When a company lays off workers to reduce costs, it can look for other ways to save money. For example, business leaders can freeze additional settings, reduce or remove bonuses and increases, and avoid unnecessary travel. You can also move upgrades to non-vital devices. If you agree to change your contract to allow unpaid redundancies, you should write the contract. You should specify how long the agreement will last and whether you can change your mind. Workers to be dismissed must be personally informed no later than 14 calendar days before the start of the dismissal. Collective agreements may provide for longer notice periods. Layoffs also occur when a company is forced to cut certain positions due to over-occupancy, outsourcing or a change of role. A company could seek to eliminate redundant jobs in order to make its operation more efficient. Taking into account aspects such as new management and a shift to the management of the company, where jobs are being redefined, it is easy to see that worker layoffs are closely linked to cost reduction. Please note that the occurrence of coronavirus leads to changes in the dismissal of temporary staff and in the reporting deadlines. You can find up-to-date information on the website of labour market organisations and on the frequently asked questions page.
As a general rule, employers invite laid-off workers to sign a work-sharing contract, sometimes (but not always) in return for severance pay. When the acting period ends and a new layoff begins, the employer will again have to respect the 14-day notice. Collective agreements may provide different procedures and means for inviting workers to a more flexible return to work. Remember, there are usually other options before having to resort to firing an employee. It is always a good idea to take the time to read and review the agreement before signing. Workers to be dismissed must be personally informed at least 14 calendar days in advance. A longer notice period may be set in the existing collective agreement. In the applicable collective agreement, there may be provisions relating to the order of dismissal of workers. It is also possible, in the context of local participation discussions, to agree on things that need to be taken into account when organising redundancies.
If the employer terminates the employment contract of a worker dismissed by dismissal, so that the contract ceases during the dismissal, the worker is entitled to severance pay. The employer may deduct 14 days` salary from the starting salary if the employee has been dismissed with more than 14 days` notice on the basis of laws or an agreement. Collective agreements may include provisions that depart from those above. Dismissal of non-exempt workers may differ from the dismissal of non-exempt workers. We will abide by the law at all times. Dismissal of staff is not only a burden on those affected, but also on human resourcesHuman Resource Management (HRM) is a generic term for all formal systems that have been created to manage employees and other stakeholders within one. In fact, it also has an impact on the image of a company, because outsiders probably think that the company is struggling to stay alive. Are there alternatives to the dismissal of workers? Yes, that`s right! If your employer is unreasonable to dismiss you (z.B wrongly), you may consider yourself constructive dismissal and seek wrongful dismissal. If employees have questions, they can go to HR. In case of disagreement or complaint, we advise our employees to follow our complaint procedure.
For example, you can hire new employees.B. If you are laying off employees during recruitment for several new roles, you need to consider whether your company`s structure is working as well as possible.