In April, my coworker (19M) started texting me (then 16F) and we developed a close friendship. Then, in June, he asked me for sexually explicit pictures of myself and I said no and about a week later, talked to my manager about it. I know that the instance didn’t happen at work, but he is my coworker, and I would rather not work with him. I’m not entirely sure on what happened with him afterwards, but I do know one of our HR representatives spoke with him and I was told that I would no longer be scheduled with him after these circumstances.

I should also add, another girl at my work, under the age of 18, was also sent sexually explicit texts by the same male coworker and went to my manager about it, but she went to college, so she doesn’t work here currently.

After this event, I still proceeded to have shifts with him, in which I was told I could leave if I was uncomfortable (I’m a high school student and he doesn’t go to college, so I get significantly less hours than he does). After two times of this happening, my mom came in and talked to my manager about ensuring this, in which my manager promised that it wouldn’t happen again. But after this instance, I was asked if I could cover a shift for someone multiple times while he was also working and our schedules often overlap, in which I see him as I’m leaving or as he’s leaving.

I go to therapy and take medication for depression and this situation with my coworker significantly affected my mental health and I feel like my feelings aren’t being taken seriously at all.

Now, it’s November, and one of my coworkers who I’m really close with told me about one my other coworkers (16F) who is now texting with the same male coworker. I don’t know if it’s gotten to the point of it turning sexually explicit, but I do know that he bought her things which was something that he would do when him and I were first texting one another. One of my coworkers has informed my manager about this, but since it’s happening outside of work, there’s nothing that she can do about it.

Is there anything I can do or anything that should be happening that isn’t? I don’t know, I just feel awful about everything at work and I really don’t want to have to quit because I really like my job. Any advice would be helpful!

My work requires all employees to attend two monthly meetings each month, regardless of shift. I’m a third shift worker so I work 11 pm to 7 am and these meetings are held in the middle of the day and last for two hours (between 10 am to 3 pm, just depending). They are always right in the middle of when I need to sleep. I am expected to work the night before and the night after these meetings.

Please note that all meetings are recorded and “camera on” is mandated. You are required to wear professional and appropriate attire with a professional background, so it’s not like I can take the meeting from bed and roll over and sleep again.

If I got a letter from my psychiatrist stating that daytime meetings while working third shift are harmful for my health, would they legally be required to just let me watch meeting recordings?

I asked for this when I started due to it being a total interruption in my sleep and causing circadian rhythm issues, and they just replied with “unfortunately these meetings are required”. They stated that the meeting recordings are only for absolute emergencies or if someone had requested the time off for another reason prior to the meeting being scheduled.

I just don’t see how that can be expected of a night shift worker, especially given that the meetings are recorded and they don’t call for my direct participation in them. Like, it’s a lot of stuff that could EASILY be an email. TIA.

Hello, asking for your thoughts on the title above. Can a returning employee will still be on probationary period when they re-apply to the same Company? The role is still the same. The employee has been employed for 1 year as a fulltime then switched to a part time and then now the employee is back to fulltime. So on the Contract, does the probationary still applies?

Hi, I'd like to know your thoughts about the title above. There is this employee who as been employed in the Company for 1 year(fulltime) and switched to part time. Now, the employee is back to fulltime employee, question is about the contract. Does the probationary period still applies? The designation is still the same.

Hey everyone,

I’m looking for some advice on whether to disclose my pregnancy at work. Right now, I’m on long-term disability leave due to anxiety and other mental health conditions. Now that I’m pregnant, I’m trying to figure out if I should inform my employer or wait until I’m closer to returning to work (whenever that might be).

One thing I’m especially uncertain about is how this might affect my current leave. Does anyone know if there’s a different leave quota specifically for pregnancy that would apply here, or would it just be considered part of my existing disability leave? I’m a bit concerned that disclosing now could change expectations around my return or add pressure, but I also don’t want it to be a surprise later on.

If anyone’s been through something similar or has advice on how to handle this, I’d really appreciate your input!

Hi I recently got a job offer with pending background check. But I stretched my dates of last employment on my resume by couple of months. I worked from April to sep this year but I put in as Jan. Will that be a problem? Or just providing a w2 for 2023 will be enough. And also it's a big law firm but not as a lawyer just in some administrative position. Will that stop me from being hired ?

I had requested off some time due to an appointment. I ended up working other days longer than about 5hrs extra I thought so I have more than my necessary full time hours.

Normally if you use less time off than you needed my boss can reduce the amount of time off before he closes the time card. (For instance I put in for 8hrs PST, only need 32hrs a week ended up working 29 hrs plus 8hrs of sick time so my boss could have only used 3hrs of sick time instead of the full 8 to get me to my minimum requirement)

But I did not notice this until after the paycheck or else I would have said something before the pay period closed. Would it be possible to ask HR/payroll if I could have that the 5hrs worth of pay be deducted and get the 5hrs back in my time off bank?

My sick time hours at this company is limited I honestly would rather have the time off saved up than that little bit of money. But idk if that’s doable deducting pay

Hi everyone! I’m looking for advice from HR professionals or hiring managers, especially those in healthcare or mental health fields.

I’m currently updating my resume for roles in mental health and substance use counseling. My background includes client-centered mental health work (trauma-informed care, crisis intervention, community resource coordination), and I’m close to finishing a Master’s in Counseling. Over the past five years, I’ve worked in mental health roles off and on, including positions in clinical support and management at treatment centers.

However, from 2014 to 2019, my primary focus was running my own short-term rental management and consultancy business. I started the business from scratch, eventually generating $60K in net revenue by 2019. I handled everything independently, from client relationships and financial management to marketing and operations.

I’m considering adding this experience under “Professional Experience” on my resume, but I’m unsure if it’s relevant enough or if it might distract from my clinical background. I’m especially concerned that, because I was self-employed, it could detract from the impact of my other roles in mental health.

On one hand, I think it highlights my skills in client management, organization, and adaptability, which could be relevant in a clinician role. But I’m also weighing whether it might shift too much focus away from my mental health experience.

Would including this add value from a hiring perspective, given that it was my full-time work during that period? Or is it better to leave it off and keep the focus squarely on my clinical experience? I’d love to hear your thoughts—thanks in advance!

Hello,

I am looking for advice on accommodation requests, please. Last year, I requested reasonable accommodations under the ADA. Some were granted, while the most helpful accommodation was denied (now being investigated by MCAD). I must re-submit my accommodation requests each year, so I need to send another request for this upcoming year.

Should I include the denied accommodation in the request again? What are the pros/cons of doing so? What are the legal reasons?

Thank you.

Going through hiring process for finance manager position at manufacturing corporation. So far have went through HR phone screening, interview with hiring manager and predecessor, and additional interview with sales VP. HR stated in phone screening they're not trying to drag out hiring process and limit # of interviews. All went very well with sales VP stating im what they're looking for and hiring manager will be contacting me within next week.(this was two weeks ago - 11/1)

I received below email from recruiter middle of last week. Unsure how to read it regarding my chances of receiving offer. Pessimist in me says they offered someone else and are dragging me along incase that falls through, optimist in me says they would just ghost me if I wasn't front runner candidate. The most logical part of me knows I'm reading into it too much and need to chill, but I'm very giddy about this opportunity.

Thoughts?

"I wanted to touch base as (redacted name), (redacted name)and (redacted name) are in meetings all week so they are a bit bogged down with their availability. I am hoping to have something from them either Friday or early next week. But I wanted to let you know so you are not waiting around too long without an update."

I applied to a large company that uses workday to submit and deal with resumes. The posting closed today,

My qualifications are above what they are looking for so I am hoping for a interview just curious how long it would normally take roughly?

Business owner here who handles the HR side of our business in conjunction with our PEO. We’re also healthcare providers that work in employee benefits, so HR is what I do but HR leads and CFO’s are also my clients? It’s an interesting overlap.

Anyway, a poll of sorts for all my HR friends - with benefits season in full swing, I’m curious to know how you view this part of your job:

Do you enjoy working through the details of your health plans?

Do you feel you are a real advocate for your employees healthcare or do you prefer to just get it over with and move on with the rest of your job?

Also, how many of you are the named fiduciary on your company’s health plan?

I work in Environmental Services ( housekeeping) at a hospital. When I was hired I disclosed that I had a disability but that I did not need accomodations but now I feel I do. I especially think it would be helpful to do it now before my disability effects my work trying to keep up with my coworkers who are not disabled.

Am I legally going to have to tell them exactly what my disability is? Or can my doctor and I keep it vague and only give the necessary information?

HR gave me paperwork to fill out and I am trying to determine how much medical information I need to reveal in it. Any insight would be helpful

Also, is there anything in this paperwork that I should NOT say?

I've just gotten back to work from vacation last Monday and last Saturday I noticed my check was short. Obviously the PTO had not been applied. I communicated with the owner of the pharmacy (under new management, there's a lot of positions unfilled so I don't have someone like HR to report to) and he said he'd get it taken care of. My check is missing thousands, clearly very important. How long does he have to give me my missing pay? What code of law/organization can I reference if I'm actually going to need to push harder?

Hello HR gurus,

Should a college junior applying for internships include the Eagle Scout credential on a resume?

Thanks.

(USA - California)

I'm not claiming this is a great position I've found myself in.. But here we go. I get that I'm not being entirely ethical.

I have been in the corporate world for about 5 years. I have signed an offer for a new job and will soon be receiving the HireRight background check forms.

The recruiter who extended the offer simply said when I accepted the verbal offer "As I tell everyone, just don't lie on the background check."

Situation: I'm in my 30s and I never finished High School or got an equivalent. I dropped out in the 12th grade and it just never stopped me from being able to make money fortunately. This is not a technical job like a software engineer or law or dealing with finances, but it does pay 6 digits and is at a company at least every US citizen would be familiar with. I've worked at other companies that are worldwide known, and I've never been called out on it before. I have verifiable employment history for the last 7 years, dates are accurate, I've already prepped paystubs/IRS documents, and I will pass the criminal portion easily as I've never even gotten a speeding ticket or commit any crimes and never been arrested.

The job listing does not say anything about education requirements that you see in some roles. My resume and LinkedIn do not list any education because being in my 30s, I lack it plus if a job truly requires a college degree, I'd expect that to come up in interviews and/or be listed as a hard requirement on the job listing and then I would get declined.

So, here's the unethical part.. A year ago I got a fake GED diploma just incase, as I've been full time for a long time and was already job searching for the next opportunity. I've never attempted to use it though. I get it, I can just take the online GED tests and remediate this. If I survive this one, I plan to.

I've used Sterling and Accurate in the past and have had no issues. However, I honestly forget what I entered for my lack of High School or equivalent to never come up in background checks. I already make 6 figures too. So in some ways I feel like I've been dodging bullets like Neo from The Matrix as I wouldn't recommend anyone doing what I did not getting the GED, but here we are.

It seems I have two options.

Option 1: Assuming education is a required field, claim no graduation of anything. If the employer doesn't care when they review the HireRight background check completion, it never has to be brought up. If it gets brought up, either entirely confess (tbh I feel like that would get the offer revoked) or feign ignorance about home schooling into a GED and send the fake GED diploma and hope it's enough, and then actually start to get it while employed so that eventually it becomes a true one. Fortunately getting a high school equivalent is a lot less work than lying abut a 4 year college degree, most adults can get it in months.

Option 2: Claim a High School/equivalent graduation date and expect it to get flagged because it will not be verified upon them trying to. Send the fake GED and hope that gets HireRight off my back, in which if that suffices HireRight, we move on as normal.

I get the hunch this recruiter who I've worked with and the hiring team really like me. It involves relocation as well and they want me to start ASAP (I had to tell them I need 2 weeks to offboard projects as my current role.) So Option 1 certainly seems safer, as I assume the only way I didn't get flagged on this in past jobs, including my current one as I transition, is not claiming anything for education, which does match my resume and LinkedIn that don't list any education.

Not sure if it's legal, illegal, or just scummy haha. We usually have half days or days off before a holiday but my company makes the employee use their personal or vacation time for it, even though it's a mandated day off by them. Needless to say the company is strapped for cash and is being sued out the whazzoo by a couple different parties, so it makes sense that they aren't exactly generous. But still, just curious.

I work in data engineering side of the world. The last year have been hell in my career. I would like to keep this short as possible. I have an excellent job and pay is much higher for others at this point of my career. I feel discredited at work since a shift in the organization.

We had a plan to fix the organization platform to store data finalized before my time at this organization started. More than 3/4 of the original requirements did not even make into the launch of this data platform.

I have done everything to come up with plans and show my boss who just continues to discredit me time after time. He doesn’t even read the documents I sent and gives me any relevant feedback. In the documents that I have shared it hasn’t even written one comment of feedback. My boss falsely blames me for not providing information, requirements, or necessary code, and thinks everything is taking too long to deliver.

I have documented everything and my boss was clueless of what my job responsibilities even are.

My mental health has taken a toll since this. I feel depressed and never have been treated like this in any of previous positions.

I am lost and not sure what I should do…please help with some advice it’s hard to find another position.

Hi everyone,

This is a long post, but I would really appreciate if people can give some objective feedback about what to do. TLDR at the bottom.

I am currently 11 weeks pregnant, with the help of fertility treatments, and have been with my company for the past 5 years. My role has always been overwhelming, and I’ve consistently been overworked without any additional pay. Despite this, I have been a high performer, often going above and beyond by helping with others' work and training/mentoring new team members. For the past 2.5 years, I’ve worked extra hours, including weekends and holidays.

In September, I found out I was pregnant. Prior to that, from March to July, I needed frequent half-days off (2-3days a month) for medical testing and fertility treatments. I had enough PTO to cover the time off, but my manager Joan who had been informed of my fertility treatments in early March, told me that instead of taking full days off, I could leave early or come in late, as long as I made up the time and completed my work, which I did.

Since July, I stopped working extra hours and began taking time off as needed, using my PTO. I left when my scheduled time ended, but I often worked 1-2 hours extra to ensure that my high-priority tasks were completed, leaving the less urgent work unfinished. So now, I’m not the highest performer in the team, but still now the lowest. I usually complete about 65-75% of the total task ( 100% of the high priority stuff and about 50% of the low priority stuff). In reality, I would have to work 60+ hours per week to complete all the tasks assigned to me.

Around the same time, a new manager Paige joined under Joan in a position I had wanted to apply for, but Joan didn’t think I was qualified and didn’t allow me to apply so I didn’t (looking back, listening to Joan was a bad decision as I realized, there multiple times she told me I’m not qualified and I didn’t apply for those). Since September, both Joan and Paige have been creating problems for me. They’ve held meetings every few days to discuss my perceived lack of work and mistakes I’ve made, and how flexible Joan had been during my frequent time adjustment for Dr appointments .

Joan has known about my pregnancy since September, and when I had a medical emergency related to my pregnancy, she called a meeting the next day to discuss my reduced work. When I explained that I had to be out due to my medical emergency, she responded, “That’s none of my business. If you can’t do the work I give you, you need to stay extra and complete it, or I’ll get someone who will.”

Additionally, the Paige has been “shadowing” me to learn how I do things, but instead of shadowing and learning, she frequently argues with my methods even after explaining to her and showing documentation of SOPs. Paige then reports to Joan that I’ve done things incorrectly and that I “told her off.” This led to my mid-year performance review, where Joan made negative comments about my performance, my PTO usage, and my communication style, me being unable to take feedback, not being a good team player etc. She is making issues about things she had praised consistently since I joined this position.

Last week, Joan forbade me from taking an appointment with a high-risk doctor, as it coincided with an important once-a-year in-person event in my department. I explained that I may need to leave 10mins early, only if the even runs over but she said no, I can’t leave in between and then it’s is mandatory to attend.

After all of this, I reached out to HR (Rina), explaining only about the event and appointment issues and asking for an meeting to speak more about it.

Rina spoke with Joan before meeting with me, and Joan denied everything, including forbidding me from leaving for my doctor's appointment, making me appear untruthful. I came to know about this from Joan during my performance review as she was upset that I had gone to HR and this is like an official complaint. I told Joan my email explicitly stated this is not a complaint and I just want a resolution regarding me appointment and she didn’t leave any other options for to which she said I misunderstood her and she was asking if I could some other time and she didn’t have any issues with me leaving early and apologized for any miscommunication.

During my meeting with HR, After I finished listing all the reasons I feel discriminated against Rina said she had leave early due to other commitments as our meeting in running over, but before she left, she said, “It seems like your manager has issues with your performance and time off.” and that she will schedule another meeting with me.

Needless to say, I don’t have high hopes for the second meeting next week.

In addition, If I leave this job, my husband and I will have to live paycheck to paycheck, and my company provides excellent insurance and maternity benefits.

My husband thinks that because I’ve complained to HR, the both managers may back off a little, and that I should try to stay for another 6 months until maternity leave or until they fire me, at which point I could receive a severance package. But I don’t think they have enough evidence to fire me due to performance issues unless they start making stuff up which seems like that’s exactly what they are doing.

The only time the company highly needs me is during Thanksgiving and Christmas, when there is a high workload, and I am one of the few people who knows how to navigate that time. If I don’t leave before Thanksgiving, it won’t affect them much at all.

My question is: What should I do? Should I stay in this job, or should I leave?

TLDR: I’m pregnant and it’s affecting my productivity a bit. Two managers are making my life difficult over it and I’m not sure if I should leave or stay. Its an international company with about 4K employees in US.

I am leaving a company I have been with for 12 years - and I happen to be the payroll person. When I logged in to see my PTO hours, it was a large number (in hindsight this should have given me pause). I approached my boss with the number and offered to work out a payment plan - I care about this office and team and didn't want to cause financial burden.

He was dumbstruck and asked for an audit. I got offended and cried and was mean and ended up with a blazing migraine that put me out for the remainder of that day and into the next day. Nonetheless I began pulling my payroll after payroll, so I could create an excel sheet and show him!

We transitioned to ADP 7/2021 and upon my first anniversary it was clear - the accrual was almost 3 times what it should have been. Crap! Then 2022 - same. 2023 was over 1000 hours and 2024 was back to about 425. ALL way too much and I am freaking out!!

I decided to pull the rest of the team to see if this is a pattern. The new comers (less than 5 years with the office) are all fine. BUT the one other 5+ year member also had a wild accrual (she is now long gone from the office).

I really can not make heads nor tails of this - other than wondering if the coding for the long-timers vacation accrual happened at transition time??

Also, I recognize I should have caught this but frankly, I never look at my paystubs, since I know what hours for actual worked time are, etc. Also, the payroll report packet I print (summary, detail and liability) does not have PTO accruals listed - out of sight, out of mind. Stupid, I know!!

So now, I am owing about 300 hours to the office (I have let my boss know) and I am 1. Embarrassed and ashamed, 2. Filled with guilt because this is a huge financial hit to my family, 3. Concerned that this will (understandably) sully my reputation, 4. I feel like a POS and am riddled with anxiety.

Has anyone had this experience with ADP? Any thoughts on how this may have happened (both from a historical standpoint and from a place of avoiding this in the future)? Can ADP be held accountable for this?

Any advice is welcomed as I just want to crawl under a rock and die.

Oh...and I have already reached out to ADP - they were initially helpful, but once I pointed out the errors, it's become radio silent. This just doesn't look good for me.

Has anyone done a proposal on an internal leadership ptogram, I'd like some guidance

So last August, I quit my job bartending at a brewery because of the way my manager treated me. She was awful, and it all culminated in this icky conversation where she alleged multiple people had complained about me, and said I was extremely disrespectful and unfriendly to the staff. When I asked her to be more specific, or give me an example, she flung her hand towards the door and angrily said “like today! You didn’t even say thank you when I opened the door for you”…..it was very clear to me nothing she was saying was true. And was coming from a place of her own issues towards me. And it turned out I was right, I later found out no one ever said those things. A bunch of other stuff happened that I won’t go into. I had a panic attack after she went off at me and quit without much notice, which I know isn’t ideal. But it’s what I had to do for me.

I was also the social media manager of the brewery, and told the company I still wanted to hold that role. Fast forward to now, and I still work for the company. But I’m on the Marketing Team now which I enjoy. It’s been almost a year and a half since I quit bartending and my ex-manager refuses to let it go. She tells the other staff I don’t work for the company anymore, even though I do. We put up Christmas decorations every year in the taproom with everyone’s name on them (this year it’s stockings) and she told the event coordinator not to make a stocking for me. Which may sound silly. But the event coordinator told me she said that completely unprompted. My name hadn’t even been brought up in conversation, and she randomly says don’t make one for me specifically? And when I come to the taproom to get content for our social media, she marches over to whoever I’m talking to and says hello to them without acknowledging me. Like some sort of power play. One of my coworkers witnessed firsthand her behavior, and said to me “she’s a grown woman acting like a little girl. A mean girl.”

We’re a company of less than 50 people, so we don’t really have HR. We sorta do, but they’re more just upper management. And an HR lady who is in NYC, and is technically HR? But we don’t even know her. When I spoke to management when I first quit, they basically did nothing. I don’t know what to do. I literally feel like I’m being bullied in plain sight. This woman majorly holds a grudge, and the more I get her in trouble, the more she retaliates against me. She’s been here since day 1, and I don’t think they have any intention of disciplining her. How do I go about this? Do I just quit? Do I say something again while risking making the situation worse? Should I still have faith that management will listen to me?…

I sent 12 photos in an iCloud message meant for my friend in a group chat to my old store manager and two other associates that I couldn’t unsend.

I live in Michigan

It was to my old assistant store manager who works at a new store now and two associates.

I wish I could post images but one picture was a man with a giraffe licking in his mouth and a man dressed as a woman, another man with ICP face paint.

Can I get fired for this?? I replied after I sent it and said “I'm so sorry, I did not intend to send this. My apologize please disregard.”

Update:

Here’s the conversation I just had with my old manager

Me:”Again I'm so sorry! It was a complete mistake.” Her: “I'm sure they didn't see it no worries It's their work phones they probably don't go on it at night” Me:”Is this something I could get in trouble forr?” Her”Oh wait nvm you can't delete them I tried deleting them” “I don't think so? Let me look at the photos It's you making fun of hinge people but I dont think its that big of a deal” “Don't worry about it just delete the chat” Me:”Okay thank you AJ. I'm sorry about that.”

So l'm from California, I work at a preschool, l've been there about 3 months. Monday is my first opening shift, (I usually do the afternoons) and I was told I had to be there at 700 to set up. However my shift doesn't start till 730. It's only a 5 hour shift, so I'll be done at 1230, but then I was told I can't clock on until my scheduled shift.. is this legal? I've never had this happen before?

I am a sub teacher and this past week there was one class when 2 students began to fight each other. I called the office for help and the SIAs came and immediately removed the students and I gave a written statement. Then I received a notice in the mail that the principal had written an evaluation report and said they watched the video back and claimed I didn't try and stop them from fighting by separating the students prior to them beginning to fight. In the letter it says I can make a written statement so that it will be attached with the evaluation in my file.

I am wondering if I should send back a note to be added so there is evidence of what I said in my statement I already gave? I would include the missing information that would not have showed up in a video the principal watched including:

1. As soon as I saw the students stand up I told them to back up and not touch each other
2. When they did not listen, I went to try and find an extension number for the office/SIAs by the phone but was sort of panicking and could not find it quickly
3. While I was searching for the extension, another student came up and asked for a pass to the bathroom and I told them they had to wait because the students were hitting each other and I needed to call the office (this student was aware of the fight and could see it)
4. After I made the call the students stopped fighting and sat apart and did not reengage with each other. The SIAs came later and removed the students, but when they arrived there was no fighting happening.

I see mixed posts about whether or not to write a "rebuttal letter" but in this case I would not be trying to say it wasn't wrong or didn't happen, I would just want the extra details in writing on file should something come up later. I have never spoken to this principal before and could find no procedures of handling of fights in any handbook of this district. Is this something I should send or should I leave it be?

My spouse is a medical resident who is currently on parental leave. They have had 2 months of leave and are going to be work from home on a research elective for the 3rd month.

They were told that they were not going to be scheduled for backup coverage (on call) and now with only one week before the research elective they are being scheduled for 3 weeks of backup coverage.

We scheduled childcare to begin in December after my spouse goes back to work full time and cannot move the start date forward. I work full-time for 11 hour days from 9a-8p.

Can my spouse take intermittent FMLA for the on call shifts if I am not available to care for my child?

I’m in Australia. My company is a subsidiary of a large corporate company. I learned 2 days ago that my company is being dissolved for parts essentially in phases over the next 3 months. I am the sole HR person we obviously that means I will be spending my next 3 months letting everyone go and then am expected to go in Feb after it’s done.

Here’s the kicker, I am nearly 3 months pregnant, no one at work knows yet as I had planned to tell them in December, I’m due in June. There is an opportunity for me to move to the parent company in an HR role which is very fortunate to transfer tenure for maternity leave eligibility which is pretty crucial rather then be unemployed at 6 months pregnant.

Now I’m trying to figure out how to play this and really need advice. My thought is I can try and push to transfer sooner to the parent company in December and do both roles to get the contract, but then when to tell them I’m pregnant? otherwise I have to wait till Feb to transfer which is possible my CEO won’t let me go until then. I’d only be working with them 3- 5 months depending when I could move so they’d need a mat leave cover so soon which they could reject me for. The role I’d be taking is also originally a mat leave cover for 12 months but they are changing it to a perm role for me, only for me to also need a mat leave cover. The company is super focused on increasing gender participation and for woman to stay in the workforce so I’d like to think I’d be ok and they wouldn’t decline me for it but I’m not naive enough to know that doesn’t happen every day to women. I’d be showing probably by later December and definitely in January so can’t hide it.

What do I do, how do I play this to try and keep paid mat leave through this. Because of my role I know what should happen obviously but know all too well the conversations that happen behind closed door about this that are discriminatory. Thank you for any advice!!

So this scenario has occured twice in my job hunt and both times that it happened, it just felt like a very challenging blow.

The hiring manager sarcastically said something like "yeah I can see that you have worn tons of hats over the years can you tell me a little bit about that and walk me through that?".

The reality of that is that I went through a career change.

What if I just said something like "yes there was indeed a period where I couldn't decide what I wanted to do. I did call center work for a few years and got a feel for a few different things. Then in 2020 I fell in love with XYZ industry, and began taking coursework to build my skillset"

How does that sound? Is that good/bad?

Hello,

Where I currently work is quite hostile and toxic, with the exception of my direct supervisor. I want to leave, have three weeks PTO accrued, but HR policy doesn't pay them out, and if I place a two weeks notice, I'm not allowed to take PTO either. My boss gave me the option to put in my three weeks, and on the day I'm supposed to return, just to submit my resignation to be effective immediately, and to state it's due to the toxic environment. I checked my contract and it's at-will and doesn't require a notice (Florida). Can HR or the company "get me" in anyway? Can they decide not to pay me? Can they demand the pay/time back?

We have a new employee that will be delivering items for us using their personal vehicle. They are also answering phone. The position is part-time and work from home. They will be coming in 1-2 times a week to pickup items for delivery then scheduling and delivering as needed. We were planning to pay hourly plus mileage but wondering it’s possible/legal to pay hourly for the answering of the phones time and then a per delivery fee?