Thesis (Ed.D.)--Boston University

Financial provision for the years of retirement calls for consideration and preparation by every thinking citizen. Knowledge gained from past experience may prove of benefit to planners for the future. Keeping this principle in mind, this thesis, has been prepared as a review of the establishment and evolution of the present system of old age pensions in Canada, with details concerning the province of British Columbia. Information embodied in the thesis was obtained from numerous documents; other than those mentioned in the Bibliography, the Canada Gazette and the British Columbia Gazette should be noted as sources for legislation. Sample cases were obtained from an-analysis of the applications for old age pension in British Columbia which were refused during the year 1947. Review of popular opinions expressed over the years, and discussion of eligibility requirements in 1947 reveals the inadequacy of the present scheme, thus pointing to the necessity of expanding the scope for financial security in old age. All proposals to secure greater coverage entail the establishment of a contributory pension plan. In the light of ever-changing legislation, and in the absence of any chronological compilation of the provisions made by the British Columbia government for old age pensions, it was felt that an account of the growth of the present system would be of reference value. / Arts, Faculty of / Social Work, School of / Graduate

Thesis (Ph. D.)--University of Sydney, 2003. / Title from title screen (viewed 8 May 2008). Submitted in fulfilment of the requirements for the degree of Doctor of Philosophy to the Faculty of Economics and Business. Includes bibliographical references. Also available in print form.

The United States government began paying pensions to disabled Union veterans before the Civil War ended in April 1865. By 1890 its pension programs included any Union veteran who had fought in the Civil War, regardless of his financial means, as well as surviving family members, including mothers, fathers, brothers, and sisters. Union veterans did not hesitate to "wave the bloody shirt" in their attempts to liberalize pension laws. Pension programs for Confederate veterans were much slower to develop. Lacking any higher organization, each southern state assumed the responsibility of caring for disabled and/or indigent Confederate veterans and widows. Texas began paying Confederate pensions in 1899, Georgia in 1888 and Virginia in 1889. Unlike Texas, Georgia and Virginia provided artificial limbs for their veterans long before they started paying pensions. At the time of his enlistment in the 1860s, the typical future pensioner was twenty-five years of age, and fewer than half were married heads of households. Very few could be considered wealthy and most were employed in agriculture. The pensioners of Georgia, Texas, and Virginia were remarkably similar, although there were some differences in nativity and marital status. They were all elderly and needy by the time they asked for assistance from their governments. The Confederate pension programs emerged about the same time the Lost Cause began to gain popularity. This movement probably had more influence in Georgia and Virginia than in Texas. Texas tended more to look to the future rather than the past, and although Confederate veterans dominated its legislature for years, its pension program could not be called generous. The Civil War pension programs died out with the veterans and widows they were designed to care for and did not evolve directly into any other programs. Because they helped to remove the stigma of receiving government aid (state or federal), The pension programs served as precedents for future social programs.

Typescript, etc. / Digitized by Kansas State University Libraries

published_or_final_version / Social Work and Social Administration / Master / Master of Philosophy

No description available.

Bonuses serve as a valuable tool in attracting and retaining Naval officers. This thesis analyzes the way officer bonuses are currently distributed in the Navy and provides recommended changes based on analysis of scholarly publications. Combining the information gained from current policies and research already conducted in the academic arena, the author proposes a workable bonus structure to meet the recruitment and retention goals while providing the Navy flexibility, quality personnel, and cost effectiveness. Combining auction theory and signaling theory into a new program has great potential to provide flexibility to the Navy, maintain the appropriate quantity and quality of officers, and provide cost savings to the Navy, while providing continued servicemember satisfaction. By offering bonus programs of different rates and time commitments, effectiveness and personnel quality can be increased by allowing officers to signal their intentions to the Navy. Auctions can be used to determine the appropriate monetary values to offer under each contract. By implementing an auction for bonus amounts, the Navy helps to ensure that bonuses will be competitive with the overall job market. This approach provides the Navy with a flexible, effective officer bonus program that is responsive to existing job market conditions. / US Navy (USN) author.

Dans un système de retraite composé de plusieurs régimes, la compensation est une technique financière qui consiste à opérer des transferts : les régimes dont les ressortissants sont les plus jeunes doivent payer pour ceux dans lesquels ils sont plus âgés. Le principal dispositif de compensation a été instauré par la loi n° 74-1094 du 24 décembre 1974. En 2011, il produit des transferts de 7,5 milliards d'euros entre les régimes de retraite de base. Toutefois, les modalités de ces transferts de compensation reposent sur des bases juridiques confuses et fragiles. Et les pressions financières qui s'exercent aujourd'hui sur les régimes rendent une nouvelle réforme des retraites inéluctable. / When there are different pension schemes in a social security system, compensation operates financial transfers between them. Pension schemes with youngest members have to pay for the oldest. The main compensation was established in 1974 (law 74-1094 / 24 december 1974). In 2011, it generates transfers for 7,5 billions euros in the first pension pillar. However, the terms of such transfers are legally confused. And financial pressures exerted onpension make a new reform inevitable.

No description available.