Age Management Initiative at Nordic Sugar in Finland
In 2013/2014 the Porkkala sugar refinery, Finland (a subsidiary of Nordzucker/Nordic Sugar) started a dedicated programme for personnel aged 58 or more.
In 2013/2014 the Porkkala sugar refinery, Finland (a subsidiary of Nordzucker/Nordic Sugar) started a dedicated programme for personnel aged 58 or more.
New England Seafood is a fish processing business in Chessington on the outskirts of London. In the past it has relied for its permanent factory staff on conversion of temporary labour to permanent employees after a 12-week trial period.
The good practice example at the Polish sugar company Pfeifer & Langen is twofold:
Initiated by the German Unilever groups works council (Konzernbetriebsrat) of Germany in 2011, both HR management and works council agreed on a joint demography project to actively handle the impact and challenges of demographic change at the company level.
The project TiL gives management representatives and works councils in the food industry the opportunity to develop innovative solutions to actively manage the impact of demographic change and to create working conditions matching the requirements of an ageing workforce. The project is supported by consultants and experts, the trade union NGG is active project partner.
The Additional Company Pension Scheme of Unilever (UZR) was initiated by the Unilever work council (Konzernbetriebsrat – group works council) as a part of a demography project. In a joint social partner approach, Unilever management and works council agreed to create the UZR as a measure to ensure flexible transitions from working to pension life. An agreement was signed by management and works council. The UZR is an additional measure to existing statutory and collective agreement pension schemes.
The sectorial training institute IFP (Institut de Formation Professionnelle), the food industry training institute (managed jointly by the sectorial social partners), has set up a learning network of social actors and companies involved in the training of workers.
The previous government in power in Belgium changed the conditions for early retirement. Because of this, many workers close to retirement age are obligated to work longer than expected. The current government has decided to make the conditions even stricter and have increased the retirement age from 65 to 67 years. Hence, the social partners have decided to provide better conditions for workers with seniority. The objective is both preventive and a compensatory. In the recent negotiations, the social partners have renegotiated the conditions for extra days of leave.