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Cianbro Honored as a 2011 AARP Best Employer for Workers over 50

 Cianbro is being honored by AARP (a.k.a. The American Association of Retired Persons) as one of the organization's 2011 Best Employers for Workers Over 50. Cianbro joins a diverse group of corporations, health systems, universities, non-profits and government agencies on the list as the AARP Best Employers program completed its tenth awards designation since the 2001 launch.  

 
"Cianbro has demonstrated exemplary policies toward older workers and well deserves this honor,” said Nancy Kelleher, AARP Maine State Director. “Their progressive policies meet the needs of mature workers and benefit their organization as well.”
 
Highlights of Cianbro’s winning strategies, as announced by AARP, include the company's Wellness and Healthy Lifestyle Programs, which guide participants toward optimal healthy behaviors. One of the exemplary policies of particular interest to AARP was Cianbro's use of senior placement agencies to target mature workers and retirees. The company's practice of rehiring retirees to train new employees also got special attention from the Association.
 
“AARP is deeply committed to raising awareness around the positive results of hiring and working with older employees in America,” said Kelleher. “Recruiting and retaining 50-plus workers is smart business. Employees aged 50-plus are experienced, motivated and highly engaged, all qualities that studies link to a company’s favorable performance. AARP congratulates Cianbro on their success.”
 
Among the 50 winners this year, Scripps Health, a major hospital and health care provider in Southern California, is the top finisher, with Cornell University and National Institutes of Health (NIH) rounding out the top three winners. Cianbro makes an impressive debut on the AARP Best Employers for Workers Over 50 list in the number 24 position.
 
Any U.S.-based employer with at least 50 employees is eligible to apply for the Best Employers award. Candidates are vetted to ensure that practices meet the needs of mature workers. Key areas of consideration include: recruiting practices; opportunities for training, education and career development; workplace accommodations; alternative work options, such as flexible scheduling; job sharing and phased retirement; employee health and retirement benefits; and retiree work opportunities.
 

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