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Objective: The study's aim was to gain insights into factors influencing sustainable return to work following total knee arthroplasty (TKA). Design: A descriptive multiple-case design was used. A case was defined as a worker's following TKA work disability situation. Settings: The cases came from public hospitals in urban and semi-urban areas in Quebec (Canada) and involved mostly non-work-related TKAs. Subjects: Workers had to be between 6 and 12 months post-TKA, have physical/manual jobs and currently employed. Their rehabilitation professionals and workplace representatives (employer and/or union) were also recruited, based on the work disability paradigm. Main measures: Semi-structured interviews, questionnaires on pain, physical work demands (workers only), and observation of the work activities of those workers back at work were used. Cases were compared and categorized for worker-perceived levels of difficulty in returning to or staying at work: little or no difficulty (n = 8); some difficulty (n = 5); not back at work due to excessive difficulty with their knee (n = 4). Results: A total of 17 cases were constituted. In only one case, the worker benefitted from an interdisciplinary work rehabilitation approach. Results highlight the interplay among these factors: (1) the workers' perceptions of their residual symptoms and ability to manage them, (2) the interaction between work adjustments and tools offered by the employers and the workers' own strategies, and (3) perceptions of the workers' physical capacities. Conclusion: Workers' who face high levels of work demands/difficulties and who have limited access to work adjustments and tools should be referred for work rehabilitation. [ABSTRACT FROM AUTHOR]

Copyright of Canadian Public Policy is the property of University of Toronto Press and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Canadian Public Policy is the property of University of Toronto Press and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Using panel data from the Surveys of Labour and Income Dynamics covering the period 1993 to 2008 in Canada this study examines labour force transitions among older workers. High rates of self-employment among older workers primarily result from greater labour market continuation among the self-employed compared to paid employees. Older self-employed men across all characteristics examined are more likely to continue working at each age, while self-employed women do not respond to age-related factors (such as the pension system) to the same extent as paid employees. Labour market continuation is found to be higher among late-life entrants to self-employment than among paid employees after accounting for individual characteristics and job tenure. [ABSTRACT FROM AUTHOR]

We use longitudinal linked employer-employee data and find that the probability of participating in firm-sponsored classroom training diminishes with age. Although the standard human capital investment model predicts such a decline, we also consider the possibility that the wage and productivity impacts of training decline with age. Taking into account endogenous training decisions, we find that the training wage premium diminishes only slightly with age. However, estimates of the impact of training on productivity decrease dramatically with age, suggesting that incentives for firms to invest in classroom training are much lower for older workers. [ABSTRACT FROM AUTHOR]

Copyright of Community, Work & Family is the property of Routledge and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Béland D, Myles J. Varieties of federalism, institutional legacies, and social policy: Comparing old-age and unemployment insurance reform in Canada With reference to Canada, this article explores the politics of reform affecting two social insurance programs: Employment Insurance (EI) and the Canada Pension Plan (CPP). Comparing these two large, yet institutionally distinct, social insurance schemes underscores how institutional differences in policy legacies and governance among social programs create distinct obstacles and opportunities for reform in federal countries. Drawing on historical institutionalism and emphasizing the types of federalism and decision making specific to EI and CPP, the article explains key political differences between these two programs. Focusing on reforms enacted in the 1990s, the article explores the institutional obstacles and opportunities for policy change in EI and CPP, which offers insight into how these programs could change in the future. We show that different forms of federal governance pointing to the 'varieties of federalism' and, more generally, the institutional and territorial logics embedded in these two programs create different obstacles and opportunities for reform. [ABSTRACT FROM AUTHOR]

Purpose |!|#8211; The purpose of this study is to identify antecedents of intentions to unretire among a group of retirees that included both those who had not returned to the workforce since their retirement and those who had previously unretired. Design/methodology/approach |!|#8211; A cross-sectional survey collected data from 460 recent retirees between the ages of 50 and 70. Findings |!|#8211; Results of hierarchical regression indicated that retirees are more likely to remain retired if they feel financially secure and have a positive retirement experience. Conversely, they are more likely to intend to return to the workforce if they experience financial worries, wish to upgrade their skills or miss aspects of their former jobs. Practical implications |!|#8211; Aging boomers who anticipate early retirement have created a dwindling labor pool. Simultaneously, the global pension crisis has impacted on the financial decisions of retirees. A trend to abolish mandatory retirement and/or increase mandatory age in various countries provides individuals with more freedom in their retirement decisions. Accordingly, managers must be creative in their HR planning strategies to retain or recruit skilled retirees. Originality/value |!|#8211; Previous research has addressed retirement as a final stage, however, given simultaneous global demographic changes and economic concerns, this study provides new knowledge regarding the factors that push and pull retirees to participate in the labor market. [ABSTRACT FROM AUTHOR]

This article provides an overview of the ways in which the mistreatment and neglect of older people have come to be understood as a social problem, one which is underpinned by a variety of substantive and theoretical assumptions. It connects the process of conceptualizing elder abuse and neglect to political-economic and social evolution. The authors draw on a review of the literature, government sources, interest group websites, and their own research to provide a critical commentary illustrating how these understandings have become manifest in legislation, policies, and programs pertaining to “elder abuse and neglect” in Canada. Suggestions are provided for changes in direction for policies, programs, and research. [ABSTRACT FROM PUBLISHER]

This article provides an overview of current research on older workers with caregiving responsibilities from Canadian perspective. The first section presents relevant demographic and policy trends. The second section outlines impacts of these trends on caregiving employees, communities, employers, businesses and governments. The third section identifies potential policy responses and program solutions that support the needs of older workers with caregiving responsibilities. The article concludes with a recommended plan of action to move forward in addressing the emerging challenges associated with this issue. [ABSTRACT FROM AUTHOR]

In this paper I provide evidence that suggests selective retirement does not bias estimates of wage losses due to displacement. I estimate the magnitude of hourly wage losses faced by workers who are displaced when over the age of 50. I account for the self-selection of older workers into retirement, which prevents observation of some workers' potential wage losses. The results confirm that high tenured older workers face large wage losses following displacement. [ABSTRACT FROM AUTHOR]

Data from the 2002 and 1994 General Social Survey are used to analyze the determinants of retiring due to mandatory retirement and the expected age of retirement in Canada. Changes between 1994 and 2002 are decomposed into two components, one attributable to shifts in the composition of respondents and the other to changes in the preferences and/or constraints of respondents. Changing preferences and constraints play a very important role for both outcomes. Specifically, we first indentify a 1.3 percentage point drop in the probability of retiring due to mandatory retirement between 1994 and 2002, with that drop due entirely to preference or constraint changes. These changes offset changes in the composition of the workforce, which were working to increase the probability of retiring due to mandatory retirement. Second, we find an increase of 3.7 years in the expected age of retirement between 1994 and 2002, with that increase being almost exclusively attributable to preference/constraint shifts. The implications of these findings for employers, employees, and policy-makers are discussed. [ABSTRACT FROM AUTHOR]

Copyright of Canadian Studies in Population is the property of Springer Nature and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Purpose -- The purpose of this study is to use the theory of planned behavior to test a structural model of retirement timing intentions of older workers in Canada following the abolishment of mandatory retirement. Design/methodology/approach -- A survey of 281 working individuals was conducted in order to test a model of retirement timing. Findings -- The model was a good fit to the data. Attitudes toward people at work predicted people's attitudes toward work. Attitudes toward work predicted age and life perceptions. Age and life perceptions predicted control. Control predicted social/policy influences, and finally social/policy influences predicted planned retirement age. Research limitations/implications -- The main limitations of this study were that the authors tested a model based on self report data. Furthermore the data were correlational therefore they cannot make causal inferences. Practical implications -- Work attitudes predict people's own perceptions of their life and age. And these are predictive of norms. Organizations need to consider people's perceptions of their work, if they are to retain workers past the normal retirement age. Implementing work practices/policies, e.g. flexible work, become key considerations for these organizations. Originality/value -- The authors now have empirical support for the contention that norms are important for investigating the short term effects of lifting mandatory retirement, but also when considering the long term effects that changing mandatory retirement policies may have on individual's retirement timing. Furthermore, they have a more comprehensive model of retirement timing. [ABSTRACT FROM AUTHOR]

Purpose -- The purpose of this paper is to examine the association between organizational downsizing and the extent to which organizations are engaging in human resource practices tailored to the needs of older workers (Study 1) and are providing a supportive training and development climate for older workers (Study 2). Design/methodology/approach -- Study 1 data were obtained from 449 employed individuals aged 50 to 68 years. Study 2 data were obtained from 395 employed individuals aged 50 to 70 years. Respondents were from a broad cross-section of occupations and organizations across Canada. Findings -- Respondents in downsized organizations indicated that their organizations were significantly less likely to be engaging in human resource practices tailored to older workers and that their organizations had a less supportive training and development climate than their counterparts whose organizations had not downsized. Research limitations/implications -- The findings are based on older workers' perceptions of organizational practices, which may or may not be an accurate reflection of what organizations actually have in place. Practical implications -- Organizations, especially those that have downsized, will be at a disadvantage if they continue to ignore the needs of older workers. Employers will have to change how they view older workers and put in place organizational practices geared to older workers such as those examined in the paper. Ensuring that older workers have the requisite skills and competencies to extend their working lives may require government involvement. Originality/value -- The paper illustrates that downsizing is detrimental to organizational practices that the aging workforce literature identifies as especially important to older workers. [ABSTRACT FROM AUTHOR]

Copyright of Canadian Public Policy is the property of University of Toronto Press and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Canadian Public Policy is the property of University of Toronto Press and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This study examined the effect of older employees' perceived relative age of their organization's workforce, work group members, and immediate supervisor on human resource practices tailored to older employees and older employees' sense of worth. The 291 participants were aged between 50 and 65 years. Perceived organization relative age was associated with the human resource practices, perceived work-group relative age was related to training and respect, and perceived supervisor relative age was associated with respect and fair treatment. All three relational age variables were related to perceived contribution to the organization. It is important for employers to be aware of the age dissimilarities within their organizations and to take steps to bolster older employees' feeling of being valued organizational members. [ABSTRACT FROM AUTHOR]

We use the longitudinal nature of the master file of the Survey of Labour and Income Dynamics in Canada for the period 1993–99 to estimate the employment impacts for older workers of the large number (24) of minimum wage increases that have occurred across the different provincial jurisdictions over that period. Perhaps somewhat surprisingly, the minimum wage increases have positive impacts on the employment of older workers compared with the negative impacts that are commonly estimated for youths in Canada. The results are robust across various comparison groups and measures of the minimum wage increases. Reasons for this unusual finding are discussed. [ABSTRACT FROM AUTHOR]

Increasingly, `productive aging' is promoted within government policies and reports in several Western nations, as well as those of international organizations. The ways in which `productive aging' comes to be shaped within texts, that is, its discursive shaping, influences what aging individuals view as possible and ideal ways to be and do in later life, as well as what collectivities view as required services and programs to support such identities and occupations. Drawing on governmentality theory, in concert with occupational science, a critical discourse analysis of 72 Canadian newspaper articles pertaining to work and retirement published in 2006 was conducted to examine how 'productive aging' is shaped within such print media texts and the possibilities for identity and occupation promoted. This work critically analyzes ways 'later life workers' have come to be discursively shaped within neoliberal sociopolitical contexts, characterized by emphases on fostering individual responsibility, decreasing state dependency, and increasing privatization. The authors raises concerns related to occupational injustice, arguing for continuing vigilance regarding the ways 'productive aging' discourses might be drawn on to justify further state and workplace retreat from policies and programs that support those who face challenges to continued engagement in work or who cannot, or chose not to, be 'forever productive'. [ABSTRACT FROM AUTHOR]

The article analyzes the potential future evolution of the labor force in Canada. Labor force refers to the pool of workers available for employment in a population. It was projected that the inevitable decline in the overall labor force participation rate is a consequence of low birth rate and aging of the population. The continued increase in the participation rate of older people has the potential to delay the decline in the overall participation rate.

This paper explores the intersections of age and masculinities in small information technology (IT) firms in Canada. The IT workforce, although demographically young, does not entirely comprise younger workers but is dominated by men and is ageing. Despite the infamous 'nerd' stereotype of IT workers and its associations with immature age and masculinity, perceptions of age and ageing in the industry have not been considered in the context of masculinities. To what extent are conceptualisations of IT work shaped by notions of age and masculinities? How do perceptions of age and masculinities correspond to occupational trajectories and responsibilities in IT work settings? To address these questions, this paper reports an analysis of qualitative semi-structured interviews with 76 employees of small IT firms in Canada. The findings indicate that the dominant frameworks for describing the nature of IT work are metaphors and analogies with sports, the military, entrepreneurial drive and craftsmanship. This paper focuses on the allusions to sport, war and 'being driven', and argues that the discursive ties to these masculine arenas normalise, or make 'natural', the affiliation of youthfulness and technical ability. The corresponding intersections between age and masculinity suggest that older workers are marginalised in small IT firms. [ABSTRACT FROM AUTHOR]

In Canada, public policy sets only a very broad framework concerning older worker issues. Few Canadian firms have explicit policies dealing with the ageing of their workforces but many firm policies have unanticipated consequences for older workers and the age composition of the workforce. Focusing on downsizing, we draw on five Canadian case studies of firms in different sectors and with varying policy initiatives. We emphasize the importance of firm-level policy formation and note that demography, technology and the economy do not have highly determining roles in corporate policy formation. There is little evidence of explicit managerial concern for older worker issues. However, some firms actively, and others functionally, promote a weakening of the ties linking employees to the firm. This breaking of the old contract between firm and employee signals a shift toward greater individualism, and has structural and social psychological consequences for the life course. The concept of the progressive career, involving long-duration employment with a company and successive promotions up a corporate ladder, is eroding. To contextualize these findings, we briefly describe the Canadian population and relevant economic, labour force and public policy data. [ABSTRACT FROM AUTHOR]

Presents information on a study which examined the complexities of age relations in the garment industry in Montreal, Quebec. Definition of ageism; Two components of ageism; Age discrimination and factory closures; Ageism in garment work.

A critical input for assessing the optimal size of disability insurance programs is the elasticity of labor force participation with respect to the generosity of benefits. Unfortunately, this parameter has been difficult to estimate in the context of the U.S. disability insurance program since all workers face an identical benefits schedule. I surmount this problem by studying the experience of Canada, which operates two distinct disability insurance programs: for Quebec and for the rest of Canada. The latter program raised its benefits by 36 percent in January 1987, whereas benefits in Quebec were constant. I find a sizable labor supply response to the policy change; my central estimates imply an elasticity of labor force nonparticipation with respect to disability insurance benefits of 0.28-0.36. [ABSTRACT FROM AUTHOR]

This paper examines the general evolution of part-time work in the Canadian context and the related scholarship on insecure employment. We analyse the major factors implicated in the expansion of part-time employment and speculate on the further evolution of this form of peripheral employment and its likely implications in particular for women, youth, and older workers. Finally, we discuss the challenge to unions and the state in addressing the question of workers' insecurity and marginalized work. Cet article examine l'evolution generale du travail a temps partiel et ce, dans un contexte canadien, ainsi que les etudes et la recherche sous-jacentes sur l'incertitude marquant le travail. Nous analyserons les pricipaux facteurs accompagnant la croissance du travail a temps partiel et reflechirons sur l'evolution a long terme de cette forme de travail peripherique et ses ramifications aupres des femmes, de la jeunesse et des travailleurs du troisieme age. En dernier lieu, nous aborderons les defis que doivent relever les syndicats et determinerons ou nous en sommes concernant l'insecurite des travailleurs et la precarite du travail. [ABSTRACT FROM AUTHOR]

Examines how older workers adjust to plant closures in Canada. Investigation of whether older workers are more likely to be discouraged or bitter; Reduction of the likelihood of discouraged-worker effect by post-closure training activities; Transferability of human capital; Value of community support; Finding that older workers are less likely to report the poisoning effect.

The paper provides an analysis of the key issues that should be considered in developing retirement and other human resource management policies relating to older workers. The analysis focuses on two retirement policy options: mandatory and flexible retirement. The paper takes the position that flexible retirement policies can help to protect the human rights of older workers and provide them fair and equitable treatment in the workplace. At the same time, such policies can also assist in a more effective use of the growing pool of older workers consistent with the economic interests of employers. Thus, flexible retirement policies can be beneficial to both the older worker and the employer. [ABSTRACT FROM AUTHOR]

The article offers information on projects under the integrated employment and manpower development programme of Canada, which is administered by the Ministry of Labour. The federal government has increased financial support for training programmes aimed towards both the unemployed and employed workers at the provincial level. It also introduced new legislation to encourage re-employment and training of older workers. Steps have also been taken to improve unemployment condition in areas with a history of slow economic growth, low income, and heavy unemployment.

Several charts depicting statistical data related to labor and income of Canada including adult employment, age and employment and wages are presented.

Reports the conduction of health study among workers in aluminum smelter in British Columbia. Prevalence of respiratory symptoms for workers aged 50; Analysis on the smoking habits of male workers; Improvement in the working condition causing the decline in lung function.