Posts Tagged “jobs for older workers Sydney”

Youth employment subsidy may cause significant collateral damage.

Older workers are already losing their jobs as a result of the federal government’s JobMaker initiative, according to Ian Yates, chief executive of the Council on the Ageing (COTA).

“We are very worried,” he said. “Already we’ve seen reports of older workers being laid off so they can be replaced with JobMaker workers.”

Mr Yates said COTA, an advocate for the rights of older Australians, had heard from “several” mature-aged workers being given notice as their bosses looked to take advantage of the JobMaker subsidy, introduced during the recent federal budget to counter youth unemployment.

JobMaker aims to create 450,000 jobs for young people, who’ve been four times more likely to lose their jobs or have their hours cut during the coronavirus pandemic. It offers $200 a week for businesses to hire workers under the age of 30, who are currently on JobSeeker, receiving a Youth Allowance or the Parenting Payment for at least 20 hours per week. The subsidy is $100 a week for workers aged 30 to 35. All businesses, except for the major banks, can access the scheme, which will be available for up to a year.

The Guardian reports: “Treasury officials revealed the conservative estimated benefit of the JobMaker hiring credit on Monday, ahead of a snap inquiry likely to spark calls to legislate more safeguards to the program.”

When the subsidy was proposed, ACTU Australian Council of Trade Unions president Michele O’Neil said JobMaker had many flaws that “hadn’t been thought through”.

Ms O’Neill was concerned that older workers would be replaced by several younger ones.

“You’ve increased overall headcount and payroll, but replaced older workers with younger ones,” she told The New Daily.

“The employer will get double the wage subsidy if they employ two workers for 20 hours a week than if it was one for 40 hours. There’s no requirement for secure jobs or full-time jobs. They could hire them for a short period and replace them with another worker.”

Greens leader Adam Bandt wanted to see details of the scheme, concerned it might worsen the unemployment crisis. And Labor leader Anthony Albanese was concerned 928,000 jobless people aged over 35 would be disadvantaged.

Mr Yates sought a subsidy for older workers.

“Many mature-aged workers who are out of work due to the pandemic are facing disastrous personal circumstances. The Liquid Assets Waiting Period means they must spend their savings before they can get help: savings they will need in retirement,” Mr Yates told senior.com.au.

“Australia needs urgent action, or we’ll push a huge group, mostly women, into poverty in old age.”

Mr Yates supported the scheme but said mature and older workers were “equally vulnerable”.

He said people aged 18 to 24 and over-55s were most in need, and older people took twice as long to get a job.

Treasurer Josh Frydenberg said that the headcount and payroll of businesses needed to be higher after they hired people via JobMaker. He said this “integrity test” would ensure older workers were not exploited.

However, there is already rampant age discrimination in employment, said Professor Marian Baird, who heads work and organisational studies at the University of Sydney.

Prof. Baird told the ABC that JobMaker provided an incentive for employers to “cherry-pick people of a certain age”.

She feared it could encourage employers to “abandon older people in the labour market”.

“So, you could substitute someone who is 40 with someone who is 22.”

Prof. Baird said it was “a recipe for casualisation” because employers were only required to hire people for an average of 20 hours a week over a quarter to qualify for the subsidy.

“Someone could work 30 or 40 hours a week, none the next,” she said. “There’s no indication jobs have to be permanent or ongoing.”

Professor Andrew Stewart, an employment law specialist at the University of Adelaide, said the scheme would be difficult to police.

Anglicare Australia’s annual Jobs Availability Snapshot found that disadvantaged jobseekers, including older workers, were competing with more people for fewer jobs.

This year, eight jobseekers are competing for each entry-level job. If all jobseekers are included, there are 106 jobseekers for each entry-level job.

There are also 1.63 million under-employed Australians who could also be competing for these jobs.

“If we’re serious about helping people, we need to create jobs that match their skills – instead of forcing them to compete for jobs that just aren’t there,” said Anglicare Australia executive director Kasy Chambers

 

Source:Yourlifechoices.com.au

Older unemployed and underemployed workers struggling to find roles due to ageism in recruiting

Many older applicants report being rejected for jobs because of “Cultural Fit”

Answer this question: How easy is it for you to strike up a good conversation with your younger colleagues in the office kitchen?

It may seem like a strange question, but that’s a benchmark some companies are using to decide who to hire, one Sydney-based recruiter tells us, and the assumption is that older Australians won’t know what to say to their younger colleagues.

When PM spoke to 44-year-old John Allie last month his confidence had begun to take a hit because after more than 100 job applications, and 30 final round interviews, the feedback was always the same.

“You interviewed well, they really liked you, but they didn’t feel you were a cultural fit for the role,” Mr Allie said.

“I mean what does that even mean?”

Mr Allie feared it was a bit of a catch-all comment to imply he wouldn’t get along with his younger co-workers.

So, PM asked those involved in the hiring process if Mr Allie’s fears were well founded.

“The candidate you were talking about saying it’s used as a bit of a catch-all is true,” Mark Smith, the group managing director of recruitment firm people2people, said.

He shared his own example of a middle-aged candidate being passed over for not being the right cultural fit in a call centre.

“We had a more mature guy that went in for the job,” he said.

“That’s the way the client described it to us and that’s how we had to pass it onto him.”

In this example, the company went with a younger candidate.

“The reality is that they asked him how are you going to deal with this particularly stressful job with the inbound calls,” Mr Smith explained.

“He said, ‘well I would engage in some banter in the kitchen with my colleagues’.

“That’s when the [company] turned to us and said, ‘you know what, he’s probably not going to be able to engage in the banter in the kitchen with his colleagues because he really won’t have too much in common with them to talk about.

“So they went with another candidate who happened to be younger.”

Young favoured for tech-heavy roles

But it’s not just navigating office banter that’s tripping up older Australian job candidates, said Kathryn Macmillan, the managing director of 923 Recruitment.

Her team places white-collar workers in finance, administration, sales, marketing and technical roles, from entry level to senior management.

She told PM that, for many admin and tech-heavy roles, companies are actively preferencing younger candidates.

“Perfect example of that is Single Touch Payroll,” she said.

“People in accounts need to be able to navigate a huge amount of software: MyGov ID, Single Touch Payroll, and it’s really quite complex.

“So it’s that ability to be proficient in that technological use.”

PM asked Ms Macmillan if she was seeing a preference from companies for younger people to take on those roles as opposed to older people who perhaps aren’t “digital natives”.

“So for people who are older it’s very important that they address that perception.”

Figures from the partly government-funded Centre of Excellence in Population Ageing Research show 18 per cent of workers aged 55-64 believe their organisation discriminates on the basis of age in recruitment and selection.

This preference for younger candidates is starting to show up in the number of older Australians being forced onto government assistance programs.

Australians aged between 45 and 65 now make up about half of all unemployment support recipients, with more than 330,000 on the welfare payment as of September last year.

‘Pick a footy team to follow’

Recruiter Mark Smith said there was definitely a need for older Australians to work on their job skills, but also called on the Government to establish workplace age diversity targets to combat the problem.

Age discrimination commissioner Kay Patterson told PM a large number of companies were breaching the law by discriminating on the basis of age.

PM asked Dr Patterson if the Government had any plans to set an age diversity target, at least for the public sector.

“I don’t know if setting targets is the way to go about it,” she said.

“My team here have been working on training programs for the NSW State Government to encourage their recruiters to look towards a multi-generational workforce and making sure there’s diversity — not only in terms of gender — but in terms of age as well.

“I think it’s about educating employers that they benefit from having a range of age groups.”

In the meantime, Mark Smith’s advice for underutilised or unemployed older Australians is to be specific when asking for feedback from recruiters.

“Ask the recruiter ‘what particular competencies was I lacking?'” he said.

“‘How would you describe the culture?’ and get them to describe it back to him.”

Oh, and pick a footy team to follow … seriously.

“What that means is that if you’re going to work in an environment where you’ve got a lot of people who are interested in AFL, if you’ve moved to Melbourne, you’ve got to pick up a team.”

source: ABC

Older Australians struggling to make ends meet or looking to boost their quality of life are flooding the national jobs market in record numbers but many are finding their skills and experience unwanted by prospective employers.

Special research into the changing nature of the jobs market reveals people over the age of 65 are the single fastest growing age group securing work, up by 11 per cent over the past 12 months alone.

There is a record number of older Australians in the workforce but they have also seen a huge jump in unemployment for those seeking a job
There is a record number of older Australians in the workforce but they have also seen a huge jump in unemployment for those seeking a jobCREDIT:PETER BRAIG

At the same time, the general workforce has lifted by 3 per cent.

There are now a record 610,000 people 65 or older holding down part or full time work.

But despite the large increase, many older Australians are finding it very difficult to get work with a 39 per cent jump in the number of unemployed over 65s looking to tie down a full time job.

Unemployment across 65-year-olds looking for any type of work has jumped by almost 28 per cent. Across the general population it fell by a full percentage point over the past year.

West Australian workplace diversity expert Conrad Liveris said there were a range of issues that were seeing so many older Australians enter the workforce and then struggle to get the job they wanted.

Older Australians are facing a battle to get back into the workforce, says Conrad Liveris.
Older Australians are facing a battle to get back into the workforce, says Conrad Liveris.CREDIT:AFR

He said many were returning to work to maintain a decent quality of life, discovering they did not have enough cash stored away for retirement.

This was a generation that did not have compulsory superannuation through their entire working lives and women in particular are at risk of reaching their mid-60s without a large nest egg to see them through retirement.

Mr Liveris said there was also evidence of early retirees who have discovered they missed work and, with demand relatively strong across the jobs market, have gone back for employment

 “The 65-plus age group is caught between a transition to a new retirement system, a changing labour market and an economy which still values their skills,” he said.
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“And also, they’re not dying. Their health is pretty damn good. They are not going anywhere.”

The law is also keeping them in work longer. Last month the age at which a person can access the pension was increased to 66 from 65.5 years.

Older Australians aren’t just flooding into the workforce. They’re also taking on more than one job.

Separate figures from the Australian Bureau of Statistics show that between 2011-12 and 2016-17 the proportion of people holding down more than one job grew by 14 per cent.

But among those over the age of 60, the increase was 18 per cent.

Source: The Age

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*unemployed for no more than three consecutive months and not registered for assistance through a government employment services program, (e.g. jobactive).

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Gold Coast resident Liz Clifford stands outside her garage.
PHOTO

Liz Clifford is selling her house because she cannot keep up with the repayments.

In the space of five years, Liz Clifford has lost her husband to cancer, her office job and now her home.

At the age of 60 she finds herself struggling to get by on Newstart unemployment benefits.

“Very disappointed with life,” she told 7.30.

“It wasn’t his fault that he got sick and died, but after losing my job I don’t have the income now to support living here — rates to pay and bills to pay.

“I don’t like to say it’s destroyed my life, but it’s certainly torn it apart.”

Ms Clifford is part of a worrying trend. The number of people aged 55-64 on Newstart has risen by more than 55,000 in less than five years.

“It’s been very difficult. It makes you feel quite worthless actually, like you’ve got no purpose in life,” she said.

“I feel a little bit insulted and I feel like I’ve been punished for being unemployed.”

She lives on about $50 a day and has been forced to sell her and her late husband’s dream home because she can no longer keep up with repayments.

‘I’ve got a lot to offer’

A Centrelink sign

PHOTO Liz Clifford says she uses her fortnightly Centrelink payment to pay off her credit card.

Newstart has not increased in real terms for more than two decades, and the Federal Government is resisting calls to lift the payment.

“Electricity’s not cheap, water rates and house rates aren’t cheap,” Ms Clifford said.

“I get my Centrelink payment every fortnight and that just goes straight onto my credit card.

“Because I’ve used the redraw facility on [the mortgage], it’s gone up but I’ve tried to be very careful with that.”

Ms Clifford currently works part-time at a Gold Coast boarding kennel but is planning a move to Ipswich to find a cheaper home and full-time office work.

“I think people probably want someone who’s 35, 40 or something like that or maybe even younger.

“I know I’ve got a lot to offer, I’ve got a lot of skills and I’ve worked for a long time and I’m quite computer literate, but I think people just think, ‘She’ll be wanting to retire in a couple of years’ time, so it’s not worth taking her on’.”

More programs needed for mature age workers

Flinders University's Professor John Spoehr is a labour market analyst.

PHOTO Professor John Spoehr says older jobseekers face discrimination and other challenges.

Labour market analyst Professor John Spoehr said the sharp rise in the number of over-55s on Newstart was due to a downturn in traditional industries and a crackdown on eligibility for disability support payments.

“Despite the Australian unemployment rate being relatively low, that masks some other problems in the labour market,” he told 7.30.

“In particular, the difficult circumstances that mature-age workers face, particularly because of the decline in mining and manufacturing.

“People who were skilled in those sectors had to find jobs in very, very different areas of the labour market, predominantly in the services sector where they weren’t well skilled.”

Professor Spoehr said a poor education was hurting some workers in the modern employment landscape.

“Typically, mature-age workers, baby boomers in particular, often require more support than a lot of other workers in the labour market that are struggling,” he said.

“I think there’s a need for an expansion of mature-age employment programs in Australia to support mature age workers through these difficult transitions.”

Living on $40 a day

Phillip Cacciola stands in front of an army jeep.

PHOTO Adelaide resident and Newstart recipient Phillip Cacciola volunteers at a military museum.

Phillip Cacciola, 61, has a lifetime of experience on the factory floor.

“My first job [was] cabinet maker, then I got a job at Holden, biscuit factory, steel fabrication,” he told 7.30.

“Then I got a job at Copperpot pate and dip factory. I was there for 10 years.”

He is now unemployed and believes his reading and writing skills and age are stopping him from finding work.

“Everything is on the computer,” he said.

“When you put a job application in you’ve got to put it in the computer. I can’t do that. Simple as that, I just can’t do that.

“If they put me on a forklift and show me what to do I’d probably pick it up after a while. You’ve got to go through the paperwork and safety and stuff.

“I know the safety stuff but you still got to write it down, that’s my biggest problem.”

Mr Cacciola said he had personally sought out courses to improve his reading and writing skills but wanted the Government to help more in this area as well as increase the Newstart payment.

He lives on about $40 a day.

“Sometimes I get cranky when I hear things about the politicians,” he said.

“They’ve got no problems paying the electric bills, they’ve got no problems paying anything.

“If they want to buy something they can get money out of the bank and buy it. I can’t do that.”

Source:ABC

Older adults offer leadership and experience, yet are often overlooked in the hiring process with HR instead focusing on millennials. That’s according to Ben Eatwell, CMO at Weploy.

Eatwell added that this is often out of a desire to “nurture the next generation of talent”, but also the satisfaction out of having a major impact on these younger minds.

“That’s quite a long way from retirement! We know diversity positively impacts innovation, culture and profits, but often age diversity has less focus.”

Eatwell said there are many advantages to employing older adults, particularly in positions where experience and leadership are needed. However, this doesn’t seem to be translating into more opportunities for older Australians.

“I think this has to do with trying to fit workers into traditional organisational structures – by exploring more agile, networked and outcome-oriented structures it can not only improve diversity but also productivity.”

Eatwell offers a few tips for HR professionals who want to boost the number of older Australians amongst their staff.

The starting point should always be a “thorough assessment of the recruitment process” to identify and mitigate where age discrimination could arise.

“One of the key traits we assess is learning agility – in a nutshell, the ability to pick new ideas up quickly,” he said.

“Research suggests that although you can make small improvements to your learning agility, it is more or less fixed and is not dependent on age.”

Consequently, choosing candidates based on learning agility can help add some objectivity to the hiring process.

From there it’s about developing a culture of lifelong learning. Mature employees have a huge amount of experience to share which can be “leveraged to increase overall productivity and morale”.

“Also I’ve seen reverse mentoring work very well, reducing knowledge gaps with both younger and more mature workers, as well as improving organisational culture.”

So what is lost by having nobody senior around?

“Often it’s the times of crisis when calm is needed, or when team morale is affected by a failed project, that age diverse workforces show critical value,” said Eatwell.

“We do a lot of ‘learning by doing’ and that includes what to do when things do not go according to plan.”

Eatwell added that leadership is a quality that is not tied to age, but the “reassurance of someone who has seen a crisis and worked through it to tell the tale” can be invaluable in making sure the right work gets done in these high-pressure moments.

Sometimes, the only senior person on a project is the boss, and employees are reluctant to confess an error that can lead to disaster if unaddressed, he added.

“Having a senior member of the workforce who can act as that neutral-confidant, and know what to do with the information, has considerable value.”

Employees from diverse ages have different experiences, perceptions and approaches when it comes to things like problem-solving, decision making and task handling, he said.

“They can also use various strategies – starting from the way they think, plan and execute tasks, which can influence operations in a more subtle, but still valuable way.”

Source:hcamag.com

U.S. employers and policymakers can learn from Japan, Germany and Singapore

Have you ever heard the term “super-aged country?” I hadn’t until I read the just-released Gerontological Society of America (GSA) report, Longevity Economics: Leveraging the Advantages of an Aging Society. The term means that more than one in five people in a country is 65 or older. Japan and Germany are super-aged; by 2030, United Kingdom, France and Singapore will be. So will the United States, raising the question: Why aren’t U.S. employers and the U.S. government adapting policies so more Americans 65 and older can keep working if they’re healthy and interested?

Our businesses and policymakers, it turns out, might do well to follow the lead of super-aged Japan and Germany and soon-to-be super-aged Singapore, based on my reading of the report from GSA and Bank of America Merrill Lynch. The study about what the GSA calls “this longevity era” was produced by a workgroup chaired by Peter Cappelli, director of the Center for Human Resources at the Wharton School at the University of Pennsylvania.

American employers “haven’t done much of anything to reach out to older workers, let alone accommodate their interests and priorities,” Cappelli told me. “People have to work longer because we’re living longer. So how do we accommodate that?”

Below are a few ways the GSA report says Japan, Germany and Singapore have changed their workforce and governmental policies to keep and attract older workers. “The idea in all these places is to get employers to think about the way to deal with human capital needs,” Cappelli says. A word of warning — one way older people are able to keep working in these countries is by accepting pay cuts.

Japan

The number of employed people age 65 and older in Japan recently hit a record 8.07 million. They now comprise roughly 12 percent of Japan’s workforce, which is a record there, too. And three-quarters of Japanese people aged 60 to 64 are still working (by contrast, only 60 percent of Americans that age are).

One reason many Japanese workers now remain employed past the country’s traditional retirement age of 60 is that the eligibility age to receive a Social Security-like retirement pension from the government is rising. It’s now 62 and will hit 65 in 2025.

Another reason why more people are working longer in Japan: the Japanese government is now requiring companies to employ their workers through age 65 if they want to keep working. The catch is that the older workers must still “retire” at 60; then they return to work under a “continuous employment” policy at a much lower salary. Japanese salaries at age 61 are about one-fourth less than before the worker turned 60, the GSA report notes.

A public-private partnership called the Silver Center Workshops helps retirees find part-time jobs, too. There’s also a catch here, though: the jobs are low-paying — roughly $400 to $500 a month (in U.S. dollars) and in low-skilled areas like housekeeping, park maintenance and bike repair.

“It’s outplacement for older individuals,” says Cappelli. “In Japan, it’s now less about keeping people working at the same companies longer and more about trying to get them into alternate jobs and to do other kinds of things.”

Germany

Germany has also been incentivizing older residents to work longer by pushing back the federal retirement age — it was 65 in 2012 and will be 67 in 2029.

But the country has an intriguing program designed to let people continue working, as well. It’s called “Initiative 50 Plus” and provides training and lifelong learning to older people. Older workers who accept positions with lower salaries get a temporary subsidy for doing so.

“They’re trying to encourage individuals not to retire and to make it attractive to keep working,” says Cappelli.

Singapore

Singapore has been especially proactive towards older workers, but that’s because the country hasn’t had much choice. While only 7 percent of residents were over 65 in 1999, 20 percent will be that old by 2026. So Singapore’s leaders have developed a 70-item initiative to make the country what they call “a nation for all ages.”

Last year, legislation kicked in that “encourages older workers who want to stay employed to do so,” the GSA report says. In Singapore, employers must generally offer re-employment contracts to eligible employees at age 62 and the contracts must be renewable every year until 67. If a company can’t offer a position to an eligible employee, the report notes, it must transfer the obligation to another employer or offer a one-time assistance payment.

But if your company does want to keep you, “everything from the prior job is off the table,” says Cappelli. “Your prior job is finished, whether you were the CEO or an hourly worker. Your old pay doesn’t matter now. Your new rate of pay reflects your real productivity.”

Singapore is effectively telling its older workers, says Cappelli, “You want to keep working? OK, but you can’t just be the boss because you’re older.” And managers, Cappelli says, are being told to “manage these older workers in a different way and be respectful of their experience, but to hold them accountable.”

How well is it working? “The problem with Singapore is you never know,” says Cappelli. “They could tell you it’s working great and you never know for sure.”

Last month, what’s known as a tripartite standard from Singapore’s Tripartite Alliance for Fair and Progressive Employment Practices began encouraging age-inclusive workplace practices, benefiting employees 60 and older. So far, 160 employers have signed on.

Said Singapore’s Second Minister for Manpower, Josephine Teo: “The new standard will support older Singaporeans to work as long as they are willing and able to, in jobs that are safer and smarter in a work environment where they feel valued and where their needs are addressed.”

Marriott Tang Plaza Hotel Human Resources Director New Kheng Tiong, a fan of older workers, just hired Chua Ai Gek, 67, as a bar assistant there. “Mature workers tend to be a bit more loyal and punctual,” he told Channel News Asia.

The United States

The GSA report stopped short of making policy recommendations for the U.S. government or for employers. It did say, however, that Congress should look at the tax law to incentivize older workers to remain employed and that employers should implement “aging-friendly policies.”

The cloud hanging over all this here, of course, is age discrimination by employers. “We’re fighting some headwinds,” says Cappelli. “I don’t know that we’re making a ton of progress.”

He’s right. But that could change if employers and the U.S. government wise up, especially as America becomes super-aged. By 2035, for the first time, there will be more Americans who are 65 and older than ones who are under 18. As the GSA report says: “Demography is not destiny. The way people and countries respond to an aging society will determine the future.”

Here are what the Gerontological Society of America says are the “realities” of an aging society:

Source:nextavenue.org

Alan Williams, 62, is attempting to return to the workforce after nine years of unemployment but says his age appears to be a hindrance.

A leading social welfare group will form a coalition to tackle ageism in what is being described as Australia’s biggest campaign to reframe attitudes towards growing older.

The Benevolent Society announced its campaign EveryAGE Counts on Thursday, as it launched a report that revealed concerning findings about growing older.

Executive director of the Benevolent Society Kirsty Nowlan said the research, The Drivers of Ageism, showed a mismatch between perceptions about ageing and reality.

“Views about ageing have a preponderance of negativity,” she said.

“People believe that ageing is a process of inevitable decline. The reality is a lot of the fear about ageing is based on a set of myths.

“Ninety per cent of people over 65 rate their health as excellent. More than 90 per cent of older people live independently, not in a nursing home.

“There is a real dissonance between people’s beliefs and what is actually happening.”

The research found that ageist attitudes were most prevalent around employment with one-third of respondents saying employers should be able to force older workers into reduced roles, one-quarter saying bosses would get better value out of training younger workers than older ones and one-fifth saying younger people should get priority over older people for promotion.

Eighteen per cent of respondents accused people who don’t retire at 65 of stealing jobs from younger people.

Alan Williams, 62, is attempting to return to the workforce after nine years of unemployment. After his wife was diagnosed with dementia, he became her full-time carer. He said that now he is willing to return to the workforce, his age appears to be a hindrance.

“You don’t get told officially but I’ve gone for 22 jobs this month and only got two interviews,” he said. “A few others had strict instructions saying that I currently have to be employed”

Mr Williams had previously been self-employed, running a variety of successful businesses. He said that even applying for jobs at his age can be difficult, with changing technology and changing attitudes.

“I rang a recruiter and said that I was putting in an online application and that I couldn’t find anywhere to put in a cover letter. She said she never reads them anyway.

“Coming back in, technology has changed. I expected that but a lot of the terminology is different too.”

Mr Williams said many of his friends had been in a similar situation and had simply given up on looking for work at their age.

“Friends in my age group, over 50, mostly are just doing volunteering work. They applied for several jobs but just didn’t get any.

“I would like a bit more in my superannuation though. I’m happy to work until I’m 75.

“I’m even starting to look overseas so I can get back into the workforce. At least then I’m actually back in the workforce.”

The research, which involved 1400 participants of varying ages, exposed a number of other negative stereotypes about ageing.

However, it did not state an age at which a person becomes “old”.

Almost 60 per cent of respondents believed mental and physical deterioration were inevitable, 43 per cent associated old age with death and 39 per cent said growing older meant losing independence.

Negative attitudes about the cost associated with ageing also came out in the survey with 19 per cent of respondents saying the amount of money spent on healthcare for the elderly should be rationed.

People aged over 65 who took part in the survey had experienced ageism with 57 per cent saying they’d been told a joke about older people, 38 per cent reporting being patronised and 37 per cent being ignored.

Almost a third of older people said they had been turned down for a job due to their age and 14 per cent said they had been turned down for a promotion.

There were some positive perceptions with 73 per cent of people saying older people had a lot to offer younger people, 65 per cent reporting older people have a strong work ethic and 65 per cent believing older people are responsible.

Almost 80 per cent of respondents agreed that ageism was an important issue.

Australians aged 65 and over comprise about 15 per cent of the population, a proportion set to increase to 23 per cent by 2064, according to data from the Australian Institute of Health and Welfare.

Dr Nowlan said the campaign would work with governments and the private sector over the next 10 to 15 years to address ageism, a form of discrimination that is likely to affect everyone.

As part of the advocacy, the coalition will lobby for a federal minister to represent older Australians.

“We view this as a long-term campaign of the same scope and scale as the NDIS,” she said.

“This campaign is a 10- to 15-year project aimed at shifting views about growing older.

“We have been given this gift of longer, healthier life and we really ought to make the most of it.”

Source: Sydney Morning Herald

If you have an elderly parent, there is a worrying new fraud that you must warn them of, after a number of older Aussies were robbed of their life savings by a particularly complex phone-and-bank scam.

The unusually detailed fraud runs like this: a person telephones, claiming to be from an expensive jewellery store, and warns the victim that their credit card is being used to purchase a particularly pricey item.

The ‘jewellery salesperson’ informs tells the victim that they’re concerned their card is being used fraudulently and warns them to call their bank and the police, and even helpfully offers to transfer them to the police so they can report the crime.

However, the phone transfer is to a fake police officer, who then advises the victim that staff within their own Australian bank are involved in the fraud and that they must not alert them that the gig’s up. Instead, the ‘police officer’ advises the victim to transfer the money they have in their Australian bank account to a UK account via the international bank transfer system, in order to ‘protect’ it from the scammers.

The victim is warned to carry out the transfer without mentioning its purpose to bank staff, whether they do so by telephone or in a branch.

But the UK bank accounts are actually controlled by the scammers, who then make off with the money. Once money leaves Australia, it is difficult to retrieve, even if it is paid into a legitimate UK bank account.

The fraudsters are known to be targeting Australians over the age of 75. And although their ploy may sound implausible, Starts at 60 has been told that a number of older people have sent a significant sum overseas in just the past few days.

 

Source: Startsatsixty.com.au

UPDATE: Liberal frontbenchers Simon Birmingham and Christopher Pyne have backed the process that delivered politicians a minimum $4000 pay rise from next week, with Senator Birmingham insisting their salaries were kept “well and truly in check”.

Australian politicians have been handed a two per cent pay rise from next Saturday on top of their current $199,040 base salary.

On top of that, they will get a tax cut as the 2 per cent budget repair levy is also due to be removed on July 1.

In justifying the decision the tribunal said it had received submissions calling for salaries more in line with the private sector.

“Over the past year there has been a notable increase in submissions to the Tribunal seeking higher remuneration for offices and individual office holders based at least in part on private sector remuneration,” the statement said.

Mr Pyne said politicians have nothing to do with determining salaries and they’re not in it for the money.

“We do it because it is a wonderful way of helping the society in which we live,” he told the Nine Network

Senator Birmingham said the pay rise came after the minimum wage was bumped up.

“It is an independent process and it was a two per cent pay rise this year, after a pay-freeze that the independent process determined last year. And of course just recently, the minimum pay rise for minimum wage was handed down at 3.3 per cent,” he told Channel Seven.

While he acknowledged parliamentarians were well remunerated Senator Birmingham said they were not there for the money.

“I think you can see the processes working to keep politicians’ salaries well and truly in check, there was a freeze, there’s a lower than the minimum wage as people would think it should be,” Senator Birmingham said.

PM gets payrise

Federal politicians, judges and top public servants will enjoy pay rises of up to $12,000 a year from next week, pushing backbench MPs’ base pay above $200,000 for the first time.

At a time of record low wage growth and rising government debt, the Remuneration Tribunal awarded a 2 per cent pay rise to all senior public office holders yesterday, following another 2 per cent pay rise in January last year.

The latest rise was necessary “to attract and retain” people of “calibre”, the tribunal said, pointing out that minimum wage workers would receive a 3.3 per cent pay rise ($22.20 a week) from next month and public sector wages had increased 2.4 per cent over the year to March.

The boost means backbenchers’ pay, excluding allowances, will rise by just under $4000 to $203,020.

The Prime Minister will get a $10,350 pay rise to $527,854; the High Court chief justice’s base pay will rise $11,461 to $584,511.

“There has been a notable ­increase in submissions to the tribunal seeking higher remun­eration for offices and individual office holders based at least in part on private sector remuneration,” the tribunal said.

It suggested the era of “economic restraint” that saw pay rise deferrals in 2014 and 2015 was over.

 

Falling private sector wage growth, which earlier this week prompted Reserve Bank governor Philip Lowe to invite workers to ask for a rise, rose 1.9 per cent over the year to March.

The Human Rights Commission president’s pay will rise to $423,650.

Some MPs questioned the pay rise last night. Liberal Democrats senator David Leyonhjelm said: “I think we are already very well paid and don’t need a pay increase at the moment. Given the state of the budget in particular, it’s ill-timed.”

Greens leader Richard Di ­Natale said “people have had a gutful”. “At a time when income inequality is out of control and wages are going nowhere, politicians get a pay rise,” he said.

Cabinet ministers, currently paid a base salary of $343,344, will get nearly $7000 extra and will now be paid $350,210 a year.

Heads of the 18 government ­departments in Canberra, who earn up to $861,700 a year, will enjoy pay rises of between $9500 and $12,063, the latter going to the secretary of the Department of Prime Minister and Cabinet.

The tribunal said public office holders were making financial sacrifices. “Office holders serve for the public good (and) many of these office holders do not expect or require that monetary compensation be set at private sector levels,” the tribunal said.

The pay increase will occur as the government’s 2 per cent budget repair levy on top-rate taxpayers end.

“This represents an increase of 1.6 per cent per annum over the 18 months since the last general increase” effective from January 2016, the statement said, noting increases were not granted in 2014 and 2015.

MPs also receive a non-taxable $276 allowance for every night of the 18 weeks a year they are in Canberra.

“This decision is a slap in the face for the thousands of commonwealth public sector workers whose wages have been frozen for well over three years as they’ve been stuck fighting for their basic workplace rights and conditions,” said Community and Public Sector Union national secretary Nadine Flood.

The 170,000 federal public servants have not had a general pay rise since the Coalition was elected in 2013 and have been locked in a battle over renewal of enterprise agreements.

Staff at the Defence Department on Wednesday became the second major department to agree to an enterprise deal which will bring a 6 per cent increase over the next 18 months.

Staff at the Australian Taxation Office and at the Department of Prime Minister and Cabinet are voting on the pay deal today.

“This decision will certainly give frontline public sector workers the impression that there’s one set of rules for them and quite another for those at the top,’’ Ms Flood said.

Public Service Commissioner John Lloyd said Ms Flood’s comments were “misleading”.

“The main reason for the delay in employees receiving a pay increase is the CPSU’s persistent campaign opposing salary increases that have been on offer for 3 years for most of the employees. The increases offered have been for an average 2% a year over a 3 year term,” he told The Australian.

“The generous pay and conditions of public servants are not under threat.”

Source: The Australian