To Give Notice Or Not...That Is The Question.

There are many reasons to justify quitting a job without notice.

1.) Ongoing harassment
2.) Fear of physical threat.

But in either scenario, always try to preserve your job before quitting. Contact your supervisor, HR and call the 1-800 numbers, if available. Document, document and document. I can't emphasize this enough. This will help in your claim for unemployment benefits. Under these circumstances, quitting without notice is widely accepted. However, in order to collect unemployment benefits, generally, it is necessary to fulfill two criteria, 1) show good cause to quit and; 2) try to preserve your job before quitting.

Now, where there's no harassment or physical threat at the workplace there are two schools of thought. 1) Quitting a job should come with sufficient notice because it will give your employer a chance to make a competitive offer. But how likely is that, especially in today’s economic climate? If the new job doesn’t pan out, the employee would then call his former boss up and plead and beg for their job back. The employer would likely say, “Sorry, I’ve already accepted your resignation and/or I’ve already replaced you.” The other school of thought and preferred method is 2) to leave without notice. It goes like this: It’s Friday, you’ve got your paycheck and you leave. Now in this scenario, let’s say before you start your new employment, you receive a telephone call that the new employer has changed his mind and takes back his offer of employment. Now you want your old job back. If you haven’t given notice, the employer has no direct evidence that you quit. If you haven’t given notice, perhaps you can say I was sick, (wink, wink). At least you haven‘t conveyed your intentions to your former employer and collecting your unemployment benefits is more likely. Did you quit your last job without notice?

Turn Your Part Time Job Into A Full Time Job

In an article by Anita Bruzzese, CEO (Martha Finney) says, "You’ve got to demonstrate that even as a temp, you’re a great fit for the company. Smile, be friendly and treat the job like it’s permanent and you own it. Treating it with respect sends out the right signal.”

I disagree, smiling and being friendly isn't going to get you that full time job. Either your co-workers will think you just came from the dentist or you're some kind of a freak. Just be yourself.

Of course a CEO wants you to be dedicated, because they're paying more money for you to be there than the other full time workers. And Alexandra Levit, a business/workplace author and WSJ columnist comments, "make sure you've been doing a great job in the position".

If you're only there for a day or a week, with another co-worker constantly monitoring your progress, how much control can you have to show your employer what you're capable of doing for the company? (Of course, it depends a lot on what kind of job you have, but generally, the person who is monitoring you isn't the one who hired you.) Typically the other full time co-workers are watching you.

Now here's how a temporary employee becomes a full time employee. 1) Show the employer the numbers. Show the employer that you can save the employer money by keeping you on full time. Your presence reduces overtime by the other workers; 2) Show the other co-workers that you fit in with them, that your personality matches theirs. Make the other co-workers your disciples; 3) Don't be a threat to your co-workers, don't show them up.

Was there a full time job that you wanted after working for the company as a temporary worker?

Employers' Policies That Don't Make Sense!

Have you ever wondered why employers' policies don't make any sense? That's because they make their own rules and policies. Here are three of my favorites:

1) You must produce a doctor's note when you return to work if you're sick, otherwise your absence is unauthorized. This is General Motors policy. According to this policy, if you have the flu, you have to spend $40 for the doctor to say, get plenty of rest and drink lots of liquids. Do you really need to go to the doctor and pay $40 to hear this? Oh, I forgot, you need the doctor's note to give to your supervisor, because your employer doesn't trust you.

2) If you call off twice in 30 days, you're fired. (Calling off for those of you out there who don't know what "calling off" means, it is notifying your supervisor that you're sick, or you have an emergency and you won't be coming in.) This is a Dunbar Armored policy. Is that 30 calendar days or 30 business days? So, if I have 2 separate emergencies, which I have no control over, you're fired. That's a hell of a thread to be hanging from.

3) A three (3) to five (5) day bereavement policy is standard in most employee handbooks. If you lost your child in a devastating accident, would that be enough time to regroup, gather your thoughts and get back to work? This is how employers deal with employees who are hit with unforeseeable and isolated crisis. They don't care about the practicality of their rules, they have a business to run.

Have you come across a few impractical policies at work?

Exit Interviews

Have you ever filled out an exit survey or attended an "exit interview"? My next question is Why? You've already been fired. What possible reason would you have to do it? Do you think the employer cares what you think now? The employer didn't care enough to find out what you thought while you were working there. Are you still being paid by the employer? uhh...no, you've been FIRED!. Oh that's right, you quit and you want to make sure you get your paycheck. Wrong again! You've already earned your pay.

What is an Exit Interview?
An exit interview is typically a meeting between at least one representative from a company's human resources (HR) department and a departing employee. The HR rep might ask the employee questions while taking notes, ask the employee to complete a questionnaire, or both.

What's the Purpose of an Exit Interview?

Human resources departments conduct exit interviews to gather data for improving working conditions, (so they say) and retaining employees (so they say). However, the true purpose is to help employers avoid costly litigation down the road, caused by "disgruntled" employees. In other words, your comments and the notes an HR rep takes or gathers during your exit interview might be used against you in court, should you decide to sue your former employer. Exit interviews are for the employer's benefit only. In most cases the employer uses the information against you at an unemployment hearing or at a future Equal Employment Opportunity Commission (EEOC) claim.

Must I Submit to an Exit Interview?

No. It's your right to decline an exit interview. A reputable employer will respect your decision. However, a not-so-reputable employer might resent that you didn't participate and file a "would not rehire" or similar adverse notation in your personnel records.

Should I Participate in an Exit Interview?

I question the usefulness of an exit interview. A better time to conduct such a meeting is while an employee is committed, not while he or she is on the way out the door and concerned about burning a bridge. If you do participate, at your own peril, I would advise giving "generic" responses only or at least think carefully before responding.

There are risks for departing employees which include the information falling into the wrong hands and ruining references, the employer revealing negative information during a background check, and, the employer submitting either positive or negative information as evidence in a lawsuit.

Some things to consider before participating in an exit interview:
• As a departing employee, will you benefit from an exit interview?
• Is the exit interview anonymous or must you sign a questionnaire or the HR rep's notes?
• Is the reason you're leaving any of the company's business or an invasion of your privacy?
• Why did your employer wait until you're leaving to ask your opinion?
• Will the HR department really use your comments for improvements or are they just trying to find out the "real" reason you're leaving?
• Might an exit interview burn a bridge, ruin a reference or cause an adverse background check for you?
• Might you sue your former employer down the road?

Have you filled out an exit interview and lived to regret it?

Dazed and Confused?

Does your job offer an Employee Assistance Program? These are employee benefit programs offered by many employers, typically in conjunction with a health insurance plan. EAPs are intended to help employees deal with personal problems that might adversely impact their work performance, health, and well-being.

If you find yourself missing work too often due to a hangover, coming to work late, or in the bathroom a little too often, you should admit to a problem and consider entering a program. Frequently, employees wait until it's too late...when they're told they have to take a drug test.

Read your employee handbook to know the company's procedure. The time to confide is BEFORE you're tested for drugs, alcohol or marijuana. Don't wait until you've been randomly called to be tested or after you've been tested, it will likely be too late.

Are You A Fantasy Football Player?

Do you spend time at work managing your fantasy football team?

If so, you could be one of the millions of people costing employers as much as $1.1 billion weekly in lost productivity during the National Football League season.

According to Challenger, Gray & Christmas , the Chicago-based employment research firm that tracks corporate office trends, participants spend 10 minutes per day, or almost an hour a week, drafting players, setting rosters and plotting strategy at the office. A conservative estimate of weekly lost productivity ...about $500 million .

So what's a boss to do?

Nothing.

Employers should see fantasy sports as a positive influence in the workplace.The potential damage to morale and loyalty resulting from a ban could be far worse than the loss of productivity caused by 10 minutes of online team management. Companies that not only allow workers to indulge in fantasy football but actually encourage it by organizing a company league are likely to see benefits... and happier employees.

You're Not Alone

A New York Times Poll reveals the depth and trauma of joblessness.
Call it what you want — being laid off or downsized, getting dismissed or fired, receiving your pink slip or your walking papers, losing your job hurts and it can have a profound effect on your emotional well being. Among a variety of life-altering events, such as death in the family, divorce, and serious illness, losing your job ranks among the highest in stress-causing situations. However, I always say, the best time to be out of work is when everyone is out of work, which is now!

The official unemployment rate is 10.2%, however, unofficially 25% of America is out of work if you count those who have exhausted their unemployment benefits, students without a work history, employees on strike, disabled employees, retired workers, etc.

If you suddenly find yourself out of work...

1. Apply for government unemployment benefits right away. I can't tell you how many times people hold off applying because they think they're going to get a job right away. The delay may cause your benefits to be affected.

2. Determine how long your financial resources will last.

3. If you had your health benefits paid for by your employer, find out if you can still maintain those benefits through COBRA(The Consolidated Omnibus Budget Reconciliation Act).

4. Career Check- if layoffs are rampant in your field you may want to consider a change in a field that is growing. You may need some professional advice.

5. Take this forced "time off" to spruce up your skills...update your resume, and network with contacts.

Most of all, understand it's a difficult time for everyone, not just yourself, so try not to get overwhelmed with self-pity. Maintain a daily routine that includes looking for work, going to the gym, and even taking time for friends and family. Get support for how you're feeling through internet discussion groups, and try to keep forging ahead. In time, things will change... they always do.

Absences, Tardiness and Excuses

We've all made up one or two excuses why we're late to work....I just wasn't "feelin' it" this morning.....I was up all night arguing with God...a raccoon stole my work shoe off my porch. Perpetual lateness can be problematic in the workplace. In fact, Twenty percent of workers said they arrive late to work at least once a week, according to a February 2009 CareerBuilder.com survey of more than 8,000 workers. Twelve percent said they are late at least twice a week.But how do you deal with being late can make the difference in keeping your job or getting a pink slip. Know your employers Policy! Make sure you follow protocol as to who receives the message. If there's no policy, ask questions before the inevitable. Typically, the answering machine is NOT the best medium... find a reliable human being. If you're going to be late -Call Ahead...Give an ETA ..Call in and leave a message with the receptionist, or co-worker, if that is acceptable. Make sure you follow protocol as to who receives the message. Follow employer guidelines regarding tardiness,but remember excessive or perpetual lateness can result in losing your job! Problems arise when your employer has an important deadline and is expecting you. If your excuse is legitimate, you still may need a note. An employer can fire you for lateness or absenteeism as long as they don't violate your federal or state protected rights. Normally, however, the employer will give you a warning before you're discharged, allowing you to straighten up your act, but it's certainly not required. So before you say, "my route to work was cut off by a presidential motorcade", buy two alarm clocks, and prioritize...after all, if you don't get to work, you don't pay the bills.

Are You A Party Crasher?

Most recently the "Party Crashers" at the White House claim they were invited guests. Some analysts cry, "no harm no foul", because a crime wasn't commited and no one was hurt. What does this have to do with the workplace? Have you ever violated company policy and made the same claim? Have you ever used your laptop in your company vehicle while driving and not incur an accident? Are you a secretary and perhaps you mailed the incorrect information to the wrong party, or did you forget to pay for an item at work before consuming it? So, does that old saying, "no harm, no foul" apply to you, or did you get fired? Did you make mistakes at work and did it cause you to be fired when it should only require a reprimand???

Munch-A-Bunch?

Ever work in a restaurant, fast food place or even behind the deli in a grocery store and your stomach begins to rumble? You feel weak and you have no money in your pocket to buy a snack outright. You can't ask Dave or Linda for a loan because you hit them up last week and still haven't repaid them, so you grab a couple french fries, take a slice of cheese or confiscate a sandwich that was returned by a customer. But oh no, the video is running or your supervisor or co-worker saw you do it, what next? In some instances you can swallow but in other situations, it may be your last bite. In all situations it's against company policy and you'll likely be fired for stealing, but if your job consist of testing the food for consumption or your supervisor gives you permission (make sure it's in writing) then you could get away with it. Have you ever had the urge???