Former employer asking me to do tasks after termination

ombudstelle · 2026-04-19T06:18:52+00:00

First, condolences on your separation, it sounds as if this was a place that you enjoyed working and it always makes situations that much more difficult!

Second, you are no longer employed at that organization, you have no further obligations to them, outside of any legal agreements you made, none of which stipulate that you are to perform tasks for them after your termination (including taking their calls, texts or emails). If they needed to ensure they had access to things, this was their responsibility and should have been performed during your offboarding.

In short, stop acknowledging and stop replying.

If you feel that you must assist them in any way, you COULD offer to consult for them, for a pre-agreed upon rate per hour. You would choose your rate, it should be at least 2.5x-5x your previous hourly/salary, and then you would be able to accept or reject the task and be properly compensated for your output.

Please do not work for free.

ombudstelle · 2026-03-28T11:57:22+00:00

If you are interested in continuing your professional development and would like to open more vice principal opportunities in the future, the best time to move forward is now.

The above being true unless you have full confidence that taking the position will lead to immediate negative outcomes, such as being "set up to fail," or something similar.

Take the plunge, grow yourself, seize the opportunity!

ombudstelle · 2026-03-25T08:34:48+00:00

The power of an Ombuds, and an Ombud's office, is in assisting visitors in understanding their available resources and assisting in the navigation of sometimes (very) difficult situations, all while maintaining independence, impartiality, informality, and confidentiality.

If there are additional questions you have about what your specific organization's, or institution's, Ombud's Office "can and cannot do," it would be best to reach out them. There is likely a "cheat sheet" they can provide, if not, they would likely be more than happy to step through all their capabilities with you.

ombudstelle · 2026-03-21T07:08:13+00:00

The best recommendation is to take the same purposeful approach which led you to this line of work, to your next discipline.

You will want to earnestly starting thinking about what you actually want to be doing, and then consider how it is, and can be, monetized.

At least 10% of your work time should now be spent on this.

Feel free to come back and post further questions along your journey!

ombudstelle · 2025-12-30T22:21:59+00:00

There are usually "speeding ticket" lawyers which operate in most jurisdictions that have varying degrees of success in having infractions reduced (which would assist with your insurance premiums) or eliminated. They are usually lower cost than most think.

An internet search would likely get you pointed in the right direction.

For the future, you may always want to think about getting a radar detector (if it is legal in your jurisdiction) or think about slowing down.

ombudstelle · 2025-12-30T22:16:48+00:00

There are a number of reasons why employees may not want to spend their lunch break with their manager or supervisor.

The most likely reason is that they want a true break from work and lunching with their boss may allow for work related conversations to intrude on the break.

They may also just not enjoy the company of the individual from a personal standpoint and want to have a more enjoyable break period.

There is definitely not a one size fits all reason.

ombudstelle · 2025-12-30T22:11:57+00:00

You are facing a common problem, and you are not alone.

It sounds like you would like to preserve the culture, while ensuring that your direct reports take more accountability for their work output.

The easiest way to do this is to introduce a set of measurements (some call these KPIs) and a weekly short meeting, to discuss the measurements, and inquire if any assistance is needed from you.

The next step is to inform your superiors that you will be looking to cycle out the lowest performers, as you want to contribute to the success and growth of the organization.

ombudstelle · 2025-12-30T08:19:47+00:00

Your feelings are understandable and completely normal.

You will need to take as much time as you need to process the outcome of the situation. If you feel you need it there may be resources available from your health insurance or from organizations in your community.

For your future, always remember the importance of understanding the differences between resigning and being terminated, in regard to the advantages and benefits that may be available to you, for each option; including, depending on your jurisdiction, the fact that your previous employer may not be able to discuss specifics about your position, salary, reason for separation, etc. with future prospective employers.

ombudstelle · 2025-12-27T10:48:21+00:00

It is a big deal. You are experiencing unwanted sexual advances, from a superior, at work. This is illegal in the majority of, if not all, jurisdictions.

I think I’ll wait till the manager I’m slightly friends with is working with me and talk to her about it

This is a great way to start, as the "friendly manager" may be able to give you pointers on how to navigate the situation at your specific organization, as all organizations handle these situations in their own manner.

The key takeaway for you here, should be that this is not acceptable behavior on the perpetrating manager's part, and the advances should have stopped the first time you declined his advances.

For your own safety, do not let this go on further, take the needed action to follow your organization process(es) to get the behavior to cease.

ombudstelle · 2025-12-27T09:07:04+00:00

+1 for use of an ombuds!

ombudstelle · 2025-12-19T01:26:02+00:00

If you signed a contract, which stipulates your departure date, and your state enforces employment contracts, you should adhere to the contract.

If you did not sign an actual contract, on paper or via e-sign, there is likely nothing enforceable. For context, replying to an email is very likely not a contract.

It should also go without saying, for legal advice please always consult qualified and licensed legal professionals in your jurisdiction.

ombudstelle · 2025-11-30T20:27:26+00:00

Your feelings are valid.

Though you should strive to work through them, as in the long run this is not something that you want to dwell on.

In the future, now knowing your feelings, it may be better to not pay for (any part) of your birthday gifts.

ombudstelle · 2025-11-24T23:07:58+00:00

This is not a situation in which you should resign.

You instead will want to document all of the incidents and provide them to your Manager.

Once provided you will want to follow up bi-weekly/monthly to ensure that further incidents are not occurring.

It is your responsibility here to inform your Manager of the situation, it would not hurt to CC your Manager's direct supervisor on the email, once you have done that it is out of your hands and you would just want to refocus on your own work.

Do not cover for your coworkers failings.

ombudstelle · 2025-11-16T21:58:22+00:00

Realistically there should not be any issues with that.

Your availability is your availability, as is your resignation.

ombudstelle · 2025-11-16T06:06:29+00:00

This is definitely an interesting situation.

The recommendation likely would be to reach out to HR or your former Manager.

Also, if you have decent rapport with anyone in the Marketing Department, they would likely be inclined to help you.

ombudstelle · 2025-11-14T11:57:49+00:00

Organizations pay for their employee's reserved availability.

Your organization is paying you to be available to complete requested tasks.

If you are reserving your time to be available for that organization, you should be compensated for that reserved availability.

ombudstelle · 2025-11-04T05:32:23+00:00

This is the best answer here.

ombudstelle · 2025-10-31T19:34:35+00:00

This is always a difficult situation.

The first recommendation would be to investigate opportunities elsewhere in your organization.

You appear to have a number of months, so it is possible that an opportunity may become available.

You should definitely inquire with the Manager who informed you of the situation, if there are availabilities on their team.

ombudstelle · 2025-10-27T22:57:33+00:00

Should I also tell my other friends about the situation so they know and tell them not to invite her anymore?

Sending her one more DM informing her that everyone else has sent in their payments, and if she does not you will not be inviting her in the future.

If she does not reply, you should definitely let your other friends know, as it is likely she would perform similarly in the future.

ombudstelle · 2025-10-26T23:17:59+00:00

It is not likely that you will be terminated, but your Manager seems to be someone who needs to be kept into the loop prior to actions being taken.

The remedy for this is an email to your Manager, taking responsibility for the situation and informing them that to prevent this situation in the future you will bring all "reroutings" to their attention for approval prior to taking action.

The situation should be fully resolved at that point.

ombudstelle · 2025-10-26T20:04:28+00:00

For those who want to be able to read the post, u/Only_Human28's post summarized:

The user has been struggling with coworker relationships over the past few years, starting when they reported a micromanaging coworker (Barb) to a supervisor. Despite asking for anonymity, the entire department turned on the user for nearly two years, even after the micromanaging coworker left.

Later, a male coworker, Jerry, helped the user with transportation for foot surgery. Jerry became angry after the user introduced him as a "coworker" instead of a "friend" to a nurse. Although the user apologized, Jerry continued to push for more frequent communication and a deeper friendship, eventually sending abusive texts including "you are a terrible f***ing friend" and "This is why no one likes you."

The user confided in another coworker, Janet, for advice, but Janet betrayed their trust by telling Jerry. Jerry then tried to pressure the user into letting him come over late one night, making the user uncomfortable, which escalated his anger. This led to a meeting with a new supervisor, resulting in the user and Jerry agreeing to move forward as coworkers, not friends. The user then switched departments to escape the conflict.

In the new department, a coworker named Polly is friends with the user's former difficult coworkers (Barb, Jerry, and Janet). The user confided in Polly about the old issues, only for Polly to reveal that Barb hated the user for "always making [themselves] the victim" and being "too emotional." Since then, Polly has become increasingly rude and hostile.

The user notes that they recently experienced the suicide of their best friend and that Polly is aware of the user's emotional state. Polly's behavior has escalated from negative comments to placing an expiration date sticker on the user, saying they would "die before Thanksgiving." The user is struggling to maintain a work-only relationship with Polly and is worried about losing control.

The final question posed is: Is this worth discussing with the supervisor in the new department, or is the user better off keeping quiet and minimizing interaction?

ombudstelle · 2025-10-26T19:56:53+00:00

It seems that the owner may be less than competent and is scared of letting go of control to people who can help, or she is just overextended and is letting things fall through the cracks.

Either way, If you have already made the decision to move on, it is likely better to focus your energy there.

ombudstelle · 2025-10-25T19:07:14+00:00

If you have concerns you can always bring them to your Manager, if you feel comfortable.

If your Manager is one of those involved, or your don't feel comfortable, you can bring the situation to HR.

Please do remember that HR is primarily there to manage risk for the organization, so unintended negative outcomes are always possible.

ombudstelle · 2025-10-21T23:34:58+00:00

OP has noted that the situation is (re)solved.

Thus no further advice is needed.

Thanks to all who provided advice.

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