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65-540: The Huntington was founded in 1982 by Boston University under President John Silber and Vice President Gerald Gross, and was separately incorporated as an independent non-profit in 1986. Its two prior artistic leaders were Peter Altman (1982 – 2000) and Nicholas Martin (2000 – 2008). Michael Maso has led the Huntington's administrative and financial operations since 1982 as the Managing Director. In 2016, as

130-517: A recession . RIF – A generic reduction in force, of undetermined method. Often pronounced like the word riff rather than spelled out. Sometimes used as a verb, as in "the employees were pretty heavily riffed ". eRIF – Layoff notice by email. IRIF – Involuntary reduction in force – The employee(s) did not voluntarily choose to leave the company. This usually implies that the method of reduction involved either layoffs, firings, or both, but would not usually imply resignations or retirements. If

195-493: 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 termination period) 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);

260-507: A controversial mass layoff and resultant legislation in the late 1990s. When an employee has been laid off in Australia their employer has to give them redundancy pay, which is also known as severance pay. The only time that a redundancy payment doesn't have to be paid is if an employee is casual, working for a small business or has worked for a business for less than twelve months. The redundancy compensation payment for employees depends on

325-535: A definition in section 139 of the Employment Rights Act 1996 : see Redundancy in United Kingdom law . When an employer is faced with work of a particular type ceasing or diminishing at a particular location, it may be perceived as obfuscation . Firings imply misconduct or failure while layoffs imply economic forces beyond the employer's and employees' control, especially in the face of

390-711: A firm's moving production overseas may entitle one to increased re-training benefits. Some companies in the United States utilize Supplemental Unemployment Benefits. Since they were first introduced by organized labor and the Department of Labor in the early 1950s, and first issued in a Revenue Ruling by the IRS in 1956, SUB-Pay Plans have enabled employers to supplement the receipt of state unemployment insurance benefits for employees that experience an involuntary layoff. By establishing severance payments as SUB-Pay benefits,

455-504: A future Boston." Critics noted the importance of the series for keeping the Company relevant even while the theater was shuttered, noting "[t]he goal, it would seem, is twofold: on the one hand, by providing a venue to connect with remote audiences today, the series is keeping theater alive, for the present; at the same time, for those of us tuning in, closing our eyes, and connecting to these stories, we are encouraged to keep hope alive, for

520-411: A group of employees (collective layoff) for business reasons, such as personnel management or downsizing (reducing the size of) an organization. Originally, layoff referred exclusively to a temporary interruption in work, or employment but this has evolved to a permanent elimination of a position in both British and US English, requiring the addition of "temporary" to specify the original meaning of

585-487: A layoff occurs as a cost-cutting measure. A study of 391 downsizing announcements of the S&;P 100 firms for the period 1990-2006 found, that layoff announcements resulted in substantial increase in the companies’ stock prices, and that the gain was larger, when the company had prior layoffs. The authors suggested, that the stock price manipulation alone creates a sufficient motivation for publicly-traded corporations to adopt

650-410: A layoff or termination would otherwise be imminent, or by offering an attractive severance or early retirement package. Conversely, the company is not obliged to accept an employee's decision and may not accept every employee who volunteers for a VRIF. WFR – Work force reduction. Following the recession of 2007–2008 , the public sector has seen significantly smaller job growth in employment versus

715-432: A layoff, the effects can trickle into future employment and attitudes. Layoffs in the workplace often leave the former employee less inclined to trust future employers which can lead to behavioral conflicts among co-workers and management . Despite new employers not being responsible for a prior circumstances, job performance may still be affected by prior layoffs. Many companies work to make layoffs as minimally burdensome to

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780-432: A majority of a region (freight in the northeast for example) suffers and has to lay employees off, there will be mass unemployment in an economically rich area. This can have leave ripple effects nationwide. Unemployment is the biggest effect on the economy that can come from layoffs. In francophone Belgium, the term Procédure Renault has become a synonym for the consultation process leading to mass redundancies, due to

845-554: A new job. Some companies resort to attrition ( voluntary redundancy ) 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 United States Federal Government under President Bill Clinton during

910-421: A plant closing and mass layoff affecting 50 or more employees". Comprehensive Employment and Training Act Termination of employment Termination of employment or separation of employment 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 ( resignation ), or it may be at the hands of the employer, often in

975-471: A popular practice in the 1980s and early 1990s as it was seen as a way to deliver better shareholder value as it helps to reduce the costs of employers (downsizing, 2015). Research on downsizing in the US, UK, and Japan suggests that downsizing is being regarded by management as one of the preferred routes to help declining organizations, cutting unnecessary costs, and improve organizational performance. Usually

1040-415: A previous job. Jobseekers sometimes do not mention jobs from which they were fired on their resumes. Accordingly, unexplained gaps in employment, and refusal or failure to contact previous employers are often regarded as "red flags". Dismissal 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

1105-607: A result of Boston University's decision to sell the BU Theatre on Huntington Avenue, the Huntington Theatre Company and Boston University dissolved their relationship. The new owners of the BU Theatre Complex, QMG Huntington LLC, proposed the creation of a new condo tower, while also allowing the Huntington to lease the renovated theatre space for $ 1 per year for the next 99 years. Construction

1170-703: A traditionally protected group; their dismissal normally requires the consent of the higher union authority”. in Botswana, Gambia, Kenya, Malta, Mexico, Nigeria, Panama, and Sierra Leone, employees with less seniority will be terminated first. 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 valid for 6 months (in Croatia, Gambia,

1235-488: A well-defined termination policy and a direct and brief termination meeting to minimize undesired outcomes, such as departing employees 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

1300-435: Is applied if the worker is over 50 years old, and one month for 55 years old. 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 job. Unfair termination of employment refers to

1365-454: Is critical for rebuilding the workplace environment because employees look to their leaders for stability and predictability. No matter the position in an organization, employees will look for job security. Employees (or former employees in this case) can be affected in a couple of different ways. When an employee is laid off, his or her general trust in long-term work may decrease, reducing expectations upon rehire. After an employee withstands

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1430-419: 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 relationships, which may include provisions about dismissal and termination. For example, The Employment Rights Act 1996 (ERA 1996)

1495-465: 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 unfair termination, redundancy, employment contracts, and minimum notice periods, among other matters. These regulations and protections apply to individuals working in

1560-604: The United States are "getting fired" or "getting canned" whereas in the United Kingdom the terms "getting the sack" or "getting sacked" are also used. A less severe form of involuntary termination is often referred to as a layoff (also redundancy or being made redundant in British English). A layoff is usually not strictly related to personal performance but instead due to economic cycles or

1625-551: The private sector , and layoffs have been used to ensure sustainability. As the public sector declines, the demand for services from the private sector declines as well. Layoffs in the public sector have put limitations on the growth rate of the private sector, inevitably burdening the entire flow of markets. Risks of being laid off vary depending on the workplace and country a person is working in. Unemployment compensation in any country or workplace typically has two main factors. The first factor of unemployment compensation depends on

1690-417: The 'obsessive' pursuit of downsizing to the point of self-starvation marked by excessive cost-cutting, organ failure and extreme pathological fear of becoming inefficient. Hence 'trimming' and 'tightening belts' are the order of the day. Traditionally, layoffs directly affect the employee. However, the employee terminated is not alone in this. Layoffs affect the workplace environment and the economy as well as

1755-667: The 1990s, and by the Ford Motor Company in 2005. However, "layoff" may be specifically addressed and defined differently in the contract articles in the case of unionised work. 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 Oman do not.) ILO Termination of Employment Convention No. 158 requires if employers contemplate terminating

1820-755: The 360 seat Virginia Wimberly Theatre, the Nancy and Edward Roberts Studio Theatre, Carol G. Deane Hall, and Nicholas Martin Hall. The Huntington also operates BostonTheatreScene.com where tickets are sold for productions at the Boston University Theatre, the BCA Theatres on the Plaza, and Calderwood Pavilion at the BCA. The Huntington has transferred 16 productions to New York, including two in 2012:

1885-946: The Broadway premiere of Lydia R. Diamond's Stick Fly and the Roundabout Theatre Company production of Stephen Karam's Sons of the Prophet , named a 2012 Pulitzer Prize finalist. Eight of August Wilson 's plays were produced at the Huntington before going on to premiere in New York. The Huntington's relationship with Wilson began in 1986 with a production of Wilson's third play, Joe Turner's Come and Gone . The theater has also staged Wilson's 10-play Century Cycle in its entirety. The theater fosters new talent through its Huntington Playwriting Fellows program, Breaking Ground Festival, and Summer Workshop Program. Huntington productions of plays by Fellows include The Luck of

1950-583: 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 employees, claiming they had left illegally. Some were rehired, while others sought legal assistance. Another example of unfair termination in Tanzania involved

2015-559: The Chief Labor Administrator (Bhutan); the Labor Inspectorate (Chile); the 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). In 32/186 countries (17%), approval of termination from a third party is compulsory. For instance, approval from

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2080-543: 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). 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. For example,

2145-484: The Fair Work Commission for a redundancy payment reduction. A layoff is also known as a retrenchment in ( South African English ). In the UK, permanent termination due to elimination of a position is usually called redundancy . Certain countries (such as Belgium, Netherlands, Portugal, Spain, Italy, France and Germany), distinguish between leaving the company of one's own free will , in which case

2210-797: 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 (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

2275-650: The Irish by Kirsten Greenidge, Stick Fly by Lydia R. Diamond, The Atheist, Brendan, and The Second Girl by Ronan Noone, Psyched and “M” by Ryan Landry, The Cry of the Reed by Sinan Ünel, and A Guide for the Homesick by Ken Urban . The Huntington Theatre Company received the 2013 Tony Award for Best Regional Theatre. Layoffs A layoff or downsizing is the temporary suspension or permanent termination of employment of an employee or, more commonly,

2340-619: 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. Reforms: between 2013 and 2017, 13 countries reformed rules of retraining, reassignment and priority. Most countries have liberalized some rules. Source: Advance notice of future layoffs facilitates workers' job search. There are many exciting versions of

2405-552: 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 a hundred workers were reemployed at different production sites. An inadequately handled termination of employment can lead to legal conflicts or accusations of wrongful termination. Some experts suggest organizations should have

2470-434: The UK or to UK-based employers. 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 constitute binding laws for individual countries. In Tanzania, around 700 ex-mineworkers from

2535-601: The Wounds: Overcoming the Trauma of Layoffs and Revitalizing Downsized Organizations, in the post-layoff environment, there is a need for empathy, tangibility, self-knowledge, and relentlessly seeking customers among the surviving employees. The remaining employees may have feelings of survivors guilt . In order to diminish negative effects of layoffs, Wayne Cascio suggests alternative approaches to layoff and downsizing as "Responsible restructuring" approach. Optimism

2600-448: The company put their 2020–21 season on an indefinite hold. The Huntington projected losses due to the pandemic of $ 6.3 million. During the summer of 2020, the company furloughed 46 staff members, laid off 11 people, and eliminated positions. In July, 2020, the company launched a series of miniature audioplays, collectively known as " Dream Boston ," challenging local playwrights "to imagine favorite locations, landmarks, and their friends in

2665-516: The company's artistic leader, Peter DuBois, resigned after an inquiry prompted by staff complaints of layoffs , diversity issues, and salary transparency. In February 2022, Loretta Greco was named the company's new artistic director. In January 2023, the company announced that Michael Maso would step down as Managing Director in June 2023, after 41 years with the company. Due to the COVID-19 pandemic

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2730-401: 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). One type of layoff is the aggressive layoff ; in such a situation, the employee is laid off but not replaced as

2795-490: 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 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. There

2860-402: The distribution of unemployment benefits in a workplace outlined in an employee handbook . The second factor is the risk of inequality being conditioned upon the political regime type in the country an employee is working in. The amount of compensation will usually depend on what level the employee holds in the company. Packages may also vary if the employee is laid off, or voluntarily quits in

2925-474: The employee is fired rather than laid off, the term "with cause" may be appended to indicate that the separation was due to this employee's performance and/or behavior, rather than being financially motivated. VRIF – Voluntary reduction in force – The employee(s) did play a role in choosing to leave the company, most likely through resignation or retirement. In some instances, a company may exert pressure on an employee to make this choice, perhaps by implying that

2990-424: The employee. At times employers may layoff multiple people at once to soften the impact. Layoffs create lower job security overall, and an increased competitiveness for available and opening positions. Layoffs have generally two major effects on the economy and stockholders . The way layoffs affect the economy varies from the industry that is doing the layoffs and the size of the layoff. If an industry that employs

3055-430: The employee. Layoffs have a widespread effect and the three main components of layoff effects are in the workplace, to the employee, and effects to the economy. One framework to examine the effects on the macro level is PSB, which examines the stakeholders perspective in global downsizing. This framework examines the global perspective of positive and negative stakeholders behavior during downsizing. Layoffs have remained

3120-500: The face of a layoff (VRIF). The method of separation may have an effect on a former employee's ability to collect whatever form of unemployment compensation might be available in their jurisdiction . In many U.S. states, workers who are laid off can file an unemployment claim and receive compensation. Depending on local or state laws, workers who leave voluntarily are generally ineligible to collect unemployment benefits, as are those who are fired for gross misconduct. Also, lay-offs due to

3185-422: The form of dismissal (firing) or a layoff . 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. 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

3250-807: The future." The Huntington Avenue Theatre, located at 264 Huntington Avenue, was built in 1925 as the Repertory Theatre, and was designed by J. William Beal's Sons in the Georgian Revival style . The theatre is listed on the National Register of Historic Places . The company built and operates the Stanford Calderwood Pavilion at the Boston Center for the Arts, located at 527 Tremont Street. It houses

3315-554: The government employment sector). "Mass layoff" is defined by the United States Department of Labor as 50 or more workers laid off from the same company around the same time. "Attrition" implies that positions will be eliminated as workers quit or retire. "Early retirement" means workers may quit now yet still remain eligible for their retirement benefits later. "Redundancy" is a specific legal term in UK labour law with

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3380-415: The greatest way for a company to cut costs. Although from the employer's perspective a layoff is beneficial for the business , layoffs create an uncertainty in the workplace environment and lowers other employees' job security as well as creates an apprehension and fear of termination for the remaining employees, and subsequently lowers overall motivation in the workplace environment. According to Healing

3445-484: 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; 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

3510-411: The job is eliminated. In an economy based on at-will employment , such as that of the United States , 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

3575-529: The labor ministry in case of collective dismissals (Angola). Reforms of notification and approval procedures happened in five countries to make them more rigid: Source: 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 Netherlands; under

3640-445: The length of time an employee has worked for an employer which excludes unpaid leave. If an employer can't afford the redundancy payment they are supposed to give their employee, once making them redundant, or they find their employee another job that is suitable for the employee. An employer is able to apply for a reduction in the amount of money they have to pay the employee they have made redundant. An employer can do this by applying to

3705-627: 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. 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 same in Madagascar,

3770-465: The notice period varies for laborers as it also depends on the length of employment and occupational group. 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

3835-736: The payments are not considered wages for FICA , FUTA , and SUI tax purposes, and employee FICA tax. To qualify for SUB-Pay benefits, the participant must be eligible for state unemployment insurance benefits and the separation benefit must be paid on a periodic basis. There have also been increasing concerns about the organizational effectiveness of the post-downsized 'anorexic organization'. The benefits, which organizations claim to be seeking from downsizing, center on savings in labor costs, speedier decision making, better communication, reduced product development time, enhanced involvement of employees and greater responsiveness to customers (De Meuse et al. 1997, p. 168). However, some writers draw attention to

3900-500: The person is not entitled to unemployment benefits, but may receive a onetime payment and leaving a company as part of a reduction in labour force size, in which case the person is entitled to them. A RIF reduces the number of positions, rather than laying off specific people, and is usually accompanied by internal redeployment . Department of Labor Worker Adjustment and Retraining Notification Act (WARN) requires employer "to provide at least 60 calendar days advance written notice of

3965-779: The practice of regular layoffs. Euphemisms are often used to "soften the blow" in the process of firing and being fired. The term "layoff" originally meant a temporary interruption in work (and usually pay). The term became a euphemism for permanent termination of employment and now usually means that, requiring the addition of "temporary" to refer to the original meaning. Many other euphemisms have been coined for "(permanent) layoff", including "downsizing", "excess reduction", "rightsizing", "leveraging synergies", " delayering ", "smartsizing", "redeployment", "workforce reduction", "workforce optimization", "simplification", "force shaping", "recussion", "manage out people", "resource action", and "reduction in force" (also called "RIF", especially in

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4030-521: The probational period is not satisfied. 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 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

4095-701: The regulation of notice periods worldwide. 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). 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. Some countries set minimum job tenure for an employee to receive

4160-429: The word. A layoff is not to be confused with wrongful termination . Laid off workers or displaced workers are workers who have lost or left their jobs because their employer has closed or moved, there was insufficient work for them to do, or their position or shift was abolished (Borbely, 2011). Downsizing in a company is defined to involve the reduction of employees in a workforce. Downsizing in companies became

4225-566: Was originally projected to be completed in late 2020. However, the project was delayed by the pandemic, and the renovated theatre reopened in October 2022. The renovation project won an award from the Boston Preservation Alliance. Construction of the 34-story residential tower adjacent to the theatre began in 2022. The tower will include 14,000 square feet of space devoted to a new lobby for the theatre. In October 2020,

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