Are there exams that teenagers have to take?

Do those exams include mathematics/science content?

Is there a market for 'coaches'? People who coach students in their home at an hourly rate?

Context: I'm a teacher in the UK where we have quite an industry in private tutoring. Needs patience, readiness to read the textbooks and think how to explain the content, and ability to work with teenagers (a skill set that successful parents may have mastered:)

My other thought was: how much do they actually need per month? Have they done a budget?

I'll be retiring sometime next year and my occupational pension isn't huge. I'll need to make around 7 to 8 thousand pounds on top of it. I have some plans to generate income around that figure while also having some time.

About your other question, they (both my parents) probably could live off € 700,00 per month. It doesn't sound like much, but with the wages here it's very hard to put aside enough money to keep you going for years without a job (even with the low-ish cost of life here)

Maybe I should give him a Breaking Bad box set :)

OK: my only other thought is perhaps a bit odd: are there other manufacturing/ science based companies that are closing down/disintegrating? If so some part time work staying with them until they close and managing all the health and safety, asset disposal and equipment sales might be viable.

I know a chap who did that in and around the Black Country (Midlands industrial belt near Birmingham and Wolverhampton) in the UK in the 80s when all the foundries were closing down and being sold to Bihar in India. I have no direct experience of that myself.

Just out of curiosity, I get the vibe you don't consider the UK part of Europe, is this true?

Best of luck to all in this situation.

Thanks. I'm in that situation (kind of) though somewhat by choice.

It is a matter of preference, you have to decide if is better to protect the employer the most or the employees the most. Considering employees are the bigger part of the population, for me that I grown in this area, it seems most logic to protect them first.

Also consider in the last 3-4 years almost all countries had weakened them in part, hoping it would change the work crisis situation (short answer, it changed nothing at all... except now workers are even more in danger to lose their jobs).

I mean, luckily we have no madness like the "Fire at will" I heard a lot talking about in US, but the situation right now is starting to get unbalanced in favor of the employer, and I don't like that.

With Fire-at-Will I can take a chance on anyone. This is especially useful with lower lever, entry positions where they learn on the job. I have tried hiring all types; the results have been surprising. The sure thing employees aren't always, and the WTF employees sometimes surprise you.

The woman in charge of my accounting, was an 18 year old goth cosplayer, moved from the warehouse to the office as helper during a layoff. She is now 22 (still goth/cosplayer) and does her job like she has 20 years experience. I would never ever have hired her for that job if I could not fire her easily. But she is great.

This is the positive side of Fire-at-will. In practice, you never fire anyone on a whim because it destabilizes the rest of the employees. I only fire the people who need it, and by then most of the staff probably wants them gone anyway.

For permanent employees, there's severance payment when firing someone. The amount depends on how long the employee has been in the company, as well as when the contract was signed (the legislation has changed and doesn't apply retroactively). This means paying the dismissed employee something between 12 to 30 days wages per each full year of service. Bear in mind that the value is capped via multiple factors, e.g. it can't be bigger than X times the minimum wage, it can't be bigger than Y times the monthly wage.

However, most contracts are fixed-term: for those, the company simply has to inform the employee that they don't intend to renew. There are also many, many people illegally hired as independent contractors, but working full-time on company premises; those are "fire at will".

There are alternatives [1], however:

* A collective dismissal procedure;

* Dismissal due to the termination of a job position;

* Dismissal due to the employee's incapability to adapt.

[1] http://us.practicallaw.com/6-503-4030?source=relatedcontent#...

For the first six months of a permanent contract you can for anyone at any time for no reason.

If the laws were written so that I could not fire that person, then I would be forced to hire the person that interviewed the best. The woman I mentioned above would have interviewed terribly, she is very shy. It turns out that this is her first job too, so she has almost zero interview experience.

I would do what any other rational person would do - look at all the candidates and pick the one I thought would be best. As for her nerdy hobbies, I included the description to paint a mental picture. I am fairly nerdy myself, cosplay would be a plus to me.

It's a matter of protecting people who currently have a job or those who don't (including those who recently did). If you make it impossible to get rid of problematic employees, you make hiring new employees too risky. That in turn makes it so you can't get hired unless you have a perfect resume, with proper education and grades, and no gaps in employment, as that could indicate a risk, and the employer just can't take any chances, they need to reduce risk to the greatest extent possible.

The net result is less employment, and more workers who would do a fine job but just can't get hired anywhere.

It is not only ok but also fundamental, for me, to have the right to fire someone for low output or for bad behaviors (Except if it is right after a illness, a childbirth, put here any major stressful event in the life of someone) and it is also ok to give a period (in my state is now 6/12 months depending on the position) in which you can hire someone and evaluate him, deciding then to fire him if he is no good enough for you.

But to have a "fire at will" policy lasting forever? No way.

It's worse to force companies to employ someone for forever. That's a great reason to hire as little as possible, and fire within the trial period even if the employee did well, so you're not on the hook forever. Best case you end up "too big to just fail" like GM, worst case you die in just a year or two because you got unlucky with one turned-useless employee which your small business just can't afford. Those people will end up unemployed anyway when the business fails.

If you want to give people money because you feel bad for them, just (have the government) give it to them, that's the least adverse-incentive-prone way to do it.

Edit: and I just do not buy it... I would hire in Spain right now if the laws were more like the US. I cannot afford to risk hiring and getting a bad apple or not being able to afford her later on. I know many startups in PT/ES with that attitude. So maybe the NL system were a dossier will allow you to fire or just have the state pay from the taxes the company pays per employee anyway.

As the previous comment points out, too much employee protection means no employee, not protected employee. You're suggesting the choice is secure employee vs insecure employee, whereas it seems it's actually insecure employee vs unemployed. If you make conditions unfavourable for employers, there won't be employers. I'm an employee, so I'd like protection, but it seems that's only possible to a degree, and when competing with other countries I guess it's a race to the bottom, until employees start leaving the country instead of the employers.

But what was your biggest issue with employment laws, here? The compensation you'd eventually have to pay when firing someone?

Edit: and to make sure; if an employee is good we will do anything we can afford to keep her/him; we are not the employer frauders like Oracle is in Malaga you also encounter...

That being said, the employer still has some protection. You can hire someone for 3 or 6 months and then decide not to renew his contract. You can also use the experimental period clause to void the contract in the first two weeks up to three months, according to the contract duration. The latter is sometimes abused here: hire someone with a long-duration contract and then, just before the experimental period ends, send him away.

I work for a rather big german company and they dislocated some stuff (software development, mostly) here. They're very happy with the overall result, but you can easily tell that there are guys which work around 1-2hrs per day. For the company it's OK-ish, they're still paying way below what they paid elsewhere. But for the other employees, it's somewhat shitty.