Millions of Americans quit their jobs during the great resignation, and now some companies are billing former workers for training they got on the job.

Government agencies have received several complaints about it, and the Consumer Financial Protection Bureau is looking into it.

Legal experts say a bill like this can make sense if a company paid for you to get a certain license or the training was something you needed to qualify for other jobs. But it can be questionable beyond that.

“And if an employer is imposing on an employee, an obligation to undergo training that's really of no use to them anywhere else and expecting them to pay, then there are questions about transparency and the obligation,” said Laura Lawless, an attorney at Squire Patton Boggs.

One woman told Reuters a salon charged her $1,900 after she quit even though she was experienced and had all her licensing when she was hired.

She also argues that the training she got was poor quality and specific to the shop. Government action in cases like this could have a big impact on the job market.

“I think we should expect to see an overall government enforcement from a variety of different agencies on unfair labor practices,” Lawless said. “This continues a trend on the consumer side of things that we saw started when the Federal Trade Commission was looking into the gig economy and potential abuses of workers.”

“I think there's also going to be more information provided to employees, especially if they're in connection with unions, or you need organizing efforts to file complaints,” Lawless added.

The strong jobs recovery has prompted a lot of workers to part ways with their employers — in many cases, to pursue jobs offering more flexibility or better pay.

In June, nearly 4 million workers quit their jobs, according to the latest Job Openings and Labor Turnover survey from the Bureau of Labor Statistics.

But when it comes to leaving your job, there should be more to it than walking into your boss' office and yelling: 'I quit!' (No matter how tempting that might be.)

How you leave your current job can affect your career down the road and you don't want to burn any bridges. Here's how to do it right:

Tell your boss first

You might be excited to share the news of your new role with your work friends, but your boss should be the first person to hear about your exit.

"It is a courtesy," said Marianne Ruggiero, founder and president of Optima Careers. "They are the people who likely made the decision to hire you and you want them to have a chance to understand and get information and make a plan."

If possible, have this conversation in person or, if you're working remotely, on a video meeting.

When having the conversation, Ruggiero recommends getting straight to the point by saying something like: "I want to let you know that I've decided to take a new position and am resigning from my position effective [provide date]."

If the boss seems surprised by the news, Ruggiero suggested following up by saying something along the lines of: "I'm very grateful for all that you've done for me and I hope you understand that I'm doing this to advance my career. It will be an opportunity to further my skills or leverage my skills or learn more about..."

Alison Sullivan, career trends expert at Glassdoor, suggested discussing with your boss about how best to inform your colleagues.

"Think about how you are going to communicate with your team and boss and what you are going to say about the reasons you're leaving," she said. "Make sure to be clear and be supportive in helping the transition process."

Give some notice (if you can)

Giving at least two weeks' notice of your departure has become a generally accepted norm.

The heads up helps managers figure out things like how to shift your workload, get up-to-date on the status of assignments and inform clients.

While it's not necessarily a requirement to give that much notice, departing abruptly could have negative consequences, including leaving a poor impression and having co-workers wondering what happened.

"If you have some sort of agreement that has a different notice period then you should follow that because you could lose out on other benefits that you might be entitled to," said Davida Perry, managing partner of Schwartz Perry & Heller in New York City.

You should also be prepared to be asked to leave the day you give notice — especially if you are going to a competitor.

"Most people know before they've resigned what the general convention is in that particular environment," said Ruggiero.

The resignation letter

If you're asked for a resignation letter, Perry advised keeping it short: thank your employer for the opportunity and state when your last day of work will be.

However, if you're leaving over a possible legal claim, such as an allegation of workplace safety violations, Perry advised speaking to an attorney before submitting a resignation letter. Anything in writing could be used against you later.

"If there is some illegal activity going on... you're definitely going to want to push back or write a letter identifying the fact that you are not voluntarily resigning."

Help with the transition

When delivering the news of your departure, have a plan to help your boss with the transition after you leave.

Career coach Hallie Crawford suggested being ready with a status update on all your projects and assignments, and offering up suggestions about which colleagues might take them over.

"Be proactive and have a transition plan. It will help smooth things over and make it easier on everybody. But make sure what you are promising you can do is realistic," said Crawford.

Stay positive

Try to remain cordial and productive with your colleagues during your remaining time. You never know when your paths might cross again.

"These are the people who are going to be your next reference," said Ruggiero, adding that you should also identify who you'd like to try to keep in your network as you move forward in your career.

Reach out to any sponsors and colleagues you wish to carry on relationships with and ask them to have coffee or lunch with you before your departure.

"Pick a handful of people you'd like to stay connected with and let them know that," said Crawford. "You want to close your professional relationship out with people properly, just as if you are onboarding, you want to offboard correctly as well."

Don't waver

Even though you might have spent hours deliberating about moving, your boss might still try to make an offer to keep you on board.

If you've already concluded you are leaving and have accepted another offer, Crawford advised being direct.

"You need to stick to your 'no.'" She recommended saying something like: Thank you so much for the offer. I really appreciate it, but I've really made up my mind.

"Keep it short and sweet. If you start to say more, you might be leaving the door open," Crawford said.

CHICAGO — If you're stressing about having to return back to the office, you’re not alone.

Recent studies show a large percentage of people don’t want to return to the office full time.

"I've got two young kids and pets, and I'm able to kind of take more time with them in the morning,” said Stephanie Bossmeyer, a human resources director who has been working from home the past year. "I can't believe the amount of time that I spent going to and from work."

Bossmeyer is fortunate. Her company is not pressuring employees to return to the workplace in the near future.

“It's been pretty successful, to be honest, and I think a lot of people feel that way,” said Bossmeyer.

As more people get vaccinated, the prospect of life returning to normal is exciting. While some employers are starting to consider having staff move back into the office, it’s something many teleworkers may be dreading.

“Any belief that we're returning back to normal is probably misplaced,” said Shelly Rauvola, an associate professor of organizational psychology at DePaul University in Chicago.

Rauvola specializes in health and well-being in the workplace.

“I think there's the argument to be made that individuals might be more productive in a place where they're really comfortable," explained Rauvola. "They might be more productive if they get to work different work hours."

Whether it’s the stress and cost of commuting or the loss of flexibility, more Americans are finding their stride in working from home.

“I often feel more productive,” said Bossmeyer. “Sometimes, I think you forget to kind of log out and kind of go home. But I do appreciate the flexibility.”

Late last year, more than half of the workers surveyed said they would want to work from home even after the coronavirus outbreak ended. Now, that number has grown.

A recent Harvard Business School survey of remote workers found 81% of workers prefer a hybrid schedule post-pandemic or not going back at all. Just 18% said they would want to go back to the office full time. Meanwhile, worried about company culture, some 70% of employers say they want people back in the workplace.

What the ideal post-pandemic work-life will look like is still uncertain, but experts agree flexibility may be the key.

“I think that there should be a push to try to adapt work to fit the worker because ultimately, that's what's going to make for sustainable employability,” said Rauvola. "That's what's going to make for a happier, healthier, and more productive society.”

CINCINNATI —

Can your employer require you to get the COVID-19 vaccine?

An attorney WLWT talked with said yes.

Cleveland-Cliffs, Inc., which acquired AK Steel, said it expects employees to do so but it isn't mandating it.

Still, some employees told us they feel they have no choice.

This is a tough debate likely to happen in many workplaces.

An employee from Cleveland-Cliffs said he doesn't feel there's any option when it comes to the vaccine.

Some worry they could be fired for not getting the vaccine.

An attorney told us there are several things to consider on both sides.

"Employers are facing this issue on a daily basis. We've been asked about it a lot," Attorney Jade Robinson said.

For some of us, returning to work may take more than a keycard.

We went to Robinson, with Faruki PLL, to find out if your boss can require a COVID-19 vaccine.

"Yes. Employers can require their employees to be vaccinated. Specifically, private employers, so that differs if you work for the state of Ohio," she said.

An employee with Cleveland-Cliffs sent us a memo from April.

The memo, which was confirmed by a spokeswoman, said that those not vaccinated, "will not be allowed back in the office" and that, "it is my expectation that you are vaccinated and you will be back with us."

The employee said they feared no shot means no job.

"I would say, I, personally, I agree with the employee that it reads like a mandate to me," Robinson said.

A Cleveland-Cliffs spokeswoman told us vaccination is not mandated.

"This internal communication speaks for itself and, as you can read from the message, there is nothing there that could be even remotely construed as a threat of firing people that are not vaccinated. That being said, for everyone's safety across the company, all Cleveland-Cliffs' employees are expected to get vaccinated," Corporate Communications Director Patricia Persico said.

Robinson said there are exceptions for those with disabilities or sincerely-held religious beliefs.

This content is imported from Twitter.
You may be able to find the same content in another format, or you may be able to find more information, at their web site.

She told WLWT accommodations can also be made for employees who choose not to be vaccinated.

Those include wearing a mask, social distancing and possibly working in a different area, although vaccinated employees would not have to do so.

She also said your workplace can ask for proof but it isn't entitled to other information, including additional medical information.

Robinson added that even without full approval, your employer can require the shot.

"The EEOC has stated that they don't view a difference right now in the emergency approval," she said.

Still, she said companies need to be fair to each person and their specific situation.

"It is definitely a hot topic right now and I think it's only going to develop further," Robinson said.

Robinson said employers should strongly recommend the vaccine instead of mandating it.

She also said employers should consult legal counsel before they implement anything because it is all truly a case-by-case situation.

For employees, she said they would need something to happen to them in order to seek legal action.

Robinson also wrote an article about this topic for the Ohio Bar Association and you can read that here.