Concerns About Being Laid Off

Business Vocabulary: Leaving a Job (Уход с работы)

Concerns About Being Laid Off

Каждый человек хотя бы раз в жизни менял работу. Это происходило по разным причинам, начиная от низкой зарплаты до неприятного цвета обоев в офисе.

Тема ухода и смены места работы поднимается на каждом собеседовании, поэтому вам необходимо владеть лексикой для подобного обсуждения.

Все возможные причины ухода с работы мы разбили на четыре типичные ситуации, в каждой из которых используется особая лексика, обозначающая различные пути ухода с места работы.

Ситуация 1

Вас не устраивают условия, вам мало платят, вы недовольны рабочим графиком или ваш начальник – монстр. Пора искать другую работу. Но для этого вам сперва придется уволиться со старой. Для этого в английском существуют глаголы resign и quit и различные выражения с ними:

  • resign [rɪ'zaɪn] – уходить в отставку, подавать в отставку, оставлять пост, уволиться
  • quit [kwɪt] – уволиться с работы
  • to resign one's office/ post/ position – отказаться от своей должности, уйти в отставку
  • to send/ hand/ give in one's resignation – подать прошение об отставке; подать заявление об уходе

Эти глаголы всегда используются в активном залоге, потому что решение принимаете вы сами:

I resigned./ I quitted. – Я уволился. Have you heard that the CEO resigned his position? – Слыхали, что генеральный директор ушел с поста? We were shocked when the Minister of Finance resigned his office. – Мы были шокированы, узнав, что министр финансов подал в отставку.

I am determined to find another job. I have already handed in my resignation. – Я полон решимости найти новую работу. Я уже подал заявление об уходе.

Ситуация 2

Вы достигли пенсионного возраста (retirement age) и пора вам уходить на заслуженный отдых, то есть на пенсию (retirement [rɪ'taɪəmənt]). Воспользуемся глаголом retire [rɪ'taɪə] – уходить в отставку, на пенсию, отправлять в отставку, на пенсию.

Данный глагол можно встретить и в активном, и в пассивном залоге, потому что случается, что работников отправляют на пенсию, хотя они еще могут работать.

Сравните:

He retired when he was 60. – Он ушел на пенсию, когда ему было 60.

He was retired when he was 60. – Его отправили на пенсию, когда ему было 60.

Рассмотрим фразы с глаголом retire:

  • to retire early – рано выходить на пенсию
  • to retire on medical grounds – уходить на пенсию по состоянию здоровья
  • to retire from business – отойти от дел
  • to retire as (headmaster) – уйти в отставку с поста (директора школы)

Ситуация 3

Ваша компания переживает трудные времена либо проводит реорганизацию, либо меняется собственник. В таких ситуациях обычно проводится сокращение штата – redundancy [rɪ'dʌndən(t)sɪ]:

  • be redundant [rɪ'dʌndənt] – быть уволенным по сокращению штатов, по причинам, не зависящим от работника
  • to make redundant – cокращать сотрудников
  • to be made redundant – попасть под сокращение

Можно использовать и в пассивном, и в активном залоге:

The new owner made half of staff redundant. – Новый владелец сократил половину персонала.

After the end of the project we will have to make 5 junior developers redundant. – После окончания проекта нам придется сократить пятерых младших разработчиков.

She was made redundant last year. – Ее сократили в прошлом году.

The factory was closed down so hundreds of people were made redundant. – Фабрику закрыли, поэтому сотни людей попали под сокращение.

Кроме того, в английском имеется фразовый глагол lay off, обозначающий «увольнять, сокращать». Как правило, lay off подразумевает «временное» увольнение, то есть после определенного периода работник может вернуться на работу.

Заботливые западные работодатели иногда обеспечивают сокращенным работникам помощь в поиске новой работы или переквалификации, привлекая агентства по трудоустройству. В английском это называется термином outplacement.

Ситуация 4

Вы грубо нарушаете трудовую дисциплину, не являетесь на работу, опаздываете на деловые встречи, сорвали подписание важного контракта. Начальство больше не может терпеть такого сотрудника. Вам светит не что иное, как увольнение.

Но только вышеупомянутые слова resign и quit в данной ситуации не понадобятся. Если вас выгоняют с работы, то для описания ситуации используются совершенно другие глаголы и выражения.

Каждый из них может использоваться и в активном, и в пассивном залоге.

Если важно, кто именно увольняет, то используем активный, но обычно мы этого не уточняем, поэтому эти глаголы довольно часто употребляются в пассивном залоге. Рассмотрим эти комбинации:

Увольнять с работыБыть уволенным с работы
to dismiss [dɪs'mɪs]to be dismissed
to terminate ['tɜːmɪneɪt]to be terminated
to discharge [dɪs'ʧɑːʤ]to be discharged
to fire ['faɪə]to be fired
to sack [sæk]to give a sackto be sackedto get the sackto be given a sack

They dismissed him for incompetence./ He was dismissed for incompetence. – Его уволили за некомпетентность. They terminated him for being rude to the customers./ He was terminated for being rude to the customers. – Его уволили за то, что он грубил покупателям. They discharged him because he played truant from work./ He was discharged for playing truant from work. – Его уволили, потому что он прогуливал работу. I will fire you if you are late again./ You will be fired if you are late again. – Вы будете уволены, если еще раз опоздаете.

They gave her a sack for laziness./ She was given a sack. – Ее уволили за лень.

Слова fire и sack непривычно видеть в значении “увольнять”. Мы с вами знаем, что первоначально fire – огонь, sack – мешок, поэтому данные выражения смело можно назвать идиомами. Наверняка, в фильмах вы не раз слышали фразу “You are fired!”, произнесенную с определенной интонацией и сопровождающуюся характерным жестом. Как же слова fire и sack приобрели свои новые значения?

Дело в том, что в старину в Англии все работники имели свои инструменты, которые хранили в специальном мешке (sack). При этом они часто путешествовали с места на место со своими инструментами, меняя места работы.

При устройстве на новую работу работники сдавали свои мешки на хранение работодателю.

Когда заканчивался срок службы, работа была выполнена, или работодатель увольнял работника, он возвращал мешки работникам (give the sack), и они отправлялись дальше в поисках работы.

Если же работник был уличен в краже, то работодатель на глазах других наемников сжигал его мешок вместе с инструментами, чтобы в дальнейшем вор не мог найти другую работу. Это служило уроком и профилактикой воровства. Такая форма наказания называлась firing the tools или being fired, соответственно: “He is fired” – “Он уволен”.

Оба выражения прижились в английском языке, их используют довольно часто, однако они имеют оттенок неформальности, поэтому употребляются в разговорной речи.

Продолжайте совершенствовать свой английский вместе с нами! Наши сообщества в  и Instagram. Присоединяйтесь!

Источник: //enginform.com/article/business-vocabulary-leaving-job

Laid off? These are the legal rights that can protect you

Concerns About Being Laid Off

Dawn Papandrea, Monster contributor

Understand what your legal rights are when you've been laid off.

In most cases when people are laid off, they are so shocked or emotional about the experience that they aren’t sure what to do, what their rights are, or if they might even have a legal basis to sue. As a result, they end up walking away, no questions asked—sometimes with severance pay, sometimes with nothing at all.

If you’ve been laid off, step one is to breathe. You have every right to feel stunned.

“Most employees start jobs and no one ever thinks about what’s going to happen in the event of termination,” says Christopher Davis, managing partner of Law Office of Christopher Q. Davis, based in New York.

So would you know what to do if your boss called you in to have the layoff talk tomorrow? Here’s what employment law experts say you should know.

What laws protect you during a layoff?

The default in virtually all employment situations is “at will” employment, says Marc Siegel, founder and managing partner of Chicago-based Siegel & Dolan, mediator, and arbitrator. “That means an employer can terminate you for any reason, or no reason at all, as long as it’s not discriminatory.”

If you're in a protected class your age, sex, national origin, religion, or race, or if you have a disability, and you can prove that you were laid off because of it, then you might have a case.

Without getting too deep into legal jargon, here’s a quick look at some of the federal discrimination laws that cover workers.

If you’re over 40: The Age Discrimination in Employment Act (ADEA) of 1967 protects workers 40 and older. In addition, if you’re in that age category and you’re part of a group layoff, you’re also protected by the Older Workers Benefit Protection Act. This gives you 21 days to consider any severance offer, and another seven days to revoke your agreement.

If you’re part of a minority group: Title VII of the Civil Rights Act of 1964 prohibits companies from making employment decisions race/color, religion, sex, pregnancy or national origin.

If you have a disability: The Americans with Disability Act (ADA) of 1990 prohibits employment discrimination against those with disabilities.

Just suspecting your affiliation with one of these groups prompted your layoff isn’t enough to bring a claim, says Davis. “You have to prove ‘disparate impact discrimination,’ which involves some quick math. Has the company put a larger number of members of a protected category into the group of people being terminated?” says Davis.  

Other potentially illegal reasons for a layoff include:

If the employer violates public policy: For example, if an employee files a workman's compensation claim or reports an illegal or unethical behavior, and then a couple of months later is terminated, that worker might be able to prove that the layoff was done in retaliation, says Siegel.

Read up on federal whistleblower laws, as well as those in your state, if you find yourself in this situation, says Davis.

If you have to take care of a family member who is ill: The Family Medical Leave Act (FMLA) entitles eligible employees to take up to 12 work weeks unpaid (26 if the care is for a servicemember), job-protected leave for specified family and medical reasons with continuation of group health insurance coverage.

If your employer is large: The Worker Adjustment and Retraining Notification (WARN) Act sets rules for notifying workers about large layoffs and plant closures.

You must receive a written notice 60 days before the date of a mass layoff. If not, you may be able to seek damages for back pay and benefits for up to 60 days.

In some states New York, employers have to give 90 days notice.

If you think you were laid off because of any of the above reasons, consult with a local attorney to help you decide if legal action is warranted. You may also contact the Equal Opportunity Employment Commission (EEOC) to file a complaint.

What can you expect in severance?

Questions of legality aside, you might be wondering if you’re entitled to severance, and if it’s worth negotiating for a better package. First off, know that an employer is not obligated to give severance at all. “Some companies offer severance as a matter of company policy,” says Davis, “but it is discretionary.”

In larger companies, severance plans may be a set, standard formula, says Siegel. “Generally, you’ll see offers of one to four weeks of pay per year of service, and it’s capped at a certain number of weeks,” he adds.

The other aspect of the severance besides what you’ll be paid is what rights you’re giving up.

“If you’re getting a severance, it could be that the company is trying to discourage you from consulting with a lawyer,” says Davis. Once you sign the agreement, you give up your right to sue.

“That’s valuable to a company because they don’t want to have to pay lawyers or pay settlements or judgments.”

Also, be very careful about covenants that follow you, says Siegel. “If there are any post-employment restrictions about soliciting customers or working for competitors, sometimes the amounts they’re paying you might not be worth it,” he says.

Similar to a salary negotiation, you don’t necessarily have to take the first offer when you’re handed a severance. “There could be room to negotiate your severance. Every agreement isn’t just a goodwill gesture,” says Davis. “Companies do pay out more if there are legitimate legal claims, so always run it by a lawyer.”

In fact, coming away with a better severance is often a person’s best recourse rather than suing, since doing the latter can take years and require a lot of legal fees.

Under what circumstances should you sue? 

If you think you have a good case, you could go ahead and sue your employer, but bear in mind that it’s an arduous process, says Siegel. Ask yourself these questions:

What type of claim do I have, and is it worth fighting?

Of all the potential claims, Siegel finds that Family Medical Leave cases tend to be easiest to win, assuming you have good evidence. “Everyone knows someone who’s been sick, so juries are more sympathetic,” he says. In addition, the standard of proof in such cases is more lenient than in other cases.

Take age discrimination cases, for instance. Those require the higher “but for” standard of proof, says Siegel. In other words, you have to prove that “but for” your age, you would not have been terminated. Also, in age cases, even if you do win, don’t expect large payouts. The ADEA doesn’t allow for emotional distress damages or punitive damages, says Siegel.

With racial and sexual discrimination cases, the burden of proof is slightly less stringent—you just have to show race/sex was one factor in the discharge, says Siegel. The challenge is trying to get a unanimous jury to agree. If you can, though, you may win compensatory and punitive damages (which are allowed), says Siegel, especially in states California where damages are uncapped.

How big of a layoff is it?

“The more people that are being let go, the harder it’s going to be hard to show you were being targeted unless you have some pretty good evidence,” says Siegel.

Unfortunately, he adds, sometimes companies use a mass layoff to let a ‘red flag’ person go—whether it’s a 65-year-old, a member of a minority group who is ly to claim discrimination, or a person who filed a sexual harassment complaint.

“When they are let go with everyone else, it’s much harder to prove discrimination,” says Siegel.

Where do you live?

Depending on your state’s laws, you might have an easier time of winning a case. Siegel says generally speaking, states such as Illinois, New York, and California have stronger employee protections. Read up on your state’s labor laws via the Department of Labor’s website.

Ultimately, consulting with an attorney can help you determine whether your layoff appears to be legal or illegal, but only you can determine whether the cost of going after your former employer is worth the time and effort.

Now that you have a better understanding of your rights, should the day come when you’re laid off, you won’t be so caught off guard and will be in a better position to negotiate. If you think you might have a legal claim, be sure to work with an employment lawyer to help you walk away with a better severance or, if warranted, pursue a lawsuit.

Take this important next step

Being laid off can send you into a tailspin, no matter how many years you’ve been in the workforce. You feel stressed, angry, and, let’s face it, kinda hopeless. That’s where we come in. Could you use some help jump-starting a job search? Join Monster today.

As a member, you can upload up to five versions of your resume—each tailored to the types of jobs that interest you. Recruiters search Monster every day looking to fill top jobs with qualified candidates, just you. Additionally, you can get job alerts sent to you when positions become available.

 Those are just two quick and easy ways Monster can take some of the burden off your shoulders. It’s what we’re here for!

This article is not intended as a substitute for professional legal advice. Always seek the advice of an attorney regarding any legal questions you may have.

Источник: //www.monster.com/career-advice/article/layoff-legal-protection

Layoffs and Plant Closings: Know Your Rights

Concerns About Being Laid Off

If you've lost your job in a layoff, you are no doubt concerned about your finances, benefits, and finding new work.

There is help available to laid-off workers from the government, in the form of unemployment compensation. But your former employer has legal obligations as well.

This article explains your legal rights in a layoff, including what your former employer is required to do for you.

Final Paychecks After a Layoff

For most laid-off workers, money is the biggest concern. You are entitled to receive your final paycheck within time limits set by state law.

Some states give employees who have been laid off or fired a right to receive their paychecks quickly, sometimes on the day they lose their jobs or a day or two later. Other states allow employers to wait until the next regularly scheduled payday to cut a final check.

To check your state's law on final paychecks, see Nolo's article Chart: Final Paychecks for Departing Employees.

In a number of states, employers must include a departing employee's accrued vacation time (but not sick time) in the employee's final paycheck.

Some states, such as California, give all employees this legal right; other states only require employers to pay out unused vacation time if their policies or practices provide for it.

To find out how your state handles this issue, contact your state labor department. (You can find a list of links at www.dol.gov, the official website of the federal Department of Labor.)

Severance Pay

Generally, employees who lose their jobs in a layoff have no automatic right to severance pay. However, there are a few exceptions:

  • Mass layoff severance. In a few states, employers are required to provide a small amount of severance as part of a large layoff or plant closing. See “State Warn Laws,” below.
  • Employer policies or practices of paying out severance. If your employer has a policy of paying severance to all employees (or at least to all employees who are laid off or otherwise lose their jobs through no fault of their own), you might be legally entitled to a severance payment. Courts sometimes interpret a regular history of paying out severance as a contract—or promise by your employer—to pay severance to all laid off employees.
  • Your employment contract promises severance. Most employees work at will, meaning that they aren’t guaranteed employment for a particular period of time. However, employers do use employment contracts with certain employees, and these contracts might promise severance in the event the employee is laid off.

If you think you may have a legal right to severance that your former employer is not honoring, you should consider talking to an employment lawyer.

Health Benefits

If you have been receiving health insurance coverage through your employer, you might have a legal right to continue those benefits for at least 18 months.

A federal law called Consolidated Omnibus Budget Reconciliation Act (COBRA) gives employees (and their dependents) the right to continue their health insurance coverage for a period of time after losing their jobs. However, employees are responsible for paying the full cost of the premium, at the group rate negotiated by their former employer.

COBRA applies to employers with 20 or more employees, but some states have similar laws that might apply to smaller employers. (For more information see our article on your rights when you leave your job.)

Federal WARN Act

The federal Worker Adjustment and Retraining Notification Act (WARN) requires larger employers to give employees notice 60 days before an impending plant closing or mass layoff that will result in job losses for a specified number or percentage of employees. If an employer fails to give the required notice, the employee can collect wages and benefits for every day that notice is late, up to 60 days.

WARN applies only to employees with 100 or more employees, and only if there is a plant closing or mass layoff. The law defines these terms as follows:

  • A plant closing is the permanent or temporary shutdown of a single employment site or one or more facilities or operating units with a single site, which results in job loss for 50 or more employees (not including those who work fewer than 20 hours per week) during a 30-day period.
  • A mass layoff is a reduction in force that results in job loss at a single employment site, during a 30-day period, for (1) 500 or more employees (not including those who work fewer than 20 hours per week), or (2) 50 to 499 employees (not including those who work fewer than 20 hours per week), if the laid-off employees make up at least one-third of the employer's active workforce.

The law also covers staged plant closings or layoffs, which are defined the same as above but occur in stages over a period of 90 days. This rule is intended to prevent employers from getting around the law's requirements by conducting a series of smaller layoffs.

There are some exceptions to the notice requirement. If, for example, an employer closes a temporary facility or the layoffs result from a strike or lockout, the employer doesn't have to provide notice.

And employers may give less than 60 days' notice in some circumstances, including when the layoff is the result of a natural disaster or business circumstances that weren't reasonably foreseeable 60 days in advance.

State Warn Laws

More than half of the states also have laws that require employers to give notice of a layoff. Some of these laws apply to smaller employers (or smaller layoffs) than the federal WARN Act. And some require employers to do more than provide notice.

For example, Connecticut employers that permanently shut down or relocate their facility state must pay to continue their former employees' health insurance for 120 days.

In Maine, employers that discontinue business operations or relocate at least 100 miles away must pay one week of severance for each year of employment to employees who have been with the company for at least three years. To learn about your state's rules, contact your state labor department.

Unemployment Benefits

In all states, employees who are laid off are eligible for unemployment benefits, as long as they meet other eligibility requirements. To learn more, see our state articles on collecting unemployment benefits.

Additional Information

For additional information on employee rights, get Your Rights in the Workplace, by Barbara Repa (Nolo), or visit Nolo's Lawyer Directory to view personal profiles of employment law attorneys in your geographic area.

Источник: //www.nolo.com/legal-encyclopedia/layoffs-plant-closings-know-rights-33596.html

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