They sense that the younger public has accepted as truth various misconceptions about older workers. Despite these perceptions, research from agencies such as the Department of Labor, the American Council of Life Insurance and Andrus Gerontology Center is indicating that workers that are 50+ possess work ethics that are highly desirable to employers.

What, then, can boomers, seniors and retirees do to increase their success at landing a job?

1. Do your homework. Learn the latest in technology skills. Take adult education or online classes to give the impression that you are in sync with the rapidly changing technological advances. And read Michelle Goodmans Seven Mistakes Job Hunters Older Than 50 Make

2. Study AARPs excellent articles beginning with Job Tips for 50+ Workers

3. Write a clean, well-constructed, convincing resume
Using correct terminology (search job descriptions for assistance).
Indicating all your skills and expertise pertinent only to the position you are applying for.
Eliminating “References available upon request” from the resume. The employer makes this assumption.
Emphasizing experience, skills, talents and expertise.
De-emphasizing dates.
Ensuring that there are no spelling, grammatical or typographical errors.
Mailing or sending your resume early to the head of the human resource department.

4. Prepare for your job interview
Your interviewer will probably be younger than you are. Treat him or her with respect.
Practice your interview with a younger person.
Dress and groom yourself appropriately.
Be ready to explain why youre applying for a job below your level of expertise.
Research the company you are applying to.
Follow up your interview with a thank you note.

5. Make use of tools that search specifically for companies that are committed to hiring older workers like:

SeniorJobBank -http://www.seniorjobbank.org/
Workforce50 -http://www.workforce50.com/
RetirementJobs -http://www.retirementjobs.com/index.html
RetiredBrains -http://www.retiredbrains.com/
Seniors4Hire – http://seniors4hire.org/
Jobs4.0 -http://www.jobs4point0.com/

6. Locate companies which are agreeable to hiring older workers by considering AARPs 2008 lists of the best Employers for workers over 50 in the United States and internationally

7. Take advantage of government training and employment opportunities at:

a. The Senior Community Service Employment Program- SCSEP trains and places qualifying seniors.

b. Senior Environomental Employment Program- As part of the United Environmental Protection Agency, (SEE) hires seniors for temporary, part-time, and full-time positions to help EPA improve the environment.

c.CareerOneStop- Sponsored by the Department of Labor this site assists job seekers by giving help with personal assessment, career options, education and training leads, resumes, interviews, networking and job availability.

8. Dont forget the nonprofit sector for job opportunities:

a. Action Without Borders runs a website which matches volunteers and paid individuals with over 57,000 nonprofit organizations that are interested in improving their communities. “AWB is independent of any government, political ideology, or religious creed.”

b. Older volunteers find that Peace Corps is a wonderful way to “give back” to the world while gaining valuable benefits for themselves.

9. Use your old job and turn it into a new career, such as substitute teaching or tutoring.

10. Turn your hobby into dollars: If youre handy around your own house, why not get paid for it by assisting others?

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The internet is truly a medium of wonders. You can find almost anything on it even the person that you might marry! Compared to that, finding the ideal online job and business is not very difficult. Once you have done this, the trick to succeeding is to use this medium and exploit it to its fullest. Read on and you will understand how to make the internet work for you.

Start, expand and / or supplement

The internet is a very versatile medium and can be used for almost any kind of business, if applied right. Existing businesses have used it as a means to expand their already existing businesses, for example a merchant can introduce the concept of online shopping to take his products to the world. It can be used to supplement a business. This can be done in terms of a part time job that supplements an existing income or better still and what we are concerned with to start a legitimate work from home business or job. The adaptable nature of this wonderful medium is what gives you the freedom and flexibility of a great source of income via it.

Low costs with far reaching capabilities

The biggest advantage of the internet is its amazingly low costs, especially when you compare it to what it can offer you. For example, if you are selling a product as a legitimate work form home business, then the internet can take your product to the world at the same cost that it is doing it locally. The wise way to capitalise on this advantage is to plan your selling strategy well. In order to make the internet really work for you, look beyond your locality, explore the bigger picture. Look at selling your products to your state, country and maybe even worldwide and then you will truly see what this medium can do for you. The added advantage is that you need not actually have a display area for your products as they are being bought online. You just need an area to store them.

Imagination and vision

Like anything that is truly successful, imagination and vision are two important key factors in making your legitimate work from home endeavour successful. The internet has a vast library of tools and kits that are available for free to help you succeed and be truly independent. It is up to you to exploit the full potential of these tools and make them work for you. A word of caution though, in your search to be most effective, you might find tools that keep you up to date with the latest trends and fads. It would be advisable to stick with ideas and products that have been tried and tested to prevent any kind of negative setbacks to your business.

Explore

Another key to a successful internet based legitimate work from home business is that you must explore options and techniques. It is important to remember that the internet is a vast pool of knowledge and you will very rarely find all the answers in one place. Even if it seems that one particular site or e-books seems to be offering you all the information, you might require to succeed at your legitimate work from home business. You must bear in mind that all information can never be found in one particular place. There will be others that cover additional view points etc.

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If youve been fired from your job as a result of discrimination or retaliation, been harassed or the victim of a hostile work environment, or paid less than a person of the opposite sex for the same work for no other valid reason, visit our website at http://www.CaliforniaAttorneysLawyers.com and call us at any of the numbers easily found on our website.

In La Quinta and throughout California where private employers and government offices have laid off people in the hundreds and thousands, sometimes on a weekly basis there is substantial fear among those who have recently been terminated and those who are in fear that they could be next to be let go. In areas such as the La Quinta area where unemployment and foreclosures are at their highest in the state, many employees who have been discriminated against or fired in retaliation for complaints of harassment and who previously feared making any complaint, now feel they have nothing to lose.

Some employees are filing class action lawsuits based on everything from age and sex discrimination to discrimination against veterans. Individual claims are being made for overtime pay that the employees never received and retaliation for whistle blowing or reporting harassment.

One of the best tools for La Quinta employment lawyers is often the employees company manual and other memos of the company which often lay out glowing descriptions of how fair the company will be in their employment practices. Such manuals often describe all of the types of actions which the company claims they will not tolerate including the various forms of harassment and how the company will never take a retaliatory action against anyone blowing the whistle on harassment at the company.

Such manuals provide a powerful tool to the employee and the employment lawyer to show the company exactly how they violated not only the law, but also the companys own employment guidelines. Faced with such violations of the principles the company itself laid down and promised to their employees, it is difficult for such companies to argue that they didnt realize how they were supposed to respond to an employees reports of harassment or that they didnt know they couldnt fire someone for making such reports.

Employees must keep in mind that under California law, complaints alleging discrimination or retaliation must be filed with the Division of Labor Standards Enforcement in California within six months of the alleged discriminatory or retaliatory action by an employer, except in certain circumstances.

Some of the laws enforced by the Labor Commissioner in the State of California which prohibit discrimination and retaliation include discrimination or retaliation for threatening to file a complaint with the Labor Commissioner, for taking time off to serve as a juror, be a witness in court or to attend judicial proceedings related to being a victim of a crime or related to a victim, for discharging victims of domestic violence, for taking time off to seek medical or psychological treatment related to domestic violence or a sexual assault, for taking time off to go to a childs school at the request of a teacher, for disclosing his or her wages, for engaging in political activity, for being a whistle blower (not the real whistles), for being paid less than employees of a different sex for the same work unless based on a bona fide factor other than sex, or for complaining about safety or health conditions.

For La Quinta Employment Lawyers such as myself who are also Womens Rights Lawyers, when President Obama signed the Lilly Ledbetter Fair Pay Act of 2009 in late January, he remedied a great injustice and provided employment and womens rights attorneys with yet another tool in our arsenal to fight for employees and womens rights.

Now women in California and the rest of the nation have a law that gives them the ability to redress the wrong suffered upon them by society in allowing men to receive more money for the same work from an employer and limiting the rights of women to bring a claim for pay discrimination.

In the past, women were required to file suit within 180 days after first being paid unfairly, even if the discrimination of being paid less than male workers in the same jobs continued. And if a woman failed to discover that male workers were being paid more for the same work, a woman still could not hold her employer accountable if she didnt learn of the unfairness and take action within 180 days of first being paid the lesser rate.

Under the Fair Pay Act of 2009 signed into law by President Obama, the statute of limitations of 180 days starts with each discriminatory paycheck, rather than when the employer starts to discriminate. So long as a woman in CA files her claim within 180 days of receiving any discriminatory paycheck, not just the first one, she is considered timely in bringing her claim.

An important aspect of the Act is that the effective date of the Act is retroactively set at May 28, 2007, which will allow it to apply to all compensation discrimination claims that have been filed on or after that date.

Women can sue for back pay awards for up to two years before she files her employment discrimination claim under Title VII of the Civil Rights Act of 1964. The Fair Pay Act of 2009 does not change the two-year back pay limit.

Under the Act, an unlawful practice occurs when a discriminatory compensation decision or other practice is adopted, when a person becomes subject to the decision or practice, or when a person is affected by the decision or practice, including each time wages, benefits or other compensation is paid.

California also has its own version of the Federal WARN Act which in certain circumstances requires 60 days warning before laying off workers. Under the 2003 California version of the Act, the requirement of 60 days warning applies to establishments with 75 or more employees who have been employed for at least 6 of the previous 12 months, who layoff or relocated 50 or more employees within a 30-day period. There are also various exceptions to the rule.

For the elderly employee laid off, an important ruling by the U.S. Supreme Court has given added protection to older workers. Elderly persons who file employment discrimination lawsuits no longer need to prove that an employer acted intentionally. It is enough that the employee can prove that the layoffs had a disparate effect on the elderly workers.

Layoffs of caregivers providing care to sick family members may also violate federal law.

And all of these tools are still in addition to the tools La Quinta employment lawyers have against employers who practice discrimination based on sex, religion, race, age, or sexual orientation, or who subject their workers to a workplace that constitutes a hostile environment.

Visit our website at http://www.CaliforniaAttorneysLawyers.com and call us if you have been discriminated against or are the victim of retaliation by an employer in La Quinta or if you have been receiving less pay than a person of the opposite sex for the same work by your employer for no other valid reason.

It is thus imperative that an employee being laid off who is provided with a separation agreement and release of all claims against his employer consult with an employment attorney to determine if there werent violations of any of these laws and others that can assist the employee and his or her attorney to negotiate a larger severance package.

If you have recently been fired, are in fear of losing your job or if you have been presented with a separation agreement or severance package and have been discriminated against, harassed or are the victim of retaliation in La Quinta by your employer, we invite you to call our office.

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If youve been fired from your job as a result of discrimination or retaliation, been harassed or the victim of a hostile work environment, or paid less than a person of the opposite sex for the same work for no other valid reason, visit our website at http://www.CaliforniaAttorneysLawyers.com and call us at any of the numbers easily found on our website.

In Rancho Mirage and throughout California where private employers and government offices have laid off people in the hundreds and thousands, sometimes on a weekly basis there is substantial fear among those who have recently been terminated and those who are in fear that they could be next to be let go. In areas such as the Rancho Mirage area where unemployment and foreclosures are at their highest in the state, many employees who have been discriminated against or fired in retaliation for complaints of harassment and who previously feared making any complaint, now feel they have nothing to lose.

Some employees are filing class action lawsuits based on everything from age and sex discrimination to discrimination against veterans. Individual claims are being made for overtime pay that the employees never received and retaliation for whistle blowing or reporting harassment.

One of the best tools for Rancho Mirage employment lawyers is often the employees company manual and other memos of the company which often lay out glowing descriptions of how fair the company will be in their employment practices. Such manuals often describe all of the types of actions which the company claims they will not tolerate including the various forms of harassment and how the company will never take a retaliatory action against anyone blowing the whistle on harassment at the company.

Such manuals provide a powerful tool to the employee and the employment lawyer to show the company exactly how they violated not only the law, but also the companys own employment guidelines. Faced with such violations of the principles the company itself laid down and promised to their employees, it is difficult for such companies to argue that they didnt realize how they were supposed to respond to an employees reports of harassment or that they didnt know they couldnt fire someone for making such reports.

Employees must keep in mind that under California law, complaints alleging discrimination or retaliation must be filed with the Division of Labor Standards Enforcement in California within six months of the alleged discriminatory or retaliatory action by an employer, except in certain circumstances.

Some of the laws enforced by the Labor Commissioner in the State of California which prohibit discrimination and retaliation include discrimination or retaliation for threatening to file a complaint with the Labor Commissioner, for taking time off to serve as a juror, be a witness in court or to attend judicial proceedings related to being a victim of a crime or related to a victim, for discharging victims of domestic violence, for taking time off to seek medical or psychological treatment related to domestic violence or a sexual assault, for taking time off to go to a childs school at the request of a teacher, for disclosing his or her wages, for engaging in political activity, for being a whistle blower (not the real whistles), for being paid less than employees of a different sex for the same work unless based on a bona fide factor other than sex, or for complaining about safety or health conditions.

For Rancho Mirage Employment Lawyers such as myself who are also Womens Rights Lawyers, when President Obama signed the Lilly Ledbetter Fair Pay Act of 2009 in late January, he remedied a great injustice and provided employment and womens rights attorneys with yet another tool in our arsenal to fight for employees and womens rights.

Now women in California and the rest of the nation have a law that gives them the ability to redress the wrong suffered upon them by society in allowing men to receive more money for the same work from an employer and limiting the rights of women to bring a claim for pay discrimination.

In the past, women were required to file suit within 180 days after first being paid unfairly, even if the discrimination of being paid less than male workers in the same jobs continued. And if a woman failed to discover that male workers were being paid more for the same work, a woman still could not hold her employer accountable if she didnt learn of the unfairness and take action within 180 days of first being paid the lesser rate.

Under the Fair Pay Act of 2009 signed into law by President Obama, the statute of limitations of 180 days starts with each discriminatory paycheck, rather than when the employer starts to discriminate. So long as a woman in CA files her claim within 180 days of receiving any discriminatory paycheck, not just the first one, she is considered timely in bringing her claim.

An important aspect of the Act is that the effective date of the Act is retroactively set at May 28, 2007, which will allow it to apply to all compensation discrimination claims that have been filed on or after that date.

Women can sue for back pay awards for up to two years before she files her employment discrimination claim under Title VII of the Civil Rights Act of 1964. The Fair Pay Act of 2009 does not change the two-year back pay limit.

Under the Act, an unlawful practice occurs when a discriminatory compensation decision or other practice is adopted, when a person becomes subject to the decision or practice, or when a person is affected by the decision or practice, including each time wages, benefits or other compensation is paid.

California also has its own version of the Federal WARN Act which in certain circumstances requires 60 days warning before laying off workers. Under the 2003 California version of the Act, the requirement of 60 days warning applies to establishments with 75 or more employees who have been employed for at least 6 of the previous 12 months, who layoff or relocated 50 or more employees within a 30-day period. There are also various exceptions to the rule.

For the elderly employee laid off, an important ruling by the U.S. Supreme Court has given added protection to older workers. Elderly persons who file employment discrimination lawsuits no longer need to prove that an employer acted intentionally. It is enough that the employee can prove that the layoffs had a disparate effect on the elderly workers.

Layoffs of caregivers providing care to sick family members may also violate federal law.

And all of these tools are still in addition to the tools Rancho Mirage employment lawyers have against employers who practice discrimination based on sex, religion, race, age, or sexual orientation, or who subject their workers to a workplace that constitutes a hostile environment.

Visit our website at http://www.CaliforniaAttorneysLawyers.com and call us if you have been discriminated against or are the victim of retaliation by an employer in Rancho Mirage or if you have been receiving less pay than a person of the opposite sex for the same work by your employer for no other valid reason.

It is thus imperative that an employee being laid off who is provided with a separation agreement and release of all claims against his employer consult with an employment attorney to determine if there werent violations of any of these laws and others that can assist the employee and his or her attorney to negotiate a larger severance package.

If you have recently been fired, are in fear of losing your job or if you have been presented with a separation agreement or severance package and have been discriminated against, harassed or are the victim of retaliation in Rancho Mirage by your employer, we invite you to call our office.

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