As the HR Director, what should I do when I hear that an employee is looking for another job?
449097
Have the manager do a formal feedback session with the employee, without letting him/her know what you've heard about him/her leaving.  This will enable you to determine if there's any dissatisfaction.
1014539
I had this happen to me,but I was the the old employer.they asked me;dates,rehireable and why the person left,work habits!!!I had a good worker,but she moved out of the state..
815537
This happens more often then you would think.\n\nHonestly determine what led to your firing.\nThen, decide what you want to do and start looking.\n\nIt may take time, but you will find a new job.\n\nEverything happens for a reason and you will be okay.
65060
You have a few options at hand.  The first thing I would do is have someone you trust but your old company doesnt know call and do an inquiry on you as if they were checking your references.  This way you can find out what is being said.  If they are saying anything other than your date of hire, and basic info you can sue them for slander.  The next thing you need to do is check how you are listing them on your applications.  Are you putting down the reason for discharge?  If so, stop. Put down TBD (to be discussed).  Then, when you go for an interview, fudge the truth a bit.  Tell the prospective employer that you were getting harrassed and that they fired you unjustfully for that without a full investigation.  That will hit their soft spot and help you get in easier.  NEVER tell an employer you got fired for attendance problems.  BIG no no.  You can also try some of the temp agencies.  They are good for getting your foot back in the doors.  Best of luck to you.
694085
Woof. This is a tough situation, fraught with potential legal consequences for your company. If your company is big enough to have an HR department, you should start by talking to them. (The true purpose of an HR department is to cover a company's butt.)\n\nThey may recommend having a conference with her with a member of HR present. Or they may recommend a way you can go about talking to her yourself. Either way, she's going to have to be talked to. Her behavior will have to be discussed in a plain, black-and-white fashion, but in such a fashion that you don't lay your company open to being sued.\n\nPart of her rage may be due to stress at not selling anything for months ... or perhaps she isn't selling anything because she's so abrasive. This may or may not be an area you want to delve into.\n\nYou've already gotten a good start by telling her that the behavior she exhibited (flying into a rage) isn't acceptable in the office. You can try reiterating the same thing, this time adding that you're concerned about her and value her presence at the company, but you need to see some changes.\n\nSuch changes are often laid out in a  "PIP" or "Performance Improvement Plan". I don't know if behaviors like throwing tantrums would fit into a PIP, but making sales definitely would. Again, if you have an HR department, designing a PIP is just the sort of thing they can help with. (In fact, HR departments seem to relish that kind of thing.)\n\nKeep written records of her progress, both good and bad. If she can't turn the situation around, you may indeed need to fire her, and it's best to have concrete reasons (and records) for having done so. Another alternative might be laying her off - the requirements for doing that are a little looser, and might also allow her to draw unemployment.\n\nIt sucks, I know. Best of luck.
887495
I employ people, at good wages.  I get calls all the time asking for references on employees who have left my business.  The ONLY question I'm ever asked is this, "Would you employ this person again ... Or ... Is he/she eligible to be rehired?"\n\nWhen I call previous employers of my applicants I ask them the same question.  It's all I need to know.\n\nIf the last guy you worked for won't take you back I'm not going to hire you either.
181646
Id ask about it.  Most new employee paperwork says something to the effect of: "And anything else we ask you to do..." on it.  So you may have to attend.  That said, I'd tell him you are busy with pre arranged commitments you can't get out of.  Don't give details, just stop there. Ask him/her if it's 'required' to keep your job.  Just come out and ask.  Sadly though, it all really depends on what kind of boss you have.
570965
I think that would largely depend on WHY you are looking for another job. For instance, you financially not doing well and you need a hihger-paying job, you can go ahead and tell that to your boss (you never know, he/she might give you a raise in response). Or if you're moving and you have to get a job nearer to your new place. However, if you're looking because you think you're current job sucks or you are just plain tired of it, then it is not a good idea to tell your boss before hand.\n\nAnd, yes, it will be a good idea to tell your future boss that you haven't told your current boss yet that you're looking for a new job... but i suggest you do this only if you don't have any choice. you wouldn't want to send the wrong message to your prospect boss: "when i want to leave, i'm going behind your back and try to look for a new job without telling you."
795860
To whom it may concern       or To Human Resource Manager
348507
either enjoy or look for another job.
101844
Absolutely! its written in the law. Even if you are still working there, at anytime, you can ask to see your employee file from Human Resources, and ask for corrections from any mistakes. They cannot fire you because you wanted to see your file. If they do, contact a lawyer. Good Luck.
222529
The Employer can not fire you for looking around... Unless you already have an offer pending from another work place and it is in the same kind of business as your current job. For Example.. If you work for a bank and you are applying for another bank job at a different place it will be conflict of interest and your work place may let you go as soon as they find out that you have an offer and you are nagotiating.. however if they fire you and they do not have proof of this you may apply for Unemployment... \n\nThis has happened to me.. My, new, now employer called for verification of employment at my old job.. the HR from my old job showed up at my office the next business day and gave me my exit interview... Well the new job was still pending and i had no definite answer i applied for unemployment and collected it for 3 weeks until i started the new job..\n\nGood luck..\n\nYou can also search for jobs and then fax or email the resume to the business you are interested in.. This way your resume is NOT online for anyone to look at..\n\nThx\nHope this helps
950356
You must first ask yourself if you have a signed collective bargaining agreement, or an individual cotract with your company.  You should then inform your human resources director, and no less than the director, that you were hired under those terms.  Hold their feet to the fire and they will relent.  Inform the HR Director that, while it's okay to make the commitment terms longer for newer hires, that your contract, even though there may not be one in writing, should be based on the company's word at the time of your first day of employment.  You can state that company policy in itself, if you hire on, and it is in writing at that time, can be construed as a legal contract in some states.  Check your state's labor laws through your state employment agency to see if you have such laws.  Texas, for example, is a "handshake" state, which means an oral contract exists at the time of employment, and certain promises, unless placed into a written contract, may still be legal and binding, until all parties agree in writing to certain changes.  Bring the paperwork with you from the employment agency, if needed, but stand your ground and the policies may just change for your situation.
913387
Please keep on the company until they say,  Thank you but we have decided to go with another candidate.   The job is yours to lose.   Sometimes employers pick the candidate that is persistent enough to wade through conflicting schedules, changed meeting times.     Stay persistent.   The rewards are given to those that keep at it.
308826
Report him to Human Resources.
709878
You can ask to withdraw your notice, but your employer can make you stick to it.\n\nThe best thing is to talk to your manager, if they are having trouble recruiting for your replacement and love you then they will probably be happy that you have chosen to stay. However, they may have concerns about your loyalty and commitment and might want some new blood - so it could go either way.\n\nBut talk to them, what have you go to lose?
288312
it appears your close to your boss.  what i would do is have lunch with her, or just talk with her... and let her know your situation... tell her that you found another job.  then tell her what you like about that other job... then tell her why its hard leaving your current job... then tell her what you like about the job you currently have.  if you do this in order, it will put her in a positive mental frame of mind and you wont need to worry about upsetting or leaving people that you got to know.