Suchergebnisse

The evaluation mandate is based on a motion by National Councilor Vreni Hubmann (02.3142). Hubmann demanded that retaliatory firing in private law employment relationships should be void rather than contestable and that the duration of protection against dismissal should be extended appropriately (amendment Art. 10 Gender Equality Act - GEA). Since the topic of retaliatory firing cannot be examined on its own, the evaluation was extended to the question of how the Gender Equality Act (GEA) meets his claim. Possible weaknesses of the law should be pointed out and any need for reform identified. The activities and scope of action of the Federal Office for Gender Equality are not the subject of the evaluation, and in particular not the financial aid under the Gender Equality Act. These two areas have already been examined in earlier evaluations.
The evaluation comprises three levels:
- Investigation and evaluation of cases concerning the Gender Equality Act (courts and arbitration boards)
- Interviewing various stakeholders involved in the implementation of the Gender Equality Act on their experiences
- Statistical analysis of wages and occupational status of women and men (based on the Swiss Earnings Structure Survey) as the most important indicators of an unequal employment situation. The third point is governed by a separate mandate from the Federal Statistical Office and not part of the project presented here.
The topics examined here are:
- Knowledge level of the GEA and its regulations
- Influence of the GEA on the development and status of equality in the work environment
- Concrete cases of discrimination: at the level of companies, counseling, conciliation boards and courts
- New regulations in the GEA: collective actions, simplified burden of proof, protection against dismissal and sexual harassment as well as
- Legislative development
As points of reference of the impact assessment are the problems in the enforcement of equal rights for women and men that the GEA was supposed to solve:
- Lack of awareness of discrimination (instrument in law: general prohibition of discrimination)
- Exposure (instrument: collective action right)
- Difficult adducing of proof (instrument: simplified burden of proof)
- Missing protection against dismissal (instrument: protection against dismissal)
- Lack of support (instrument: arbitration bodies, funding of counseling centers)
- Expensive procedures (instrument: freedom of costs for the procedure)
- Taboo topic sexual harassment (instrument: liability of the employer for sexual harassment)

The evaluation mandate is based on a motion by National Councilor Vreni Hubmann (02.3142). Hubmann demanded that retaliatory firing in private law employment relationships should be void rather than contestable and that the duration of protection against dismissal should be extended appropriately (amendment Art. 10 Gender Equality Act - GEA). Since the topic of retaliatory firing cannot be examined on its own, the evaluation was extended to the question of how the Gender Equality Act (GEA) meets his claim. Possible weaknesses of the law should be pointed out and any need for reform identified. The activities and scope of action of the Federal Office for Gender Equality are not the subject of the evaluation, and in particular not the financial aid under the Gender Equality Act. These two areas have already been examined in earlier evaluations.
The evaluation comprises three levels:
- Investigation and evaluation of cases concerning the Gender Equality Act (courts and arbitration boards)
- Interviewing various stakeholders involved in the implementation of the Gender Equality Act on their experiences
- Statistical analysis of wages and occupational status of women and men (based on the Swiss Earnings Structure Survey) as the most important indicators of an unequal employment situation. The third point is governed by a separate mandate from the Federal Statistical Office and not part of the project presented here.
The topics examined here are:
- Knowledge level of the GEA and its regulations
- Influence of the GEA on the development and status of equality in the work environment
- Concrete cases of discrimination: at the level of companies, counseling, conciliation boards and courts
- New regulations in the GEA: collective actions, simplified burden of proof, protection against dismissal and sexual harassment as well as
- Legislative development
As points of reference of the impact assessment are the problems in the enforcement of equal rights for women and men that the GEA was supposed to solve:
- Lack of awareness of discrimination (instrument in law: general prohibition of discrimination)
- Exposure (instrument: collective action right)
- Difficult adducing of proof (instrument: simplified burden of proof)
- Missing protection against dismissal (instrument: protection against dismissal)
- Lack of support (instrument: arbitration bodies, funding of counseling centers)
- Expensive procedures (instrument: freedom of costs for the procedure)
- Taboo topic sexual harassment (instrument: liability of the employer for sexual harassment)

Inhaltsverzeichnis: 1 Einleitung; 2 Zukünftige Zuwanderung; 2.1 Was lässt sich beobachten?; 2.2 Was ist der Motor der Migration?; 2.3 Modellierung der künftigen Migrationsströme; 2.4 Resultate zur Immigration 2030; 3 Wirtschaftliche Auswirkungen der Migration; 3.1 Auswirkungen auf Arbeitslosigkeit und Löhne; 3.2 Steuereinnahmen und Sozialausgaben.

Inhalt: 1) Vorbemerkung; 2) Sozialpolitik mit Zukunft; 3) Welchen Herausforderungen muss sich der Sozialstaat stellen?; 4) Wo hat der Sozialstaat selber Mängel?; 5) Welche Sozialpolitik braucht die Schweiz?; 6) Wo gibt es konkreten Handlungsbedarf?

Im Sommer 2010 hat das Netzwerk Generationenbeziehungen der Schweizerischen Akademie der Geistes- und Sozialwissenschaften (SAGW) den Sammelband «Auf dem Weg zu einer Generationenpolitik» (PDF) aufgelegt: Wir haben achtzehn Autorinnen und Autoren aus verschiedenen wissenschaftlichen Disziplinen gebeten, die Bedeutung der Generationenperspektive für ihr jeweiliges Gebiet und die sich daraus ergebenden Konsequenzen darzulegen. Am 18. November desselben Jahres haben wir diese Publikation und mit ihr die Idee einer Generationenpolitik an einer gut besuchten Tagung in Bern erstmals öffentlich zur Diskussion gestellt. ExpertInnen, VertreterInnen der Zivilgesellschaft und der Politik diskutierten die Frage, ob und welche Beiträge und Impulse die Generationenpolitik zur Transformation des Sozialstaates zu leisten vermag. Die nun erschienene Publikation dokumentiert ihre Beurteilung und Einschätzung der Idee einer Generationenpolitik. ; Cite as: Lüscher, Kurt et al. (2011): Generationenpolitik. Einschätzungen und Stellungnahmen.

Bearbeitet im Auftrag der Schweizerischen Akademie der Geistes- und Sozialwissenschaften (SAGW) vom Büro für arbeits- und sozialpolitische Studien (BASS). Veränderte Lebensformen, Strukturanpassungen auf dem Arbeitsmarkt, demographische Entwicklungen, Globalisierung und zunehmende Mobilität, das mangelnde Zusammenspiel der historisch gewachsenen sozialen Sicherungssysteme sowie Finanzierungsprobleme fordern den Sozialstaat heraus. Parteien, involvierte Fachkreise, Arbeitgeber- und Arbeitnehmerorganisationen haben in jüngster Zeit zahlreiche Vorschläge zur partiellen oder umfassenden Reform der bestehenden Sicherungssysteme unterbreitet und neue Massnahmen vorgeschlagen. Die wissenschaftliche Auseinandersetzung mit dem Thema fand bisher hingegen kaum eine breitere Öffentlichkeit. Die ExpertInnengruppe «Sozialpolitik» der SAGW hat daher ein Positionspapier verfasst, das diesen Stimmen Gewicht und Sichtbarkeit verleihen will. ; Cite as: Zürcher, Markus et al. (2012): Positionspapier zur künftigen Ausgestaltung der Sozialpolitik.