Handing in a notice with immediate effect?

Takeaway_Addict

Comms69 wrote: »

That's not true. Policies are valid if you're given access to them.

I'll concede slightly on this point. There have been cases where policies are available but because there either has been to much information or its not been easy to find that tribunals have ruled in favour of the employee.

Comms69

Takeaway_Addict wrote: »

I'll concede slightly on this point. There have been cases where policies are available but because there either has been to much information or its not been easy to find that tribunals have ruled in favour of the employee.

Sure and I can understand that.


The OP has been there two weeks, so I suspect they haven't even had a chance or inclination to check, but in a shop environment there is often (but not always) a printed policy book somewhere.


I'd just check that first. It would be very unusual for a company with an area manager not to have a policy on termination

[Deleted User]

I highly doubt they will sue you after only being employed by the company for 2 weeks. Doesn't matter what the paper work says, in the end they usually go with the real world option of concentrating their efforts on finding new employees.

I walked out of a supervisory retail role which included keyholding and running of store in GM and AGM absence once and I never got sued. I had been employed by them for 4 years too. Mind they were at rock bottom and the whole company was wound up 6 months later.

Comms69

Deleted_User wrote: »

I highly doubt they will sue you after only being employed by the company for 2 weeks. Doesn't matter what the paper work says, in the end they usually go with the real world option of concentrating their efforts on finding new employees.

I walked out of a supervisory retail role which included keyholding and running of store in GM and AGM absence once and I never got sued. I had been employed by them for 4 years too. Mind they were at rock bottom and the whole company was wound up 6 months later.

Do you think this may have been an influence?


Typically an employer can sue for any losses - if a business isn't open to trade, I'd suggest there's a substantial loss there

[Deleted User]

Comms69 wrote: »

Do you think this may have been an influence?

I doubt it as senior staff had walked out in previous years across the business. All they did was replace them.

Typically an employer can sue for any losses - if a business isn't open to trade, I'd suggest there's a substantial loss there

They would just draft someone in from another store to cover. I covered plenty of stores at short notice when I was a supervisor.

xapprenticex

Give 5 working days notice, if you just walk out youll be burning bridges with the company AND everyone working there who will be left in the crap. Can come back to bit you in the rear end one day.

fiisch

Walk. You owe them nothing, they haven't given you a contract and there's an argument to suggest you were mis-sold the job.

Don't prolong the agony, get it over and done with. Be firm but fair.

xapprenticex

fiisch wrote: »

Walk. You owe them nothing,

Followed by

fiisch wrote: »

Be firm but fair.

fiisch

xapprenticex wrote: »

Followed by

If what the OP has posted re.: being hired as an assistant manager then being asked to fulfil a manager's duties from the get-go, I'd say that's pretty fair....

If you haven't been given a contract two weeks after starting a new job, do you even have a new job? They could shut the shop and send the OP on their merry way tomorrow.

Masomnia

As I always say in these situations if it were reversed there's no way they'd give you notice if they could get away with it. If you're not happy walk.

I think what I'd do is talk to the previous job to see when you can start with them and then work with the new company up until that date.