Job ending : issues

11-06-2019 08:57PM #1

I’ve worked in my job for 3 years. I was on a contract that’s been rolled over - i was covering someone who went from maternity leave, to sick leave, to maternity leave to carers leave.

In that time the company was restructured. There were huge changes in my job which I got to grips with and I devised my own system. I’m the only one in my company who does my job (Administrator) and the only one who knows it.

I’ve just been given 2 weeks notice that my job is ending as the woman I covered is coming back part time -It will be part time from now on for her. There will be no crossover , I’m gone next Friday and she starts Monday.

Now my boss wants me to tell her (my boss) in the next few days all my systems & work practices, where I file everything , how I do everything from computerized PO to online banking , payments , online ordering, programming printer, franking machines .

I’m annoyed at how little notice I’ve been given and the fact a busy full time job has been changed to a part time one to suit the permanent employee who hasn’t worked for 3 + years. Yet I get let go and am expected to hand over all the work practices and systems I created and used to do my job so well.

Is it normal to be pissed off? I feel like ringing in sick for these last few days.

(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 )

DesperateDan · 11-06-2019 09:50PM

I think part time is better than no time, and the company is probably in a bit of a bind.

Sure you happily did your job for the last 3 years but there's history there they couldn't ignore. In fact it's probably been hanging over you for 3 years anyway. So splitting the work is the best option, with the hopes that one of you might move on.

I think the answer is fairly simple, are you going to be happy with the money coming in from reduced hours and less of a work load, or do you need to match your current wages (or increase them) and move on?

punisher5112 · 11-06-2019 09:53PM

DesperateDan wrote: »

I think part time is better than no time, and the company is probably in a bit of a bind.

Sure you happily did your job for the last 3 years but there's history there they couldn't ignore. In fact it's probably been hanging over you for 3 years anyway. So splitting the work is the best option, with the hopes that one of you might move on.

I think the answer is fairly simple, are you going to be happy with the money coming in from reduced hours and less of a work load, or do you need to match your current wages (or increase them) move on?

No they're losing their job as in the woman they were covering is coming back as part time...

If it were me yes I'd go sick to be honest.

Have you any holidays left and when can you take them or will they pay you them back?

fritzelly · 11-06-2019 09:55PM

Think DD has misread the post

Yeah I might be pissed off thinking I've got a job that I like and no chance this other person is coming back after 3 years. Being cynical sounds like she has played the system to guarantee the job back when she wants

Take the redundancy and get job searching - sounds like your talents will be an asset to another company

11-06-2019 10:07PM

This is a bummer for you op, but there are a couple of legal issues you have to accept.

• the company cannot discriminate against the person you were covering on maternity nor disability grounds. She has to be able to return to her job under the same t@cs as she had before she went on maternity leave. It seems that both she and the company have come to an agreement over hours, this is common when returning from a long absence due to illness and may have been recommended by her GP.

• you were employed on a contract of fixed term to cover a specific task, ie replace an employee on leave. Your contract should set out your terms covering notice periods. If the notice period is longer than 2 weeks in your contract, then they have to pay you for all of that period.

Do your best and make sure you leave with a glowing reference.

11-06-2019 10:08PM

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.

Do the tasks assigned by your boss. It's up to them to decide whether the handover or day-to-day is more important, but do not go over-and-above your basic work day. Put any scheduling conflicts directly back on your boss: "Do you want me to handle this client issue now or brief you on XYZ? I can't do both today"

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

11-06-2019 10:08PM

DesperateDan wrote: »

I think part time is better than no time, and the company is probably in a bit of a bind.

Sure you happily did your job for the last 3 years but there's history there they couldn't ignore. In fact it's probably been hanging over you for 3 years anyway. So splitting the work is the best option, with the hopes that one of you might move on.

I think the answer is fairly simple, are you going to be happy with the money coming in from reduced hours and less of a work load, or do you need to match your current wages (or increase them) and move on?

I’d love part time ! But I’m out . It’s part time now but only for the person I covered for the last 3 years, I’ve been let go , she’s getting the job back.

My issue is with the hand over more than anything. I had to get on with the job myself and create my own systems for 3 years. Suddenly now the boss wants to know everything I do as my replacement won’t know what to do when she comes back.

Regarding redundancy there’s none , I’m on contract. I’ve also no holidays as I had to go to Canada in May for family reasons and it’s used up . Think the advice is right - just do my job, nothing over and above, try to leave on good terms, but it’s actually proving harder than I thought.

I’ve always been really professional , it’s just who I am, but today I slammed a door so hard it shook!

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 .

11-06-2019 10:09PM

fritzelly wrote: »

Take the redundancy and get job searching - sounds like your talents will be an asset to another company

Position is not redundant, the permanent employee is coming back. Fixed term contractors may be entitled to redundancy after two years service, but that applies where position is being scrapped/redundant.

jimmycrackcorm · 11-06-2019 10:21PM

Deleted User wrote: »

My issue is with the hand over more than anything. I had to get on with the job myself and create my own systems for 3 years. Suddenly now the boss wants to know everything I do as my replacement won’t know what to do when she comes back.

They're not your systems. Your employer paid you to do a job and they're entitled to know how you file stuff out what passwords etc you use.

Imagine if a computer systems adminstrator decided not to hand over the passwords leaving the company crippled?

You don't really have a right to have sour grapes.

Paul_Mc1988 · 11-06-2019 10:24PM

Have you any holidays left OP. If so take them to see out the remainder of as much of your contract as you can. Tell your boss you need to take them to start finding a job as soon as possible. For three years work they should have given you a months notice out of courtesy, and enough time to train the other employee back in. As the others have said train her in or do your normal job for the next week. Don't do both. Good look going forward.

I was made redundant quite a few times in the downturn what i learned is its important to stay positive

11-06-2019 10:25PM

jimmycrackcorm wrote: »

They're not your systems. Your employer paid you to do a job and they're entitled to know how you file stuff out what passwords etc you use.

Imagine if a computer systems adminstrator decided not to hand over the passwords leaving the company crippled?

You don't really have a right to have sour grapes but I'm unsure of you are getting the correct notice period. When if your contact only States two weeks, I don't think it can override employment law for the period you worked. You should look into that.

I’ve no workplace issues, I understand completely this was a contract, it’s been done by the book. I accept my job is ending. My coordinator has access to everything I do, it’s not password protected. But that doesn’t mean she understands it .

jimmycrackcorm · 11-06-2019 10:26PM

I edited because employment law states to weeks minimum for up to 5 years service.

11-06-2019 10:30PM

jimmycrackcorm wrote: »

I edited because employment law states to weeks minimum for up to 5 years service.

Thanks, I know that, but it still sucks. I’d have to give them a months notice (and I would out of manners anyway) if I was leaving for another job.

Atlantic Dawn · 11-06-2019 10:31PM

Deleted User wrote: »

Regarding redundancy there’s none , I’m on contract. I’ve also no holidays as I had to go to Canada in May for family reasons and it’s used up . Think the advice is right - just do my job, nothing over and above, try to leave on good terms, but it’s actually proving harder than I thought.

If on rolled over fixed term contracts once you hit 2 years you should be entitled to redundancy...

An employee who has worked continuously for at least 104 weeks under a fixed-term or specified purpose contract can qualify for a redundancy payment when the contract ends.

https://www.citizensinformation.ie/en/employment/employment_rights_and_conditions/contracts_of_employment/fixed_term_or_specified_purpose_contracts.html

11-06-2019 10:42PM

Atlantic Dawn wrote: »

If on rolled over fixed term contracts once you hit 2 years you should be entitled to redundancy...

https://www.citizensinformation.ie/en/employment/employment_rights_and_conditions/contracts_of_employment/fixed_term_or_specified_purpose_contracts.html

Only if the company is closing or the position is being scrapped. Neither applies to the op.

First sentence in the link your posted:

https://www.citizensinformation.ie/en/employment/unemployment_and_redundancy/redundancy/redundancy_payments.html

“Where you lose your job due to circumstances such as the closure of the business or a reduction in the number of staff this is known as redundancy”

fritzelly · 11-06-2019 10:45PM

Dav010 wrote: »

Only if the company is closing or the position is being scrapped. Neither applies to the op.

First sentence in the link your posted:

https://www.citizensinformation.ie/en/employment/unemployment_and_redundancy/redundancy/redundancy_payments.html

“Where you lose your job due to circumstances such as the closure of the business or a reduction in the number of staff this is known as redundancy”

That page says otherwise once over 2 years

a fixed-term contract can also involve a specified-purpose...such as replacing an employee while she is on maternity leave.

Redundancy
An employee who has worked continuously for at least 104 weeks under a fixed-term or specified purpose contract can qualify for a redundancy payment when the contract ends.

11-06-2019 10:50PM

fritzelly wrote: »

That page says otherwise once over 2 years

You have to have over 102 continuous service to qualify for redundancy, but the position is redundant, not the person. In the ops case the position is still there, being filled by the person who has returned from leave.

If the position was terminated, then the op would qualify, it wasn’t.

fritzelly · 11-06-2019 10:51PM

I edited my post with the relevant parts
That pretty much says it's irrelevant if the position no longer exists

11-06-2019 10:52PM

fritzelly wrote: »

I edited my post with the relevant parts

I edited mine to respond. The important word is “can”, not will.

Glass fused light · 11-06-2019 10:53PM

Dav010 wrote: »

You have to have over 102 continuous service to qualify for redundancy, but the position is redundant, not the person. In the ops case the position is still there, being filled by the person who has returned from leave.

The full time position has been eliminated and replaced with a new part time position.

11-06-2019 10:55PM

Glass fused light wrote: »

The full time position has been eliminated and replaced with a new part time position.

The employer cannot replace a full time with a part time position when a pregnant/sick employee is returning after leave without risking an accusation of discrimination. They can however agree to reduced hours to accommodate the employee, nothing to stop them both agreeing. The original employee is still employed under a contract of indefinite duration, just with agreed, reduced hours.

fritzelly · 11-06-2019 10:55PM

Suggest the OP get on onto CI, that page seems to purport s/he will get redundancy
They have hit the magic 104 week number

11-06-2019 10:56PM

I’ll look into this , I doubt it would apply to me but Fritzellys post from Cit Info website is interesting

fritzelly · 11-06-2019 10:57PM

Dav010 wrote: »

The employer cannot replace a full time with a part time position when a pregnant/sick employee is returning after leave without risking an accusation of discrimination. They can however agree to reduced hours to accommodate the employee, nothing to stop them both agreeing. The original employee is still employed under a contract of indefinite duration, just with agreed, reduced hours.

Sounds like from the OP is now a part time position permanently not just to start off with.

fritzelly · 11-06-2019 10:59PM

Deleted User wrote: »

I’ll look into this , I doubt it would apply to me but Fritzellys post from Cit Info website is interesting

No harm, you've given 3 years to the company and put in procedures for the betterment of the company - should have some kind of recompense for time served.

11-06-2019 11:00PM

Dav010 wrote: »

The employer cannot replace a full time with a part time position when a pregnant/sick employee is returning after leave without risking an accusation of discrimination. They can however agree to reduced hours to accommodate the employee, nothing to stop them both agreeing. The original employee is still employed under a contract of indefinite duration, just with agreed, reduced hours.

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 .

MrMusician18 · 11-06-2019 11:06PM

Dav010 wrote: »

The employer cannot replace a full time with a part time position when a pregnant/sick employee is returning after leave without risking an accusation of discrimination. They can however agree to reduced hours to accommodate the employee, nothing to stop them both agreeing. The original employee is still employed under a contract of indefinite duration, just with agreed, reduced hours.

Didn't think maternity leave could be three years duration. Is it not one year max?

Glass fused light · 11-06-2019 11:07PM

Deleted User wrote: »

I’d love part time ! But I’m out . ..

My issue is with the hand over more than anything....

I’ve always been really professional , it’s just who I am, but today I slammed a door so hard it shook!

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 .

On the plus side you now have a great selling point for your new CV.

Re the compliment do you have any contact details for them that you could push your CV out to?

It's very poor for the company only to have given you the short notice, when they had to be in communication with the employee who is comming back.
As for the handover, do as suggested, let your manager manage the process.
If they don't want to pay you for a proper handover try to be as professional as possible for the next 2 weeks. If you get frustrated remember, while the company may have agreed to a part time role, leave happy with the knowledge that your manager will have to work an additional half week picking up any slack.

firstlight · 11-06-2019 11:12PM

If it was me and only my opinion
If you have a few quid saved
Leave,show them nothing
Your only a number in life
The sooner you accept it the easier life becomes
You will pick up a job quick,your clearly a smart person
All the best

the_syco · 11-06-2019 11:15PM

Deleted User wrote: »

Now my boss wants me to tell her (my boss) in the next few days all my systems & work practices, where I file everything , how I do everything from computerized PO to online banking , payments , online ordering, programming printer, franking machines .

Ask will they give you a reference. If yes, assist your boss.

If no, walk.

Rubberchikken · 11-06-2019 11:42PM

i think the short notice to you wss crap on their part but I'd suggest you finish out your time thete in the same profesdional way you've behaved up to now.
get a reference, its the least they can do and go out with your gead held high.
tbh you deserve a better company than that.

good luck

Purple Mountain · 11-06-2019 11:54PM

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.

12-06-2019 07:48AM

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"

12-06-2019 08:30AM

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 · 12-06-2019 08:48AM

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.

12-06-2019 09:41AM

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 · 12-06-2019 09:46AM

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 · 12-06-2019 09:47AM

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 · 12-06-2019 09:58AM

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 · 12-06-2019 10:21AM

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.

12-06-2019 11:07AM

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.

12-06-2019 11:12AM

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 · 12-06-2019 11:23AM

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 · 12-06-2019 11:27AM

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

antix80 · 12-06-2019 11:49AM

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.

12-06-2019 11:55AM

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 · 12-06-2019 12:00PM

[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.

12-06-2019 12:48PM

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.

12-06-2019 01:20PM

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 · 12-06-2019 02:20PM

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 · 14-06-2019 07:51AM

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.

Job ending : issues

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