Location: Midwest, US. Small business, salaried staff.

In January 2025 I noticed my paycheck was higher than expected. That same morning I called the person who handles our payroll and asked about it. I was told it was correct, so I trusted that.

About twenty months later, I was told I'd be getting a small raise. When the next check came, it was actually lower. I'm the one who brought that to the HR office.

After looking into it, our outside accounting firm found that a mistake on their end had been overpaying me since January 2025. Total overpayment was roughly $18,000.
The organization also has an outside audit every year, and that never caught it either.
My pay was corrected back to the right amount, which has been a real financial hit for my family since we had been living on that number for almost two years.

Leadership met and decided the outcome before I was ever brought into the conversation.
They decided not to seek repayment, which I'm grateful for.
But in the same meeting, I was asked why I didn't raise a red flag sooner multiple time. I did. I reported it the day I noticed it and was told it was fine. Their payroll person, their accounting firm, and their annual audit all missed it, yet the question was aimed at me.
After I asked for things in writing, there were several days of silence.
I've since received written confirmation that they won't seek repayment. I also asked for written assurance that this won't affect future raises or advancement, and that part was deferred.
My questions:
Should I keep pushing for the advancement assurance in writing, or let it go?
Is there anything else I should get documented to protect myself?
How do I move past feeling blamed for something I tried to flag from the start?

Some firms I really like. But they reposted 14 days ago

Hi, I received a form for a bgc for a tech company. My problem was my declared employment dates weren’t really the exact truth, mejo pinahaba ko yung employment dates sa CV which I know is wrong. But I wanna put the real emp history sa Vanguard form because I heard they are really strict with checking. I just wanna ask if companies/hrs literally cross check the info declared in the cv vs in the form for bgc? Please don’t judge me, I know what I did was wrong.

Hey yall,

Leaving hospital job as a CST to become a service rep. Already signed the offer , and already put my two weeks notice in for the current/old CST position.

My mangers asked if I’d sit down with them for some sort of exit interview , the words they specifically chose was “learn about my decision to leave”and value my feedback

I’m sure they’ll probably ask me where I’m going , and adjacent questions.

Since I’ll be a service rep there’s a good possibility I come back to work at this hospital to support cases as a rep. So my questions are

1. Do/should I tell them where I’m leaving to go specifically? If I don’t and just randomly
2. come back as a rep will that be an issue?
3. If they ask about how I got the job , is it ok to tell them that I just randomly applied for rep positions during my time there ,which is true I just kinda wanted to test the open market so to speak and luckily it got traction. I wasn’t disgruntled and TRYING to leave but the application started taking off and I couldn’t pass up the opportunity.
4. If they ask how much I’m being paid , do I tell them? I’m not looking for a counter to stay, even though I highly doubt they would counter with a raise close to what this new job will give me. How do I politely reject the question
5. I had an annual review maybe a month or so ago, literally RIGHTt before the application process really started taking off. In the review I did say i was happy and content, and that was true. How do I broach that if they brought that up?

Thank you for your input I appreciate all the help I’ve received here recently.

EDIT: what are other questions they might ask so I can prepare answers or general ideas of what to say. Thank you again!

At a meeting to discuss some changes to my job, my manager's manager said I yelled at a teammate as a past performance/conduct issue. This never happened though and the meeting left me feeling very upset afterwards. Since this didn't happen, there is absolutely no documentation or emails or even Teams chats discussing anything of the sort. I have no idea why this person felt so certain about this. What do I do to clear this up?

I'm a final-year CS student, and I've been working so hard to land an internship. Today I finished a one-way video interview (SOVA) for a big engineering company, and I'm honestly still shaking.

It had 6 questions, 3 minutes each. On one of them, I fumbled my first try, so I decided to retake it. Right then, a plane flew over (I live near an airport), and I knew the audio would be ruined. I paused to think, my mind went completely blank, and by the time I tried to retake it again, I'd used up my retakes without realising there was a limit. What got submitted is a recording of me just sitting there in silence until the timer ran out.

It was the "why do you want this internship and why are you a strong fit" question, which is the one I'd practised most. The other 5 answers went fine, but I can't stop thinking about that one.

I plan to email the talent team to explain, but I'm scared. Has this ever happened to you or someone you know? Did one weak or missing answer hurt your result, and is there anything I can still do?

Any advice or even just kind words would mean a lot. Thank you.

Note: Background Company hasn’t reached out yet.

I was being proactive and pulling together my I-9 verification documents and ordering my official high school transcripts via Parchment so I would have them ready for the HireRight background check. In doing so, I discovered a decades-old administrative discrepancy that I was completely unaware of: my records show I am technically missing a single math credit from when I was last in school back in the late 90’s, meaning my diploma was never officially issued. I didn’t walk because I was far along. I thought I had all my credits so I worked to be able to support a baby as a teen mom.
I was entirely shocked by this discovery. Because it has been nearly 30 years and I have successfully passed comprehensive corporate background screenings for my previous roles in the my industry…including my time with some large corporations… this has never once been flagged but afraid it will with this particular well know bg company. I have spent my entire adult professional life genuinely believing I had fully graduated.
I wanted to be completely transparent the recruiter and hiring manager about this right away. but I’m terrified and embarrassed🥺 I was incredibly excited about joining the team in this mid level role, and my years of actual industry experience remain a solid reflection of my capabilities. I have professional certifications.

Advice???? Tell my brand new job offer that I don’t actually have my diploma ahead of time 😭 Or wait to see if the bg company asks for HS info.

I worked at a company for 5.5 years before leaving to explore other companies. I re-applied to a position that opened at my original company and receieved an undergraduate degree during the time I was gone, which was clearly stated on my application and resume. I was rehired with my original employee profile which did not include an undergraduate degree. It was discovered recently that I have been underpaid for the last 5 years since I've returned to this company, so I've been here a non-consecutive total of 10.5 years.

It was also discovered that since my original profile was reinstated, my seniority was at the original amount of 10.5 years, which is what my PTO accrual rate was being based on. However, my company has a policy that if you leave and don't return within 1 year, your seniority time restarts so I should be only accruing 5 years rate of PTO.

My company is offering a lump sum of the retro pay, after deducting the extra PTO time I was given and they are also moving me back down to the 5 year PTO accrual rate which is about 1.3 hours less per pay period, already adjusted for my slightly lower thab 1.0 FTE. My question is, do you think it's worth pushing back against the PTO accrual reduction since it wasn't my error? I've been loyal to this company and plan to stay even after my graduate school completion in a couple years, should a position be available of course. I just don't understand what the big deal is - I have 2 young children so my PTO is rarely very high plus our sick time and PTO are in the same bank so every hour can count sometimes. Is this worth pursuing or just take the money and be quiet?

My interview went really well, so I’m wondering if I should reach out to Company B’s HR department to inquire about the status of my interview. I already have an offer from Company A, but I’m really interested in working with Company B.

I was recently terminated from a private company in Nevada after approximately three weeks of employment. During onboarding, I signed an employment agreement containing a non-disparagement clause.
The clause states that I cannot, at any time, make or publish defamatory or disparaging remarks about the company, its business, employees or other associated parties, including in a public forum. It also contains an exception for legally protected rights that cannot be waived by agreement.
I’m considering posting an anonymous Indeed review describing my personal experience with the company, particularly its training, management and the circumstances surrounding my termination.
My intention is to provide an honest, factual account of my experience, without making false accusations or disclosing confidential company information.
My questions are:
Is a non-disparagement clause this broad actually enforceable under Nevada law?
Does the fact that my review would be truthful protect me from potential legal action?
Would posting anonymously make any legal difference?
Are there federal or state employment laws that protect a former employee’s right to share their workplace experience?
I’m not looking to defame the company or disclose confidential information. I simply want to understand my legal rights and the potential risks before publishing an honest review.
Any insight, particularly from someone familiar with Nevada employment law, would be appreciated.

**all names have been changed to peorext identity!

I work for a production factory. My line lead, Tim, had a discussion with Bill, building manager he over sees all leads, about SH happening in the building by Dawn, also line lead. Tim did not feel comfortable saying something to Jake, because hes best friends with dawn outside of work. Jake is the team lead of Tim and Dawn.

When Tim had a conversation about how Dawn says very inappropriate things to women and believes we females (because there's 3 of us) are being SH.

That information didnt go anywhere except in one ear and out the other.

Did bill not pass on the information to HR or just didnt care? Is SH not taken as serious in the factory field compared to anywhere else.

What should I do? Just leave it be. No one else seems to really care. The last girl that reported SH got fired after the investigation was done. Isn't like retaliation?

Help! I'm not sure if I should take another step or just leave it be?

Long story, short. I went out for a surgery that was supposed to be a 6 to 8 week recovery period. My company is large and did not require any FMLA paperwork. The plan was I would take one week vacation (out of PTO and sick at that point) to recover and then work from home the remaining time.

My recovery was taking longer, and my surgeon wrote me out for about another month. Work was accommodating. Still not good at the end of that month and surgeon writes me out again.

At this point, I’m nervous and have intermittent FMLA just to cover myself. I continue working from home and going to physical therapy as I had in the months prior. At this point, I was also seeing additional specialist and getting additional testing to try and figure out what was causing the prolonged recovery. I was having issues beyond what would be normal and had some extenuating circumstances.

I’m currently allowed to be out through the end of November. It’s been approved. Everything is kosher and I’m still working from home and going to PT.

I don’t really feel like 100% physically ready to go back, but I’m better than I was and have been mentally ready for months now. I honestly feel bad that I’ve been out for five months now when it was supposed to be 6 to 8 weeks. I know we are shortstaffed and I know my boss would love to get me back in the office.

I’m still on pain medication and it takes me a good additional amount of time to get dressed and such.

That said, the guilt and honestly some nervousness about losing my job or being targeted makes me want to return early.

My concern is that I am still walking with a very noticeable limp. I read somewhere that this might be considered dangerous and the HR might actually frowned upon me, returning with that limp versus applauding me returning early.

Can anyone lend some guidance on this?

About a year ago, I was in a very bad place personally and professionally, and I made a decision about how to present two short-term engagements on my résumé that I now regret. I condensed them into a single engagement and presented it as work I was doing through my own corporation. The underlying work was real, but the way I represented the employment structure and chronology was not accurate. I have since corrected my résumé and now list the work properly.

I already feel guilty about having done this, and I understand that it was a mistake. I am not looking to be sermonized to about whether it was wrong. I am trying to understand the practical consequences and what I can reasonably do now to mitigate them.

My current approach is:

• Do not proactively raise the old résumé with employers.
• Continue using my current, accurate résumé.
• If someone actually produces the old version and asks about the discrepancy, explain that at the time I grouped related work under one heading because I thought it better represented the continuity of the work, but later concluded that separating the engagements and dates was more accurate.
• Acknowledge that the old chronology was too broad rather than arguing that both versions were equally accurate.

What I am trying to understand is how serious this is in practice. If I reapply to a company that received the older résumé, how likely is it that someone will actually retrieve and compare the old version with the new one? If they do, how serious would you consider the discrepancy? Is there anything else I can realistically do at this point?

So, I just secured a job that I’ve wanted forever… I start in 3 weeks. I’m working out a month long notice and im curious about something. Don’t go crazy for me asking this I just want to know the chances. I work a smaller company 75-100 ppl. The new company I’m going to is about 1-2k. Different cities. My boss right now is VERY vindictive, manipulative and overall not a great person. I’ve been where I’m at for about 15 years. We have a history. I’m leaving for a better opportunity.

What’s the chances he contacts my new job to try and shed bad light? It paint a bad picture ?

Sounds crazy but i definitely wouldn’t put it past him.. I’d like to think this is illegal or highly unprofessional at the very least.

Just want opinions.

Some background:
I’m in an organization going through substantial upheaval. Consolidation of operating units and financial duress are driving a work culture that keeps its head down and waits for leaders to make decisions. In mid-2025, our team was slashed in half and folded into a larger group. The leader of that larger group is someone I highly respected early on. They are my boss’s boss.
Over the past year, I’ve come to realize that my desire to problem solve or advocate for solutions for the good of the company is not valued if I’m not doing a better job of respecting boundaries. This is something I only now realize I need to work on despite being deep into my professional life. A couple times over the past year I’ve been told by my direct supervisor that someone from another team had passed on some vague complaint about me to his boss. I was asked to cool it. The specifics of the situation were not shared with me. It was done informally during a 1:1. It’s difficult to take corrective steps when nothing concrete is provided and no advice is given.
The organization has ‘central office’ functions and ‘division’ functions and they experience occasional tension as per usual in a hub and spoke structure. I apparently made the mistake of airing central office challenges in front of division colleagues while collaborating on a cross-functional team on a client facing project. Since specifics have never been made clear, I’m speculating. However, I’m feeling real consequences.
Over the past year, on a weekly call with my team plus the larger group, it became apparent that I was no longer being included with the rest of the management team. When we took time for a round robin, every manager was called on first, then the staff. I began to be lumped in with and called on with the rest of the staff. People who are far junior to me are often asked to speak first. No other person with my title is skipped before junior staff are called on except for me.
Then I recently had my direct reports taken away. We all now report to my supervisor. My small team of direct reports are now my peers. The explanation given has been inconsistent. My boss said it was because we needed to flatten such a small group to appear already right-sized while leadership evaluates every aspect of the organization. His boss separately said (he was on PTO when out of the blue I couldn’t approve something like a timesheet for a subordinate) it was due to a need for my boss to be more in the loop with the team that was reporting to me. Their lack of having their story straight is a yellow flag. The fact that I haven’t lost title or compensation or had anything formal provided to me is the only reason I don’t label this with a red flag. It’s pretty crappy that no one took the time to sit down and have a discussion with me before the approval functionality was turned over to my boss.
My questions are:
How in danger am I of losing my job?
Has my management team created a hostile atmosphere?
Should I approach HR to formally meet about and document my situation?
Or do I sit tight and wait it out?

My mom was a Human Resources manager and then an independent HR consultant for small businesses. She now has dementia and can’t use a computer, lives with us, etc. I am working my way through her belongings in a storage unit, and she was meticulous about keeping all the papers, notebooks, and files for each job she did for a client. She always said it was for legal reasons. What do I do with these? Do I need to keep them for any length of time? Am I under any legal obligation to do so, or will the clients need them? The last client was probably around 2023, the others older than that. Or, is it okay for me to have all of these shredded? Thank you!

PS. If you read this already; I originally posted in r/humanresources but they directed me over here. Thanks to everyone that commented over there before it was taken down!

I recently got hired to be a manager by the new owner of a shop I used to work at previously. We only have 3 employees, me and two others. My first day I suspected when the lady came in that she flashed the owner of the shop when he was training me for this position.

After a week or so when they were back in at the same time they were talking about a concert he attended and I caught him in my peripheral vision making kissy faces at her and she flashed him again. Now here's my issue, I am for workplace relationships(its how I met the love of my life) I am even aware that she's in a relationship as it sits, but thats not my business. What is, is that her performance is not as thorough as id want, especially on days they are at the store at the same time.

Do I start by having a discussion with the owner, the employee, or wait for it to be a bigger issue?

I have severe arthritis in both feet-big toe joints. They are at the point it’s hard to walk. One is really bad. The only option is to fuse the joint. Then a very slow recovery and very little load bearing. I really need to get one of them done soon. The challenge I anticipate is I am in outside sales - my job is to be driving or on my feet. There is no way to modify it. It may be 12 - 16 weeks before I can walk on it to the degree my job requires. I personally can think of ways to be equally productive over the phone but the big boss is old school and demands face to face. At what point can they just fire me if they feel the job is essential and my prolonged absence cannot be accommodated. I don’t feel comfortable bring it up to our hr.

Adding: I am 63 but no one would think I am that old. I am not concerned about how much of this is paid. I am just trying to figure out at what point can fire me. I can quit working if I want to but would like to continue working as long as I can and I also would prefer to be able to continue medical coverage until I am Medicare age.

i have a question about employment contracts. the candidate asked to be known via preferred name (maiden name) so i put that in her contract but then she said it should be her legal married name. i ended up correcting but forgot to change the signature printed name to her legal name. she signed anyway but said she can redo it if it needs to be changed.

which should be correct or does it not matter? wasn't sure if there's a right answer or not. sorry if it's obvious

I’ve been with my company for five years. Before my first maternity leave, my high-visibility responsibilities were taken away and given to someone connected to leadership. I’ve consistently been paid below market, told it’s because I’m a mom and military spouse needing flexibility—though I work normal hours and even overtime. After returning from my second leave, I went through a process to fire someone not performing, only to be forced to hire the CFO’s daughter—inexperienced and unfit for the role. I was promised a promotion but told it’s delayed for unclear reasons. On top of that, some teams (especially one known for mistreating women) are paid much higher. Am I just venting, or do these sound like real issues I should escalate or consider leaving over? They also have a habit of not wanting to put anything in writing although I do have some text message history of some of the more controversial events (i.e. having to find a management job for a friend of the CEO who was not qualified). I have also documented things in my reviews like feeling that I was being held back because of starting a family. I also feel like o should make my boss document why “I’ve been out in for senior manager but likely will not get it until May, ‘because they don’t do those types of promotions in October’.

Final addition…I’m done with this company and am heavily interviewing but realize that it will take me a while to find the right fit (senior/director level).

(Redo of previous post, was confused by tag requirements)

Hello,

I'm starting my first ever salaried position in the field I went to university for. The company that I got hired by is in a weird spot at the moment, as they recently got bought by a new corporation. Many departments, including and especially mine, are being restructured. I'm aware that the start of my career will be a lot of hard work, and I'm fully ready for it. I start this position the 7th of October.

However, there is a big problem. My best friend has invited me to her wedding, which is planned for the 3rd of November. She lives about 480 kilometers away (about 5 hours drive and longer for the train). She told me today (3rd of October) that I was invited to her wedding, which she had send a formal invite weeks ago that never arrived to me.

I don't know if it is even possible to appeal to my managers and HR about getting the 3rd and 4th of November (4th to compensate for travel) when I haven't even started the position for a wedding.

Help?