Spinal
MB Enthusiast
- Joined
- Sep 14, 2004
- Messages
- 4,806
- Location
- between Uxbridge and the Alps
- Car
- x254, G350, Duster, S320, Mach1, 900ss and a few more
I'm back... sort of.
Have a question based on a situation that someone I know if going through. (It's not me - I left the UK 6-7 months ago (following the whole brexit thing) and am happily resettled. It brought up a (pub) debate, and after the usual googling and turning up blank, I pose the question to a wider and more knowledgeable audience.
Imagine someone has resigned from their job, gotten a new job offer - but wants to negotiate a shorter notice period. For the purpose of this though process, let's leave aside work ethics, professionalism, personal pride in finishing a job and whatnot. Let's assume the employee wants out at all costs, and is willing to burn bridges.
The employer would have trouble replacing said person in the shorter notice period, so state that the employee has xx months of notice and need to serve said period.
Now, there's the fairly established case that an employer can sue the employee if they breach their notice period and cause financial damage to the employer. Hard to prove in most cases, and unlikely, but possible. That's not what the question is about though.
What I'm trying to figure out is, what happens if the employee turns up and does nothing. Say they browse mbclub all day, sour client relationships, and generally under-perform. How does an employer mitigate this risk? Can the employer claim back damages from the employee?
From my perspective, just the risk of this happening, would want to make me get the employee out the door asap. Then again, I can see how getting someone in at short notice could be expensive enough to warrant trying to claim back some of the cost... but surely losing a client would be worse?
M.
Have a question based on a situation that someone I know if going through. (It's not me - I left the UK 6-7 months ago (following the whole brexit thing) and am happily resettled. It brought up a (pub) debate, and after the usual googling and turning up blank, I pose the question to a wider and more knowledgeable audience.
Imagine someone has resigned from their job, gotten a new job offer - but wants to negotiate a shorter notice period. For the purpose of this though process, let's leave aside work ethics, professionalism, personal pride in finishing a job and whatnot. Let's assume the employee wants out at all costs, and is willing to burn bridges.
The employer would have trouble replacing said person in the shorter notice period, so state that the employee has xx months of notice and need to serve said period.
Now, there's the fairly established case that an employer can sue the employee if they breach their notice period and cause financial damage to the employer. Hard to prove in most cases, and unlikely, but possible. That's not what the question is about though.
What I'm trying to figure out is, what happens if the employee turns up and does nothing. Say they browse mbclub all day, sour client relationships, and generally under-perform. How does an employer mitigate this risk? Can the employer claim back damages from the employee?
From my perspective, just the risk of this happening, would want to make me get the employee out the door asap. Then again, I can see how getting someone in at short notice could be expensive enough to warrant trying to claim back some of the cost... but surely losing a client would be worse?
M.