I understand this is a long shot but the reason cited for resignation was COVID as I would no longer be able to perform the job tasks effectively with my own children now needing more of my time. Do you feel these current times would have any bearing on the outcome of this situation?
Unfortunately giving 30 days notice wasn’t an option. Ultimately, from the sounds of it, I will likely have to pay the penalty? Do you think the best bet is to fight it until the end In hopes they don’t push it or try and negotiate a discount now?
Teacher start date was August 21st so 3 weeks could of been given but company would of been paying more that way for work not being performed (teacher during summer break). An attempt was made on my end to minimize company loss or at least that was how I viewed the situation.
10% is $3900.
Notice given was only 2 days. Reason for this was the employment start date was Aug 1 and last day was submitted as July 31 to try and end employment before the employment commencement date to try and avoid this situation. More notice could have been given but since the position...
Also as clarification, the company has paid the final paycheck but are requesting we set up a payment plan and make monthly payments to them to payback the 10% penalty.
Here is the portion of the contract that speaks to the penalty.
Separation Prior to End of Employment Term: You agree to pay the Company liquidated damages in the
amount of 10% of expected annual regular wages 1) should you rescind your acceptance of employment in
writing less than 14 days...
I recently resigned from a position and the company does have a clause in the contract stating that they can impose a 10% salary penalty if enough notice is not given. However, the below clause is also in the contract. I am unsure if the 10% fee can be imposed. Please help.
Your employment...