conversation: User (dypeterc): "Not me but someone I know. Wanted to get your take.\n\nShe works at a hospital as a nurse. She’s planning on moving out west soon (3-4 months) but it’s hinging on acquiring another position and sell her house before leaving. \n\nShe informed her manager that she is intending to move in a few months and as a courtesy (since she heads up a specialty service) let her know. She has worked at same hospital for over 10 yrs. Manager has since posted her position and she is being left off of emails (performance review). She has also been recently denied continuing education approval as well. Basically she’s being given the cold shoulder and treated like she’s already left. \n\nDid she do the right thing by informing her supervisor so early? And what can she do about this negativity?"
  Self: "There's no reason to expect that a company is going to invest in an employee that is going to leave soon.  I'm guessing the continuing education is of the paid for or partially paid for type by the employer?  Perhaps paid time off or something to do this?  Why would an employer pay to further someone's education when they will not benefit from it?  If they are anything like the hospitals around here, they are short staffed and simply can't wait until the person leaves before spending would could be weeks/months to find and train a replacement.\n\nShe shouldn't have said a word until she had another job lined up, was ready to move, and was ready to give her 2 weeks courtesy notice.  Not personal, it's business."
  