Agreed...In a perfect world, you could have both, but you can't and in the end, no one asks in an interview if you gave two weeks...They ask why you left...
So did you turn in your 2 week notice on friday? Did you call you the new employer and push out your start date?
this as to whether two week notice is required by the law? thats a no. But if there is contract language in the employment agreement requires such, would a court enforce such on a contract basis. Of course, we are talking about bonus here, and the possibility of retraction of it by the employer. any employment lawyer?
A. No. When opportunity knocks, answer the door. B. Disclose what, that you quit? I used to be a manager way back when at several large organizations. The law is, if an employer gets a call from another employer the only thing they can say is, you worked there and the name of your position. Anything else given is on shaky ground. That being said, most managers don't follow the law, let alone know what it is. Most places will say what they think of you, which is a big no no. Like, he's a great guy or he's late all the time. Knowing this, if you don't trust your employer, don't let them hold you hostage. If they had a choice between your future and theirs, they'd pick theirs. In that case, just don't include them on your resume. If you worked there for a while and can't afford an empty space, replace the name of the organization and contact info with ones that you control. Reference problem solved! This advice is a little late but maybe it can help someone in the future.
I'm guessing he pussied out and left on the day his new employer told him to leave. I mean, why even ask us this when he couldn't finagle a two weeks start date. If I ever got bullied into his shoes, then my word with the new company trumps w/e honor I had with the old. When I got my current job, they wanted me on the spot. I wanted 3 weeks. so I could take a week to recharge and prepare. I firmly said 2 weeks. As for the older discussion, my previous company treated me like ****, but I felt like I owed something to my team giving them a leg up on replacing me. Life is definitely tricky, and sometimes you find yourself where you started, so I wouldn't go burning bridges just because of your experience there. You might meet a former co-worker eventually. It's a not a bend-over-for-the-company thing. It's a the world is shrinking to the point where past mistakes bite you in the ass thing. Reputation in certain circles can make or break you.
I really really hate people that don't give two weeks notice. It absolutely screws up any business when people just pick up and leave on a whim. I've had employees just pick up and leave and it creates so many unnecessary headaches. We run on very fixed schedules that get thrown into complete chaos when people just leave. I have no ill will towards any employee that wants to move on but I think you owe your employer the courtesy of allowing them to plan for a transition.
At the very least there should be an attempt to provide two weeks. But if the choice is between providing two weeks or the new job, then of course I'll take the new job. Most companies are understanding and would like for you to provide them the same courtesy the day you leave, but sometimes it can't be helped and they need you right away. In those rare circumstances I'll take care of myself and my family over my old employer.
Because of trust and accountability issues, you don't want many employees around after they've accepted a position elsewhere. This is evolving into the new norm and two weeks notice is slowly becoming antiquated.
What if an employee leaves on purpose to create that headache for the company? I mean he quits but what can the company do? They cant see they fired him, but can they right some negatives on his record?
Oh I get that. You obviously phase out their responsibilities over those two weeks. And more and more businesses are able to adapt to it. In my case, I run a small business with very tight staffing to meet our needs. Losing any employee is a huge problem and creates major headaches. But yes for larger businesses, they have the capacity to manage around it. We just don't have that luxury.
If you had to let go of your employee you'd do all you can to give them two weeks, I'm sure. But if it was to the point where it was either you give them two weeks or your business folds, of course you'd take of your family and business first.
I'm not a lawyer, but based on this article it seems there are some misconceptions on what a former boss can share. First, according to that article there is no mandate that prior employers can only verify employment, etc. As long as the prior employer is being truthful, they can answer almost any question. For example, if someone asked how you job performance was, had you received a bad review, the prior employer can mention that. What you are mixing up is that many employers will only verify employment, length of employment and salary for fear of a law suit claiming libel or slander - this is a voluntary measure. Having said that, you are going to have to prove that your ex-employer is saying bad things (and inaccurate things) about you. One way of doing this would be to hire a private investigator to pose as a potential employer and call your ex boss for a reference. Another would be to ask that the new job not call that particular boss - explain that you believe they will get inaccurate information, but if they do call the boss, ask for a chance to rebut any negative thing he might say or even head it off at the pass by being up-front about what might be going on. There is some additional information specific to Texas law here and some advice for employers on giving and getting references here. Some examples of inflamatory comments that could lead to lawsuits vs legal non-inflamatory facts that they give: Inflammatory: "We fired Joe for stealing." Non-inflammatory: "We discharged Joe for failing to properly account for items entrusted to him. Items A and B were checked out to him, they turned up missing, and he failed to give a satisfactory explanation for what happened to them. Under our policy, that was a dischargeable offense." Inflammatory: "Jane was fired for using drugs. We don't tolerate druggies here." Non-inflammatory: "Jane failed a drug test on (date). The initial positive result was confirmed. Medical review of the result revealed no satisfactory explanation for the presence of the substance that was found. Employees who fail a drug test under such circumstances are subject to termination." Inflammatory: "Frank was terminated for sexually harassing an employee." Non-inflammatory: "Frank was terminated for violating our policy prohibiting harassment in the workplace." So based on this information it may be a particular companies policy to just give dates of employment, but it doesn't appear to be a law.
Honestly, as a small business owner, I wouldn't hire someone if I found out that they didn't give their prior employer two weeks notice. Thats just not cool. I hired a new cook recently, and told him I wouldn't start him for at least 2 weeks because I wanted him to give two weeks notice at his other job first.
So I have a question on this: I've accepted an offer to return to Texas later this month from my current job in California (Hallelujah). I plan on giving notice today, but am only able to give one week due to driving time back to Texas/arranging living accommodations/the start date. My reasons for leaving are simple: the new job offers me the chance to do something more aligned with my interests/goals and pays me substantially more money (and stock options, something my current employer will never do) to be closer to family and friends. The two factors for my quick acceptance of this were how quickly this opportunity came around and finding out that a coworker, recently promoted from an internship to my position out of necessity (we recently had another departure from our team a few weeks ago, coupled with two other departures a few months ago) with no experience in the field (compared to me, with a couple years of experience), was offered a higher salary than myself. In my mind, when push comes to shove, this is all business. I have to make the decision that works best for me and I won't let this current job interfere with my new one. My boss in California is from Texas and will certainly understand, on a personal level, that I can't turn down the offer for more money to be closer to home and my loved ones. On a professional level, he'll probably be irate (but, having so many people our company within 6 months might tell you something about how people are leveraging their work here for better jobs).
