Micron lays off 350 employees at Taichung plant, and Univi's plan is exposed (Reuters file photo)

[Reporter Cai Shuyuan/Taichung Report] The memory factory Micron continues to lay off employees, and the Taichung factory also reported layoffs. It is estimated that about 350 people will be laid off, accounting for 5% of the employees. Another 3 months, and because the involuntary resignation certificate was not provided, and unemployment benefits were issued for 6 months, the Labor Bureau stated that it has not yet received applications for unemployment benefits from Micron employees, and the Labor Bureau has established contact with Micron’s human resources unit pipeline.

The Taichung City Labor Bureau stated that Micron's Taichung factory employs about 7,000 people. It is understood that the company will reduce the number of employees by about 5% through the preferential separation plan, and provide preferential separation pay. 3 months; In addition, because the involuntary resignation certificate was not provided, the company also adopted the employment insurance law to issue unemployment benefits at 80% of the average monthly insured salary (60% according to regulations) for 6 months.

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The Labor Bureau stated that it has not yet received applications for unemployment benefits from Micron employees. The Labor Bureau has established a contact channel with the company’s human resources department, and provided the city’s employment promotion resources, award and subsidy projects, and a case-by-case service by a dedicated person, and plans related The talent recruitment activities assist various job opportunities, and Micron is also requested to inform and provide relevant employment assistance materials from the Labor Bureau when interviewing employees of Youli.

The Labor Bureau mentioned that Micron is located in the China Science and Technology Park, which is under the jurisdiction of the Central Science Park Administration of the National Science and Technology Commission. The Labor Bureau will assist in caring for workers and provide legal consultation. Including labor-management coordination, or labor-management disputes, etc., remind public institutions that if wages need to be lowered due to business conditions, they should still negotiate with the workers to adjust, and must not unilaterally reduce wages, and protect labor rights and interests.

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