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you can better consult the labour law of respective area you are working in.
First, we must distinguish between the compensation imposed by the law or the contractual terms, which vary from one country to another, from one employment contract to another, and between optional compensation, which can be determined according to the company's physical capacities and the professional record of the worker to terminate the contract with him. With them we can not overlook the possibility of combining these two types of compensation in one form, which is in the form of compensation after a final and conciliatory agreement between the lessor and the worker
Hello Lara,
You can consider continous Health Insurance Benefits ( Reduced coverage) and you can also offer referral services for oustanding ex-employees.
You can also consider a Severance Package depending on the length of service and the Fiancial Capacity of your company.
I hope this helps.
Best Regards.
As per the labour Law which it must be matching with the company policy
Thanks
It depends on what this employee offered through his - her life cycle inside the company and it depends on company compensation policy itself, but in general we can say : -Letter of thanks or appreciation. - Salary of one year in advance. -Suitable financial consideration.
it depends on many aspects:
1- Benefits and compensation Policy in the company
2- the time the employee spebt on the company
3- reason for termination
it should be according to the law exist in your country. You have to follow the law before terminating the employee and should have provided all his dues which he is eligible for.
