Toronto • May 28-29, 2010 • Student Day and Workshops: May 27
Paper: Extending and improving time to retirement: The older worker leave pilot program
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Day/Time: Saturday at 11:15
Room: Armoury Suite, 2nd Floor
Objectives:
“Baby Boomers” are changing the current definitions of work and retirement. Recognizing this, Seven Oaks General Hospital (SOGH) determined that a leave of absence (LOA) may be of benefit to retaining older workers in health care. This LOA was developed in a manner similar to a parental or bereavement leave, with employees earning 55% of their salary for the duration of the leave in exchange for a return to service agreement.
Methods:
This program was offered from June 15 to December 31 of 2009. Approximately 20 employees applied for the program. 14 employees from three different hospitals in Winnipeg, Manitoba took part in the Older Worker Leave (OWL) Pilot Program. Employees were given the option of a 12-week leave and 1-year return to service agreement or a 24-week leave and 2-year return to service agreement. Only 2 employees opted for the 24 week leave. Employees could spend the leave time in any way they wanted and were only restricted from working during the leave. Participants were asked to participate in a pre- and post-interview regarding the leave.
Results:
The pre-interviews were analyzed using content analysis. The analysis for the post-interviews will be completed by February 28, 2010. From the analysis of the pre-OWL interviews, seven themes appeared:
1. Feeling time crunch and job strain
2. OWL is an opportunity to practise for retirement
3. We love our jobs, but we don’t want to be there all the time!
4. Personal reflection happens when you get to think about things other than work!
5. Taking care of myself
6. Taking care of others happens on and off the job
7. Work gets in the way of things I want to do
Conclusions:
Although the analysis is currently incomplete, the results indicate that there may be two distinct benefits of the OWL concerning retirement. First, the OWL may provide participants a better idea of the actual date for their retirement. In essence, the “retirement dry-run” has allowed each participant to determine if s/he is ready for retirement, financially, physically, and emotionally. The second indirect benefit may arise due to physical and mental rejuvenation: Taking the time off during the OWL may allow participants to have an especially productive final year as an employee.
References:
This work was supported by HRSDC Workplace Skills Initiative. References for the project literature review can be made available.
