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Employees and employers alike have the right under at-will employment laws in almost all states to end their relationship without notice, for any reason, but the two-week rule is a widely accepted standard of workplace conduct. Now Sue Shellenbarger writes at The Wall Street Journal that employers say a growing number of workers are leaving without giving two weeks' notice.
Some bosses blame young employees who feel frustrated by limited prospects or have little sense of attachment to their workplace. But employment experts say some older workers are quitting without notice as well. They feel overworked or unappreciated after years of laboring under pay cuts and expanded workloads imposed during the recession. One employee at Dupray, a customer-service rep, scheduled a meeting and announced she was quitting, then rose and headed for the exit. She seemed surprised when the director of human resources stopped her and explained that employees are expected to give two weeks' notice. "She said, 'I've been watching 'Suits,' and this is how it happens,' " referring to the TV drama set in a law firm.
According to Shellenbarger, quitting without notice is sometimes justified. Employees with access to proprietary information, such as those working in sales or new-product development, face a conflict of interest if they accept a job with a competitor. Employees in such cases typically depart right away—ideally, by mutual agreement. It can also be best to exit quickly if an employer is abusive, or if you suspect your employer is doing something illegal.
More often, however, quitting without notice "is done in the heat of emotion, by someone who is completely frustrated, angry, offended or upset," says David Lewis, president of OperationsInc., a Norwalk, Conn., human-resources consulting firm. That approach can burn bridges and generate bad references. Phyllis Hartman says employees have a responsibility to try to communicate about what's wrong. "Start figuring out if there is anything you can do to fix it. The worst that can happen is that nobody listens or they tell you no."
(Score: 2) by VLM on Tuesday June 28 2016, @12:11PM
generate bad references
What does that even mean? For my entire working life (and I'm not young) in corporate america its been a firing offense to give anything other than dates of employment.
Most people have more friends than enemies and their friends get them jobs. So if the only reason you got the callback / interview / second interview is your friends when are they supposed to screw you over with a bad reference? That is just bizarre.
Its like claiming if the cover sheets on the TPS report aren't updated your boss is going to literally rape you. That hasn't been either legal or normal business practice in many generations. Making stupid threats mostly makes the abuser look stupid. Think of all the threats against the british over brexit and how that backfired.
(Score: 2) by Bill Dimm on Tuesday June 28 2016, @12:50PM
in corporate america its been a firing offense to give anything other than dates of employment
I remember hearing once long ago (could be wrong) that a former employer's HR department should (due to potential lawsuits) give nothing more than dates and whether or not you were eligible for re-hire. The eligible for re-hire would presumably be a "no" if you quite without notice, which would raise an eyebrow at the hiring company's HR department (who presumably would talk to your previous employer's HR department, not just your friends).
(Score: 2) by deimtee on Tuesday June 28 2016, @01:35PM
Only giving dates is how it is supposed to work, but no one ever complains about a previous employer giving good references.
So what happens is either "Yeah he was here for a couple of years and he was great" or "He worked here from 1/3/11 to 6/4/14 and policy says that's all we can say".
It's pretty obvious who was a good employee, without being legally actionable in any way.
The other thing is who the employee puts on their CV as the reference contact. HR Dept == Bad Person Do Not Hire, Line Manager == Good Person.
If he/she puts line manger, but said manager says "I can't comment" and refers you to HR, then throw the CV in the bin. (You should always clear it with any named person you are going to use as a reference.)
No problem is insoluble, but at Ksp = 2.943×10−25 Mercury Sulphide comes close.
(Score: 2) by Capt. Obvious on Tuesday June 28 2016, @07:05PM
You're talking about formal references. I've definitely seen people give informal opinions over drinks at conferences before. Depends on how big the industry is.