When does an agency have to abolish positions?
When an agency must abolish positions, the RIF regulations determine whether an employee keeps his or her present position, or whether the employee has a right to a different position. This summary discusses the procedures in the RIF regulations.
Is it illegal for a company to eliminate a position?
They can technically eliminate the position, let you go, reopen the position two days later and hire someone else. That is not illegal. It’s just odd and makes you wonder why they’d do that. So, you then ask if they have an illegal reason for doing so, such as race, religion, gender, age, disability or FMLA use. Who did they replace you with?
Can my former employer eliminate my position then less?
Answered in 2 minutes by: 3/1/2010 Employment Lawyer: Allen M., Esq., Employment Lawyer replied 11 years ago Allen M., Esq., Employment Lawyer Category: Employment Law Satisfied Customers:23,482 Experience: Employment/Labor Law Litigation Verified
Do you have to use Rif to abolish a position?
The abolishment of a position does not always require the use of RIF procedures. The agency has the right to avoid a RIF action by simply reassigning an employee to a vacant position at the same grade or pay without regard to the employee’s rights under the RIF regulations.
When is an employer prohibited from retaliating against an employee?
Employers are prohibited from retaliating against anyone (whether or not they have performed military service) who: 1 files a complaint under the law; 2 testifies, assists or otherwise participates in an investigation or proceeding under the law; or 3 exercises any right provided under the law.
When does an employer need to provide additional leave?
An employee uses the full 12 weeks of FMLA leave for her disability but still needs five additional weeks of leave. The employer must provide the additional leave as a reasonable accommodation unless the employer can show that doing so will cause an undue hardship.
When does an employee request leave for a medical condition?
When an employee requests leave, or additional leave, for a medical condition, the employer must treat the request as one for a reasonable accommodation under the ADA.
What was the Uniformed Services Employment and Reemployment Rights Act of 1994?
The Uniformed Services Employment and Reemployment Rights Act of 1994, enacted October 13, 1994 (Title 38 U.S. Code, Chapter 43, Sections 4301-4335, Public Law 103-353), as amended, provides for the employment and reemployment rights for all uniformed service members. Who’s Eligible for Reemployment?
When does military service end on social security?
However, if you do not make a military service deposit prior to separation from Federal employment, the military service will be eliminated from the computation of your CSRS annuity when you reach age 62, if you are entitled to Social Security benefits.
What are the reforms of the Selective Service System?
The Selective Service System has maintained that they have implemented several reforms that would make the draft more fair and equitable. Some of the measures they have implemented include:
When an agency must abolish positions, the RIF regulations determine whether an employee keeps his or her present position, or whether the employee has a right to a different position. This summary discusses the procedures in the RIF regulations.
What’s the most common excuse to get rid of older workers?
One of the most common excuses used to get rid of older workers is “job elimination.” Photo: Getty [+] Older workers are still suffering in the aftermath of the Great Recession. More than half the people aged 50 and older who participated in a recent AARP survey said they had either experienced or witnessed age discrimination in the workplace.
Can a mass layoff offer a standardized severance package?
In a mass layoff, a standardized package may be offered, and an employer is less likely to deviate from this contract. Still, numbers carry weight, and employees can band together to ask for a revision in terms.
The abolishment of a position does not always require the use of RIF procedures. The agency has the right to avoid a RIF action by simply reassigning an employee to a vacant position at the same grade or pay without regard to the employee’s rights under the RIF regulations.