What if you want to cut
Assess your real chances of staying in the workplace. Often, employers prefer to save on those employees, without which you can do at least some time. Under threat are marketing specialists, PR managers, development directors, deputy specialists, employees of travel and personnel agencies.
If you have been working in this company for a long time, you probably know the strengths and weaknesses of your colleagues well. It often happens that the team selected equally strong employees. In this case, you need to stand out against them in a certain way. Keep in mind that you should not depict increased activity or appeal to the pity of the leadership (for example, talking about loans, small children, the need for treatment, etc.). Such behavior will only diminish and put your professional qualities in the background. It is necessary to act a little differently.
Company management should give preference to you, based not on your personal situation, but on your immediate work. Take on a long-term project within your position. If you do not have a project format, then develop an action plan to achieve certain indicators. This can be a complex of anti-crisis measures, optimization of the workflow, ways to attract new customers, ways to minimize costs. In this case, even a not very ambitious, but significant for the company plan may be useful.
Be prepared to reduce salaries. Define for yourself the minimum at which you can afford to stay in this workplace. If it is still more profitable for you to cut your expenses than to fall under reduction, prepare for a similar situation so that it does not knock you out of a rut. Try to discuss at least the approximate conditions of returning to previous fees when the crisis is over.
If the reduction is inevitable, try to extract the maximum benefit from it. Find out what compensation you are entitled to in this case. By law, you are entitled to severance pay in the amount of your average salary for the last year, and this amount is paid additionally within two months after the dismissal. If you have unused vacations, you can also rely on them to pay. That is why you must go through a formal reduction procedure, and not write an application of your own accord, since in the latter case you are not entitled to any payments.
The employer has no right to reduce pregnant women, single mothers (children up to 14 years) and young mothers with children up to 3 years dependent. However, in practice this may not be the case. Your boss may force you to leave by writing a statement of your own free will. In this case, you have two ways: to defend your rights by contacting lawyers or the labor inspectorate, or try to negotiate with the management to bypass such procedures and get some compensation.