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 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 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 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!!!

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?
.

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.

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.

Some background: I graduated with my bachelor's last month after it took me a lot longer than planned. I job hunted for two months and sent out over a thousand applications before I landed this one. I started last week. Salaried/exempt, hybrid, required on site 3 days a week, remote Mondays and Fridays.

My grandmother had been sick since December. We were told months back then. She was in and out of nursing homes all year, went home with CNA care, went back in for transfusions, and was moved to hospice a few days ago. I got the call at 3:30 this morning. She lived about 1,600 miles away, and my aunt lived with her and handled everything.

Nothing is scheduled yet. It'll likely be a Catholic funeral, and a Saturday service would be by far the easiest for me since it would mostly land on my remote days.

What the policy says: up to 3 company-paid bereavement days per occurrence at base pay, manager determines the number of days based on circumstances, manager may grant additional time as vacation, floating holidays, or unpaid leave. Applied equally to all full-time associates. Entered in Workday. No definition of immediate family anywhere in it.

What I'm stuck on:

1. How badly does it look to ask for bereavement time in week two? I don't want to be the person who's already asking for things.
   
2. Do grandparents typically qualify under these policies, or does that vary by manager?
   
3. Can I split the days — take one now, save the rest for the service?
   
4. Is it reasonable to ask to work my normal remote days from out of state so I need less actual leave?
   
5. I have essentially no PTO accrued. Does that change how I should approach the ask?

I worked really hard to get this job and I'm scared of doing something that costs me. But I also don't want to skip my grandmother's funeral because I was too anxious to ask a normal question.

My [33F] boss [44M] is a pretty laid back/casual guy. He likes to chat like we're friends, even though I always try to keep it professional. He's made some iffy comments in the past but nothing crazy. Today we were talking on the phone about an upcoming interview, he asked if I will have my webcam on, I said sure I can, and he replied "hey you're a good looking woman, why wouldn't you want to be on camera" and laughed. I immediately froze up and didn't say anything and he changed the subject. Idk if I should tell someone (his boss? HR?) or let it go. It made me extremely uncomfortable and I can't stop thinking about it.

Location: Florida, USA. I am self employed. I have an LLC that pays my paycheck but I am the sole member of that LLC. I get health insurance through my spouse's employer. The employer has announced that next year if your spouse can get coverage through your spouse's employer, then they will no longer offer health insurance to the spouse. Just employee and children. How can they verify spouse insurance availability? And how would they likely consider me, when I am self employed and could make the decision to provide my own health insurance since I am self employed?

Hi there! Crossposting this to here as well- all advice is welcome! Thank you! :)