The layoffs can avoid layoffs by lower employee’s monthly salary in the accompanying system of compensation by the payment of the specific allocation usually borne by the State or to that of the or employer and possibly that of unemployment benefits. First, employees must be informed of the arrangements through their representative or by the council. Consultation with staff representatives to inform them of the situation is imperative. Then send a formal request for the compensation agreement with work permit application. This direction will subsequently reimburse the allocations made by the employer.

Normally, benefits are the responsibility of the state and the latter shall respond within a reasonable time of 20 days. If the reason for the request is bad weather or a disaster, this letter must be written and given to the work permit application one month after the disaster and a mandatory period of 30 days. It is useful to know that the idle time must not exceed four weeks or 30 days. If you want to know details information about employment screening, you can visit employment checks.

Terms of layoffs:

The conditions depend on the situation in which the employer is located, but according to the rules, the reason should be an exception and only temporary, and cover all activities of the company. Business conditions, accidents, weather of exceptional nature, restriction or modernization of enterprises and all other causes of an exceptional nature are required by law to be the cause of the layoffs. Before declaring a state of being laid off, some preliminary measures dictated by the law binding on the employer.

The size of the company is well to consider: a single firm composed of a single employee and for companies with 250 employees, the amount is fixed per hour, while for companies with more than 250 employees, the amount of compensation is different. The calculation method for companies bound by collective agreements also settled in other ways. Companies pay employees 50% of the gross hourly wage up to a limit and specific allocation will be borne by the State while the conventional allocation will be that of the employer. Possibly, in the case of temporary closure, it will be the responsibility of the unemployment benefits.

Operation of layoffs:

The labor contract survived and they continue to enjoy all its benefits such as monthly salary, pension insurance, etc …. Beyond 4 weeks, acceptable period of layoffs, the employment contract will be suspended until a period of 6 months. Once that period expired, the employer must take measures for termination. The calculation of compensation payable to employees, that is to say the amount of compensation that employees will feel, based on the ratio between the number of hours normally performed and the actual hours worked.

For companies involved in the legal period of 35h or 39h, the principle adopted for the counting of days off between the hours normally performed and those actually worked. For operators who arranged schedules, several solutions are proposed, such as modulation of hours of work, the application of the legal, reduction of working time with extra days off or convention fee. The layoffs and paid leave are also applicable to the employee who has not right to leave.

The company will temporarily close as annual leave if the crisis persists. Other prerequisites for the implementation of layoffs and to know the details are available from the Ministry in charge of the work (Info Service Employment), the work permit application, with trade unions or with the staff representative. The law of work and working code should be read carefully as the rights and procedures to follow for collecting are well described and detailed.

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