ความคิดเห็นที่ 1 FYI: CA labor Code_Division 3 : Employment Relations Chapter 2 : Employer and Employee Article 4: Termination of Employment :::> http://www.leginfo.ca.gov/cgi-bin/displaycode?section=lab&group=02001-03000&file=2920-2929 quote:LABOR CODE SECTION 2920-2929 2920.  Every employment is terminated by any of the following:   (a) Expiration of its appointed term.   (b) Extinction of its subject.   (c) Death of the employee.   (d) The employee's legal incapacity to act as such. 2921.  Every employment in which the power of the employee is not coupled with an interest in its subject is terminated by notice to the employee of either of the following:   (a) The death of the employer.   (b) The legal incapacity of the employer to contract. 2922.  An employment, having no specified term, may be terminated at the will of either party on notice to the other. Employment for a specified term means an employment for a period greater than one month. 2923.  An employee, unless the term of his service has expired or unless he has a right to discontinue it at any time without notice, shall continue his service after notice of the death or incapacity of his employer, so far as is necessary to protect from serious injury the interests of the employer's successor in interest, until a reasonable time after notice of the facts has been communicated to such successor. The successor shall compensate the employee for such service according to the terms of the contract of employment. 2924.  An employment for a specified term may be terminated at any time by the employer in case of any willful breach of duty by the employee in the course of his employment, or in case of his habitual neglect of his duty or continued incapacity to perform it. 2925.  An employment for a specified term may be terminated by the employee at any time in case of any wilful or permanent breach of the obligations of his employer to him as an employee. 2926.  An employee who is not employed for a specified term and who is dismissed by his employer is entitled to compensation for services rendered up to the time of such dismissal. 2927.  An employee who is not employed for a specified term and who quits the service of his employer is entitled to compensation for services rendered up to the time of such quitting. Related Topic : California Labor Code http://www.leginfo.ca.gov/cgi-bin/calawquery?codesection=lab&codebody=&hits=20 Division of Labor Standards Enforcement (DLSE) Assistance for employees and employers: Answering your questions FYI: ::> http://www.dir.ca.gov/dlse/DLSE-FAQs.htm               Enjoy your search.... จากคุณ : กริชนาคราช เขียนเมื่อ : 9 ก.พ. 53 01:46:35

ความคิดเห็นที่ 2  Question: What notices must be given before an employee is terminated or laid off? Answer: The Fair Labor Standards Act (FLSA) has no requirements for notice to an employee prior to termination or lay-off. In certain cases, employers must give the workers advanced notice of mass layoffs or plant closure. The Warn Act provides specific information on advance notice, employer responsibility and workers rights during mass layoffs or plant closure. Some states may have requirements for employee notification prior to termination or lay-off. FYI:::> DOL_FAQs http://webapps.dol.gov/dolfaq/go-dol-faq.asp?faqid=328  United States Department of Labor                    Termination Issues Upon termination of employment, some workers and their families (who might otherwise lose their health benefits) have the right to choose to continue group health benefits provided by their group health plan for limited periods of time. Employers may also be required to provide notices to their employees under the Consolidated Omnibus Budget Reconciliation Act (COBRA) and the Health Insurance Portability and Accountability Act (HIPAA). *For information on COBRA and HIPAA, see Benefits/Health. Also, for information on health insurance coverage under the Family Medical Leave Act (FMLA) upon termination, see 29 CFR 825.209(f). *Workers who are unemployed through no fault of their own (as determined under state law), and meet other eligibility requirements, may be eligible to receive unemployment benefits. *Unemployment insurance payments (benefits) are intended to provide temporary financial assistance to unemployed workers who meet the requirements of state law. Under the Federal-State Unemployment Insurance Program, each state administers a separate unemployment insurance program within guidelines established by federal law.           ********************************** หากต้องการข้อมูลเพื่อการศึกษา ค้นคว้าจาก Links ที่นำมาให้ข้างต้นค่ะ edit: link แก้ไขเมื่อ 09 ก.พ. 53 17:36:49 แก้ไขเมื่อ 09 ก.พ. 53 02:50:39 แก้ไขเมื่อ 09 ก.พ. 53 02:47:34 จากคุณ : กริชนาคราช เขียนเมื่อ : 9 ก.พ. 53 02:42:48

ความคิดเห็นที่ 3 โดนเลย์ออฟรึเปล่าคับ แถวซิลิคอนแวลลี่นี่ เพราะผมก็พึ่งโดน - -' จากคุณ : บรึ๋ยศักดิ์ เขียนเมื่อ : 9 ก.พ. 53 05:03:36

ความคิดเห็นที่ 4 กฎหมายแคลิฟอเนีย เป็น at will ครับ (ถ้าไม่มี contract นะ) พูดง่ายๆว่า เค้าจะให้เราออกเมื่อไหร่ก็ได้ เราจะลาออกเมื่อไหร่ก็ได้ แต่ต้องจ่ายค่าแรงตามเวลาที่ทำงาน อย่างเช่น นาย ก ทำงานให้บริษัท ข พอวันศุกร์ ก่อนเลิกงาน บริษัท ข เรียกนาย ก เข้าไป แล้วยื่นเช็คค่าแรงให้จนถึงวันศุกร์ แล้วบอกว่าไล่ออก ให้เก็บของไปได้เลย นาย ก ตกงานก็อาจจะไปขอ Unemployment ได้ จากคุณ : หนุ่มนอก เขียนเมื่อ : 11 ก.พ. 53 08:46:36