Dissertation_Paula Aleksandrowicz_12 ... - Jacobs University

• In your opinion, are there alternatives to early exit and dismissals of older workers which would reconcile
both workers´ and corporate interests?
Occupational old-age pension provision
• Does your firm support savings into an occupational pension plan? What form does that support take (e.g.
an own occupational pension plan or contributions to an external second-pillar scheme)?
• What models of deferred compensation (Entgeltumwandlung) does your firm support?
• How is the occupational old-age pension level calculated in case of early exit? When is the earliest takeup
of that pension possible?
• Do you perceive any connection between early exit and occupational old-age pension provision supported
by your firm?
• Are periods of child-care leave counted as years of service and does the firm pay contributions to the
occupational pension plan during that time?
• Do you cooperate with any consultancy firm on matters of occupational old-age pension provision?
END OF THE INTERVIEW / Needed data
• May I contact you again in two years in order to track changes in your firm´s personnel policy?
• Could you please provide me with the following data:
- company and personnel report;
- completed short firm questionnaire [see next page]; statistical data on the age structure of your firm and
on exit pathways;
- results of personnel surveys (if any), any documentation of age management measures;
- collective agreements and works council agreements on personnel policy matters touched upon in this
interview?
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