In P-B-218, the complainant was charged with having an abusive language to a colleague. The applicant had the opportunity to resuscitate his duties or be dismissed. The complainant decided to resign. With regard to the separation, the board sought: for example, on 29 July, the applicant`s employer in P-B-166 informed her that she had to be dismissed for unsatisfactory work. The employer gave him the option to leave immediately or to remain until July 31, the end of the salary period. The complainant left immediately and was only paid for the time. The board found that the option to expedite the termination date was not transformed into voluntary abandonment. [T]he evidence before us justifies a conclusion that the conversation . .
. led to a reciprocal agreement between the applicant and her employer that, in the present circumstances, no useful purpose would be served by the permanent extension of her leave at the time. In these facts, we believe that the applicant renounces the employer-worker relationship. was rightly . . . What does that mean in English? The worker`s severance pay is not excluded from the unemployment benefit and the question arises as to whether the worker would be excluded from unemployment benefit because of a fault or voluntary dismissal (voluntary dismissal), as in any other case. If wages are received instead of redundancy, the possibility of receiving unemployment benefits is closed only for the period for which wages are covered. At the end of this period, the worker may apply for and receive unemployment benefits, unless the employer can justify some disqualification for misconduct. In a salary instead of dismissal, one cannot defend the case on the basis of voluntary dismissal, because the question of the threshold, to get you even to a salary rather than a situation of dismissal, is that the worker was dismissed against the will of the worker.
The separation agreement is a final end if the applicant and/or employer decide to separate. Separation agreements are usually signed by the employee if he retires in amicable circumstances or if he receives severance pay or a severance package. A centralized document summarizing the details of the separation, signed by the applicant and the employer, is the key element of the evidence that the employer is responsible for manufacturing.