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A client shared a recent experience of losing a long-term employee who had given notice after ten years. The client offered the employee a chance to reconsider, suggesting he think it over. However, the employee returned the next day, affirming his decision to leave. The client then referenced the employment agreement that allowed him to reclaim expenses for training and incentives paid over the last two years, indicating he would conduct an accounting for reimbursement. This demand led to a tension-filled parting, underscoring the fallout from the situation.
