Most states if you give notice, they have to still pay you up to that date even if they let you go early. Been there done that!
I agree with others. The employee actually resigned. Quite frankly, my opinion is that she had no business telling her employer about her husband until he was out there in the house and working. What if the transfer fell apart? What if he gets out there and finds that the employer misrepresented the position? What if ___________ (fill in the blank). I had an employee who got married. The couple moved to another state. (no one knew) The employee traveled to and from the new state or stayed at parents’ home when needed. The employee gave notice when a job was found in the new state. We were stunned. The department head was pissed off but many of understood why it was done that way. If it did not work out in the other state, there would at least be one person in a steady job. Once the other spouse was settle in, the employee found a job closer to home and gave notice.
And why is your husband calling your boss?? What are you, 12? That right there shows how immature you are! I would NEVER take a call from an employees spouse regarding termination, and I would be mortified if my husband called my employer.
My experience as an employer has been it is usually best to let an employee go as soon as s/he gives notice, if possible. S/he probably is already mentally 'out of there' already and can be a major distraction during the last couple of weeks. There are exceptions of course especially in the case of mature employees who have shown a good character and sense of duty over time.
That's a shame ral, because you are telling the employees who stay and watch you fire someone as soon as they give notice that they should not give you any notice. I'd be surprised if many of your employees give you any notice at all. If you want the basic common courtesy of notice, then you should have the basic common courtesy to let the employee work through their notice period.
This woman's expectations that her employer should accommodate her are ridiculous. She gave notice that she was quitting and a time frame for leaving. What did she expect her employer to do? Wait to hire a replacement until after she finally got around to leaving? They did what any employer would do when they know an employee will be leaving. They hired her replacement and gave the new employee a start date. Did she really expect them to tell the new hire she'd have to wait a few more months before starting or to pay 2 salaries for 1 job? This gal needs to wake up and realize that the world doesn't revolve around her.One thing that's weird is that her husband has already moved. How long does it take to move to the city your husband is in or for him to get "situated'? My family's made several moves and it's never taken even a month for all of us to get situated in an apartment until we found a home we wanted to buy. If her husband's upset she was let go, he's sorely in need of a reality check, too.
This is one reason to have a union.
I agree with the counselor. It sounds as if this person wanted the employer to keep her until she was ready to go. Kind of selfish, but not unexpected in the entitlement generation.
Since your Employer terminated your employment, you may be eligible for unemployment benefits if you never gave formal written notice that you were leaving your job.
If she quit, which is what the employer will claim, she doesn't get unemployment usually. I'd fight it. Too bad if hubby is upset.
And if the employee is going within a month or so the lag time and requirements for unemployment doesn't make it worthwhile.
That contract for being fired for "just cause" is called a union contract. Even then it wouldnt cover what she had done, because she gave due notice to her employer.
Sad comment on the stupidity/sense of entitlement here, that she actually needed to have that question answered.