She said she may set a date in the future for her resignation.
That is non-committal and non-specific. Your characterization is inaccurate.
I stand by my characterization. She characterizes it herself thusly:
"I said here are the conditions. If you can meet them great I’ll take my name off this paper, if not then I can work on a last date."
...is both non-committal and non-specific. What are you seeing that everyone else is not?
Citation needed. Gebru could publish it — she's not exactly silent — but chooses not to.
It's perfectly reasonable to think that someone hiding something has something to hide.
I'll note also that this is rather unusual practice for Google. There are a number of people, far more critical of Google, who have resigned, and who have been able to rampdown for 2+ weeks.
Is there an example you have, even self-reported, of a person who was merely critical of Google and was not given a rampdown? Or someone who was critical and did not fulfill their job obligations, and was given a rampdown?
Yes, and its unclear what this behavior was.
> Is there an example you have, even self-reported, of a person who was merely critical of Google and was not given a rampdown?
No, which is my point. This is unusual behavior on the part of Google, because it's not explained (and certainly not obvious) what the failure was.
The email clearly states: "certain aspects of the email you sent last night to non-management employees in the brain group reflect behavior that is inconsistent with the expectations of a Google manager"
> No, which is my point.
No, that is the opposite of your point. You said that people critical of Google have been given a rampdown, so it is unusual for her to not be given a rampdown. My point was that there may be other reasons for her not being given a rampdown - that being exactly what was in the email shared about her not behaving as a manager. If you think that she was fired solely for being critical and not given a rampdown, then there should be other examples of people being fired without a rampdown for merely being critical.
> No, that is the opposite of your point.
No, it's exactly my point. The vague justification is not borne out by any evidence.
> The vague justification is not borne out by any evidence.
...that's been leaked onto twitter.
I had a job pretty recently, was senior tech and was eager to please, which ended up meaning having to take the hard/after hours calls no one else wanted to handle. It also meant I eventually became the only on-call tech for over 4 months straight. This in turn meant I knew the most about all of our accounts, knew the most about their systems, scheduling for jobs as well as subcontractors, I handled it all, right down to installing the CCTV systems at our new location, single handedly.
When I decided I'd had enough of being taken advantage of and being lied to, I gave my two weeks notice.
They assumed I was going to work for a competitor (I wasn't I was taking some much needed personal time), and they fired me on the spot. While walking me out they also informed me that since they had my resignation letter if I tried to claim unemployment they would use it to claim I had resigned. I didn't care as I wasn't in need of unemployment I was just even happier now about leaving. They were rude, talked down to me and belittled me all the way out.
2 hours after I left the calls began 'how do we' 'how does this' 'this job's permits' 'how do we log into'. I politely told them to fuck off. They even went so far as to have other workers call/text me asking the same questions ver batim.
I will never again give 2 weeks notice unless I have in writing they must give me 2 weeks notice upon release for any reason other than something illegal.
This person offered an ultimatum and their employer made a choice. I just don't think its as bad as early termination of 2 weeks notice.
There's no reason to be rude, talk down, belittle, however.
After those 2 weeks, if the employer still wants help/answers then they should expect to pay a very very expensive hourly rate. :D
As an employer, it makes a lot of sense to accelerate someone out the door that has given notice. That said, you still want them on the hook to answer questions so you should send them home but pay them for those 2 weeks (or however long).
> However, we believe the end of your employment should happen faster than your email reflects because certain aspects of the email you sent last night to non-management employees in the brain group reflect behavior that is inconsistent with the expectations of a Google manager.
> As a result, we are accepting your resignation immediately, effective today. We will send your final paycheck to your address in Workday. When you return from your vacation, PeopleOps will reach out to you to coordinate the return of Google devices and assets.
This third part they make "the resignation" the same as firing the person in practice. No way to plan a coordinated rampdown, transition and handover of projects and responsibilities. Just an unconditional goodbye, don't come to work again.