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@prefix dbo: . @prefix dbr: . dbr:Accounting_scandals dbo:wikiPageWikiLink dbr:Layoff . dbr:The_Happiness_of_the_Katakuris dbo:wikiPageWikiLink dbr:Layoff . dbr:Novell dbo:wikiPageWikiLink dbr:Layoff . dbo:wikiPageWikiLink dbr:Layoff . dbr:Severance_package dbo:wikiPageWikiLink dbr:Layoff . dbr:Shareholder_value dbo:wikiPageWikiLink dbr:Layoff . dbr:Vitality_curve dbo:wikiPageWikiLink dbr:Layoff . dbr:Siemens_Building_Technologies dbo:wikiPageWikiLink dbr:Layoff . dbr:RepRisk dbo:wikiPageWikiLink dbr:Layoff . dbo:wikiPageWikiLink dbr:Layoff . dbo:wikiPageWikiLink dbr:Layoff . dbo:wikiPageWikiLink dbr:Layoff . dbr:Mary_Barra dbo:wikiPageWikiLink dbr:Layoff . dbr:Intersectionality dbo:wikiPageWikiLink dbr:Layoff . dbr:List_of_Eureka_characters dbo:wikiPageWikiLink dbr:Layoff . dbo:wikiPageWikiLink dbr:Layoff . dbr:Golden_handshake dbo:wikiPageWikiLink dbr:Layoff . dbr:WESTbahn dbo:wikiPageWikiLink dbr:Layoff . dbr:Klaus-Peter_Sabotta dbo:wikiPageWikiLink dbr:Layoff . dbr:Storz_Brewing_Company dbo:wikiPageWikiLink dbr:Layoff . dbo:wikiPageWikiLink dbr:Layoff . dbo:wikiPageWikiLink dbr:Layoff . dbo:wikiPageWikiLink dbr:Layoff . dbr:Swift_Communications dbo:wikiPageWikiLink dbr:Layoff . dbr:Lexie_Grey dbo:wikiPageWikiLink dbr:Layoff . dbo:wikiPageWikiLink dbr:Layoff . dbr:Billy_Shreve dbo:wikiPageWikiLink dbr:Layoff . dbr:WWBT dbo:wikiPageWikiLink dbr:Layoff . dbr:United_Kingdom_labour_law dbo:wikiPageWikiLink dbr:Layoff . dbr:Employment_tribunal dbo:wikiPageWikiLink dbr:Layoff . dbr:Hebridean_Brewing_Company dbo:wikiPageWikiLink dbr:Layoff . dbr:Employee_share_schemes_in_the_United_Kingdom dbo:wikiPageWikiLink dbr:Layoff . @prefix foaf: . @prefix wikipedia-en: . wikipedia-en:Layoff foaf:primaryTopic dbr:Layoff . dbr:Employment dbo:wikiPageWikiLink dbr:Layoff . dbr:Urban_Outfitters dbo:wikiPageWikiLink dbr:Layoff . dbr:Employee_handbook dbo:wikiPageWikiLink dbr:Layoff . dbr:American_Motors_Corporation dbo:wikiPageWikiLink dbr:Layoff . dbr:McLaren_Group dbo:wikiPageWikiLink dbr:Layoff . dbo:wikiPageWikiLink dbr:Layoff . dbr:Imeem dbo:wikiPageWikiLink dbr:Layoff . dbr:Designs_of_the_Time dbo:wikiPageWikiLink dbr:Layoff . dbr:The_Cheating_Culture dbo:wikiPageWikiLink dbr:Layoff . dbr:Women_in_engineering_in_the_United_States dbo:wikiPageWikiLink dbr:Layoff . dbr:Carma_Developers dbo:wikiPageWikiLink dbr:Layoff . dbo:wikiPageWikiLink dbr:Layoff . dbr:Metro-Goldwyn-Mayer dbo:wikiPageWikiLink dbr:Layoff . dbr:Royal_Opera_House dbo:wikiPageWikiLink dbr:Layoff . dbr:Celtic_Manor_Resort dbo:wikiPageWikiLink dbr:Layoff . dbr:KQCW-DT dbo:wikiPageWikiLink dbr:Layoff . dbr:Airbnb dbo:wikiPageWikiLink dbr:Layoff . dbo:wikiPageWikiLink dbr:Layoff . dbr:British_Aerospace dbo:wikiPageWikiLink dbr:Layoff . dbo:wikiPageWikiLink dbr:Layoff . dbo:wikiPageWikiLink dbr:Layoff . dbr:Economics_of_participation dbo:wikiPageWikiLink dbr:Layoff . dbr:Buka_Entertainment dbo:wikiPageWikiLink dbr:Layoff . dbr:The_San_Diego_Union-Tribune dbo:wikiPageWikiLink dbr:Layoff . dbr:Steinhoff_International dbo:wikiPageWikiLink dbr:Layoff . dbr:Reduction_in_force dbo:wikiPageWikiLink dbr:Layoff ; dbo:wikiPageRedirects dbr:Layoff . dbr:York_Museums_Trust dbo:wikiPageWikiLink dbr:Layoff . dbr:Doublespeak dbo:wikiPageWikiLink dbr:Layoff . dbr:Powder_House_Island dbo:wikiPageWikiLink dbr:Layoff . dbr:Creekstone_Farms_Premium_Beef dbo:wikiPageWikiLink dbr:Layoff . dbr:Chuck_Versus_Tom_Sawyer dbo:wikiPageWikiLink dbr:Layoff . dbo:wikiPageWikiLink dbr:Layoff . dbo:wikiPageWikiLink dbr:Layoff . dbr:List_of_Peep_Show_episodes dbo:wikiPageWikiLink dbr:Layoff . dbo:wikiPageWikiLink dbr:Layoff . dbr:Crucible_Industries dbo:wikiPageWikiLink dbr:Layoff . dbr:Wilsons_Leather dbo:wikiPageWikiLink dbr:Layoff . dbo:wikiPageWikiLink dbr:Layoff . dbo:wikiPageWikiLink dbr:Layoff . dbr:Grif_Teller dbo:wikiPageWikiLink dbr:Layoff . dbo:wikiPageWikiLink dbr:Layoff . dbr:Denofa dbo:wikiPageWikiLink dbr:Layoff . dbr:Rogelio_Julio_Frigerio dbo:wikiPageWikiLink dbr:Layoff . dbr:International_Filing_Company dbo:wikiPageWikiLink dbr:Layoff . dbr:State_unemployment_tax_act dbo:wikiPageWikiLink dbr:Layoff . dbr:Oregon_tax_rebate dbo:wikiPageWikiLink dbr:Layoff . dbr:Public_Interest_Disclosure_Act_1998 dbo:wikiPageWikiLink dbr:Layoff . dbr:Ford_v_Warwickshire_CC dbo:wikiPageWikiLink dbr:Layoff . dbr:Redundancy_in_United_Kingdom_law dbo:wikiPageWikiLink dbr:Layoff . dbr:Career_guide dbo:wikiPageWikiLink dbr:Layoff . dbr:Tim_Ferriss dbo:wikiPageWikiLink dbr:Layoff . dbr:Furlough dbo:wikiPageWikiLink dbr:Layoff . dbr:Business_process_re-engineering dbo:wikiPageWikiLink dbr:Layoff . @prefix rdf: . @prefix yago: . dbr:Layoff rdf:type yago:Abstraction100002137 , yago:WikicatReportsOfTheBureauOfLaborStatistics , yago:Writing106362953 . @prefix owl: . dbr:Layoff rdf:type owl:Thing , yago:WrittenCommunication106349220 , yago:Report107218470 , yago:Document106470073 , yago:Communication100033020 . @prefix rdfs: . dbr:Layoff rdfs:label "Massenentlassung"@de , "Layoff"@en , "Permittering"@sv , "Zwolnienia grupowe"@pl , "Acomiadament col\u00B7lectiu"@ca , "\u0417\u0432\u0456\u043B\u044C\u043D\u0435\u043D\u043D\u044F"@uk , "Mise \u00E0 pied"@fr , "\uC77C\uC2DC \uD574\uACE0"@ko , "Hromadn\u00E9 propou\u0161t\u011Bn\u00ED"@cs , "Licenziamento collettivo"@it , "Licenciement collectif"@fr , "\u88C1\u54E1"@zh , "\u062A\u062D\u062C\u064A\u0645"@ar , "Expedient de regulaci\u00F3 temporal d'ocupaci\u00F3"@ca , "Collectief ontslag"@nl , "\u30EC\u30A4\u30AA\u30D5"@ja , "Expediente de Regulaci\u00F3n Temporal de Empleo"@es , "\u0412\u0440\u0435\u043C\u0435\u043D\u043D\u043E\u0435 \u0443\u0432\u043E\u043B\u044C\u043D\u0435\u043D\u0438\u0435"@ru , "Enplegu-erregulazio espediente"@eu , "Downsizing"@pt ; rdfs:comment "Downsizing, traduzido em portugu\u00EAs para redu\u00E7\u00E3o de pessoal ou redu\u00E7\u00E3o de custos conforme os contextos, \u00E9 uma t\u00E9cnica de administra\u00E7\u00E3o contempor\u00E2nea que, de acordo com Caldas (2000), surgiu nos Estados Unidos na d\u00E9cada de 1970, com o principal objetivo de diferenciar a competitividade entre as organiza\u00E7\u00F5es. Ap\u00F3s uma d\u00E9cada, chegou ao Brasil com a tentativa de reestruturar as organiza\u00E7\u00F5es, a fim de atingir a efici\u00EAncia de custos e a tentativa de elimina\u00E7\u00E3o da burocracia corporativa desnecess\u00E1ria, provocando assim um achatamento na pir\u00E2mide hier\u00E1rquica. Segundo o autor argentino Rodolfo E. Biasca, o termo passou a ser mais usado entre 1987 e 1989 . Outros termos empresariais em ingl\u00EAs sobre reestrutura\u00E7\u00E3o empresarial tamb\u00E9m ficaram conhecidos internacionalmente nessa \u00E9poca tais como outp"@pt , "En la , un expedient de regulaci\u00F3 temporal d'ocupaci\u00F3 (abreujat ERTO o ERO temporal) \u00E9s un procediment mitjan\u00E7ant el qual una empresa mira d'obtenir autoritzaci\u00F3 per a acomiadar treballadors, suspendre contractes de feina o reduir jornades laborals temporalment per a superar una situaci\u00F3 excepcional que posa en risc la continu\u00EFtat de l'empresa."@ca , "Permittering \u00E4r den period d\u00E5 arbetsgivaren, utan att anst\u00E4llningen upph\u00F6r, inte tillhandah\u00E5ller arbetstagaren n\u00E5got arbete. I olika l\u00E4nder och avtal \u00E4r det reglerat om arbetstagaren fortfarande har r\u00E4tt till l\u00F6n under permitteringen. Under permittering \u00E4r arbetstagaren skyldig att infinna sig p\u00E5 arbetsplatsen d\u00E5 arbetsgivaren beordrar detta. I Sverige finns denna best\u00E4mmelse i 21 \u00A7 Lagen om anst\u00E4llningsskydd. Lagen \u00E4r semi-dispositiv till arbetstagarens f\u00F6rdel enligt lagens \u00A7 2."@sv , "\u0627\u0644\u062A\u062D\u062C\u064A\u0645 (\u062A\u062E\u0641\u064A\u0636 \u062D\u062C\u0645 \u0627\u0644\u0639\u0645\u0627\u0644) \u0645\u0635\u0637\u0644\u062D \u064A\u0633\u062A\u062E\u062F\u0645 \u0641\u064A \u0627\u0644\u062A\u062C\u0627\u0631\u0629\u060C \u0648\u064A\u0645\u062B\u0644 \u0627\u0644\u0627\u0639\u062A\u0642\u0627\u062F \u0628\u0623\u0646\u0647 \u0643\u0644\u0645\u0627 \u0643\u0627\u0646\u062A \u0627\u0644\u0642\u0648\u0649 \u0627\u0644\u0639\u0627\u0645\u0644\u0629 \u0623\u0648 \u0627\u0644\u0634\u0631\u0643\u0627\u062A \u0623\u0643\u0628\u0631 \u0643\u0641\u0627\u0621\u0629 \u0648\u0625\u0646\u062A\u0627\u062C \u0643\u0627\u0646 \u0623\u0641\u0636\u0644 \u0648\u0647\u064A \u062A\u062A\u0636\u0645\u0646 \u0639\u0627\u062F\u0629 \u062A\u062E\u0641\u064A\u0636 \u0642\u0648\u0629 \u0627\u0644\u0639\u0645\u0644 \u0641\u064A \u0634\u0631\u0643\u0629 \u0623\u0648 \u0628\u064A\u0639 \u062C\u0632\u0621 \u0645\u0646\u0647\u0627\u060C \u0648\u064A\u0645\u0643\u0646 \u0623\u0646 \u064A\u062A\u0642\u0644\u0635 \u062D\u062C\u0645\u0647\u0627 \u0643\u062B\u064A\u0631\u0627 \u0648\u062A\u0641\u0642\u062F \u062E\u0628\u0631\u062A\u0647\u0627 \u0627\u0644\u0643\u0628\u064A\u0631\u0629 \u0648\u062B\u0642\u0627\u0641\u062A\u0647\u0627 \u0627\u0644\u0643\u062B\u064A\u0631\u0629 \u0648\u0647\u0630\u0647 \u0627\u0644\u0625\u0633\u062A\u0631\u0627\u062A\u064A\u062C\u064A\u0629 \u063A\u0627\u0644\u0628\u0627 \u062A\u062A\u0636\u0645\u0646 \u0645\u0644\u0621 \u0641\u062C\u0648\u0627\u062A \u0627\u0644\u062E\u0628\u0631\u0629 \u0628\u0627\u0633\u062A\u0626\u062C\u0627\u0631 \u0645\u0648\u0638\u0641\u064A\u0646 \u0628\u062A\u0639\u0627\u0642\u062F \u062B\u0627\u0628\u062A \u0648\u0644\u0627 \u062A\u0642\u062A\u0635\u0631 \u0639\u0644\u0649 \u0627\u0644\u0642\u0637\u0627\u0639 \u0627\u0644\u062E\u0627\u0635\u060C \u0648\u064A\u0645\u0643\u0646 \u0631\u0624\u064A\u062A\u0647\u0627 \u0623\u064A\u0636\u0627 \u0639\u0644\u0649 \u0623\u0646\u0647\u0627 \u0646\u0648\u0639 \u0645\u0646 \u0623\u0646\u0648\u0627\u0639 \u0627\u0644\u0645\u062E\u0627\u0637\u0631\u0629. \u0641\u064A \u0627\u0644\u0647\u0646\u062F\u0633\u0629 \u0627\u0644\u0645\u064A\u0643\u0627\u0646\u064A\u0629 :- \u064A\u0633\u062A\u062E\u062F\u0645 \u0647\u0630\u0627 \u0627\u0644\u0645\u0635\u0637\u0644\u062D \u063A\u0627\u0644\u0628\u0627 \u0641\u064A \u0635\u0646\u0627\u0639\u0629 \u0627\u0644\u0633\u064A\u0627\u0631\u0627\u062A \u0627\u0644\u062D\u062F\u064A\u062B\u0629 . \u0648\u064A\u0639\u062F \u0645\u0646 \u0623\u0647\u0645 \u0645\u064A\u0632\u0627\u062A \u0627\u0644\u0634\u0631\u0643\u0629 \u0627\u0644\u0645\u0635\u0646\u0639\u0629 ."@ar , "\u30EC\u30A4\u30AA\u30D5\uFF08\u82F1\u8A9E: layoff\uFF09\u307E\u305F\u306F\u4E00\u6642\u89E3\u96C7\uFF08\u3044\u3061\u3058\u304B\u3044\u3053\uFF09\u3068\u306F\u3001\u4F01\u696D\u306E\u696D\u7E3E\u60AA\u5316\u306A\u3069\u3092\u7406\u7531\u3068\u3059\u308B\u4E00\u6642\u7684\u306A\u89E3\u96C7\u306E\u3053\u3068\u3067\u3042\u308B\u3002\u96C7\u7528\u3092\u7D99\u7D9A\u3057\u305F\u307E\u307E\u4E00\u6642\u7684\u306B\u51FA\u52E4\u3092\u5DEE\u3057\u6B62\u3081\u308B\u4E00\u6642\u5E30\u4F11\u3068\u306F\u533A\u5225\u3055\u308C\u308B\u3002\u7121\u7D66\u4F11\u6687\u3068\u3082\u3002\u4E00\u5B9A\u6570\u306E\u4EBA\u6570\u3092\u8D85\u3048\u308B\u5834\u5408\u306F\u96C6\u56E3\u7684\u89E3\u96C7\u306B\u8A72\u5F53\u3059\u308B\u3002 \u30EC\u30A4\u30AA\u30D5\u8005\uFF08Laid off workers\uFF09\u3001\u96E2\u8077\u8005\uFF08displaced workers\uFF09\u3068\u306F\u3001\u96C7\u7528\u4E3B\u304C\u4E8B\u696D\u9589\u9396\u30FB\u4E8B\u696D\u79FB\u8EE2\u3092\u884C\u3063\u305F\u3001\u4ED5\u4E8B\u304C\u67AF\u6E07\u3057\u305F\u3001\u5F79\u8077\u3084\u30B7\u30D5\u30C8\u304C\u5EC3\u6B62\u3055\u308C\u305F\u306A\u3069\u306E\u7406\u7531\u3067\u3001\u4ED5\u4E8B\u3092\u5931\u3063\u305F\u308A\u96E2\u8077\u3057\u305F\u308A\u3057\u305F\u52B4\u50CD\u8005\u3067\u3042\u308B\uFF08Borbely, 2011\uFF09 \u3002 \u88FD\u9020\u696D\u306A\u3069\u306B\u304A\u3044\u3066\u3001\u6750\u6599\u306E\u7D0D\u5165\u306E\u9045\u308C\u3001\u3042\u308B\u3044\u306F\u88FD\u54C1\u306E\u9700\u8981\u304C\u632F\u308B\u308F\u306A\u3044\u3053\u3068\u306A\u3069\u306E\u7406\u7531\u304B\u3089\u3001\u5DE5\u5834\u306A\u3069\u306E\u4F5C\u696D\u54E1\u306B\u4E00\u6642\u4F11\u6687\u3092\u8A00\u3044\u6E21\u3057\u305F\u3053\u3068\u304C\u5143\u3005\u3067\u3001\u305D\u306E\u5F8C\u3001\u518D\u96C7\u7528\u3092\u6761\u4EF6\u3068\u3057\u305F\u4E00\u6642\u89E3\u96C7\u3092\u6307\u3059\u3088\u3046\u306B\u306A\u3063\u305F\u3002\u4F01\u696D\u306E\u696D\u7E3E\u60AA\u5316\u6642\u306B\u4E00\u6642\u7684\u306A\u4EBA\u54E1\u524A\u6E1B\u3092\u884C\u3044\u3001\u4EBA\u4EF6\u8CBB\u3092\u6291\u3048\u308B\u70BA\u306E\u624B\u6BB5\u3067\u3042\u308A\u3001\u696D\u7E3E\u56DE\u5FA9\u6642\u306E\u4EBA\u54E1\u63A1\u7528\u306E\u969B\u306B\u512A\u5148\u3057\u3066\u518D\u96C7\u7528\u3092\u7D04\u675F\u3059\u308B\u3068\u3044\u3046\u3082\u306E\u3067\u3042\u308B\u3002"@ja , "\u0412\u0440\u0435\u0301\u043C\u0435\u043D\u043D\u043E\u0435 \u0443\u0432\u043E\u043B\u044C\u043D\u0435\u0301\u043D\u0438\u0435 (\u0430\u043D\u0433\u043B. Layoff) \u2014 \u0432\u0440\u0435\u043C\u0435\u043D\u043D\u043E\u0435 \u043F\u0440\u0435\u043A\u0440\u0430\u0449\u0435\u043D\u0438\u0435 \u0442\u0440\u0443\u0434\u043E\u0432\u044B\u0445 \u043E\u0442\u043D\u043E\u0448\u0435\u043D\u0438\u0439 \u043C\u0435\u0436\u0434\u0443 \u0440\u0430\u0431\u043E\u0442\u043D\u0438\u043A\u043E\u043C \u0438 \u0440\u0430\u0431\u043E\u0442\u043E\u0434\u0430\u0442\u0435\u043B\u0435\u043C, \u0432\u044B\u0437\u0432\u0430\u043D\u043D\u043E\u0435 \u0432\u0440\u0435\u043C\u0435\u043D\u043D\u043E\u0439 \u043E\u0441\u0442\u0430\u043D\u043E\u0432\u043A\u043E\u0439 \u043F\u0440\u043E\u0438\u0437\u0432\u043E\u0434\u0441\u0442\u0432\u0430 \u0438\u043B\u0438 \u043F\u0440\u0435\u0434\u043E\u0441\u0442\u0430\u0432\u043B\u0435\u043D\u0438\u044F \u0443\u0441\u043B\u0443\u0433 \u043F\u043E \u043A\u0430\u043A\u0438\u043C-\u043B\u0438\u0431\u043E \u043F\u0440\u0438\u0447\u0438\u043D\u0430\u043C. \u041E\u0431\u044B\u0447\u043D\u043E \u0442\u0435\u0440\u043C\u0438\u043D \u0432\u0440\u0435\u043C\u0435\u043D\u043D\u043E\u0435 \u0443\u0432\u043E\u043B\u044C\u043D\u0435\u043D\u0438\u0435 \u0438\u0441\u043F\u043E\u043B\u044C\u0437\u0443\u0435\u0442\u0441\u044F, \u043A\u043E\u0433\u0434\u0430 \u0445\u0430\u0440\u0430\u043A\u0442\u0435\u0440 \u043F\u0440\u043E\u0438\u0437\u0432\u043E\u0434\u0441\u0442\u0432\u0430 \u0438\u043B\u0438 \u043F\u0440\u0435\u0434\u043E\u0441\u0442\u0430\u0432\u043B\u0435\u043D\u0438\u044F \u0443\u0441\u043B\u0443\u0433\u0438 \u0442\u0440\u0435\u0431\u0443\u0435\u0442 \u043D\u0435\u043E\u0434\u043D\u043E\u043A\u0440\u0430\u0442\u043D\u043E\u0433\u043E \u043F\u0435\u0440\u0438\u043E\u0434\u0438\u0447\u043D\u043E\u0433\u043E \u0441\u043E\u043A\u0440\u0430\u0449\u0435\u043D\u0438\u044F \u0438 \u0432\u043E\u0441\u0441\u0442\u0430\u043D\u043E\u0432\u043B\u0435\u043D\u0438\u044F \u0447\u0438\u0441\u043B\u0435\u043D\u043D\u043E\u0441\u0442\u0438 \u043F\u0435\u0440\u0441\u043E\u043D\u0430\u043B\u0430."@ru , "Als er een grote groep werknemers om bedrijfseconomische redenen wordt ontslagen, kan het gaan om een collectief ontslag."@nl , "Un licenziamento collettivo, nel diritto del lavoro italiano \u00E8 un licenziamento che coinvolge contestualmente una pluralit\u00E0 di lavoratori e che comporta una soppressione dei posti di lavoro conseguente a riduzione, trasformazione o cessazione di attivit\u00E0 o di lavoro. Viene anche identificato con il termine in lingua inglese downsizing quando lo scopo \u00E8 l'aumento della competitivit\u00E0 dell'azienda."@it , "Zwolnienia grupowe \u2013 zwolnienia dotycz\u0105ce wi\u0119kszej liczby pracownik\u00F3w z przyczyn niezwi\u0105zanych z pracownikami w formie wypowiedzenia stosunku pracy przez pracodawc\u0119 lub za porozumieniem stron. Najcz\u0119stsz\u0105 przyczyn\u0105 zastosowania tego mechanizmu jest trudna sytuacja finansowa przedsi\u0119biorstwa."@pl , "Hromadn\u00E9 propou\u0161t\u011Bn\u00ED ozna\u010Duje sou\u010Dasn\u00E9 ukon\u010Den\u00ED pracovn\u00EDho pom\u011Bru v\u011Bt\u0161\u00EDho po\u010Dtu zam\u011Bstnanc\u016F u jednoho zam\u011Bstnavatele. Podle \u010Desk\u00E9ho pr\u00E1va (\u00A7 62\u201364 z\u00E1kon\u00EDku pr\u00E1ce) se hromadn\u00E9 propou\u0161t\u011Bn\u00ED realizuje zejm\u00E9na prost\u0159ednictv\u00EDm v\u00FDpov\u011Bd\u00ED z d\u016Fvodu nadbyte\u010Dnosti zam\u011Bstnanc\u016F nebo ru\u0161en\u00ED \u010Di p\u0159em\u00EDs\u0165ov\u00E1n\u00ED zam\u011Bstnavatele, a to b\u011Bhem 30 dn\u016F, p\u0159i\u010Dem\u017E podle velikosti zam\u011Bstnavatele jde minim\u00E1ln\u011B o:"@cs , "Un licenciement collectif intervient lorsqu'une entreprise licencie un groupe de salari\u00E9s pour des motifs \u00E9conomiques, dont le nombre varie selon l'\u00C9tat concern\u00E9 (minimum de deux en France, minimum de dix au Qu\u00E9bec (Canada)). Ce genre d'op\u00E9rations vise \u00E0 diminuer les co\u00FBts de personnel. Des licenciements collectifs ont lieu r\u00E9guli\u00E8rement dans l'\u00E9conomie mais les p\u00E9riodes \u00E9conomiques difficiles les rendent plus fr\u00E9quents et plus douloureux."@fr , "\u3002 \u88C1\u54E1\uFF08\u82F1\u8A9E\uFF1ALayoff \u6216 Redundancy\uFF09\uFF0C\u6CDB\u6307\u4F01\u696D\u6216\u96C7\u4E3B\u57FA\u65BC\u696D\u52D9\u4E0A\u7684\u8003\u91CF\uFF0C\u66AB\u6642\u6216\u6C38\u4E45\u4E2D\u6B62\u50F1\u7528\u500B\u4EBA\u6216\u96C6\u9AD4\u96C7\u54E1\u7684\u884C\u70BA\u3002\u90E8\u5206\u4F01\u4E1A\u5C06\u5176\u79F0\u4E4B\u4E3A\u201C\u6BD5\u4E1A\u201D\u3002\u800C\u4F5C\u70BA\u91D1\u878D\u5371\u6A5F\u5F71\u97FF\u7B2C\u4E00\u7DDA\u7684\u91D1\u878D\u696D\u4F3C\u4EA6\u5BB9\u6613\u53D7\u88C1\u54E1\u6D88\u606F\u5F71\u97FF\uFF0C\u901A\u5E38\u76F8\u95DC\u65B0\u805E\u6703\u9996\u898B\u65BC\u5A92\u9AD4\u3002"@zh , "En la legislaci\u00F3n espa\u00F1ola, un Expediente de Regulaci\u00F3n Temporal de Empleo, abreviad y tambi\u00E9n conocido popularmente como ERTE, es una modalidad de expediente de regulaci\u00F3n de empleo (ERE) mediante el cual una empresa en una situaci\u00F3n excepcional busca obtener autorizaci\u00F3n para suspender los contratos de trabajo de sus trabajadores o reducir sus jornadas de manera temporal, pero no despedir definitivamente a parte o todos los trabajadores, cuando atraviesen por dificultades t\u00E9cnicas, organizativas que pongan en riesgo la continuidad de la compa\u00F1\u00EDa.\u200B\u200B"@es , "Un acomiadament col\u00B7lectiu o massiu, tamb\u00E9 anomenat reducci\u00F3 de planter, \u00E9s una decisi\u00F3 unilateral per part d'un empresari que implica l'acomiadament, en un per\u00EDode de 90 dies, d'almenys deu persones, si l'empresa t\u00E9 menys de cent treballadors, o b\u00E9 un 10% dels treballadors, si aquesta en t\u00E9 entre cent i tres-cents, o b\u00E9 trenta o m\u00E9s treballadors, si en t\u00E9 m\u00E9s de tres-cents. Aquest acomiadament pot estar fonamentat en causes econ\u00F2miques, t\u00E8cniques, organitzatives, de producci\u00F3 o per tancament de l'empresa. L'extinci\u00F3 dels contractes de treball per mitj\u00E0 d'un acomiadament col\u00B7lectiu exigeix per llei la tramitaci\u00F3 d'un procediment legal anomenat Expedient de Regulaci\u00F3 d'Ocupaci\u00F3, ERO (en castell\u00E0, Expediente de Regulaci\u00F3n de Empleo, ERE)."@ca , "Massenentlassung bezeichnet die gleichzeitige K\u00FCndigung vieler Arbeitnehmer durch einen Arbeitgeber."@de , "En droit du travail, la d\u00E9finition de mise \u00E0 pied peut varier en fonction du syst\u00E8me juridique."@fr , "A layoff or downsizing is the temporary suspension or permanent termination of employment of an employee or, more commonly, 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 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 ab"@en , "\u0417\u0432\u0456\u043B\u044C\u043D\u0435\u043D\u043D\u044F \u2014 \u0432 \u0442\u0440\u0443\u0434\u043E\u0432\u043E\u043C\u0443 \u043F\u0440\u0430\u0432\u0456 \u043F\u0440\u0438\u043F\u0438\u043D\u0435\u043D\u043D\u044F \u0442\u0440\u0443\u0434\u043E\u0432\u0438\u0445 \u0432\u0456\u0434\u043D\u043E\u0441\u0438\u043D \u043C\u0456\u0436 \u043F\u0440\u0430\u0446\u0456\u0432\u043D\u0438\u043A\u043E\u043C \u0456 \u0440\u043E\u0431\u043E\u0442\u043E\u0434\u0430\u0432\u0446\u0435\u043C. \u041F\u0438\u0442\u0430\u043D\u043D\u044F \u0437\u0432\u0456\u043B\u044C\u043D\u0435\u043D\u043D\u044F \u043E\u0431\u043C\u043E\u0432\u043B\u044F\u044E\u0442\u044C\u0441\u044F \u0432 \u0442\u0440\u0443\u0434\u043E\u0432\u043E\u043C\u0443 \u0434\u043E\u0433\u043E\u0432\u043E\u0440\u0456 \u0456 \u0442\u0440\u0443\u0434\u043E\u0432\u043E\u043C\u0443 \u0437\u0430\u043A\u043E\u043D\u043E\u0434\u0430\u0432\u0441\u0442\u0432\u0456."@uk , "\uC77C\uC2DC \uD574\uACE0(\u4E00\u6642\u89E3\u96C7, layoff)\uB294 \uAE30\uC5C5\uC774 \uACBD\uC601 \uBD80\uC9C4\uC73C\uB85C, \uB300\uADDC\uBAA8 \uC778\uB825 \uAC10\uCD95 \uB4F1 \uAD6C\uC870\uC870\uC815\uC758 \uC77C\uD658\uC73C\uB85C, \uB098\uC911\uC5D0 \uC7AC\uACE0\uC6A9\uD560 \uAC83\uC744 \uC57D\uC18D\uD558\uACE0 \uC885\uC5C5\uC6D0\uC744 \uD55C\uC2DC\uC801\uC73C\uB85C \uD574\uACE0\uD558\uB294 \uC77C\uC744 \uAC00\uB9AC\uD0A4\uB294 \uB2E8\uC5B4\uC774\uB2E4. \uBBF8\uAD6D\uACFC \uC77C\uBCF8 \uAE30\uC5C5\uC5D0\uC11C\uB294 \uACC4\uC808\uC801 \uBCC0\uB3D9, \uACBD\uAE30 \uBCC0\uB3D9\uC5D0 \uC758\uD558\uC5EC \uC870\uC5C5\uB3C4\uAC00 \uC800\uD558\uB418\uACE0, \uC778\uC6D0\uC774 \uB0A8\uC744 \uACBD\uC6B0 \uC77C\uC2DC\uD574\uACE0\uC758 \uC870\uCE58\uAC00 \uCDE8\uD574\uC9C0\uB294 \uACBD\uC6B0\uAC00 \uB9CE\uB2E4. \uBBF8\uAD6D\uACFC \uC77C\uBCF8 \uAE30\uC5C5\uC758 \uC77C\uC2DC\uD574\uACE0\uC5D0\uC11C\uB294 \uAE30\uC5C5\uB4E4\uC774 \uD754\uD788 \uB9D0\uD558\uB294 \uD574\uACE0\uB77C\uB294 \uAC83\uC774 \uC544\uB2C8\uACE0, \uC7AC\uACE0\uC6A9\uAD8C\uC744 \uD55C\uC2DC\uC801\uC73C\uB85C \uC720\uBCF4\uD558\uC5EC, \uC77C\uC2DC\uC801\uC778 \uD574\uACE0\uB97C \uC11C\uBA74\uC73C\uB85C \uD1B5\uACE0\uD558\uB294 \uAC83\uC744 \uB9D0\uD55C\uB2E4. \uC774 \uACBD\uC6B0 \uC120\uC784\uAD8C \uB0B4\uC9C0 \uC120\uC784 \uC21C\uC11C\uAC00 \uBB38\uC81C\uAC00 \uB418\uBA70 \uC77C\uBC18\uC801\uC73C\uB85C\uB294 \uADFC\uC18D \uAE30\uAC04\uC774 \uC9E7\uC740 \uC790\uBD80\uD130 \uC77C\uC2DC \uD574\uACE0\uC758 \uB300\uC0C1\uC774 \uB41C\uB2E4. \uC120\uC784\uAD8C\uC5D0\uB294 \uBA87 \uAC00\uC9C0 \uC885\uB958\uAC00 \uC788\uC5B4\uC11C \uD68C\uC0AC \uB610\uB294 \uACF5\uC7A5\uC5D0\uC11C\uC758 \uADFC\uC18D \uAE30\uAC04\uC774 \uCC99\uB3C4\uAC00 \uB418\uB294 \uACBD\uC6B0 \uC678\uC5D0 \uB3D9\uC77C \uC5C5\uBB34\uC5D0 \uAD00\uD574\uC11C\uC758 \uADF8\uAC83\uC774 \uBB38\uC81C\uB418\uB294 \uACBD\uC6B0\uAC00 \uC788\uB2E4. \uC5B4\uB290 \uCABD\uC774\uB4E0\uC9C0 \uBBF8\uAD6D \uAE30\uC5C5\uC758 \uB178\uB3D9 \uD611\uC57D\uC5D0\uC11C\uB294 \uC120\uC784\uAD8C\uC5D0 \uAD00\uD55C \uADDC\uC815\uC774 \uD3EC\uD568\uB41C\uB2E4."@ko , "Espainiako lan-zuzenbidean, enplegu-erregulazio espedientea, labur EEE ere izendatzen dena, enpresa batean lan-kontratuak iraungi, eten edo murrizteko prozedura bat da, enpresariak nahi langileek beraiek abiarazi dezaketena, arrazoi ekonomiko, tekniko, produktibo eta organizatiboengatik nahiz enpresa bera desagertzeagatik. Enplegu-erregulazio espedienteen berezitasuna, besteak beste, aldean, lan-kontratua iraungitzearen kasuan duen kalte-ordain txikiagoa da."@eu ; owl:differentFrom , dbr:Degrowth . @prefix skos: . dbr:Layoff skos:narrower . @prefix dct: . @prefix dbc: . dbr:Layoff dct:subject dbc:Labour_law , dbc:Offshoring , dbc:Employment_compensation , dbc:Reports_of_the_Bureau_of_Labor_Statistics , dbc:Unemployment , dbc:Termination_of_employment ; dbo:abstract "\u0412\u0440\u0435\u0301\u043C\u0435\u043D\u043D\u043E\u0435 \u0443\u0432\u043E\u043B\u044C\u043D\u0435\u0301\u043D\u0438\u0435 (\u0430\u043D\u0433\u043B. Layoff) \u2014 \u0432\u0440\u0435\u043C\u0435\u043D\u043D\u043E\u0435 \u043F\u0440\u0435\u043A\u0440\u0430\u0449\u0435\u043D\u0438\u0435 \u0442\u0440\u0443\u0434\u043E\u0432\u044B\u0445 \u043E\u0442\u043D\u043E\u0448\u0435\u043D\u0438\u0439 \u043C\u0435\u0436\u0434\u0443 \u0440\u0430\u0431\u043E\u0442\u043D\u0438\u043A\u043E\u043C \u0438 \u0440\u0430\u0431\u043E\u0442\u043E\u0434\u0430\u0442\u0435\u043B\u0435\u043C, \u0432\u044B\u0437\u0432\u0430\u043D\u043D\u043E\u0435 \u0432\u0440\u0435\u043C\u0435\u043D\u043D\u043E\u0439 \u043E\u0441\u0442\u0430\u043D\u043E\u0432\u043A\u043E\u0439 \u043F\u0440\u043E\u0438\u0437\u0432\u043E\u0434\u0441\u0442\u0432\u0430 \u0438\u043B\u0438 \u043F\u0440\u0435\u0434\u043E\u0441\u0442\u0430\u0432\u043B\u0435\u043D\u0438\u044F \u0443\u0441\u043B\u0443\u0433 \u043F\u043E \u043A\u0430\u043A\u0438\u043C-\u043B\u0438\u0431\u043E \u043F\u0440\u0438\u0447\u0438\u043D\u0430\u043C. \u041E\u0431\u044B\u0447\u043D\u043E \u0442\u0435\u0440\u043C\u0438\u043D \u0432\u0440\u0435\u043C\u0435\u043D\u043D\u043E\u0435 \u0443\u0432\u043E\u043B\u044C\u043D\u0435\u043D\u0438\u0435 \u0438\u0441\u043F\u043E\u043B\u044C\u0437\u0443\u0435\u0442\u0441\u044F, \u043A\u043E\u0433\u0434\u0430 \u0445\u0430\u0440\u0430\u043A\u0442\u0435\u0440 \u043F\u0440\u043E\u0438\u0437\u0432\u043E\u0434\u0441\u0442\u0432\u0430 \u0438\u043B\u0438 \u043F\u0440\u0435\u0434\u043E\u0441\u0442\u0430\u0432\u043B\u0435\u043D\u0438\u044F \u0443\u0441\u043B\u0443\u0433\u0438 \u0442\u0440\u0435\u0431\u0443\u0435\u0442 \u043D\u0435\u043E\u0434\u043D\u043E\u043A\u0440\u0430\u0442\u043D\u043E\u0433\u043E \u043F\u0435\u0440\u0438\u043E\u0434\u0438\u0447\u043D\u043E\u0433\u043E \u0441\u043E\u043A\u0440\u0430\u0449\u0435\u043D\u0438\u044F \u0438 \u0432\u043E\u0441\u0441\u0442\u0430\u043D\u043E\u0432\u043B\u0435\u043D\u0438\u044F \u0447\u0438\u0441\u043B\u0435\u043D\u043D\u043E\u0441\u0442\u0438 \u043F\u0435\u0440\u0441\u043E\u043D\u0430\u043B\u0430. \u0414\u043B\u044F \u043E\u043F\u0438\u0441\u0430\u043D\u0438\u044F \u044D\u0442\u043E\u0433\u043E \u044F\u0432\u043B\u0435\u043D\u0438\u044F \u0438\u0441\u043F\u043E\u043B\u044C\u0437\u0443\u044E\u0442\u0441\u044F \u0438 \u0434\u0440\u0443\u0433\u0438\u0435 \u0441\u0438\u043D\u043E\u043D\u0438\u043C\u044B \u2014 \u043D\u0435\u043E\u043F\u043B\u0430\u0447\u0438\u0432\u0430\u0435\u043C\u044B\u0439 \u043E\u0442\u043F\u0443\u0441\u043A, \u0438 \u0442. \u0434. \u041D\u0430\u0447\u0438\u043D\u0430\u044F \u0441 1980-\u0445, \u0432\u0440\u0435\u043C\u0435\u043D\u043D\u044B\u0435 \u0443\u0432\u043E\u043B\u044C\u043D\u0435\u043D\u0438\u044F \u043D\u0430\u0447\u0438\u043D\u0430\u044E\u0442 \u0438\u0441\u043F\u043E\u043B\u044C\u0437\u043E\u0432\u0430\u0442\u044C\u0441\u044F \u043F\u043E\u0432\u0441\u0435\u043C\u0435\u0441\u0442\u043D\u043E \u0438 \u0443\u0437\u0430\u043A\u043E\u043D\u0438\u0432\u0430\u044E\u0442\u0441\u044F. \u041D\u0435\u0434\u0430\u0432\u043D\u0438\u0435 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\u043E\u0440\u0433\u0430\u043D\u0438\u0437\u0430\u0446\u0438\u0438 \u043E\u0442 \u0443\u043F\u0430\u0434\u043A\u0430, \u043F\u043E\u043C\u043E\u0433\u0430\u044E\u0442 \u0441\u043E\u043A\u0440\u0430\u0442\u0438\u0442\u044C \u0438\u0437\u0434\u0435\u0440\u0436\u043A\u0438, \u0438\u0441\u043A\u043B\u044E\u0447\u0438\u0432 \u0438\u0445 \u0438\u0437 \u0440\u0430\u0437\u0440\u044F\u0434\u0430 \u043F\u043E\u0441\u0442\u043E\u044F\u043D\u043D\u044B\u0445, \u043F\u043E\u0432\u044B\u0441\u0438\u0442\u044C \u044D\u0444\u0444\u0435\u043A\u0442\u0438\u0432\u043D\u043E\u0441\u0442\u044C \u043E\u0440\u0433\u0430\u043D\u0438\u0437\u0430\u0446\u0438\u0438 \u0438 \u0438\u0441\u043F\u043E\u043B\u044C\u0437\u0443\u044E\u0442\u0441\u044F \u0432 \u043F\u043E\u0441\u043B\u0435\u0434\u043D\u0435\u0435 \u0432\u0440\u0435\u043C\u044F \u0431\u043E\u043B\u0435\u0435 \u0447\u0430\u0441\u0442\u043E, \u0447\u0435\u043C \u043E\u0431\u044B\u0447\u043D\u044B\u0435 \u043C\u0435\u0442\u043E\u0434\u044B \u0441\u043E\u043A\u0440\u0430\u0449\u0435\u043D\u0438\u044F \u0438\u0437\u0434\u0435\u0440\u0436\u0435\u043A."@ru , "Permittering \u00E4r den period d\u00E5 arbetsgivaren, utan att anst\u00E4llningen upph\u00F6r, inte tillhandah\u00E5ller arbetstagaren n\u00E5got arbete. I olika l\u00E4nder och avtal \u00E4r det reglerat om arbetstagaren fortfarande har r\u00E4tt till l\u00F6n under permitteringen. Under permittering \u00E4r arbetstagaren skyldig att infinna sig p\u00E5 arbetsplatsen d\u00E5 arbetsgivaren beordrar detta. I Sverige finns denna best\u00E4mmelse i 21 \u00A7 Lagen om anst\u00E4llningsskydd. Lagen \u00E4r semi-dispositiv till arbetstagarens f\u00F6rdel enligt lagens \u00A7 2. I Finland betalas inte n\u00E5gon l\u00F6n under permitteringen, men arbetstagaren har r\u00E4tt att ans\u00F6ka om arbetsl\u00F6shetsers\u00E4ttning."@sv , "En la legislaci\u00F3n espa\u00F1ola, un Expediente de Regulaci\u00F3n Temporal de Empleo, abreviad y tambi\u00E9n conocido popularmente como ERTE, es una modalidad de expediente de regulaci\u00F3n de empleo (ERE) mediante el cual una empresa en una situaci\u00F3n excepcional busca obtener autorizaci\u00F3n para suspender los contratos de trabajo de sus trabajadores o reducir sus jornadas de manera temporal, pero no despedir definitivamente a parte o todos los trabajadores, cuando atraviesen por dificultades t\u00E9cnicas, organizativas que pongan en riesgo la continuidad de la compa\u00F1\u00EDa.\u200B\u200B"@es , "A layoff or downsizing is the temporary suspension or permanent termination of employment of an employee or, more commonly, 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 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 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 a layoff occurs as a cost-cutting measure."@en , "Downsizing, traduzido em portugu\u00EAs para redu\u00E7\u00E3o de pessoal ou redu\u00E7\u00E3o de custos conforme os contextos, \u00E9 uma t\u00E9cnica de administra\u00E7\u00E3o contempor\u00E2nea que, de acordo com Caldas (2000), surgiu nos Estados Unidos na d\u00E9cada de 1970, com o principal objetivo de diferenciar a competitividade entre as organiza\u00E7\u00F5es. Ap\u00F3s uma d\u00E9cada, chegou ao Brasil com a tentativa de reestruturar as organiza\u00E7\u00F5es, a fim de atingir a efici\u00EAncia de custos e a tentativa de elimina\u00E7\u00E3o da burocracia corporativa desnecess\u00E1ria, provocando assim um achatamento na pir\u00E2mide hier\u00E1rquica. Segundo o autor argentino Rodolfo E. Biasca, o termo passou a ser mais usado entre 1987 e 1989 . Outros termos empresariais em ingl\u00EAs sobre reestrutura\u00E7\u00E3o empresarial tamb\u00E9m ficaram conhecidos internacionalmente nessa \u00E9poca tais como outplacement (\"recoloca\u00E7\u00E3o\") e turnaround (algo como \"dar a volta\" no sentido de \"revirar a empresa\"). Trata-se de um projeto de racionaliza\u00E7\u00E3o planejado em todas as suas etapas, que deve estar consistente com o planejamento estrat\u00E9gico do neg\u00F3cio e cuja meta global \u00E9 construir uma organiza\u00E7\u00E3o eficiente e eficaz, privilegiando pr\u00E1ticas que mantenham a organiza\u00E7\u00E3o o mais enxuta poss\u00EDvel. A curto prazo, o processo envolve demiss\u00F5es, achatamento da estrutura organizacional, reestrutura\u00E7\u00E3o, redu\u00E7\u00E3o de custos e racionaliza\u00E7\u00E3o. A longo prazo, espera-se que revitalize a empresa com a expans\u00E3o do seu mercado, desenvolva melhores produtos e servi\u00E7os, melhore o moral dos funcion\u00E1rios, modernize a empresa e principalmente, a mantenha enxuta, de forma que as pr\u00E1ticas burocr\u00E1ticas n\u00E3o venham a se instalar novamente, uma vez amenizadas as press\u00F5es. O termo downsizing tamb\u00E9m \u00E9 usado para definir uma situa\u00E7\u00E3o em que sistemas originalmente hospedados em um computador de grande porte (mainframe) s\u00E3o adaptados para computadores de menor porte (mini/microcomputadores) e esse processo se d\u00E1 em fun\u00E7\u00E3o da redu\u00E7\u00E3o do porte da empresa ou do aumento da capacidade computacional dos computadores de menor custo."@pt , "Zwolnienia grupowe \u2013 zwolnienia dotycz\u0105ce wi\u0119kszej liczby pracownik\u00F3w z przyczyn niezwi\u0105zanych z pracownikami w formie wypowiedzenia stosunku pracy przez pracodawc\u0119 lub za porozumieniem stron. Najcz\u0119stsz\u0105 przyczyn\u0105 zastosowania tego mechanizmu jest trudna sytuacja finansowa przedsi\u0119biorstwa."@pl , "\u0627\u0644\u062A\u062D\u062C\u064A\u0645 (\u062A\u062E\u0641\u064A\u0636 \u062D\u062C\u0645 \u0627\u0644\u0639\u0645\u0627\u0644) \u0645\u0635\u0637\u0644\u062D \u064A\u0633\u062A\u062E\u062F\u0645 \u0641\u064A \u0627\u0644\u062A\u062C\u0627\u0631\u0629\u060C \u0648\u064A\u0645\u062B\u0644 \u0627\u0644\u0627\u0639\u062A\u0642\u0627\u062F \u0628\u0623\u0646\u0647 \u0643\u0644\u0645\u0627 \u0643\u0627\u0646\u062A \u0627\u0644\u0642\u0648\u0649 \u0627\u0644\u0639\u0627\u0645\u0644\u0629 \u0623\u0648 \u0627\u0644\u0634\u0631\u0643\u0627\u062A \u0623\u0643\u0628\u0631 \u0643\u0641\u0627\u0621\u0629 \u0648\u0625\u0646\u062A\u0627\u062C \u0643\u0627\u0646 \u0623\u0641\u0636\u0644 \u0648\u0647\u064A \u062A\u062A\u0636\u0645\u0646 \u0639\u0627\u062F\u0629 \u062A\u062E\u0641\u064A\u0636 \u0642\u0648\u0629 \u0627\u0644\u0639\u0645\u0644 \u0641\u064A 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\u0648\u064A\u0645\u0643\u0646 \u0631\u0624\u064A\u062A\u0647\u0627 \u0623\u064A\u0636\u0627 \u0639\u0644\u0649 \u0623\u0646\u0647\u0627 \u0646\u0648\u0639 \u0645\u0646 \u0623\u0646\u0648\u0627\u0639 \u0627\u0644\u0645\u062E\u0627\u0637\u0631\u0629. \u0641\u064A \u0627\u0644\u0647\u0646\u062F\u0633\u0629 \u0627\u0644\u0645\u064A\u0643\u0627\u0646\u064A\u0629 :- \u062A\u0639\u0646\u064A \u0627\u0644\u062A\u0635\u063A\u064A\u0631 \u0623\u0648 \u0627\u0644\u062A\u062D\u062C\u064A\u0645 \u0644\u0644\u0648\u062D\u062F\u0629 \u0627\u0644\u0647\u0646\u062F\u0633\u064A\u0629 \u0641\u064A \u0627\u0644\u0645\u064A\u0643\u0627\u0646\u064A\u0627 , \u0645\u062B\u0644 \u062A\u0635\u063A\u064A\u0631 \u062D\u062C\u0645 \u0645\u062D\u0631\u0643 \u0627\u0644\u0633\u064A\u0627\u0631\u0629 \u0648\u0627\u0639\u0637\u0627\u0621 \u0646\u0641\u0633 \u0627\u0644\u0642\u062F\u0631\u0629 \u0644\u0644\u0645\u062D\u0631\u0643 \u0642\u0628\u0644 \u0639\u0645\u064A\u0644\u0629 \u0627\u0644\u062A\u0635\u063A\u064A\u0631 , \u0648\u0628\u0647\u0630\u0647 \u0627\u0644\u0639\u0645\u064A\u0644\u0629 \u062A\u0642\u0644 \u0643\u0645\u064A\u0629 \u0627\u0644\u0637\u0627\u0642\u0629 (\u0627\u0644\u0648\u0642\u0648\u062F) \u0627\u0644\u0645\u0633\u062A\u062E\u062F\u0645\u0629 \u0644\u0627\u0639\u0637\u0627\u0621 \u0646\u0641\u0633 \u0627\u0644\u0642\u062F\u0631\u0629 . \u064A\u0633\u062A\u062E\u062F\u0645 \u0647\u0630\u0627 \u0627\u0644\u0645\u0635\u0637\u0644\u062D \u063A\u0627\u0644\u0628\u0627 \u0641\u064A \u0635\u0646\u0627\u0639\u0629 \u0627\u0644\u0633\u064A\u0627\u0631\u0627\u062A \u0627\u0644\u062D\u062F\u064A\u062B\u0629 . \u0648\u064A\u0639\u062F \u0645\u0646 \u0623\u0647\u0645 \u0645\u064A\u0632\u0627\u062A \u0627\u0644\u0634\u0631\u0643\u0629 \u0627\u0644\u0645\u0635\u0646\u0639\u0629 ."@ar , "Als er een grote groep werknemers om bedrijfseconomische redenen wordt ontslagen, kan het gaan om een collectief ontslag."@nl , "\u3002 \u88C1\u54E1\uFF08\u82F1\u8A9E\uFF1ALayoff \u6216 Redundancy\uFF09\uFF0C\u6CDB\u6307\u4F01\u696D\u6216\u96C7\u4E3B\u57FA\u65BC\u696D\u52D9\u4E0A\u7684\u8003\u91CF\uFF0C\u66AB\u6642\u6216\u6C38\u4E45\u4E2D\u6B62\u50F1\u7528\u500B\u4EBA\u6216\u96C6\u9AD4\u96C7\u54E1\u7684\u884C\u70BA\u3002\u90E8\u5206\u4F01\u4E1A\u5C06\u5176\u79F0\u4E4B\u4E3A\u201C\u6BD5\u4E1A\u201D\u3002\u800C\u4F5C\u70BA\u91D1\u878D\u5371\u6A5F\u5F71\u97FF\u7B2C\u4E00\u7DDA\u7684\u91D1\u878D\u696D\u4F3C\u4EA6\u5BB9\u6613\u53D7\u88C1\u54E1\u6D88\u606F\u5F71\u97FF\uFF0C\u901A\u5E38\u76F8\u95DC\u65B0\u805E\u6703\u9996\u898B\u65BC\u5A92\u9AD4\u3002"@zh , "Massenentlassung bezeichnet die gleichzeitige K\u00FCndigung vieler Arbeitnehmer durch einen Arbeitgeber."@de , "En la , un expedient de regulaci\u00F3 temporal d'ocupaci\u00F3 (abreujat ERTO o ERO temporal) \u00E9s un procediment mitjan\u00E7ant el qual una empresa mira d'obtenir autoritzaci\u00F3 per a acomiadar treballadors, suspendre contractes de feina o reduir jornades laborals temporalment per a superar una situaci\u00F3 excepcional que posa en risc la continu\u00EFtat de l'empresa."@ca , "\uC77C\uC2DC \uD574\uACE0(\u4E00\u6642\u89E3\u96C7, layoff)\uB294 \uAE30\uC5C5\uC774 \uACBD\uC601 \uBD80\uC9C4\uC73C\uB85C, \uB300\uADDC\uBAA8 \uC778\uB825 \uAC10\uCD95 \uB4F1 \uAD6C\uC870\uC870\uC815\uC758 \uC77C\uD658\uC73C\uB85C, \uB098\uC911\uC5D0 \uC7AC\uACE0\uC6A9\uD560 \uAC83\uC744 \uC57D\uC18D\uD558\uACE0 \uC885\uC5C5\uC6D0\uC744 \uD55C\uC2DC\uC801\uC73C\uB85C \uD574\uACE0\uD558\uB294 \uC77C\uC744 \uAC00\uB9AC\uD0A4\uB294 \uB2E8\uC5B4\uC774\uB2E4. \uBBF8\uAD6D\uACFC \uC77C\uBCF8 \uAE30\uC5C5\uC5D0\uC11C\uB294 \uACC4\uC808\uC801 \uBCC0\uB3D9, \uACBD\uAE30 \uBCC0\uB3D9\uC5D0 \uC758\uD558\uC5EC \uC870\uC5C5\uB3C4\uAC00 \uC800\uD558\uB418\uACE0, \uC778\uC6D0\uC774 \uB0A8\uC744 \uACBD\uC6B0 \uC77C\uC2DC\uD574\uACE0\uC758 \uC870\uCE58\uAC00 \uCDE8\uD574\uC9C0\uB294 \uACBD\uC6B0\uAC00 \uB9CE\uB2E4. \uBBF8\uAD6D\uACFC \uC77C\uBCF8 \uAE30\uC5C5\uC758 \uC77C\uC2DC\uD574\uACE0\uC5D0\uC11C\uB294 \uAE30\uC5C5\uB4E4\uC774 \uD754\uD788 \uB9D0\uD558\uB294 \uD574\uACE0\uB77C\uB294 \uAC83\uC774 \uC544\uB2C8\uACE0, \uC7AC\uACE0\uC6A9\uAD8C\uC744 \uD55C\uC2DC\uC801\uC73C\uB85C \uC720\uBCF4\uD558\uC5EC, \uC77C\uC2DC\uC801\uC778 \uD574\uACE0\uB97C \uC11C\uBA74\uC73C\uB85C \uD1B5\uACE0\uD558\uB294 \uAC83\uC744 \uB9D0\uD55C\uB2E4. \uC774 \uACBD\uC6B0 \uC120\uC784\uAD8C \uB0B4\uC9C0 \uC120\uC784 \uC21C\uC11C\uAC00 \uBB38\uC81C\uAC00 \uB418\uBA70 \uC77C\uBC18\uC801\uC73C\uB85C\uB294 \uADFC\uC18D \uAE30\uAC04\uC774 \uC9E7\uC740 \uC790\uBD80\uD130 \uC77C\uC2DC \uD574\uACE0\uC758 \uB300\uC0C1\uC774 \uB41C\uB2E4. \uC120\uC784\uAD8C\uC5D0\uB294 \uBA87 \uAC00\uC9C0 \uC885\uB958\uAC00 \uC788\uC5B4\uC11C \uD68C\uC0AC \uB610\uB294 \uACF5\uC7A5\uC5D0\uC11C\uC758 \uADFC\uC18D \uAE30\uAC04\uC774 \uCC99\uB3C4\uAC00 \uB418\uB294 \uACBD\uC6B0 \uC678\uC5D0 \uB3D9\uC77C \uC5C5\uBB34\uC5D0 \uAD00\uD574\uC11C\uC758 \uADF8\uAC83\uC774 \uBB38\uC81C\uB418\uB294 \uACBD\uC6B0\uAC00 \uC788\uB2E4. \uC5B4\uB290 \uCABD\uC774\uB4E0\uC9C0 \uBBF8\uAD6D \uAE30\uC5C5\uC758 \uB178\uB3D9 \uD611\uC57D\uC5D0\uC11C\uB294 \uC120\uC784\uAD8C\uC5D0 \uAD00\uD55C \uADDC\uC815\uC774 \uD3EC\uD568\uB41C\uB2E4."@ko , "Un licenciement collectif intervient lorsqu'une entreprise licencie un groupe de salari\u00E9s pour des motifs \u00E9conomiques, dont le nombre varie selon l'\u00C9tat concern\u00E9 (minimum de deux en France, minimum de dix au Qu\u00E9bec (Canada)). Ce genre d'op\u00E9rations vise \u00E0 diminuer les co\u00FBts de personnel. Des licenciements collectifs ont lieu r\u00E9guli\u00E8rement dans l'\u00E9conomie mais les p\u00E9riodes \u00E9conomiques difficiles les rendent plus fr\u00E9quents et plus douloureux."@fr , "Un licenziamento collettivo, nel diritto del lavoro italiano \u00E8 un licenziamento che coinvolge contestualmente una pluralit\u00E0 di lavoratori e che comporta una soppressione dei posti di lavoro conseguente a riduzione, trasformazione o cessazione di attivit\u00E0 o di lavoro. Viene anche identificato con il termine in lingua inglese downsizing quando lo scopo \u00E8 l'aumento della competitivit\u00E0 dell'azienda."@it , "En droit du travail, la d\u00E9finition de mise \u00E0 pied peut varier en fonction du syst\u00E8me juridique."@fr , "\u30EC\u30A4\u30AA\u30D5\uFF08\u82F1\u8A9E: layoff\uFF09\u307E\u305F\u306F\u4E00\u6642\u89E3\u96C7\uFF08\u3044\u3061\u3058\u304B\u3044\u3053\uFF09\u3068\u306F\u3001\u4F01\u696D\u306E\u696D\u7E3E\u60AA\u5316\u306A\u3069\u3092\u7406\u7531\u3068\u3059\u308B\u4E00\u6642\u7684\u306A\u89E3\u96C7\u306E\u3053\u3068\u3067\u3042\u308B\u3002\u96C7\u7528\u3092\u7D99\u7D9A\u3057\u305F\u307E\u307E\u4E00\u6642\u7684\u306B\u51FA\u52E4\u3092\u5DEE\u3057\u6B62\u3081\u308B\u4E00\u6642\u5E30\u4F11\u3068\u306F\u533A\u5225\u3055\u308C\u308B\u3002\u7121\u7D66\u4F11\u6687\u3068\u3082\u3002\u4E00\u5B9A\u6570\u306E\u4EBA\u6570\u3092\u8D85\u3048\u308B\u5834\u5408\u306F\u96C6\u56E3\u7684\u89E3\u96C7\u306B\u8A72\u5F53\u3059\u308B\u3002 \u30EC\u30A4\u30AA\u30D5\u8005\uFF08Laid off workers\uFF09\u3001\u96E2\u8077\u8005\uFF08displaced workers\uFF09\u3068\u306F\u3001\u96C7\u7528\u4E3B\u304C\u4E8B\u696D\u9589\u9396\u30FB\u4E8B\u696D\u79FB\u8EE2\u3092\u884C\u3063\u305F\u3001\u4ED5\u4E8B\u304C\u67AF\u6E07\u3057\u305F\u3001\u5F79\u8077\u3084\u30B7\u30D5\u30C8\u304C\u5EC3\u6B62\u3055\u308C\u305F\u306A\u3069\u306E\u7406\u7531\u3067\u3001\u4ED5\u4E8B\u3092\u5931\u3063\u305F\u308A\u96E2\u8077\u3057\u305F\u308A\u3057\u305F\u52B4\u50CD\u8005\u3067\u3042\u308B\uFF08Borbely, 2011\uFF09 \u3002 \u88FD\u9020\u696D\u306A\u3069\u306B\u304A\u3044\u3066\u3001\u6750\u6599\u306E\u7D0D\u5165\u306E\u9045\u308C\u3001\u3042\u308B\u3044\u306F\u88FD\u54C1\u306E\u9700\u8981\u304C\u632F\u308B\u308F\u306A\u3044\u3053\u3068\u306A\u3069\u306E\u7406\u7531\u304B\u3089\u3001\u5DE5\u5834\u306A\u3069\u306E\u4F5C\u696D\u54E1\u306B\u4E00\u6642\u4F11\u6687\u3092\u8A00\u3044\u6E21\u3057\u305F\u3053\u3068\u304C\u5143\u3005\u3067\u3001\u305D\u306E\u5F8C\u3001\u518D\u96C7\u7528\u3092\u6761\u4EF6\u3068\u3057\u305F\u4E00\u6642\u89E3\u96C7\u3092\u6307\u3059\u3088\u3046\u306B\u306A\u3063\u305F\u3002\u4F01\u696D\u306E\u696D\u7E3E\u60AA\u5316\u6642\u306B\u4E00\u6642\u7684\u306A\u4EBA\u54E1\u524A\u6E1B\u3092\u884C\u3044\u3001\u4EBA\u4EF6\u8CBB\u3092\u6291\u3048\u308B\u70BA\u306E\u624B\u6BB5\u3067\u3042\u308A\u3001\u696D\u7E3E\u56DE\u5FA9\u6642\u306E\u4EBA\u54E1\u63A1\u7528\u306E\u969B\u306B\u512A\u5148\u3057\u3066\u518D\u96C7\u7528\u3092\u7D04\u675F\u3059\u308B\u3068\u3044\u3046\u3082\u306E\u3067\u3042\u308B\u3002"@ja , "Un acomiadament col\u00B7lectiu o massiu, tamb\u00E9 anomenat reducci\u00F3 de planter, \u00E9s una decisi\u00F3 unilateral per part d'un empresari que implica l'acomiadament, en un per\u00EDode de 90 dies, d'almenys deu persones, si l'empresa t\u00E9 menys de cent treballadors, o b\u00E9 un 10% dels treballadors, si aquesta en t\u00E9 entre cent i tres-cents, o b\u00E9 trenta o m\u00E9s treballadors, si en t\u00E9 m\u00E9s de tres-cents. Aquest acomiadament pot estar fonamentat en causes econ\u00F2miques, t\u00E8cniques, organitzatives, de producci\u00F3 o per tancament de l'empresa. L'extinci\u00F3 dels contractes de treball per mitj\u00E0 d'un acomiadament col\u00B7lectiu exigeix per llei la tramitaci\u00F3 d'un procediment legal anomenat Expedient de Regulaci\u00F3 d'Ocupaci\u00F3, ERO (en castell\u00E0, Expediente de Regulaci\u00F3n de Empleo, ERE). Les \"causes econ\u00F2miques\" en aquest aspecte no estan detallades a la llei espanyola, de manera que es poden considerar com a tals el fet que l'empresa guanyi m\u00E9s diners amb l'acomiadament que sense ell, o qualsevol ajust que pugui fer l'empresa amb el fi de fer front a una crisi econ\u00F2mica, o el fet de t\u00E9mer que l'any en curs no obtindr\u00E0 tants beneficis econ\u00F2mics com esperava o voldria. Aquest buit legal no \u00E9s present, per exemple, per a la recaptaci\u00F3 d'impostos, on hi ha criteris molt definits de pagament i cap exempci\u00F3 o cas particular per \"causes econ\u00F2miques\". A Catalunya, les empreses que fan un acomiadament col\u00B7lectiu, llevat que aquest hagi estat acordat amb els representants dels seus treballadors, durant els seg\u00FCents sis mesos no poden concertar el de la per cobrir llocs de treball de la mateixa categoria o del mateix grup professional que els afectats per l'acomiadament, ni per al mateix centre o centres de treball."@ca , "Hromadn\u00E9 propou\u0161t\u011Bn\u00ED ozna\u010Duje sou\u010Dasn\u00E9 ukon\u010Den\u00ED pracovn\u00EDho pom\u011Bru v\u011Bt\u0161\u00EDho po\u010Dtu zam\u011Bstnanc\u016F u jednoho zam\u011Bstnavatele. Podle \u010Desk\u00E9ho pr\u00E1va (\u00A7 62\u201364 z\u00E1kon\u00EDku pr\u00E1ce) se hromadn\u00E9 propou\u0161t\u011Bn\u00ED realizuje zejm\u00E9na prost\u0159ednictv\u00EDm v\u00FDpov\u011Bd\u00ED z d\u016Fvodu nadbyte\u010Dnosti zam\u011Bstnanc\u016F nebo ru\u0161en\u00ED \u010Di p\u0159em\u00EDs\u0165ov\u00E1n\u00ED zam\u011Bstnavatele, a to b\u011Bhem 30 dn\u016F, p\u0159i\u010Dem\u017E podle velikosti zam\u011Bstnavatele jde minim\u00E1ln\u011B o: \n* 10 zam\u011Bstnanc\u016F u zam\u011Bstnavatele zam\u011Bstn\u00E1vaj\u00EDc\u00EDho od 20 do 100 zam\u011Bstnanc\u016F, \n* 10 % zam\u011Bstnanc\u016F u zam\u011Bstnavatele zam\u011Bstn\u00E1vaj\u00EDc\u00EDho od 101 do 300 zam\u011Bstnanc\u016F, nebo \n* 30 zam\u011Bstnanc\u016F u zam\u011Bstnavatele zam\u011Bstn\u00E1vaj\u00EDc\u00EDho v\u00EDce ne\u017E 300 zam\u011Bstnanc\u016F. Je\u0161t\u011B ne\u017E dojde k hromadn\u00E9mu propou\u0161t\u011Bn\u00ED, mus\u00ED zam\u011Bstnavatel o sv\u00E9m z\u00E1m\u011Bru, jeho d\u016Fvodech a dal\u0161\u00EDch podrobnostech informovat odbory a radu zam\u011Bstnanc\u016F, p\u0159\u00EDp. samotn\u00E9 zam\u011Bstnance, a tak\u00E9 p\u0159\u00EDslu\u0161nou pobo\u010Dku \u00DA\u0159adu pr\u00E1ce. P\u0159edm\u011Btem jedn\u00E1n\u00ED s odbory a zam\u011Bstnanci jsou pak zejm\u00E9na ot\u00E1zky mo\u017Enost\u00ED jin\u00E9ho \u0159e\u0161en\u00ED t\u00E9to nep\u0159\u00EDzniv\u00E9 situace nebo alespo\u0148 jej\u00EDho zm\u00EDrn\u011Bn\u00ED ve form\u011B odstupn\u00E9ho \u010Di nalezen\u00ED jin\u00E9ho zam\u011Bstn\u00E1n\u00ED hromadn\u011B propou\u0161t\u011Bn\u00FDm."@cs , "\u0417\u0432\u0456\u043B\u044C\u043D\u0435\u043D\u043D\u044F \u2014 \u0432 \u0442\u0440\u0443\u0434\u043E\u0432\u043E\u043C\u0443 \u043F\u0440\u0430\u0432\u0456 \u043F\u0440\u0438\u043F\u0438\u043D\u0435\u043D\u043D\u044F \u0442\u0440\u0443\u0434\u043E\u0432\u0438\u0445 \u0432\u0456\u0434\u043D\u043E\u0441\u0438\u043D \u043C\u0456\u0436 \u043F\u0440\u0430\u0446\u0456\u0432\u043D\u0438\u043A\u043E\u043C \u0456 \u0440\u043E\u0431\u043E\u0442\u043E\u0434\u0430\u0432\u0446\u0435\u043C. \u041F\u0438\u0442\u0430\u043D\u043D\u044F \u0437\u0432\u0456\u043B\u044C\u043D\u0435\u043D\u043D\u044F \u043E\u0431\u043C\u043E\u0432\u043B\u044F\u044E\u0442\u044C\u0441\u044F \u0432 \u0442\u0440\u0443\u0434\u043E\u0432\u043E\u043C\u0443 \u0434\u043E\u0433\u043E\u0432\u043E\u0440\u0456 \u0456 \u0442\u0440\u0443\u0434\u043E\u0432\u043E\u043C\u0443 \u0437\u0430\u043A\u043E\u043D\u043E\u0434\u0430\u0432\u0441\u0442\u0432\u0456."@uk , "Espainiako lan-zuzenbidean, enplegu-erregulazio espedientea, labur EEE ere izendatzen dena, enpresa batean lan-kontratuak iraungi, eten edo murrizteko prozedura bat da, enpresariak nahi langileek beraiek abiarazi dezaketena, arrazoi ekonomiko, tekniko, produktibo eta organizatiboengatik nahiz enpresa bera desagertzeagatik. Enplegu-erregulazio espedienteen berezitasuna, besteak beste, aldean, lan-kontratua iraungitzearen kasuan duen kalte-ordain txikiagoa da."@eu ; dbo:wikiPageWikiLink dbr:Center_for_Economic_and_Policy_Research , dbr:Employment , dbr:Unemployment , dbr:FICA , dbr:Euphemism , dbr:United_States_Department_of_Labor , dbr:UK_labour_law , dbr:Job_security , dbr:Termination_of_employment , dbr:Cost_reduction , dbr:Recession , , dbc:Termination_of_employment , dbr:Voluntary_redundancy , dbr:Worker_Adjustment_and_Retraining_Notification_Act , dbr:Bureau_of_Labor_Statistics , dbr:Office_of_Personnel_Management , dbr:South_African_English , dbr:Business , dbr:Employment_Rights_Act_1996 , dbc:Employment_compensation , dbr:WARN_Act , dbr:Delayering , dbr:Bruce_Weinstein , dbr:Wrongful_dismissal , dbr:Firing , dbr:Offshoring , dbr:Furlough , dbc:Labour_law , , dbc:Offshoring , dbr:Severance_package , dbr:Region , dbr:Private_sector , dbr:Obfuscation , dbr:BusinessWeek , dbr:Jurisdiction , 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