Sir: In the organization where I work, we have developed incentives to keep our most experienced personnel from leaving their employment with us. We value their experience and their continued contribution to the welfare of the entire corporate entity. We consider ourselves enrichened by their continued contribution.
What is it about your employment circumstances that would lead you to take such umbrage at those of your peers who would express a desire to continue to contribute to your employer's objectives? Is their exercise of their desire and legal right, in the context of the existing legislation, to continue their employment beyond what has traditionally been considered a "best before" date, so worthy of your rebuke?
Dear Mr Mechanic....
by your own words, this is not your issue...your lack of understanding of this issue at Air Canada is apparent - unless of course you are not who you say you are (and for someone who is not involved in this, you seem to be posting a lot on PPrune and AVCanada about this)
lots of professions, work well beyond 60 or 65 or 70....
a colleague of my father's, still works full time as a lawyer at 82....good for him....but that's apples and oranges to the Air Canada pilot situation.
maybe you can explain to us, from your workplace, how people are compensated, derive their work, their work schedules, and their vacations???
Most pilots can't jump from company to company and sell their work experience to another company, certainly not in unionized workplaces or even non-unionized workplaces that employee seniority lists.
If your work-place is based on a seniority driven work environment, then maybe the junior members aren't quite as happy with the idea of old codgers sticking around as you think