Hey, I'm considering getting a MBA/HR degree, can anyone provide any insight? How is the day-to-day? Career opportunities? Also one more quick question, is it really that female dominated?(I am a male)

My baby was born on 10/16/2024.

I went onto EDD and applied for PFL which made me fill out 2501F PFL Bonding Claim A & B form. I applied on 10/28/24 and have not heard anything back from the EDD.

There is no option to email and I have tried calling multiple times only to be told the lines are full. Am I missing something here? I've attached the birth certificate for my baby and everything else they asked for but have received no indication that my claim has even been viewed.

What am I doing wrong?

Thanks.

I work for a rather large company currently and the responsibilities of my job require me to be in contact with special clients to handle delicate issues. I am the only person involved in these matters and my work volume continues to be high with these clients. I am afraid if I give a 2 weeks notice, it will screw them in finding a transition but I'm afraid if I give any more than a two weeks notice, I'll be fired and be out of pay.

My new job doesn't start until 1/13. Is it ideal to give a notice now so I can give them time to transition or protect myself and wait until the end of December to give a notice?

Recently I was informed I have -19 hours of PTO. This freaked me out at first, but upon several Google searches and Reddit posts I realized this was legal and considered a "benefit to the employee". I asked my manager if they could possibly explain how the PTO works and I went to them with a print out of the PTO Plan that was given to me once I started working here. My biggest concern going in was

1. why I was not notified that I was receiving PTO I did not earn and
2. why the current PTO plan says nothing about about negative

PTO or how it works. Looking at my pay stubs I saw that I was given PTO on days I called out on and days I was sick on. My manager told me l'd be in the hole for the next 2 months at the rate I currently accrue PTO. My manger also said that being at -19 isn't adding up given the time l've missed. They also let me know that several parts of the PTO plan are not being used. I requested an appointment with the person who handles payroll and I have not heard back. I just need some information that will keep me better informed about what exactly my right are as an employee. I think they are trying to play games with my time and money. I had an issue with my pay before but it was be they were paying me less than I was told then still only gave me $1 less. I never had a job with PTO let alone benefits. I always just didn't make money if I didn't go to work so this is all very new and confusing. I also want to note that if I were to quit right now 19 hours of my check would be deducted. Would they take the full pre-taxed amount? Bc that doesn’t seem legal.

Last week I was scheduled for a Monday and Saturday shift, but my schedule was only made aware the day of the Monday shift, or very shortly before. I missed the Monday shift and didn't call in because I didn't know I was scheduled, and then all of a sudden my Saturday shift disappeared. Yesterday the schedule was made and I am not scheduled a single day for the next 2 weeks. Asked my manager about it and he said I didn't show up and didn't call, and didn't say anything else. My manager took my shift away and is refusing to schedule me for at least 2 weeks for missing one shift he didn't let me know o had beforehand. Wtf? Is this legal? I live in Seattle Washington, I haven't been fired or contacted outside of my manager saying I no call-no showed, is there anything I can do about this?

I (30F) am a contract worker at a large financial institution. I’ve been in my role 9 months. I was hired and worked in an adjacent department to what I am currently in, multiple departments under one umbrella. After starting that role I was in it for 2ish months and was moved to a different role, I stayed in that role another 2ish months (i didn’t want this role I was told I had to move due to business need). While in this role my two male coworkers were hired and trained, then moved to a different role (department B let’s say) and went through extensive training there. I was moved back to my original role then to department B, I expressed concern that I needed more training like my coworkers had just had and was told that it wasn’t possible. All three of us were doing similar work. Permanent roles opened and I applied. I was then told I had to be moved to a new role, I expressed concern again that I wanted to continue my training in department B so I could get a perm role there and it is hard to get fully up to speed with so many moves (I’m the only employee that was moved this much). My manager agreed but said it wasn’t his choice. While in the new role I was told I don’t have enough experience for the perm position and my two male coworkers were awarded the roles. Worth noting were all hired for the same Position so it’s not like we were meant to be in different areas.

Do I have grounds to complain about this?

4 roles in 9 months is a lot, I feel like I’ve been set up to fail here.

I've recently gone through a rough breakup with my long term partner. We moved together across the US and have lived in this new state/city for only a year. I am no longer happy with where I am and want to live closer to my family & friends. Additionally, im paying much more for my rent and bills now that it's just me. I'm set on moving back and have my move out date finalized.

I'm currently almost 9 months into my role at my current company where I am one of 3 employees on my team. We have a (loose) hybrid schedule of 2-3 days in person, 2-3 days remote.

Since i've been here, I would say that being in person for my role (as well as my team) is completely useless. I get next to nothing done in the office that I wouldn't at home, and honestly get LESS done as well. Additionally, my first manager was remote in Massachusetts and my new manager is also remote in Alabama. However, my company has other employees in that branch in both of those states. I plan to move to Arizona which, to my knowledge, nobody works there.

Thankfully, I have some leeway with my position since our super busy season is this Spring, which I'm moving right before at the end of January. My coworkers have told me that during the busy season they hardly go into the office due to the lack of time. So they do need me quite a bit, as if I leave, my coworkers will definitely be swamped with more work and scrambling to hire a replacement. I should note that before me, they've hired temps and other full time employees and have struggled to retain a third team member (me).

I plan to approach my manager, ask to be fully remote, and sort-of make a case for myself. I'm going to tell him i'm moving closer to my move date.

Does anyone have tips for me and how I should handle this situation?

I've worked for a small insurance company for the past two and a half years straight out of college. My company consists of five people - my boss is the owner and I have three fully remote coworkers. I am in the office four days a week, remote one. They're all a bit older and married with children, I'm not (I have a boyfriend and prefer cats to babies). My boss refuses to let my work more at home because someone needs to be in the office and since I don't have kids it falls on me. One coworker (who started a few weeks before me with the same level of experience) lives about 40 mins away, so that's an additional excuse she has for not coming in. As a note, she did not start out remote, she was also meant to be fully in person. I've brought up my displeasure with being the only one who has to work in office repeatedly over the past year or so and have suggested to my boss that everyone rotate / be hybrid so that I could also work from home more but it never happens. I moved six months ago and now am about half an hour away from the office to our city's downtown area (leaving the office at 5pm it sometimes takes me an hour + to get home). In terms of job efficiency, we have software that allows us to see everyone's productivity, not just our own, so I know that my remote coworkers are actually less productive than I am-- so it's not a case of being able to be remote if you have higher numbers.

Also, I am the only one who was told upon hire that I could not be put on payroll until I had my state licenses. Everyone else was put on payroll immediately and paid while they studied for the exams but I figured since they were hired before me (the woman who started a few weeks earlier than me was not licensed until after me but was paid for a month more than I was), it may have been a new rule implemented. However, my boss just hired a new employee last week and he is on payroll now while he is studying to take his exams and become licensed.

I feel like I have been taken advantage of not only for being the only employee not allowed to be remote because I don't have children but also because I was not paid for training like everyone else was and is. I suspect it's because I'm younger and coming right out of college. Is this actually discrimination based on age and familial status or something that would be acceptable practice anywhere else?

I live in Indiana but work in Ohio. I have Bipolar Disorder & ADHD, I have requested to work from home as an accommodation. I am currently a hybrid employee, I am in the office 3 days a week and home 2 days a week. When I accepted this position I initially thought hybrid would be good but I was wrong. I'm extremely stressed at the office. I get distracted very easily, the smallest things are distracting. My mind races and I constantly fear l'm going to have a manic episode. I am medicated but I still get them and I end up humiliating myself. I get insomnia bad and it takes about an hour to hour and a half for my meds to kick in every morning. I hate that I'm like this but I have lived with this my whole life, I know what works. I need a relaxed environment, very structured schedule, and as silly as this may sound my dog. When I am stressed he really helps to relax me? I don't ever forget my meds when l'm home etc. We currently have 1 girl in my department that WH permanently, due to a move, 2 others WFH for medical reasons, I have no idea if it's permanent or not. I'm still worried that my accommodation is going to be denied, can someone please let me know their thoughts? Thank you

Hi all.

To preface this, I'm a ball busting Union man and I'm gnashing my teeth at my partner's workplace. Currently she's working in the Colorado mountains and her office has no heat. Like. At night it's below 10°F and day it's a high in the high 20s. It's cold there. They haven't had heat in weeks. They refuse to fix the heat because it's 'too expensive'. Having space heaters is tripping the breakers and losing power to the computers they're working on. I would go in guns blazing and tear hides to meet demands, but she needs to trade off to office speak.

What laws or reporting places or HR stuff is being violated here? How does one do HR speak to say fix the damn heat?

I run a small startup - we have one full-time employee and one part-time employee, both are non-exempt and paid hourly. I noticed that my full time employee recently started racking up significant overtime hours, working 60 hours rather than 40 (which equates to a >70% increase in weekly pay when accounting for overtime at 1.5x). When I asked about this and whether this was an effort to get some extra hours in, in anticipation of the holidays (when there will be higher than normal off days), and I was told that this person felt they were not able to make ends meet based on the current comp structure. (Note that this person is just a few days short of 3 months at the company, so it's not like recent inflationary pressures vs comp are misaligned.)

Since we are a startup and have so few employees, we did not yet put in place a formal overtime policy or handbook. However, I am pretty upset that this employee is trying to use overtime as a back-door way to get a raise. Any advice on how best to handle this? What steps should I take to properly document this? Is this relationship salvageable, or should I start thinking about phasing this employee out? This feels like a massive breach of trust and abuse of the system, but I want to be rational, professional, and fair about it (and, most importantly, make sure I am handling it in a way that protects the company).

Any advice would be very much appreciated!

Looking for some ideas on how companies are aligning the commission plan with the company annual performance and merit review cycle.
For example, if the fiscal year runs from April 1, 2025 through March 31, 2026, for sales compensation plan purposes, these dates also align with the term of the commission plan.
However, as a result of the merit cycle, pay changes such as merit increases that affect variable pay are only effective June 1, 2025. How are April and May handled, the two months at the old pay rate? Not to mention, when it comes to plan delivery, I want to deliver plans on time (Apr/May), and that means I would not have the new pay levels effective June 1st at that time yet.

Hi everyone,
I was called into a meeting today by my manager and informed that I've been late to work about 7 times over the course of the year. This triggered an investigation, and I was given the opportunity to explain the reasons behind my tardiness. Afterward, I was told there will be a formal disciplinary meeting where I’ll have to answer the same questions, and they’ll decide what action to take.

I've been at my job for 3 years and have a clean record—never been in a meeting or faced any disciplinary issues before.

I’m feeling a bit anxious and unsure about how to approach this. Does anyone have advice on how I should handle the upcoming meeting or how I can address the situation effectively?

Thanks in advance!

MBA in Human Resources (18 m to 24 m online) or Master of Organizational Leadership (10 - 12 m online or 24 m hybrid). Army can pay for it.

🤯 what to dooooo.

Hi everyone,

I am employed by a University in the UK and have been here for 6 years. I've searched my institution's regulations and can't find any coherent advice so I thought I would post here to see what people think and if I have any recourse to challenge this. It's important to note I am not part of a union.

For the past 3 years during the 'recognition and reward' cycle I have been moved up a spine point on the pay scale because my workload has been increasingly heavy and more than my other same-grade coworkers. At one point they had to re-hash my job role and do an entire re-grading because of how much I do. Other possible rewards during the reward cycle are various amounts via a one-off voucher, such as £250, £750 etc.

This year a couple of things have happened:

• the head of my department (admin) retired and was replaced by someone from outside my university (so not necessarily familiar with our insitution's policies and how things work yet) who doesn't know us very well and doesn't seem to be as 'on the ball' as out previous department head.
• a senior member of my team had to go off work on long-term sickness leave during the period of recognition and reward prep / Performance and Development Review (PDR) time. She is not my direct line manager, but this person heavily advised my also-relatively-new line manager and was a big advocate for us lower members of the team when it came to how much work my team were doing and letting higher-ups know.
• I had to go on sick leave towards the end of the 23-24 year. This period started in mid-August and lasted 7 weeks. It was due to work stress because of the sheer amount of responsibility I had, and a necessary operation + recovery time. This time off took place outside of the 23-24 PDR cycle, but during the period of the review stage. As a result my 23-24 PDR has not been completed yet.

This year my workload increased as usual up until the point I had to go off on sick leave as mentioned above.

I have just received an email saying I'm being given a one-off £200 voucher. To be honest, this feels like an insult to everything I've done in the 23-24 cycle. My male coworker who has been with us for around 2 years and did significantly less than I did during the 23-24 cycle received £750.

We suspect that our new head of department is not very good at accurately telling HR how hard we have worked during this year, but she clearly advocated for my coworker more than she did for me. I suspect this one-off low reward is a combination of 1) her not being great at advocating for us compared to our previous department head, and 2) including my sickness period + my coworker stepping up to cover some of my work in whatever she said to HR despite the fact that all took place outside the 23-24 cycle. It feels as though she told HR what happened in the last couple of months, not the entire 23-24 year. I feel like I'm being punished for taking time off sick and for the bad luck of a new manager who doesn't know or care about our day to day workload.

I have a couple of questions which I couldn't find coherent answers for when searching my insitution's HR pages:

1. is it likely I can appeal this decision? I could find information about appealing disciplinary decisions but nothing for appealing recognition rewards. If necessary I can use some concrete details to show how much more than my coworkers I did during the year, but there are other things I can't easily quantify, such as being the go-to support person for almost every academic we work with and mentoring/advising every member of my team on a daily basis since I have more experience than them.
2. How would you recommend I go about challenging this decision, if you think it's even possible to challenge it?
3. If my sickness leave was taken into account in my reward, would this be considered discrimination and/or inaccurate since it happened outside the dates outlined on the 23-24 PDR schedule?
4. If my head of department and her lack of adequate support is responsible for my poor reward, how would you recommend addressing this considering she's here to stay and is literally the highest admin contact in my department?

Thank you for any advice you can give me.

I am going through the final stages of a job interview process for a business development manager. They will be conducting a background check. Last year in Sept, I received a ticket for taking a right on red where I wasn’t supposed to in NH. I paid the $65 fine right after receiving the ticket but found out I have 3 points on my license from this ticket. I recently completed an 8 hour drivers safety course to reduce 3 points, but they will still appear on my record when run by the company. Do you think this ticket will affect me being hired? Prior to this ticket I hadn’t received any tickets since 2021 for driving on suspended license when it expired during COVID. Thanks in advance.

Hi, so I've been working in this company for exactly 3 months now but I never received/signed any offer letter from the company since my report duty day. So the question is, can I just send in my 24hrs resignation notice period? Because legally, I have never entered into an agreement of this employment. Thanks in advance for the help!

My nephews is a level 2 job position at a company that has about 5000 employees, so fairly small. He’s put in for a promotion for senior which is currently next after level 2, and so his manager got back to him with saying she will add it for her budget next year. This was two months ago.

She’s now come back and Informed him that the department is looking to add a level 3 and 4 before senior next year which means he might be the first to be promoted into a level 3 position.

The pay bump between level 3 and senior would be the same for him. The manager recommended he go for 3 so he has more levels or promotions to be had.

He’s not sure if he should push for senior or stick to level 3 or ask for level 4 at the least for the promotion. He has mentioned that the company has been doing compression analysis for some of their other departments and will be looking into his department next year.

Knowing the compression analysis is coming, I was thinking if he goes for senior the analysis would help boost his senior salary up.

I’m not sure as I’ve not had much experience with this stuff, on what happens to salary bands when new tiers are added… so we sought to ask for some HR wisdom here. Also if anyone has some real world experience, please do share.

I’m in a tough situation and could really use some advice. I work in a sales role and recently started keeping a diary to track my sales, customer interactions, and sometimes personal thoughts about the day. I kept it tucked away in a drawer on the counter to keep things organized and I would usually take it home, but I have ADHD and I always forget to grab it. It turns out someone read it without my permission.

The problem is, I don’t know who read it or who knows about it. I found out that my manager had the diary and was told that the a colleague I consider a friend (who sells the same brand as me) was hurt by something I had written, although I didn’t mean anything mean. I was just reflecting on work and some frustrations, but I can see how it could’ve been taken the wrong way.

It was pretty much me recording that I haven't made much sales because my colleague gets to the customer before me, and not making excuses but I was on my period at the time so I thought write it down instead of bottling it up or venting to anyone and sounding silly.

My team leader for our brand told me that my manager had the diary when I asked her if she had seen it. When I asked her why, she started having a go at me "how would you feel if one of us wrote that about you" and before I could answer, she said "no you wouldn't" and I admit it wouldn't be nice to read, but it's not like it was the burn book from mean girls. I didn't get a chance to catch up with my manager today, but my team leader was not clear about who found/read the diary, like she was keeping it under wraps.

I feel awful for hurting my colleague’s feelings, and I want to apologize, but I also feel violated because it was personal. I can’t shake the feeling that my privacy was invaded, and I’m not sure how to handle it. I don’t know who knows what now, and I’m scared about going back to work and facing the situation.

There was nothing in there that was malicious, no personal attacks, just writing down my POV at the time. Moving forward I will not write anything personal while on the sales floor, and keep my work diary and personal stuff separate, lesson learned!

Has anyone dealt with a breach of privacy like this? It was my mistake for leaving it at work, I own that. How should I handle my apology and rebuild trust with my colleague? Should I address the breach of privacy with my manager or just focus on mending things with my coworker? I could really use some guidance on how to navigate this.

My employer provided health benefits after 3 months, and I signed up for it at that time. However, now I wish to cancel that health benefits, and explore purchasing another benefits outside of work.

I have 2 questions:

1. Can I cancel my health benefit plan provided by my employer and continue to work for them? (I want to ensure there are no penalties with canceling/opting out.)
2. After 5 months, if I have a change of heart, and I decide I want to return and sign back up for the health benefits provided by my employer... can I do that?

My company [OH] paid me [WA] signing bonus last year and a little over 12 months fired me without cause, notice or severance pay. They're asking for repayment of partial sign on bonus. I'm in the US, this is an American company. What happens if I do not pay them back? Will HR chase or file a lawsuit?

I recently started on a new ICU unit two months ago, and I will be starting nursing school very soon. My program is accelerated and very intense.

These past few months my boss (who’s very new to his role) has been singling me out it seems. On my last day of orientation he gave me a performance improvement plan and told me I was doing terribly. And once I got off orientation he hasn’t let up. Last week I got in trouble for not moving an IV pole fast enough when a patient got up (patient was fine and had no close calls). Today I got written up for using my phone during a 8 hour sitting session with a woman (no close calls or anything I was with her the entire time). Other CNAs can use electronics but I can’t because he doesn’t trust me.

The other CNAs, Nurses, and patients have been giving me good reviews. And when I ask them for feedback they say I’m doing good. But whenever I see him he tells me I’m doing so much wrong and that I’m progressing too slowly for his standards

Today he told me that he won’t let me go to part time because I’m not competent enough. I’m not strong enough in my skill set to choose when I work and at minimum he will give me one less day to work. I’m in an MSN program and I’m taking 17 credits this first semester. Other CNAs can go to part time because they are “competent” but I can’t. He thinks my performance will suffer if I don’t work enough. Mind you he hired me knowing I was doing nursing school in 2025.

I keep asking him what he wants me to do to improve and he told me to watch educational videos (I watched all of them during orientation and had nurses sign me off on those skills). He says that I just have to improve at everything and if I don’t I will not pass my 90 day review.

I asked him what the nurses and patients were saying and he said it’s not important. Then I asked if someone could shadow me and see how I’m doing things - and he said no. I told him how will they know im progressing if they don’t talk to anybody and how do I meet his standards without someone shadowing me. He had no response. This is not the first time he’s dangled termination in my face.

I don’t know what to do. This is a massive research hospital and I love my job, but my boss doesn’t seem satisfied with anything. I’ve bent over backwards for this man but I don’t know how to please him.

Edit: Why am I being downvoted

I applied for a job near the end of October here in Michigan in the financial industry. About a week after I applied for the role, I sent a followup email to their general HR inbox inquiring on the status of my application and expressing my interest in the position. Within 24 hours, I received a response that my resume was forwarded to the hiring manager.

A week or so, I met with the hiring manager in person. I felt that it went well. I sent a thank you email the next day. And then the hiring manager responded that she was forwarded my information to another manager in the company that I'd be reporting to.

The manager was supposed to reach out to schedule a time to talk through the position and requirements. I received a call while driving home from work and did not want to miss it. Honestly, I thought it would be what the hiring manager stated - a call to schedule a time. The other manager talked through my resume and I offered to schedule a time that was best on their schedule. And they said now was perfect if that was okay. At the end of the call, the manager said I had all the experience needed for the role and I'd be a great addition to the team. I felt great. Oh and they mentioned the position was posted for while so the hiring manager needed to make the final decision soon.

A few days later, the hiring manager reached back out to schedule a meet the team. We scheduled the time. I thought it went well. I met with several people and they all had questions and it felt right. At the end the hiring manager checked in and asked how it went. The team seemed very excited to have me join.

And since then... I've heard nothing. It was almost two weeks after my meet the team, and I sent a final email right before Thanksgiving expressing my interest in the position and thanking them for their time with this process.

Now, a holiday is in this time frame and I'm trying to be patient. The hiring manager is usually responsive. However, I have received no updates. This is a dream job for me. It's close to home in an industry I'm passionate about. The position is still posted on the company website and other hiring websites. Are they still interviewing? Are they waiting for the holiday to pass? Maybe they're on vacation? How long does it typically take for someone to get hired from application to offer date? Also, is it strange I've never really spoken with HR besides my initial interest and request of follow up on the position? Thank you for sticking around to the end!

My father and family had decided on comfort care and transition to hospice because of recurring liver cancer plus other complications. My mother lives at home alone and she only has 1 more month left of FMLA and PTO/vacation total. I life out of state but would like to br at home during this last moment. The doctors don't think he has much time left. However, my father doesn't want to go back home. Can my employer deny my FMLA to care of a seriously ill parent if he does not want to come home, but maybe to a facility?

What can I do? My mother isn't handling things well as well. I only have PTO enough to cover 2 weeks and bereavement is 24 hours.

I was thinking I'd file for FMLA then use bereavement and then 1 week of PTO after everything is done to help with the services.

What can I do?

The manager at the facility where I work was reported for retaliation and attempts to downplay sexual harassment. Long story short, a year ago, one of her favorite employees (and a personal friend outside of work) was reported for sexual harassment to the HR manager and dept manager by multiple people, one being a female. The result of that? Not a very thorough investigation....the facility manager told the HR manager people were just not giving her favorite employee a chance because they were jealous he was selected for a job and that he should just be coached and not disciplined. The word on the street is the facility manager basically put the kibosh on a real investigation and he got off with a slap on the wrist-- and I know this because this employee went around bragging after, saying that he was "in with the right people" and "no one's gonna bring me down." He got promoted to a different position a month or so later. 6 months after his promotion, he was fired for sexually harassing a custodian, who turned him in when their affair went south.

An investigator with the ethics and compliance office of the company contacted me and some other folks who had turned him in last year and asked some pointed questions about his behavior, and the site leadership who looked the other way. To complicate this, the facility manager went to me and told me "you're going to be getting a call from an investigator about supervisor xyz. How did he act towards you when you worked with him?" So I told the facility manager....about the sexual comments he made, how uncomfortable he made me. The facility manager acted like they had no idea about this, which confused me as I reported it to the HR manager who I would've thought would have elevated this....I don't know...felt to me like the facility manager was perhaps trying to manipulate me to make it seem like they weren't part of the slap on the wrist and whitewashing of concerns. I told the ethics investigator in my witness interview. I got the vibe this was a big deal, witness intimidation or something. He seemed to imply the facility manager shouldnt' have known who was on the witness list. Seems like someone leaked information....

My issue is this investigation is still on going on the ethics investigator said it was in its final stages. It has been nearly 2 months since my witness interview so I asked the investigator for an update. I am worried all the bad leaders who covered up this individuals behavior are not going to be held accountable. I would think if they thought this was a big deal they would've taken action fast and wouldn't be dragging this out. Is my job in jeopardy? I am scared. The facility manager is going to know I ratted on them to the investigator and the thought of having to work under this leadership makes me fearful of retaliation.

This whole thing is a mess. Any guesses as to how this ends?

I have a interview lined up and it going to be done through Teams but I am curious why they go this route instead of in person if everyone is local to the area?

I feel like I would do a lot better if it was in person

So first some background, I'm working in a dairy plant in upstate new york, and i was born with something called perthes disease making prolonged standing extremely painful. I explained all of this to hr in the beginning, and was given a packet for my doctor to fill out. (how long can i stand, how much can i lift ect.) And on this paper, it states that i am being given an extra 2 10 minute breaks until the benefits team receives the packet back from my doctor. Fast forward to today (a month later) and my supervisor saw my go to the bathroom, and claimed that i was taking too many breaks, and if it happens again, i would be written up. After explaining the situation to my supervisor yet again, he brought me to someone else in hr, who says that i was never supposed to get those breaks, and that my case with the benefits team was already closed. But i have it in writing that I'm supposed to be getting these breaks?

I had an interview for an internship at a relatively new healthcare company on Friday 11/8, with my would-be supervisor in my specific field (data analytics) and the company’s co-founder. I thought it went really good.

I didn’t hear anything so I sent co-founder a follow up on 11/20 and he said thanks for reaching out, and that the data supervisor who I interviewed with would be reaching out early during week of Thanksgiving. After this response I was sure I got the position.

Well now we’re past that week, and I don’t know weather to send another follow up or what to think really. Thoughts?

Is it the time of year or is it because I've job hopped with increasing skills and better $$. I feel so disheartened.