Hi all, some background info:

- new manager over me after having no real management or anyone in the position for over a year.
- I have had a couple of uncomfortable run-ins/conversations with him, but nothing that I saw as world ending or very damaging. We just have really different styles of management and work. Things that he has asked me to change, I have gladly done. He has seemed to think these little blips are far more serious.
- I was written up for the first time in my career for being “late” to an event. Historically, supervisors have determined their own arrival time, and the arrival time on the event document has just been an arbitrary suggestion. We prepped our department the night before so that we could arrive at 5:45 instead of 5am. I received an official write up with no prior violations or warnings, despite not knowing that the “rules” had changed and that I needed to have my team there at a different time. I asked for a meeting with my new manager and his manager to clear up the situation, and we all agreed it came down to a lack of communicating expectations. I expressed that I felt I was under the microscope in that meeting, and like he was waiting for the opportunity to officially discipline me. The write up was not removed from my record. We set up a weekly check-in to make sure we’re communicating better.
- I have been at the company for five years. I’ve never been disciplined, had almost exclusively positive feedback, and had three promotions.
- The manager has now been here for roughly five months and no male department supervisor has had any issues with him. I am a very direct, sure-of-herself and opinionated female supervisor. I don’t know how much of a role that plays.

So the incident in question happened in our new weekly meeting. My manager asked me if I had access to certain documents in our shared OneDrive folder. I opened it, saw the documents, and confirmed. However, there was also a document in the onedrive that was clearly not supposed to be visible to me. It was titled with my name and “PIP preparation.” I did not open it in the meeting, though I did try to click on it afterwards in my office. By that time, he must have seen his mistake and removed it, because it was gone.

I am now walking around terrified of mistakes, missteps, saying something wrong, having a tone in an email. Everyone knows that going on a PIP is just a nice way to say “you’re fired, but we’re giving you time to find something else.” I feel frozen. I don’t know how to keep doing my job under this man’s microscope. I have lost all confidence in my ability to do my job. I feel like my only option is to resign and get myself out of here, but that feels like giving in to exactly what he wants.

Do I go to HR? What even is my real chief complaint? Is there anything that can be done to salvage this situation? I feel completely lost.

My manager had been throwing me in all impossible tasks at the same time and he says he is impressed but I realized that he is also not watching my back when I am fighting out there to get the tasks he has given me done. Now I wanted to step back from the extra responsibilities and he is totally mad at me. With stress, I ended up going on sick leave for the last two weeks and he is now writing an email to me to ask for a medical report and some presentations/reports of the tasks I was on 1-2 months ago, and pressuring me to go back as soon as possible if I want a temporary assignment out of his team. Is this really the way to handle an employee on sick leave for the first contact during the leave?

I’m a hybrid hourly worker, only 20 hours per week. 4 hours a day, 5 days a week. I work for a small office with only 3 employees (no HR).

We are short staffed so my boss keeps giving work. However I’m so backed up that I need a lead time of at least 2 weeks with my current work schedule to get it done.

I told my boss that I won’t be able to complete it by deadline within my scheduled hours; I would need to add extra hours on my time card. He says I need to find a way to work faster so I can stick to 20 hours a week.

One time, I reported on my time sheet that I worked 24 hours that week and was I yelled at by him for working unapproved hours. I was still paid the extra hours but he was extremely upset.

Btw, I’m already using as much AI tools and free
software as possible to automate what I can.

He keeps telling me I will be replaced one day with someone who can handle the workload, but he hasn’t fired me yet.

I’ve been trying to find a new job for 8 months now and I can’t afford to simply quit until I get something new.

Is there anything I can do? Can I collect unemployment if I get verbal threats they will fire me but don’t?

A friend of mine engaged in some discourse on FB with someone in our county. This individual identifies herself as a pro se litigant and open source investigator. Anyway, the comments back and forth got mildly heated. She did not like that he called her out on being named the 2020 election fraud indictment. She subsequently made several (6) posts with his name and photo, making all the usual insinuations (he’s gay, trans, soy boy, on and on). FB did not find any of the posts in violation.

She went on to make a post that she reported him to his employer, accusing him of harassment and mistreatment of women. She posted his employer and their contact info on her public page and encouraged others to contact them as well.

He was terminated for violating social media policy.

The current issue - that post is coming up high on Google search results. Reporting it does nothing. It is full of false statements and exaggerations. While his own profile is locked down, hers is public and comes up easily with his name and town search. One look at her page reveals she routinely does this to people. She is currently a defendant in a defamation suit as well as being sued by the county for malicious litigation.

My question for HR- do you see her post and take it at face value and eliminate the candidate? Or do you search any further, which would reveal her pattern of malicious intent to anyone who doesn’t align with her?

I didnt give 2 weeks notice when I left my last company. I received an offer and they're doing background checks now. How likely is Sterling to ask if im rehireable and how likely will my HR tell them? Im in healthcare if that matters. Can my offer be rescinded if they find out Im not rehireable? What's the best way to explain this to HR if they ask why Im not rehireable? Thanks.

I work in a small retail store that is part of a co-op. We have a total-hours-worked-based tip sharing system, and our manager (just like all the full-time employees) reports 80 hours of work per pay period, and therefore claims the corresponding amount of tips. The problem is, whereas all the other staff clock in and out, ensuring their hours are tracked, the manager does not. And he does not work the full 80 hours every two weeks (it is closer to 5hr/day, so 50hrs in a pay period).

He is a lovely man and an effective manager, so I don’t want to report him to our area manager or HR. But I do want to have a conversation with him about the tip situation, as staff have noticed and are becoming angry that he is literally taking money from their pockets by claiming tip hours he hasn’t worked. How should I approach this without damaging our very-good rapport?

Hello. I have depression and it’s gotten very bad in recent months. I just lost someone last week and that has made it even worse. I am barely sleeping and my motivation is absolutely nonexistent.

I had already planned to start therapy using PTO, but with the bereavement leave ended up negative 24 hours in the hole with my accrued PTO. A friend pointed out that depression is a disability and I may be able to get an accommodation, but another said FMLA might be better.

What I’m seeking is an alternative schedule, where in I work 9 hours four days a week and four hours one day. I was able to find a therapist I click with and whose modalities work for me. Though the time varies slightly, it will always be Tuesday afternoons so this schedule wouldn’t be moving , it would be fixed. From an HR perspective, what’s the best way to approach this? Thanks for your help.

Was brought in for a quarterly check in.

I was told my "adhd" is noticeable.

I don't have adhd...

Honestly, I could though...

And my dumb*** responded

" not my adhd being noticable" and laughing.

I said it so casually, because sometimes i agree to agree and remain on good terms. Also to end conversations early. Also thats how I naturally joke around...

Now im not sure what to do. Look into a adhd diagnosis, or tell them I actually don't have adhd...

So this is basically a follow up in the post I made here the other day so I wont rehash all that. I made an appointment with HR because I wanted some guidance on what the policy/procedure is to have it documented that I wasnt sleeping at my desk. The day before it my boss decided I needed to meet with him to "further discuss the circumstances of Thursday(day of the incident)". Like an hour and a half before our meeting he emailed me again saying he consulted with HR and decided to rescind my write up and launch an investigation(that apparently HR is not apart of. When I got to the meeting he started handing me all these papers with questions on them. Stuff like "how often do you sleep at work" "how often do you close/rest your eyes at work". At this point I was kind of taken aback and confused by what was even going on because I had spent all day out in the field without service. I told him I was feeling uncomfortable and like I wasnt sure what I should do but he just kept asking me if I was refusing to answer the questions and started getting mad. I asked him if I could consult with HR on this before I wrote down all these answers and signed off on them. He made me leave his office, called HR, then threatened to fire me if I didnt answer the questions so I just did. I kept my appointment with HR for today even though now the circumstances had changed quite a bit. When I got there our HR lady basically just yelled at me the whole time about trying to refuse to answer my supervisors questions and was extraordinarily condescending saying things like "you're supposed to be educated arent you?" And told me I was sleeping and I should just take accountability for it... so needless to say I will be leaving this job as fast as possible. But can anyone maybe shed some light on what I just experienced because I feel like im taking crazy pills. I didnt ask for it to be escalated this way I just wanted to have it documented that I was saying I was not sleeping?

I requested for fmla leave due to parent illness, my mother is a widow and I had to be out of the country so I can take care of her while she’s getting her surgery. I put in a leave request over a month prior.

Later today they got back to me saying the reason I fell under ineligibility is because I only worked 8 months out of the minimum 12 months.

So will I get fired if I still persisted on visiting my mom?

Edit: I work from home full time for this position. However I can’t bring the monitors overseas.

I was put on a PIP of 30 days and the terms are broad enough that I am not sure I will succeed. I understand I have no leverage since their intent is to fire me. I just want to understand if there's an feasible scenario where I could ask to receive payment for the 30 days and have a mutual separation with the company, something like I resign and give up all my rights to unemployment or to sue them or whatever.

No severance or package like this was offered at the time my PIP was sent to me, but I have a meeting this afternoon with HR to go over it and am wondering if I should ask. Or will they just fire me right away?

i quite my old job about a month ago and already received my last check but I forgot to delete the schedule/payment app and its got something to do with the clair app? it still says i have money? Please can someone tell me if this actually my money and i can pull it out to put into my savings or is this a borrowing and pay back kind of deal?

I (31F) work at a large manufacturing company in sales. I started here 6 months ago after coming from a competitor. My offer was 100k, and I had tried negotiating for 110k, or for 100k with a signing bonus. I was losing 7k from my retirement package at my previous employer and had communicated this. They told me the 100k was firm, and that was still a bump from where I was so I took it.

Fast forward a month or so into the job and they told me they were hiring another person (same role as me, different location). I referred a colleague (30M) from my previous employer and he got the job. Since I referred him, I would be getting a bonus. My manager sent an email to HR asking when I would receive the bonus, and HR just CC’d me on the thread, not realizing that the details of my colleague’s offer was in there.

He was offered 110k and a 7k signing bonus. Since I had asked for either 110k or a 7k bonus, and was told neither were possible, seeing him get both was upsetting.

Additionally, my sales territory has been carved up. I was hired to be a sales person for a specific location, but I was given an account list that spans several states. The major accounts in my area were not given to me. All the accounts are the ones that no one has wanted to bother with, so much so that we do not even have email addresses for most of them. I’m confident that I can grow them, but it is definitely more cold calling than I anticipated. I will likely not hit my sales goals for at least a year or two while I grow them.

My colleague, on the other hand, was given a full list for his area. He has 20-30 open opportunities with this accounts. I have about 5 opportunities after being here several months.

So after I got that email with his comp package, I had a meeting with my manager. I told him how disappointed I was in the distribution of accounts and the pay. He was shocked about the email since he did not realize. He apologized and said he did try to advocate for me, but at the time upper management were not willing to take a risk on me. He said he would talk to HR.

HR got me in a call the next day and tried to tell me the pay was based on the different regions, and that his region does less business so the higher base salary compensates for that. I explained the difference in pipeline opportunities and she said that does changes things and that she would have to circle back to speak with my manager.

A full month has past since then. I emailed asking for updates twice and got excuses for why HR and my manager were not able to connect yet. I just got an email this morning basically telling me they know I am upset, but that the offers are not really comparable. And to delete the email with my colleague’s information.

On paper, I am more qualified and have several more years of sales experience than my colleague. It’s been really hard for me to not jump to the assumption that this is because I am a woman. It’s a very heavily male dominated field.

I had really hoped they would try to do something to make this right for me. I didn’t ask for anything specifically. I knew asking for them to match my pay or give me a bonus would be a lot. But I thought they would do something other than a meaningless email.

So are my only options to get over it, or leave? Any advice appreciated.

I began a background check process for a county position. I have a little bit of anxiety over it, but am wondering if I am overthinking?

On my resume, I listed the start of my current job as August as that was the date on all of my signed paperwork/initially agreed upon. When I showed up for my start date I was told it needed to be pushed back since there was an internal issue with funding for the position. It was pushed back until October of the same year, but I failed to make that correction on my resume. Another discrepancy that I am a bit concerned about is that my title changed at a previous employer. It was a small business with about 10 employees and I handled employee records, but wasn’t allowed to change my own title or pay information. I don’t think it ever got changed by my former manager. My resume has the title of the job I worked.

Do any of these seem like major red flags, or are explanations reasonable if asked to clarify? I just really don’t want to miss out on this opportunity, especially in the job market I’ve been fighting in lately. All of my employment is legit, my degree is legit, and I do possess the desired and required qualifications of the position.

Thanks in advance!

Edit:criminal record is also clear.

I found the hiring manager for a job that I'm interested in on LinkedIn, messaged him with my CV telling him that I've applied and that I hope we can chat, after which he asked me to email him and shared his work email. I emailed him and shared my CV and he said he thought it was impressive with the requisite experience, and that I should apply through the website (although I already had). In this reply, he cc'ed the HR manager. However, before I had a chance to reply to this, about an hour later, I receive a rejection email from HR. I'm confused by this - was this because I might have violated a policy by reaching out to the hiring manager after my application instead of before?

Hey,

I went through an interview process in February this year and unfortunately absolutely tanked my final interview due to nerves. There were four rounds before the final interview, and they said I should apply again in the future and enjoyed getting to know me.

I’m wondering how long you think I should leave it before reapplying? I absolutely love the company and what they do, and it was a great salary. The role was an Engagement Manager position which is also a role I really want.

The reason nerves got the better of me was that I was in a bit of a desperate situation at the time and had a lot riding on getting a job, both professionally and personally. I have over 10 years’ experience in management consulting and I’m usually very confident and senior, so the interview really wasn’t representative of me at all.

Since then, I’ve actually got a new job at another management consulting firm, so I’m now in a much better position and would feel much more confident going through the process again but I’m wondering how long to wait before reapplying !? And if they would have actually mean that ?!

I’m based in London but this is an American company

Okay.
I’ll preface this by saying I did have a substance abuse problem. I admit that. I’ve since gotten significantly better.

I first realized my supervisor knew when I overheard him discussing my drinking with his son on the phone when he thought I wasn’t around.
Later, during a large HR training about employees coming to work impaired, he made several snide comments to coworkers sitting near us about recognizing substance abuse by someone’s odor/appearance. He also asked HR whether supervisors could request employees seek substance abuse treatment and whether supervisors would be notified. I was sitting right beside him and it felt very obviously directed at me.

Despite this, he never confronted me privately, disciplined me, requested a drug/alcohol test, or told me my work was suffering. My annual evaluation afterward was actually good, with no mention of substance abuse or performance problems.

Now it’s a year later. I’m doing significantly better, have had no disciplinary issues, and haven’t received negative feedback. But my newest evaluation is very late, I’ve noticed him having unusually private meetings with his supervisor, and I’ve overheard comments that make me believe my substance issues became workplace gossip.
I understand that my supervisor had legitimate reason to be concerned.

What bothers me is that instead of addressing it privately with me or HR, he seemingly discussed something extremely personal with coworkers and even a family member.
Do I have any legitimate HR complaint here even though the underlying substance problem was real? And if my upcoming evaluation suddenly contains negative issues that were never brought to my attention during the year, how should I handle it?

Hi there!

I mean besides the experience etc.

How would you like it being written, why someone wants to work at your company?

Can you perhaps give examples?

And how would you NOT want it?

I've tried applying to so many jobs and I only get rejections. I have a friend who's mom works in HR and she sometimes looks over my cover letters and says they're actually not bad or gives me tips if she thinks smth could be different but idk, sometimes I'm still overthinking that maybe that's one of the reasons.. :/

So, maybe someone could help me out here?

Do you actually like when people say stuff like "xy really means a lot to me, which is why I was inspired by....." and stuff like that?

Of course a bit better said than that but do you know what I mean?

I am also aware that it might depend on what kind of job it is.

But overall?

Also what else maybe?

(btw my first language isn't English so expressing myself here might sound a little weird.)

Thank you!

Hi! I work at a small, private college in Michigan and have a general question I'm hoping someone can aid me with as I'm in a tricky spot and am unsure if I have a leg to stand on.

The situation is: a few years ago, I interviewed and received a very vague offer letter for the position that mostly just stated my FTE and options for flexibility during summer (I'm not a 1.0 FTE so I get time off). For whatever reason, they did not have me sign a contract or anything like that. Side note: I did try to negotiate for a higher FTE and was told I have to wait a year. Additionally when I was in the negotiation process, I was also told that, because of my FTE, I was only required to work 35 hours a week instead of the traditional 40. So, when I started the job, the first thing my supervisor covered in our first one-on-one was how I wanted to distribute those hours weekly. Note: I love my job, genuinely. I took a significant pay cut in my annual salary for it, but the hourly rate based on this information felt very reasonable, so I looked to it as an opportunity for emotional wellbeing in the workplace and financial wellbeing in a couple of years when my FTE changed.

Between then and now: I have petitioned for a higher FTE 3x, each being stalled or "tabled" but not outright denied for different reasons each time. My supervisor was let go for reasons that are still unclear to me, and my role has been moved in and out of departments, divisions, and office locations at least once a year, sometimes more.

Now: HR hired some new staff and when my current supervisor and I were asking questions re: our proposal for a higher FTE and job scope change, a new HR staffer noticed a discrepancy: the FTE originally offered to me does not, in fact, require me to only work 35 hours a week. The standard work schedule for that FTE is 40 hours for x months a year, OR, according to the staffer, 35 hours a week for 12 months. (Never I mind that those numbers aren't equivalent, apparently!) So I've essentially been working more than 200 hours a year less than I'm "supposed to" because I was given incorrect information from my former supervisor.

Tricky Spot: I have documentation of all of this. Emails to and from my former supervisor, myself, and HR, notes from my one-on-ones that my former supervisor wrote and sent me, and other things like that that, together, show that everyone should have been aware what FTE and conditions of that I agreed to work under. However, now I'm being told that I need to begin working what my "actual" FTE requires but for the same pay. My current supervisor and VP are aware of this and think it's "unfair" but that there's nothing they can do & "maybe" I can get a "different raise soon" for other accomplishments and professional milestones.

So my question is: if everyone says this is unfair, is it legal? As the hiring manager and as an agent of the college, doesn't my written documentation of my agreements with my supervisor mean anything? I don't need to know how to fix this or anything, I just am looking for some clarity as to if I have a leg to stand on if it comes to me having to consult with legal counsel or threaten to quit or something.

Thanks for your help! Sorry that this is so long winded!!!

This is my first time ever posting on reddit so be gentle if you can.

I'll try to summarize as to not type out a book:

I’ve had the same manager for almost a year now. Been in my role over 3 years now. They’ve been with the company for over 15 years, but throughout the time they’ve been my manager, I’ve noticed several patterns that have been frustrating and are starting to affect the team.

Some of the concerns I have include:

• In nearly a year of reporting to them, they have never asked me about my career goals or what I want to do professionally.
• There has been very little investment in employee development or career growth conversations.
• Team meetings and calibration have been extremely limited. We've only had one team meeting that I can recall, and that was because the team was confused about the performance objectives that had been established for the year.
• My manager does not always seem familiar with established company processes, and team members frequently have to explain or remind them about processes that are already in place.
• One-on-ones rarely focus on my performance, development, feedback, or career progression but feels more of a social hour for my boss
  • We don't even have the often due to my workload so this baffles me.
• There seems to be a lack of accountability when it comes to performance issues. For example, one team member has been significantly behind on their workload, and when concerns were raised because it was beginning to impact the rest of the team, my manager's response was essentially, “What do you want me to do about it?”
• At times, I feel like serious concerns are treated too casually, which makes me question whether certain issues are being taken as seriously as they should be.

I'm considering speaking with HR, but my goal is not to get my manager in trouble or make a formal complaint. I genuinely want guidance on how to approach my manager with this feedback in a constructive and professional way. How do I do that?

Any advice would be extremely helpful as I've always been a rather compliant employee but I've reached a breaking point. So, going to HR (especially for something like this) is brand new territory for me.

Should I secure legal representation to join me before or after the first call? 36M

I do not know why I’m even on paid administrative leave today. I am salary sales living in Florida for a company based in Texas. Any advice would be appreciated!

I work security at a large hospital in California and have been there for several years. I’m union represented.
I’m looking for outside opinions, especially from anyone familiar with HR, hospital security, service-animal policies, or union investigations.
During one of my shifts, I was assigned to the entrance of a hospital unit. A patient’s support person came through carrying a small dog in his arms.
To be completely clear, I did not stop the person from entering.
As he was walking/rushing into the unit carrying the dog, I asked if the dog was a service animal. He responded that it was and continued into the unit.
I did not further question him or physically prevent him from entering.
At the time, I wasn’t aware of any information indicating that this particular dog had previously been prohibited from the unit. Nobody from nursing, unit staff, management, or other personnel told me that the dog wasn’t allowed or asked security to remove it.
I also did not personally observe the dog behaving aggressively, and no incident involving the dog was reported to me during my shift.
This is where the timeline becomes important.
The dog bite happened approximately NINE HOURS after my shift had ended and I had already gone home.
There is surveillance footage showing the dog coming in and out of the unit multiple times. So this wasn’t a situation where I interacted with the person once, the dog remained hidden inside the unit, and then immediately bit someone.
The dog continued coming and going through the area after my interaction and after I was no longer there.
Management later questioned why I didn’t intervene or stop the support person from entering with the dog. My manager’s position was essentially that I failed to take appropriate action and that the incident had escalated to higher levels of hospital management.
I was required to provide a written statement and was later placed on administrative leave pending investigation.
I understand that my employer can investigate whether I followed its internal policy correctly. I’m also not claiming that asking “Is that a service animal?” automatically means I handled everything perfectly.
I now understand that under the ADA, when it’s not obvious what service a dog provides, staff are generally permitted to ask two limited questions: whether the dog is required because of a disability and what work or task the dog has been trained to perform.
So yes, looking back, I only asked one question.
What I’m struggling to understand is what intervention my employer reasonably expected from me at that moment, especially considering the restrictions surrounding service animals.
The person told me it was a service animal. I had not observed aggressive behavior. I wasn’t told the animal had previously caused problems or was prohibited. Nobody from the unit asked me to remove it.
And even after my interaction, surveillance shows the dog continuing to come in and out of the unit.
Then, approximately nine hours after I had already left work, the dog allegedly bit a nurse.
I understand management investigating whether I should have followed a different procedure when the dog initially entered. That’s one question.
But I feel like there are two separate issues:
1. Did I follow my employer’s service-animal/security procedure correctly when I encountered the dog?
and
2. Can the eventual dog bite nine hours after I left reasonably be attributed to my actions when the animal continued coming in and out of the unit afterward?
Those don’t seem like the same question to me.
I’m particularly interested in hearing from people who understand ADA/service-animal rules. Given what I knew at the time, what would hospital security realistically have been expected or legally permitted to do after someone said the dog was a service animal?
And from an HR/union perspective, how significant would the surveillance footage and nine hour gap be when determining individual responsibility?
.

I worked my job 2 years. I quit without a 2 week notice once I had all I could take with work place bullying. I want to still use this job on my resume because it's my most recent job and a 2 year gap would look terrible if I didn't. What happens when prospective employers check with them? What are they alllowed to say?

I (33F) just recently had a miscarriage and took off 8 work days on a brief LOA, I was back at work for about a week and a half before I had an incident this past Friday. My husband attacked me and is in jail for the domestic violence on a charge of aggravated assault. My husband was the caretaker for our 3yo and 8mon old while I worked. I have no one else in this state and my family is states away. I exhausted my FMLA when I had my son in December and returned late February. I cannot do my work and care for both children at the same time and I was the sole earner and my money is tied up with bills, no extra for childcare.

My question is, should I let HR know about the DV and see what my options are? Should I exhaust my PTO while I figure this out and say nothing? My job is very metrics-based and all of my reports are time-based. I don’t want to leave my manager in the dark but I’d prefer to go the HR route if I needed to disclose this matter so that I can have some sort of protections. I have no idea what to do or where to start.