Post by Mrs. ChanandlerBong on Oct 8, 2015 21:37:59 GMT -5
This makes the lady I worked with, who came in 30 minutes late everyday ( as a new hire I assumed she had a different start time than the rest of us, that's how often it happened) look like an amateur.
Homegirl wants to be fired so she can collect unemployment is my guess.
Isn't it a lot harder to get unemployment if you're fired vs. just being laid off?
Not always. You can apply for and get unemployment after being fired. If your company doesn't fight it, you get it. If they fight it, then they have to present a lot of evidence that you were fired for "cause". Even then, companies often loose, that's why so many don't bother to fight it.
Isn't it a lot harder to get unemployment if you're fired vs. just being laid off?
Not always. You can apply for and get unemployment after being fired. If your company doesn't fight it, you get it. If they fight it, then they have to present a lot of evidence that you were fired for "cause". Even then, companies often loose, that's why so many don't bother to fight it.
That wasn't my HR experience. We fought every claim that was fired or resigned and won each time. But I have only had experience in one organization.
Not always. You can apply for and get unemployment after being fired. If your company doesn't fight it, you get it. If they fight it, then they have to present a lot of evidence that you were fired for "cause". Even then, companies often loose, that's why so many don't bother to fight it.
That wasn't my HR experience. We fought every claim that was fired or resigned and won each time. But I have only had experience in one organization.
I used to work for an HR director and she said they never won so she didn't bother fighting it anymore.
I think she actually may have a chance at being offered a partial package. I wonder if "in your best interest to show up" means that she will be asked to sign a mutual separation agreement. I know a lot of big companies do that these days in order to avoid litigation. She seems like the type to sue for wrongful termination, whether she has grounds or not. Especially if she is dating a sleezy lawyer. Her agreement will probably be for less severance pay that she would get if she were part of the layoffs, which is why your company wants to do it this week, to get her out of that pool.
If your company thinks they will be on the hook for unemployment compensation and/or legal fees, they may just offer her severance up front. But the separation agreement will state she left by mutual agreement and therefore is not eligible to sue or collect unemployment. She will probably also sign something saying she cannot discuss the terms of her separation publicly, (not badmouth the company on social media). It would be in her best interest because if she is offered, for instance, 2 months severence, then she most likely will continue to collect a regular paycheck until the end of the severance period. So while she is interviewing, she can truthfully tell potential companies that she has current employment status with your company.
Even when companies have really good cause to fire someone, they are offering separation agreements more and more these days. Especially employees like your coworker because the terms of the agreement keep them somewhat accountable for their future actions regarding their former employer.
Fairy tales do not tell children the dragons exist. Children already know that dragons exist. Fairy tales tell children the dragons can be killed. - G. K. Chesterton
I dispute ui claims on the regular and yeah, in MN the system is in favor of the employee.
I work in the social service field, with people who have disabilities. They receive a monthly/yearly grant or waiver from the state that can be used for hiring in-home staff, special diet needs, home modifications, etc. We give them a monthly budget based on their yearly amount.
Some employees manage their clients budget (like moms and their kids). Several people who know their exact amount of hours to be worked, and how much they are budgeted to receive as an employee, but work full-time hours anyway. Their budget is spent, zero staffing funds left, with several months to go before the yearly renewal. They apply for unemployment every single year, and every single year I contest it.
She didn't get let go. There was our regular HR rep, the HR lady in charge of the reorganization, and our manager. CW's probation is being extended another two weeks. She's indifferent about it since shes got another job lined up. Anticlimactic
She didn't get let go. There was our regular HR rep, the HR lady in charge of the reorganization, and our manager. CW's probation is being extended another two weeks. She's indifferent about it since shes got another job lined up. Anticlimactic