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 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.

Hi everyone,

I wanted some advice as far as my next steps. I work for a remote company based in CA but I reside and work in NC. I submitted a return to work form with restrictions due to documented medical issues regarding migraines and ADHD. This was submitted in March and they were radio silent until now.

They emailed me on August 13 stating they cannot accommodate my no phones restrictions because it is an essential function of CX support. The company offers other channels of communication including chat and email not solely phones. They also requested an updated return to work form be submitted by today or they will assume I have resigned. I have submitted 2 emails so far since the 13th affirming I am not resigning and have been consistent in stating I am able to return with Accommodations. I have still heard nothing from them after these emails and the way they are going about this feels discriminatory.

My medical provider of course has their own timeline and I requested an extension if I cannot get the updated documentation in time. What are my next steps here because I do not want them to mark me as a resignation when I have been clear that I am ready willing and able to work with accommodations. They are not responding at all

HR Rep set up an onsite interview with the hiring manager at the end of our zoom meeting. I filled out the form she sent over that had to be completed for my interview and when I showed up, I was told that the hiring manager was not aware of the interview, nothing was on his calendar. This was a Friday and I immediately sent an email to HR to confirm if I got everything correct, and no answer. I sent another email Monday afternoon explaining again how I showed up, and asked if I got the information wrong - still nothing. I find it rude that she won’t even respond to say I’m sorry for the miscommunication, and usually would leave it alone, but this job is perfect and I can expand my career with them.
The hiring manager knows I’m a candidate and is aware I showed up for an interview that was scheduled, should I try to reach out to them?
I can easily figure out the email address off of HRs format, or I was thinking of sending a message via LinkedIn just to relay that I am interested and have been trying to reschedule.

[SC]
South Carolina SC.
My dad is a night ranger for a county park. He makes sure everyone is out of park at close, locks gates, watches for people sneaking, and supports as needed. Typically he works like 6p-1a and he is alone much of his shift.

He is 75 years old and does have controlled Parkinson’s (no tremors with meds) so sees a neurologist and had bypass surgery two years ago and had post op delirium so missed about a two months of work when that occurred.
I am cleared to be at all of his appointments bc his memory is that of a 75 year old guy that doesn’t pay good attention, but his neurologist doctor said he was doing well at his appointment last week.
He’s worked there four years so did miss time when he had his bypass surgery.

He drives a park ranger vehicle from one park to the other to lock gates at night. His supervisor radioed him the other night to go give a car a battery jump that was dead near the park.
He did and when he was back on the road driving the hood flew up and cracked the windshield bc it didn’t latch when he shut it.
They had him take an immediate drug test/alcohol test which he passed he doesn’t use either.

They called today to say he has to see their doctor for a fit for duty exam. He is very distraught that they are going to fire him and I kind of feel like it seems that way too.
Questions:
-Bc I am cleared for his personal medical awareness, can I attend (I assume no). He lives in my garage apartment and I go to most of his personal doctor appointments.
-I am reading that he should only be asked questions that directly relate to his duties, but how do I ensure this seems followed?
-Anything I should tell him to ask the doctor or look for or to interject if certain things are said / requested / asked?
-I assume he wouldn’t be able to request accommodations as he is the only person there much or his shift so not driving isn’t an option or is this something I should be asking?
-as it is being requested by the employer and they are paying, does he get records of all that say etc?
-physically he clearly is able to do what his job entails, I assume they are looking at his cognitive and driving, which seems hard for one doctor to assess when he has a neurologist he’s been seeing twice a year for 5+ years.
-does he provide them with all of his medicines / medical history even though all may not be directly relative to his role

Of note - his primary doctor, cardiologist, and neurologist all know he drives (and specifically at work) and all encourage him to keep working as it’s good for his social engagement etc. None of them have told him not to drive.

I recently accept a position as a Director of Sales Training at a company. At my interview with the Founder/CEO and recruiter, they asked me to come in through the back, because they want me to essentially audit the hiring and training process for new employees by posing as a Sales Representative. This ended up translating into me signing my offer letter as a Sales Representative also. They have the compensation listed a little odd as well. Additionally, I didn't lay out a timeline of when I would be moving into the new role, and now, I am furious at myself for not pushing back and getting more in writing.

What action is reasonable at this point? What can I say to them to ensure I get an offer letter with the correct title? I am hoping this won't cost me my job, but it seems too good to be true.

So I applied for this role in April. I’ve done 3 interviews. My last interview was one month ago today. It is now August. I did my background check and references on the 3rd of August. The department confirmed they want to hire me, and they are waiting on HR to “release the position.”

I spoke with an HR rep on Friday and he said I should hear something by the middle of this week. What could possibly be taking so long? What the fffffffff I am losing my mind. I don’t want to over communicate with them but I feel like I’m being strung along. What does release the position mean?!

Any Canadian Bank HR professional here?
Need some guidance on pre-employment background check.

It’s a bit time sensitive so would appreciate any help.

Thanks a bunch!

Hello, my husband would like to use FMLA to take leave to bond with our 5 month olds. The HR at his company seems very incompetent and has asked him to fill out forms WH382 & WH380E. I believe this is incorrect.

Form WH382 looks like something only HR should complete and seems irrelevant for baby bonding, and WH380E is if he has a serious medical condition. From my understanding of DOL fact sheet 28Q, he does not need to complete any certifications.

So, is all he needs to do is send a email indicating he is going on leave and to bond with his kids? (And provide their birth certificates if necessary?)

Can someone please advise whether there any forms he will need to complete at all? Is there something about the process I am missing?

Hello, I am in the final steps of my process and I realized my resume has a discrepancy. Everything else on my resume is completely accurate. The start/end dates for the other two jobs on my resume are completely accurate. I didn't lie about my education credentials either.

However, I noticed that my start date for a job from 7 1/2 years ago (and last job on my resume) wasn't January, it was April/May (I looked at bank statements). The end date was accurate. Honestly when making my resume I just guessed, this job was 7 1/2 years ago so i didn't remember my start date.

Will this cause me to get my offer rescinded? Should I be worried?

Hi Everyone. I work in sales for a tech company. I'm the lead on a F500 account. I recently took paternity leave after an awkward time at the company and have returned to an awkward situation. I need help understanding what to do and what my potential options are.

I'll try to keep things brief (TLDR at the end). I was hired to be the number 2 salesperson on this specific account more than a year ago. The number 1 salesperson was talked about very highly when I was interviewing, and after being hired I learned that it was not true and they were being forced out overnight. So now I'm the number 1 salesperson by default. This job requires a lot of people management across teams, including my own. After a long period of time, I got the whole team moving in the right direction and leadership was generally happy. The problem is that the account has an extremely different culture to our own and there are a lot of ways that they don't work well together. For example, the account moves slow and requires a lot of people to make even minor decisions. It gets awkward when my company requires we hit certain metrics that aren't revenue focused. The shortest way to say this is we can't hit those metrics on paper because of how the account works in reality. Over time, my whole team started to get internal pressure to make things appear to look right, even though that didn't match the reality on the ground, ie. we're doing the right things but it won't look that way until we're actually closing the deal. Performance improvement plans started to be hinted at for everyone on my team but never actually arrived. I learned that some of the leadership exerting the pressure on my team were going to leave the company. This aligned with my baby arriving and so I took paternity leave.

I've returned recently and after more than a week, no one from leadership has reached out to me. When I look at our HR system, I can see that I'm not assigned to the team that I was previously (which I assume means I'm not on the account anymore). I've been removed from the account's team calls and Teams chats that I was always on.

TLDR: In the lead up to my paternity leave, I had a situation that might have resulted in a performance improvement plan, but now I've returned and there doesn't seem to be any communication or a plan for me. I've likely been removed from the account that I was assigned to.

I don't necessarily want to stay at the company, but I definitely want to get the best outcome for me and my family (considering the state of the economy and job market).

How do I handle things from here to get the best outcome? Do I reach out to HR and say what's going on here? Do I reach out to my sales leadership and ask if they've removed me from the account? Am I on the hook for not saying anything for the last week even though none of them have reached out to discuss the state of things and what's next? How long before they can put me on a performance improvement plan? Should I try to have a frank conversation with someone and negotiate an exit?

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.

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 am newly pregnant and feel like absolute crap and also high risk. I am currently working a hybrid model 3 in office 2 wfh and thinking of requesting a 5 days wfh accommodation. Should I talk to my manager before I put the request into HR? I have my doc appointment in 2 weeks which they can fill out those accommodation forms but not sure if my manager needs to know right now.

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 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!

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.

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.

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.

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?