Laid off am I obligated to train during transition

[Anonymous]

Anonymous wrote:

Anonymous wrote:To answer your question...no you are not at all "legally obligated."

To answer the question you did not ask....you should spend a good portion of the time you are still getting paid to perform work for that company helping out the new person. That is a human who did not wrong you in any way, and if you can make their life easier why wouldn't you?

Seriously? I have to give away my strategy to make someone’s life easy? I have many years of experience to learn what I know and now I just have to give it away to make someone’s life easier?

Yes. This is a normal and reasonable business request.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:To answer your question...no you are not at all "legally obligated."

To answer the question you did not ask....you should spend a good portion of the time you are still getting paid to perform work for that company helping out the new person. That is a human who did not wrong you in any way, and if you can make their life easier why wouldn't you?

Seriously? I have to give away my strategy to make someone’s life easy? I have many years of experience to learn what I know and now I just have to give it away to make someone’s life easier?

They paid you for those many years of experience you spent learning your strategy, right? They're paying you for these last few days, right? You don't need to go above and beyond or anything, but yes, you should work for the time you're getting paid, and if your assignment is to train someone, then that's your assignment.

No they did not. I came from my on consulting business recently. Everything I learned was def not from them

[Anonymous]

Anonymous wrote:Why wouldn't you? Spite isn't a great reason.

np It isn't spite. If they valued the op than than they wouldn't have gotten rid of them. I wouldn't do it. What is the worst they can do? It already has been done

[Anonymous]

Did they give you any details about what you're supposed to teach her? There's a difference between teaching someone the basics of the job and teaching them your personal strategies.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:To answer your question...no you are not at all "legally obligated."

To answer the question you did not ask....you should spend a good portion of the time you are still getting paid to perform work for that company helping out the new person. That is a human who did not wrong you in any way, and if you can make their life easier why wouldn't you?

Seriously? I have to give away my strategy to make someone’s life easy? I have many years of experience to learn what I know and now I just have to give it away to make someone’s life easier?

Glad you're not my co-worker.

Technically if they are leaving they aren't your co-worker. I assume the op would train if their position wasn't going away.

[Anonymous]

Anonymous wrote:Did they give you any details about what you're supposed to teach her? There's a difference between teaching someone the basics of the job and teaching them your personal strategies.

Right? OP is yammering on about their "strategies," but if the program or function is being moved to a different department, expecting someone to train you on that program or function is 100 percent reasonable.

[Anonymous]

Anonymous wrote:

Anonymous wrote:To answer your question...no you are not at all "legally obligated."

To answer the question you did not ask....you should spend a good portion of the time you are still getting paid to perform work for that company helping out the new person. That is a human who did not wrong you in any way, and if you can make their life easier why wouldn't you?

Seriously? I have to give away my strategy to make someone’s life easy? I have many years of experience to learn what I know and now I just have to give it away to make someone’s life easier?

There is a HUGE difference between bringing a new hire up to speed/transitioning job responsibilities and "giving away your strategy". When I was laid off a few years ago, I had to do something like this. I didn't "give away strategy", I just brought them up to speed. I touched on current projects in progress, list/names of clients and contracts, basic info like how to access files and Sharepoint and where things are kept and such, reviewed a calendar of upcoming projects, etc.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Did they give you any details about what you're supposed to teach her? There's a difference between teaching someone the basics of the job and teaching them your personal strategies.

Right? OP is yammering on about their "strategies," but if the program or function is being moved to a different department, expecting someone to train you on that program or function is 100 percent reasonable.

I don’t know how to train one person on a job that was done by entire department.
There is nothing reasonable here.

[Anonymous]

Anonymous wrote:My job has been eliminated and my entire department is gone including vp of our department.
Now they transitioned everything to different department and we have a little bit of transition period. The person who got my duties demanding I train her and walk trough how I do my job.
Am I legally obligated to do this? I mean they eliminating my position do I have to give her all the details how I run my program?

No, you do not.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:To answer your question...no you are not at all "legally obligated."

To answer the question you did not ask....you should spend a good portion of the time you are still getting paid to perform work for that company helping out the new person. That is a human who did not wrong you in any way, and if you can make their life easier why wouldn't you?

Seriously? I have to give away my strategy to make someone’s life easy? I have many years of experience to learn what I know and now I just have to give it away to make someone’s life easier?

Yes. This is a normal and reasonable business request.

Actually it is not. OP this is the time you use your PTO days. And I am amazed that the company allowed you to stick around. Typically laid off employees are given severance, but not allowed to remain on the premises for fear of the laid-off employee corrupting filed.

[Anonymous]

Did you already sign your severance agreement? if not - play through the whistle. Be nice to the person inheriting your duties. It's not their fault that you were selected to be laid off.

It never hurts to take the high road.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:To answer your question...no you are not at all "legally obligated."

To answer the question you did not ask....you should spend a good portion of the time you are still getting paid to perform work for that company helping out the new person. That is a human who did not wrong you in any way, and if you can make their life easier why wouldn't you?

Seriously? I have to give away my strategy to make someone’s life easy? I have many years of experience to learn what I know and now I just have to give it away to make someone’s life easier?

Yes. This is a normal and reasonable business request.

Actually it is not. OP this is the time you use your PTO days. And I am amazed that the company allowed you to stick around. Typically laid off employees are given severance, but not allowed to remain on the premises for fear of the laid-off employee corrupting filed.

Want to save my PTO, as they going to pay it out.
I am amazed myself. When I got notification I was ready to shut down my laptop the same day and instead they made us to stick around. Unbelievable shit.

[Anonymous]

Anonymous wrote:My job has been eliminated and my entire department is gone including vp of our department.
Now they transitioned everything to different department and we have a little bit of transition period. The person who got my duties demanding I train her and walk trough how I do my job.
Am I legally obligated to do this? I mean they eliminating my position do I have to give her all the details how I run my program?

If I were in your shoes -
I would just do stuff on a call. I would not do things before or after typical hours.
Set up a 45 min call to talk about a process and tell them how to do the process.
You do not need to make guides or SOPs etc. just have the person record the meeting and be done with it.

[Anonymous]

Do you what you need to do to meet the conditions of your severance. Do be tolerably polite to your successor/trainee. Don't burn bridges.
If you receive any questions after the fact, then note that you are only available for consulting at [2x your previous hourly wage].

[Anonymous]

Anonymous wrote:

Anonymous wrote:If you're still being paid, then yes.

that's when you catch up on medical appointments with any sick time you have left

This. Use up sick days.

Use up personal days for "interviews."

I like PP suggestion charging a high consulting fee to train after separation.