For a variety of reasons, including the advancement of
technology at the speed of light, the stability of the workforce
has been dramatically impacted. Additionally, the inability or
unwillingness of the Baby Boomer Generation to retire as early as
they had in the past has created frustration and uncertainty among
the new generation of employees when they consider their ability to
advance within a company.
In an effort to address the desire of some companies to open up
opportunities for advancement, they have considered and at times
implemented voluntary employment retirement plans or equivalent
incentives. However, there are risks attendant to instituting these
programs. First, with the more senior generation of employees
living longer with potentially inadequate savings, a more expensive
incentive for them to seriously consider retirement is required.
Additionally, there are typically individuals within the more
senior group whose departure will be disadvantageous
