Managing age at companies in Belgium: The difficult construction of alternatives to early retirement (notice n° 226178)
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| 000 -LEADER | |
|---|---|
| fixed length control field | 01968cam a2200217 4500500 |
| 005 - DATE AND TIME OF LATEST TRANSACTION | |
| control field | 20250112061241.0 |
| 041 ## - LANGUAGE CODE | |
| Language code of text/sound track or separate title | fre |
| 042 ## - AUTHENTICATION CODE | |
| Authentication code | dc |
| 100 10 - MAIN ENTRY--PERSONAL NAME | |
| Personal name | Vendramin, Patricia |
| Relator term | author |
| 245 00 - TITLE STATEMENT | |
| Title | Managing age at companies in Belgium: The difficult construction of alternatives to early retirement |
| 260 ## - PUBLICATION, DISTRIBUTION, ETC. | |
| Date of publication, distribution, etc. | 2018.<br/> |
| 500 ## - GENERAL NOTE | |
| General note | 13 |
| 520 ## - SUMMARY, ETC. | |
| Summary, etc. | In Europe, Belgium ranks at the bottom of the class in terms of the participation of senior workers in the job market. After several decades of managing restructurings through “pre-pension” schemes, the country remains marked by a culture of early retirement. A new collective labour agreement, CCT 104, was introduced in 2013, requiring companies to introduce schemes for salaried employees aged 45 and over. Four years later, this article makes an initial review of the success of the agreement on the basis of a quantitative survey with employers and seven case studies of companies. The initial findings show that these schemes are devised as part of processes that are consensual but at the same time extremely formal, lacking in innovation and, above all, highly lacking as regards considerations of gender. Well-being in the workplace is a consideration, but limited to physical arduousness. The principal outcome is the reduction of working time. At the root of the agreement lies a collective of “senior workers” and the growing legitimacy of the expression of difficulties and expectations related to this age group. Also of note is the slow process of learning and awareness raising, despite a widespread sense of powerlessness on the part of the players involved. |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | working conditions |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | gender |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | age management |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | employment policy |
| 700 10 - ADDED ENTRY--PERSONAL NAME | |
| Personal name | Burnay, Nathalie |
| Relator term | author |
| 786 0# - DATA SOURCE ENTRY | |
| Note | Retraite et société | o 77 | 2 | 2018-10-04 | p. 45-65 |
| 856 41 - ELECTRONIC LOCATION AND ACCESS | |
| Uniform Resource Identifier | <a href="https://shs.cairn.info/journal-retraite-et-societe-2017-2-page-45?lang=en">https://shs.cairn.info/journal-retraite-et-societe-2017-2-page-45?lang=en</a> |
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