Employment of the older worker: An industrial and social problem. - Page 111 |
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I w i l l have t o c o n s id e r th e employment of o ld e r w orkers one
of i t s b a s ic problems#
A nother problem t h a t f a c e s in d u s t r y i s i n re g a rd to
| th e w orkers who have a l r e a d y been r e t i r e d . H ere, i n many
i
j e a s e s , a p u b lic r e l a t i o n s problem has d ev e lo p e d , where th e
i
r e t i r e d employee i s f in d in g out t h a t i t i s im p o ssib le f o r |
j him t o g e t alo n g on th e p en sio n he s t a r t e d t o b u ild many,
| many y e a rs ago. F e e lin g a c lo s e r e l a t i o n s h i p t o h i s
! company, he n a t u r a l l y tu r n s t o th e company f o r h e lp . I f
th e company*s p en sio n p la n i s fix e d in term s of d o l l a r s ;
; and c e n ts , as i t i s i n most c a s e s , th e company can n o t
| a d j u s t th e p e n sio n and th e r e t i r e d worker th e n r e a c t s w ith
a good d e a l of b i t t e r n e s s and d i s i ll u s i o n m e n t and c a r r i e s !
th e s e f e e l i n g s t o h i s f r i e n d s and t o th e w orkers s t i l l on
th e jo b . In s m a lle r communities where th e company i s
d e f i n i t e l y dependent upon l o c a l la b o r su p p ly , t h i s c r i t - 1
! ic ism of th e company’s p e n sio n p la n w i l l a d v e r s e ly a f f e c t * \ ' ;
j i t s r e l a t i o n s h i p in th e community and d is c o u ra g e a p p l i c a - j
4 !
t i o n s t o the company. j
i
! A nother is s u e t h a t in v o lv e s i n d u s t r y in th e employ- j
! !
j ment of o ld e r w orkers i s i t s r e l a t i o n s h i p w ith o rg an ized
l a b o r . Unions fo llo w w ith g r e a t i n t e r e s t th e employment
i
p r a c t i c e s of i n d u s t r y in re g a rd t o o ld e r w orkers and i n j
! many of t h e i r c o n t r a c t s w ith management p r e s c r i b e I
jt !j
^ T b i d ., pp. 25-28. j
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| Title | Employment of the older worker: An industrial and social problem. - Page 111 |
| Repository email | cisadmin@lib.usc.edu |
| Full text | I w i l l have t o c o n s id e r th e employment of o ld e r w orkers one of i t s b a s ic problems# A nother problem t h a t f a c e s in d u s t r y i s i n re g a rd to | th e w orkers who have a l r e a d y been r e t i r e d . H ere, i n many i j e a s e s , a p u b lic r e l a t i o n s problem has d ev e lo p e d , where th e i r e t i r e d employee i s f in d in g out t h a t i t i s im p o ssib le f o r | j him t o g e t alo n g on th e p en sio n he s t a r t e d t o b u ild many, | many y e a rs ago. F e e lin g a c lo s e r e l a t i o n s h i p t o h i s ! company, he n a t u r a l l y tu r n s t o th e company f o r h e lp . I f th e company*s p en sio n p la n i s fix e d in term s of d o l l a r s ; ; and c e n ts , as i t i s i n most c a s e s , th e company can n o t | a d j u s t th e p e n sio n and th e r e t i r e d worker th e n r e a c t s w ith a good d e a l of b i t t e r n e s s and d i s i ll u s i o n m e n t and c a r r i e s ! th e s e f e e l i n g s t o h i s f r i e n d s and t o th e w orkers s t i l l on th e jo b . In s m a lle r communities where th e company i s d e f i n i t e l y dependent upon l o c a l la b o r su p p ly , t h i s c r i t - 1 ! ic ism of th e company’s p e n sio n p la n w i l l a d v e r s e ly a f f e c t * \ ' ; j i t s r e l a t i o n s h i p in th e community and d is c o u ra g e a p p l i c a - j 4 ! t i o n s t o the company. j i ! A nother is s u e t h a t in v o lv e s i n d u s t r y in th e employ- j ! ! j ment of o ld e r w orkers i s i t s r e l a t i o n s h i p w ith o rg an ized l a b o r . Unions fo llo w w ith g r e a t i n t e r e s t th e employment i p r a c t i c e s of i n d u s t r y in re g a rd t o o ld e r w orkers and i n j ! many of t h e i r c o n t r a c t s w ith management p r e s c r i b e I jt !j ^ T b i d ., pp. 25-28. j |
