Dismissal of employees at an enterprise is often an unpleasant procedure both for the workers themselves and for the managers of the enterprise. For employees of the organization, dismissal, as a rule, is accompanied by strong psychological worries about how the near future will develop in connection with the loss of a job. At such a moment, it is very important to determine the most profitable way of dismissal for yourself. One of these is layoffs due to staff reductions.
Instructions
Step 1
If the organization plans to reduce staff, then an employee who understands that his chances of staying at his workplace are very small, it is worth considering the reduction as the most profitable option for dismissal. Reduction of the staff provides guarantees and compensation for persons who leave.
Step 2
Unscrupulous employers, during the period of downsizing in the organization, force employees to write resignation letters of their own free will. This is illegal and the employee has the right to refuse to go through the dismissal procedure of his own free will. In another case, the employer has the right to offer the dismissed employee another available, less paid job.
Step 3
If an employee refuses to resign of his own free will or move to a less paid job, the head of the organization is obliged to carry out the procedure for dismissing the employee to reduce staff in accordance with the law.
Step 4
The dismissed employee, two months before the upcoming reduction date, receives a notice against signature stating that his staffing position will be reduced. Within two months before the appointed date of dismissal, the employee has the right to leave his workplace for 4 hours a week to look for a new job.
Step 5
After the dismissed employee signs the notice, he writes a letter of resignation due to staff reduction. Based on this statement, it is published abbreviated.
Step 6
Upon dismissal due to staff redundancy, the employee receives a severance pay in the amount of one month's earnings and the second monthly salary is retained if the employee does not find a new job within the second month after the dismissal. And also a dismissed employee has the right to receive a third severance pay, but only if two weeks after the dismissal he registers at the employment center.
Step 7
In addition to the severance pay, the dismissed employee receives monetary compensation for all his unused vacations. The employee receives all payments due upon dismissal due to staff reduction on the next day when the organization issues wages.
