How to calculate the labor settlement?

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The labor settlement is an accounting operation that must necessarily be carried out every time there is a termination of labor relations with the company. In order for you to have a clearer understanding of this mechanism, it will be vital that you have a clear understanding of this concept in the labor market. Well, the settlement corresponds to the payment of the contractual benefits of the Federal Labor Law and is granted when the worker submits a voluntary resignation to his employer. It is an act in which an employee and an employer validate or approve the term of the relationship. work.

From this perspective, it is a performance that you must go through at least once in your life. To the point that you will need to know the money the company has to pay you. Herein lies simply the labor settlement. Beyond Work contract que tenga: fijo, temporal o cualquier otro tiempo permitido en la ley española vigente. Sea cual sea el caso, hay muchos otros aspectos que están vinculados a lo que es el asentamiento laboral. Hasta el punto de que no pueden separarse de este concepto en el mercado laboral.

One of these concepts is the one that refers to severance pay. Because it will be reflected by this accounting document. You cannot forget that the conciliation is a document that ends the existing employment relationship. between the worker and the employer. On the one hand, the latter is released from any obligation with respect to the former and pays him all the money owed to him for the work carried out at his workplace.

What is charged in the agreement?

Another unavoidable aspect that should be paid attention is the amount derived from this accounting procedure. Not in vain, the employer or employer must pay the staff the proportional part that corresponds to the extra payments. As well as arrears or payroll that they may owe you from previous months and the liquidation of vacations that have not been enjoyed so far. All at the same time and that it will go to your checking account within a period established by current labor regulations. This happens when you leave a company for any situation.

Por otra parte, no es de menor relevance how is it calculated the labor settlement. For you to better assimilate the concepts, nothing better than an example that shows what you must charge in these special cases. For a period of 160 days worked, you will be entitled to the following benefits:

1. Daily salary: 1,000 euros.
2. Holidays (13 days a year)
3. Vacation premium, which will correspond approximately to 30%.

Redundancy payment

It will be another of the most relevant effects of the cessation of professional activity. It will be the amount that they will have to pay you when you finish or stop working. Well, there will be many items that will be included in this work concept. First, the days worked each year. In the case of unfair dismissal, it will be up to 45 days a year until 2012, when the labour reform and that it reduced these terms to 33 days a year.

But any non-payment will also be included in other concepts: vacations, extraordinary payments. All these items together is what in summary will determine the money that the worker will have to take as a result of his years of work in the company. The greater the number of years worked, the more money will correspond to you for this concept. Whatever the case, it will stop very quickly. to your checking account por lo que puede apoyarse en esta cantidad hasta que encuentre un nuevo trabajo. No obstante, la indemnización por despido no tiene por qué estar vinculada a lo que verdaderamente es la indemnización, que es el tema que tratamos en este post.

Effects of severance pay

A settlement of these characteristics implies a series of actions that you must necessarily assess. Among other reasons because they will affect your relationships with the rights you have as a worker that you are. Not surprisingly, some of the following scenarios that we outline below occur.

• This document can be signed with certain conditions that can later be modified by either party.
• It may happen that the worker, in other words, yourself, can show your disagreement with some of the terms established in the contract. Some of the most common are those that refer to the amount you must charge or, on the contrary, to the contractual resolution itself.
• If the agreement was altered by the other party, and for any situation, it can be claim object or even a complaint from you. For which you will have a maximum period of eight to correctly channel this demand. In general, with positive results for your personal interests. Not in vain, it will deprive the conservation of your labor rights above other considerations.

What data is necessary?

For the preparation of a correct and optimal form of this document, it will be necessary to pay attention to a series of information about the work that you have developed so far. Because among other reasons, they will be the ones that determine in the end what is the amount that you are going to charge as a result of these calculations. Are you interested in knowing which are some of the most relevant? Well, pay a little attention because it will generate a great advantage for you from now on. It should not be surprising that you may undergo this procedure at some point in your professional life.

Years worked: it will be a more than relevant parameter for it is important that you know which is the settlement that will correspond to you. Being present with a work history of a few months is not the same as having been at your job for more than ten years. The difference between the two scenarios is more than significant.

Conditions of the contract: This is another of the variables that the employer or employer must pay attention to. With such relevant data, such as the type of contract you have formalized, the amount of extraordinary payments you have per year or any other circumstance that is expressed in the employment contract. Depending on all of them, you will have a different settlement and that can induce you to come out better or worse from this situation that can be present at any time.

How to formalize this document?

You can be advised by a professional to show what is the payment that corresponds to you as a cessation of work activity. However, you have other very practical channels which can be approximated to the amount that will be represented by these operations. Whatever the case, it will be absolutely necessary for you to know if the compensation is for unfair dismissal or on the contrary it is not. Especially since there are some very subtle differences that will lead to the amounts differing substantially in one case or another.

Sea cual sea el caso, es muy factible que no tenga ganas de calcular el asentamiento a mano. Pues no hay problemas de ningún tipo debido a que existen infinidad de sitios Web que te ayudarán calculate online settlement. Whatever the reason for the cessation of activities derived from professional activity. In other words, either due to voluntary withdrawal, termination of the contract or even as a result of an ERE that has occurred in your company. At least it will allow you to have an idea of where the amount of the settlement can go that the company where you are or have worked can go.

Amount that will correspond to you

For you to know the settlement that will correspond to you, nothing better than an example so that you have no doubts about this concept. To calculate the annual salary You must multiply the salary that you have signed in the employment contract. 1,500 * 12 = 18,000 euros and add the two extra payments 1,500 * 2 = 3,000 euros. It will be the basis on which this monetary endowment will be determined. As you have seen, it consists of an extremely simple mathematical operation to calculate. Even though it will also be necessary to analyze the rest of the variables that may be included in the contract signed between the company and the worker.

Another aspect that must be analyzed is to know if your dismissal is unfair or not. To this end, you should know that the legislation enables the employer terminate the employment relationship with its employees in certain situations, when, by way of example, there is ineptitude, maladjustment, lack of assistance, or for economic, technical, organizational, productive or force majeure reasons.

Not surprisingly, depending on the type of dismissal, the agreement varies substantially. To the point of generating very appreciable differences between both models in labor relations. This aspect is much more complex than the previous ones and you will have no choice but to seek the professional services of an expert in labor matters. So that the calculations are adjusted to your personal circumstances as a result of your departure from the company. Beyond other technical considerations and may even derive from the employment contract.