By Denise Gosselin Caldera M.A. (auth.), Patricia Brownell, James J. Kelly (eds.)
This publication promotes an realizing of ageism, discrimination and mistreatment of older grownup staff, incorporating a world human rights point of view. The impression of ageism at the mistreatment of older grownup employees has to not date been tested extensive throughout the lens of overseas human rights tools, nor has discrimination opposed to older adults within the office been framed as a kind of elder abuse for study and coverage making reasons.
This e-book offers a multi-disciplinary exploration of those subject matters as they impact paintings and retirement of older adults. It displays the view that older those that decide to paintings into previous age might be capable of achieve this in permitting paintings environments that advertise dignity and are freed from abuse.
The contributing authors come from many disciplines, together with legislation, psychology, social paintings, enterprise, and overseas affairs. Many are participants of the foreign community for the Prevention of Elder Abuse (INPEA), a non-governmental association with consultative prestige on the United international locations, and feature dedicated their expert careers to extend understanding and figuring out of elder abuse in an effort to hinder it. The editors desire that broadening the framework in which elder abuse within the place of work is known will stimulate extra study, coverage and software improvement to handle this troubling social challenge.
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Extra resources for Ageism and Mistreatment of Older Workers: Current Reality, Future Solutions
Joyce, M. (1998). Results from the 1995 survey of employer-provided training. Monthly Labor Review, 121(6), 3–13. Gray Panthers Action Network. (2012). Gray Panthers age and youth in action. com. Johnson, R. W. (2007). Managerial attitudes toward older workers: A view of the evidence. The Urban Institute, The Retirement Project (Discussion Paper Series 07-05). pdf Kelly, P. (2005). Integration and participation of older persons in development. UN Department of Economic and Social Affairs, UN Secretariat (pp.
Sometimes negative perceptions such as “inflexible, unwilling to adapt to new technology, lacking an aggressive spirit, resistant to new ways, and having some physical limitations” (Dennis and Thomas 2007, p. 86) can outweigh the abilities, energies and strengths of older persons for managers who make decisions about hiring, retaining, and promoting older workers. Integrating older persons into the workplace and delaying retirement have many economic and social benefits. For example, a report by the Urban Institute concluded that delaying retirement can boost living standards for both workers and non-workers, generate additional tax revenue to fund government programs, increase 1 Older Workers and Human Rights: National and International Policies and Realities 11 retirement income, imbue the lives of older persons with meaning, and boost physical and emotional health by keeping older adults active and engaged (Johnson 2007).
Retirement schemes can discourage older persons from continuing to work past retirement age. In the United States, some employers provide employees with defined benefit plans. G. Caldera employees a specific benefit for life, beginning at retirement. Workers who participate in defined benefit plans are penalized if they choose to work past their retirement age. Some employers offer defined contribution plans. In these plans, benefit payments that are made to the employee are based on contributions made by workers during their time of employment, regardless of time of retirement.
Ageism and Mistreatment of Older Workers: Current Reality, Future Solutions by Denise Gosselin Caldera M.A. (auth.), Patricia Brownell, James J. Kelly (eds.)