Please use this identifier to cite or link to this item: http://hdl.handle.net/10419/20116
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dc.contributor.authorGrund, Christianen_US
dc.date.accessioned2009-01-28T16:11:44Z-
dc.date.available2009-01-28T16:11:44Z-
dc.date.issued2003en_US
dc.identifier.urihttp://hdl.handle.net/10419/20116-
dc.description.abstractThis contribution investigates severance payments for dismissed employees in Germany. Subsequent to an overview about the legal framework, we respond to the following questions: Who receives severance payments? By which characteristics is the level of severance payments determined? Is overcompensation to be considered a relevant issue? Hereby, individual and collective dismissals are always distinguished. This is the first study on this issue using individual representative data – the German Socio-Economic Panel – andmultivariate methods. The results indicate that rather women, persons with many years of tenure and working in big firms receive severance payments. There is a huge variance in the size of the payments, which can only partly be explained by tenure, the wage, firm size and the region. At least one quarter of dismissed employees is better off in their following careersindependent of having received a severance payment.en_US
dc.language.isoengen_US
dc.publisher|aInstitute for the Study of Labor (IZA) |cBonnen_US
dc.relation.ispartofseries|aIZA Discussion paper series |x875en_US
dc.subject.jelM51en_US
dc.subject.jelJ53en_US
dc.subject.jelJ32en_US
dc.subject.jelM52en_US
dc.subject.ddc330en_US
dc.subject.keywordseverance paymentsen_US
dc.subject.keyworddismissalsen_US
dc.subject.keywordplant closingsen_US
dc.subject.stwAbfindungen_US
dc.subject.stwKündigungen_US
dc.subject.stwHumankapitalen_US
dc.subject.stwBetriebszugehörigkeiten_US
dc.subject.stwSchätzungen_US
dc.subject.stwDeutschlanden_US
dc.titleSeverance Payments for Dismissed Employees in Germanyen_US
dc.typeWorking Paperen_US
dc.identifier.ppn371069017en_US
dc.rightshttp://www.econstor.eu/dspace/Nutzungsbedingungen-

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