I believe she needs to make a commitment to either leave, or stay. If leaving, the her responsibility is to the company as follows. As soon as the decision is firm (sooner not later) her supervisor should be notified in a personal conversation that indicates her willingness to train and inform a replacement such that the transition can be as painless as possible. A two to three week overlap and training period would do wonders for smoothing the feathers in the windward direction. She should also make sure to relate in her interview that you are not and have not been an element in this decision. She should also make clear that the time she spent as his (assumption of gender) employee was positive and has allowed her to pursue options she would not have had. She should also make clear that she will not use proprietary knowledge in any way in her new employment, and be willing to sign a non-disclosure agreement. Jim
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Today's Featured Article - The Day Mom Drove the 8N - by Brian Browning. My Dad was wanting to put in a garden but couldn't operate the 8N and handle the old horse drawn plow he had found and rigged up to use with the tractor. Well, he decided to go get Mom out of the house and have her drive the tractor while he walked behind the plow. You got to understand that while my Mom is a hard worker who will always help whenever she can... she had never operated farm machinery before that day. Dad got her out there, explained how the clutch was the same as in our o
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