How to Put in Your Two Weeks Notice at Work - The Muse

How to Put in Your Two Weeks Notice at Work - The MuseHow to Put in Your Two Weeks Notice at Work Truth time The day that I quit my first ever full-time job, I had absolutely no idea what I was doing. I had scraped togetherbei a hodgepodge of all of the random advice I had gotten from people ranging from my mom to my friends and just did the best I could.The result? I majorly chickened out, sent my boss an email to flat-out let her know I wanted to talk to her about quitting, and then threw a poorly written resignation letter at her while choking back tears and avoiding eye contact. Super smooth, right? Putting in your two weeks notice can be nerve-wracking. And, its also an experience that brings up a lot of uncertainty about the exact right way to go about it. You have questions that you desperately want answered, but are too afraid to ask (hey, Ive been there, done that).Luckily, Im going to save you the trouble. I talked to a couple of experts to get the answers to those burning questions you have about putting in your two weeks notice. Now, youll have everything you need to quit your job with poise and professionalism- no crying or resignation letter tossing required.1. How Do I Set Up the Meeting?One of my biggest concerns was that Id totally blindside my boss- hence my approach of sending a heads up email. But, Im not surprised that my strategy was the wrong one. Rather than scheduling a time to give notice, simply knock on your managers door and ask if its a good time for a quick chat, explains Melody Godfred, Muse Master Coach and Founder of Write in Color, also los Angeles leading resume firm, If he or she is unavailable, you can ask for a better time to come back.If youre wondering whether you should tell HR or your boss first? Well, that depends on your specific situation. If you are in good standing with your HR rep, I would schedule a check-in meeting with them first, says Alex Durand, Muse Master Coach and Founder of Frable Consulting. After expl aining that youre planning to leave the company, make sure you share that- while youre coming to HR first- youd still like to tell your boss personally. 2. Do I Really Need a Resignation Letter?In most cases today, you do not need to write up a resignation letter prior to putting in your notice, shares Durand, Particularly in the private sector, have the conversations first- and if a written resignation is required, your HR rep will inform you.Of course, there are some exceptions to this- particularly in public sector positions, or at executive or board levels in organizations.However, you can strike a balance by just sending an email. After you give your verbal notice, its a good idea to follow up with your manager and your HR representative- if you have one- with an email memorializing your notice. That way, theres no confusion, adds Godfred. 3. Is Two Weeks Notice Required?Before approaching your manager or HR about your decision to quit, take a moment to review your contract and any clauses related to leaving to make sure youre aware of the specifics. Also, be aware that if your contract describes you as an at-will employee, your employer might ask you to leave immediately- particularly if youre heading to work for a competitor.While the idea of putting in two weeks notice has become a pretty widely accepted standard, there typically isnt a rule that demands that timeframe. Instead, its more of a professional courtesy than anything else. Its important to leave your current job with your relationship and reputation intact, Godfred says, By giving your employer notice, you maintain the goodwill youve cultivated while working there and can facilitate a smooth transition. If your boss asks you to stay on for longer than two weeks to tie up loose ends or assist with training? Again, youll want to refer back to your contract to see whats legally required of you. However, agreeing to stay an extra week or two (as long as youre able to negotiate a later departure date with your new employer) can be a great way to leave your job on the right note. 4. What Should I Do if Im Going to Work for a Competitor?This is another time when youll want to take a good, hard look at your employment contract or handbook. In particular, you want to look for and read your non-compete clause, if you have one, explains Durand. Dont be afraid to seek legal counsel to help you wade through the language, if you think its necessary. Itll cost you some money, but it can be incredibly helpful to ensure you understand everything correctly.If after reading that clause you determine that youll be telling your employer about your next step to a competitor, be prepared to be walked out of the office. Have your affairs in order, warns Godfred, Give your notice with the understanding that your computer, email account, and more may vanish immediately.And, the most important thing you need to remember is this Always protect your companys confidentiality, particularly when acce pting a job with a competitor. 5. Can I Talk to Anyone About My Plans to Leave the Company?There are two people who should be the first to know about your plans to leave the company your boss and your HR rep. You want to keep your cards close to the chest, so dont tell your peers or close friends at the company that youve already decided to leave, states Durand.The last thing you want is for your boss to find out from someone else that youll soon be leaving. And, in addition, you dont want to be the one to spread negativity around the office. When employees departure talking to each other about quitting, it pollutes the company culture, Godfred says. Quitting a job will always be nerve-wracking. But, anxiety aside, you still want to provide your notice in a way thats professional and respectful of your current employer and offers a fitting end to the time youve spent with that company.Giving notice is hard, but both you and your employer will survive it, Godfred concludes, By having integrity and giving notice the right way, you not only preserve your relationship with your employer, you open the door for him or her to celebrate your next step.

Update on ASME Executive Director Transition

Update on ASME Executive Director Transition Update on ASME Executive Director Transition Update on ASME Executive Director TransitionNovember 21, 2017Tom Loughlin, ASME Executive Director, announced this week that he will step down from his position and will be departing ASME at the end of the calendar year capping a 25-year career at ASME. This follows his announcement made last May that he would be leaving ASME during the 2017-2018 Fiscal Year. There is never a good time to step away Tom said. I couldnt be prouder of ASMEs accomplishments during my tenure, especially our recently launched Strategy and Integrated Operating Plan.Tom has been a pivotal leader in the history of ASME, ASME President Charla Wise said. We, on the hauptplatine of Governors, thank Tom for laying a good foundation for our strategy and for the Society and our eventual transition to a new Executive Director.President Wise said that the Board of Governors has asked Phil Hamilton, former ASME Associate Executi ve Director, to serve as Interim Executive Director. Phil is well known within the ASME community, and we are delighted he is available to step into this leadership role during this time of transition. Phil will build on his experience and knowledge of ASME so we can continue on the strategic path that Tom and his team and the volunteer leaders have been developing over the past several years.Mr. Hamilton will serve as Interim Executive Director until a new Executive Director is selected by the Board. The search is on track with the selection and announcement expected by the middle of 2018.

9 Ways the Cost of Child Care Affects Working Parents Careers

9 Ways the Cost of Child Care Affects Working Parents Careers9 Ways the Cost of Child Care Affects Working Parents Careers Whether cutting back or doubling down on hours, finding new jobs or withdrawing from the workforce, there is no denying that child care - and, specifically, the cost of care - is having an impact on the careers of working parents today.In fact, according to Care.coms second Cost of Care report , 69 percent of working parents said the cost of care has influenced their career decisions.Here, well take a look at nine ways the cost of child care is affecting the careers of working parents today, as well as a few things that companies can do to help working parents cope with the high cost of care to stay productive and engaged members of your organizations.At about $18,000 for a household, child care is the largest household expense for many American families. After considering the price tag for quality child care along with other expenses like commute times, taxes, transportation costs and time away from the kids many families unfortunately find themselves weighing whether it pays for both parents to work. This conundrum is problematic on a variety of fronts. For example, when working moms take extended time away from their careers, it significantly limits their long-term earning (and spending) potential. And their employers are faced with expensive turnover costs and the loss of valuable experience and intellectual capital.In most modern families, both parents work and not just because they have to, but also because they want to. Among those who want to keep the high cost of child care from knocking them off their career track, many will start looking for jobs with better family care benefits. Nearly two-thirds of respondents in Care.coms recent Better Benefits Survey said they would likely leave their job for a comparable position with better benefits. Among the work-life benefits that can help drive down the cos t of care are resource and referral services, dependent care assistance programs, subsidies and employer-provided backup care. Increasingly, progressive companies are finding that work-life benefits such as these are an effective tool in their recruiting and retention efforts.If you want to learn more about this topic, feel free to read our article, 7 Employee Benefits That Help Working Parents With the Cost of Care .While some might search for better benefits, other working parents will hunt for better-paying jobs in an attempt to stay on top of the rising cost of child care. Of the working parents surveyed in Care.coms Cost of Care survey, 35 percent said they have changed jobs to increase their income. For many, this might mean giving up a job youre passionate about, or changing industries and altering your career path . In my own experience, we used to call it going to the Dark Side when struggling journalists chased PR or marketing jobs because they need to do things like pay rent and take care of their families.The rise of the gig economy is in some ways professionalizing the side hustle. And thats exactly what some working parents need to help cover the cost of child care. According to the Care.com survey, 24 percent of respondents reported taking on an additional job to increase their income based on the cost of care. Some parents will take on freelance projects in line with their careers, while on-demand talent platforms like Uber, Lyft, and even Care.com allow men and women to gig their way to additional income.It behooves working parents to become educated in all of the employee benefits available to them. Like digging beyond the health and dental family plans to get into the stuff like DCAPs, FSAs, and employer-provided care assistance. When employers provide resource and referral, for example, more choice means parents can find the best, most cost-effective child care solution for their family. Access to employer-subsidized backup care hel ps keep working parents from missing days of work or having to pay higher rates when unexpected care needs arise. But these benefits are only as good as utilization, so its incumbent upon families and their employers to make sure theyre acclimated with their work-life benefits.In dual-income households, which most families with children are, its common for one or both parents to adjust their hours based on the childrens schedules. A few hours a week can really add up when you start factoring in paying a nanny time-and-a-half for overtime and the very high rates some child care facilities charge for late pickup. This doesnt stop when the kids are school-age, either - after-school care alone costs families almost $200 a weekFor some parents, their children can be their golden handcuffs. The desire (and responsibility to pay) for the best possible child care and, later, for the best education, can drive parents to push even further in their careers to provide for their families. The y feel the need to earn more to support the life and opportunities that they want for their children, whether that means having one parent stay home, paying for a bilingual nanny with a Masters degree or securing a spot at the most renowned child care center in the area.The converse of leaning in even more is the slowed career growth that some working moms or dads will experience while struggling with the cost of child care as a major household expense. Whereas the cost of child care is often weighted only against one parents earning potential - and, more often than not, its the moms - some parents will be reluctant to invest in career advancement through coaching, conferences, and workshops. In highly competitive fields, this perceived lack of investment or commitment can put an employee at a competitive disadvantage when it comes to getting ahead or getting passed over. Its no surprise, then, that 58 percent of Millennial moms told Pew Research being a working mother has mad e it harder for them to get ahead in their careers.A recent survey of Harvard Business School alumni found a surprisingly high number of Millennial women who arent yet moms 37 percent expect to interrupt their careers for family. Interestingly, the HBS report contrasts this finding against past generations, who did not expect to interrupt their careers but wound up doing so. When a family finds itself weighing whether it pays to work and one parent decides to withdraw from the workforce, it can be a challenge for him or her to return to work after a prolonged absence. In these cases, moms and dads can keep their skills sharp by picking up freelance projects or doing volunteer work in areas or fields that will keep their skills relevant. Another common experience is that former stay-at-home-parents will leave their former fields completely and start a second career based on a hobby or passion.Its in an organizations best interest to keep working parents - who comprisea large pe rcentage of the working population - present, productive, and engaged in their jobs.Not only are family care benefits effective ways of cutting down on absenteeism and presenteeism, but they are increasingly becoming an effective recruiting and retention tool.Just look at all of the all the publicity companies like Virgin , Netflix , and Microsoft have received for being family-friendly employers after increasing their paid parental leave programs over the summer.Here are a few examples of things employers can do to help parents deal with the cost of careOffer family care benefits, through a program like Care.com Workplace Solutions, to help employees manage work-life issues . Having resource and referral benefits through a Care.com premium membershipprovides employees with choice enough to potentially drive costs down and allow employees find the best care solution for their families. Your most inexpensive benefit can help working parents with their largest household expense.E ducate employees on how an FSA, DCAPs and other tax breaks can help offset the expense of child care. FSAs, for example, can help families save up to $2,000 per year on child care expenses. Making employees aware of how they can help themselves can make a huge difference between a stressed working parent and an engaged employee.Provide subsidized backup care for when employees need child care in a pinch. When school or day care closes, or the nannys care wont start, working parents often scramble to find situational care to meet unexpected needs. If an inexpensive solution like employer-provided backup care is just a phone call away, it can make the difference between a super stressful afternoon or missed deadline. Employee benefits like backup care are cost-savers for employers and employees alike, cutting down on absenteeism and child care costs simultaneously.A little flexibility goes a long way for working parents. And, for employers, being flexible can mean the difference bet ween losing a valued employee and retaining a loyal worker. As parents look to scale back hours or work from home once in a while in an attempt to deal with child care or other family responsibilities, take advantage of the technology that enables them to stay connected and engaged. Providing flexibility over when and where employees work does not have to come at the expense of results. Allow flex work and hold employees accountable and you just might find that youre getting better results from your working parents.This article was originally published on Care.com .