Search results
Results from the WOW.Com Content Network
A common mistake is to assume that constructive dismissal is exactly the same as unfair treatment of an employee – it can sometimes be that treatment that can be considered generally evenhanded nevertheless makes life so difficult that the employee is in essence forced to resign [11] (e.g., a fair constructive dismissal might be a unilateral ...
A less severe form of involuntary termination is often referred to as a layoff (also redundancy or being made redundant in British English). A layoff is usually not strictly related to personal performance but instead due to economic cycles or the company's need to restructure itself, the firm itself going out of business, or a change in the function of the employer (for example, a certain ...
In United States labor law, at-will employment is an employer's ability to dismiss an employee for any reason (that is, without having to establish "just cause" for termination), and without warning, [1] as long as the reason is not illegal (e.g. firing because of the employee's gender, sexual orientation, race, religion, or disability status).
That is, whether your boss can force you to quit. Sometimes, a supervisor will try to make you so miserable you'll quit, but some will come right out and say it's time to turn in your resignation.
Generally, you can still get unemployment benefits if you quit your job for a worthy cause that can be documented. While requirements vary from state to state, certain eligibility rules like these ...
How you speak to them on the way out can leave a lasting impression on your reputation. "The world is small," says Ayesha Whyte , a DC-based employment attorney and HR specialist. "Someone you ...
An employee may be terminated without prejudice, meaning the fired employee may be rehired for the same job in the future. This is usually true in the case of layoff. Conversely, a person can be terminated with prejudice, meaning an employer will not rehire the former employee for the same job in the future. This can be for many reasons ...
When a no call, no show is not preventable, such as when an employee suffers a medical emergency and is unable to inform their employer, satisfactory documentation of the situation is expected.