The Evolving Landscape of the Senior Living Job Market: Opportunities and Challenges

The senior living job market is experiencing a significant transformation in response to demographic shifts, changing consumer preferences, and advancements in healthcare. As the aging population continues to grow, the demand for senior living services and facilities is on the rise. This surge has given rise to a dynamic job market with various opportunities and challenges for professionals seeking careers in senior living.

Demographic Trends:

One of the primary drivers of the expanding senior living job market is the aging demographic. The baby boomer generation, born between 1946 and 1964, is reaching retirement age and fueling the demand for senior care services. As this demographic bulge ages, there is an increasing need for skilled professionals to cater to their unique healthcare, housing, and social needs.

Diversity of Senior Living Roles:

The senior living job market offers a diverse range of roles, reflecting the multifaceted needs of the elderly population. Traditional roles such as registered nurses, certified nursing assistants, and healthcare administrators remain crucial. Still, there’s also a growing demand for professionals in non-clinical roles such as recreational therapists, social workers, nutritionists, and activities coordinators.

Furthermore, the senior living industry encompasses various types of facilities, including independent living communities, assisted living facilities, memory care units, and skilled nursing homes. Each setting requires a specific set of skills and expertise, leading to a wide array of job opportunities for individuals with diverse backgrounds and qualifications.

Challenges in Workforce Recruitment:

While the demand for senior living professionals is high, the industry faces challenges in recruiting and retaining qualified staff. The complex nature of senior care, coupled with the emotionally demanding aspects of working with an aging population, can make it challenging to attract new talent. The need for ongoing training and education to keep up with evolving healthcare practices is another factor that poses challenges in maintaining a skilled workforce.

Competitive Landscape and Compensation:

The competitive nature of the senior living job market has led to a focus on attracting top talent through competitive compensation packages and employee benefits. Organizations are recognizing the importance of offering competitive salaries, health insurance, retirement plans, and professional development opportunities to retain skilled professionals. This trend is expected to continue as the demand for qualified staff remains high.

Technological Integration:

The integration of technology in senior living facilities is another factor influencing the job market. From electronic health records to smart home technologies and telehealth services, professionals in the senior living industry are increasingly required to adapt to and utilize technological advancements. This trend not only improves the quality of care but also creates new job opportunities for individuals with expertise in healthcare technology and data management.

Emerging Trends in Senior Living Careers:

Several emerging trends are shaping the future of careers in senior living. For instance, there is a growing emphasis on person-centered care, which focuses on tailoring services to meet the individual needs and preferences of residents. This approach requires professionals with strong interpersonal skills and a commitment to enhancing the overall well-being of seniors.

Additionally, the concept of aging in place is gaining popularity, allowing seniors to receive care and support services in their own homes. This trend has spurred the creation of new job roles such as home health aides, caregivers, and remote healthcare professionals who can provide services outside of traditional senior living facilities.

The COVID-19 Impact:

The global pandemic has had a profound impact on the senior living job market. The heightened awareness of health and safety concerns has led to increased scrutiny of infection control measures within senior living facilities. This has created a demand for professionals with expertise in public health, epidemiology, and crisis management. The pandemic has also accelerated the adoption of telehealth services in senior care, creating opportunities for professionals skilled in virtual healthcare delivery.

Conclusion:

The current senior living job market presents a landscape rich with opportunities and challenges. As the aging population continues to grow, the demand for skilled professionals in various roles within senior living facilities is expected to rise. To meet this demand, the industry must address challenges related to workforce recruitment and retention, invest in ongoing education and training, and adapt to emerging trends such as technological integration and person-centered care.

Individuals considering careers in senior living have the chance to make a meaningful impact on the lives of the elderly population. Whether in clinical or non-clinical roles, professionals in senior living contribute to the well-being and quality of life of older adults, making it a rewarding and vital sector within the broader healthcare industry. As the industry evolves, staying attuned to emerging trends and acquiring relevant skills will be key to thriving in the dynamic senior living job market.

The Ongoing Shortage of LVNs/LPNs in the United States: Causes and Consequences

By: CareerBoardNetwork writers

The United States has been grappling with an ongoing shortage of Licensed Vocational Nurses (LVNs) and Licensed Practical Nurses (LPNs) for several years. This deficit in the healthcare workforce is a multifaceted issue that has raised concerns among healthcare professionals, policymakers, and the public alike. In this article, we will delve into the causes and consequences of the LVN/LPN shortage in the US.

Causes of the LVN/LPN Shortage

  1. Demographic Shifts: One of the primary drivers of the LVN/LPN shortage is the aging US population. As the baby boomer generation ages, there is a heightened demand for healthcare services, particularly in long-term care and home health settings. LVNs and LPNs play crucial roles in providing care to elderly patients, contributing to the heightened demand for their services.
  2. Educational Challenges: Limited capacity in nursing schools is a significant hurdle in addressing the shortage. Many aspiring nurses face difficulties securing spots in nursing programs due to high competition and insufficient resources in educational institutions. Additionally, the shortage extends to nursing faculty, making it challenging to educate and train the next generation of nursing professionals.
  3. Workplace Conditions: Working as an LVN or LPN can be physically and emotionally demanding. Long hours, understaffing, and high-stress environments can lead to burnout, causing some nurses to leave the profession or opt for alternative career paths. Improving working conditions and providing adequate support is crucial for retaining LVNs and LPNs.
  4. Geographic Disparities: The shortage is not evenly distributed across the country. Rural and underserved areas often face more acute shortages due to challenges in attracting and retaining healthcare professionals. This geographic variation can result in unequal access to healthcare services, exacerbating health disparities.

Consequences of the LVN/LPN Shortage

  1. Increased Workload: Nurses, including LVNs and LPNs, who remain in the profession often experience heavier workloads, leading to fatigue and decreased job satisfaction. This can compromise patient care quality and safety.
  2. Higher Healthcare Costs: Staffing shortages can lead to increased healthcare costs as facilities struggle to meet patient needs. This can result in longer hospital stays, readmissions, and higher expenses for patients and healthcare systems.
  3. Limited Access to Care: Patients in underserved areas may face barriers to accessing healthcare services due to the scarcity of LVNs and LPNs. This can lead to delayed or inadequate care, impacting patient outcomes.
  4. Innovations in Care Delivery: The shortage has prompted healthcare organizations to explore innovative solutions, such as telehealth and nurse delegation models, to optimize the use of available nursing resources. While these innovations can help address gaps in care, they also come with their own challenges and limitations.

Addressing the LVN/LPN Shortage

Addressing the shortage of LVNs and LPNs requires a coordinated effort from multiple stakeholders. Some potential solutions include:

  1. Increasing Educational Capacity: Expanding nursing education programs and addressing faculty shortages can help produce more LVNs and LPNs to meet the growing demand.
  2. Improving Workplace Conditions: Healthcare organizations must prioritize creating supportive work environments, offering competitive salaries, and addressing nurse burnout to retain existing staff.
  3. Policy Initiatives: Policymakers can implement policies to incentivize nursing practice in underserved areas and support initiatives that promote diversity and inclusion in the nursing workforce.
  4. Innovative Care Models: Embracing telehealth and task delegation models, while maintaining quality and safety, can help optimize the use of available nursing resources.

In conclusion, the shortage of LVNs and LPNs in the United States is a complex issue with far-reaching implications for healthcare delivery. Demographic shifts, educational challenges, workplace conditions, and geographic disparities all contribute to this shortage. Addressing the issue will require a multifaceted approach that involves collaboration between educational institutions, healthcare organizations, policymakers, and nursing professionals. By implementing strategic solutions, the US can work toward ensuring that patients receive the high-quality care they deserve, regardless of their geographic location or healthcare setting.

Employee Shortage in Senior Living: A Growing Crisis

By CareerBoardNetwork writers

The senior living industry, responsible for caring for our aging population, is facing an alarming and persistent challenge: an acute shortage of employees. This crisis is jeopardizing the quality of care provided to seniors and putting immense pressure on facilities, staff, and families. In this essay, we will explore the causes, consequences, and potential solutions to the employee shortage crisis in senior living.

One of the primary causes of the employee shortage in senior living is the rapid aging of the population. As the baby boomer generation enters their golden years, the demand for senior living services has surged. According to the U.S. Census Bureau, by 2030, all baby boomers will be over the age of 65. This demographic shift has created an unprecedented demand for caregivers, nurses, administrators, and other professionals in senior living facilities.

Another contributing factor to the employee shortage is the high turnover rate in the industry. Caring for seniors can be emotionally and physically demanding work. Staff often face challenging situations, including dealing with dementia, end-of-life care, and managing the health and well-being of residents. Burnout and compassion fatigue are common, leading many employees to seek less demanding roles in other industries.

The COVID-19 pandemic has exacerbated the employee shortage crisis in senior living. The fear of infection, personal protective equipment shortages, and high stress levels have driven some employees to leave the industry, further depleting an already understaffed workforce.

The consequences of this employee shortage are far-reaching and concerning. Firstly, it affects the quality of care provided to seniors. Short-staffed facilities struggle to meet the physical, emotional, and medical needs of residents. Overworked staff may have less time for meaningful interactions with residents, impacting their overall well-being and happiness.

Moreover, the shortage places enormous stress on the existing workforce. Overburdened employees are more prone to burnout and may experience decreased job satisfaction, which can create a negative cycle of further staff turnover. This, in turn, harms the financial stability and reputation of senior living facilities.

Family members of seniors in care facilities also suffer the consequences of the employee shortage. They worry about the quality of care their loved ones receive, leading to increased stress and anxiety. Many families are forced to take on caregiving responsibilities themselves, disrupting their own lives and careers.

Finding solutions to the employee shortage crisis in senior living is imperative. One approach is to invest in workforce development and training programs. By offering competitive salaries, benefits, and opportunities for advancement, the industry can attract and retain skilled professionals. Additionally, offering educational incentives and scholarships can help address the skills gap.

Technology can also play a significant role in mitigating the shortage. Automation and robotics can assist with tasks such as medication management and routine checks, reducing the workload on human staff. Telehealth services can connect seniors with healthcare providers remotely, minimizing the need for on-site medical personnel.

Collaboration between senior living facilities, governments, and educational institutions is crucial. Public policies that support the recruitment and training of caregivers and nurses can help alleviate the shortage. Furthermore, partnerships with schools and colleges can create pipelines of qualified individuals entering the field.

In conclusion, the employee shortage crisis in senior living is a pressing issue that demands immediate attention and action. The aging population, high turnover rates, and the impact of the COVID-19 pandemic have all contributed to this crisis. The consequences are detrimental to seniors, families, and the industry as a whole. However, through investment in workforce development, technology adoption, and collaboration, it is possible to address this challenge and ensure that our aging population receives the care and support they deserve. The future of senior living depends on our collective commitment to finding innovative solutions to this critical issue.

Covid-19 News Update for Seniors

Written by: CareerBoardNetwork

The Covid-19 pandemic has brought about unprecedented challenges and disruptions to our lives, especially for our senior citizens. As we navigate through this ongoing crisis, it is crucial for seniors to stay informed about the latest developments surrounding the virus. This update aims to provide valuable information regarding the current state of the pandemic, vaccination efforts, and tips for seniors to stay safe and healthy.

Current State of the Pandemic:

As of the latest available information (September 2021), Covid-19 remains a global health concern. New variants of the virus have emerged, making it essential for seniors and the general population to remain cautious. The virus has not been completely eradicated, and its impact continues to vary from region to region.

Vaccination Efforts:

Vaccination has proven to be one of the most effective tools in the fight against Covid-19. Seniors were among the first groups prioritized for vaccination due to their increased vulnerability to severe illness. By September 2021, vaccines were widely available in many countries, offering protection against severe illness, hospitalization, and death.

Seniors who have not yet been vaccinated should consider doing so promptly. It’s also important to stay updated on booster shot recommendations, as immunity may wane over time, particularly for those who received their initial vaccinations earlier in the year.

Health and Safety Tips for Seniors:

  1. Follow Public Health Guidelines: Continue to follow the guidelines provided by health authorities in your area. These guidelines may include wearing masks, practicing social distancing, and avoiding crowded places.
  2. Hand Hygiene: Regularly wash your hands with soap and water for at least 20 seconds. Hand sanitizers with at least 60% alcohol are also effective when soap and water are not available.
  3. Stay Informed: Keep up with the latest Covid-19 updates from reputable sources like the World Health Organization (WHO), the Centers for Disease Control and Prevention (CDC), and your local health department.
  4. Maintain Social Connections: While physical distancing is important, it’s equally crucial to maintain social connections. Stay in touch with loved ones through phone calls, video chats, or socially distant outdoor visits.
  5. Prioritize Mental Health: The pandemic’s social isolation and uncertainty can take a toll on mental health. Don’t hesitate to seek support from mental health professionals if you’re feeling overwhelmed or anxious.
  6. Stay Active: Engage in regular physical activity, even if it’s at home. Exercise can boost your immune system and help maintain overall health.
  7. Diet and Nutrition: Focus on a well-balanced diet rich in fruits, vegetables, and whole grains to support your immune system. Consult with a healthcare provider about any specific dietary needs.
  8. Medication Management: Ensure that you have an adequate supply of any prescription medications you need and that you are taking them as prescribed. Telehealth appointments can help you manage your healthcare needs.
  9. Flu Shot: Get an annual flu shot to protect against influenza, which can weaken your immune system and increase your susceptibility to other illnesses, including Covid-19.
  10. Travel Safely: If you must travel, research the Covid-19 safety measures in place at your destination, and follow all recommended precautions during your journey.

In conclusion, while the Covid-19 pandemic has presented significant challenges for seniors, staying informed and following safety guidelines can help mitigate the risks. Vaccination remains a critical tool in our fight against the virus, and seniors are encouraged to get vaccinated and consider booster shots when recommended. By taking precautions, staying connected, and prioritizing both physical and mental health, seniors can better navigate these uncertain times and protect their well-being. Remember, we are all in this together, and together, we will overcome this challenge.

Elderly Employment Increasing

By: CareerBoardNetwork

In recent years, there has been a noticeable shift in the job market—a trend that is challenging long-held stereotypes and reshaping societal norms. This transformation can be encapsulated in the phrase “Elderly Employment Increasing.” Indeed, across the globe, the elderly workforce is growing at an unprecedented rate, defying conventional retirement age expectations and bringing with it a myriad of implications and opportunities.

This phenomenon is driven by a convergence of factors, each contributing to the surge in elderly employment. Firstly, demographics play a pivotal role. The world’s population is aging, with a significant increase in the number of individuals reaching retirement age. However, many of these retirees are healthier, more active, and possess a wealth of experience that remains untapped. Consequently, the elderly workforce is now seen as a valuable resource, contributing their wisdom and expertise to various industries.

Another factor is economic necessity. As the cost of living continues to rise, many elderly individuals find themselves facing financial challenges that require them to extend their working years. Inadequate retirement savings and the need to support themselves or their families drive them to seek employment opportunities well beyond traditional retirement ages.

Furthermore, technological advancements have opened up new avenues for elderly employment. With the advent of remote work and the digitization of many industries, elderly individuals can access job opportunities that are flexible, accommodating their needs and preferences. This shift towards remote work has, in particular, enabled elderly professionals to participate in the workforce on their own terms.

One of the most significant benefits of increasing elderly employment is the wealth of experience and knowledge they bring to the table. These individuals have decades of expertise in various fields, making them invaluable assets to companies seeking seasoned professionals. Their presence in the workplace fosters a culture of mentorship and knowledge transfer, benefiting younger generations of workers.

Moreover, elderly employment helps address a prevalent issue—ageism in the workplace. By actively hiring and promoting elderly individuals, organizations can counteract age-related discrimination and promote a more inclusive work environment. This shift not only enhances diversity but also challenges harmful stereotypes about aging and productivity.

Elderly employment is not limited to traditional roles. Many retirees are venturing into entrepreneurship and starting their businesses, leveraging their experience, networks, and financial resources. This trend not only adds economic value but also demonstrates that innovation knows no age boundaries.

Despite the numerous advantages of elderly employment, challenges persist. Age-related health issues can affect an individual’s ability to work effectively, necessitating accommodations and support systems. Additionally, employers may need to adapt their policies to cater to the unique needs of elderly workers, such as flexible working hours or ergonomic adjustments.

In conclusion, the rise in elderly employment represents a significant societal shift with far-reaching implications. It challenges conventional notions of retirement, fosters intergenerational collaboration, and enriches the workforce with experience and wisdom. As the trend continues, it is essential for society and employers to recognize and embrace the value of elderly workers while ensuring they are provided with the necessary support and accommodations to thrive in the modern workplace. Ultimately, the increasing participation of elderly individuals in the workforce is a testament to the resilience and adaptability of human potential across all stages of life.

Shifting tech job landscape: Surge in senior and AI-related roles

From a hiring frenzy to scarcity, Israel’s tech sector navigates economic challenges and political changes, while AI-related roles are rising

“It was an arms race in recent years,” says Liran Chen, CEO of AllJobs Match. “Companies were hiring and hiring – closing one position and opening five more. During the years of the pandemic there was a hiring frenzy, with more positions than candidates – now that has switched to the employer’s favor.
What once was an employee’s market, with startups hiring en masse and not enough people to fill roles, has become an employer’s market, with a dearth of open positions for prospective candidates.
Liat BenTora Shushan, Head of Career Development at AllJobs, says that one of the biggest changes in the last year regarding hiring trends is that companies are looking to hire more senior people. “A lot of senior employees have been laid off, so the talent pool has grown significantly, and companies have more professional candidates than they had before.
Chen echoed this assessment, asserting that it’s hardest at the moment for junior or entry-level employees on the one hand and C-level roles on the other to find roles. “For both entry level and C-level roles, the job search can take anywhere from 6 months to a year,” says Chen.
Eyal Solomon, CEO of Ethosia, a leading data-driven recruitment company in the tech industry, notes that the number of open positions for junior employees has severely dwindled. According to data collected by Ethosia, the number of open positions has gone down significantly, many by more than half within the last year. For example, the number of junior front-end engineering roles has gone down from 580 to 92 within the last year. The duration of the job search has more than doubled within that time from 5.5 weeks to 12. Concurrently the starting salary for the position has also decreased. In June of 2022, a junior front-end engineer could expect to earn 20-23,000 NIS ($5,200-6,000). As of August, 2023, this has gone down to 17-21,000 NIS ($4,470-5,522).
“In 2022 the hiring process was very short because it was harder to recruit employees. Today they’re going through the regular process, but with more interviews and tests because employers have more choice,” says Chen.
Israel, often hailed as the “Startup Nation” for its thriving tech ecosystem and innovation-driven economy, finds itself at a crossroads as it grapples with a convergence of challenges—both global and domestic. The once-vibrant job market in the country’s renowned technology sector is experiencing unprecedented shifts due to the ongoing global economic crisis and the internal turmoil of a domestic political crisis, due to the government’s judicial overhaul and the civil unrest that it has unleashed. As the world battles the aftershocks of the pandemic and a rapidly changing economic landscape, Israel’s tech industry, long considered the engine of the Israeli economy, must now confront the additional complexities posed by its unique political climate.

Nestor helps Pocahontas Senior Centers with legislative funding

MARLINTON — A big part of what Pocahontas County Senior Citizens Inc. does is feed seniors, not only in Marlinton, but in Green Bank and other areas of the county as well.

EDGAR KELLEY

Staff Writer

So when a compressor that generates cooling capability in the Marlinton Senior Center’s refrigeration system went down, PCSC director John Simmons knew he couldn’t waste any time in finding a solution.

“We have to maintain the temperature in the walk-in, so when something goes wrong with it ,we don’t have a choice but to fix it or replace it right away,” Simmons told The Inter-Mountain. “We got our standard repairman here in the county to come in and take a look at the thing and he determined it was shot. He had to order a new one after I gave him the OK, and I told him we would come up with the money somewhere.”

Brainstorming about ways to find funds to fix the compressor, Simmons recalled a previous conversation he had with Delegate Ty Nestor, R-District 66. Nestor had told Simmons to reach out to him any time he had an emergency and needed help.

“Ty had called me last year and told me that if we ran into any emergency type problems over here to let him know,” Simmons said. “I called him and told him we lost our compressor. He told me to get an estimate on it and he would forward it to Charleston. Lo and behold, the governor signed a $7,950 check and Ty got it over to us.”

So when a compressor that generates cooling capability in the Marlinton Senior Center’s refrigeration system went down, PCSC director John Simmons knew he couldn’t waste any time in finding a solution.

“We have to maintain the temperature in the walk-in, so when something goes wrong with it ,we don’t have a choice but to fix it or replace it right away,” Simmons told The Inter-Mountain. “We got our standard repairman here in the county to come in and take a look at the thing and he determined it was shot. He had to order a new one after I gave him the OK, and I told him we would come up with the money somewhere.”

Brainstorming about ways to find funds to fix the compressor, Simmons recalled a previous conversation he had with Delegate Ty Nestor, R-District 66. Nestor had told Simmons to reach out to him any time he had an emergency and needed help.

“Ty had called me last year and told me that if we ran into any emergency type problems over here to let him know,” Simmons said. “I called him and told him we lost our compressor. He told me to get an estimate on it and he would forward it to Charleston. Lo and behold, the governor signed a $7,950 check and Ty got it over to us.”

15 In-Demand Jobs for Seniors

https://money.usnews.com/money/retirement/second-careers/slideshows/15-in-demand-jobs-for-seniors

Here’s where retirees can find new jobs at age 65 or older.

By Rachel Hartman
Edited by Katy Marquardt
Reviewed by Susannah Snider, CFP

If you’re looking for a job at age 65 or older, think about these career options. These careers have larger numbers of older employees, according to U.S. Bureau of Labor Statistics data.

Here are 15 in-demand jobs for seniors:

  1. Health services.
  2. Professional and business services.
  3. Wholesale and retail trade.
  4. Education.
  5. Manufacturing.
  6. Construction.
  7. Transportation.
  8. Finance and insurance.
  9. Real estate.
  10. Hospitality.
  11. Leisure.
  12. Land-related work.
  13. Animal care.
  14. Information.
  15. Utilities.

Read on for more information about each career opportunity.

Health Services

Those working in health care and social assistance who were 65 years old or older numbered nearly 1.5 million in 2022, according to the BLS. If you’re interested in medicine or want to advise others on their well-being, this could be a great option. Registered nurses bring in a median salary of $77,600 annually. And there may be opportunities to work part-time or as a home health aide.

Professional and Business Services

Carrying out administrative tasks might be a nice change of pace if you spent many years in a different line of work. You might be asked to keep records, make phone calls and organize activities. There were 1,443,000 seniors in positions related to professional and business services in 2022, according to the BLS. You could earn a median of $19 an hour if you work as an administrative assistant.

Wholesale and Retail Trade

Knowing how to get along with co-workers and handling customers can go a long way in the job market. During 2022, more than 1.3 million individuals who were at least 65 years old participated in wholesale and retail trade, according to the BLS. The average wage for a retail salesperson is $14 an hour. It’s often possible to ask for a part-time position, especially if you want some flexibility in your schedule. Check with local grocery stores, clothing shops or small businesses to see if they need a hand.

Education

If you’ve always loved teaching or had a passion to help others learn, a job in education could be the right match. In 2022, there were 898,000 older workers in this field, per BLS data. If you don’t have a degree in education, you could look at getting certifications to advance your skills. Some jobs might include training sessions as part of the onboarding process. High school teachers earn an average of $61,820 a year, but the exact amount you earn will depend on your background and experience.

Manufacturing

Companies often need help with the production of goods, and 843,000 seniors worked in this industry in 2022, according to the BLS. Fabricators, who assemble products and the parts that go into them, earn a median salary of $45,480. If you live near an industrial area that’s growing, there could be a strong demand for this type of work.

Construction

Among those involved in building projects, there were 669,000 workers who were 65 or older in 2022, per the BLS. For some, continuing with manual labor even as they age could be necessary due to income needs. Construction workers earn a median of $18 an hour, and part-time opportunities may exist.

Transportation

Taking a job as a driver might be appealing to those who enjoy spending time on the road. In 2022, there were 546,000 seniors who worked in transportation and warehousing, as reported by the BLS. A delivery truck driver can earn an average of $18 an hour. You might be able to choose your own hours, depending on the company that hires you.

Finance and Insurance

Banks, financial institutions and insurance carriers often need reliable help and trustworthy employees. Seniors held 441,000 finance- and insurance-related jobs in 2022, according to the BLS. You might be able to carry out some of this work remotely or ask to work part-time. If you prefer to be with people and want to socialize, you might look for in-person opportunities at local branches. The average rate for a bank teller is $17 an hour.

Real Estate

It may be rewarding to help others buy and sell homes or businesses. Among workers aged 65 and older, 390,000 participated in real estate during 2022, according to the BLS. Real estate agents earn a median of $48,340 a year. If you’re a self-starter, you might pick up this gig on your own. If you prefer to work with others, you could check local offices to see if they are hiring.

Hospitality

Assisting travelers might come naturally if you were involved in a service industry during your career. Among seniors, 359,000 worked in the accommodation and food services segments in 2022, per the BLS. You may enjoy the chance to engage with others and stay active during your hours on the job. Hotel, motel and resort desk clerks earn a median of $15 an hour.

Leisure

Working at a theater or performing arts center might give you the chance to see shows for free. Getting involved at a recreation facility or museum may yield discounts too. There were 317,000 seniors involved in the leisure industry in 2022, according to the BLS. Ushers, lobby attendants and ticket-takers earn a median of $14 an hour.

Land-Related Work

In 2022, there were 212,000 workers age 65 or older involved in crop production, according to BLS data. The median agricultural worker salary is $29,680 per year. If you held an office job for decades, you might appreciate the chance to work outside.

Animal Care

If you have a passion for creatures great and small, you might find meaningful work in animal care. There were 171,000 seniors involved in animal production and aquaculture in 2022, per BLS data. Animal care and service workers earn an average of $14 an hour. If you live in the city, you might check nearby veterinarian offices or animal shelters to see if positions are available. You could ask about training sessions too, as you may be able to learn on the job.

Information

If you’re skilled in media or enjoy storytelling, you might find fulfillment in a broadcasting position. There could also be opportunities for quiet work at a library and editing in the publishing realm. Seniors who were 65 or older accounted for 188,000 information jobs in 2022, according to the BLS. Librarians and library media specialists earn a median of $29 an hour.

Utilities

Helping with repairs might be a good fit if you have a passion for fixing appliances or have always maintained your own home. You could look for a company that is hiring part-time workers, and ask to come in on certain days if the schedules are flexible. During 2022, seniors who worked in utilities numbered 70,000, according to the BLS. Utility meter readers earn a median of $24 an hour.

Oakmont Senior Care In Santa Clarita Serves Adults With Alzheimer’s And Dementia

Oakmont Senior Care In Santa Clarita Serves Adults With Alzheimer’s And Dementia

Oakmont Senior Care In Santa Clarita Provides The Assisted Living And Memory Care Your Loved Ones Deserve.

When a family member begins showing the signs of memory loss dementia or Alzheimer’s it can put a strain on families.

The cost for in-home care can be exponential and invasive, and providing the care yourself can be both physically and mentally taxing on family members. Oakmont Senior Care in Santa Clarita is an industry leader in retirement living and memory care services.

With endless amenities, daily activities, and gourmet dining, Oakmont Senior Care provides you loved ones with the care and attention they need to continue living a healthy and happy life.

“Oakmont Senior Living is a recognized leader in the retirement industry,” their company website reads. “Caring for over 4,500 seniors across 51 communities in California and Nevada, Oakmont operates with a passion for excellence, integrity, and high standards of service in our communities.”

Memory Care

If your loved one is in the early stages of dementia or more advanced cognitive changes, Oakmont Senior Living has specially trained team members to provide quality care.

Related Oakmont Of Santa Clarita Is A Retirement Community That Acts Like A Luxury Resort

Oakmont Senior Living is committed to keeping your loved ones living a joyful, vibrant, and engaged life, no matter how early or advanced their condition.

Licensed full time nurses specifically chosen for their skills will help to make the transition easy and joyful. Nurses are available 24 hours a day equipped with specialized dementia education, training, and routine evaluations that will provide your loved ones with the care and compassion they deserve.

Oakmont Senior Living also realizes how important routine and regularity is for those with memory loss. The organization is committed to providing your loved ones with a safe and familiar environment.

Oakmont offers easily accessible surroundings so residents can navigate their way around the community and maintain a sense of independence, boosting their self-esteem and helping to decrease their anxiety.

For more information or to schedule a consultation, please visit their website at Oakmontseniorliving.com.

 

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Oakmont Senior Care In Santa Clarita Serves Adults With Alzheimer’s And Dementia

President Biden’s Agenda for Older Americans

Administration plans to pursue a wide range of post-pandemic goals

The White House

En español | Joe Biden began his presidency in January with a promise to focus like a laser on getting the COVID-19 pandemic under control and put the economy back on track. With the coronavirus hitting older Americans the hardest, Biden’s emphasis on beating back the pandemic zeroes in on a key concern for older Americans, especially those in nursing homes.

A review of dozens of position statements made during his campaign, along with his initial wave of executive orders and early indications of his legislative agenda, reveals how he might tackle some of the other topics critical to the 50-plus population.

Biden “certainly talked about a lot of the issues hugely important to us and our constituency in the campaign,” said Nancy LeaMond, AARP’s executive vice president and chief advocacy and engagement officer. “But job one is COVID, and job two is the economic package.” So LeaMond’s advice for those hoping that the new president acts on other issues of importance to Americans 50-plus is to “be patient” until the pandemic is under control.


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Here’s a look at the president’s 50-plus agenda. Note that to execute most of his goals, Biden will need Congress to pass legislation.

Medicare/prescription drugs

  • Ask Congress to lower the age of Medicare eligibility to 60, reflecting the difficulty many older Americans face in getting jobs, even after the pandemic and economic crisis begin to ease.
  • Push Congress to allow Medicare to negotiate prescription prices so it can leverage its buying power to lower the cost of medications.
  • Create a tax penalty for drugmakers that raise prices above the general inflation rate.
  • Allow consumers to buy prescription drugs from other countries, as long as the federal government says they are safe.

Health care access

  • Ask Congress to expand the Affordable Care Act (ACA) by creating a voluntary “public option” health program, patterned after Medicare.
  • Allow low-income residents of states that did not expand Medicaid under the ACA to get premium-free access to this new public-option program.
  • Ensure that no family’s medical insurance premiums would be more than 8.5 percent of their income.
  • Increase eligibility for ACA marketplace subsidies by eliminating the income cap at 400 percent of poverty income.

Social Security

  • Beneficiaries who have been collecting Social Security for at least 20 years would get a higher monthly benefit to help protect them from lapsing into poverty as their retirement savings decline.
  • Benefits for retirees who have worked for 30 years would be at least 125 percent of the federal poverty level.
  • For many couples, when one partner dies, Social Security income may be cut in half. Biden’s plan would allow the surviving spouse to keep a greater share of the benefits.

Saving for retirement

  • Encourage more workplace savings plans by giving a tax break to small businesses to offset the costs of starting such plans.
  • Remove penalties for caregivers who want to save for retirement but have paused working by allowing them to make “catch-up” contributions to their existing retirement accounts, even if they are not employed in a wage-earning job.

Age discrimination

Caregiving

  • Allocate $450 billion over 10 years to enable Medicaid recipients to be cared for at home or in the community, rather than in a residential facility. This plan would eliminate the waiting lists for in-home and community-based care.
  • Support family caregivers through a $5,000 tax credit.

Nursing homes

  • Require an infectious-disease specialist in every regulated long-term care facility.
  • Ensure adequate staffing levels in nursing homes.
  • Increase the oversight of nursing homes, including inspections and data collection, and restore penalties for noncompliance with quality standards.

Dena Bunis covers Medicare, health care, health policy and Congress. She also writes the Medicare Made Easy column for the AARP Bulletin. An award-winning journalist, Bunis spent decades working for metropolitan daily newspapers, including as Washington bureau chief for the Orange County Register and as a health policy and workplace writer for Newsday.