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Weekly Newsletter
Issue # 020 June 21st 2005
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In This Weekly Issue
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1 Our Weekly Sponsor
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3. Some words from Ley and Bill
4. Ask The AdMistress
5. News about Seniors and Boomers
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Ley Gal & Bill Vannot are fast becoming experts with a
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4 ASK THE ADMISTRESS - CLUES 4 SUCCESS
Copyright © M B Stearns 2005
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ASK THE ADMISTRESS - CLUES 4 SUCCESS
Business Image OR Monkey Business? Part One
-- Improve Your Business Image
Copyright © M B Stearns 2005
============
It's no longer sufficient just to sell your products or
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Now, list the most outstanding aspects of your services or
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your own strong points.
Now it's time to look at the image projected by your
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5. News about Seniors and Boomers
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Today we have a News for you named:
"The Adams Principle"
According with this news, this is a common words in several
countries, "I will work for more years if only I could find
a job"
Well, in this article there are several points to be
considered, like the law to prevent" age discrimination."
The problem to hire seniors in lesser jobs, the laws
about social Security and medicare. And the employees
that expect that their salaries must be increased year
by year. All these topics make difficulot for companies
hire seniors and for seniors find jobs.
Ley Gal and Bill Vannot
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June 21, 2005
Age Discrimination & the Retirement Age
The Adams Principle
By JOHN TIERNEY NY Times
The work ethic is alive and well among America's retirees, or at
least the ones who bombarded me with letters after I suggested
raising the retirement age for Social Security. They said they
would be glad to keep working if I could find them a job.
In theory, this shouldn't be a problem because employers ought
to be clamoring for workers as baby boomers hit retirement age
and the pool of younger workers shrinks. In reality, though,
older workers face discrimination. While some companies are
recruiting them, many employers are still leery, partly because
of irrational prejudice against the old, but also because of
perverse incentives in current policies.
Some of the blame lies with the federal government, which has
officially outlawed age discrimination while at the same time
makes it inevitable. The antidiscrimination law itself is a
reason not to hire an older worker. Given a choice between two
equally qualified candidates, whom would you hire, a 35-year-old
who could be quickly demoted or fired if he turns out to be
incompetent, or a 65-year-old who could sue you for age
discrimination?
A more immediate reason not to hire the 65-year-old is that he
would be more expensive to add to the company health plan. If
federal policy were changed to allow older full-time workers to
rely primarily on Medicare instead of on their employer, they'd
have a much better shot at jobs.
But it's not enough just to change laws. We need to rethink the
old assumption that employees keep getting raises throughout
their careers.
This seniority system was built on what economists call an
implicit contract with workers: we'll pay you less than you're
really worth when you're young, but stick with us and we'll make
it up to you by paying you more than you're worth later in your
career. Employers kept giving raises to workers even after their
productivity started to decline, which typically occurs around
age 50, says the economist Vegard Skirbekk (whose finding I
shouldn't be publicizing now that I'm 52).
The system made economic sense when employers and employees
stuck by the contract. Now they each feel free to abandon the
other, but the old assumptions linger and interfere with older
workers' attempts to find comparable jobs after they have been
downsized.
Some workers refuse to consider a lesser job, and even if
they're willing to take a cut in pay and status, employers fear
they'll be frustrated and find the new job beneath them. So
these workers are retiring earlier even though they're living
longer, forcing younger people to work harder to support them.
It would be fairer to redistribute some of this free time so
that young people, like harried parents, could enjoy it instead
of waiting to get it all as one lump sum. As Ron Lee, a
demographer at the University of California, Berkeley, asks,
"Why not restructure our life cycles so that we take more
leisure when we most need it, earlier on, and less later in
life?"
That advice isn't practical for some blue-collar workers who
aren't strong enough to keep doing their jobs into their 60's.
But they're becoming a smaller and smaller minority - fewer than
10 percent of jobs are physically demanding, according to the
economist Eugene Steuerle - and they could still quit early
under a disability program even if the retirement age were
raised.
Most workers could keep going longer if they and employers
reconsidered the old assumption about a career trajectory. They
could learn from the example of John Quincy Adams, who was
elected to Congress after serving as president. He dismissed
objections that the new job was beneath him, and voters didn't
discriminate against him for being overqualified.
Adams started his new career at age 63, just about when the
typical American man now retires. He wasn't especially spry,
once calling his body "a weak, frail, decayed tenement battered
by the winds and broken in on by the storm." Yet he stayed on
the job until his death at age 80.
He accomplished so much in those years that he is remembered as
a better congressman than president. You could call him an
inverse example of the Peter Principle, someone who succeeded by
being demoted below his level of incompetence.
But I prefer to draw a different lesson. Call it the Adams
Principle for employees and employers: if the president can
flourish after a demotion, so can anyone else.
For Further Reading:
Age and Individual Productivity: A Literature Survey by Vegard
Skirbekk, Max Planck Institute for Demographic Research, August
2003, working paper.
"Social Security -- A Labor Force Issue" Testimony Before the
Subcommittee on Social Security, Committee on Ways and Means by
Eugene Steuerle, June 14, 2005.
"Rescaling the Life Cycle: Longevity and Proportionality," by
Ronald Lee and Joshua Goldstein, Life Span: Evolutionary,
Ecological, and Demographic Perspectives, a supplement to
Population and Development Review, v. 29, pp. 183-207, (2003).
E-mail: tierney@nytimes.com
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Note by Frank
I don't write them.
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=====================
Ley Gal & Bill Vannot are fast becoming experts with a
vision for Seniors. What we used to describe as
revolutionary new products and services, will soon be
useless. Boomers & Seniors must revise and adapt their
skills into changing Senior lifestyles. Visit Bill and Ley
for help and guidance on the mature aging population.
http://www.seniorlifechanges.com/news.htm
=====================
Disclaimer:
In accordance with Title 17 U.S.C. Section 107, this
material is distributed without profit for research
and educational purposes. Senior Life Changes has no
affiliation whatsoever with the originator of this
article nor is Senior Life Changes endorsed or
sponsored by the originator
Ley Gal & Bill Vannot
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Regards,
Ley Gal & Bill Vannot
mailto:info@seniorlifechanges.com
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