Resigning today... any advice?

The_Zealot

LittleVoice wrote: »

The employee needs to get agreement to holiday. If the employer doesn't agree, there is the cost of covering that time too. And agency workers usually cost the employer more than the cost of a regular employee.

But what could that cost be Little Voice? If the employee is resigning and has lots of paid holidays to enjoy in the current year (19 working days in my example), how does the agreement to take holidays matter?

You mentioned agency workers. Lets assume, for simplicity sake, that I'm talking about a highly skilled job with lots of items that you will only learn in this specific trade from someone else more experienced.

Could the only "master" left get up and leave the untrained "pupil" to his own luck to figure things out all by himself, and possibly taking a hit in productivity that could take weeks or even months until he could reach the productivity level of the "master"?

Could this be a case of "too bad of the company, wanted to save on costs and made everybody unhappy, now they only have one rookie left", or is there anything on employment law in England that would prevent an employee to have his resignation accepted, and forced to be skyving and being involved in any kind of trouble?

LittleVoice

Regarding the holiday - the employer cannot refuse allowing the statutory minimum within the year but if the year is not complete it would not necessarily be refusing. You are required to give twice as much notice as the length of the holiday. So before starting taking 19 days off, you could be required to give 38 days notice.

Sorry I don't have time to provide further explanation now.

greenbee

DCFC79 wrote: »

Hate decisions, it was his choice to "buy you" off a recruitment agency, surely he cant expect his staff to stay working for him for ever, he has to understand staff leave for 1 reason or another

It's worth remembering that even a bad manager should know that staff don't leave a job they leave a manager... Good luck in whatever you do next.

Re. the holiday issue - company policy probably varies from one organisation to another, but I would expect any of my staff (and to do the same with my boss), to discuss the transition period and work out whether it was appropriate to use up any accrued leave during this period or whether they would be paid for it.

It is also worth remembering that if you work to the end of a month you will accrue a full month's worth of any pension entitlement/leave/bonus share/other benefits etc that you may be earning. (The bonus may not apply if you're resigning, but is usually relevant when being made redundant).

RobertoMoir

What greenbee said. The short term satisfaction of telling a jerk that they are a jerk and then walking out rarely pays for the long term damage that it causes.

The_Zealot

Actually the issue seems to be the Unauthorised Absence from work for taking unapproved holidays.
Could this be a tactic to scare someone trying to leave?

bank_of_slate

Hate_Decisions wrote: »

I think he's gonna be cross because he's made it very clear to me that the company had to pay a sum of money to 'buy' me off a recruitment company. Also he's quite nasty about previous people that have left.

This tells you a lot, why have all the previous people left, are there quite a few of them, does this company have a high staff turnover? is it because he's a !!!!!!?
...Linda xx

Any

The_Zealot wrote: »

Actually the issue seems to be the Unauthorised Absence from work for taking unapproved holidays.
Could this be a tactic to scare someone trying to leave?

What do you mean?
Unauthorised absence - verbal warning, written warning, one more and sack (will be in the company handbook)

The_Zealot

Any wrote: »

What do you mean?
Unauthorised absence - verbal warning, written warning, one more and sack (will be in the company handbook)

I think it's well covered in my previous posts. Someone is planning to resign immediately, has the holidays to cover the notice period, was actually going on holidays for the second half of the month but decides to resign before the holidays.
HR calls in panic asking what's the matter, and then threatens that resigning so soon will be considered Unauthorised absense. Is this a scare tactic or do they actually mean something it?

Any

The_Zealot wrote: »

I think it's well covered in my previous posts. Someone is planning to resign immediately, has the holidays to cover the notice period, was actually going on holidays for the second half of the month but decides to resign before the holidays.
HR calls in panic asking what's the matter, and then threatens that resigning so soon will be considered Unauthorised absense. Is this a scare tactic or do they actually mean something it?

If they will go down the route of unauthorised absence - I suppose the only thing they can do is not to pay for those days - they will still owe the holiday pay as that was accrued over the year... So that will get them nowhere.

How long is the notice period supposed to be according to the contract?

The_Zealot

Any wrote: »

If they will go down the route of unauthorised absence - I suppose the only thing they can do is not to pay for those days - they will still owe the holiday pay as that was accrued over the year... So that will get them nowhere.

How long is the notice period supposed to be according to the contract?

1 month.
That's what I thought, but wanted to confirm.