Employment of the older worker: An industrial and social problem. - Page 160 |
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148
I
s u f f i c i e n t number and d u r a tio n so t h a t j
f a c t u a l d a ta could be g a th e re d ab o u t th e |
r e s p e c t i v e a b i l i t i e s and d i s a b i l i t i e s of
th e o ld e r as w e ll as of th e younger
w orker. These s tu d ie s could show w here,
when, and how much a c t u a l d e c lin e ta k e s
p la c e in th e m ental and p h y s ic a l a b i l i t i e s
of th e w orker. With t h i s f a c t u a l d a ta
a v a i l a b l e , in d u s tr y could th e n proceed w ith
p roper job and worker e v a lu a tio n and
p lacem en t, job c l a s s i f i c a t i o n and r e d e s ig n
as t o age and sex , and f i n a l l y i n s t a l l
s p e c ia li z e d r e - t r a i n i n g programs t h a t w i l l
c o n t r i b u t e t o the e x te n s io n of th e
employee*s w o r k - li f e .
P ro n o sa ls f o r u n io n s .
1. While on the one hand th e rtr u l e of s e n i o r - ,
ity*’ i s p r o te c tin g th e o ld e r worker on th e j
jo b , i t i s on th e o th e r hand making i t |
d i f f i c u l t f o r him t o c r o s s from job t o j
job a t th e same l e v e l when lo o k in g f o r a I
jo b . In a d d i t i o n t o t h a t , the s e n i o r i t y !
r u l e g iv e s th e worker an edge on jo b s j
w hether he i s p h y s ic a lly and m e n ta lly
q u a l i f i e d or n o t, which i n t u r n causes
h ig h e r p ro d u c tio n c o s t s . I t would th e n
seem p ro p e r i f th e s e n i o r i t y c la u s e would
c o n ta in a p r o v is io n by which m e rit r a t i n g
and p h y s ic a l as w e ll as m ental examinat
i o n s would d ecid e upon pro m o tio n s, job
t r a n s f e r s , l a y - o f f s and r e - h i r i n g s . Thus, j
th e s e n i o r i t y r u l e would n o t only p r o t e c t i
a worker w ith long s e r v ic e and h ig h p ro d
u c tio n r e c o r d , b u t would a l s o give
o p p o r tu n itie s t o th e younger w orkers w ith
s u p e r io r a b i l i t i e s .
2. I t seems t h a t unions la c k s u f f i c i e n t educa- j
t i o n a l and r e t r a i n i n g programs f o r th e o i
o ld e r as w e ll as f o r th e r e t i r i n g w orker. '
I t i s , t h e r e f o r e , suggested t h a t unions
conduct such e d u c a tio n a l and r e t r a i n i n g ;
programs as would p re p a re t h e i r aging ,
members f o r new job o p p o r tu n itie s and a l s o <
su p p ly them w ith in fo rm a tio n about new \
te c h n o lo g ic a l in n o v a tio n s t h a t w i l l a f f e c t j
th e p r e s e n t and f u tu r e s t a t u s of t h e i r j
jo b s . F u rth erm o re , u n io n l e a d e r s h i p , by !
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| Title | Employment of the older worker: An industrial and social problem. - Page 160 |
| Repository email | cisadmin@lib.usc.edu |
| Full text | 148 I s u f f i c i e n t number and d u r a tio n so t h a t j f a c t u a l d a ta could be g a th e re d ab o u t th e | r e s p e c t i v e a b i l i t i e s and d i s a b i l i t i e s of th e o ld e r as w e ll as of th e younger w orker. These s tu d ie s could show w here, when, and how much a c t u a l d e c lin e ta k e s p la c e in th e m ental and p h y s ic a l a b i l i t i e s of th e w orker. With t h i s f a c t u a l d a ta a v a i l a b l e , in d u s tr y could th e n proceed w ith p roper job and worker e v a lu a tio n and p lacem en t, job c l a s s i f i c a t i o n and r e d e s ig n as t o age and sex , and f i n a l l y i n s t a l l s p e c ia li z e d r e - t r a i n i n g programs t h a t w i l l c o n t r i b u t e t o the e x te n s io n of th e employee*s w o r k - li f e . P ro n o sa ls f o r u n io n s . 1. While on the one hand th e rtr u l e of s e n i o r - , ity*’ i s p r o te c tin g th e o ld e r worker on th e j jo b , i t i s on th e o th e r hand making i t | d i f f i c u l t f o r him t o c r o s s from job t o j job a t th e same l e v e l when lo o k in g f o r a I jo b . In a d d i t i o n t o t h a t , the s e n i o r i t y ! r u l e g iv e s th e worker an edge on jo b s j w hether he i s p h y s ic a lly and m e n ta lly q u a l i f i e d or n o t, which i n t u r n causes h ig h e r p ro d u c tio n c o s t s . I t would th e n seem p ro p e r i f th e s e n i o r i t y c la u s e would c o n ta in a p r o v is io n by which m e rit r a t i n g and p h y s ic a l as w e ll as m ental examinat i o n s would d ecid e upon pro m o tio n s, job t r a n s f e r s , l a y - o f f s and r e - h i r i n g s . Thus, j th e s e n i o r i t y r u l e would n o t only p r o t e c t i a worker w ith long s e r v ic e and h ig h p ro d u c tio n r e c o r d , b u t would a l s o give o p p o r tu n itie s t o th e younger w orkers w ith s u p e r io r a b i l i t i e s . 2. I t seems t h a t unions la c k s u f f i c i e n t educa- j t i o n a l and r e t r a i n i n g programs f o r th e o i o ld e r as w e ll as f o r th e r e t i r i n g w orker. ' I t i s , t h e r e f o r e , suggested t h a t unions conduct such e d u c a tio n a l and r e t r a i n i n g ; programs as would p re p a re t h e i r aging , members f o r new job o p p o r tu n itie s and a l s o < su p p ly them w ith in fo rm a tio n about new \ te c h n o lo g ic a l in n o v a tio n s t h a t w i l l a f f e c t j th e p r e s e n t and f u tu r e s t a t u s of t h e i r j jo b s . F u rth erm o re , u n io n l e a d e r s h i p , by ! |
