I’d say the reply from the boss is enough to justify that response. The boss is chiding him for not putting in a 2 weeks notice, calling him unprofessional. From this one interaction you can make a pretty good assumption as to the quality of the boss. The only proper response to someone quitting is either a counter offer or a farewell, not a guilt trip.
Not really… It is unprofessional. That doesn’t mean it’s necessarily wrong, just that it’s not always unreasonable for a manager to point that out. Again, we lack any other context for the situation.
I would add, that he also followed it up with a good luck and didn’t drag it out. So, based off what limited evidence we have available, he seems like the more reasonable person in this situation.
Have you never had a good manager and a bad coworker?
When companies firing people for base reasons, i.e. reaching quarterly targets, is also universally seen as unprofessional and shunned as such, we can talk again. Until then, they deserve exactly as much courtesy as they are willing to give.
That’s some pretty wild stuff you have to make up just because you have no good response. That’s not even a straw man but a straw giant space monster. Sheesh dude …
Fuckin managers will fire you with 0 notice, but that’s life and “at will employment”. You fire the business and you have to give 2 weeks because business run “lean” and “at will” is only supposed to be used by the business.
Well, there’s risk and reward in business, and more risk in running lean. Managers can always structure their departments to not be impacted by an inopportune departure. After all, people can get hit by a bus leaving their house in the morning.
Hell, if an employee is that critical, maybe they should be put under an employment contract with set terms and compensation agreement. You know, like most directors have.
A good rule of thumb is to never, ever burn bridges with past managers. Keep your dignity and remain professional. You never know when you’ll need them as a reference.
In the US, that’s straight up illegal unless they write you a reference separately. When the hiring company calls they can only give the legal answers.
Also, you could just write that letter yourself and have a friend be your ex boss. The rules are meaningless and the points are made up.
It is not illegal to call and talk about you with a reference that you gave them - that’s the whole point of a reference. Separately, yes, calling a former boss may only get the prospective employer answers like “they worked here and are eligible for rehire”, but that’s usually a human resources policy to avoid a costly, but ultimately winnable if you only tell the truth, lawsuit. It’s not illegal for a former boss to shit on you if you were shitty, and it happens all the time at smaller firms, in small industries, or small towns.
Why in the name of Murphy would you give them a bad reference?
This is explicitly an issue with employment verification and there are very clear legal boundaries there. Your revenge fantasy does not apply to reality.
Because you seem hellbent on finding a way around the law. HR departments don’t do more than dates, rehire eligibility, and character of termination specifically because of legal liability.
So who am I going to believe, the guy saying you can shit talk whoever you want, or the professionals who do this every day in a legally safe manner?
A former manager of mine has been trying to convince me to return anytime she sees me since I left almost 2 years ago, offering me better pay and a position much higher on the foodchain. She also respects why I left (I had bigger ambitions that they couldn’t meet at the time) and respects my reason that I haven’t taken her up on that offer (that place only has really garbage benefits)
One of my wife’s friends babysits for the director of IT at a large company 2 hours away and apparently I can get an interview with them if I just say the word.
Being professional and staying on good terms is not just for the employer, but it can also be a safety net to fall back on if things go sideways. Being able to reach out to contacts and say “Hey, I’m unexpectedly looking for a job now, do you have any openings?” is a very good place to be, plus sharing openings with former colleagues is a good way to help eachother out.
You can absolutely fire someone after they quit if notice is in your contract. Employee gives notice, doesn’t show up for two weeks, and is fired with cause.
I don’t know where you all work. But over here it is standard even for ‘unqualified’ work to have at least 1 month notice. For both sides. This gives employers and employees some time to find something new.
I’m speaking for the United States, minus Montana (if I recall correctly).
Neither employers nor employees are required to give notice. However, it is standard practice that employers do not give notice and employees do (usually two weeks).
When I worked at a callcenter they offered a new contract trading an agreement to give 2 weeks notice for a better paid vacation plan, with the consequence of failing to give notice being that the any unpaid pay periods would be paid at the minimum legal wage (which is of course a very pitiful wage I might add)
Dunno why you’re getting blasted, you’re right. What good is chastising the employee at that stage going to do if it isn’t meant as a guilt trip? Does anyone really think the manager had his best interest in mind and is trying to look out for his future? Or is it more likely he is trying to keep shifts covered for 2 more weeks so productivity doesn’t completely tank? I’d be completely okay with a simple “ok” or thumbs up emoji compared to a lecture.
Pretty much this. The manager, from one text, comes across as a holier than thou, “think of your coworkers!! We’re family!!” Kind of person. One text can reveal that much. The “good luck” doesn’t come across as sincere, since it follows that whining. Dude wants shifts covered for 2 weeks, he can hire someone else, do it himself , or fix whatever problems (probably money) made the person leave in the first place. Or they’re a middle manager and get off on being overly focused on the “rules”. Or he’s just a low end shift manager, in which case why lick the boot that hard my dude?
I’d say the reply from the boss is enough to justify that response. The boss is chiding him for not putting in a 2 weeks notice, calling him unprofessional. From this one interaction you can make a pretty good assumption as to the quality of the boss. The only proper response to someone quitting is either a counter offer or a farewell, not a guilt trip.
Not really… It is unprofessional. That doesn’t mean it’s necessarily wrong, just that it’s not always unreasonable for a manager to point that out. Again, we lack any other context for the situation.
I would add, that he also followed it up with a good luck and didn’t drag it out. So, based off what limited evidence we have available, he seems like the more reasonable person in this situation.
Have you never had a good manager and a bad coworker?
When companies firing people for base reasons, i.e. reaching quarterly targets, is also universally seen as unprofessional and shunned as such, we can talk again. Until then, they deserve exactly as much courtesy as they are willing to give.
When we hang all the bosses, will that include the POC Arby’s assistant manager? How about the call center team lead?
That’s some pretty wild stuff you have to make up just because you have no good response. That’s not even a straw man but a straw giant space monster. Sheesh dude …
Sorry, how is it unprofessional? Who set that standard? What is it there for?
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Fuckin managers will fire you with 0 notice, but that’s life and “at will employment”. You fire the business and you have to give 2 weeks because business run “lean” and “at will” is only supposed to be used by the business.
Well, there’s risk and reward in business, and more risk in running lean. Managers can always structure their departments to not be impacted by an inopportune departure. After all, people can get hit by a bus leaving their house in the morning.
Hell, if an employee is that critical, maybe they should be put under an employment contract with set terms and compensation agreement. You know, like most directors have.
But we all know these things will never happen.
Sir, this was a shift manager at a Wendy’s, not a VP at FedEx.
A good rule of thumb is to never, ever burn bridges with past managers. Keep your dignity and remain professional. You never know when you’ll need them as a reference.
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In the US, that’s straight up illegal unless they write you a reference separately. When the hiring company calls they can only give the legal answers.
Also, you could just write that letter yourself and have a friend be your ex boss. The rules are meaningless and the points are made up.
It is not illegal to call and talk about you with a reference that you gave them - that’s the whole point of a reference. Separately, yes, calling a former boss may only get the prospective employer answers like “they worked here and are eligible for rehire”, but that’s usually a human resources policy to avoid a costly, but ultimately winnable if you only tell the truth, lawsuit. It’s not illegal for a former boss to shit on you if you were shitty, and it happens all the time at smaller firms, in small industries, or small towns.
Why in the name of Murphy would you give them a bad reference?
This is explicitly an issue with employment verification and there are very clear legal boundaries there. Your revenge fantasy does not apply to reality.
What on earth? I don’t know why you’re trying to make me out like I have a revenge fantasy. Did you read anything I wrote?
Again, what you’re saying is wrong. It’s not illegal. Show me a law where telling the truth about someone is illegal. It’s not illegal in employment verification, and it’s definitely not illegal for a reference which is what you were talking about about, and does not need to be some separate written document. As I wrote, it is a common HR policy to not give feedback to avoid a costly but ultimately winnable lawsuit, always in the case of truth and often in the case of opinions: https://www.findlaw.com/employment/hiring-process/is-a-former-employer-s-bad-reference-illegal-.html#:~:text=Legal actions based on misstatements,employee to a potential employer.
It’s a common misconception, so totally understandable, but if you’re going to be very wrong don’t be a dick about it.
Because you seem hellbent on finding a way around the law. HR departments don’t do more than dates, rehire eligibility, and character of termination specifically because of legal liability.
So who am I going to believe, the guy saying you can shit talk whoever you want, or the professionals who do this every day in a legally safe manner?
A former manager of mine has been trying to convince me to return anytime she sees me since I left almost 2 years ago, offering me better pay and a position much higher on the foodchain. She also respects why I left (I had bigger ambitions that they couldn’t meet at the time) and respects my reason that I haven’t taken her up on that offer (that place only has really garbage benefits)
One of my wife’s friends babysits for the director of IT at a large company 2 hours away and apparently I can get an interview with them if I just say the word.
Being professional and staying on good terms is not just for the employer, but it can also be a safety net to fall back on if things go sideways. Being able to reach out to contacts and say “Hey, I’m unexpectedly looking for a job now, do you have any openings?” is a very good place to be, plus sharing openings with former colleagues is a good way to help eachother out.
Saying you did something unprofessional is a guilt trip?
It is to the kids on lemmy.
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I feel like this is absolutely an appropriate response. A really shitty boss would sue or fire them for cause. Chiding them is pretty dang tame.
You can’t (successfully) sue someone for quitting and you can’t fire them when they have already quit.
I am obviously not a lawyer, but I’m pretty sure you can sue for breach of contract if it was in the employment contract and it causes actual damages. This random site agrees with me: https://www.mannlawyers.com/resources/can-my-employer-sue-me-for-quitting/
You can absolutely fire someone after they quit if notice is in your contract. Employee gives notice, doesn’t show up for two weeks, and is fired with cause.
I have never heard of notice being in a contract. I’m sure it’s a thing, but it’s very uncommon.
I don’t know where you all work. But over here it is standard even for ‘unqualified’ work to have at least 1 month notice. For both sides. This gives employers and employees some time to find something new.
I’m speaking for the United States, minus Montana (if I recall correctly).
Neither employers nor employees are required to give notice. However, it is standard practice that employers do not give notice and employees do (usually two weeks).
Well, that just looks like an unfair system. Both sides need the same mandatory notice.
Oh, the vast majority of us agree with you. Yet here we are.
When I worked at a callcenter they offered a new contract trading an agreement to give 2 weeks notice for a better paid vacation plan, with the consequence of failing to give notice being that the any unpaid pay periods would be paid at the minimum legal wage (which is of course a very pitiful wage I might add)
Dunno why you’re getting blasted, you’re right. What good is chastising the employee at that stage going to do if it isn’t meant as a guilt trip? Does anyone really think the manager had his best interest in mind and is trying to look out for his future? Or is it more likely he is trying to keep shifts covered for 2 more weeks so productivity doesn’t completely tank? I’d be completely okay with a simple “ok” or thumbs up emoji compared to a lecture.
Pretty much this. The manager, from one text, comes across as a holier than thou, “think of your coworkers!! We’re family!!” Kind of person. One text can reveal that much. The “good luck” doesn’t come across as sincere, since it follows that whining. Dude wants shifts covered for 2 weeks, he can hire someone else, do it himself , or fix whatever problems (probably money) made the person leave in the first place. Or they’re a middle manager and get off on being overly focused on the “rules”. Or he’s just a low end shift manager, in which case why lick the boot that hard my dude?