A critical problem that is facing the Joy Center Clinic is the aging workforce. Almost 75 percent of the workforce is aged over 60 years. Primarily, the wellbeing, safety, and health of employees are affected by the process of aging that generates both benefits and challenges for aging staffs and their organizations. The primary concern with the older labor force at the healthcare facility is the reduced physical capacity which hinders them from performing to their full capacity. Patients visiting the facility have complained that many doctors and nurses in the facility, aged above 60 years, are slow in attending them, and this makes them wait for long hours before they get care services.
Besides, the existence of the aging workforce and the younger employees has resulted in regular interdepartmental conflicts, in which the younger and older employees are conflicting in terms of how they operate due to differences in their work experience and how they deliver their services. Thus, the problem of older doctors and nurses is negatively affecting the quality of health care provided at Joy Center Clinic. Overall, an aging population has been a trend for decades in the US and across much the developed countries. With the general population aging, the age profile of the employee workforce in the US has been increasing. According to Willis Towers Watson, (2016), the US Census Bureau predicts that 19.6 million workers in the US will be over 65 and above, approximately 19% of the whole US labor force.
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However, to address the problem of an aging workforce, one of the strategies employed previously has been phased-in retirement, in which older employees could choose to work for lesser hours yet stay longer in the workforce, including after retire (Kaskie, Walker and Andersson, 2017). Fundamentally, there are various employment laws which relate to older employees. Loy (2015) states that The 1967 Age Discrimination in Employment Act (ADEA) outlaws age discrimination against persons aged 40 or older in different employment areas such as reasonable accommodation including accessible parking spaces, software for screen magnification and part-time work schedules.
References
Loy, B. (2015). Job Accommodation Network. Accommodation and Compliance Series. Employees Who Are Aging .
Kaskie, B., Walker, M., & Andersson, M. (2017). Efforts to Address the Aging Academic Workforce: Assessing Progress Through a Three-Stage Model of Institutional Change. Innovative Higher Education , 42 (3), 225-237.
Willis Towers Watson. (2016, September 12). How an aging workforce and population will impact healthcare in the U.S. Retrieved from https://www.willis.com/documents/services/Claim%20and%20Risk%20Control/15?
