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SKUK wrote:HSMPSeek,
If it helps, mine is a very similar situation. I've enquired about this with HO and they mentioned it's perfectly alright to do this.
Any reason why you don't want to get you FLR for HSMP stamped earlier. This way you can avoid unnecessary problem with your employer because they may not like it if you leave the next month after they renew your WP.
SKUK
Well you should have given an accurate reference, people have the right to leave their employer.gordon wrote:It seems to me that your employer will be more annoyed with you if he goes to the trouble and expense to obtain a work permit for you, only for you to decamp a month later on HSMP. A former employee of mine did something similar to me, and when I was later asked for a reference, I didn't have much in the way of positive things to say. Just something to consider if you're serious about remaining on good terms with that employer when it counts - in the future.
AG
It's neither unusual nor inappropriate for a reference to reflect both the employee's performance on the job as well as his professionalism (including in his manner of leaving). I'm not disputing that employees have the right to leave when they want to do so, but they are accountable for the way in which they do so. And future employers, if they ask, have some entitlement to know what they can reasonably expect in the way of professional behaviour from their shortlisted job applicants. What goes around, comes around, as they say; and burning bridges (or even just leaving them slightly singed) has consequences. That was the point of the caution.SYH wrote:Well you should have given an accurate reference, people have the right to leave their employer.
Sorry you felt burned but employers never give a second thought to sacking employees in the name of business success.
You mean you felt manipulated. It doesn't mean you were. You are telling me, If she had said, I am interested in broadening my horizens, you mind I try HSMP. You would have been gung ho and supportive. Let's be practical. That's just not practical. You see everyone on here saying, I think my employer has a suspicious I am applying for HSMP. It is very difficult to tell the employer that you are interested in leaving. You think you put time and effort to get the employee here. You wouldn't have done it unless you wanted her skillset. You think you did her a favour? Please do not come down with megalomania. It is just sour grapes on your part to let it influence the quality of your reference. People move on. And the employer never likes it when it is the employee who decides versus them.gordon wrote:
And just because employers can make employees redundant at any time does not make it acceptable for employees to manipulate their employers and then leave said employers in the lurch. What goes around, comes around, as they say; and burning bridges (or even just leaving them slightly singed) has consequences. That was the point of the caution.
Whether the employer receives the impression. Cmon off it. There was nothing wrong with the employees performance until she left and thats the bottom line. And thats why its sour grapes if you say anything else but that she did her job. You can be sued anyway and most employers know that so to even insinuate that your reference would be negatively influenced is a big risk on your part.gordon wrote:SYH: Right. Let's be practical: it doesn't matter whether a departing employee means to be manipulative or unprofessional; it only matters whether the employer receives the impression that the employee has behaved thus toward him. And that will influence the reference. Is this unfair? Perhaps. Is this reflective of asymmetric power in the relationship? Probably. Is the perspective one-sided? Absolutely. But I would point out that I very rarely feel uncharitable toward employees who move on, so I'm not sure where you get off characterising my behaviour as 'megalomania' or 'sour grapes'.
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