I need resignation advise - Please help

[aaarcher86]

I'd probably keep the original dates. I try not to burn bridges with employers. And I don't necessarily think it's be wrong to change the date, but the employer may feel slighted.

Making sure I left a previous company I a stand up way made it possible for me to be contracted years later for some side work throughout the years.

 

[anniemae]

I was just going to say what the pp said, I would never want to burn bridges. You just never know, and I would not want to leave on bad terms.

 

[ronandannette]

I'd probably keep the original dates. I try not to burn bridges with employers. And I don't necessarily think it's be wrong to change the date, but the employer may feel slighted.

Making sure I left a previous company I a stand up way made it possible for me to be contracted years later for some side work throughout the years.

Weighing in here from an employer's perspective. It does not benefit a company to have someone in place that is not invested in doing the job. Many people quit before they actually leave, if you know what I mean, especially if they are only there out of some sense of obligation. OP, unless you are indispensable in the training plan for your replacement, talk to the boss again. Say that your circumstances have changed and you will need to bump up your departure date.

Personally, our company never allows anybody to work out their "notice". Once a resignation is received we pay out the legally required period (and often a little more as a gesture) and terminate the employment that day. There's no malice involved - just prudent business practise based on experience (and costly lessons).

Good luck to you in your new job!

 

[aaarcher86]

Weighing in here from an employer's perspective. It does not benefit a company to have someone in place that is not invested in doing the job. Many people quit before they actually leave, if you know what I mean, especially if they are only there out of some sense of obligation. OP, unless you are indispensable in the training plan for your replacement, talk to the boss again. Say that your circumstances have changed and you will need to bump up your departure date.

Personally, our company never allows anybody to work out their "notice". Once a resignation is received we pay out the legally required period (and often a little more as a gesture) and terminate the employment that day. There's no malice involved - just prudent business practise based on experience (and costly lessons).

Good luck to you in your new job!

Well, I can only speak for myself, but I didn't do that. Which is obviously why they reached out years later.

If the employer decides to let them go sooner, I obviously wouldn't be all 'no no, please. I want to stay.'

 

[usnuzuloose]

Being an independent contractor you pay your own taxes as well. We make good money but a lot goes out for the taxes.

 

[tasha99]

I understand the difference, as this is somewhat in my area of expertise. The company had a "contract" relationship with your agency, but you were an employee of the agency. That said, you were technically an employee, not a contractor. But you are right, that would still qualify as contract work. Normally, when the word contractor is used to apply to a worker, they do not have a W-2 relationship with the employee (though the agency may). Temp agencies are like this as well.

I guess I think of the difference in terms of the IRS and their rules about who is an employee and who is an independent contractor. This is where the whole W-2 vs. 1099 thing comes into play, as well as the more complicated issue of are you really independent in terms of where you work, who provides your supplies and if you are under the direction of someone else (ie a "boss") The IRS was cracking down on this because it is super easy for a company to just say you are a contractor, send a 1099 and be done. Whereas the IRS would prefer a W-2 relationship where taxes are being withheld and remitted regularly.

That kind of relationship (contract w/ agency that has employee) is really common with medical travelers. It's lucrative because a lot of the income is non-taxable housing and per diem pay, on top of an hourly rate. Schools hire that type of contractor too--I've known a lot of SLPs who wanted to keep their outside contractor status since they planned to move on before being vested in any local retirement system.

 

[bcla]

I understand the difference, as this is somewhat in my area of expertise. The company had a "contract" relationship with your agency, but you were an employee of the agency. That said, you were technically an employee, not a contractor. But you are right, that would still qualify as contract work. Normally, when the word contractor is used to apply to a worker, they do not have a W-2 relationship with the employee (though the agency may). Temp agencies are like this as well.

I guess I think of the difference in terms of the IRS and their rules about who is an employee and who is an independent contractor. This is where the whole W-2 vs. 1099 thing comes into play, as well as the more complicated issue of are you really independent in terms of where you work, who provides your supplies and if you are under the direction of someone else (ie a "boss") The IRS was cracking down on this because it is super easy for a company to just say you are a contractor, send a 1099 and be done. Whereas the IRS would prefer a W-2 relationship where taxes are being withheld and remitted regularly.

They way I thought of it was that I was under the obligations of a contract that I signed with the entity that was legally my employer. I had to interview with the client and never physically met anyone at my employer. They basically had me locked in, with the obligation that they give me at least 6 months and I give them up to 18 at their discretion. To me, that was the "contract", and it wasn't strictly an at-will relationship and I could be sued for breach of contract if I couldn't fulfill the terms. However, the OP's situation sounds more like an at will relationship, but with suggested niceties such as a two week notice.

 

[Cadiewampus]

Am I missing something? You gave notice 4/9/2015 that your final day would be 5/29( a little over 7 weeks)even though you were only required to give 2 weeks. Then found out the job would actually start on 5/4 still a little over 3 weeks.

 

[bcla]

Am I missing something? You gave notice 4/9/2015 that your final day would be 5/29( a little over 7 weeks)even though you were only required to give 2 weeks. Then found out the job would actually start on 5/4 still a little over 3 weeks.

Apparently converted to regular employee with a 2 week notice.

However, it doesn't sound as if 5/4 is the requested 2 weeks from a revised notice. It would be 3 weeks from the previous notice.

 

[morgan98]

I still stay that in MANY circumstances seven weeks is almost overkill for notice. I would be very surprised if the employer gives significant push back. If you had an excellent reputation there anyway, I do not think that anyone would expect the seven week notice and I am sure transition is already taking place.

Heck high level executives rarely give more than 4 weeks. I do not know the level of this position, but it still seems reasonable to revise the departure date.

 

[bcla]

That kind of relationship (contract w/ agency that has employee) is really common with medical travelers. It's lucrative because a lot of the income is non-taxable housing and per diem pay, on top of an hourly rate. Schools hire that type of contractor too--I've known a lot of SLPs who wanted to keep their outside contractor status since they planned to move on before being vested in any local retirement system.

In my situation I looked up the employee handbook and they did offer a daily per diem, but it had to come out of the hourly pay. It was supposed to make a portion of the income nontaxable. I asked, and my rep said he'd look into it, but nothing happened. It was over 50 miles from home, so I qualified. I even looked in the GSA tables for the area and it was maybe $60 per day. I don't believe they liked doing it because of added paperwork. I also got direct deposit, and was told per diem had to be in a physical check. I did rent a room during that stay and racked up food/travel.

 

[smiths02]

Since the relationship changes on 5-1, it seems like the employer might like to save the trouble of paperwork and let you leave on 4-30...maybe mention that when you speak?

Also, you new job "can" begin on 5-4...what does that mean? Can you offer two weeks from today and start 5-7 instead at the new place?

Also, are you financially prepared for your original employer to just tell you to leave today? Can you go a week or so without working?

 

[Ambear]

What I have learned over the years when it comes to employment is to look out for your interests, and your interests only. End of story.

Agree with this, I'd do what's best for you. I probably should have given 4 weeks notice at my last job instead of 2 since I was paid salary. However it really wouldn't have made a difference in their opinion of me and HR didn't care. My coworkers were pissed I was leaving them and ignored me for most of the two weeks so I was happy I was outta there.

 

[petrymom]

Thanks all the advice. I have decided to stay out the original notice. There was a bit more information that plays out in my decision. I am a nurse working for a county agency. (through a contract agency) My position creates a significant amount of revenue for the county and I am responsible for the supervision of the care of vulnerable adults. I would actually be losing money on my check and there is no room for advancement as my contract position paid than the contracted wage from 2 years ago. My position will also be switching from hourly to salary. This is huge to me in connection with the lack of a wage increase as now I will be putting in many more hours for less money.
After thinking it through and some discussion I decided to stay out the notice in an effort to help protect the people I support. The agency has not even posted for my position yet and I am worried about the person's I support. One month will be long, but my heart will feel better that I will know that I will be there to advocate for them.

 

[bcla]

Thanks all the advice. I have decided to stay out the original notice. There was a bit more information that plays out in my decision. I am a nurse working for a county agency. (through a contract agency) My position creates a significant amount of revenue for the county and I am responsible for the supervision of the care of vulnerable adults. I would actually be losing money on my check and there is no room for advancement as my contract position paid than the contracted wage from 2 years ago. My position will also be switching from hourly to salary. This is huge to me in connection with the lack of a wage increase as now I will be putting in many more hours for less money.
After thinking it through and some discussion I decided to stay out the notice in an effort to help protect the people I support. The agency has not even posted for my position yet and I am worried about the person's I support. One month will be long, but my heart will feel better that I will know that I will be there to advocate for them.

OK. That explains quite a lot. Since I have some experience working in a similar contract job via an agency, your situation sounds interesting. My understanding is that any conversion of a position from contract to direction requires some compensation to the contracting company. I'd guess that the county agency that you're working for won't be happy if they paid money to convert you and you're not staying.

It's certainly understandable that you see a duty to protect the people you serve as long as you can.