10 ms·

Fwiw all states are at-will, though there are varying exceptions from state to state.

kingsloi 4y ago
Yeah I know broadly they all are, but some states offer slightly more protection. On a side note, what happens to health insurance for employees who're let go? Does it end the time of your last day or midnight? I was too afraid to Google it as I likely knew it's be pretty cut throat, but have always stressed about it regardless.
- ghaff 4y ago
  It might be immediate, it might be end of month, might be some other period. In any case COBRA kicks in and can be paid for retrospectively if you need it.
- ufmace 4y ago
  Generally the end of the month that you were terminated in, unless you pay the same company to keep the same plan via COBRA. It's the same plan, you're just paying what you paid for it before plus whatever the company was paying for your share, which is generally much higher.
teraflop 4y ago
Montana is the biggest exception. It's only at-will for a 6-month probationary period, and after that, you can generally only be fired for "good cause".
- WalterBright 4y ago
  Good cause could be Twitter is losing money and has massive debt.
  - Cogito 4y ago
    A redundancy is different to being fired, and comes with a payout depending on length of tenure with the company. Fire for cause means "you aren't doing your job properly." Redundancy means "your job is no longer required." If twitter restructures to save money, the jobs that no longer exist have been made redundant.
    - WalterBright 4y ago
      Layoffs are not firings.
      - Cogito 4y ago
        Yes that’s what I’m saying. Layoff == redundancy. Maybe I misunderstood the point you were trying to make?
    - dragonwriter 4y ago
      > A redundancy is different to being fired, and comes with a payout depending on length of tenure with the company. In US usage, the general term here is “layoff”. And severance is not a legal requirement, and practices vary considerably by industry and, within industries, by individual firm. Layoff is eligible for unemployment, while firing may or may not be. (The line is also looser because the US has at-will employment, so there are very little general rules–other than those in particular employment contracts of unionized or high-status employees–around termination other than for prohibited purposes, or–mostly around warning periods–mass terminations, but there are conditions for unemployment assistance.)

Yeah I know broadly they all are, but some states offer slightly more protection. On a side note, what happens to health insurance for employees who're let go? Does it end the time of your last day or midnight? I was too afraid to Google it as I likely knew it's be pretty cut throat, but have always stressed about it regardless.

ghaff 4y ago
It might be immediate, it might be end of month, might be some other period. In any case COBRA kicks in and can be paid for retrospectively if you need it.
ufmace 4y ago
Generally the end of the month that you were terminated in, unless you pay the same company to keep the same plan via COBRA. It's the same plan, you're just paying what you paid for it before plus whatever the company was paying for your share, which is generally much higher.

teraflop 4y ago

Montana is the biggest exception. It's only at-will for a 6-month probationary period, and after that, you can generally only be fired for "good cause".

WalterBright 4y ago
Good cause could be Twitter is losing money and has massive debt.
- Cogito 4y ago
  A redundancy is different to being fired, and comes with a payout depending on length of tenure with the company. Fire for cause means "you aren't doing your job properly." Redundancy means "your job is no longer required." If twitter restructures to save money, the jobs that no longer exist have been made redundant.
  - WalterBright 4y ago
    Layoffs are not firings.
    - Cogito 4y ago
      Yes that’s what I’m saying. Layoff == redundancy. Maybe I misunderstood the point you were trying to make?
  - dragonwriter 4y ago
    > A redundancy is different to being fired, and comes with a payout depending on length of tenure with the company. In US usage, the general term here is “layoff”. And severance is not a legal requirement, and practices vary considerably by industry and, within industries, by individual firm. Layoff is eligible for unemployment, while firing may or may not be. (The line is also looser because the US has at-will employment, so there are very little general rules–other than those in particular employment contracts of unionized or high-status employees–around termination other than for prohibited purposes, or–mostly around warning periods–mass terminations, but there are conditions for unemployment assistance.)