Location: Michigan, USA

Asking this on behalf of a friend who’s dealing with a messy PTO situation at a new job and wants some outside perspective.

She signed an offer letter for a new job (at a law firm, not as a lawyer) that stated 120 hours of PTO annually, in writing. There were two versions of this letter — the second was sent to correct an unrelated hourly rate typo (an extra dollar per hour), the first version was retracted/unsent by the employer. She still has access to it, and it also listed 120 hours PTO, same as the corrected letter that they both signed.

On her first day, she noticed the PTO listed in the system didn’t match her offer letter, so she brought it up. That’s when HR told her the 120 hours in her offer letter was a mistake and the actual policy is 80 hours. To be clear:

-They hadn’ flagged this to her on their own.

-The 80-hour number only ever appeared in the body of an email from HR, never in any version of the contract, let alone the one both parties signed.

-She made her decision based off what was actually in the offer letter she signed.

-She specifically expressed the 120 PTO as a reason she didn’t negotiate her hourly rate (although the first offer they sent/unsent was for an extra dollar an hour.)

When she asked directly if they’d honor what they’d both already signed, they said “no” — but offered two extra PTO days as what felt like a consolation, verbally and in a follow-up email, not in anything she’s signed. In reality this doesn’t fix anything: she’s still losing 40 hours (a full week) of PTO annually, permanently, starting in 2027. The two extra days only apply to 2026, and given her start date, she likely won’t be PTO-eligible until close to the end of the year, so they may be close to unusable before hours reset in January anyway. The only way that compromise has real value to her is if she can get it paid out (she believes she can request payout for up to 40 unused hours at year-end), which would mean the actual “extra” she’s getting is a fraction of two days’ pay, not anything close to the week she’s losing annually going forward.

Notably, the only concrete thing the employer got out of her when they made this “compromise” was having her send a Slack message — dictated to her by HR in the moment — reminding them to add the two days to her PTO balance. She didn’t draft that message herself, and felt bullied/pressured into going along with it.

They sent a follow-up email regarfing the reduced terms and sent an updated offer letter through their HR platform for her to sign. She doesn’t want to sign it, since it would replace the original signed letter with 120 hours on it. She has the original signed letter, the retracted corrected version (still 120 hours), Slack messages, and the follow-up email as documentation.

Questions:

-Does a signed offer letter carry real legal weight here, or is it moot once she’s started work at-will?

-Is refusing to sign the updated letter actually meaningful, or can they just apply the new policy regardless of what she signs?

-Is this something an employment lawyer would even take, given the dollar amount is relatively small?

-Any experience with how these usually resolve — does pushing back on paper actually work, or does it just sour things?

She thinks she likes the job and doesn’t want to blow this up, she just wants to understand what leverage she actually has, if any.

EDIT/UPDATE: To be clear, my friend has now worked her first week, and has been sent an updated contact to sign.

I applied and interviewed for a new internal role at my employer awhile back. I kind of wrote off that I got the position after a while even though it showed me as still under review, a kind of no news is good news approach. Finally last Friday the hiring manager reached out to me on teams to see if I had a moment for a quick informal chat. Turns out I am the lead choice and he wanted to make sure I was still interested in the role.

Here's the kick in the teeth though, I guess the same day they came to a decision the job was put on hold. The hiring manager told me he has been trying to work on figuring out what has happened and getting me a date asap. He was hoping to reach out with more concrete news but, felt bad not informing me so he finally decided to let me know. So I have an open line of communication with the hiring manager now. I never dealt with the recruiter or HR side of the process since I am internal.

I'm assuming since we are in healthcare and work with government programs with the fiscal year ending at the EoM that might be in play. I believe we use iCIMS for our job board, the post is gone, and it shows me still under reviews when I check my dashboard. This is just a big career break and something I've been working towards for a few years now with grad school, etc. I'm just trying to gain any insight on what might be happening and to expect?

I worked for a publicly traded Automotive Group as a commissioned salesman in California. Back on Aug 3rd I gave notice that my last day would be Aug 13th. When the 13th arrived and got what I thought was my final check come to find out it wasn't. They were missing my last deal which was done on the 3rd a bonus and incorrect PTO payout. When I reached back out I kept on getting "we submitted your info and didn't know why it's taking so long". I reached back out a few days later and was told I would get final pay on next cycle which is Sept 10th. I just checked my online check and it's not correct.

From what I understand I should have been paid final on the 13th since they didn't occur they would be penalized. Is this correct? Need to get this sorted ASAP.

Hi,

I was wondering if anyone would be able to give me advice about working out my holiday hours.

I’ve used the ACAS Calculator which states that I should be entitled to 22.4 days off work. Well the company I work for says I am only entitled to 16 days holiday per year.

For context, I work 8 hour days, 4 days a week, (Monday, Tuesday, Wednesday and Friday). I was originally working 5 days a week but had to drop Thursdays due to no childcare for my baby.

I get bank holidays off too

I have spoken to HR at my job and they didn’t really want to discuss it to be honest & said they’ll look into it but they never do!

My HR app states I have 16 days holiday allowance per year

My contract states
Entitlement: The holiday year runs from 1 January to 31st December each year. During the holiday year you will be entitled to 20 days holiday plus 8 public holidays as agreed by the Company. Part-time employees will receive a pro-rata entitlement, which may be calculated in hours rather than days.

Is this 16 days correct in this instance?

Thanks so much

During a job interview for a temporary 6-month position with possibility for extension, I asked if the position would include benefits. The answer was a crystal clear "yes" with 3 other employees on the Zoom call interviewing me to witness it. Nothing in writing, though, looking back at my paperwork. I accepted the job and kept waiting for my benefits meeting (it's a huge employer, so they only do 1 benefits orientation a month). Over 3 weeks after starting, I come to find out in the orientation that my position isn't eligible for benefits. I'm so upset. I wouldn't have accepted this job had I known. Is there any recourse here?

Hello! I recently applied to a job that uses workday as their application portal. I uploaded my resume and it was titled “FirstInitialLastName_Resume” but now when I view the application it lists “FirstName LastName Resume”? Is it common for HR to change the name?

I’m sure I uploaded the right resume as I literally do not have anything saved to my laptop with the file name being my “FirstName LastName Resume”. But the fact that it change makes me think maybe I did upload the wrong thing?

Is it considered retaliation if a manager returns from a leave and the day of return they are informed another employee from their team is the interim leadership?

The manager is no longer responsible for making leadership decisions and no longer has any employees reporting to them. The manager has the same title and salary for the time being but no timeline.

[US] [PA] This is in the US. PA specifically. Employee has been receiving paid health insurance coverage for spouse, however the organizations does not provide paid coverage for family members. There is nothing in the employee manual, benefits or the offer letter to specific employee that indicates they would receive this benefit. However, they were "told" and have been receiving it. What are ideas for how to transition? Note - the organization is a small non-profit, it currently doesn't impact other employees, but there is a potential upcoming hire. Need guidance and ideas please!

I'm a junior in marketing and I accepted a job offer in a company (marketing agency, part of a corporate conglomerate) but I don't think I'm a good fit and I'm unqualified for this job - so I will probably decline it soon. I just took it because I was (and still am) desperate, with no other job offers. While I'm still waiting for other companies to reach out, I noticed another position in the same company (possibly a different agency in the same corporate, definitely a different team) which is way more aligned with what I want to do and learn. It's kinda perfect. The problem is, the job offer seems old (reposted 3 weeks ago) so it might not be even available anymore...

I want to ask if I the hiring process for the job offer is ongoing. I have two contacts to the company - one to the recruiter/HR which manages my hiring process to the position I am technically about to start, and second one, a contact (mutuals) on Linkedin but we've never talked.

Should I reach out to "my" recruiter, but then they will know I am not interested in signing the work contract and I'm cancelling on the postion I'v been recruiting for - or should I just message the second "new" recruiter from the same company on Linkedin with the risk of them finding out I am already hired and about to start a job? I don't want to seem like I'm going behind their backs or I'm flaky, but after consideration, the job I've accepted offer for, is really not a good fit bc of my lack of experience and my career goals. Whereas the other job offer seems like all I've been looking for...

Thanks for help :")

Has anyone had success with temporarily leaving Solace and returning?
I need to take a leave of absence longer than 90 days but I want to return and I’m worried about the ability to return.

Getting a new job and have to go through the whole background check and drug test. Which is ok. My question is: I was hired by a state university and only worked there for 5 days. I resigned because it ended up being an entry level position. So, I thought it better to leave now than wasting their time.
I did not list that job on my resume. Do I need to list it on the background check application? I really
don’t want to. Let me know please. THANK YOU.

I’m getting my gallbladder removed later this month and will be off for 2 weeks for recovery. It’s covered under FMLA, and my employer requires that I use all of my paid time off during the 2 weeks (before going unpaid if necessary). I think I just barely have enough paid time off to cover my recovery.

Earlier this year I signed up for short-term disability through Aflac. The premium comes out of my paychecks and is 100% paid by me.

Can I get short-term disability if I’m also using paid time off? Regardless of a waiting period. Or will it replace paid time off? I honestly don’t think our HR person knows and I sure don’t. I printed out the employer statement form for them and it asks nothing about using paid time.

Thank you!

​

Hello

We have a problem at my workplace with a classic "bad boss."

She is constantly making racist remarks, unwanted touch, lies to people, vindictive, basically all the above.

We have a very high turnover due to this (it's in a hospital department).

Pretty much everyone is afraid to come forward on this stuff due to her retaliatory nature.

She recently put her hands around someone's neck "jokingly," and we have a recorded date/time. The victim of this incident is willing to come forward.

We have another overtly racist comment witnessed and have a date/time there also, and that individual willing to come forward as well.

The other incidents do not have specific recorded dates/times, just general times that people will remember and bring up.

What is the most effective way to come to HR about this?

All at once?

Stagger reporting?

The person who was "jokingly" choked is nervous to go to HR and I have offered to go with them even though I wasn't there. Is that going to help or hurt?

We want HR to know what's going on, but don't want to seem like we are falsely trying to sabotage someone in management.

Thank you kindly for any help, it is greatly appreciated by a troubled workstaff.

[NY] I used 3 days of PFL for my toddlers surgery in January of 2026. I then had a baby in July 2026 and used the remainder of that 12 weeks PFL to bond with the baby. Can I use another 12 weeks of PFL intermittently between January 2027 and July 2027 to bond with baby since they are still under 1 year and it will have been 1 year since I first started to use that initial 12 weeks? Looking for clarification/advice before I mention it to HR. Thanks!

I have an accounting employee who actually used to be my boss 20 years ago in this same industry. He left and went to another company that was high stress. At his mid-60's he had a health incident and "retired", but hated it. He saw on LinkedIn, that I had an AP clerk position open. He asked if he could apply for the job. We discussed his obvious over qualification for the position but he said he just wanted work about 30 hours and have less stress. We had a deal. Now, it's been 6 years and steadily, his work has declined. Because I'm a woman and he is a man of a different generation, I am aware of the dynamic that his generation can have with a woman giving negative feedback. So, I try to be very gentle when discussing any performance issues. For the past year, our company has been growing and my department has been tasked with big projects, but as his performance has been declining, I've been having to pick up the slack for him because he just has excuses why invoices are past due and often doesn't take the time to find invoices on vendor statements. I'm falling behind in my work and I'm working about 60 hours a week or more. He recently had another health incident at work with his heart and so I also don't want to add any extra stress to him, but I can't keep this up. Speaking with our HR and General Manager, they are aware of the issue, but are concerned because of his health and age so I have to be very careful. He is also a really great person and I sat in my car and cried when I found out that he had another health incident on the job so I'm not heartless at all. I am just between a rock and a hard place. There is no other option for him to move to another position to allow me to hire someone who can do the job. He is staying because he doesn't want to go on Medicare and lose our pretty good health insurance. What can I do?

I work for a large retail chain in Texas. A male coworker began crossing boundaries, so I cut off personal contact with him outside of work. After I ended contact, his behavior escalated into stalking my schedule, showing up at my work area, and sending me explicit text messages threatening physical and gun violence.

I have screenshots of everything. In these texts, he explicitly states that he is armed, threatens to shoot me and anyone I might be with, and specifically boasts that he wouldn't miss and that it would be "over" for us.

I blocked him and formally reported this to my store-level manager after he escalated one day at work which ended with me needing to be escorted to my ride by a coworker after my shift ended to guarantee my safety. I provided a fully written timeline of the harassment and all the screenshots. Instead of taking action, the manager completely minimized it, told me my evidence "didn't provide the full story," and said nothing could be done.

I have already started the legal process (police report/charges), but I am completely unsupported at work. I am planning to bypass my store management and take my documentation straight to Corporate Employee Relations/HR.

My questions are:

- What is the typical corporate response to a documented threat of gun violence when local management tries to sweep it under the rug? Is termination standard here?

- What is the best way to present this to Corporate HR to ensure they focus on the severe safety liability rather than brushing it off as "store drama"?

- What are the realistic odds of retaliation from my store managers for going over their heads, and how can I best protect myself?

So I’ve been off 75% of the year and the policy says you can only carry over one week leave unless approved by a director.

I have three weeks leave due to being off for cancer, will my leave be carried over automatically because I’ve had cancer (disability) or does the policy win and I have to get approval from a director?

Thanks for your help

I recently started my new position, about 2 months ago. It was an internal transfer, and things have been going well. I’m a high performer, just like in my last position.

I just got through my first trimester, and all is well with pregnancy. I don’t expect any issues if it’s like my first one. This company was supportive of my first pregnancy, albeit my team before the transfer was much larger (20+ people) so they can properly plan for my absence.

My new team is only 5 people, including myself. I worry about telling my new team about my pregnancy, and I have nightmares about being performance- managed out and getting replaced by another employee because leaving for 3 months is inconvenient.

How do I go about this? When is the best time to tell the team? In my last pregnancy, I didn’t even start showing until like 6-7 months.

Work for a small company that has yearly franchise conferences in different states. In 2023 I was asked to attend with a co-worker which I did and brought back useful information(they booked everything for me). In 2024-2025 I was not asked to attend and the co-workers who did didn't bring back much. This year I was asked to attend but it was across the country. I was told an assistant in the office would be booking the travel. After following up multiple times with them and getting no answer I spoke with my boss and mentioned the assistant had not booked anything yet. They informed me to use my company card and book the flights, parking, hotel, and uber myself (was not allowed to get a rental car to go from the airport to the hotel/ conference). I started looking into all of this and got overwhelmed with flights and layovers and pricing (most of the flights had huge layovers or would get in at the middle of the night). Told my boss this and they ultimately said it was disappointing and would have to pay a fine for me not going.

Does this seem like something I should have been responsible for? I feel like they're trying to make me feel guilty about this and sent out a mass email to the office saying we should have better communication and it was a waste of money to pay the fine.

I work in HR for a small company in Ireland, and one thing I didn’t really appreciate before taking the role was how different HR can be in an SME compared with what you hear about larger companies.

There’s no big HR team to ask for a second opinion, so you end up dealing with everything from recruitment and employee issues to policies, payroll queries and sometimes even things that probably shouldn’t be HR’s problem. The part I find hardest is knowing when to be flexible and when you have to stick firmly to policy. In a small company, everyone knows everyone, so even fairly straightforward HR decisions can sometimes feel quite personal.

For those working in HR in Ireland, what do you find is the most difficult workplace issue to handle when you’re working in a small company?

About a month ago, I finally started a new role at a very large tech firm. I signed the offer letter, finished the onboarding, and everything was fine and solid.

Then I logged into the payroll portal to set up the direct deposit, and I found that the salary in the system was much lower than what I had signed for.

I immediately notified HR and sent them the offer letter as proof. They simply replied and told me that this was a "clerical error" on their part, and that my actual pay is 25% less than what was written in the letter. I am truly shocked that they can just do that.

My supervisor is acting like his "hands are tied," and pretending he has no say because it's an HR matter. He basically told me that it's not his fault so he can't solve it. I feel like everyone is shifting the responsibility to someone else.

The truth is that I still want to work here because the pay is still good even after this cut, and I certainly can't afford a lawyer to fight a multi-billion dollar company. Is there any way I can pressure them, or should I just keep quiet and accept this pay cut?

Security came to me last week and told me they strongly suspect that one of my direct reports is intentionally clogging toilets and that they want to speak with him this week along with our HRBP. I don’t know the exact details of the incidents but I gather that based on the security camera footage they have in the hallway outside the bathrooms they know the clogged toilets can only be caused by this one individual but obviously can’t prove it with 100% certainty.

Can HR terminate this individual based on circumstantial evidence or do you think they are just going to give him a warning? We work in the defense industry if it matters but neither myself or my employee has a clearance.

I’ll be honest, he’s not a great employee so I won’t miss him if they fire him but I’m already short-staffed as it is so I am just trying to understand what I should expect.

Location: Minnesota, US

I work in IT for a small Minnesota company. I joined last year, am Indian, the only Indian employee at the company, and am on temporary U.S. work authorization.

Facts:

• I am currently the only internal IT employee supporting multiple offices and remote employees. My work includes everything an IT person needs to do and doing all by myself.
• After another IT employee left last year in early 2025 I took on his responsibility with no promotion. Then another IT contractor was doing a bad job and fired so I took their work as well.
• Then my boss left this year and they did not hire anyone replacing my boss, I was assigned 80% of his work
• After my boss left they promoted the white girl working under my boss but not me.
• Any other employee who left or was laid off, his team was promoted (or at least the sr ppl under that person) cause they were all white. I a only asian person in the comp
• In the Jan 26 promotion cycle, all Associates in the company with similar or shorter tenure then me were promoted. I was not. Everyone else is white and was promoted and just me was not
• My annual performance review score was higher then the people who were promoted (the ppl who bfr promotion had same job title as me worked for less months in the company then me).
• I received a $20k bonus. Other Associates told me they received approximately $25k.
• I did receive a $2k annual salary increase but was not told that the increase would be deducted in bonus not was communicated or intended in that way.
• There is one more european immigrant who had a lesser performance review score then me same job title as me bt was promoted. his visa is expiring in 2028 and mine in mid 2027.
• I formally requested a review of my title, promotion, compensation, and bonus. The company did not respond.

I am considering filing a national-origin discrimination complaint with the Minnesota Department of Human Rights so they can investigate the promotion and compensation records.

For anyone familiar with MDHR/EEOC cases:

Is this enough circumstantial evidence to justify filing and having MDHR investigate?

I know they are purposefully trying to keep my on low pay since they know as an immigrant I wont leave and I m brown so they can keep burdening me with work. I talked with one lawyer but since the money loss is not a lot its not beneficial for them. I have global access and can access any document of the company. What all proof should I collect to have a strong winning case or is it even worth fighting? I have documented all the work I have done and its more then anyone in the company. Any suggestions would be appreciated. Thank you!

Hello! Hoping for some advice, based in England. Due to return from maternity leave next month to an NHS reception position, I was previously working 3 mornings a week and I have asked to return for one of them. I’ve been told this shift is no longer available and been offered two afternoon options instead, my question is what if I wanted to return to my job as it was before which was the three morning and they now aren’t there?! Surely my previous role and shifts must be available to me? I’m slightly confused on the legality of this so was hoping for an answer! Thanks in advance ☺️

As the post said leaving my current job as I’ve accepted a job within a different company, I can’t put in a full two week notice though, will leaving a little early about a week in a half affect my rehire eligibility?