A Two Week Notice

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Giving Two Week Notice is the standard practice when resigning from a job. If you have an employment contract or union agreement that states how much notice you should give, abide by it.

The Two Week Notice was made popular during the manufacturing age when the group of people known as “The Greatest Generation” would inform their employer that they are retiring from the job they have been loyal to all their working life.  The notice was to allow sufficient time for the employer to find a suitable replacement for their position. It was meant to be a courtesy. This generation has come and gone and so has the Two Week Notice.

When you as an employer receive a Two Week Notice from someone, you have a choice to make (For more get the eBook:   https://www.smashwords.com/books/view/470598

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12 thoughts on “A Two Week Notice

  1. If you make that clear up front then the employee will not be blind sided by the sudden dismissal and will wait appropriately until there last day they wish to work to let you know n. If you don’t tell your employees this upfront then you can try to justify your actions all you want and you will still be an as whole.

  2. In my industry, most 2 wk notices aren’t accepted. Usually when a notice is turned in, then they are escorted out of the building. Due to trade secrets, most of us work with non-competes. I think a lot depends on the situation and what you mentioned is a perfect example.

    • I’m very familiar with non-compete agreements. In most states they are set for 1 year and basically say they can go into the same industries doing the same thing with a competitor or their own business but can’t directly go after your customers. After a year (or whatever the state law is) all bets are off.
      Trying to pursue the enforcement of the non-competes is usually not worth the pay off unless they get a large portion of your business.

  3. Rajiv says:

    Interesting! We have one month notice periods, either way. Some organisations have three month notice periods, and the organisation insists that the employee serve it out. Three months is long, but it helps the employee when the employer decides to severe the relationship.

    • Rajiv, I’m assuming its some kind of contract work or an employee agreement signed at the time of hire? The three months is good in the aspect of staffing, but bad in the case of subpar performance.

      Good reply. Have a great day.

  4. Ernie Tamayo, PHR says:

    Cranston, there are times that as an employer, my organization will cut ties with an employee who has given notice a little early. In most cases we will pay the employee for the remainder of their two week period even if we let them go beforehand. Is this a standard practice across the board and across industries?

    • If they have been a good employee and are leaving on good terms this is a great idea. Paying them for the two weeks cuts down on human resource issue or backlash. But you aren’t obligated to. However you are obligated to pay them for their earned vacation and sick days (which usually is about the same as the two weeks).
      Never try to get even with anyone who is quitting. Do the right thing regardless if you feel a little betrayed or not.

  5. edlhansen51 says:

    “For everything, there is a price.” As a business owner, a CEO, a leader, a manager, or just as a human being, it is possible to do just about anything you want, if you are willing to pay the price. Every action has a “price tag” associated with it. Keeping or letting go an employee who has given notice represents two different actions. Each has a “price”. When faced with “either/or” considerations, it is essential to conduct a quick Cost/Benefit Analysis. Having said this, I have gone both ways under different circumstances. However, having made a choice several times, it was almost always the case that letting an employee go sooner rather than later was in the best interest of the company. Simply put, “It is impossible to serve two masters.” On some level that really matters, when an employee declares they are leaving, or you ask them to leave, they are gone. There may be a body there, but most of the utility is gone. Nobody is wrong here, it is just a fact. For a lot of reasons, the transition dynamics are just too difficult to manage (for all parties). Here, I don’t just mean the dynamics of the departing employee, I mean the dynamics of everyone directly or indirectly impacted by the departure. It is just easier on everyone to expedite the departure process, even if there is a monetary cost associated with doing so. Regards, Ed

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