8
would hire no new worker above 50,
voting ages; this ratio will rise to 45
and almost one-half set the m axi
percent by the year 2000.
mum age limit' at 65. This moreover
B. Labor Force and
is regarded as understatement: It is
Employment Trends
likely that much larger proportion
1. The basic economic problem of the
of companies have inforrrial h irin g
aged arises from the fact that the
. limits much more rigid than indicaM
working life ” span has not increased
ed by this survey.
I ™
rapidly as the total life expect-
That is the meat of a/.round-table
ancy-^—hence, an increase in the av
erage period of dependency in old discussion conducted in San Francisco
this. B j bv the Federal Burg|u-of L a -
age. This fact/, is brought out~by.a
B L S study of working life expect
I brought these trendsj^and these
ancy.
B y and large, the very forces facts' to ■ your, attention, beqause^ h e y
which- have tended to ^increase the do point-up the plight of the aged and
“nearly old” worker, in general. S o
proportion of the aged in the popu
lation also limited their opportuni- many valuable people could be lost to
the employment force, to the state, to
I ties for gainful employment.
the private company—because of age
2. The olderworker as an employee
harrieifiW i at I think they should
A . Handicaps:
1. Physical slowing down over age have greater protection—not only in
—affects his ability to perform the name of sentiment buttin the name
where job calls for exacting of efficiency.“ I
It is something, certainly, to think
pw sicat; standards.
2. Less adaptable to new/methods. about, along with many t l a M M Q p r
3. He is regarded as a “ poor in- agenda. The Oregon State Employees
vestment” for training or re Association does, indeed, have its work
cut out for it at this conference an^fe
training. I
4. Belief that he increases costs of I, personally, and on behalf of tnw^
workmen’s compensation insur Governor wish you" a pleasant, con-
ance and other welfare pro structive and fruitful meeting. I
grams. I
5. Public* ^’doesn’t like to deal” INSURANCE:
with old people.
DEPENDENTS CO V ER A G E
B. Advantages:
The O SE A Group Life Insurance I
1. Lower absenteeism and;,^acci underwriters have asked ¡¡gOlthe fol
dent frequency.
lowing announcement be made: “An
2. Advantage of experience—im employee-member who ig%g|jH)le to
portant where ^ i l l , judgment apply for t H group insurance in his
or policy making are factors.
or her own right cannot be an eligible
3. Greater stability arid attach dependent and would not be covered
ment to firm.
under ,the}M ||| n i .of
;jc q^teact.
3. The older worker as a job seeker Should such a claim occur on a de
Once out of work, the man or woman pendent who was also an employee-
above 45 finds it progressively more member, it would have to be denied.”
difficult- to s e c u r e reemployment. In/short, husband and wife who are
There ■ is obvioiis reluctance on the employee-members may each carry
part of emploverssED hire dicier work .th^^^^^anm r jn their own j^riCTLt^but
ers—unless they have some very spe cannot insure one another as d e p e n d ^
cial skill to offer, or unless we are in ents and only one iriay insure the de^^
pendent children. Premiuri^b/afojust-
a period of severe labor shortage.
Prevalence of age barriers in hiring ments will be made following notifi
—A questionnaire survey conducted cation of - O SE A headquarters;^Bfic^5
members.
recently in .N ® ' ^^aW ta'td^^e^^U
that of 176 employers responding,
rijb^ut , two-fifths reported a formal
Since gold rush days o f . thè; early
age .h a rrier forfenew .employees. O f
1850’s, Oregon has produced gold val
these, about one-fifth iriclicated they? ued at m R T fh a n 100 million dollars.