421–430 of 462 posts
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Not really, they could be exposed to risk and it's typical to just pay you for the 2 weeks and cut off access so the risk is mitigated
In what way would they be exposed to risk? If I had a desire to exfiltrate to your competitor, I would just not bother telling you I'm leaving, exfiltrate, and give zero notice. Having this policy just makes you look like an idiot.
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0 day notice and no severance is unusual, at least for skilled professional jobs in the US. It does happen, but usually only for some unusual circumstance, like some kind of employee misbehavior or a sudden financial calamity for the company. Two weeks notice by the employee or severance by the employer is the most common case on both sides, probably for roughly 80% or so of professional jobs including all of my own.…
Anecdotally, I have never heard of a US company giving two weeks notice for a termination of any kind. The vast majority of terminations I've seen are immediate, but I've also seen companies give termination dates in the (relatively) far future to employees (generally a couple months, but I've seen 1-2 years). Severance is also only common in large organizations. I've seen few small startups or bootstrapped companies…
I have also worked at two other companies where we informed certain workers of an impending layoff and provided stay bonuses to them. One of them included basically a non-disclosure agreement since the impending layoff was not publicly known yet.
It may not be common knowledge but it definitely happens.
I've heard several stories about companies rescinding offers in a timeframe where it's obvious the candidate would have already made irreversible decisions. Funny thing is that the same HR people will tell their own stories about candidates backing out with huge eyerolls, distain, etc. I suppose the more common it becomes, the less the "offer" process will mean in practice. Candidates will hedge their bets. Edit: If…
I will out myself to some folks, and hope they keep me pseudo-anonymous :). I rescinded my Google offer to take another which had a more personally meaningful role and paid significantly higher (I think 50% higher?). Google then put me on a call with a "senior" recruiter who said they'd beat the offer no question, which would have had me start at N level but be paid at the upper end of N+1 level. I refused. Then they…
A few questions:
1. What does giving it back 2x mean? You work overtime voluntarily or something like that?
2. Is what you’re describing a type of self-care or confidence? Trying to understand what your recommendation is and how to put it to action because it sounds great.
3. If you were serious about the therapy comment, can I ask what concrete steps you took in therapy to build up this confidence/self-care? What did you discuss with your therapist?
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At Microsoft, the standard practice is that if you say you're leaving to take a job a company they consider a competitor, they cut off all your access at the end of the day, even if your manager wants you to stick around for knowledge transfer. If it's not a competitor, it's up to you how much notice you want to give. If you say you're leaving but don't say who your next employer is, they assume it's a competitor. Fa…
I can confirm based on my experience that at Microsoft, depending on a lot of factors like your level, role, information you have access to, and where you’re going, that they may terminate immediately as soon as you give them notice. Amazon has rapid termination processes as well but I’m not as clear on their criteria. If you work for a big technology company and are jumping to a perceived competitor, and/or if you h…
I saw Apple do this. Not to me.
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Which is still bonkers. Plenty of people with high level access have notice periods of 6 months in some European countries and work their remaining time after giving notice or at least part of it, because they negotiated the 6 down to 2 or 3.
If an employee has been malicious during their tenure then other systems should have detected and caught that. That scenario can be decoupled from the termination scenario. Think about making a 2x2 matrix (nod to Pascal’s wager): Across the top: fire immediately, don’t fire immediately. Down the side: employee is benign, employee is malicious. There’s only one square where the company is at risk- bottom right. The al…
If entire countries can run on the other squares, why can't the US?
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The risk isn't that you'll call them a jerk, it is that when your new job falls through, your old job can no longer credibly claim that you left voluntarily because they moved your quit date. You were fired. So you'll be able to claim unemployment and the business' unemployment insurance premiums could rise. It's bound to be cheaper to pay the two weeks than to pay the increase in unemployment insurance premiums for…
I'm pretty sure they can accept your resignation effective immediately and it not be a firing. Post dating it is a nicety you offered and they declined.
https://www.hg.org/legal-articles/fired-after-giving-notice-...
I'm pretty sure this lawyer knows a thing or two. And anyway, nothing is open-and-shut. Giving notice isn't "cause for termination" by any reasonable standard.
We were talking about risks. You can be pretty sure, and then a judge rules against you. Are you willing to take that risk? (Sure, maybe you know a judge. Or you live in a state with fewer worker protections. IDK, but I'm not making this up, and laws vary from state to state.)
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Google is profitable. They are not losing money, and they are in no danger of becoming unprofitable because of payroll. If we lived in world where folks measured things in a normal light, Google would not have frozen hiring, rescinded offers, and laid-off thousands. We live in the upside down world. We have to stop accepting the crazy, upside-down values of the modern world. The world would be better if Google just w…
eh... Google, more than your average publicly traded company, does rely on external investment by way of the stock in order to conduct its operations. In particular, a very large percent of compensation, especially for the most valued employees, is equity-based. Google's revenues were flat last year but costs were up. Hence, profits were down. The C-suite's insight into the future seems to be that future revenues are…
Wrong. Google made 181.69 billion in 2020, 256.74B in 2021 [1] and 283B in 2022 [2]. A 10% YoY increase [2] is better than most of the years they have been public. They possibly made more money in last 2.5 years than all the years they have been public combined.
[1] https://www.statista.com/statistics/266206/googles-annual-gl...
[2] https://www.sec.gov/Archives/edgar/data/1652044/000165204423...
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How's that supposed to work, when the process dictates that onboarding begins on your start date? If only we could give -10 days notice.
>How's that supposed to work, when the process dictates that onboarding begins on your start date? You remind them that they better finish their background check and sign the final documents fast if they want you on that date. Whatever is the minimum notice period you have to give your current job (eg. 2 weeks), the countdown starts after you get the real signed offer from the future job. you shouldn't risk fucking u…
At least in the US, I know of no requirement for 2 weeks notice, anywhere. It's just considered polite.
> If they want that loyalty, they need to first sign the papers that makes you an official part of their team.
Again in the US, I know of no papers that I've ever had from a company that guaranteed anything important. You might end up with something guaranteeing moving expenses or something, but they can still fire you on day 1, if you even make it that far.
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Never put in notice until background checks and all on boarding paperwork is 100% complete. Putting in notice on an offer letter is premature and, unfortunately, leads to bad results.
100% this. Never hand in your notice until you have a contract in your hand. No contract means you’re relying on hopium.