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Does paypal provides permanent work from home?
Location constraint:
I have got a very good offer that i cannot deny, but location is Hyderabad, I want this in Bangalore location. I am not onboarded yet, spoke to HR , he said it is not a big problem, Thoughtworks is very flexible.
Currently it is WFH, but once it is back to office.. I dont want to relocate. How easy it is relocate from Hyderabad to Bangalore, Thoughtworks
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Hello.. i have 6 years of experience in frontend development. I have offer of 27.5 from Nagarro (client to be decided yet) and 30 from HCL Technologies (apple client and work location also apple) and 26 from Netcracker Technology Corp. maybe with some joining bonus. Which do you think I should join.
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I would “just let them” but ask if they would come in person selectively to cross-train or debrief their replacement as needed.
In the big picture, what does it matter? Nothing to get too stressed about, assuming they do their job reasonably from home.
So much more info needed. Do you need them? How long does the training for a replacement take? Personally if I could get by without them without burning out the rest of my team, I would let them go immediately. My consideration would center completely around the impact to my remaining team before deciding.
To add more details based on the questions above:
-We are fully staffed, but a lot of recent hires, so the impact to the team is debatable
-Based off past hiring, we probably will not be able to fill the position before the 3 months
-worker is reliable & good, I feel they will work hard up to the last day.
I agree. They’d most likely would be more productive WFH and not disrupted by any of the new hires when in the office.
What impact does it have on the company and rest of the team if they depart now, vs if they get their way and WFH the next 3 months?
I think it depends on what kind of coverage you have for the position and how your company or team works.
They have put you in a spot where you are forced to agree to certain terms, which will potentially put other employees into a position where they feel they have the ability to ask for accommodations like that. At some larger companies while there is a company policy on presents in the office or hybrid models, sometimes departments have an ability to control that situation on their own. So it may be more or less of a deal for you.
However, if you really need this person to stick around during the time that they are telling you they are giving you as forward notice, you keep them on and you do what you need to do and if you end up hiring and training someone to fill their position in the meantime then you can let them go whenever you see fit.
But I generally feel like canning someone because they were courteous enough to give you 3 months notice when they really don't have to do that is kind of crappy. Just because you can fire them doesn't mean you should unless it will make other things more difficult.
I've given each of my last jobs three or more weeks notice when leaving because I wanted them to have as much lead time to either bring in a contractor or start working to hire someone so I could help as much as possible. I didn't have to do that, both companies only requested a two week notice but I felt it was important for me to give them as much notice as possible so I could prepare them for my being gone.
If the employee decides to give notice and leave in 3 month's time, they are still an employee until the day they stop working. As employees, they are still bound by company policies, which include a hybrid work structure.
So they have to comply.
If the employee needs a special arrangement and is stretching his last day over the next 3 months just to train his replacement or transfer knowledge, then he can ask politely. It then depends on his manager to approve or deny this or meet halfway. This is what I think is ethical.
Looks like he plans to double deep by working in both places to ensure the new job does not pull some unpleasant surprises. If so, he still has the current job.
What does the company need in this situation?
I would look at if it’s fair to the remaining team, they are most important in this scenario. Can you extend this WFH exception to them in the future if they need it? If not then I would let them go now. If yes then fine as long as current employees know that they’ll get the same treatment.
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So an employee wants to quit and then asks to spend their next 3 months unsupervised with company equipment? 🚩🚩🚩
No thank you, if someone wants to leave the org they can be done today. I don’t want a person who’s leaving interacting with my team, clients, etc for that long.
I think the person who is leaving does not like the other people in the firm and is bitter. Leave them at home so they don’t pollute the rest of the company. Personally I would just let them go.
What’s the position for and what company
Sounds like you also need to pull HR and company policy.
I would look for a middle ground solution and tell them you appreciate their advance notice but once the position is filled, you would have to let them go. Are you in an employment attorney will state? If yes, and there is no contract requiring you to keep them the full three months, I don’t see the need to continue pay once the role is replaced.