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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")


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

I can't sag yes or no.

But, I can tell you that it's unlikely you would get .. or at least be unable to retain benefits if you cannot show you made valid attempts to preserve the employment first and that means discussing this with the powers that be that put you in this position.

This requires requesting meetings to discuss your concerns and your feeling of inability to handle this job with out additional help. Meet to find a resolution the problems making you think about quitting.

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 these conversations results down in writing .. perhaps an outline of concerns you wish to address in the meeting and a copy for everyone, then an email to clarify your understanding of the discussions on point.

The point is that to stand a chance of getting unemployment when we quit a job .. it requires effort on our part prior to find a way to avoid quitting with good cause when an employer won't listen to reason.

Employee handbooks don't just tell us what we can't do, or must do. Most also plot a course of action for problem resolution, and no employee can shy away from using a resolution process, if good cause is what they are after.

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

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

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

In closing, if you want to make benefits a contender and viable option .. you have to make it so, through your efforts to correct the problem first that would seem reasonable to someone else with a lot of good sense.

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

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