Can I quit if another supervisor left and I was handed an additional department with 7 additional people? (Another answer that talks about establishing "good cause for quitting")

(PA)

We had 4 supervisors in our department and one was forced to retire to to the company cutting costs. Once this happened, I became responsible for 7 additional people, as well as the responsibilities of the other department, which basically double my workload.

My job is deadline and production driven and I have received no new training for the new department, I do not know most of how they process. I am concerned that this will be too overwhelming and I will not be able to handle it.

I've always been a good employee, I've been here for many years without any problems at all. In addition, I will not receive any additional pay for the added responsibilities.

I don't really want to quit but want to know if it's an option.


Hi Joe,

Have you read what I have to say about quitting on
this page?

I can't give you a yes or no answer .. but I can tell you that it's unlikely you would get .. or at least be unable to retain benefits if you do not make valid attempts to preserve the employment first.

This requires requesting meetings to discuss your concerns and your feeling of inability to handle this job with out additional help.

You should address all your concerns including pay and the specific reasons you feel the employer is asking you to do the undoable.

I also suggest getting something down in writing .. perhaps an outline of concerns you wish to address in the meeting and a copy for everyone.


The point is that to stand a chance of getting unemployment when we quit a job .. requires effort on our part prior to quitting, to put the employer on notice when you believe their actions are unreasonable or unacceptable. Maybe it would better be called an "employer's corrective action plan".

Employee handbooks don't just tell us what we can't do. Most also plot a course of action for problem resolution, when we have one. An employer uses a progressive disciplinary plan ... I ask why should we need to do any differently when it is the employer acting inappropriately.

The employee handbook is a highly underused reference to check on how we should resolve our problems at work.

I can't give yes or no answers because some people have lower tolerances and think any little thing constitutes good cause.

The basic question behind whether good cause exist or not is "would a reasonable person in the same situation react the same?"

For an unemployment claimant that reasonable person is first the adjudicator and then maybe the hearing referee.

In closing, if you want to make it an option .. you have to make it an option through your reasonable efforts to correct the problem first.

This is the very reason employer's use progressive discipline .. to mark the trail with their efforts to preserve the employment relationship.