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It's a hard situation. At a past contract job my contract was not renewed
due to a conflict with the Manager (who was later fired after an HR
investigation). I left a 30 page document for my replacement...contacts,
locations, schedules, etc. He was VERY appreciative and a month later the
company called to re-hire me as a Full-Time employee.
I declined.
The point is to do what's required in good grace. Do NOT work for free and
remember...you have to prepare for your future regardless of the present.
On Mon, Dec 1, 2008 at 11:16 AM, David Brown <browndavidc -at- hotmail -dot- com>wrote:
>
> I've had both good and bad situations.
> I've worked really hard setting up things for the benefit of the company
> while knowing that I was soon to be laid off and that the CEO and his staff
> were callously denying that they were preparing to lay me off.
>
> I've worked where management were completely and openly up front and deeply
> concerned about my welfare.
> What works for me is to always remember that I've got to live with what I
> do.
>
> Like the French saying, "There is no pillow so soft as a clean conscience."
>
> > Subject: RE: When to leave?> Date: Mon, 1 Dec 2008 11:02:22 -0600> From:
> victoria -dot- wroblewski -at- eagletest -dot- com> To: techwr-l -at- lists -dot- techwr-l -dot- com> >
> -----Original Message-----> Sent: Friday, November 28, 2008 8:02 AM> To:
> techwr-l -at- lists -dot- techwr-l -dot- com> Subject: FWD: When to leave?> > >>>>> When do
> I leave, and when do I become a "stalker?" By staying longer, > will> I be
> earning brownie points, or will I make everyone even more> uncomfortable
> (post layoff stress syndrome)?> >>>>> > I was in this same place a year ago.
> They let go of pretty much the> entire engineering department, writers
> included. There were some> critical projects that still had some work to be
> done, so my original> termination date was a month later than most.> > I
> agree with others that have said that you should continue to work, but> not
> overwork yourself. Provide lists of where things are and how they> are done,
> and any project plans that may be helpful to those that are> left behind.
> And if they want a single
> thing out of you past Jan. 2,> they should be aware of your contracting
> rate and you should be aware of> how to bill them for your services (who
> approves, etc.).> > As hard as it can be to be singled out in layoff, it
> pays to be as> professional about it as you can. I lucked out, they turned
> it into a> month-by-month thing and I kept on until I found another
> full-time> position. With scaled back engineering, their documentation needs
> were> not going to be "full-time" for long and I wanted my future settled.>
> Since leaving, I've done some small projects for them on a contract> basis.>
> > One person made a bit of a huff and left a lot of things>
> unfinished/unexplained when it all happened. When the need arose for>
> someone outside the company to provide services in that area, they> didn't
> contact that person - they called on another previous employee> who was a
> SME in that area, and that other person is making the> contracting bucks.
> Food for thought.> > - V> > > > > **This tra
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