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Pay gap becomes pensions gap
It is women who come out the worse when it
comes to pensions and there is growing concern that the next
generation of women pensioners won’t be much better off.
To read this interesting and detailed article
click here.
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(14/9/04) Up to 10 million people pay out more than they should on essential
services from banking and health services to food, water, energy and
communication services.
The report by the National Consumer Council blames the free market for failing
to meet the needs of the most disadvantaged.
It states that private companies cherry pick the most valuable customers, while
those that are considered more 'troublesome' to supply are charged more or
excluded from the market.
"Lack of money isn't the only problem with being poor," said NCC chair
Deirdre Hutton.
"The poor pay more because life on a cash budget is more expensive.
"You pay more if you can't bulk buy or afford a weekly shop. And if you
can't get around because of a disability or limited transport, you can't shop
around for the best deal."
She goes on to point out that, while new technology can be a cost-saver for
business and for some consumers, it can raise further barriers for customers who
lack confidence or basic skills.
UNISON head of utilities Steve Bloomfield agreed that poor people in the UK are
not getting a fair deal.
"Most of us get totally confused by the competing claims of different
energy companies and who knows if we'd be better off having a water meter or
not." "The problem is that most companies aim their marketing at the middle
classes – they are not really interested in the poor," he said. "It is important that the voice of the poor is heard in company boardrooms
by utility regulators and by government.
"Who is speaking up for them? Who is representing their interests?
"Most people who serve on the various regional utility customer councils
are middle class and they represent middle-class interests. "Poor people are effectively excluded from the whole process. Its time for
a change."
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Age
Discrimination Laws in 2006
Has anyone ever refused you a job because of you
age? Or forced you to retire even though you felt you were up to the
job and wanted to keep working or blocked your promotion or access
to training because you were seen as too young or too old? If so you
are certainly not alone. Thousands of employees every year feel they
have suffered from age discrimination, according to the government's
2001 research "Evaluation of the Code of Practice On Age
Diversity In Employment Report on Research Findings". Unlike
bias in the workplace because of sex and race, up to now there's
been little you can do about it. But that's about to change with the
introduction of Age Discrimination laws in 2006. And it will herald
a transformation in long standing work practices. Details of
the legislation are still being hammered out but we already know its
impact will be far-reaching. Private and public sector employers,
professional organisations and providers of training and careers
guidance will be covered.
Courts will entertain cases of direct as well as
indirect discrimination, not only from employees but also from the
self-employed and unemployed. Crucially it will be up to
employers to prove that they have not discriminated. Any exemptions
will have to be clearly justified, and based on genuine and
legitimate reasons. The new legislation will bring the UK
finally into line with the rest of Europe and the US.
What's certain is that the new age law will change the employment
landscape. It's hard to see how employers will be able to justify
the working practices highlighted in the Government's own
research. Key findings amongst the companies
examined included: one in four older people claim they have been
discriminated against when looking for a job, and nearly half of
organisations employ no staff aged 60 or over.
But the good news is that this attitude is
chancing and not just because of the coming threat of ending up in
court. More and more employers are realising it makes good sense to
ensure they make the best of enthusiasm, experience and skills of
staff whatever their age.
Unison Retired Members' Officer, Colin Derrig
says it's essential that we oppose age discrimination at work.
"It is never justifiable to use age as a condition for
recruitment,. selection and promotion. Merit ability and the
skills needed to fulfill the requirements of the job should be the
only bases. Unlike other forms of discrimination, Derrig points out,
everyone is vulnerable to age prejudice at some point in their
lives.
But the legislation will also present challenges
for Unison officials and individual staff. It could, for example,
lead to early retirement deals - which have been widespread and
popular in many public services - being judged discriminatory.
Even fixed retirement ages might run into trouble if they can't be
justified, giving people the right to work on if they are fit,
willing and can do the job.
Unison Officials believe it is important to build
individual choice into the retirement decision. Colin Derrig says
members must be allowed to decide for themselves whether to carry on
working for longer and not feel forced by pensions scares to delay
retirement indefinitely.
TOP TIPS FOR AGE FRIENDLY WORKERS (copyright
Kerry Platman, specialist in age diversity issues in the
Centre for Human Resources and Change Management, the Open
University.)
-
Challenge your own age prejudices. You can't
afford to write people off because of their age - including
yourself.
-
Be alert to age barriers in your workplace.
Are jobs open to all age group? Is training suited to people
with different learning styles and work histories? Is the job or
work station sensitive to the needs of older, as well as
younger, people?
-
Value age diversity. Younger and older
generations can bring complementary skills, experiences and
outlooks and offer mutual support in the workplace.
-
Making ageist jokes can be hurtful. Think how
you would feel if you were the butt of patronising attitudes and
comments just because of your age.
-
Be aware of your own attitudes to work.
Employers want people who are flexible, loyal, adaptable and
committed. They can see older people as less likely to fit in
and younger people as flighty. These are unfair
stereotypes.
-
Keep your skills current. Make learning a
lifelong pursuit. Don't relay on dated expertise - it'll shorten
your shelf life.
-
Take the long view. Make career decisions
based on the idea that you'll still be working in your 60s and
possibly 70s - unless you have a decent pension or private
means.
-
Make use of special schemes and agencies that
have been set up to help you remain in, or get back to, work.
-
Think carefully before taking up an early
exit package, such as voluntary redundancy or early retirement.
If you're over 50 you may be out of work for some time.
Investigate alternatives with your employer, such as in-house
training or redeployment.
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1
in 4 parents forced to accept worse conditions to get flexible work
Workers are more likely to have their request for
flexible working granted if they belong to a union and work in the
public sector, according to a survey by UNISON. None out of 10
branches questioned had more favourable arrangements than the
statutory minimum.
But another survey just published by the
Maternity Alliance shows the picture is not so bright everywhere. On
the anniversary of legislation giving parents the right to ask for
flexible working, this survey discovered that 1 in 4 parents were
forced to accept worse terms and conditions in return for flexible
hours.
"Although UNISON was originally sceptical
about the impact of the legislation, it’s clear that parents are
keen to take up the opportunity and many employers are planning to
improve their family-friendly policies over the coming year,"
said UNISON general secretary Dave Prentis. "In addition if you
are in a union and working in the public sector you are more likely
to get flexible working when you ask for it."
However the survey from the Maternity Alliance
does highlight some very real problems. UNISON originally called for
the legislation to give employees the right to flexible working,
rather than the right to ask. Our fear was that most employers would
find a reason to refuse Unfortunately these fears are borne out by
this survey, which shows that employers are turning down reasonable
requests for more flexible hours.
The survey also found that:
• 25% of parents did not know
they had a ‘right’ to ask for flexible work when their children
are young;
• 25% of parents had their request refused.
This was often for minor changes such as arriving and leaving work
15 minutes later
• 45% of parents said their employer did not
know or did not follow the correct procedure for considering their
request for flexible work. 92% of parents whose employer refused a
request said they did so for reasons not allowed by the law
• 25% of parents had their request for flexible
work agreed and said it was going well.
"The problems many parents face in balancing
their work and family lives are often felt most acutely when their
children are very young," said director of the Maternity
Alliance Liz Kendall. "A significant number of employers and
employees are still unaware of the new law and how it should work in
practice. Too many parents are having their request refused for
unjustifiable reasons and a substantial proportion of parents who
ask for flexible work are ending up worse off.
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