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This qualitative study explored the relationship between creativity, time, age, and the literary world among 16 award-winning Israeli writers in the second half of their lives. Based on data collected through in-depth interviews with the participants, the findings indicate that the writers' creativity in the second half of life was linked to "Preservation, Growth," and "Decline," leading to four interrelated dimensions: (a) preserving youth through creativity, (b) enhancing creativity over time, (c) navigating creativity, acclaim, and ageism, and (d) managing creativity amidst a changing world. The study found that the writers' creativity was enhanced over time, as they gained experience and developed their skills. However, some writers experienced a decline in stamina or their ability to write long novels. The study also found that the writers' experiences of acceptance from the literary world and the audience changed over time. Some writers continued to receive acclaim and attention, while others experienced ageism and a decline in the audience's interest in their work.

Aging and ageism are diversity issues and should be addressed in diversity training. A balanced understanding of aging can be developed using appropriate techniques at all levels of education. Instructors should vary teaching approaches to accommodate older adult students. (SK)

There is a strong movement toward legal abolition of fixed-age retirement in Canada. Several factors justify the existing practice, but these arguments are unlikely to prevail, and institutions should consider administrative measures such as facilitation of early retirement, modified benefit plans, and more systematic faculty assessment throughout careers. (MSE)

The five articles in this special issue of the bulletin deal with age discrimination in children's books. The first article is the first of two parts that deal with how older people are stereotyped; part 1 presents the statistical findings of the first major study of stereotypes based on age and ageism in children's literature, while part 2 illustrates ageist stereotypes with examples. The third article presents statistics and information to counter common ageist myths. The fourth articles presents practical consciousness raising exercises on ageism for classrooms, which can be adapted for adult workshops. The final article provides an annotated list of recommended books to counter ageist stereotypes and myths, and a list of organizations concerned with fighting ageism. (Author/AM)

Examines myths and realities of aging in the academic library workforce and other work environments. Discusses technology-related changes in higher education; technology training; performance evaluation and career development for veteran library staff; managing change with late-career employees; implications for public and reference services; and legal implications of an aging workforce. (AEF)

Economic underpinnings of retirement incentives and case law leading to the Older Workers Benefits Protection Act (1986) are reviewed; implications for early retirement incentives for college faculty are considered. It is concluded that congressional intent is not to foreclose such incentives and that the Age Discrimination in Employment Act supports them. (MSE)

Addresses the value and support of older employees in child care programs. (HOD)

Examines the specific provisions and probable effects of the 1978 amendments to the Age Discrimination in Employment Act on current personnel policies and procedures. Available from Executive Enterprise Publications Co., Inc., 10 Columbus Circle, New York, New York 10019; $48.00 annually. (Author/PKP)

Addressed are the procedural requirements of the Age Discrimination in Employment Act of 1967, which prohibits discrimination against public and private employees on the basis of age. These requirements are examined in the light of the relevant statutory language, the legislative history of the act, and its remedial purposes. (JMD)

The impact on employee benefit plans of the Age Discrimination in Employment Act amendments that raised the mandatory retirement age is addressed through a discussion and analysis of legislative history, court decisions, Department of Labor regulations, wage-hour rulings, and opinion letters. (Author/JMD)

Discusses the history of age discrimination in employment and the recommendations of investigating groups. Examines the provisions of Age Discrimination in Employment Act of 1967, judicial interpretations of the act, its shortcomings, and the attempts to remedy its weaknesses. Available from University of Puget Sound School of Law, 8811 South Tacoma Way, Tacoma, Washington 98499; sc $3.50. (Author/PGD)

Since the Age Discrimination in Employment Act is a remedial act, a wide range of damages should be available in the absence of compelling arguments in favor of severely restricting the type of damages recoverable. Available from the Managing Editor, Nebraska Law Review, University of Nebraska, Lincoln, Nebraska 68583; sc $3.00. (Author/IRT)

Explains and illustrates the enforcement of the Age Discrimination in Employment Act of 1967 through the use of definitions in the act, interpretative statements issued by the Department of Labor, current court decisions, and discussion of the 1978 amendments. (Author/IRT)

Dilemmas inherent in new regulations attempting to end age discrimination in federally supported agencies or activities are examined in this article. Recommendations for clarifying and increasing the fairness of such antidiscrimination legislation are offered. (GC)

Three exceptions or defenses to the Age Discrimination in Employment Act of 1967 are analyzed--the bona fide occupational qualification, bona fide seniority system, and bona fide benefit plan. Available from Georgia Law Review, University of Georgia School of Law, Athens, Georgia 30602; sc $3.50. (IRT)

Focuses on those elements of an age discrimination suit that have traditionally presented the most difficulty for attorneys--burden of proof, bona fide occupational qualifications, and procedure matters among them. Available from West Virginia Law Review, W.V.U. Law Center, Morgantown, West Virginia 26506; sc $4.00. (Author/IRT)

Examines the remedies available under the Age Discrimination in Employment Act. Available from Baylor Law Review, B.U. Station, Box 6262, Waco, Texas 76706; $4.00 per copy. (IRT)

Because further litigation probably will perpetuate the battle of the experts in age projections, the problem of determining medically the functional age of individuals should be addressed administratively by the agencies concerned with public safety and with the problems of the older worker. Available from Wayne State University Law School, 468 West Ferry Street, Detroit, Michigan 48202; sc $4.00. (Author)

Applying the middle-level equal protection scrutiny, the author argues that the mandatory retirement scheme upheld in "O'Neil" violates the equal protection clause. Available from the University of Pennsylvania Law School, 3400 Chestnut Street, Philadelphia, Pennsylvania 19104; $3.00 sc. (Author/IRT)

Under the "Holliday" decision an older worker is now allowed to choose the quicker of the two available remedies and is not compelled to select the state remedy if that would unduly impede a prompt resolution of his grievance. Available from School of Law, University of Missouri-Columbia, Columbia, Missouri 65211; sc $3.50. (Author)

The preference for younger job candidates revealed in industrial literature and suggested by previous educational surveys was empirically substantiated for physical education teachers in this study. (Author/JM)

Because of the exceptions to the legislation, the HEW age discrimination regulations will fall far short of imposing age desegregation on the schools. There may, however, be some circumstances in which greater age diversity will be evident in the public schools in the years to come. (Author/IRT)

Outlines approaches principals may take in dealing with older teachers who will not have to retire at age 65 but who may not be up to handling a full teaching load. Principals must retain only competent teachers while not discriminating on the basis of age. (IRT)