如何应对公司的“安静裁员”？

2023-12-22 17:26:3804:09 80

声音简介

You’ve Heard of Quiet Quitting. Now Companies Are Quiet Cutting
听说过“安静辞职”?你可知道如何应对“安静裁员”?
导读: 听说过“安静辞职”?你可知道如何应对“安静裁员”?
Workers are waking up to emails and team-meeting requests with a jarring message: They aren't fired, but their jobs are gone.
一觉醒来，员工们收到了包含一条惊人消息的电子邮件和团队会议请求
:他们没有被解雇，但他们原来的岗位没了。
People on the receiving end of these memos describe running through a range of emotions, from relief that they're still employed to a sense of dread that their bosses secretly want them to leave.
收到此类消息的人心情犹如坐过山车，从一开始因为饭碗还在而松一口气
，再到开始揣测老板是不是暗中希望他们走人而感到恐惧。
They are also facing a labor market that isn't as robust as a year ago, leaving many to believe that the best option is to stay put and hunt internally for a better fit.
现在，他们所面对的就业市场也不如一年前那么强劲，很多人因此认为
，最好的选择就是先留下来，然后在内部寻找更合适的岗位。
For companies that spent several years – and significant money – to hire top talent, reassigning workers to new roles can be a way to fill jobs vital to future plans while trimming costs associated with old strategies, say human-resources executives.
人力资源高管们表示，对于那些花费数年时间和大量资金招聘顶尖人才的
公司来说，将员工重新分配到新的岗位不仅可以填补对未来计划至关重要的职
位，同时也可以削减旧战略造成的成本。
It can also be a waiting game.
这也可能是一种拖延战术。

Employees to whom it would be costly to pay severance or months of unemployment benefits might decide to leave on their own if they feel stuck in a job they don't want, executive coaches say.
高管培训师说，有些员工一旦被裁，企业需要支付一大笔遣散费或数月的
失业津贴，这些员工如果觉得自己被困在一份并不合适的工作上，他们可能会
自行决定离开。
Most of the time, there is little legal recourse for workers if their company reassigns them, employment lawyers say.
就业律师说，大多数情况下，如果公司重新分配员工，员工几乎没有法律
追索权。
One exception is when a worker can demonstrate the reassignment was retaliatory, said Angela L. Walker, an employment attorney with Blanchard & Walker in Ann Arbor, Mich.
位于密歇根州安娜堡的Blanchard & Walker的就业律师安吉拉·沃克尔 (Angela L. Walker)说，一种情况例外，那就是员工可以证明重新分配是报复性的。
The bar is high, she added.
她补充说，这个门槛很高。
The employee would have to show prior evidence of discriminatory treatment or that they were unfairly singled out.
员工必须提供先前受到歧视待遇的证据，或者证明受到了不公对待。