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PubMedDate not supplied

[Professional freedom and personal protection of elderly employees].

A whole range of collective bargaining covenants, staff agreements, and employment contracts stipulate age limits which lead to a termination of employment when the employee reaches a certain age (e.g., 55, 60, or 65). In the Federal Republic of Germany, as opposed to the United States, it tends to be overlooked that this in many cases constitutes a form of "age discrimination", thereby hindering the personal development of the employees affected. The author argues that legal age limits should be evaluated in the light of constitutional standards. He arrives at the conclusion that such age limits frequently do not conform with the guarantees provided by Art. 12 of the Grundgesetz ("Basic Law") of the Federal Republic of Germany. This is particularly true when age limits are implemented as a tool of employment policy. One can but hope that the current line of reasoning of the Bundesarbeitsgericht (Federal Labor Court), which allows a broad application of age limits, will receive an impetus in a new direction. This could come about by a decision of the Full Court of the Bundesarbeitsgericht or by legislative action.

Aged↗
PubMed1988

HIV testing in the workplace.

Because the incidence of AIDS continues to grow, affecting a greater number of the working population, the disease is also rapidly becoming a major issue for employers. AIDS has implications for employer decisions in the areas of hiring, termination, training, promotions, benefits, collective bargaining, health and safety in the workplace. This article examines the advantages and disadvantages of HIV screening in the workplace. Technical issues regarding the validity of current HIV tests being used are outlined. Precedent-setting court decisions are reviewed, and the resulting legal and ethical implications and dilemmas of employers and health care providers are examined.

AIDS Serodiagnosis↗
PubMed1988

Handicap discrimination considerations in treating the impaired worker: drugs, alcohol, pregnancy, and AIDS in the workplace.

In dealing with applicants and employees, administrators must comply with handicap and pregnancy discrimination statutes, any union collective bargaining agreement, and any state or local statutes specifically directed at protecting certain classes of handicapped persons. The employer must make reasonable accommodations which allow the disabled worker to perform the job, although the employer need not implement accommodations which are an undue hardship. Similarly, if the impaired employee cannot safely perform the essential functions of the job, he or she need not be hired or retained. Employers must also recognize their responsibilities and liability under their health benefit plans and other liability statutes, and attempt to minimize their exposure.

Acquired Immunodeficiency Syndrome↗
PubMed1987

The relationships between public and private pension schemes: an introductory overview.

Only recently have social insurance and private pensions, collectively, come to be thought of in terms of a total social security benefit package. The economic problems brought on by the 1974 oil crisis initially triggered consideration of a common, integrated role for the two systems. The second oil crisis reinforced the relative expansion in private pension programs, as a supplement to social security. Before these events, private and public pension programs interacted in only a limited number of ways, confined to relatively few countries. These interactions were largely confined to collective bargaining, whereby private pensions were gradually extended to nearly all employees in France and Sweden; mandating, or legally requiring private supplementation of social security, debated in several countries in the early 1970's, but postponed by the 1974 oil crisis; and contracting out, or covering a part of the social security benefit under a private plan, as in the United Kingdom. Overall, the tradition of private pensions was not very strong or broadbased. The current debate centers on which public/private pension mix is desirable from the point of view of an old-age income-maintenance program. A new element is the rising support for a "third pillar"--individual tax-encouraged savings--not only as a supplement, but as an alternative to social insurance.

Aged↗
PubMedDate not supplied

[Labor market status and early retirement of elderly employees since 1980].

The labour market situation for older employees has become increasingly difficult in the first half of the 1980s. The length of time spent unemployed has increased and the trend towards early retirement has intensified. New legal action aims at lowering the costs of this development for the social security system. The increased participation of the partners of collective bargaining in the problem solving process aims at a more even distribution of costs incurred, as well as at a reduction of unemployment. Action taken and agreements reached tend to restrict themselves to a limited span of time, to the foreseeable future. They influence the situation of the unemployed and prematurely retired older workers in positive as well as in negative ways.

Aged↗
PubMedDate not supplied

[Unemployment of elderly employees].

Due to social security provisions and collective bargaining agreements, older employees are less frequently confronted with unemployment in comparison with other age groups in the labour force. In September 1984, 422,000 older workers aged 50 years and over were unemployed. To this figure an additional 250,000 older workers must be added, who are no longer registered as unemployed but nevertheless would be interested in finding another job. Only in exceptional cases do the older unemployed find permanent jobs with the help of labour exchange or by their own initiative. A proportion of roughly 80% of the older unemployed aged 50 plus is not re-integrated into the working process before retirement. Older unemployed workers suffer particularly from the financial and perhaps even to a greater extent from the psychological effects of unemployment. In a situation, in which renumerated employment is no longer available, they pass through a rather long period of re-orientation towards a meaningful life.

Aged↗
PubMed1981

Coverage patterns of full-time employees under private retirement plans.

This article reports on the pension plan participation rate of full-time private wage and salary workers. Data are from a May 1979 Bureau of the Census survey on the pension plan coverage and vesting status of employed workers. The survey results indicate that about half of all full-time private sector workers were covered by a pension plan, with male employees having a 55-percent coverage rate compared with 40 percent for female employees. The survey also found significant variations in coverage by such factors as age, tenure, industry, size of establishment, occupation, income, and membership in a collective bargaining unit. The relationships between coverage and these variables are examined and comparisons are made between the May 1979 survey findings and the findings from a similar survey on coverage status conducted in April 1972.

Adult↗
PubMed1980

Unionism in hospitals, or what's happened since PL 93-360?

Employees of nonprofit hospitals are now able to organize and bargain collectively while under the protection and coverage of the National Labor Relations Act. The signing of PL 93-360 in 1974 not only allowed these employees to unionize but has also helped to guarantee that adequate patient care activities continue in all private-sector health care institutions.

Hospitals, Proprietary↗
PubMedDate not supplied

American Nurses Association's strategy to enact a portable pension scheme.

The American Nurses Association has long been active in the issue of pension portability and sees several avenues: federal legislation, collective bargaining and public education. It is engaged in a project to examine all three options as well as try to gather much needed data on the specific situation nurses face in vesting in sound pension programmes.

American Nurses' Association↗
PubMed1993

Improving the lives of home care workers: a partnership of social work and labor.

A school of social work with an occupational program specialization entered into an agreement with one of the largest trade unions in New York City to do a social and health services needs assessment for the union's newest members: home care workers. The vast majority of these home attendants are low-income African American and Latina women who care for frail aged and disabled Medicaid recipients to prevent nursing home placement. Structured interviews with a sample of 400 union members indicated a need for better health care coverage, especially for stress-related illnesses, along with personal social services to assist with housing, debt, child care, and family issues. The union used this independent university data in its subsequent collective bargaining and won expanded benefits for its members based on demonstrated need. The school then established a union-funded member assistance program to institutionalize ongoing support for these members. In the end, action research helped to create both social services and social change; low-income women of color have gained tangible new benefits; and social work's important ties to organized labor have been strengthened.

Female↗
PubMed1993

Violence in the health care environment: strategies for prevention.

As nurses strive to ensure the personal safety and security of themselves and their patients, collaborative work is the key. The building of trust and respect occurs when multiple disciplines work together to assess, plan, implement, and evaluate strategies to protect all persons in the health care environment from violent incidents. The most constructive means of prevention include participation in task forces, labor-management committees, and agreements obtained through collective bargaining. The health care reform movement is emphasizing the delivery of high-quality care to all. Nurses know that assuring personal security is the most basic step in meeting a person's health care needs. Nurses are well qualified to take the lead in violence-prevention efforts so that personal security is ensured for patients and health care workers alike.

Health Facility Environment↗
PubMedDate not supplied

The impact of restructuring and work design on nursing practice and patient care.

The purpose of this study was to examine if registered nurses' (RNs) reports of the structure, work processes and performance of Massachusetts hospitals have changed over a five year period. Responses of 928 randomly selected RNs surveyed in 1989 and 858 randomly selected RNs in 1994 to the RN Quality of Worklife Survey (RNQOWS) were compared. Data analysis was performed with a between-subjects multivariate analysis of covariance, controlling for number of years as an RN and as a member of a collective bargaining unit. Significant differences were found in the variables that measure human resources, administrative motivating conditions, task effectiveness, and efficiency (p < 0.001). The implications of the findings for nursing practice in hospitals is discussed and recommendations are made for further research.

Adult↗