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211

Your employment is not dependent on others' employment (or resignation). Period. If you chose to leave, you are free to, provided you fulfill the requirements as mentioned in the contract regarding the exit process. If the organization has a backup plan, they will work according to that. If they don't have one: not your problem. If they feel they cannot ...


168

I think you are misunderstanding the question from your boss, and over thinking the situation. Your boss isn't asking how long you want as notice for the person, she actually wants to know what the effect of this person leaving has on your team and delivery. "I'd say 4 weeks as we'll need X here while we fix that new module they spent 4 months on. No one ...


121

You do not get offered health insurance, you are no longer getting your full 40hr per week as promised when you first started, and you have yet to get one raise in 4 years. No need to feel guilty. And as DarkCygnus (and everyone else) will tell you, sign a new contract before you give notice.


117

This is a very graceful exit This isn't being Fired. A lot of people use "fired" as casual slang for any layoff, but that's wrong and don't go around saying that. Fired is you do something bad, like embarrass the company on social media, and a security guard watches you pack your things. This isn't even a layoff, where you're also escorted out of the ...


83

While others are addressing the right point that it is not your problem, I think your original question is not addressed: How do I tell him that I plan to leave although my co-worker left recently? Tell him in a face-to-face discussion. Say something like this (with your own variation!) Hey boss, something has changed on my personal front and I would ...


66

Talk to your boss immediately and begin job searching now You have just learned a very important, and unflattering fact about your new company. Namely, they don't want to hire you right now. I know you're excited about the new position, but take a long hard look at your new company. This is probably a place you DO NOT want to work. The rest of this ...


42

Does a person have to "deserve" their notice period or should it be always given, simply because this is "the right thing to do" or so you don't burn any bridges? There is no such thing as 'deserve' in business. If it's not contracted, then there is no obligation. Sometimes there is a company policy or even 'norm' that applies. But not in your case. Which ...


37

How do I convince my boss that the company, my colleagues and future projects are best served by me setting up the resources needed for its continued support rather than having to spend my last weeks here squeezing billable hours out of a customer and setting up scaffolding that no-one will really know how to build upon? You don't. If there are any ...


36

Give the employee a notice period that is standard in your company. You will not regret it in a long (enough) term.


33

I accepted the offer but I feel guilty since the company I'm employed with will be left with no tech. How should I tell my boss? There is no need to explain yourself or to feel guilty. It's your life and ultimately you have to look out for yourself and work in a place you get paid well and are comfortable. You just hand your notice period, serve it, and ...


29

Don't give them notice. Give them a severance pay package that would be commensurate with the standard notice period. You will not be doing them nor anyone else any favors in allowing them to continue. It may seem harsh, but it is actually the kindest thing you can do for them. No one likes to be the "walking dead" on a job site. Also, involuntary ...


28

I'll make Gregory's comment into an answer: You don't owe anyone anything. Just announce that you'll be leaving as of X date so nobody gets caught by surprise. The circumstances and details of you leaving are your business and your business only. You can give more details in a private setting to friends and colleagues you trust, but only as much as you ...


27

Problems caused by you leaving the company are not your problem. Plain and simple. This is something that managers like to claim when employees are leaving the company, and incidentally, those managers who make such claims are also those who have to utter them the most. That being said, let us assume that your manager is merely misguided and does not mean ...


23

Talk to your boss about it. Tell him that your start date has been delayed by an as of yet undisclosed amount of time, and ask whether you can stick around for another week or two. Whether they agree or not depends on a lot of variables, but you stand to lose nothing by simply asking. In the mean time I would contact your new employers and tell them that ...


21

Sadly, you have no other choice than to grit your teeth and continue to do your work. Follow any work related instructions, do your tasks and continue to be the same reliable and thorough employee that you have been before your resignation (but of course only up to a certain level of "caring about"; above that, see point 3) in the paragraph below). Also, if ...


20

What is the best way to handle? You continue to act in a professional manner during your notice period and don't worry about how your soon to be former manager behaves.


19

It seems you found an employee who is sadly totally incapable of doing their job. You gave them a lot of chances to improve, and they didn't - quite the opposite. The last weeks seem to be the effect of what I would recommend to any employee: If you feel you are on the way out, don't worry about the old company, getting a new job should have priority. Sure ...


18

"...the company I'm employed with will be left with no tech..." You have already spent much time and energy trying to assure that <the company I'm employed with> will continue to have a tech. Unfortunately <the company I'm employed with> refuses to coöperate. If your employer wants to have a tech working for them, it is their responsibility ...


14

EDIT: Just to clarify some apparent confusion based on a comment: I am not in any way saying that the employee "shouldn't be terminated". What I am saying is that the employee should be given an official notice of termination with the same 1 or 2 week period the company would expect to receive if an employee were leaving the company; e.g. "Your position ...


14

This answer is written keeping your current context in mind and my experience working in India. What I want to know is if I abscond this organisation, would they be able to take any serious actions? I am assuming you have already completed the paperwork and signed the offer letter and any other papers. So, absconding is never a good idea. It could be ...


14

Short answer: You don't. It's not your problem and certainly not one of your making. Simply put, replacing you and your skillset is the responsibility of the organisation, not yours. If they haven't taken into consideration the Bus Factor, then this is a problem they will need to address. Don't take this responsibility on to yourself as it never was yours ...


13

Notice period is calculated in calendar days (not working days) so the weekend is included, the notice period begins the day after you give notice (not the same day) so if you gave notice on the 15th of then the first day of your notice period is actually the 16th making the last day of your notice period the 15th of December i.e. your last day of employment ...


11

Most places I have worked prohibited taking PTO during the notice period. The first thing I would do if I was in your situation is check my contract and employee handbook to see if that is the case for you. If it is then you will need to decide if you want to take the 3 days PTO before handing in your notice or just sacrifice your accrued PTO.


10

The new employer have told him that they will withdraw the offer if I cannot get my notice period down to six weeks. This is apparently due to a current employee of theirs leaving who needs to do some handing over of work to me. Offer to work with the current employee who is leaving on nights and weekends to do the handover work. Or as @fireshark519 ...


10

I appreciate many of you will tell me to wait it out, but is it really worth doing so? Yes, it is really worth doing so. What you have now is a plan and plans change. You have waited this far, why not wait couple more days, to get rid of the problem in a final (i.e, deterministic) way? Assuming the worst case scenario, if the conditional offer is ...


9

On Monday I'll have to mail them my last 3 months payslips, negotiate salary and tell them the date of joining. They'll be asking about the notice period in current company. You're overthinking this - they're asking about notice period because they want to know when you can start, and that's likely it. So when they ask about notice period, you can simply ...


9

Some facts: 1. What your old manager wishes is completely irrelevant, what you have to do by law is what counts. 2. Your new company can wait, because if they retract your offer, they won’t have anyone starting within six weeks anyway. I’d get advice what notice is required from an expert. You might ask HR at the new company, because it’s in their best ...


9

Welcome to the Workplace. It's not your problem or fault that someone else has left the company. If you made a decision and you are sure about that, you need to talk to your manager and say you'll leave. 15-10 days is a good time for them to know so they can organize things better. Also, see if your contract say something about how much time you have to ...


9

My plan at the moment is to send an email to the HR Manager requesting written confirmation. That is the right plan. Get it in writing. Remind them of the verbal agreement and ask for written confirmation. Although, I'm not sure the HR Manager will give this to me now she's been asked to increase my notice to 3 months. That's out of your control. ...


9

There will never be a right moment to resign. No company is ever happy to see someone leave. (Well, unless you're very bad at your job) Once/if you have a signed offer, it's definitely better to resign before the team building event. But don't preemptively quit. Quitting right after the event might be awkward, but do it politely and professionally and you ...


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