Giving Notice of Leaving 3

[Beggar]

It appears that I'm about to accept a new position with another company. The new employer is on a very tight schedule and would like me to begin work as soon as possible.

That said, both myself and my future employer would like me to satisfy my professional obligation to my current employer. The question is, what is that obligation?

Is that obligation in any way diminished by the fact that my current employer does not provide severance pay or benefits when people are laid off?

I'll appreciate any guidance and I really want to handle this "the right way."

--------------------
Bring back the HP-15

http://www.hp15c.org

--------------------

 

[Alphabits]

Companies will always say they want you to start yesterday. After all, the sooner you start, the sooner you can get work done that they need done. But in reality, the company can always wait until you're available, if you're the best person for the role.

The local labour laws in BC (canada) states something like one week per year of continuous service as a *minimum* for severance. Also, they state that benefits are to be paid during this time (not many people realize that). This is only a minimum, though, and it appears that recently wrongful dismissal suits have been doubling or tripling that minimum with ease.

I'm not sure what your contract says exactly, but it sounds like you could be terminated at any time for any reason. If it doesn't say anything to the contrary, you are entitled to the same consideration (ie. you may leave for any reason at any time). That being said, I would still offer two weeks as a minimum, or one week per year of service, as notice. Offering to spread out the second week's worth to help integrate a new person is a great idea, if your new employer is amenable to it.

 

[VeryPicky]

Don't make my mistake.

I gave 8 weeks notification (I wanted to be ethical and train someone). They kicked me out in two weeks that screwed up my plans. At the end everything worked out in my favour but the stress was there.

Keep this in mind and good luck.

 

[Ron]

Being contracted under an "at will" agreement as you described, you have no contractual obligation (they obviously wrote the contract to their benefit in the case someone doesn't work out), but I agree that a professional approach would be to give two weeks notice. If they kick you out when you resign, write a nice letter of understanding to them and go along your merry way!

 

[Beggar]

Well, I've been at the new job for a month.

I did in fact give one weeks notice and then spent another full day there during the second week at my new job. I've also put in another 20 hrs or so on a contract basis in the evening and weekends.

I think it worked out OK for all concerned though maybe wasn't the best for the original firm. They still have a standing offer from me to do more PT work for them or to spend some time with my replacement.

I appreciate the guidance offered by everybody, though.

--------------------
Bring back the HP-15

http://www.hp15c.org

--------------------

 

[BJC]

Perhaps notice should depend on how yor employer treats people. I have known a couple of engineers who worked at Disney when they were building the place (or at least doing major additions).
Standard procedure there was to call everybody into a large room, tell them there through and escort them off site. Their personal stuff was packed up and sent to them. It happened to both these engineers twice, It was not near the end of a project or some milestone so they could suspect it was coming.
Quitting an outfit like that might call for less than the standard two weeks. I would not give them any notice, just show up and your other job and they would take a month to find out you were gone.
.

 

[JamesCG]

I'm not sure I agree with that philosophy BJC.

Just because a company may have such an attitude towards their workers, doesn't mean it should be reciprocated. What about your colleagues that you would be leaving in the lurch? I have worked for companies where I didn't give two hoots for the corporation, but had personal loyalties to the people I left behind to such an extent where I made sure I cleared all jobs I was half way through to a point where a neat break off could be made.

Decisions about notice should also surely take personal relationships you have within the company into account.

Regards

James

 

[Beggar]

I side with James on this one. The company likely has no loyalty (some do, though) and therefore deserve none. The folks left behind, though... they do deserve it.

--------------------
Bring back the HP-15

http://www.hp15c.org

--------------------

 

[IRstuff]

Additionally, while people still need to work and are often stuck with working for unprofessional companies, the converse is that you usually cannot afford to leave a company unprofessionally.

As a general rule, companies are loath to give out negative information about ex-employees, but a simply statement of the fact that you left the company with no notice will certainly dim your future prospects.

TTFN

 

[BJC]

Irstuff.
As a matter of law you can not give out negative information about an ex employee.
The only information you may give is the dates they worked and if the ex employee has given authorization their rate of pay.
You can generally give favorable information over the phone or in a letter.
You do both at your peril. Remember there's a lawyer under every rock. People have been sued for giving a good recommendations for someone who turns out to be a real dud.
The worst thing you can say about someone is " I can connect you to HR for the exact dates he (she) worked here", that and no more. If someone says that about you it's legal and it will be picked up as a pretty bad recommendation.
If you quite on short notice, your ex-employer cannot tell anyone. They can only say when you worked there. If someone, say at Disney were to write a letter saying you were a jerk and walked out etc. etc. The lawyers would be lined up to take you case.
It may not be fair or just but that's the way it is.

 

[jsummerfield]

BJP mentioned authorizaton to check the rate of pay. State employment records or national databases may reveal the pay rate. When applying for a new position do not exaggerate your rate. Consider letting the prospective employer know what you expect to justify changing companies. Some companies limit the percentage rate increase. You do not have to put a rate on the application. Fill it correctly or omit the rate.

John

 

[profengmen]

I would not give them any notice, just show up and your other job and they would take a month to find out you were gone.

Sounds a little unprefessional and immature to me... but hey, it's your career.

As a matter of law you can not give out negative information about an ex employee.
The only information you may give is the dates they worked and if the ex employee has given authorization their rate of pay.

That's not a "law". You can say anything you want about an employee as long as its true and can be proven true. It's only against the law if it has a discriminatory intent, being against Title VII .

But you are right in that it's is better to keep your mouth shut. Just give name, dates and title.

 

[buzzp]

No law about giving out any info (other than private - social security number, address, etc) related to your past job. It is not a criminal case that these guys are getting pounded with its civil cases, slander and libel. Some of them deserve it. I learned a little bit about this a while back when, in my exit interview, I fired off on my boss and handed it out for all to see (managers-I was one). Of course, when I needed a reference he hammered me bad even though my evaluations (and promotions) said otherwise. It cost me one job. After that, I hired a third party to perform a reference check (after calling my old boss and verifying he would not slam me again). He said he would not but he did. I have contacted lawyers and it is an open and shut case for the most part due to me hiring a company to perform the check after a real potential employer contacted him.
Ever since then, my references from them have been great (only title and dates of employement given). I should of just been nice when I left to avoid the problems. If I had to do it over again, I would get a letter of recommendation written first and then hammer the boss.