Forced Retirement
Monetary Considerations for the Retirees
Psychological Implications
Discrimination
Costs to Society
Forcing individuals to arbitrarily retire once they reach a certain age, no matter what that age might be, is not only counterproductive in its contribution to society, but it also serves as a form of discrimination against a particular segment of the population. This argumentative essay will provide clear and unfettered evidence that this policy is both ineffective and unjust. It adversely affects the individuals being forced into retirement both monetarily as well as psychologically. It indirectly affects society as a whole by limiting great segments of the population from employment; many who are often extremely well qualified and experienced. Therefore under no circumstance is this policy a plausible solution.
Monetary Considerations for the Retirees
Retirees are detrimentally afflicted by mandatory retirement financially primarily for two reasons. First, they lose their income potential. This may occur even if the individual is fully fit to continue working in their job. It may even be the case that the potential retiree is actually more capable than the younger worker that might replace them. Thus this in turn could also unduly prohibit the employer from achieving the greatest possible financial gain from their employees. Experienced professionals also add a certain dynamic to the workforce that serves to counteract some of the follies of youth (Clover, 2011). With the introduction of advanced methods of health care, many elderly workers are also physically fit enough to work in a variety of roles.
Another aspect to the financial considerations to the potential...
Com, 2012). Third, a service member needs to understand the Cost of Living Adjustment (COLA). All three of the retirement systems feature COLAs, which can significantly increase the amount of a service member's pension benefits. "The COLA for the Final Pay and High 36 systems is determined each year by the national Consumer Price Index. But the COLA for the CSB/REDUX retirement system is the Consumer Price Index minus 1%" (Military.com,
" (Allen 2008) This means that nursing educators are also a key stakeholder. Other stakeholders include healthcare facility administrators, corporate trustees and public office holders, who will often have entangled or competing interests relating to the profitability of operations and the political expediency of policy orientation. This will also be true of the various professional advocacy groups, nursing associations and lobby groups that will vie for influence in the discussion on
As a consequence, investors may suffer. Importance of the Study It is necessary and pertinent to discuss the importance of any study, and this particular study is important to many people across many countries. Not only does it have importance for people who are trusting people with their pension and hedge funds in Germany, but it also has importance for people who are considering a career working with these funds and
Concerning employment practices in general, the order not only strictly prohibited discrimination in hiring, but it also entered into the lexicon the now commonplace idea of Equal Opportunity Employment and established the premise of Affirmative Action. In doing so, this order would also explicit the prohibition of discriminatory treatment of employees once hired, seeming to build a legal case for those who would argue that a compensation system demonstrates
Table of ContentsWorkforce Action Plan ������������������������.Inclusion and Diversity ������������������������.Current State of the Workforce ���������������������.Future State of the Workforce ������������������������.AbstractToday, like many companies, Mi-ORG, a successful, customer-centered consultancy, is faced with a wide array of challenges, including reducing unplanned turnover, ensuring a smooth succession of a significant number of retirees and expected departures as well as developing and sustaining a diverse workforce that promotes employee morale and organizational loyalty and places
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