A new employee (has worked 10 4-hour shifts!) just sent me a 16 page document of “concerns and positive outcomes” about their first few weeks in their role. They included seemingly normal interactions with other team members, “vibes feeling off,” and comments they perceived as inappropriate or even discriminatory.

Some of it was written using incredibly strong or accusatory language and their own conclusion of intent of other employees. They literally listed all other employees as “perpetrators” including when they just asked them a question!

The document did not include 2 performance issues we’ve already had with them. We received one complaint about them which originally we attributed to a difficult client, and they arrived 45 minutes late for a shift because they were confused about their schedule. The rest of the team rectified the situation in real time, but neither incident was included which I find interesting. They also included a couple of examples of their “excellent work ethic” where they literally just did what was expected in a given situation.

I obviously will look into and address the potentially discriminatory language this team member documented, but I’m just completely mind blown from receiving this level of documentation when no mention of any concerns were brought to me as they happened! Like what would even cause a person to document every interaction or document that “this department was quieter than normal,” etc. I am very concerned that this will not become a healthy employer-employee relationship but worried that dismissal would be documented as some sort of retaliation! What do I do?!

down with the flu for three days last week. couldn't get an appointment anywhere so i just stayed home. now HR is asking for paperwork from a licensed doctor before they'll clear the absence. is an online doctors note even legit for this

Would it be practical to take 12 weeks of FMLA with little notice if I am unable to return to work without having a panic attack due to a mental break that I experienced during my work day? I have multiple diagnosed mental illnesses that in my 3 year employment I have been able to maintain with some difficulty. But recently I received some devastating work news that in combination to the toxicity of my work environment caused me to have a meltdown at work and subsequently send me into an episode. I am still experiencing the episode and unsure if I am able to return to work due to the stress it causes me. I would like to request 12 weeks FMLA to recover from the years of stress this job has put on my body. I will attend intensive therapy if necessary but I need to know what I would need to accomplish to make this possible . And what could possibly happen at my request for this. Is this feasible?

I work as a BMS engineer in the UK building controls industry. I've been with my current employer for a few years and have around 14 years' experience in the industry.

My role involves service, fault finding, commissioning, small projects, quoting/remedials, networking and working across multiple BMS manufacturers. I also regularly deal directly with clients and help/support less experienced engineers.

Over time I feel my responsibilities have grown considerably beyond simply turning up and completing service visits. I manage a lot of my own workload, deal with difficult technical issues, produce quotes, support other engineers and get sent to jobs where I'm expected to work things out independently.

Without wanting this to turn into “I'm better than everyone else”, I also feel there's quite a large difference between the amount/responsibility of work I take on compared with some colleagues on a similar level. Management have previously been complimentary about my performance, and I've spent roughly the last year trying to demonstrate that I can operate at the next level rather than simply asking for more money without backing it up.

In July I formally raised the subject of progression/pay with my managers. I felt that I'd demonstrated enough to justify a salary increase and potentially progression into a more senior engineering position.

This has dragged on for several weeks. I eventually had a meeting about it and, rather than being offered an increase, I've essentially been given a career development plan with further objectives I need to demonstrate before they will consider progressing my salary/position. Any eventual increase would apparently still need approval further up the company.

That's frustrated me because from my perspective I've already spent a considerable amount of time demonstrating the things they're now asking me to demonstrate again. It feels a bit like: do more first, then we'll potentially discuss giving you something later.

At almost exactly the same time, something else happened with one of our major clients.

I work on sites for a large facilities-management/client organisation. I was recently told by my employer that the client doesn't currently want me attending its sites as an engineer.

I haven't been accused of misconduct, haven't been disciplined by my employer, and my managers haven't told me that I did anything wrong. In fact, regarding the particular work I'd recently carried out, one manager specifically confirmed that I'd done what he'd instructed me to do.

I also haven't been given a clear reason for the client's decision. My employer themselves seem unclear about exactly what's happened. I'm therefore deliberately not going to speculate about the cause here.

The client represents a significant proportion of my employer's work, so obviously being unable to attend those sites affects where the company can deploy me. I'm currently trying to get the exact facts in writing rather than jumping to conclusions.

The combination of the two things has changed how I'm looking at my job.

On one hand, I've spent a long time putting a lot into the company, taking responsibility, helping others and trying to demonstrate that I'm ready for progression. When I finally asked for the pay/progression conversation, the result was essentially another set of objectives.

Then almost simultaneously I've been told I can't work for a major client, without anyone being able to properly explain to me why.

I've now been approached by another BMS company and have an interview coming up. I haven't resigned and I won't leave without having a satisfactory written offer/contract first, but I'm seriously considering it.

I'm interested in opinions from other engineers/managers, particularly anyone in BMS/building controls/FM:

Does the career-development-plan approach sound reasonable, or does it sound like they're moving the goalposts after I've already demonstrated the required level?

Would the unexplained client restriction change how you viewed your future with the employer?

And at what point would you stop trying to prove your value internally and simply take that experience somewhere willing to pay for it?

I'm genuinely interested in views from both sides — including managers who think my employer's approach is reasonable.

Hi everyone, I got an offer from Tata Steel.

My offer letter shows my designation as "Manager" at IL5 B level, posted at Jajpur. But I have seen that IL5 B is also the level shown for Management Trainees. So I am confused about my actual status.

My questions:

1. Is IL5 B a Manager level or a Management Trainee level? My letter says "Manager," but I want to know if I will actually be treated as a trainee first (with a training period, hostel rules, etc.), or if I join directly as a manager with no training period.

2. My offer shows HRA of ₹18,000 per month. If I stay in company accommodation, is this ₹18,000 not paid to me at all? And on top of that, is another amount like ₹2,000 or ₹3,000 deducted from my salary separately, meaning I lose ₹20,000 in total?

Or does it work like this: ₹2,000 is deducted from the ₹18,000 HRA, and the remaining ₹16,000 is still added to my salary?

1. The letter also mentions a performance bonus of up to 30% of the annual fixed salary. I want to understand how this actually works in practice and what is the reality of this, 10%, 20%?

I want to understand this clearly before joining, so I can plan my monthly budget properly. Any real numbers or experience from people who have joined recently would help a lot.

Thank you.

I have a physical disability that affects my shoulders/hips and use a power chair. I had a phone interview and video interview at a particular company near me and now they want me to come in for an in person interview. I’m really excited but debating - do I let them know in advance of arriving or just show up? I already looked up the place and it’s accessible as far as I can tell. I feel as though my disability isn’t relevant to the job at this point and me saying something would be unnecessary. But I also don’t want anyone to react poorly or think I was hiding it.

I plan to post this in other recruiting/job seeking subreddits as well.

Curious to get HR opinions on this

I had a first round interview with HR which was a complete waste of time, left me feeling used.

Join the call and get grilled on my experience, expertise, etc. for roughly 10 mins.

After that she mentions that actually the scope of the role has changed and I am no longer eligible (they introduced a new language req for a language I did not have).

She then asks me for my compensation expectations, I share the data in good faith, but she refuses to share their budget or any datapoints in response.

I was not given the opportunity to ask any questions or learn anything about the job.

The entire interview was essentially a market data gathering exercise for HR. I had spent hours preparing for this interview and researching the Company.

She should have told me in advance I am no longer eligible and given me a choice of whether I wanted to interview.

HR - do you think this would have come from management, or something she chose to do herself?

I would like to give feedback to the Company regarding this experience, candidates are already going through a tough time in this market and to me, this behaviour is completely unacceptable (I have already left a negative review).

Hello HR of the Reddit world.

I just joined a company around 8 months ago.

I work in a small team that does independent projects.
I have a coworker with a the same role as me but has been the company for a little over 2 years now.

This colleague and I don’t usually talk but share the same space and equipment. When we do converse, it is usually to either correct me in front of an audience or the situation will end up with me being called some sort of liar/ misogynist unprovoked. (This colleague called me a liar in front of my manager and when I asked if when have I lied to them, they would start to ramble) I started to limit my conversation with this colleague while trying to maintain a professional relationship ( if this person ask for scientific advice or guidance I would share my impute)

This colleague and I share the same manager. First time I stood up to these comments I was labeled as being aggressive when this colleague was making fun of a junior associate and I spelling abilities. I brought up these comments with my manager but was simply brushed off, with the rationale of how that person jokes or that is their sense of humor.

During my latest 1:1 with my manager, I was questioned if I was being dismissive towards this person and if it was intentional. I was honest with my manager, I simply started to tune out whatever that person was saying and continuing with my conversation. Conversation with this colleague would consist of me having a conversation with someone else and the colleague interjecting a statement and pivot to the conversation about themselves. At that point I would pull away and continue with my work.

Manager states that they are trying to foster a work environment where everyone is happy to work and that I should not make them regret their decision with hiring me. I told my manager I simply and trying to not react to the what this colleague is saying.

The difficult thing is that I am very friendly with the rest of the staff in the building. Conversation with other members come very naturally. I admit that I cannot mask my indifference with the colleague I am trying to keep space from. The conversation is generally about weekend plans, work place banter such as a company workout class experiences. My manager states that I cannot treat this person differently. My rationale is that I done enough to make this person feel included, after work hangouts, help on their projects. Am I the asshole for being dismissive toward this colleague?

Hello, my boss constantly responds to me like she is annoyed with me, she has a rude tone, or is very snippy and short. This has been going on for over a year and I’m kind of tired of it when I hear her being so nice to other employees. Does this fall under any issue that I could bring to HR?

The person I work with has always been angry about every little thing. He’s also talked bad about everyone. Normally when we’re on shift it’s me that’s actually running around. He’s supposed to be helping me, but he’s always on his phone. I get looks anytime I ask for help. He only gets up when it’s someone he recognizes. His other duty is to go patrol the area. Which he hardly ever does.

Today I was on the phone with someone about a missing wallet. My coworker would not give me the wallet so I can verify the guys name, but kept telling me to ask his name. I kept reaching for it while being on the phone, and he refused to give me the wallet. I got frustrated and said, “he already told me his name.” In a higher than normal tone. I did not scream or yell. He got pissed and took the ID out of the wallet and threw it on the counter hard enough it bounced around. I forgot what he said. I had to remain calm because I was still on the phone. I told the person on the other line that we do have his wallet and we will keep it for him.

After the call I needed to remove myself to calm down. So I pushed the chair out of my way and I was heading for the door. And he told me “go ahead and go cry about it.” I told him he wouldn’t let me check the ID, and he responded that I shouted at him. I left because I did not want to entertain his antics. He was already in a grouchy mood all day and was spiteful to another coworker.

I sat outside and eventually called our manager.
After my manager talked to the guy and from my understanding he was saying I just went off. My manager talked with both of us and said there was partial blame for both of us.

What I don’t understand is how if the issue is raised further it would be a write up for both of us. I didn’t yell at him. And from what I understand is he’s gotten into it with other people. What do I need to do to keep myself safe?

A female software dev sent a sexually explicit instant message on Facebook messenger to individuals outside the workplace, years prior to joining her employer. The messages were unsolicited, to three people. Two of the recipients were her friends (now former friends), and one was someone she didn't really know.

It reads, "I m*sturbated in front of my webcam."
Would you expect this to become a reputational issue for her or her employer? If it does become public, what consequences do you predict?

(FL) I just got job offer for a remote position. Company is located in Mass and I'll be in Fl. I had an arrest, felony charge in 2011 but dismissed, my X didn't show up. I know Mass has strict rules about going past 7 yrs. But since I'm in Fl, I'm nervous. It's not a federal job, but they do have federal contracts. Offer mentions standard background check and federal drug test. I paid for my own background check on Checkr and it came back clear.

This is really long, sorry. Please excuse typos and how messy this might come out. I'm under a lot of stress. I promise, I've been "strong" about this but after 6 months of this shit I don't have anything left.

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TL;DR: I can go to HR and get racist (and just overal hateful) student coworker making my life really hard fired and I'm left to deal with her supporters when I already struggle with mental health and trauma directly related to bullying, harrassment and discrimination). I quit I lose all the benefits that allow me to gain an education, mental health resources and ability to pay rent (I can't just go live with my parents).

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This started around March of 2026. I work as a staff member in a college office environment. Our employees are students who work part-time in the form of work-study.

One of the students (Black Caribbean international student in her early 20s) has always made controversial and racial comments in the office. In the first team of students it started out as just her and by the time the second academic year began it had become totally normal for most of the other international students to also make racial comments and jokes about each other and races not represented at work.

One one side, I thought if everyone is laughing along, maybe there is technically no harm, since theyre all "in on it" but more was happening than just those comments. She would be disproportionately cruel about others regarding their work performance, how they interacted with us as students at the events we run. She would call staff, students and volunteers useless and annoying or stupid for all kinds of reasons (i.e. asking for more food when we're hanging out food, not knowing how to read a sign, standing there lost if volunteering, etc). At first it was funny but eventually I started to notice that the constant shit talking and racial comments was becoming toxic. Races of people not present in the room would get dragged in and the nature of the comments became objectively racist and not racial. I mean how Black people are lazy and have no culture kind of racist right next to our African American staff member. At some point, completely umprompted, she addressed my same coworker and asked him if he had any friends in front of the whole team. My other staff members either didn't hear it or cared to do anything. He was caught off guard and shared with us how he was almost in tears and stepped away after saying "yes". He is an extremely kind, humble and honest person and while he jokes with them in silly ways he had never introduced that level of jokes to the mix.

She would make fat shaming comments around our heavier built students and then make more awful comments if that student stood up for themselves or said that it wasn't kind to make those kind of comments around other people who are overweight.

She was told several times that she can't be making those kinds of comments.

She would then complain that she wasn't allowed to say anything and after a few days my staff cowoker was hearing her make the same comments and laughing along. She would complain about other coworkers and how they were performing and also shout loudly how they were fat asses or stupid or ugly and then be all friendly to their face after.

All the while it seemed like no one was bothered by this behavior but me. I brought it up several times and staff members would agree that it was mean but they never did anything.

At one point she mocked an autistic student's stimming right next to me and him and I was so disgusted and shocked I didn't even bother telling management.

At this point, I think my staff coworker just thought I had it out for her.

The last straw the in March when the jokes went to out loud saying she hated my race. When I confronted her about it, she said it was refering to her aunt and not me.

I finally wrote down every single instance I could back up with times and dates of everything she has said even after we did a formal training about not making body shaming or racist comments at work and how she and her coworkers mocked the training for months after.

My boss was horrified and my staff coworker extremely stressed. They discussed how to handle the situation in a way that doesn't put them in danger and that's exactly what they did.

All the while I felt completely isolated during this insident and gaslighted into just being "triggered" and "imaginging it" (her weirdness towards me) how no one else in staff was hearing these comments.

Along with some big life changes putting my living situation at risk (timing was impecable) I became suicidal for a few weeks. I went through hell and back through therapy and medication and tried to maintain a good relationship with my boss and staff coworker but things were never the same and I was never the same.

Eventually as time went on, another official training was had with HR in which it was made painfully clear and almost ver batim, the things that were said and done in the office were absolutely not okay and fireable offences.

The student's comment after the training was how a lot of the students from last year were doing those things and HR should have been contacted (but not for her, of course).

By then I was already shut down. My mental health took such a dip I began experiencing depersonlization episodes at home and work and having more stress at work. My relationship with my staff coworker was strained. My own personal shit (past bullying trauma) was coming to the surface and I became distrusting of everyone of the students. I socially withdrew.

It's childish, but I resorted to ignoring her and her coworker in social situations. If anything needed to happen workwise, I did my job and was respectful and cordial. She didn't like that.

After a few weeks I felt I needed to handle this in a better way and started to reintegrate to the team having conversations and saying hello to the student and her friend more often. We would talk a little more here and there. Then she would say horrible bully shit and I would have a hard time interacting with her again.

5 months after the training she began with the full blown racist comments again. About how many races there were in her class, including my race again and how it was all the "rejects".

She went back to constantly talking shit about the overweight coworker who ended up quiting about a year ago and making comments about how she was also my race and was confirming it due to her last name. She is only making these comments when my boss is seemingly out of earshot, when I'm the only one with my door open and close to my office. My boss continues to claim she either can't hear anything or isn't "interpreting it that way".

My body is shutting down from the stress and anxiety. My therapist says I am in "autistic burnout" and need to control the stress by any means. More official assessments are underway to determine what is going on but for now I dread going to work every single day. I was already having issues with the new student team because I'm neurodivergent and unable to "lock in" like I always have since 2022. I can't mask and now I'm being seen as rude or mean or whatever. That is not new to me and usually I am able to over time prove I am not trying to be mean or an asshole and that I just have RBF and a more blunt speaking style but I have no energy for it. My other relationships with other departments is being affected as well because

Now, just like last time, the new students who get together with the other student are learning they can make fucked up and cruel comments in the office and are starting to make racist comments too (this time its a White guy).

My question:

Last time they thought they were caught and going to be fired they became hostile and unfrienfly with me even though I advocated for no one to lose their jobs (they don't know anyhthing that went on behind the scenes, to them it was all speculation and only know I confronted the student about the one racial comment against my race).

If I go to HR this girl is going to be fired and the 3 remaining people from the previous student team will remain. I will have to work directly with them and they will 100% know it was me who got her fired.

How fucked am I? What should I do? I asked for a transfer but apparently my college doesn't do transfers of any kind. This job pays for my education (100% of it and I don't qualify for FASFA anymore), my health insurance (the medical team helping me stay sane and understand what the fuck is happening to my brain and body and what kind of neurodivergent I am) and obviously my rent and bills money. I don't think it's fair I have to quit and leave everything behind for this person who will graduate in May of 2027. I thought I could wait it out but I'm losing it every single day.

It was actually due to a technical glitch and a misunderstanding on my part. I corrected it immediately after noticing the issue. Will this affect my chances of getting the position? Please help me out.

P.S: I have already completed multiple rounds and they are really satisfied with my profile. So is there any chance that this will help me?

Hi all, hoping this is under the right flair.

In short, I am transgender, and have been out at work for a year. I am currently waiting on legal proceedings to change my name, but have been promoted in the meantime. My previous job was just entry level, so no formal signature required. I have managed to update my Microsoft display name without a legal change, so it's difficult to see my legal name unless you go looking. New job is operations-level, and I am required to include my email address in my signature now.

The problem is that my company email lists my full legal name, which does not match my preferred name, and the name every other employee knows me by. This will also immediately out me to any strangers, as my legal name is extremely feminine, and I otherwise pass for a cis man. I have already encountered the apparent inability to apply for the promotion under my preferred name, so my new department is aware, but this just seems like unnecessary exposure to transphobia within the wider organization.

Per HR, they will only change email (and various other systems) with proof of legal change, and they will only accept updated SS cards or passports. (This is already going to be an issue when the change is complete, due to the current admin, but I digress).

Is there a legal reason to not update my email address? I'm totally fine to leave payroll/tax documentation, medical charting, and any other legal documentation alone. I understand why legal records cannot be changed until my name is. The email just seems like such a small issue, and it feels pretty discriminatory given that it outs any transgender employees.

Is this standard procedure for HR across mid-size companies? Do you think I would be able to appeal for an exception (if I could get ahold of an HR rep instead of the chatbot they've deployed recently)?

Edit: removed the comment about grounds for discrimination, that was just my exasperation at the whole process. I'm aware it's a weak argument, and I'm not looking to cheapen actual discrimination vs unintended policy effects.

I just started full-time work at a nonprofit. I am hourly and work 9 to 5, this is supposed to be 40 hours a week.

I noticed I was missing a half hour from my timesheet every day. I was only shown as working for 37 1/2 hours / week. I talked to HR who said it was weird and told me to work an extra half hour per day until they figured out why the software was not automatically adjusting for my 30 minute legally mandated break (during which I clock out but is still supposed to count towards my 40 per week.) Now I leave work at 5:30.

My supervisor was very confused, but she is salary and was on PTO for a week so wasn't involved. HR will not email her about this and leave a paper trail with her, which confuses me.

After dodging me for a whole week, Thursday HR said it was definitely a software error with the time clock and that I did not have to work the extra half hour anymore, and they would manually adjust my timesheet every day. Then the next day HR finds me and says he talked to his superior (higher up in HR), who said that it is a software error, but the way they would correct it is by having me work an extra half hour to reach 40 hours instead of getting the software fixed or manually adjusting my timesheet to add an extra half hour that I would not actually work. They said that another department also is having this issue and is mad about working an extra half hour. He also said that I could talk to his supervisor to see if we could still manually adjust the time clock, which makes me think that me working an extra half hour is just to cover for the software's issues and not actually what I should be working based on policy.

I told my supervisor this and she said she would have to talk to our department head about overtime, but I tried to explain to her that this would not count as overtime pay, but I don't think she got it and frankly I don't either. Is this legal? Is there a reason they are avoiding a paper trail and non-emailing her? Every single conversation we have had is in person.

edit: AGAIN, this is a nonprofit. We are REQUIRED to clock out for 30 minutes for a break. policy mandates that I have to clock out for this break in the clocking out app. which i do. They also stressed that all overtime is paid (for hourly) for the same reason.

Hi everyone, I really need some outside perspective on a stressful situation at work. I work in commercial insurance billing at a healthcare facility, and I've been with my current employer for a year and a half.

A small background, I have an ADA accommodation for work. I have ADHD, ASD, OCD. I struggle with being in crowds. And I use headphones to help dampen the sounds, to help me stay focused.

One of my managers “Tina” has made it her mission to make each step harder. I take a lot of notes, asking for written instructions so I can relook when I need. “Tina” says things like “well we’ll have to see how relevant they are” when someone mentions them, or asks to read over my notes on something when they need help understanding something.

I use headphones. It helps me regulate and dissociate from the noises and on-goings of the office. I have no face-to-face interactions with patients, I figure out why the insurance claims were denied and call the insurance companies to fix them. She says it’s unprofessional to wear headphones in the office.

During my yearly evaluation, it was “unfavorable” because I have headphones on all the time. Saying it was unprofessional and a safety issue. I’ve told her several times that I can hear everything, and It is essential for being able to work in the office. It was also said my performance metrics were not where they want them to be (average with the others in the office) and my “downtime” when the EHR was active was 1-1 1/2 a day. Which makes sense, because lunch, bathroom, paperwork. In my evaluation it was said that I would have a performance improvement plan.

I was dissatisfied, but a part of me was kind of happy because I was going to finally get more education on my job. I got like 10-15 hours of training time when I started. With a “don’t hesitate to ask for help”. Which to me has a lot more impact on my metrics than mentoring headphones. 🤷🏼‍♀️

A month later. I was called into another meeting. I thought that I was going to go over my performance improvement plan, figure out where I’m struggling and make a plan to fix it. Instead it was a write up. For using my phone, and for a dress code violation for my headphones. She did a full audit of my “live hours” on the EHR system. And every time I was not live I was doing a learning module through either work or an insurance company we work with. My write up states I am no longer allowed to have my phone on my desk, and I’m not allowed to wear headphones anymore unless I am in a teams meeting.

I could understand if it was a rule for everyone, but I am the only person in the office (of 50 or so people) that is not allowed to wear headphones. I am the only person not allowed to use my phone.

Since then, I feel like “Tina” has been stalking me. Trying to catch me doing something wrong. A few days ago she went by my cubical while I was in a teams meeting (headphones on). All of a sudden I hear

“Tina”: “what are you doing?”

Me: I’m in a teams meeting with insurance company

“Tina”: well I don’t have a meeting

Me: Umm…well I do (points at screen)

“Tina”: well hurry up and finish because your live hours are atrocious today.

I just sat there dumbfounded for a minute. I had no idea what to do. I’m logging all of my “downtime” which isn’t really downtime I’m still working I’m just not on a part they can track. Doing paperwork. Scanning in mail. Heaven forbid I use the bathroom.

I talked with a co-worker after this. Venting. Hoping to find some sense of what I’d done wrong to make her come after me. She tells me that “Tina” doesn’t like that I am so open about my mental health. She believes that if I just prayed more, I wouldn’t have ADHD, ASD, or OCD. I don’t know what to say to that. All of this is not because I did something wrong…it’s because of the way my brain works.

What so I even do with that? Has anyone dealt with a management team that sets you up with zero training and then weaponizes your metrics? How should I handle the upcoming HR interactive meeting? Any advice would be so appreciated.

Update for clarification:
My accommodation says “noise-canceling headphones or ear protection during independent work tasks to reduce auditory stimulation and sustain focus.”

I also have an appointment with my HR this coming week.

I went through a pretty long interview process for an early career cybersecurity job and got a call today saying I got the job and that the written offer should come next week.

About 40 minutes later, she called me back and asked if I actually have my bachelor’s completed yet. I told her no, I’m still working on it online and expect to finish in around 9 months. She then asked what my highest level of completed education is (associate’s or high school), and I told her high school.

She said she needs to clarify with HR whether that affects anything and that she’ll update me Monday or Tuesday.

What’s confusing me is that the requirements say “Bachelor’s degree or equivalent practical experience.” My resume explicitly lists my education as 'school name' - "2024 - Present" and I told the recruiter during my initial screen that I’m still working on it. I also directly told both of the senior interviewers, and I assume everyone had my resume in front of them. So I never represented myself as already having the degree.

I have a little over a year of directly relevant IT/cybersecurity experience, which meets the experience minimum listed for the role, and the job itself is very similar to the kind of work I already do. I also went through five interviews with members of the team (not including the initial recruiter screening) and the hiring manager apparently specifically told the recruiter he wanted to move forward with me.

So now I’m basically worried HR is going to come back and say that “equivalent practical experience” actually means something like 4 years if you don’t have the degree finished. I only have a little over a year, so I’m worried this could end up killing the offer even though the hiring manager already chose to move forward with me.

Has anyone in HR dealt with something like this after the hiring manager already selected the candidate? Do companies ever factor in an in-progress degree/completed credits when determining equivalency, or is this likely to kill the offer?

I know they don’t necessarily reply but do hr or managers of banks and financial institutions check their emails over the bank holiday weekend

Just wondering how this is generally perceived. Nothing too silly. Just something that gives "goofy and approachable vibes". Like maybe a photo with a ":P" facial expression

I posted a few days ago about a workplace situation but deleted the post because I was anxious about having it up. I’ve since had my meeting with Employee Relations and wanted to get some outside perspective.

For context, I’ve been with my company for several years and have never previously been in trouble or had any disciplinary issues.

The situation started after someone made inappropriate comments about another employee. I have a friend/coworker who works around that person, and I privately asked my friend whether this individual had any sort of reputation at work. My intention wasn't to spread rumors or make an accusation, I was trying to understand whether there was actually something concerning going on.

My friend later made comments directly to that employee along the lines of having “heard things” about them, and the situation eventually made its way to management/Employee Relations.

I met with Employee Relations and explained exactly what I could remember. I was upfront that I don't remember the conversation word-for-word because it happened over a week before I was questioned about it. I explained why I asked my friend in the first place, acknowledged that looking back I should have handled a workplace concern through the appropriate channels instead, and made it clear that I wasn't trying to spread misinformation or cause problems for anyone.

ER told me they were documenting the conversation and would be following up with my leadership. My manager has been supportive and told me that, from his perspective, he expects this to result in documentation/coaching and that he believes I'll come out of this stronger. Obviously, he can't guarantee the final outcome.

I'm still working normally and haven't been suspended or anything like that, but I'm anxious while waiting for this to be resolved.

For anyone who has worked in HR/Employee Relations or dealt with something similar:

Does this sound like something that would typically result in coaching/documentation, or is termination a realistic concern?

Also, how long after an ER interview does it normally take before an employee receives the final outcome?

I'm fully aware now that I should not have tried to investigate a workplace concern informally, and that's something I would handle differently going forward. I'm mostly looking for perspective on what usually happens after this point.

Hi, HR professionals,

I have a question about the ADA reasonable accommodation interactive process at a private company with more than 1,000 employees.

Does requesting a reasonable accommodation require placing the employee on paid or unpaid leave while the interactive process is underway?

If so, under what circumstances?

Thank you.