In this e-learning module you will receive a brief lesson about specific issues relating to the aging workforce, followed by 5 multiple choice questions. Each question has 1 correct answer that will provide further support information and additional resources that you can choose to review.
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The workforce is aging for a variety of reasons such as low birth rates, people living longer and for some, the need to stay in the workforce. Many older workers stay out of economic necessity due to poor or nonexistent pensions and growing gaps between wages and costs of living. This trend has been developing for years: previous data have shown workers aged 65 and older are the fastest-growing age segment of the American workforce and the situation is the same in Canada.
Unions can play a significant role in tackling this issue for a win-win situation. Employers will need older workers to stay employed as well as safe and healthy to do so. Workers would benefit from union support to ensure workplaces are safe for them, looking at the unique risks they may face and proposing ways to prevent injury and illness along with potential modifications older workers might benefit from. All workers benefit from such practices and employers benefit with a stable and healthy workforce.
Outdated attitudes, stereotyping, unfair policies, and prejudices can negatively affect mature workers by:
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What can a union do about employers actively finding ways to force out aging workers?
Please select one of the following 5 options:
ContinueAll of the above.
As a union you have an opportunity to educate your members and help employers understand that mature workers bring a range of positive qualities to the job, including:
As a union, you can also support your workers by guiding them through a grievance process if nothing else has been effective in resolving an issue. Negotiations may also help address this issue. An example from United Steel Workers –
“…The workers at IMP Aerostructures represented by the United Steelworkers union overwhelmingly rejected the latest inadequate offer from the employer which called for dramatic cuts for senior workers. …The 204 workers at IMP Aerostructures in Amherst have for years been making high-quality parts for the aerospace industry. Unfortunately, this company is insisting that members who are 65 or older will have their life insurance coverage reduced by 50% and have their long-term-disability benefits eliminated in addition to in essence stand-pat wages.”
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Is there any legislation/regulation that protects older workers?
Please select one of the following 2 options:
ContinueNo, there are no laws specifically for older workers
There are several laws that could be applied to address issues faced by older workers such as discrimination based on age or gender, safety and health and duty to accommodate. It should be noted that these laws apply to ALL workers but can be used to demonstrate to employers how they might apply to an aging workforce.
Safety and health laws apply equally to all such as the Workplace Safety and Health Act in Manitoba. Under the Manitoba Workplace Safety and Health Act, employers have primary responsibility for ensuring a safe and healthy workplace, and can face penalties and fines for putting the health and safety of workers at risk. The law focuses first and foremost on the employer’s responsibility to eliminate workplace hazards.
Age does not dictate which safety and health requirements apply. But there may be some areas that put older workers at more risk. For example, as we age our vison tends to decline and more lighting is necessary to manage risks. Good ergonomics are good for everyone but can benefit older workers in particular in preventing musculoskeletal injuries. This might include such things as mechanical lifts for heavy jobs.
ContinueHuman rights laws prohibit discrimination based on a number of things including age. Manitoba’s Human Rights Code would prevent employers from singling out older workers if they were concerned about their ability to do the work. If a concern exists, employers must apply and address this concern across all workers, not just the specific individuals. Unions can play a role by ensuring employers and supervisors are aware of these protections. It should be noted that Manitoba has no mandatory retirement age. Nor is there a mandatory age when one can no longer be covered by WCB.
Duty to accommodate can be explained as "the responsibility to address and remove unreasonable burdens or barriers based on a protected characteristic that limit access to opportunities and benefits available to others." Age is one of the protected characteristics in the MB Human Rights Code.
Examples of reasonable accommodations include making existing facilities accessible; job restructuring; part-time or modified work schedules; acquiring or modifying equipment; changing tests, training materials, or policies; providing qualified readers or interpreters; and reassignment to a vacant position.
Unions are in a strong position to educate both workers and employers about these rights.
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Is it safe for older workers to do all jobs? For example, a 70 year old working outdoors, humidity sometimes 90%, with temperatures up to 30 or more degrees Celsius.
Please select one of the following 5 options:
ContinueThis is an area where there really is no right answer.
However, there are a number of factors that should be taken into account by the employer. Just because someone is 70 does not mean they are necessarily unfit to do the job. Many people now maintain excellent health much later in life.
Aging does lead to a gradual decrease in physical and mental capacity, a growing risk of disease and ultimately death. However, these changes are only loosely associated with a person’s age in years.
Common conditions in older age include hearing loss, vision loss, cataracts, back and neck pain and osteoarthritis, chronic obstructive pulmonary disease, diabetes, depression and dementia. As people age, they are more likely to experience several conditions at the same time.
ContinueMaintaining healthy behaviours throughout life, particularly eating a balanced diet, engaging in regular physical activity and refraining from tobacco use, all contribute to reducing the risk of diseases, improving physical and mental capacity. Supportive physical and social environments also enable people to do what is important to them, despite losses in capacity.
Unions can help educate members and employers about ways to support workers to stay healthy and how to modify the workplace to retain these workers.
Some suggestions include:
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Some older workers claim they are left to staff the workplace while younger colleagues attend training. Is this legal?
Please select one of the following 2 options:
ContinueDepending on the circumstances, it may not be legal.
Every worker in Manitoba has the right to safety and health training in order to ensure they can work safely, protecting themselves and others. Sometimes employers think older workers don’t need training as they have done the job for many years. Sometimes older workers agree with that and prefer not to attend training. The type and amount of training should be determined by the worker, supervisor and employer. Processes change over time and as well, a "refresher" from time to time will remind everyone of the safest way to do a job. It is the employer’s responsibility to ensure everyone has adequate training.
If a worker feels they are receiving inadequate training they can be encouraged to discuss this with their supervisor; safety and health committee and shop steward if not resolved. A complaint can be made to the enforcing agency of the Workplace Safety and Health Act. In Manitoba, workers have the right to report unsafe work, raise safety concerns, refuse dangerous work, and participate in safety and health activities without fear of job loss or negative treatment at work. Negative treatment may include being passed over for a promotion, a change in work duties, or loss of wages or hours. This type of negative action against a worker is considered a reprisal, and is illegal under The Workplace Safety and Health Act.
A safety and health officer can attempt to resolve the issue. If there is no satisfactory resolution either the employer or worker can appeal to the Director of the Workplace Safety and Health Division and as a final step, if necessary, to the MB Labour Board. A union can undertake a grievance process if it is felt to be warranted.
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Are there any laws that that provide protection for safety and health issues affecting older women?
Please select one of the following 2 options:
ContinueNo, there are no specific workplace safety and health laws that address issues specific to women.
However, that doesn’t mean these issues don’t need to be addressed. Safety and health laws require the workplace to be safe for all and if there are unique circumstances they must also be addressed.
Some of the issues your older female members might encounter are noted below. Some of these issues will affect women of any age.
Bathroom access – as we age, especially those who have had children may need to use a washroom more frequently. In production or industrial and construction environments this can be an issue.
Workplace design and ergonomics – aging brings with it some natural declines such as hearing and vision. Many of these areas can be addressed through good workplace design, benefiting everyone.
ContinueSexual and Other Harassment – an issue for everyone, harassment is illegal in the workplace. However, polls and surveys consistently show that women are almost four times more likely to have been harassed than men
Age based discrimination – this may be an issue for all genders but research shows age-based discrimination and ageism are becoming more common as the work force ages
Menopause – aging women may experience health effects that can affect their ability to perform as productively as in the past and can cause stress and repercussions from employers
Certain cancers - research indicates that many cancer causing substances are found in common, everyday products and by-products as well as at work. There are a number of work-related substances known or suspected of causing cancer in female organs.
Stress, mental health and work-life balance – while this may be an issue for everyone, research shows that caregivers are often women. As they get older they may find themselves in a situation where they may be responsible for a variety of people outside of work such as grandchildren, perhaps a disabled child still at home and elderly parents.
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