Congratulations!As of today, I am officially retired!
(At age 55 for the list.)
Congratulations!As of today, I am officially retired!
(At age 55 for the list.)
THREE. MORE. DAYS.
Feels like my head is about to explode.
THREE. MORE. DAYS.
Feels like my head is about to explode.
I feel your pain. I mentally checked out long ago, but I still have 39 w+rk days left. Although, since I really am not caring anymore, my hours are from about 10-2...so I'd say I'm semi retired now! Come on November 18th!!!
Sent from my mobile device so please excuse grammatical errors.
THREE. MORE. DAYS.
Feels like my head is about to explode.
Now in my last hour of work.
Now in my last hour of work.
Now in my last hour of work.
Now in my last hour of work.
Thanks everyone!
I am home now, and getting ready to go out for a wonderful meal with DW. I am going to try and savour every moment of my life from here on in.
Thanks everyone!
I am home now, and getting ready to go out for a wonderful meal with DW. I am going to try and savour every moment of my life from here on in.
Needing to vent a bit...My company is playing little games related to my departure and benefits. I know how others here have been treated (benefit extension related) and I expected the same. Now, they are backing down. I was flexible with my end date-staying two extra weeks. However, doing so while accounting for the changes in benefit treatment, will actually leave me with less money after taxes. Not happy. Real moral drain. I am considering just going back to my original plan-take my toys and leave sooner than later.
Absolutely nothing wrong with that. You had reached an agreement (a "meeting of minds") regarding delaying your departure, and extension of benefits. If they've pulled their part of the deal back, it is only reasonable that you do the same, making it very clear why you are doing this.
I would bet that they have been able to negotiate in bad faith before and have gotten away with it, relying on the employee being a 'nice guy' and remaining anyway.
Okay, I am trying not to over react. Small organization. I am a peer (or higher) than the HR manager. She is less than proficient in these things (and many things). She is already involved in making the determination.My advice is different than that above, which assumes that it's clear your employer's motivation is to screw you. I can't tell from your post if that's the case. If it is, then react accordingly. But, if you're not 100% sure, then talk to HR and assume their motivations are good until proven otherwise.
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I am hoping clearer heads prevail tomorrow.