about to give 2 weeks notice to my company and I have a bunch of vacation days left. .. im not really worried about the "burning my bridge" aspect, im more wondering if I would even be able to do this. im in sales and I work in texas if that helps. . ..just curious if any HR types around here could tell me if this is something I could realistically do. Thanks!

So, this happened to a guy at my level at the comp I work for. It's our policy that if you do this you're not eligible for re-hire. Anyway, he didn't like where he ended up and had to start looking again. Now every time someone calls for his reference, our HR group has to tell them he's not eligible for rehire. Sucks, but that's the game.

Maybe you think you're not worried about burning bridges, but unless you won the lottery or know you'll never need a job, don't do it. It will come up.

When I do interviews, if I like a candidate, I will check references. I call all previous employers on their application. I don't even bother with the listed references. I ask one question: is Mr. X eligible for re-hire. If they say no, when I have the second interview with the candidate I ask them about it.

It's not a deal killer, but of this was the reason, I wouldn't be terribly excited.

Sure there's reasons. You were being treated poorly. Asked to do something unethical, etc. But generally, it's not a good idea.

Give your "2 weeks", but in your official resignation letter, state that your termination date will be x day, using vacation days after the initial 2 week period. I have done that before (not in Texas though) to insure I remained medically insured until I started my new job.

Wouldn't the company be all for it since that means they wouldn't have to pay you out for the vacation days you have?

You should get paid those days.

Meaning, dont take the days and get a check.

Depends on the company policy. My company, very large computer maker in Austin area, does not consider vacation to be earned time off. It is use or lose it, and if you resign, you lose it. OP, I would say it depends on your company policy. If the time is earned, turn your notice and get a check like advised here. If not, take the vacation then turn in your two week notice.

Mark

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Give your "2 weeks", but in your official resignation letter, state that your termination date will be x day, using vacation days after the initial 2 week period. I have done that before (not in Texas though) to insure I remained medically insured until I started my new job.

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This is a good suggestion.

If you are in sales.... a lot of companies will walk you out the door afte ryou put in your two weeks notice.

When I worked for a professional services firm, you would get paid out for those vacation days you accrued (unless you were negative - meaning you used more than you accrued in which you would need to pay those back or get them deducted from your last pay check).

So it was nice to get an extra pay check.

A lot of places will pay out vacation, but my last job only paid out amount of vacation hours. My vacation hours exceeded that. This is why I used vacation hours after my "2 weeks", but before my termination date.

You probably want to consult your employee handbook on this, and then run it by the HR department. Most of the companies that I have worked for will pay out your vacation time, but I have worked at a company that didn't view vacation as earned time and they did not pay out vacation when you left (or if you were terminated or RIF'ed). They would also not allow you to take vacation time during your final two weeks.

Basically, if you said that you wanted to work two weeks and then take your vacation time as someone above suggested, we (I work in HR) would make the final day you actually worked your termination day. Of course, everyone that I worked with thought that this was a pretty cheap move (as did I), but the company didn't care.

Jesus that just sounds childish

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A lot of places will pay out vacation, but my last job only paid out amount of vacation hours. My vacation hours exceeded that. This is why I used vacation hours after my "2 weeks", but before my termination date.

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Again but this time in english.

I am not sure if you dropped a word or misused a word.

It was supposed to say "x" amount of hours. Apparently I either forgot it, or it won't let me put that for some reason. Sorry, should have reread it after I posted it.

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When I worked for a professional services firm, you would get paid out for those vacation days you accrued (unless you were negative - meaning you used more than you accrued in which you would need to pay those back or get them deducted from your last pay check).

So it was nice to get an extra pay check.

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I had an employee get a dose of reality when this happened to her after she resigned. She used up all of her PTO for the year by June, and I let her know that she hasn't accrued all of the PTO yet. A couple of weeks after she left, she called me all pissed off because her final check was only for a fee hundred dollars, and I explained to her again that she used more PTO than she accrued. She sent an email to HR with me in copy saying I had never informed her of this, and I simply replied with the attached emails where she'd request time and I had informed her of this, along with the policy that she had signed when she was hired. Never heard another word from her.

I've also heard horror stories, when you work in an industry with high turnover - its worth keeping tabs on this (or at least using only what you've accrued).