It is important to know what kind of separation of the job you have experienced. It can determine whether you receive unemployment benefits and severance pay. It is also important to know the details so that you prepare for a job interview for new jobs. Be honest and put a positive trick in your answer. Both parties may have agreed that you should leave because you were below average or because you didn`t have sex with your bosses — but you don`t need to say it as clearly when you`re in a job interview. If you were below average, say you needed a job that offered more challenge. Say you had a conflict of interest if you didn`t get away with your boss or your values didn`t match the company`s values. Don`t lie, because there`s a chance that interviewers will find out the truth — but do everything you can to reverse the trend in your favor. If it is time to separate from your employee on a site abroad, you should seek a reciprocal termination agreement as a preferred course. In a countersigned legal document, both parties agree to the final terms of the contract.
Although these conditions vary from country to country, the general rule is that you should include the following: I recently spoke to a company that has decided to unilaterally lay off its employee in Asia for non-compliance. While the facts are clear regarding the non-compliance with the work obligations, the company decided to „reduce the right to the case“ and to end the employment relationship without seeking a reciprocal termination agreement. And as you can guess, the result was an angry employee, who immediately led the case to a local labor lawyer who was working on contingencies. In this case, the termination took place in a country where mutual termination is mandatory… but the concept is still valid wherever you employ people. An agreement with an employer is certainly better than being fired, but it could also be a long process for an employee. If, for whatever reason, a worker has to leave work quickly or take a new job, negotiations related to the development of a joint dismissal could take longer than to get your communication back to normal. Leaving a job on less favourable terms is never ideal — and it can be very scary if you`re looking for other jobs. While leaving because of „mutual separation“ — where both parties agree that it is better for you to finish the job — is better than just a layoff, it can still be unpleasant to talk about it during a job interview.
As with all aspects of the application process, look for ways to minimize the damage and paint yourself in the best possible light. In these cases, it is up to the state to decide who initiated the separation and to decide whether unemployment benefits should be granted. As we mentioned in our previous blog, the state plays the role of an impartial third party and determines who will receive unemployment benefits and who will not receive it. When the employer has dismissed the employee, the state must check whether the cause of the dismissal is due to bad behaviour during the employment. If bad behaviour during employment is not the cause, the plaintiff is generally compensated. On the back, the state must determine whether the applicant had a valid reason when a former employee is the one who initiated the dismissal. If no reason is found, the state cannot grant unemployment benefits. One of the drawbacks for employers who use a redundancy by mutual agreement is that it might take longer to clarify the administrative details about how someone lets go.