Provide written notice of your resignation
Formally ask an old employer for a reference
Accept a job offer
Request a raise in salary or wages
Make a formal request to rollover your 401k
Ask your supervisor for support and guidance
Inform the company that you are stepping down
Inform the company of your resignation
Document your resignation as a director or officer
Provide notice of leaving employment in writing
Prepare topics for a parent-teacher conference
Compile a list of references to use as needed
Politely decline a job offer
Opt out of a required vaccination
Politely decline a promotion
Communicate with your employer FAQs
It depends, you may. If you have access to your employment agreement or employee handbook, review it to see if it says anything about employees working second jobs. Sometimes employers want to restrict their employees from working second jobs for a few reasons including competition, fatigue, and use of company resources. They may not want you sharing company information with another company, they may think working two jobs may affect your job performance, and they may think you might use company resources such as your company-owned computer and software to do work for another company.
In employed At-Will states, companies may be able to fire you for any reason or no reason at all. So, you'll want to be careful about taking a second job if you want to keep your primary employment. If you are looking to increase your income, talk to your employer about taking a second job. In some cases, they may even choose to give you a raise to negate the need for a second job. If your second job is not in the same industry, you may not experience resistance from your employer. If your employer doesn't allow employees to take second jobs (and your job is an at-will job), you may want to look for a higher paying job or one that will allow you to moonlight.
Many employers look at applicant's and current employee's social media accounts. Some may even ask for your profile links when you apply for a position. Employers are often looking to see if you'd be a good fit for the company. Some may even want to leverage your social media to help them with their marketing goals. If your accounts are kept private, they may not be able to access your accounts. If they ask to see your accounts, keep in mind that, in many states, they cannot ask for your username and passwords. They are also not allowed to violate federal discrimination laws based on your social media profiles. For example, if they see what religion you are or your family status, they cannot discriminate based on those details about your life; however, it would be difficult to prove at the application phase.
You may feel obligated, but you do not have to accept their friend request. Many choose to add employers to their LinkedIn or other professional profile but not to their personal accounts. You can explain to your coworkers that you do not add coworkers to your personal social media and refer them to your professional profiles. Or, if you do not have objections, you can add them to your personal accounts with a full understanding that they can see everything you post unless you carefully use filters.
In many cases, no. Additionally, in some cases, you may find yourself instantly unemployed rather than moving from your current job to another in two weeks. In at-will work states, either party can choose to terminate the employment relationship at any time. This means you may not have to give a two-week notice and it also means your employer may choose to terminate your employment immediately. You'll need to decide how you think your employer will react before submitting your notice if you choose to.
If you choose to give your two-week notice, many employment professionals recommend that you be prepared to leave your job if required. Make sure you do not need those two weeks of income. Erase anything personal from company-owned devices such as computers and mobile phones. If you have a union-protected job or are a protected class and are terminated, consult with an employment attorney.