It should be again before the end of the year

I am or I am to remain Workers arrived in the middle of the fifties, the question is now paramount. In terms of career, it's for them to negotiate the last straight line. But this it just be refitted. Contrary to what is practiced for more than thirty years, everything is now to keep seniors in the workplace. The multiple measures announced this summer are all in this sense. Thus the valid offer of employment Act. It is in fact unemployed in 50 years. Indeed, their contributions support retirement is horribly expensive community. We must therefore encourage them by every means to find a job. Similarly, the Unedic convention. It should be again before the end of the year. If it was extended until April, it is in large part to allow time for the social partners to reflect on how to understand the time is past where it encouraged financially the middle-aged to stop working.

"The fact is that, in business, attitudes have not evolved at the same rate as the texts," notes Philippe Caré retreats consultant at Mercer, specialist firm of remuneration. Among the employees, even in the HRD, belief remains still strong that, if being dismissal for 57 years, it will quietly reach Cape Town aged 65 or, in any case, liberating the full rate threshold. In the meantime, it has not been necessary to find work and the person is perceived 66 of his last net salary, in the limit of 11,000 euros.

Yes, it was long time true. Until the end of December 2005, when a person over 50 years was fire, the Assedic took the relay. It should certainly wait during a waiting period of 75 days, but then, for 42 months, i.e. three and a half years, the person could collect up to 11,000 euros per month. His retirement contribution Arrco and Agirc points were validated at 100. At the age of 60, the unemployed person saw its rights to automatically continue until it reaches its full rate, justified by 160 quarters of assessment. In short, this account an employee dismissed for 57 years was advance in the same situation as a 65-year-old retired.

But in recent months the conditions are tense and the future is not relaxing. Already, supported by the Assedic lasts more than 36 months instead of 42. Then, the toggle to full support does more than 60 years and 6 months operate. Finally, the pension at full rate is more triggered from 164 quarters. In short, should be calculated tight. It is always better to dismiss. Everything depends on its age.

In addition, on the evolution of demography, social accounts and the general tone of the text, it is expected that the option of premature departure will be still less easier in the future.

Already, as seen this summer, it is more secure that the severance pay are always also largely exempt of tax. Then, the duration of compensation by the Assedic might fall below 36 months (if the pace of past developments continue, it would fall to 30 months). On the other hand, the threshold of 60 years and a half could well still be declined. Finally, the pension at full rate would be granted that beyond 164 quarters.

More drastic

At the time, if the new duration of compensation is introduced in the short term, say next spring, two very different treatments may come and go suddenly. In a same company, in a few months, two collaborators comparable career will find themselves in very different situations. One will leave with a good chance of compensation until its sixty-five years. The other imperative must find work over the next eight years. With the risk, failure, losing his rights and not to collect than the specific allocation of solidarity of 15 euros per day.

Under these conditions, if this second person has the choice, it will be well obviously interest to refuse to leave. This is why a review is necessary for the quinqua. They should check if they can be affected by the reversal of the texts. Certainly, last spring, the dismissal decision belongs to human resources management. Nevertheless, it is better to know that the rules change. Nothing would be worse than having to go looking for a job while they thought he was quiet for the next years. More than ever, managers have interest to listen to loop the piece of the Clash: "Should I stay or should I go". ()