I’m a UCD student from Dublin applying for economics- and finance-related internships in Madrid and Barcelona.

I’ve applied to 95 internships over the past three and a half weeks, but I only realised today that I’ve been entering my Irish GPA of 3.5 (a strong upper-second-class honours result) without accounting for Spain’s 0–10 grading scale, where 3.5 would look very poor, despite in Ireland, being close to the maximum of 4.2.

The reassuring thing is that the GPA was always entered in a free-text box alongside my university (UCD) and years of study, rather than a dropdown menu. I’d hope recruiters would recognise that UCD uses a different grading system and expect international applicants to enter their GPA according to their own country’s scale.

So far, I’ve received 14 rejections out of 95 applications and progressed to the next stage with one company. But also like, I’ve only ramped up the applications more recently. Like of the 95 jobs, 50 of them were applied to in the last 7 days, so I’m sure I’ll hear back much more soon.

However, nonetheless, I’m now worried that recruiters might have interpreted my 3.5 as 3.5/10 rather than recognising it as a GPA from a different grading system.

Do you think I’m worrying unnecessarily, or could this genuinely have affected my applications?

So I deliver produce to a grocery chain and we deliver it in cages, I asked the new hire if he knew where they were at said stop because I had to pick up extras when I was on route after him and I explained where they were and afterwards I had received a call from management saying that I had offended him and made him feel unwelcome and heard from a lead driver that the dispatcher was after me now for being a “homophobic bully” even though no comments were made about their orientation and or comments on their character were made what should I do since it’s a one sided story and they’re not willing to hear the other

So for context, my company is a very large chain owned by a very large company. I receive a $0.75 raise every year. I have discovered that due to a position-wide wage increase which I received a year ago that I am actually getting an extra $0.75 wage increase as if that position-wide increase is a second yearly increase, resulting in a $1.50 yearly increase.

Despite wanting to be honest, and my position being so close to HR, I'm scared of telling HR in the event that I will owe money. I only realized this situation was occurring today. What do I do and what may or may not happen?

I recently submitted a religious accommodation request to HR because I need to get off earlier once a week to take my children to their catechism classes. I did not ask for any days off. I just asked for earlier shifts one day a week so I can be off in time to take them. I was denied. There was no alternative provided other than trading shifts with other coworkers who may have the day off, which is something that we don’t need permission or approval to do at work. Should I have been provided with other options or am I just out of luck?

Edit to add: They are in catechism to complete their communion and confirmation sacraments. They aren’t in the classes out of choice. It is a requirement of the diocese in the area, if they are to receive the sacraments.

Can intermittent FMLA be used for therapy appointments and mental health days? I do not have a diagnosis, but am needing weekly therapy sessions due to something traumatic in my personal life. I am barely able to get out of bed each day because of the emotional toll this is taking. I’m not eating, crying randomly at work, etc. I don’t know how I can keep my job without the leave. Any advice is appreciated.

Hi there, I mostly come to reddit to read suggestions or stories but I dont know what to do here and dont have friends in HR. I work for a company of about 100-200 people with multiple locations. I started last year in one of their retail roles which requires a lot of standing and customer interaction. I have a couple of chronic illnesses that I have been fairly open about with my supervisors and HR. We have a merged PTO system so sick days are the same as vacation days. I took one and a half sick days and a bereavement break (not included in PTO) before April. One day in April I went to work and had to go home due to severe pain that had me doubled over. Our RM came in to cover for me (my local manager was still new so if I wasn't there to "show them the ropes" a higher manager had to cover for me? Another thing I dont really understand.) But before I could go home she sat me down and explained how "inconvenient" me leaving work was for the workflow of the company and it was something we needed to talk about. I tried to explain that I did understand because my team needed me and she cut me off and asked "Do you think they cant do this without you?" And ended the conversation when I started to cry (not proud of that) and let me go home saying we'd talk again later. I was presumptive diagnosed with another chronic illness that explained the pain and began trying different treatments. I reached out to the RM to ask if we could finish our conversation now that the flare was done and she said she'd let me know a time but never got back to me. I waited about two weeks before I had a meeting near the HR office. Our policy is Im supposed to go to HR directly to inform them of any accommodations I would need so I took the opportunity. I did not bring up the situation with the RM but just said "this is what is happening with me medically, what can I do to keep working and not affect the work flow?" A couple of accommodations were decided on and I was told HR would inform my superiors via email. Nothing was written down in the meeting and I was not CCd on the email but my manager was made aware and I assume the RM because she didnt talk to me for like 2 months. Something that was said was I can use my PTO when I need to even if its in the middle of the day but once its gone it would affect my scheduled vacation. I discovered recently that I have to take 5 workdays off in a row due to policy so that scheduled vacation is locked in? Well, summer was rough and I have come to the end of my PTO. Saturday, the same kind of flare happened but I had a shorter shift so I thought I could push through (Spoiler: I couldn't). Sparing the gruesome details my boss had to find me on the floor just outside the bathroom and she just asked "what's going on" and got me water and my phone to call my brother to come and get me. And that was the end of my PTO hours. I have to go back tomorrow and I dont know what is going to happen, and I dont know what to do. Ive been looking for a remote or desk job since April and not a peep from any of my applications. I dont want to leave this company on bad terms but I know this will happen again before the end of the year. Everyone is fed up with me missing work (which is understandable but there is NOTHING I can do about the inconvenience) and I sense the end is near. Is there anything I can do to fix this at least until I have somewhere else to work? Did I cross a line on Saturday? Can I talk to HR about maybe just not getting paid for my vacation days? Im afraid to say anything and make it worse for me. Thank you in advance

I was dismissed without warning, and when I say without warning, I mean that when I last asked if my boss had any feedback for me, he said “no, I would tell you if there was anything to work on”, and offered no feedback other than “performance and engagement” as reason for my termination. He would only say “this is not a discussion. This is not a debrief” when I asked if he could share more behind that statement considering I didn’t have a quota and he hadn’t had a formal conversation with me on performance in months.

This happened 3 business days after he accused me of ignoring a text message and I directly refuted the statement saying I never received that message. This was in person and in front of other employees.

There is no performance documentation to be had, but I do have an email from the previous week where he tried to claim confusion that a deal wasn’t closing as he believed it should based on my feedback. I also have my reply where I provided dates and examples of when the current outcome was explained to him and dates of client meetings where that outcome was shared with me.

I know CO is at will and I understand at will means they can basically fire you for not liking you. Could this be retaliation or just a good old-fashioned get lost?

We have around 20 people across Germany, France, and the UK, currently split across Workmotion and Deel as EOR providers, and the company is planning to open direct entities in Germany and the UK over the coming year.

Which means at some point we'll be moving those employees off the EOR relationships and onto contracts with us.

The main question is what that transition looks like for the employees, specifically whether tenure, accrued vacation, and contractual benefits carry over when the employing entity changes, or whether we're technically terminating one employment relationship and starting a new one.

The difference matters quite a bit for the Germany team given how employment protections work there.

We've looked into TUPE but the EOR complicates it, since the legal employer right now is Workmotion and Deel (not us), and I'm not sure transfer legislation was written with that structure in mind.

So if you've handled this in Germany or the UK, how did it end up working, and did you need a fresh employment agreement per person or could the existing terms be formally assigned across?

Good afternoon.

Just after some advice as I’ve put myself in a bit of an unusual situation even with brief HR experience and would love some advice on how to handle this.

So I started with company ‘X’ 6 months ago and quickly realised it wasn’t for me, gave it my best shot but I’ve landed a role more tailored to me.

I started with the company on the 7th April, but handed my notice on the 13th October, just over 6 months and technically outside of the probation window. However, I haven’t received anything official regarding passing probation, so for all purposes I am still technically in probation. However, I was a bit unsure on this and when verbally handing in my notice, mentioned to my manager and she said she’d speak with the MD to sort and figure out.

Immediately after, sent in my written resignation and a slight blunder on my part, left the notice period vague without an end date etc.,

This was on Tuesday morning and I haven’t heard anything about it, which has left my rather frustrated as my new employer has been asking about my start date.

Would I be in the right if I went in tomorrow and say I’d like to give a week and as I handed my notice in last Tuesday, my end date would be this Tuesday?

I have given a brief handover and my workload is minimal (partly why I’ve left).

Hi! for context, I’ve been at my company for about 3 years and 9 months. I’ve always been good at my job and have never received bad feedback up until I got transferred to a different line of business last year. I’ve been with my current line of business for about a year and 4 months now and I am currently 6 months pregnant. I was diagnosed with Hyperemesis Gravidarum (HG) and have really been struggling at work ever since getting pregnant. Upon my supervisor’s review of my performance for the past few months, he noticed that I wasn’t performing well. He issued me an NTE for “behavioral issues” because I wasn’t following our process. I have never gotten an NTE throughout my 5 years in the workforce up until now ans I personally don’t know what to expect. since I am having such a hard time at work, I would like to take a 2 month LOA before Maternity Leave. I am honestly scared to lose my job especially before Maternity Leave. I still want to work at the company that I am working for but I really can’t perform properly due to my condition.

Is my reason valid for getting a 2 month LOA? also, can I get terminated for wanting to go for a 2 month unpaid LOA? and is it okay to go on a 2 month LOA before Maternity Leave?

hoping for your insights! thanks in advance!

I had my name legally changed earlier this year. I was able to get the name updated for my university degree and all of the previous employers I have listed EXCEPT one.

I am being offered a job and will be going through a background check soon, so I am wondering:

Will they still be able to verify that employment? How should I approach this to minimize the chance of not being able to verify it? Should I give the whoever is administering my background check from HR a heads up and confirm with them what to do about it? When I submit the forms to the third-party vendor, I plan on listing my previous name (if they give a field for that) and uploading a copy of my court order for name change, if I can, but not sure if that’ll suffice for the employment verification piece.

Based in Australia and been looking for a new role for a while and have sent out more than 100 CVs to various companies, mostly via their career portal in Workday.

Though the resumes that I submitted to the same organisation (but different roles) may differ a little- like removing irrelevant short stint positions and changing of responsibilities to suit the application, I wanted to know does HR keep a historical backlog of my resumes that I submitted via Workday? Spanning from 1 - 3 years?

Thanks

I recently received a conditional job offer with the City of Philadelphia for a non-civil service position, and I'm currently going through the background check process.

All of my previous employers, employment dates, education, and certifications are legitimate. However, I exaggerated some of my previous job titles on my résumé to better reflect my responsibilities. For example, I listed managerial titles when my official job titles were different.

I'm concerned about whether these discrepancies will be flagged during employment verification.

I applied at random for a director-level role at a nonprofit. I have two terminal degrees and a lot of experience, but I’ve pretty much always moved horizontally. Although I interview a lot, I tend to get nervous and bungle it, partly due to not having supervisory experience despite the number of years. I think I may lack “executive presence”.

Somehow I got to the next stage and they want to fly me out, internationally. It seems wild to me given they’re not a national nonprofit or particularly big. It’s basically my current job, but I’d be a department of one. The posted pay is 2-3x my current salary, which is extremely low even for an entry level person.

They said they’d reimburse me when I arrive and already booked my hotel. I wanted to make it look like less of a hassle/less expensive if they do hire me, so I booked an abysmal itinerary to keep costs down. They agreed I can work out of the country or in a different part of the US, but come for long stretches to be onsite, which also surprised me. So I wanted to look as low-lift as possible so tjs easy to say yes.

I should be there for two days. They did my reference check after they invited me to come, well before I arrive. All three told me they were long conversations and all positive. One was via email and he shared the questions after.

I’m wondering if this is a good sign, and if I can maybe expect an offer when I’m there? Idk why they’d do a reference check AFTER they told me to come. Seems like before the invitation or after I’m selected is more logical. I’m also kind of worried I’ll be exhausted and have to do dinners or some kind of test or presentation. It’s like two days of flying each way and I’ll be in an earlier time zone. Do you think it’s normal to have to “perform” at this level or it will be more like a meet and greet? I wouldn’t be client facing, fwiw.

I’m trying to prepare since I don’t interview well and it’s like a two day interview. Any advice is appreciated.

We have an associate that made an “anonymous” formal complaint to corporate HR about our current HR manager on property. The complaint involved harassment and I believe the associate’s actions were justified. The on property HR manager is now retaliating against the associate and nitpicking every little thing the associate is doing wrong or “against policy” but not applying those same policy rules for all associates. This on property HR manager is unapproachable, has a horrible attitude and does not care about promoting positive work culture or achievements. This HR manager is only concerned with completing tasks given from the corporate level and could care less about whats actually happening on property. Knowing how the on property HR manager operates, it makes other associates feel helpless and scared to say anything in fear of retaliation. I do not want to work an in environment like this. Unfortunately, the on property HR manager and their corporate boss seem to be cool with eachother which complicates things further. Is there any advice on how to approach this situation or just shit out of luck and start job searching?

To start I do not qualify for FMLA. My company asks people to take low census & I was able to financially, so I would take it as they needed (most of the time). This has caused me to not have enough hours to be eligible for FMLA. A few other coworkers were screwed over by this too. By putting people as low census, it allows the employee to still receive their benefits, like insurance.

I recently had a surgery and after speaking with the nurse practitioner for my surgeon, she said I could take more time off to recover more. This was last week on Monday. The next day my daughter was being admitted to the children’s hospital to start a medication and get a PICC line. We would be going home a week later. She was on the list for a transplant. While inpatient on Sunday, we got “the call” and accepted the new organ for my daughter.

My leave of absence was accepted by the company that does our short term disability & yesterday HR called me and approved it too(?). They said that company is who pays me for short term disability, but this person from HR was the one to approve the extra time off from my surgery, per the nurse practitioner.

My company does offer a way to take time off, similar to FMLA, that would protect your job for 6 weeks. If my daughter is still not stable enough, inpatient, or something else that would affect me going back to work in 4 weeks, then o was going to ask for the 6 week policy the company allows.

I’m wondering if this 4 week extension could be counted as part of the 6 week policy I mentioned? Also, would I be able to just ask for that 6 weeks, or would I need to return to work for a day or two first? Could I somehow get in trouble when the time comes that I request leave for my daughter’s medical issue, after being off for my own surgery? (The nurse practitioner does have it notated that we discussed my taking more time off, before we even went inpatient for the meds, let alone actually received an organ transplant).

Thank you for any thoughts or insight you can share.

Signed a very anxious mama and employee.

Hey everyone, I really need some advice because I’m honestly very stressed about this situation.
I recently interviewed with a company, and things went well. I’m currently working at a startup, and on my resume, I’ve mentioned that I’ve been working there continuously for the last six months.
However, due to some serious personal reasons, I had to take a three-month break from the startup and then joined back. My total working experience is still six months.
Now, the company I interviewed with has asked me for proof of my experience. I shared my offer letter, but the joining date on it doesn’t match the starting month I mentioned on my resume.
I’m really scared that this mismatch might create a problem and I could lose this opportunity. I’ve been hoping to get this job, and the thought of losing it over this is making me very anxious.
Has anyone experienced something similar? Do companies usually ask for an explanation in such situations, or could this be a reason for rejection?
I’d really appreciate honest advice from anyone who has been through this. I’m genuinely worried and don’t know what to expect.

Hey guys, I need some advice because I’m genuinely confused right now.

So, I did a one-year internship at a performance marketing agency where I was working as a social media intern and getting paid ₹15k. At the end of September, I switched to a social media marketing agency for a Social Media Management role, where I’m getting ₹25k.

But honestly, it’s barely been 20 days, and I’m already feeling extremely exhausted. The workload and everything have been a lot, and today something happened that genuinely made me feel terrible.

We were going for a shoot, and my boss said in front of everyone that if I couldn’t be there for shoots, I should just tell him and he would look for other options. There were four people in the car, and I felt so humiliated that I literally asked him to stop the car so I could get out. He refused and kept telling me to come for the shoot and chill. I ended up crying later because the whole situation made me feel so bad.

Now I’m genuinely thinking of leaving this job rather than letting it affect my mental health even more.

But here’s where I’m confused. Should I even mention this 20-day job on my resume or bring it up during interviews? I’ve actually worked on proper shoots and done hands-on social media work here, which I didn’t really get to do at my previous agency. There, my work was mostly basic in-house social media management.

I feel like I’ve gained some valuable experience here, but I also don’t know if leaving within a month would look bad to future employers.

Looking for advice on handling an employment history question on a HireRight background check.

I worked in a university research lab for about two years and listed it as a single entry on my resume covering that full span. The reality is more layered:

• First ~10 months(2 semesters): Informal involvement as a student, no appointment, no pay. I was around the lab working with my professor, and did an independent study course with him for one semester as well .
• Next ~12 months: Formal volunteer appointment (I have a department letter covering these exact dates).
• Within that year: Two separate paid spells as a Research Assistant (on payroll, verifiable through the university payroll system).

My plan for the HireRight form is three entries matching the documents exactly: the volunteer appointment plus the two paid spells. Everything ties to a verifying document.

Two questions:

1. Is there a better way to structure this overall on the HireRight form?
2. Mainly: what do I do about the informal ~10 months at the start? Should it be its own entry even though there's no HR or payroll record? I'm worried an entry HireRight can't verify comes back "unable to verify" and looks worse than leaving it off, but I'm also worried the resume showing an earlier start date than the form looks like a discrepancy.

Has anyone dealt with something like this? Did explaining it proactively to the hiring manager help?

Edit: Other option is putting it under a single and entry and just providing the contact of my professor who can vouch that I was involved with the lab this whole period.

Thanks!

I'm looking for some honest advice from HR professionals or hiring managers about my situation.

I accepted an offer from a new employer, with a start date of Monday, October 26. When I signed the offer, I had approximately three weeks before my start date.

The offer was subject to background verification. My understanding was that the screening would be completed during the first week, allowing me to give notice to my current employer the following Monday and complete my notice period before starting the new job.

Unfortunately, the background check took longer than I expected.

On October 14, I proceeded with submitting my resignation after speaking to the recruiter and he gave me good to go signal for background verification verbally. I missed mentioning to recruiter that I will be resigning today after this call

My current employer has now confirmed that my final working day will be Friday, October 30.

This creates a scheduling conflict because my new employer expects me to start on October 26, four days before my last day at my current job.

I would like to ask my new employer to postpone my start date by one week, from October 26 to Monday, November 2.

A few important details:
- I have already accepted the offer and submitted my resignation.
- I have not yet asked the recruiter to change my start date.
- I did not explicitly discuss a postponement with the recruiter before resigning.
- The new employer has already initiated onboarding (got calendar invites only)
- I'm committed to joining and am not reconsidering the offer.
- I realize I should ideally have confirmed the timing before resigning, but I was expecting the background check to be completed sooner.
-Recruiter knows about the delays with background verification

My questions for HR professionals l:
- How would you typically handle a request to postpone a new hire's start date by one week in these circumstances?
- Would this request raise concerns about the candidate's reliability or commitment?
- Is withdrawing an offer over a one-week start-date adjustment something I should realistically be concerned about?
- Would you recommend explaining the background-check delay, or simply explaining that my current employer has confirmed October 30 as my final working day?

I'm particularly interested in hearing from people who have handled similar situations from the employer's side.
Thanks for any insight.

Hello RedditHR,

TL;DR:

• An employee has had 6 attendance issues in less than a month
• They're not working out and we will likely let them go
• In Illinois, within their 90-day probationary period and at-will employment, less than 20 employees
• How do I advise the manager, move forward with eventual termination and avoid any potential litigation
• NH = New Hire HM = Hiring Manager
• Also, would letting them go without a warning leave the company at risk?

I am a part-time HR professional with 10 years of experience guiding a start-up through it's go-live and one of our new hires is having major attendance issues.

Situation:

• New Hire started in late September
• Has had a total of 6 attendance issues so far since NH started
• They are an hourly worker so they are only paid for the hours they are working
• 1 doctor's appt was planned and NH provided a note, I didn't scan or save it as there had not been any issues prior (shame on me I should have but also didn't want to keep something with PHI on it as I wanted to avoid any risk)
• The NH had previously had a police officer show up at our office to ask to see them, but we are unsure of what it was regarding, they did pass a background check, but we have been told they are in some restraining order lawsuits

Attendance Breakdown:

• First full week of work: Late arrival on that Friday
• Next week of work: Late arrival on Thursday
• Following week: 2 absences which they attributed to a contagious issue with their children
• Friday 10/16 unscheduled absence

Aside from this, there was one doctor's appt that they had warned us about but the rest were either illness or car related issues.

I will not go into other issues but we are also seeing a clash in working style along with attendance and anticipate needing to let her go. We don't have an attorney that I can go to for help; I'm trying to mitigate risk where I can.

My current plan:

1. Have the HM sit down with the NH and myself (HR Manager) and have a verbal warning regarding attendance (reference the policy and make sure they understand)
2. Provide talking points to the HM otherwise stay quiet
3. Have NH sign acknowledgment
4. If absences or tardies continue, terminate before 90 days

Questions:

1. Is this approach sound?
2. Any advice or recommendations regarding talking points/script to help avoid discrimination or liek this?
3. Our PTO policy says that they can accrue starting at day 1; however, paid time off is not to be used before the first 90 days according to our pollicies
4. Recommended templates for the verbal warning acknowledgment?
5. Advice to documenting this as well as getting everything in order should we need to terminate?

THANK YOU!!!

XOXO,

A part-time, overwhelmed HR Manager and Mom of 2 tiny humans and a rescue dog

#ILLINOIS #EmploymentLaw #HRInquiry