity, and interpretation. The statement may include a description of any changes successive custodians made to the resource. Adult and Senior Center of Saratoga Language A language of the resource English Format The file format, physical medium, or dimensions of the resource Document 1970s funding Saratoga Springs Senior Center https://www.ssmp.mdocs.skidmore.edu/files/original/875938905655ea3b19113256965d68ac.jpg dc5e78cc92d59ce93cfa47ec78350ce3 Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Adult and Senior Center of Saratoga Text A resource consisting primarily of words for reading. Examples include books, letters, dissertations, poems, newspapers, articles, archives of mailing lists. Note that facsimiles or images of texts are still of the genre Text. Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource A dream comes true for Senior Citizens Date A point or period of time associated with an event in the lifecycle of the resource 15/12/1978 Is Part Of A related resource in which the described resource is physically or logically included. The Saratogian Description An account of the resource An article describing the dedication of the new senior center at 5 Williams Street "this morning." It notes that this is a 'working example of a community helping its residents to help themselves..." and sees the center as 'timely and worthwile Christmas gift for the entire city. Among the offerings in the new building, a new hoome for the Economic Opportunity Council's dining facilities, and a victory for the Saratoga Springs Communtiy Development program. Language A language of the resource eng https://www.ssmp.mdocs.skidmore.edu/files/original/d3e2a4d12ebe04311d6d62b3016e0ad6.pdf 58928939cec69208157bfd77a9a3ca43 PDF Text Text American Academy of Political and Social Science Barriers to the Employment of Older Workers Author(s): Albert J. Abrams Source: The Annals of the American Academy of Political and Social Science, Vol. 279, Social Contribution by the Aging (Jan., 1952), pp. 62-71 Published by: Sage Publications, Inc. in association with the American Academy of Political and Social Science Stable URL: http://www.jstor.org/stable/1028796 Accessed: 01-11-2015 13:53 UTC Your use of the JSTOR archive indicates your acceptance of the Terms & Conditions of Use, available at http://www.jstor.org/page/ info/about/policies/terms.jsp JSTOR is a not-for-profit service that helps scholars, researchers, and students discover, use, and build upon a wide range of content in a trusted digital archive. We use information technology and tools to increase productivity and facilitate new forms of scholarship. For more information about JSTOR, please contact support@jstor.org. American Academy of Political and Social Science and Sage Publications, Inc. are collaborating with JSTOR to digitize, preserve and extend access to The Annals of the American Academy of Political and Social Science. http://www.jstor.org This content downloaded from 141.222.2.81 on Sun, 01 Nov 2015 13:53:53 UTC All use subject to JSTOR Terms and Conditions �to Barriers the Employmentof OlderWorkers By ALBERTJ. ABRAMS T HERE are two main types of barriers that hinder the older job applicant-the indirect and the direct. The indirect type is found in industrial processes and techniques which exclude older job seekers though not instituted primarily to do so. (These include restricted-entry jobs, promotion-fromwithin systems, pensions, unvalidated medical and psychological tests, timepressure tasks, and certain union regulations.) The indirect type of barrieris also found in culture bars within and without industry which have an impact on industry, such as glorification of youth, upward gradients, a high-energy society, and success values based on job status and monetary return. The direct type is found in the following: written rules excluding job seekers over a predetermined chronological age; unwritten rules followed by hiring or screening authorities to bar applicants over a predetermined chronological age; deficiencies of the older worker, whether in training, adjustability, or preparation for job seeking; and lack of public or private counseling and placement service geared to older job seekers. It should be emphasized that barriers against older job seekers are not peculiar to American industry. There is evidence that they exist in underdeveloped and agrarian economies as well as in industrial societies, and in statist as well as democratic regimes. The extent and intensity of such obstacles may vary depending upon a host of factors, such as the significance of work in the culture, the role assigned to older persons in the family, and provision of work substitutes; but through- out the world, employers generally are not eager to hire older persons. MEASURESOF FORMALAGE BARRIERS The resistance of employers to the employment of older workers is indicated by three post-World War II surveys. A community-wide study of 38 firms employing 62,828 workers in Rochester, New York indicated that 29.5 per cent of the companies imposed a maximumage limit "above which new employees are not ordinarily hired."1 A state-wide survey by State Senator Thomas C. Desmond, chairman of the New York State Joint Legislative Committee on Problems of the Aging, disclosed that 39 per cent of 172 companies admitted imposing formal aging barriers.2 A nation-wide joint survey of 277 concerns by the National Association of Manufacturers and the United States Chamber of Commerce in 1949 indicated that 26 per cent of the firms "did not follow a practice" of hiring older workers.3 The NAM two decades earlier had conducted a similar inquiry and found that 28 per cent of the firms had such age barriers.4 1Industrial Management Council, Community Survey of Employment of the Elderly, Rochester, N. Y., Jan. 1, 1948, 7 pp. 2 Albert J. Abrams, "Industry Views its Elderly Workers," in Birthdays Don't Count (Albany, N. Y.: New York State Joint Legislative Committee on Problems of the Aging, Leg. Doc. 61 of 1948), pp. 152-53. 3National Association of Manufacturers, Industrial Relations Department Report, Employment of the Physically Handicapped and Older Workers (New York, 1949), p. 15. 4National Association of Manufacturers, 62 This content downloaded from 141.222.2.81 on Sun, 01 Nov 2015 13:53:53 UTC All use subject to JSTOR Terms and Conditions �BARRIERS TO THE EMPLOYMENT OF OLDER WORKERS A 1930 study of firms in New York State concluded that "in approximately one-quarter of the moderate-sized and large companies including 40 per cent of the jobs in the state, the older person would encounter an insurmountablehiring bar. His chances of being accepted would be practically zero." 5 Thus over a period of twenty years, from one-quarter to two-fifths of firms queried in various surveys have admitted the imposition of direct formal barriers. These figures are only suggestive. A more realistic yardstick to measure the prevalence of formal age barriers is the data in job orders filed with public employment service agencies. A study made in 1950 showed that in New York State, of 3,500 job openings 25 per cent had an age limitation; in Columbus, Ohio, of 3,925 openings 81 per cent had age restrictions for women, 75 per cent for men; in Lancaster, Pennsylvania of 511 openings 60 per cent had age restrictions; in Birmingham, Alabama 90 per cent of the openings, and in Dallas, Texas 50 per cent, specified age restrictions.6 Another measurement of age bias is the extent to which "help wanted" advertisements contain such restrictions. A recent analysis of 3,474 job opportunities for males advertised in the New York Times showed that 38.2 per cent included an age limitation.7 Public Old Age Pensions (New York, 1930), p. 24. 5 Solomon Barkin, "The Older Worker in Industry,"in Report of the Joint Legislative Committee on Unemployment, Leg. Doc. 66, 1933 (Albany, N. Y.: J. B. Lyon Co.), pp. 190-204. 6 U. S. Dept. of Labor, Bureau of Employment Security,Older WorkersSeek Jobs, Aug. 1951, 10 pp. 7Walter G. O'Donnell, "The Problem of Age Barriersin Personnel Selection,"in Personnel (New York: American Management Association,May 1951), pp. 461-71. 63 PATTERN OF AGE BARRIERS VARIES It is clear that age barriers are a pervasive force in industry. However, the pattern of the barriersvaries widely from industry to industry, from job to job, and from community to community. Advertising and public utility firms are notorious for rigid utilization of inflexible age requirements. New industries such as chemicals, plastics, and aviation customarily impose age restrictions to a greater extent than older industries. The age bars are not as numerous in the service industries or in service jobs in any industry. There is a tendency to ignore age restrictions for jobs requiring a high degree of skill, such as tool and die maker. Large concerns are more likely to impose age restrictions than are medium or small firms. An indication of the different levels at which age barriers are imposed in various jobs is seen in the fact that restaurantswill take highly skilled people like cooks up to 65 years of age, but waitresses, waiters, and counter people meet resistance at age 50 or earlier. Hotel clerks run up against age barriers at 40. Professional nurses over 40 find difficulty obtaining jobs on hospital staffs but can be placed on private duty. In commercial offices, the age limit is frequently 35 for women and 45 for men except in specialized fields such as legal stenography, insurance brokerage, and sometimes bookkeeping. CULTUREBARRIERS The disregardin our high-energy culture for the biological, social, and economic demands of life in the later years must be viewed as a temporary, transitional phenomenon. More satisfactory adjustments are being sought amid rapidly changing values. There This content downloaded from 141.222.2.81 on Sun, 01 Nov 2015 13:53:53 UTC All use subject to JSTOR Terms and Conditions �64 THE ANNALS OF THE AMERICAN ACADEMY is developing a planned, conscious effort to re-examine, re-evaluate, and reshape the attitudes and policies of society toward its older people.8 This issue of THE ANNALS is in itself an overt manifestation of this conscious effort. These efforts clash with our traditional culture values which impede the hiring of older workers. We are a nation of youth worshipers. Our national heroes are not philosophers or physicists, but twenty-year-old baseball players and teen-age Hollywood stars whose obvious lack of dramatic powers is obscured by more obvious features. Many respectable corporate fortunes are being made today by successfully conditioning the public to a dread of aging. The purveyors of face creams, liver pills, slenderizingmechanisms,and so forth hold before us the grim prospect of a wrinkled, obese, ill old age. Youth, youth, youth! We idealize it. We crave it. We fear its loss. How natural that industry should fall prey to the theme fostered by itself, and call for workers with "zing," "bounce," "drive," "aggressiveness," and for women "with looks"! Age respect has certainly withered before intergeneration mobility, industrialization, and urbanization. But another restricting force is the exaltation of upward gradients. Anthropologists inform us that we value not past success or past eminence but continued upward achievements. "Going to the top" is our goal. And once at the top, we must continue to find new heights. Confronted with pressures of this type, the older person is likely to flounder, become disheartened, deem himself a failure, accelerate the likelihood of his 8 See MargaretMead, "CulturalContextsof Aging," in No Time to Grow Old (Albany, N. Y.: New York State Joint Legislative Committee on Problems of the Aging, 1951), pp. 48-51. inability to obtain work, and remove himself from the labor market entirely. The gradual disappearance of the kinship-oriented conjugal family which provided status, emotional security, and often work security for the aged is another block in the path of the older person. In days gone by, "working for relatives" was quite common among older persons. The family took care of the work needs of older people. Today with the family economy gone, and with family businesses replaced by corporate structures, the opportunities for such jobs are restricted. CULTURAL AIDS There are numerous cultural forces which are operating to advance work opportunities for older persons. The premium we place on autonomy from infancy to senility forces many older people into the labor market who otherwise might not seek employment. Since opportunities for older persons to be autonomous are less numerous than such persons, our older adults are often held in disrepute in the family, in the commnuity, and in the personnel office. Increasingly older persons want to be "on their own." Sociologists point out that apart from any biological need for activity, paid work becomes the means of mediating the conflicts that rage in families when individuals have feelings toward responsibility for their parents which conflict with pressures to protect the living standards and future of their own children. One of the most hopeful of the current cultural forces is the tendency to glorify the worth of the individual and to maximize his opportunities. The emergence of this culture value will serve to mold industrial, economic and policical policies to the advantage of older men in the labor market. Other societal pressures operating for the older job seeker are those which This content downloaded from 141.222.2.81 on Sun, 01 Nov 2015 13:53:53 UTC All use subject to JSTOR Terms and Conditions �BARRIERS TO THE EMPLOYMENT OF OLDER WORKERS 65 establish work as status, as prestige, as success, as power. The lack of interhuman associations apart from work also helps to build up pressure for expanding job opportunities for older persons. There are thus at present conflicting cultural forces in our society which are stimuli and inhibitors of employment opportunitiesof older persons. workers. Prejudice against them may not diminish in a tight labor market, but its overt manifestations and its practical impact are lessened. The prejudice lies simmering, awaiting an opportunity to steam forth in repressive age restrictions. Even in times of labor shortage, defense plants and governmental agencies will advertise for workers "under 35" LACK OF JOBS or "under 45" depending on the type As obvious as Cyrano's nose, the of position. One recent study, howmain barrier to the employment of ever, indicated that among those 65 older workers is simply a lack of avail- and over, only 17 per cent had been able jobs. A United States Employ- seeking a job for twenty weeks or more ment Service survey disclosed that as in a tight labor area, compared with "unemployment increases, employer almost 29 per cent in an area of very specifications with respect to age are substantial labor surplus.l2 tightened and the per cent of older BY ERECTED OLDERJOB BARRIERS workers among the jobless increases SEEKERS . .and if not reemployed at their Out of the new research on the older regular work, [the older workers] are usually downgradedin skill and pay." 9 job seeker has come awareness that he Similar conclusionshave been reached is one of his own main obstacles.13 He by studies in various foreign coun- often comes to the task of seeking a job tries.10 World-wide, the plight of the with little understanding of the nature older worker varies in intensity with of the project. He lacks skill in merthe extent of employment or the condi- chandising himself-does not know how tion of the labor market.1l If the de- to carry on an aggressive sales cammand for labor can be broadened par- paign in his own behalf. He may be a ticularly in areas of high technological poor letter writer. He may be so afchange, declining industries, contract- fected by what can only be described ing employment, or underdevelopment, as "unemployment shock" that he reolder workers will find it easier to ob- acts in interviews either with overtain work. timidity or with overaggressiveness. He However, the condition of full em- often lacks familiarity with the job ployment will not ipso facto eliminate leads in his field, such as trade direcall obstacles to the hiring of older tories and publications. 9 Robert C. Goodwin, "The Older Worker Very frequently, the older worker is in the Labor Market," in Young at any Age unfamiliar with the principle of con(Albany: New York State Joint Legislative version. A watchmaker thinks only in Committee on Problems of the Aging, Leg. terms of watchmaking instead of any Doc. 12, of 1950), p. 79. 10 See International Labour Office, Discrimination Against Elderly Workers, Geneva, 1938 (mimeo.). 11Albert J. Abrams, "Discrimination in Employment of Older Workers in Various Countries of the World," abstracted in Journal of Gerontology, Vol. 6 (July 1951), supp. to No. 3, p. 51. 12 U. S. Dept. of Labor, Bureau of Employment Security, Older Workers at the Public Employment Office, Aug. 9, 1950. 13New York State Employment Service and Division of Placement and Unemployment Insurance, Employment Problems of Older Workers in New York City, Aug. 1950, 123 pp. This content downloaded from 141.222.2.81 on Sun, 01 Nov 2015 13:53:53 UTC All use subject to JSTOR Terms and Conditions �66 THE ANNALS OF THE AMERICAN ACADEMY related precision work. A sheet metal worker thinks in terms of sheet metal work alone rather than allied metal work jobs. This failure to dissect his own talents properly hits especially hard at those men who have worked for years at one single operation which has become obsolete. The high obsolescence of machinery and skills in modern industry and the increased mobility of industry itself are severe, real barriers to the employment aspirations of older persons. They often serve to leave older workers, with long experience on a single job or single machine, high and dry. The pace of modern production lines often is not attuned to reaction timing of aging nervous systems. Experienced counselors are familiar with the reactions of older men with stable work histories who are suddenly cast out of a job; the counselor often finds that "time purges unrealistic demands," but it is a harsh cure. The worker whose production is declining imposes his own barriers when he refuses to recognize his own failing capacities and adjust to them, when he refuses to accept work of lower prestige or status, lower skill, or lower pay than he has been accustomed to in the past. Many men resist wearing hearing aids, glasses, or other appliances which would enable them to remain on the job or expedite their adjustment to a new job. They often fail to realize that they would be much more likely to obtain employment if they searched for work in plants that are out of town or uptown instead of downtown, or if they would consider split-shift jobs. When the older worker is "set in his ways," when he obviously has a knowit-all attitude that alienates younger supervisors or other associates, when he suffers from emotional disturbances which may be related to climacteric changes, family difficulties, or other factors, he is obviously his own barrier. Sometimes women resist brushing up on old skills when they re-enter the labor field after years of layoff to raise families, and find difficulty obtaining work such as bookkeeping,stenography, typing, or photography. Many of these obstacles fortunately can be prevented or overcome. The older workers can themselves block development of many of these self-made barriers or can be aided in skirting them through the aid of skilled employment counselors. INDUSTRY OBSTACLES Many of our foremost production executives argue that hiring older job seekers means increasing production costs. Mr. Charles E. Wilson, shortly before leaving General Electric Company to become Director of Defense Mobilization, informed the Desmond Committee that "keeping older people with diminished capacity in the labor force tends to raise costs appreciably and reduce efficiency." The coupling of "older people" with "diminished capacity" is significant, as one of the dominant stereotypes in industrial thinking is the linking of older workers with decreased production. However, there are no data which indicate that older men generally produce less than younger men, or that younger men can keep pace with older men on certain types of jobs, or that older men cannot keep up with younger men on other types of jobs if permitted to sit rather than stand, or if permitted occasional rest periods. On the contrary, a Desmond Committee survey showed that nearly threefourths of the firms reporting indicated that older workers produce as much as younger workers. A NAM survey indicated that one-third of the reporting concerns felt that the quantity of work of the older person was greater, and a This content downloaded from 141.222.2.81 on Sun, 01 Nov 2015 13:53:53 UTC All use subject to JSTOR Terms and Conditions �BARRIERS TO THE EMPLOYMENT OF OLDER WORKERS majority of them believed that the quality of work was superior. Nonetheless, there is widespread belief in management circles that since our Americaneconomy is based on lowcost mass production, this conflicts with the hiring of older job seekers. Closely associated with this concept is the rationalization that younger men are needed for competitive strength. "We need young, hard-hitting, aggressive employees," the employer says, "if we are to compete successfully." The values of mature judgment, experience, and know-how are rarely equated with "drive," "pep," "dynamic personality." Pension and compensation rates Pensions may indeed prove costly, when older men are hired. For example, a single premium for a newly hired 40-year-old who is to be retired at 65 with a $100-a-month annuity may cost a firm $6,823; for a 55-year-old, $10,623; for a 60-year-old, $13,860.14 While these figures are approximations, and will vary depending on the type of pension arrangementset up, they indicate that the penalty for hiring an older worker under current pension systems may be felt keenly; this is not likely to be true, however, of pension systems operated on a cents-an-hour basis which disregards the age of individual employees. Mr. William White, president of the Delaware, Lackawanna and Western Railroad Company, recently informed the Desmond Committee that since pension plans usually require long periods of service to qualify for annuities, concerns are hesitant to hire those who will not benefit from the pension plans because of an insufficientnumber of years 14 Assumes a 214 per cent interest rate, based on 1937 standard annuity mortality rates, set back one year and loaded 8 per cent of gross. 67 remaining before compulsory retirement. Firms are reluctant to hire shortterm help who will be retired on a pittance. Mr. Eugene Holman, president of Standard Oil Company (New Jersey), emphasizes that pension plans which require workers to serve a long number of years with a particular concern "introduce inflexibility into the labor market and discourage the hiring of older employees." There is no conclusive evidence that workmen's compensation rates generally go up as older men are hired. Senator Desmond assails this contention as "a myth of management," conjured up from isolated cases of large compensation awards granted in instances of injuries to older men. He reports: show that while accidents Investigations tend to be more severe amongelderlyand the duration of disability longer, older workerstend to have fewer accidents,and are less likely,due to theirknow-how, be to burned,crushed,cut, punctured,or lacerated on the job. Too, the rate-making process does not take into account age. Adoptionof so-calledSecondInjury Laws tends to reduce the risk of employersin hiringolderpersonswith disabilities. Other personnel policy factors Another frequently expressed reason for barring older job seekers is the need to maintain a balanced labor force. Since many American companies do keep in their employ workers of many years' seniority, they sometimes fear permitting entry of newcomers in the upper age brackets, as tending to an overload of aged. "But if we hire older men we will be cutting down job opportunities for youth. Youngsters have to be given a chance too." This lament is often heard. It is based on the questionable assumption of a restricted job pool. This content downloaded from 141.222.2.81 on Sun, 01 Nov 2015 13:53:53 UTC All use subject to JSTOR Terms and Conditions �68 THE ANNALS OF THE AMERICAN ACADEMY Furthermore, there are many jobs youngsters do not want or cannot fill, such as dead-endjobs, monotonousjobs, technical supervising jobs. Nonetheless, the youth-versus-age conflict is a very real restrictor of job opportunities for older workers. Many companies cite their policy of "promoting from within" as seriously restricting their ability to hire older workers. Entry jobs are restricted to low-pay, low-skill posts, such as office boy, sweeper, and junior clerk, and it is expected that persons filling those jobs will be promoted through the ranks in accordance with an industrial career system. For the company this is expected to build a "team spirit" and "better morale," which in turn are expected to lower turnover and step up production. The inflexibility of these promotion systems which bar entry of high-level talent of mature years and conflict with the realities of an aging labor force calls for re-examination. Even when a company does not have a rigid promotion-from-within policy, there is often a feeling that the "family spirit" within the plant cannot be developed in workers hired late in life. Among the main impedimenta to the hiring of older workers are a host of unverified premises. For example, a recent study in the needle-trades industry disclosed these attitudes: "Old people think they know everything and insist on doing things their own way"; "they're sick too often"; "they can't get along with younger workers"; "old people can't turn out enough work"; "they're going to retire soon on pensions, and we need workers who will stay on the job"; "they can't get around fast enough"; "they can't stand on their feet too long"; "you can't ask old folks to do heavy work." The validity of many of these attitudes is questionable; all cry out for scientific analysis and verification. But that they compose a very formidable barricade to the older job seeker is unquestioned. EMPLOYMENT TECHNIQUES Recent inquiries have shown that older job seekers are commonly given little consideration in public employment agencies. Experiments in the United States and Canada have indicated that when special attention is given in the form of counseling and extra placement efforts, twice as many older persons obtain employment as under usual procedures. Until the public employment service is financially enabled to provide the necessary personnel to give special service to the 40plus group, and until federal funds are allocated to the state employment offices on a work-load basis, the older worker will continue to meet his first barrier to a job when he steps into a public employment office. At the plant, a magnificent array of pseudo-scientific medical and psychological tests authorized by personnel directors who confuse the apparatus of science with science itself adds to the obstacles that lie in wait for the older man or woman who seeks a job. The medical job-screening examinations, for example, are rarely related to the job that is available. Too, they aim to ferret out disease rather than to assess health status or ability to work in relationship to a specific job. Industrial physicians are primarily doctors, and, as such, are disease hunters, rather than physiological experts capable of determining with precision stamina and and health status. Cardiac specialists, for example, constantly complain of medical generalists in industry who simply are unaware of the work tolerances of a job applicant with a heart impairment. The physician attached to a small plant in particular is likely to be wholly unfamiliar with job demands. This content downloaded from 141.222.2.81 on Sun, 01 Nov 2015 13:53:53 UTC All use subject to JSTOR Terms and Conditions �BARRIERS TO THE EMPLOYMENT OF OLDER WORKERS 69 Psychological tests of personality or ployment of the older worker is the aptitudes generally have been validated lack of job analysis data which would on younger persons-college students give management an accurate picture for the most part. No one knows of the demands of each job. These, whether they are at all valid for older used in conjunction with physical depeople; in fact there are a number of mands data, could be utilized to place reasons to doubt their applicability to older workers in jobs for which they older persons. They are often unmean- are suited. Is it in the very nature of our indusingful to older persons who are not test oriented, as are young people who trial society that our older workersmust have been tested and retested from be discarded and thwarted in their efelementary grades through colleges. forts to obtain work? There is no inThe tests are often unrelated to the dication that there is anything inherent specific job opening. They may impose in a complex, mass production economy time-pressure limitations that are not to prevent the hiring of older workers. imposed by the job itself. The presi- Some large companies, such as Eastdent of one concern which utilizes psy- man Kodak and Endicott Johnson, do chological tests to screen job appli- hire older workers successfully. The cants informs me that he has come to main obstacle is lack of data, lack of appreciate the deficiencies of the test research, lack of knowledge. Stemming when dealing with older persons, and from these are obstacles of attitudes so automatically upgrades scores of and prejudices. Machines can be the 40-plus applicants! "Evaluation adapted to gray-haired men, and grayof the work ability of older persons is haired men can be adapted to maless simple, is less adapted to routine chines. But when the foe is not maprocedure, and requires more time and chines but ignorance and prejudice, the consideration," one investigator points task is much more difficult. out.15 BARRIERS BY UNIONS When hiring is done at the gate, individual prejudices against older men The barriers imposed by unions to block their obtaining an equal chance the hiring of older workers are largely at jobs. When the hiring or screening of an indirect nature and have not been is done in the personnel office by crew- given thorough, critical analysis.16 The cut, bow-tie juveniles fresh out of col- older worker is one of labor's constitulege, the older worker is often at a ents, hnd the unions are, it may be serious disadvantage. Dr. Irving Lorge assumed, just as likely on the whole to and J. Tuckerman of Columbia Univer- seek to promote his interests as is a sity Teachers College have conducted California Congressmanthe interests of research which indicates that even a Long Beach taxpayer. Union pressophisticated individuals such as gradu- sures for old-age insurance, corporate ate students of psychology have ab- pensions, medical benefits, seniority, sorbed prejudices against older job ap- and full employment have operated to plicants. protect the older person. However, One of the major obstacles to the em- the interest of unions in the older worker varies considerably depending 15 Arthur J. Noetzel, Jr., Personnel Administration and the Older Worker (Cleveland: Welfare Federation of Cleveland, Occupational Planning Committee, Jan. 12, 1951, mimeo.), p. 6. 16 A preliminary analysis is contained in Albert J. Abrams, "Unions and the Older Worker," in No Time to Grow Old, op. cit. note 8 supra, pp. 119-44. This content downloaded from 141.222.2.81 on Sun, 01 Nov 2015 13:53:53 UTC All use subject to JSTOR Terms and Conditions �70 THE ANNALS OF THE AMERICAN ACADEMY on a host of factors such as age of union members, age of union leadership, nature of the industry organized, and stage of unionization achieved. One of the obstacles to the hiring of older workers is the refusal of many unions to permit workers of declining abilities to be downgraded in pay or position. Sixty per cent of the international unions reporting to Senator Desmond in one survey said they permitted older workers to take lowerrated jobs at lower wage rates, 30 per cent that they refused to allow such downgrading,and 10 per cent that they left the matter up to the locals. All of the internationals reporting, with the lone exception of the International Typographical Union, refused to permit older workers to remain at their same jobs at lower wage rates if unable to do a full day's work. Managementreported that even when union rules permitted downgrading, in the actual give and take of collective bargaining, the labor leaders strenuously opposed such moves. Unions with closed shops or hiringhall arrangements reported they were able to combat management barriers against hiring older workers quite effectively by controlling the employment referrals. However, where unions utilize work permits and older men seek to switch from one skill to another or from one industry to another, the man of mature years is likely to run into severe obstacles. Some unions have been loath to open up entry jobs for older persons which would enable them to get a foothold in plants. Older workers coming to a plant for work are sometimes confronted with the regulation that they must start as apprentices to obtain employment, but they are too old to start as apprentices! Thirty per cent of internationals reporting to Senator Desmond stated that they placed some bar in the way of part-time work for retired union members. The exploitation of homeworkers in the early decades of the twentieth century and fear of the tearing down of wage structures have led to a refusal to reopen the question to permit homebound elderly people to earn a living and to enable many on old-age assistance roles to gain an income. One of the barriers imposed by unions in the past has been an understandable subordination of interest in the older job seeker to the larger issues of higher wages, union security, and better working conditions. Even today, some union leaders are prone to dismiss the problem of the aged job seeker as an insignificant but inseparable aspect of the issue of full employment. However, many unions are beginning to recognize that their constituency is aging, and that the problems of older job seekers, while akin to those of all job seekers, are often unique, and demand careful consideration and prompt action. PROGRESS BEING MADE The barriers that block the employment of older persons are formidable but not insuperable. They are being slowly penetrated. The National Association of Manufacturers, the National Industrial Conference Board, the American Management Association, and the United States Chamber of Commerce, have conducted surveys or educational programs. Both the American Federation of Labor and the Congress of Industrial Organizations,as well as some independent internationals, have assigned personnel to explore this area and to help promote the hiring of older workers. Foundations are beginning to allocate funds for basic and applied research. At many universities, including Columbia, Cornell, and the universities of California, Minnesota, Wisconsin, This content downloaded from 141.222.2.81 on Sun, 01 Nov 2015 13:53:53 UTC All use subject to JSTOR Terms and Conditions �BARRIERS TO THE EMPLOYMENT OF OLDER WORKERS and Chicago, research in this area has started. Governmental agencies are undertaking research, education, and service functions. The Federal Security Agency's Committee on Aging and Geriatrics, the United States Bureau of Labor Statistics, and the Women's Bureau are stimulating or engaging in research and education. The United States Bureau of Employment Security has undertaken fundamental research and has issued a manual on counseling older job seekers. Research on capabilities of older workers has been underway for some time at the Gerontological Division of the National Institutes of Health. Significant studies of skill and age are being made from grants made to Cambridge University by the Nuffield Foundation. Private groups such as the National Committee on Aging have set up special task forces to promote the interests of older workers. The National Planning Association, the Twentieth Century Fund, and other such groups are making contributions to understanding the gray-haired man who comes to the factory gate in search of a job. Newspapers, magazines, radio, and television are beginning to do an effective interpretative job of employer and employee problems in this field. On the state level, the New York State Joint Legislative Committee on Problems of the Aging has pioneered in development of programs in this field. Massachusetts by virtue of a 71 1950 law has become a testing ground for the efficacy of the approach of the Fair Employment Practice Committee to banning discrimination against older job seekers. Many other states are turning their attention to this field. In Schenectady, Syracuse, Cleveland, Indianapolis, Portland (Oregon), Chicago, and Los Angeles, local community groups are seeking to improve the opportunities of older job seekers to obtain equal consideration in employment. Forty-plus clubs are active in obtaining work for older executives. The goal of all these efforts is to assure an opportunity to obtain work for all older men who want work and can be fitted for work. The mental blocks of attitudes and myths can be smashed. Research and education will overcome the barriers of myth and ignorance that strengthen stereotypes about older workers and block sound personnel procedures. The barriers that stem from lack of technical tools, such as suitable testing apparatus and training facilities, will be overcome as money, time, and personnel become allocated to the task. New experiences in utilizing an aging work force will speed up acceptability of older persons by industry. And since the product-older men and womenis constantly being improved by better education, better medicine, and better living conditions, there is every reason to believe that in the not too distant future when a 40-plus or 60-plus job seeker applies for work his birthdays will not be counted against him. Albert J. Abrams, Newburgh, New York, is director of the New York State Joint Legislative Committee on Problems of the Aging, acting chairman of the employment section, National Committee on Aging, and research associate to State Senator Thomas C. Desmond. He has been chairman of the employment section, President's National Conference on Aging, director of the New York State Joint Legislative Committee on Nutrition, director of the New York State Trichinosis Commission, staff director of the New York Senate Committee on Affairs of Cities, and assistant to the Mayor of West New York, New Jersey. He is editor of No Time to Grow Old (1951), Young at Any Age (1950), Never Too Old (1949), and Birthdays Don't Count (1948). He has written articles on government for lay and professional journals. This content downloaded from 141.222.2.81 on Sun, 01 Nov 2015 13:53:53 UTC All use subject to JSTOR Terms and Conditions � Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Adult and Senior Center of Saratoga Text A resource consisting primarily of words for reading. Examples include books, letters, dissertations, poems, newspapers, articles, archives of mailing lists. Note that facsimiles or images of texts are still of the genre Text. Text Any textual data included in the document Albert J. Abrams, "Barriers to the Employment of Older Workers" The Annals of the American Academy of Political and Social Science, Vol. 279, Social Contribution by the Aging (Jan., 1952), pp. 62-71. Original Format The type of object, such as painting, sculpture, paper, photo, and additional data journal article Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Barriers to Older Employment Date A point or period of time associated with an event in the lifecycle of the resource 1952 Language A language of the resource eng Creator An entity primarily responsible for making the resource Abrams, Albert J. Publisher An entity responsible for making the resource available Sage Publications https://www.ssmp.mdocs.skidmore.edu/files/original/eea7b0f957fa3c8f6c1d3656db3d3b69.jpg 2c9ed8c2728876c95a5448ff1926aef6 Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Adult and Senior Center of Saratoga Text A resource consisting primarily of words for reading. Examples include books, letters, dissertations, poems, newspapers, articles, archives of mailing lists. Note that facsimiles or images of texts are still of the genre Text. Record Creation Date Day/Month/Year of record creation/edit 5/12/17 Record Contributor Individual who prepared the item and/or edited it. Phoebe Radcliffe Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Identifier An unambiguous reference to the resource within a given context 1977-60YearsYoung-BreakingGround Title A name given to the resource Breaking Ground Date A point or period of time associated with an event in the lifecycle of the resource 09/09/1977 1977 Description An account of the resource A newspaper clipping showing the beginning of construction for the center at 5 Williams St. Provenance A statement of any changes in ownership and custody of the resource since its creation that are significant for its authenticity, integrity, and interpretation. The statement may include a description of any changes successive custodians made to the resource. Adult and Senior Center of Saratoga Language A language of the resource English Format The file format, physical medium, or dimensions of the resource Newspaper 5 Williams construction Saratoga Springs Senior Center https://www.ssmp.mdocs.skidmore.edu/files/original/c004a67c4897ea7e5f606736558792b9.jpg 4340bf0391751c8c533e54d9c05e3d4e Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Adult and Senior Center of Saratoga Text A resource consisting primarily of words for reading. Examples include books, letters, dissertations, poems, newspapers, articles, archives of mailing lists. Note that facsimiles or images of texts are still of the genre Text. Record Creation Date Day/Month/Year of record creation/edit 5/12/17 Record Contributor Individual who prepared the item and/or edited it. Phoebe Radcliffe Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Identifier An unambiguous reference to the resource within a given context 1964-60YearsYoung-CircularClosed Title A name given to the resource Circular Closed Date A point or period of time associated with an event in the lifecycle of the resource 11/12/1964 1964 Description An account of the resource A newspaper clipping about the center's lack of funding leading it to close Provenance A statement of any changes in ownership and custody of the resource since its creation that are significant for its authenticity, integrity, and interpretation. The statement may include a description of any changes successive custodians made to the resource. Adult and Senior Center of Saratoga Language A language of the resource English Format The file format, physical medium, or dimensions of the resource Newspaper 162 circular Saratoga Springs Senior Center https://www.ssmp.mdocs.skidmore.edu/files/original/d55c46083c690460fe895b1ba95cfb34.jpg 0c497e1675d16da12a0925339de5efc7 Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Adult and Senior Center of Saratoga Text A resource consisting primarily of words for reading. Examples include books, letters, dissertations, poems, newspapers, articles, archives of mailing lists. Note that facsimiles or images of texts are still of the genre Text. Record Creation Date Day/Month/Year of record creation/edit 5/12/17 Record Contributor Individual who prepared the item and/or edited it. Phoebe Radcliffe Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Identifier An unambiguous reference to the resource within a given context 1964-60YearsYoung-CitizenCenterisActive Place Title A name given to the resource Citizen Center is Active Place Date A point or period of time associated with an event in the lifecycle of the resource 11/2/64 1964 Publisher An entity responsible for making the resource available The Saratogian Description An account of the resource A newspaper article reporting on the Center as an active place for seniors in the community Provenance A statement of any changes in ownership and custody of the resource since its creation that are significant for its authenticity, integrity, and interpretation. The statement may include a description of any changes successive custodians made to the resource. Adult and Senior Center of Saratoga Language A language of the resource English Format The file format, physical medium, or dimensions of the resource Newspaper active Saratoga Springs Senior Center https://www.ssmp.mdocs.skidmore.edu/files/original/bc5b5a37e7a3a66f5b9474f0276aa72d.jpg 56849fb624ea6765de4f329ad3515140 Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Adult and Senior Center of Saratoga Still Image A static visual representation. Examples include paintings, drawings, graphic designs, plans and maps. Recommended best practice is to assign the type Text to images of textual materials. Repository Name of the repository that holds the original item. Saratoga Adult and Senior Center (Saratoga Springs, N.Y.) Record Contributor Individual who prepared the item and/or edited it. P. Radcliffe Record Creation Date Day/Month/Year of record creation/edit 6/12/16 Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Date A point or period of time associated with an event in the lifecycle of the resource 1973 Date Issued Date of formal issuance (e.g., publication) of the resource. 9/16/73 Title A name given to the resource Concentration Publisher An entity responsible for making the resource available The Saratogian Format The file format, physical medium, or dimensions of the resource Newspaper article Abstract A summary of the resource. 3 seniors playing cards** activity cards game saratoga senior center senior citizens seniors Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Adult and Senior Center of Saratoga Text A resource consisting primarily of words for reading. Examples include books, letters, dissertations, poems, newspapers, articles, archives of mailing lists. Note that facsimiles or images of texts are still of the genre Text. Record Creation Date Day/Month/Year of record creation/edit 5/12/17 Record Contributor Individual who prepared the item and/or edited it. Phoebe Radcliffe Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Identifier An unambiguous reference to the resource within a given context 1973-60YearsYoung-Cardplaying Title A name given to the resource Concentration Date A point or period of time associated with an event in the lifecycle of the resource 9/16/73 Description An account of the resource A newspaper clipping showing three women playing cards at the center Provenance A statement of any changes in ownership and custody of the resource since its creation that are significant for its authenticity, integrity, and interpretation. The statement may include a description of any changes successive custodians made to the resource. Adult and Senior Center of Saratoga Language A language of the resource English Format The file format, physical medium, or dimensions of the resource Newspaper activities cards Saratoga Springs Senior Center https://www.ssmp.mdocs.skidmore.edu/files/original/08bb8b75b249f1ccd1d055a6363360d2.jpeg 8aabdda2e9ea51b96d91d70ac1748fed https://www.ssmp.mdocs.skidmore.edu/files/original/b0292f596654ae125ae87eb1bfa2eb79.jpeg a4f3eb18a664ad367a2a5128d8450746 https://www.ssmp.mdocs.skidmore.edu/files/original/2bf2decb546b50f70777100bf4a95e2a.jpeg 40f12fa01b0fdc1e20eb39d43fcda73f Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Adult and Senior Center of Saratoga Still Image A static visual representation. Examples include paintings, drawings, graphic designs, plans and maps. Recommended best practice is to assign the type Text to images of textual materials. Original Format The type of object, such as painting, sculpture, paper, photo, and additional data black and white photograph Record Contributor Individual who prepared the item and/or edited it. J. Dym Record Creation Date Day/Month/Year of record creation/edit 19/05/2017 Date Depicted (Display) Text version of the date field -- can handle non-numeric characters (ca. 1850s, [1844]). This is the content date field that will display. April 1, 1979 Date Depicted (Numeric) Date that the information on the item depicts. In many cases, this will be the same date as that in the date field, but there will be exceptions. For example, a historical map drawnin 1890 might show Saratoga Springs as it was in 1820. Or, the information on the map itself might include detailed information that enables us to extrapolate a date, for example, "based on a survey done in 1841." Many State Archives map catalog records refer to this as the "situation date." 1979 Abstract (& Historical Note) Natural language description of the map itself, providing a general summary of the map and noting significant features. This is the place to introduce keywords and proper names that might be of interest to researchers, but do not warrant a separate subject heading of their own. Inset maps should also be described here, with their full titles given. Whenever historical or explanatory information is available, it should be included here as well. This includes information about items or events that are larger than just the map itself; for example, information about cartographers, a description of the map's historical significance (for example, "This is the first printed map of Saratoga Springs"), notes on the laws leading to a map's creation, descriptions of changes in state or county lines, information about the organization that created the map, how often maps were updated, and information about the map's creation and publication. Many State Archives maps have historical information in the catalog record -- that should be captured in this field. One of these photos was used in the April 2, 1979, Saratogian article about the dedication ceremony Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Dedication of 5 Williams Street Senior Center Date A point or period of time associated with an event in the lifecycle of the resource April 1, 1979 Creator An entity primarily responsible for making the resource Bell, Clark https://www.ssmp.mdocs.skidmore.edu/files/original/071fe49d2b5bf2ac12500636ff4fba02.pdf fcd7d193336f7bb772f2111747199582 PDF Text Text � Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Adult and Senior Center of Saratoga Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Dedication program held at new center for Senior Citizens Date A point or period of time associated with an event in the lifecycle of the resource April 2, 1979 Is Part Of A related resource in which the described resource is physically or logically included. The Saratogian https://www.ssmp.mdocs.skidmore.edu/files/original/2fe1b9b8efcbac2136765083548c09ca.jpeg 9c11f9ce99615381bce5195952be82ed https://www.ssmp.mdocs.skidmore.edu/files/original/eb0a5486355ed1af23e987d03580bdc9.png 732cfd886e576b4ff247871860ef6d0a Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Adult and Senior Center of Saratoga Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Directory of golden age clubs & senior citizen centers of New York State (outside New York City). Date A point or period of time associated with an event in the lifecycle of the resource 1959 Publisher An entity responsible for making the resource available New York (State). Legislature. Joint Legislative Committee on Problems of the Aging. Description An account of the resource A directory of all New York State Golden Age clubs outside of New York City, with brief descriptions. Saratoga Springs is included. Language A language of the resource eng Creator An entity primarily responsible for making the resource New York (State). Legislature. Joint Legislative Committee on Problems of the Aging. https://www.ssmp.mdocs.skidmore.edu/files/original/66ecd37e41d28dfe4c47772ddea5148b.jpg e61d89f8657d13cd7c5aa2ad9aa57fe3 https://www.ssmp.mdocs.skidmore.edu/files/original/ead395b188029008a536db290674b178.jpeg a6bbd366037a475bdb5973a737cbe996 Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Adult and Senior Center of Saratoga Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Fitness knows no age Date A point or period of time associated with an event in the lifecycle of the resource 06/1986 June 1986 Is Part Of A related resource in which the described resource is physically or logically included. The Saratogian Description An account of the resource In this article, margaret Lebrun writes that "fitness doesn't have to wane with age." Her examples are pool-playing Charles Shortsleeves and the bowlers Betty and Harvey mead. They participate in the fourth annual games for adults age 55 and older sponsored by the New York State Department of Parks, Recreation and Historic Preservation with the Office for Aging. While teh games are "no olympics" their are activities including pingpong, shuffleboard, pinochle and tennis, basketball, and track and field. While the first two games were held in Albany, the 1986 gamestook place in Cortland, New York. Language A language of the resource eng Creator An entity primarily responsible for making the resource Lebrun, Margaret, staff writer Type The nature or genre of the resource newspaper article https://www.ssmp.mdocs.skidmore.edu/files/original/bf4892c31620231c859aeffcd09944bd.pdf 67ae2365a8d4dc642ae41a995f4d9323 PDF Text Text � Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Adult and Senior Center of Saratoga Text A resource consisting primarily of words for reading. Examples include books, letters, dissertations, poems, newspapers, articles, archives of mailing lists. Note that facsimiles or images of texts are still of the genre Text. Record Creation Date Day/Month/Year of record creation/edit 5/12/17 Record Contributor Individual who prepared the item and/or edited it. Phoebe Radcliffe Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Identifier An unambiguous reference to the resource within a given context 1959-60YearsYoung-FundraisingLetter Title A name given to the resource Fundraising Letter Date A point or period of time associated with an event in the lifecycle of the resource 7/16/59 Description An account of the resource A letter from the Board of Directors asking people to donate to the Cetner Provenance A statement of any changes in ownership and custody of the resource since its creation that are significant for its authenticity, integrity, and interpretation. The statement may include a description of any changes successive custodians made to the resource. Adult and Senior Center of Saratoga Language A language of the resource English Format The file format, physical medium, or dimensions of the resource Document funding Saratoga Springs Senior Center https://www.ssmp.mdocs.skidmore.edu/files/original/3526a0b3cdf90d00475f36f617e2aec1.tif 64347434f705181c9b14fbd86978de7b Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Adult and Senior Center of Saratoga Still Image A static visual representation. Examples include paintings, drawings, graphic designs, plans and maps. Recommended best practice is to assign the type Text to images of textual materials. Record Creation Date Day/Month/Year of record creation/edit 5/12/17 Record Contributor Individual who prepared the item and/or edited it. Phoebe Radcliffe Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Identifier An unambiguous reference to the resource within a given context 1988-60YearsYoung-GassSignsBudget Title A name given to the resource Gass Signs Budget Date A point or period of time associated with an event in the lifecycle of the resource 1988 Description An account of the resource A photo of Robert Gass signing a United Way budget Provenance A statement of any changes in ownership and custody of the resource since its creation that are significant for its authenticity, integrity, and interpretation. The statement may include a description of any changes successive custodians made to the resource. Adult and Senior Center of Saratoga Language A language of the resource English Format The file format, physical medium, or dimensions of the resource Photograph funding leadership Saratoga Springs Senior Center https://www.ssmp.mdocs.skidmore.edu/files/original/3e466d373aee4425916f7746f5a0f0ad.jpg 5a579350ae1cc4e84a4d4c3041be3141 Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Getting Ready for Fundays Publisher An entity responsible for making the resource available The Saratogian Creator An entity primarily responsible for making the resource Bell, Clark Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Adult and Senior Center of Saratoga Text A resource consisting primarily of words for reading. Examples include books, letters, dissertations, poems, newspapers, articles, archives of mailing lists. Note that facsimiles or images of texts are still of the genre Text. Record Creation Date Day/Month/Year of record creation/edit 5/12/17 Record Contributor Individual who prepared the item and/or edited it. Phoebe Radcliffe Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Identifier An unambiguous reference to the resource within a given context 196x-60YearsYoung-Ceramics Title A name given to the resource Getting Ready for Fundays Date A point or period of time associated with an event in the lifecycle of the resource 196x Description An account of the resource A newspaper clipping showing Allice Fay and Lillian Williams, two Senior Center members, painting ceramics at the Center to be showcased at the "Fundays" Fair on August 22 and 23. Provenance A statement of any changes in ownership and custody of the resource since its creation that are significant for its authenticity, integrity, and interpretation. The statement may include a description of any changes successive custodians made to the resource. Adult and Senior Center of Saratoga Language A language of the resource English Format The file format, physical medium, or dimensions of the resource Photograph Is Part Of A related resource in which the described resource is physically or logically included. The Saratogian activities art crafts Saratoga Springs Senior Center https://www.ssmp.mdocs.skidmore.edu/files/original/ccd546135e1eb9eb8534180903cce931.pdf 5603b7a664e2afe1ffe89c383df00a95 PDF Text Text flnt president of the club, 1econd from left, was the ln1talllng officer, who inducted the following, proceeding, left to right, Mn. Edna Hogan, president; Dominick J. Lambert, vlcepresident; Mn. Lam· bert, secretary, and Mn. Anne Dicklon, treuurer. GOLDEN AGE CLUB INSTALLS-Officer1 of the Golden Age Club were Installed at a dinner meeting Wednesday night at the Presby· terian Church. Everett V. Stonequlst, left, of the Skidmore faculty, was the master of .:eremonies. Norman L. Ritchie, a founder and Mrs. Edna Hogan Installed Golden Age Club President Law Day Reminds Citizens Of Rights,Dutie_s,Sherman Say. Mrs. Edna Hogan was installed Joseph Tarantino, whose father is County Judge Richard J. Shent1an In this connect.i<Jn Hid that th he as president or the Golden Age Club a member of the club, and Albert praised the setting aside of May 1 judge and ooherofficers of bhe COIJTI at a dinner meeting Wednesday in K. Braim, local lawyer. Tarantino at Law Day in a statement Thurs· including the jurors share ~he n the serviee rooms of the Presby- and Braim· repre.5ented a group of day at a special term of County ibil't f ' . t tl 1Y terian Churoh. Norman L. Ritchie, local men who made possible C,ooi,t. _ spc_ms o p~ervmg, s reng first president of the club and one program presented at the dinner. Not.mg that it was the first enmg, and passmg on to futu11 of its found«s, inducted he~ for her The special guests congratulated national observance of its kind, generatioos our judicial systen second term. _Second president of the olub on i.t.saccomplishments and Judge Sherman reminded tnat "the which unconditiooally guarantees the club esta:bl~ three years ago wished it ~uocess. pul1)0Se is to~ every citi~'s equal justice under law." He said 1 was Mrs. M!11" B~eman. e . The Rev. Howard R. Foye, Pres- ~warertess 0 ! the r1ghts and pnv- that this was a guarantee of our Other officers mstaMed were. byterian pastor gave the invoca- deges he enJoys by reasoo of our . . .. vicepresident, Dominick J. Lam- f 10 . • system of law and court." He added heritage as Amer1c;m c1Uzens. end that "it is designed to strengthen Urging that all citizens .rededicate bert; secretary, Mrs. Lambert, and :· Cl St k g ctirs_. ar.a Judi~ s~nV selavnds the nation's dedication to the rule themselves to the task of passing on treasurer, Mrs. Anne Dickson. I:!• ist , ohat rman se 1 .. • meedish e ons S ng arm "L • of law to the foundation of our to , .. Ct zens of t omorrow t h . E verett V. ......onequ . . ..,e 'ti of the department of ~iology at ~ 8 w G'ft society." t heritage of liberty under law, h Skidmore, was . the master of cere- B ,,,rd se· ! ~ M ~..... t Remi,ndi""' that "freedom under said that to keep this ideal alive · . mgmg. . t rs. nuuer the 1aw is .,,. of the greatest bless- th'lS era of diet.ators, " we n eed t morues. He was introduced bY Mrs . Hrown Id f' .... and M ooe Hogan, w~ we!corned the guests. st:t: ie s~tc~::15 :.Sweet a~ ings that ean be bestowed u,pon sa~e passi~te love of liber ~:~ said t1fit eve1;;;l~:! Low." Both are members of the mankind," Judge Sherman said, d~tcr~ .to d1~~I. re~pectda l .for .vme gm nee w .ar in 8 sma way ~ club however, "that it is something for ~ . at II m 1 be believes the Golden Age Club 1s · . which we . must continuously msptred our plOlleer forefathers the begimiing-of a great movement. Mrs. Foye played the piano ac- tru 1 .. found this free nation as an exam ~augh- s gg e. to liberty loving people ev< He pointed out that with the i,n. companiments for her Nin:e erease In the average span of life we ters, Betsy, flute; Peggy, violin, and Cites Critical Period where. ere becoming a nation of older Susan, ceHo. Thek numbers were Noting that during this critical --~ pe1'90DS.He said that, while the "Trio Sonata in D minor" by Tele- period of history "when Jaw is -energy and enthusia/m of youth are mann, and "AJilThrough the Night." flaumed or perverted m some of important, $0Ciety needs the judgJames Gosch, principal of the the countries of the world," Judge ment and wisdom CKolder people. Zoller School in Sehe..ectady, pre- Sherman added that "it is particuSpecial guestsincluded Mayor sented a program of magic. Mem- larly appropriate that the people of end Mrs. Addison Mallery, Miss bers of the audience who assisted Amerioa should proclaim anew their Kathryn H. Starbuck of the Spa him were William Owen, Joseph dedieatioo to its great principles." Authority; Mrs. Joseph Lebowich, Christopher, Betsy, Peggy and Susan "This is the first time," he said, executive secretary of the Friendly Foye and another member of the "that the nation has set aside a day Red Door; Mrs. Leland Cooley of club. His program was riimaxed by to honor llhe law and what it has ~. who assisted in the or- a cooking lesson which resulted meant and can mean to Americans, ,anization of the loeal club; Miss in the appearance of Peterkins, a yet Jaw is the intangibte foree that oatherine Keogh, dh'ector of guid- Dutch rabbit. makes freedom and progress posance in the public schools, who rep- The chicken dinner was prepared sible." resented C~ude VanWi~, superin- by a committee of Pre9by1e1"i~ He explained that law brings tendent; MISSBeverly Field CKthe women, Mrs. James Krumal, chair· order into the affairs of men, enM-r~ Harry Bennett, Mrs. ab}ing them to lift t:hei,r sights .. Skidmore facu~y; M_rs.A. V. Des ~; Forges, executive director (ff. the R~x~ G~f1ths and Mrs. James above mere survival. At the same . Sarttoga County Health Assoc18*n: ZeJStng. Grr-lsfrom Y served. wne. oontinued, it giws the inlie dividual citizen security tpat he o'therwise could not obtain and it also protects the family ,and other organized groups. "It is the cement that holds our society together," he said. "The Judges of our court-from the lowest to the highest are subject to conlrol ,ooly by the law of lhe land and are accountable only the1r own consciences and to !mighty God," he said. tw :°~ ..~1 I � Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Adult and Senior Center of Saratoga Text A resource consisting primarily of words for reading. Examples include books, letters, dissertations, poems, newspapers, articles, archives of mailing lists. Note that facsimiles or images of texts are still of the genre Text. Record Creation Date Day/Month/Year of record creation/edit 5/12/17 Record Contributor Individual who prepared the item and/or edited it. Phoebe Radcliffe Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Identifier An unambiguous reference to the resource within a given context 195x-60YearsYoung-Hogan-InstalledAsPres Title A name given to the resource Hogan Installed as President Date A point or period of time associated with an event in the lifecycle of the resource 195x 1950s Description An account of the resource A newspaper clipping relaying Edna Hogan's installment as President of the Golden Age Club Provenance A statement of any changes in ownership and custody of the resource since its creation that are significant for its authenticity, integrity, and interpretation. The statement may include a description of any changes successive custodians made to the resource. Adult and Senior Center of Saratoga Language A language of the resource English Format The file format, physical medium, or dimensions of the resource Newspaper leadership president Saratoga Springs Senior Center https://www.ssmp.mdocs.skidmore.edu/files/original/70e2cbb3b06f7acff39c4955fa0d8838.jpg ae5cdb17f1e6d8af86d58b2db0589c08 Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Adult and Senior Center of Saratoga Text A resource consisting primarily of words for reading. Examples include books, letters, dissertations, poems, newspapers, articles, archives of mailing lists. Note that facsimiles or images of texts are still of the genre Text. Record Creation Date Day/Month/Year of record creation/edit 5/12/17 Record Contributor Individual who prepared the item and/or edited it. Phoebe Radcliffe Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Identifier An unambiguous reference to the resource within a given context 197x-60YearsYoung-Dancing Title A name given to the resource In a Dancing Mood Date A point or period of time associated with an event in the lifecycle of the resource 197x Description An account of the resource A newpaper clipping showing two seniors, Agnes Roman Czuk and Victor Szumachowski, people dancing in Ballston Spa Provenance A statement of any changes in ownership and custody of the resource since its creation that are significant for its authenticity, integrity, and interpretation. The statement may include a description of any changes successive custodians made to the resource. Adult and Senior Center of Saratoga Language A language of the resource English Format The file format, physical medium, or dimensions of the resource Newspaper Publisher An entity responsible for making the resource available [The Saratogian] dancing events Saratoga Springs Senior Center https://www.ssmp.mdocs.skidmore.edu/files/original/4cd2b5182b7a5e2715555f2e9532676f.jpg ddb8f78ef65c4f8fbf97e35839eafde8 https://www.ssmp.mdocs.skidmore.edu/files/original/291d6988b7d8c5aa3b56379a9700a728.jpg 16c6e3406953c18bf61b707523c8806b Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Adult and Senior Center of Saratoga Text A resource consisting primarily of words for reading. Examples include books, letters, dissertations, poems, newspapers, articles, archives of mailing lists. Note that facsimiles or images of texts are still of the genre Text. Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Local senior services in demand Date A point or period of time associated with an event in the lifecycle of the resource 1999 Is Part Of A related resource in which the described resource is physically or logically included. The Saratogian Publisher An entity responsible for making the resource available The Saratogian Description An account of the resource An article describing hte growing number of senior citizens in Saratoga County. The article incidcates that the over 65 population in tghe county grew by 11.7 percent (1990-1997) , more than the 7.9 percent growth across all age groups. By 1997, there were 21,036 people older than 65 in Saratoga County, with 9,137 older than 75 and 2,204 older than 85. According to center director Sylvia Newcomb, longevity only partially explains growing interest in the center. Some comes from people moving to the county. The article also indicates that many older women, who never drove, are unlikely to reach out for help or to express interest in the center. Language A language of the resource eng https://www.ssmp.mdocs.skidmore.edu/files/original/4f046262aaf90f34e9fc004f313bb724.png 4cd6619bf11b74d074ca5f79d9d87afc https://www.ssmp.mdocs.skidmore.edu/files/original/195ec1de2acc9611f67f3284f37399dc.pdf 75e715ac5e8b758ebd238983aded5999 PDF Text Text � https://www.ssmp.mdocs.skidmore.edu/files/original/0fe87b5346cad42cf059011828c53619.pdf ac957063f94ca10fb397efb2ad35afef PDF Text Text ����� https://www.ssmp.mdocs.skidmore.edu/files/original/72ec167d3131bb0e2a9b02925028fddb.pdf 538b202ea24a0b6940943fe9d907be4c PDF Text Text � https://www.ssmp.mdocs.skidmore.edu/files/original/bb2eebc0aa338d8daa3b54de0b155a66.pdf 3c1434181ee1f9d45f25aa502388e67c PDF Text Text � https://www.ssmp.mdocs.skidmore.edu/files/original/0ab66d862b89402ea06d86b18e35b284.pdf 337e8fe2fd2987ffc3166e08270b596f PDF Text Text � https://www.ssmp.mdocs.skidmore.edu/files/original/29aa571e6cb3fa28a5ef0dda4119d027.pdf 4a6d01fb4bf1c1c94f593f7e992c6426 PDF Text Text � Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Adult and Senior Center of Saratoga Text A resource consisting primarily of words for reading. Examples include books, letters, dissertations, poems, newspapers, articles, archives of mailing lists. Note that facsimiles or images of texts are still of the genre Text. Original Format The type of object, such as painting, sculpture, paper, photo, and additional data article Creator - Organization Company, government agency, or other organization responsible for creating the item (the publisher should not be listed again here unless the same organization had a role other than that of publisher in sponsoring or creating the map). Kipler's Magazine Theme For browsing purposes, we are borrowing and adapting themes from the Library of Congress's American Memory project. Civic Life URL Link to <a href="https://books.google.com/books?id=lQYEAAAAMBAJ&amp;lpg=PA34&amp;dq=kiplinger's%201951%20changing%20times%20for%20oldsters&amp;pg=PA31#v=onepage&amp;q=kiplinger's%201951%20changing%20times%20for%20oldsters&amp;f=false" title="Kipler's Magazine, July 1951" target="_blank">July 1951</a> issue of Kipler's Magazine. Record Contributor Individual who prepared the item and/or edited it. J. Dym Record Creation Date Day/Month/Year of record creation/edit 19/05/2017 Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource More Work for Old People Date A point or period of time associated with an event in the lifecycle of the resource July 1951 1951 Is Part Of A related resource in which the described resource is physically or logically included. Kipler's Magazine Description An account of the resource This article, More Work for Old People has as its tag line "they need hte jobs and hte jobs need them, so why not break down the barriers." In other words, it argues against age discrimination, and that men and women in their 1960s benefit from "purposeful activity" and need work for physical and psychological reasons. The article outlines supposed problems with hiring "old people" and answers to them. The document offers advice to jobhunters from 45-65 as well. Language A language of the resource english https://www.ssmp.mdocs.skidmore.edu/files/original/be659e977eb1d77b9e764994c6a18b8d.jpg deb9a7647599346b30321d75092039f1 Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Adult and Senior Center of Saratoga Still Image A static visual representation. Examples include paintings, drawings, graphic designs, plans and maps. Recommended best practice is to assign the type Text to images of textual materials. Record Creation Date Day/Month/Year of record creation/edit 5/12/17 Record Contributor Individual who prepared the item and/or edited it. Phoebe Radcliffe Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Identifier An unambiguous reference to the resource within a given context 196x-60YearsYoung-NeedlePoint Title A name given to the resource Needle Point Date A point or period of time associated with an event in the lifecycle of the resource 196x Description An account of the resource A photograph of three women doing needle point at the center Provenance A statement of any changes in ownership and custody of the resource since its creation that are significant for its authenticity, integrity, and interpretation. The statement may include a description of any changes successive custodians made to the resource. Adult and Senior Center of Saratoga Language A language of the resource English Format The file format, physical medium, or dimensions of the resource Photograph activities art crafts Saratoga Springs Senior Center https://www.ssmp.mdocs.skidmore.edu/files/original/fa66e39cd7c7a2aeca7f3caf726918d0.pdf f4f7bfd9646935bcada18cc143395ee2 PDF Text Text Pensions are Not Enough: The Individual Company and Its Older Workers Author(s): Edwin Shields Hewitt Source: The Journal of Business of the University of Chicago, Vol. 24, No. 2 (Apr., 1951), pp. 127-140 Published by: University of Chicago Press Stable URL: http://www.jstor.org/stable/2349911 Accessed: 01-11-2015 14:05 UTC Your use of the JSTOR archive indicates your acceptance of the Terms & Conditions of Use, available at http://www.jstor.org/page/ info/about/policies/terms.jsp JSTOR is a not-for-profit service that helps scholars, researchers, and students discover, use, and build upon a wide range of content in a trusted digital archive. We use information technology and tools to increase productivity and facilitate new forms of scholarship. For more information about JSTOR, please contact support@jstor.org. University of Chicago Press is collaborating with JSTOR to digitize, preserve and extend access to The Journal of Business of the University of Chicago. http://www.jstor.org This content downloaded from 141.222.2.81 on Sun, 01 Nov 2015 14:05:44 UTC All use subject to JSTOR Terms and Conditions �PENSIONS ARE NOT ENOUGH: THE INDIVIDUAL COMPANY AND ITS OLDER WORKERS EDWIN SHIELDS HEWITT AND ASSOCIATES" SOME employers have provided of society of a policy of retirementat age who a pension plan for their employees consider that they have met the problemof their older workers.Actually, in the light of present knowledge of the individual needs of older workersand of the implications of an aging population fromthe viewpointof both the individual company and the economy as a whole, private pension systems should be considered as merely one approach to the problemof older workersin industry. CHANGING POLICIES ABOUT RETIREMENT I930-50 Ourthinkingabout the problemof the aged has undergoneconsiderablechange within the last two decades. Because of the changing age distribution of the population and the growing percentage of the population over sixty-five, considerable thought has been directed to the problem of the older worker.During the decade of the thirties wide-scaleunemploymentled to agitation for compulsory retirement of workersat age sixtyfive as a device for making room for younger workers. The enactment of a national system of compulsory old age insurance and a supplementaryfederalstate program of old age assistance for the needy aged gave promiseof a partial solution of the problem of financial insecurity for those over sixty-five. The desirability from the viewpoint sixty-five or even earlierand the advantages to the individual worker of a period of well-earned rest and leisure were generallyaccepted. It was assumed that the availability of old age benefits would give each worker an opportunity to choose between continuingto work or retiring from the labor force. It was expected that, given such a choice, most workerswould prefer to retire.2Such an expectation was, of course, based upon the assumption that old age benefits would be sufficient for the support of aged workers. The war years, with changedeconomic conditions, brought modificationsin attitudes and practiceswith respect to the employment of older workers and the policy of compulsory retirement. Manpowershortagesopenedthe door to older workers. Industry, which had for some time discriminated against olderworkers, now hired older persons and urged retired workersto return to the job. Many older persons who had stopped work gladly applied for new jobs or returned to their old jobs. During the war years, because of the restrictionson wage increases,becauseof tax incentives, and because profitable business made it easier for those selling pension plans to convince employers of their desirability, many employers established pension plans. In the postwar period many of the by This reportwas prepared the staff of Edwin older persons who were employed were Shields Hewitt and Associates of Chicago, indeI 2 William H. Stead, "Trendsof Employment pendentanalystsand actuaries,underthe direction in recently Relation to the Problemsof the Aging," Journal of Sydney B. Scoville, directorof research, Universityof Chicago. assistantprofessor, of Gerontology,IV (October, I949), 294. I27 This content downloaded from 141.222.2.81 on Sun, 01 Nov 2015 14:05:44 UTC All use subject to JSTOR Terms and Conditions �I28 THE JOURNAL OF BUSINESS reluctant to retire, and the high level of economic activity made it possible for many of them to remain productively active. Even with an economy operating at peak levels, however, many older workers wereunableto find employment. This situation, along with the rise in prices and the consequent minimization of the real benefits provided by the old age insuranceprogram,led to increased pressurefor enacting amendmentswhich would provide more substantial old age insurancebenefits and, in the absence of such amendments,to increasedpressure for private pension plans to supplement social insurance. The acceptance by certajn strong labor unions of pension benefitsas a presumablynoninflationary economic gain and the decision of the National Labor Relations Board requiring employers to bargain collectively on pensions and benefit plans accelerated the trend toward the establishment of retirementplans. In the meantime the medical profession had turnedits attention to the growing problem of chronicillness and physical and mental impairment among the aged. Psychiatrists, interested in the mental health of the aged, saw clearly the severe emotional stress induced by premature retirement and the possible disastrouseffects upon the individual of compulsoryretirement. Social workers, in daily contact- with aged persons in financial need or with emotional difficulties, were concerned about the need for individualizedtreatment of the aged. Psychologistsstressed the need for using the conceptsof physiologicaland psychologicalage ratherthan chronological age, as a basis for hiring, retaining, and retiringworkers. Threemajorquestionswere repeatedly raised: (i) the effects of compulsoryretirement upon aged persons who were psychologically unprepared for retirement; (2) the growing economic burden of the support of the aged whether throughsocial insurance,private pension plans, or other means; (3) the effect upon society and the economy of the lost productivity of many workers forced or encouraged to retire at sixty-five or before. A growing body of knowledge based upon medical research concerning the physicaland mental problemsof the aged has changed long-standing concepts about the desirability of retirement for all those who reach a designatedchronological age. Growing concern about the economic as well as the personal effects of compulsoryretirementhas led to considerableexaminationof the problemand to attempts to enact legislation to prevent discriminationagainst the aged in employment. One of the most active groups interested in the problem, the New York State Joint Legislative Committee on Problemsof the Aging, in its I949 report noted five basic shortcomingsin current employment practices concerning the aged:3 Wide-scale prejudice againsthiring workers overforty-five of 2. Compulsory retirement workersat sixtyfive withoutregardto their ability to work, need to work,or desireto work facilities in govern3. Lack of job-counseling mentorindustry 4. Inadequacyof existing industrialpension plans which sometimesthwart the employmentof the elderly,fail to providesufficient sumsto coverthe cost of living, and provide little protection the oldperson for whowishes to changeemployment beforeretirement age workin 5. Lackof job analysisor classification into industryto fit elderlyworkers jobs they can do profitably i. 3New York State Joint Legislative Committee on Problemsof the Aging, NeverToo Old (Legislative Doc. No. 32 [I949]), p. I3. This content downloaded from 141.222.2.81 on Sun, 01 Nov 2015 14:05:44 UTC All use subject to JSTOR Terms and Conditions �PENSIONS ARE NOT ENOUGH Some of the reasons given by employers for their failure to hire older workersdo not stand up under examination, as they have no basis in fact or are basedupon exaggeratedor unusualsituations. Some of the reasons for failure to hire older workersfollow. ratesgo up i. Workmen's compensation are whenelderlyworkers employed.-This belief has no basis in fact, since age does not enter into the determination of workmen's compensation rates. In the main, rates are determined by the relative hazardsof the industry and the accident experience of the individual company. The formula for determining the premiumrate does not considerthe type of personnelinvolved, nor does the insurance contract say anything about the age of the workersemployed. 2. Older workersare subject to higher otherworkers. accidentratesand endanger -As a matter of fact, accidentfrequency rates tend to declinewith advancingage. Although older workers are involved in fewer accidents, the duration of the period of disability tends to increase with age. Thus the accidents sufferedby older workers,while less frequent,are likely to be more severe, and the healing process is slower. According to Dr. Nathan W. Shock: "The diminished accident rate for older workersmore than counterbalances this longer healing period so that, in general, it may be concluded that older men have proved less expensive from the standpointof accidentcost than younger men."4One survey in this area, made by the U.S. Bureau of Labor Statistics during the war, showed that disabling injuries (those involving a permanent impairment or disability for work for at least one -full shift) occurred 4 Nathan W. Shock, "Older People and Their Potentialities for Gainful Employment," Journal II of Gerontology, (April, I947), 99-IOO. I29 slightly less frequently among workers over fifty than among those under fifty, while handicappinginjuries (those which usually requireonly first aid) were much less common at age fifty and over than in the younger age groups. Once injured, however, older workers generally took longer to heal.5 3. Elderly workers cannot produce so much as younger workers and are not so profitable.-Nathan W. Shock, in discussing the alleged reducedproductivity of older workers,states: Since there are few occupations in which a substantial number of workers are employed on work of equal difficulty, the speed of which is governed by the worker himself and for which individual production records are available, it is almost impossible to determine the role of age in industrial output. However, on the basis of our physiologic knowledge, it seems probable that work output may diminish in older workers. Hence it is important than an educational program be instituted which will make it possible to place the older worker in positions where speed is of lesser importance.6 Ewan Clague, the United States commissioner of labor statistics, lists reducedmuscularstrength, slowerreflexes, decreasedkeenness of sight and hearing, and various chronic disabilities as the most obvioussourceof difficultyfaced by older workers because of physiological aging. He adds, however, that the extent of physical impairmentis exaggerated in popular thinking: Many of the physical changes associated with age not only tend to occur more slowly than we once supposed, but also interfere less than 5 Max D. Kossoris, "Absenteeism and Injury Experience of Older Workers," Monthly Labor Review, LXVII (July, 1948), I7-I8; gee also Ewan Clague, "Some Industrial Aspects of Aging" (address before the tenth annual Congress on Industrial Health, sponsored by the Council on Industrial Health of the American Medical Association, New York, February 2I, I950), p. 8. 6 Shock, op. cit., pp. 99-I00. This content downloaded from 141.222.2.81 on Sun, 01 Nov 2015 14:05:44 UTC All use subject to JSTOR Terms and Conditions �I30 THE JOURNAL OF BUSINESS we would expect with performance on the job. There is evidence, for example, that experience on a given job often tends to maintain the particular kind of vision that the job demands after other visual functions become impaired. Moreover, . . . many an oldster has keener hearing and better vision than an average man twenty or more years his junior.7 Claguebelievesthat the often mentioned psychologicalaccompanimentsof aging, such as reduction in learningspeed, lessened adaptability to new ways of doing things, and the tendency to become unco-operative in ordinary working relationships, are also often overestimated.8 there is a generalfailureto Furthermore, that many older workersexunderstand cel in jobs requiringlong training, experience, knowledge, and skill and have positive qualities of dependability,judgment, and loyalty. Accordingto Thomas C. Desmond, the chairman of the New York committee, the older worker has four basic advantages over the younger which employee.He has moreexperience, motions; he is less ineliminateswasted clined toward outside distractions;he is more conscientious because of his long service and mature attitudes; he appreciates his workmore and tries harderbecause he has more at stake than the neweryounger employee.9In many jobs at the professionaland manageriallevel, maturity is an asset. This is also true in many of the skilled crafts and in certain types of service jobs where reliability is especially important.'0Thus in factory production,where speed is often an importantfactor, the older workermay not be able to hold his own on an assembly I Clague, op. cit., p. 7. 8Ibid. 9 Thomas C. Desmond, "Industry Needs the Older Workers," in New York State Joint Legislative Committee on Problems of the Aging, op. cit., p. 96. IO Clague, op. cit., p. 8. line. On the other hand, among professional people, the older worker may be very successfulbecause of his experience and maturity. Ewan Clague points out that it is between these two extremes, in the vast numbers of intermediate situations, that prejudiceand misinformation appear as serious complications in the older worker's employment problems." 4. It is unprofitableto invest in the training of older workersbecauseof the short work-life-expectancy.With increasing life-expectancy, many persons over fifty-five or sixty have a considerable number of years ahead of them in which they will be well able to continue as productiveworkers.The man of sixtyfive has an expectancy of over a decade more of life before him. 5. Thereis an increasedlaborturnover among older workers.-Actually, the reverse of this is true. The increasein stability of older workersis of considerable importance to industry, since the training of new employees is often very expensive. 6. Thereis increased absenteeism among older workers.-In the population as a whole, there is more illness among older persons than among younger. On the other hand, in a survey made during the war by the Bureau of Labor Statistics of absenteeismrates by age groupsin manufacturingindustries,there was very little variation in the absenteeism rates because of illness. However, older workers tend to be absent from work for a longer period of time because of illness than do younger workers. There is less absenteeism attributable to causes other than illness among older workers.The survey showedthat the absenteeismrates for all reasons (illness and others) were lowest in the fifty-five to fifty-nine age group II Ibid. This content downloaded from 141.222.2.81 on Sun, 01 Nov 2015 14:05:44 UTC All use subject to JSTOR Terms and Conditions �PENSIONS ARE NOT ENOUGH and that, while workers over sixty-five had a slightly higher rate than those of fifty-fiveto fifty-nine, they lost much less working time than did workers in their teens and twenties and somewhat less than those in their thirties and forties.12 7. The public prefers youngerworkers in jobs requiringpublic contacts,such as waitresses, clerks, office workers, salesmen.-This is a commonbelief, but there is no conclusiveevidence to prove or disprove it. 8. Pension systems make it difficultto hire older workers.-It is alleged that undermany of the pension plans paying flat monthly sums at retirement, employers who hire older workers face a heavier future pension liability. It is also argued that companies hesitate to hire workers for short spans of time, for example, from fifty-five to sixty-five, since this would be insufficient time to accumulate money in the pensionfund to pay suchworkersreasonableretirementbenefits. As a matter of fact, most pensionplans do not operate against the hiringof older workers. First, many pension plans do not pay flat monthly benefits, but vary the benefits with years of service. Thus older workers hired for short spans of time would rece'ivesmall benefits. Second, some pension plans exclude shortservice workers, that is, they require a mininum numberof years of service for eligibility for benefits. Third, some plans contain a maximumage provisionso that workershired when older than the maximum age are ineligible for inclusion in the plan. Fourth, in some plans with no specific exclusion of older or of shortservice workers, the company will have no pension liability for such workers, since the benefit formula provides for a t2 op. Kossoris, Cit., p. I7; see also Clague, op. cit. I31 companypension less social security and the company pension for short-service workersis so small that it is completely or largely offset by the social security benefit. Thus there are several ways to adjust a pensionplan formulaso that the hiring of older workersdoes not place an undue burden upon employers. ADEQUATE RETIREMENT BENEFITS What does all this mean as far as the individual company and its interest in its older workers is concerned? In the, first place, if older workers are to be treated as individuals, they should be allowed to exercise some choice between retiring and remainingproductive members of society. Furthermore,if management is to manage, it must have the right to determine what constitutes an effective working force. Both selections, to be free choices, depend upon the existence of adequateretirementbenefitsso that retirement does not constitute a drastic cut in standards of living. It is contemplatedthat old age benefitsunder the Social Security Act will provide a minimum of subsistence for all retired workers. To the extent that social security benefits do not provide adequate income, adequacy will be achieved only if supplementary benefits are provided throughprivate plans. FLEXIBLE RETIREM1ENT AGE In the second place, the pension plan adopted should preferably not require retirementfor all workersat a fixed, arbitrary age, such as sixty-five, since there in differences the rate are wide indivridual and degreeof aging. Selectionof the time for retirement should be determined as nearlyas possibleby inability to continue as a productive worker. This is impossible to establish in advance for indi- This content downloaded from 141.222.2.81 on Sun, 01 Nov 2015 14:05:44 UTC All use subject to JSTOR Terms and Conditions �I32 THE JOURNALOF BUSINESS viduals, but the span of time during which such a condition is most likely to occurfor a groupis predictable. One of several alternatives for introducingflexibilityin retirementplans may be chosen. For example, a pension plan may provide for a normalretirementage with optional earlierretirementpossible. The normalretirementage may be set at sixty-five, sixty-eight, or seventy. Factors influencingthe choice of an age later than sixty-five are the larger benefits whichmay be providedat later ages; the fact that a later normalretirementage is more acceptable, since, with increased longevity,workersare reluctantto retire; and the fact that a retirementage can be lowered more easily than it can be raised. A provision permitting optional earlierretirement at any time after age sixty furnishes some latitude for recognizing individual differences.Benefits at an earlier age can be provided without increasingthe liability of the plan, but in such cases benefitsmay be reducedto 50 per cent or less of what would have been paid at normal retirement. A second possibility is to permit employees to retire over a span of years (such as from sixty to seventy) with benefitsbased on years of service at the time of retirement. Such a span recognizes individual differencesand is more practicaland useful than is a fixed retirement age. An employee continuingat his regularjob beyond the youngest age at which he is eligible to retire would increasethe ultimate pension benefitshe is to receive.The plan may provide that no largerbenefitsare earnedbeyond a limiting age, such as seventy, and that an employeemay continue his employment beyondthat age only with the employer's consent.Such a provisionassists the company in maintaininga certain amount of control over the maximum retirement age. Since the span of years selected will in part determinethe ages at which most retirementsoccur, the employer'sability to meet the liability produced as well as individualdifferences must be considered in establishingsuch an age range. A third possibility is to provide for a span of years over which employees can retire but provide for full benefits in event of retirement in the early part of the span, such as ages sixty to sixty-five, only with the company's consent and permit no increased benefits for years workedbeyond sixty-five. In the absence of a compulsory retirement provision and in considerationof the currenttrend to keep workersproductive,many workers actually retire later than age sixtyfive. Therefore, the funds released because of retirement after sixty-five can in many cases be used to provide the increased cost of the earlier retirements. Even though the total of all provisions for a worker's retirement, including his own accumulationsfor pension benefits and his benefitsfrom social security,may be adequate to make a workerself-sufficient during his period of retirement, it is important in the effective operation of a flexible retirement system that the level of pensions remain such that continuation on the pay roll continues to be more attractive than retirement at a reduced level of company and social security benefit. From the standpoint of the funding of a pension system, it is, of course, uneconomical to fund for an earlier retirement age than will be called for by actual retirements. While it is possible to establish in advance an expected rate of retirement under such a system providing for a variableretirementage, funding in future years will be governed by revision of this rate according to the experience of the system. This content downloaded from 141.222.2.81 on Sun, 01 Nov 2015 14:05:44 UTC All use subject to JSTOR Terms and Conditions �PENSIONS ARE NOT ENOUGH SELECTIVE PLACEMENT OF OLDER WORKERS A company which realizesthat a fixed retirement age does not conform to the realities of individual differencesamong its older workers will provide for some flexibility in its retirementpolicy and in the retirementage of its pensionplan. In addition, such a company will be interested in other aspects of dealing with its olderworkers,such as the selectiveplacement of older workers, the selection of workersfor retirement,and the preparation of workersfor retirement. In a survey conducted by the National Chamber of Commerce and the National Association of Manufacturers among large and small companies of many types, it was found that a considerableproportionof the companieshired and retainedolderworkersand that most of these companiesreportedfavorablyon the job performance of older workers. However, proper selection of older workersand carefuljob-placementmethods were emphasizedas highly important if companies are to enjoy the greatest success with the employment of older workers.13 I33 who are not so productive as formerly can continue at the same job only at reduced pay. For some of this group, adjustments may be made, such as a less rigid schedule of attendance or hours or a change in responsibility or type of work. A third group of workerscan better be transferred to a new job more suitable to their capacities, for which they may need some training.Such a job may be at the same or at reduced pay. Dr. Nathan Shock comments that the success in developingpersonnelselection at the intake side of industryleads one to regard with optimism the prospect of developing similar techniques for selection in retirement.'5 The proper placement of the older workerrequiresan evaluationof his experience, skills, and physical capacities in relation to the demands of the job. The first step in the adequate utilization of the potentialities of older workers for gainful employment should be careful and complete job analysis. Jobs should be analyzed as to the skills required to performthem and with respect to factors such as speed, energy requirements,fatigue effects, judgment, and experience.'6 Aging produces certain changes, such as sensory impairment and reduced speed of reaction.Thus olderworkersshouldbe placed in jobs in which these factors are of minimal importance. According to WilliamH. Stead, industry shoulde-valuate its jobs in an effort to fit its aging workersinto positions that would be advantageous both to industry and to the Dr. Edward Stieglitz states that basing retirement upon chronologic age alone results in a double source of waste by discarding workers who are physiologically younger than their years and by making obligatory the retention of many workers who have become senile prematurely.'4Some workers at sixtyfive can continue at their regularjob at the same pay and be as productiveor in- workers.'7 creasingly productive. Other workers I5 Dr. Nathan U.S. Chamber of Commerce, Department of Manufacture, Employment of Physically Handicapped and Older Workers (Washington, I949), pp. 5, 20. '4 Edward J. Stieglitz, The Second Forty Years (New York: J. B. Lippincott Co., I946), p. 287. '3 W. Shock, "Physiological Capacities of Elderly Workers," in New York State Joint Legislative Committee on Problems of the Aging, Op. cit., p. I33. I6 Shock, "Older People and Their Potentialities for Gainful Employment," p. ioo. I7 Op. Cit., p. 296. This content downloaded from 141.222.2.81 on Sun, 01 Nov 2015 14:05:44 UTC All use subject to JSTOR Terms and Conditions �I34 THE JOURNAL OF BUSINESS When a man reaches a certain period where Clifford Kuh suggests that there be analysisby the job analyst of the physi- he is not able to produce what he formerly procal and environmentaldemands of par- duced or what the employer wishes him to produce, we allow him to stay in that plant at a ticularjobs.,8 For example, jobs may be lower salary, where he may keep at work doing classified as involving mechanical fac- things which the employer would ordinarily tors, such as lifting, carrying, handling, allot to, say, a semi-skilled worker. We have pushing, climbing, seeing, hearing, etc., a semi-skilled branch in our union for those and environmentalfactors, such as in- who have neither the experience nor the qualifications of a journeyman and their rate of pay side, outside, high temperature, low is about half the rate of pay of a qualified temperature, vibration, noise, working journeyman printer. If the man wishes to realone, working with others, day shift, tain a job and can't quite do the work he used to, we allow him to stay there at that seminight shift, etc. the skills and capacities of skilled rate.20 Next, workers necessary to perform the parWhile seniority is the governing conticularjobs shouldbe determined.Some- sideration in choosing employees to be times a simple matter of re-engineering laid off in most collective bargaining is possible to suit the job to an aged per- agreements,many of these contractsproson. For example, Kuh suggests that, if vide for exemptions from layoff on the a machine operation requires too much basis of seniority. One of the likely expulling, the plant engineercan rearrange emptions is that of efficiencyconsideraor alter the length of the levers to reduce tions. In some contractsseniorityis given the effort required, or if a job requires equal consideration with other factors, too much stooping, the work area may such as ability or skill, experience or be moved nearer to the level of the physical fitness. In a third group of worker'sshoulder.19 job re-engineering agreements, contract provisions state If is impossible,the older workershould be that seniority provisions shall be contransferredto work he can do, with the sidered where other factors are equal. necessary training for the new job pro- Such other factors include differencesin vided. ability and physical fitness.2' The objections of some unions to the Shock suggests that individualtests to of downgrading workersmay present an assess the physiological age of various obstacle to such a practice. Many collec- organ systems must be devised, as well tive bargaining agreements, however, as individual tests for performance affordspecial transferrights for aged or capacity: handicappedpersons. For example, the Because of wide individual differencesin agreement may state that "employees physiologicaging among personsof the same who have given long and faithful service chronologicage, it is essential that tests of and can no longerhandle their duties are physiologicage be developedfor variousorgan to be given preference or consideration systems. It will also be necessary to devise for such lighter work as is available." Charles W. Views Its CharlesW. Campbell,of the New York Elderly Workers,"Campbell, "LaborJoint Legisin New York State TypographicalUnion No. 6, states: lative Committee Problemsof the Aging,op. cit., on 20 p. ioo. 18 CliffordKuh, "Selective Placement of Older Workers," Journal of Gerontology,I Uuly, 3I4. '9Ibid., p. 3I6. I946), 2! Bureauof NationalAffairs,"Seniority, Layoff, Promotion, and Transfer," Collective Bargaining Negotiationsand Contracts,No. I24 (March io, I950), pp. 43-52. This content downloaded from 141.222.2.81 on Sun, 01 Nov 2015 14:05:44 UTC All use subject to JSTOR Terms and Conditions �PENSIONS ARE NOT ENOUGH more adequate methods of health examinations which will permit the early recognition of chronic disease. Methods of assessing performance capacities in individuals need to be developed as well. It is in this area that research is most urgently needed.22 As changes in the worker's abilities and interests make it necessary, the hours, arduousness,and difficultyof the job can be reduced. As Lawton points out, workersshould be placed on a modified schedule when the necessity is proved by tests and by objective standards of working ability, not by a particular birthday or at the employer's whim.23 In order to determine which workers should be retained at the same job and same pay, which need job modification, and which should retire under a flexible retirementplan, severalpossibilitiesmay be considered. In some companies the personnel bureau is used not only to hire and fire workers but to shift them from one type of activity to another. One suggestionmeriting considerationis the establishment within a company of an impartial panel to evaluate older workersperiodicallyfrom the standpoint of health, productivity, emotional attitudes, and personal factors. In accordance with the findings of such a panel, the olderworkercould remainin his present job, be placed in a less arduoustask, be placed on partial pension with shorter hours and a correspondingdecrease in This would constipay, or be retired.24 a more logical approach to retiretute ment than the class approachof throwing into a mass all those sixty-five years I35 of age or over; it would be a case-by-case approach, examining the actual rather than the presumed capacity of men to performtheir jobs adequately.25 ProfessorErnest W. Burgess speaks of an indexof aging, an instrumentdesigned to ascertain the actual process of aging in its physiological, psychological, and social aspects. Physiological aging, he says, would be concerned with organic conditions, such as heart trouble; psychological aging with decline in mental ability; and sociologicalaging with contraction of social activities and interests: The value of this index of aging is obvious. When it has been designed and standardized, retirement could be based on the scientific determination of the physiological, psychological, and social efficiency of the person rather than on the number of years he has lived. Part time work might be assigned also with consideration of functional rather than of chronological age.26 To some employers automatic retirement at a fixed age appears to be easier and kinder than singlingout individuals. William G. Caples questions the advisability of selective retirement on the of recommendation a panel because "one man is judging another man's fitness to work and that can be cruel, if human errorenters in.'27 He argues, in support of a fixedretirementage, that it gives advance notice of the time of retirement and allows a workerto plan accordingly; it prevents favoritism; it avoids grievances; it is an incentive to youngermen; 25Clark Kerr, "Social and Economic ImplicaRetions of Private Pension Plans," Management view, May, I950, p. 297. 26 ErnestW. Burgess,"The Growing Nathan W. Shock, "OlderPeople and Their Problemof p. the Potentialitiesfor GainfulEmployment," I00. Aging," in Clark Tibbits (ed.), Living through 23 George (NewYork: Later Years (Ann Arbor:University of Michigan Lawton,AgingSuccessfully 22 Columbia University Press, I946), p. 73. Press, I949), pp. 24HowardRush, "When Are We Too Old To Work?"TownMeeting(TownHall, June I3, I950), P. 5. WilliamG. Caples,"WhenAreWe Too OldTo TownMeeting(Town Hall, June I3, I950), Work?" 22-23. 27 p. I3. This content downloaded from 141.222.2.81 on Sun, 01 Nov 2015 14:05:44 UTC All use subject to JSTOR Terms and Conditions �136 THE JOURNAL OF BUSINESS it results in general imnprovement the of average productivity of the working force;it avoids the worker'sbeing termed unfit and the consequentloss of prestige with family, fellow-workers, and friends. It may also be arguedthat individualdeterminationsand adjustments are troublesome and may be costly; that possibilities for transfer of workers to other jobs arelimited;28 that compulsoryretirement automaticallyopens up new opportunities for younger persons; that it decreases pay-roll costs and eliminates the worker who is not producing efficiently in an equitable and standard manner.29 Moreover, employers may fear that, under a policy of individual consideration they might be accused by unions and individual employees of favoritism and discrimination.30 It should be noted that compulsory retirement does not always decrease costs; it may add to them by eliminating efficientproducers and substituting untrainedworkersfor trained. Compulsory retirementmay also create considerable ill-will among retiredworkers,especially those who are retiredwhen they are well able to produce as efficientlyas before.3' GeorgeLawton points out that industry spends large sums on technological research and should devote an equal amount to the study of changeswith age in patterns of vocational interest and abilities, problemsof human relations in industrial situations, types of occupa- tions most suitable for older people, and methods of rehabilitation.32 There is great need for researchand experimentation on a company-by-company basis to develop methods for the selection of employees for job transfer and retirement. Objective, measurable factors which could be used to determine which workers should retire, which should be transferred,and which should remainin their formerjobs wouldgreatly simplify the problem. A critical clinical medical examination, including blood pressure, blood counts, chest X-rays, urineanalysis,visual and otologicaltests, would help to measure the individual's physiological age. This could be combined with a measure of factors such as attendance, promptness, accidents, errors, spoilage, reworks,complaints, output, and individual morale, weighted in terms of their relationshipto costs. PREPARATION FOR RETIREMENT Even though retirement is discretionary rather than arbitraryat any definite chronologicalage, for those workerswho retire some preparationis desirable.Dr. Anthony Lanza points out that it is inconsistent to follow an elaborate ritual for conditioning a man for his employment and to give no thought to preparThere is a ing him for his retirement.33 growingbody of opinion that no healthy man should retireuntil he is fit both economically and emotionally to retire. 28 Charles A. Pearce, "Present Employment Emotional acceptanceof retirementmay Statusof OlderWorkers," New YorkState Joint require considerablepreparation.A proin LegislativeCommitteeon Problemsof the Aging, gram for retirementorientation, counselop. cit., p. 4I. ing, and preparation tailored to the 29 New York State Joint Legislative Committee on Problems of the Aging, op. cit., p. i6. 32Lawton, op. cit., p. 98. 33 Anthony J. Lanza, "The Industrial Physician's Role in Geriatrics," in New York State Joint 3INew York State Joint Legislative Committee Legislative Committee on Problems of the Aging, on Problems of the Aging, op. cit., p. I6. op. cit., p. I42. 30 Pearce,Op.Cit., p. 4I. This content downloaded from 141.222.2.81 on Sun, 01 Nov 2015 14:05:44 UTC All use subject to JSTOR Terms and Conditions �PENSIONS ARE NOT ENOUGH needs of the individual should be set up in all companies. In some companies organized lecture courses and study groups have been instituted for discussingadjustmentsin old age. Such educational meetings, combined with an informalsocial hour, may lead workers to think as a group about the period of retirement and thus increase their emotional acceptance of it. In other companiesemployees are interviewed some years before the normal retirement date to indicate the date of retirement, the probable amount of the pension, the pension options available, and to discuss possible future plans. Service may be offered in helping the employee find part-time employment if such employmentis essential. The counseling of workers about available positions outside the plant may be of great service to them. Furthermore, many workers, for whom retirement means retrenchment in living expenses, are in need of help with budgetary,investment, and other financial and economic problems. The success of the preparation of the worker for retirement through periodic interviews will depend to a large extent upon the skill of the interviewer in stimulating the workerto think about the problems of retirement. Besides these planned interviews, which are usually the responsibility of the Industrial Relations Department, other opportunitiesmay be offeredfor a discussion of retirement problems. For example, the visits made to the medical department provide opportunities for counseling by the doctors about retirement problems. In any pre-retirenient counseling, emphasis is usually placed upon stimulating the workerto think of retirementas a change in activity rather than as the end of activity. I37 Hobby showsput on by companiesfor all their workershave sometimes been a stimulusto olderworkersto develophobbies which will be of great interest to them in their retired years. Articles on retirement in the house organ, a dinner for the employee at the time of retirement, service clubs for employees with long service records, a diminishingwork load with increasingtime off as the retirement age approaches, and vocational training for a differentkind of work are all used by companiesin their programs designed to prepare workers for retirement. An increasing number of books dealing with the subject of retirement has been publishedwithin the last few years. Most of these offer suggestionsas to the proper use of time during retirement, with emphasisupon planningretirement, including the enjoyment of leisure, hobbies, travel, and new vocational and avocational interests. Many retired workerswill be happiest if they can perform some kind of useful and remunerative activity. For example,an interesting suggestion for the use of the services of retiredofficialsof bankingand industrial concerns is as counselors to small businesses with young and inexperienced owners. Retired officialscould be on call several times a month on a fee basis. Such counselorsmight be very useful to small businessesin procuringbank loans as well as consulting on financial and This wouldpremanagementproblems.34 vent the economic waste of retiring a trained and competent business executive at sixty-five to completeleisure and would provide great satisfaction to the retired official himself. Some sort of 34 Suggestionmade by Philip S. Shoemaker, of Cleveland, cited in Burroughs, Clearing House, July, I950, pp. 6-7. This content downloaded from 141.222.2.81 on Sun, 01 Nov 2015 14:05:44 UTC All use subject to JSTOR Terms and Conditions �I38 THE JOURNALOF BUSINESS communityclearinghouse to bringabout substantialreductionor at no cost. Some contacts between the small business and companieshave an annual free picnic or the retiredofficialwould be necessary. dinner for annuitants. Some maintain a service annuitants clubroomin the plant FOLLOW-UP AFTER RETIREMENT for the use of retiredemployees.The proA company which has carefully se- vision of medical service through the lected its workersfor retirement,tried to company medical department and comprepare them for retirement, and pro- pany visiting nurseis still anotherservice vided a pension benefit during retire- sometimesprovrided retiredworkers.35 for ment can perform a still further funcSUMMARY tion. Contact should be maintainedwith In conclusion, an employer who has retiredworkers,who may be encouraged to comein to discuss their problemswith provideda pensionfor his employeesmay counselors,and a representative of the believe that he has adequately disposed industrial relations department may of the problem of the older worker. Acmakeperiodicvisits. In case of economic tually, he has taken only one step in the hardship,aid may be offered to retired solution of this problem. Employers workersin helpingthem locate part-time should make the age of retirement flexjobs or in granting them financialassist- ible and eliminate the barriers within ance. Any company employee notices pensionplans which may operateagainst and company publications may be sent hiring and retaining older workers.Jobs to retiredworkers.Articles on the activi- should be analyzed on an industry basis ties of pensionersmay be includedin the to determine the skills, physical ability, house organ. Letters from company ex- training, and related factors required. ecutives at periodic intervals, informing Objective tests should be devised to dethem of developmentsof interest in the termine the individual worker'sphysioplant, may be sent with the pension logical and psychologicalage, as well as check. Also Christmasletters and letters his productivity. Plans should be estabof congratulationsor sympathy help to lished for transferof olderworkersto less keep alive the association between the demanding jobs, to allow for part-time retiredworkerand the company.Retired employment, and to retrain workersfor workersmay be invited to company get- jobs better suited to their capacities. A togethers which would be of interest to programof pre-retirementcounselingto them, both social affairs and special help workers prepare for retirement meetings of employees for policy an- should be established. There should be follow-up of those workers who have nouncements. Accordingto the interesting survey of retired. Much of this can be effectively companypre-retirement practicesand of accomplishedby industry on a plant-bypracticesin relation to retiredemployees plant basis. The co-operationof governprepared by Socony-VacuumOil Com- ment, of unions, and of the public is pany, some companies have granted needed, however, if the problems of the honorarylife-membershipsin employee older workerare to be solved. 35Socony-Vacuum Oil Company, Employee or company clubs and have continued Service Section, Industrial Relations Department, memberships in company musical or Survey of Pre-retirement Practices (New York, dramaticgroups or other activities at a October,I949), p. 8. This content downloaded from 141.222.2.81 on Sun, 01 Nov 2015 14:05:44 UTC All use subject to JSTOR Terms and Conditions �PENSIONS ARE NOT ENOUGH Within the area of government activity, for example, the development of special facilities within the public employment service to care for the vocational needs of older workers would be very helpful. Arnold S. Askin, in discussing the work of the Federation Employment Service, a free nonsectarian guidance and placement agency devoting its primaryattention to personswho are hard to place, suggests that special facilities within the public employment agency might take the form of a special office for older workers or special staff consultants within each public employment office.36 The Sub-committee on Low Income Families of the Joint Committee on the Economic Report recently recommended: The Joint Committee on the Economic Report request the appropriateGovernment agenciesto study the incidenceand extent of existing restrictions employment of older and workersin Government industry,and report to the Committeeon their findingswith may be regardto ways in whichthese barriers to removedand older workersencouraged remainin productiveemployment.37 I39 partment of Laborin this field,.In an address deliveredon December 3, I949, he commentedas follows: The problem calls for a fundamental reexamination of industry practices regarding the hiring and utilization of older workers. Labor unions and the older workers themselves must be willing to cooperate, as many of them have, in the adoption of a more flexible approach towards the shifting of older employees to jobs for which they are more suited. And we, in the Department of Labor, can cooperate too by making available the facts on how these older workers are actually utilized, their productivity, and the types of work they can best perform. We have had a long-standing interest in the employment problem of older workers, and are committed to assembling as much pertinent data as we can, within the limits of our resources.38 On another occasion he said: We, of the Department of Labor, are especially conscious of the need for much more research into the many facets of these problems. There is a great dearth of current and comprehensive data on a number of key points. We need to know more about the actual practices of employers in hiring and separating older workers, and in reassigning superannuated employees. We require more information on the actual work performance of older people. How does the quantity and quality of their work compare with that of younger people? This kind of information for various industries and occupations could indicate the kinds of work for which older persons are best adapted, and least adapted.39 One of the "appropriategovernment agencies" is the Department of Labor, which has recognized its responsibility for research in this area. Ewan Clague, commissionerof labor statistics, in nuIn the area of union activity, there are merous addresses and articles on probaged worker, has spoken of many labor-management agreements lems of the the need for further researchby the De- which protect the aging worker on the job. Seniority rules offer protection to 36 Arnold S. Askin, "Can We Expand Employworkersin some industries.In the buildment of the Elderly? If So, How?" in New York State Joint Legislative Committee on Problems of ing trades the union contract may rethe Aging, op. cit., p. II 4. 37U.S. Congress, Senate, Joint Committee on the Economic Report, Sub-committee on Low Income Families, Low Income Families and EconomicStability (Senate Doc. No. I46 [8ist Cong., 2d sess.1) (Washington: Government Printing Office, I950), p. I3. 38 Ewan Clague, "The Background of the Pension Problem" (address before the Machinery and Allied Products Institute, Washington, December 3, p. 7. I949), 39 Clague, "Some Industrial Aspects of Aging," p. I0. This content downloaded from 141.222.2.81 on Sun, 01 Nov 2015 14:05:44 UTC All use subject to JSTOR Terms and Conditions �I40 THE JOURNAL OF BUSINESS quire the employment of an older man foreachfive, seven, or ten journeymenon the job. However, as Clague points out, the senioritysystem, which increasesjob securitywhen a workeris employed,may work to his disadvantage when he is unemployedand looking for a job. The desireof employersto care for their own aging workers may freeze out the older personwho no longer has an employer.40 The co-operationof older workers, of private and public agencies, and of specialists in the field is needed to institute 40Ibid., p. 9. the necessary research in this area and to develop a comprehensiveprogram to meet the needs of older workers. Public education as to the strengths and potentialities of older workersis essential. Certainly, the problem is nation-wide in scope, and its solution goes beyond the efforts of any individual company or union and requires the co-ordinated efforts of all groups in the community. It may well be, however,that the individual company has the basic role to play in contributingto the solution of this pressing and highly significantproblem. This content downloaded from 141.222.2.81 on Sun, 01 Nov 2015 14:05:44 UTC All use subject to JSTOR Terms and Conditions � Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Adult and Senior Center of Saratoga Text A resource consisting primarily of words for reading. Examples include books, letters, dissertations, poems, newspapers, articles, archives of mailing lists. Note that facsimiles or images of texts are still of the genre Text. Text Any textual data included in the document Edwin Shields Hewitt, "Pensions are Not Enough: The Individual Company and Its Older Workers," The Journal of Business of the University of Chicago, Vol. 24, No. 2 (Apr., 1951), pp. 127-140. University of Chicago Press Stable URL: http://www.jstor.org/stable/2349911 Original Format The type of object, such as painting, sculpture, paper, photo, and additional data journal article Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Pensions are not enough Date A point or period of time associated with an event in the lifecycle of the resource 1952 https://www.ssmp.mdocs.skidmore.edu/files/original/83f358a7e554795ef71edf4e17e14855.jpg 49127b2a2f0bd05ea97fa7f82b10e01c https://www.ssmp.mdocs.skidmore.edu/files/original/66dc2520fa3cf171cfb595ab1ad16d98.jpg 01b0669d457b30039b2a36be49493e93 Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Adult and Senior Center of Saratoga Still Image A static visual representation. Examples include paintings, drawings, graphic designs, plans and maps. Recommended best practice is to assign the type Text to images of textual materials. Record Creation Date Day/Month/Year of record creation/edit 5/12/17 Record Contributor Individual who prepared the item and/or edited it. Phoebe Radcliffe Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Identifier An unambiguous reference to the resource within a given context 1980-60YearsYoung-Sign Title A name given to the resource SCCSS Sign Date A point or period of time associated with an event in the lifecycle of the resource 1980 Description An account of the resource A photograph of a man standing with the sign outside the center Provenance A statement of any changes in ownership and custody of the resource since its creation that are significant for its authenticity, integrity, and interpretation. The statement may include a description of any changes successive custodians made to the resource. Adult and Senior Center of Saratoga Language A language of the resource English Format The file format, physical medium, or dimensions of the resource Photograph Saratoga Springs Senior Center sign https://www.ssmp.mdocs.skidmore.edu/files/original/20c3d7207332ad4e204c9c00f6bbed17.pdf 401fc6e6ab4d919e1355504da70b7aec PDF Text Text Senior Center 60th Anniversary Rebecca, Phoebe, Natasha, Tracey, Eli �Overview of our Documentary ● History of the Center ○ Leadership ○ National historical context ● Present day at the center ○ Interviews ○ Connecting then and now ■ ie. activities, events, dinners, trips ● Future for the center; what do the next 60 years look like? �History ● ● ● ● Founding of the Golden Age Club in 1955 Moving of center from the former Veteran’s center or Presbyterian church to current location ○ Construction, physical changes to the center itself National historical context ○ Older Americans Act in 1965→ pressure to better provide for older citizens Executive Directors ○ Hogan→ Vokes→ Davis → Celeste �The picture on the left shows the opening of the Center’s first building in 1959. On the right, a group of members stand on the steps of the Center a year after it opened. Edna Hogan, the executive Director of the Center, is present. �Mrs. Vokes Unfortunately, we haven’t yet found any photos of Mrs. Vokes, but we have found some articles and other documents that lend insight about her role at the Center as executive director. In an article from 1969, Mrs. Arthur Vokes, or Marjorie Vokes is described as: “Happy to meet there any county residents over 50 who are interested in a vital purposeful organization, with no yearly dues, with classes, trips, and food at cost, and with a hearty welcome for all”, showing her compassion for her work. An article from January 1968 cited: “A group from salem visited the club to get some ideas for the Senior Citizens Group they are planning in their town. This is a very active group of oldsters and they certainly spend many happy hours together. This organization is one of the agencies of the United Community Fund and all senior citizens of any race, creed or color are invited to visit there,” suggesting that the spirit of the center was as vibrant during Vokes’ time �The article on the left from 1977 shows the groundbreaking of the Senior Center. The picture on the right is the sign welcoming seniors to the Senior Citizens Center of Saratoga Springs in its early years. �Robert J. Gass On March 21, 1976, Robert J. Gass was elected president of the board of directors at the Center. Robert Gass, a “life-long Saratoga Springs resident,” began working as a clerk of the City Council in 1934. He worked through nine mayors as an assistant Assessor from February of 1939 until June of 1972. Soon after he retired from the City Council, he came up with the idea for a new senior center, which was created and then named after him. Until his death in 1991, Gass made four monthly visits to the senior center acting as a liaison for the Assessor’s Office, and answered questions about the city government. �Frequent press publicity for the center Articles focused on the progression of the center as well as the way that the seniors were being affected by the center and what was happening. We have lots of articles about the center in the archive. �Activities and Classes The weekly routine of the center is something that the seniors have come to rely on. They know when their favorite classes are, and are excited to come in each week to participate in art and physical exercise classes, eat meals at the center, shoot pool, crochet, play cards, and much more. �Holidays and Celebrations Christmas festivals, among other holiday festivals, used to be big at the Center. The director of the Center mentioned that they replaced the festivals with monthly dinners. �Each year for a number of decades, the Center crowned its new king and queen. Though this tradition stood for decades, it doesn’t occur any more. �The Center and Technology From color television to video chatting from around the world, technology has vastly changed over the 60 years of the Center’s existence. It has been and continues to be an intergenerational connector between seniors and younger volunteers or relatives of members. Today, seniors can come to the center for technological support! �Future Projections/Goals ● Full 8-10 minute documentary ● Film more interviews ● Film public’s reaction to what a senior center is, and what their perceptions are ● Organize our history into chronological order ● Continue finding information on leadership �Thank you! Questions? � Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Adult and Senior Center of Saratoga Text A resource consisting primarily of words for reading. Examples include books, letters, dissertations, poems, newspapers, articles, archives of mailing lists. Note that facsimiles or images of texts are still of the genre Text. Original Format The type of object, such as painting, sculpture, paper, photo, and additional data powerpoint presentation Creator - Individual Name of the person or people responsible for creating the item. Radcliffe, Phoebe Ruben, Eli Thaler, Natasha Walker, Rebecca Wingate, Tracy Creator - Organization Company, government agency, or other organization responsible for creating the item (the publisher should not be listed again here unless the same organization had a role other than that of publisher in sponsoring or creating the map). Skidmore College, MDOCS, Skidmore-Saratoga Memory Project Record Contributor Individual who prepared the item and/or edited it. J. Dym Record Creation Date Day/Month/Year of record creation/edit 16/6/2017 Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Senior Center 60th anniversary project plan Date A point or period of time associated with an event in the lifecycle of the resource 12/2015 Description An account of the resource A presentation by Phoebe Radcliffe, Eli Ruben, Natasha Thaler, Rebecca Walker and Tracey Wingate with research conducted in the archive of the Senior Center and planning for a short documentary film to emerge from it. Language A language of the resource eng https://www.ssmp.mdocs.skidmore.edu/files/original/804135e7847757767553a136e9104fb3.pdf 2919801f4a205373ec6c137ae1a5ba3f PDF Text Text � https://www.ssmp.mdocs.skidmore.edu/files/original/046127e9012dce472e2b0c142d595aff.pdf a8d90cf65d9625aa917fb905ddada219 PDF Text Text � https://www.ssmp.mdocs.skidmore.edu/files/original/8a8e2b07aab3e9215774d05e88102d89.pdf dfaccd8e4208a81faaf5e922d93ad1dc PDF Text Text �� https://www.ssmp.mdocs.skidmore.edu/files/original/55187f1a938b3b5f2872122734105243.jpeg c46781bdaedcd977d8c51e8ad3cb551e https://www.ssmp.mdocs.skidmore.edu/files/original/d8c33dfb7aa8211ca9c496835394ad80.jpeg 456bd6bb2f984dc9a993932f70075cf2 https://www.ssmp.mdocs.skidmore.edu/files/original/5da79e524f39720a8ed6a0855aff6932.jpeg 9cadc018ce141d41e929b0a8fb5278d4 https://www.ssmp.mdocs.skidmore.edu/files/original/5502469ad1171ffdd4492fac7ed0e917.jpeg 95d66161d51656529662fb7a9b42ac49 https://www.ssmp.mdocs.skidmore.edu/files/original/cdefbc66a18fc3972c61cf839df95e7f.jpeg 2ef61c628b6c93add839a30ea8b5ef2a https://www.ssmp.mdocs.skidmore.edu/files/original/8c7bb4e689540eb42217eb29a8ff05db.jpeg 16aa755fe38fef322ea53fb1eda42a3c Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Adult and Senior Center of Saratoga Text A resource consisting primarily of words for reading. Examples include books, letters, dissertations, poems, newspapers, articles, archives of mailing lists. Note that facsimiles or images of texts are still of the genre Text. Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Senior Citizens Center Inc. Welcome Date A point or period of time associated with an event in the lifecycle of the resource ca. 1961 "before 1963" Description An account of the resource This early 1960's brochure welcomes seniors to the center and answers some key questions: Who can and should belong? What is it? How is it organized? What does it do? how does it work? How is it financed? Language A language of the resource eng https://www.ssmp.mdocs.skidmore.edu/files/original/212bb07fbf1ac5985c9190352f1ea1d1.jpeg 463321719e8d91c9bdc142af6e9517ef Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Adult and Senior Center of Saratoga Text A resource consisting primarily of words for reading. Examples include books, letters, dissertations, poems, newspapers, articles, archives of mailing lists. Note that facsimiles or images of texts are still of the genre Text. Record Creation Date Day/Month/Year of record creation/edit 5/12/17 Record Contributor Individual who prepared the item and/or edited it. Phoebe Radcliffe Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Identifier An unambiguous reference to the resource within a given context 196x-60YearsYoung-Vokes Title A name given to the resource Senior Citizens Project Date A point or period of time associated with an event in the lifecycle of the resource 196x Description An account of the resource A newspaper clipping of Mrs. Arthur Vokes during her directorship at the Senior Center. In this image, Mrs. Vokes is sharing a project made at the center. Provenance A statement of any changes in ownership and custody of the resource since its creation that are significant for its authenticity, integrity, and interpretation. The statement may include a description of any changes successive custodians made to the resource. Adult and Senior Center of Saratoga Language A language of the resource English Format The file format, physical medium, or dimensions of the resource Newspaper Is Part Of A related resource in which the described resource is physically or logically included. The Saratogian leadership president Saratoga Springs Senior Center https://www.ssmp.mdocs.skidmore.edu/files/original/ce52ebe2e26e7553bf97a969294cdc9b.jpeg 97a38691a144d84e36dc663873ba1d77 Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Adult and Senior Center of Saratoga Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Seniors kick up their heels Date A point or period of time associated with an event in the lifecycle of the resource 1985 Is Part Of A related resource in which the described resource is physically or logically included. The Saratogian Publisher An entity responsible for making the resource available The Saratogian Description An account of the resource An article about seniors' fitness and participation in a cabaret show. https://www.ssmp.mdocs.skidmore.edu/files/original/0b605e252036c0049649cf6a4c0ef2b8.JPG e753342d458650785ea6f8926a6798dc https://www.ssmp.mdocs.skidmore.edu/files/original/ca6a4d9dfc07c140ee6ed078e2a592ef.JPG 8a8f17f09d4658663b10f167ae14f6fb https://www.ssmp.mdocs.skidmore.edu/files/original/fb1241129c669b22f2a7d924ac5443ea.JPG e2f60117cbe419b05d3a500e312e5abb https://www.ssmp.mdocs.skidmore.edu/files/original/5c4c78c61c2c9e343b5e96a199d89443.JPG c190fa99dae4b22998658b25eaa7112c https://www.ssmp.mdocs.skidmore.edu/files/original/ce9cb99396c64b44eaed85a3936761ad.JPG f2a6edde32f783965bb0c920e1108101 https://www.ssmp.mdocs.skidmore.edu/files/original/20138709dbf62451c51445a0a97029fc.JPG 6e16004d4d66f35759cba6831427495c https://www.ssmp.mdocs.skidmore.edu/files/original/e8f0f96a296deb3b44747d3f0b75e8d7.JPG 3fca34d4d22314f17f2ae71c779275c0 https://www.ssmp.mdocs.skidmore.edu/files/original/1eebef3b4323cc987eead3b935411dbe.JPG 44727b02968c6fe494ebe272c400be95 https://www.ssmp.mdocs.skidmore.edu/files/original/1479f2f5e083e47458930f23cddcb3cb.JPG 58c1766f63c23c90c92672ed6c161932 https://www.ssmp.mdocs.skidmore.edu/files/original/6b399c963c276d0e2a0cc59df8a0806f.JPG 090fc428931222c81cc1872e7f4dd4a0 https://www.ssmp.mdocs.skidmore.edu/files/original/3c363ec054ea4d73f8167ddae8614a35.JPG f9507585527c6a8715fd923cba73c3f7 https://www.ssmp.mdocs.skidmore.edu/files/original/ee4d83a2688a1b880afc6548a172c09d.JPG fe52e7bbf823c34c4b62438d95187cc5 https://www.ssmp.mdocs.skidmore.edu/files/original/0c3c802564316fc516cc1582b6c6eac7.JPG be947eebb4c42f0f81f3001bcf6e5ba6 https://www.ssmp.mdocs.skidmore.edu/files/original/f84a98f1d7334392e7e440a55adf5513.JPG fdf44a3a08e59ce141cb5c0e82c2d634 https://www.ssmp.mdocs.skidmore.edu/files/original/4f5b69e6d0e4fb8d999c019fe28c2695.JPG 3556190e5a50393a4c64a3adffe3fb72 https://www.ssmp.mdocs.skidmore.edu/files/original/8945dea06ae110a9e4635067ae928a83.JPG 26dd6bfc3085fa13abe7e8d6648c22a6 https://www.ssmp.mdocs.skidmore.edu/files/original/f1f1838f5fed612261c2f7bdacdd605c.JPG c2d0fec4035e07b68f4d5835a62b0378 https://www.ssmp.mdocs.skidmore.edu/files/original/d8e7e5275c2186548dcf4e34f68e7f8f.JPG 8bba99cd40224ea277fb9f8cb12403f9 https://www.ssmp.mdocs.skidmore.edu/files/original/6f3b533ac04e877804cc5728a4d138ec.JPG e28fe34bf04cb1ce08adf68f423e901b https://www.ssmp.mdocs.skidmore.edu/files/original/b79c8d7b3083a4637f23f6eb71dd262e.JPG a8e949968711a2088a24be6f0a0e829e https://www.ssmp.mdocs.skidmore.edu/files/original/b5a91ed223eb9e480bebb2c75969228e.JPG db78acb6a0f7c81e1fa50a023d7f712a https://www.ssmp.mdocs.skidmore.edu/files/original/604883fddf3652a254eb39097e90862d.JPG adb5b180bbd990458e6406abaf66452c https://www.ssmp.mdocs.skidmore.edu/files/original/87157a98706d7ca812502aeaa67083cb.JPG 71e0345e346816b9597eb79e358e8c9f https://www.ssmp.mdocs.skidmore.edu/files/original/19127d2c09a55096d4c6cb81f698c27a.JPG 48a4c2ae96fa03a71d136fb0757b9acb https://www.ssmp.mdocs.skidmore.edu/files/original/13a444a1e61a75a4e85188595aa8e788.JPG de5e721c04d8b9b6865bebbf18b4b53b https://www.ssmp.mdocs.skidmore.edu/files/original/40d671e693b0a4f1d5dde3730db0df8b.JPG 852e99c6ba7c8e60c5676910cc68d750 Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Adult and Senior Center of Saratoga Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Sixty Years Young Class Photos Date A point or period of time associated with an event in the lifecycle of the resource October 2014 - November 2015 Description An account of the resource Photographs of students and faculty in Archival Storytelling preparing the archive, taping an interview with Lois Celeste, and learning the principles of audio recording with Nat Cabrera, '17, who worked as a student assistant in LIB 113. Contributor An entity responsible for making contributions to the resource Dym, Jordana https://www.ssmp.mdocs.skidmore.edu/files/original/eac1640d183c9ed6e85c94e223866300.jpg d188ca7031115bff01024cd71c700186 https://www.ssmp.mdocs.skidmore.edu/files/original/f29973dfffab1a4e70cdfc3fa4747555.pdf 76f05f74fa7d9de619220030d9688259 PDF Text Text Sixty Years Y oung Stories from the archives of the Adult and Senior Center of Saratoga. Research by Phoebe Radcliffe Eli Ruben Natasha Thaler Rebecca Walker Tracey Wingate with Jordana Dym MDOCS JOHN B. MOORE DOCUMENTARY STUDIES COLLABORATIVE DESIGN BY MICHAEL ZHOU � https://www.ssmp.mdocs.skidmore.edu/files/original/c9a15e00c300845a35d33cb6c31e851a.png 499ed44f88b1213cb3a6aaf5dc4b2980 Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Adult and Senior Center of Saratoga Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Sixty Years Young Exhibit Poster Date A point or period of time associated with an event in the lifecycle of the resource 2015 Description An account of the resource A poster created by Skidmore student Michael Zhou, '17, for the Sixty Years Young exhibit. Language A language of the resource English Creator An entity primarily responsible for making the resource Zhou, Michael License A legal document giving official permission to do something with the resource. (c) Michael Zhou and MDOCS. Please