Wwyd?

[hambirg]

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?

It's not! It's not his problem anymore if his employer was unprepared.

 

[Hannathy]

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.

You go ahead and believe what you want to believe, but they can and they do. Companies are extremely thorough in checking and talking with people now. The will talk to people, they even have employees talk to their neighbors and call retired employees. Yes years ago they would only give you a standard yes they worked here, here is what his evaluation said, but not anymore! Background checks are standard now and very detailed ones, they didn't do that 10 yrs ago. they want to speak with former co workers not just something written-don't want this to happen, oh well we have 1,000 other applicants.

It is very eye opening to go thru a job hunt in present times.

 

[The Mystery Machine]

I would have planned my time off accordingly prior to turing in resignation and start date of new job.

 

[chloelovesdisney]

I wouldn't do it. I choose whom to hire in my department and I can tell the difference between a lukewarm reference and an enthusiastic one. It doesn't have to be out and out bad to be an issue.

Additionally, things happen in life. The new job could end up being miserable or he could be laid off, who knows. If he leaves on Wednesday he's almost guaranteed to never be hired back there. His current boss could also leave for a new company that your dh may want to work with in the future and that would be out. Seems out there but I know two people that happened to.

You just never know. If you are a sahm it's especially important that your dh protect his ability to work, it's not worth a couple of days in DW.

 

[DisneyScraps]

A trip would be nice but not worth the reference. Yes, there is another job waiting but you can't ever be sure of anything. Should he ever need to look for another job this one he is leaving might become important.

I would have him work, put that money away for the super awesome getaway you will be planing when get time off from the new job.

Good luck with whatever you do!

Lisa

 

[chloelovesdisney]

You go ahead and believe what you want to believe, but they can and they do. Companies are extremely thorough in checking and talking with people now. The will talk to people, they even have employees talk to their neighbors and call retired employees. Yes years ago they would only give you a standard yes they worked here, here is what his evaluation said, but not anymore! Background checks are standard now and very detailed ones, they didn't do that 10 yrs ago. they want to speak with former co workers not just something written-don't want this to happen, oh well we have 1,000 other applicants.

It is very eye opening to go thru a job hunt in present times.

We do background checks and go back 10 years for work history (even for low level employees).

 

[LilyWDW]

You go ahead and believe what you want to believe, but they can and they do. Companies are extremely thorough in checking and talking with people now. The will talk to people, they even have employees talk to their neighbors and call retired employees. Yes years ago they would only give you a standard yes they worked here, here is what his evaluation said, but not anymore! Background checks are standard now and very detailed ones, they didn't do that 10 yrs ago. they want to speak with former co workers not just something written-don't want this to happen, oh well we have 1,000 other applicants.

It is very eye opening to go thru a job hunt in present times.

Only one thing has to be said... "They are not available to be rehired."

This is a perfectly safe and legal way of saying "They broke our rules." It can be backed by fact (they did X and thus can not be rehired by this company based off of the rules and regulations) and is not considered slander. This has been told to me by multiple HR managers and store managers over the years...

I look at the situation as this. Your husband, by his own words, is employed to employer A until Friday. His question about his last day being Wednesday would now be a request for time off. So his boss has every right to tell him no.

 

[focusondisney]

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???!!! Very good point!

Any employer, worth their weight, already knows that once an employee secures another job and gives notice, that all bets are off. Agreed! When we have someone give notice at my job, we are actually surprized if they show up for all their remaining shifts. Especially the last one. We just assme they will be calling in. What do they have to lose?

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.

See bolded for my comments. Too bad you hadn't looked into the trip before he gave notice. When my DH changed jobs a few years ago, he purposly gave notice for 1 week earlier, so we could have a vacation before he started. You never know how long you will have to work at the new job before you can get time off.

Good luck with the decision OP!

 

[Magic Mom]

I agree that he technically doesn't have to work the two extra days, but since he told them he would, then he should keep his word and do it. I just think that's the right thing to do.

 

[Ceila]

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!

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.

It's not! It's not his problem anymore if his employer was unprepared.

I'm sorry, but you are so far off-base here that I had to comment. Yes, the old employer certainly DOES have a say. Most employers require a 2-week notice in order to be eligible for re-hire. All a future employer has to do is ask HR if the employee is eligible for rehire. When they say "no," the potential employer will probably drop him like a hot potato.

As for the old employer being "unprepared," that makes no sense. He JUST gave his notice. How could they have been prepared to have him train his replacement when they didn't even know he was leaving until yesterday??

 

[hambirg]

You go ahead and believe what you want to believe, but they can and they do. Companies are extremely thorough in checking and talking with people now. The will talk to people, they even have employees talk to their neighbors and call retired employees. Yes years ago they would only give you a standard yes they worked here, here is what his evaluation said, but not anymore! Background checks are standard now and very detailed ones, they didn't do that 10 yrs ago. they want to speak with former co workers not just something written-don't want this to happen, oh well we have 1,000 other applicants.

It is very eye opening to go thru a job hunt in present times.

And as an employer you can be sued for slander. You are free to tell them they didn't come in those last two days. . .but if he already met the terms of his contract than that point is moot. You have to actually review his job performance. Soooo. . if he has an employee file filled with positive job performance reviews. . .eh. . .you have to be careful.

And to the person that said they have been told that the former employer would not rehire. . .surely a company would ask why. And that response has to be factual.

 

[hambirg]

I'm sorry, but you are so far off-base here that I had to comment. Yes, the old employer certainly DOES have a say. Most employers require a 2-week notice in order to be eligible for re-hire. All a future employer has to do is ask HR if the employee is eligible for rehire. When they say "no," the potential employer will probably drop him like a hot potato.

As for the old employer being "unprepared," that makes no sense. He JUST gave his notice. How could they have been prepared to have him train his replacement when they didn't even know he was leaving until yesterday??

Those are all assumptions on your part. We don't know what the terms of his employment were. I'm sure if he already has a new job than his new employer already checked his references with his current employer. How did they not know he was looking for other employment?

Again, you can't have it both ways. . .the current employers recommendation is soooo important that you surely need it to gain future employment. . .BUT he obviously got another job. . if he did it without that reference than I guess it really wasn't all that important. OR they gave a factual reference based on his actual job performance.

 

[LilyWDW]

And as an employer you can be sued for slander. You are free to tell them they didn't come in those last two days. . .but if he already met the terms of his contract than that point is moot. You have to actually review his job performance. Soooo. . if he has an employee file filled with positive job performance reviews. . .eh. . .you have to be careful.

And to the person that said they have been told that the former employer would not rehire. . .surely a company would ask why. And that response has to be factual.

That response is "I am sorry, but I am not allowed to give out that information due to company policy. All I can tell you is that he is not eligible to be rehired."

Not difficult.

When I was a manager, I was told we could answer two questions. They were:

"Was this person employed here?"
and
"Is this person eligible to be rehired by you?"

Both are yes and no questions that, if brought up in a suit, are easily backed by factual information that the company can provide. We were not allowed to give details because those can be colored by preferences and past issues. These details could get someone in trouble.

And let me tell ya. If I was checking references and got a "no" to the rehire question then that person would be put on the bottom of the stack. If the OPs husband doesn't play nice with his last few days, he could end up as a "no" to the rehire question, which could cost him a job in the future.

 

[dis-happy]

I agree, he needs to keep his word and stay until Friday. Anyway, maybe his old employer plans to give him a going away lunch or party. How terrible if he called in sick!

Preparing and training for the person who is taking your place is pretty standard and nothing to complain about. Now someone who is being let go with two weeks notice and told they have to train their replacement ---that's crummy. Have heard of it happening more than a few times too.

 

[CathrynRose]

Can't he just come Friday, after work? And you guys go as planned?

And if not - if it were me - I'd leave Wednesday. And if you feel that guilty about it, call in sick.

 

[kirstenb1]

What is even up with the call in sick? If you're going to burn bridges, man up, and do it right. Calling in sick is so sleazy and passive-aggressive. OP, I know you didn't suggest this, but previous posters did. Seriously, unprofessional is the least of the adjectives I can think of.

 

[hambirg]

That response is "I am sorry, but I am not allowed to give out that information due to company policy. All I can tell you is that he is not eligible to be rehired."

Not difficult.

When I was a manager, I was told we could answer two questions. They were:

"Was this person employed here?"
and
"Is this person eligible to be rehired by you?"

Both are yes and no questions that, if brought up in a suit, are easily backed by factual information that the company can provide. We were not allowed to give details because those can be colored by preferences and past issues. These details could get someone in trouble.

And let me tell ya. If I was checking references and got a "no" to the rehire question then that person would be put on the bottom of the stack. If the OPs husband doesn't play nice with his last few days, he could end up as a "no" to the rehire question, which could cost him a job in the future.

And as an employer, that is why it is wise not to talk to a manager, but an HR person. And you are correct. They are not allowed to not recommend a person based on what the OP is suggesting. That would be bad news for a company and they are right in telling you not to give that kind of response.

But. . .if I was hiring, I would certainly ask more than those two questions. And if you couldn't answer my other questions than I would want to talk to HR. You do know that it an employee left your company due to violence on the job, you are legally obligated to tell that to the prospective employer, whether they ask or not. . .right?

 

[mamacatnv]

I'm sorry, but you are so far off-base here that I had to comment. Yes, the old employer certainly DOES have a say. Most employers require a 2-week notice in order to be eligible for re-hire. All a future employer has to do is ask HR if the employee is eligible for rehire. When they say "no," the potential employer will probably drop him like a hot potato.

As for the old employer being "unprepared," that makes no sense. He JUST gave his notice. How could they have been prepared to have him train his replacement when they didn't even know he was leaving until yesterday??

I'm sorry but you are way off base yourself. An employer cannot require notice unless there is some sort of employment contract. Most states do not have employment contracts as a matter of law unless there is a union involved.

The courtesy rule of thumb is:
1 week for casual labor type positions
2 weeks for mid management on down to the casual labor
1-2 months for CEO's, CFO's etc.

As for hearing a Not eligible for rehire and "dropping like a hot potato" you are setting your company up to be sued by the prospective employee.
Employers rarely go there anymore. The laws have tied our hands and so we have had to find other ways to check a persons character, the word of a former co-worker/HR Dept is just not enough and it can be very misleading or vague.
We get DMV records, use Google, we hire private background companies etc. We verify dates of employment looking for large gaps, we run criminal checks and credit reports but we rarely base a decision on the words of a former employer, its just not worth the risk and is subject to all sorts of discrimination.

That response is "I am sorry, but I am not allowed to give out that information due to company policy. All I can tell you is that he is not eligible to be rehired."

Not difficult.

When I was a manager, I was told we could answer two questions. They were:

"Was this person employed here?"
and
"Is this person eligible to be rehired by you?"

Both are yes and no questions that, if brought up in a suit, are easily backed by factual information that the company can provide. We were not allowed to give details because those can be colored by preferences and past issues. These details could get someone in trouble.

And let me tell ya. If I was checking references and got a "no" to the rehire question then that person would be put on the bottom of the stack. If the OPs husband doesn't play nice with his last few days, he could end up as a "no" to the rehire question, which could cost him a job in the future.

Let me tell you when checking references the Not Eligible for rehire really does not deter me and if you are not careful, your tone can be called into question and again you are setting your employer up to be sued. Courts/Juries are not employer friendly, they want to see the little guy win, be very careful in what you do, how you say it and who you say it to. Not Eligible for Rehire has become so passe that it means nothing to most HR personel I know. Sometimes I will ask the perspective employee why their former employer is holding a grudge and its amazing the stories I have heard.

I am not afraid of a former employer and refuse to give them that kind of power.

I generally call the former employer and the conversation goes something like this:
Hi, I'm calling for an employment verification regarding _____
I have dates of hire being X to X. Beginning wage X and ending wage X.
Is their any reason legally documented in the personel file that I should be aware of in regards to hiring this person?
I have found that those words tend to put someone on their heels and I get the information I am looking for. Also, I always get a release from the prospective employee and will send it over on request.

Employment law is something that lots of people think they know, but in reality they do not and they make all sorts of mistakes because of it.
Leaving 2 days early is not a decent enough reason to mark an employee ineligible for rehire, no company worth its salt or with a decent reputation would even go there.

People do not owe their employers anything. The whole loyal employee going to be there till they retire is outdated and archaic. Employers are not loyal, they are in business to make $$$ and will let an employee go despite years of loyal service etc.
Also, remember most prospective employees don't want you contacting their current employer so we the employers have to make hiring decisons around that obstacle too.

 

[cm8]

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.

, Unless the environment is hostile, he should plan on staying through Friday just like he said he would. He gave his word

 

[m&m's mom]

People do not owe their employers anything??? WTH??
Do you work in a sweatshop? I definitely do feel like I owe my employer a lot and my word is one of them.
Bottom line OP is you came up with a great idea too late. Stinks but it is the way it is.