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•30-40-50 Plus – Healthy Work in an Ageing Europe
Wolfgang Schroeder
5th European Conference of the European Network for WorkplaceHealth Promotion
Actors Instrumentsgovernment • law
• networks/alliances• research/public relations
organisations, unions
• collective bargaining• public relations• networks
companies • workplace conditions
Labourmarket participation
Employment participation of older workers • Men (2005) Women (2005)
• 55-60 years: 70 % 55-60 years: 52 %
• 60-65 years: 33 % 60-65 years: 17 % (Trend.: Increase on the basic of part time and lower paid
jobs)
• Lewel of qualification is most important for the time people leave the workplace
Employmentquote (55-64 J.) below EU-average• 42 % ( 2004): Men: 49 % – Women: 32 %
Labourmarket situation
Facts and figures
Trends:
Average age of the workforce increase
(2002-2004)
Average age increase by the size of
the enterprise (10 bis 499)
But: Average age in big plants (500+)
lower as in medium and small plants
(50-499)
36
37
38
39
40
41
42
36
37
38
39
40
41
42
Ostdeutschland
Westdeutschland
2002 2003 2004
1 - 9 10 - 19 20 - 49 50 - 499 500 u. mehr Gesamt
„What do we know about the age structure of the workforce?“(Average age of the workforce in
comparision to the enterprisesize
2002 – 2004)
Age and the social security systems in Germany
Labour market
Pensions
Health
Demographic change
Labour market
Government: law and actions I
Employers are exempted from unemployment assurance contributions
when they hire unemployed aged 55+ (SGB III § 421k)
Fee subvention and an additional pension insurance contribution
for unemployed persons aged 50+ who
• have a claim to unemployment benefit for at least 180 days and
• accept a lower-paid job (SGB II §421j)
Integration subsidies for elders:
employers who hire unemployed persons aged 50+ can claim 1.800-4.200 € for six
months (SGB II §421f)
Government: law and actions IIFinancial promotion of further education
for employees aged 50+ in companies with less than 100 employees
during the training the employee does not have to work but is paid by the employer
not only for the current job: qualifications generally needed at the labour market
Temporary jobs for elders (§ 14 Abs. 3 TzBfG)
employees aged 52+ can be hired temporarily without an actual reason
the limitation can be renewed again and again
Labour market
Regulations by the social partners I:
Older employees’ protectionExample: metal industry, Collective framework agreement for South-West-Germany
(2004)
• employment protection:employees aged 53-64 working for the company for at least 3 years can only be
dismissed for serious misconduct
• income protection:employees aged 54+ working for the company for at least 1 year have a claim to
an old-age-specific minimum salary
Labour market
Regulations by the social partners II:
Older employees’ further educationExample: metal industry, „Qualifizierung“ (2006): All employees:
• right to an annual consultation with their employer where both decide whether there is a need for further qualification. If yes, a measure is agreed. The costs are met by the employer, the salary continues.
Older employees:
• agency founded by the social partners develops trainings especially for elders, and tries best practice cases
Labour market
Further education for older workers - a survey
12 12
63
37
64
24
0
10
20
30
40
50
60
70
"There is a highneed of furtherqualification for
elders (>50 years)"
"Our companies’further qualification
offers for elders arenot satisfactory"
"Our companies’further qualification
offers arequalitatively good"
pe
r c
en
t
staff executives
works councils
Survey: Further education
Participation in further education differentiated by age
1979 1982 1985 1988 1991 1994 1997 2000 2003
16
2325
27
3331 29
9
15
14
20
24
29
36 36
31
4 46
811
14
2018
17
0
5
10
15
20
25
30
35
4019 - 34 Years 35 - 49 Years 5050- 64 Years
Workplace policy for older workers: Project „good work“
shaping the workplace: avoid imbalance specialisation and support of flexible demand
Health prevention
Permanent update on the qualifications
Share of indirect work
Extend of executive work
Job rotation
Execute
execute
provide
control
Organize
execute
Anforderungswechsel durch Job Rotation
Job enrichment
Job enlargement
Pension Policy
Exit age from the labour force
Reduction of the pension level
Previous:Previous: Early retirement (1980s/90s)• Employers release workers they receive unemployment benefit and the
employer pays the difference between wage and social benefit level depends on social compensation plan in each company
Present:Present: Age part time work (since 1996, limited till 2009)• The employee (at least 55) gets at least 70% of his former wage, works fulltime in
the first half and not at all in the second half
• In the second half the employee should be replaced by a young employee
Paradigm shift:Paradigm shift:• Early retirement is stopped to disburden the social security system, in the future
employees will have to work longer
• The unemployment benefit duration is shortened and its level is partly cut
• From 2006 on retirement after umemployment or age part-time work won‘t be possible until the age of 63 (today: 60)
Pension Policy: Retirement age
Goal: contribution to the pension system should be stable
Reduction of the valed years for pensiontimes of education after the age of 17 do not count any longer
Sustainability-factor: Relation pensioners/paying workers determines the pension level Gross pension level is now 48,3% in 2030 it will be <40%
Pension Policy: Level reduction
Public pension is not able to assure the living standard any longer
It is necessary to strengthen the second (company pension) an third (private) column
Pension Policy: Conclusion
23,422,0
21,721,321,121,0
20,620,4
20,2
7,16,16,0
4,24,1
3,53,23,1
1,5
0 5 10 15 20 25
Reinigungsberufe
Metallverbinder
Schmiede
Textilhersteller
Metallerzeuger, Walzer
Rechnungskaufleute, DV-Fachleute
Abgeordnete, Funktionäre
Unternehmer
Arzte, Apotheker
Chemiker, Physiker, Mathematiker
Disability in different occupations, 2003
Number of disability days per occupation
Ingenieure
Geistes- und naturwiss. Berufe
Rechtswahrer
Seelsorger
Metalloberflächenbearbeiter
Metallverformer, spanlos
Forst-, Jagdberufe
Former, Formengießer
Health Policy
A prevention law is scheduled, company based /setting approach
National forum for prevention und health advancement (Ministry of Health) networking in prevention between the actors in the social systems
Health insurances are requiered by law to advance their spendings in prevention (about 2,50 € per capita a year assured, SGB X, since 2001)
Demographic change
The societal actors‘ positions
Controversial positions
„We as socialdemocrats overslept the threatening aging of our society in the past. Demography makes the rebuilding of our social systems necessary.“
(Franz Müntefering, SPD chairman)
Behind the „natural“ demographic problem the question of distribution is hidden. Who wants to mask this, talks a lot about demography, demography and demography again“
(Brochure of Verdi)
Demographic change
“Demographic Change“The German parliament‘s
Enquete-Commission
Period of time: 1992 – 2002
All parties and a lot of scientists were involved
Recommendations of the commission: (inside of a common strategy)• Advance of employment und cutback of unemployment
• Improvement of the entrance chances of young people
• Advance of the employment chance of elder people
• Improvement of education, apprenticeship life long learning
• Equalisation of women in work
• Improvement of combatibility of work, child care und care
• Improvement of integration of immigrants in education und work
Unions
Thesis: Demographic Change is shapeable
Strategies to form the change:• Fight against unemployment lasting discharge of social systems
• Flexibilisation of labour time (life labour time)
• Change of wellfarte state structures
• Advance of the offer of part-time work
• Collective bargaining: protection and improvement of qualification especially for elder workers
• configuration of age-based working conditions
• Diversity-approach: a variety of the crew has a lot of positive aspects
Demographic change