Wwyd?

[ryanshana]

Ok, hopefully this won’t be long. My DH just got a new position and he starts soon. He gave his notice at the old job. Who while he has been accommodating to an extent, has also taken completely for granted. So yesterday my DH told work that he could work till next Friday. Well DH found out that we could take a little getaway to WDW if his last day was on Wednesday. Well he went in and kind of asked (personally I think he should have “said” not “asked”) for his last day to be Wednesday. DH’s boss said no. First of all does he actually have the ability to say no? What could he do if he said…oh well? The offer letter has already been accepted at the new job. The company did withhold a paycheck when he is started so he would be owed a paycheck 2wks after his last day. They cannot NOT give that to him can he? Also we would be going on Cobra. They can’t withhold that can they? They are saying that they want him to train his replacement.

So I guess what would you do? You tell your employer yesterday that you would stay till Friday. Things change w/in 24 hrs and you want your last day to be Wednesday. Are told no? Would you say…well sorry my last day will be Wednesday. Would you just not come in Thursday/Friday? Would you just not take the trip? We have annual passes and there is availability thru DVC so we’d only have to pay for gas, food, and souvenirs so it would be the cheapest trip we’d probably ever take?

Thanks for your help

Also something else to kind of consider is when he gave his notice the boss did mention of "MAYBE" throwing him some contract work IF they needed it in the future. They new job is more than enough money though so this would be not need, not even sure if it will happen (almost def sure it won't if he doesn't work till friday).

 

[worm761]

My suggestion is to give up the trip and work the extra days. He said he could work until Friday. And, while he does not need this job right now, you never, ever know what the future holds. My motto is to never burn bridges in the work place. It is rarely a good idea.

 

[manning]

What do you think the smart move is??

 

[Magic Mom]

If he told them he would train his replacement and work until Friday, then the right thing to do is keep his word.

 

[WDWBarb]

My advice would be that he work the extra few days - Disney will be there later, but you don't know what jobs may be.

 

[Hannathy]

My suggestion is to give up the trip and work the extra days. He said he could work until Friday. And, while he does not need this job right now, you never, ever know what the future holds. My motto is to never burn bridges in the work place. It is rarely a good idea.

agree with this 100%

he said he would work to Friday he should work till Friday. How would you feel if it was the other way around? what if he wanted to work till Friday and needed the money and they said after to agreeing to it say the next day on second thought leave early and we won't pay you.

I also agree with you never know what could happen with this new job or in the future and you want the current boss to not have anything negative sticking in his mind if he ever needs to put this job down on a resume and they speak with this boss.

Just stay till Friday like he said.

 

[justhat]

We have annual passes and there is availability thru DVC so we’d only have to pay for gas, food, and souvenirs so it would be the cheapest trip we’d probably ever take?

So if you have APs and DVC, wouldn't all your trips just be gas, food, and souvenirs?

My advice is to pass on the trip and stay at the job like you agreed on. It's a bummer to miss it, but better than burning bridges with the current employer.

 

[mamacatnv]

While I agree with the old adage of never burn a bridge I think I would announce that Wednesday is the last day.

They cannot deny COBRA - they could terminate your DH but they would be hard pressed to prove gross misconduct which is about the only way to deny COBRA to an eligible participant.

Companies rarely have the employees best interest at heart when they make decisions and I am not in the give the employer all you have camp. I think your DH gave his notice and that 2 days is not going to make that much of a difference in the grand scheme of training his replacement. Also, does he have sick/PTO/Vac time accrued? He could just use that also.

I do agree with you OP, your DH should have declared what he was doing, not ask. He needs to get ahold of his boss as soon as possible and inform the boss that Wednesday will be his last day, end of story.

Giving notice is considered courtesy however it is not mandated unless there is some sort of contract involved.

 

[mickeyboat]

I, too would stay through Friday. It's what he promised when he gave his notice, and it is what his employer relied on. He might just need a recommendation or a job from them at some point, so he shouldn't burn bridges.

 

[Hannathy]

While I agree with the old adage of never burn a bridge I think I would announce that Wednesday is the last day.


I do agree with you OP, your DH should have declared what he was doing, not ask. He needs to get ahold of his boss as soon as possible and inform the boss that Wednesday will be his last day, end of story.

And you can guarantee he is never going to have to get a recommendation from this boss ever again? He is never going to change jobs in the future and have to put this person's name down on the application?

Wow I certainly can't see into the future to guarantee that for someone.

 

[WDWisTheBest]

I wouldn't burn the bridge with the old employer no matter what the cost. Your DH said he would stay until Friday.

 

[C.Ann]

I'm with the "don't burn your bridges" camp..

No one knows what the future holds - and especially in this job market..

Disney will still be there at another time..

 

[mamacatnv]

And you can guarantee he is never going to have to get a recommendation from this boss ever again? He is never going to change jobs in the future and have to put this person's name down on the application?

Wow I certainly can't see into the future to guarantee that for someone.

If companies are HR smart, they never allow a supervisor/manager/co-worker or anyone else to give a recommendation to a prospective employer, way tooooo much liability.
We are a small company, I am the HR manager and I will terminate a manager for speaking to a prospective employer or for giving any type of employee current or ex information to anyone unless it has come thru my office and been approved first.
Its just not smart and something we don't allow. Most employers don't allow it. Sure there are ways around it but really, a good manager is not going to dish a former good employee over 2 days. If they do then that prospective employer should be smart enough to see thru that.

Life does not come with guarantees.

OP there is not a single state that I can think of where withholding earned pay would be legal. Your DH absolutely should receive his wages less those 2 days in a timely fashion, if he does not he should contact the labor dept. of your state.

 

[lil mermaid]

My suggestion is to give up the trip and work the extra days. He said he could work until Friday. And, while he does not need this job right now, you never, ever know what the future holds. My motto is to never burn bridges in the work place. It is rarely a good idea.

I agree 100%. Never burn bridges behind you.

 

[lovetoscrap]

Two months ago my husband's company was bought out------ by the company that he quit from to work here!

NEVER EVER EVER BURN YOUR BRIDGES! You just never know, particularly if you are staying in a similar industry.

He has also been in companies where some one finds out that the new manager hired was their boss in a former company etc, and sometimes vice versa!

Keep your word and know that in the long run you are doing the best thing. Take that vacation later.

 

[ryanshana]

Darn it. I knew that (in my gut). DARN YOU BRIDGES! I'm just "upset" because one it is just two days. Two he doesn't feel that it is his responsibility to train this new person that was NOT told to him till after he "asked" and not in his job description.

We are thinking Thanksgiving week too, maybe; however, it would be more expensive (no DVC rooms available either). And we're a feb/sept Disney family we've never been there anywhere NEAR a "10" day on the crowd calendar

Can thanksgiving get to capacity like Christmas and new years does?

 

[disneystacy]

Darn it. I knew that (in my gut). DARN YOU BRIDGES! I'm just "upset" because one it is just two days. Two he doesn't feel that it is his responsibility to train this new person that was NOT told to him till after he "asked" and not in his job description.

We are thinking Thanksgiving week too, maybe; however, it would be more expensive (no DVC rooms available either). And we're a feb/sept Disney family we've never been there anywhere NEAR a "10" day on the crowd calendar

Can thanksgiving get to capacity like Christmas and new years does?

Why can't he just call in sick, I mean I don't think you should burn bridges, but calling in sick, what can the boss do?

 

[ryanshana]

Why can't he just call in sick, I mean I don't think you should burn bridges, but calling in sick, what can the boss do?

He does have 35 hrs of sick time. But I'm assuming the bridge would be burned since he asked for those two days he'd be "calling in sick" for. You know what I mean?

 

[kirstenb1]

Never say never. You said there was a hint of future contract work with his soon-to-be former company. That alone is worth it. We've been a little pinched this year, and dh has gotten a couple of contracts with his former boss that are really helping pay down some bills.

 

[hambirg]

If companies are HR smart, they never allow a supervisor/manager/co-worker or anyone else to give a recommendation to a perspective employer, way tooooo much liability.
We are a small company, I am the HR manager and I will terminate a manager for speaking to a perspective employer or for giving any type of employee current or ex information to anyone unless it has come thru my office and been approved first.
Its just not smart and something we don't allow. Most employers don't allow it. Sure there are ways around it but really, a good manager is not going to dish a former good employee over 2 days. If they do then that perspective employer should be smart enough to see thru that.

Life does not come with guarantees.

OP there is not a single state that I can think of where withholding earned pay would be legal. Your DH absolutely should receive his wages less those 2 days in a timely fashion, if he does not he should contact the labor dept. of your state.

Absolutely this! We are not in the 1950's anymore. The old employer doesn't really have any say. If he has been a good employee for years, than they can't bug out on his recommendation because he bugged out 2 days early. If they are not paying for that time. .. than it's not theirs to claim. Period!

This kind of thing always surprises me. Why is it that when employers make a decision based solely on financial reasons, that it's completely acceptable, but an employee is not suppose to make a decision based on what is financially in the best interest of his family? Really???!!!

If you don't need the money from those two days, than by all means take the trip. I'm betting that the old employer wouldn't care about your family situation, or it's best interest. And I'm speaking from an ex-employer position. The bottom line is the bottom line. And if this is in the best interest of your family, there isn't a company in the world that wouldn't operate under the same premises. Any employer, worth their weight, already knows that once an employee secures another job and gives notice, that all bets are off.

And like the PP said. . .no, they can't give you a crappy recommendation just for that. The recommendation has to be based on his job performance. Is there anything in his contract that lays out the basis for this situation? Probably not, other than he doesn't get paid for those 2 days.