Why sabotage when you could just no-show?

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Discussion Overview

The discussion revolves around the complexities and strategies surrounding job resignation and termination, particularly focusing on the motivations behind sabotaging a job versus simply not showing up. Participants explore the implications of being fired versus quitting, legal protections for employees, and the potential consequences of honesty in job interviews.

Discussion Character

  • Debate/contested
  • Conceptual clarification
  • Exploratory

Main Points Raised

  • Some participants suggest that laws in certain areas require employers to pay out a certain amount before firing an employee, which could incentivize employees to seek termination rather than resigning.
  • Others argue that being fired for cause can negatively impact future employment opportunities, as potential employers may view it unfavorably.
  • One participant notes that legitimate illness could protect an employee from termination, as employers may face legal repercussions for firing someone who is sick.
  • There are claims that honesty in job interviews can lead to unemployment, with some suggesting that many people lie to secure jobs.
  • Some participants share anecdotes about restrictive notice periods that complicate the resignation process, leading to creative methods to get fired.
  • Concerns are raised about the reliability of past employer references, with some suggesting that many employers only verify employment dates rather than provide detailed evaluations.
  • One participant questions the likelihood of receiving a positive reference from a previous employer, especially in cases where the employee left under less than favorable circumstances.

Areas of Agreement / Disagreement

Participants express a range of views on the consequences of being fired versus quitting, with no consensus on the best approach to resigning from a job. There is ongoing debate about the ethics of honesty in job applications and the reliability of references.

Contextual Notes

Some participants highlight the legal protections for employees regarding illness and termination, while others point out the variability in employer practices and the potential for negative references. The discussion reflects a mix of personal experiences and broader observations about workplace dynamics.

  • #31
I have to say, this discussion is very anti-employer... do THAT many people have such horrible work environments?! Previous employer information on your resume is just for verification of your dates of hiring and termination (and perhaps where it was involuntary or voluntary). It's doubtful that if some random person calls HR they will give out specific information about your employment there.

If you're not liking your job and want to go looking, that is your right. If you did well at your job, you will (or at least should) have some professional references (boss or co-workers) that you can provide on your resume if the company interviewing you have questions about your work-ethic, or job-related skills and knowledge. It is of course a good idea to have references if they are field-specific and/or industry recognized. Providing contact info on your boss that didn't like you is of course a bad idea, but so is "not telling the truth" on your resume.

I don't for one minute believe the "people who tell the truth are called unemployed" mantra; nor do I believe the idea that NO boss will ever give you a positive review if you quit to go work somewhere else. Today's work force is very dynamic, and young professionals' largest leaps these days are usually achieved by applying at a different company. The days of working for the same company for 40 years and then retiring are all but gone.
 
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  • #32
mheslep said:
That must make it rather terrifying to actually start a business and hire anyone there.

Doesn't seem so. Probably just cultural differences.
 

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