Anonymous wrote:I absolutely wouldn't give more than 2 weeks notice, not without assurance that I wouldn't be walked out the door immediately. Lots of jobs walk you out the door immediately when you give notice because they don't want you stealing intellectual property or such.

Which is silly since the employee could do that before they give notice.

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

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.

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.

The rare first comment that is absolutely correct!

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?

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

Well you obviously didn’t need him if you could do without him for 4 months.

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.

Anonymous wrote:4) The fact that it's right after paternity leave is irrelevant. If this makes you mad, change the policy so that you have to work for X months after paternity leave or you owe the money back. That's what my husband's company does - 12 weeks paid, but if you leave within the year, you have to pay it back. Seems fair! You make the rules here - if they're not working for you, change them.

It's clear from the context that you're talking about paid paternity leave, and that's a reasonable assumption, but OP didn't say that the leave was paid. If it was unpaid, the employee is entitled to that leave by law and the employer can't interfere with it (assuming the employer and employee are covered, of course).

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

1) This person has done NOTHING wrong. Two weeks is fine. Yes, if you have the flexibility (a lot of new jobs want you there ASAP), it's nice to give a little more, like 3-4 weeks, but that is the exception, not the rule, and is really going above and beyond.
2) He earned the bonus.
3) If you want to keep him, negotiate! Offer him more money. Companies always do whatever is in their own best interest, and yet somehow, think their employees should do what's in the company's best interest, too. No. Employees do what's in their best interest, just like you do.
4) The fact that it's right after paternity leave is irrelevant. If this makes you mad, change the policy so that you have to work for X months after paternity leave or you owe the money back. That's what my husband's company does - 12 weeks paid, but if you leave within the year, you have to pay it back. Seems fair! You make the rules here - if they're not working for you, change them.
5) Do not bring this up in the exit interview - see #1, he didn't do anything wrong.

I assume the bonus is for past work, and if the employee had left the day before the bonus date they wouldn't have gotten it. So don't be surprised or offended when someone waits for the bonus before leaving.

As for wanting more than two weeks notice: you can ask, but an employer is in no position to require any notice at all from an at-will employee. Two weeks is standard, and you can ask if they'd be willing to stay longer, but any reasonable employer will graciously take no for an answer. If the employee is important enough that you need a longer transition period, they were important enough to give an employment contract.

I absolutely wouldn't give more than 2 weeks notice, not without assurance that I wouldn't be walked out the door immediately. Lots of jobs walk you out the door immediately when you give notice because they don't want you stealing intellectual property or such.

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.

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

if you want more notice contract for more notice. I have to give two months, the flip side is that I also have a very nice severance package. If you want more out of some obligation to the company, ask yourself how much notice laid off employees are given.

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.

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