Today I am to have a phone conversation with my manager about being let go due to reduction in force. He probably will have an HR person on the line as well. What important questions do I need to ask?
I am a full time employee of the "IT Company" (not a real name). "IT Company" provides IT services to many clients. I had worked over four years for a single client, then at the end of this year my manager on the client's side refused to renew my contract for the next year. I asked my "IT Company" manager if they could place me with a different account here in Los Angeles, but he said that he would not, and that I will be on my own.
So I just want to know if there are important questions about things I may qualify for (maybe?) that I will need to ask him during final "discussion" today(like severance pay..., anything else comes to mind?)? Please advise.
I think the first important question you should ask is what is the stated reason for my termination. Also, what is the company going to say when a potential employer calls for a reference? Is the company going to say I'm eligible for rehire? Is the company going to verify dates and last position held only? Is the company going to contest unemployment?
Those are the basic questions I can think of off the top of my head.
Sorry about your employment coming to an end.
Best of luck.
There is nothing you have to ask. There are some things that might help you understand the situation and your future.
For instance, you may ask what the employer's policy is about providing references to future prospective employers. You can ask for a letter of reference, but the employer is not required to provide anything. It would be helpful to know if you are being characterized as "rehire" as opposed to "no re-hire" as that is one thing many employers will share with reference calls. Knowing what will happen will help you know what you can say to prospective employers.
While you can ask if there are any reasons for the decision not to renew your contract, again, the employer has no duty to give you a reason.
One way to weed out such information is to ask if the employer intends to challenge your request for unemployment insurance benefits. The company can only challenge your rights to such benefits if it claims (1) you were not an employee, (2) you voluntary resigned, or (3) your termination was for misconduct on the job. The company is not required to tell you what its later position is going to be, but it is worth asking.
Finally, ask about compensation. When will your insurance lapse (if you have insurance), when will you receive your final paycheck (it should be given to you on your last day), and will there be any severance offered. Keep in mind that if you believe the company owes you money, if you are offered a severance agreement you will more than likely be releasing the company of any liability in exchange for the severance payment.
Good luck to you.
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I suggest asking:
1. Who made the decision that I was one of the people to be included in the reduction in force?
2. Who contributed information to that decision?
3. What were the criteria used to determine who would be included?
4. Why was I specifically included?
I hope this information is helpful to you.
Craig T. Byrnes
Disclaimer: Please be aware that I am not offering legal advice, nor forming an attorney-client relationship with you. I am not representing you, nor doing anything to protect your legal rights. If you believe that you have suffered a legal wrong, take action before any statute or limitations expires, or your right to do so may be lost forever. Good luck in your legal matter.
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