316:, and SUI tax purposes, and employee FICA tax. To qualify for SUB-Pay benefits, the participant must be eligible for state unemployment insurance benefits and the separation benefit must be paid on a periodic basis. There have also been increasing concerns about the organizational effectiveness of the post-downsized 'anorexic organization'. The benefits, which organizations claim to be seeking from downsizing, center on savings in labor costs, speedier decision making, better communication, reduced product development time, enhanced involvement of employees and greater responsiveness to customers (De Meuse et al. 1997, p. 168). However, some writers draw attention to the 'obsessive' pursuit of downsizing to the point of self-starvation marked by excessive cost-cutting, organ failure and extreme pathological fear of becoming inefficient. Hence 'trimming' and 'tightening belts' are the order of the day.
422:
twelve months. The redundancy compensation payment for employees depends on the length of time an employee has worked for an employer which excludes unpaid leave. If an employer can't afford the redundancy payment they are supposed to give their employee, once making them redundant, or they find their employee another job that is suitable for the employee. An employer is able to apply for a reduction in the amount of money they have to pay the employee they have made redundant. An employer can do this by applying to the Fair Work
Commission for a redundancy payment reduction.
1263:"Workers who suffer job displacement experience surprisingly large and persistent earnings losses. However, standard labour market models fail to explain such a phenomenon. This column explains the persistence of workers' earnings losses by arguing that displaced workers face higher separation probabilities in new jobs, and take substantial time to find their ideal job. The framework also matches empirical findings on the shares of average earnings losses following displacement that are due to reduced employment and lower wages."
299:. In many U.S. states, workers who are laid off can file an unemployment claim and receive compensation. Depending on local or state laws, workers who leave voluntarily are generally ineligible to collect unemployment benefits, as are those who are fired for gross misconduct. Also, lay-offs due to a firm's moving production overseas may entitle one to increased re-training benefits. Some companies in the United States utilize Supplemental Unemployment Benefits. Since they were first introduced by organized labor and the
248:– Voluntary reduction in force – The employee(s) did play a role in choosing to leave the company, most likely through resignation or retirement. In some instances, a company may exert pressure on an employee to make this choice, perhaps by implying that a layoff or termination would otherwise be imminent, or by offering an attractive severance or early retirement package. Conversely, the company is not obliged to accept an employee's decision and may not accept every employee who volunteers for a VRIF.
242:– Involuntary reduction in force – The employee(s) did not voluntarily choose to leave the company. This usually implies that the method of reduction involved either layoffs, firings, or both, but would not usually imply resignations or retirements. If the employee is fired rather than laid off, the term "with cause" may be appended to indicate that the separation was due to this employee's performance and/or behavior, rather than being financially motivated.
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364:(or former employees in this case) can be affected in a couple of different ways. When an employee is laid off, his or her general trust in long-term work may decrease, reducing expectations upon rehire. After an employee withstands a layoff, the effects can trickle into future employment and attitudes. Layoffs in the workplace often leave the former employee less inclined to trust future employers which can lead to behavioral conflicts among co-workers and
47:
353:. In order to diminish negative effects of layoffs, Wayne Cascio suggests alternative approaches to layoff and downsizing as "Responsible restructuring" approach. Optimism is critical for rebuilding the workplace environment because employees look to their leaders for stability and predictability. No matter the position in an organization, employees will look for job security.
282:
Risks of being laid off vary depending on the workplace and country a person is working in. Unemployment compensation in any country or workplace typically has two main factors. The first factor of unemployment compensation depends on the distribution of unemployment benefits in a workplace outlined
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measure. A study of 391 downsizing announcements of the S&P 100 firms for the period 1990-2006 found, that layoff announcements resulted in substantial increase in the companies’ stock prices, and that the gain was larger, when the company had prior layoffs. The authors suggested, that the stock
324:
Traditionally, layoffs directly affect the employee. However, the employee terminated is not alone in this. Layoffs affect the workplace environment and the economy as well as the employee. Layoffs have a widespread effect and the three main components of layoff effects are in the workplace, to the
421:
When an employee has been laid off in
Australia their employer has to give them redundancy pay, which is also known as severance pay. The only time that a redundancy payment doesn't have to be paid is if an employee is casual, working for a small business or has worked for a business for less than
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and being fired. The term "layoff" originally meant a temporary interruption in work (and usually pay). The term became a euphemism for permanent termination of employment and now usually means that, requiring the addition of "temporary" to refer to the original meaning. Many other euphemisms have
173:", "smartsizing", "redeployment", "workforce reduction", "workforce optimization", "simplification", "force shaping", "recussion", "manage out people", "resource action", and "reduction in force" (also called "RIF", especially in the government employment sector). "Mass layoff" is defined by the
148:
employers (downsizing, 2015). Research on downsizing in the US, UK, and Japan suggests that downsizing is being regarded by management as one of the preferred routes to help declining organizations, cutting unnecessary costs, and improve organizational performance. Usually a layoff occurs as a
147:
was abolished (Borbely, 2011). Downsizing in a company is defined to involve the reduction of employees in a workforce. Downsizing in companies became a popular practice in the 1980s and early 1990s as it was seen as a way to deliver better shareholder value as it helps to reduce the costs of
274:, and layoffs have been used to ensure sustainability. As the public sector declines, the demand for services from the private sector declines as well. Layoffs in the public sector have put limitations on the growth rate of the private sector, inevitably burdening the entire flow of markets.
368:. Despite new employers not being responsible for a prior circumstances, job performance may still be affected by prior layoffs. Many companies work to make layoffs as minimally burdensome to the employee. At times employers may layoff multiple people at once to soften the impact.
325:
employee, and effects to the economy. One framework to examine the effects on the macro level is PSB, which examines the stakeholders perspective in global downsizing. This framework examines the global perspective of positive and negative stakeholders behavior during downsizing.
177:
as 50 or more workers laid off from the same company around the same time. "Attrition" implies that positions will be eliminated as workers quit or retire. "Early retirement" means workers may quit now yet still remain eligible for their retirement benefits later.
307:
in 1956, SUB-Pay Plans have enabled employers to supplement the receipt of state unemployment insurance benefits for employees that experience an involuntary layoff. By establishing severance payments as SUB-Pay benefits, the payments are not considered wages for
287:. The second factor is the risk of inequality being conditioned upon the political regime type in the country an employee is working in. The amount of compensation will usually depend on what level the employee holds in the company.
726:
Baumol, W. J., Blinder, A. S. & Wolff, E. N. (2003). Downsizing in
America: Reality, Causes and Consequences. New York: Russell Sage Foundation. See also the American Management Association annual surveys since
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but this has evolved to a permanent elimination of a position in both
British and US English, requiring the addition of "temporary" to specify the original meaning of the word. A layoff is not to be confused with
290:
Packages may also vary if the employee is laid off, or voluntarily quits in the face of a layoff (VRIF). The method of separation may have an effect on a former employee's ability to collect whatever form of
349:
in the post-layoff environment, there is a need for empathy, tangibility, self-knowledge, and relentlessly seeking customers among the surviving employees. The remaining employees may have feelings of
795:
Mroczkowski, T. and
Hanaoka, M. (1997), 'Effective downsizing strategies in Japan and America: is there a convergence of employment practices?', Academy of Management Review, Vol.22, No.1, pp. 226–56.
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Schulz, A. C. and A. Himme (2022). "Stock market reactions to downsizing announcements: an analysis through an institutional lens." Socio-Economic Review 20(4): 1825-1855; 10.1093/ser/mwab046
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Acceptance stage is the fourth and final stage of the emotional reaction to downsizing, in which employees accept that layoffs will occur and are ready to take steps to secure their future.
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or, more commonly, a group of employees (collective layoff) for business reasons, such as personnel management or downsizing (reducing the size of) an organization. Originally,
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force size, in which case the person is entitled to them. A RIF reduces the number of positions, rather than laying off specific people, and is usually accompanied by internal
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Mellahi, K. and
Wilkinson, A. (2004) Downsizing and Innovation Output: A Review of Literature and Research Propositions, BAM Paper 2004, British Academy of Management.
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Redman T and
Wilkinson A (2006) Downsizing, in T. Redman and A. Wilkinson(eds), Contemporary Human Resource Management, London: FT/Prentice Hall, pp. 356–381
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Redman T and
Wilkinson A (2006) Downsizing, in T. Redman and A. Wilkinson(eds), Contemporary Human Resource Management, London: FT/Prentice Hall, pp. 356–381
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has become a synonym for the consultation process leading to mass redundancies, due to a controversial mass layoff and resultant legislation in the late 1990s.
390:
Layoffs create lower job security overall, and an increased competitiveness for available and opening positions. Layoffs have generally two major effects on the
398:. The way layoffs affect the economy varies from the industry that is doing the layoffs and the size of the layoff. If an industry that employs a majority of a
402:(freight in the northeast for example) suffers and has to lay employees off, there will be mass unemployment in an economically rich area. This can have leave
372:
Denial stage is the first stage in the emotional reaction to change or layoffs, in which an employee denies that an organization change or layoff will occur.
1038:
1249:
Karlsson, Tobias (2013). The dynamics of downsizing: the
Swedish Tobacco Monopoly in the 1920s. Enterprise & Society, Vol. 14, No. 4, pp. 829–853.
467:(WARN) requires employer "to provide at least 60 calendar days advance written notice of a plant closing and mass layoff affecting 50 or more employees".
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are workers who have lost or left their jobs because their employer has closed or moved, there was insufficient work for them to do, or their position or
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2189:
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Tyler M and
Wilkinson A (2007) The Tyranny of Corporate Slenderness: Understanding Organizations Anorexically, Work, Employment and Society, 21: 537–549.
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Tyler M and Wilkinson A (2007) The Tyranny of Corporate Slenderness: Understanding Organizations Anorexically, Work, Employment and Society, 21: 537–549
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Fear stage is the third emotional stage following an announcement of layoff, in which employees worry about how they will survive financially.
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Layoffs have remained the greatest way for a company to cut costs. Although from the employer's perspective a layoff is beneficial for the
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imply misconduct or failure while layoffs imply economic forces beyond the employer's and employees' control, especially in the face of a
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Sahdev, K. (2003) 'Survivors' reactions to downsizing: the importance Human Resource Management Journal, Vol.13, No.4, pp. 56–74.
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Tzafrir, S. S.; Ben-Gal, H. C.; Dolan, S. L. (2012). "Exploring the etiology of positive stakeholder behavior in global downsizing".
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price manipulation alone creates a sufficient motivation for publicly-traded corporations to adopt the practice of regular layoffs.
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When an employer is faced with work of a particular type ceasing or diminishing at a particular location, it may be perceived as
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Anger stage is the second stage of the emotional reaction to downsizing, in which an employee becomes angry at the organization.
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been coined for "(permanent) layoff", including "downsizing", "excess reduction", "rightsizing", "leveraging synergies", "
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Cascio, F.W. (2002) 'Strategies for responsible restructuring', Academy of Management Executive, Vol.16, pp. 80–91.
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439:. Certain countries (such as Belgium, Netherlands, Portugal, Spain, Italy, France and Germany), distinguish between
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for the remaining employees, and subsequently lowers overall motivation in the workplace environment. According to
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Cameron KS. 1(994) Strategies for successful organizational downsizing. Human Resource Management, 33: 477–500.
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Downsizing, rightsizing and dumbsizing: quality, human resources and sustainability – Total Quality Management
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582:"layoff noun – definition in British English Dictionary & Thesaurus – Cambridge Dictionary Online"
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A case before the U.S. Department of Labor, wherein the terms RIF, IRIF, and VRIF are commonly used.
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Sahdev, Kusum; Vinnicombe, Susan; Tyson, Shaun (1999). "Downsizing and the changing role of HR".
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Healing the Wounds: Overcoming the Trauma of Layoffs and Revitalizing Downsized Organizations,
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Healing the Wounds: Overcoming the Trauma of Layoffs and Revitalizing Downsized Organizations
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rather than spelled out. Sometimes used as a verb, as in "the employees were pretty heavily
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nationwide. Unemployment is the biggest effect on the economy that can come from layoffs.
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337:, layoffs create an uncertainty in the workplace environment and lowers other employees'
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443:, in which case the person is not entitled to unemployment benefits, but may receive a
433:). In the UK, permanent termination due to elimination of a position is usually called
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222:– A generic reduction in force, of undetermined method. Often pronounced like the word
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Wonk, Kim (2010). "Unemployment Risks and the Origins of Unemployment Compensation".
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Involuntary termination of employment of an employee due to business concerns
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UK specific information on the legal rights of those being made redundant.
941:"Employers Redundancy procedure, Redundancy Policy, Redundancy compliance"
652:. Harvard University. Graduate School of Business Administration: 50. 1921
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has seen significantly smaller job growth in employment versus the
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876:"Meta Announces Hiring Freeze, Warns Employees of Restructuring"
309:
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in the early 1950s, and first issued in a Revenue Ruling by the
1368:
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304:
40:
1364:
897:"IBM Watson Health layoffs disguised as staff 'redeployment'"
124:
referred exclusively to a temporary interruption in work, or
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1222:"Plant Closings and Layoffs | U.S. Department of Labor"
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https://www.un.org/esa/socdev/rwss/docs/2011/chapter2.pdf
676:
Labor Force Statistics from the Current Population Survey
1186:
Industrial/Organizational Psychology an applied approach
764:
Chorley, David (May 2002). "How to: Manage downsizing".
65:
2374:
List of countries by rate of fatal workplace accidents
739:
The International Journal of Human Resource Management
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are often used to "soften the blow" in the process of
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2002:
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449:leaving a company as part of a reduction in labour
465:Worker Adjustment and Retraining Notification Act
1072:. Cambridge University Press. pp. 389–417.
979:Studies in Comparative International Development
678:. Bureau of Labor Statistics. October 18, 2010.
636:
634:
341:as well as creates an apprehension and fear of
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1254:Job ladders and earnings of displaced workers
54:The examples and perspective in this article
8:
646:Bulletin of the Bureau of Business Research
1387:
1373:
1365:
1324:Reduction in Force Under OPM's Regulations
1136:"Strategies for responsible restructuring"
441:leaving the company of one's own free will
386:Effects of layoffs in the American economy
3295:Reports of the Bureau of Labor Statistics
3116:Comprehensive Employment and Training Act
1179:
1177:
1175:
1173:
964:The Great Recession and the jobs crisis.
181:"Redundancy" is a specific legal term in
112:is the temporary suspension or permanent
92:Learn how and when to remove this message
2960:Job losses caused by the Great Recession
1637:Simultaneous recruiting of new graduates
185:with a definition in section 139 of the
3141:Credentialism and educational inflation
1259:Center for Economic and Policy Research
604:
602:
570:
3012:List of countries by unemployment rate
576:
574:
1158:from the original on October 16, 2021
682:from the original on 11 December 2020
7:
1905:Practice-based professional learning
2458:Workers' right to access the toilet
1200:"Redundancy pay & entitlements"
1140:The Academy of Management Executive
921:Employment Rights Act 1996, Part XI
329:Effects of layoffs in the workplace
1134:Cascio, Wayne (November 1, 2005).
357:Effects of layoffs to the employee
25:
414:In francophone Belgium, the term
175:United States Department of Labor
3229:
3228:
2522:Corporate collapses and scandals
1210:from the original on 2016-04-05.
1079:from the original on 2021-01-27.
191:Redundancy in United Kingdom law
45:
1228:from the original on 2021-10-09
1066:Downsizing: Is less still more?
947:from the original on 2013-06-19
848:from the original on 2009-02-25
708:from the original on 6 May 2009
620:from the original on 2018-11-06
588:from the original on 2012-03-02
3022:Employment-to-population ratio
2394:Occupational health psychology
1328:Office of Personnel Management
1013:"SUB-Pay Plan Legal Precedent"
704:. Bureau of Labor Statistics.
1:
3110:Works Progress Administration
3002:Unemployment Convention, 1919
2414:Personal protective equipment
1962:Occupational Outlook Handbook
1348:Job Losses Tracker (UK-based)
1318:APPENDIX D; GLOSSARY OF TERMS
1277:magazine, September 12, 2008.
672:"Labor force characteristics"
3191:Psychopathy in the workplace
2364:Human factors and ergonomics
1015:. Subpay.com. Archived from
584:. Dictionary.cambridge.org.
425:A layoff is also known as a
295:might be available in their
3176:Narcissism in the workplace
2389:Occupational exposure limit
1303:Labor force characteristics
804:Ahmakjian and Robinson 2001
539:Trade Adjustment Assistance
68:, discuss the issue on the
3336:
3105:Civil Works Administration
2987:Technological unemployment
2463:Workplace health promotion
1915:Professional certification
1612:Personality–job fit theory
1333:UK Redundancy Legal Rights
1307:Bureau of Labor Statistics
477:Bureau of Labor Statistics
236:– Layoff notice by email.
187:Employment Rights Act 1996
29:
3300:Termination of employment
3224:
3085:Guaranteed minimum income
2670:Organizational commitment
1355:Layoffs news and tracker.
1206:. Australian Government.
1152:10.5465/AME.2005.19417906
991:10.1007/s12116-009-9057-9
610:"Redundancy: your rights"
534:Termination of employment
293:unemployment compensation
278:Unemployment compensation
212:Common abbreviations for
114:termination of employment
3254:Aspects of organizations
2935:Involuntary unemployment
2496:Equal pay for equal work
2419:Repetitive strain injury
1920:Professional development
1910:Professional association
1592:Letter of recommendation
1339:Airline Industry Layoffs
1184:Aamodt, Michael (2014).
930:, accessed 13 March 2021
254:– Work force reduction.
30:Not to be confused with
3310:Employment compensation
3239:Aspects of corporations
3201:Slow movement (culture)
3080:Employer of last resort
2982:Structural unemployment
2920:Frictional unemployment
2359:Epilepsy and employment
2246:Performance-related pay
2180:National average salary
2093:996 working hour system
1361:– RTÉ Ireland TV Series
1359:Rising After Redundancy
1353:Layoff news and tracker
786:Mason 2002; Rogers 2002
751:10.1080/095851999340224
3249:Aspects of occupations
3055:Unemployment insurance
3007:Unemployment extension
2977:Reserve army of labour
2782:Constructive dismissal
2589:Sleeping while on duty
2554:Exploitation of labour
2436:Sick building syndrome
1607:Person–environment fit
1477:Independent contractor
1111:10.1002/jts.2490100119
1041:June 10, 2011, at the
264:recession of 2007–2008
3259:Aspects of workplaces
2997:Unemployment benefits
2992:Types of unemployment
2930:Graduate unemployment
2824:Letter of resignation
2453:Workers' compensation
2446:Occupational fatality
1950:Vocational university
1550:Employment counsellor
1312:CASE No.: 2001-ERA-19
832:Wilkinson, A (2004).
431:South African English
3065:Job creation program
2841:Mandatory retirement
2794:Employee offboarding
2614:Workplace incivility
2609:Workplace harassment
2384:Occupational disease
2379:Occupational burnout
2294:Disability insurance
2138:Workweek and weekend
2118:Retroactive overtime
1940:Vocational education
1855:Continuing education
1693:Permanent employment
1252:Krolikowski, Pawel.
884:. 29 September 2022.
766:Financial Management
549:Voluntary Redundancy
489:Compromise agreement
463:Department of Labor
258:In the public sector
131:wrongful termination
74:create a new article
66:improve this article
56:may not represent a
2970:Recession-proof job
2965:Lists of recessions
2903:Economic depression
2851:Retirement planning
2732:Work–life interface
2569:Employee monitoring
2537:Corporate behaviour
2527:Accounting scandals
2409:Occupational stress
2399:Occupational injury
1930:Reflective practice
1925:Professional school
1647:Work-at-home scheme
1567:Induction programme
1545:Employment contract
1525:Business networking
1204:Fair Work Ombudsman
1188:. Cengage Learning.
901:www.theregister.com
642:"Labor Terminology"
301:Department of Labor
3233:See also templates
3070:Job creation index
3034:Youth unemployment
2898:Discouraged worker
2787:Wrongful dismissal
2767:At-will employment
2640:Civil conscription
2604:Workplace bullying
2491:Affirmative action
2473:Workplace wellness
2404:Occupational noise
2040:Long service leave
1900:Overspecialization
1880:Induction training
1835:Career development
943:. Citation.co.uk.
926:2020-05-29 at the
214:reduction in force
3282:
3281:
3181:Post-work society
3161:Kiss up kick down
2893:Barriers to entry
2858:Severance package
2690:Human trafficking
2584:Sexual harassment
2564:Employee handbook
2483:Equal opportunity
2346:Safety and health
2336:Take-home vehicle
1945:Vocational school
1895:Lifelong learning
1870:Further education
1830:Career counseling
1825:Career assessment
1602:Overqualification
895:Claburn, Thomas.
529:Severance package
494:Displaced workers
416:Procédure Renault
285:employee handbook
141:displaced workers
102:
101:
94:
76:, as appropriate.
16:(Redirected from
3327:
3269:Critique of work
3264:Corporate titles
3232:
3231:
3151:Evil corporation
3017:Employment rates
2940:Jobless recovery
2908:Great Depression
2868:Golden parachute
2863:Golden handshake
2660:Job satisfaction
2650:Critique of work
2468:Workplace phobia
2299:Health insurance
2256:Wage compression
2224:Progressive wage
2078:35-hour workweek
2045:No call, no show
2035:Leave of absence
1885:Knowledge worker
1813:Master craftsman
1617:Personality hire
1555:Executive search
1535:Curriculum vitae
1520:Background check
1389:
1382:
1375:
1366:
1326:, United States
1271:"Downsizing 101"
1267:Weinstein, Bruce
1237:
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1101:(2nd ed.).
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919:UK Legislation,
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841:. Vol. 15.
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410:Around the world
137:Laid off workers
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3274:Organized labor
3244:Aspects of jobs
3220:
3211:Toxic workplace
3146:Emotional labor
3119:
3043:Public programs
3038:
2955:Great Recession
2925:Full employment
2913:Long Depression
2879:
2777:Banishment room
2753:
2675:Refusal of work
2618:
2542:Corporate crime
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1998:
1875:Graduate school
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1642:Underemployment
1501:
1445:Self-employment
1420:Contingent work
1410:Academic tenure
1403:Classifications
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1244:Further reading
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1845:Creative class
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1803:Apprenticeship
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1771:Scarlet-collar
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1487:Temporary work
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1455:Skilled worker
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1297:External links
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881:Bloomberg News
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272:private sector
262:Following the
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60:of the subject
58:worldwide view
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3171:Make-work job
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2715:Unfree labour
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2685:Bonded labour
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2506:Glass ceiling
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1865:Employability
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483:Bullshit Jobs
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82:February 2020
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3320:Unemployment
3206:Toxic leader
3186:Presenteeism
3166:Labor rights
3156:Going postal
3131:Bullshit job
3114:
3099:
3094:
2885:Unemployment
2803:
2737:Downshifting
2720:Wage slavery
2700:Penal labour
2655:Dead-end job
2645:Conscription
2424:Right to sit
2279:Annual leave
2261:Working poor
2197:Minimum wage
2175:Maximum wage
2133:Working time
2123:Six-hour day
2020:Career break
1982:Professional
1776:Black-collar
1746:White-collar
1726:Green-collar
1703:Volunteering
1540:Drug testing
1530:Cover letter
1470:Tradesperson
1275:BusinessWeek
1257:
1230:. Retrieved
1216:
1203:
1194:
1185:
1160:. Retrieved
1146:(4): 39–50.
1143:
1139:
1129:
1096:
1085:
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1021:. Retrieved
1017:the original
1007:
982:
978:
972:
960:
949:. Retrieved
935:
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904:. Retrieved
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710:. Retrieved
696:
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675:
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649:
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622:. Retrieved
613:
590:. Retrieved
559:Work sharing
544:Unemployment
481:
462:
453:redeployment
452:
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427:retrenchment
426:
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396:stockholders
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339:job security
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297:jurisdiction
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150:cost-cutting
140:
136:
135:
121:
109:
105:
103:
88:
79:
55:
3095:Historical:
2819:Resignation
2759:Termination
2742:Slow living
2710:Truck wages
2695:Labour camp
2623:Willingness
2515:Infractions
2170:Living wage
2113:Remote work
1781:Gold-collar
1736:Pink-collar
1731:Grey-collar
1721:Blue-collar
1688:Labour hire
1663:Cooperative
1627:Recruitment
1582:Job hunting
1515:Application
1497:Wage labour
1482:Labour hire
1435:Job sharing
1103:Jossey-Bass
1091:Noer, David
509:Outsourcing
459:Mass layoff
343:termination
198:obfuscation
157:Terminology
3315:Offshoring
3305:Labour law
3289:Categories
3029:Wage curve
2836:Retirement
2749:Workaholic
2727:Work ethic
2594:Wage theft
2579:Labour law
2574:Evaluation
2559:Dress code
2324:Sick leave
2289:Child care
2251:Salary cap
2165:Income tax
2128:Shift work
2060:Time clock
2055:Sick leave
2050:Sabbatical
2015:Break room
2003:Attendance
1972:Profession
1957:Mentorship
1935:Retraining
1860:E-learning
1756:New-collar
1751:Red-collar
1698:Supervisor
1678:Internship
1597:Onboarding
1465:Technician
1460:Journeyman
1430:Gig worker
1396:Employment
1232:2021-10-16
1023:2012-03-13
951:2013-08-01
906:2022-10-27
852:2009-02-07
712:20 October
702:"Glossary"
686:20 October
624:2015-02-11
614:www.gov.uk
592:2012-03-13
565:References
524:Retraining
514:Pseudowork
504:Offshoring
436:redundancy
366:management
171:delayering
162:Euphemisms
126:employment
110:downsizing
3216:Workhouse
3136:Busy work
2950:Recession
2814:Pink slip
2772:Dismissal
2635:Careerism
2229:Singapore
2207:Hong Kong
2070:Schedules
1989:Tradesman
1890:Licensure
1850:Education
1820:Avocation
1761:No-collar
1741:Precariat
1622:Probation
1577:Job fraud
1162:March 26,
999:153506131
985:: 57–82.
774:1471-9185
656:8 January
362:Employees
206:recession
70:talk page
36:Shrinkage
3124:See also
3050:Workfare
2875:Turnover
2271:Benefits
2152:salaries
2108:Overtime
2098:Flextime
2030:Gap year
2025:Furlough
1994:Vocation
1977:Operator
1840:Coaching
1795:training
1673:Employer
1668:Employee
1572:Job fair
1450:Side job
1226:Archived
1208:Archived
1156:Archived
1093:(2009).
1074:Archived
1039:Archived
945:Archived
924:Archived
843:Archived
706:Archived
680:Archived
618:Archived
586:Archived
554:WARN Act
499:Furlough
471:See also
335:business
118:employee
64:You may
32:Degrowth
18:Laid off
3100:U.S.A.:
2705:Peonage
2680:Slavery
2630:Boreout
2369:Karoshi
2319:Pension
2103:On-call
1808:Artisan
1492:Laborer
392:economy
320:Effects
202:Firings
2804:Layoff
2354:Crunch
2212:Europe
2202:Canada
2190:Europe
1791:Career
1632:Résumé
1507:Hiring
1415:Casual
1117:
997:
772:
400:region
283:in an
266:, the
228:riffed
189:: see
166:firing
122:layoff
116:of an
106:layoff
2665:McJob
2185:World
2148:Wages
2010:Break
1656:Roles
1341:– by
1077:(PDF)
1070:(PDF)
995:S2CID
846:(PDF)
839:(PDF)
727:1990.
145:shift
72:, or
2150:and
1793:and
1560:list
1164:2020
1115:ISBN
770:ISSN
714:2010
688:2010
658:2017
447:and
429:in (
394:and
314:FUTA
310:FICA
246:VRIF
240:IRIF
234:eRIF
224:riff
1683:Job
1148:doi
1107:doi
987:doi
747:doi
305:IRS
252:WFR
230:".
220:RIF
139:or
133:.
108:or
34:or
3291::
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1172:^
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