Is it weird or acceptable to hire a mentor? Like meet 2 x's a month.
Applying for a job. Hoping and praying I get an interview. But, I realize I don't meet all of the requirements because I'm coming from an outside industry.
To make sure I succeed, I want to hire a mentor that is in a similar role but a VERY different state/company so still removed from my company.
Thoughts?
My usual HR rep is on maternity leave. She is amazing. When there was anything we needed, we would get a response immediately with an ETA when she would deliver. Never needed to chase her for anything.
My communication with my current HR rep;
June 19th; 10 am; Mail: Asked for an employment verification letter. no response, she is online
June 19th; 1 pm; official resignation via mail to HR rep + Global Director HR after discussing my plans with my direct manager
GDHR responds immediately, and loops in my managers HR, as my HR is to be on PTO the week after. (perfectly fine for me)
Managers HR responds on 23rd (Tuesday) with acknowledgement, and that my HR will follow up with me and manager for the rest of the topics (Employment letter and letter of recommendation).
29th June 12 pm, Pinged my HR via Teams for an update and an acknowledgement, online and after PTO, no response
30th June 9 am pinged her via Mail, still waiting for an official confirmation regarding my last workday and employment letter.
30th June 16:40 called her via teams, she is online, does not respond.
30th June 16:42 she writes via teams: "Sorry my response was never sent, i received your resignation and will send you everything. I confirm the end date xxx"
perfect finally i think.
3rd July 2:50 pm thinking, perfect now that we have been in contact once it might be better, no. wrong. Asked for a confirmation that she received it.
6th July, 1:30 pm pinged her on teams for the employment letter again, plus an ETA for it and the ETA for the official letter of resignation, that I've still not received.
Now I don't know, I feel so annoying, and i'm annoyed at her not responding at all. Do you think i should take a step back? Or am I in the right to be annoyed?
To preface my overall situation - my partner (we are not married) and I met at a previous company, but did not start our relationship until after I left. He has since left and gone somewhere else. We work in the same industry, but in different departments.
I have been at my current company for a bit, but am looking for a better environment, increase in pay and a better role. My partner has been at his current company for about 1.5 years and is doing very well and is up for promotion, etc. it’s also a place in which a lot of our previous coworkers at first job moved to, so I know a number of people over there already. One of whom, a friend of both of ours, is the one who REFERRED ME and let me know that roles in my position were opening (she got to me first, my bf didn’t even know).
My partner and I spoke a little bit about it before I gave my colleague my resume to pass on and he was of the opinion that he wasn’t sure how it would look for him, BUT wanted me to interview and see if it would be a good move and we’d figure it out from there. Now that I have an interview scheduled, I’m honestly getting a little nervous. My partner is nervous it will affect his career or how people see him, and I’m also a tad nervous and don’t want to disrupt his flow.
My questions are…
* At what point do you even alert anyone that you’re in a relationship with someone at the company?
* Should I even be interviewing, should I backtrack? And if so, what do I say to cancel my Friday interview?
* It’s possible this would be a lateral move/not enough $$ compared to my current salary & benefits - if this is the case, what’s the best way to let them know that?
I am worried it will look poorly on me to cancel an interview and/or tell them “actually, my current role is still better than this offer”, but I’m sure this happens often and if he stays there forever I’d never really try to apply there again.
Any advice greatly appreciated. My initial reaction is to potentially just cancel this or work my way out of it after an interview even if it IS a good career move for me…
My org is going through a restructure, and through convos with my boss, I feel like I’m about to be laid off. She was very vague about what my new position will be, and she’s moving all of my direct reports to other areas (which makes sense with the plan, but still makes me suspicious). At my annual review in May, she mentioned that she’s been hearing a few complaints about my presence at meetings/with one of my direct reports, and that she’s been hearing this since March (why wait? I’ll never know). She mentioned that she didn’t put it in my official review because she hasn’t seen it herself.
For background, I’ve been essentially without a boss for 4 years, constantly being moved around. At this point, I’ve come to expect it if that’s the move, but I’m wondering - should I directly ask my boss? Is there benefit to that?
In my job, we have what is called "Away" time which is what we can use apart from our scheduled breaks. We have to meet 90% adherence everyday which is equivalent to about 45 minutes of away time.
Now, my sup is calling me out because I took my scheduled break time plus a bit of away which totaled a 22 minute break (15 min scheduled break plus 7 min away). This wasn't really an issue before because I was always meeting my 90% daily, so I asked if there's a time limit for being away at a time.. and my sup actually says that it shouldn't equal to an actual scheduled break. Basically saying I shouldn't take 15 minutes at a time on "away".
Firstly, I only took 7 minutes "away" but added it with my scheduled break, so I didn't actually take 15 minutes "away" but I guess.
Second, even if I decide to take 15 minutes of "away" time, why should I be penalized for that? Sometimes I might have an emergency, or I need to use the restroom which can take a while. Even without a legitimate reason, what if I just want to take a small break? Why would it matter how long I take as long as I'm meeting the daily adherence?
Is my sup actually being reasonable or is this just some odd form of micro-managing?
Hi all,
I’m currently at a Fortune 500 Company. When I started, I was leveled at a “1” which is the lowest professional level you could hold. Think coordinator type work. 6 months in, my leader at the time assigned a lot more of a work load, primarily handling staffing and workforce management for a global workforce. This increased my responsibilities by about 80-90%. It was agreed that if it needed to stick for more than 2-3 months, my manager would submit a relevel to HR. Then, my leader left.
The Sr Manager of the team had no interest entertaining this relevel, but wanted me to continue the work. After 3 meetings of him saying no, I took it to my HR Rep. The HR Rep was in my corner, saying it was wrong I was doing all this work with no added comp. I was doing the work of a “4” which should have been at least $20k/year more plus an annual bonus and business travel.
Finally, HR forced the Sr Manager to submit a relevel. Where I learned he did the bare minimum, submitted an unrealistic job description, promised me a “4” level, but a week later HR told me I went to a “2”, got a $6k pay bump, and my JD went from 1 page to 3 pages.
Here we are, a year and a half later, and I’m still fighting. Last week, we tried again because someone else on my team who was same status got releveled. I was told “it’s a nice proposal but it’s not happening”. Mind you what I submitted is the job I’ve been doing for a year and a half.
I told my current manager that as of today, I’m no longer doing the additional work, I’ll be going back to what I was originally hired to do, and that’s that.
What advice might you have to help me rectify the situation? I truly love this job and what I get to do. But I can’t stand by and let that much money go and be taken advantage of.
As of now, i have to talk with my supervisor, possibly on Wednesday, to mention to them that per union rules, I gave them enough notice that I plan on returning to school come August (i had a convo with them in March to let them know what's the best time to officially get back to them with my answer, they say beginning of June and that's exactly what I did. A few days later, they lmk that im unable to go because we're too shortstaffed and I didn't give enough time, but thats about 2 months' notice. This is also my second year of wanting to go back, but because of the same reasons, i was unable to go last year.)
They'd be more open to me going if I were to get a degree for what the job is, but I don't think that this is the job really for me. But the college does say that me working at my job goes toward my degree, which I had mentioned to them. Now, with all of this, I feel like my supervisor has something against me that can be used to either fire or continue with the no schooling this semester.
I've been late, about every single day, I have trouble sleeping like with taking my medications and following a nightly routine im still up, and then when I wake up, it's usually at the time where I'm supposed to be out of the door. This is something that im working on, but would they be able to use my tardiness to not accept me going to school at this time. It's like I'm almost 30 with a job I can't really move up in unless I'm the boss's favorite. Im seriously working on fixing my sleep, I plan on doing a sleep study soon and finding whatever I need to do to get up on time.
Would they possibly have the right to deny the request for my lateness??
New job has the following message to be agreed upon clocking out at the end of shift.
I declare under penalty of perjury that I have accurately recorded my start and end times for today's shift.
This can't possibly be enforceable, why even have this passive-aggressive message present?
I’m looking for an objective HR/Employee Relations perspective on a situation involving a hybrid work policy. I’m not looking for legal advice or validation—just how experienced HR professionals would evaluate the facts.
An employee was responsible for submitting weekly records documenting their in-office and remote workdays. The records were often not completed contemporaneously. Instead, they were frequently reconstructed later from memory—sometimes only a week later, and other times after several weeks had passed.
As a result, several of the reconstructed entries were inaccurate. There is no evidence that the employee intentionally tried to obtain a benefit they weren’t entitled to, conceal another issue, or work fewer required in-office days. Rather, the inaccuracies appear to have resulted from relying on memory instead of maintaining accurate contemporaneous records.
Assume the employee fully acknowledges that reconstructing the records was a mistake, takes responsibility for the inaccuracies, and can identify several examples that fit this same pattern of delayed reconstruction. Further, they agree to keep contemporaneous records going forward.
From an HR/Employee Relations standpoint:
How would you assess the distinction (if any) between intentional falsification and negligent recordkeeping?
Would the explanation that the records were reconstructed from memory be viewed as credible, or would it generally be met with skepticism?
What factors would you consider when determining the appropriate outcome?
If you were conducting the investigation, what additional questions would you want answered before reaching a conclusion?
I’m especially interested in responses from HR, Employee Relations, compliance, or workplace investigations professionals who have handled similar situations. Thank you for your perspective.
Edit: to clarify the time reporting goes in tandem with a hybrid work policy that requires three on-site days and two remote working days. This lead to inconsistencies with what was reported by the employee when compared to their physical location badging.
My friend is going through a severe mental health episode with delusions of people that are out to get him, while having extreme paranoia.
I know it’s affected his work but I’m not sure to what extent. He requested to work from home for a period of time, (due to some kind of issue but not sure exactly what he told them) so they must have an idea that something is wrong but not how bad it is. Would it be a good idea for me to alert his HR department or would I be making things worse for him? Or what would be the best course of action? He works for a large company in Chicago.
Would they be able to put him on leave and recommend he seeks treatment (if they see that he is having mental issues)? Obviously they wouldn’t just take my word.
For now he’s refusing to get help from mental health professionals since he doesn’t believe he’s having delusions, but I’m still working on that part.
So I'm a salaried non-exempt per my job posting and W-2 but now my work is having me and 3 other employees (also salary non-exempt) be on call on a rotating weekly basis, one of us every 4 weeks. So my issue is yesterday I apparently had no service while out at the beach for fireworks later in the evening and they're getting pissy with me.
I'm not paid while during this on call time at all and the regular times we're the "on call" staff is 4pm - 8am Sun-Sat that week while also working our normal 40 hours. I think we should have to get paid for that time if they can dictate where we can and can't be because of service area, especially because they aren't even supplying me with a phone. The on call doesn't make us have to go in but we do have to take a variable amount of calls through the day and resolve issues while not "working" but I'm pretty sure those requirements should still mean we're getting paid. Not sure if this is the exact place to post.
Also we're only clocked in and on campus for our normal 40 but I feel like the on call time should still be getting paid somewhat. Idk I feel like we're being taken advantage of because of the word salary even though it explicitly says non-exempt.
I also want to note these now "on call" hours used to be a staffed position. There used to be a supervisor on campus during these hours to take the calls but then they removed that position and shifted the responsibility to us because we're salaried even though this was not in our original employment agreements. It just feels like they're trying to squeeze free labor out of us.
I’d really appreciate an HR/recruiter perspective on how my resume would be viewed.
I was laid off from a previous role and it took me ~6 months to find another job. I accepted a Series A startup role out of necessity and stayed about 4 months. The pay was low for having 10 years of experience. It ended up being very junior, not much real marketing work, and I was often given off-hours requests (evenings/weekends), had to work holidays. Overall, it wasn’t a fit.
I then moved to another Series A AI startup and I’m currently ~4 months in. This role is more aligned and I am learning a lot, but the workload is extremely intense (working late often, constant task switching, very limited PTO, and frequent travel at dirty hotels, micromanagement). I also exceeded my initial performance targets, which have now doubled.
At this point I’m realizing startup environments may not be sustainable for me long-term, but I’m concerned about optics if I leave again so soon, but I’m struggling on a daily basis.
My question is:
From an HR/recruiting perspective, how negatively would two short stints (~4 months each) be viewed at series A startups? Would this significantly hurt my chances of getting hired for my next role, or is this something that can be explained in interviews? Should I stick it out in my current job?
My husband was put on temporary layoff since Jan in toronto, canada. Thankfully he found a job and will be starting it this week.
The company he worked for has his insurance.
Since he will now be joining another company should he inform the old company about his termination?
Please advise and share your experience.
[can-on]
Hello, this post is about a denied FMLA leave I have. My Drs unfortunately never returned my documents on time and I have reached out to them regarding my leave. Each time they tell me it will take time to get these documents finished and the last time I spoke to them which was a week ago they said they never got the documents to sign. However, prior to that message I had gotten a phone call confirming the medication I would take so I could get the forms sent and I never received them. Now I am getting a written conduct memo for an unexcused absence from my manager although they’re aware of the situation. What are my best options on reversing this conduct memo and not having my medical leave count against me? I live in MA and I had enough sick time to cover most of my leave which was a week.
Hey all
So I Got a job offer on 30th June for an entry-level technical role at a fashion brand, involving relocation to another UK city. Accepted it, and the next morning was in an accident that broke bones in my left hand - had surgical fixation, now discharged and recovering at home.
Haven’t received the formal offer letter or done pre-employment paperwork yet. Also worth noting: it’s a big fashion brand, but they don’t operate like a typical corporation - things get decided informally by a couple of people rather than through a big HR process. Not sure if that helps or hurts me here.
Concerns:
**•** Agreed start date (20th July) may not work given recovery time, and they’d already hinted they wanted me sooner, not later.
**•** Relocating right now is also physically difficult.
**•** I’m not an employee yet, so no formal leave protections apply. Worried that flagging this early means they just find someone else who can start on time, since there’s no formal process stopping them.
Want to keep this job. Is it better to disclose now, before the paperwork’s done, or wait until I have something in writing? Anyone dealt with a pre-start medical issue at an informally-run company?
I was recently laid off because my position was eliminated and was offered a severance agreement. My separation date was 7/1 and I have 21 days to decide whether to sign it. The agreement itself doesn't say anything about being ineligible for future employment or restricting me from applying for jobs with the company.
I have two questions from an HR perspective:
Once my separation date has passed, is my employment status already considered terminated regardless of whether I sign the severance agreement? Or does waiting to sign affect how I'm viewed in the company's HR/recruiting system (for example, as a current employee vs. a former employee)?
I've already applied for several open positions at the same company because HR told me I was allowed to apply. In practice, do companies genuinely consider former employees in situations like this, or is it common for those applications to be automatically rejected or deprioritized after a layoff?
So not sure what is relevant and what isn't so I'm just going to write it all out with a TLDR at the bottom.
I've been promised since February of 2025 a promotion that for a myriad of reasons I understood why it was put off for parts of that time period. However, come to find out through all this drama my boss did not start the effort until October (boss and boss' boss offered the promotion in February 2025 because I had an internal offer, the job ended up not being filled due to the company going through an acquisition so there was a "hiring freeze" company wide which also effected promotions). At a certain point this year I stopped doing extra work because I was so far out of my job description the other things I was asked to do were so much further outside of it, this coincides with when my boss actually started putting the work to promote me in.
I get the promotion letter and see that the salary is lower than I thought (still higher than what I earn) but I know something is off. I ask for a JD my boss makes me wait and lets me know after 48 hours that this is the JD approved by HR. When receiving the JD its all very vague but also clearly written by AI, and I don't just mean m dashes and the likes there is also three different job titles within the JD itself as well as the JD being a whole lot of nothing such as "oversee projects" but not discussing what type of projects. It also mentions nothing about execution. I am one of those catch all people in my department, my core job is analytics, but I have done everything from copy writing to designing a 3D spacial map that our vendor who was supposed to do it for us said was "impossible". None of my programming skills were listed on my JD and honestly I do not feel like the JD even covers a quarter of what is expected from me on a day to day basis. I did not expect everything to be there - I do enjoy my side quests as well as my "stretch" assignments to give me a better understanding of the operation but again, I feel like the major expectations of my job and what I have been doing for the last 18 months was missing from the JD.
I had set up a meeting with HR and my boss to go over my job description where they both defended the JD, I did not mention the AI part, but when I mentioned that since none of my coding skills are explicitly or implicitly called out here it looks like that is not a responsibility of my job so I will no longer be doing it both HR and my boss backpedaled. I now get to submit my own JD to my boss, HR, and compensation due to this. I am looking for advice on how to best create one as well as is it even worth mentioning how frustrating it is that clearly no one read the JD?
TLDR: After meeting with my boss and HR over the AI job description I was given as a JD for a promotion I saw most of my responsibilities were left off. I now get to create my own JD and want to know best practices as well as if its worth bringing up to anyone that the JD was clearly made by generative AI without any attempt to actually tailor it.
Hello everyone I’m a first time poster so apologies if I mess this up. I (19 F) am in my hometown for the summer before I go back to college. I have taken a seasonal position at a big cooperation where I work as a gardener. I have a team manager (60+ M) who is over me and all the other gardeners. My entirety of working here has consisted of some strange comments from him. He has made many racist remarks and comments about my fellow colleagues regarding their performance/job status. He specifically dislikes one of my coworkers who then because the subject of various termination threats, which my manager doesn’t have the power to do. All of these weird comments lead up to yesterday where he made a strange comment towards me. I will not write out the whole comment but it was along the lines of what he would do if he were my “daddy” and started talking about my underwear. While I felt highly uncomfortable and confused I recognize that this could be a just a joke in poor taste and is not HR worthy. I am debating whether or not bringing my concerns up to HR or higher management. I can only think of how it could be so much worse and the comments are tame compared to the vast majority of incidents that are considered harassment. I’m also hesitant as I don’t want to affect someone’s employment status and risk someone losing their job because I felt uncomfortable from an albeit odd comment. The gist of it is that I am just wondering if I am being overdramatic. I appreciate any help or advice you give me.
I am a mid level manager at a rather large specialty construction contractor. When I came to the company four years ago, it was a great step for me career wise. We did all kinds of large and interesting projects in and around one of the largest cities in the country.
Now, all we do, is data centers. Literally 95% of our work. The yearly revenue has quadrupled, and the company is very generous spreading it around on the good years. So everyone is oh, so happy. Especially upper management.
However, I find no enjoyment in my work now. I feel like I am contributing to one of the worst things imaginable. I feel like a sell-out.
It would be professional suicide to voice this to anyone, isn’t it? Especially HR?
It was a food sales job (I did food samples) that paid weekly for $17.81/hr every Friday for the previous week's hours and each day was a 6 hour shift, part time. I worked one shift for the week of June 11.
Timeline:
May 31, 2026: Texted supervisor 2 week notice for June 14.
June 11, 2026: Last day of work. Supervisor acknowledged my resignation and opted for June 11 to be my last day.
June 14, 2026: I received an email acknowledging the separation from the company for June 11.
June 23, 2026: I was usually paid weekly. I realized I did not receive my paycheck for June 11. The deposit date would have been the following Friday, June 19th. I did not get a paycheck in the mail either. Texted supervisor.
June 24, 2026: Supervisor acknowledged I should have been paid and said she emailed payroll and would get back to me.
June 30, 2026: I followed up. She replied "let me check on that" and I haven't heard from her since. I also called the HR number for the company, left a voice mail, and did not get a call back.
Considering reporting this. Should I keep waiting for a response or just report it now? Thank you
edit
Thank you for your inputs everyone, I'll go ahead and do it now. I appreciate it