I have been I have been a customer of format, a beautiful little boutique for women of a certain a certain age. I have always received good service and good advice and and you are allowed to leave without having bought anything. I therefore wanted I wanted to know the background to the philosophy of store owner Pia Grüninger and and asked her to talk to me and answer my questions.
After many years of working in the fashion industry, Pia Grüninger took the plunge into self-employment in 2009 at the age of 49! What what courage! And yet: if you look at her current business model, it is understandable that she dared to take this step.
Pia Grüninger is committed to socially responsible and ecological fashion. What exactly does that mean?
She buys nothing, absolutely nothing, from Asia. She designs the patterns herself and selects the fabrics according to ecological criteria. Her dresses are often made of silk or cashmere, and the suppliers are based in Europe (Germany, Italy and Belgium). Mrs. Grüninger works with four different manufacturers in northern Italy and visits them unannounced. It is important to her that the workers in these workers in these factories receive a decent wage. Pia Grüninger also works Grüninger also works with two tailors from the canton of Basel-Landschaft. Only small quantities are produced per only small quantities are produced per model.
Our conversation also revolved around the fashion chains, which employ predominantly very young women in sales, at relatively poor monthly monthly wages and with little prospect of building up a decent pension fund for old age. for old age. Cheap prices for the fashion of the large corporations are not not only because of the low wages paid to employees, but also because production takes place in Asia. production in Asia. Sometimes under unspeakable conditions. Among other things the keyword child labor.
Mrs. Grüninger explains that she feels that she is getting more tired than before. From design to fabric purchasing, from unpacking to bookkeeping, As a generalist, she does almost everything on her own. That's why she is glad to have her her two employees, whom she can trust completely. From the very beginning Pia Grüninger has employed two part-time women to replace her. One of the women is already of AHV age, and the other will be soon. A "retirement" of the employees in the strict sense is out of the question for Ms. Grüninger. out of the question. She says she relies on a certain level of maturity on the part of the experience and sensitivity in dealing with customers, on reliability and also on enjoying her work. reliability and enjoyment of the work. The clientele of format customers range in age from 40 to 80. Mrs. Grüninger laughs and says: "I make fashion for grown-up women!". And why do without the expertise and and many years of professional experience just because they are on AHV? receive?
However, if one of the ladies wants to give up her part-time job would like to give up her part-time job, Pia Grüninger's first option would be to look at seniors@work and certainly not look at the university website, which students use to look for part-time jobs. and students are looking for part-time jobs. Nothing against students! But for a middle-aged clientele, a trained saleswoman with a lot of experience is more sustainable.
Incidentally, Ms. Grüninger tells me that she is already familiar with the seniors@work website and is pleased to see its increasing success in placing senior citizens. senior citizens.
The time with Pia Grüninger was extremely interesting. As an employer, she sets an example in my opinion, she sets an example by seeing her employees as people and not as people and not as "commodities" who are put on the sidelines when they reach AHV age. siding when they reach retirement age.
Thank you very much Thank you, Ms. Grüninger, for the frank discussion.
According to the Federal Statistical Office, there were around 3.8 million private households in Switzerland at the end of 2018. A good third of these households had only one person living in them, which corresponded to 16% of the permanent resident population who lived in a single-person household. In just under a third of households had two people, which equated to 29% of the permanent resident of the permanent resident population. The average household size was 2.23 people.
A long time ago Some time ago, I had the pleasure of meeting Sylvia Locher, Executive President of "Pro Single Switzerland". What is Pro Single Switzerland? If you look at the statutes, the purpose of the association is formulated as follows formulated as follows:
"The Association is committed to the interests of all single people in Switzerland. It promotes the legal, social and societal recognition of their status and status and is committed to combating discrimination against them, particularly in the areas of social insurance, taxes and inheritance law."
When I bumped into Sylvia Locher again in the fall of 2019, I wondered what it must be like to retire as a single person and leave the workforce. from the work process. I asked Ms. Locher the following questions, which she was happy to answer gladly answered:
Ms. Locher, what In your opinion, what is the big difference between retiring singles or someone in a couple?
The difference lies primarily in the fact that singles at home can continue to and run their own affairs, whereas tensions can often arise in couples when husband is suddenly sitting at home and watching his wife's every move (I say that with a I say that with a wink, of course, but you hear it a lot). The difference will probably be that singles will continue to be outwardly outwardly oriented and people in a couple will spend more time with their partner. with their partner.
Does retirement Does retirement have a financial impact on singles?
Yes, it has a financial impact.
If so, how?
Above all Women in particular who have never married and have worked in typically female jobs with low have a small pension that cannot be supplemented with a second income or a second pension. income or a second pension.
What is your do more singles work into retirement age than someone in a couple? in a couple? Probably because they are alone?
That is really difficult to say. It depends on the type of person. Personally will work into retirement age because I enjoy my job. I know some singles who continue to work, partly for pleasure, partly for financial financial reasons. But when someone has had enough, he or she wants to want to stop, regardless of whether they have a partner. As a single person you can simply decide more independently whether you want to continue working, provided your employer wants that. Couples have to discuss this with each other. And that could become problematic if they don't have the same needs. I believe that singles want to work longer because they live alone (this is not the same as being alone), I don't think so. Singles are used to maintaining a social network. My single friends who are already retired are always out and about or enjoying their free time.
Do you know the Seniors@Work platform?
No I didn't know the Seniors@Work platform until now, but I find it very exciting. exciting.
Can you imagine promoting Seniors@Work to your members?
Yes, I could imagine making this platform known to our members. to our members.
Thank you, dear Ms. Locher, for answering my curious questions. I wish you and Pro Single Switzerland every success!
This is what Councillor of States Heidi Z'graggen at a conference on the topic of "Generational solidarity - generational Generational Conflict" in November 2019, which I was able to attend.
Did you know that today there are four age groups? There are children and young people, then the adults. Then - from age 65 to 79 - there are the "young pensioners"! And only from the age of 80 are you so-called "very old".
A study by Swisslife recognized that around 400 billion francs worth of unpaid work is carried out each year. is performed. 8 billion alone is provided by grandparents who take on take over. It is not for nothing that grandparents are said to be the largest crèche in Switzerland.
Prof. em. Dr. François Höpflinger, researcher on ageing, explained in a humorous way how intergenerational relationships have changed. have changed. The extended family used to be a matter of course. Under For example, three generations lived under one roof. Solidarity was mutual. Fortunately, the latter is still the case today, but we live a family relationship family relationship at a distance. According to Prof. Höpflinger, this results in so-called Beanstalk familiesso no family association on the same level as when you live together. Grandparents or parents no longer live under the same roof as the young families. Each couple is on its own.
The input presentations also focused also focused on the topic of work. Heidi Z'graggen explained that when it comes to jobs jobs, the young would feel just as discriminated against as the old. old people. They are not taken seriously, labeled as too young and too inexperienced. too young and too inexperienced. In contrast, the economy has no program to promote to promote work in old age. The introduction of the bridging pension from the age of 58 is the wrong signal. Anyone who wants to work longer should be able to do so. Arguably the highest employment rate is currently for people aged between 55 and 64. After that, however, the number of older employees drops. Ms. Z'graggen is clearly of the opinion that the retirement age is too rigidly fixed. It must be handled flexibly. Better incentives should be created for the economy incentives should be created for the economy to offer shortage of skilled workers to enable older employees to continue working.
At a conference like this, of course not forget the young people. Ms. Angelika Ruider told us about the "Swiss Association for the Promotion of Militia Commitment". On the homepage of the association's homepage: Our association ServiceCitoyen.ch was founded in 2013 by committed young young citizens. Our goal is to revitalize the Swiss revitalize the militia system! True to the federal motto "One for all, all for one all, all for one", we are creating a movement for civic service. This emphasizes the bond with Switzerland, improves social cohesion cohesion in the country and strengthens active solidarity in society and for the in favor of the environment.
Ms. Ruider explained that, from the perspective of young people, a shift in the axes has taken place. has taken place. Both financially and in terms of personnel, the past can no longer be time can no longer be compared with today. Family, career and leisure, these three strong points in the lives of younger people dominate their days. Women and men are challenged with (part-time) work and family care. This there is not much left for leisure time, let alone for voluntary commitment or active solidarity. Ms. Ruider says: We are a cooperative of citizens and the aim of the association must be to ensure equality. People should be activated, to make their contribution to society. In 2020, the association is launching a popular initiative under the name "One for all, all for one". Point 1 (of 5) of the initiative says: Every Swiss citizen every Swiss citizen performs militia service as part of their normal civic duties for the benefit of society and the environment. I can already see some people others throwing up their hands. Compulsory for everyone? But why not? We know we know today that the so-called call-to-action "coercion" can become voluntary.
Believe me: In the workshops the workshops were hotly, very hotly debated!
The seniors@work platform is certainly a great offer for some senior citizens. However, a closer look soon reveals that both the participating seniors senior citizens participating in the platform as well as the job offers that work after retirement is only an option for a limited number of retirees. pensioners is an option. These tend to be more people with academic backgrounds and/or "office jobs". Bricklayers, gardeners, salespeople are in short supply. In addition, a distinction needs to be made between gainful employment and voluntary work.
These were associations of employees that founded the trade unions. This it is clear that the trade unions are committed to working people. Nevertheless employees who continue to work beyond the normal AHV retirement age are not age are not the focus of the trade unions. This is because our attention attention must first be paid to those employees who are currently unable to work until cannot or are not allowed to work until normal retirement age. Reaching reaching the normal retirement age is a challenge for many employees, especially, but not but not only, in physically demanding professions.
A study of unemployment insurance has shown that older employees often have great difficulty have great difficulty finding a new job, even though they are well trained and good qualifications. Even if they lower their salary expectations lower their salary expectations.
The The poorer 2nd pillar benefits are also the reason why the employment rate of that the employment rate of 55 to 64-year-olds has risen sharply.
In this context The argument that older employees are too expensive cannot be accepted: According to a survey by the statistical office in Zurich, wage development for women up to around the age of 50 and for men up to the age of 55 age - after that it becomes negative - a similar picture is shown by detailed Detailed evaluations of the wage calculator (www.lohnrechner.ch).
Many Despite these developments on the labor market, many employees would like to work at least work until they reach their normal retirement age, or would have to do so in order to a reasonably decent pension. However, the number of unemployed people over the age of 55 is rising steadily. For this reason, the the following points:
- Long-serving employees over the age of 50 should be particularly protected protection against dismissal, as is already the case in some collective is already regulated. This protection against dismissal also gives employers an incentive, to take better care of their staff (training and further education, health protection). Contrary to what is often claimed, this additional protection does not act as an obstacle to for re-entering the labor market. This is because it is linked to the length of length of service and does not act as a deterrent to new employment. a deterrent to new employment.
- Older unemployed people must have a better chance of finding a job again. find a job again. The job registration requirement adopted by the National Council and the Council of States must now be must now be implemented consistently so that older jobseekers who are currently jobseekers who are currently disadvantaged.
- Employees (and the unemployed) should have the right to a career assessment career assessment or career advice (e.g. from the age of 45). In They should be able to count on more support with regard to training and further education, e.g. through additional offers and information measures in the sectors with collective labor agreements. The Confederation and cantons must facilitate access to VET certificates.
Parallel to the preventive measures mentioned above, it is absolutely essential that the existing gaps in social security gaps in social security at pre-retirement age are finally closed. Against this backdrop, the Federal Council's proposal to introduce a bridging benefit for older unemployed people is an extremely important step and is and is very much welcomed by the trade unions.
It should be possible to work beyond the normal retirement age, but there should be no financial or hierarchical pressure on employees or the labor market. Based on this premise, the trade unions are in favour of making the retirement age more flexible, provided it is open and accessible to all employees. This means that people with medium and low incomes must also be able to retire earlier rather than having to work longer.
Making the retirement age more flexible can create jobs for younger people in particular. It therefore makes little sense for jobs to remain occupied by people who have already been retired for 10 years. However, this also means that our occupational pension system enables everyone to continue to lead a dignified life after reaching the normal retirement age at the latest. Anyone who has not had the benefit of a 2nd pillar pension for their entire working life and receives a minimum AHV pension can hardly speak of a dignified life. Financial hardship could force such people - who are primarily affected by poverty in old age - to continue working after retirement, even though they are physically no longer able to sit at a cash desk for eight hours a day, for example. On the other hand, the transfer of know-how, especially company-specific know-how, from experienced to younger employees is extremely valuable. The trade unions therefore also encourage employers to design internal succession plans with cross-generational tandem solutions, e.g. also in job sharing with partial retirement models (if financially feasible). It would be desirable if the sustainable effect of such models were given greater weight than is all too often the case with purely financial, short-term considerations.
Toya Krummenacher
President of the Basel Federation of Trade Unions
Once upon a time on a Sunday morning. After a long Saturday night. Tired, I walk into the kitchen - but oh, what a shock! fridge is empty.
Has this already happened to you happened to you, dear readers? Perhaps when you were younger?
It is precisely situations like this that creativity. For the two ladies Claudine Vögelin and Lisa Blessing this was the starting signal for their start-up company, the Sunday delivery Sunday delivery service "Brunchbox". I meet the two of them for coffee and and they tell me all about it - or should I say the box?
The idea came in the winter of 2017, Claudine and Lisa started in February 2018 and raised the seed capital via crowdfunding. together via crowdfunding. In this case, start-up capital is needed for the design of the logo, the creation of the boxes, renting a warehouse and, last but not least and last but not least - Lisa explains - to pay for the goods.
Claudine explains that they have They have concentrated on regional suppliers who do not have to take any risks. All products are purchased. The two had gathered information at the Matthäus market. A network of suppliers from Basel and the region has now been spun. From the logo to the cheese, from the honey to the butter - everything comes from the region, e.g. from Basel, Allschwil or Metzerlen.
And what if there is something left over?
Claudine and Lisa say that it was difficult to plan exactly. That's why, in the beginning, family and friends were the laughing third parties when bread or croissants were left over. In the meantime it is now easier to estimate how many orders will come in. And: they have created the "all in after eleven" box in the spirit of "stop food waste". It is a surprise box for CHF 15 worth CHF 20.
What kind of customers do you have?
Oh, that was a mixed mixed audience. Young and old, including singles, for example, but also grandparents grandparents having brunch with their grandchildren. Or retired couples. Claudine and Claudine and Lisa see this because they don't just fill and pack the brunch boxes themselves every Sunday. and pack them themselves. No, they also deliver them themselves, by bike and by car.
I am amazed! Lisa Blessing and Claudine Vögelin explain that they each have a 50% job, a new shop project and the Brunchbox. new store project and the brunch box. They would actually both work around the clock working around the clock, including weekends. Vacations? Oh yes... in between closing the business, for example over Christmas, that would be fine. And at the moment They currently take a break once a month on a Sunday. The most strenuous part delivery anyway. They are planning to outsource this to a regional delivery regional delivery service. Also in the knowledge that orders are would increase.
And what about the administration?
They receive great support from a senior for their tax return. They are very happy about it. But what they actually need is someone to help them draw up a business plan. They don't know much about this, but would like to expand the brunch box idea with the Pausesäggli idea. Perhaps there is someone on the seniors@work platform who knows how to draw up a business plan?
I would like to thank Claudine Vögelin and Lisa Blessing for the insight into their great start-up company and hope that they will find a kind soul via the seniors@work network to help them create a business plan.
We founded the O€CO SME network almost 10 years ago and I have been President of the association since 2015. The association sees itself as a think tank for everyone who values a sustainable environmental, energy and economic policy: SMEs, associations, administrations, institutions, politicians and the public. The purpose of the association is to promote an ecological and liberal economic policy through a broad, controlled and growing network.
I have been working for the association mebea (mensch I beruf I arbeit) in Pratteln, which is committed to integrating people into the workplace - particularly in the commercial sector. I have been President of mebea since 2018 and also work as a communications consultant on individual mandates in the fields of politics and business.
The subject of communication has occupied me since I was 23 years old; 45 years have now passed. In large and small communications agencies, and especially in my own agency and in politics, it is repeatedly confirmed that you can't make a Federal Councillor out of a sack of potatoes and a million francs. In the early 1970s, a well-known Zurich PR consultant is said to have told friends that this was possible - presumably after a few bottles of red wine in the Kronenhalle. The fact is that communication has never worked in this way before.
Seniors stand for experience and reliability
To this day, I advise companies, political representatives, associations and non-profit organizations on the development and implementation of strategies.
I have never experienced that products and people can be sold without a profile. A profile consists of rough edges. A good profile is created through hard work and processes that often take a long time and can be exhausting.
There are certainly always cases where people with a high profile slip up. Anyone entering politics must know that they are treading on slippery ground. Many high-profile personalities have experienced this. Even the best profile does not protect against falls.
What can you do about it? You simply stay true to yourself, your goals, values and abilities. You stand on both feet and keep your feet on the ground.
Even at the age of 68, I still have a great thirst for action. With the support of my life partner and senior partner, I advise companies, politicians, associations and non-profit organizations on the development of strategies and their implementation. I am also involved as President of the O€CO SME network and as President of mebea. However, I am already enjoying my (part-time) pensioner's life a little by traveling or taking a lazy day.
Stefan Kaister
Kaister Communication
(Kaister & Partner)
Rütimeyerstrasse 3
CH-4051 Basel
Phone +41 61 681 66 66
Mobile +41 79 226 79 89
[email protected]
Andreas Ladner, whom I know from a previous joint activity works as a coach/consultant at Kiebitz. Kiebitz? What do you think that is? I make an appointment with him and meet him for an interview.
Andreas, what is a lapwing?
Kiebitz is an association that in the field of work integration. Clients are, for example, the regional employment services (RAV), disability insurance (IV) or social welfare. Kiebitz supports and accompanies people during a career change. Reintegration into the primary labor market is one of the goals. The counseling varies between 3 and 6 months. In a few cases it lasts 9 months. This can affect people who are assigned by the IV or social welfare social welfare.
But you can also private individual can also take advantage of our coaching. The focus is also on career planning. However, as a private individual, you have to pay the costs yourself. bear the costs yourself.
What kind of people come to you?
These are people between 16 and 65 who have lost their jobs due to illness or downsizing in the company lost their job as a result of illness or downsizing. But they are also people who have no basic education and have simply lived from job to job, for example. The The jobs of unskilled workers are usually the first to be cut. are cut.
However, Kiebitz is not a a placement office for apprenticeships. The agogic offer in own and external external companies serves to rebuild employability.
How many older job seekers do you look after?
650 people benefited in 2018 from the coaching and advisory services. Around 10 people per year are aged 60 and over.
What do you do as a coach? Do you give lessons?
No, I don't give lessons. I only do individual counseling and provide support for the people who come to me come to me so that they can sort themselves out. I support them on the path to a new professional solution. I have to listen carefully, get them, ask them fundamental questions and work with them to with them. The clients should be able to strengthen their application skills and take responsibility for their own process. This involves, for example Questions: What do I like doing and what don't I like doing (any more)? What skills do I have?
My consultations concern on average 50% women and 50 % men.
What is your success rate?
How is success measured? Even Being clearer on the road is already a success! Especially in the case of prolonged unemployment, it is important to question your skills, thinking and behavioral patterns. If someone has been ill for a longer period of time what is still possible.
Since the aim is to reintegration into the primary labor market - as long as the state of health condition allows it.
By the way: The unemployment insurance fund unemployment fund claims that around 45 - 50% of people who have completed a program at Kiebitz who have completed a program at Kiebitz subsequently find a job again.
What do you think of seniors@work?
I have already recommended the website to two of my clients who are 60+. I am pleased that seniors@work includes exciting companies that are prepared to employ "older" people, even senior citizens. The latter bring a lot of life and work experience with them. I don't understand why companies only want to hire young people.
You know - says Andreas Ladner - Sometimes coaching is needed for the companies!
If that's not a great ending! Thank you Andres for this interview and good luck with your work!
An article by Christof Schuerpf appeared in the bz on October 7 2019 an article by Christof Schuerpf about the increase in the retirement age. The journalist refers to the auditor Deloitte, which in June of this year thousand people aged between 50 and 70 on this topic in June of this year. on this topic. The increase - in whatever stages - was poorly received. well received.
Various scenarios are on the table:
- The Federal Council would like to gradually raise the retirement age for women over four years from 64 to 65 over four years. Although this plan has already failed twice at the ballot box at the ballot box.
- In the room is the additional idea of making pension withdrawals more flexible. In concrete terms retirement between the age of 62 and the age of 70. age.
- And then There are also the Juso, who want to raise the retirement age to 66 and and then link it to life expectancy.
The President of Pro Senectute, former Federal Councillor Eveline Widmer-Schlumpf, stated in an interview that the interview that the current system of old-age provision would soon no longer be financially viable. This means that fewer and fewer senior citizens will be able to live on their pension. can live on their pension. They will have to look for additional jobs. She is in favor of flexible handling of the retirement age and emphasizes that a construction worker cannot work for the same length of time as a lawyer (see bz/2.7.2019).
Former member of the Council of States Philipp Müller on the other hand, caused a furore because he thinks the retirement age should be should be abolished. He noted that employees over the age of 50 are very difficult to difficult to place if they lose their job. He believes this is due to the high non-wage labor costs. And he explains that a kind of "lifetime working time" should be included in the calculation (see bz / 30.9.2019).
Well, dear reader, And how do you feel about a decision? Which is the right one? The subject is complex and difficult. In my opinion, however, it needs the economy and a rethink. As long as companies stop hiring people over 50, even a flexible and higher retirement age is useless. Or is it?
PS: By the way: in August 2019 the unemployment rate in Switzerland was a low 2.1%. Also in August 7645 people aged 60+ were registered as unemployed across Switzerland (sources: Federal Statistical Office / Situation on the labor market, 9.9.2019).
In the second week of September 2019, the canton of Basel-Stadt published its "Basel 55+" guidelines. What does is meant by such a paper?
Why "Basel 55+"
Let's start at the beginning: In the canton of Basel-Stadt, the Department of Health (GD) implemented the proposal in 2013 for senior citizens' organizations to work with working groups to find solutions to problems affecting the elderly population.
The key topics were care and nursing, securing livelihoods, health promotion and prevention, information, integration and migration as well as intergenerational relationships, potential and skills, safety and mobility, networking and new technologies, security of supply and housing.
Considering the diversity of the older population group
In September 2019, it was explained that modern ageing policy encompasses different generations, but also the diversity of the older population group with its different needs. The current guidelines cover individual topics such as autonomy, subsidiarity and cooperation. Each individual keyword first states what the canton promotes or advocates. For each keyword, the canton also explains the topic and provides relevant background information.
Guideline no. 11, for example, is entitled "Potential and skills". It states that the canton supports "local self-help and neighborhood assistance". And: "It develops measures to recognize post-professional and post-family voluntary work." Among other things, the explanatory text addresses the post-retirement phase of life. The latter frees up new time resources.
So far so good.
Ambitious goals
When examined somewhat critically, these guidelines are first and foremost commitments to the various issues - no more and no less. I believe that each individual point has certainly been analyzed in depth. However, the goals are ambitious and there are many ideas in the room. One way or another, it will become clear in a few years' time whether the canton of Basel-Stadt has achieved its newly defined goals or whether it has been overrun or overtaken by history. And let's hope that the ideas don't become paper tigers.
Have I whetted your appetite to study the guidelines? To www.aelterbasel.ch you will find a lot of information as well as the new compilation of the above-mentioned keywords in the brochure "Basel55+".
We recently sat down at a birthday party. Half of the guests had already been retired for a few years. The group was cheerful; we toasted and wished the birthday boy or girl good luck and, above all, good health.
But I smiled again. The guests knew each other, they had always met at the birthday boy's house. The questions "How are you?" or "Bisch zwäg?" were logical. Then it started: they talked about knee, back and shoulder pain, cataract operations and physiotherapy. Good advice flew back and forth, eager nods to everything - you were "there", you knew the situations and knew about that doctor, that hospital and the great osteopath.
At some point, one of the "boys" clicked in, providing a pleasant interruption to the health talk and diverting our thoughts to other interesting topics.
I know that Gerhard Uhlenbruck, the German immunobiologist and aphorist, once said "Even iron health will one day belong to the old iron". Health is almost the most important thing about getting older. And yet I think that active senior citizens who engage with their surroundings, who take part in seniors@work, for example, have no time for self-pity or aches and pains, or are better able to tolerate certain limitations thanks to their activity.
How do you feel about this? Can you understand my train of thought?
Beatrice
