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Helen Lasthiotakis, centre, takes part in a step aerobics class at Hart House on the Univestiry of Toronto campus.Kevin Van Paassen

Workers older than 40 may enjoy air hockey in the employee lounge, but what they really want is benefits and programs that recognize their concerns. Employers who can offer pension plans, extended health coverage, generous vacation time, flexible work options and other baby boomer-friendly perks are most likely to succeed in retaining their skills and loyalty.

What Helen Lasthiotakis likes most about her employer is how it considers the whole person as well as her career. As assistant dean and director at the faculty of arts and science at the University of Toronto - named one of this year's Top Employers for Canadians Over 40 - she has substantial benefits and professional development opportunities. The university, for instance, supports her part-time PhD program and offers tuition reimbursement for kids.

The nearly 50-year-old mother of three likes the subsidized fitness facilities close to her office. She starts her mornings with a 5-kilometre run on an indoor track or maybe a cycle-fit class. If it's a hot day, she'll swim in the pool before heading into work refreshed and ready to go.

"The older I get, the more I appreciate all these aspects of working at U of T," says Ms. Lasthiotakis. " It really is a great place."

Here are some of the key benefits and services that older employees cherish most, with examples from the 2011 winners of the Top Employers for Canadians Over 40.

Health benefits and retirement planning

Shell Canada Ltd., based in Calgary, helps employees save for retirement through defined contribution and defined benefit pension plans. It also offers a health benefits plan that extends into retirement, with no age limit, and a dental plan for retirees. Retirement planning workshops help employees learn how much they must save and helps them develop a financial plan. They also can learn how to evaluate and manage investments.

Vacation

Age is not a barrier at Gay Lea Foods Co-operative Ltd., a manufacturer of dairy products based in Mississauga, Ont., where the average age is 47 and a new hire may be 60. The company rewards long serving employees with up to six weeks of paid vacation. It also takes previous work into account when setting vacation entitlements, a key incentive for recruiting skilled older workers.

"Individuals with longer tenure aren't starting from the bottom with the typical two or three weeks of vacation," says Michael Barrett, the company's chief operations officer.

Employee development

In-house training programs and tuition subsidies for courses taken at outside institutions are highly valued by workers in mid- to late career. Agriculture Financial Services Corp., a Crown corporation that provides crop insurance, lending and farm income disaster assistance in Alberta, offers in-house courses in mediation and customer service, for instance, as well as tuition subsidies for courses taken at outside institutions.

The corporation has seen more uptake on in-house courses this year, says Donna Bryden, vice-president of human resources and community relations at AFSC.

"People in this age group are often busy raising a family, looking after elder parents and working full time," says Ms. Bryden. "So we're offering a lot more in-house training such as supervisory or management development programs to encourage career growth within the organization."

Alternative work options, phased-in retirement

With the boomer generation approaching retirement, employers are looking at how to implement phased-in retirement-work options and other alternative arrangements. These options allow workers older than 40 to extend their professional lives and mentor the next generation while spending more time on the golf course. Cameco Corp., for instance, a leading producer of uranium based in Saskatoon, encourages employees to balance their personal and working lives through flexible hours, telecommuting and shortened and compressed workweeks.

Fitness facilities

The University of Toronto, where the average employee is 45, provides convenient access to fitness facilities. The cost, subsidized by the university, is $50 a month or $567 a year for full time staff. The perk is popular: Last year more than 1,700 employees participated out of 8,400 staff across the university's three campuses. The fitness facilities offer instructor-led classes including yoga, fitness, zumba (a mix of aerobic and Latin dance), aquafit and fencing; some are free on a drop-in basis and others require extra payment.

Academic scholarships for kids and grandkids

Employees with postsecondary school age children value scholarship programs a great deal. Saskatchewan Government Insurance, a provider of property and casualty insurance in Regina, supports parents with older children through an academic scholarship program (to $2,500 each).

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