Basically long story short, i messed up my dates. i requested today off 2 weeks ago to take an exam but had to reschedule for tomorrow because i forgot I start the new semester and it overlapped with my exam time. I was supposed to work a double tomorrow but both of my shifts have now been covered. however now, my supervisor is asking me for proof of my exam tomorrow and he’s asking if i was able to work today? yes, i technically could have worked but I already requested this day off and i’ve been off the schedule. Is he allowed to ask for proof and furthermore is he allowed to be asking this many questions?

Curious if anyone has ever submitted a retaliation complaint against their manager and won or saw a change in behavior. My manager started treating me unfairly after we had a meeting (with a “mediator” of my managers choice while I wasn’t allowed to bring a third party). I thought we hashed it out but apparently not. I’m still documenting situations before I report but just wanted to see if there’s been any success stories.

For example of situations

• delaying my approval form to other management that I need to complete my work tasks.
• delaying the approval of my travel reimbursement for payment
• ignoring my PTO request. While I know PTO is not automatically granted. I placed my request 8 weeks ago while others have placed theirs after me and got approval. Our policy states that a reason must be given for denials and can only be denied due to the necessity of the employee for work. My requests have always been approved within a week.

I’ve never had a problem before and this behavior started shortly after we had our meeting.

Hello!

I am in management at a company with about 200 employees. We need to lay off a person in a more esoteric role that isn’t needed at the company any longer since we are moving in a different direction. This person is a 45 year old man we we like, but is unwilling to move over to another position to stay employed. So, we are at a stand still.

Are there any legal requirements we are up against due to his age, or are we free to lay him off? We prefer not to terminate as he has done a wonderful job, but the role is eliminated and he won’t move over…

In Georgia USA and he has been employed with us for 3 years.

I’m looking at a job at TD but also am in the middle of doing IVF. Does anyone that work at TD knows how much maternity leave there is and if I had a baby within a year what would happen? Can I take short term disability and then take it at 12 months?

I was terminated today and given 4 weeks and my vacation pay of 20 days left paid out.

However, one of the “4 weeks” days is a pre-approved vacation.

Can I argue that my “4 weeks” should start after my pre approved vacation, thus giving me another week’s pay?

Wondering how Hirevue results are presented to recruiters. For the applicant, we sometimes receive a link within mins of submission containing only qualitative data. Does HR receive quantitative rankings or values (like on a scale) as well in addition to AI feedback? Please share what HR sees on their end when candidate submits Hirevue including Hirevue games. Thanks.

My employer has started requiring all employees to use the employee bathroom only and no customer bathrooms. The employee bathroom is anywhere from 3-8 minutes' walk, depending on where you're located at the time you have to go and if you're stopped by a customer on the way there. I have provided a note from my doctor stating I need to use the closest facility available. Does my employer need an additional ADA-specific form from my doctor for them to determine if I'm disabled enough to use a different bathroom? (They're are now saying they require one after asking for a doctor's note.) I'm in Illinois.

We are having an employee meeting tomorrow on this. They notified us today. What should I ask? I’d never heard about ICHRA’s until today. It sounds so sketchy and I’m very worried.

I’ve had two jobs so far, and while I’ve always stuck to the job descriptions, I’ve noticed that my relationships with coworkers often turn sour. I admit I’ve made some mistakes, but I usually pick things up after a couple of weeks.

At both jobs, I didn’t feel like the training was sufficient or clear. One job didn’t really train me at all, and the other was my first job when I was 16, so obviously it took me some time to learn the ropes. I always assumed that a good manager would step in to give feedback and help me understand where I could improve, but I didn’t really get that support either time.

The problem is, my coworkers seem frustrated with me—at both jobs, it felt like they were annoyed when I didn’t pick things up as quickly as they wanted. I get the sense that I’m only doing what I’ve been taught, but it’s like no one is taking the time to guide me or give feedback on what I could be doing better.

I don’t have the best role models for work ethic at home, so I feel like I’m kind of figuring things out on my own. Is there anything I can do differently to improve in these areas? I’m worried that this pattern will keep happening in future jobs if I don’t figure it out. Any advice on how to handle training, learning on the job, or communicating better with coworkers and managers would be really helpful.

I only have contract work experience, which means I don't get traditional paystubs. Nonetheless, I uploaded what I do have from my previous two jobs, including verification letters, 1099s, and other tax documents. Apparently, those aren't enough for HireRight 🙄 They keep rejecting my shit, and I'm terrified I'm going to lose my offer because of this, since it says it is contingent on me passing the background check. Wtf do I do???

Hi, I was wondering if the accuser of a sexual harassment claim has any legal rights in requesting an investigator based on their position and the position of the accused. Thanks!

Hello everyone,

I am having surgery 2/19 and will have to be out of work for 2 weeks... ( I work in a college as an academic advisor). I put in my FMLA request today and I have about 41 hours of PTO.

Here is my school's FMLA policy: "If the employee chooses not to return to work for reasons other than a personal continued serious health condition, the College will require reimbursement of the amount it paid for the employee’s health insurance premiums during the leave period.

C.    Under current College policy, the employee may pay a portion of the health care premium.  While on paid leave, the College will continue to make payroll deductions to collect the employee’s share of the premium.  While on unpaid leave, the employee must continue to make this payment, either in person or by mail.  The employee will be notified of the due date.  If the payment is more than 30 days late, the employee’s health care coverage may be dropped for the duration of the leave.

D.    If the employee contributes to a life insurance or disability plan, the College will continue making payroll deductions while the employee is on paid leave.  While the employee is on unpaid leave, the employee must continue to make these payments, along with the appropriate health care payments.  If the employee does not continue these payments, the College will discontinue coverage during the leave period."

Should I resign once my PTO is used up during FMLA, or resign before the surgery since we get one month of insurance covered up on resignation/ termination?

Hi there everyone,

An odd one for everyone. Employee seconded to group company from UK to USA company.

US do not have shadow payroll (or does it?), does the host company pay salary and then retain amount for US tax and rest until it makes the UK tax?

How does it work?

I have a couple chronic illnesses that compromise my immune system and can cause otherwise minor illnesses (particularly in the winter months) to become more serious, drawn-out issues. I just started my job at the beginning of December and have had to miss quite a few shifts because of health complications. I have made sure to get proper documentation, and I know that everyone seems to like me there, but I want to make sure I'm covering all my bases. I want them to know that I'm serious about this job, and that these are extenuating circumstances. Any advice on what I should say, or steps I should take in this situation?

(MA) Former Employer asked me to come back but won’t discuss salary

Former Employer wants me back but won’t discuss pay until I go through the application process

Former employer asked me to come back after I left almost one year ago. I left because I found out they were underpaying me in comparison to coworkers with similar experience and now I make over 20k more. Anyway, my old boss called me out of the blue 2 weeks ago and I said I’d be willing to talk to them. I have no expectations but if they want to pay me more than I’m making now, I’ll play. The issue is they won’t talk salary with me until I start the application process. He sent me the job post and the position and pay are the same. Am I wrong for wanting them to talk money with me before I spend my time in the application process?

Hello, I was just emailed about a meeting with HR about my use of the time clock. Last year I had a similar issue and it was fixed right away. I suspect that they are noticing when I clock in a take a 15 to go drop my kid off and come back but we are allowed two 15 minute breaks. I always come back within the time frame and I don’t cheat time on purpose. Am I going to get fired?

Part of my job I have to email Excel reports to mailing lists of people every morning. It's probably 110 people total if you combined them all receive reports from me in the morning. We had a Python script that did it for me but it broke for reasons beyond the scope of this post.

There's one colleague who regularly "cannot find them" or "didn't receive them." For a long while she would send me an email, CC my boss and imply I never sent them ("Did you send this today? I can't find it."). I would forward her the report plus a screenshot of the original email with her email on it and timestamp.

So now she says she "didn't receive them" and asks for me to send them again. It's a minor thing and not a big deal but when it happens 2-3 times a week and just from her it sort of irritates me? I admit, the implication that I wasn't sending the report in the morning and including my boss on it sort of soured me on the whole interaction. Even though she no longer implies I didn't send it or CC my boss on every request I still have bad blood about it.

I have considered that she is not receiving them due to some technical issue. But out of the 100+ she's the only one I ever hear about not receiving it.

What's the best way to handle this? She's in a different building and we have different managers:

1 - Send her a tutorial on using the search in Outlook but be polite about it ("Have you tried using the search feature in Outlook? That can be useful if your inbox is full like mine and it's hard to find stuff.")

2 - Open an IT ticket and CC her on it ("Hi IT, Sue is not receiving this email regularly every morning even though she is on the list")

3 - Open to other suggestions?

Hi all! I was written out for maternity leave by my OB last week. On the note she provided, it states that my last day of work will be 1/31/25. My next scheduled shift was Monday 2/3. When answering the questions on California’s Edd form, should I say that my first day of disability was Saturday 2/1? Or Monday 2/3?

I was working at my assigned station, and a few stations down I overheard an armed security guard casually talking to a coworker about multiple counts of criminal animal abuse by a few people in his life. Other coworker said uncomfortable things like “that’s terrible” and “you don’t hit dogs like that” but he kept going. I walked over (not out of my way, like a step) and said animal abuse is not only unethical but illegal and said to stop talking about it. He got upset and started justifying it, and an argument started about the ethics of animal abuse. I admittedly got upset, but didn’t name call or say anything personal. The worst thing I said was something along the lines of “I don’t give a shit about your personal experience, animal abuse can never be justified.” Note that we work in a 21+ environment and colorful language is not only accepted but almost expected as camaraderie. I was going to leave it as an instance of me getting reasonably upset by hearing the description of illegal acts hurting another being and standing up for justice, but my manager pulled me aside to let me know that he told on me for starting an argument.

Now here’s my question, am I legally obliged to listen to a contracted and armed security guard responsible for my security casually talk about criminal animal abuse? That seems to be the way management is leaning and I want to be prepared for next steps if it escalates.

I filed a complaint to Hr about this one guy who is bothering me at work all because I got the job he wanted. He came into my area and threw pieces of cardboard towards me (they didn't hit me but it was close) and he also left one of my staple guns on the ground that I didn't notice and tripped over. Hr didn't do one thing about it and recently he yelled at me so loud telling me to get back to work and I'm lazy so I ended up calling him a fat f**k which I was wrong for yes. But now I'm getting in trouble for saying that not him for yelling at me. And this isn't the only time I have been to hr about people harassing me and they do nothing about it. I shouldn’t have to quit a job I like because of other people.

Can someone please explain being "fired with cause" and "fired without cause" as it relates to unemployment? I was placed on a PIP for not meeting job expectations. I have never been fired before, so this is new to me. A current medical condition is hindering my performance and although I am trying, I am still experiencing some issues. I don't have much FMLA left and my PIP review is soon. I think they will either ask my to resign with being rehireable Or the will fire me. The job market is tough and I will need to collect unemployment until I find a new job. Please advise. Thanks!!

Laid off by Maryland employer due to their financial circumstance (supposedly). We (the laid-off employees) reside in Florida, North Carolina, Maryland, and Virginia. Below is a severance agreement that we're being asked to sign in order to receive a nominal severance after being laid off. While we would prefer not to sign this, unfortunately we were underpaid to begin with and given zero notice for this event, so financially we may be forced to accept it. If so, we would like to understand the full ramifications as much as possible. We understand that anything actionable must go through a local attorney. This is just about making sure that we understand the basics before deciding whether to spend money we don't really have pursuing it.

Our questions:

1. Would anything in this contract prevent us from seeking unemployment? Specifically concerned about 5, 10, and 11. This is our most pressing concern.
2. Would # 4 Nondisparagement cover any anonymous reviews on websites such as Glassdoor?
3. 6 Non-solicitation, there don't seem to be any terms surrounding this such as length of time? Does anything in this contract prevent us from relaying the circumstances of our layoff? I understand it says we can't disclose the terms of this contract, but it doesn't seem to address the event itself?
4. Finally, is it worth trying to have this amended in any way? Or is it more to our benefit to leave it so open-ended?

Re: Severance Agreement
This Severance Agreement is entered into and made effective January 28, 2025, by and between the undersigned employee ("Employee") and the employer ("Employer"). Employer and Employee acknowledge and agree to the following terms:

1. Employment status: Employee's employment with Employer shall terminate on January 28, 2025 (the "Severance Date").
2. Severance: Provided Employee complies with the terms outlined in this Severance Agreement, they shall be entitled to the following severance benefits:
3. Employer agrees to pay Employee a severance payment of $1,442.19, which equals one week of salary. Employee will receive this payment upon the execution of the Severance Agreement, and it will be directly deposited along with their final paycheck on February 18th.Employer has no obligation to pay, and Employee understands that they are not entitled to, any compensation beyond what is expressly stated above.
4. Nondisparagement: Employee agrees not to use written or verbal statements to disparage Employer, nor any individuals, products, or services affiliated with Employer.
5. Liability release: Employee voluntarily releases Employer and its affiliates from any claims or liabilities Employee has against them, whether they are known or unknown at the time of this agreement.
6. Non-solicitation: Employee shall not directly or indirectly solicit, contact, or attempt to entice any client or customer of Employer with whom Employee had a business relationship during their employment to cease doing business with Employer and instead conduct business with any other entity. Employee agrees that they will not solicit, persuade, or otherwise engage the employees of Employer, either directly or indirectly, to end their employment or accept employment elsewhere.
7. Proprietary Information: Employee acknowledges that they cannot disclose any confidential or proprietary information they obtained during their employment with Employer to any third parties.
8. Confidentiality: Employee agrees to maintain strict confidentiality of the contents, terms, and conditions of the Severance Agreement for two years.
9. Exceptions: Employee may disclose information to their immediate family, accountant or financial advisor, attorney, or when following a subpoena or court order.
10. No admission of liability: Employee acknowledges that nothing included in the Severance Agreement represents an admission of any breach or misconduct by Employer.
11. Entire agreement: This Severance Agreement forms the entire agreement between Employer and Employee and replaces all prior written or verbal negotiations and agreements related to the subject matter. The parties will make no further agreements or arrangements beyond what has been expressly stated in this document.
12. Governing law: This Severance Agreement will be enforced according to the laws of the State of Maryland. Any disputes regarding the Severance Agreement shall be submitted to the State of Maryland.

IN WITNESS WHEREOF, Employee and Employer have executed this Severance Agreement as of the Effective Date.

I have a full time job and a side hustle I work on every now and then (making more than 1000£ so I qualify for self assessment) I had a surgery and I got sick note from hospital for 4 weeks. Can my employer refuse to pay sick pay because I'm self employed? Please advise

I fear I will be fired soon. I’ve been at my current job just over 3 years and my manager and I have never really clicked or been on the same page. Things got worse after I disclosed I have a disability a little over a year ago (think bullying, hostile work environment) I reached out to general HR as well as the disability HR rep and nothing changed.

My latest project has involved skills/abilities my manager knows I don’t have and as a result it has been bumpy with many mistakes as her expectation is that it is done flawlessly and at light speed by someone without the required skills. Lately she has been offloading some of my other responsibilities to another teammate asking I document all the steps and links I use for these processes. This leaves my only work contribution this project I cannot succeed at.

I get the impression my firing will be soon. Possibly even this week. What should I do now before I wake up one day and suddenly can’t get into my computer?

There's a company I really want to work for, but everytime I've looked on their careers page they never have anything in IT. They have about 10k staff and I've looked every few weeks for months, so I'm guessing they're using a recruiting or staffing company.

I'm also going to guess that calling and asking won't get me anywhere, same with emailing or sending a LinkedIn dm.

Is there some way for me to find out who they're using?

Thanks for the responses!

For context, I found out my dad died this past Thursday. As such, I called into work the following Friday and Sunday, as those were the days I was scheduled.

The thing is, everyone at work knows he died. There are a handful of people who don't believe me, but that's not what I'm worried about.

Sunday, my boss asked one of my friends (who I also work with) questions about my relationship with my dad. She asked things like if we were close or if he was "even present." Yet, nothing about his name or anything that would actually be relevant to ask given I had called in due to his passing.

I was wondering if I could go to HR about this? Especially considering she didn't ask me directly.

I've been having to listen to some really off the wall stuff at work lately, and it's making me dread coming in. Staying here is the best possible choice for me for at least another 2 years. Hypothetically, if someone who is not me were to obtain audio of two coworkers using racial slurs in the breakroom, and that someone submitted that audio anonymously to human resources, what would you do?

I can already guess how it would play out if I reported it on the record, because I have seen it before. The culture sucks, people cover for each other and nothing much comes of it. Maybe the offensive behavior gets less overt, but more targeted. (I would obviously never come forward with audio recording of my coworkers) I want to be able to finish out my time here without absolutely hating life. If this sounds like a really dumb idea, please tell me how you think a situation like this should be handled. Thank you, HR peeps.

Hi, I'm (I was?) the floor manager at a mid sized retail store and was demoted and had my wages dropped by 5 dollars recently. I have a meeting with my union rep tomorrow but am just wondering if I'm in the right and should argue or if I should just be grateful I have a job?

So on the 14th I was in a bad car accident which totalled my car and deployed airbags, I went into work but was late. On the 15th I left 4 hours early because I was having migraines and my left side was tingling. I have proof from my insurance claim.

On the 17th I took an ambulance to the hospital and received CT scan, MRI, chest X-Ray ray, antibiotics because my white blood cell count was up. Dr.s note said return to work on 21st. I can prove I took an ambulance and turned in the Dr note.

On the 21st I have extreme headaches again and again take an ambulance to a different hospital. Here I'm just told to take asprin and discharged. I turned in the face sheet with the hours I was there, can prove I was on the ambulance.

Here's where things got really tough for me and for my case I think. I (apparently, and outside of work) became really confused, aggressive, paranoid and was apparently calling people telling them I was being followed, running around in a leather jacket with no undershirt, rambling about witchcraft, etc until my neighbors were able to get me on my 3rd ambulance on the 23rd

At the 3rd hospital I received emergency treatment for increased Intracranial pressure due to brain swelling, which wasn't caught until that day. I spent the 23rd - 29th at the hospital and received the doctors note. After discharge I then went straight to home then to work (still had the bracelet) to turn in all of the paperwork I mentioned and was told my position was filled and that I could return at the lowest level, verbally.

Due to my state, I couldn't contact anyone during my last hospital stay and did not have my phone, my own partner put out a missing person's report which is also documented.

So here I am today. I understand that I was very out of contact but I was also very much hurt. I also understand that the company needed to run but I also feel like I should have my same position.

Some additional points

• I was only told verbally about the demotion. I still (after 3 days back) have not signed a contract for a new position or new pay
• I was never formally terminated, the paperwork was never put through

I just had my position switched on our software.

• HR never confirmed I had an emergency contact (I don't, will now) but the GM said that was an issue.

So should I still talk to my union rep and file a grievance? Or should I just thank my stars that I'm alive, able bodied, and employed

Hi there!

Seeking advice if this is normal or not regarding constant updates for accommodation. TLDR at end if you don't want to read details.

About a year after returning back to office from COVID, I realized that whenever I work in the office it was putting a strain on my body, in areas of breathing difficulty and fatigue to where it disrupted my daily activities (would be in physical pain so I have to lay in bed after getting home).

Once it got frequent, I tried to seek medical assistance first from physical therapy to help improve my ability to work in office but it didn't work. To summarize, my life at home after a work day started affecting me mentally cause I wasn't able to do anything outside of work anymore.

I filed a work accommodation to HR with a request to work from home and they required a doctor to fill out accommodation inquiry which I obtained. The Doctor would request that I check in 6 months or a year later, however my HR requested medical updates sooner (every month). I met the request but doctor notes would state the same and my HR wasn't happy.

From there they asked for proof in which I've gone to multiple doctors including allergenist, pulmonologist, cognitive therapist which all supported my accommodation request. My HR is still asking for improvement plans to return to office (this has been for 2 years now). I've obliged in going through all the doctors to try but my symptoms still remain the same (I would volunteer on my own to return to office to see if my conditions improved). They've been hassling me every few months about needing a new update or else they'll end my accommodation. Is this valid even if doctors set a specific date for next check up? It feels like retaliation in the sense that they seem to disregard notes from my doctors on my condition and just request proof constantly as if they don't believe them but I've medical proof from doctors.

Not sure what to do, I've been happy to try to return to office each time but left with that unease (even suffocating on one visit cause I couldn't breath). We're on a hybrid schedule with 3 days in office and 2 days WFH.

TLDR - Return from office after COVID, felt unsafe in physical office with health issues, applied and got accommodation but HR constantly asks for proof despite medical doctors providing valid accomodation recs. Is it retaliation if they require notes all the time and seem to disregard doctor notes (advised by about 4 doctors now)? What should I do?

Sorry if the post was too long. Appreciated if you've read through it. I'm trying to figure out the next steps and HR seems angry but is actually going to have first "interactive" meeting with me to determine if I still need accommodation.

I took about 4 weeks off in April 2024 for a foot surgery, 2 weeks in November for a laparascopy and I had another foot surgery done at the end of December. I have exhausted the 12 week FMLA but my short term disability is still approved up until the 16th of this month. My doctor did not clear me to return to work and I cannot drive with a cast on.

Is my job protected if my FMLA ran out but I’m still on short term disability? What steps should I take next?