So, (a) if, for example, according to the company’s policies, all you have to do to earn tuition reimbursement is to take a course and fill out a form, and you’ve done both, you have a legal right to the payment.

(b) if, on the other hand, company policies say that you must be employed for 60 days after the course is completed, and you completed the course 30 days ago, you will not have a legal right to the reimbursement payment.

Third possibility: it’s not clear what “company policy” is: you do your best to state your case, and hope for the best. My advice: send a pleasant but clear letter to your employer requesting there be no delay.

Next time: don’t resign until “the check has clearned.” Hope that helps.

Best, Al Sklover

Thanks so much!

If there is the slightest concern, I suggest you say, “I’m sorry, but my next employer has made me promise not to tell anyone – for his own reasons, some of which he said he could not share with me. I have given my word that I cannot. As soon as I am freed from that restriction, I will let you know.”

Hope that’s helpful.

Best, Al Sklover

A. Good Reason(s): Three things you wrote make me wonder if you have good reason(s) to resign:

(1) “Sacrificing Your Integrity” – If this means that you are being expected to do things that are illegal, or improper, or unprofessional, or potentially damaging to your reputation, these may constitute “good reasons” for resignation. It depends on the facts, and it depends on the unemployment examiner/clerk your application is given to. Surely, you can’t be expected to engage in fraud, or deception, as examples.

(2) “I’m emotionally stressed out” – and
(3) “I’m physically stressed out” – If your job requirements are such that you are being pressured to work in a way that is likely to get you ill, emotionally or physically, that, too, may qualify as “good reasons.” Again it depends on the facts, and on the examinar/clerk you file goes to.

Again, no one can be expected to remain in an environment that is so hostile or demeaning so as to make them sick.

B. Possible “No Contest” – Many employers will agree “not to contest” any application for unemployment insurance you may make, if you ask. It is something of an acknowledgement of your having “good reason” to leave, and at the same time an indirect form of severance. Consider it.

C. Possible Severance: Why can’t you negotiate severance? Severance is not given out as a reward or treat, but to people who may have claims of some sort. The way it goes is essentially this: You raise any valid claim you may have, and you are given severance in exchange for release of claims. Might you have any claims? Consider reviewing the Library Section of our Blog on severance . . . it just might be a way to go.

I hope this helpful. My best to you.

Al Sklover

(1) if the duration was very short, perhaps a one, two or three weeks, you might not mention it on your resume.
(2) if you mention it on your resume, you might indicate that it was a “short-term assignment.”
(3) My recommended way to deal with it is to be honest and straight-forward: “Job Description Changed Substantially after Job Acceptance.”

The “Perception of Your Value” as an employee is how prospective employers will judge you. Showing that you can handle such a sensitive issue with honesty, without evidencing anger or disparaging your former employer, and your determination to work in a position you are suited for, are all positive manifestations of what employers look for.

My best wishes to you for a speedy and successful job search.

Al Sklover

I have been working for this company for 13 + years. Two years ago my company went through a sale and then there was a large lay-off. I was one of the employees the new company kept. Some might say that I was lucky, but I don’t feel that way. Since the new company has taken over I have had more work than I ever had before. Prior to the new company I was a supervisor with a staff of 26 employees. Now I am expected to do the same work with only 6 employees and the new company has higher expectations. I keep being told that I have to learn how to effectively use my resources. They also keep telling me that since we are now a smaller company everyone will have pitch in and learn to wear different hats. Which when directly translated means that everyone will have added duties and responsibilities. Thus, I was told I don’t have 6 employees I really have 7…. They count me as the 7th employee. So, I’m expected to carry out my duties as a supervisor plus the duties of those I supervise. Not to mention that they continuously add new projects and deadlines.

I have taken sick days and vacation days just to mentally collect myself. And the current job market is terrible right now. I have been searching continually for another job. Unfortunately, my search has been unsuccessful. So, my husband and I discussed this and we decided that for my personal health and well being it would be best that I resign. I will be turning in my resignation in a couple of weeks without another job to go to.

I noticed that you commented several times that if you have a good reason for resigning you can collect lost wages. The reason I am resigning is because of the stress. Do you think I would be able to qualify for unemployment? If so, what should I do before, during and after I resign? Please help me or point me in the right direction so I can relieve this stress and spend my time finding another job.

Second, that notice you have given is not a license for a supervisor to be nasty, negative or abusive. You remain an “at will” employee, that is, you are free to go whenever you want, and your employer is free to ask you to go whenver it wants. Thus, if you are treated unbearable, you can simply leave.

Why don’t you consider this: a respectful email or memo to your supervisor, and perhaps his/her supervisor, too, telling them what you told me: you are trying to be a first-rate employee, to the very end of the relation, but since you’ve resigned, you believe you’ve been treated inappropriately, to say the least. You might want to be frank about the abusive, hostile, nasty behavior since you’ve given notice, and that it is making it hard to stay. You might want to be a bit less direct: mention “harsh treatment by one person,” that is, not a “full-frontal assault.”

Either approach woud be, I believe, a continuation of the professional, courteous behavior you’ve shown to date. It is the confrontation of a problem, not a person, and it is for your employer’s interests, too.

If you do find it unbearable, and leave, I hope you will send them a similar email explaining what you experienced, so that your reputation for professionalism does not suffer.

Hope that’s helpful. Hope you’ll consider subscribing to get our email newsletter and other points to ponder on a regular basis, without charge.

Al Sklover