rorp wrote: ↑09 Mar 2017 23:00
Сегодня в нашей богадельне сократили
две трети персонала, меня в том числе. Якобы инвесторские деньги кончились. Выдали чек за последние две недели и все. У меня накопилось довольно много PTO, но в чеке о них не слова. Хочу получить за них компенсацию. Что делать, куды бечь?
Вам положены не только накопившийся PTO, но и 2 месяца зарплаты. То, что произошло в вашей компании, должно покрываться WARN Act о plant closing/mass layoff.
Form and Content of Notice
No particular form of notice is required. However,
all notices must be in writing. Any reasonable method of delivery designed to ensure receipt
60 days before a closing or layoff is acceptable.
Notice must be specific. Notice may be given conditionally upon the occurrence or non-occurrence of an event only when the event is definite and its occurrence or nonoccurrence will result in a covered employment action less than 60 days after the event.
Mass Layoff: A covered employer must give notice if there is to be a mass layoff which does not result from a plant closing, but which will result in an employment loss at the employment site during any 30-day period for 500 or more employees, or for 50-499 employees if they make up
at least 33% of the employer's active workforce. Again, this does not count employees who have worked less than 6 months in the last 12 months or employees who work an average of less than 20 hours a week for that employer. These latter groups, however, are entitled to notice (discussed later).
https://www.doleta.gov/programs/factsht/warn.htm
