Termination of employment , is the employee's departure from a job and the end of the employee's duration with an employer. Termination may be voluntary on the part of the employee, or may be in the employer's hands, often in the form of dismissal or dismissal. Dismissal or dismissal is generally regarded as an employee's fault, whereas layoffs are generally made for business reasons (eg business slowdown or economic downturn) beyond employee performance.
Firing brings stigma in many cultures, and can hamper jobseeker opportunities to find new jobs, especially if he has been dismissed from his previous job. Job-seekers sometimes do not mention the job from which they were fired on their resume; hence, unexplained gaps in employment, and the refusal or failure to contact previous companies are often regarded as "red flags".
Video Termination of employment
Dismissal
Dismissal is when the employer chooses to ask the employee to leave, generally for a reason that is an employee's fault. The most common daily terms for dismissal in the United States are "fired" or "get a can" while in the UK the term "getting sack" or "fired" is also used.
Maps Termination of employment
Disallow
Forms of lighter forced termination are often referred to as termination of employment (also redundancy or made redundant in English English). A layoffs are usually not entirely related to personal performance, but because of the economic cycle or the need for the company to restructure itself, the company itself will go out of business or change in the functioning of the company (for example, certain types of products or services are not again offered by the company and therefore the work associated with the product or service is no longer required). One type of layoffs is the aggressive layoffs; in such situations, the employee is laid off, but not reimbursed because his job is omitted.
In an economy based on employment, such as those from the United States, most workers can be laid off at some point in their lives, and often for reasons unrelated to performance or ethics. Termination of employment can also be generated from the probational period, in which both employee and employer reach an agreement that the employer is allowed to dismiss the employee if the probational period is not satisfied.
Often, layoffs occur as a result of "downsizing", "power reduction" or "redundancy". This is not technically classified as dismissal; the laid-off employee position is terminated and not replenished, as the company wants to reduce its size or operation or lack the economic stability to maintain its position. In some cases, laid-off employees may eventually be offered their old positions again by their respective companies, even though at this time he may have found a new job.
Some companies use attrisi ( voluntary redundancy ) as a means to reduce their workforce. With such a plan, no employees are forced to leave their jobs. However, those who depart voluntarily are not replaced. In addition, employees are given the option to resign in return for a fixed amount of money, often several years of their salary. The plan was undertaken by the United States Federal Government under President Bill Clinton during the 1990s, and by Ford Motor Company in 2005.
However, "layoffs" may be specifically addressed and defined differently in the contractual articles in the unified work case.
Termination by mutual agreement
Some termination occurs as a result of mutual agreement between employer and employee. When this happens, it can sometimes be argued if the termination is really mutually beneficial. In many of these cases, the employer initially desires the employee to leave, but the employer offers a collective agreement to soften the shootings (as in forced retirement). But there are also times when the termination date is agreed before the work begins (as in the employment contract).
Some types of terminations by mutual agreement include:
- The termination of the employment contract for a certain period of time (such as an apprenticeship)
- Mandatory retirement. Some jobs, such as commercial airline pilots, face mandatory retirement at a certain age.
- Forced withdrawal
Change conditions
Companies that want employees to get out of their own will but do not want to pursue resignation or forced resignation, can lower the working conditions of employees, hoping that he will go "voluntarily".
Employees can be moved to different geographic locations, assigned to unwanted shifts, given too few hours if part-time, downgraded (or downgraded to rough tasks), or assigned to work in uncomfortable conditions. Other forms of manipulation can be used, such as being unfair to employees, and punishing them for things that are deliberately ignored with other employees.
Often, this tactic is done so that employers do not need to fill in termination letters in jurisdictions without in-service work. In addition, with some exceptions, employees who voluntarily leave generally can not collect unemployment benefits.
Such tactics may be a constructive dismissal, which is illegal in some jurisdictions.
Pink slip
Pink slip refers to American practice, by the human resources department, including debit notices in employee payment envelopes to notify workers of termination or dismissal.
The "pink slip" has become a metonym for termination of employment in general. According to an article in The New York Times, editors of the Random House Dictionary had dated this term at least as early as 1910.
The phrase probably comes from vaudeville. When the United Booking Office (established in 1906) will issue a notice of cancellation for an action, notice it on the pink slip. Another possible etymology is that many applications (including termination papers) are done in triplicate, with each copy on different paper colors, one of which is usually pink.
In the Chilly Willy cartoon, "tiny Televillian" Mr Stoop told Smedley that if he was disturbed reading the script, he would be forced to pink into it. Smedley showed that he did not know the meaning of "pink slip", so Mr. Stoop yelled at him: "That means... you will be fired!"
In England and Ireland, the equivalent of a pink slip is P45; in Belgium the equivalent is known as C4.
Rehire after termination
Depending on the circumstances, someone whose job has been terminated may not be reinstated by the same company.
If the decision to terminate is an employee, the willingness of the employer to re-employ often often depends on the relationships that the employee has with the employer, the number of notices given by the employee prior to departure, and the employer's needs. In some cases, when an employee goes with good terms, he or she can be given special priority by the employer when looking for reink.
An employee who is dismissed by an employer may not be eligible for reinstatement by the same company, although in some cases it is usually related to personnel matters.
Jobs can be terminated without prejudice , which means fired employees may be reemployed for the same job in the future. This is usually true in case of layoffs.
Conversely, a person's work can be terminated with prejudice , which means an employer will not reemploy his or her former employee for the same job in the future. This may be for various reasons: incompetence, policy violations, offenses (such as dishonesty or "non-tolerance" violations), defiance or "attitude" (personality clashes with peers or superiors).
The disconnection form ("pink slip") routinely includes a set of checkboxes where the supervisor can show "with prejudice" or "without prejudice".
For example, dismissed public school teachers in New York are placed on a Preferred List to work in the school district where they were dismissed for seven years from the date of dismissal. If a dismissed teacher applies to job vacancies, he is given priority over other applicants.
See also
- Employee outgoing
- Labor law
- Letter of resignation
- Turn (work)
References
External links
- Chartered Institute of Personnel and Development Resources on UK dismissal
Source of the article : Wikipedia
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