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Demography and the crisis

Demography and the crisis. Pressure on public budgets. More old guys EU 15. Retirement age women. Retirement age men. Public deficits % of GDP, OECD. Problems for the enterprises. 2004. 2005. 2006. 2007. 2008. 60 – 65 Lj. = 25 = 0,1%. 2009. !. 2010. 2011. 2012. 2013. 2014.

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Demography and the crisis

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  1. Demography and the crisis EMCEF Collective Bargaining College

  2. EMCEF Collective Bargaining College Pressure on public budgets

  3. EMCEF Collective Bargaining College More old guysEU 15

  4. EMCEF Collective Bargaining College Retirement age women

  5. EMCEF Collective Bargaining College Retirement age men

  6. EMCEF Collective Bargaining College Public deficits% of GDP, OECD

  7. EMCEF Collective Bargaining College Problems for the enterprises

  8. EMCEF Collective Bargaining College 2004

  9. EMCEF Collective Bargaining College 2005

  10. EMCEF Collective Bargaining College 2006

  11. EMCEF Collective Bargaining College 2007

  12. EMCEF Collective Bargaining College 2008 60 – 65 Lj. = 25 = 0,1%

  13. EMCEF Collective Bargaining College 2009 !

  14. EMCEF Collective Bargaining College 2010

  15. EMCEF Collective Bargaining College 2011

  16. EMCEF Collective Bargaining College 2012

  17. EMCEF Collective Bargaining College 2013

  18. EMCEF Collective Bargaining College 2014

  19. EMCEF Collective Bargaining College 2015

  20. EMCEF Collective Bargaining College 2016

  21. EMCEF Collective Bargaining College 2017 + 10 % seit 2009 !

  22. EMCEF Collective Bargaining College 2018

  23. EMCEF Collective Bargaining College 2019

  24. EMCEF Collective Bargaining College 2020 Et virksomhedseksempel 60 – 65 Lj. = 3.902 = 15,5 %

  25. EMCEF Collective Bargaining College Over to Christian

  26. Demographics And Working LifeTrade Union Approaches To The Demographic Change

  27. Proportion ofpeopleover 60 - yearold, in % of total population Daten aus: ZEIT Nr.42/9.10.03, S.23, Quelle: World Population Prospects/ UN

  28. Aging workforce in the company How can we ensure success in the future? Workforce over 50 Workforce under 30 Quelle: Fraunhofer Institut IAO

  29. Working Ability Work ability index (WAI) AFI 50 49 excellent 45 43 40 good 36 35 mediocre 30 27 25 low 20 15 Carrot project 1998, N=729 10 7 5 Age [Years] 15 25 35 45 55 65 Following : Ilmarinen (2004)

  30. Demographic change means : • Rising average age • Shortage of young people • Increasing exposure of workers • Declining employability and performance • Rising costs due to sickness absence • Rising disability and poor financial security of those affected • declining motivation • If nothing is done!

  31. How can we adress demographic change? • Promote employment of older • Giving more opportunities for people without qualified education • Qualification of unskilled • Increase employment rate of women • Boost „Family and Work“ • Healthy, age-appropriate working conditions (ratio prevention) • Health promotion (prevention behavior) • Counseling, Nutrition, Exercise, Behavior

  32. How can we adress demographic change? • Flexible Working Life • Long-term accounts • Early retirement, partial retirement • Sabbaticals, • Financial security - by occupational pension schemes

  33. Working Life And Demography • For the chemical industry in Germany • Approx. 550.000 Eployees • Demographic Analysis • Action and Measures • Work- and Working-Time organization • Workplace Health Promotion • Qualification, Training of Younger People, Knowledge- Transfer • Family And Work • Demography Operating Fund from 1 January 2010 • Long-term Accounts • Early And Partial Retirement • Disability Insurance Chemicals (BUC) • Extension/Upgrade Collective pension • Support From The Parties Of Collectiv Agreements • Catch-Up Rules for Collective Agreements

  34. Discussion Christian Jungvogel IG BCE www.igbce.de

  35. EMCEF Collective Bargaining College Key problems

  36. EMCEF Collective Bargaining College • Crisis or demography? • Do we aim at political or bargaining solutions? • Can we continue pre retirement policies? • Should we accept higher retirement age? • If we want to ensure entry of young people in enterprises, should we abandon the “Last in first out” principle?

  37. EMCEF Collective Bargaining College EMCEF Policy Important principles

  38. EMCEF Collective Bargaining College • Solidarity in pensions • Maintain and defend statutory pension schemes • Protect pension savings • Supplemental pension systems • Solidarity – compulsory system • Independent from companies • Influence for unions on investments Pension systems

  39. EMCEF Collective Bargaining College • An individual choice • Re-occupation of jobs • No serious loss in pensions • Consideration for special groups • Real possibilities for those who choose to work longer Pre-retirement

  40. EMCEF Collective Bargaining College • Recruitment policies • Possibilities for age appropriate jobs for older workers • Right for further training for all • Access to training for older workers • Access to advice on health questions Life long agreements

  41. EMCEF Collective Bargaining College Key problems

  42. EMCEF Collective Bargaining College • How to defend workers pension rights against erosion and against prolonged working lives ? • How to ensure the improvements to make pension life viable ? • How to ensure a suitable working conditions for older workers ? • How to ensure the supply of workforce for enterprises in our sector ?

  43. EMCEF Collective Bargaining College

  44. Fellesforbundet • Example from German chemical enterprise • Based on these assumptions: • Point of departure 2004: 25.354 employees • Until 2009 650 employees are pre-pensioned each year • Every year 300 apprentices are hired after their education • Each year 50 newly trained graduates are hired • No other movements in and out of the enterprise taken into account Demografic analysis:How does the staff composition develop tomorrow?

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