1184:"Boomerang" is the term for workers who depart from an organization but are subsequently rehired by the same organization. Reemployment could be a good option because boomerangs tend to have longer tenure and lower absenteeism rates than other recruitment sources. Breaugh (2008) added that rehiring former employees, categorized as "targeted recruitment", usually produces candidates with a higher likelihood of receiving and accepting job offers, better job performance, and longer organizational retention compared to candidates from "untargeted recruitment". In terms of loyalty, boomerangs may have better loyalty as they voluntarily choose to return, having experience with their former and subsequent employers and making an informed decision to return.
4545:
1304: Severance pay: is a special allowance/bonus, which is offered to terminated employees in special contexts, such as redundancy, downsizing, or lay off. Severance pay is not mandatory; however, employers usually offer severance package as a gesture of goodwill and competitive advantage. Severance pay is paid, if any, based on employee’s years of service and contribution to the company. It may also include continuation of benefits and other perks (health insurance, outplacement assistant, etc.).
67:
25:
2661:
931:
displaying aggression and causing disturbances within workgroups. Most employees anticipate receiving the reason for their termination, although it is usually not mandated by law. Therefore, managers must communicate the rationale of the termination to the employee without repeating prior issues, using clichés, or trying to present termination in a favorable light that can offend.
1280: Any deductions or forfeiture related to financial loss or damage that employer had to suffer due to employee’s failure to fulfill their duty. Deductions or forfeiture from employee’s final pay require written consent or a specific clause in the employment agreement. Employers should notice employee beforehand about any deductions or forfeiture if applicable.
172:, a large proportion of workers may be laid off at some time in their life, and often for reasons unrelated to performance or ethics. Employment termination can also result from a probational period, in which both the employee and the employer agree that the employer is allowed to lay off the employee if the probational period is not satisfied.
189:) as a means to reduce their workforce. Under such a plan, no employees are forced to leave their jobs. However, those who do depart voluntarily are not replaced. Additionally, employees may resign in exchange for a fixed amount of money, frequently a few years of their salary. Such plans have been carried out by the
471:
employees on leave, including annual leave, maternity leave, parental leave, sick leave, unpaid leave or other leave, or in other cases of absence for legitimate reasons. Elected union officials are also a traditionally protected group; their dismissal normally requires the consent of the higher union authority”.
232:(Suriname); only approval from the Works Council in case exceptional protected employee or Integration Office if disabled one or Labor Inspectorate if one on maternity/parental leave (Germany); the General Labor Inspectorate or, in adding the labor ministry in case of collective dismissals (Angola).
1257:
Unused annual holidays, which is calculated at the rate of the greater of whichever is higher: the regular weekly pays or average weekly earnings. Additionally, the employee is also entitled to receive 8% of their total earnings since their last anniversary date for annual holidays (which may include
1229:
In general, final pay package is typical meant to pay employees for any remaining wages and benefits happen since the last pay day to their last working day. It serves to provide financial support to employees during the transition period, ensure compliance with legal requirements, and in some cases,
930:
An inadequately handled termination of employment can lead to legal conflicts or accusations of wrongful termination. Some experts suggest organizations should have a well-defined termination policy and a direct and brief termination meeting to minimize undesired outcomes, such as departing employees
904:
For example, The
Employment Rights Act 1996 (ERA 1996) is the United Kingdom (UK) employment legislation that governs the rights and responsibilities of employers and employees in the context of employment relationships within the UK. The ERA 1996 outlines various aspects of employment law, including
869:
Some countries differentiate the notice period based on professional criteria (ex. In Lao PDR 30 days for manual workers, 45 days for skilled workers; In
Austria, two weeks for blue-collar workers, white-collar workers have different notice periods depending on their different tenure; the
921:
Another example of unfair termination in
Tanzania involved the Sun Flag Textile Factory. The company employs 2,100 workers who work 24/7. In February 2008, around 350 workers were unfairly terminated for protesting lower wages from the factory, against government recommendations. Subsequently, about
908:
However, international labor standards and guidelines are set forth by organizations such as ILO, known as "ILO Convention No. 158 - Termination of
Employment Convention, 1982." These international standards provide overarching principles and recommendations for labor rights and practices but do not
477:
ILO Recommendation No. 166 prioritizes rehiring workers being terminated for economic reasons. In 2017, labour law imposed reemployment obligations in 69/186 countries (37), covering 31% of high-income and 63% of low-income countries. Priority provisions for rehiring dismissed employees are usually
457:
The ILO Recommendation No. 166 emphasizes employers’ obligation to retrain or reassign their workforce before terminating a redundant worker, and this provision is specified in labor law of many high income countries like
Finland, France, Germany, Greece, Italy, Portugal, and Sweden; in case law of
175:
Often, layoffs occur as a result of "downsizing", "reduction in force" or "redundancy". These are not technically classified as firings; laid-off employees' positions are terminated and not refilled because either the company wishes to reduce its size or operations or lacks the economic stability to
100:
Firing carries a stigma in many cultures and may hinder the jobseeker's chances of finding new employment, particularly if they have been terminated from a previous job. Jobseekers sometimes do not mention jobs from which they were fired on their resumes. Accordingly, unexplained gaps in employment,
1311:
In some special situations, employers and employees may decide to end the employment relationship through mutual agreement as a best solution to resolve their differences. In this case, severance pay is understood as an exchange for the employee giving up the right to take legal actions against the
877:
As suggested by The ILO Termination of
Employment Recommendation No. 166, an employee should be provided some days off to seek a new job during their notice period but still benefit from paid leave of absence. Poland is an example, and a worker has two or three days absent from work to find another
873:
Some countries use social criteria to establish the advance notice period. For example, in
Lithuania, two months is typical, but four months for an employee under 18 years old/ disabled/has full pension in less than five years/ raising children under 14 years old. In Croatia, the two-week notice is
214:
Key policy issues associated with terminating employees for economic-related reasons across 190 countries from WorldBank Doing
Business Data in the 2013-2017 period. (Most countries allow the termination of workers for economic reasons, but out of 190 countries, only Bolivia, Venezuela, Tonga, and
160:
cycles or the company's need to restructure itself, the firm itself going out of business, or a change in the function of the employer (for example, a certain type of product or service is no longer offered by the company, and therefore jobs related to that product or service are no longer needed).
1263:
Public holidays (when applicable). Public holidays will be paid if it falls within the duration created by adding their remaining annual holidays to the end of their employment and occurs on a day that aligns with their regular work schedule if they were still employed, and that day was not public
1191:
A notable example of a successful "rehire following termination" is Steve Jobs, a co-founded Apple
Computers Inc. He initially left the company after being removed as CEO, spending eleven years building successful ventures outside of Apple. He returned to Apple in 1996 when the company was facing
1307:
The primary purpose of severance pay is to provide financial support to employees during the transition period following their termination. It helps employees bridge the gap until they secure new employment and helps employers comply with employment laws and regulations and to mitigate potential
1180:
In certain situations, an individual who has been terminated or left from their job may have the opportunity to be reemployed by the same employer. In some cases, when an employee departs on good terms, such as pursuing a specific career goal, going to graduate school or pregnancy, they might be
917:
In
Tanzania, around 700 ex-mineworkers from the Bulyanhulu underground gold mining site won an unfair dismissal case in July 2010. They were terminated because of participating in a strike in 2007 following failed wage negotiations. The mine temporarily halted production and fired 1,300 striking
1014:
Some terminations result from a mutual agreement between the employer and the employee. When this happens, it is sometimes debatable if the termination was indeed mutual. In many of these cases, it was initially the employer's wish for the employee to depart, but the employer offered the mutual
941:
Document the reasons for termination promptly: Create a memo or report detailing the decision rationale and attaching relevant documents like performance reviews, witness statements, and disciplinary notices. This record is not shared with the employee but ensures a credible, comprehensive, and
231:
In 32/186 countries (17%), approval of termination from a third party is compulsory. For instance, approval from the Industrial Relations Dispute Settlement Board (Indonesia), the Conciliation and Arbitration Labor Board (Mexico), the Commissioner of Labor (Sri Lanka), and the Ministry of Labor
470:
For example, the groups are not layoff: “pregnant employees, female employees on maternity leave, male or female employees on maternity leave, single male or female employees taking care of their children under three years old or staff personally caring for relatives with severe disabilities;
227:
In 93/186 countries (50%), employers must inform a third party before ending a contract withone worker. The third-party differs in each country, such as the Ministry of Labor and Social Affairs (Afghanistan; Bahrain); the Chief Labor Administrator (Bhutan); the Labor Inspectorate (Chile); the
223:
ILO Termination of Employment Convention No. 158 requires if employers contemplate terminating a contract for economic reasons, they must promptly provide the employee representative with relevant information (termination reasons; number and types of employees may be affected; expected
891:
Unfair termination of employment refers to the dismissal of an employee without a valid legal reason, usually not applicable in cases of redundancy, incompetence, or misconduct. According to Michael Salamon, author of Industrial Relations: Theory and Practice (2000), employers hold the legal
900:
There is not a single worldwide legal framework that governs unfair termination across all countries. Employment laws, including those related to unfair termination, vary significantly from one country to another. Each country has its legal framework and regulations concerning employment
1264:
holiday. If the employee qualifies for payment on a public holiday, then the duration covered by annual holidays is prolonged by one day for each eligible public holiday. This extended period may include additional public holidays that should also be considered for compensation.
858:
In 2017, 73 countries had a conditional length of notice period; 89 countries had a fixed period without regard to job tenure; 25 countries did not have like in Denmark, Greece, New Zealand, Uruguay, Guinea-Bissau, El Salvador, Guatemala, Indonesia, Mexico, Peru, and Serbia).
1312:
employer. This financial settlement is referred to as “exit packages” or “golden handshakes” and is legalized in a “record of settlement” signed by both parties and endorsed by a mediator. It helps ensuring a smooth transition while protecting the interests of both parties.
1181:
given special priority by the employer when seeking to rehire. Conversely, an employer is not likely to rehire a former employee who was terminated for cause, for example as a result of workplace violation, discriminatory, misconduct, insubordination, and ethics violations.
458:
Netherlands; under the Fair Work Act 2009 (Australia); not obligation but employers in the United Kingdom does have to consider suitable alternative employment; in many developing countries and emerging market economies (ex. Kazakhstan; Pakistan; Sierra Leone; Vietnam).
1315:
Death is also considered as a special type of termination and should be also entitled to severance package. It is provided to family or beneficiaries of employee who passed away while employed to help them overcome the difficult time of losing the breadwinner.
1187:
There are three main types of employee rehiring; rehiring retirees, rehiring female employees who left voluntarily due to having children or caring for other family members, and rehiring as a natural outcome of the evolving concept of multi-faceted careers.
865:
Some countries set minimum job tenure for an employee to receive the notice (e.g. in Greece and Lesotho: there is no notice for novices in their first 12-month trial period; In Ireland, two week notice period for employees working 104 weeks continuously.
1217:
If the employer and employee mutually decide to end the employment immediately with a payment in lieu notice, they can set a different date for the final pay. However, it is advisable for this payment to align with the actual last day of employment.
979:
Using clear and straightforward language, such as "We have decided to terminate your employment, and today will be your final day" Is recommended. Formulating the statement in the past tense helps to prevent disputes, negotiations, or requests for
478:
valid for 6 months (in Croatia, Gambia, the Netherlands, Serbia, Togo, and Turkey) to 12 months (in Cyprus with eight months; Djibouti, Lebanon, FYR Macedonia, and Peru within one year). Korea provides the lengthiest period of three years.
1298: Sick leave and bereavement leave: There is no legal requirement to provide payment for unused sick or bereavement leave when an employee leaves their job. It is on hand of employer to pay entirety, a portion or not to pay.
892:
authority to enforce workplace rules and expect employees to follow societal and job-related norms, avoiding from misconduct. However, some workplaces unjustly apply these rules, leading to excessive legal control over employees.
1149:. When the United Booking Office (established in 1906) would issue a cancellation notice to an act, the notice was on a pink slip. Another possible etymology is that many applications (including termination papers) are done in
1213:
If an employee terminates on notice, their final pay should be given on the agree-upon pay day mentioned in their employment contract. If there is no agreed date, the final pay should be available after the last working day.
97:. Dismissal or firing is usually thought to be the employee's fault, whereas a layoff is generally done for business reasons (for instance, a business slowdown or an economic downturn) outside the employee's performance.
228:
recognized trade union or if it does not exist, employers notify Chief Labor Officer (Guyana); a labor officer and union (Kenya); the union representative and the public regional representative for employment (Morocco).
1267:
Accrued but unused alternative holidays of their prior work on public holidays. Alternative holidays do not affect the termination date and are not treated as calculation pay for public holidays as aforementioned.
466:
According to ILO Recommendation No. 166, employers who select employees being terminated must comply with the criteria and order of priority specifically established in national laws or collective agreements.
1055:
Firms that wish for an employee to exit of their own accord but do not wish to pursue firing or forced resignation may degrade the employee's working conditions, hoping that they will leave "voluntarily".
986:
Avoid debate: If the employee did not accept the reason of termination, it is advisable to decline further discussion during the meeting to avoid debate but offer solution by scheduling other discussion.
905:
unfair termination, redundancy, employment contracts, and minimum notice periods, among other matters. These regulations and protections apply to individuals working in the UK or to UK-based employers.
983:
Articulate the termination reason in concise and using general terms, refraining from delving into specifics or revisiting past issues that could lead in potential termination-related disputes.
1221:
If an employee does not receive all the components of their final pay which are owing, they may have a claim for unpaid wages or holiday pay or other breach of their employment agreement.
176:
retain the position. In some cases, a laid-off employee may eventually be offered their old position again by their respective company, though by this time, they may have found a new job.
1192:
financial challenges. His comeback is considered one of the top ten most successful corporate turnarounds, leading to the introduction of innovative products and profitability.
1205:
Final pay, which is also refers to termination pay, is a financial package provided by employers to employees when their employment is terminated under specific circumstances.
945:
Investigate before terminating: Employers should diligently investigate potential job separations. Engage with all parties involved impartially and document their accounts
118:
is when the employer chooses to require the employee to leave, usually for the reason that is the employee's fault. The most common colloquial terms for dismissal in the
2606:
2176:
3688:
1239:
Final pay packages usually come in a lump sum and consist of various components based on company policies and employment agreements, but typically must include
1546:
International Labour Organization (ILO), Convention Concerning Termination of Employment at the Initiative of the Employer, 22 June 1982, C158, available at:
962:
Schedule the meeting: While there is some debate in the literature, many experts recommend scheduling terminations for early in the day and early in the week.
997:
Offer a concise explanation of post-termination compensation and available services (e.g., continued benefits, severance pay, job placement assistance).
1505:
1648:
1598:
International Labour Organization (ILO), Recommendation Concerning Termination of Employment at the Initiative of the Employer, 22 June 1982, R166.
481:
Reforms: between 2013 and 2017, 13 countries reformed rules of retraining, reassignment and priority. Most countries have liberalized some rules.
85:
is an employee's departure from a job and the end of an employee's duration with an employer. Termination may be voluntary on the employee's part (
862:
The most generous notice period is in Sweden (33 weeks), the Gambia and Luxembourg (26 weeks) for an employee with at least ten years of tenure.
855:
Advance notice of future layoffs facilitates workers' job search. There are many exciting versions of the regulation of notice periods worldwide.
1138:
1119:
department, of including a discharge notice in an employee's pay envelope to notify the worker of their involuntary termination of employment or
1582:
948:
Consider alternatives (e.g., performance improvement plans, gradual disciplinary measures, final chance arrangements, voluntary resignations).
1479:
2131:
3526:
3504:
2113:
1340:
474:
in Botswana, Gambia, Kenya, Malta, Mexico, Nigeria, Panama, and Sierra Leone, employees with less seniority will be terminated first.
161:
One type of layoff is the aggressive layoff; in such a situation, the employee is laid off but not replaced as the job is eliminated.
4430:
2665:
4274:
3836:
2956:
4455:
1075:
may be used, such as being unfairly hostile to the employee and punishing them for things other employees deliberately overlook.
870:
same in Madagascar, the notice period varies for laborers as it also depends on the length of employment and occupational group.
2092:
1019:). But there are also times when a termination date is agreed upon before the employment starts (as in an employment contract).
204:
However, "layoff" may be specifically addressed and defined differently in the contract articles in the case of unionised work.
4326:
3772:
3100:
3095:
3090:
3085:
3080:
3070:
2427:
2674:
1454:
2468:
1941:
1627:
1374:
2505:
4331:
3224:
2706:
1797:"The Winding Road from Employee to Complainant: Situational and Psychological Determinants of Wrongful-Termination Claims"
4609:
1710:
1274: Non-reimbursed expenses or allowance from employee’s work travel or working overtime before end of employment.
4568:
3743:
3531:
3499:
2049:
1911:
1437:
1416:
1247: Wages and salary for all the hours worked since the last pay until the last working day of employment.
2202:
Arnold, John D.; Van Iddekinge, Chad H.; Campion, Michael C.; Bauer, Talya N.; Campion, Michael A. (November 2021).
1078:
Often, these tactics are done so the employer will not have to fill out termination papers in jurisdictions without
4553:
190:
1102:
4563:
3643:
1395:
4573:
4336:
3708:
3660:
2931:
2879:
46:
2371:"How Likely are Employers to Rehire Older Workers After Mandatory Retirement? A Vignette Study Among Managers"
4424:
4316:
3728:
3281:
1583:
https://documents1.worldbank.org/curated/en/221471546254761057/pdf/Labor-Regulations-Throughout-the-World.pdf
1501:
4505:
3678:
2734:
2204:"Welcome Back? Job Performance and Turnover of Boomerang Employees Compared to Internal and External Hires"
934:
There are four effective and efficient steps for terminating employee in a safe, legal, and humane manner:
4490:
3703:
2340:"Gone Today but here Tomorrow: Extending the Unfolding Model of Turnover to Consider Boomerang Employees"
4419:
4301:
3777:
3234:
2926:
2834:
1072:
2527:
2297:
918:
employees, claiming they had left illegally. Some were rehired, while others sought legal assistance.
4583:
4578:
4399:
3984:
3863:
1116:
37:
235:
Reforms of notification and approval procedures happened in five countries to make them more rigid:
4588:
4558:
4249:
4051:
3810:
3767:
3733:
3239:
3229:
2911:
2699:
42:
1475:
1000:
Retrieve company assets (e.g., keys, laptops, corporate credit cards) from the departing employee.
954:
Contemplate the possibility of extending a severance package in return for a release of liability.
4515:
4394:
4296:
4234:
4046:
3673:
3560:
3494:
3412:
1071:(or relegated to a menial task), or assigned to work in uncomfortable conditions. Other forms of
2127:
4369:
4321:
4291:
4128:
4096:
4086:
3903:
3888:
3868:
3750:
3521:
3516:
2796:
2506:"Canterbury Employer's Chamber of Commerce (2021), A-Z of Employing: Termination of Employment"
1090:
1082:. In addition, with a few exceptions, employees who voluntarily leave generally cannot collect
989:
Demonstrate comfort with emotional expressions but avoid excessive responses and using clichés.
110:
90:
2177:"Employment, Professional Perspective - California's Prohibition Against No-Rehire Provisions"
965:
Coordinate with the IT department to deactivate network access at the time of the termination.
4311:
4306:
4244:
4189:
4138:
3760:
3296:
3269:
2941:
2869:
2250:
1999:
1851:
1795:
Lind, E. Allan; Greenberg, Jerald; Scott, Kimberly S.; Welchans, Thomas D. (September 2000).
1345:
1335:
1150:
1083:
4379:
4155:
4108:
3928:
3923:
3698:
3693:
3668:
3608:
3452:
3389:
3259:
3174:
3012:
2369:
Oude Mulders, Jaap; van Dalen, Hendrik P.; Henkens, Kène; Schippers, Joop (December 2014).
2203:
1350:
1325:
1059:
The employee may be moved to a different geographical location, assigned to an undesirable
1033:
185:
968:
Prepare a meeting place by booking a room that private and separated from other employees.
8:
4284:
4279:
4217:
4165:
3883:
3851:
3841:
3723:
3713:
3249:
3244:
3065:
3045:
2966:
2886:
2864:
2844:
2692:
2339:
1161:
2559:
1682:
101:
and refusal or failure to contact previous employers are often regarded as "red flags".
4384:
4348:
4212:
4101:
4081:
3954:
3918:
3805:
3787:
3718:
3359:
3219:
3199:
3154:
3055:
3040:
2408:
2278:
2231:
2054:
2027:
1975:
1958:
1879:
1832:
1824:
1132:
1079:
198:
165:
71:
4495:
4475:
4207:
4172:
4004:
3898:
3878:
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3650:
3585:
3264:
3214:
3189:
3149:
3144:
3075:
2921:
2464:
2435:
2412:
2400:
2370:
2338:
Shipp, Abbie J.; Furst-Holloway, Stacie; Harris, T. Brad; Rosen, Benson (June 2014).
2317:
2282:
2270:
2235:
2223:
2107:
2088:
2031:
2019:
1980:
1937:
1907:
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1871:
1836:
1816:
1777:
1765:
1623:
1433:
1412:
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form, with each copy on a different color of paper, one of which is typically pink.
951:
Subject the decision to scrutiny by higher-level management and/or HR professionals.
4465:
4254:
4222:
4182:
4177:
3974:
3964:
3782:
3613:
3570:
3543:
3538:
3397:
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3132:
2936:
2874:
2854:
2839:
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2390:
2382:
2351:
2309:
2262:
2215:
2157:
2011:
1970:
1863:
1808:
1531:
1450:
1796:
1530:
World Bank (2017). Doing Business 2018: Reforming to Create Jobs. Washington, DC.
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4269:
4239:
4227:
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3989:
3856:
3194:
2961:
2764:
2739:
2729:
2678:
2298:"Employee recruitment: Current knowledge and important areas for future research"
1931:
1617:
2251:"Research on Employee Recruitment: So Many Studies, So Many Remaining Questions"
1740:
1599:
1547:
4510:
4259:
4160:
4113:
3815:
3628:
3623:
3618:
3474:
3407:
3164:
3122:
2806:
2774:
2313:
2266:
2015:
1867:
1157:
123:
2386:
1741:"Refworld | 2010 Annual Survey of violations of trade union rights - Tanzania"
1535:
1286: Any other allowances, bonuses that stated in the employment agreement.
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4485:
4404:
4389:
4374:
4145:
4123:
4029:
3913:
3846:
3820:
3755:
3598:
3555:
3550:
3402:
3286:
3184:
2906:
2759:
2744:
2607:"Employment New Zealand (2019), Holiday Act guidance tools – Termination Pay"
2439:
2404:
2321:
2274:
2227:
2219:
2023:
1875:
1820:
1781:
1112:
1064:
901:
relationships, which may include provisions about dismissal and termination.
874:
applied if the worker is over 50 years old, and one month for 55 years old.
169:
119:
2161:
4520:
4500:
4480:
4470:
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4034:
4014:
3999:
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3959:
3738:
3593:
3575:
3511:
3489:
3447:
3437:
3339:
3329:
3301:
3032:
3022:
2849:
2789:
1984:
194:
156:
is usually not strictly related to personal performance but instead due to
66:
24:
4133:
4056:
4024:
3484:
3432:
3050:
3007:
2982:
2951:
2946:
2901:
2826:
2816:
2801:
2754:
1258:
payments for annual holidays, public holidays, and alternative holidays).
1195:
1130:
for the termination of employment in general. According to an article in
86:
70:
An early 20th-century illustration of a university faculty member being "
2154:
Turning Over Employee Turnover: A Review on Employee Alumni and Rehiring
140:
A less severe form of involuntary termination is often referred to as a
4343:
4150:
4063:
4041:
4009:
3908:
3893:
3873:
3638:
3603:
3565:
3479:
3442:
3379:
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3334:
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3276:
3254:
3179:
3017:
2997:
2916:
2784:
2779:
2749:
2715:
2672:
Chartered Institute of Personnel and Development resources on dismissal
2428:"Off-Ramps and On-Ramps: Keeping Talented Women on the Road to Success"
2395:
2355:
1828:
1581:
WorldBank (2018). Labor Regulations throughout the World: An Overview.
1330:
1146:
1060:
1027:
1003:
Maintain discretion regarding the specifics of the termination meeting.
942:
immediate account of the termination's grounds for potential legal use.
207:
2000:"Expert Advice on Employment Termination Practices: How Expert is It?"
1852:"Expert Advice on Employment Termination Practices: How Expert is It?"
16:
End of an existing relationship between an employee and their employer
4530:
4450:
4264:
3949:
3308:
3209:
3169:
3139:
3060:
2896:
2859:
2368:
1165:
1026:
The end of an employment contract for a specified period (such as an
2304:. Critical Issues in Human Resource Management Theory and Research.
1812:
1101:
For the same term as used for automobile certificates of title, see
4364:
3427:
3417:
3349:
3344:
3313:
3159:
3114:
2992:
2987:
2891:
2769:
1127:
1068:
89:), or it may be at the hands of the employer, often in the form of
1770:
International Journal of Emerging Trends in Science and Technology
925:
3994:
3944:
3683:
3633:
3422:
3127:
2811:
1169:
1040:
1037:
922:
a hundred workers were reemployed at different production sites.
157:
126:
the terms "getting the sack" or "getting sacked" are also used.
4118:
3466:
3110:
2660:
2201:
1253: Any leave entitlements owed to employee, including:
1120:
141:
135:
94:
2337:
912:
3979:
2684:
2590:
Leave and Holidays: A guide for employees’ legal entitlements
1959:"The Eight Steps to an Effective Employee Termination Policy"
1711:"C158 - Termination of Employment Convention, 1982 (No. 158)"
452:
4019:
3462:
1904:
How to fire an employee: The Right Way to Terminate Someone
1196:
Final pay after Termination - Practices in New Zealand
1022:
Some types of termination by the mutual agreement include:
1794:
3002:
2641:
Ministry of Business, Innovation, and Employment (2003),
2623:
Ministry of Business, Innovation, and Employment (2000),
2560:"What Is Severance Pay? Definition and Why It's Offered"
501:
Retraining or reassignment obligation before redundancy
489:
Retraining or reassignment obligation before redundancy
263:
Third-party notification if nine workers are dismissed?
251:
Third-party notification if nine workers are dismissed?
2153:
122:
are "getting fired" or "getting canned" whereas in the
3689:
List of countries by rate of fatal workplace accidents
2426:
Hewlett, Sylvia Ann; Luce, Carolyn Buck (2005-03-01).
1502:"Ford will cut 25,000 to 30,000 jobs, close 14 plants"
1230:
protect both parties from potential legal disputes.
959:
Preparing the termination meeting or exit interview:
266:
Third- party approval if nine workers are dismissed?
257:
Third-party notification if one worker is dismissed?
254:
Third- party approval if nine workers are dismissed?
245:
Third-party notification if one worker is dismissed?
1998:
Karl, Katherine A.; Hancock, Barry W. (March 1999).
1901:
1850:
Karl, Katherine A.; Hancock, Barry W. (March 1999).
1015:
termination agreement to soften the firing (as in a
209:
Terminating Employees for Economic - Related Reasons
1476:"Bill Clinton for President 1992 Campaign Brochure"
881:
1142:have dated the term to at least as early as 1910.
1009:
909:constitute binding laws for individual countries.
260:Third- party approval if one worker is dismissed?
248:Third- party approval if one worker is dismissed?
1902:Kruse & Millette, Kevin E & T. E (2017).
4601:
1766:"UNFAIR TERMINATION OF EMPLOYMENT AT WORKPLACES"
1739:Refugees, United Nations High Commissioner for.
976:Keep the meeting duration in 15 minutes or less.
895:
2151:
1175:
926:Terminating in a safe, legal, and humane manner
74:", slang for a form of involuntary termination
2700:
2249:Breaugh, James A.; Starke, Mary (June 2000).
2248:
1600:https://www.refworld.org/docid/5c77a3c77.html
1548:https://www.refworld.org/docid/5c6fc0e74.html
1451:"attrition - Definitions from Dictionary.com"
1233:
1043:, face mandatory retirement at a certain age.
2050:""Among Those Let Go, the Pink Slip Itself""
1103:Motor vehicle registration § California
2425:
1997:
1849:
913:The example of unfair termination: Tanzania
2707:
2693:
1933:Employment Law for Human Resource Practice
1363:
1341:Termination of Employment Convention, 1982
1224:
1093:, which is illegal in some jurisdictions.
218:
4431:Comprehensive Employment and Training Act
2394:
1974:
1619:Industrial Relations: Theory and Practice
453:Retraining and/or reassignment obligation
4275:Job losses caused by the Great Recession
2957:Simultaneous recruiting of new graduates
2458:
2152:Salehudin; Satrya, Aryana (2018-05-31).
1499:
1290:Final pay package may or may not include
1050:
65:
4456:Credentialism and educational inflation
2295:
1956:
1763:
1615:
1577:
1575:
1036:. Some occupations, such as commercial
4602:
4327:List of countries by unemployment rate
2636:
2634:
2601:
2599:
2583:
2581:
2579:
2554:
2552:
2550:
2548:
2500:
2112:: CS1 maint: archived copy as title (
2043:
2041:
1594:
1592:
1590:
1573:
1571:
1569:
1567:
1565:
1563:
1561:
1559:
1557:
1555:
1409:The Oxford dictionary of modern slang.
2688:
2522:
2520:
2518:
2498:
2496:
2494:
2492:
2490:
2488:
2486:
2484:
2482:
2480:
2333:
2331:
2047:
1929:
1925:
1923:
1897:
1895:
1893:
1734:
1732:
1705:
1703:
1677:
1675:
1673:
1643:
1641:
1639:
1611:
1609:
1607:
1526:
1524:
1522:
1164:, the equivalent of a pink slip is a
3225:Practice-based professional learning
2528:"Your last pay when you leave a job"
1764:Madinda, Alexander S. (2014-07-26).
1738:
18:
3773:Workers' right to access the toilet
2631:
2596:
2576:
2545:
2128:"Unemployment in Belgium - Belgium"
2038:
1649:"Employment Protection Legislation"
1587:
1552:
886:
13:
2515:
2477:
2328:
2074:"The Argot of Vaudeville Part I",
1920:
1890:
1729:
1700:
1670:
1636:
1604:
1519:
1430:A personal Kiwi-Yankee dictionary.
1407:Ayto, J., and Simpson, J. (1992).
1145:The phrase may have originated in
14:
4621:
2653:
1715:International Labour Organization
1656:International Labour Organization
1622:. Financial Times Prentice Hall.
1411:Oxford: Oxford University Press.
1208:
1172:the equivalent is known as a C4.
938:Pre-termination decision-making:
461:
4544:
4543:
3837:Corporate collapses and scandals
2659:
2302:Human Resource Management Review
2296:Breaugh, James A. (2008-09-01).
2174:
2048:Prial, Frank J. (18 June 1991).
1801:Administrative Science Quarterly
1371:"10 Reasons Employees Get Fired"
1200:
882:Unfair Termination of Employment
850:
510:Priority rules for reemployment
504:Priority rules for redundancies
498:Priority rules for reemployment
492:Priority rules for redundancies
191:United States Federal Government
23:
2616:
2588:Employment New Zealand (2019),
2452:
2419:
2362:
2289:
2242:
2195:
2168:
2145:
2134:from the original on 2018-03-10
2120:
2095:from the original on 2016-01-17
2081:
2068:
1991:
1950:
1843:
1788:
1757:
1508:from the original on 2012-04-21
1482:from the original on 2014-02-27
1457:from the original on 2013-12-03
1432:Dunedin, NZ: John McIndoe Ltd.
1377:from the original on 2013-08-18
1010:Termination by mutual agreement
4337:Employment-to-population ratio
3709:Occupational health psychology
2714:
1930:Walsh, David J. (2018-10-03).
1540:
1500:Woodyard, Chris (2006-01-25).
1493:
1478:. 4president.org. 2007-09-22.
1468:
1443:
1422:
1401:
1388:
1:
4425:Works Progress Administration
4317:Unemployment Convention, 1919
3729:Personal protective equipment
3282:Occupational Outlook Handbook
1356:
1160:and, until 1 January 2019 in
1126:The "pink slip" has become a
896:The Law of Unfair Termination
197:during the 1990s, and by the
4506:Psychopathy in the workplace
3679:Human factors and ergonomics
2625:Employment Relation Act 2000
1683:"Employment Rights Act 1996"
1453:. Dictionary.reference.com.
1176:Rehire following termination
1096:
104:
7:
4491:Narcissism in the workplace
3704:Occupational exposure limit
2078:, December 16, 1917, p. X7.
2004:Public Personnel Management
1856:Public Personnel Management
1398:, accessed 17 February 2021
1319:
1308:legal disputes and claims.
1089:Such tactics may amount to
36:to comply with Knowledge's
10:
4626:
4420:Civil Works Administration
4302:Technological unemployment
3778:Workplace health promotion
3235:Professional certification
2932:Personality–job fit theory
2314:10.1016/j.hrmr.2008.07.003
2267:10.1177/014920630002600303
2016:10.1177/009102609902800105
1868:10.1177/009102609902800105
1428:Leland, L.S., jr. (1980).
1234:4. Components of Final pay
1100:
133:
108:
4610:Termination of employment
4539:
4438:
4400:Guaranteed minimum income
4357:
4198:
4072:
3985:Organizational commitment
3937:
3829:
3796:
3659:
3584:
3461:
3388:
3322:
3109:
3031:
2975:
2825:
2722:
2459:Isaacson, Walter (2011).
2387:10.1007/s10645-014-9234-8
1616:Salamon, Michael (2000).
1536:10.1596/978-1-4648-1146-3
1063:, given too few hours if
521:
516:
277:
272:
179:Some companies resort to
129:
79:Termination of employment
4569:Aspects of organizations
4250:Involuntary unemployment
3811:Equal pay for equal work
3734:Repetitive strain injury
3240:Professional development
3230:Professional association
2912:Letter of recommendation
2666:Termination (employment)
2645:. New Zealand Government
2627:, New Zealand Government
2592:, New Zealand Government
2463:. Simon & Schuster.
2220:10.1177/0149206320936335
1957:Pearson, Lowell (2010).
994:Finalizing the process:
973:Conducting the meeting:
83:separation of employment
49:may contain suggestions.
34:may need to be rewritten
4554:Aspects of corporations
4516:Slow movement (culture)
4395:Employer of last resort
4297:Structural unemployment
4235:Frictional unemployment
3674:Epilepsy and employment
3561:Performance-related pay
3495:National average salary
3413:996 working hour system
2432:Harvard Business Review
1396:Get/be given your cards
1225:3. Purpose of Final pay
1139:Random House Dictionary
219:Procedural requirements
164:In an economy based on
152:in British English). A
4564:Aspects of occupations
4370:Unemployment insurance
4322:Unemployment extension
4292:Reserve army of labour
4097:Constructive dismissal
3904:Sleeping while on duty
3869:Exploitation of labour
3751:Sick building syndrome
2927:Person–environment fit
2797:Independent contractor
2532:New Zealand Government
1394:Macmillan Dictionary,
1091:constructive dismissal
168:, such as that of the
111:Dismissal (employment)
75:
4574:Aspects of workplaces
4312:Unemployment benefits
4307:Types of unemployment
4245:Graduate unemployment
4139:Letter of resignation
3768:Workers' compensation
3761:Occupational fatality
3270:Vocational university
2870:Employment counsellor
2255:Journal of Management
2208:Journal of Management
2162:10.31235/osf.io/xc3wp
1346:Turnover (employment)
1336:Letter of resignation
1136:, the editors of the
1084:unemployment benefits
1051:Changes of conditions
69:
4380:Job creation program
4156:Mandatory retirement
4109:Employee offboarding
3929:Workplace incivility
3924:Workplace harassment
3699:Occupational disease
3694:Occupational burnout
3609:Disability insurance
3453:Workweek and weekend
3260:Vocational education
3175:Continuing education
3013:Permanent employment
2668:at Wikimedia Commons
2344:Personnel Psychology
2181:www.bloomberglaw.com
2156:(Report). SocArXiv.
1936:. Cengage Learning.
1351:Wrongful termination
1326:Employee offboarding
1034:Mandatory retirement
823:Trinidad and Tobago
224:termination period)
186:voluntary redundancy
150:being made redundant
4285:Recession-proof job
4280:Lists of recessions
4218:Economic depression
4166:Retirement planning
4047:Work–life interface
3884:Employee monitoring
3852:Corporate behaviour
3842:Accounting scandals
3724:Occupational stress
3714:Occupational injury
3250:Reflective practice
3245:Professional school
2967:Work-at-home scheme
2887:Induction programme
2865:Employment contract
2845:Business networking
239:
4548:See also templates
4385:Job creation index
4349:Youth unemployment
4213:Discouraged worker
4102:Wrongful dismissal
4082:At-will employment
3955:Civil conscription
3919:Workplace bullying
3806:Affirmative action
3788:Workplace wellness
3719:Occupational noise
3360:Long service leave
3220:Overspecialization
3200:Induction training
3155:Career development
2677:2011-02-16 at the
2356:10.1111/peps.12039
2076:The New York Times
2055:The New York Times
1687:Legislation.gov.uk
1373:. BeingFired.com.
1133:The New York Times
1080:at-will employment
1046:Forced resignation
1017:forced resignation
238:
199:Ford Motor Company
166:at-will employment
76:
4597:
4596:
4496:Post-work society
4476:Kiss up kick down
4208:Barriers to entry
4173:Severance package
4005:Human trafficking
3899:Sexual harassment
3879:Employee handbook
3798:Equal opportunity
3661:Safety and health
3651:Take-home vehicle
3265:Vocational school
3215:Lifelong learning
3190:Further education
3150:Career counseling
3145:Career assessment
2922:Overqualification
2664:Media related to
2470:978-1-4516 4853-9
1963:Missouri Medicine
1943:978-1-337-67068-5
1629:978-0-273-64646-4
845:
844:
447:
446:
64:
63:
38:quality standards
4617:
4584:Critique of work
4579:Corporate titles
4547:
4546:
4466:Evil corporation
4332:Employment rates
4255:Jobless recovery
4223:Great Depression
4183:Golden parachute
4178:Golden handshake
3975:Job satisfaction
3965:Critique of work
3783:Workplace phobia
3614:Health insurance
3571:Wage compression
3539:Progressive wage
3398:35-hour workweek
3365:No call, no show
3355:Leave of absence
3205:Knowledge worker
3133:Master craftsman
2937:Personality hire
2875:Executive search
2855:Curriculum vitae
2840:Background check
2709:
2702:
2695:
2686:
2685:
2663:
2647:
2643:Holiday Act 2003
2638:
2629:
2620:
2614:
2613:
2611:
2603:
2594:
2585:
2574:
2573:
2571:
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2513:
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2510:
2502:
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2474:
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2359:
2335:
2326:
2325:
2293:
2287:
2286:
2246:
2240:
2239:
2214:(8): 2198–2225.
2199:
2193:
2192:
2190:
2188:
2172:
2166:
2165:
2149:
2143:
2142:
2140:
2139:
2124:
2118:
2117:
2111:
2103:
2101:
2100:
2085:
2079:
2072:
2066:
2065:
2063:
2062:
2045:
2036:
2035:
1995:
1989:
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1978:
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1528:
1517:
1516:
1514:
1513:
1504:. Usatoday.Com.
1497:
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1441:
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1392:
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1385:
1383:
1382:
1367:
980:reconsideration.
887:General overview
484:
483:
240:
237:
193:under President
59:
56:
50:
27:
19:
4625:
4624:
4620:
4619:
4618:
4616:
4615:
4614:
4600:
4599:
4598:
4593:
4589:Organized labor
4559:Aspects of jobs
4535:
4526:Toxic workplace
4461:Emotional labor
4434:
4358:Public programs
4353:
4270:Great Recession
4240:Full employment
4228:Long Depression
4194:
4092:Banishment room
4068:
3990:Refusal of work
3933:
3857:Corporate crime
3825:
3792:
3655:
3580:
3457:
3384:
3318:
3195:Graduate school
3105:
3027:
2971:
2962:Underemployment
2821:
2765:Self-employment
2740:Contingent work
2730:Academic tenure
2723:Classifications
2718:
2713:
2679:Wayback Machine
2656:
2651:
2650:
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2632:
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2196:
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2173:
2169:
2150:
2146:
2137:
2135:
2126:
2125:
2121:
2105:
2104:
2098:
2096:
2089:"Archived copy"
2087:
2086:
2082:
2073:
2069:
2060:
2058:
2046:
2039:
1996:
1992:
1955:
1951:
1944:
1928:
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1891:
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1813:10.2307/2667109
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1211:
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1198:
1178:
1117:human resources
1115:practice, by a
1106:
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4511:Sunday scaries
4508:
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4309:
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4299:
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4277:
4272:
4262:
4260:Phillips curve
4257:
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4232:
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4187:
4186:
4185:
4180:
4170:
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4168:
4163:
4161:Retirement age
4158:
4148:
4143:
4142:
4141:
4131:
4126:
4121:
4116:
4114:Exit interview
4111:
4106:
4105:
4104:
4099:
4094:
4084:
4078:
4076:
4070:
4069:
4067:
4066:
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4017:
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3916:
3911:
3906:
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3896:
3891:
3886:
3881:
3876:
3871:
3866:
3864:Discrimination
3861:
3860:
3859:
3854:
3849:
3844:
3833:
3831:
3827:
3826:
3824:
3823:
3818:
3816:Gender pay gap
3813:
3808:
3802:
3800:
3794:
3793:
3791:
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3785:
3780:
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3770:
3765:
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3711:
3706:
3701:
3696:
3691:
3686:
3681:
3676:
3671:
3665:
3663:
3657:
3656:
3654:
3653:
3648:
3647:
3646:
3636:
3631:
3629:Parental leave
3626:
3624:Marriage leave
3621:
3619:Life insurance
3616:
3611:
3606:
3601:
3596:
3590:
3588:
3582:
3581:
3579:
3578:
3573:
3568:
3563:
3558:
3553:
3548:
3547:
3546:
3536:
3535:
3534:
3529:
3524:
3519:
3509:
3508:
3507:
3502:
3492:
3487:
3482:
3477:
3475:Income bracket
3471:
3469:
3459:
3458:
3456:
3455:
3450:
3445:
3440:
3435:
3430:
3425:
3420:
3415:
3410:
3408:Eight-hour day
3405:
3400:
3394:
3392:
3386:
3385:
3383:
3382:
3377:
3372:
3367:
3362:
3357:
3352:
3347:
3342:
3337:
3332:
3326:
3324:
3320:
3319:
3317:
3316:
3311:
3306:
3305:
3304:
3299:
3289:
3284:
3279:
3274:
3273:
3272:
3267:
3262:
3257:
3252:
3247:
3242:
3237:
3232:
3227:
3222:
3217:
3212:
3207:
3202:
3197:
3192:
3187:
3182:
3177:
3167:
3165:Creative class
3162:
3157:
3152:
3147:
3142:
3137:
3136:
3135:
3125:
3123:Apprenticeship
3119:
3117:
3107:
3106:
3104:
3103:
3098:
3093:
3091:Scarlet-collar
3088:
3083:
3078:
3073:
3068:
3063:
3058:
3053:
3048:
3043:
3037:
3035:
3029:
3028:
3026:
3025:
3020:
3015:
3010:
3005:
3000:
2995:
2990:
2985:
2979:
2977:
2973:
2972:
2970:
2969:
2964:
2959:
2954:
2949:
2944:
2939:
2934:
2929:
2924:
2919:
2914:
2909:
2904:
2899:
2894:
2889:
2884:
2883:
2882:
2872:
2867:
2862:
2857:
2852:
2847:
2842:
2837:
2831:
2829:
2823:
2822:
2820:
2819:
2814:
2809:
2807:Temporary work
2804:
2799:
2794:
2793:
2792:
2787:
2782:
2775:Skilled worker
2772:
2767:
2762:
2757:
2752:
2747:
2742:
2737:
2732:
2726:
2724:
2720:
2719:
2712:
2711:
2704:
2697:
2689:
2683:
2682:
2669:
2655:
2654:External links
2652:
2649:
2648:
2630:
2615:
2595:
2575:
2544:
2514:
2476:
2469:
2451:
2418:
2381:(4): 415–431.
2361:
2350:(2): 421–462.
2327:
2308:(3): 103–118.
2288:
2261:(3): 405–434.
2241:
2194:
2175:Owen, Erin A.
2167:
2144:
2119:
2080:
2067:
2037:
1990:
1969:(4): 240–242.
1949:
1942:
1919:
1912:
1889:
1842:
1807:(3): 557–590.
1787:
1756:
1728:
1699:
1669:
1635:
1628:
1603:
1586:
1551:
1539:
1518:
1492:
1467:
1442:
1421:
1400:
1387:
1361:
1360:
1358:
1355:
1354:
1353:
1348:
1343:
1338:
1333:
1328:
1321:
1318:
1269:
1268:
1265:
1260:
1259:
1235:
1232:
1226:
1223:
1210:
1209:2. When to pay
1207:
1202:
1199:
1197:
1194:
1177:
1174:
1111:refers to the
1098:
1095:
1052:
1049:
1048:
1047:
1044:
1031:
1011:
1008:
1007:
1006:
1005:
1004:
1001:
998:
992:
991:
990:
987:
984:
981:
977:
971:
970:
969:
966:
963:
957:
956:
955:
952:
949:
946:
943:
927:
924:
914:
911:
897:
894:
888:
885:
883:
880:
852:
849:
843:
842:
839:
836:
833:
830:
827:
824:
820:
819:
816:
813:
810:
807:
804:
801:
797:
796:
793:
790:
787:
784:
781:
778:
774:
773:
770:
767:
764:
761:
758:
752:
748:
747:
744:
741:
738:
735:
732:
729:
725:
724:
721:
715:
712:
709:
706:
703:
699:
698:
695:
692:
689:
686:
683:
680:
676:
675:
672:
666:
663:
660:
657:
654:
650:
649:
646:
643:
640:
637:
634:
631:
627:
626:
623:
620:
617:
614:
611:
608:
604:
603:
597:
591:
588:
585:
582:
579:
575:
574:
571:
565:
562:
559:
556:
553:
549:
548:
545:
542:
539:
536:
533:
530:
526:
525:
520:
515:
512:
511:
508:
502:
499:
496:
490:
487:
463:
462:Priority rules
460:
454:
451:
445:
444:
441:
438:
432:
426:
420:
417:
411:
408:
404:
403:
400:
397:
391:
385:
382:
379:
376:
373:
369:
368:
365:
362:
359:
356:
353:
350:
347:
344:
340:
339:
336:
333:
330:
327:
324:
321:
318:
315:
311:
310:
307:
304:
301:
298:
295:
292:
289:
286:
282:
281:
276:
271:
268:
267:
264:
261:
258:
255:
252:
249:
246:
243:
220:
217:
215:Oman do not.)
211:
208:
206:
134:Main article:
131:
128:
124:United Kingdom
109:Main article:
106:
103:
93:(firing) or a
72:given the boot
62:
61:
31:
29:
22:
15:
9:
6:
4:
3:
2:
4622:
4611:
4608:
4607:
4605:
4590:
4587:
4585:
4582:
4580:
4577:
4575:
4572:
4570:
4567:
4565:
4562:
4560:
4557:
4555:
4552:
4551:
4542:
4541:
4538:
4532:
4529:
4527:
4524:
4522:
4519:
4517:
4514:
4512:
4509:
4507:
4504:
4502:
4499:
4497:
4494:
4492:
4489:
4487:
4486:Make-work job
4484:
4482:
4479:
4477:
4474:
4472:
4469:
4467:
4464:
4462:
4459:
4457:
4454:
4452:
4449:
4447:
4444:
4443:
4441:
4437:
4433:
4432:
4426:
4423:
4421:
4418:
4416:
4413:
4411:
4408:
4406:
4405:Right to work
4403:
4401:
4398:
4396:
4393:
4391:
4390:Job guarantee
4388:
4386:
4383:
4381:
4378:
4376:
4375:Make-work job
4373:
4371:
4368:
4366:
4363:
4362:
4360:
4356:
4350:
4347:
4345:
4342:
4338:
4335:
4333:
4330:
4329:
4328:
4325:
4323:
4320:
4318:
4315:
4313:
4310:
4308:
4305:
4303:
4300:
4298:
4295:
4293:
4290:
4286:
4283:
4281:
4278:
4276:
4273:
4271:
4268:
4267:
4266:
4263:
4261:
4258:
4256:
4253:
4251:
4248:
4246:
4243:
4241:
4238:
4236:
4233:
4229:
4226:
4224:
4221:
4220:
4219:
4216:
4214:
4211:
4209:
4206:
4205:
4203:
4201:
4197:
4191:
4188:
4184:
4181:
4179:
4176:
4175:
4174:
4171:
4167:
4164:
4162:
4159:
4157:
4154:
4153:
4152:
4149:
4147:
4146:Restructuring
4144:
4140:
4137:
4136:
4135:
4132:
4130:
4127:
4125:
4124:Notice period
4122:
4120:
4117:
4115:
4112:
4110:
4107:
4103:
4100:
4098:
4095:
4093:
4090:
4089:
4088:
4085:
4083:
4080:
4079:
4077:
4075:
4071:
4065:
4062:
4058:
4055:
4053:
4050:
4049:
4048:
4045:
4043:
4040:
4036:
4033:
4031:
4030:Unfree labour
4028:
4026:
4023:
4021:
4018:
4016:
4013:
4011:
4008:
4006:
4003:
4001:
4000:Bonded labour
3998:
3997:
3996:
3993:
3991:
3988:
3986:
3983:
3981:
3978:
3976:
3973:
3971:
3968:
3966:
3963:
3961:
3958:
3956:
3953:
3951:
3948:
3946:
3943:
3942:
3940:
3936:
3930:
3927:
3925:
3922:
3920:
3917:
3915:
3914:Whistleblower
3912:
3910:
3907:
3905:
3902:
3900:
3897:
3895:
3892:
3890:
3887:
3885:
3882:
3880:
3877:
3875:
3872:
3870:
3867:
3865:
3862:
3858:
3855:
3853:
3850:
3848:
3847:Control fraud
3845:
3843:
3840:
3839:
3838:
3835:
3834:
3832:
3828:
3822:
3821:Glass ceiling
3819:
3817:
3814:
3812:
3809:
3807:
3804:
3803:
3801:
3799:
3795:
3789:
3786:
3784:
3781:
3779:
3776:
3774:
3771:
3769:
3766:
3762:
3759:
3758:
3757:
3756:Work accident
3754:
3752:
3749:
3745:
3744:United States
3742:
3741:
3740:
3737:
3735:
3732:
3730:
3727:
3725:
3722:
3720:
3717:
3715:
3712:
3710:
3707:
3705:
3702:
3700:
3697:
3695:
3692:
3690:
3687:
3685:
3682:
3680:
3677:
3675:
3672:
3670:
3667:
3666:
3664:
3662:
3658:
3652:
3649:
3645:
3644:United States
3642:
3641:
3640:
3637:
3635:
3632:
3630:
3627:
3625:
3622:
3620:
3617:
3615:
3612:
3610:
3607:
3605:
3602:
3600:
3599:Casual Friday
3597:
3595:
3592:
3591:
3589:
3587:
3583:
3577:
3574:
3572:
3569:
3567:
3564:
3562:
3559:
3557:
3556:Paid time off
3554:
3552:
3551:Overtime rate
3549:
3545:
3542:
3541:
3540:
3537:
3533:
3532:United States
3530:
3528:
3525:
3523:
3520:
3518:
3515:
3514:
3513:
3510:
3506:
3503:
3501:
3498:
3497:
3496:
3493:
3491:
3488:
3486:
3483:
3481:
3478:
3476:
3473:
3472:
3470:
3468:
3464:
3460:
3454:
3451:
3449:
3446:
3444:
3441:
3439:
3436:
3434:
3431:
3429:
3426:
3424:
3421:
3419:
3416:
3414:
3411:
3409:
3406:
3404:
3403:Four-day week
3401:
3399:
3396:
3395:
3393:
3391:
3387:
3381:
3378:
3376:
3373:
3371:
3368:
3366:
3363:
3361:
3358:
3356:
3353:
3351:
3348:
3346:
3343:
3341:
3338:
3336:
3333:
3331:
3328:
3327:
3325:
3321:
3315:
3312:
3310:
3307:
3303:
3300:
3298:
3295:
3294:
3293:
3290:
3288:
3287:Practice firm
3285:
3283:
3280:
3278:
3275:
3271:
3268:
3266:
3263:
3261:
3258:
3256:
3253:
3251:
3248:
3246:
3243:
3241:
3238:
3236:
3233:
3231:
3228:
3226:
3223:
3221:
3218:
3216:
3213:
3211:
3208:
3206:
3203:
3201:
3198:
3196:
3193:
3191:
3188:
3186:
3185:Employability
3183:
3181:
3178:
3176:
3173:
3172:
3171:
3168:
3166:
3163:
3161:
3158:
3156:
3153:
3151:
3148:
3146:
3143:
3141:
3138:
3134:
3131:
3130:
3129:
3126:
3124:
3121:
3120:
3118:
3116:
3112:
3108:
3102:
3099:
3097:
3094:
3092:
3089:
3087:
3086:Orange-collar
3084:
3082:
3079:
3077:
3074:
3072:
3069:
3067:
3064:
3062:
3059:
3057:
3054:
3052:
3049:
3047:
3044:
3042:
3039:
3038:
3036:
3034:
3033:Working class
3030:
3024:
3021:
3019:
3016:
3014:
3011:
3009:
3006:
3004:
3001:
2999:
2996:
2994:
2991:
2989:
2986:
2984:
2981:
2980:
2978:
2974:
2968:
2965:
2963:
2960:
2958:
2955:
2953:
2950:
2948:
2945:
2943:
2940:
2938:
2935:
2933:
2930:
2928:
2925:
2923:
2920:
2918:
2915:
2913:
2910:
2908:
2907:Job interview
2905:
2903:
2900:
2898:
2895:
2893:
2890:
2888:
2885:
2881:
2878:
2877:
2876:
2873:
2871:
2868:
2866:
2863:
2861:
2858:
2856:
2853:
2851:
2848:
2846:
2843:
2841:
2838:
2836:
2833:
2832:
2830:
2828:
2824:
2818:
2815:
2813:
2810:
2808:
2805:
2803:
2800:
2798:
2795:
2791:
2788:
2786:
2783:
2781:
2778:
2777:
2776:
2773:
2771:
2768:
2766:
2763:
2761:
2760:Part-time job
2758:
2756:
2753:
2751:
2748:
2746:
2745:Full-time job
2743:
2741:
2738:
2736:
2733:
2731:
2728:
2727:
2725:
2721:
2717:
2710:
2705:
2703:
2698:
2696:
2691:
2690:
2687:
2680:
2676:
2673:
2670:
2667:
2662:
2658:
2657:
2646:
2644:
2637:
2635:
2628:
2626:
2619:
2608:
2602:
2600:
2593:
2591:
2584:
2582:
2580:
2565:
2561:
2555:
2553:
2551:
2549:
2533:
2529:
2523:
2521:
2519:
2507:
2501:
2499:
2497:
2495:
2493:
2491:
2489:
2487:
2485:
2483:
2481:
2472:
2466:
2462:
2455:
2441:
2437:
2433:
2429:
2422:
2414:
2410:
2406:
2402:
2397:
2392:
2388:
2384:
2380:
2376:
2372:
2365:
2357:
2353:
2349:
2345:
2341:
2334:
2332:
2323:
2319:
2315:
2311:
2307:
2303:
2299:
2292:
2284:
2280:
2276:
2272:
2268:
2264:
2260:
2256:
2252:
2245:
2237:
2233:
2229:
2225:
2221:
2217:
2213:
2209:
2205:
2198:
2182:
2178:
2171:
2163:
2159:
2155:
2148:
2133:
2129:
2123:
2115:
2109:
2094:
2090:
2084:
2077:
2071:
2057:
2056:
2051:
2044:
2042:
2033:
2029:
2025:
2021:
2017:
2013:
2009:
2005:
2001:
1994:
1986:
1982:
1977:
1972:
1968:
1964:
1960:
1953:
1945:
1939:
1935:
1934:
1926:
1924:
1915:
1913:9780999389904
1909:
1905:
1898:
1896:
1894:
1885:
1881:
1877:
1873:
1869:
1865:
1861:
1857:
1853:
1846:
1838:
1834:
1830:
1826:
1822:
1818:
1814:
1810:
1806:
1802:
1798:
1791:
1783:
1779:
1775:
1771:
1767:
1760:
1746:
1742:
1735:
1733:
1716:
1712:
1706:
1704:
1688:
1684:
1678:
1676:
1674:
1657:
1650:
1644:
1642:
1640:
1631:
1625:
1621:
1620:
1612:
1610:
1608:
1601:
1595:
1593:
1591:
1584:
1578:
1576:
1574:
1572:
1570:
1568:
1566:
1564:
1562:
1560:
1558:
1556:
1549:
1543:
1537:
1533:
1527:
1525:
1523:
1507:
1503:
1496:
1481:
1477:
1471:
1456:
1452:
1446:
1439:
1438:0-86868-001-X
1435:
1431:
1425:
1418:
1417:0-19-280007-8
1414:
1410:
1404:
1397:
1391:
1376:
1372:
1366:
1362:
1352:
1349:
1347:
1344:
1342:
1339:
1337:
1334:
1332:
1329:
1327:
1324:
1323:
1317:
1313:
1309:
1305:
1303:
1299:
1297:
1293:
1291:
1287:
1285:
1281:
1279:
1275:
1273:
1266:
1262:
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170:United States
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120:United States
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55:December 2013
48:
44:
39:
35:
32:This article
30:
26:
21:
20:
4521:Toxic leader
4501:Presenteeism
4481:Labor rights
4471:Going postal
4446:Bullshit job
4429:
4414:
4409:
4200:Unemployment
4073:
4052:Downshifting
4035:Wage slavery
4015:Penal labour
3970:Dead-end job
3960:Conscription
3739:Right to sit
3594:Annual leave
3576:Working poor
3512:Minimum wage
3490:Maximum wage
3448:Working time
3438:Six-hour day
3340:Career break
3302:Professional
3096:Black-collar
3066:White-collar
3046:Green-collar
3023:Volunteering
2860:Drug testing
2850:Cover letter
2790:Tradesperson
2642:
2640:
2624:
2622:
2618:
2589:
2587:
2567:. Retrieved
2564:Investopedia
2563:
2536:. Retrieved
2534:. 2023-06-02
2531:
2460:
2454:
2443:. Retrieved
2431:
2421:
2378:
2375:De Economist
2374:
2364:
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2207:
2197:
2185:. Retrieved
2180:
2170:
2147:
2136:. Retrieved
2122:
2097:. Retrieved
2083:
2075:
2070:
2059:. Retrieved
2053:
2010:(1): 51–62.
2007:
2003:
1993:
1966:
1962:
1952:
1932:
1903:
1862:(1): 51–62.
1859:
1855:
1845:
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1800:
1790:
1773:
1769:
1759:
1748:. Retrieved
1744:
1721:13 September
1719:. Retrieved
1714:
1692:13 September
1690:. Retrieved
1686:
1662:13 September
1660:. Retrieved
1655:
1618:
1542:
1510:. Retrieved
1495:
1484:. Retrieved
1470:
1459:. Retrieved
1445:
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1390:
1379:. Retrieved
1365:
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1073:manipulation
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529:The Bahamas
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195:Bill Clinton
184:
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163:
153:
149:
145:
139:
115:
114:
99:
82:
78:
77:
52:
43:You can help
33:
4410:Historical:
4134:Resignation
4074:Termination
4057:Slow living
4025:Truck wages
4010:Labour camp
3938:Willingness
3830:Infractions
3485:Living wage
3433:Remote work
3101:Gold-collar
3056:Pink-collar
3051:Grey-collar
3041:Blue-collar
3008:Labour hire
2983:Cooperative
2947:Recruitment
2902:Job hunting
2835:Application
2817:Wage labour
2802:Labour hire
2755:Job sharing
2396:1874/302009
2183:. Bloomberg
702:Montenegro
653:Kazakhstan
578:Cabo Verde
285:Azerbaijan
87:resignation
4344:Wage curve
4151:Retirement
4064:Workaholic
4042:Work ethic
3909:Wage theft
3894:Labour law
3889:Evaluation
3874:Dress code
3639:Sick leave
3604:Child care
3566:Salary cap
3480:Income tax
3443:Shift work
3380:Time clock
3375:Sick leave
3370:Sabbatical
3335:Break room
3323:Attendance
3292:Profession
3277:Mentorship
3255:Retraining
3180:E-learning
3076:New-collar
3071:Red-collar
3018:Supervisor
2998:Internship
2917:Onboarding
2785:Technician
2780:Journeyman
2750:Gig worker
2716:Employment
2569:2023-09-30
2538:2023-09-30
2461:Steve Jobs
2445:2023-09-18
2138:2018-03-09
2099:2017-12-29
2061:2008-10-22
1750:2023-09-18
1512:2013-11-29
1486:2013-11-29
1461:2013-11-29
1381:2013-11-29
1357:References
1331:Labour law
1151:triplicate
1147:vaudeville
1028:internship
800:Sri Lanka
679:Mauritius
407:Singapore
146:redundancy
4531:Workhouse
4451:Busy work
4265:Recession
4129:Pink slip
4087:Dismissal
3950:Careerism
3544:Singapore
3522:Hong Kong
3390:Schedules
3309:Tradesman
3210:Licensure
3170:Education
3140:Avocation
3081:No-collar
3061:Precariat
2942:Probation
2897:Job fraud
2681:in the UK
2440:0017-8012
2413:254472799
2405:0013-063X
2322:1053-4822
2283:145085617
2275:0149-2063
2236:225582410
2228:0149-2063
2032:143052561
2024:0091-0260
1906:. LEADx.
1884:143052561
1876:0091-0260
1837:143480071
1821:0001-8392
1782:2348-9480
1109:Pink slip
1097:Pink slip
1065:part-time
847:Source:
751:Portugal
728:Pakistan
630:Dominica
449:Source:
343:Kiribati
314:Barbados
201:in 2005.
181:attrition
116:Dismissal
105:Dismissal
91:dismissal
47:talk page
4604:Category
4439:See also
4365:Workfare
4190:Turnover
3586:Benefits
3467:salaries
3428:Overtime
3418:Flextime
3350:Gap year
3345:Furlough
3314:Vocation
3297:Operator
3160:Coaching
3115:training
2993:Employer
2988:Employee
2892:Job fair
2770:Side job
2675:Archived
2132:Archived
2108:cite web
2093:Archived
1985:20806833
1745:Refworld
1506:Archived
1480:Archived
1455:Archived
1440:; p. 16.
1419:; p. 24.
1375:Archived
1320:See also
1113:American
777:Romania
607:Croatia
552:Bahrain
372:Morocco
158:economic
4415:U.S.A.:
4020:Peonage
3995:Slavery
3945:Boreout
3684:Karoshi
3634:Pension
3423:On-call
3128:Artisan
2812:Laborer
1976:6188355
1829:2667109
1170:Belgium
1162:Ireland
1156:In the
1128:metonym
1069:demoted
1038:airline
4119:Layoff
3669:Crunch
3527:Europe
3517:Canada
3505:Europe
3111:Career
2952:Résumé
2827:Hiring
2735:Casual
2467:
2438:
2411:
2403:
2320:
2281:
2273:
2234:
2226:
2187:4 July
2030:
2022:
1983:
1973:
1940:
1910:
1882:
1874:
1835:
1827:
1819:
1780:
1717:. 1985
1658:. 2015
1626:
1436:
1415:
1121:layoff
1041:pilots
878:job.
154:layoff
144:(also
142:layoff
136:Layoff
130:Layoff
95:layoff
45:. The
3980:McJob
3500:World
3463:Wages
3330:Break
2976:Roles
2610:(PDF)
2509:(PDF)
2409:S2CID
2279:S2CID
2232:S2CID
2028:S2CID
1880:S2CID
1833:S2CID
1825:JSTOR
1776:(5).
1652:(PDF)
1168:; in
1061:shift
3465:and
3113:and
2880:list
2465:ISBN
2436:ISSN
2401:ISSN
2318:ISSN
2271:ISSN
2224:ISSN
2189:2024
2114:link
2020:ISSN
1981:PMID
1938:ISBN
1908:ISBN
1872:ISSN
1817:ISSN
1778:ISSN
1723:2023
1694:2023
1664:2023
1624:ISBN
1434:ISBN
1413:ISBN
838:Yes
815:Yes
795:Yes
792:Yes
789:Yes
786:Yes
783:Yes
772:Yes
769:Yes
766:Yes
754:Yes
746:Yes
743:Yes
740:Yes
737:Yes
734:Yes
723:Yes
717:Yes
714:Yes
705:Yes
685:Yes
665:Yes
645:Yes
639:Yes
625:Yes
622:Yes
619:Yes
616:Yes
613:Yes
599:Yes
593:Yes
590:Yes
584:Yes
558:Yes
538:Yes
523:2013
518:2017
419:Yes
402:Yes
399:Yes
384:Yes
381:Yes
378:Yes
375:Yes
367:Yes
364:Yes
361:Yes
358:Yes
352:Yes
346:Yes
323:Yes
294:Yes
288:Yes
279:2013
274:2017
3003:Job
2391:hdl
2383:doi
2379:162
2352:doi
2310:doi
2263:doi
2216:doi
2158:doi
2012:doi
1971:PMC
1967:107
1864:doi
1809:doi
1532:doi
1302:4.7
1296:4.6
1284:4.5
1278:4.4
1272:4.3
1251:4.2
1245:4.1
1166:P45
841:No
835:No
832:No
829:No
826:No
818:No
812:No
809:No
806:No
803:No
780:No
763:No
760:No
731:No
711:No
708:No
697:No
694:No
691:No
688:No
682:No
674:No
668:No
662:No
659:No
656:No
648:No
642:No
636:No
633:No
610:No
587:No
581:No
573:No
567:No
564:No
561:No
555:No
547:No
544:No
541:No
535:No
532:No
443:No
440:No
434:No
428:No
422:No
413:No
410:No
393:No
387:No
355:No
349:No
338:No
335:No
332:No
329:No
326:No
320:No
317:No
309:No
306:No
303:No
300:No
297:No
291:No
148:or
81:or
4606::
2633:^
2598:^
2578:^
2562:.
2547:^
2530:.
2517:^
2479:^
2434:.
2430:.
2407:.
2399:.
2389:.
2377:.
2373:.
2348:67
2346:.
2342:.
2330:^
2316:.
2306:18
2300:.
2277:.
2269:.
2259:26
2257:.
2253:.
2230:.
2222:.
2212:47
2210:.
2206:.
2179:.
2130:.
2110:}}
2106:{{
2091:.
2052:.
2040:^
2026:.
2018:.
2008:28
2006:.
2002:.
1979:.
1965:.
1961:.
1922:^
1892:^
1878:.
1870:.
1860:28
1858:.
1854:.
1831:.
1823:.
1815:.
1805:45
1803:.
1799:.
1772:.
1768:.
1743:.
1731:^
1713:.
1702:^
1685:.
1672:^
1654:.
1638:^
1606:^
1589:^
1554:^
1521:^
1292::
1241::
1158:UK
1123:.
1086:.
1067:,
2708:e
2701:t
2694:v
2612:.
2572:.
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2141:.
2116:)
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2034:.
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1916:.
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40:.
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