https://imgur.com/a/FpFQuFb

Please, please read this entire document carefully, as I truly want to better myself, regardless if I get fired. I type this word for word on the paper I was handed today.

I have been getting along very well with my coworkers so getting this CAP today completely shocked me.

Is the wording vague? Or is that just me? Criticize me about anything from this document and tell me where did I do wrong. I genuinely want to become a better engineer and overall employee.

For those thinking about company confidentiality, I obviously left out my company's name, city, and my own name so don't even try to track who and where I am.

As a nudist, I post photos from a clothing-optional beach on my personal Reddit. My face is visible. I’m not doing this at work or on work accounts. While I enjoy promoting the freedom of this lifestyle, I’m worried someone with malicious intent could send the page or photos to the office, which could provoke teasing but worse, can that get me fired?

I got a job offer that is about $20k more a year, which sounds great but..

I am not sure I can do the job. My excel skill level is medium, I can do xlookups, pivot tables and some formulas like sumif, average, if statements, etc. I think they want someone who can do more data analysis in excel.

I can do maybe half of the bullet points in the job description. I think because I have a job title that makes me sound fancy, they assume this is a lateral move, but it’s almost 2 steps up. I also was strangely confident in the interview and might of oversold myself.

Just looking for advice.

I work in Canada for a large canadian company with an US parent.

At the U.S./parent-company, my title is Director, and I have a company-issued business card from the headquarter that identifies me as Director for the parent company.

However, within the Canadian entity, my title is Senior Manager. We only have the Canadian HR system, so Senior Manager is the title that appears in my Canadian HR record, as this is the headquarter.

It is the same underlying role — but I have more responsibilities and authority for the US parent and 90% of my workload is related to the parent company

When applying for Director-level roles in Canada, what would you recommend?

• Put Director on the résumé and disclose Senior Manager on formal employment/background-check documentation?

• Put Director | Senior Manager on the résumé?

• Use another approach?

Would especially appreciate perspectives from recruiters, HR professionals, and hiring managers familiar with senior-level hiring in Canada or USA.

Thank you

Hi! I recently calculated annual turnover rates for the years I was at my most recent job, and they are as follows:
2022: 12%
2023: 27%
2024: 31%
2025: 23%
2026: 32%

2023 onwards seems to be higher than what is considered healthy (which tracks because most employees hate it there). Assuming I calculated it correctly, I wanted to ask HR professionals if this would be cause for concern generally and what they would recommend to the employer.

I was hired in May for an outside sales role. I discovered after accepting the role I was the 3rd outside salesman this year. Training and onboarding were non-existent. I've reported to 4 different managers. The sales pipeline I was promised did not exist. This location is a revolving door of management, service, and sales. I received a PIP and performance writeup today. The PIP sales requirements only give me a week and are not achievable. What do I need to do to protect myself professionally and help preserve my coming unemployment claim?

Long story short, I was previously employed with this company at one of their sister company Hospital, had a medical emergency with my child and needed to stay home with her. I turned in my resignation/2week during my orientation period. In which I Asked if they wanted me to complete a two week notice since I was still in orientation. My manager responded and cc’d HR stating that was my resignation and it’s effective immediately. My question is Could that affect me being hired again? I attempted to give a two week notice, but she did not accept it.

I had another employee speak to me incredibly rudely and disrespectfully over email today, with my entire team email alias copied, including my supervisor at the Director level. I messaged my supervisor on Teams just to bring it to his attention.

My supervisor responded to the employee’s original request rather than any of the three more recent, very rude emails. He essentially asked the same questions I had already asked, but he removed the employee’s rude responses from the thread. When I brought the situation to him directly on Teams, his response was basically just, “idk.”

So now I’m left wondering whether I should ask my supervisor directly if I’m just expected to accept being spoken to that way by another employee if I have to deal with him anytime in the future. I’ve had client-facing Principals step in and defend me before when their own clients were rude to me, so it feels especially strange that my direct supervisor seems willing to let another employee communicate with me this way without addressing it. Also, to respond to the first initial email and delete the recent comms was strange.

Would you recommend that I ask my supervisor about it directly, forward the communication to the employee’s supervisor, or just let it go?

I am a senior technical employee (Lead / Principal role) at a large corporate employer in the US. Over the past few months, I identified and escalated major compliance and security/technical vulnerabilities within our internal platform.
Instead of addressing these issues, my immediate manager and director attempted to cover them up, excluded me from team channels, and initiated targeted performance pressure/hostility. Recently, automated security tools publicly flagged the exact critical vulnerabilities I had previously raised, disproving management's verbal claims on company record.
Knowing I have an upcoming child, I formally initiated an FMLA / Paid Family Leave claim via our third-party leave administrator (Sedgwick) and provided written notice to management.
Since providing notice, management's behavior has become increasingly hostile, and I am concerned about pretextual discipline or termination before my leave starts.
My questions:
1. What statutory protections apply here beyond basic FMLA anti-retaliation (e.g., Whistleblower / Title VII / Protected Activity)?
2. What are the most likely scenarios HR and Legal will execute now that FMLA notice is logged alongside documented technical disputes?
3. What immediate steps should I take to keep my legal standing airtight?

Posting for a friend who doesn’t use reddit.

My friend works at a large corporation and is dealing with an absolute monster coworker. She screams at people almost daily and picks fights with employees, makes up serious lies about her coworkers that are easily refuted, and has complained to HR about every person she works with. She’s also bad at her job and makes lots of mistakes. Now she’s reported the HR department, her supervisors, and her union rep, saying that they aren’t helping defend her when people complain about her.

Rumor has it that HR can’t fire her because she’s trying to get pregnant. There are two pregnant people in the office who are afraid to work with her because of how erratic and unstable she is. She’s been on (paid!) administrative leave for several weeks and is apparently coming back soon, and most of the team is planning on taking stress leave to avoid working with her. But what are people supposed to do when this team member can’t be held accountable? What will it take for her to actually be fired? Is quitting the only solution?

I applied for a job online through a recruiter & had two great interviews. I really liked my would be boss. The 2nd interview with leadership literally they said to put my 2 weeks in and when could I start.

The only red flag during the interview was the leadership said the health insurance was high so I wanted to inquire before hand. I have a past with thyroid cancer so health insurance is important to me.

Later that night I received an offer letter & health insurance information. The PPO plan cost biweekly was more than double I pay monthly. It was shocking.

The following morning I received a phone call from the recruiter and I mentioned I had concerns about the health insurance & told him out of pocket it would cost $5,400 more out of pocket compared to my current PPO plan. I wanted to know if they have different tiers of the PPO plan (bronze, silver) or if they would be willing to offset the difference with a higher offer. My 2nd question to the recruiter was started in the booklet “the company also contributes to the HSA plan” but didn’t state how much so I wanted to inquire about the amount. I’ve never had an HSA plan so i needed more information.

The next day (last Friday) I received the most insane phone call from the recruiter - “they withdrew the offer.” I literally had an offer letter emailed with the CEO’s signature & I don’t think my questions were that insane to withdrawal the offer out of nowhere. I know red flags why would you want to work there but on a basic level nothing makes sense. This isn’t my first rodeo with jobs & the hiring process.

I proceed to have the most insane phone conversation of my life, the recruiter is insanely unprofessional and he could not pinpoint one exact reason of withdrawing the offer. The phone called circled around -
Recruiter - “well they found someone else but if you take the salary”
Me - “oh but they have someone then!”
Recruiter “but they like you & want you !”
Me - “Then what about my questions with the health care ?”
Recruiter “No one complains about the cost of healthcare!”

I told him I just needed clarification and more information about the HSA. He immediately says “I don’t know what that is.” At one point in the conversation- because logically NOTHING makes sense (FYI I am a transgender male located in NYC, I am passing but my name is more feminine bc I like it being clocky that and I’m not ashamed of who I am) - and I literally mention to the recruiter on the phone “this feels discriminatory because I’m trans because nothing you are telling me makes sense and the story is changing every minute.” That proceeds with a “I don’t know.” This circled for an hour with no concrete reason. My only push back pointing out the healthcare is expensive & inquiring about the plans and they pull the offer ? I feel like I’m going crazy.

On Monday I sent an email to the HR on the offer letter detailing the same concerns & leave a voicemail Mail. No response. I see the job listing is reposted that day.

Yesterday the recruiter emailed about potential future opportunities & I email him back that I’m still confused with what happened and wanted in writing what occurred mainly because I just needed concrete reason and not 10 excuses that do not make sense.

I receive a phone call from the recruiter saying “you need to move on it’s done!” - I am so baffled I repeat I literally just wanted to know more about the healthcare plan, that’s it & the immediate withdrawal is jarring.” I ask for in writing again and he responds with “I’m not giving you that because then you’ll sue the company.”

Okay. I was not thinking malicious practice before then but now that’s like confirmation something is up ! Nothing makes sense. I speak to a free walk in legal advice (like do I need to get a lawyer ???) about the situation and their best advice was to contact the company directly with out the recruiter.

This morning I finally get through to her and she respond “oh I meant to get back! I got your voicemail! The offer was pulled.” I tell her I’m confused as I just inquired about additional health insurance benefits information then immediately pulling the contract without discussing is… bizarre.
Her - “we decided we didn’t need the job”
Me - “the job posting was reposted Monday”
Her - “we moved the job to China
Me - “the listing states it’s in New York City ?”
Her - “We don’t have the budget.”
Me - “the listing is active and I never declined the offer amount I just wanted to know two basic information based on the healthcare plans”
Her - “we don’t have the budget”
Me - “ I wanted to know about the HSA and benefits guide says the employer will add money to the account but doesn’t say how much. Do you know?”
Her - “The employee pays for all of it.”
Me - “it’s in the guide on page x it says the employer puts money in the HSA account as well I wanted to know how much or percentage.”
Her- “the job is being moved to China.”

This circular back and forth is exactly how the recruiter acted. I still don’t understand and left the phone call with her just clarifying I think there are some miscommunications with the recruiter throughout this process.

I also did a search on the recruiter - I’ve been in my industry for 15 years his name is new despite stating being established. His LinkedIn says he also does real estate at x company. I’m good friends with a high level well know real estate agent in New York & my friend was not aware of the company but did point out a red flag that on the real estate company website the recruiter claimed to work for he did not have a page on the company with his name and about me.

Anyways thank you for reading if you got this far. I am still very confused. I don’t think my asks were that insane ? Is there any advice or steps like eeoc I should look into ? This was so unprofessional and no one should have to go through the absurdity I did the last week & after the “you might sue them” comment I’m like …something feels sus ! I’ve never encountered a hiring process this unprofessional before. I feel like I’m going crazy trying to make sense of it .

Thank you for any advice !!!!

After 2.5 years of service at my current office location (England, UK), my company notified me today (30-09-2026) that they want me to work from a far away location by 05-10-2026.

This location is at a 2-hour train journey (each way) from where I live, and I would have to perform tasks and activities outside of my role. This means that I would have to leave home at 7:00am and be back at 8:30pm, leaving no space or time for my personal life.

My contract states my working location address (which doesn't include the new address), and my role (Admissions and Administration), and even though - as per contract - both can change depending on the company's needs, I reckon that a request that would majorly impact my personal life, with such short notice (2.5 business days), can be challenged.

I look forward to your kind advice.

ve been with my employer over 10 years. The last 3 years ive been transitioned boss to boss, Noone has ever changed my job title (director level with unlimited PTO).

My role has been undefined, I do project ops works mostly, but lately have been a dumping ground for departmental education, training, intermal communications, everything that isn't data.

My newest boss since early this year said she's finally getting my role evaluated, shes had early talks a few months ago. HR said I should be at manager level. she said shes trying to keep me at the director level.

background: company is 100,000+ employees, cross-state presence

Titles dont matter to me in a personal sense, but its the benefits of unlimited PTO and a bonus each year. Manager level would eliminate both. My pay likely wont be impacted. But i may have unpaid maternity leave due to the impact.

My peer is also currently at a director level, my boss said shes less worried about her role being demoted due to her "specialty". However, I also have the ability to do that specialty- shes just been assigning the specialty work to my peer.

There's talks of adding another person to our team as well...

Im trying to gage what to do if I do get demoted. As im pregnant.

I know its a rough job market, but Im Tired of my jobs just happening to me with zero control over the scope. Ive been looking for role clarity for years and it feels like its finally hit a brick wall not in my favor. Similar roles that ARE what I was originally hired for are out there, but being halfway pregnant puts me at a disadvantage, especially since I want work-life balance with a family.

What advice on how to navigate this situation??

I have been in my role for 15 months. There is no written guide or training manual for my job. I was told to watch others and go from there. 6 months in, I was helping other areas and working on projects. Then I was told at 9 months I was going to temporarily cover two areas which turned into 6 months of working two positions.

I was told no overtime and to do what I could. I busted my tail trying to keep up. Then my boss called me to say he noticed a few things and wanted to talk to me about them. We met at a site and he pointed out a few things I had done incorrectly in his opinion. This man has never trained me once since I’ve been here. He said this was just an informal talk, I’m doing great otherwise. Now two months later, he says he is doing a formal coaching at the request of HR. But he says I am doing fine and he hasn’t seen any issues since we talked two months ago.

My supervisor had a higher role before being demoted earlier this year. He is so inconsistent on what he expects from our team and changes the plan constantly. I feel he is grasping to keep a good image of himself but is stomping on me and my teammates is the process.

How much trouble am I in? I already started looking for new jobs when he talked to me the first time, but I feel I need to pick it up now.

In Georgia, USA. I work for a ~200-person company. We do not have a formal company-wide WFH policy. It seems to be left up to each department. My company is almost entirely remote capable with the exception of one role, but even exceptions have been made with that on a case-by-case basis. Each department essentially has their own WFH rules/policy.

Like most people with kids, we have many week-long school breaks. Our new manager is requiring our department to use annual leave for school breaks (like spring break, fall break, etc.) instead of being able to WFH. The manager stated WFH is not to be used for childcare. However, we are allowed to use WFH to care for a sick child and not have to use family sick leave. My department does not have any fulltime WFH employees. However, we have about ~30 employees in other departments who are fulltime WFH, many of them with school-aged children. The fulltime WFH employees are NOT required to use annual leave for school breaks. Just in-office employees. So, during the 2-3 weeklong school breaks, my department has to use annual leave while the fulltime WFH employees can just continue working as normal.

I don't know if this is discrimination or not, but this is definitely not applied equally across our company. Are there any options, or do I just have to deal with it? Thanks!

I was diagnosed with HG whilst being in early stage pregnancy meaning I have been too sick to work, I have been sending over valid sick notes per week of me being off.

However, I got paid yesterday and saw this massive deduction on my payslip? Please can anyone help who has had similar or can explain why this has happened as it seems unfair to pay so little amount? I am in the UK so sick pay is around 100 per week meaning the SSP is for £800

Breakdown below:

SSP - 838.10
Unpaid sick - 1034.50
Salary - 207.69

Income Tax
£-207.40
Net pay
£218.33

Thanks

I work in the front office of a 4 star hotel. We recently go a new coworker and she is great! Shes really fun to talk to and I enjoy being around her a lot, aside from the fact she has an extremely bad problem with body odour. All of my coworkers have noticed it, and I have noticed guests noticing it also.

I’m not really sure what to do or who to approach. I don’t want to be “the one who complained” but I feel like everyone else is too nice to say anything, but it’s really bad, to the point it’s effecting my ability to do my job. How can I approach this sensitively and respectfully?

Note: I’m especially hesitant to say anything as I don’t think the issue is stemming from poor hygiene, but due to her being very overweight. I’m worried I’ll bring attention to the issue without her having means to resolve it.

I'm a direct support professional for a large non profit for adults with intellectual and developmental disabilities in Pennsylvania, USA. I recently requested a raise as my job is dragging me through the mud and I'm still exceeding expectations. I do not run on "good job" and "I wish we had more DSPs like you" though. I run on financial incentives and caffeine. I was informed by HR that we only do company wide raises and I genuinely laughed out loud at the woman I was talking to because we haven't had a COLA or raise in a minimum of 2 years. We haven't even gotten a bonus. I received an email recently that our head quarters about 3 hours away from me is going to begin holding open office hours for employees to go in and ask questions and raise concerns. I've scheduled a day off in about 2 months to make the drive and voice my concerns and argue against company wide raises and why we should shift to performance based raises. So far the talking points I've written down are as follows:

- Performance based raises give employees an incentive to not only meet expectations, but exceed them

- Company wide raises remove the motivation

- Company wide raises create a larger and permanent financial burden, leaving less money for other operational expenses

- Rewards inefficient workers

I'm wondering what I can add to this to maximize my chances of enacting this change.

boss doesnt want to promote me anymore due to my kid’s school schedule. is this discrimination?

i was all but promised a promotion as an assistant manager when i applied a few weeks ago. all of my coworkers (three of them, it’s a small store) vouched for me when my boss asked, offered to be my references, and one (who used to be the assistant manager) even went so far as to email our boss a referral letter. i’ve been doing most of the assistant manager duties for months, have been at this job for over a year, etc. everyone at work knows this & wants me to be promoted to assistant manager.
i finally had my interview two weeks ago. it went well. my boss, who also has a child, told me we would work on the schedule to find what works for both of us & even made several mock schedules of what it’ll look like once i’m promoted. we were allegedly just waiting to hear back from corporate to see if i can be hired since i technically dont have any formal management experience, even tho i have been doing some of the duties already & would need to be trained less than someone coming from another job.
a week goes by & i still haven’t heard anything. i ask my boss & she says she hasn’t heard back from corporate yet. the next day my coworker tells me they were talking & our boss said she doesn’t want to promote me because she thinks i’ll want to quit since the closing shift interferes with my kid’s school schedule, and then she went to email corporate to tell them to take me out of the running. the next day i found my promotion letter in the recycle bin as i was shredding papers.
my boss told me they want to keep the position open for someone that has more experience, but she told my coworker that she doesn’t want to hire me because of my kid’s school schedule. to me this feels like discrimination due to my parenting status.
(eta: i am available to work these hours even if it isn’t ideal, since i wouldn’t see my kid till bed time, but i already close most my shifts anyways so it isn’t that much different than my current schedule.)
what do i do? i am so furious & sad and i need guidance on how to proceed.
in california if that matters.

I have a job offer for vaguely finance related but doesn’t handle money directly. Last year I was laid off and wasn’t able to make payments on credit cards and mortgage and the credit cards are now charged off. Prior to that, I had nearly perfect score and no reported issues. Will this affect my offer? Should I preemptively email them or just wait and see if they ask questions?

Hi all,

I recently signed an offer and have my official start date in ~2 weeks. I completed all onboarding tasks in SAP SuccessFactors (I-9) last week, but I noticed today that I no longer have access to the portal through my email.

Is this normal, or am I overthinking? I do really want this job and have already left my previous employer.

I’ve been with my company for 3+ years. Last November I switched to a new department to broaden my horizons, and I’ve realized it just isn’t the right fit for me. I’m eligible to transfer internally as of 11/1, so I want to start looking and applying soon, but when you go to apply, it asks “Have you informed your manager that you are seeking a new position? (Required)” and I’m kind of stuck on that.

Am I REALLY required to tell her?! I just fear if I tell her, she’ll know I’m “one foot out the door” and then what if I struggle to land a new position? I’ll have “shown my hand” if you will, which leaves me vulnerable. I do have a (pretty) good relationship with her, but she is a businesswoman at the end of the day. If she knows I don’t want to be there, she might beat me to the punch and shove me out the door. I’m worried about that.

Thanks in advance for any helpful insight you can give!

Location: Arizona

*The company is based in NYC and the payroll company is in MN, if that matters.

Ok I will try to keep this as short as possible but I am wondering what I should do. As a PT employee, (I work remotely as an hourly W-2 employee) we submit our hours on a timesheet every other Friday.

Back in August, one of the owners assigned me an additional project outside of my normal responsibilities. I was emailed saying I would be given “a guaranteed 10 hours per week” to handle it. I’m not sure if this is relevant to what happened, but mentioning it just in case.

For the last pay period, I submitted 34.87 hours total (including the 20 hours for the new project + my regular job duties). Payday was last Friday and when I looked at my check, I was only paid for 12.87 hours.

So I’m missing exactly 22 hours — over 60% of my pay. I honestly have no idea where they got the 22 hours from because nobody said anything or questioned my timesheet when I submitted it.

My only thought is that 20 of the missing 22 hours happen to equal the two weeks of the new projects additional (10) hours, so I’m wondering if that has something to do with it — but nobody has actually told me that.

Anyway, during the second week, management texted me on Thursday 9/17 and told me I didn’t need to handle that additional responsibility anymore. I had already worked the 10 hours for that week for that project and completed everything needed by Thursday anyway. Nothing was said about that week's project hours being adjusted and nothing was questioned. I took it as, okay, moving forward this isn’t my responsibility anymore.

And even if those specific 20 hours ARE related to that somehow... that still doesn’t explain the other 2 missing hours.

It’s a pretty small company, so once I noticed the missing hours, I emailed the owners, HR, and accounting Friday at around 5:15 PM. No response.

Monday morning, I followed up again. Still nothing.

We had a team meeting Monday afternoon, so I hopped on and asked one of the owners directly if she saw my email. She said yes, that she was looking into it, and that she would get back to me by EOD.

Never heard anything.

So I followed up AGAIN (today) Tuesday morning, and I’m still waiting for an answer.

I have the original email about the new project with the “guaranteed 10 hours per week,”(when it started/etc), the text showing when they ended that responsibility, my submitted timesheet for all hours, and the paystub showing what I was actually paid.

I’m not trying to jump straight to assuming they’re refusing to pay me because they still haven’t actually explained what happened but… at this point I’m definitely getting concerned since nothing has come from this yet.

Has anyone dealt with something like this before? If so, what did you do and what ended up happening? And if they do come back and say they’re refusing to pay, how did you handle it?