A sudden exodus of employees is causing leadership to panic and suddenly puts me under a microscope with questions like:

  • Are you going to leave?
  • What can we do to keep you from leaving?
  • Do you see yourself here in 1 year?

These are all semi valid questions to ask in the best interest of the company. But I’m curious how this information could be used.

This all got me thinking – at what point could – “no - I don’t see myself in a year” be used as a resignation with a 1 year notice – and then terminated after ~3 months and be ineligible for unemployment since you “technically” resigned.

  • HobbitFoot English
    9·
    6 months ago

    At my company, we had someone who told us they were planning on moving countries within a year, but hadn’t given a firm date to leave. We interpreted it as we weren’t given an official notice until they confirmed the date.

    Even after they gave a date, we still treated them as a normal employee, but we did tell them we expected that their quality of work wouldn’t drop during this period. I don’t know how that would work in positions where the policy is to cut off access after someone gives their notice.