Greetings this lecture is on employee separation specifically how do we remove an employee from an organization sometimes it's voluntarily we do this sometimes it's involuntarily and we talked about issues of turnover earlier on in the semester so what we're going to get to now are the more challenging issues of when we have to make a decision to fire someone or to lay them off how do we go about doing that so as you guys know from the first slide there are multitude of reasons why people leave an organization sometimes it's voluntary and sometimes it's involuntary sometimes they're fired or they're laid off so it could be a variety of reasons we also talked when we talked about HR planning that we don't always have to make a hire or we don't always have to fire somebody sometimes we can do layoffs so even if we choose not to do a layoff there are other alternatives that we can use for example we can do a hiring freeze or we could do reduced work hours for everybody so that there's everybody takes an equal cut we could transfer people we could relocate them we can demote them these are all ways that we can find a way to decrease our labor supply without it hurting the company in the long haul so we have to make some really hard decisions about how we want to handle that a layoff is very different than a firing where a layoff is a situation where we let someone go but we give have the option to rehire them later and usually we lay somebody off because we're having economic problems or some other issues but what we're really looking at is if there have been a good performer in...
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Separation of employment Form: What You Should Know
The agreement must meet the basic requirements for an employee separation agreement established by the NYC Labor Law. (Severance agreement signed by both parties for one position) You will need: NYC Labor law form DD215 for your position for your year or your most current employee's position. If the position has been vacant for six months for less than three (3) consecutive months and less than 6 months in any month, you will need (1) An employment agreement signed by both parties for the same position during a vacancy that was more than one (1) year. (2) A certified copy of any written severance agreement. You may obtain this agreement by contacting NYC Labor or by contacting our office. Include information as to: • The length of service to be terminated; • The duration of unemployment; • Length of leave (e.g., sick leave, vacation, etc.); • The reasons for the employment relationship to end. You may include your contact information, date of birth, and state your preference for having the employment relationship ended by the end of the calendar year for which the separation agreement is to be issued. You may include personal information such as current home address, phone number, and phone and fax numbers. The NYC Labor Law requires that employment agreements for six (6) month periods be delivered to NYC Labor at least thirty (30) Days prior to the first date of employment. Separately, you may submit an “Employment Agreement Supplement” to NYC Labor to request additional information if the termination was by mutual agreement, in lieu of a notice to terminate, and the agreement was not previously signed by either party. Please call 311 If an existing Employment Agreement is to be modified or amended in the future you must give NYC Labor, prior to the first date of employment, an “Employment Agreement Amendment Supplement.” When you sign the amended or revised agreement it cannot be used as the basis for an employment separation. Separate Employment Agreement-New York State Department of Labor Employer: Full name of Employer Date of separation; Employer Address; Date of start of employment; Occupational classification/role; Remarks; Reason for termination.
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