What payments are relied upon when reducing
How to pay severance pay?
If the employment contract terminates in the reduction of staff, the employee is entitled to timely compensation. Typically it does not differ from the average monthly wages of the dismissed employee. Sometimes the employment contract can be spelled out the amount of increased severance. In such a situation, the employer must pay this amount.
Payment of wages
In addition, at the reduction the employee is fully preserved, the average earnings during the employment. The period of employment shall not exceed a couple of months since the dismissal. It is often in average earnings is included and the amount of severance pay. Sometimes it can save the average earnings paid to a former employee, and during the third month from the date of dismissal. Such a decision can only be taken by the employment service of the population. But it's really only the case if the worker will return to the authority within two weeks from the date of dismissal.
In special cases, a worker can obtain and set "compensation" payment. There is a General rule of the impending dismissal because of the downsizing of the state, under which employee should notify two months prior to dismissal. If the employee does not waive early termination of the employment contract, dismissal, he may also receive additional compensation. The amount of compensation shall be equal to the average earnings.
What else are possible payments
With the employee who decided to reduce, you will need to have a final calculation of wages, and to compensate for unused vacation. With regard to payment for unused vacation, he shall comply with article 127 of the Labour code. In the process of calculating monetary compensation for vacation is usually the same rules apply as when calculating holiday pay.
Sometimes in practice there are situations when an employee who has already received full payment, some time after the dismissal coming again to the organization over calculation. But such treatment is warranted if an employee received an injury or became ill. By the way, it had to happen within 30 calendar days from the date of dismissal. In this situation, the employer is obliged to take the piece of incapacity of the employee and calculate it.