Should I give 2 weeks or finish schedule?

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  1. Give 2 Weeks or Finish Schedule

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      2 Weeks
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      Finish Schedule

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Ok I know this is counting my chickens before they are hatched but I like to be prepared. I had applied for a position at a hospital in a different state that would provide better training/experiences for me as a new ER nurse. My interviews have gone well and they told me that I should be hearing from HR next week with their decision due to Thanksgiving. At my current job we are in the process of working on the new schedule that includes Christmas and New Years. If I am offered the new job is it better to give two weeks notice or to finish the schedule as I do not want to burn any bridges? The schedule won't be officially posted until next week. I of course would not give my notice until I knew for sure that I had the job.

Specializes in ER.

Ok next part of the dilemma. Since I won't see my boss for a week after I find out after the job should I wait till I see him next to hand in my 2 weeks notice or just email him when I find out?

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Give 2 weeks, or as much notice as is required with your facility--check with your HR department. It's not uncommon for medical facilities to require a 3 week or 4 week notice--my last job required 3 weeks.

Good luck with the interviews!

One would have to check their state labor laws. Unless you are under a signed contract, a company's "requirement" of a specific amount of notice holds no legal weight in PA. However, it's never a good idea to burn bridges. For non-exempt employees the standard is 2 weeks. For higher ups like DON's/Administrators, the standard is 30 days.

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Ok next part of the dilemma. Since I won't see my boss for a week after I find out after the job should I wait till I see him next to hand in my 2 weeks notice or just email him when I find out?

You can give it to your HR representative.

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I looked through the policies and there is no policy on how much time you have to give. I am planning on giving 2 weeks so that I have plenty of time to pack up and move. Thank you for all the advice. I found out they actually want me to meet with a 3rd person while I am there so I am thinking that's a good sign, fingers crossed

It's probably a good idea to have an HR representative present for any and all such meetings with your management.

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Specializes in PCU.

A well-typed letter of resignation, outlining what a pleasure it has been to be given an opportunity to be a part of their team, along with the reasoning for your future move, and the amount of notice you are giving (ensure to put your final date in writing so there is no misunderstanding) is always a good way to resign. Worked well for me. Also, hand it in ASAP so that they are aware and able to plan accordingly.

The first letter I ever wrote, I contracted the people who wrote my initial resume, to ensure professionalism. :twocents:

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Specializes in Emergency Dept.

At my facility anything less than 2 weeks automatically puts someone on the 'disqualified for rehire' list, meaning the facility will not allow them to ever be rehired. Anything 2 weeks or over is considered professionally appropriate. If you are wanting to stay on managements good side (because you never know when you will need a glowing reference or will run into them in the future), being flexible with your ending date through the possible end of the schedule will look good on you (If this is feasible with your new job, if not, managers do understand as long as it is communicated). Managers remember those who try to help them out in the end, not leave them in a lurch.

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Specializes in Psych ICU, addictions.
One would have to check their state labor laws. Unless you are under a signed contract, a company's "requirement" of a specific amount of notice holds no legal weight in PA. However, it's never a good idea to burn bridges. For non-exempt employees the standard is 2 weeks. For higher ups like DON's/Administrators, the standard is 30 days.

To be honest, the legalities of labor laws didn't even cross my mind. That is an interesting point though!

I was thinking along the lines of her leaving as professionally as possible so the facility doesn't tag her a Do Not Rehire. AFAIK there's no legislation dictating how facilities determine if someone is a Do Not Rehire--that decision is up to the facility's discretion. And she never knows if she will find herself going back to the original facility with hat in hand looking to be rehired.

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Specializes in ER.

Because I like to know I thought I would let y'all know what the final outcome was. I was offered the internship, which I have accepted. Since it doesn't start till Feb I am going to finish my schedule, this way everyone wins. Thank you all for yall's advice.

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Because I like to know I thought I would let y'all know what the final outcome was. I was offered the internship, which I have accepted. Since it doesn't start till Feb I am going to finish my schedule, this way everyone wins. Thank you all for yall's advice.

All's well, that ends well. Congrats on the new job and good luck!

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