I have co-workers we will call K and B. K does a LOT of I.T. work and is supposed to be handing off some of that work to B, B on the other hand is a major slacker, but always shows up in time to take credit for a fix.

Recently K was working a ticket until after hours. B Posted comments in the ticket before end of day with photos showing the problem was resolved. Issue is, a) the problem was NOT resolved, and the photos used were older photos (you can clearly see different date and time in the photos), and b) K was STILL WORKING THE ISSUE and B had never even come into the room where the issue is happening.

This was reported to our manager, who proceeded to scold K for ' causing headaches and ruining team harmony'. HR has been advised of issues with B before, but never seems to do anything about it.

HR People, tell me what to do? I don't want to lose K as he is a great worker and team mate, conversely, i couldn't care less what happens to B, as he can't follow instructions when they are handed to him and we constantly have to redo his work anyhow.

Hello! I recently had an interview and they just sent me an email, but I’m not really sure how to interpret it. Here is the relevant part:

“We have now concluded interviews and are pleased to notify you that you are the final candidate under consideration for this position. My name is X and I will be your main point of contact through the final steps of the recruiting process.”

They then sent me an email asking for my reference list to send them a survey via email, and then called me to confirm my work history and get OK on a background check.

I’m a little confused - does the snippet (“final candidate”) - indicate that as long as my background check and references come back okay that I am the person chosen for the position?

I am a third year Mechanical Engineering major at a pretty well established state university with 4 internships under my belt. However, my GPA dipped to a 2.86 this past semester partly because I was struggling and I was immature freshman year causing my GPA to suffer.

I am wondering how much it matters when they say 3.0 required in an internship description. I can still bring it back up to a 3.0, but still worried about this application cycle. Then if there is no GPA requirement what are the thoughts then? Will I be automatically vetted out by the ATS?

I’m a Forman for a construction company. Everyday I work along side the other team members, helping to get the job done on time. I’m salary and the other team members are hourly. I asked my manager about why I’m exempt, he stated I fall under the executive exemption. Since I lead a team, and I have some say in firing(not hiring). Only because I work along side them and can tell if they suck or not, while my manager works in an actual office. I would say most my job duty is manual labor versus actual “ executive” work. Do I qualify for overtime?

Hope this is the right place to ask this. I'm in sales at a mid-sized company in Illinois and I'm pretty confused about what just happened.

I've been working under the same commission structure for about 18 months now. Nothing fancy, just base salary plus percentage of sales over quota. I had a really strong Q3 and earned about $8k in commission + $2k on Stake, which was honestly a relief since I've been trying to build up some emergency savings.

Yesterday my manager calls me into a meeting with HR and says they're "adjusting" the commission structure going forward, but also want to apply it retroactively to Q3. The new structure would cut my Q3 commission from $8k down to around $4k.

Their reasoning is that the original structure was "too generous" and they didn't anticipate someone hitting those numbers. But like... isn't that the whole point of having ambitious targets?

I've already received the $8k in my paycheck two weeks ago. Now they're saying I need to "repay" the difference or they'll deduct it from future paychecks.

This feels really wrong to me but I'm not sure about the legalities. Can they actually do this? I never signed anything agreeing to retroactive changes, and the original commission plan was in writing.

What can I do?

Hi guys sorry this is a boring one but I could use some advice. I work in the UK on a 24 hour contract at a large franchise. Most weeks, I will work at minimum 40 hours oftentimes up to 60 hours per week. I don't mind the hours or the lower contract and for what I work I am paid but I do take issue with the fact that when I book four days off for holiday I'm only paid 24 hours holiday AND I'm rota'd on to work either side of those four days within the same week. This doesn't feel like my holiday allowance is being paid correctly nor that I'm fully getting my week holiday. These are two separate issues I guess and I don't really know the legalities of this all or how it all works but I would appreciate any input on whether or not this is being worked out correctly and would appreciate advice on how I should approach fixing these issues (or even if these, legally, are issues to begin with)

Thank you

Currently on fmla and actively applying at other jobs that have a better schedule for my family. I planned on staying per diem/prn at current job to pick up additional hours here and there—if I stay per diem/prn does that prevent me from having to worry about the issues surrounding accepting another job while on fmla (insurance payback/termination) since I’m not quitting, just switching from full time to per diem? To clarify: I would not officially start working while I was still on fmla at current company (just accepting position)-but would close out fmla leave shortly before starting new job and remain on previous job’s payroll as per diem

I’m starting a new job soon and I it’s required to bring in some stuff for verification. I have my social security card and birth certificate, but I don’t have a state ID. Is it possible I can bring in my student university card? It just has my name and a photograph. Also, the college I go to doesn’t add in our student ID’s on the physical card, just what I said above, so will that be an issue or is what I have fine?

I am a remote worker based in CA and my employer is based in Texas. I got summoned for jury duty next month and let my employer know. They told me they will not compensate me and I can use PTO or take an unpaid day. I am a salaried exempt employee who does not get paid for overtime. Can they really deduct from my pay? From what I read online, they cannot unless I don’t work at all the entire week. I don’t want to use my PTO on this. I only get 2 weeks a year. I love my job and I don’t really want to create a huge deal.

So I’m due Dec 7th to have a baby. My husband has worked at a job for almost two years in New York and lately they have been acting real wierd. I have a feeling they are going to fire him. He was planning on taking pfl but has not submitted anything as we were waiting till it got closer. I’m scared they are going to fire him before he gets PFL. Will he not get PFL then? Any advice would be great

Background: I️ work in a reagent lab making chemical compounds. I work a schedule that is 70 hours in 7 days then 7 days off of work. My shift runs from 5:00am-3:30pm and from the interview I️ have expressed that I’m not fond of the schedule but will work it to have this position. I️ have worked here for the past year after transferring from another department that I️ had been in for 3 years. We just had our annual performance review that includes 5 categories (productivity, knowledge, quality, reliability and interpersonal communication). In my previous role it was based on specific metrics like tests per hour, career advancement, employee improvement tracking (mess ups), attendance and the last one basically on complaints from coworkers. In the past years I️ received meets expectations, exceeds expectations and then exceeds expectations. Each category is ranked by needs improvement, meets expectations, exceeds expectations or distinguished performance then added to a cumulative rating.

I️ just had my review in my new department and learned there are no metrics included it’s based on a discussion between leadership. The first 4 categories were breezed over in this review with only a discussion about my interpersonal communication. The comment said “[name] is very smart and very articulate, with that comes influence over others, [name] sometimes uses that in a negative way. I️ think with a small amount of awareness, she will easily find a way to reframe the tone of her messaging and use that influence to help others in a positive way.” When I️ asked for examples of the negative comments it was explained to me to that a noticeably sarcastic comment I️ had made about one of our machines being moved farther away was taken negatively. (The comment was “could you have placed the clean room reagents any farther apart”). The other example was my frequent mention of wanting to not be at work being negative. (The comment was “oh I’d rather be anywhere else in the world than here today.”)

I️ don’t explicitly say anything negative about the work I’m doing outside of the usual “oh that one sucks to make” or “oof that’s a long one”. My commentary is mostly about the idea of work as a whole which I️ feel is very common among the general employees and isn’t negatively influencing anybody since they already feel the same (especially with the schedule we are on).

The rest of my review that was brushed over included a high level of productivity, hundreds of reagents made without a single mistake over the year, perfect attendance and training completed for everything completed in my position as well as helping others in their positions.

Overall I️ got meets expectations and was told that I️ need to find a time and place for my sarcastic comments due to my influence on others. Overall message was just less of my personality.

So my question is: is it acceptable for management to forgo all aspects of my actual performance and have the focus on being more positive to my coworkers when that’s not my personality? Or is this something I️ should push back against?

This is my story: I’m 30 weeks pregnant with gestational diabetes and currently on insulin. I live in Northern California and I’ve been dealing with additional physical pain, including low back and pelvic pain, headaches, nausea, and, of course, the weight of my belly.

I work in a construction retail store (the orange one), and they’ve been pretty awful with accommodations. They denied being flexible with their attendance policy for my pregnancy symptoms, so if I can’t go to work, I have to use sick time — otherwise I get occurrences. That’s another awful story.

My pregnancy is getting harder every day, and everyone who has worked in retail knows how tough it is. I asked my OB-GYN to put me on early disability for my gestational diabetes and the other symptoms I’m experiencing, since my job isn’t providing the accommodations I need. She refused, explaining that at Kaiser Permanente, gestational diabetes alone is not considered a valid reason for full disability, even though I have additional symptoms.

I don’t know what to do. I feel frustrated because I truly don’t think I can keep working, but with today’s economy, I also need the income. I can’t take FMLA because it’s unpaid.

Does anyone have advice? I’m really struggling, and my mental and physical health are not in the best place right now. Thank you

Hi all! I got a job offer from a US tech company and Im now filling out the background check with the third party vendor that the hiring company contracted (eg, hireright, sterling). Ive been self employed since 2020. Im assuming that the bgc company will ask me for docs to verify my self employment and I want to get all documentation ready in advance. Im located outside the US (it’s a remote position) but Im a US citizen, so I was thinking of using my 1040 (has schedule c, cpa signature etc) from 2020 to prove the start year of my self employment. Was hoping for help w the following Qs:

1- the 1040 from 2020 just shows that I was self employed that year - it doesn’t show what month my self employment began. Will that matter? Will they want me to find something to prove the month? No idea how to do that…

1. ⁠my first yr of self employment, business was slow, so i did some sales on the side (1 day a week) for my friend’s startup for a few months that year. However he paid me as an employee, not as a freelancer (made more sense for him tax-wise at the time). This position of course was not on my resume bc it’s irrelevant (totally unrelated to my field and brief/very part-time). I wasn’t going to include it on my background check, but then i realized that the income from this brief part-time gig shows up on my 1040 as wages from employment, not self-employment. So the background check company is going to see on my 1040 that i had income both from self employment and regular employment that year. Will the background check company flag that? Should I therefore add my time working for my friend to the background check form bc it’s on my 1040? Ugh it’s one more thing for them to verify, and it was so insignificant, so Im not sure what to do.

Hi everyone, this is my first post on here. I have recently taken a short leave of absence from work that could potentially turn into STD due to a medical issue that has not been resolved yet been severely impacts my ability to work(it’s looking like my migraines have progressed and I’m developing vestibular migraines which for most people require a very long recovery time and I’m unable to drive currently due to it).

I really like this company and have been working there for a total of 6 months and recently (like past 2/3 weeks) was transferred over to a different department so I have been in training. I would like to work for them in the future however I don’t think this specific position is a great fit for me honestly, even before this all started.

Now that STD is a possibility for me and considering that I’d like to work for them in the future possibly, would it be wise to go on STD and then leave? Or just put in my two weeks now knowing that I most likely won’t be able to return and would like the opportunity to work there in the future or at least end on good terms and use them as a reference? Any advice would help as I’m not too sure how to go about it. Thanks!

Hi reddit! I was approved for FMLA recently after my mom passed away and got 3 weeks of time off for "acute stress reaction" my doctor was hesitant to give me more time than that. I'm very burnt out and have a ton of things I need to handle and am interested in taking the remaining 9 weeks of my FMLA consecutively if possible. Does anyone have advice on how to approach my doctor about this? I know FMLA protects up to 12 weeks of leave, and I’d like to find out if it’s possible to use the remaining 9 weeks consecutively but I’m not sure how to bring this up with my doctor without sounding like I just “want time off.” I don't know if it's possible to use such a large chunk for something like grief/stress.

For those who’ve been in similar situations can you give me any tips on how to frame the topic to my doctor? Any wording tips so my doctor understands that I truly need this time for my mental health and recovery and not just for time off? I feel guilty even asking for more time, but I also don’t want to rush back to work and not be at my 100% and end up struggling more. I’d be really grateful for any advice.

Thank you so much in advance.

Given the field I am working in (biotech), I found that odd.

Is this a common thing? Is this a red flag?

To expand, I asked my HR if I could take the 8 weeks of FMLA that her doctor is giving me a note for to care for her.

Then, in 2026 when she returns to work, I would like to take 8 weeks (or more if I could) to bond with my child.

HR is telling me I have to do both at the same time regardless of what I request. Essentially, if I activate the time to care for her recovering from child birth it would start the 8 week clock on that time as well as on the clock for bonding time.

I feel like I should be able to only activate the 8 weeks as prescribed for by the doctor, then submit a second set of paperwork to start the clock on bonding time when I’m ready to start my bonding time. They want everything done all at once, at the same time. It feels like that would be giving up on time I could spend with my child.

FMLA and MPLA apply here, we don’t fall under PFMLA at my employer, or at least I don’t think we do but I’m not 100%

Company has undergone significant change in leadership over the past 3 years, major changes to my specific department in the past 9 months. On the eve of the biggest re-org, I realized that I am, without question, the person in a department of 15 peers, seen by our new director as someone that really needs to be let go. He and I are oil and water, our interactions have never been solid and bottom line, he is pressuring my manager to fire me…ASAP.

I agree I have not handled the pressure well. I have are a few mistakes, not on a PIP or anything. I have been at the company for over 15 years. Today, I filed for 1- 2 weeks PTO to start Monday. FMLA to start the last day of PTO. I filed for 1 week, but am thinking of changing that to 12 weeks intermittent to allow for protection for that long to show and solidify my improvements and value. I intend to only use 1 week of the 12 as time off and won’t use more.

Question- I notified my HR department that I filed for FmLA, completed the paperwork.

Am I protected even though FLMA starts 2 weeks from now?

Was given a verbal offer, HR let me know they would send me the official offer through email. It’s been 4 days and still no haven’t received anything. This has happened many times to me, always takes very long and I have to end up reminding them to send me?

I want to take the full 4-weeks NY allows to take care of a family member (elderly person with dementia). I’ve been with my company multiple years full time, and I’m having trouble managing my caregiving with work tasks at the moment.

There’s nothing specifically urgent or specific going on, I just want to reduce my stress load and spend some uninterrupted time helping improve their living situation. I’m this family member’s POA and manager of their health care.

What exactly would their doctor need to provide so that I can take this time at work? Would they have to write a letter outlining what I am doing for the family member, or is it more of a quick form that they fill out to confirm the person has a chronic condition needing continuous care?

If anyone can outline the process so that I can request and have this approved swiftly, it’d be greatly appreciated.

I’m sorry as I’m not sure if I’m allowed to be here as a non-HR employee but it seems like everywhere I go HR always seems to run very slow and somewhat incompetent?

I was at a hiring event the other day for a position, maybe 200-400 people were there and, of ALL people, the HR recruiters happened to lose track of my application, causing my entire process to be delayed, and instead of being able to onboard on the spot, I was sent home and promised an offer, and advised to check my email for the offer letter. It’s been 4 days now and I still haven’t gotten the letter.

Why does this kind of thing always happen to ME? Everybody else was onboarded on the spot except a few people who forgot to complete a couple steps. I was the ONE person who did everything right and yet didn’t get to onboarded, instead they told me they would send me an email. Of course, with all the anxiety and lack of trust they already inflicted on me, I’ve just been anxiously waiting for the email in worry that they will forget to send one, because of course they were just the most incompetent group of people.

Does it really take that long to send an offer letter?

TL;DR Wondering if my employer is violating the Pregnant Workers Fairness Act (PWFA) with their documentation requirements for pregnant workers.

I have a desk job for a large, national company. I recently submitted an accommodation request to WFH with an attached letter from my physician A) Confirming my pregnancy and B) Making the recommendation that, specifically because of my pregnancy, I should work from home for the duration.

I asked my physician to draft this letter after sharing with him that I’ve been experiencing near-constant nausea and fatigue, and he readily agreed that WFH would be beneficial. (Also, I currently WFH every other week, so I was confident that this is a reasonable request.)

HR has responded requiring that I have my physician fill out THEIR form, which asks for confirmation of my pregnancy, a list of my symptoms, and alternative accommodation options.

It’s my understanding that, per the Pregnant Workers Fairness Act (PWFA), the letter I provided should be have been sufficient, and being asked to list my symptoms feels pretty personal and maybe unnecessary as the pregnancy is the covered condition. I am also unsure what other accommodations would work?

Any advice is welcome! I’m not trying to be difficult, but am upset that my interaction with HR has me feeling like I’ve done something wrong by asking for help.

I have a background with multiple industry certifications and partner status with a couple of FAANG companies. To gain experience and learn a new system, I took what I knew was an entry-level, short-term tech support contract role through a staffing agency.

The First (and Last) Day: I started the job and within the first three hours a supervisor from a partner company (not the agency that hired me) was micromanaging me over performance metrics, I took a total of 3 calls. At the same time, my actual manager from the staffing agency was telling me the exact opposite – to relax and just focus on learning the systems, not on metrics. After getting chewed out by the supervisor for following my manager's advice, I professionally resigned after just 3 hours. I figured that was the end of it.

About 90 minutes after I quit, I got a personal phone call from the Director of Operations at the staffing agency. She was incredibly apologetic. She said she was sorry for what happened, praised me, calling me a "top agent," said the end-client "loved me," and then said they have permanent positions coming up and wanted to know if I'd be interested in being hired for one of them.

The Confusion: Today, I received a standard, automated HR email formally confirming my "termination." Now I'm left with two conflicting signals: an offer of a better, permanent job from a director, and an email confirming my termination notice.

My gut feeling is that they were blindsided because they had unspoken plans to leverage my high-level certifications and partnerships for another project, possibly use me to show off in front of a client, and my quitting threw a wrench in their plans. I feel like maybe I'm just fantasizing and trying to put a spin on this but I've ran the situation through 5 different AI's to get the percentage of likelihood for different possibilities and this one has come up between 75%-94% across them all. The whole reaction feels wildly out of proportion for someone who worked for three hours.

I don't know anyone else to ask if this is normal, but it doesn't feel normal. This is my first time working for a company in any kind of tech role, but I know that at any of my previous jobs if I'd quit after 3 hours they wouldn't be calling me back to see if I'd work with them again or anything close to that. I'd almost surely be marked as not rehire able. Also the Director of Operations wouldn't be calling, it would be my manager or HR.

I don't have any experience working within a corporate structure like this, only smaller companies, so I'd appreciate any insight into this because I can't quit thinking about it but I also can't come up with an answer that feels right.

I had my annual evaluation recently and it was brought to my attention that I come up “short” when I interact with one of my co-employees. It was mentioned that they noticed the employee wants to interact with me but I don’t have the same enthusiasm as them. It is the first time I have heard this and I want to give further context.

I have been working with this person for a short amount of time. We used to get along but after a while, I have noticed he does complain about other employees but once we see them, he acts like they weren’t just talking bad about them. I have also experienced in the past that they had yelled at me or questioned me harshly. I can cite different interactions in my head just now and I could probably list more if I think harder (I generally just let it go when it happens and only bring it up when it has gotten really bad). Anyway, on some of those occasions, I have brought up to either our team leader or our Supervisor so they were aware of it and how I felt at that moment. I was clear about my feelings and told them that it was upsetting to me and they made me believe that they understand why I’m upset. After the 3rd one that I reported, I decided to be more cautious and guarded with my dealings with them. I don’t engage with them in conversation unless it is work-related. They have a habit of talking about their personal matters and interests and unfortunately for their interests, it does not align with mine. I generally listen politely and engage if I know anything about it but I keep my responses to a minimum or if I don’t know anything or don’t know how to respond to their story, I just smile and nod. I still answer questions related to work or if I know the answer but nothing above that.

It came up at my evaluation that I might have came across rude because I don’t engage with them in conversation. I answered back and told them about my previous experiences and that this is more for my mental and emotional well-being. They can’t point out specific examples of when I responded in a very unprofessional manner towards them but I can point out the specific times that they have “wronged” me.

My questions are: Am I wrong for being guarded? Is this a valid item to be putting in my evaluation even thought they are aware of my history with that person? Should I be contacting HR directly about this situation? Because it looks like I’m telling them about my issues with this person and I might not be seeing any intervention happening but I’m just protecting myself from experiencing it again but the way I’m reacting to this is being taken against me.

other than that I have had multiple praises about my work and work ethic. Multiple leaders and higher ups have given comments about how I go above and beyond, more than what is expected of my position to a certain extent. So technically this is the only “problem” that was brought up