If I turn in my two weeks and my employer lets me go earlier, is a full two weeks stil  covered?
539858
Most employment is "at will", i.e. it can be terminated by either party at any time with whatever notice (if any) a party wishes to give.  A 2 week notice by an employee has become an accepted practice but an employee owes an employer no notice should the employee quit and not want to give notice.\n\nLikewise, the employer owes the employee no notice.  Many employers decide not to have a departing employee talking to other employees for 2 weeks and just let them go with no notice to avoid that.\n\nBut that means the employee has been terminated and did not resign because the termination was before the termination  became effective.\n\nYou do not have to be paid for the 2 weeks if, as my entire answer has been predicated on, we are talking about "at will"employment with no other employment contract issues.
564177
anywhere that you are employed you are asked to give a two week notice before leaving.This does look good on you when using them for a future refrence.It doesn't matter if you are still on your probationary period.
245337
First off we need to know how long you were out on leave.  That's the main point.  If you passed the legal limit of protected time then there's nothing that prevents them from letting you go.  Second your employer has a right to keep in contact with you to determine if you are ready to go back to work.  Refusing to answer that can be grounds to be fired with cause.  Pain and suffering only comes into play if they did indeed let you go during a protected period, if they let you go after that period then again there's nothing that can be done and it would be considered with cause since you didn't show up to work.  These also only apply if you and your employer qualify under the FMLA.  If you don't qualify, then unless there's a state law in your state requiring leave then there is no legal reason for them to have had to "protected" your job.
532466
As long as you talk to your boss beforehand, it's not a big deal since you have a decent excuse.  Your paycheck on that last day won't be affected because usually paychecks are for the previous 2 weeks.  Your final paycheck will be missing that last day since you didn't show up unless you can argue that it was a vacation day or whatever.\n\nIf you just leave, you might not get a good reference from your former company.   You might also want to rearrange your exit interview for your final day that you will be there so that you leave on relatively good terms.
117035
None.  Your work schedule is a matter of agreement between you and your employer.  If you're in a union, then the collective bargaining agreement spells out the details of the agreement.  If you're not in a union, then the terms are whatever you negotiate.  Most non-union workers have little room to negotiate, since the only power they have is the power to quit.  If you're prepared to go work elsewhere, then go ahead and limit your availability.  Good luck to you.
1154437
It really depends on your company's policy.  I asked a similar question to HR after my company was taken over.  She said the old company wouldn't do anything, but the new one might pursue.  The company might take your last paycheck to offset the dollar amount they have "lost."
928507
You would have to contact your HUMAN RESOUCES DEPT for that answer...sorry..every work place has different policies...
1123759
Type up your two weeks notice. Remember to state how wonderful it was to work their and how much you enjoy being their. Tell them you would love to stay, but you have recieved a job offer you can just not refuse. They should be very understanding. Heck , if it is that bad, they may ask where you are going and if you would keep them in mind. I used a similar strategy when I left my last job. They asked me "What can we do to make you say? Would a $2/hr increase keep you here?" That is the response I got. I left that job just before it shut down with a few good references, both typed and in word. Good luck
960720
Wow.  Five weeks of vacation/sick?  That IS incredible.  You better take advantage of what they're giving you while you can since you're going to be slammed starting in Jan.  You're wanting to take off the 4 remaining days you have around Christmas.  I would imagine it would be pretty slow around that time anyway.  The easiest way to approach your boss is to simply ask.  Something like, How's it looking around such and such dates?  I'd like to take 4 days but if we're going to be busy during that time, then I could work something else out.  Your job sounds great.
470528
You mean you were in a salaried position since you aren't paid for OT just 40hrs a week.  If you and your employer qualify under FMLA you can request up to 12wks of UNPAID (or paid at THEIR discretion) leave.  It doesn't have to be at one time.  However it sounds like that's not really an option for you.  Since you are requesting a new job you have to agree to the job or decide not to work.  They have NO responsibilty for unemployment since it's not their actions causing you to leave work.  Unemployment only comes in if your employer lets you go without reason (doesn't mean you have to be fired, just told we're letting you go because you can't fulfill the job requirements).  Since you're the one causing the job action you thus do not qualify for unemployment.  \n\nSeems they've offered you at least something, which is more then they have to.  Remember they're not responsible for your actions.
941891
12 week severence means that he will be paid 12 weeks after he is laid off.  If the majority of the company are being laid off, more than likely, they will be given government assistance, two years of free education and unemployment, unless they can find other jobs.
21668
Unemployement working in a similar manner as any other insurance. There is an unsurable case and there is a dedactible. So this week (Cheers, North of the border It is two weeks) it is your Dedactible for this case.
661573
You have no legal obligation to inform an employer that you are job hunting, but as far as being fair and professional, a lot depends on your relationship with your boss, your reasons for leaving, and whether by telling him it's possible he may make you an offer to stay that you would possibly accept.  Once you accept a new job, I would certainly give at least 2 weeks notice to your old boss and offer whatever help I could to help transition the new employee.
916698
Your payroll department won't be processing any W2's until the end of December. Then they got to the beginning of February before they are inviolation of federal laws.\nIf your job ended allready, you might talk to payroll but usually they do all employee's for the year at the same time. So you will most likely have to wait it out.
825654
A)  One reason why this may have been "the wrong thing to do" is if the termination date of your insurance under employer #1 really isn't November 30th.\n\nTypically, when a person leaves an employer, their coverage under the group policy terminates pursuant to the "Individual Terminations" provision.  The termination may be the date the employer notifies the insurer that you're no longer working there; the date your employment terminates; the first day of the month following your termination; or some other date specified in the contract.  Unfortunately, some employers tell their employees that they have a "30-day grace period" after they leave.  In each and every contract I've ever seen, this isn't the case.\n\nWhy could this be a problem for you?  Because IF insurer # 1 finds out your coverage should have terminated earlier, AND there's no insurance law that prohibits it in your state, it could "retroactively terminate" your coverage, take back the money it paid, and you'll be stuck with the bill.  Some states, such as mine, restrict an insurer's ability to do this.  The problem is, if insurer #1 retroactively denies your claims, you may be beyond insurer #2's timely filing period, which means the claims would be denied.\n\nYou may want to absolutely confirm the termination date under insurer #1 so you can rest easily.\n\nB)  Another reason this may have been incorrect has to do with "Coordination of Benefits" between insurer 1 and insurer 2.  The National Association of Insurance Commissioner's "Model Regulation" regarding COB in your case reads:\n\nSection 5:  Rules for Coordination of Benefits:\n     Subsection D\n          Number (3):  "Active or Inactive Employee:"  The plan that covers a person as an active employee who is neither laid off nor retired is primary.  If the other plan does have this rule; and if, as a result, the plans do not agree on the order of benefits, this rule is ignored."\n\nThat's "insurance-ese" for insurer #1 should have paid as your secondary, since you're no longer covered as an active employee under employer # 1's group policy.  If this is the case and insurer # 1 finds out, it can retroactively deny the claims and take the money back.\n\nLet me know if I can help further.
1138123
It sounds unfair, since you're there for the employer's benefit.  I would check with your state's Labor Department.
1173553
Now. \n\n2 weeks notice is a formality, NOT a requirement. If the environment is as bad as you say it is, say goodbye ASAP.