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I'm in Texas and we have at-will employment. You want super-easy hiring and firing, that's great. But because you can fire me at the drop of a hat, I cannot tak

I'm in Texas and we have at-will employment. You want super-easy hiring and firing, that's great. But because you can fire me at the drop of a hat, I cannot take the risk in tipping my hand. Feeding my family is more important to me than the health of your company. I'm not going to rage quit, and I'm going to try to change jobs when we're in a slow part of a cycle, but I cannot discuss it before hand. Sorry. That's just the reality of the situation. We could move back to employment contracts and you would have a much more stable employee base. I would openly discuss my plans for the end of my contract ahead of time. But that would probably be too stable and rigid.

w0rd-driven 13y ago
In looking up at-will employment for Georgia I realized that's pretty much every state FWIW. Luckily it's a two-way street. You can fire me for anything but I can also leave for anything. A two-weeks notice is just something I do out of the goodness of my heart not at all a requirement for literally any state. To that point, it shouldn't be frowned upon if for whatever reason you simply don't or can't (i.e. the offer is too good and they want you there yesterday) provide one. Also regarding your "rage quit" and "try to change jobs when we're in a slow part" doesn't always work. Sometimes your job never slows down and you're pushed to the very point of a rage quit. I'm not saying all this to promote ill behavior as a life choice. I generally want to give 2 weeks notice and not be in a position where I feel rage but that can't realistically apply to every situation and I should never feel terrible if I chose either. If I made a habit of it? I would have to seriously question my ability to acquire jobs because you shouldn't want to rage quit from every place you've ever worked...
ggreer 13y ago
A solution could be to have a sort of tenure track for employees. Probably not as strict as university tenure, but still enough for neither side to worry about things changing unexpectedly. That would let employers fire "mistake" hires (whose faults are obvious within a couple months) while getting stability in the long-term.
- gaius 13y ago
  Lots of companies do do this, you can become an Intel Fellow for example.
- CrLf 13y ago
  In Portugal, we have either contracts that renew yearly (where you are forced to give a two-weeks notice) or contracts that are "permanent", where you have to give a months' notice (under two years) or two months notice (over two years). For "permanent" contracts, there is a 6 months experimental period where both the employer and the employee can terminate the contract with no notice at all. This gives enough time to get to know a new hire and fix any mistakes. After that, both parties have a penalty for breaking the contract (an advance notice for the employee, or a severance pay for the employer).

w0rd-driven 13y ago

In looking up at-will employment for Georgia I realized that's pretty much every state FWIW. Luckily it's a two-way street. You can fire me for anything but I can also leave for anything. A two-weeks notice is just something I do out of the goodness of my heart not at all a requirement for literally any state. To that point, it shouldn't be frowned upon if for whatever reason you simply don't or can't (i.e. the offer is too good and they want you there yesterday) provide one. Also regarding your "rage quit" and "try to change jobs when we're in a slow part" doesn't always work. Sometimes your job never slows down and you're pushed to the very point of a rage quit. I'm not saying all this to promote ill behavior as a life choice. I generally want to give 2 weeks notice and not be in a position where I feel rage but that can't realistically apply to every situation and I should never feel terrible if I chose either. If I made a habit of it? I would have to seriously question my ability to acquire jobs because you shouldn't want to rage quit from every place you've ever worked...

ggreer 13y ago

A solution could be to have a sort of tenure track for employees. Probably not as strict as university tenure, but still enough for neither side to worry about things changing unexpectedly. That would let employers fire "mistake" hires (whose faults are obvious within a couple months) while getting stability in the long-term.

gaius 13y ago
Lots of companies do do this, you can become an Intel Fellow for example.
CrLf 13y ago
In Portugal, we have either contracts that renew yearly (where you are forced to give a two-weeks notice) or contracts that are "permanent", where you have to give a months' notice (under two years) or two months notice (over two years). For "permanent" contracts, there is a 6 months experimental period where both the employer and the employee can terminate the contract with no notice at all. This gives enough time to get to know a new hire and fix any mistakes. After that, both parties have a penalty for breaking the contract (an advance notice for the employee, or a severance pay for the employer).