Comments on: When HR Makes a $2,666,594.03 Mistake

By: mer

mer — Mon, 03 Jul 2017 10:09:41 +0000

Maria, depending on how it’s actually defined at least vacation time should be paid out, regardless of severance, that’s what typically happens if you quit with vacation time on the books. Sick time is often not paid out.

To the best of my knowledge there is nothing preventing the company from making you use whatever vacation/personal time balance up during that 90 day period, but that is different than not paying out the time.

By: Maria Rose

Maria Rose — Fri, 30 Jun 2017 16:33:39 +0000

As a person who was laid off by a company ( whose business expertise caused downsizing and eventual bankruptcy closing of company), I would want to receive as much possible in settlement. What is not discussed in this article, is the fact that the higher up corporate personnel will be trying to take the lion share of the final settlement, not caring what the employees get.
In the situation, I faced with the layoffs, the settlement amounts were determined by length of time with company ( one week of pay per years worked). As I live in a state that requires companies to give a 90 day notice for any layoffs, I had the time to consult a lawyer and also use up all my personal time and vacation time which is never included in these severance packages.
As I have one of those books titled entitled–Your Rights in the Workplace, I also know that some things assume as rights are not set in stone but are determined by geographic area and type of company. I consider that a must read for workers to know when considering job searches. As a HR person, I am sure the author knows these laws that cover certain jobs and employment.
There has been a big trend in the last few years to push for Right to Work laws, but those pushing this don’t realize badly it cuts into what we assume is a right to a benefit at work, like in this situation–layoffs. In an area/state that has right to work law in place, one can be laid off without notice ( the situation described about where you are handed papers to sign and told to leave immediately). In this growing trend, most workers have no room for negotiations and are forced to accept settlement if they get any and leave.

By: HRJeanne

HRJeanne — Fri, 30 Jun 2017 14:06:37 +0000

I just did a reduction yesteday, and I had to double check the agreement just now! What a nightmare mistake. We always give employees time to review documents.

By: BethRa

BethRa — Fri, 30 Jun 2017 13:57:33 +0000

I don’t know, you send me packing after 28 years of service, and I have to hit the job market in my 50’s or later when said market is not always receptive to older workers? Maserati’s aren’t big enough for my dogs, but heck yes, I”m going shopping.

Out of curiosity, why two weeks per year of service? (I think it’s entirely reasonable, but I’ve worked with folks who roll there eyes at anything more than one week per year – and even think that’s over-generous)

By: Evil HR Lady

Evil HR Lady — Fri, 30 Jun 2017 13:28:37 +0000

In reply to Elizabeth West.

If you’re over 40, it’s illegal to require a same day signature.

I don’t trust any legal document that someone won’t allow my lawyer to review.

By: Elizabeth West

Elizabeth West — Fri, 30 Jun 2017 13:27:07 +0000

Yipes! o_O

As tempting as it would be, if a company I worked for did this, I don’t think I’d sue. I’d go straight back to them and say, “I think there’s been an error.” If they overpay and you spend it on a Maserati or something, you WILL have to pay it back.

I don’t know where you laid off people that they had time to take home documents and have them reviewed. Both times I was laid off, we had to pack up and leave that day. The one time I got severance (six weeks, one for each year), I was given time to read the document but I had to sign it right there.