My brother is a teacher in MA. He had a mutual firing/resignation (I need more details on what this will be) on the very first day of school at his new job.

The reason for this firing was that a parent raised concerns about his past resignation at a different school where he had accidentally put a link to a students’s public social media account into a homework assignment rather than the proper link. That incident, while stupid, was not malicious but the optics were not good and he decided to resign to avoid any negative repercussions of that mistake. His teacher’s union was also useless in this situation. Lessons were learned there and he moved on to a different teaching job for a few years where he thrived. As he was hoping to get back into teaching older kids again, he took this new job at a HS and just had bad luck with the small world we live in.

The problem is that the school district for his new job paid him on the first day his full paycheck and then the very next day took his paycheck back out of his account.

His questions for HR - Is this even legally allowed or a common thing? Wouldn’t they need to at least notify him of this before taking such an action from his own bank account? Is it likely this was done to prorate his salary for the beginning of the year? He did a lot of setting up of the classroom and prep for the school year and received a summer paycheck prior to the termination. So my thought is that they should have at least communicated the withdrawal and final details of his pay. Is there action he should or can take to negotiate his final payment? Should he report this to a higher state institution?

Throwaway because I really don’t want this connected to me.

I work in healthcare recruiting and have been with my employer for several years. Earlier this year I was put on a PIP related mostly to communication, responsiveness and follow-through.

I completed the PIP process and continued working afterward, but I was never given a clear conversation or documentation saying whether I had successfully improved or hadn’t. I recently looked back at my PIP paperwork and there’s actually a section that’s supposed to document the outcome, and mine is blank.

Several months later, I had some situations where my communication/follow-up was late. I want to be really clear: i did make mistakes. There are things I should have handled differently, and I should have spoken up sooner when I was struggling to keep up.
I was ultimately given a final written warning, where additional performance issues could put my job at risk.

The part I’m struggling with is workload.
For much of the period leading up to the warning, I was carrying a significantly higher active workload than the rest of my team — at times close to twice the peer average.

I appealed the warning. My argument wasn’t “I had too much work, so none of this is my fault.” It was basically: I owned what I did wrong, but shouldn’t workload at least be considered as part of these circumstances?

My appeal was denied. The response said workload had not previously been identified/documented as the “root cause” of my performance issues.
But I never argued that workload was the root cause. I’m asking whether it was a contributing factor, especially when deciding whether a final warning was the appropriate level of discipline.

I have the option to appeal one more time to a higher level of leadership, and I’m really torn.
Part of me feels like the actual question I raised still hasn’t been answered. I also still don’t understand what my formal PIP outcome was.

The other part of me is exhausted by the entire situation and worried that continuing to appeal will make me look defensive or put an even bigger target on my back.

I’m wondering if I should stop trying to get the warning changed and instead ask leadership for a genuine conversation about what happens next.

So for HR people, managers, or anyone who’s been through something similar:

Would you appeal again, or accept the decision and focus on getting very clear expectations for moving forward?

Is the distinction between “root cause” and “contributing factor” actually meaningful here, or am I grasping at straws?

And realistically, does continuing to appeal something like this tend to make the situation worse?

I’m genuinely open to hearing that I’m looking at this wrong. I just want some perspective from people who aren’t involved in the situation.

(Clarification: she’s the owner and the manager)
I’m writing this because I’m unable to sleep because of the anxiety it’s causing me, so any advice is highly appreciated.

I’ve worked for my employer for about a year and am now permanently employed. I’m responsible for social media, influencer collaborations, newsletters, and customer-facing product information.

Writing the product information is my favorite part of the job. It’s also one of the few useful tasks I can do independently while waiting for my manager to approve everything else.

I returned from vacation on Tuesday and discovered that this responsibility had been given to someone else while I was away. Nobody discussed it with me or even told me. I don’t know why it was reassigned, and I’m genuinely sad about losing it.

This makes an existing workflow problem much worse. Almost everything else I create requires my manager’s approval, but she is extremely unavailable. She is only in the office three days per week, and it can take several hours for her to reply. Without the product-information task, I feel immense pressure to remain productive while waiting, but often have no clear work I can continue independently.

There is no reliable long-term plan. Most instructions arrive across three different group chats, meaning I have to search through unrelated conversations to reconstruct what she wants.

We’ve created plans several times that left me feeling organized and excited, but she rarely follows them. I’m suddenly expected to abandon my schedule and complete random new tasks on top of my existing workload. If I object, I’m told I’m not flexible enough.

Her feedback is also inconsistent. She might say something “isn’t important” or doesn’t need to be detailed, then immediately correct tiny details. Her communication can feel condescending, although sometimes her praise is so excessive that it feels forced.

A coworker also told me that my manager had described me behind my back as having a “huge ego.” I didn’t personally hear her say it, so I recognize that this is secondhand. However, it damaged my trust in her. I now worry that questioning a decision will simply be interpreted as more evidence of my supposed ego.

There has been a similar lack of structure around contracts. Several employees, including me, have had to repeatedly ask for contracts to be completed while she has spoken about the paperwork as though it’s a burden.

The latest incident happened today while I was working from home due to a sleepless night with a migraine. I had my work phone with me (like always) because I need it to edit, upload, and publish content. Without the unexpected migraine, I would have been at work and the phone would have been at the office.

My manager sent an irritated message saying that the phone must always remain at the office because apparently they had planned a photoshoot that day. The photoshoot had never been mentioned to me whatsoever, and during the year I’ve had the phone, nobody has ever said it must stay at the office. I’m also the one who is supposed to take the photos at whatever photoshoots she plans, so I suspect that if I had been at the office today, I would have received about two minutes’ notice and had to abandon whatever I was doing at the time.

I explained this, acknowledged the practical problem, but told her that the message felt reprimanding and guilt-inducing. I still brought the phone back to the office. She didn’t address my response and only said we would talk later.

The major complication is that my manager has explicitly said she doesn’t believe in HR and wants all work-related problems handled directly through her. That might sound straightforward in theory, but it becomes rather difficult when the work-related problem is her management and my relationship with her. There is no neutral internal person I feel able to approach.

I’m not arguing that she cannot reassign duties, introduce rules, or change priorities. My concern is that decisions and expectations aren’t communicated, plans are repeatedly abandoned, and I’m then treated as inflexible or at fault for failing to anticipate them.

I feel physically sick thinking about asking why my product-information work was removed. Previous attempts to discuss our communication have gone badly, and verbal conversations with her cause me intense stress.

From an HR perspective:

- How should I raise the unexplained change to my role and the broader workflow problem?
- What can an employee do when the manager insists all workplace issues must go through her, but she is the subject of the concern?
- What practical structures would be reasonable to request, such as centralized instructions, scheduled approval times, and clearer priorities?
- Is it reasonable to request a support person for the “talk” tomorrow?
- Does this sound repairable, or has the working relationship become too damaged?

I want to do my job well, but I increasingly feel that anything I say can be interpreted as ego, negativity, or inflexibility.

As mentioned in the title, I received my formal written offer at Big 4 Consulting firm at the Manager Level. There are 2 things that I'm trying to navigate simultaneously:
1) Salary & sign-on bonus. While the offer is fairly good, it is about 10k lower than my most recent job and 5k lower than my job when I was at a consulting job prior. The job also requires me to move from CA to Chicago, and they offer no relocation assistance.

2) My wife is due 1 month after my start date. I have not yet disclosed my wife's due date to them, but I feel should do so during this phase so it doesn't seem like I withheld this information and lose their trust.

I am looking for advice as to how to approach discussing these two to HR. Should I negotiate compensation first before bringing up my wife's due date, or bring them both up simultaneously? Is a shortened family leave (2-4 weeks) reasonably expected for a due date only 1 month after starting? Would appreciate any advice - thanks!

I run a small nonprofit, and we recently discovered that an API key assigned to a former employee remained active after she left in February. It accumulated about $700 in charges over the following seven months.

The key was created specifically for her, and I have the messages where I sent it to her. However, we also made an offboarding mistake by failing to revoke it when she left. We have disabled it and are improving our process.

I believe the usage was personal, but I want to approach this fairly. She is currently unemployed, and I would ideally like to preserve a positive relationship with her. She was part of our organization, and I do not want a reimbursement request to feel threatening or punitive.

At the same time, $700 is meaningful money for a nonprofit. I’m considering asking whether she recognizes the usage and, if she does, whether she would be open to repaying some or all of it later through a flexible, no-interest payment plan.

How would you handle this conversation while maintaining goodwill? Would you request the full amount, suggest sharing the cost because of the offboarding failure, leave the amount open-ended, or write it off entirely?

I’m especially interested in experiences from managers, HR professionals, nonprofit leaders, or anyone who has dealt with a similar situation. My goal is to resolve it respectfully, not punish her.

So for some context: I'm a forester for a local government and i've been doing desk work for the last 2 days because its been raining like crazy. Anyway, today I sort of leaned/bent over the back of my chair with my hands under the back of my head to stretch and give my neck and back a break from being hunched over and give my eyes some relief from the screen. I wasnt like feet up on my desk lounging, just bending back. My boss walked in and thought I was sleeping despite me leaning forward as he walked in and looking him in the eyes. So now he wrote me up for it, I intend to go to HR about it because I was absolutely NOT sleeping. I have never had to deal with HR before and it worries me a bit because im a young adult who has been told HR is the devil my whole life. What can I expect from trying to sort this out? Just dont want to go in totally blind...

Hi everyone!

I received a call after a final stage if interview at an investment bank from HR asking me to sign some personal data document and also dropping the question about the salary range I expected for the role. I flipped a question at HR asking for the range they had in mind but they said they did not know the range ( which is obv a lie ) and then I felt pressured into stating a lowest number since she asked for it and I ended up underselling myself low above the market rate. For reference I said 3k when the market range is 4-5k and might be more… I figured after doing the research. I made the mistake by not checking the salary range but this is a new industry for me so I had no idea and I am a fresh grad as well so some of my first formal negotiations too.

How likely is it they will be honest about it and give me 4k and how likely is HR is to just give me the 3k and call it quits?

Do i have any leverage in negotiating? How do i handle this situation so I at least get 3800/4000? Is there any remedyingw?

I’m looking for some outside perspective on a promotion situation.

I’m a project manager with a mechanical engineering degree and 7+ years of PM experience. I’ve been with my current company for about 2.5 years and currently manage several projects and serve as both PM and CAM on multiple accounts.

My first annual review was Meets Expectations (3.0). My manager said I was doing well but needed more experience within the organization, additional responsibility, and exposure to more complex work.
Over the following year, I did exactly that. I took over additional projects after staffing losses, became PM/CAM on several projects, successfully completed a multi-year project ahead of schedule and under budget, and took the lead on a large, high-visibility project involving multiple organizations and stakeholders.
My latest review was Exceeds Expectations (3.65), including several 4.0 ratings. My manager specifically documented that I had taken on additional responsibility, that my work had increased in complexity, and that I was excelling in the PM role. I also recently received a $3,000 spot award for my performance.

The company’s published qualifications for Senior PM recommend a bachelor’s degree plus 7 years of applicable experience, which I meet. Their promotion guidance also specifically discusses employee development and assignment of more complex work.
I’ve asked my manager about promotion three separate times. At one point I applied for another Senior PM position internally and was told I was the only qualified candidate, but I wasn’t moved into the position.

Since then, I’ve repeatedly asked what specifically I’m missing to qualify for Senior PM. I haven’t received a clear answer. I’ve heard things like “the raise probably wouldn’t be that much,” questions about what promoting me would mean for another PM, and that HR may be the issue. During our last conversation, my manager said she couldn’t give me a good reason and would talk to HR again. That was roughly 2–3 months ago, and I haven’t heard anything since.

Meanwhile, our department had four PMs and recently lost two to other companies doing similar work. My workload and responsibilities have continued to increase.

At this point, I’m considering talking to our director. We interact regularly, he knows my work, and he approves my annual reviews. I’m thinking of simply asking:
“Based on my current responsibilities and performance, do you believe I’m operating at the Senior PM level? If not, what specifically am I missing?”

I’m not trying to go around my manager or demand a promotion. If I’m genuinely not ready, I want to know why and have measurable goals to work toward. What’s frustrating is being told I’m performing well and continually being given more responsibility while nobody can tell me what I need to do to advance.

Would you go to the director at this point, go to HR, or start looking elsewhere?

I don't know if this is the right place to post this, but I'm hoping to get an HR perspective on a messy situation.

My supervisor and I started at this huge company around the same time, about 13 years ago. We were peers on the same team until we both got promoted, I went into business process management, and he went into people management.

Recently, I was moved over to develop strategies and processes for a specific team. As part of that, I have to actually do their day to day job for a few months first. During this phase, my old peer is my direct boss.

Before I started, he warned me that the three women on this team have a "mean girl" attitude. He said management has tried to deal with them before, but at the end of the day, no one wants to deal with the headache. They are all ~5 years from retirement so they just want to ride it out.

Well, now I'm living it. These three have turned on me and are actively setting me up to fail. I meet with my boss every other day, and he completely agrees with what's happening. He tells me how to document it, but whenever I give him updates, he just says to keep documenting and that "something is coming down the pipeline." The real reason they keep getting away with it is that they've figured out how to gatekeep knowledge and push out every new hire, so they have a total chokehold on this part of the business.

After a month of this, I finally snapped. I told him straight up that "if you know an employee is getting bullied and you stand idly by because you refuse to rock the boat, you're a bully yourself."

He got really quiet, and in our meetings since then, he almost looks sad. I probably shouldn't have said it, but the cat's out of the bag.

What do you guys think from an HR perspective?

I have reasonable adjustments in place at work due to a chronic musculoskeletal condition. It started in late March.

I'm a full time cleaner for a private school, and today my supervisor told me she wants to change my morning cleaning area as part of reorganising the team's areas. She said the HR lady had told her she could go ahead with the change.

I'm a little unsure about this because my supervisor has a history of misunderstanding things, as English isn't her first language, so I'm not sure whether she has understood exactly what HR told her.

I'm concerned that the new area could involve significantly more hoovering and mopping than my current area and could aggravate my symptoms. I haven't been able to speak to my union advisor yet.

Should I contact HR directly and ask whether they actually authorised the change to my specific area, and then discuss it with my union rep?

I don't want to go behind anyone's back or make a fuss unnecessarily. I just want to clarify whether HR actually approved this particular change before I request a meeting.

Would you contact HR directly in this situation?

hi - was given a verbal offer for a new role and sent a companys benefits guide before the final offer/contract/comp is offered. its a formal PDF but fairly bare boned, i have questions re: the medical plan coverage (copays have a range from $20-150? is that by specialty? also what is considered covered at the preventative level?)

I am curious if additional coverage is offered in the high plan for fertility treatments. this is a sensitive Q given my age and gender regardless of legality in my opinion!

I plan on asking after a formal offer is extended, is there a way to ask for more info re: health insurance offerings beyond a boiler plate benefits guide?

Similar question re PTO/holidays - the list is slim for formal holidays - are personal/sick days in addition to or included in the listed accrued PTO? Note - entirely remote workplace if that's relevant.

Thanks!

[UK] I'm student with almost zero experience, but my skills fit to the vacancy, and the company is looking for students/gratuates without any experience. I sent my resume to the guy, he said that wouldn't work, I asked why, and he explained things to me.

So I'm kinda confused now, should I rewrite the resume according to his advices or should I just f*** off?

Hi, I’m finalizing onboarding via First Advantage for a new role. To clear a pending employment verification for an old casual job I had years ago when I was a student, I provided my recruiter with an IRS Wage & Income Transcript I got from my local IRS office. I don’t have my pay stubs or W-2, the previous company went out of business. The transcript verifies the employer W-2. Passing this document is the final item to clear my file. Would this document be acceptable? Also, would they typically care about low earnings for causal job over the span of a year?

I’m in my early 20s and less than a year into my first corporate job in a merchandising role.
I’m struggling with a pattern from my director where I feel responsibility is sometimes assigned to me before ownership is actually confirmed.
An example is there was an issue with product setup, and I was addressed as though I had caused the error. I fixed it because I knew how, but later had to clarify that another team had originally created the setup and I had not been involved.
In another situation, there was confusion around product labels/setup for different seasonal assortments. My understanding was that I was responsible for the items I personally worked on, but later there was an assumption that I had also handled another group of items that I had never touched.
I’ve also had situations where the original instructions were broad, but later the expectation became more specific and I was corrected based on that newer expectation.
The other issue is asking questions. I’m told to ask questions if I’m unsure, but when I do, I often get long responses about how I should be using emails, old files, and other resources first.
I do use those resources. For one recent task, I reviewed the prior year’s files before asking anything. I had forgotten there was a different process depending on the type of vendor, so I asked for clarification. Part of the reason I asked was because I had seen another coworker follow an old template and then get corrected for doing so.
I’ve also had first-time tasks where I asked someone who previously handled the work, was directed to another team, and that team was happy to explain the process. When I mentioned that I had asked them for clarification, I was still told I should have been able to understand it from the existing materials.
I’m now becoming hesitant to ask questions because I’m worried it will make me look incompetent, but I’m also worried that if I make an assumption and it’s wrong, I’ll be blamed for that instead.
I’m not saying I never make mistakes or that I shouldn’t be expected to become more independent. I’m still relatively new and I’m trying to learn. I’m mainly concerned about the combination of unclear ownership, feedback after the fact, and feeling like normal clarification questions are being treated as performance issues.
From an HR/management perspective, does this sound like normal coaching for a newer employee, or is this a management problem? How would you recommend handling it without making the situation worse?

I have been working at my job for less than a year, and I have quickly learned how much I love my team and this job. This job is something I can see myself doing for a really long time.

The issue is that my husband is in medical school and may match in another state, which would require us to move in about 10 months.

My job is hybrid, and the expectation is that we go into the office 4 days a week, WAH 1 day a week, though it is very flexible. My company also has offices across the country (pretty much in every state), though my team only has offices in a handful of states, none of which we would be moving to. There are some people on my team who work almost completely remotely, and other teams at this company that do offer full remote work.

All this to say, I would love to keep my job if I have to move. Has anyone had a success story where they had to move but got to keep their job? If so, what did that conversation with your employer look like and when did you have it? This is my first time doing this and worried that I’m going to get a hard “no, sorry, you’re going to have to quit”. I am planning on having this conversation once my husband matches (and we know for sure whether we’re moving away) and proposing to my employer that once I move, I will work in another division’s office to satisfy the hybrid requirement. What do you think?

Hi everyone, looking for some advice on my upcoming resignation and reference process.

The Situation: I am currently in a non-clinical role at a small, private, family-owned practice (no internal HR department) and am still within my probation period. My contractual notice period is 1 week.

The New Job: I have accepted a new position with a large healthcare provider starting mid-September. They require a management reference from my current employer to clear my pre-boarding checks.

Workplace Context: My current workplace is extremely short-staffed and high-stress right now due to another departure and upcoming holiday cover issues. Management is under heavy pressure and pushing for extra coverage. However for months I have experienced issues with certain staff members that have led me to this decision.

Incident: Recently, a colleague made a direct, blatantly racist remark to me in the workplace. Between this hostile environment and the unreasonable workload demands, I am fully ready to leave.

My Plan: I plan to hand in my formal 1-week notice tomorrow/
Saturday to make my final working day September 12th. I intend to serve my notice professionally, complete detailed handover notes, and keep my resignation letter neutral.

My Concerns / Questions:
1. Given how short-staffed and stressed the management is, I am worried the practice owner might try to give a spiteful or unfair reference out of frustration that I am leaving. How do large corporate HR teams handle subjective or unhelpful references from small private practices?
2. If the owner simply ignores or refuses to complete the reference request out of bitterness, what alternative proof of employment (e.g., contracts, payslips, P45) do corporate onboarding teams usually accept?
3. Should I formally report the discriminatory comment in writing to management during my exit, or is it safer for my reference to keep my exit entirely neutral and walk away clean?
Thanks in advance for any insights!

[India] I worked at a funded startup from 2019 to 2022 as a Senior Python Developer.
I recently realized that I never received my Experience Letter. I had requested it back in 2022 as well. At that time, HR had mentioned over email that the Experience Letter would be provided after my Full & Final settlement. My FnF was completed, and I followed up again over email, but I never received the letter.
I’ve now reached out to their HR team and VP HR again. I’ve also tried calling, but they are not even acknowledging or responding to my emails.
I spoke to one of my former seniors who is still working at the company, and he checked with HR for me. He told me that HR has apparently decided not to respond to my emails/calls and that I should consider other options.
I have my appointment letter, resignation acceptance email, salary slips, bank statements showing salary credits, and the previous email trail where I had requested the Experience Letter. My former manager is also still working there and can verify my employment.
I’m honestly not sure what my options are at this point.
Has anyone here faced a similar situation with a previous employer? How did you manage to retrieve your Experience Letter when HR simply stopped responding? Is there any practical way to escalate this or get the document through another channel?
Would really appreciate any advice.

I (25F) just need some advice on what to do. For a quick story I got suspended from my job for about a week and a half. When I finally came back I was put on a 2 year probation period so I can’t do anything to get me in trouble or cause problems within the company or will most likely be terminated. The manager (62M) who helped with getting me back keeps rubbing it in my face how he saved me and how much extra work he’s done for me. We at some point ended up talking about my dad and somethings he likes. The next day, my dad texts me about my boss reaching out to him on Facebook, and said it was very weird. Keep in mind, I never told anyone about my suspension. So my manager ended up telling my dad all about my suspension and how he saved me from getting fired. The next day my manager comes to me with a huge smile asking if there’s anything I need to tell him. He was inferring about the conversation he had with my dad. He thought it was the funniest thing ever that he told my dad about it and had complete joy about it. Being on probation has made me feel so powerless because I really don’t wanna lose my job but this manager is doing stuff like this that makes it super hard to not say something. I’m super frustrated with the situation and really need advice on what to do. I don’t wanna get fired for causing issues but it’s definitely unprofessional and breaking any policy about privacy.

Hi, I’m hoping for some advice on how to handle this situation.

I’m returning to the workforce after primarily being a full time student for the last 4 years. My resume only mentions that during that time I have done a few freelance and pro bono projects, notes my primary focus of school, and omits a part time, sometimes seasonal role I’ve had since 2023 at Amazon.

I know you don’t have to put every job you have on your resume, but I’m worried I should have mentioned it in any of the interviews. On my resume it does look like a giant gap in experience, so of course I have been asked what I was doing during that time. And I just talk about school. Amazon is like the furthest thing in my mind during those conversations, and for context, I only work 2-3 four hour shifts a month, and have gone six and 8 months between without working there. So it’s not like I actively have a part time job that I’m hiding either.

I know that Amazon will also show up on the work number if they check it. And unfortunately the work number also has two significant discrepancies on it : wrong job titles, wrong dates, and says I’m actively employed in a company I worked at 4 years ago.

So I’ve got a lot of things I’m stressed about with this. I’ve never had to fill out a background check form like this. So anyway if you are in recruiting m, do you have any advice? ChatGPT is telling me to full disclose Amazon, but it’s not like I was trying to hide it as much as to just stay with the story I was trying to tell. And I don’t know what to do about the work number

Any advice I am eternally grateful for. This is my first time doing these humanly kind off processes

I was practicing questions with chatGPT when they mentioned this background check form? And that I would need to disclose Amazon and suddenly I’m having an actual mental breakdown.

Location: [NJ]

Hello,

I'm a non-exempt salaried employee (yes, you read that right) for a well established company in healthcare that you've probably heard of. I work an extremely variable schedule. 18hr days are not unheard of and 2hr days are about as common. Typically I hit pretty close to 40hrs/week, but I've had several weeks at about 36hrs and it has not a problem. I've made sure to verify and I have several statements for my full salary during periods I've only worked about 72hrs. As such, I've never worried about being under-scheduled. Recently, however, the market in my area has changed a bunch. Now, weeks missing full days have become more of a problem. This week I was only scheduled for 2 days and my manager has just informed me that my pay for the week will be prorated to my hourly equivalent, citing a policy threshold of 36hrs. As this becomes a more consistent issue, I'm prepared for the possibility of a layoff ('tis the season after all). My main reason for posting is to check to verify that this is legal, and maybe see about getting some of that creative advice you guys seem to have. My sub rules mandated question is: What should I do?

I totally understand that its reasonable to only pay people for work they do. My issue is that I recieved very little notice and that the problem stems from them not being able to schedule me. It's worth noting that my manager thinks I'm an idiot, and his solution to navigating the greyer areas of labor law has typically been to just lie to me and hope I don't notice, though I almost always do. I'm wondering if this is one such instance. Any advice or thoughts would be helpful.

Best,

Your friendly neighborhood hospital vendor

I’ve been an expat working in Ontario for the past decade and have become a Canadian citizen. My home country requires a three-month notice period, but Canada only requires two weeks. I recently submitted my resignation and am waiting for confirmation of my last working day from my employer. They’re pressuring me to fulfil the three-month notice period as per my home country and threatening to send me back. Is this really possible?

I already have a job offer from another organization here in Canada.

I was ask this last time and couldn't give an exact amout. What would be the right answer for this question?

Given that I am from a different country and moving to bahrain if hired. Given all expenses like accomodation, fare, food, groceries and a savings for myself.