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Mieux vieillir au travail
Qui veut travailler loin ménage son usure Les tendances démographiques actuelles, associées aux politiques visant à l'allongement de la vie professionnelle, participent à l'augmentation de la proportion de salariés « âgés » dans les entreprises en France. Dans ce contexte, permettre à chacun de bien vieillir au travail et de trouver sa place tout au long de son parcours en entreprise est devenu un enjeu de taille. Source: (2018). Travail & Sécurité (791).
A Comprehensive Approach to Workforce Health
The health of the U.S. workforce is an issue of importance to both workers and their employers. There is a wealth of evidence on occupational safety and health hazards that may potentially affect workers' health. In addition to these hazards, personal characteristics and conditions, such as age, gender, genetics, or weight, can impact a person's work and interact with workplace hazards. Individual characteristics and conditions may change the way workers respond to hazards which they may be exposed to on the job. In addition, employers face burgeoning costs of workforce healthcare which...
An update of the literature on age and employment
Demographic trends indicate that the make up of the labour force in the UK (and other developed countries) is changing. Older workers are becoming more prevalent in the workforce, there are fewer new workers joining the labour force and older workers are continuing to retire early (Hotopp, 2005, 2007). These changes to the labour force could lead to labour and skills shortages in the future and have implications for the economy in terms of the age dependency ratio (Khan, 2009). The research in this area suggests that employers can have stereotyped views of the abilities and attitudes of older workers...
The Rise in Absenteeism
Disentangling the Impacts of Cohort, Age and Time We examine the remarkable rise in absenteeism among Norwegian employees since the early 1990's, with particular emphasis on disentangling the roles of cohort, age, and time. Based on a fixed effects model, we show that individual age-adjusted absence propensities have risen even more than aggregate absence rates from 1993 to 2005, debunking the popular hypothesis that the rise in absenteeism resulted from the inclusion of new cohorts – with weaker work-norms – into the workforce. We also reject the idea that the rise in absenteeism...

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