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The COVID-19 pandemic allowed workers to rethink their careers, work conditions, and long-term goals. [ 44 ] [ 45 ] As many workplaces attempted to bring their employees in-person, workers desired the freedom that remote work afforded them during the COVID-19 pandemic, as well as schedule flexibility, which was the primary reason to look for a ...
Canadian courts recognize there are circumstances in which the employer, although not acting explicitly to terminate an individual's employment, alters the employment relationship's terms and conditions to such a degree that an employee is entitled to regard the employer's conduct as a termination, and claim wrongful dismissal, just as if they ...
Employee attrition, employee turnover, and employee churn all refer to an employee quitting the job, and are often used as synonyms. For the first two terms, the difference is due to the context, i.e., the reasons for the employee leaving.
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On 8 August 2020, the Indian Medical Association announced that 198 doctors have died in India due to COVID-19. [19] By February 2021, the Indian Medical Association said the number of deaths of doctor in India due to COVID-19 had increased to 734; [20] [21] however the government of India said that only 162 doctors had died due to COVID-19. [20]
In United States labor law, at-will employment is an employer's ability to dismiss an employee for any reason (that is, without having to establish "just cause" for termination), and without warning, [1] as long as the reason is not illegal (e.g. firing because of the employee's gender, sexual orientation, race, religion, or disability status).
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Just cause is a common standard in employment law, as a form of job security. When a person is terminated for just cause, it means that they have been terminated for misconduct, or another sufficient reason. [1] A person terminated for just cause is generally not entitled to notice severance, nor unemployment benefits depending on local laws. [2]