Posted on Oct 2, 2015
When giving your two weeks notice is it acceptable to not state what the job is that you're moving on to?
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Update: Thanks for the advice everyone. For those concerned about me having signed a non-compete contract, don't. I didn't sign any such thing, but it's definitely good to point out for others scanning through this topic that might have signed such a thing, so thank you those that mentioned it. As far as my current situation, I gave my two weeks and was terminated on the spot. I had spoken to my (now current) incoming employer before giving my notice and was able to make a seamless transition regardless of whether they allowed me to stay or not, so in the end it became a non issue. Again, much thanks for all the advice and words of wisdom shared here. This is why I love this community so much.
Original topic follows.
I'm in the process of moving over to a competitors business. I'm not the first to have done this at my store, and in the past I have seen first hand where a fellow employee hands in their two weeks notice and is terminated then and there on the spot purely by virtue of who they are transitioning over to.
I'd like to do right by my current employer and give proper notice, so I'd like to ask the community here this question. Do you all think it's acceptable to give formal written notice without disclosing where my next job will be? If pressed am I within my rights to politely decline? I am thankfully in a financial position that i could eat two weeks of lost pay and be alright, but I'd prefer a smooth transition if at all possible.
Original topic follows.
I'm in the process of moving over to a competitors business. I'm not the first to have done this at my store, and in the past I have seen first hand where a fellow employee hands in their two weeks notice and is terminated then and there on the spot purely by virtue of who they are transitioning over to.
I'd like to do right by my current employer and give proper notice, so I'd like to ask the community here this question. Do you all think it's acceptable to give formal written notice without disclosing where my next job will be? If pressed am I within my rights to politely decline? I am thankfully in a financial position that i could eat two weeks of lost pay and be alright, but I'd prefer a smooth transition if at all possible.
Posted in these groups: 
Job Performance
Job Performance
Edited 9 y ago
Posted 9 y ago
Responses: 78
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If it is discovered that you are going to a competitor, most companies will immediately release the departing employee. My suggestion is to have your resignation letter be no more than two sentences:
1.) Effective (fill in date), I hereby tender my resignation.
2.) It has been a pleasure working with you. Done.
If pressed as to where you are going, a simple, "I am going to pursue other interests" will suffice.
Keep it simple. Very simple.
1.) Effective (fill in date), I hereby tender my resignation.
2.) It has been a pleasure working with you. Done.
If pressed as to where you are going, a simple, "I am going to pursue other interests" will suffice.
Keep it simple. Very simple.
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SSG Bruce Booker
Your letter of resignation only needs to say that you are leaving and when. (It's polite to also include something like Capt. Strobl's second point above.) Save the "why" and "to where" part for your exit interview, which should be on or very close to your last day. If your employer doesn't care enough to conduct an exit interview, then they probably don't really care where you are going or why you are leaving. If pressed for details during the interim, politely say that you will be glad to discuss that at your exit interview.
If you are not going to share certain information with your employer, be careful what you share with your fellow employees. Things like that tend to "leak." It is better for your employer to hear it from you than to hear a distorted version via the company rumor mill.
If you are not going to share certain information with your employer, be careful what you share with your fellow employees. Things like that tend to "leak." It is better for your employer to hear it from you than to hear a distorted version via the company rumor mill.
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MSgt Marvin Kinderknecht
Yes, especially the rumor mill. When I left Sears for Civil Service (more money-different field) I also asked if I could stay on part time. Worked 3 more years, added to my profit sharing. Then decided to quit part time and go to school full time.
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Col (Join to see)
Actually court decisions are moving more toward forcing old employers to say why a person was terminated. Here is an extreme example - Company A terminates someone for a violent act in the workplace. Company B hires him/her because Company A only verified dates of employment. The employee commits an act of violence in the workplace and Company A is partially liable because they never revealed the adverse nature of the termination when Company B did their reference check.
It is best for company Human Resource personnel to be honest about terminations and the conditions an employment ended. A way to avoid lawsuits is to agree with the soon to be former employee what you will state about the conditions of their termination. This is a hard and potentially emotional process.
You can negotiate the employee away by having a prepared statement like ..."(insert name) agreed to resign on (insert date) because s/he was involved in a violent incident in the workplace. (insert name) has been referred to counseling regarding this incident. We wish (insert name) well and hope that s/he is successful in her/his future endeavors."
It is best for company Human Resource personnel to be honest about terminations and the conditions an employment ended. A way to avoid lawsuits is to agree with the soon to be former employee what you will state about the conditions of their termination. This is a hard and potentially emotional process.
You can negotiate the employee away by having a prepared statement like ..."(insert name) agreed to resign on (insert date) because s/he was involved in a violent incident in the workplace. (insert name) has been referred to counseling regarding this incident. We wish (insert name) well and hope that s/he is successful in her/his future endeavors."
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COL John Hudson
I'm not aware of such judicial focus nor have seen any court decision to verify such. During the 53 years I was in the workforce, I never encountered any company doing something like that. I am aware that due to relatively recent mass shooting events (loosely defined by the media as more than one person), focus on mental issues is gaining momentum and laws may indeed attempt to address that sort of thing. BUT...it's truly a very slippery slope. At what point does anyone (medical professional or layman) make a behavioral distinction between "eccentric and unstable?" I shudder to think of the legal ramifications of that type of finger pointing. At this point in time, it's the actual "act of violence" itself that answers that question. The policy of every organization I've ever worked for is to simply verify employment. Job applications request 'recommendations,' both personal and professional, and the closest I've ever seen is a question on a U.S. Government application "May we contact your previous Supervisor" and the answer is always optional (I've never seen that question on any private sector application). Today's litigious society demands that organizations be very circumspect in what they say about employees that are leaving. They don't have to. Hiring companies today review social media and perform background checks at both State and Federal levels, gaining more insight into prospective employee's thought processes than a mere word or two from a previous employer. I advised my own adult children to never put anything on any social media website that you wouldn't want Grandma to see.
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MSgt (Join to see)
SGT Jerrold Pesz - A key question that most people ask when calling about prior employment is if that person is eligible for rehire. It is a vague enough question with a simply one word answer that can pretty much decide if they would be hired or not.
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SGT Jerrold Pesz
MSgt (Join to see) - The only problem with a one word answer to that question is that quite a few companies, including several that I worked for, have a blanket "no rehire" policy. We never rehired people no matter why they left. I always explained that when asked that question.
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Do not give any more information than you need to. The last two weeks can be made into a living hell if they find out you are going to their competition.
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SSG Carlos Madden
SGT (Join to see) They're relationship with you is purely professional - they only need to know about what happens between you and them. Don't give them any information about your professional relationship with another company.
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SPC Alan Finch
Depending on the industry, if they become aware of you working for a competitor, they may terminate your employment on the spot. Where you go is none of their business, but I'm sure someone might think of an exception where that may not apply. If your new employer values you more than your old one, go where your contribution makes a bigger difference and paycheck. Loyalty is a two-way street.
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MSG Rogelio Watson
MSG R. Watson,
I totally agree with your comments. I am a big advocate of Loyalty!!!!!Kudos to you!
HOOAH!!!
I totally agree with your comments. I am a big advocate of Loyalty!!!!!Kudos to you!
HOOAH!!!
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MSgt Marvin Kinderknecht
Yes, Loyalty is two way jut like respect. You have to show some before you can expect some. This really goes a long way in the military. If the E-9 shows respect to the E-4 he will get it back. None of this-- I am an E-9 so you have to like me! same for all officers.
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