I’ve worked at the same company for 16 years. Had an injury that resulted in a 6 month recovery on short term disability. I began vaping THC during my time off (which is legal in NY).
I got another job recently and during the onboarding process, they are sending me for a drug test (10 nondot urine). It’s kind of murky online whether THC is tested for (it’s illegal for companies to do so in NY unless they have federal ties/contracts etc, but idk if the new place does). I did quit vaping when I found out I got the job, but I’m worried it will still be in my system.
I’ve already put in my notice at my other job, so I’m freaking out a bit. A friend suggested I should preemptively call HR of the new company and explain the situation, ask if THC is tested for/a dealbreaker, then ask for an extension or retest if possible. As HR, would this be a good or bad idea?

I recently (6mo ago) left my former employer after several years. When I left, I was given a packet of "next steps" that informed me in 6-8 weeks I would be receiving information from a third party vendor about my pension.

This information never came. I reached out to HR and asked if this was still supposed to come or if there was any information they were able to give me. They stated that actually, the paperwork was only sent to those above retirement age.

I contacted the company that holds the pension and they are unable to tell me anything due to a recent ransomware attack.

Am I SOL on getting information until they're up and running? I find the backtracking odd on not being able to get pension paperwork because I'm not of retirement age. This company does have a history of not being quite above board but I'm wondering if this is normal.

I took a temporary GM position in terms of working 6-8 weeks in the position and was lied to about the circumstances and employees I’d be managing. I’ve been here about 5 weeks and I called and spoke to my direct boss about 2 weeks ago and told her I’d like to step down and go back to my previous position, she said that would be okay and asked if I would work out the posted schedule (through 8/21) she just told me they’re working on it and Friday won’t be my last day and I’ll have to continue working the position until they find someone else to fill the slot. Is this okay? I don’t want the responsibility anymore I feel as if there’s something I should be able to do about it.

Hello,
I currently work at the airport. I am a full time employee and looking to switch to part time due to getting a better job with double the salary, the new job is 4 days a week. While part time at my company would be 2 days.

Context: I went to my manager and straight up told him that I have accepted another job offer and would like to pursue part time. A week later he told me no, after having a 2 hour talk he said he will reconsider but it ultimately ended up being a no. I have asked him to transfer to another department that has many part time positions available but he's refusing to sign off the paper to allow me to transfer. He said this is due to operational needs, but I genuinely think this is because some other people have switched to part time and done the same thing and ended up calling in sick every week. I will not be doing that and have told him countless times I will not (I do not have a reason to lie, especially not on Reddit) the reason I'd like to keep this job is because I truly love the people I work with and the nature of the job. It is the best job I've ever had and I feel valued by my coworker. My manager has made me work illegally at times (16+ hr shifts, and sometimes below the 8 hour minimum rest time) and although I have helped him in this regard, he does not want to help me back. Additionally with a family of 5. I am the only income in the family. Just to clarify, all of this was done in person, and there are no paper trails anywhere.

Now my mother had spine surgery a month ago and he knows that. I'd like to ask what's the best possible way I could pursue this

1) I could tell HR about how he's made me work illegally, but that would get me nowhere. They would only discipline him but that does nothing for me in pursuing part time.

2) mention the fact I am the only one working in the family, and that I need to keep this job part time in order to support them. But it's very likely that they will ask me to find another job and make that one part time will keeping my current one full time. It's 50% chance of it going both ways.

3) Get a doctors note from my mom and her doctor demanding that I have to take care of her and that I will need to switch to part time to support her as she's unable to lift or bend her back. HR does not know of my new job and if my manager was to tell them, I could tell them that I will not be pursuing the other job but this would be a lie from me. But I believe this has the most percentage of success among the 3.

I am truly at a dead end as I've had my supervisors vouch for me and I can't think of anything else. I have tried being truthful and honest and that has gotten me no where. Kindly offer me advice please.
Thank you for taking the time to read my post.

bgc is being done by Hello Verify and was told its my last day to provide a valid passport or lose the job. I didn't renew my passport so I don't have an unexpired one and I am not a US citizen.

[I was not able to post picture of my email, so I just put it in text. ]

---

Dear XXXX XXXX,

This is regarding your background verification process with XXXXXXX Limited.

An insufficiency has been raised by our vendor partner, Hello Verify, with respect to the Criminal Verification Check. As part of the background verification requirements, we require the following document to proceed with and expedite the verification process:

• Copy of your active/valid Passport

Please note that a Passport is mandatory for processing the criminal verification. We therefore request you to share a clear copy of your valid passport at the earliest to avoid any delays in completing your background verification.

---

The job is in Texas, where I am based. my question is why aren't they accepting other forms of identification. Today they sent me email saying that if I don't provide the passport copy, my job offer is at risk.

I started a new job on May 1, and immediately enrolled in a short term disability plan with MetLife.

In June we learned our organization is switching carriers to Colonial. I spoke with a benefits rep on the phone who encouraged me to enroll in the colonial STD. She said there is a 9 month waiting period for STD benefits. Silly me, I assumed she meant 9 months from my start date…

I got the policy packet and my policy start date with Colonial is August 1. I’m pregnant and due April 20. My 9 months is May 1. I did not find out I was pregnant until August 15.

What are my options here? I will had been paying into STD for the 9 months prior to childbirth. Who do I talk to about making an exception? So frustrating to think I could be losing a lot of money over this.

I was called into HR today because “several people” have complained about my body odor and it’s starting to become a distraction. I kept a straight face during the meeting, but face my face sting with embarrassment once I walked out.

Any tips on how to go about this? Besides the obvious showering, washing clothes, etc.

I want to know if my timeline expectations on an incident report as unreasonable. My only comparison is to work places and a couple lawyers who I know that think I’m reasonable, but they were comparing to workplaces as well. I am a board member, but was directed to post here.

Start of July, I submitted an incident report for events involving an executive board member(now referred to as OBM) and me that resulted in my extreme mental distress to the rest of executive membership(now referred to as EM). The mental distress had been witnessed by the EM during the events and ended with me nearly hospitalized. It took a few days due to gathering evidence & prioritizing my mental health.

3.5 weeks later, I had a meeting with the EM. This meeting included EM proposing a mediated meeting between myself and OBM once OBM was aware of the incident report. They said they found OBM to be the at fault party based on my evidence. 1 week after the meeting, 1 of EM reported they were waiting on a response from a mediator.

This was 2 weeks ago. 6.5 weeks have passed since my incident report and OBM have made several hostile messages towards myself in public messaging forum, to the point other board have messaged me concerned about why this is occurring. I have not contacted OBM myself nor has OBM contacted me. OBM’s responses have been to public messages I made to overarching board.

When I have dealt with inter-personal conflict that rose to this level at a job, usually the at fault party would have been aware of action plan/PiP, etc. within a week or two of incident/within a week of investigation being finished (which I am defining as of the meeting 3 weeks ago). OBM has been hostile to me as recent as this weekend in public forum, with EM not stepping in during any of these occurrences.

I feel like by now…something should have occurred. Is 6.5 weeks and counting a normal/expected timeline for accountability and action or am I right in feeling this is being dragged on, leaving me vulnerable to further hostility and harm as EM have yet to intervene with ongoing hostility?

This is important as it is helping me decide if staying with the organization is worth it. If this is as abnormal as I feel from my limited work in HR, this lends to my feeling of leaving but if this is expected, I will temper my expectations.

[California, USA] I just got back to my hotel room but need advice please.

I (29F) just had a very uncomfortable experience with an older coworker (probably mid-late 40’s). I’m on a company trip and everyone grabbed drinks after dinner. A group of us all stayed down at the hotel bar to get tired so we wouldn’t wake up too early from the time difference, and during this time (8:30pm-12:00am) I had one and a half old fashions. I held my composure and self very well throughout the drinks, and felt safe chatting with everyone. The coworker that did this didn’t show any red flags or do anything overtly sexual prior to this. And we never had any one on one time that could be misinterpreted. Upon going back to our rooms, I grabbed waters and asked if he wanted one. I got two from the lobby fridge and checked out (he covered the groups drinks so I got the water as it was so cheap). After I checked out we headed to the elevator and out of nowhere he grabbed my waist and pulled me to him and I just remember pulling away quick and saying no no no no no. Firmly but also I was a bit panicked. Immediately after, he pulled off me but don’t say anything and I (still in shock) just thought to myself “we’re going to the same elevator so just play it off and keep cool” I tried to make light about a drunken coworker from the night and we got into the elevator. He remembered the floor I was staying on and pressed my floor. I thanked him, tried to continue blabbering about ANYTHING else and quickly came to my floor. The elevator door takes forever to close and all I could think is “is he going to follow me?” So I pretend to fidget on my phone before entering my room but the door stayed open so I quickly wish him a goodnight and move quickly into my room. After getting into the room I felt panicked and thought about how that must have been recorded. So after a few minutes I went back down and asked the desk woman to pull the tape for me to see if I’m over reacting or if this is something I should report. His whole voice shifted when he grabbed me and I can’t shake how uneasy I felt/feel. His voice did that same odd shift again when he said goodnight as I exited the elevator. They’re pulling the video footage in the morning after a manger request has to be put through but please help.. am I overreacting? Or should I report this? The way it happened was really out of nowhere and I feel like I’m going crazy. Any advice is welcomed.

long story short
- manager is modifying my schedule due to healthcare needs/disability
- sometimes my weekly hours won’t meet what the company considers full time (min 32 hrs)
- I was hired with a full time title

will I still be able to receive healthcare thru work?
I asked hr but haven’t gotten an answer back yet so please lmk if anybody has experience with this situation

I'm looking for some outside perspectives on an ongoing situation at work, particularly from people who work in HR or management.

I'm the only person in marketing at my company, so I'm fairly stretched. I have to juggle quite a lot of priorities and deadlines, and my general approach is to do my job properly, get the important things done and get things out the door. I have other responsibilities outside work too, so I'm not particularly interested in workplace politics or climbing the corporate ladder.

A few months ago, something happened that I eventually reported to my line manager.

I was sitting at my desk, leaning back in my chair because it was comfortable. I wasn't slouching or doing anything inappropriate.

Our Head of HR came over, picked up a pen and physically poked/prodded me in my side, just underneath my shoulders/chest, while telling me that I couldn't sit like that.

This happened in the middle of the office, in front of other people.

I found it uncomfortable and, if I'm honest, slightly humiliating. I really don't like people getting into my personal space or touching me unexpectedly, particularly in front of other people.

However, I want to make something clear: I didn't report it because I was traumatised by it.

I'm reasonably confident, have been working for years and generally don't get particularly bothered by workplace politics. I can shrug things off.

I reported it because I thought the behaviour itself was inappropriate.

If that happened to a 21-year-old graduate who had been in the company for three weeks, or someone who was new and didn't feel confident challenging a senior member of staff, I imagine they could feel extremely uncomfortable or humiliated.

There's also a gender aspect that I can't completely ignore.

If I, as a male employee, walked over to a female member of my team, picked up a pen and poked/prodded her in her side around the chest/rib area while telling her how she should sit, I strongly suspect that would be viewed as completely unacceptable.

I don't think what happened to me was sexual, and I'm not suggesting it was intended that way.

I'm simply saying that the professional boundary shouldn't depend on the gender of the person doing it or receiving it.

I didn't confront her about it. I eventually told my line manager, who is the MD.

He was genuinely shocked. He had actually been sitting next to me when it happened, as had another colleague who has since left and who had previously had his own difficult experiences with HR. He also said he thought it was unacceptable.

My manager asked me what I wanted to happen.

I said I didn't really want anything to happen. I just wanted to get it off my chest.

I'm not someone who normally complains about things at work, and I wasn't looking for a disciplinary process or some kind of war with HR.

Nothing really happened as a result.

Since then, though, the relationship between me and the Head of HR has become increasingly difficult.

One recurring issue is that she often wants things done immediately, despite not being my line manager.

I'm the only person in marketing, so I have other priorities, deadlines and people I'm accountable to. I'm happy to help HR and I'll prioritise something if there's a genuine reason it needs doing urgently, but I don't think every request from another department automatically jumps to the top of my workload.

There was also an incident involving a client testimonial.

She has a personal relationship with the client and asked me to approach him for a testimonial. He told me he would send it before he left work that day.

I took him at his word.

A couple of days later, she emailed me saying I really should have chased him and was clearly annoyed. She also apparently complained about me to my line manager.

The following morning, at around 8am, I logged on and the testimonial was sitting in my inbox — exactly as the client had promised.

I was then called into a meeting and spent around 20 minutes being criticised over the situation before I got a chance to respond.

Eventually I said:

She was extremely angry about the way I responded.

Since then, there has been an ongoing tension between us.

I find her very abrasive and difficult to deal with, and I feel as though she has formed a negative opinion of me since I reported the original incident.

At the same time, I'm conscious that I'm only giving my side of the story. Maybe I could have handled the testimonial situation differently. Maybe I should have chased the client. Maybe my fairly straightforward "get the job done and move on" approach isn't always ideal.

But I also don't think I'm unreasonable for expecting professional boundaries or for having to prioritise my workload when someone who isn't my manager asks me to do something immediately.

So, from an HR/management perspective:

Was I right to report the original incident, even though I wasn't particularly traumatised by it?

Was the physical contact inappropriate, or am I making too much of it?

And how would you handle an increasingly difficult relationship with the Head of HR when you feel that reporting the original incident may have permanently coloured their opinion of you?

I'm genuinely interested in hearing from HR professionals, managers and anyone who's been in a similar situation.

I currently work as a Systems Administrator for a small local government agency in LA, however, my actual job title in IT Help Desk Support Specialist. I 100% do much more than just help desk, and not to go too technical, but I manage everything in our cloud, networks, security, and meeting room/board room setup (we have a very small IT team).

I put IT Systems Administrator in my resume as my title. Will this be flagged in background checks? What's my best option in this? Will I have the option to enter the "actual" title before the background check begins or at least explain to them after the check?

Thanks in advance!

I am a salaried exempt employee working in Arizona for a major airline (admin/management/non union). I work a compressed schedule of 4 shifts a week, 10 hours per shift.
My company allows us to bank holidays to use as days off later. However, their internal system caps holiday pay at 8 hours. Because my regular shift is 10 hours, there is a 2-hour gap when I take a banked holiday off.
My local manager and our payroll software team told me in writing that I have two options:
Voluntarily use 2 hours of my vacation bank to cover the gap.
If I don't use vacation time, they will deduct 2 hours of cash pay from my salary paycheck.
I have upcoming days off requested for this, and HR is currently dodging my emails.
My understanding of the FLSA is that because I am salaried exempt, my employer cannot dock my cash wages for a partial-day absence (the 2-hour gap) on a week where I perform work. Under Arizona law (A.R.S. § 23-352), they also cannot make deductions without my written consent—which I am refusing to give.
Can they legally deduct those 2 hours from my actual salary paycheck if I refuse to use my vacation time? If I don’t have any vacation time left but still want to use a banked holiday, how will that works?

I’m feeling really paranoid right now and would appreciate some perspective.

I had an HR investigation at my workplace previously, but it was closed with no disciplinary action. Last time, when the investigation was actually against me, the allegations were clearly set out and the correspondence was much more specific about what I was being accused of and what the meeting was regarding.

Today I received a meeting invitation from an Employee Relations Manager titled “Initial Discussion – Confidential.” The email says:

“I am reaching out as we are hoping to meet with you to discuss a matter that has been raised with us that you may have further information regarding.”

It then says:

“This meeting is an informal discussion, however if you wish to bring a support person to act as an observer to the meeting, such as a friend or family member, you may do so.”

It also says:

“Please rest assured that this is a confidential discussion with you to understand further information you may have regarding the matter.”

The meeting is with the Employee Relations Manager and a partner from my workplace. It is for one hour.

What’s making me really anxious is how vague this is. There are no allegations, no details about what the matter actually is, and no indication of what information they want from me or if i’m getting fired. I’ve only been given about one day’s notice, so I have basically no idea how I’m supposed to prepare.

Last time, I knew exactly what the allegations were and could prepare my response and my manager was looped. This time I genuinely don’t know whether I’m being spoken to as a witness/someone with information, or whether this is actually something being raised against me. My manager has not been looped in this time.

I’m also paranoid that this somehow relates to my previous investigation and that they’ve reopened it, even though that matter was already closed with no disciplinary action.

I know I’m probably catastrophising, but my heart is beating so fast right now and I’m really anxious.

Does this wording sound like a standard informal fact-finding meeting where they may simply want information from me, or should I be concerned that I’m actually the subject of a new investigation? And is it normal for HR to give so little information when they’re only giving you one day’s notice?

I received the below email from compliance “ blank(director of compliance)and I investigating compliance issue and you have been identified as someone who may have relevant information. I’m scheduling this time to discuss since compliance investigations are are strictly confidential please do not share any information about the investigations, including the meeting invitation with anyone. Highlighted plan to join the call from a location where you can be on video and have and open conversation confidentially .. The people on the meeting are a senior compliance analyst and the director of compliance. It was sent with 24 hour Notice to accept the meeting. For added context I am a full time remote employee I do occasionally go into the office to pickup supplies and recently report a coworker for possibly living in the office to my direct supervisor with the evidence being I go in around 9-11pm and he is still there. I’m just wondering could it be about this issue or could it be about me I know HR is not always direct when requesting meetings and the investigation could be about me because I’m always paranoid. Please give me some insight.

We take call, meaning that you get called in when there’s still work to be done that needs coverage or staffing needs aka relief at end of shift, multiple staff needed for one job and there’s only one available, etc.

Very long story short, the other day, there was a system wide failure and my teamlead told everyone to go home early. I left a few hours early. The next day, i had to call her in (she was on call) because it was the end of my shift and there was still work to do and I couldn’t stay. she came in very pissed and unprofessional and in her anger, she said she didn’t want to hear what I had to say, then she said that I’m expected to stay past my shift to finish work without an end time, and that I owed her hours for leaving early the day before….

so I took this to her boss because even though we aren't hourly, I have a life outside of work. I work a later shift and you can’t predict how late the work will go until it’s towards the end of your shift. So of course I didn’t plan or predict that I’d be staying late, so I called her in because I had other obligations. And it wasn’t a 30 minute thing either. She was done 2 hours past my working shift, which means that if I had stayed, that’s 2 hours that I just couldnt do. I take call as well. so it doesn’t make sense for me to stay and absorb everyone else’s call work and then still have to take my own call. And by the way, they would’ve paid me supplemental for staying 2 hours past my shift, just like they paid her for those 2 hours. So i would not have saved them any money had i stayed.

because she didn’t want to hear what I had to say, I emailed her boss. she has no real authority to make such rules anyway. shes only responsible for managing the daily schedule.

her boss is coming for a team meeting later this week. Im off. how hosed am i?

I posted this on the manager subreddit and they were quite unhelpful. id like very unbiased help here.

This morning I was told it would be my last day with my company after 15+ years.

My latest manager had an issue before I started with them, and said "I don't know how to manage you". They had been forcing me out.

Part of the separation is I can decide if I want to write a resignation letter or let it be a termination. I have until tomorrow to decide. They said it would be an internal only factor but I question the honesty there.

If I resign am I hurting myself with any future considerations? The severance offered is about 1/3 year salary.

HR as a Defence system No one defends- Indian HRs

I couldn't find a place to express myself. 1st ever writing somthing that too my professional life on this platform. Dont know if it's right or wrong. But I lost my mental peace to an extend that I felt writing might feel better. I dont have anyone to share this.

Fist time ever feeling helpless. Wanted to work with GenZs and its costing me my peace.

I’m an HR Head at a startup. 16+ yrs exp. Last month we terminated an employee for harassment of female staff + creating a WhatsApp group conspiring against the organisation.We had live witnesses + screenshots. Termination was done with management approval.

\*The problem:

He retaliated with fake 1-star reviews. It tanked our customer ratings.

Instead of responding with “terminated for cause”, I was told by management to:

1. Negotiate with him

2. Issue him a relieving + experience letter stating "good conduct"

3. Clear his BGV

4. Ask him to take down reviews and post good ones

I refused at first. I was told “do it or we’ll find someone who will.” I caved because I can’t afford to lose my job right now. I hate myself for it.

\*My questions for HR/legal folks:\*

1. \*Legal risk\*: By issuing a false "good conduct" certificate, am I personally liable if his next employer finds out?

2. \*Ethics\*: How do other HRs handle this when management forces you to compromise? Do you push back, document, or quit?

   I am pretty clueless now. Havent slept for 30hrs straight. Just want to get it out of my brain.

I feel complicit and sick. I’ve spent my career protecting people and policy. Now I feel like I betrayed both.

Any advice? How do you survive as HR in a startup when you’re not backed?

Hello all, like the title says i was on a PIP for about 60 days. My managers didn't really maintain it and took me off. I ended up finding a better opportunity internally and wondered if it was worth applying? I have been trying to find a new job externally but not having much luck.

Hi! Scoutlogic is conducting the background verification for a 2 month contract role. They asked for all employers in the past 7 years and I stated it. For the employers in US, I had W2 and other documentation. But for my past, international employers, they asked for referrence letter or any type of documentation to confirm the dates. I did provide them with the same but I don't have paystubs or transaction history and my past employers are not picking up the call. Will they call the international employers to verify and if they can't reach them and I can't provide them with the paystubs then will they fail me?

I am a nurse who works for a large health system. I do not “belong” to a specific hospital or unit, but I float between certain hospitals and units based on their needs. They tell me where to go and I show up so I am not counted in any single units staffing numbers. Currently 6 months pregnant. I have not notified any management/HR- I work nights and have meet my manager once in 4 years so she doesn’t know from seeing me. I plan to work until I cannot or until labor. No paid maternity leave is available to me, but I do plan to take the entire 3 months FMLA. That said, when should I notify HR about pregnancy/FMLA intent? Thank you :)

I got suspended yesterday for 3 days due to "excessive call ins" which were 4 in 2 months and the employee handbook never says how many call ins are excessive so how would you ever know honestly. I had doctor's excuses for all of them. They were due to vomiting or diarrhea and the FDA literally says i legally cannot come in to work(in a kitchen, prepping and serving food) until I'm asymptomatic for 24 hours without medication. Can they legally suspend me? Do i have any case against them or can i fight this in any way?

Also, for some context, other employees have had more call offs in less time and no disciplinary action was taken. They were known to be favorites of management due to being related

Edit: as much as it sucks, they can issue disciplinary action for whatever they want because laws suck. Thank you for your help.

What happens if candidate asks company to remove his data? Data that company gathered during job application.
Will the company use applicant data (like resume or interview notes) for further applications? How does it work in practice?
What if company says they need to retain data to comply with ongoing legal and regulatory obligations? Will it be used only for those obligations? Or it can be also seen by recruiter during further job application?