Mississippi Layoffs Policy - Union
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How to fill out Layoffs Policy - Union?
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FAQ
Unions help protect employees from unjust dismissal through collective bargaining agreements (CBA). Because of this, most union employees cannot be fired without "just cause." This is unlike many nonunion workers who are considered "at-will" employees and can be fired at any time for almost any reason.
Federal laws enforced by the Equal Employment Opportunity Commission (EEOC) protect employees from being fired or otherwise discriminated against due to their age, disability, gender, genetic information, national origin, race, religion, or sex.
Mississippi labor laws do not require employers to provide employees with severance pay. If an employer chooses to provide severance benefits, it must comply with the terms of its established policy or employment contract.
Supervisors and managers cannot spy on you (or make it appear that they are doing so), coercively question you, threaten you or bribe you regarding your union activity or the union activities of your co-workers. You can't be fired, disciplined, demoted, or penalized in any way for engaging in these activities.
Mississippi is an "at will" state, which means an employer can fire an employee for any or no reason, as long as it is not discriminatory.
Federal Employees' Remedy for Termination Under the Merit Systems Protection Board (MSPB) or a Collective Bargaining Agreement: Federal employees covered by a collective bargaining agreement have protections against being fired without just cause.
Union Workers' Job SecurityUnions protect workers from arbitrary employer actions and provide them with legal support in the event of a workplace issue that could result in discipline or dismissal, such as sexual harassment or a customer complaint.
Submission of a written notice of dismissal to the employee specifying the grounds for dismissal at least 30 days before the date of termination; and. A copy of the notice which shall be provided to the Regional Office of the Department of Labor and Employment (DOLE) where the employer is located.
According to section 25C of Industry and dispute Act 1947, maximum days allowed to Layoff of employee by employer is 45 days, for those days, employee who is laid-off is entitled for compensation equal to 50% of the total of the basic wages and dearness allowance that would have been payable to him, had he not been so
MSS requires you to select who to retrench (not a choice for employees) and negotiate appropriate notice periods and compensation with the soon-to-be ex-employee. VSS gives employees a choice to leave voluntarily with a letter of termination and lay-off benefits.
