The payment of unused vacation days after a layoff typically depends on company policies, employment contracts, and local labor laws. Here are some common ways that unused vacation days may be handled:
Payout in Final Paycheck: In many jurisdictions, employers are required to pay employees for accrued but unused vacation days as part of their final paycheck. This is often mandated by labor laws or employment regulations.
Company Policy: Some companies have specific policies regarding the payment of unused vacation days upon termination. These policies may dictate whether employees are entitled to payment for accrued vacation time and under what circumstances.
Employment Contract: If the employee's employment contract includes provisions for the payout of unused vacation days upon termination, the employer is typically obligated to adhere to these terms.
Accrual Method: The method of vacation accrual may also impact the payout calculation. For example, if vacation time accrues based on hours worked or length of service, the payout may be calculated accordingly.
Prorated Payment: If an employee is terminated before they have earned their full allotment of vacation time for the year, the payout may be prorated based on the amount of time worked or the portion of the year elapsed.
Local Laws: It's important to consider local labor laws and regulations, as they may vary depending on the jurisdiction. Some regions have specific requirements regarding the payment of unused vacation time upon termination, including minimum payout amounts or timing requirements.
Consult HR or Legal Professionals: If you're unsure about how unused vacation days should be paid upon termination, it's advisable to consult with human resources (HR) professionals or legal experts who can provide guidance based on the specific circumstances and applicable laws.
Overall, the payment of unused vacation days after a layoff should be handled in accordance with company policies, employment contracts, and legal requirements to ensure fair and compliant treatment of employees.
Payout in Final Paycheck: In many jurisdictions, employers are required to pay employees for accrued but unused vacation days as part of their final paycheck. This is often mandated by labor laws or employment regulations.
Bonus 给了一点，未休的假期也只给了一小部分Bonus 说是根据performance，走之前根本没做performance review。一个大公司，如此出尔反尔，没有道德底线，想发个email 给HR，也知道不会有什么结果，只是生气心里堵得慌。
想把说给没给的钱要回来，找律师写信。
如果有与人奋斗其乐无穷的心态，找个律师打官司，大公司指不定能多陪点儿钱。
如果为了出口气，出去跑个5000米 （我自己的经验，特灵。）
The payment of unused vacation days after a layoff typically depends on company policies, employment contracts, and local labor laws. Here are some common ways that unused vacation days may be handled:
Payout in Final Paycheck: In many jurisdictions, employers are required to pay employees for accrued but unused vacation days as part of their final paycheck. This is often mandated by labor laws or employment regulations.
Company Policy: Some companies have specific policies regarding the payment of unused vacation days upon termination. These policies may dictate whether employees are entitled to payment for accrued vacation time and under what circumstances.
Employment Contract: If the employee's employment contract includes provisions for the payout of unused vacation days upon termination, the employer is typically obligated to adhere to these terms.
Accrual Method: The method of vacation accrual may also impact the payout calculation. For example, if vacation time accrues based on hours worked or length of service, the payout may be calculated accordingly.
Prorated Payment: If an employee is terminated before they have earned their full allotment of vacation time for the year, the payout may be prorated based on the amount of time worked or the portion of the year elapsed.
Local Laws: It's important to consider local labor laws and regulations, as they may vary depending on the jurisdiction. Some regions have specific requirements regarding the payment of unused vacation time upon termination, including minimum payout amounts or timing requirements.
Consult HR or Legal Professionals: If you're unsure about how unused vacation days should be paid upon termination, it's advisable to consult with human resources (HR) professionals or legal experts who can provide guidance based on the specific circumstances and applicable laws.
Overall, the payment of unused vacation days after a layoff should be handled in accordance with company policies, employment contracts, and legal requirements to ensure fair and compliant treatment of employees.
Payout in Final Paycheck: In many jurisdictions, employers are required to pay employees for accrued but unused vacation days as part of their final paycheck. This is often mandated by labor laws or employment regulations.
就这一条， 如果在辞职或被解雇三天之内拿不到没有使用的假期折算的钱的话， 告到州务卿办公室， 或者 EDD。
一告一个准。
不告白不告。
在加州， “未休的假期”是必须全额付钱的， 比如你有10天PTO（通过一个一个Pay Period累积的）， layoff 时这10天你是根据时薪肯定拿足额的。
把这些假期全部算成钱打入我的银行帐户。
正规公司不管大小应该这么操作。
现在好多公司搞unlimited休假，就不用在账户里预留员工未修假的资金。
我的第一家公司是破产，走的时候未休的假都给了。Bonus是一年后破产程序走完后拿到的。当时惊喜了一番。
第二家公司离职时，未休假也是立刻给的，但是没想到老板恶心，最后一天居然扣了我4小时工资。没多少钱，但是觉得恶心极了。