The topic is especially relevant during the pandemic, about which I would like to discuss and share my experience as well. If you read the post to the end, share your experience or opinion in the comments.
What to do first when reducing?
You may be a good employee, have been in the job for several years, and have a good relationship with your superiors and friends with colleagues, but this does not guarantee that tomorrow you will not be able to say goodbye. And it happens very unexpectedly. You show up to your weekly one-on-one meeting with your boss and they tell you like a bolt from the blue: “Unfortunately, we have to leave.” Emotions at these moments overwhelm everyone, even the most persistent, but my advice is not to get excited and calm down. The disaster did not happen, your primary task is to make sure that everything is done within the law. Do you receive all compensation? It would be better that you do not gush with emotions, but immediately proceed to check your payments and the legality of your actions. It will be better not to sign anything at these moments, but to request time. Call a lawyer (I can give you some good contacts) ask for help if you, for example: do not know how much compensation will cost you. Bythe power of a lawyer can be obtained today quickly and quite for adequate money within the framework of 50 euros per bquick consultation.
In some cases, the reason for the reduction is not even known to you and it is not shared with you. Your task is to make sure that this, in your case, is a justified reason, that your position is indeed no longer planned in this organization and that the reason is precisely in the change in the economic situation, and not in the fact that somewhere someone did not like you or crossed the road. In the latter situation, you are in a position to start negotiating with the enterprise. It is also a pain for companies to spend resources on litigation or time negotiating with the labor inspectorate, and if there is any hint that the real reason is different, then you can ask for compensation more than stated by law. Moreover, I would advise you not to start a lawsuit in court, you are just likely to spend time, money and nerves and it’s not a fact that you will win, it’s better to try to find out how much the company will be ready to pay for your calm departure.
What to do?
Does it make sense to go into details and try to extract from the enterprise what happened? In my opinion, no. This decision was made long before this conversation and there was plenty of time to discuss all the nuances with the opposite side. You only need to understand the legitimacy of the foundation, and this can be understood without much discussion about what went wrong. The fact has already happened, you will no longer be able to work at the enterprise, and I support the policy that the reduction occurs from the day, without forcing a person to go to work like hard labor.
I will not consider the financial side of the issue in this post, otherwise it will turn out to be too big. I will say that you are also entitled to payments from the unemployment insurance fund and even another salary if you have worked more than 5 years. What it’s important, forget to think that this is a cross on your career, work or you as a person, then the fact that someone didn’t grow together with a financial model for excel or just the manager didn’t like you doesn’t mean anything at all. It usually turns out that even better conditions and a place of work await you than before, and you should have changed direction or company a long time ago. The main thing is to keep looking or doing something new.