2 weeks notice

[Anonymous]

US has lower notice than other countries. Hey, if company want to be at-will, why have any loyalty to them? I once worked for a company that was constantly firing people and trying to screw them out of unemployment. Quit and left the same day. No regrets.

[Anonymous]

A bonus is for past performance so that’s irrelevant. Long paternity leave should be a nice morale booster to keep people, so that’s a little different. Personally I took 3 months paternity and I put in another 1.5 years after that. Would have never lasted 1.5 more years without the good will that earned the company.

I haven’t quit many jobs, but in general I gave less notice when I was paid less. When I needed the paycheck(s) to make rent I gave minimal notice. Last job I gave 4 weeks notice. If I got walked out the door I’d just take the time off and enjoy it.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:For jobs that require experience, higher education etc and pay about $150K or above, how much notice should you give? We have an employee giving 2 weeks and he just took 4 months paternity and just got a bonus. Thinking that is not enough, and can't do anything about it though right? Was thinking about whether we should tell people we expect 4 if possible. I may mention it in his exit interview

You should have a paternity/maternity leave clawback for people who don’t return to work for X length of time. I don’t know why more companies don’t do this.

because a lot of people don't come back to work period. Do you really want a mom coming back and not caring at all to just run out the clock?

Yes. And we do. If you don’t come back for 6 months, you contractually owe the money back.

The last thing I would want is an employee who didn't want to be there. I'd show, but I'd probably produce near to nothing while running out the clock

And you’d have to get another job with no reference.

[Anonymous]

I think it depends on the circumstances, but in general I don't see the new employer wanting to wait a very long time. And, its unlikely the employee will be able to take leave for a while with a new job, so they may want a break between jobs. I know its hard for employers to fill good positions in 2 weeks, but that's life. Its also hard to find good jobs. Maybe offer employees more reasons to stick around.

[Anonymous]

Anonymous wrote:You're just mad that he took his paternity leave and got his bonus before resigning. Two weeks is fine for anyone outside the C-Suite. Dragging it out doesn't mean the employee is going to complete significantly more work/projects.

This. Companies want to dump you without severance or health benefits but want one year's notice if you are leaving.

[Anonymous]

I gave 4 weeks notice. It was enough time to hand over all my projects and get to chill a bit before starting my new job.

[Anonymous]

Anonymous wrote:
And you’d have to get another job with no reference.

I’m sorry, is this 1993? Hardly anyone asks for references anymore you clown.

[Anonymous]

What does he recent paternity leave have to do with his 2-week notice?

They're 2 separate events.

You sound resentful.

[Anonymous]

Anonymous wrote:For jobs that require experience, higher education etc and pay about $150K or above, how much notice should you give? We have an employee giving 2 weeks and he just took 4 months paternity and just got a bonus. Thinking that is not enough, and can't do anything about it though right? Was thinking about whether we should tell people we expect 4 if possible. I may mention it in his exit interview

Let's start off with the obvious. Everyone will quit at some point. That's life and you need to get over it. Sure it's inconvenient, but it's part of your job to deal with. Next point is also pretty obvious, an employee's receiving compensation and use of benefits has nothing to do with how much notice they should give. Last point, why on earth would you raise this in an exit interview? You know that's a terrible idea, right? That would just be you trying to get the last word in, and what good would come of that.

And telling people out of the blue that you expect a certain amount of notice won't go well.

[Anonymous]

Jobs are at will, executives may be subject to a non-compete clause if it's enforceable. But I'd expect exe comp to be at least 2x of the 150k mentioned. Your option is to be nice and ask this person to be available for hourly consulting projects for a few more weeks, which is what my DH did when he left. 

[Anonymous]

Anonymous wrote:The majority of jobs are at will. A company can release an employee at will just the same as an employee can resign from a job at will without any given notice.

The two week time period is often a generally accepted norm, but it has no legal standing whatsoever. If you don’t want to burn bridges or screw over your colleagues, then I think two weeks notice as a minimum is great, and a month or more notice preferred.

Also: And employee taking the standard corporate issued paternity leave or utilizing vacation time does not have any Tyanne or impact to that person resigning from a job regardless of how much notice they give. They are utilizing a company benefit and they have as much right to utilize a benefit as any other employee does.

Unless the Company has a severance policy no way I would give longer than two weeks because they could fire you on the spot and then you're without a paycheck for a month.

[Anonymous]

Anonymous wrote:

Anonymous wrote:
And you’d have to get another job with no reference.

I’m sorry, is this 1993? Hardly anyone asks for references anymore you clown.

Lol, 2/3 companies I'm interviewing with just asked for references; I promise you it's alive and well as a practice.

To OP: when you guarantee that you'll pay people the length of their notice when they give it, people will give you more notice. If giving notice might result in being summarily walked out the door, of course people are going to try to minimize their break between paychecks. And the bonus and leave are irrelevant to the quitting -- those are both earned benefits.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:
And you’d have to get another job with no reference.

I’m sorry, is this 1993? Hardly anyone asks for references anymore you clown.

Lol, 2/3 companies I'm interviewing with just asked for references; I promise you it's alive and well as a practice.

To OP: when you guarantee that you'll pay people the length of their notice when they give it, people will give you more notice. If giving notice might result in being summarily walked out the door, of course people are going to try to minimize their break between paychecks. And the bonus and leave are irrelevant to the quitting -- those are both earned benefits.

Don’t work for small companies. F100s simply don’t do this.