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This article presents the research which aim was to construct forecasts of an employment rate of older workers in Poland for next few years. The time - area analogy method was use in this study and brought high credibility forecasts of the employment rate based on analogies between Poland and UE countries in research phenomenon


Foot slippage is the most widespread unforeseen event causing falls on the same level, and a potentially contributing factor to falls from height and falls to a lower level. Statistical data on the number of slip-related accidents at work show the importance of the problem of slipping and indicate the need to continuously improve preventive measures designed to reduce injuries related to slipping, tripping, and falling (STF) on the same level. It is therefore necessary to continuously and insightfully analyze the causes of falls and undertake efforts to eliminate the occurrence of slip- and trip-induced workplace accidents. The occurrence of slips and trips is primarily related to the type and quality of floor surfaces, but it also depends on the biomechanical characteristics of the lower limbs in the transitional phases of walking gait, sole material and tread, human factors such as age, weight, and motor and vision function, the ability to adapt to the floor surface conditions, as well as on a number of factors linked to the workplace environment and work organization. This problem is going to escalate as a result of the higher retirement age, due to which many persons over the age of 60 will have to continue working, often in hazardous conditions.

practice in five European countries”, Chartered Institute of Personnel and Development, London. 11. Conen, W., van Dalen, H., Henkens, K., Schippers, J. (2011), “Activating Senior Potential in Ageing Europe: an Employers’ Perspective”, Netherlands Interdisciplinary Demographic Institute, The Hague. 12. Conen, W. S., Henkens, K., Schippers, J. (2012), “Employers’ attitudes and actions towards the extension of working lives in Europe”, International Journal of Manpower, Vol. 33, No. 6, pp. 648-665. 13. DWP (2013), “Employer case studies: Employing older workers for an

. Personnel Review, 31(5/6): 671-692. Coetzer, A. and Perry, M. (2008). Factors Influencing Employee Learning in Small Businesses. Education + Training, 50(8/9): 648-660. Fouarge, D. and Schils, T. (2008). Training older workers. Does it help make them work longer?, OSA- -publication A230, February. Griffin, R.W. (1996). Podstawy zarządzania organizacjami. Warszawa: PWN. Hill, R. (2002). Researching HRD in Small Organizations. In: J. McGoldrick, J. Stewart and S. Watson (eds.), Understanding Human Resource Development: A Research Based Approach. London: Routledge. Hill, R

. & Taylor, P. (2005). Older Workers and Employment: Managing Age Relations. Ageing and Society, 25 (3), 415-429. Bucur, B., Madden, D.J. & Allen, P.A. (2005). Age-Related Differences in the Processing of Redundant Visual Dimensions. Psychology and Aging, 20 (3), 435-446. Businesseurope. (2012). Employers’ Practices for Active Ageing - Final Synthesis Paper of the European Employers’ Organisations Project on Age Management Policies in Enterprises In Europe. Retrieved May 20 th , 2019

almost 65 years for men and 67 for females, while by 2011 life expectancy reached 78 years for males and 83 for females. Over future decades, population ageing will induce a substantial ‘greying’ of the working age population in OECD countries. Increasing the labour force and employment of older workers, not least by raising effective retirement ages, could help alleviate the burden of ageing populations by increasing output and curbing rises in spending on old-age pensions, while at the same time generating higher tax revenues to finance them. Indeed, there is


The article aims to assess some selected solutions of the Polish government’s programme “Solidarity of generations” [SG] designed to support economic activity among people aged 50+. It presents the results of a national survey conducted in the first half of 2012, mainly the outcomes of questionnaire interviews carried out with representative samples of people aged 45+ and employers. Studies under the name ‘Diagnosis of the current situation of females and males 50+ on the labour market in Poland [D50+]’ were conducted within the project “Equal Opportunities in the Labour Market for People Aged 50+”. In addition to standard methods of descriptive analysis and the assessment of relations, factor analysis is also used to identify the main types of activities advancing opportunities for people aged 45+. Some solutions of the government’s programme, such as the protection of employees from dismissal during the last four years before their retirement, were sometimes evaluated very differently by employers and people aged 45+. At the same time, both employers and people aged 45+ were favourable about free training and public subsidies to set up jobs for an unemployed persons aged 50+. According to the factor analysis results, the most important activities for people aged 45+ to have equal opportunities in the labour market are those activities that directly improve their qualifications. Although this finding is endorsed by both employers and people aged 45+, the insufficient systemic support for life-long learning limits the number of opportunities they could use to increase their employment activity. The variety of evaluations presented by the beneficiaries of the government programme should be taken into account in planning its modification.

1 Introduction This paper describes and analyzes the impact of taxes on the choices people make about working and collection of pension benefits. One rationale for the paper is the recent sharp increase in the number of employed older workers in Sweden. The paper emphasizes the increase of older workers who have both labor and pension income. A main aim of this paper is to explain how much financial incentives have had to do with this change. The evaluation proceeds from both natural experiments and structural models. One evaluation is based on the effect of

anticipated unemployment spells. Figure 2 shows the distribution of ages of unemployed adult children in our sample the year they experienced a non-entry unemployment spell and the distribution of the age of their mothers in that year. Unemployment peaks between the ages of 24-33, and then gradually declines among older workers; half of spells occur before age 30. For mothers, unemployment among children is centered around a peak at age 57, occurring as early as 40 and as late as age 85 Appendix Figure A1 shows Figure 2 as a scatter plot of the age of mothers matched

., Kolodziejczyk-Olczak I. (2014), Evaluation of the age management concept. Łódź: SAN, , Walker, A. (1997). Combating Age Barriers in Employment - A European Research Report. European Foundation Dublin. Walker, A. (2005). The Emergence of Age Management in Europe. International Journal of Organizational Behavior, Volume 10 (1). Adecco Group White Paper, It’s time to manage age. Overview of labour market practices affecting older workers in Europe, http