This question is about my wife, and we listened to the Resigning podcasts.

She's a teacher at a private school where morale is low and the people work extremely hard. She's also had medical issues that are aggravated in her job. Her director gets on her case a lot, and it relates to her disabilities. She found a new job. She's required to give 30 day notice. I made her wait till she had the offer in writing. However, medically, she doesn't feel she could make it anymore - and she works so hard, to the point it has interefered with our marriage, She put in a notice saying she preferred to be out in 2 weeks for health reasons, and offered to be available from home afterwards. She also had prepared 7 pages of transition plans. 

Director gave her letter releasing her in two weeks (we knew she wouldn't pay her  to work at home). But asked her to do a ton of work related to her students before she leaves (probably so she doesn't have to call her after she's gone). There is no chance of a good reference at this place, as things have not gone well. This is a new school, and rumor is the director left the last school due to poor morale too.

Should she work her tail off trying to get these things done? Or do what she can do? She has a lot of ill feelings to this director, and even feels like she was discriminated against for her disabilities.

tlhausmann's picture
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I reread your post above. Just to be clear, your wife has a new job at another location starting in 30 days. Is that right?

ashdenver's picture

If your wife already has the other offer in writing and has already submitted her resignation to the current school AND has a documented disability, I would say "stick to the letter of the law" in terms of workload, hours, disability accommodations, etc.  There's no reason to bust her butt for a performance appraisal that won't come, a pay raise that won't come, a letter of recommendation that won't come, etc.  Don't give up entirely but don't put in more than is necessary to complete the two weeks - teaching the students and any/all incidentals pertaining to that core function.  Cite the disability as often as necessary if it comes down to it. 

"Perhaps, Director, my replacement will not have any disabilities but since I'm not that fortunate, my disability limits the amount of work I can do at any given time / in any given timeframe so I have prioritized the tasks as such.  You are welcome to re-prioritize the list if you wish, just let me know."

DiSC profile: 7-2-1-5

TNoxtort's picture

Thanks for your tips.

So I actually looked at the list of things her Director wants her to do, and it is easier than she thought. It wasn't "create" but "created" as in put templates she "created" in a binder. I honestly think all she has to do is take everything she's done, put it in a binder, put it on a CD, and that's about it.

Regarding her disability, I can't say it is documented. In fact, her work issues are minor compared to her health. She's been having health problems for about 9 months now, but the doctors think she's had it at least 10 - 15 years. They cannot figure out what is wrong, but think it might be getting worse. She just turned 30. So this issue obviously takes priority. The new job is lower pay and part time, but should be better on her health.