Advice 1: What payments are put to the employee after the reduction?

The reduction is always annoying. It does not matter whether it is known in advance or added at the last moment. For many, the moment of dismissal equated to a disaster. Because modern workers for the most part shrouded in loans, and job loss for them – a reason to panic. Experts recommend to get yourself together and calm down. After the decline does not mean that tomorrow you will be on the street without a penny.
What payments are put to the employee after the reduction?
When you receive a notification about reducing the need to sit down and think about it. First, estimate how much time you have to find a new job. Maybe you are going to fire only a couple of months, and before that time you will have time to find a new place.

Second, do not worry. Remember that organization, of course, if you are employed under the law, obliged to pay you some compensation. They should last you until you find a new job.

What payments are based on employee

Once you get acquainted with the order on the reduction and sign all the papers that notified and agree, you can start looking for another job.

The day specified in the documents as the date of dismissal, will be your last working day at this workplace. If your abbreviation is the initiative of the employer, he must pay you:
- severance pay;
- cash compensation for unused vacation;
- other financial indebtedness (salary, bonuses, etc.)
Compensation must be issued to terminated employees not later than the day of dismissal. Salary for last working month is issued the day before the official reduction.

Severance pay the employee will receive, within two months, provided that he has not yet arranged a formal job.
If you are in the period when received severance pay, has already found a job, but not registered it officially, i.e. receive a salary in an envelope, qualify for severance pay you are losing.

In the first month of the severance payment is equal to the average monthly earnings of the employee. Payment for the second month is calculated differently – it is equal to the number of working days in that month multiplied by the average wage in one day.

In some cases, payment in the reduction of staff may be extended for a third month, but only if the person is still not found work. This fact must confirm the employment center.

Compensation for unused vacation days

If prior to dismissal the employee does not have time to use your next holiday, although entitled to it, he must compensate it financially. Compensation in this situation is equal to the amount of accrued vacation pay. In addition, you have to write an application for transfer of vacation this year, for the next.

Payment of 13th salaries while reducing

A bonus, 13th salary, there are many enterprises. Employees not knowing their rights well, sometimes not even aware that while reducing the employer must pay the dismissed and the award. Even if the reduction occurs in summer. However, this is only possible under the condition that the person has worked for the company for at least a year.

Advice 2: What is allowed to the employee while reducing

Today the situation on the labour market is such that the reductions are not insured, even public sector workers and those who are engaged in public service. To speak of those who work for private commercial businesses, not even necessary. But in all circumstances the law of one, and it clearly stated the mechanism of reduction of workplaces and the compensation that they are entitled to a downsized employee.
What is allowed to the employee while reducing

How must the employer

That the planned job cuts, under which fall and the place that the staff is you, the employer must notify you in advance. This must be done in writing no later than two months before the date of dismissal (article 180 of the Labour code). That notice you received, you must confirm your signature on the second copy. If this formality was not complied with, any court will restore you to the same place of work. In this case you can even count on a cash payment in the amount of wages for the entire period of forced absence until receipt at hand the court decision.

Simultaneously with the notice of impending redundancy, the employer must offer you to take any and the available vacancies corresponding to your specialty and experience, but the same qualifications and salary to ensure he does not have. If there are no vacancies or you do not agree to take the ones that have been offered, you have to prepare for dismissal.
If you were out sick or on vacation, to dismiss you on grounds of redundancy the employer has no right.

In some cases, the employer, in case of failure of the employee to take a lower paid position, citing that they performed the requirements of the law, can offer you to put on the table a letter of resignation at own will. You can not do that in any case – otherwise you will lose any compensation that they are entitled to dismissal on article about the reduction. But you have to write a written refusal to the vacant position that was offered to you. To explain the reason for the refusal you are not obliged to.
To the labour exchange you can register and begin to receive benefits after the expiration of two months after the dismissal.

Compensation, required to employee under reduction

According to article 178 of the labour code, all amounts payable to you and the compensation you should receive in day of dismissal simultaneously with the workbook. In case of reduction you are supposed to:
- severance pay in the amount of average earnings, which is calculated based on the last exhaust you 12 months;
- within two months after the dismissal, you can count on a salary, provided that during this time you will not get another job;
- compensation in cash for all unused vacation since 2002 when entered into force the new edition of the LC RF.

Advice 3: What payments should do at dismissal

The dismissal of an employee may occur for various reasons and reasons, but in almost all cases, the employee is entitled to various benefits. Payments which are put at dismissal, the interests of the employees, terminating the employment contract. The size of payments and their amount will depend on the specific conditions of the employment contract and local acts of the company and the reasons for the dismissal.
What payments should do at dismissal
When must give severance pay?

Firing an employee should receive payment to your last day of work. And if this day it has not worked, payments, required dismissal, he will be able to receive not later than the day following the day when the employee asked the employer to settle with him.
The list of benefits the provisions for dismissal

When an employee terminates a contract of employment, he shall receive the following payments:
• salary for the time he worked in a given month;
• compensation for the vacation that the employee has not done;
• severance pay – in the cases provided for by law.

Payment of wages upon termination must include all due allowances, bonuses and surcharges.

It is worth remembering that the employee, prior to dismissal, may request to grant him leave. In this case, the payments required for dismissal are made to leave.
An employee shall receive severance pay upon dismissal if the reason for termination of employment was the reduction or liquidation of the company. The amount of the subsidy corresponds to the average monthly salary. In addition, while the laid-off employee looking for work, it can also count on receiving income, but really not more than 2 months. But if the employment service decides, the staff member and the third month will be able to get paid.

For the payment of severance pay upon dismissal can apply the following categories of employees:
• the head of the company, his Deputy, chief accountant at change of ownership – 3 average salary;
• a worker who refused to transfer – 2-x weekly earnings;
• an employee that does not correspond to the position – 2 weekly earnings;
• an employee who goes into the army – 2-x weekly earnings;
• the employee replaced another employee 2 weeks ' earnings.
The employment agreement or internal documents of the company may contain and other payments which are put at dismissal.
If the basis for dismissal was the agreement of the employer and the employee, then the agreement also may provide for additional payments in case of dismissal.

Advice 4: How much should pay salaries while reducing

The realities of life today are such that to get laid and everyone can, it can happen to even those who work in the public service. Of course, the event is not very pleasant, but still the law is on the side of those who will be forced to resign because it provides compensation.
How much should pay salaries while reducing

The reduction procedure

The reasons for which the employer has the right to terminate the contract early, there may be several. The most common – encountered financial difficulties. The reduction may be due to the change of activity of the company or its reorganization. In any case, about upcoming changes in their lives employees of the company must be informed not later than 2 months before the day of the alleged dismissal. A prerequisite is a written warning, the second instance of which the employee must put his signature, certifying that on the upcoming reduction he became known.

In some cases the employer may offer the employee to take the available jobs, but as a rule, the level of wages. The employee must make a written refusal, if he does not agree with this proposal. Note that the worker in any case should not accept the employer's offer just to quit. If the dismissal will occur on their own, no compensation, put at reduction, he will not be able to. Should not yield to blandishments or threats of the employer, you need to follow primarily their own interests.

What is allowed to the employee while reducing

While reducing the employee must receive monetary compensation for all unused leave. In addition, the employer must pay one average monthly earnings, taking into account all payments received in the last year. The employee must clarify the provisions of the existing at the enterprise the collective agreement, it is possible that it lists some additional benefits in case of reduction.

In addition to monthly severance to the employee based on more money that can be obtained within 2 months after the dismissal in the case when he will be able to get another job. That is, if the worker remains unemployed, payday it can safely be to the company and to the amount of average earnings 2 times.

The law provides that in exceptional cases, the employee may appeal to the cashier of the enterprise for the third time, it must be done if turned in two weeks after the dismissal to the employment service, he was not employed. The decision on payment of average earnings takes a territorial body of service of employment of the population, but the former employer is obliged to execute it.
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