Employment separation is a decision that the individual and the organization should part in. Also, it can be motivated by disciplinary, economic, business, or personal reasons. The employer or the employee may initiate it.
The HR department’s role is to find the most satisfactory method of conducting the separation to minimize harm to the organization and the individual. Separations can take several forms, such as
4 Types of Employment Separation
Temporary Leaves of Absentee
Employees sometimes need to leave their jobs temporarily. The reasons may be medical, family, educational, recreational, and other motives.
When the reasons are adoptions, caring for an ill spouse, child, or parent, or a severe health condition that makes the employee unable to perform his job. The employee is entitled to twelve weeks’ leave in twelve months (depending on your country’s existing law).
Attrition
Attrition is the usual separation of people from an organization due to resignation, retirement, or death. It is initiated by the individual worker, not by the company.
In most organizations, the critical component of attrition is resignation, which is voluntary separation.
Layoffs
Layoffs entail the separation of employees from the organization for economic or business reasons.
The separation may last only a few weeks if its purpose is to adjust inventory levels or allow a factory to retool for a new product.
When caused by a business cycle, layoffs may last many months or years.
However, if it occurs because of restructurings such as downsizing or mergers and acquisitions, a “temporary” layoff may become permanent.
Layoff is a temporary separation of the employee from his or her employer at the instance of the latter without any prejudice to the former.
The industrial disputes Act. Defines layoff as an employer’s failure, refusal, or inability to give employment to a worker whose name is present on the rolls but who has not been retrenched.
A layoff may be for a definite period on the expiry of which the employer will recall the employee for duty. It may be extended to any length of time, with the result that the employee cannot estimate when he or she can recall his or her employees.
Explain the situation wheal company can use lay off strategy.
A layoff is a temporary separation of an employee from the employer. A layoff is caused by a shortage of raw materials, power shutdown, or machinery breakdown. The employee is recalled once normalcy is restored.
It may be extended to any length of time, so the employer cannot estimate when he or she can recall the employees.
A layoff may be occasioned by one of the following reasons:
- Shortage of coal, power, or raw materials.
- Accumulation of stocks.
- Breakdown of machinery.
- For any other reasons.
Termination
Termination is a broad term that encompasses permanent separation from the organization for any reason.
Usually, this term implies that the person was fired as a form of disciplinary action. It is commonly called a layoff when people are discharged for business or economic reasons.
Sometimes, however, the employer must separate some employees for business reasons and has no plans to rehire them.
Rather than being laid off, those people are terminated. Employees leave for many reasons, including dismissal, resignation, redundancy, and retirement.