first_imgDear Leslie, I was disappointed by your advice to the woman who asked how much notice she should give her boss before quitting. I employ close to 80 people, so my perspective is a little different from an employee’s. Your advice came off as a general statement for all employees to follow no matter their situation: “You should only give him extra warning if it does not jeopardize the commitments you have made to yourself.” This advocates a totally self-centered approach, one that today’s workers exhibit too often. I believe there is an unwritten contract between an employer and employee that extends beyond working hours. Employers have obligations, such as being understanding about family issues that come up without notice or personal issues that impact work performance. (We have an Employee Assistance Program for our employees and their families to use at no charge to the employee, for example.) Employees also have obligations, such as taking into account the “big picture” when making decisions that also affect the employer. My belief regarding “proper notice” is that two weeks is standard for positions that can be replaced in a short period of time, and that longer notice becomes standard if the position is more critical to the operation or is harder to replace. One “selfish” reason to act professionally during a separation is that anything less could negatively affect your reference from your boss. Handling the separation properly is best for the employee in the long run. AD Quality Auto 360p 720p 1080p Top articles1/5READ MOREWalnut’s Malik Khouzam voted Southern California Boys Athlete of the Week A little understanding and loyalty on both sides really does go a long way toward a better work environment and society for all of us. Dear Reader, Thanks for sharing the laudable perspective of an employer who attends to his relationship with employees. Clearly, an amicable separation with a timeline that suits both employee and employer is optimal. When needs conflict, however, each side should first assess their own concerns. Armed with insights into what they truly require and what they can live without, they can embark on a creative search for ways to satisfy their employer’s (or employee’s) demands without undercutting their own. Dear Leslie, I was fired May 2005 from a great job. It’s a long story but in the end, “they” were wrong. I know many people say that, but in my case it is true. I will begin interviewing soon and I fear the question, “Why did you leave your former employer?” My honest side wants to tell the truth. What can I say? Dear Reader, Tell the truth. “Lying about why you left your last employer is not an option,” says Gene Hollander, a Chicago-based employment attorney. “You can be terminated for lying on your resume or during the application process.” Put a positive spin on the situation. “Explain what you’ve learned or how circumstances have changed to put your future employer’s mind at ease,” advises Cynthia Calvert, a Maryland-based employment attorney. Example: “I had a tardiness problem because I was ill, but I’m now in excellent health.” During an interview, do not dwell on what your employer did wrong. “Bad-mouthing your (last) employer and saying you were discriminated against are big no-nos,” says Calvert, because it will alarm your prospective managers. The more distance you can get from the firing the better, Calvert adds. Consider freelancing or starting a business before you start looking for a new job. Leslie Whitaker is co-author of “The Good Girl’s Guide to Negotiating.” Write her at [email protected] local news?Sign up for the Localist and stay informed Something went wrong. Please try again.subscribeCongratulations! You’re all set!last_img

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