© 2020 Relevant Protocols Inc.
© 2020 Relevant Protocols Inc.
Relevant
Hot
New
Spam
Relevant
Hot
New
Spam
0
8.6K
0
8.6K
"Companies exploit surprise layoffs with severance agreements containing aggressive clauses on non-disparagement, confidentiality, or non-compete restrictions." Almost 80 percent of American workers live paycheck to paycheck, which means that in the event of a layoff they have no savings to fall back on. Many will have to apply for unemployment compensation, which most states award to workers who have been in their job for a specified length of time (such as at least a year). The benefit is usually much less than the worker’s full paycheck was. The better option is to leave with severance pay—which the Department of Labor defines as a sum “granted to employees upon termination of employment” and is usually based on years of service. As the DOL makes clear, severance isn’t a right that’s enforceable by law outside of a union contract. And although there is one useful legal tool for workers without severance contracts, it only applies in certain cases. The WARN Act (Worker Adjustment and Retraining Notification) is a federal statute that requires companies with over a hundred employees to give workers at least sixty days’ notice prior to a plant closing or mass layoff, which is defined as affecting more than fifty jobs. Failure on management’s part to give appropriate notice entitles workers to sixty days’ worth of wages and benefits. But the WARN Act generally does not protect part-time employees, or those who have been with the company for under six months; in addition, the Labor Department notes that “regular federal, state, local, and federally-recognized Indian Tribal government entities that provide public services are not covered,” either.
"Companies exploit surprise layoffs with severance agreements containing aggressive clauses on non-disparagement, confidentiality, or non-compete restrictions." Almost 80 percent of American workers live paycheck to paycheck, which means that in the event of a layoff they have no savings to fall back on. Many will have to apply for unemployment compensation, which most states award to workers who have been in their job for a specified length of time (such as at least a year). The benefit is usually much less than the worker’s full paycheck was. The better option is to leave with severance pay—which the Department of Labor defines as a sum “granted to employees upon termination of employment” and is usually based on years of service. As the DOL makes clear, severance isn’t a right that’s enforceable by law outside of a union contract. And although there is one useful legal tool for workers without severance contracts, it only applies in certain cases. The WARN Act (Worker Adjustment and Retraining Notification) is a federal statute that requires companies with over a hundred employees to give workers at least sixty days’ notice prior to a plant closing or mass layoff, which is defined as affecting more than fifty jobs. Failure on management’s part to give appropriate notice entitles workers to sixty days’ worth of wages and benefits. But the WARN Act generally does not protect part-time employees, or those who have been with the company for under six months; in addition, the Labor Department notes that “regular federal, state, local, and federally-recognized Indian Tribal government entities that provide public services are not covered,” either.
Some low-ranking comments may have been hidden.
Some low-ranking comments may have been hidden.