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Thread: Providing notice at work

  1. #31
    It depends on the job, the access to information, the employee's rapport with the supervisors and a host of things. I had the misfortune to discover that I was working for a "sinking ship" The owner was juggling the books to keep the place afloat, I had substantial bonuses coming and was worried that I would not receive them. Since the company was going under anyway, I copied all the computer files of the jobs I worked, expecting that I would be shown the door any day and immediately if I gave notice. I also copied company books, showing the owner was defrauding the customers. Turns out he didn't pay the health ins, withholding taxes, unemployment or anything else for several months. I went to a job interview and I was hired to start in two weeks. I was very closed mouth about things because I did not want to be shafted on the bonuses if I could help it. Well I gave notice as soon as I got to the office, I was escorted to the door, waited while they packed my personal belongings in a box, I was handed a no trespassing notice and a lock smith was there changing the locks within 15 minutes of my giving notice. I immediately submitted change of address letters to those companies for whom I had done work, and some of them sent me the checks. The boss still stiffed me out of about $15,000 in bonuses more than what I collected. Ironically, a few months after starting the new job, my task, was to file papers to sheriff sale the former boss. Since I knew where everything was, the bank accounts and knew who owed him money. I tied him up so bad, even his car was repo'd. He was out of business and closed in six months and then prosecuted for tax evasion. I managed to take a dozen or more customers with me. (My former coworkers also left en mass within a week when their pay checks bounced.)

    OTH, three years earlier, I left a job I had for 15 years. I gave two weeks notice. I ended up putting in all kinds of late hours making sure that everything went smoothly after I departed. On the last day, the boss came in and handed me a century old $50 gold piece and told me any time I wanted to come back. I get invites to the office Christmas parties every December. The boss at that job and I are still friends and go fishing every summer.

    I guess the point is, if the employee is trusted and well liked, they are less likely to boot the employee immediately. If there is a lot of distrust between employees and management, you get the "bum's rush"
    Last edited by Perry Hilbert Jr; 09-16-2017 at 11:26 AM.

  2. #32
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    Quote Originally Posted by Jim Becker View Post
    Jason, as an aside, my employer no longer offers "vacation" in the traditional sense...that takes it off the books from an accounting standpoint and they don't have to accrue it. (carryover died years ago..."use it or lose it" had been the case for quite a few years) Now, folks get DTO..."discretionary time off". In other words, you can take off as much or as little as you want as long as you are doing your job (and hopefully exceeding goals) and it doesn't affect customers or the team in a negative way. We do have to mark the days in the time keeping system (the only thing we mark since we are all considered salaried for our base pay) but there's no "vacation". The upside to this system is that it's very flexible for the employee. The downside is that many employees tend to forget to take time off... ...myself included. Of course, I'm leaving that behind in, oh...two weeks.
    My wife's employer went the same route. The other downside is that you are at the discretion of your manager. Some might not be so kind to you taking more than a few days off.
    A flute without holes, is not a flute. A donut without a hole, is a Danish.

  3. #33
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    Quote Originally Posted by Bruce Wrenn View Post
    Most companies will only verify that you worked for them, and what dates. Nothing more, nothing less, to CYA. An unfavorable review sets law suits in motion.
    There could be something verbal of which there is no record in addition to the formal verification. It depends on the business, some are rather closely knit.

  4. #34
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    I've always found employees leaving on short notice to be incredibly unprofessional and irritating. I understand that it can happen if a great opportunity opens up, but as a matter of course I'd prefer to have as much notice as possible. Ideally I'd try to re-fill a position before the current occupant of the job left, providing a week to a couple of months transition time to get everything transferred to the new person and any required training done in an orderly fashion. It's a fact of life that people move around as opportunities present themselves and in a small industry like mine (biotech) you certainly don't want to burn any bridges, as you will likely be working together again at some time in the future.

    I would regard someone who took a few months of paid maternity/paternity leave and then quit on the day they returned to take a new job as exploiting the system. I'd much rather they be upfront about their intentions and negotiate a suitable separation package and, again, allow an orderly transition to a new person. I have had folks who decide to stay at home with their new child rather than return to work; I understand how that might happen. In those cases they were usually very helpful in finding and training a replacement and we made it work for everyone.

  5. #35
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    Most companies looking for a new employee don't want to wait a month or two for the new hire to transition out of their old job. The only time it happens at my employer is if someone is retiring. My employer usually has three to six months notice so there is time to hire and train a replacement.

    It is not unusual in IT for someone to be shown the door as soon as they give notice. The employer doesn't want the employee to have an opportunity to sabotage IT systems before they leave. Most companies I have heard that do this will pay through the notice date. A small business locally had one of three partners decide to take over and fired most of the employees. The fired employees wiped out most of the computer systems on the way out the door and refused to hand over any passwords.

  6. #36
    Quote Originally Posted by roger wiegand View Post
    I would regard someone who took a few months of paid maternity/paternity leave and then quit on the day they returned to take a new job as exploiting the system.
    I agree with you Roger. If the new job offer came in after the maternity leave started, that might be a little different. But IMO, if the family knows she's leaving and are just holding on to get the paid time off, that's stretching the bounds of reasonable.

    Dan, it wouldnt be unreasonable to talk with the new employer about this. Make it part of their hiring negotiations, perhaps? Say something like: "Hey, I can't be without income or insurance while I'm out on maternity leave. And I don't feel right quitting my current job right after I come back to work. Is there any possibility that I could come work for you now, and take the leave while I'm working for you? I'd be willing to sign a contract to guarantee a minimum period that I will work for you after returning to protect your interests. Otherwise, I have to decline." (Companies that offer tuition assistance have such policies/contracts. Maybe something similar is possible here.)

    And if they cant work it out, she stays put - keeping her current job, her "good name" and her self respect intact. She sounds like a valuable employee with a great history of performance. There will always be another opportunity for top notch people like her.

    Just another viewpoint to consider.

    Best wishes to you and your family.
    Fred
    Last edited by Frederick Skelly; 09-17-2017 at 11:42 AM.

  7. #37
    It depends on the company. As others have said, some companies have security concerns and once you put in your notice, you become a security risk and are no longer allowed on the property. The last job I quit, the company did that, but they also paid the two weeks to avoid me having a case at unfair termination and an unemployment claim. I knew that up front, so I quit on Friday, knowing my new job started on Monday and I'd be getting those two weeks paid, plus all of my back vacation, etc.

  8. #38
    I think you should get some independent advice. Personally, I would not go to a lawyer, instead I'd try to find a qualified HR professional in your state. A friend,or a friend of a friend will know someone who is a HR director that attends lots of conferences and continuing education on employer laws and employee rights. In my experience people like this are happy to help provide guidance. He/she will need a copy of your wife's employer's policies if they have an employee handbook or guideline packet. It's a complicated situation. A lot of it depends on the outgoing employer's attitude.

  9. #39
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    I agree that you should check the employee handbook first. It should discuss this.

    I worked for a few of the largest construction companies in the country building healthcare facilities. Each time I quit I gave almost a month notice so the regional managers could find a replacement and I could train them, download everything, and make a smooth transition. They appreciated the heads up, but didn't get a replacement in until after I left!

    Tough call with a pregnancy. If she feels she deserves it and has worked long enough for it, maybe take the leave and give them notice when she returns.
    Last edited by Matt Day; 09-18-2017 at 9:37 AM.

  10. #40
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    Lets say LOML has been offered a very prestigious job to represent her industry

    THIS is a wrinkle that hasn't been examined yet. "Representing her industry" means it's going to be a job that's highly dependent on image. Assuming that the new job is with an industry association or such, it strikes me that keeping good relations all around would be pretty important. "Good relations" means doing things the traditional way, i.e. 2 weeks notice. If the current employer chooses to whack her immediately, well, tell her to keep that in mind when it comes time to steer folks towards different companies in her industry...
    It came to pass...
    "Curiosity is the ultimate power tool." - Roy Underhill
    The road IS the destination.

  11. #41
    Its one thing to chew the fat over theoretical issues of "ethics" and "personal responsibility"....

    Completely another issue to expose your family to ruin.

    3-6 months without pay and insurance + a baby due at the same time = ruin.

    That same expense and time is a small and heavily diluted inconvenience to the company - far from ruin... Just a write off on their taxes...

    I think you already know what you have to do. And that means don't do the foolish thing. Don't intentionally expose your family to ruin and then wonder why it happened.

  12. #42
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    Someone I know just gave a 2-week notice and was scolded by HR for not giving 4!


  13. #43
    Join Date
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    Quote Originally Posted by Matt Meiser View Post
    Someone I know just gave a 2-week notice and was scolded by HR for not giving 4!
    So they agreed to stay 2 more weeks? AAAAHAHAHAHA!
    Jason

    "Don't get stuck on stupid." --Lt. Gen. Russel Honore


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