submitted 2 weeks notice and then let go???

[twilli41]

Hello all!

Yesterday I submitted my 2 weeks notice to my manager at the beginning of my shift. I typed up a letter for her and gave to her and explained that the unit was not for me. I just got off orientation and had worked for about a week. I already felt iffy at the end of orientation but wanted to give it a chance. I hate it! I switched from a tele unit to this med surg unit and it is just too busy! Anyways I gave her my 2 weeks notice and said ok. Maybe 15 minutes later she said I could clock out and that I didnt have to complete the 2 weeks. I was happy because I could devote more time to my 2 other agency jobs but now that I think about it, did i just get fired??? Am I now ineligible for rehire? I dont want to work on that unit but the hospital is apart of a bigger system comprised of 6 other hospitals and i dont want my chances ruined with those hospitals. I sent a follow up email documenting what happened our conversation to her. Anyone have any insight on this? Thanks!

[TheCommuter, BSN, RN]

No, you were not 'fired.' This was a voluntary termination on your part the moment you submitted the notice of resignation. Your manager had the option of making it effective immediately or allowing you to work the two weeks.

Since management is likely annoyed that money was spent on your orientation, they chose to cut their losses and render your notice of resignation effective immediately.

Always keep in mind that no employer is obligated to allow you to work the remaining days as outlined in your notice of resignation. Good luck to you, and I hope you find greener pastures. Life is too short to be unhappy at work.

[Wuzzie]

No, you were not 'fired.' This was a voluntary termination on your part the moment you submitted the notice of resignation. Your manager had the option of making it effective immediately or allowing you to work the two weeks.

She might want to verify this because if the manager is irritated enough she may claim she terminated her prior to receiving the notice. That 15 minute delay was enough time to call HR and tell them she was terminated. I've seen this happen. The better course of action is to hand deliver the notice to HR and have it date and time-stamped in front of you and ask for a copy then notify your manager.

[TheCommuter, BSN, RN]

She might want to verify this because if the manager is irritated enough she may claim she terminated her prior to receiving the notice.

Your point is salient...

However, the manager would be opening the doors to unemployment compensation by falsely claiming she involuntarily terminated an employee. This is why companies love it when former employees submit a notice of resignation to prove it was a voluntary separation of employment instead of an involuntary termination.

[Wuzzie]

Your point is salient...

However, the manager would be opening the doors to unemployment compensation by falsely claiming she involuntarily terminated an employee. This is why companies love it when former employees submit a notice of resignation to prove it was a voluntary separation of employment instead of an involuntary termination.

Your point is well taken. I think sometimes in the heat of things though these details can be forgotten. The other issue might be the OP being marked ineligible for rehire due to "lack of proper notice" even though she gave it. Without a time and date stamp it becomes a "she said-she said". I still believe the best plan is to notify HR first and have it documented properly.

[HouTx, BSN, MSN, EdD]

Commuter is abso-tootly correct as far as unemployment claims go. Employers will go to great lengths to avoid these claims - which obligate them to ongoing payments.

There are no hard-and-fast rules for declaring eligibility for rehire. It varies by organization and in many cases, can be determined by the individual's immediate manager. OP should not be surprised if this is the resulting classification for her file.