Job ending : issues

Purple Mountain

Just think of the poor woman coming back too trying to squeeze 5 days work into 3!
Bet she'll be on the phone to you constantly looking for guidance and advice.
If I was you, I'd be busy when she rings, because you now have a full time job looking for a job.
Whatever you do, don't feel guilty about leaving her in a bind.
I'd be very contentious about hand over in a job and making sure everything is seamless but in this case, I think I would do the bare minimum but remaining courteous and professional to get the glowing references you deserve.
And like someone said above, can you follow up the person from KPMG and pass your CV to them?
Best of luck, you'll get something more secure and make sure you negotiate better pay.

28064212

Deleted User wrote: »

They’ve categorically said the job is no longer full time and I cannot job share. They’ve changed the job to part time for the previous employee. I’m upset as it’s undermines me and what I’ve been doing for 3 years .

I think you're taking this both too personally and too negatively. This should be an excellent selling point in future interviews: "I was taken on to cover a full-time position. In the 3 years I was there, I was able to implement many improvements and efficiencies, so much so that the company was able to reduce the demands of the role to a part-time position"

28064212

28064212 wrote: »

I think you're taking this both too personally and too negatively. This should be an excellent selling point in future interviews: "I was taken on to cover a full-time position. In the 3 years I was there, I was able to implement many improvements and efficiencies, so much so that the company was able to reduce the demands of the role to a part-time position"

maybe …….but its not the truth. This is a public sector job. We are open to the public 9-5 every day. We have a constant queue of callers. Its not my problem any longer but how can a public facing reception/PA to Coordinator/Admin role where you are dealing with people calling in face to face, on the phone to make appointments and by email work on a "mornings only" basis. It would be like calling to the doctor or dentist and having to wait until the doctor/dentist was finished with their client so they could come out to deal with the reception and to help you with your query. There will simply be nobody in reception any afternoon from now on as she will finish at 12.30.


I knew my contract was likely to end on 21 June. But I was expecting more notice and for the job to remain the same for the person taking over. If not I hoped that I could job share with her as I had a feeling she would only want part time (her kids are very young). Now she has got part time on her own. Yes it will be very difficult for her but its not my problem now.

antix80

Deleted User wrote: »

(I’m expected to work my job FULL TIME for the next week PLUS brief my Boss on everything so this person can return to do this job PART TIME the next week. This is a customer service/client based job, phones, emails, open to public 9-5, so it’s always been full time )

Op, do your contracted hours and no more. That's all you owe the company, and your pay for those hours is all they owe you.

Get a good reference sorted NOW before doing the handover.
Sad as it is, but as good as you think your processes are, the next person is going to have problems. Some stuff will be done differently by the new person, some things your boss will revert to doing the old way, and any mistake or omission over the next year will be blamed on the last person (you). This is how badly run businesses operate.

So keep things civil for the next 2 weeks. Get your good written reference, get your manager's word that he'll give you a good verbal reference if anyone calls, and move on with your life.

mariaalice

antix80 wrote: »

Op, do your contracted hours and no more. That's all you owe the company, and your pay for those hours is all they owe you.

Get a good reference sorted NOW before doing the handover.
Sad as it is, but as good as you think your processes are, the next person is going to have problems. Some stuff will be done differently by the new person, some things your boss will revert to doing the old way, and any mistake or omission over the next year will be blamed on the last person (you). This is how badly run businesses operate.

So keep things civil for the next 2 weeks. Get your good written reference, get your manager's word that he'll give you a good verbal reference if anyone calls, and move on with your life.

You will have no trouble getting another job, look at the positives take a month off you will have your holiday pay its the summer.

Good luck

mayo londoner

OP I can completely sympathise with you. Had a very similar experience in 2015, was working for a University, originally on a maternity leave contract for a year, she came back and I was kept on for a further 18months or so and then she got pregnant again, resulting in another 12 month extension. Contract ended in August 2015 (After 3yrs and 9 months), supposedly if you work on any sort of contract for a company for for 4yrs they legally have to make you permanent.

The woman in question was absolutely clueless when she came back into her job, still mystified how she ever got the job in the first place. My boss wanted to keep me on and in fairness to him stood my corner and fought every step of the way but the Director was having none of it (since left the post due to corruption issues after a Primetime investigation to further rub it in). My boss was pissed as he knew I was doing a good job yet couldn't exactly get rid of the woman coming back from maternity, she was a master of playing the system to put it lightly and still is. Worse still, I know for a fact she has been on a years parental leave since so he must be tearing his hair out at this stage.

Very very frustrating and I won't lie that it still makes my blood boil to this day. Would do anything to get that job back but life moves on and just have to get on with it. In the words of Forrest Gump, **** happens

Glass fused light

Deleted User wrote: »

maybe …….but its not the truth. This is a public sector job. They are open to the public 9-5 every day.

One of the hardest things with contracting can be remembering that you have no long term association with the organisation you are employed by.

Your manager has shown little respect for what you do and poor management skills by not having you document the new tasks and processes. They knew you were leaving at some point. That's not your problem. But give the requested handover, and let your manager manage fitting it into your everyday tasks. Be very sure to make the manager instruct you on which has priority.

Your manager, by not communicating the contract end date at soon as it was a possibility has not shown you any loyalty. I suspect that this was partly to ensure that you did not get an opportunity to secure another job and leave before their end date. Return that loyalty, by focusing on getting your CV out there and looking for a new job.

You don't "work" there anymore. So (mentally) hand back the ownership of what happens next to your manager.

rd1izb7lvpuksx

I'm kind of perplexed by some of the attitudes in this thread. I do agree that the notice period is very short, especially if they weren't telegraphing this outcome, but I feel that it's the OP who's acting unprofessionally in this case.


It seems that they had lost sight of the fact that they were always in a temporary, time-limited situation, albeit one that was extended at the convenience of both parties several times. Now that this has come to an end, I think it's unprofessional to become so annoyed by (admittedly onerous) handover requirements that they're slamming doors.

DesperateDan

Woops sorry my bad

Are you sure the person coming back is only on a part time role? Maybe they will be part time for a fortnight then when you are out of the picture it will be back up to full time. Nothing you can do about that I guess., I just find it interesting that you are certain you need to work hard on full time hours to fulfil your job and not only are they reducing it they are also replacing you with someone that no longer has a clue what they are doing.

DesperateDan

DesperateDan wrote: »

Woops sorry my bad

Are you sure the person coming back is only on a part time role? Maybe they will be part time for a fortnight then when you are out of the picture it will be back up to full time. Nothing you can do about that I guess., I just find it interesting that you are certain you need to work hard on full time hours to fulfil your job and not only are they reducing it they are also replacing you with someone that no longer has a clue what they are doing.

Its definitely part time. No doubt if that changes my colleague here at work will fill me in but I doubt they'd bother being underhand about it. A job share would be better for running of the service but its up to higher management to fight for that.
Everyone here and in our other services are shocked and worried - this IS a full time role. We open 9-5 five days a week to the public. Hard to imagine how they will manage part time - guess my colleagues will have to pick up the slack but they're already not impressed as their roles are specialised and not Administration based.

Guadalupe Shapely Fluoride

Guadalupe Shapely Fluoride wrote: »

I'm kind of perplexed by some of the attitudes in this thread. I do agree that the notice period is very short, especially if they weren't telegraphing this outcome, but I feel that it's the OP who's acting unprofessionally in this case.


It seems that they had lost sight of the fact that they were always in a temporary, time-limited situation, albeit one that was extended at the convenience of both parties several times. Now that this has come to an end, I think it's unprofessional to become so annoyed by (admittedly onerous) handover requirements that they're slamming doors.

In light of my work ethic and work load for 3 years, and single handedly managing a company restructure even though I am the newest staff member in the company and the least well paid (a restructure that was Management work not Admin work) - one slam of the door is hardly unprofessional!

I have already got great references from the previous Board members and a letter from Auditors acknowledging my good work. Believe me that one door slam felt good and I have no regrets whatsoever. They are going to miss me more than I'll miss them. (Two interviews lined up in the next 2 weeks already!)

Glass fused light

Guadalupe Shapely Fluoride wrote: »

I'm kind of perplexed by some of the attitudes in this thread. I do agree that the notice period is very short, especially if they weren't telegraphing this outcome, but I feel that it's the OP who's acting unprofessionally in this case.


It seems that they had lost sight of the fact that they were always in a temporary, time-limited situation, albeit one that was extended at the convenience of both parties several times. Now that this has come to an end, I think it's unprofessional to become so annoyed by (admittedly onerous) handover requirements that they're slamming doors.

Sometimes its unprofessional but honest feedback on how the manager is managing the process.

Think of it this way
Your manager called you in to the office to tell you "your are so sh*t at your full time job that they are getting in a part timer to replace you. And, by the way, the PT will be able to seamlessly do your job from 9am on the day they start".

If the manager has been there for the 3 years they should have been aware that the restructure had resulted in changes in the role tasks. A good manager would not need an onerous handover just a refresher on bits.
A half decent manager would realise that the OP needs money coming in on a scheduled basis and have kept the OP in the loop on when to expect to be let go.

Deleted User wrote: »

Guess I feel taken for granted. It’s a tiny office and I got the company through a complete restructure myself in 2018 although I was the newest in and the least well paid. It wasn’t even my job , it was the coordinator’s, but every single email about the restructure was forwarded to me and I did it. KPMB even complimented whoever did the work in my office as there were no errors at all.

I probably should have dealt with my frustration over this when it happened, it’s certainly causing me hassle now my job has suddenly come to an end. I don’t feel like cooperating or sharing my work practices as nobody cared last year how I did it as long as it was done .

The OP should not be so emotionally invested in the job that they end up physically expressing anger, no one should be. But successfully working through a restructure only really works if the participants are vested in the outcome.
I suspect from the above post and as the manager apparently has not needed to know the job, that the manager is not handling the process properly.

Midnight_EG

I'd be getting a doctors note for the next two weeks for undue stress

antix80

Midnight_EG wrote: »

I'd be getting a doctors note for the next two weeks for undue stress

The op's stressing herself out. Too invested in a temporary job that only lasts 2 more weeks.

Bit more advice for the op, but when training your manager everything is straightforward. Make a list of tasks and talk through them as if they're the simplest thing in the world. Don't show exceptions, or behind the scenes stuff. Pretend every process works exactly as it should, delays never happen, and ad-hoc queries don't exist.

Similarly, any issues that arise in the next 2 weeks can be fobbed off. "Do you mind if I get back to you on that".. "Carol (or whatever the returning staff member) will be in next Monday, she'll take care of it for you"

Op, you should be in wind-down mode and looking forward to some free time. I'd advise you to get down to the dole office as soon as you leave that job to make a claim as you can't be certain when you'll be starting a new job.

antix80

antix80 wrote: »

The op's stressing herself out. Too invested in a temporary job that only lasts 2 more weeks.

Bit more advice for the op, but when training your manager everything is straightforward. Make a list of tasks and talk through them as if they're the simplest thing in the world. Don't show exceptions, or behind the scenes stuff. Pretend every process works exactly as it should, delays never happen, and ad-hoc queries don't exist.

Similarly, any issues that arise in the next 2 weeks can be fobbed off. "Do you mind if I get back to you on that".. "Carol (or whatever the returning staff member) will be in next Monday, she'll take care of it for you"

Op, you should be in wind-down mode and looking forward to some free time. I'd advise you to get down to the dole office as soon as you leave that job to make a claim as you can't be certain when you'll be starting a new job.

Good advice and thanks. Its hard not to be stressed going from a good income to going on Job seekers - a drop of about €1K a month but with all the same bills to pay - its a big adjustment, that's the stress for me. Maybe the Summer will finally arrive and I'll enjoy a month or two off work with my feet up in the garden!

HelgaWard

[Deleted User] wrote: »

Good advice and thanks. Its hard not to be stressed going from a good income to going on Job seekers - a drop of about €1K a month but with all the same bills to pay - its a big adjustment, that's the stress for me. Maybe the Summer will finally arrive and I'll enjoy a month or two off work with my feet up in the garden!

It seems like you liked the job, so if I were you I wouldn't burn any bridges. Do a polite, basic handover. There is a high chance that the job will not get done on a part time basis & they could be back in touch locking for you to return & pick up the pieces in no time.

28064212

HelgaWard wrote: »

they could be back in touch locking for you to return & pick up the pieces in no time.

On a related note: don't do any work that's not paid for after you leave. If they start calling you after you've left, cut them off. If it suits you, you could potentially offer to come for a day or two to assist with the handover, on consultant's rates - I'd be looking for a substantial increase on your current amount.

28064212

28064212 wrote: »

On a related note: don't do any work that's not paid for after you leave. If they start calling you after you've left, cut them off. If it suits you, you could potentially offer to come for a day or two to assist with the handover, on consultant's rates - I'd be looking for a substantial increase on your current amount.

chances of them paying me consultants rates are probably zero - this is a public sector job and the attitude seems so different here to any private sector job I had before. They don't seem to care if the service works or not. We are completely government funded, we don't need to make money. Different attitude.

……..and you're right, I wont be answering any calls about how to do stuff, or where is stuff after I'm finished.

antix80

Deleted User wrote: »

chances of them paying me consultants rates are probably zero - this is a public sector job and the attitude seems so different here to any private sector job I had before. They don't seem to care if the service works or not. We are completely government funded, we don't need to make money. Different attitude.

……..and you're right, I wont be answering any calls about how to do stuff, or where is stuff after I'm finished.

Op, I doubt you'll get any calls. When you're gone, you're gone.

I've worked in private sector companies before with a similar attitude. When there is an obsession with headcount or cost-cutting, productivity or knowledge retention don't come into it. When you leave, other knowledgeable/useful people will pick up the slack. It puts so much pressure on people and all because some hr deadbeats and beancounters cannot bring themselves to have 2 people on the payroll for the same month, regardless of the need for a handover.

Strumms

They would have known that this woman was scheduled to return going back WEEKS. They think fûck all of you or your family / personal responsibilities that they neglected to tell you until now...giving you no reasonable notice which to secure future employment...

This considered... all bets are OFF. You owe them nothing, I’d walk quite frankly, just don’t show, answer any calls etc.. clean break, fûck em they sound like an absolute shower of wánkers.

Sometimes employment relations issues negotiated at the top don’t make sense to people outside of the discussions because really they’re not their business. Whilst it is disheartening for you and feels like a slap in the face of sorts, this is very much the nature of temping - particularly covering for extended open ended absences. It’s left you in a bind I know you could do without but keeping in mind this is a bridge you might not want to burn I’d remain cordial, give a brief handover and leave with a smile on your face and good wishes.

It could be down the line the person leaves anyway, particularly after a succession of absences - and you might pop into their mind as a natural replacement. I’m not saying put your life on hold for it - but walk out of their with your head held high on good terms. I’ve worked in the public and not for profit sector for years as a temp employee and manager and I can tell you that even the worst thought out management decisions are usually not personal. They could and should have given you more notice but workplaces are full of people who don’t do what they should.

Strumms

Deleted User wrote: »

It could be down the line the person leaves anyway, particularly after a succession of absences - and you might pop into their mind as a natural replacement. I’m not saying put your life on hold for it - but walk out of their with your head held high on good terms.

I wouldn’t be ‘waking with my head held high’ after being treated like that. Nor would I want to work for them again should the chance arise. They haven’t treated the OP well and therefore worrying about ‘good terms’ isn’t or shouldn’t be a priority, either would potential future employment there.

If the girl was returning communication should have been ongoing over time with her and indeed the OP and an agreement made whereby say she informs them on June 14th she will be back July 14th etc. not a weeks notice that’s ridiculous.

Wildly Boaring

This country is tiny.

Leave on good terms.

As many have said, see out your notice professionally. It's not just about the reference.

I'd be surprised if you get them ringing you with work queries after. "You're only a number" I'm afraid. There will be someone to.take up the slack

Strumms

Wildly Boaring wrote: »

This country is tiny.

Leave on good terms.

As many have said, see out your notice professionally. It's not just about the reference.

If the company are unwilling to treat the OP professionally and with respect which they are clearly not, then it is not a courtesy that I’d be tempted to extend to them.

They should have informed the lady who had the baby that they would be grateful if she would provide them with four weeks notice ahead of her return and the reason why too.

In fairness she sounds like a bit of a self entitled yoke herself. You take months off and then ..”yep, back next week” without engaging her brain as to what effect that could have on a covering temps position and whole team dynamic etc.

Then again, in my own workplace I was all too aware of the entitled ‘hey, I have kids !’ brigade who expected everyone else to dance around them at a whim and move heaven and earth with much personal inconvenience to enable their ‘family’, whims and comforts.

antix80

Strumms you made your point. Not many people will agree with you

Bandana boy

if you liked the job i would try leave on good terms , they could easily come calling very soon after as it sounds like
1 part time will not cover your role
2 This person will struggle
3 their heart may not be in knuckling down to get up to speed

be the most professional you can be , and if they come back you can probably negotiate a permanent contract with a bunce in wages.
if not Ireland is a small place and you dont want a bad impression to be the lasting one of 3 years work

Strumms

Strumms wrote: »

If the girl was returning communication should have been ongoing over time with her and indeed the OP and an agreement made whereby say she informs them on June 14th she will be back July 14th etc. not a weeks notice that’s ridiculous.

And really that’s the only thing they’ve done badly in the scenario - not given adequate notice. Which speaks to the other part of my post where I mentioned poor management decisions.

The OP is free to leave in whatever way they see fit - my point was to not mistake one bad management decision for an intentional two finger salute....which can be very difficult to see when you’re emotionally invested in the situation.

Dav010

If they treated the op as per the terms of the fixed term contract, they haven’t treated her badly. The op should now be thinking about leaving with a good reference. At the same time, the op should do no more than required, that presumably does not include training the returning employee up on what she has done, that is the employers job.

Jim2007

28064212 wrote: »

Go in and do your work as per your contract. No more, no less. Especially not more. Show up at 9, leave at 5 on the button (assuming your hours are 9-5). Take you full breaks and lunches. They've given you the absolute minimum courtesy they possibly could, so give the same back.

The BS short sighted answer! Does not thing for the OP's reputation with their colleagues and employer, other than to ensure that they will not be considered for any openings there.

The position was always temporary and this day was always going to come.

28064212 wrote: »

In the meantime, get job-hunting! And get a reference ASAP

Hilarious, you think you should get a good reference for that kind of BS.

rd1izb7lvpuksx

Deleted User wrote: »

In light of my work ethic and work load for 3 years, and single handedly managing a company restructure even though I am the newest staff member in the company and the least well paid (a restructure that was Management work not Admin work) - one slam of the door is hardly unprofessional!

I have already got great references from the previous Board members and a letter from Auditors acknowledging my good work. Believe me that one door slam felt good and I have no regrets whatsoever. They are going to miss me more than I'll miss them. (Two interviews lined up in the next 2 weeks already!)

I'm afraid that I do think it's unprofessional. It seems like you did a great job during your employment, but it is not professional to take offense when the terms of an agreed contract are adhered to. As someone who has both been a contract worker, and now hires them, I would say that you probably aren't suited to this kind of work (which isn't a bad thing - most employers are looking for permanent employers who will get engaged and take ownership of their role as you did).


My experience is that, no matter how positive an impression you have made to date, it could now be soured with all parties due to your reaction to the ending of your contract. As others have posted, Ireland is a very small country, and even if they'll still smile to your face, a lot of people will be put off by someone who can't be trusted to close out a contract job well. This is especially true of the big professional services firms, so my gut feeling is that your outburst may have been pyrrhic.

Glass fused light wrote: »

Sometimes its unprofessional but honest feedback on how the manager is managing the process.

Think of it this way
Your manager called you in to the office to tell you "your are so sh*t at your full time job that they are getting in a part timer to replace you. And, by the way, the PT will be able to seamlessly do your job from 9am on the day they start".

If the manager has been there for the 3 years they should have been aware that the restructure had resulted in changes in the role tasks. A good manager would not need an onerous handover just a refresher on bits.
A half decent manager would realise that the OP needs money coming in on a scheduled basis and have kept the OP in the loop on when to expect to be let go.





The OP should not be so emotionally invested in the job that they end up physically expressing anger, no one should be. But successfully working through a restructure only really works if the participants are vested in the outcome.
I suspect from the above post extract and as the manager apparently has not needed to know the job, that the manager is not handling the process properly.

As the OP was on a temporary contract to cover the employee on leave, and that employee is now returning, and the OP was given their full notice, I find it hard to see any impropriety on the part of their management or the company. The OP certainly believes that they are essential to the organisation, but that's rarely the case in any organisation of any size, if we're honest with ourselves.


Certainly, the outline of the OP's behaviour as they describe it themselves would indicate to me that the company might already be happy to be rid of them.