Wording for a resignation letter?

[Tina, RN]

Hi everyone!

I need to quit my per diem hospital job. Now that I am doing school nursing full time, it's just too much for me. I gave it a try doing both, but so be it.

My question is this... I want to send in my resignation letter on Monday. I am not on the schedule for the next 2 weeks. Since I started working full time, I only do 2 weekend shifts a month at the hospital. So, in my letter, do I say that I am giving my 2 weeks notice, even though I'm not on the schedule during that time? I worked today, and I'd like it to be my last shift there. How do I word it? I still want to be on good terms, so that I can get a good reference if I ever need it.

Thanks!

[RNGriffin]

I disagree. Thank them for the opportunity, and keep the letter short and to the point. You can express verbally that the commitment was too much with your FT job but I wouldn't put any of that in writing.

Would your reason for disagreement be for unemployment sake? HR would definitely need to refer back to that letter if Tina ever decides to return to the organization. Verbal confirmation doesn't transcend with the change of representatives.

Just my honest opinion. A new HR manager joins the organization, and heaven forbid anything falls through with the school district, Tina is looking for a new position & all she can rely on is verbal details on why she resigned. I would rather be able to rely on a hard copy!

[hiddencatRN, BSN, RN]

Would your reason for disagreement be for unemployment sake? HR would definitely need to refer back to that letter if Tina ever decides to return to the organization. Verbal confirmation doesn't transcend with the change of representatives.Just my honest opinion. A new HR manager joins the organization, and heaven forbid anything falls through with the school district, Tina is looking for a new position & all she can rely on is verbal details on why she resig ned. I would rather be able to rely on a hard copy!

HR will look to see if she's been put down as eligible for rehire and that she gave notice professionally. Any extra details could potentially reflect poorly rather than positively.

[RNGriffin]

HR will look to see if she's been put down as eligible for rehire and that she gave notice professionally. Any extra details could potentially reflect poorly rather than positively.

Fair! But, I have worked in facilities where an individual has mistakenly been marked as ineligible for rehire. So, I thought it would be a lot more cautious to briefly detail the reasons for separation. I guess it's different strokes for different folks, right?

[hiddencatRN, BSN, RN]

Fair! But, I have worked in facilities where an individual has mistakenly been marked as ineligible for rehire. So, I thought it would be a lot more cautious to briefly detail the reasons for separation. I guess it's different strokes for different folks, right?

But if she's put down as ineligible for hire, are they going to bother looking further than that? A brief letter is just more crisp and professional.

[RNGriffin]

But if she's put down as ineligible for hire, are they going to bother looking further than that? A brief letter is just more crisp and professional.

They will investigate if she brings about the letter she has previously written. Without the letter it's simple, they'll judge based on the systems marking.

[hiddencatRN, BSN, RN]

They will investigate if she brings about the letter she has previously written. Without the letter it's simple, they'll judge based on the systems marking.

You've seen that happen?

[RNGriffin]

You've seen that happen?

I've seen it happen, and I have had to be the one to make the call in regards to it happening. Many times individuals are marked as ineligible for rehire, and I have requested the employee's record to note any disciplinary actions taken & method of resignation. So, I speak from my managerial experience. I don't know about other organizations, but attesting a rehire documentation is frequent, especially with large organizations. You have individuals who leave on their own merit and you have others who forced to resign.

[hiddencatRN, BSN, RN]

I've seen it happen, and I have had to be the one to make the call in regards to it happening. Many times individuals are marked as ineligible for rehire, and I have requested the employee's record to note any disciplinary actions taken & method of resignation. So, I speak from my managerial experience. I don't know about other organizations, but attesting a rehire documentation is frequent, especially with large organizations. You have individuals who leave on their own merit and you have others who forced to resign.

So would you take whatever appeared in the resignation letter as the truth? Cause I'm imagining people on the verge of being pushed out deciding to resign and write a flowery letter about work life balance or what not forcing them to resign with a heavy heart. And why would a simple, direct, "I am resigning with two week notice" or whatever be viewed as negative?

[KelRN215, BSN, RN]

I have a question... I am not resigning my position yet but am actively looking for a new job and anticipate resigning relatively soon. At my institution, resignation letters are expected to be addressed to your immediate supervisor (managers). So, if your manager is Suzanne Smith, but you have always known her as "Sue", what is the appropriate way to address the letter? Dear Sue, Dear Suzanne or Dear Ms. Smith?