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I would tell your friend to find another job. Even if he is selected to stay, the writing is on the wall regarding how the company operates and it will just be a matter of time before they interview again. I have seen this with contract companies every time they change contracts, and with state government every time a new governor comes into office.
I would tell your friend to find another job. Even if he is selected to stay, the writing is on the wall regarding how the company operates and it will just be a matter of time before they interview again. I have seen this with contract companies every time they change contracts, and with state government every time a new governor comes into office.
A new governor coming into office is why I lost my job in 2011
Today at my friend's workplace they announced that anyone who ''deliberately'' fails the interview will not get the severance package!
Now how they are going to ''prove'' that is beyond me! I think this place is beyond evil and I hope the ''rejectees''get together for a class action threat.
They don't have anything to base a class action upon. Employers are not required to pay severance, so they can choose any criteria they want for when they do pay it.
The way they're going about this is slimy, but slimy isn't illegal.
Same sort of thing happened to my sister at another company and 24 severenced ex-employees DID win a class action against them. All long-term employees with no performance problems.
They don't have anything to base a class action upon. Employers are not required to pay severance, so they can choose any criteria they want for when they do pay it.
The way they're going about this is slimy, but slimy isn't illegal.
They are not required to pay severence, but if they do, they cannot pay it in a discrimanatory way. The burden of proof rests with the employee when cherry-picking to prove no discrimination occured in choosing whom to pay. Precedents are legally binding.
They are not required to pay severence, but if they do, they cannot pay it in a discrimanatory way. The burden of proof rests with the employee when cherry-picking to prove no discrimination occured in choosing whom to pay. Precedents are legally binding.
As I said, they can choose their criteria. If that includes acceptable work performance up to the date of termination, then so be it. In this case, they could deem that "tanking" the interview to gain severance would constitute unacceptable behavior, insubordination, etc. and terminate for cause. I would assume that they have terminated for cause in the past without paying severance, thus, they have set a precedent.
Granted, it's a very murky situation without any real clear-cut "right v. wrong", and, IMO, the employer is going about this downsizing all wrong. But is wrong illegal in this case? Likely not.
As I said, they can choose their criteria. If that includes acceptable work performance up to the date of termination, then so be it. In this case, they could deem that "tanking" the interview to gain severance would constitute unacceptable behavior, insubordination, etc. and terminate for cause. I would assume that they have terminated for cause in the past without paying severance, thus, they have set a precedent.
Granted, it's a very murky situation without any real clear-cut "right v. wrong", and, IMO, the employer is going about this downsizing all wrong. But is wrong illegal in this case? Likely not.
It may be technically legal, but it is stupid management strategy. Suits are not filed to win them; they are filed to make settling preferable to a long drawn out battle which will cost more. All it takes to get sued and have to settle is sufficient murkiness. Smart corps avoid leaving any murkiness.
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