r/AskHR

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I make about $56k right now and recently interviewed for another position around $80k. I told my boss I was interviewing because I actually was, and we've already talked about what would happen if I got an offer and potentially left.

The timing is interesting because we're coming up on when raises/budgets start getting discussed, and another manager recently quit. Instead of immediately replacing him, they're spreading some of his sites/responsibilities between me and my coworker.

My boss has straight up told me that losing me right now would fuck them over. My coworker would probably leave too from the workload, and my boss has said that if he was left trying to manage everything without us, he'd probably look for another job himself. He's also told me he'd fight hard to keep me.

If I actually get the ~$80k offer, obviously I'll use the real thing as leverage. But I'm wondering what people's opinions are if I **don't** get it and I tell them I did anyway.

I'm not expecting them to match $80k. I'd be over the moon with $70k, and honestly I'd be very happy with $65k. I actually like my current job and would rather stay.

So: terrible idea even with this much leverage, or potentially worth the gamble? What risks am I overlooking?

I’m looking for the HR perspective on how this situation was handled.

I worked for a company with approximately 300 employees.

I proactively contacted HR before entering a medically supervised treatment program for an alcohol-related health issue.

HR responded in writing and told me they would:

- Apply 2 days of sick leave
- Place me on unpaid administrative leave afterward
- Require medical documentation confirming the need for leave and my return-to-work date

I followed the process they gave me, provided the requested documentation, completed treatment Friday, and returned to work Monday.

Approximately 3 hours after returning, I was terminated and verbally told I was “not a culture fit.”

The written separation notice confirms that it was an involuntary termination but does not give any performance, misconduct, attendance, or other reason.

Before I left for treatment, I had not been placed on a PIP, had not received written disciplinary warnings, and had not been told my employment was in jeopardy.

From an HR perspective:

Would a termination this soon after documented medical leave normally have substantial internal documentation supporting the decision?

Would you expect prior performance or conduct concerns to have been documented before the medical leave if they genuinely contributed to the termination?

Is “not a culture fit” normally considered sufficient documentation for an involuntary termination in a situation like this?

Would HR typically conduct an ADA/accommodation review before terminating someone immediately after returning from medically documented treatment?

I have requested that HR confirm the specific reason for the termination in writing and provide any performance or disciplinary records that were relied upon.

I’m interested in how experienced HR professionals would view the process and documentation here.

Edit to answer some questions: The $450/mo cash in lieu is in our union contract. I should have noticed I wasn't getting it but I'm living with my parents and putting all my money towards student loans so I didn't focus on the specific amount of each paycheck - my mistake. Tbh this is my first real job and it seemed like a lot of money so I didn't notice it wasn't all there. I didn't realize this was a rare benefit because my mom has gotten it at most of the companies she's worked for. In my district the $450/mo applies if you get health insurance through a spouse or a parent.

Original post:

I started working full time for a public school district in California in fall 2025.

I'm still covered by my parents' health insurance, so I opted out of the district's healthcare coverage.

I was supposed to get a payment of $450 per month for opting out.

However, the day I was supposed to meet with the HR rep to finalize all the benefits paperwork, the HR rep didn't show up. We had already drafted all of my paperwork the week before, so when they didn't show up, I didn't worry about it, I just assumed that they would file what we had already agreed upon.

However as I am doing the paperwork now for the coming year, I've realized that I haven't been receiving the $450 monthly payment for opting out of health care coverage.

The HR pserson says there's nothing they can do about it at this point.

Is that right?

The school district didn't have to pay for my health care, so what happened to that money? They should have paid me, but since they didn't, do they just get to keep it? I feel that they should still owe it to me, but I don't know how to proceed.

Is there anything I can do?

That's a lot of money, especially with all my student loans.

Hey everybody, I don’t want to be too specific on here for the sake of anonymity but I recently found out that my boss verbally told my coworker not to discuss with me that they were in the process of trying to promote her. My manager had told me that they could not promote me this year because it needed to occur with the conduction of a review (to be done in January of the following year) yet somehow they’re going out of their way to fight to get her a promotion.

I’m feeling a little miffed that my manager explicitly told my coworker to keep this from me because I can’t help but feel like it was said to prevent me from fighting for my own need to be promoted. I only have a single additional year of experience on my coworker and this will be the second time she’s been promoted and I have yet to receive my first promotion and I earned an entire masters degree during my first year on the job. I’m still earning a starting salary for a role that only requires a bachelors degree.

It all feels sketch as hell to me. I’m a person of color in a predominately white area so I feel like maybe it edges on the line of some form of discrimination but I really have no idea. Any insight would be amazing!

Hi, I received a form for a bgc for a tech company. My problem was my declared employment dates weren’t really the exact truth, mejo pinahaba ko yung employment dates sa CV which I know is wrong. But I wanna put the real emp history sa Vanguard form because I heard they are really strict with checking. I just wanna ask if companies/hrs literally cross check the info declared in the cv vs in the form for bgc? Please don’t judge me, I know what I did was wrong.

. I was approved for an intermittent FMLA leave, but the approval was backdated almost 11 months. My employer used the "fixed" 12-month measuring period, so by the time my FMLA was approved, that 12-month period was ending in about a month.
A month and some change later, I had not used up my 12 weeks of leave, but I still needed FMLA after the 12-month period ended.
My supervisor told me I could no longer use FMLA because it was “expired”.

once the fixed 12-month period passed, was I no longer covered under FMLA for the same condition? Or am I still covered, it’s just that my 12-week entitlement reset with the new 12-month period? Can it expire like that?

Background screening company is reporting the delay as wa court system delay with no concrete ETA.

I see a note on hireright and proscreening reg a wa court system update related delays but do not see anything on the court’s websites reg any delays.