What do we need to know that isn’t spelled out on MyHR, in order to keep full bonus, vested RSUs?
2 replies (most recent on top)
You have to be actively employed on the day bonus is paid meaning don't give notice before or on that date (to be safe). Let the check hit your account and then after the official pay date you're good.
You receive anything vested, accrued vacation is paid out, same with the ESPP - unvested grants are only immediately vested/paid out if you meet the "retirement" guidelines (age 55+ and have been with the firm for 10 years). Pretty certain you keep health benefits for the remainder of the month in which you quit (but confirm) - that's why you see a lot of folks quit at the beginning of the month. No, you don't get sick time paid out and if you are eligible for sabbatical, that won't get paid out either - I know, you earned it - it su-ks. IMO it should just be tacked on as extra PTO.
As far as notice is concerned, that's really up to you. IMO there is no requirement or even slight obligation/courtesy to provide the "2 weeks." However, I really respect my immediate colleagues and we have a terrific working relationship and I would either make sure everything is documented as to what needs to be done that couldn't be done before I left, anything useful to my colleagues put into a shared drive/Teams folder, all my personal stuff I send to myself (avoid attachments to emails and NPI and put in something innocuous in subject line like things to do or something), and then quit no notice (or do the 2 weeks and do the above in those 2 weeks).
Personally, I prefer the former as it is cleaner, you're not leaving anyone (anyone you respect that you don't want to get thrown under a bus) in a lurch not knowing where anything is at, etc. But that's me and my situation (whole different matter if my fellow colleagues and manager were all toxic - though the latter is starting to slide in that direction and I do hope he course-corrects). And that is still 1000% more courtesy than would be extended to me if I were laid off/fired - oh he-l, it's 1000% more courtesy than I receive now as an "active" employee. So again, everyone's situation is different.
It's all spelled out in the various policies...but for the bonus you have to be employed the day it is paid. Not sure on RSUs because I don't have any of those.