If you have been fired or fired for reasons that have nothing to do with your performance, you may be wondering how severance pay actually works. Or, more precisely, if you get it. But the one who receives it and how much is received is not black and white; Indeed, the ”rules” for this compensation after employment or non-wage labour costs are rarely standard. Section 9 departs from the central theme of this revision in order to draw attention to the fact that severance pay has another use as an instrument to combat employment control between firms and workers, which could have significant productivity effects. The discipline of the commercial space (as it might be called in a previous industrial environment) is essential for effective management and can be eroded with appropriate severance pay. It is likely that a severance package to encourage worker engagement is very different from an insurance package and will likely be accompanied by direct barriers to employment. Section 10 draws some conclusions from this review. The lack of reliable government data on the structure of redundancy plans has led to a number of private efforts, including ambitious surveys by the National Industrial Conference Board Right Associates/Right Management Consultants and Lee Hecht Harrison, among others Parsons (2005a,b). These private studies aim to inform human resource-sensitive firms about compensation practices in similarly structured enterprises and to provide decision makers with a description of the labour market. They are inherently less transparent in their methods and less universal in their example framework, and raw data may be proprietary. A worker with less than five years of employment in the company must receive a severance pay of two months` salary, plus an additional week`s salary for each year of employment. A worker over the age of five but less than fifteen years of employment must receive a severance pay equal to three months` salary, plus an additional two weeks` salary for each year of employment. A worker over 15 years of service must receive a severance pay of six months` salary, plus an additional three weeks` salary for each year of employment.
 While severance pay is usually monetary – delivered in a package – this is not the only way to make a payment. For example, you can ask your company to pay your health insurance bill for a few months, or you can ask to keep your laptop after it has been deleted from company data. However, Kluger warns, because it is not legally mandatory if you are a ”fired or fired employee, you do not have a ton of bargaining power.” Nevertheless, he agrees that the old saying ”everything is negotiable” is true here. While you can`t get the outplacement or career coaching service you`re asking for, there`s little damage to ask for. It`s not like your boss is withdrawing the initial offer just because you tried to make a deal. The problem of non-performance is not just severance pay. Concerns about non-compliance with pension promises in the United States led to the passage of the 1974 Employment Income Security Act, which focused on the company`s performance in ancillary benefits. Pensions, which constitute the most important ancillary benefit of the financial order, have been granted special status. As part of ERISA, the Pension Benefit Guarantee Corporation (PBGC) was created to insure the pension trust.