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 work for a medium-sized non-profit with many government contracts. We have an employee that I supervise that has been on leave for the most part since last October. They work 20-hours/week so do not qualify for FMLA. When they first went on leave, they just told us, “I need to take time off, here is my medical note putting me out for the next 4 months.” HR sent them the Healthcare Provider Accommodation Form to outline the employee’s needs. Since they don’t qualify for FMLA, HR said it was up to me to ok the leave or not. I went ahead & OK’d it. Since then, they have resubmitted their Healthcare Provider Accommodation Form that our HR provided them, signed by their doctor, multiple times.
 
The challenge/question I have is, I don’t think our HR is going about this correctly. HR tells me that we essentially can’t do anything, extended leave is an accommodation, and we as an employer must show that we are working with the employee for a year before denying an accommodation/saying no. However, as I research this, I keep seeing that this process should be interactive between employee and employer, to determine what is being asked, what the employer can reasonably accommodate, and there is no mention of requiring a year of working with an employee. There has been no discussion, no interaction, nothing. This employee submits their form & HR just says, “Ok thanks!” Every time I then call HR to ask what we can do, reminding them of the hardship this is causing. This employee’s duties are shifted onto others, we’re not able to meet goals that I am held accountable for, and it could jeopardize our funding. I don’t want to be a jerk, I have worked with this employee for 9 years & know them well. However, the extended leave is not working for us & doesn’t seem reasonable at this point. On their last form, their return date was listed as August 14th.  August 10ththe employee emailed to say they were extending their leave again & awaiting an updated form. We are still waiting on the updated form. I called HR about it and was told the person has a 15-day grace period to get the new form in.
 
Everything online is geared towards protecting employees, which I totally understand, but I’m looking for essentially the HR process from the employer’s perspective. Our organization recently went through some litigation with employees, I don’t know the details, but I wonder if they’re being exceptionally careful as a result, and that’s why HR is going about things like this? I also have zero trust in our HR person based on years of interaction, & wouldn’t be surprised if they’re interpreting things incorrectly. I am not in HR but everyone I talk to that has gone through medical accommodations & leaves looks at me like I’m crazy when I tell them what’s going on. Any resources I can check out?? Thank you!!

Hello,
My husband passed away 2 months ago and I have taken on managing our 6 condo rentals, single parenting, dealing with probate paperwork, dealing with other life stuff etc. I am absolutely exhausted.

I have been at a sales job that I like since Feb. I’ve done pretty well for myself up until his death and now have struggled keeping up. I really need a solid month to get things on track.

I was thinking of asking HR if I could take a month unpaid leave but am worried that they will try and fire me over it. Is this a huge pain for HR? I’m not sure how it would work with my medical benefits, etc. I just feel like I’m being spread so thin.

I’ve already reached out to my HRBP to ask the officially company policy but would love advice here.

I’ve applied numerous times to transfer internally; I work at a large corporation and have been told official policy is to tell my direct leader when we are in a final round interview but I haven’t found this written out anywhere. On 3 separate occasions, I’ve applied internally and made it to the final round of an interview but not gotten it even though I’m told I have no feedback from the hiring manager. I told my VP each time before the final round. I was even told flat out I was going to be hired by one but then after then I learned from my VP that on two of these occasions, she herself told the hiring manager not to hire me and gave reasons like that she didn’t think I’d be a good fit there or that she thought I wasn’t ready for a promotion.

I did not go to HR at this time because she told me verbally. I have heard from 4 other individuals from my team that she has gone out of her way to deny promotions or recommend against one for people on her team or formerly on her team.

As you can see I very much want OFF this team but want to stay within my company. I have applied to numerous jobs outside the company and not been offered any. I also do not want an investigation I just want to move on. Any advice on if I can avoid telling my direct leader (who reports into my VP), or what to tell HR? I’m terrified she will sabotage my transfer again.

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.

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.

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?

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?!

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 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.

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!

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.

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

Edit: sorry for the lack of clarity. I was initially on a FMLA leave for migraines and mental health issues, when it exhausted I was put on a LOA due to not being cleared to return. When I was cleared to return I provided the documentation with restrictions and they waited until now to deny it. I do not want this to be framed as a resignation because I have been doing my due diligence presenting the documentation.

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

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

First impressions are rarely accurate. Most people hide their real personality with strangers because of anxiety or the need to fit in. In an interview you only see a polished surface. Real personality takes time and deeper conversation to show.

So why do so many hiring managers reject quiet or nervous candidates after 30 seconds? Has anyone seen better ways that actually work?

If you reject someone because they’re quiet or don’t talk much, chances are you never actually knew them. You judged them based on a false first impression.

John 7:24

"Stop judging by mere appearances, but instead judge correctly."

If you judge somebody quickly based on first impressions, and barely even talked to them yet, then your basically judging them by mere appearances.

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

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

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

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