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Parting ways and transitioning a new hire

My boss (a small business owner) called me in his office and told me we needed to part ways, since he didn't feel he had my loyalty anymore. I asked why and he said the accountant told him I said something about someone's pay. (his girlfriend) I am the office manager and handle all bookkeeping and HR DUTIES. This was among many things I said to her when we were going over the taxes. In the same conversation he asked me to begin transition a woman he already hired the following Monday. I asked for a timeline and details and got a lot of i don't knows and whatever I thought was bests. I worked with her for one week to no avail. She asked questions about completely unrelated topics and again got a lot of i don't knows when I'd ask her what she wanted to know. She didn't pay attention when I was showing her something and the next day asked my assistant how to do it. I do not feel it is my responsibility to train someone because the owner has no idea what goes on and he's upset about what I said, and didn't even have the gumption to try to clarify it with me.

I do not wish to return and continue to have her state at me dumbfounded and confused because he has no plan. I am unsure what to do. I know I have zero misconduct but question whether me not returning to continue the transition with no real timeline or outline of how and what would be considered just cause for termination, even though he already told me we needed to part ways (his exact words) Would I still qualify for unemployment if I do not return or discuss not returning with my boss?

Comments for Parting ways and transitioning a new hire

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Apr 03, 2016
Will you share which state we would be addressing what sounds like a voluntary quit
by: Chris -

Until you answer a very basic question I find myself having to ask quite often, I'm not going to ask how you plan to prove that conversation occurred between you and your boss, in the event your employer responds to the state you voluntarily quit .. and leaves out that conversation.

What state is this happening in?

And if you do decide to let me know which state unemployment benefits we would be discussing, maybe you can at the same time, clarify with some more explicit details, what exactly this means "the accountant told him I said something about someone's pay." at least other than it was his girlfriend's pay who you were saying something about.

That it was his girlfriend's seems at the moment, totally irrelevant .. to you either getting, or being denied benefits.

Apr 04, 2016
Nc claim
by: Anonymous

I am in NC. The comment is only relevant because that was his reason for us needing to part ways. (His words)

The accountant told him i knew how much she made and I didn't think his girlfriend was worth what he paid her. This obviously upset him.
The only proof I have of the conversation are texts from other employees telling me what he said to them about letting me go.

Apr 04, 2016
If me, I wouldn't quit if the employer is th one wanting to part ways, but I would do something
by: Chris -

Then his reason for terminating you, sounds like a lousy reason, if it must also rise to North Carolina's idea of what constitutes work related misconduct .. based on hearsay .. by the way, from the accountant, who in my estimation, would be the first hand, or direct witness.

Attempt to nail your boss down on a date for this parting of the ways, and don't just "talk about it", make sure it's documented so the employer can't squeeze some other interpretation out of this.

If you were to quit now, without proof that can show it's the employer who is the "moving party" to end the relationship, you're giving him an out that effectively shifts the burden of proving good cause, to you.

What has to be clear for the unemployment department is it was the employer's intent to fire you after you train what sounds like your replacement .. possibly in hopes you would quit because at this point, you don't really have good cause.

So, let's ask a reasonable question, what employer in their right mind, would have an employee they believe is guilty of actual work misconduct, even if the misconduct was in their own estimation, "inappropriate conduct in the workplace" vs. an actual bona fide rule violation, or failure to meet a reasonable expectation an employer has a right to expect of employees, such as coming to work and on time each day, would actually let that employee train their own replacement?

It's a tactic as far as I'm concerned.

Documenting is important because, if it's not written, it become a case of guessing who is telling the more credible story.


Coaching services are also available. Makes sense when an employee understands getting benefits, like denying benefits, is frequently working on the ability to preempt an argument.

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