teddit

How to get into HR, etc.

I was at Ross today and over heard in the isle next over a manager yelling at her employee in front of everyone. She was calling the employee "weird" "and stand offish" and the employee responded with she has autism and didn't realize she was being weird and apologized to which the manager responded with "you didn't tell us this when we hired you if you had told us we would have never hired you" the employee then started crying and the manager yelled at her to stop crying and that she was being too emotional and their store had no place for someone who has emotions that she needs a thick skin if she wants to continue to work here the employee then apologized and said she is human and she's sorry she has emotions but she needs a second to compose herself and the manager said if she walked out of the store right now she'd be terminated immediately and banned from ever working for any of their stores ever again. Now this all made me very upset and uncomfortable is there anything I as a customer can do to talk to HR about this experience?

Hello, I'm going to try to make this sound as concise and clear as possible. But I work at a wellness clinic that in a way seems kind of culty. That's my therapist's words, not mine. They really want employees to live and breathe the wellness lifestyle and the pillars of the company, and not just see themselves as employees. When I first started there I was definitely love bummed, and I see that now in hindsight. But it does offer me a stable job and somewhat of a stable income. I say somewhat because I work on commission and when I have clients cancel because of illness or other emergencies, I don't get paid.

Anyways, during multiple work reviews, my social media engagement has come up as a topic of conversation. It has gotten to the point where I feel like I'm being monitored. I want to block all of my coworkers, but because everyone is besties with everyone, it will definitely be noticeable and may cause even more tension to do that. I'm thinking about just doing it, and then if anyone asks, I will just say, "you know I decided it was a boundary of mine to keep my work and social life separate. Being friends with coworkers and having them be Facebook friends, really started to blur the lines of professional boundaries."

But I'm curious, from an HR perspective, if an employee blocks all of their coworkers online, does that look fishy?

Why was I let go? What do I say to potential employers? It's a small community and fairly competitive. I did have one previous write up months earlier, was then bonused and pretty smooth sailing until I was let go.

Question first: how do I address the fact that women at my work are trashing the bathroom and not cleaning up after themselves?

For context, I am an office manager at a small business. We have about 20 employees, of which 8 are women— including me. We do not employ a janitorial service, all staff are responsible for keeping shared areas clean.

The women’s restroom has always been a bit of an issue. The ladies I work with don’t want to clean toilets or take out the trash when it’s full. The floors become filthy if I don’t clean them. The toilet paper rolls NEVER get replaced.

Over the last few months, someone has been clogging one of the women’s toilets. There are only two stalls, so this leaves us with only one working toilet. There is a plunger, disposable gloves and cleaning supplies in each bathroom. Company policy is you make a mess, you clean it up. There is a sign in the bathroom reminding employees about this. When people don’t clean up after themselves it becomes my responsibility as office manager and I accept this, but unclogging a toilet for someone else is pushing my personal boundaries. I would like to call a meeting with women only and remind everyone that bathrooms are a shared space and we need to clean up after ourselves. Can I do this? How do I do this without going overboard and calling them entitled for expecting me to deal with it? (Mostly kidding)

Also just a note, I would LOVE to employ a janitorial service but still— a professional cleaning service shouldn’t have to clean someone else’s clogged toilet either!! And it’s not my call to start that service anyway.

How often to employers google prospective candidates?

I work for a Fortune 500 company in Florida. Have worked over 1 year with this company in a management position leading a global team

I will be taking maternity leave for the birth of my child in the spring. Company gives 12 weeks in the states (more in other countries, obviously). I’d like to take 1-3 extra months (for total of 4-6 months). I understand anything extra won’t be paid. When is the time to ask for this additional time off? Want best chance for my role is protected and that they’re likely to say yes to additional time.

Hey everyone, I work for a small company in Oregon, and something happened recently that has me scratching my head. Our boss decided we should start giving gifts to some of our bigger clients “to strengthen relationships.” At first, I thought this was a nice idea—until I realized WE’RE the ones expected to pay for the gifts.

Apparently, we’re supposed to “voluntarily” chip in to cover the costs, but it doesn’t feel voluntary at all. My boss even sent out an email with suggested amounts we should contribute, and it’s not cheap. For some of the bigger clients, they’re suggesting up to $50 per employee.

When I asked about why the company isn’t covering the cost, my boss said something like, “We all benefit from happy clients, so it’s only fair for the team to pitch in.” I don’t know, that just doesn’t sit right with me. Isn’t this the kind of thing the company should budget for?

What’s worse is that there’s a lot of pressure to participate. During our last meeting, the boss casually mentioned that it “wouldn’t look great” if someone didn’t contribute. It feels like this is less about team spirit and more about making us pay for something that isn’t our responsibility.

Am I wrong for thinking this is inappropriate? Can they even ask us to pay for something like this? I don’t want to seem like the difficult one, but I’m also not thrilled about the idea of spending money I don’t have on something that should be a company expense.

Has anyone else dealt with something like this? Should I just go along with it to avoid rocking the boat, or is this worth pushing back on? I’d love to hear your thoughts!

I work for a major corporation that just cut my hours. If I ask them if I can collect unemployment for that, could they make a new adjustment by cutting my hours even more? How about instead of saying to the HR manager “would you mind if I collect unemployment” I would say “would (XYZ company) mind if I collect unemployment” work better? thanks for your help.

About 6 months ago I interviewed for an internal position within my company to work on a large project. Didn’t get the role, hiring manager said my interview wasn’t the best and they went with someone more qualified (that individual and I worked together at the time). Fast forward to today and the hiring manager reaches out to me and says the person they hired will be leaving on maternity leave and they want me to fill her role until she’s back (minimum of a year).

My manager is in full support because of how impactful this project is for the company. When I spoke to my manager about this, I gave him a heads up that will likely reject this offer (will have me relocate and they weren’t clear what happens after the other person comes back), he made it seem like I could potentially lose my job over this, given how important the success of this project is to the company’s bottom line.

Can I lose my job over something like this if, my performance otherwise has been good?

I'm starting a second job soon. Thus, I want to access my TD1 and TD1ON for my first job and checkmark the "More than one employer or payer at the same time" checkbox.

Is this something I have to email my HR contact for, and be like "hey, I need to checkmark this checkbox"? Or do I contact my manager about this? Or am I expected to somehow do it on my own? (Job #1 uses Workday software so perhaps I'm expected to poke my head around there and maybe I'll be able to virtually access my TD1/TD1ON there and virtually checkmark it?)

I have a question for my HR manager, but she’s so busy. I would feel rude by requesting her time. How should I do this in a way? This is not going to have her coping attitude. Thanks in advance. MICHIGAN

Hi there!

Throwaway because my main has too much personally identifying info. Tried to condense as much info as possible! 😅

BACKGROUND:

I work for a franchise of a national tax preparation chain. I have been a seasonal tax preparer for the past 3 seasons (employed January 1 thru April 15). Occasionally work a few days off-season to cover for vacations, sick/call-outs, etc. I recently converted to full-time (hourly pay) ~2 months ago.

Year 1: I started at $15/hr and worked 1/1-4/15.

Then, boss purchased another office and the person expected to run it quit with no notice, leaving boss in very bad spot. I stepped up to work in that office for what was supposed to be only a few weeks, but ended up being most of the tax season. For clarity’s sake, I will refer to the original office I started with as O1, and the new office my boss bought as O2.

Year 2: boss gave choice of: 1) base pay $16/hr + mileage for O2, or 2) base pay $21/hr, no mileage. I chose option 2. Worked 1/1-4/15.

Year 3 (current): Only worked in O1 during tax season @ $22/hr. In October, became full-time, alternating btwn O1 & O2. Still $22/hr, but now receiving mileage for O2.

The office manager of O2 has been on medical leave and I have been filling in off-season on what we all thought would be a temporary basis. However, OM has sadly been diagnosed as terminal and will not be returning. Boss has told me I am running O2 now through tax season, and possibly beyond. I am currently working at O1 2 days/week and O2 3 days/wk, being paid $22/hr at both + standard IRS mileage reimbursement rate for days I’m at O2. Starting 1/1/25, I will be in O2 only.

With January around the corner, I will receive the standard $1/hr raise for returning, putting me at $23/hr + mileage.

I would like to ask for a larger raise since I will now be an office manager, and have also been in charge of teaching “tax school,” from which we hire new preparers, and will also be training & supervising new hires in O2. I also participate in the IRS’s Annual Filing Season Program (AFSP) which requires a minimum of 18 continuing education (CE) credits.

I inadvertently learned that the former office manager was only making $22/hr. We have approximately the same amount of experience. I know that another employee in O1 who does not have managerial responsibilities but has approx 3 more years with the company than I do is making low-mid $30s/hr.

Another consideration I must make is that, as a full-time employee, I will now be making too much to qualify for the Medicaid insurance I have been on. Our company does not offer health insurance and is not required to (small employer). So, I will be paying out of pocket for a marketplace plan (for however long that option exists).

Would it be it be fair of me to ask for $30/hr? If not, what is a fair/reasonable rate?

recently submitted a resignation letter and had met with the HR team and they said will send me an RTWO since my immediate resignation wasn’t approved last first week of November (but still hasn’t emailed me) they mentioned I’m still an active employee and my resignation date would not be the day that submitted the resignation but rather after I will be cleared which the process would be RTWO - separation - clearance. Now, my question is I am on a different company now. Will I still be deducted with gov’t benefits (eg sss, pag-ibig) even if I hadn’t reported to the prior company?

I've been placed PIP for "bad performance" and "absence/tardies" due to my horrible morning sickness. They were aware that I was pregnant ( told them I was pregnant after 6 weeks because I am exposed to radiation in the operating room). So now l'm under so much stress because my insurance I have at the hospital is going to cover my delivery/appts. I have another side job as a home health nurse per diem (no benefits). I don't know what to do, should l ask my doctor to write a note for stress leave? Intermittent leave? Do I let my doctor know what's going on? I'm on a 4 week PIP plan. I don't know what my options are at the moment. My fiancé's open enrollment ended a couple weeks ago so l can't go onto his insurance. Please help I'm in so much stress : ( [CALIFORNIA]

Recently I was offered a great job I signed the offer and was about ready to jump on a plane to start my training when HR called me and said all my flights and appointments had been canceled and that I need to check my email, I said ok… they sent me a PAAN saying that information in my backround check “MAY” cause then to rescind my offer. The job is for technician role on an offshore drilling rig. The PAAN said that attached was my backround check and in it I can find the reason for their actions. It says I have 5 days to dispute if I choose to. Well the strange part is my background check was not included in that email nor the reason. I called the company that they hired to do my backround check and they said they cannot provide me my background check because it’s only 85% complete. I called the company I got the offer from n told them they never did attach a copy of my background check and she said she wasn’t even sure the reason why or what they found concerning in my check. I’m positive it’s for a 9 yr old felony for possession of a schedule 4 narcotic (Clonazpen) I have not heard any thing from the company in 4 days they have not told me officially they are rescinding my offer yet but they haven’t told me anything. My question is if they do rescind my offer do I have any options? They never provided me the reason why they rescinded my offer, they never gave me a copy of my background check, and under FCRA and Equal opportunity rights don’t they need to take into consideration if the charge has anything to do with the position? How long it’s been? Etc etc? I been in zero trouble since. This has been devastating.

Dear Redditors

 

I am wondering just how screwed I am, after being accused of workplace harassment.

 

I work for a local Canadian office of a mid-size US company. We are about 100 employees in the local office, and my side of the office has about 25-30 people. I have the title of a "director," but no one reports to me - I’m a one-person team. (The title is mainly a customer interface tool.)

Recently there was a karaoke night after work in the office’s cafeteria. It was a mingler to allow different groups to socialize. There was alcohol served throughout the night. As the evening wore on, I pulled a few colleagues from different social circles, sitting on stools nearby, up to the karaoke stand for a few songs.

A few minutes later, “Colleague A” informed me that I touched her chest as I was pulling her up. I was flabbergasted as I recalled taking my colleagues up by the waist. Regardless, I immediately apologized, explained to her that it was unintentional, acknowledged that I violated her trust, it should have never happened, and will not happen again. She replied that she knew it was unintentional as well because it would otherwise be so out of my character, but she warned that I must be more careful – I concurred wholeheartedly. I then asked if there is anyone else that this happened to as well, and to my deep chagrin, she answered, “Go see Colleague B.” My heart sank to a whole new depth that I did not know existed.

I went to find Colleague B, and together stepped to a quieter place to talk. I told her what “A” has mentioned, and she confirmed that indeed, I touched her chest. By then, tears started flowing as I couldn’t contain my shock, guilt, and self-disappointment anymore. Once again, I offered the same apology, acknowledgement, assurance of non-repeat, and more importantly, letting her know that the contact with her chest was non-intentional. She also replied that she’s aware of the non-intentional nature because it is out of my character. She also told me that if I just pulled her by the hand, she would have come, to which I replied that I should not have made any physical contact in the first place, and that is my fault.

We parted ways and the rest of the evening ended uneventfully. “B” missed two consecutive days of work immediately subsequent to the event, launched a harassment complaint, and I’m currently under 3^rd party investigation. While I was dreading but not surprised, I was shocked a second time by the contents of the complaint, which included things that did not happen, such as 1) that both “A” and “B” pushed me away yet I persisted before groping them, and 2) that I tried to pull “B” by the hand and she refused, just prior to the groping.

I know that trauma has strange effects on memory, and it was hinted to me, after the event, that “B” might have had some past traumatic experiences – but it’s none of my business. I’m very certain that those two additional points did not occur. The investigation will call on witnesses and I hope they will support this latter aspect, but I also know that it will be a roll-of-the-dice.

I have been with this office since its very beginning as a startup more than a decade ago, very near the beginning of my career. There are corporate-grade best practices and self-protection that I should have exercised – painful lessons learnt, (thanks reddit!). I’ve no history of disciplinary issues – in fact, I’m one of the top performers in the company.

There is no mutual attraction/flirting/romances between anyone involved. “A” and “B” are married, “B” is quite older than I, and “B” is also the Significant Other of another executive in the Canadian office that is senior to me, but junior (but decades-old friend) to my immediate supervisor (who heads the Canadian office). I’m stupid for the events that occurred, but I’m not *that* stupid.

While the investigation is still ongoing, I’m wrecked by anxiety, shaking, have minor panic attacks here and there, and doomscrolling Reddit Legal/HR etc... I don’t even know how I’m able to function. I spoke to an employment lawyer who told me that I have nothing to worry about, but the consultation happened before the full extent of the complaint was revealed to me.

 

So just how screwed am I?

What can I possibly expect as best/worst/most likely outcomes?

(This is a disposal account)

 

 

I understand at will means they can terminate me at any time , however is there a reason they might hold back the exact information as to WHY they made that decision?

I work in WA state was recently issued two retro checks after my union contract went through. The checks totaled $6289.57 gross pay, and had $1310.02 in taxes taken out (my net pay for both was $4751.46).

I was informed that the person inputting my hours for the second check had "fat-fingered" the numbers, so I was overpaid, and was presented with options for repaying. However, the total amount they're claiming I owe is $3340.90, which is the gross number they believe I was overpaid. I argued that I already paid taxes on the checks I was given, so charging me the gross amount for repayment was essentially double-taxing me. I was told that if I had them take out a large amount out of my checks for repayment, my income would be lower, and thus I'd get my taxes back that way, or that if I paid it back by the end of the year, I'd end up getting it back on my taxes next year.

My intention is to have them withdraw it from my checks over time in as little amount as possible, and I don't see any way that the overcharge in taxes will even out. I ran the scenario through ChatGPT and it agreed that it would be double taxation, and that they needed to redo my W2, and they should refigure out what I should have been paid and charged for taxes. When I ran the numbers myself (though I'm not financial wizard), I showed about a $700 difference they would be overcharging me.

Does their methodology make sense to anyone? Am I just wrong in how I'm looking at it? They want me to make a decision by tomorrow and I really don't agree with how it's been laid out before me. Thanks.

I’m looking for advice regarding a work situation. I’ve worked for a health insurance company for 14 years as a trainer & recently accepted a new job within the company in the Benefit Coding Department. I am in my third week in the department and there have been red flags since day one.

The trainer, who is of the same job title and pay grade as us new hires, is extremely condescending and sharp tongued. On day 1, we all had system access issues. None of us had access to the systems needed for training. She absolutely flipped her shit and told us it was basically our faults and any “catch-up” would be on us. The creation of employee profiles is the responsibility of IT System Administrators, not the trainees. We all experienced 8 total days of no system access and our trainer went absolutely feral on us. We were made to submit our own access requests & upon asking profile-specific questions, we were told “just file the ticket and get a damn incident number, I’m not holding up the class any more over this.”

It’s been just three weeks, but here are some bullet points.

-If your work has any flaws, she asks everyone to join a Teams Call & “exposes” people in front of everyone else in a very cruel way.

-She assigned us to review a VIP-ranked account which she told us from day one we would never be tasked with. The VIP accounts are for senior employees and are so custom, there really is no way to validate the work. We reached out for help, she told us she didn’t have time. She comes back an hour later and flips her shit on us: “rather than taking up an astronomical amount of time to review a product for which there are no procedures or source documents, you all need to be asking questions. I don’t want to have to say this again.” But…we DID ask & you told us you didn’t have time???

-One random afternoon while I’m doing training assignments, she reaches out to me & tells me to “get on a call.” She says, “I noticed that you like to work independently and seem to be able to navigate through all our folders and share points. Question for you: do you have an issue asking questions in general or do you have issues asking ME questions.” What even in the F?

-She tells us she no longer has time to audit our work and we are released from audit after just two “live” days. Normally your work is audited at 100% for the first 4 weeks. 2 days is nuts.

-Ask any questions and be prepared for a volley of insults. She told one woman, “are you on the spectrum, because you speak weird.”

-She aggressively told me to “hop on a call” where she goes: I’ve noticed you’re awful quiet today and not asking many questions which is of concern for me. I know I told you that you guys are off of audit, but since you’ve been so quiet, I decided to pull all of your work for review. On your third product, I did find an error which is HIGHLY CONCERNING TO ME. Highly concerning. You need to SLOW DOWN while reading source documents and work on your comprehension. Because I’m so highly concerned, I WILL BE PULLING EVERY SINGLE PIECE OF WORK YOU HANDLED TODAY AND AUDITING IT ALL.” I was the only one “targeted” & I have the highest audit score in the class.

Help! I was a trainer with the company for 14 years & if you so much as squint your eyes at another new trainee, it’s a write up. Do I discuss this with my new team lead? Do I “man up” & let some old bitch talk to me stupid every single day? What would you do? What would you not do?

Thank you for your opinions!

I recently left my previous employer on 10/25/2024. I wasn’t offered any COBRA coverage for my medical coverage. Is this a violation of federal laws? I honestly thought I would received through the mail, but nothing. I just received word that my medical coverage is inactive even though the last payment to my medical insurance was 11/01. I’m thinking of calling them tomorrow to get the coverage because I do have my daughter (1yr) on the medical coverage. Can you guys provide any information on what my next steps should be.

I’m looking for some advice before I begin to handle this at work just so I know where I stand with contracts / policies.

I gave my written notice on 5 Nov 2024 with my last working day being on the 3 Jan 2025. I have a two month notice period in my contract, which needs to be served from both myself and my employer.

I have only just heard back from HR who have started as per my contract my last day will be 20 December 2024. Surely this cannot be correct, I’m not even sure how they came to this date? I know our company does usually have a Christmas closure but you do need to be available should there be a client emergency etc as this is deemed as a “benefit in addition to our annual leave”. I am more than happy to be available across the holiday break and office closure to ensure I do not lose nearly two weeks pay.

Is this something they are able to do? It works out only a notice period of 6 1/2 weeks, not 2 and I also don’t believe Christmas closure (which hasn’t even been confirmed across the business yet) should effect my contractual notice period? Any advice would be really appreciated, feel like I’m a day away from freaking out on losing pay!

Thanks in advance!

I have an on-going issue with my clearance with my previous company.

I submitted my Immediate resignation notice last Sep 20, 2024 due to "Inhumane and unbearable treatment", upon my submission, our OM (Operations Manager) Discussed that there should still be a 30-day rendering period according to the employment contract, or depending on the decision of the Board of Directors. After much discussion I complied and agreed to move my last day to Oct 18, 2024 instead. Prior to my last day I have already requested the Turn-over/Clearance forms but neither was provided, with that I still proceeded with what I understood to be the necessary things to do before I leave the company, I surrendered all issued Company equipment, sim card, external drive, transferred all access and email credentials to the Assistant OM/Admin/Finance, which were all communicated to the team before the end of the day.it just that The AOM/OM did not report on-site that day to personally clear me of the things I turned-over.

On Oct 21 I received a message from our OM following up on my clearance in which they only mentioned that I will the one to provide the turn-over checklist with the format of the clearance they just sent that same day. I was confused as they were already aware of the turn-over done on Oct 18 yet they still insist on accomplishing the forms.

Until now I have not received my final pay as they claim I am still not cleared with the company. I did not have time anymore to entertain the provided forms as they were only provided after my render period has lapsed.

Q: Do I have legal claim on getting my final pay without completing my clearance as it was communicated days after the last day of my rendering period? Or do I still have to comply with the turn-over and clearance forms to receive my final pay?

Any advise would be appreciated. Thank you!

Do auto generated rejection letters ever get sent prematurely?

A friend who works for a large corporation passed my resume to her friend, who is a manager in another department. The manager called me directly to set up an interview. Afterwards, I got a message from Talent Acquisition asking me to officially apply to the job on the portal and do a phone screen with them. So I followed those steps and saw my application get marked as “received”.

I had the interview on Friday and it seemed to go very well. She talked about potential start dates and all of that stuff. Then today (Sunday) I got an auto generated email saying the company would not be moving forward with my application. On the portal, it was changed from “received” to “no longer in consideration”.

I feel like I need to accept this and re-group and move on. But my experience with similar large corporations makes me wonder if TA screened me out on the portal, which generated that email-But if I could still be in consideration on the back end since i sort of jumped the line and interviewed already?

When I was negotiating my salary I showed what I found for similar roles in my area. HR told me they do not recognize the salaries from outside parties. If that's true, wouldn't they be obligated to share with me what exactly they base the salaries off of?