大家帮我看看,有没有可能打赢官司?被单位找借口开掉了# JobHunting - 待字闺中
b*i
1 楼
本来是三年合同,但要求三年后必须给晋升,所以被印度阿三老板借口没钱开掉了. 单位
头头的信件如下:
Hi… as discussed this morning, the IPA- Intergovernmental Personnel Act (
XXX) is the legal document used for funding salary. No employment “
contract” exists. You initially received a letter of intent to employ,
that contained projected salary information, along with a potential 3-year
term of employment. There obviously are conditions that accompany that –
funding must be available, performance must be satisfactory, as determined
by the PI, etc.
After our discussion this morning and our discussion yesterday with Dr. XXX,
I believe only 3 options may be available to you.
OPTION A - Since the funding mechanism (IPA) by which your salary is paid
expires on August 31, 2013, it will not be possible for you to remain on
payroll, under Dr. XXX, beyond that date. We can draft a letter to that
effect, if you believe it will help you obtain additional state or federal
benefits. If you leave on 8-31, you will be entitled to “cash out” your
annual leave balance at that time, and will receive a lump-sum payment (
check for $XXX) on your last date of employment.
OPTION B – we’ve checked your annual leave balance and projected you will
have accrued 212 hours as of 8-31. If you remain on XXX payroll beyond 8-31
, it must be paid from the residual funds in your account. Based on your
hourly salary rate ($XX), this equates to approximately $XXXfor which you
would receive a lump sum check from XX(on your last day of
employment). Your residual balance is presently $XXX, so minus the cash out
of your leave on your last day of employment, this would leave a balance of
about $XXX. Your monthly payroll expense is $XXX (includes salary/payroll,
taxes, insurance and retirement), so you would have residual funds in your
account to continue employment for approximately 3 additional weeks (i.e.
September 24, 2013). We would still draft a letter to you explaining that
your employment would end with XX eff. 9-24-13, due to expiration of a
funding source.
OPTION C – If you do not wish to elect Option A or Option B above, then I
believe that Dr. XXX will draft a termination letter, due to unsatisfactory
job performance, as stipulated in your original letter of employment. As we
discussed, you believe this may disqualify you from seeking further state
or federal benefits. There may also be some stigma attached about being
terminated from any position, which may not be in your best interest.
I would like to bring this matter to closure this week, if at all possible.
Please consider your options, and let us know which option is acceptable to
you, so I can complete the draft letter to you. If we cannot reach some
agreement within the next week or so, XXX must default to Option C, and we’
ll proceed from that perspective.
头头的信件如下:
Hi… as discussed this morning, the IPA- Intergovernmental Personnel Act (
XXX) is the legal document used for funding salary. No employment “
contract” exists. You initially received a letter of intent to employ,
that contained projected salary information, along with a potential 3-year
term of employment. There obviously are conditions that accompany that –
funding must be available, performance must be satisfactory, as determined
by the PI, etc.
After our discussion this morning and our discussion yesterday with Dr. XXX,
I believe only 3 options may be available to you.
OPTION A - Since the funding mechanism (IPA) by which your salary is paid
expires on August 31, 2013, it will not be possible for you to remain on
payroll, under Dr. XXX, beyond that date. We can draft a letter to that
effect, if you believe it will help you obtain additional state or federal
benefits. If you leave on 8-31, you will be entitled to “cash out” your
annual leave balance at that time, and will receive a lump-sum payment (
check for $XXX) on your last date of employment.
OPTION B – we’ve checked your annual leave balance and projected you will
have accrued 212 hours as of 8-31. If you remain on XXX payroll beyond 8-31
, it must be paid from the residual funds in your account. Based on your
hourly salary rate ($XX), this equates to approximately $XXXfor which you
would receive a lump sum check from XX(on your last day of
employment). Your residual balance is presently $XXX, so minus the cash out
of your leave on your last day of employment, this would leave a balance of
about $XXX. Your monthly payroll expense is $XXX (includes salary/payroll,
taxes, insurance and retirement), so you would have residual funds in your
account to continue employment for approximately 3 additional weeks (i.e.
September 24, 2013). We would still draft a letter to you explaining that
your employment would end with XX eff. 9-24-13, due to expiration of a
funding source.
OPTION C – If you do not wish to elect Option A or Option B above, then I
believe that Dr. XXX will draft a termination letter, due to unsatisfactory
job performance, as stipulated in your original letter of employment. As we
discussed, you believe this may disqualify you from seeking further state
or federal benefits. There may also be some stigma attached about being
terminated from any position, which may not be in your best interest.
I would like to bring this matter to closure this week, if at all possible.
Please consider your options, and let us know which option is acceptable to
you, so I can complete the draft letter to you. If we cannot reach some
agreement within the next week or so, XXX must default to Option C, and we’
ll proceed from that perspective.
