Anyone made to actually work two more weeks when resigning during orientation?

[luvapug]

I'm getting ready to resign and will give the standard two week notice but just wondered how much of a chance I had of them making me actually work those two weeks since I'm still in orientation. I know it really woudn't make sense to me but maybe they would have a reason. I just wondered how quickly they released you once you resign. Also, I want to resign on Friday. Do I show up for work as usual, clock in, change into scrubs, then find the manager? Do I just walk in and hand it to her first thing without doing all the above? Should I work all day then find her? Should I find her Thurs afternoon at the end of the shift and tell her? I just don't know what the proper way to handle this is. Which way would make the most sense? Also what if she's not there? We don't have a second in charge-would I just go to Human Resources? Sometimes she's just out for the day with no notice. Thanks for any help.

[79Tango]

Give her some advice then... Something more than a "pat on the back" & the generic ol' "they would do it to you" stuff.. I wasnt trying to make anyone look bad...

But now that you mention it, I do have advice.. Show up for work as usual, clock in, change into scrubs, work all day, then instead of turning in your 2-week's notice, turn in a 2-week's vacation request. When she looks at you like you are crazy, simply explain that you are doing them a favor by not stealing 3months of o2. Tell them its either 2weeks pay or your filing unemployment-- their choice.

[rn/writer, RN]

I hope the advice to demand vacation time was tongue in cheek.

As someone who is still in orientation with three months to go, you aren't counted as part of the regular staff yet, so your contribution is minimal. In fact, orientees are usually considered a liability because they cost the unit money but aren't yet earning their keep. This isn't saying anything bad about nurses in orientation; it's just the reality that they will require more while they are training than they can give in return.

Be prepared to have your employment end as soon as you give notice. Why should the NM continue to spend money on someone who is not going to stay with her unit. No matter how much she likes you personally, managers are always looking for a way to cut expenses and letting you go will save her the cost of your paycheck and your benefits.

Your statement that you need the pay and the insurance says that you are looking at this from a very one-sided vantage point. What's good for you. It's fine to be aware of what you need, but you really should balance this knowledge with the flip side which I explained above.

If you believe you will be let go on the spot, give notice just before beginning the other job. If you think they will require you to work another two weeks, give notice sooner, but be prepared to bite the bullet and not have a job for two weeks.

Is there a way you can call HR to ask the official policy without giving your name? If the policy is immediate termination, you can wait a little longer to give notice.

Whatever you do, make sure that you leave on good terms. You never know when you might want to work at this facility again. It could be ten years from now, but you want to be viewed as, "eligible for rehire," in your employee file.

[canesdukegirl, BSN, RN]

"Do I show up for work as usual, clock in, change into scrubs, then find the manager? Do I just walk in and hand it to her first thing without doing all the above? Should I work all day then find her? Should I find her Thurs afternoon at the end of the shift and tell her? I just don't know what the proper way to handle this is. Which way would make the most sense? Also what if she's not there? We don't have a second in charge-would I just go to Human Resources"

Is this a joke??? You are quitting a job that lets you clock-in & then change into scrubs??

If the OP works in the OR, then yes, this is standard procedure. OR staff are expected to clock in and then change into scrubs.

OP, I would turn in your notice on Thursday afternoon. It wouldn't make much sense to come in on Friday, clock in, change and then hand in your notice only to be let go that day. You know how hectic the beginning of the day can be, and to put your manager in a position of having to address your resignation when s/he is also trying to facilitate starting cases, issues with first starts, putting out fires, etc., will only blindside your manager, thus increasing their stress level and perhaps subconsciously making them resentful of you.

You would be better served to work your full shift on Thursday, find out if your manager is there and then be prepared to turn in your notice. Furthermore, it would be best if you could ask your manager on Thursday morning if she had time to meet with you in the afternoon. This way, you are showing respect for your manager by requesting some time to talk about your resignation. If you do request a meeting time, and your manager doesn't respond or can't meet with you, then you can rest assured that you did your part in making the attempt. I would suggest sending an email request to your manager so that you have SOMETHING in writing...(call me a putz, but I strongly believe in having some sort of written documentation that you requested a meeting) because you never know what sort of untoward effects resignation can have down the road. Even if your email is a simple, "Just to make sure that I understand, we agreed this morning to meet this afternoon at 1630. Does this time still work for you?". Although you don't owe your manager an explanation since you are still in orientation, this action would show a level of professionalism that won't burn bridges. Your manager will also likely have more time at the end of the day as opposed to the beginning of the shift to gather the necessary paperwork.

It is never easy to resign from a job. The key is to show your manager some respect in acknowledging the efforts they made on your part. It sounds Polly-Anna, I know. But this simple gesture will go far.

[Mrs. SnowStormRN, RN]

I hope the advice to demand vacation time was tongue in cheek.

As someone who is still in orientation with three months to go, you aren't counted as part of the regular staff yet, so your contribution is minimal. In fact, orientees are usually considered a liability because they cost the unit money but aren't yet earning their keep. This isn't saying anything bad about nurses in orientation; it's just the reality that they will require more while they are training than they can give in return.

Be prepared to have your employment end as soon as you give notice. Why should the NM continue to spend money on someone who is not going to stay with her unit. No matter how much she likes you personally, managers are always looking for a way to cut expenses and letting you go will save her the cost of your paycheck and your benefits.

Your statement that you need the pay and the insurance says that you are looking at this from a very one-sided vantage point. What's good for you. It's fine to be aware of what you need, but you really should balance this knowledge with the flip side which I explained above.

If you believe you will be let go on the spot, give notice just before beginning the other job. If you think they will require you to work another two weeks, give notice sooner, but be prepared to bite the bullet and not have a job for two weeks.

Is there a way you can call HR to ask the official policy without giving your name? If the policy is immediate termination, you can wait a little longer to give notice.

Whatever you do, make sure that you leave on good terms. You never know when you might want to work at this facility again. It could be ten years from now, but you want to be viewed as, "eligible for rehire," in your employee file.

Best ADVICE!!! In our OR, you change and then clock in.

[mo2rn, BSN, RN]

Give her some advice then... Something more than a "pat on the back" & the generic ol' "they would do it to you" stuff.. I wasnt trying to make anyone look bad...

But now that you mention it, I do have advice.. Show up for work as usual, clock in, change into scrubs, work all day, then instead of turning in your 2-week's notice, turn in a 2-week's vacation request. When she looks at you like you are crazy, simply explain that you are doing them a favor by not stealing 3months of o2. Tell them its either 2weeks pay or your filing unemployment-- their choice.

Wow we don't know her situation and everyone is entitled to do whats best for them. I am in no way attacking you but just asking for you to think about your response its very sarcastic.Every question is worth asking and deserves a respectful answer not a sarcastic one.

As for OP i think you should notify them ASAP as to possibly leave on good terms

[MN-Nurse, ASN, RN]

She's asking for advice. Why are you making her look bad?

I took it as a playful joke about the fact that no one lets you clock in, then change clothes.

[TriciaJ, RN]

I agree with Canesdukegirl. Best to request a meeting with your manager Thursday afternoon if possible. Tell her you're having trouble making it work and feel you and the position are a bad fit for one another. She will appreciate not spending additional orientation time and money on someone who is unhappy in the job.

Tell her what a great team everyone is (even if they aren't) and thank her for her support. It's clear to me you want to resign as courteously and professionally as possible and your manager will respect that. Once you've spoken to your manager about this, it makes no sense for you to continue to orient. Thursday will probably be your last day.

Good luck.

[carolmaccas66, BSN, RN]

You asked 9, maybe 10 questions in ur original post. Sounds like ur not sure of much of anything. And you ARE still on orientation, which can be a very stressful and confusing time.

Can I respectfully say get on that phone right now and ring your manager telling him/her ur resigning. No point in wasting their time, or yours. Whether you tell them u have another job or not, is up to you. I would maybe say I'm resigning due to personal reasons.

I guess what I'm trying to say politely is: don't be a coward; just get on the phone and do it right away, then it's done.

[This Jenn RN]

I had a job right out of nursing school at a state run psych hospital. I absolutely hated it. I cried every day I got off. I went through orientation (hospital general) and then had to orient for 10 weeks. I resigned when I had 2 weeks left on orientation for a med/surg job at a hospital. I worked out my 2 weeks and at my exit interview I was honest about why I was leaving. The nurse recruiter told me she appreciated my honesty and giving the notice and I was welcome back anytime if I changed my mind.

[dudette10, MSN, RN]

I'm going to be the odd man out here. I think the OP should resign on her next shift after Friday. This will ensure pay and bennies through Friday.

As for whether or not she's screwing the facility over, that's neither here nor there. Her mind is made up. She's quitting, and lambasting her for doing so isn't going to make her stay.

While I totally understand this whole new grad/orientee costs money thing, here's a polite reminder that an experienced nurse's call off to be replaced with agency or registry isn't cheap either. And, I trust that no one here has ever done that, right?

[OCNRN63, RN]

I'm going to be the odd man out here. I think the OP should resign on her next shift after Friday. This will ensure pay and bennies through Friday.

As for whether or not she's screwing the facility over, that's neither here nor there. Her mind is made up. She's quitting, and lambasting her for doing so isn't going to make her stay.

While I totally understand this whole new grad/orientee costs money thing, here's a polite reminder that an experienced nurse's call off to be replaced with agency or registry isn't cheap either. And, I trust that no one here has ever done that, right?

One shift v an entire orientation period? Not comparable.

[BacktoBasics]

One shift v an entire orientation period? Not comparable.

And there's a difference between covering a shift for an actual employee and someone who (I believe) is being unethical and immoral.