That includes training your replacement. For all you know, the OP’s replacement will take the position at a significantly lower wage than she. I don’t think it’s a thrill about smacking someone around, the only thing I fear in such instances is that the OP will be so scared that we don’t get any kind of response. Otherwise, you are setting him/her up to fail. Train her and train her as well as you can in the time provided. We help American Businesses and their Accountants with cloud-based Payroll and Accounting Software. It’s no one else’s business. I don’t think the OP is out of line at all, solely because her predecessor got a bonus. I agree. There is frequently a very formal program in place, with meetings over the 6wks to 3 months the person is in orientation, with paperwork to fill out and assessments of their progress to do. If you and your replacement are both doing all the same work you’ve done previously for your whole notice period, and the training is all happening on evenings and weekends, then sure, it’s worth asking for something. But a lot of training can be having the other person watch you do your tasks or help you with them, so it shouldn’t totally be “extra” work. What about at your next job? And just because she got a bonus does not mean you are entitled to one. And how would you feel if you arrived at the new place and the person training you just did the bare minimum? I kept in touch with the man who replaced me, he would email and phone asking questions. Some day some one will call this employer for a reference and that reference will be, “It seemed like she was a good person, BUT when she left she really short changed us.” Is this how you want to be remembered? In other words, someone older had these exact same complaints about you and your cohorts when you were a young graduate, no matter how old you are. NASHVILLE, Tenn. -- Frequently, I field questions about how players are paid during training camp. As you set goals, think about who you want to reach the goals. Then they wanted me to hand over administration as well because they thought they could substitute cheaper labour to do it as well. My last initial got deleted there. Maybe I’m wrong but as always just an Opinion. Now if there wasn’t a standing policy about this I do find it odd to expect to be paid more to train your replacement. I do not know that xray techs make more than RN's. It’s part of professional life that people leave one job to accept another, return to school, become stay-at-home parents, or attend to an ailing relative. Indeed he has already saved money and time by agreeing to move one of his employees into my position rather than interviewing new applicants, etc. They think they have all the answers, even in today’s workplace that is completely different from the one they started in, just because they managed to not die. The list of ESPN Top Salaries in Sports 2011 had baseball and boxing with the highest individual salary in that year. Some states have created additional requirements that make it more difficult to fall within these exemptions, though, so you should also check with your state's law before classifying an employee as exempt. However, the letter writer is under the impression that the person who trained her got a bonus. That is one of the most ridiculous things I have ever heard. If there was a kind of comment that should get you temporarily suspended for commenting on AAM… This would be it! Probably too late to the party, but a lot of people are under the false impression that they are only required to do exactly what they think the position entails, as I think the case is here. Not another person within the company could teach. All employees are paid for all work done, whether it is training or regular work. While I have created some general guides per my supervisors request it seems impossible to document every possibly scenario when I’m just trying to cram it in with my regular duties. However, because the government is more stable they should take greater responsibility. I can see the replacement’s current manager saying, “best of luck in your new role, please wrap up your projects before you transfer, and if you need to drop by your new department for a few minutes one day to check in with your predecesor before she leaves, that’s fine.” So, maybe extra hours will be a factor, but if so, that’s what the OP (and her replacement) should talk to the manager(s) about, rather than a monetary bonus. I am also leaving my position. And now I’m thinking OP just did that to herself too. So it does seem reasonable to me that the letter writer would get this bonus if she achieves whatever goal her predecessor did to earn it. In extreme cases, when he or she is required to do dramatically more than direct, that can go as high as $3,000, though few studios will pay that amount. You can use the information you get to determine if employees are meeting training goals and to set new goals. “People hired into the job from the outside often have more education and experience [than internal candidates], which is probably some of the reason they are being paid more,” he says. My colleague gets paid more than me for doing the same job My role as an executive assistant is identical to that of my co-worker, yet he earns £2,000 more. The OP would be foolish to not at least ask for the same treatment. You want people to think well of you after you’re gone. Ask employees how they’re doing, what they’re struggling with, and what they’d like to learn. This letter is ridiculous! My company never makes an effort to hire people with experience in the software (too expensive). Am I the only one who understands what the readers asking? Maybe someday, my training kindness will come back around and I’ll walk into a job and not have to flail around and “fake it ’til I make it.”, “Indeed he has already saved money and time by agreeing to move one of his employees into my position rather than interviewing new applicants, etc.”. The kudos from doing it is more than the cost of the time it took me to do it. If I were his/her boss, when called for a reference, I’d say, “Just so you know, s/he expected to be paid extra for transitioning the new person into the role after resigning. Otherwise, you might waste everyone’s time with useless information and unstructured training. On my last day, she brought me flowers. I can understand wanting to be paid for extra duties in general, but this usually comes at raise/bonus time. Not half arsed and spur of the moment. Can I 1+ Mike C? Others may not. Seems like the bonus was given very reluctantly! Even though you’re the business owner, you might not know the nitty-gritty details of every employee’s job. First – I have a question. I thought training the person to fill your position was just a normal “last two weeks” thing. Others may not. Trying to backtrack now only makes you look worse. The skills and knowledge should build upon the previous training. To do this, set goals and track whether or not they’re being met. This is SOP. For example, if I were a software developer, I wouldn’t train a PC tech on everything needed to know how to design and program applications. It is a partnership between training and our department so that new people have a transition between classtime and going “live” on the floor. I’m a recent grad and wouldn’t even think to demand more money just to train someone. Can you believe it?”. Assuming you are not under any contractual obligations, but you are free to tell them to take a flying leap and give your two weeks notice. I’m not eligible for the bonus, and I don’t get any extra money per hour. I think OP is already too late on that. Not that I mind this opportunity to do new things and expand my responsibilities – I am actually thrilled that he is quitting so I can do his stuff – but it would have been nice if he had documented his work and maybe sat down with the director of our group before he left to review everything so those of us who are still here wouldn’t be so screwed. If they were staying at the job and training people was being added as a regular component of the job then it would seem like an additional task that might warrant an increase in pay? The short answer to this question is that an employee’s time spent in training sessions should be considered compensable “working time” unless the following four factors are met: Attendance is outside of the employee’s regular working hours; Attendance is voluntary; The training is not directly related to the employee’s job; and I have given my notice at work and my boss has accepted my recommendation to move a certain person from another department into my position. Regular sessions are also a great way to teach more advanced skills and notify employees of any changes. The only way this would be remotely reasonable is if the training stretches out your workday way beyond normal or includes days that wouldn’t normally be expected. As Alison frequently points out, someone else may be paid more for the same job as a result of better negotiations, better skill sets, etc. Am I out of line or just a wimp? My partner got a “leaving bonus” while responsible for an IT department, with little to no foreknowledge. how to use the change management process that the company uses). I do think most people consider this part of the normal duties when resigning, but I don’t think it’s a terrible idea to ask for extra compensation for it either. I was thinking that, since the trainer and the trainee are employed fulltime, already under the same roof, the OP’s and/or the replacement’s current manager might be overestimating the convenience of the transfer, thereby underestimating the need to coordinate training time into either employee’s work day(s). I think you’re thinking in terms of how it SHOULD work — and if we were in a vacuum where we didn’t have to consider normal conventions, then you absolutely could make an argument for it. You kids, get off my lawn! I once worked in an office where the administration was pretty tight-lipped about budgeting. Whether certain training is related to … PS – did it make the OP feel good to know that the predecessor required a bonus to train him/her? And, they better know what to expect from co-workers in other positions. (I live in Portland obvs). Mr Bashir said: "If someone knows they have coronavirus, there's possibly a case to be made that the infected person has breached a duty of care. That doesn’t sound like gender. After she transferred (same group, just a different position,) she was really hostile to me any time I had questions, and I had a LOT of questions. For my partner, I think it was a “thank you” thing. I was hired as ‘general labour’ supposedly 2 years ago (new grads can’t find a real job); however, I was roped into implementing the whole accounting & inventory system, website, and order system with no contract whatsoever. Cross training can also benefit your business if you have a staffing shortage. 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