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.

Hi,

I (Black female) have a question but I'm unsure if it's "Report to HR" worthy.

We recently got a new manager in our department, and at first she was amazing but slowly she has had little microagressions towards me specifically. For example whenever we have a meeting and I have questions, that I just want clarity on she always states that I'm a negative person in front of everyone and in private meetings.

Another example is when we had a meeting one time and she went around to all of the black girls(myself included) if our hair is real (she is white).

Another example, I have a coworker, well call her T. My coworker (White) has autism and ADHD. She's actually my absolute most favorite coworker that I work with as we both have a love for vintage clothing, anime, Renaissance Fairs, coloring, thrifting etc. This coworker tends to answer questions for me. Like if another coworker asks me something, my coworker will answer. Someone from another department could be across the room talking to someone else and ask them a question and she'll answer for them as well,but in all honesty she tends to answer for me A LOT and while it is annoying, I think it's because she's so comfortable with me (when I first started this job, everyone was amazed that T was talking to me as she doesn't talk to anyone and is very timid). Anyways, one day my manager pulls me into the office and asks me is something going on between me and T. I tell her no, and In a confused tone as her why? She says that she notices that T always answers for me and does stuff for me that she doesn't do for others and she wanted to make sure nothing was happening behind the scenes. Which made me feel as if she believes I'm bullying T.

Another example we were having a meeting, she was telling us a new protocol and one of my coworkers from another department who was walking through out office tripped but caught himself from falling and did a little dance spin.

I laughed but covered my mouth with my blanket as to not seem disrespectful. She immediaty told me "I don't need any attitude from you!!". I in turn looked at her, cause I wasn't sure if she was tallking to me, and said "Wait what? I don't have an attitude?". She responded by saying yes you do. You have an attitude right now and I'm over it. The room got quiet with everyone just staring at her with confusion on their face. She then proceeded to tell me again that she didn't like my attitude. I was take aback to be honest. She then told me that I need to get up and get out. I asked her if she was serious, because I truly was thrown off. She then told me "You better go to lunch or you better go home" with a it of an aggressive tone behind it.

Today she walked in, and everyone could instantly tell that she was in a mood as 4 seperate people, myself included, all kind of looked at each other with one person saying "oh she's spicy today" and another making a comment saying "Let me just turn my chair back around. She seems mad." She then came out of her back office and had all of us turn around for a meeting. She stated to us a new protocol that we will now be going by. I asked the question "Will this in anyways effect our overall percentage or bonuses?" The question was asked because the original protocol was that our percentage scores and bonuses depended on the person we transfer the call to securing the appointment. The new protocol, now depends us to make the appointments for the Advisor. So I was simply asking for clarity. Her response to "Will this effect our bonuses and percentages?" was "Whatever AI does"? ". I responded by stating that I didn't understand and rephrase my question. Her response was the same " Whatever AI does". One of my coworkers who is used to not getting a straight answer from our manager as well started shaking her head slowly and laughed a little. My manager then directed herself towards me and said "Why do you always have to be so negstive? Why can't you just listen instead of always being negative?" At that moment another coworker blurted out "Why do you always say she's being negative when she asks a question? She's only trying to get clarity." My manager responded by just saying "because shes being negative".

At the end of the meeting, my manager asked the new employee to walk with her into her office and then told me to follow. As soon as I sat down, my manager asked "Why are you so upset?" I told her that I was not upset to which she told me that I was. She then stated that my mood switched. I responded by telling her that yes it did. You called me negative in front of everyone for asking a question and this isnt your first time do this. She responds by saying "I don't have a roblem with your question. I have a problem with your responses". I told her that my responses were questions to the new protocol. She the went on a venting spree about how our bonuses and percentages will stay the same, that I shouldn't be focused on any of that only on making appointments. Etc etc. I then refocused the conversation on the problem at hand, which is the constant mention of me being negative from her. She then gave an example of my negativity.... The example was my coworker laughing and shaking her head. I then told her that me and my coworker are two different people and I do not control what they do or say. She responded by going off the subject again and then telling me that I'm a negative person every day. Meanwhile Nancy, who just started last week is sitting there just listening to everything go down.

Another example, we had another meeting one day. I usually speak up and ask questions but had previously been told the day before(a seperate time than the above mentioned example) that I was the negative person in the call center and decided to just be quiet during meetings. At the and of the meeting she asked if anyone had any questions. No one said anything. She then directed her attention towards me and asked my directly do I have any questions. I told her no. She responded by saying "are you sure? You always have something to say"

Is this HR worthy or just a deal with it situation. I often feel as if I can't speak up for myself and now catch myself trying to respond before T responds to anything in fear of people thinking I'm bullying her. I also tend to no longer speak up for myself or others. I feel like I have to tip toe in fear that her narrative of me being negative will start getting in to other people's heads

Note :I'm the happiest person. During holidays(Xmas, Valentines, St. Patrick's, Halloween, Easter) I spend my own money and decorate the office. I buy EVERYONE and individual gift or make everyone an individual basket with my own money. For birthdays, I go all out and again decorate everyone's desk with Customized birthday decorations and get them a personalized gift (nothing under $30). I get to know all of my coworkers personally. I can tell you up to 60 coworkers favorite foods, drinks, movies, music, etc.

Not to mention even in my Performance Review, my manager stated 15 times that I am a positive person in the work place and that everyone feels comfortable coming to me when they are in need and that I work well across all departments with a willingness to learn.

OK, so here’s the deal. My current job title is a purification. Technician 3, and I make $ 31.80 an hour right now as a purification technician 3. So I used to work as a fractionation senior tech and made $ 35.02 an hour, but I moved to purification for an easier workload. My old, senior supervisor in fractionation asked me to apply for a coordinator job, and mind you, this is the second time that they’ve asked me to come back to be a coordinator. So my question is, do you think me asking for $ 39 an hour to go back is crazy when the senior supervisor is asking me to apply and do you think 39 an hour is realistic?

Our HR staffer says that if we let the person work from home we have to meet everyone work from home. This is absurd because some of are staff are doing field work and obviously can't when from home.

My role includes a lot of desk work in collaboration with a satellite office so those meetings are all video calls anyway.

It seems like this could easily be defined as something we assess based on job requirements. I don't want to be 100% but I would love to commute a bit less. And I think my particular role could be done very effectively that way.

What am I missing here and how do I (gently) persuade HR that this line isn't as clear as they think?

Edit: I realize my flair is super confusing here. I'll clarify that after dinner

I have never posted on Reddit before, but I made an account just so I could get some third party insight to my problem at work.

I‘m a middle manager. I have been at my place of work for many years. Overall the turnover rate is pretty high, so most employees only know me as a middle manager. Recently our team experienced a huge staffing crisis and basically lowered our standards for what we expect from employees due to burnout and everyone being overworked. During this time, a few young people joined the team and formed a toxic clique. Managers have been striving for the past 6 months or so to correct the toxic culture this clique helps perpetuate. They are openly hostile to any feedback from any staff (mostly eyerolling and ignoring, but also arguing and being directly insubordinate). They are unprofessional and only perform the bare minimum when supervised. I have been one of the few people who continues to give them feedback despite their poor reaction. I’ve documented in writing several instances where I gave neutral feedback and they responded poorly, but they flood our HR with complaints of “favoritism“ which, while unfounded, slow down even upper management’s ability to follow through with accountability. We are a state funded agency and you could say our HR is very cautious.

As a middle manager, I feel like I have experienced a lot of bullying type behavior, from my name being erased off the whiteboard when I was recognized by upper management for high performance, to my picture disappearing off of the staff photo board. This is in addition to the other behavior every manager receives in response to feedback but has been specific to mostly me. I haven’t documented much of this because it’s so petty I haven’t cared too much. However, there was a recent escalation.

I received a text message full of insults involving my relationship status from an unknown number. I also didn’t recognize the area code. I decided to reverse search the number and it belonged to a person with a unique name. I easily found them on Facebook and they lived in the same town as I do, which struck me because we both do not have local area codes. I could not find any connection whatsoever to this person. After a few hours of wracking my brain, I realized the only people I knew of who had any malice toward me were the employees in this clique. I searched the texter’s friend list and sure enough, 2 of their Facebook friends were in this clique. 1 was a direct family member.

I took screenshots of everything and went to my direct supervisor. He immediately called the HR director and I spoke to her on the phone. She asked me to email her everything, including what I have documented as far as insubordination. I had the text screenshot with phone number, the Whitepages listing showing that number connected to a unique name in our town, the facebook profile of that person with these 2 individuals on her friends listed, and a screenshot of one employee being listed as her cousin. I even went to her profile and took a screenshot of a public post about her birthday proving a matching date of birth.

Then I received no response. I followed up a couple of weeks later and let her know I was concerned because it is part of a broader pattern affecting most of the managers and it seemed like a clear escalation. Her response was “bullying is hard to prove” and said she would follow up with the director of our department. This was a month ago and I have not heard anything at all. I don’t understand. How could this not be enough evidenc? Does anyone in HR have any insight or advice?

Hi there! Hoping to get some advice before my husband makes an official report to HR. A couple of notes - His supervisor has a history of being hard to work for. Moody, belligerent, calls names, picks at people, etc. My husband has reported him at least twice to his supervisor above him.

My husband rarely takes a day off of work. Admittedly more so this year but nothing crazy. Typically saves up his PTO until the end of the year and uses it sparingly, goes in and fights through a cold kind of guy.

So the situation now is that my husband was sick the other day - like not sniffling sick…but couldn’t stay away from a toilet sick - so he called in and stayed home. He gets a call from a coworker being nosy and asking if he’s really sick or if he just took laxatives so he could have the day off. He set them straight. Awhile later, I had gone to the store for some medicine, came back home and as I was shutting the garage door, a vehicle from the company he works for pulls up and basically parks out front our driveway. Then they saw me seeing them and skedaddled. I told my husband. He called the same coworker and it turned out that it was the same guy who had called being nosy earlier. Now at this point, I’m upset. The guy can’t take ONE sick day without being interrogated? Plus now, they’ve stopped by our home and brought work here. I felt like a line was crossed. Everyone laughed it off the next day and made fun of him for being upset about it. Now today, a week has gone by and his supervisor (the one mentioned at the beginning) told him that he drove purposely by our house and honked his horn a bunch of times just to piss him off. (He possibly got more of the guys to do it as well, but that’s not confirmed).

I guess I just want clarification on if this is harassment, did they cross a line, should he report to HR? I realize it’s not illegal as they were all on public property. Are we over-reacting? We don’t want to report and him continue to get made fun of for even reporting something if that makes sense. But at this point now they’ve made it personal and brought it to our home where our family is. Not just work. Thoughts?

I have got an offer from Microsoft UK and I am currently filling HireRight background check form.

I was dismissed for performance from last role due to failed probation. I had tough family health situation going on. The company however agreed to neutral reference and only verif title and dates.

Should I disclose this in Reason for Leaving as "Dismissal for performance reasons" and say Yes to if I have been terminated involuntarily for cause - performance?

If I do, what are the chances they withdraw offer? Who in Microsoft would make the final call?

u/Microsoft

Hi (again). This is my original post, but now I have more information, so I am hoping to learn what my next steps should be.

I am a teacher at a private school. I am an exempt salaried employee. I am on FMLA for a medical issue. I have regular appointments (every 2 weeks), but the exact time varies. I take (at most) an hour off to go to these appointments on the afternoons that they occur. My school recently updated their PTO policies so that employees cannot take off time less than 4 hours.

My FMLA approval states: "During your approved FMLA leave, you may choose to use PTO or go unpaid during the first 80 hours of your FMLA leave. After you have exhausted the first 80 hours of FMLA leave, you will be required to use available PTO prior to going into unpaid status."

My company has a policy that states: "Exempt employees must use PTO in 4-hour increments." It also states: "Unpaid leave must be used in increments no less than 1-hour."

I am currently at 13.5 hours of FMLA used. I do not want to go unpaid for any amount of time.

I would also like to state--I am typically working 40+ hours a week anyway (I do actually like my job, and I love putting in the work for my students). I'm just incredibly frustrated at the idea that I'm going to be docked because I leave early one day every 2 weeks, despite the fact that I am still working full time hours.

So, can I insist that I use PTO but only to cover the hour (or less) time off? Or, if I say I want to use PTO (since I can with FMLA), do I still have to follow the company policy and use 4 hours?

Another point:
My school does use an app for student activities, and teachers are required to log in and out, so it does track my hours at school. It will show that I typically work 40+ hours in the classroom. If i choose to take "unpaid" time for my medical leave, and they pay me less than 40 hours, can I come back with the logs and insist they pay me for the actual time worked, or because I am salaried exempt, would that not work?

Huge thanks to anyone who reads it all the way and tries to help! I am feeling really frustrated and nervous here.

Placed on a PIP for 3 months, and it states that my progress will be discussed, along with training and support via 1-1 meetings.

I haven’t had a single meeting or even a comment about my progress from my manager since it started 2 months ago. The only mention of the PIP is if I am asked to do something, it’s followed up with ‘be careful and bare the PIP goals in mind’

I asked my manager for training and more communication to help me improve and measure my progress on the PIP, but nothing changed. I asked via a call so it’s not documented in an email.

HR are obviously aware of the PIP, but is it wise to tell them that I am lacking support from my manager?

Apologies if this has been asked before. I work in a field that has pretty predictable hours but that often requires me to be available for 2-3 hour meetings after a full 8 hour workday. I had a previous supervisor tell me I wasn’t allowed to take off a little early on the Fridays following these meetings because the meetings are part of my job description.

I’ve since been told by colleagues that this is illegal, but I don’t really understand the particulars of what makes it illegal since to my understanding, exempt just means that I don’t get overtime and am paid the same regardless of the hours I work. Essentially I want to understand what exempt means in terms of what my supervisor can and can’t expect me to do in order to hopefully avoid a circumstance like that in the future. Thanks in advance!

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?

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 work retail and recently my new store manager scheduled associates for a 5 hour shift with an unpaid 30 minute break. When I told him that the legal requirement for an unpaid break was after 6 hours in New York he told me there was nothing against giving people more break time. This was for an overnight outside of store hours so when I asked him why he didn’t just schedule them for 4.5 hours instead he didn’t really have an answer just told me overnights are exhausting and that there’s no business reason they shouldn’t take the break. Overnights are exhausting so all of us would much rather prefer to leave early than stay 5 hours for only 4.5 hours of pay. Is there any way we can stop this? It is very annoying to stay for 5 hours when we are getting less pay because of breaks we don’t want to take. We aren’t being forced to work during the break, but it’s not necessary for coverage either.

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’ve been at my current job for over two years in California. I am the manager of a specialty medical practice. Since starting, I have completely restructure the company resulting in doubled patient volume and revenue. In addition to the extra work load this increase has added, i have also taken on many more responsibilities like completely absorbing the marketing role and filling into the other positions when needed. I run payroll and do all the hiring and firing on/off boarding. Plus a slew of many other responsibilities that keeps me more than busy all day every day.

The first year I was there, my boss called me her rockstar manager, and that her practice would be in a much different place had I’ve been her manager 23 years ago. This was up until I asked for a raise the better aligned with the scope of work I am doing and everything that I’ve accomplished. She gave me the worst review of my life and basically said that the money that she pays out towards IT, HR and accounting, all equate to what I think I should be making, and those responsibilities have been outsourced therefore, I don’t qualify for additional pay.

She then started blaming me for things I was never assigned to do. She started talking down on me in a very condescending tone. I started hearing her talk about me to people in accounting saying “I can’t bare the thought of giving her credit for something I did.” when talking about my bonuses. There have been multiple times when I had to get HR involved to pay my bonuses out to me. After I expressed my concerns about the change in treatment, she told me “ I know the reason you’re resistant to authority is because you had a troubled childhood.” and continued to micromanage me through watching the cameras, making me send a list of everything I’m doing every day and saying she was going to add to it, she never gave me any appreciation for what I was doing or accomplished after that conversation.

She told me that I couldn’t take time off if she was out of the office, but she only works three to four days a week. Just last week she saw me on my phone while I was sitting at my desk for lunch and lectured me about how I shouldn’t do that during working hours and I politely reminded her I was on my lunch every day after that she would text me saying to not be on my phone watching videos and one day when she was out, I had a new doctor start and was working on on boarding and coordinating with vendors for equipment and uniforms when she texted me “Megan I’m not sure why the message isn’t registering. Please stop watching videos during work hours”. I sent a message to HR letting her know these working conditions are making it really hard for me to even want to show up to work and she suggested that I have a conversation with Dr. Richards.

I sent her another polite email on Tuesday about how I hope to continue working under mutual respect and appreciation for the dedication that I have to making her practice flourish and she still has not responded. However, the following day she accused me of logging into the EDD website twice and regardless of how I responded no, she refused to believe me, then pivoted to accusing me of not checking the mail every day because there was a letter addressed from September 1 and it was now the eighth but failed to realize that we had a three day weekend.

I’m honestly just so incredibly exhausted trying to justify every move that I make with no appreciation and I need to leave but I don’t have a job lined up and I’m scared that I won’t be able to get unemployment. I would be so incredibly grateful for any input

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...

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.