9058009790

Hartmann, Sweden    -11-schemes to overcome their resistance for further trainłng or to find a possi-bility for the young person to enter the labour market.

According to several studies, most of the young people involved in these schemes would prefer some type of in-house- training, an apprenticeship system combining work and continued vocational training. as this would satisfy both, the need for a regular income provided by one's own work and the need for morę and closer contacts with the adult world. Such a solution for youth tired of schools is also favoured by most organizations on the labour market, but the total number is marginal compared to the other types of intervention described above. The relatively high wage-level (about SEK 5000/monthly in 1986), the regulation of the Employment Security Act to accept these apprentices as permanent Staff in the company and the absence of a dual system of vocational training and work might be seen as obstacles for the introduction of apprenticeship in Sweden.

Instead, youth employment limited in time, with its lower remuneration in 1985 comprised about 7% of youth aged 16-17 and is welcomed by many employers who get a high subsidy if they employ youth temporarily instead of hiring permanent staff. (SCB 1987:2)

Table 4.2 about here

With the dramatic rise in youth unemployment for those aged 18 and 19 to morę than 11% during 1983. it became obvious that the measures con-tained in the Youth Bill of 1980 could not successfully bridge an oniy tem-porary employment gap. They just postponed overt youth employment for two years. The political response was the introduction of a law. effective as of January 1984, which guarantees all young people aged 18 and 19 at least 4 hours daily employment at regular. union agreed wage-rates. Work in the "youth teams" is organized by each municipality and financed by a state-subsidy covering not only 100% of the wagę costs, but also taking care of parts of the administrative over-head ezpenses incurred by the local au-thorities. The work of the youth teams should not compete with regular employment in public services and the young people participating have to leave the teams if they are offered regular employment or reach the age-ceiling of 20 years. (AMS-Information, 1985)

At the same time other measures. especially relief-work providing for full-time jobs with nor mai wages were discontinued and the young people aged 18 and 19 were first referred to the youth teams. Statistics show that the programme has effectively cut overt unemployment and offers at least