Hi! Here is the text from my company’s handbook. It seems like I get 12 weeks off total right? I could stack vacation time after the 12 weeks too?

MATERNITY LEAVE

Company will pay 100% of a birth parent's base pay during the two (2) week waiting period before the commencement of short-term disability benefits. The Company will subsidize the next four 4 weeks for a normal birth and 6 weeks for a C-section at 40% of the birth parent's base pay.

Maternity leave will run concurrently with Family and Medical Leave Act (FMLA) leave, as applicable.

FAMILY AND MEDICAL LEAVE ACT LEAVE BENEFITS

Under the Family and Medical Leave Act (FMLA), an eligible employee can take up to 12 weeks of unpaid, job-protected leave in a 12-month period. To be eligible, an employee must have:

• Worked for company for at least 12 months.
• Worked at least 1,250 hours in the 12-month period immediately preceding the leave.

The twelve-month period is determined on a rolling forward basis beginning when leave is first taken. An employee who takes FMLA leave must be reinstated to her or his former position or an equivalent position upon returning from the FMLA leave. An equivalent position is one with equivalent pay, benefits, and other terms and conditions of employment.

Like the title says, they want me to provide my MVR and insurance records on my personal vehicle. I don’t drive a company vehicle, and they will never provide me a company vehicle to drive. It seems somewhat invasive that they want information on my personal vehicle. Anyone have thoughts on this?

Hello, I am 22 years old and getting out of the air force. I did 4 years and I'm in the process of applying to jobs. I have been struggling to figuring out what jobs will fall under me and it seems a lot of jobs don't match what I did. I've been applying and I've gotten a ton of job denials with barely any interviews. One of my coworkers in the same job is struggling to find work as well and lot of recruiters or talent acquisition are denying the applications. In the air force, I helped military members getting there pay corrected, I did this by taking in documents and entering in data into the system manually by printing out documents, putting a sequence of numbers for the system to update the record where these sequence of numbers represent updates that I want to do a record and scanning(we used a system that is much more ancient than workday, or any other hris), updating members records like vacation days, marriage status, profile creations, job transfers, terminations. I've also done reimbursement of travel, punishments, I used a system called CMS or case management system to resolve issues with other agencies like IRS or other federal agencies. I also trained members on how to use the systems that we used, how to do processes. We used the data to make improvements on our processes based on if we are reaching the standards that are placed on US. We use excel to make dashboards to make decisions to figure out the root cause analysis. I know programming languages SQL, python, R, and c. I know how to use tableau as well. I have been applying HRIS analyst jobs but it seems like they won't accept me because I have no working knowledge on modern HRIS and never used one. The system I used was created in 1991 and is very inefficient. I want to do a job that is a blend of Human resources and data analysis (programming languages that I used). I was looking into HR operations analyst. I'm not sure. I tried to make this as understable as possible for others not in the military. Any help is greatly appreciated!

I work with my ex sister-in-law, who was promoted to be my supervisor about a year ago. She and my brother-in-law broke off their engagement about two months ago after her infidelity. My brother-in-law then told me a lot of overwhelming information that made me feel unsafe at work. According to him, she has been trying to get me fired, to the point of showing our boss personal texts between her and I. I never knew about this and it makes me so uneasy because I don't know if she's told my boss anything else that might hurt my character. Before she was promoted, we used to sit on the couch and gossip about work, as one does. She's said many things about other coworkers of ours but I never wouldn't thought to share this with management. I want to approach my boss and ensure I can say my piece. I also want to complain about this sort of retaliation and give more context as to our relationship. It doesn't seem fair to bring your personal life to work when it only benefits you....

Question I’m struggling to figure out a clear cut answer-

I’ve had knee problems my whole life, recently (in the past few months) started having pain in bilateral knees and sought out a dr independently to find the cause and ended up seeing a few specialists. The solution? surgery for both knees (eventually). I have the first one scheduled tentatively, but wanted to know if my request for STD would be denied on the basis of it being a pre-existing condition? I’ve been getting PT (again, sought out independently) and it hasn’t really helped at all, so would requesting STD for the surgery be denied, even if the recovery of the surgery itself isn’t a pre existing condition?

TIA

Hey everyone, I could use some advice on a tricky situation with my previous employer.

I recently left my first job in Canada, and I'm running into trouble getting an employment verification letter from them. To give a bit of context, I worked there under a closed work permit, and the work environment wasn't great—it was pretty toxic and they didn't pay me what was on the contract. When I decided to leave, I gave them a two-month notice (informed them in September and left in November). After that, they refused to pay the wages they owed me, and I had to get legal help to eventually get what they owed me.this might sound stupid but I chose not to escalate things further into a legal dispute because I didn't want to cause issues for my coworkers or the project as i worked really hard on it. And i didn't want to enter a legal battle in a country I'm new in.

Now, I'm applying for new jobs, and they want employment verification from my previous company, but the CEO (who handles HR stuff) is refusing to cooperate—he even left some intimidating voicemails. The positive side is that my direct manager can provide a reference and speak highly of me, and I have other supporting documents like tax slips, pay stubs ( and these can verify my claim about the payment issue) , job offers, and proof of my work permit. And have a other recommendations from outside Canada as well.

I'm wondering how best to navigate this when it comes to job applications. Is there any way to work around the lack of an official employment verification letter? How can I best present this to potential employers without it coming across as a red flag? Any suggestions would be really appreciated!

Ps : They might do the verification themselves and im not sure how much detail should provide when explaining why i can't give them verification

I was recently diagnosed with Autism / ADHD, and while I don't need any accommodation from my current job (already remote), I am a little concerned about my employment status for other reasons and was debating sharing my diagnosis with HR.

I have a new child and haven't been performing as well at work as I used to. I'm a little bit worried about termination even though no one has even hinted at it. (With imposter syndrome it is so hard to tell... the year I made VP I also thought I was getting fired)

I'm tempted to file for ADA just to make it harder to fire me until I can get back on my feet with sleep etc. But at the same point, don't want to rock the boat when everything seems to be going fine.

Thoughts?

I'm a supervisor at my company and we recently moved to using Duo authenticator to login. I'm very tech savvy, and read through the app, I'm okay with it and downloaded it.

That being said, I do have a couple supervisees who don't want to download the application to their phone. Two of them were given a token because they occasionally work in places with security where a phone isn't allowed. The other is left to kick rocks at the moment as we haven't procured enough of the tokens yet to pass out. He is just one of many who aren't being granted a token. We have no contract in place that mandates it for the current 500 employees, but the new hires will have it written in their contract.

As a supervisor, I protect my supervisees interests first, and understand their right to their property and what goes on it. Can my company mandate them to download it though? How do I support my supervisee through this.

So we have a holiday party each year, organized by employees, off site at a restaurant. Everyone is invited, sign ups are posted in the nurses station and a mass e-mail goes out to everyone.

Does this count as a work event? If someone sexually harassed another employee during one of these events would they be able to complain to HR?

Hey guys, I'm in need of some advice. For starters, I have only ever called off if I am sick, issue is I get sick quite regularly, but do not take multiple days off at a time as I find just getting a day to rest with proper medication makes me feel better. I do have mental health issues but I do not call in for that, only strictly if I am physically sick and unwell.

Unfortunately this time around, I've been sick since Friday. Started with a mild cough and I ended up working that day wearing a mask my entire shift so I wouldn't call out. I don't go out much except for work, if at all- yet symptoms ended up worsening over the weekend, even after taking allergy and flu medicine, and I'm really in need to see a doctor ASAP. I was scheduled three 11 hour shifts in a row this week since I am going out of town at the end of this week that I asked off over a month and a half ago. (I am usually scheduled M,T,T,F for 11 hours a day to make the 40 a week, so doing the 3 in a row makes sense since I'll be leaving Friday morning.) I don't expect to still be sick by the time this rolls around.

I ended up calling off today, as much as I tried not to. I genuinely feel so sick, but I don't have any PTO, and I'm unsure if my doctor will suggest me to stay home again tomorrow. When I told my manager I'll have a doctors note provided, she asked that I give up one of the days I requested off(these are unpaid) to make up the hours I'm missing today, which is fine, because I got an extra day off in case we were leaving town a day early. I'm unsure if she can do this, but I already feel bad calling out so I agreed to give up one day. But I don't know what the doctor will eventually say when I go later today, and if he will tell me to rest at home tomorrow as well.

The thing is, my last day at this job is the day before Christmas, as there was a scheduling issue with my other job I'm starting soon. I was full time here(12/hr) but wanted to switch to part time so I am able to work my second job, in the case that I didn't want to quit and still keep this job. They approved it, but then turned around a few days later and said they were unable to help me with it and that I would have to resign, since I have another job now. I ended up giving my resignation letter almost 2 weeks ago, and will still work here until Dec 24th, just because I didn't want to fuck them over and quit within 2 weeks so they had time to find someone new.

Any advice on what I should do? If my doctor says to rest up tomorrow as well, should I? I will already give up one of the days off I asked for beforehand to make today up, but I will actually be out of town from Friday-Sunday, so there's no way I'll be able to come in for that if I have to stay home tomorrow too.

Good morning all,

I come to you with a question(s) regarding intermittent FMLA. For some background I have worked full time for this company for 3 years come January 31, 2025. I do work over the 1250 hour threshold and they have more than 75 employees. Some further background is that I have Multiple Sclerosis and I do have periodic flareups. To which I filed for and was approved and managed through LFG for intermittent FMLA. Lately, I’ve been catching heat because my supervisor has been catching heat about my use of my intermittent FMLA from the department manager. It’s been one thing after another, first they (my employer) wants me to contact my treating neurologist to have the documentation either rescinded or changed so the 3rd part leave administrator will allow less use of the FMLA time. Then they changed it to where they want me to start using my ETO hours and “exhaust those before I use the FMLA” and now they’ve started issuing verbal warnings because of the used FMLA time. Then they want me to submit for unpaid ETO when I do use the FMLA allotment. I really don’t know where to go with this because I’m slowly losing my mind.

I recently applied for a company that I used to work for. I left on good terms and only left because they sold that area of the business.

So I am curious if they ask if you have ever worked for the company before and you say yes if it’s a automatic decline to having a chance at a interview or what’s the reasoning for it

I have applied for a job and currently looking to message the hiring manager on LinkedIn to add a personal touch but when I look at the company and search there is several hiring managers and HR managers? Curious what the best way to go about this is

Thanks

I hope most people are familiar with the concept of white-labeled employees. I am one of them, working for a different organization while my company earns over ₹24 LPA from the work I do. Today, I emailed my HR and management, proposing a revenue-sharing model where I would receive 7-10% of the revenue I generate as an incentive until the contract ends. However, they rejected the idea, stating that such a model doesn’t exist in service-based industries. In light of this, what would be a more reasonable pay for my role?

I have a meeting with my works HR tomorrow about a grievance complaint I lodged against a coworker. Long story short, they’re a massive and vocal bigot and I privately asked them to stop, which they didn’t take well. So I wrote everything down and put in a grievance complaint. They had their meeting with HR last week, where they denied essentially everything, and because of the nature of my work being mostly alone with this person, it’s essentially my word Vs his. He does have form with other stuff though that has already come to mgmt attention. My question is, does anyone have any advice I should keep in mind going into the meeting? I’m just going to tell my side of it, and I’m not worried so much because I know it’s true, but I’m worried that nothing is going to happen because they can’t ’prove’ any of it, and the end result is me being iced out of the workplace because all the other (majority male, pretty closed minded) workers consider what I did wrong. Any and all advice welcome! TIA

Back story: my husband works as an overnight ride mechanic at a well known theme park in Florida. This past Thursday (Thanksgiving night) he went to clock in and before doing so, his manager and supervisor asked him to come talk. They said they were suspending my husband and 3 others because of a pending investigation regarding a certain area of the ride track. They wouldn't specify details when my husband asked what happened. Everyone is assigned certain jobs everynight and then signs off for their respected assigned job. They showed my husband the paper from that night in question and asked if the signatures next to the work done were his and he said yes. They then had him write a witness statement which my husband agreed to do and in doing so my husband wrote every little fine detail he did that night in question...My husband has been a ride mechanic for 11 years now and at this one particular ride for 2 and a half years. He has never made a mistake before. He told me that in his brain and heart, he knows he did his job correctly that night as he has done thousands of times before. But we are still freaking out. They said usually an investigation like this would take less than a day to figure out but because of Thanksgiving and then the weekend, they said "you should hopefully get a call from us Monday". My husband thinks it's the new guy they hired a couple months ago (who was also suspended) because he keeps messing up on everything he touches, but idk. I'm so worried and freaked out. We have a 3 year old and my husband is the only one who mainly works. Should he start looking for new jobs? I wanna cry lol.

I've been approved for 12 weeks of FMLA for pregnancy complications, which would bring me to my 34th week of pregnancy. HR says after I'm out of FMLA, I can finish up the remainder of my pregnancy with PDL (so I would finish taking all 124 days of PDL), which should land me around my due date (2/23/2025). After my PDL runs out, I can then take CFRA for 12 weeks in order to recover postpartum.

But do I qualify for CFRA? Prior to the start of FMLA I had worked more than the 1250 hours required, and HR had approved me accordingly. However, because I took a lot of PTO and FMLA in 2024-2025, if I start CFRA anytime from 1/19/2025 onwards, I will have worked less than 1250 hours in 365 days prior to 1/19/2025 to meet the eligibility requirements- meaning I'm ineligible for CFRA?

Or do I actually still qualify for CFRA because I am taking FMLA/PDL/CFRA consecutively? Meaning the 1250 hours required are actually calculated from the day I started FMLA (10/29/2025) rather than the day my CFRA starts (1/19/2025 onwards)?

I called my HR and can't tell if they understand my question...one person said that since they already calculated my eligibility for FMLA, that they wouldn't recalculate my eligibility for CFRA so I'd still be able to take CFRA after my PDL runs out. But this is all just verbal and not in writing so I'm worried I'll end up delivering the baby and having to go back to work immediately afterwards...

Thanks!

I was recently laid off from my long-term job. Completely unexpected. My husband and I had been trying for another baby and, of course, it happened the month before I was laid off (I didn't find out until recently). I'm now 12 weeks along meaning I've got 6 months before giving birth. I'm interviewing as much as I can and I'm not sure what the best course of action is as far as informing a future employer. I don't want to come across as deceitful by not mentioning this to a hiring manager but of course I don't want it to impact my chances at an offer. What is the norm? Is it appropriate to mention at an offer stage or before / after? Any advice is helpful as I never thought I'd be in this situation.

I'm basically trying to apply to a management job where I work now and I had previous management experience. The problem is that it was about ten years ago and that different company's store has closed. I can't find the owners to get dates of employment or verification that I worked there. One of my friends worked there with me and was also a manager, so I have him as a reference.

How do I put this on a resume to show the experience and explain how there's no contact info? I'm needing to show the management experience because I don't do that now at my current job. Thanks.

Hi!

I recently got an offer and will have a background check 1-2 months before my start date. I said in my interviews that my externship was done with an externship program offered by my school, but I'm afraid I worded something slightly wrong.

I said I did an externship with [company], and I did it alongside my school, where I did research for the externship. Would this be accurate? I wasn't a direct employee of the company, so my point-of-contact for a background-check with Sterling would be through the program, not the company, but I did the externship through my school's program. My resume also says "[school] Externship" in place of the location for that externship, should I be fine?

I sent an extra email to confirm that's fine but I'm naturally anxious and want to be sure! Thanks for reading!

Hey all, started the job over a year ago and primary case manager in my area (small county). Told me I’d only have to travel 6 hours round trip once one month & twice the next alternating. Patients have been slow the last few months. Not complaining. Salaried so pay is the same. Supervisors start sending me out to see patients in the next county & further (2+ hours one way) the last couple of weeks. Not getting home on time, having to leave early to be there at a certain time, family is taking a toll. I spoke up about it and told them I didn’t mind helping out the other nurses at all a couple of days a weeks. They clapped back with my census being low, needing to travel to keep my company car, and basically suck it up… I didn’t sign up for that though. If I wanted to be a traveling nurse I’d go grab one of those 10k a week assignments. I got hired as a “Smith County Nurse Case Manager” not a locum. It’s not my fault the census is low either, I don’t recruit patients what so ever. Idk what options I have? I love my job, when it’s my area and I don’t have 4+ hours of commuting daily. I don’t want to leave it. How do I have a conversation with my boss about it without sounding confrontational?

My direct manager at a very large company has told me that one of my co-workers is "severely underpaid". He also told a different co-worker the same thing about the same person when they asked for a raise.

The person who is "underpaid" is a 15+ year employee.

My mgr also has been oversharing about another co-worker vet (maybe 20+ years) and is close to retirement and the company has no intention of paying their pension/retirement (they want them to quit and I heard its quite a large sum). He hasn't told me this directly, but 3 other coworkers have mentioned this (people talk at the company!).

I feel awkward and guilty when working with these two people my mgr overshares about and it seems like a pattern that he will likely repeat.

Should I say something? To the two people?

Is this legal? Or just simply misconduct and its best I stay out of it?

PS: I also had a situation last year with HR reporting racism (to others, not myself) and had to gather 8 others to be witnesses and would rather NOT have another reason to talk to HR at this company.

My employer is 40+ miles away and anyone within a 50 mile radius must be hybrid for a designated number of days each week. My NP wrote me a robust letter supporting how working at home is beneficial to my mental health. She cited my diagnosed disorders and how ADA supports reasonable accommodations and how being exclusively virtual is beneficial to my conditions.

The response from HR specifically said “based on the documentation provided, you do not appear to suffer from a mental or physical disability that would preclude you from performing the essential functions of your role in the office; accordingly, your respect to work from home 5 days per week is denied.”

This is absolutely poppycock and hogwash all in between and sorts. I should not have to justify my diagnosed conditions. I don’t know how to respond to this and I feel so disrespected by this determination. This company is a corporate giant, I am scared of them — however I’m a great employee and I don’t think I’m asking for much considering the circumstances.

How should I proceed here?

Edit:

*letter to employer

“patient suffers certain chronic health conditions which make it necessary for them to have a work from home accommodation. As a reasonable accommodation under the Americans With Disabilities Act (ADA) this accommodation is deemed necessary because of the diagnosis of generalized anxiety disorder (f41.1) and post, traumatic stress disorder, chronic, (f43.12). They experience daily symptoms which make focusing in a traditional office setting difficult. Exacerbation symptoms also impact variability to maintain focus, stay on task and be sociable when they are overwhelmed.

The ability to work from home provides them reduce noise, appropriate, lighting, and their support animals which promote their ability to function and limit exacerbation symptoms. Their chronic conditions do not make them unemployable, however, do make it necessary for them to receive these accommodations. These are reasonable accommodations and failing to provide these accommodation results in a violation of the ADA.

I believe the ability to work remotely will allow them to effectively fulfill all job responsibilities and maintain high productivity levels. They have all necessary technology to work from home.”

Using a throwaway for this one.

I work for a moderately sized organization and am a mid level manager. I have a team of staff who work under me, and manage the budgets associated with those staff and the work our department does. The funding from my department comes from a variety of sources, and includes both grant funding (I am the primary grant writer) and funds that we receive from state and federal sources.

Last year I was informed by my supervisor that one of the state level pools of money we would normally receive was being significantly reduced. I am actually pretty familiar with this fund and routinely need to speak with the manager for it at the state level, so I checked in with them. It turns out the funding had not been reduced, and even the manager at the state level was confused as to why my department would be getting less funding. I requested a meeting between my supervisor, the state level department, and myself to go over the budget.

I wouldn't think this was out of line since the work my department does is focused on compliance and I regularly communicate with the state level agency in other capacities. I also think that it is important to highlight here that, since my work is focused on compliance with various state and federal laws, I sometimes find myself in opposition to other parts of my organization.

My supervisor refused to have this meeting, and said that it was inappropriate for me to have made this request. A month later I received a formal disciplinary reprimand and the primary subject of the reprimand was me wanting to schedule the above meeting. I was characterized as having problems with authority and trying to find ways to get around supervisory decisions. The above was not the only thing in the disciplinary reprimand, but it was the chief complaint.

Several months after this, when my organization was forced through an Audit, it became clear that my supervisor (who at this point was in a different position) had done the budgeting incorrectly- in the exact way I had assumed they did. This lead to lots of scrambling internally to make a new budget and submit it. I did end up receiving the amount of funds closer to what I normally would have had- in fact, an amount that is exactly what I said was reasonable.

I am now considering filing a formal complaint about this because, as it sits, I have a formal disciplinary reprimand in my personnel file for trying to correct a budget that was, ultimately, not correct. In fact, had my supervisor listened to me from the start and had the initial meeting with the state as I had requested it, the budgeting error would have been identified significantly earlier than it had been. We would have turned in a correct budget on time. I have all of the above in writing- my request for a meeting at the state level, my supervisor's refusal to have the meeting, and my formal disciplinary reprimand that lists my request for that meeting as a reason for it.

I am not sure whether or not this would fall under retaliation, whistleblower protections, or something else, or even if this seems like something worth pursuing. Part of me knows it will be a headache, but another part of me is pretty frustrated that I was punished despite being correct.

I went on a leave of absence due to severe anxiety. Filled out FMLA and short term disability papers with my doctor. My work was aggravating my anxiety and I needed the time off due to insomnia/panic attacks/some ideation.

The STD came back denied because my disability is work related and said I needed to file workmen’s compensation. Should I go ahead and file workmen’s compensation? File an appeal for STD? Just give up?? It sucks that I supposedly have these benefits but can’t use them.

I have a long and well-documented history of dyslexia (diagnosed at 5, currently 38). As I understand it, dyslexics are a protected class in the US. I don't currently require any accommodations at my work. Is there any advantage to disclosing my dyslexia?

Is a company required to maintain an employee handbook?

We used to have one. Then it migrated to our internal server in digital form. It has been missing from the server for well over a year now. As a supervisor, I do try to refer to it and my staff have made comments about it not there. I am not in HR. HR has been asked and they simply say it's being updated, but offer no timeline.

There are bits and pieces that are individually accessible. Is a company liable to be held to its published documents? We don't sign the handbook or contracts. For example...one of the pieces notes we are to receive a percentage of PTO for hours worked over 40 hours per week. T We were told that policy was pulled a few years ago. But since it has not been updated, is the company liable to uphold that policy, since that is what is available to staff?

Thank you

I have a doctors appointment on Dec 30th but i also have New years Jan 1st off. I’m probably just being paranoid but would I still get the holiday pay?

I know typically the day before/after a holiday I would not.

I find myself in a situation I haven’t encountered before and not sure what to do. I’m in Ontario. I have been working for an organization for a couple of years at a director level position. I report to a vp and the vp reports to the ceo. Anything that I ever send up to the ceo is reviewed by my vp. I have never received negative feedback from either the vp or the ceo, and have had a strong performance review just a few months ago.

Three weeks ago, however, my ceo sent me a message in the evening, without cc’ing the vp, saying that due to the poor quality of products, she has started seeking an external vendor to provide the services I currently provide. She said she has discussed this w the vp and that she expects the vp has shared it w me. I was utterly confused by this, as all the products that have come back had little or no edits, the vp hadnt mentioned anything to me at any point during our bi weeklies or otherwise. The ceo also has a monthly with me and has never mentioned anything. I asked her if she could provide clarity and share back an example of a product that she felt didn’t hit the mark as I couldn’t identify one while looking through her feedback in the last 6 months. She said she’s too busy atm to share examples but will do so in the future when she has time. I spoke to my vp and she said she has no clue what the whole poor quality comment was. She said she will touch base w the ceo asap to clarify.

It’s now been three weeks. My vp has barely touched base. We spoke once, during which time she said she didn’t get a chance to meet w the ceo and can’t provide me w any insights on whether I’m going to be let go. She also raised her voice at me when I asked if there usually should be a performance management process if a person is to be let go - rather than it coming out of the blue, without them ever having an opportunity to hear constructive feedback.

Anyway, I’m in a lot of distress and my mental health has been suffering. I’m completely in the dark as to the reasons the ceo has made the comments and feel utterly unsupported by the vp, who knows the stress the lack of clarity is causing. Every work day that passes without some form of clarity or decision is exhausting.

So I would appreciate any advice on what I should or could do in this case. I understand that Ontario is a jurisdiction where one can be let go without cause. If that is the case, do I have the right to get severance? And to negotiate a decent exit package? If they say they are firing me a cause (no severance, I imagine), wouldn’t they have to provide clearly documented cause and show attempts at performance management?

There are several components to this. She is a temp admin, and I am a higher level admin, directly hired by this organization. She is 30 years old (I say this because what I describe below makes her sound much younger).

She has a very very sweet act when the principals and mid-level people are around. But also, every day she talks over me, interrupts me, and inserts herself into conversations she's not a part of and answers questions people ask of me, including non-work chat. She also started doing this thing on day 1 where she said she'd set up a meeting/coffee chat for us with people in our office or other offices, and then leaves me out. I let her know early on I was aware of it so she may have stopped.

There is also a few days into the job she told me she was "flirting with me...not flirting but like you know, like when men are trying to pick up women". Which I notified managers about and made me uncomfortable around her.

She also tried setting up our work relationship where she can depend on me to tell her how to do things like open up emails in Gmail, or troubleshoot tech problems. She threw a fit when I told her I was unable to help her one time.

These two incidents led to both of us chatting with our managers. I have no idea what came of the flirtation comment but they said "that will be handled".

She's now acting like she's my boss, like telling me I don't need to answer emails after hours (I most certainly do lol).

In the two days before Thanksgiving, she literally listened to music and watched videos on her phone all day, and then stayed back half an hour to work (I'm guessing she gets paid hourly). When I let her know I could hear the videos, she just turned it down and after a while spent the day continuing to loudly play it, and the next day as well. The day before Thanksgiving, I asked her to please let me finish my conversations with people before she interrupts. She gave me a dirty look and ignored me lol.

She also wears skirts where we can all see up to her crotch when she sits down.

Question: I am unsure whether to go to management again at this stage or risk it blowing back on me. If I go to management, do I mention all the stuff that doesn't directly involve me (like the music/video stuff, which is a big no-no), or do I bring up the fact I can't talk to her about stuff like music/video playing and interrupting me without getting unprofessional responses? And that this is a problem when we're supposed to be collaborating and communicating with one another? She has been here less than a month and it's become obvious she is going to continue to be a problem, for the office's image and for me. I am not sure how Machiavellian she is and whether she's just got this natural female competition/jealousy complex, or if she's trying to take my job, but I'd like to nip this in the bud instead of finding out. Thank you!