Quitting your job without giving notice
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<p>Just do something really bad to get instantly dismissed on Friday. No worries. </p>
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<p>While i think leaving a senior position without notice is a fluffybunny of a thing to do, i probably would for the right opportunity (for instance, if i got the CFO job at NZRU i would call my current employer from Wellington airport)</p> -
I don't have any advice to offer other than if you can access your bosses credit card statements check to see if there's a lot of receipts for " mechanics" at odd hours of the night . If so you're sorted .<br><br>
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<p>I've walked out on one job with no notice. Sales Assistant at Dick Smith. Manager was an arse, had a problem with me for some reason. Despite my sales being good he always made comments like "you just don't care do you...". Final straw was when he pulled me into his office to have a go at me about poor sales the past week, and I realised the stats he pulled up were not even mine. When I pointed this out he quickly closed them and said "that's not the point". I said fuck this and walked out on the spot.</p>
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<p>If you can live without the pay out for leave then I'd say go for it - you are leaving for the right reasons (career development) as opposed to having a falling out with anyone.</p> -
<p>I'd be asking immediate questions of the new employer with those sorts of unreasonable demands. It doesn't come across to me like long term thinking and/or planning has been in place.</p>
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<p>Now, if you are a contractor, thats no big deal. But if you are looking to sign on as a permanent member of staff, then that's different.</p>
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<p>Frankly speaking, I don't think this is up to you. It's up to your new employer. If they want interview Friday / start Monday, then they should be negotiating the terms with your current employer on your behalf.</p> -
<p>Why will you lose a months pay AND accumulated leave? Is that in your contract?</p>
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<p>Notice period is the expectation that you agreed to in your contract. You can resign and ask for an agreed date of 'immediately'. If they insist that you work out your contract then you can abandon your job which means they still have to pay you up to your last day of attendance plus holiday pay owing.</p>
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<p>Employees may resign at any time, provided they give reasonable notice. The employment agreement should be checked to confirm notice periods and final pay should be calculated. If the employee gives the required notice, the employer must pay the employee to the end of the notice period, unless the employee is justifiably dismissed during that period. The employment relationship continues until that date.</p>
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<p>The employee may be required to work for the full notice period or may be asked to stop coming to work before this date. In either case, the employee should be paid to the end of the notice period. If pay is stopped before the end of the notice period, the employee may be able to claim for wages owed.</p>
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<p><strong>If an employee leaves work without giving notice, the employer is not required to pay for time beyond the employee's last actual working day. The employer must not deduct pay in lieu of notice from any amount owed to the employee unless the employee agrees in writing or the employment agreement specifically allows it.</strong></p>
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<p><strong>The employer must pay all holiday pay owing to the employee in their final pay.</strong></p>
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<p>What MajorRage said.</p>
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<p>If they think you're good enough, they'll wait. Or at least point out how much you stand to lose from making the immediate switch. Pretty shifty how the clients have made the change to the start date at reasonably short notice. </p> -
<p>My parents owned a business for years and from memory they are quite within their rights to not pay out on holiday pay if someone leaves with no notice (that said, they were reasonable people so normally ended up paying anyway)</p>
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<p>I presume it arises from the fact that the company has to function one staff member down without notice. Could you take annual leave for the next four weeks from your old job at short notice? Then hand in your notice when annual leave approved. Leave paid out anyway, so they can't really keep it when it's already in your account. </p>
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<p>Is 4 weeks the norm? I always thought it was 2 with most jobs</p> -
<blockquote class="ipsBlockquote" data-author="Crucial" data-cid="571887" data-time="1460518175">
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<p>Why will you lose a months pay AND accumulated leave? Is that in your contract?</p>
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<p>Notice period is the expectation that you agreed to in your contract. You can resign and ask for an agreed date of 'immediately'. If they insist that you work out your contract then you can abandon your job which means they still have to pay you up to your last day of attendance plus holiday pay owing.</p>
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<p>What's the point of contracted notice period then? If you can leave with no consequence?</p> -
<p>assume there are no issues with restraint of trade (although I understand these are pretty tough to enforce)</p>
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<p>Yeah I'd be up fornt with the new employers that you are keen but you know your old employer may want you to work out the 4 weeks...</p>
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<p>You could use your 9 days leave, plus you might have some sick leave you could use up for stress or something too which would use up a good chunk of the 4 weeks ;)</p> -
<p>I'm also wary of employers that are so desperate to get you started as soon as possible - by that, I mean well within the standard notice period one has to give at a previous job. Always makes me wonder about the support structures that will be in place when you're sick/on holiday.</p>
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<blockquote class="ipsBlockquote" data-author="Hooroo" data-cid="571892" data-time="1460518426">
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<p>What's the point of contracted notice period then? If you can leave with no consequence?</p>
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<p>As this says</p>
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<p><em>"If an employee leaves work without giving notice, the employer is not required to pay for time beyond the employee's last actual working day. The employer must not deduct pay in lieu of notice from any amount owed to the employee <strong>unless the employee agrees in writing or the employment agreement specifically allows it."</strong></em></p>
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<p>So you can have it written in the contract that the employee must reimburse the employer for notice not worked but most contracts don't. </p>
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<p>Mine specifies that my employer can tell me not to come into work after handing in notice but they will still pay me, but it says nothing on 'days not worked'</p>
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<p>Of course this only works if you abandon your job without notice. If you hand in notice with a date of 1 month in the future then don't turn up to work they can take those days off as leave effectively wiping out any holiday pay owing.</p>
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<p>Either abandoning work or 'cashing in' 9 days to cover 20 will not leave a great impression and could hinder you when checks are done down the track.</p> -
<p>Yeah small town NZ. I think a big part of my reluctance to just walk out (other than the money) is that its a really dick move, the company is crap but the ones who'll feel the pinch of my leaving aren't to blame for that and the staff here are pretty good buggers.<br><br>
I've ended up telling the prospective employer that I am really keen to make it work and have asked if they would be open to some sort of negotiation depending on what my employer says when I ask for an early release. I'm thinking maybe offering some limited after hours assistance or maybe making myself available to train my eventual replacement. I'd like to think current employer would like to soften the blow as much as possible so an agreement could be reached. They said they'd get back to me, not holding out a lot of hope but surely it's a good sign that I'm not the kind of bloke who easily breaks contracts right?<br><br>
The employer is a large IT firm providing support to various companies around NZ and Oz, from what I can gather the speed up in schedule is client driven to be supporting a new business unit, so they are just doing what they need to do to hold on to a big client so I don't think it reflects so much on them.</p>
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<p>I've checked my contract and it does stipulate losing holiday money as well. It's a weird situation where I get paid weekly but the notice period is 4 weekly. I've had a private chat with a couple other colleagues at similar pay levels and they are on 1 or 2 week contracts. I think they might have got burnt when the last IT guy left and made some changes there. </p> -
<p>I've been working as a contractor for over a decade and while the concept of not burning bridges is important, I've always taken the approach of "may the bridges I burn light the way". If I'm completely honest I'm grossly overpaid for what I do, but I console myself with the fact I'm good at it in comparison to practically everyone else in the industry.</p>
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<p>My advice is to have the prospective employer explain why they can't wait a fortnight. If you're happy with their explanation and guarantees, give notice after signing the new contract and immediately take leave. In a year you won't give a shit about the missing week's wages. Become an indispensable and liked worker at your new place of work and make the most of the opportunity.</p>
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<p>[edit] If the large IT firm is HP, stay where you are.</p> -
<p>It may be different in your neck of the woods Antipodean but in Welly in the IT sector word gets around pretty quick about contractors that jump ship as the projects they are on are 3/4s through so they can set themselves up for the next one.</p>
<p>When work gets tight they are the ones sitting at home wondering why no one will take them on. Many companies have 'brownlists' rather than 'blacklists' and if your name is on it you won't get a look in unless there are no other suitable candidates.</p>
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<p>Flipside of this is that the employer needs to be aware of contractors needs as well. eg No contracts that finish late in the year so you are basically off work Dec/Jan. If a contractor is good then line up more work for them in advance and let them know...</p> -
<p>Don't get me wrong, I don't jump ship before projects end looking for something else, I come in to turn red projects/ programmes green.</p>
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<blockquote class="ipsBlockquote" data-author="antipodean" data-cid="571910" data-time="1460521263">
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<p>I've been working as a contractor for over a decade and while the concept of not burning bridges is important, I've always taken the approach of "may the bridges I burn light the way". If I'm completely honest I'm grossly overpaid for what I do, but I console myself with the fact I'm good at it in comparison to practically everyone else in the industry.</p>
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<p>My advice is to have the prospective employer explain why they can't wait a fortnight. If you're happy with their explanation and guarantees, give notice after signing the new contract and immediately take leave. In a year you won't give a shit about the missing week's wages. Become an indispensable and liked worker at your new place of work and make the most of the opportunity.</p>
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<p>[edit] If the large IT firm is HP, stay where you are.</p>
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<p>Ia m betting Datacom, they operate like this.</p>
<p>But that is just a guess.</p>
<p>I have done a lot of contracting, so much so that I even treat 'permanent' jobs as contracts.</p>
<p>There is really no such thing as loyalty in this area, they would no hesitate to chop you if iut suited them, they would not keep you around if it didnt suit. Businesses are heartless, they just pretend otherwise as it required to retain staff and morale up.</p>
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<p>Your issue should only be about future prospects, dont feel bad. Leave the business to look after the business and yourself to look after yourself.</p>
<p>If you think you are burning bridges in s mall town, that is a consideration. Not hurt feelings or leaving a company in the lurch.</p> -
There can be any number of reasons as to why a company needs to fill a position so quickly and Id be inclined to agree with MR. Where are the contingencies? Ok so its extraordinary circumstances. The whole division died in a unfortunate accident and they have a major client they can not afford to lose. They need someone to take over the account with the requisite skills or the company goes broke....etc, etc. Fair play, understandable.<br><br>
But if a company knows that the person they are hiring is leaving their former employer in the lurch to take up role within theirs, then Id have to think twice. <br><br>
I have have employed quite a few people over the years and i have on occasion had to employ a lesser candidate because the top choice needed to give more notice than we could accommodate. Too bad, so sad. <br><br>
I dont think i could hire someone who fucked over their last employer. <br><br>
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<p>BSG mentioned an company which is a good example of one needing to fill a position very quickly. If acting as a vendor they will often have a client demanding that work be fully resourced at quite short notice by the time needs and requirements are established.</p>
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<p>I agree with Razbra though. If you think there will be a grudge held by your employer if you jump ship then be very wary on how it may affect your reputation. It sometimes only takes one person that decides you pissed them off for some bad press to get around.</p> -
<blockquote class="ipsBlockquote" data-author="Crucial" data-cid="572159" data-time="1460602354"><p>BSG mentioned an company which is a good example of one needing to fill a position very quickly. If acting as a vendor they will often have a client demanding that work be fully resourced at quite short notice by the time needs and requirements are established.<br><br>
I agree with Razbra though. If you think there will be a grudge held by your employer if you jump ship then be very wary on how it may affect your reputation. It sometimes only takes one person that decides you pissed them off for some bad press to get around.</p></blockquote>
There's the flip side of that coin too. A company that hires people with no integrity are more like to lack integrity themselves. Id imagine they mistreat their staff and have high employee turnover. <br><br>
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<blockquote class="ipsBlockquote" data-author="Razbra" data-cid="572152" data-time="1460601566">
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<p>There can be any number of reasons as to why a company needs to fill a position so quickly and Id be inclined to agree with MR. Where are the contingencies? Ok so its extraordinary circumstances. The whole division died in a unfortunate accident and they have a major client they can not afford to lose. They need someone to take over the account with the requisite skills or the company goes broke....etc, etc. Fair play, understandable.<br><br>
But if a company knows that the person they are hiring is leaving their former employer in the lurch to take up role within theirs, then Id have to think twice.<br><br>
I have have employed quite a few people over the years and i have on occasion had to employ a lesser candidate because the top choice needed to give more notice than we could accommodate. Too bad, so sad.<br><br><strong>I dont think i could hire someone who fucked over their last employer</strong>.<br><br>
Sent from my SM-G925I using Tapatalk</p>
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<p>That's all a matter of perspective though.</p>
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<p>I had the opportunity to join two former female work colleagues in filing PGs against a male boss ( who I came extremely close to punching ) cos he was an absolute cock of the highest order. A real "corporate bully"....he got given the boot soon afterwards but in terms of the whole PG thing I know that those things have a habit of following you around and even if you are in the right as some companies label you as a potential trouble maker.</p>