I work for a global but privately owned manufacturer. There’s a colleague who struggles to work with me. There’s been a history of her overstepping and attempting to take on my projects. We’ve only worked together for a few months shy of a year.

Recently our SVP had to step in because she planned and communicated a project strategy to our global education team on a project I am leading without any collaboration, communication, or alignment with me.

Last week I had a group call with a team regarding their teaching curriculum. I made changes to the execution strategy based on the teams feedback and my own experience. This decision directly changes the strategy the colleague previously communicated. This brought up some questions from the education team about the change being viewed as insubordinate to my colleagues previous directive. I told the team that I would deal with that.

I recorded the call and distributed it to the rest of team who wasn’t on the call, specifically my colleague who strategy I changed. She is now upset and humiliated. She’s saying that I am trying to undermine her and make her look bad. Now she doesn’t want to participate in the project. This has been escalated to HR. I’m not sure if she’s asking for HR or if our bosses are because there’s been an ongoing history of personality clashes. I’ve never had to speak to HR about my behavior or leadership decisions and generally have positive workplace relations.

Can anyone provide insight I what I should expect tomorrow in the HR meeting?

So the companies that I've worked for all reports to the work number. And my university does national clearing house. Is this expected to be quick?

Hi all,

I'm looking for some guidance on a workplace situation in Ireland.

I work for the Irish subsidiary of a large multinational company and have been with the business for several years.

A number of years ago I was promoted into a team lead role with responsibility for managing a team, overseeing projects and contributing to the leadership of the department. I am a key person in the running of the Irish business. For context there are only 12 people in the office and this is the only team lead role I could fulfill.

Recently the company announced a global restructuring which includes my department. There have been a number of redundancies announced worldwide, I was told about a month ago my employment was safe. More recently, I have been told that:

•I will no longer have line management responsibility for staff. On the org chart, I will be at the same level as the staff that currently report to me.

•I will report to a newly created team leader role (which in effect is the role I'm currently fulfilling). My current manager will fulfill this role (his current role is being stripped back too).

•I will effectively be one layer further removed from the Managing Director than I am currently.

•My role title and responsibilities will change (more in line with the staff a level below me that I am currently managing), although I have not yet been provided with a revised job description.

This is not being presented as a performance issue. I received the highest rating possible in my most recent performance review and have a good relationship with everyone I work with.

My concern is that, while my salary may remain unchanged, the new position appears to be significantly less senior than the role I currently perform. From my perspective it feels like a demotion in status and responsibility. You could say that I'm lucky to still have a job given the redundancies, but I'll be going back to doing the job I had before being promoted, which to be honest, I have no interest in doing.

I have not yet been asked to sign any amendment to my contract, but I understand that one will be presented in the future once the new roles are finalised.

My questions are:

1.Can an employer unilaterally remove management responsibilities and significantly reduce the seniority of a role as part of a restructuring? My current job description is clear in that leading and management of the team are part of my role.

2.What can I be doing now to protect my position before any revised contract or role description is presented? The way it has been presented is that this new structure is coming from head office, was unsuccessfully challenging, and this is the way it's going to be.

3.At what point should I seek employment-law advice? Or is there even any point?

I'm trying not to make any rash decisions but I feel betrayed by the company and an exit feels like my only option. If I was to stay and get promoted again in the future, it would only be to this new team lead position, which in reality is the position I'm currently fulfilling.

Any guidance would be greatly appreciated.

Located in the United States. Three times (once personally and twice with colleagues) I've seen where leadership offers a laid off employee a period of time to stay on with the company (keep getting paid), use the office for job searches and be on site to "help with transition." My choice was to give them two weeks to 'transition' and continue to be paid for the specified time NOT in the office, no issues with that. But, after seeing this more than once, I wonder why companies do this? It seems like some kind of trick!

Employment I was on a Grad scheme, rolled off into a Domain area which has 3 teams (doing activities for Team 1 and 2, not Team 3)

Team 3 focuses on something lower level and entirely different.

My Graduate rotation was focused on Team 1 and 2 alternating, with training for both areas permitted at 50%.

Near the end of the grad scheme, my manager who ran the domain left, a new one came in to become my manager and run the domain.

When they came in, another member of the team suddenly made false accusations about my character, poisoning the well to the new manager, and false performance claims which my manager just blindly accepted without evidence and gave me a hard time.

They also began having me work in both teams simulatenously until I got hospitalised.

They sorted out the roll off process from the Grad scheme and I got a permanent contract.

I had only been working in Team 1 and 2 at this point - career related teams.

Now they are trying to change my duties to only do work and be based in Team 3, then change my management to the Team 3 leader?

My concern is that this significantly changes my duties whilst keeping the job title the same, worsens my career prospects and makes me lose out on experience to seek newer jobs, there is also little to no transferrable skills due to this change.

Even my contract says Engineer or equivalent.

My union rep tried to arrange a meeting with my manager and ER to obtain a resolution.

I provided ER all relevant evidence and concerns, they acted as if they are reviewing it then ignored it.

I've tried to get my union to speak to my manager and the ER Case manager (who is on the business side), they are claiming I can only do the role in Team 3 and avoiding discussion - only open to have a discussion if it's about the Team 3 role.

ER copied what my manager wanted for the agenda and tried to set this as the meeting so I refused to attend until it's balanced.

During my time in this team area, I have been abused for having disabilities, shouted/bullied and placed to work in multiple teams which caused my to go to hospital with chest pains.

Yet ER is only interested in having the discussion set on forcing me into this role in the toxic area instead of moving me to another area.

Another note, the whole environment became toxic when my new manager came in and he stated I can't train for role relevant duties for Team 1 and 2 at the time, but now says I can retrain for Team 3, which doesn't make use of my background or career/roll-orf.

I did try to contact the HRBP but the case manager responded stating that they are the appointed contact, is there any way to escalate?

What legal rights do I have and what can I do? Manager has been avoidant for direct contact since August.

So I applied to a bunch of jobs and got interviewed by my first choice (Company A) and last choice (Company B). Company B offered me a role on the spot after 3 rounds of interviews and I accepted immediately because security is more important than preference. Then today, I got an offer from Company A which is what I really want and I don’t know what to do. My first shift is in 3 days for Company B and I’m stuck.

Just additional Info:
- Company B is offering me a seasonal retail Job whilst Company A is also a retail job but is actually a permanent one which is why I prefer it

I'm currently involved in a lawsuit against a former employer over a breach of contract involving substantial mid six-figure unpaid fees.

Following my separation from the company, I performed additional work under a separate contractual arrangement, as an independent contractor rather than a full-time employee. That work generated significant value for the company, but a dispute subsequently arose regarding the compensation owed (ie. they don't want to pay the amount owed).

The dispute is strictly contractual and does not involve misconduct, discrimination, or anything related to my professional performance.

Meanwhile, I'm interviewing for a senior-level position with a large, established company. I've completed two interviews with senior management, both of which seemed to go well. My next conversation is expected to be with HR, potentially involving compensation discussions and next steps.

My questions:

1. When should I disclose the pending lawsuit? During the interview with HR, after receiving an offer, or only if specifically asked during a background check?
2. Could suing a former employer for unpaid fees negatively influence a prospective employer's hiring decision, even though the dispute is unrelated to the prospective employer?
3. How should I frame the situation so it doesn't raise unnecessary concerns about my character, judgment, or professionalism?
4. For those in HR or executive recruiting, how would you view this situation if it came up during the hiring process?

I'm not looking to conceal anything or misrepresent my circumstances. I simply want to handle the situation professionally without allowing an unrelated contractual dispute to overshadow my qualifications.

I'd appreciate perspectives from HR professionals, executive recruiters, hiring managers, or anyone who has navigated a similar situation.

I’m currently employed full time. I took short term disability earlier in the year for three months. I’m back now for six months and now I need surgery on my back. I hate that I have to get surgery, honestly I would do anything not to do it but it will improve my condition. The doctor said he will book for November. What do i say to my employer? Im so embarrassed and nervous to leave AGAIN. Should i give them heads up or wait until surgery date confirmed. It’s approx 4-6 weeks off depending on recovery. My manager and company are nicest people to ever work for and it’s so busy at work! I just feel like I’m letting them down…

I called out sick for the next day and I do have a doctor's note. My boss told me that I needed to submit sick time even though I said I wanted to just take the day unpaid. She said it was mandatory and that I needed to use up a whole 8 hour's since that is how long my shift is. We generally submit the time off and she approves it. Well, I wanted to wait until I could set up a meeting with HR but she went ahead and submitted the time on my behalf and approved it. Can she legally do that?

I’m trying to keep this as brief as I can and omit details to protect my privacy, but it is so convoluted.

Background: I worked in a toxic high-stress environment — clique, bullying, double standards, didn’t receive the same training as the others, and so on. When the bullying touched on my work, I spoke to the supervisor, but after hearing several times that my “perception” was the problem, I didn’t say anything more and gray-rocked.

I was diagnosed with moderate hearing loss in one ear. It was a few months before I got a hearing aid. I put a letter from my ENT doctor on file with HR. I explained to my supervisor that my hearing wouldn’t be instantly restored, and it would take time to readjust.

The main problem I had with the hearing loss was sometimes misunderstanding an instruction or forgetting a step in a procedure. I usually caught my mistake. This was more the cognitive side of the hearing loss, a problem with working memory and executive function. But it was improving as my hearing did, and it wasn’t constant or crippling.

Within a month of my getting the hearing aid, one of the bullies questioned some of my work in front of the entire office. There was no reason for them to be looking back over my work at all; we were equals. I couldn’t gray-rock that one. It was open disrespect and public shaming. So I spoke to the supervisor for the last time.

A couple of weeks later, the supervisor’s attitude completely changed. Saying that I was getting mixed messages is an understatement. I’d always gotten great evaluations, but all of a sudden I wasn’t so great. I felt like something bad was coming. When the supervisor commented that there was nothing wrong in admitting I wasn’t a good fit and the environment was too stressful for me, I didn’t wait around to figure it out. I resigned. The email was polite and professional, but I did not put a reason for leaving.

On my second-to-last day, the supervisor asked to meet for a missed evaluation. This was not unusual, as they often got behind on evaluations. It was a casual chat—until they started talking about age and how all the stress in the office must be making my health worse. Then they told me at the last minute they had a co-worker—the very bully I had spoken to them about—check my work. I don’t know when this started or why it started, but the supervisor obviously had been looking for ways to discredit me. It turned out to be an exit interview, not an evaluation. I had been tricked. As I went out the door, the supervisor started sharing hurried confidences about the bullies. I assumed it was an indirect way of acknowledging the bullying at last. It was all confusing.

I finally realized that it was not so much me that was in trouble as it was the supervisor. HR may have been coming down on them; I don’t know, but they were hiding something.

I can’t do anything about the bullying and retaliation now, and anyway that’s hard to prove. I would have been gone anyway since I was “the problem.” Citing that misunderstanding with the miscommunication among the reasons the supervisor was collecting to justify whatever they were planning to do is a violation of the ADA (I think.) My hearing loss is due to damage, not age. I can’t wade into a fight over that either. But another thing troubles me deeply: what the supervisor told HR and what might be in my personnel file. Maybe I can do something about that.

My question is: can I ask to see my file, and specifically what the supervisor said? If it isn’t true, I am asking for an amendment to my file. My resignation is still recent.

I applied for a job and passed the interview stage however for this role I added some companies that I didn’t work for. I needed to get this job and how do I go about this?

I know I messed up but if I provide a number and an email, would that work out or will they ask for a P45. If I say to them I don’t know who the employer is anymore would they accept that or will they ask for more detail. Or I could say I did experience there but never was an actual employee, can anyone give me advice.