Other things. 1. The Salvation Army may require you to withdraw from or cancel your fundraising activity at any time (including without limitation to comply with health and safety requirements or for regulatory reasons) and you will immediately comply with any such notice from us.
Other things. How would you like to handle telephone messages? • How would you like to handle locking the room door? • How much time do you want/need to spend with your roommate(s)? • What role will alcohol play in your living situation? Conflict Resolution – • How would you like to approach your roommate when conflict arises? • How would you like to be approached when conflict arises between you and your roommate? • How will you use your roommate agreement to mediate conflict? • What role will your RA play in conflict mediation?
Other things. Don't do anything weird. "Don’t come in at 6 am to collect your things before you give notice," Greco said. "People will notice this and later assume you were riffling through the files. Be above board about everything. Tell management, after you've given notice, that you want to collect your personal belongings and how should you proceed." Make sure you are devoting your best efforts to the job right up to the minute you leave. "You don't want to be accused of slacking off in order to benefit the competition that you are about to join." Don’t take anything from the office that isn't yours — and that includes records that have to do with pending commissions. This trips up a lot of people, especially in sales, Greco said. "If you want to track your commissions that haven't closed, make copies of the relevant records and give those to your manager. Tell her, 'this has to do with the XYZ deals that are still pending. Can you keep this for reference when the time comes to calculate my commission?' " No sabotaging of records or assignments, obviously. The Employer Pushes Back Of course, some employers will push back. Perhaps they don't agree with the employee's assessment that its interests aren't being violated or protected. Perhaps they do and they don’t care — they want to either keep the employee or keep her from joining the competition and aren't above threatening litigation to accomplish that. That's when the soul searching — and a bit of financial analysis — comes in. It's your career, Greco said — and your bank account. "Only you know if this career move is worth the risk and if you can afford protracted litigation." It might not come to that, of course. Perhaps the employer will back off if it gets a firmly worded letter from the employee's counsel. Perhaps not. Another possibility is to see if the new employer would be willing to foot the legal bill, Greco said. "If it comes to this, then all of the above steps the employee has taken — being forthright, not being sneaky — will go a long way to helping the case." Another moving part to consider: perhaps the employee has misjudged what its employers' legitimate interests really are, and his departure to a competitor does indeed violate them, at least in the eyes of the law. And no self-deception or rationalization allowed, Greco said. "If you want your employer to play fair with you then you play fair with it." In the end, though, Greco is of the opinion that most employers will not sue if they have som...
