RESIGNED FROM DEPED WITH NO BACK UP PLAN [PH]

Hi everyone. I resigned from DepEd because of anxiety and depressive symptoms. Those last months were the hardest part of my career to the point that I consulted psychologist and psychiatrist.

I don't know where to start now. I don't know what company will accept a career shifter like me. I graduated with the degree of Bachelor of Elementary Education. Takot din ako na ma interview at matanong na why did I resign from one of the government agencies na okay naman ang benefits and salary. Is it acceptable na ang reason mo sa resignation ay mental health reasons?

Help me guys. I wanna start again. :(

Ya, it will piss off some people, but so does wearing a cross - so can I PRODLY show my support for our next President?

Or will HR come down on me or worse?

Note: I work at a large high tech company.

Hello!

Currently enrolled in an Hr Management program where I will receive my Diploma, and will be taking the CHRP exam once completed. Since I am doing this through a continuing education course-by-course approach I have some questions.

Background on me: From Canada, I will be completing my program at the end of 2025 and currently work as a bank teller doing lots of tasks outside my role including regular audit compliance. I have tried to apply to a role that did not require any experience on the posting (within my own company) and had high hopes as my manager was trying to assist me, but no interview and they settled for a candidate that had payroll experience as that is that they were looking for.

Since i don’t have the opportunity of a co-op how might i get some hands on experience that many job postings are asking for?

Are there certain roles i should be searching for specifically that i can start out with?

How can i make myself pop with only transferrable skills?

I guess i am also wondering if i should wait until i graduate to apply, or keep trying with what i can find at the moment?

I am scared that i wont have the chance to land into the field and have the opportunity to grow.

Any advice is good advice, TYIA

My new boss started a little under two years ago.

I got along with him well at first and he considered me a confidant I guess. I’m the most experienced person on my team by several years, most of the rest of my team started when he did 18ish months ago (there was a mass firing before that, I was one of the few left.)

One day a few months after he started, I was working a shift with several co-workers around, and he started talking shit about a ton of our colleagues who are of equal position to us (and are under his umbrella.) This was in front of several people, all of whom were alarmed. One guy even went to the bathroom, and when he did my boss started making fun of him to me and another co-worker, then went right back to acting normal towards him when he got back from the bathroom.

This was my first introduction to something that would become regular. When I would have my 1 on 1s with him (he’s my manager so it’s standard) he would start talking shit about a ton of my co-workers. I always just tried to change the subject when he did but it was like he was compulsive, he literally can’t help himself, even he admits that in private.

In arguably the worst case: One of my co-workers was working remotely for a few months. He pulls me aside for some reason up to the kitchen on a higher floor (not even a private room) and starts telling me (I didn’t ask) that she is claiming to have anxiety and he thinks she’s faking it and has a 2nd job. I told him I don’t think he should be saying that and that I don’t think she would do that. He then showed me an email she sent him and his boss where she said when she comes back she will need 5-10 minutes to go for a walk sometimes to regulate her breathing if she has high levels of anxiety. He said “doesn’t that sound like an excuse someone would make to take a call for another job?” I was completely appalled.

Furthermore, he completely bullied one of my female co-workers, CONSTANTLY talking shit about her behind her back and clearly had a personal vendetta against her. She was ultimately not retained at the end of her contract. His criticism was so bad of her that apparently someone else told his boss about it anonymously, then he came up to me the next day and said “This is such BS I can’t talk shit about her anymore.” He went right back to doing it a few days later.

Finally, he has a very obvious crush on one of my colleagues, everyone think so (he makes it very obvious without directly saying it.) Throughout the entire year he told me that they were adding a new management position and that I was going to get it (I never asked for this he volunteered it constantly). He mentioned it in every single meeting. In my year end review last year when I mentioned it to him since it was promotion cycle time, he said “That’s not gonna happen because X (female colleague) deserves it more.” She had only started 6 months ago at that point and I had been there for years. Which is fine on the surface if she deserves it, but he said the opposite all year, and he also said this exact sentence to me: “Your years of work at this company mean nothing to me.”

He constantly messages with this female colleague and I know for a fact (I don’t have proof but he’s literally told me off the cuff about the stuff they say together about colleagues and they’ve done it in front of me out loud) that they talk shit about our colleagues together, which feels inappropriate since he’s everyones boss and she’s equal to the people who she’s influencing the boss’ opinion on. Most of the messages between the two of them seem to be on our workplace messaging server, although I’ve never read those messages so idk. I also found out that they got together a few times outside of work just the two of them, which is fine on the surface, but both of them lied about what they were doing/who they were doing it with, which to me seems kind of sketchy, and I only found out about it when it was accidentally revealed by her, she then tried to walk it back and downplay it.

I have several colleagues who I know feel the same way about him, however, nobody wants to jeopardize themselves. I have no written proof of anything.

What can/should I do? I’ve tried to ignore it for a long time, but it’s taking a brutal toll on my mental health tbh and I feel it’s really not right how he is.

Am I just putting myself at risk saying something with no concrete evidence? I’ve worked at the company for a long time and other than this boss I like it, would hate to do something that jeopardizes me during a time of a bad job market.

Hi everyone.

Lately I applied for a entry level job and I have not used my formal job title in my resume.

Curently I work as plannist and that is what I wrote in my resume. But my formal title is Junior Planning Specialist. In my company and honestly I think industry, nobody used such terms. Everyone just use Plannist or a Production Plannist instead as more clear. As I said before in my resume I wrote Plannist with deeply described tasks I do and up to single day correct date of starting my current job. Obviously I was aware it's not my official job title but I did it mostly because I thought it will be more clear to recruiter what my responsibilites are and my job is. Much later I realised it might be taken as trying to mislead my level of experience. I will also add that in our system we all have the ---Planning Specialist in our role name, but we also have Plannist as our Short Role Name.
Right now I'm after the interview after the tests and I already have an offer ready and got all the documents for a first day of work and signing a contract. Basicly I'm awaiting for a first day of work.
The question is, should I contact a recruiter to let him know about it and clarify it or I'm freaking out and I should just chill.

Also I'll add that at one point the recruiter told me that they want to hire me but I have to wait for their HR formal confirmation and I was contacted from a different person 2 weeks later with a job offer.

I work for a non-profit agency in Colorado. Recently, they've asked employees to work 6 days a week because we are short staffed. They've also asked these employees to take hour long breaks, when they only work a straight 8 hours, to combat the amount of overtime the agency will pay and that these employees will receive. Is this legal? Any information received will be appreciated!

California HR

I have a question regarding On Call after hour duties and overtime pay in California. I'd ask our hr department but that is currently run by the owners of the company and they said, state and federal laws arent black and white and their new policy lands in the gray area and therefore is within the laws enough to circumvent any compensation. They've also stated our employees cannot have access to their hr consultant and what they (owners) determine from the consultant is final and will not be discussed further.

While on call and standby I'm restricted from travel beyond what i can respond to and subject to geographical restrictions. I have an expectation to answer the phone and an expectation to arrive at the call of the address with one hour. This hour includes travel to work to clock in and retrieve a work vehicle and travel to location. Should I be getting compensation while on stand by or is their response of my freedoms aren't restricted as i can go to the grocery store reason enough to not provide compensation.

In regards to overtime. Is it legal to only pay overtime for time worked.

example the 5 minutes it takes to resolve an issue would be paid time and a half overtime if ive exceeded 40hrs that week while the remaining time would be standard wages.

Example I was given----- if I currently have 32 clocked work hours ie 4 8hr days and recieve a call I will not be compensated with overtime pay rather that time would be applied to my weekly hours and id be paid at my standard rate regardless of having worked 8hrs that day as I haven't exceeded the 40hr work week. If I did have 40hrs I would only be paid overtime for the time it took to resolve the issue overtime pay would not include travel time rather my standard pay rate per hr.

Also is it legal to have a general manger say they will notify the owners that I directly refused a order by a superior for not signing a policy until I get legal clarification and as such is a offense that can result in termination.

This might be a little unbelievable. My HR Manager came to me this week with a complaint about one of my employees. I have a guy in my building with a very serious stare. He has a variation of resting bitch face that makes some people scared and some people worry about him. When you talk to him, he's harmless. Generally, he's polite. He doesn't like working, but who does? The guy (let's call him Serious Face) is fine. He also doesn't talk to anyone but a few select individuals who didn't judge the book by the cover, he doesn't bother anyone really.

HR is going to sit him down and tell him that he needs to adjust his facial expression after another employee (details below) came forward with a complaint that his face made her uncomfortable.

HR scheduled the meeting with Serious Face for Monday and seems determined to follow through with lecturing this guy for looking a certain way. Can you imagine how uncomfortable that's going to be for him???

You ABSOLUTELY can't tell a man to fix his face. That, to me is worse than anything going on here.

Am I wrong?

What the hell can I do in this situation? I'm trying to get my boss to contact the cooperate HR representative who's over us, but my boss is letting it play out. In my boss's eyes we could lose an hourly employee, or a HR Manager, and he doesn't give a shit either way.

Some context.

This is a blue collar environment. We're a small facility for a big fortune 500 company. We have one on-site HR Manager, who exists outside of the operations "chain of command."

I'm a Process Manager and a Department Manager. I basically have a building and some authority over 20 people. My boss is the Facility Manager and Shift Supervisor. He's over my building, a second building, and he handles some admin tasks for all employees for our shift.

Serious Face just became a full-time employee after his 30 days as a temp, and he has a stationary task that he works on. His job is kinda like the step 1 for our plant. If you can figure it out, we'll start schooling you on site to do a more involved job. He's no where near ready for that. The distressed employee has been around for about 4 years and she has worked as an operator and helper in just about every department. She finally found a job that fit her right before Serious Face came around. She's excelling and seemed happy until HR asked her to find a problem to solve.

A complaint was made.

Earlier this week, HR made the rounds and "checked out Halloween costumes!" Nobody dressed up, so HR ended up hosting an impromptu gripe session on the floor.

A girl spoke up and said that Serious Face makes her uncomfortable. Serious Face hasn't said anything to this individual and he doesn't really find himself around her. He just sometimes faces her work area while he does his job, he doesn't look at her directly or anything. There's like 100 yards of open storage area between the two work stations. That's just where his job is and how his table is oriented. He stays on task or he plays on his phone... She thinks he's scary. And I can see why. But he's not scary. He's kinda nice, or neutral at worst.

HR came to me and asked me what I want to do. I told HR that Serious Face didn't do anything wrong. I will move the distressed employee somewhere else. HR told me that I should move the employee, but otherwise consider the situation handled. I was also told that I made the right call. I have this interaction in writing. It's all in an email chain and I BCC'd my boss because I wanted a little oversight on the bizarre world I'm living in.

A day after the email exchanges, I moved the distressed employee to the other building. Serious Face is currently unaware that this is ongoing, and he probably didn't even notice that the girl moved. Anyways. HR came and found me an hour after I made my moves. HR told me that the distressed employee doesn't think that it's fair that we moved her, and she was excellent at her previous job.

I asked HR what she would advise me to do, otherwise we were going to carry on with the staffing changes and put it all behind us. Suddenly, HR thinks moving the distressed employee was wrong, and HR wants to sit Serious Face down to have a discussion. Her exact words were "[Distressed Employee] was here first, and she doesn't deserve to be made uncomfortable."

I told her that I wouldn't participate further and wished her good luck. I bipassed HR and got my boss to back me up. We're keeping the distressed employee in a different building. Full stop. I suggested rotating Serious Face's table, but that's not allowed for ergonomics and safety. I asked about finding a new job for Serious Face, but he hasn't earned the credentials to move yet... HR scheduled the meeting with Serious Face. They detailed an agenda in the calendar notification and I was told HR is going to say "adjust your expression." I've been stuck thinking about this all weekend.

Update: as of Sunday morning, cooperate is getting involved and the meeting between Serious Face and HR is cancelled. We are getting a 2nd HR Manager for the next 6 months to develop our current HR manager.

Hi. I've recently found myself in an interesting situation at my new work place. I started as an intern here, and 3 months later got hired on. The whole time, almost 9 months- I felt welcomed, and everyone was very supportive and nice. Until this past week, when one of my colleagues suddenly resigned. No one knew exactly his reasoning behind the sudden resignation, he was a great worker, seemed happy and outgoing. Upon cleaning his office out, the secretary found an ominous writing on his whiteboard. An 👁️ with mine and my other colleagues name after it. As the day went on, more stories started to surface. Little micro aggressions on Teams messages, stories about his past history in another country as an asylum seeker due to his partner showing up stuffed in the trunk of their car after going missing. He now faces domestic violence charges against him with his new partner. I learned about his fear of being watched or spied on by myself and one other coworker. Apparently he thought this for months, (he thought I spied on him thru my computer and watched what he was doing on his?) and no one ever told me. I went months sitting next to him oblivious to the fact that he had such a violent past, and such paranoid thoughts. The weekend before abruptly quitting, he was put on a 5150 hold (according to him) for threatening to bomb the DA's office, and then un alive himself. Apparently he had told this to my manager and they were trying to get him to get help. However, according to him, seeking psychiatric care meant he was "admitting to all the accusations." That very day after work, I filed a police report, and was told by management to work from home the following day. I'd be lying if I wasn't scared for my life and that of my family. His erratic behavior makes me think I am not safe wherever I go, this is probably going to be exacerbated when I do return to work. I thought about filing a restraining order, but have very little evidence to back my claims. HR seems to be very hush hush about the whole thing, and m one in upper management has reached out. Given this unraveled Thursday and Friday, should I wait till Monday rolls around to see what actions they're taking?

Anyway advice would be appreciated 🙏🏼

I work for a large multinational company,and my manager has only been working here a year. I recently discovered that he gave everyone (maybe 8 ppl total) an annual review in July 24 where nobody “meets expectations”, except one person. He did not discuss the reviews with anyone, nor advise us on improvements needed. They were supposed to be signed by manager and employee,but that did not happen.

Why it matters: one of the questions for internal promotions or hiring is “did you meet expectations on your last annual review.” It could likely affect our ability to get raises.

When I asked the manager, he literally lied to my face and said he didn’t do it, that someone must have done it under his name. I contacted corporate HR who assured me that the review had all been done under his login. I contacted him again and shared that HR said he did it, and he wrote me a text where he denied, in writing, ever doing any review. I said that regardless of who did it, we deserve to have fair and accurate reviews., and he responded that he would discuss it with his boss.

What recourse do we have as employees? If everybody deserved those negative reviews,we should have at least received coaching and signed an acknowledgement.

I've had an opened and closed case about a coworker who was making threats towards me, and now I overheard him confront one coworker right after I'd spoken to him (the other coworker) and ask him "what did they say to you?"

Should I report this? Is this considered retaliation or anything?

Hello all. Like the title says, I put down $2000 last year in Dependent Care Account based on the numbers from pre-school & Kindergaten the past couple of years. Somehow I had little idea that first grade is free in public school so there is no care expense aside from school lunch, school supplies, & volunteering,

I'm almost sure the answer is yes but , is this money gone forever ? Is there any chance HR can help me with this ? Is it possible to stop payments from now to end of year to limit the damage a bit ?

[Update] I broke the chain of command, as my store manager was unwilling to act. I sent an email to all of the executives, store managers, and the CEO.

I (26M) [WA] am a mid level supervisor at a lumber yard/hardware store in Puget sound. I love my job and am very close with a great deal of my colleagues.

Yesterday, (Friday) I was alerted by a female employee that she had been attacked by a new male coworker after he asked her for a ride home on (Tuesday) after work. This new employee is a middle aged man, army vet, with PTSD, fascination with guns, and he has been very outspoken in favor of a certain political candidate.

On Tuesday after work, the man asked the victim for a ride, she agreed, shortly after leaving, he demanded she pull into the gas station and buy him alcohol. She refused and he started screaming and immediately lunged across the seat and began choking her with both hands. She fought him off in the parking lot and when a witness came over, he exited the vehicle and left.

The victim, did not call the police at the time, as she expressed that he would retaliate and she was afraid for her life. The man and the victim worked together Wednesday & Thursday without interacting. Yesterday he was off, and as soon as the victim came in yesterday at 3, she brought this to my attention, we immediately documented and called the cops. An officer came down, we gave our statements to the officer. The officer asked if felony assault charges were wished to be pressed, the victim said absolutely yes. Class 2 felony.

We provided the officer with the suspect's name, home address, and with texts the suspect had sent to the victim. The suspect had texted the victim threatening them, and also detailing a plan to "Kill their own their ex wife and child, hide the bodies, and make sure that everyone knew it was them, but that they're never be caught, because they'd take a slow boat to china." We showed the officer all of this.

After reaching out to all three of my superiors who had all taken the day off or were on vacation, informing them of the situation, I was immediately told to not tell anyone, and that this would have to wait until Monday. I was even instructed NOT to reach out to HR. Myself and the victim on at least four separate occasions prior to the incident expressed our fear with this particular individual to our management, and we were dismissed and told to stop overreacting. Two weeks prior to the incident , suspect entered my vehicle without my permission, on company property while I was working, and left me a MAGA hat. I reported this to my boss and was told “Pretend it never happened.” I found out yesterday that he did the same thing to the victim.

I went against the instructions of my managers and sent documentation to HR. I then informed a friend who no longer works with the company, who in turn informed a vast majority of my coworkers/friends in a group chat of the extreme danger this individual poses. I feel very strongly that everyone in the workplace has a right to know, and many of us are planning on calling out on Monday because we’re afraid for our lives. This individual has expressed a fascination with firearms, they claimed they served in the army in special forces, they have a criminal record, severe PTSD, alcohol and substance abuse issues, they are nearly destitute living in a boarding house, and they have an estranged ex and child they don’t see. It has every red flag for a possible mass shooting event. Every single red flag. I had a responsibility to make sure my coworkers were made aware.

Management caught wind of this, and texted me last night saying we had to keep a lid on this, and that were “leaks” and these “leaks had to be stopped to prevent a rumor mill from starting.” I feel so helpless and unsupported, yet I was the most senior person in charge yesterday and I felt I did the right thing by reaching out to LEO and HR.

Fast forward to today, the officer reached out to both the victim and I, informing us they had not yet contacted the suspect and he was still walking the street. The officer recommended the company let this man go on Monday first thing when he arrives, and THEN LEO would go out to make contact with him.

I am so damn scared, as is the victim, and all of my colleagues who are aware of the situation. Management is completely inept and I genuinely fear for my life if I return to work on Monday. At this point, I don’t care if they fire me for missing work without PTO. What, if anything can I do? Could I reach out to the company owner and inform them? I have already reached out to the police again today, and there is no possibility this man will be arrested before he is slated to return to work Monday. Ive never been this scared before.

Hi! is it legal to change a work schedule without notice? I just got back from a 3 days leave and was surprised when i saw that my schedule was changed and what's worst is that they changed it to 4by11 schedule. I just think that it's unfair🥲 i don't think i can work 11hrs a day🥲 it will drain me😭 help please!

My husband changed jobs in August this year, which eliminated our need for after school child care. I submitted the appropriate form to my HR to stop contributions to our dependent care FSA. The problem is that I had already contributed $3,000 to the fund, but our expenses through August had only totaled $2,000, which have already been reimbursed. Thus, without anymore child care expenses this year, there will be a $1,000 balance at the end of the year. The added kicker: our last child turns 13 in January 2025, so their aftercare is no longer eligible for FSA coverage, so a potential rollover won't help.

Am I entitled to a refund of that $1,000? My HR said that they can't help me with any potential refund, but I could appeal to the FSA administrator. Before I wander down that lengthy path, I wanted to find out if it's likely to be fruitful. Are there any regulations about this? Is there anything my HR folks could do to help?

I am looking for a graceful way to decline coming out of retirement.

For context, I worked for this organization for about twenty years. Early on, I had a very bad accident, which was not at work but many colleagues witnessed. It left me with some TBIs and an SCI.

They put me on an extended LOA for two years, while I was in rehab, and brought me back to the same position with every imaginable accommodation. I was promoted twice, my responsibilities expanded, it was lots of fun.

When I decided to retire, I gave them a year’s notice - some of the clients I worked with are tricky - and participated in all the job redesign processes and interviews. They hired three people to replace me - the three candidates I absolutely did not like. All flamed out in client relationship jeopardizing ways pretty rapidly.

Now they have asked me to return full time and indefinitely while they reorg the units I worked with, redesign the job and hire again. They are happy to compensate me generously - that’s never been an issue.

The thing is - I don’t want to. I’ve really enjoyed having the energy to build a fuller life and go have minor adventures and just not have any deadlines that are not my own.

I won’t be working in the future - I’m old and disabled and I don’t need a reference or to network or anything like that.

I don’t want to be offensive or difficult - especially to the VP and the HR director who have been amazing over the years - but I also do not want to work there or anywhere else at all.

How do I say this to them?

Hello,

Looking to register an online business to publish an app I've worked on. I've looked up my employer's policy and, barring any conflict of interest, I'm in the clear. That is assuming I disclose the external activity in their system for HR and my manager to see.

I would be fine with this since I am confident there is no conflict of interest (I work on this in the weekends exclusively and, while I am a software developer, the app I want to publish has nothing to do with my employer's business).

However I feel skeptical about disclosing it. I feel like they would have to rely on my word and I do not want extra scrutiny put into my performance for no reason.

I've been thinking about not disclosing it and only mention something if they find out (I'm guessing HR could check LLC registrations from time to time). I do have a pretty good relationship with my manager but I don't want to turn it sour for no good reason.

I am neurodivergent and I supervise a neurodivergent PTE with PTSD. I am under investigation by HR for creating a toxic work environment in the course of supporting and protecting my PTE from 1.) disruptive loud and extended (40 minutes) socializing on work time and 2) asking for clarification on a process where it was evident that a colleague lied and tampered with my PTE’s project.

Tampering includes changing dates and even backdating paperwork with false information. My PTE was really distressed in both cases. I was not abusive but I was serious. As a neurodivergent I am direct and low affect and people find my style “aggressive” apparently, I suspect partially due to my gender (female).

I had told the first person (the loud one) that “I need you to go back, [to your office]” and I asked the other who was working in the capacity of project manager “what is the change management process here, because there are changes we have not seen or approved.” As the project lead, they all needed to go through my PTE. This PM also volunteered my busiest employee for a busy work piece of this project that my department is never responsible for, and I said, “ it would not be appropriate to involve this person in that project.”

I have 11 employee and the one I had to discipline apparently also reported me so I’m now under investigation. Thoughts on this? I feel they are undermining my support of someone in a protected class as well as my ability to lead. I believe I would not be under the same scrutiny if I were a man.

First, I want to make it clear I KNOW you are all probably rolling your eyes reading this post because you probably all have employees coming to you with a similar sob story each open enrollment period. So I acknowledge that and apologize in advance.

Second, I have no one to blame but myself. I screwed up, I'm an idiot.

SO HERE'S WHAT HAPPENED: I missed open enrollment. This year, my company had an active enrollment - which flew right over my head until the last couple of days. I've had a lot going on, a new baby (5-month old) and recent promotion at work. Life is a little hectic right now. I sat down yesterday to select my elections and I paused for a question on one that I was unsure of, for which I reached out to HR for clarification via email. When I did that, I think I saved but did not actually submit my elections. I was pretty much to the end of the list where I had selected everything, but not actually submitted. We had a baby meltdown shortly thereafter, followed by a spouse meltdown with work, and before I knew it - I don't think I ever logged back on to finally submit my elections. I woke up today with a sinking feeling, and I logged into our employee portal and don't see any elections selected. I am absolutely beside myself and I know it's all my own doing, I'm just still in shock trying to figure out how it actually happened.

SO THE ULTIMATE QUESTION -- is there any wiggle room here for me? I've already sent a begging and groveling email to our HR to ask for an extension. Do extensions actually exist? Is there any hope for me? We're not even 24 hours removed from our enrollment period deadline. Am I basically at the mercy of my HR dept? Or are extensions in these situations not even actually a thing?

Thank you to anyone who read all this.

I had 2 interviews, 1st round interview (with a director) and a 2nd round interview (director and the manager I'd directly report to). During the 1st round, I asked "would it be alright to work 7-3?" She said things along the lines of they're flexible, and gave an example of a woman on the West Coast working 8-4 AM EST - ultimately she wants as much overlap as possible with regular 9-5 EST working hours between colleagues.

During the 2nd round, I didn't make any mention of my desired work hours because I already asked in the 1st round.

Yesterday, the director sent me an email saying congrats you got the offer. She added details like the salary, the fact that there's a benefit package (more details to come later), the expected start date, the hours and the fact that it's remote. She also wrote that if I accept this offer, she will send me the official offer letter PDF sometime next week.

HOWEVER, the hours listed in the email are 9-5 EST. Should I send an email response back mentioning to her that I'd prefer 7-3? Or, should I just say yes now, sign the offer letter PDF I receive next week, and then 1-2 days after starting, ask my manager if I could do 7-3 instead of 9-5? My fear of sending the email response asking for 7-3 is that she won't be down for 7-3 (or the manager won't be down - this may be the first time he's hearing of this), and may second-guess her decision and rescind the offer before I even get a chance to receive the PDF and sign. (I might be an overthinking worrywart, or maybe my caution is warranted, which is why I wanted to ask.)

I work in a very small office at a state funded University and I have several co-workers that talk about religion non-stop. I do not have a problem with their religion but working with them feels like a ten hour long church sermon. I would take this to my supervisor but he is also very religious and often quotes the Bible during meetings. Is this something that I can take to HR and if so can I do so anonymously?

Long story short, I’m concerned that a personal bias might be influencing my reapplication.

I was close to a former coworker (my best friend) who filed an HR complaint against a higher-up (now in charge of reviewing my application). A few weeks later, that coworker was fired. Although I wasn’t involved in the situation, I suspect my association with that coworker might be affecting my chances, rather than my actual work record or qualifications.

During my time at the company I was promoted twice, received employee of the quarter, and had really good metrics and numbers.

I’d like to draft a letter or email to HR and the recruiting team explaining my concerns and requesting an objective review of my metrics and qualifications. I’ve kept it respectful and straightforward, outlining my history and accomplishments, while also noting that I understand if I’m ultimately deemed unqualified after a fair assessment. My main goal is to make sure my reapplication is judged on merit rather than any past misunderstandings or personal biases.

Would sending a letter like this be reasonable, or does it risk creating an even more negative perception?

Any insights or advice would be super helpful!

I was terminated from FEDEX Wednesday for the use of the N-word, not the hard R, but just the normal word. not an excuse but for context, my coworkers and I are Hispanic, and we all use the word not in an aggressive way just casual talk, we even have white folks saying it, and one of my white coworkers has an actual metal "N-word Pass". this one person, I guess, had been envying me as I was offered a trainer and manager person before him as he has been trying to get it for a while, he ended up reporting me when he himself uses the word too. I ended up fired about 3 weeks after the initial report, with no initial suspension. He also tried to Instigate me after the report, but I didn't faze. I'm unsure if the termination is legal, as there was still a pending investigation from 5 months ago (received a follow-up call 2 weeks ago), where I was threatened and harassed by another coworker who has extensive reports within the warehouse, including throwing packages at workers. HR knows about that report and other stuff they tend to sweep under the rug. No one from HR called to let me know i was terminated or anything else related to my PTO pay-out, rather my manger called to inform me that HR was terminating me he didn't have a reason and i couldn't show-up anymore to my shifts. I don't know what to do and no one from HR is Picking up the phone as im trying to figure out if my PTO is getting paid this upcoming week. any advice would be greatly appreciated.

I’m a teacher in Florida, on a temporary license. I recently was charged shoplifting, small amount, second degree misdemeanor, and have a court date. (Please don’t go too hard on me. I know I made a huge mistake and I’ve been beating myself up more than anyone else could).

Presumably, hopefully, I’ll enter a diversion program, and the record will be sealed, since I have no prior incidents at all.

Now, when applying for a permanent teaching certification, Florida requires you to disclose even sealed, expunged, or juvenile records. So I understand the that I will have to honestly report what happened.

Could this type of record disqualify me from obtaining a permanent license? I read the list of crimes that will automatically disqualify someone, and this isn’t listed among those. But the district also clearly states that a final decision will be made on a case-by-case basis, and that they will consider how serious the offense was (not serious, I guess, at $15…), how old (sadly, as I said, very recent), how it relates to the job, etc.

Any experience with similar cases? How are they handled?

Hello everyone, I am a little late to this post and probably should have asked before. So I have been working as a recruiter for a year, and I do only IT hirings. My question is - How do I do it?

It’s pretty simple to learn hiring for other roles but with IT, there are so many languages and so many skills and each role requires a different set of skills and I don’t even know. So how does a person from a non IT background learn IT hiring?

I am the only person in recruiting so it’s pretty much me training me. I really would like to know how to do this or if someone is experienced enough and can guide me or help me with learning this. I really really want to close positions quickly and efficiently with excellent quality candidates.

This is in Canada. There was a job posting which I want to apply to but I got caught up in other things and now that job posting has been taken down. I think its been a few days since they took it down. Its a well known software company that creates accounting softwares. Is it okay to reach out to their HR's on LinkedIn, send my resume and request them to consider my application? Are applications entertained after job posting has been taken down ?

I have a job in which I travel for work at least 5 times a year. The process I was told was that for these trips that I should go through our travel portal and book a flight or rent a car or use my own vehicle. However, my boss insisted that I drive with her and her bf and denied my request to fly. I could not drive myself at the time because I was recovering from COVID and the medication I was on made me too drowsy. I kept mentioning that I would prefer to fly but she kept replying that I could just ride with them. My issue here is that on the return trip my boss flew to another meeting while leaving me to drive back with her boyfriend who does not have any affiliation with the company whatsoever. I felt extremely uncomfortable and still do about it because I did not know her boyfriend and I am a female riding back with a complete stranger. I also have not witnessed anyone else on my team being told they couldn’t fly to a meeting and had to ride back with someone who doesn’t even work for the company. Do I report this?

At my job, I'm not so much a boss but kind of a supervisor of sorts. I'm not responsible for hiring people nor can I fire them but I've noticed that a particular female employee at times talks and acts very inappropriately on the floor, with potentially anyone. To be more specific, she's been caught on camera several times getting very hands on with a male coworker and the two of them rolling around on the floor together. Nothing done or even said about it. She will often talk very vulgar about sex to people she works with and she's very loud, obnoxiously so.

Another female coworker who I respect has been her target has of late, she happens to be bisexual (and is in a relationship with a male) and finds the "offensive" female coworker attractive. I've noticed that the two of them hang around each other on the floor and this "offensive" female coworker slaps her on the ass, puts her arms around her and walks around like that and then they sometimes hug when they're leaving, but it seems to be the "offensive" coworker that initiates it all. Because my bisexual friend finds the other girl attractive, I don't really think she minds it, but I can't help but feel like the "offensive" coworker is just manipulating her because she knows the other girl likes her and its doing it to get her attention (which she loves more than anything btw)

Sure it's a girl doing it to another girl, but I just don't feel it's appropriate at all and yet the "offensive" coworker just gets away with it when in reality, she should have been walked out the door a long time ago. Another male employee has witnessed it too and got upset about it, but when the girls found out about it, they turned on him quickly.

I guess my question is, how should I go about this? Do I confront the people involved or just go to the higher ups and let them handle it when it kind of seems like they don't really care about it? (the boss is a lady who I feel they try and get buddy-buddy with so that they can get away with whatever).

In my weekly 1:1 I shared with my direct manager (off site) that I continued to feel unsupported at the new site that I moved to about a year ago. My manager said they understood and then proceeded to tell me they were going to be putting me on a PIP to control a dotted line, on site, GM’s behavior toward me (aggressive, yelling, undermining, etc.).

After telling me that I was going to be put on a PIP, that hasn’t been written yet, manager said “At the end of the PIP we need to get you out of there.”

I know a PIP is the end of the line, no matter what, but has anyone ever heard of a PIP being used to control the behaviors of someone ELSE and prevent abuse? This GM came in a few months before I was moved here & has turned over 70% of their leadership, including multiple GM hand picked leadership (friends) that the company paid to relocate here and stayed 2 weeks to 3 months before quitting.

This was a company sponsored move so I cannot separate for 24 months without them taking back the relocation.

I know you can’t make the illogical logical, I am looking for another position but I won’t be able to quit because financially my family cannot pay back the inadequate relocation package & my family purchased a home. I also have a child in high school who I can’t uproot again. The area I am in is more rural, with limited opportunities, and I work in manufacturing so physical proximity matters a lot.

Can someone help me understand the “behind the scenes” part that I’m missing with this scenario?

TLDR: Being placed on PIP after reporting feeling stressed / unsupported because the behavior of a dotted line GM needs to be controlled & no matter what I have to ‘get out of this site’ at the end of the PIP. Can’t translate the corporate speak, please help. Already looking for new job & know termination is coming, cannot quit.

*Also, this happened to my partner, I am just too lazy to do more than cut / paste what they sent me because they didn’t want to post directly. I apologize if that makes this a bit more confusing.

I was with this company for over two years, and in the last six months, I got a new manager. Right from the start, I never felt accepted by her, and things quickly became pretty hostile. She was a serious micromanager, wanting everything done her way or the highway, even making me CC her on every single email and then nitpicking each one.

Eventually, I reached a breaking point for the sake of my mental health and decided I had to quit. I told them I was leaving for a new job to keep things professional, and strangely, my manager seemed almost happy about it. Then she asked me directly, “This isn’t because you hate me, right?” I just told her, “Of course not,” to keep things cordial, even though the reality was different. I gave my two weeks’ notice, but they only made me work a few more days before accepting my resignation early. I still did my best to pass on all the information she needed.

Now, I’ve found out from a colleague that my former manager is telling people in the company, “Oh, OP was let go; it just wasn’t working out with him anymore, so we had to let him go.” I’m really frustrated because this isn’t true, and if she’s saying this to clients as well, it could harm my career in this small industry. I’m also worried about how this might affect my chances of getting references from senior members of the company during my job search.

I’m thinking about sending a letter to HR and CC’ing her and her manager (who used to be my manager) to ask them to stop spreading misinformation about the circumstances of my departure. But I’m not sure if this is the right move or if it’s worth the effort. Do I need to keep any legal aspects in mind with all of this?