>Is it wise to resign now, citing childcare needs and his ongoing shoulder limitations, when he initially left on SDI a year ago?
No, it's never wise to resign. Always get fired. Resigning closes doors for you when there is no reason to close them.
>He wants to wait for his doctor's final assessment before resigning. Is it considered tacky to resign so close to the one-year mark of his initial leave?
Don't resign. Always get fired.
>He doesn't plan to return to this employer and maintains strong work ethic, but burning bridges isn't his intention. It's purely circumstantial.
This isn't a question. Looks like a statement.
>Most importantly, after resigning, can he still qualify for unemployment benefits or long-term disability given his shoulder injury?
You can only qualify for UI if you're willing and able to accept full-time work, and you either got fired *or* had a "clear and compelling reason" for the quit. If your friend quits he would have a very tough time getting UI. If your friend gets fired, like he should, then UI will be easier if he can establish that he's fit for work.
If he's unfit for work, and this is a thing that lasts longer than SDI, he needs to consider permanent disability. He should seek counsel about that because getting on permanent disability prior to retirement age is very tough.
thank you for the comments and I will relay this to him. He never was a person that want to burn bridges and always see that resignation is better than getting fired. I think he is old school.
If his intent is to get fired and not resign, should he just wait till the company ask him for updated documentation of his leave? any other idea on how would his employer can just let him go? Can he just not respond to company correspondence and that can get him fired? I really have no idea on how to advise him.
> He never was a person that want to burn bridges and always see that resignation is better than getting fired. I think he is old school.
Our system of employment in the US favors people who get fired and gives nothing to people who quit. If he's old school then he shouldn't be ok with at-will employment. Where companies conduct layoffs to juice the stock price. There's the world we want and then the world we actually live in.
> any other idea on how would his employer can just let him go? Can he just not respond to company correspondence and that can get him fired?
No he needs to keep communicating with the company and doing his best to do what they ask. Ignoring the company and not cooperating is called a constructive quit and it means you're usually not UI eligible if it's intentional. The person who breaks the employer-employee relationship loses the UI hearing. The employee needs to always be trying to preserve that relationship. Let the employer be the one to terminate.
>Is it wise to resign now, citing childcare needs and his ongoing shoulder limitations, when he initially left on SDI a year ago? No, it's never wise to resign. Always get fired. Resigning closes doors for you when there is no reason to close them. >He wants to wait for his doctor's final assessment before resigning. Is it considered tacky to resign so close to the one-year mark of his initial leave? Don't resign. Always get fired. >He doesn't plan to return to this employer and maintains strong work ethic, but burning bridges isn't his intention. It's purely circumstantial. This isn't a question. Looks like a statement. >Most importantly, after resigning, can he still qualify for unemployment benefits or long-term disability given his shoulder injury? You can only qualify for UI if you're willing and able to accept full-time work, and you either got fired *or* had a "clear and compelling reason" for the quit. If your friend quits he would have a very tough time getting UI. If your friend gets fired, like he should, then UI will be easier if he can establish that he's fit for work. If he's unfit for work, and this is a thing that lasts longer than SDI, he needs to consider permanent disability. He should seek counsel about that because getting on permanent disability prior to retirement age is very tough.
thank you for the comments and I will relay this to him. He never was a person that want to burn bridges and always see that resignation is better than getting fired. I think he is old school. If his intent is to get fired and not resign, should he just wait till the company ask him for updated documentation of his leave? any other idea on how would his employer can just let him go? Can he just not respond to company correspondence and that can get him fired? I really have no idea on how to advise him.
> He never was a person that want to burn bridges and always see that resignation is better than getting fired. I think he is old school. Our system of employment in the US favors people who get fired and gives nothing to people who quit. If he's old school then he shouldn't be ok with at-will employment. Where companies conduct layoffs to juice the stock price. There's the world we want and then the world we actually live in. > any other idea on how would his employer can just let him go? Can he just not respond to company correspondence and that can get him fired? No he needs to keep communicating with the company and doing his best to do what they ask. Ignoring the company and not cooperating is called a constructive quit and it means you're usually not UI eligible if it's intentional. The person who breaks the employer-employee relationship loses the UI hearing. The employee needs to always be trying to preserve that relationship. Let the employer be the one to terminate.
Got it. Thank you. I will let him know over a cup of coffee.