Giving longer than minimum notice
Discussion
Hi all,
With my upcoming new role starting 1st April and lots of commitments and upcoming visits with my outgoing role, I'm undecided regarding handing notice in 6 weeks ahead of departure, rather than the required 4 weeks/1 calendar month. Any thoughts or opinions?
My desire is to avoid two weeks unpaid sat on my rear over and above the two I've allocated. My line manager is the MD and unpredictable at times, but I feel it would go better for me if £2k plane tickets were not booked for me on account of my more timely notice.
I presume the applicable ties that bind here are the wording of the contract, which I would guess mean the company is not bound to provide me with my desired notice period and could enforce 4 weeks followed by the boot?
Regards,
Fish
With my upcoming new role starting 1st April and lots of commitments and upcoming visits with my outgoing role, I'm undecided regarding handing notice in 6 weeks ahead of departure, rather than the required 4 weeks/1 calendar month. Any thoughts or opinions?
My desire is to avoid two weeks unpaid sat on my rear over and above the two I've allocated. My line manager is the MD and unpredictable at times, but I feel it would go better for me if £2k plane tickets were not booked for me on account of my more timely notice.
I presume the applicable ties that bind here are the wording of the contract, which I would guess mean the company is not bound to provide me with my desired notice period and could enforce 4 weeks followed by the boot?
Regards,
Fish
Have you seen your current employer try to 'screw over' past employees? e.g. duff/no references given, creating reasons to fire people?
It is your choice to risk loosing pay if they decide to boot you. I expect they have already assessed the minimum notice requirement for your role and declared it in the contract.
I guess it is down to your personal feelings toward the company. Have they done you any favours to warrant a favour in return (early notice)?
Don't feel bad if you decide to leave it until the minimum notice. You have your career/life to manage. The company owners have the business to manage, and presumably they make enough profit to cover any re-booking or cancellation fees.
It is your choice to risk loosing pay if they decide to boot you. I expect they have already assessed the minimum notice requirement for your role and declared it in the contract.
I guess it is down to your personal feelings toward the company. Have they done you any favours to warrant a favour in return (early notice)?
Don't feel bad if you decide to leave it until the minimum notice. You have your career/life to manage. The company owners have the business to manage, and presumably they make enough profit to cover any re-booking or cancellation fees.
I once did this.
I worked in a busy industrial setting, and the wife of the supervisor who I reported to had just given birth. Due to the nature of the job, this bloke couldn't have the paternity leave straight away, and I knew that me leaving would affect this in a big way. So I handed my notice in, with two weeks extra to allow him to have this leave. He did, and when he returned I was on my final 4-5 days.
We worked shifts, 6-4, 10-6, 12-8. I was on the later shift that week, and had asked that for my final day I be allowed to swap. He refused outright, despite me pointing out that it would be my last day and that I didn't think they would want the handover to be done by someone that wasn't there any longer (I was a chemist, and the site needed one to close down for the day). What he had sneakily done was arrange for a colleague to also do the 12-8 shift 'to make sure I do my duties up until the last minute'.
So a swap was possible then...
Ungrateful
. If it wasn't for me his kid would have been walking before he had his paternity leave.
I worked in a busy industrial setting, and the wife of the supervisor who I reported to had just given birth. Due to the nature of the job, this bloke couldn't have the paternity leave straight away, and I knew that me leaving would affect this in a big way. So I handed my notice in, with two weeks extra to allow him to have this leave. He did, and when he returned I was on my final 4-5 days.
We worked shifts, 6-4, 10-6, 12-8. I was on the later shift that week, and had asked that for my final day I be allowed to swap. He refused outright, despite me pointing out that it would be my last day and that I didn't think they would want the handover to be done by someone that wasn't there any longer (I was a chemist, and the site needed one to close down for the day). What he had sneakily done was arrange for a colleague to also do the 12-8 shift 'to make sure I do my duties up until the last minute'.
So a swap was possible then...
Ungrateful
. If it wasn't for me his kid would have been walking before he had his paternity leave.It really depends on your relationship with your boss. As you say he's unpredictable, then that tells me you should be covering yourself first, but nor do you want to leave anyone in the lurch.
I would start subtly getting things ready for your departure so as not to cause undue disruption, and give your notice maybe 3-4 days early. If he does play silly buggers you have got yourself a not too damaging 3 or 4 days relaxing, and if he doesn't you have laid the foundations for an orderly departure, and allowed plenty of time for a handover.
I would start subtly getting things ready for your departure so as not to cause undue disruption, and give your notice maybe 3-4 days early. If he does play silly buggers you have got yourself a not too damaging 3 or 4 days relaxing, and if he doesn't you have laid the foundations for an orderly departure, and allowed plenty of time for a handover.
Sensible advice all. Thanks. I will mull it over today.
For some colour, a fact: seven compromise agreements in the past 5 years, all associated with dubious redundancies and personal conflicts. From a company of 30 people/GBP 16 million....
I think I'd better wait until I see the whites of their eyes.
For some colour, a fact: seven compromise agreements in the past 5 years, all associated with dubious redundancies and personal conflicts. From a company of 30 people/GBP 16 million....
I think I'd better wait until I see the whites of their eyes.
Edited by MotorcyclesFish on Wednesday 30th January 08:20
STW2010 said:
I once did this.
I worked in a busy industrial setting, and the wife of the supervisor who I reported to had just given birth. Due to the nature of the job, this bloke couldn't have the paternity leave straight away, and I knew that me leaving would affect this in a big way. So I handed my notice in, with two weeks extra to allow him to have this leave. He did, and when he returned I was on my final 4-5 days.
We worked shifts, 6-4, 10-6, 12-8. I was on the later shift that week, and had asked that for my final day I be allowed to swap. He refused outright, despite me pointing out that it would be my last day and that I didn't think they would want the handover to be done by someone that wasn't there any longer (I was a chemist, and the site needed one to close down for the day). What he had sneakily done was arrange for a colleague to also do the 12-8 shift 'to make sure I do my duties up until the last minute'.
So a swap was possible then...
Ungrateful. If it wasn't for me his kid would have been walking before he had his paternity leave.
This is the type of pettiness that gets up my nose about working with a company - i mean i grant you - a company may not always pay you what youd like - and sometimes this is not the companys fault - although as we all know - some companies just don't want to pay good wages).I worked in a busy industrial setting, and the wife of the supervisor who I reported to had just given birth. Due to the nature of the job, this bloke couldn't have the paternity leave straight away, and I knew that me leaving would affect this in a big way. So I handed my notice in, with two weeks extra to allow him to have this leave. He did, and when he returned I was on my final 4-5 days.
We worked shifts, 6-4, 10-6, 12-8. I was on the later shift that week, and had asked that for my final day I be allowed to swap. He refused outright, despite me pointing out that it would be my last day and that I didn't think they would want the handover to be done by someone that wasn't there any longer (I was a chemist, and the site needed one to close down for the day). What he had sneakily done was arrange for a colleague to also do the 12-8 shift 'to make sure I do my duties up until the last minute'.
So a swap was possible then...
Ungrateful
. If it wasn't for me his kid would have been walking before he had his paternity leave.But no matter what your pay budget for the job is - one thing a good manager can control - is ensuring that the work can be done in a sensible manner - without undue crappy nonsense to cause annoyance.
I can't see a reason your shift could not have been swopped - especially since you went out of your way to actually help the guy by staying on extra time so he could get his time off.
But in general - i think it should be no harm for the OP to hand in his notice early giving more notice then is required. A good boss should appreciate this - especially if the OP has been a very good employee - and be happy to have the OP work the extra weeks if the OP wants to work them.
Sir Fergie
MotorcyclesFish said:
Sensible advice all. Thanks. I will mull it over today.
For some colour, a fact: seven compromise agreements in the past 5 years, all associated with dubious redundancies and personal conflicts. From a company of 30 people/GBP 16 million....
I think I'd better wait until I see the whites of their eyes.
High profile organisation?For some colour, a fact: seven compromise agreements in the past 5 years, all associated with dubious redundancies and personal conflicts. From a company of 30 people/GBP 16 million....
I think I'd better wait until I see the whites of their eyes.
Edited by MotorcyclesFish on Wednesday 30th January 08:20
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