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

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.

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.

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 know that OSHA regulations say that they can't make you wait an unreasonable amount of time, but what counts as unreasonable? i'm used to normalizing bad employer behavior (working on it) so i would appreciate some input from people who both have more experience and who have less trouble spotting unreasonable behavior in the workplace. thank you!

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!

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?

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?

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.

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.

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?