So for context, my company is a very large chain owned by a very large company. I receive a $0.75 raise every year. I have discovered that due to a position-wide wage increase which I received a year ago that I am actually getting an extra $0.75 wage increase as if that position-wide increase is a second yearly increase, resulting in a $1.50 yearly increase.

Despite wanting to be honest, and my position being so close to HR, I'm scared of telling HR in the event that I will owe money. I only realized this situation was occurring today. What do I do and what may or may not happen?

I applied at random for a director-level role at a nonprofit. I have two terminal degrees and a lot of experience, but I’ve pretty much always moved horizontally. Although I interview a lot, I tend to get nervous and bungle it, partly due to not having supervisory experience despite the number of years. I think I may lack “executive presence”.

Somehow I got to the next stage and they want to fly me out, internationally. It seems wild to me given they’re not a national nonprofit or particularly big. It’s basically my current job, but I’d be a department of one. The posted pay is 2-3x my current salary, which is extremely low even for an entry level person.

They said they’d reimburse me when I arrive and already booked my hotel. I wanted to make it look like less of a hassle/less expensive if they do hire me, so I booked an abysmal itinerary to keep costs down. They agreed I can work out of the country or in a different part of the US, but come for long stretches to be onsite, which also surprised me. So I wanted to look as low-lift as possible so tjs easy to say yes.

I should be there for two days. They did my reference check after they invited me to come, well before I arrive. All three told me they were long conversations and all positive. One was via email and he shared the questions after.

I’m wondering if this is a good sign, and if I can maybe expect an offer when I’m there? Idk why they’d do a reference check AFTER they told me to come. Seems like before the invitation or after I’m selected is more logical. I’m also kind of worried I’ll be exhausted and have to do dinners or some kind of test or presentation. It’s like two days of flying each way and I’ll be in an earlier time zone. Do you think it’s normal to have to “perform” at this level or it will be more like a meet and greet? I wouldn’t be client facing, fwiw.

I’m trying to prepare since I don’t interview well and it’s like a two day interview. Any advice is appreciated.

To start I do not qualify for FMLA. My company asks people to take low census & I was able to financially, so I would take it as they needed (most of the time). This has caused me to not have enough hours to be eligible for FMLA. A few other coworkers were screwed over by this too. By putting people as low census, it allows the employee to still receive their benefits, like insurance.

I recently had a surgery and after speaking with the nurse practitioner for my surgeon, she said I could take more time off to recover more. This was last week on Monday. The next day my daughter was being admitted to the children’s hospital to start a medication and get a PICC line. We would be going home a week later. She was on the list for a transplant. While inpatient on Sunday, we got “the call” and accepted the new organ for my daughter.

My leave of absence was accepted by the company that does our short term disability & yesterday HR called me and approved it too(?). They said that company is who pays me for short term disability, but this person from HR was the one to approve the extra time off from my surgery, per the nurse practitioner.

My company does offer a way to take time off, similar to FMLA, that would protect your job for 6 weeks. If my daughter is still not stable enough, inpatient, or something else that would affect me going back to work in 4 weeks, then o was going to ask for the 6 week policy the company allows.

I’m wondering if this 4 week extension could be counted as part of the 6 week policy I mentioned? Also, would I be able to just ask for that 6 weeks, or would I need to return to work for a day or two first? Could I somehow get in trouble when the time comes that I request leave for my daughter’s medical issue, after being off for my own surgery? (The nurse practitioner does have it notated that we discussed my taking more time off, before we even went inpatient for the meds, let alone actually received an organ transplant).

Thank you for any thoughts or insight you can share.

Signed a very anxious mama and employee.

Based in Australia and been looking for a new role for a while and have sent out more than 100 CVs to various companies, mostly via their career portal in Workday.

Though the resumes that I submitted to the same organisation (but different roles) may differ a little- like removing irrelevant short stint positions and changing of responsibilities to suit the application, I wanted to know does HR keep a historical backlog of my resumes that I submitted via Workday? Spanning from 1 - 3 years?

Thanks

I'm looking for some honest advice from HR professionals or hiring managers about my situation.

I accepted an offer from a new employer, with a start date of Monday, October 26. When I signed the offer, I had approximately three weeks before my start date.

The offer was subject to background verification. My understanding was that the screening would be completed during the first week, allowing me to give notice to my current employer the following Monday and complete my notice period before starting the new job.

Unfortunately, the background check took longer than I expected.

On October 14, I proceeded with submitting my resignation after speaking to the recruiter and he gave me good to go signal for background verification verbally. I missed mentioning to recruiter that I will be resigning today after this call

My current employer has now confirmed that my final working day will be Friday, October 30.

This creates a scheduling conflict because my new employer expects me to start on October 26, four days before my last day at my current job.

I would like to ask my new employer to postpone my start date by one week, from October 26 to Monday, November 2.

A few important details:
- I have already accepted the offer and submitted my resignation.
- I have not yet asked the recruiter to change my start date.
- I did not explicitly discuss a postponement with the recruiter before resigning.
- The new employer has already initiated onboarding (got calendar invites only)
- I'm committed to joining and am not reconsidering the offer.
- I realize I should ideally have confirmed the timing before resigning, but I was expecting the background check to be completed sooner.
-Recruiter knows about the delays with background verification

My questions for HR professionals l:
- How would you typically handle a request to postpone a new hire's start date by one week in these circumstances?
- Would this request raise concerns about the candidate's reliability or commitment?
- Is withdrawing an offer over a one-week start-date adjustment something I should realistically be concerned about?
- Would you recommend explaining the background-check delay, or simply explaining that my current employer has confirmed October 30 as my final working day?

I'm particularly interested in hearing from people who have handled similar situations from the employer's side.
Thanks for any insight.

​

Hey guys, I need some advice because I’m genuinely confused right now.

So, I did a one-year internship at a performance marketing agency where I was working as a social media intern and getting paid ₹15k. At the end of September, I switched to a social media marketing agency for a Social Media Management role, where I’m getting ₹25k.

But honestly, it’s barely been 20 days, and I’m already feeling extremely exhausted. The workload and everything have been a lot, and today something happened that genuinely made me feel terrible.

We were going for a shoot, and my boss said in front of everyone that if I couldn’t be there for shoots, I should just tell him and he would look for other options. There were four people in the car, and I felt so humiliated that I literally asked him to stop the car so I could get out. He refused and kept telling me to come for the shoot and chill. I ended up crying later because the whole situation made me feel so bad.

Now I’m genuinely thinking of leaving this job rather than letting it affect my mental health even more.

But here’s where I’m confused. Should I even mention this 20-day job on my resume or bring it up during interviews? I’ve actually worked on proper shoots and done hands-on social media work here, which I didn’t really get to do at my previous agency. There, my work was mostly basic in-house social media management.

I feel like I’ve gained some valuable experience here, but I also don’t know if leaving within a month would look bad to future employers.

Looking for advice on handling an employment history question on a HireRight background check.

I worked in a university research lab for about two years and listed it as a single entry on my resume covering that full span. The reality is more layered:

• First ~10 months(2 semesters): Informal involvement as a student, no appointment, no pay. I was around the lab working with my professor, and did an independent study course with him for one semester as well .
• Next ~12 months: Formal volunteer appointment (I have a department letter covering these exact dates).
• Within that year: Two separate paid spells as a Research Assistant (on payroll, verifiable through the university payroll system).

My plan for the HireRight form is three entries matching the documents exactly: the volunteer appointment plus the two paid spells. Everything ties to a verifying document.

Two questions:

1. Is there a better way to structure this overall on the HireRight form?
2. Mainly: what do I do about the informal ~10 months at the start? Should it be its own entry even though there's no HR or payroll record? I'm worried an entry HireRight can't verify comes back "unable to verify" and looks worse than leaving it off, but I'm also worried the resume showing an earlier start date than the form looks like a discrepancy.

Has anyone dealt with something like this? Did explaining it proactively to the hiring manager help?

Edit: Other option is putting it under a single and entry and just providing the contact of my professor who can vouch that I was involved with the lab this whole period.

Thanks!

Hello RedditHR,

TL;DR:

• An employee has had 6 attendance issues in less than a month
• They're not working out and we will likely let them go
• In Illinois, within their 90-day probationary period and at-will employment, less than 20 employees
• How do I advise the manager, move forward with eventual termination and avoid any potential litigation
• NH = New Hire HM = Hiring Manager
• Also, would letting them go without a warning leave the company at risk?

I am a part-time HR professional with 10 years of experience guiding a start-up through it's go-live and one of our new hires is having major attendance issues.

Situation:

• New Hire started in late September
• Has had a total of 6 attendance issues so far since NH started
• They are an hourly worker so they are only paid for the hours they are working
• 1 doctor's appt was planned and NH provided a note, I didn't scan or save it as there had not been any issues prior (shame on me I should have but also didn't want to keep something with PHI on it as I wanted to avoid any risk)
• The NH had previously had a police officer show up at our office to ask to see them, but we are unsure of what it was regarding, they did pass a background check, but we have been told they are in some restraining order lawsuits

Attendance Breakdown:

• First full week of work: Late arrival on that Friday
• Next week of work: Late arrival on Thursday
• Following week: 2 absences which they attributed to a contagious issue with their children
• Friday 10/16 unscheduled absence

Aside from this, there was one doctor's appt that they had warned us about but the rest were either illness or car related issues.

I will not go into other issues but we are also seeing a clash in working style along with attendance and anticipate needing to let her go. We don't have an attorney that I can go to for help; I'm trying to mitigate risk where I can.

My current plan:

1. Have the HM sit down with the NH and myself (HR Manager) and have a verbal warning regarding attendance (reference the policy and make sure they understand)
2. Provide talking points to the HM otherwise stay quiet
3. Have NH sign acknowledgment
4. If absences or tardies continue, terminate before 90 days

Questions:

1. Is this approach sound?
2. Any advice or recommendations regarding talking points/script to help avoid discrimination or liek this?
3. Our PTO policy says that they can accrue starting at day 1; however, paid time off is not to be used before the first 90 days according to our pollicies
4. Recommended templates for the verbal warning acknowledgment?
5. Advice to documenting this as well as getting everything in order should we need to terminate?

THANK YOU!!!

XOXO,

A part-time, overwhelmed HR Manager and Mom of 2 tiny humans and a rescue dog

#ILLINOIS #EmploymentLaw #HRInquiry

I’m in a situation where I’m halfway through my pip and I’ve put in bare bones efforts and was basically waiting to get fired. However I’m not sure if companies usually make you ride the full pip term or can fire you in the middle for maybe failing to achieve the initial milestones?

Reason for the question is I have pending offer from another company that’s going to take another week and maybe 2-3 weeks for paperwork and background checks.

What happens if they let go of me suddenly in the middle of the pip for poor performance?
Is it better to give my notice soon instead and quit since I have a pending offer?

Would any of this (putting notice now, vs potentially getting terminated) affect the background check?

I’ve already let the other company know that I plan to put in notice.

Thank you!

My husband works here and has only been told verbally by the manager when to show up for a shift but not when to leave. He told me that their schedule is inaccessible behind a locked office door. So when he asked his coworkers about this, they said the manager does not tell them when they're scheduled shift is over in case they need the employees for longer than anticipated.

Is this legal? Does this seem like a shady place or normal for Chilli's? Anything to note from previous employees at this location?

I have worked retail and hospitality before in CT and I was always able to see my scheduled start and end times for my shifts.

Even when working for a shady country club during COVID, I always knew where to find my schedule, when it was posted, who to go to if I needed to adjust my shift, and what my schedule would look like in a week or so advanced.

Thank you all for any information!

Was told I would only need a background check but email also mentioned a credit check my credit is really bad I have a lot of unpaid debt and student loans has anyone needed or passed a background check for one source virtual for a garnishment specialist position

24-year veteran teacher with a transplanted kidney that after 20 years is slowly down to a function of about 10%. Is it possible to work the 4 morning classes and planning period from 8 to 2 and fmla the last class of the day to due fatigue and doctors appointments and keep full-time benefits?

I recently got gallbladder removal surgery. My manager failed to guide me on how to go about applying for short term disability and leave of absence and has left me on read when asked for guidance. Once I applied, they denied my claim stating that I would have to be out for two weeks in order to get the benefits. I feel as if I am being toyed around and not given the proper feedback or support. I called HR multiple times to try and get a resolution and each time they have been very vague with me and not giving me proper direction. I cannot apply for FMLA since I do not qualify. What can I do in order to be covered?

I am currently on STD for and accident in July and am not going to be able to return to work in the foreseeable future. My benefits are scheduled to end in the next 2 weeks and I dont qualify for LTD.

I did however get a job offer with another company that I can do with my current disability and am thinking about accepting the position.

Do I have to go back to my current employer and then give 2 weeks' notice, or can I resign while on disability?

Employee does not have an accommodation (or a diagnosis), however has a prescription for Adderal and been taking it for several years because 'it helps him focus'. The side effects are gastro and sleep issues. He's routinely late for work because he oversleeps. We're talking hours - not just a few minutes here and there. How would you address it? Nepo hire.

Hello everyone, I started my current job in September of 2025. We got a new manager in July 2026. Prior to her arrival I received no bad feedback, no complaints, I got good reviews and was told I’m doing a great job. I am located inside an office building where she is located inside the physical hospital. It has been this way since I was hired.

Since her first day; she has been checking in with me every morning, following up on everything, introduced a “tracker” on excel which started with 3 of us using now it’s just myself. She follows behind all of my work, she has added a lot of busy work as well. Before her arrival it took me about 10 minutes to complete a task now it takes 30-45 minutes.

I brought this to her bosses attention and he said he would address it. About 2 weeks after that meeting, she threatened me with corrective action because I placed an authorization number under “notes” and not “auth notes” on the excel sheet.

At this point I contacted HR, expressed my concerns, told them everything with documentation. They got back to me the next day; stated they spoke with her boss and he once again will address it. The NEXT day, I get another email from her stating I need to relocate to the hospital until further notice. She gave no context as to why, or reasoning behind it. She only stated “we will discuss this further when we meet”

I sent that email to HR and deliberately said at this point I feel targeted, I feel bullied and harassed. I reported these concerns in good faith and it is escalating now. HR told me that I am allowed to ask her for clarification and to basically put my symptoms I’m having on file.

I called off Friday and went to see my doctor, I am scheduled to work from home this Monday but I am expecting she tells me that I need to come into office. At this point, I am not comfortable reporting to the hospital. I am willing to meet with her but it is a huge inconvenience to report to an entirely new location for no good reason. My work is done and it’s done correct, patients are getting the care they need, my priority is not her busy work she continues to assign. I do meet her expectations but the problem is she continues to move the goal post.

How can I go about this situation Monday morning? I’m planning on reporting to my normal assigned work area. When and if she tells me I need to report to the new location inside the hospital, I am saying I’m willing to meet but I am requesting further clarification on the reasoning for moving locations as I fear this will impact my workflow and affect patient care.

At this point I am EXHAUSTED of going back and forth with her, she is only doing this to me and I do not understand why. The channels I’ve followed to resolve this are not helping me, I am applying to other places but that takes time. I’m physically sick thinking about Monday morning and I shouldn’t have to feel that way. This feels like a psychological game that I didn’t sign up for!

I’m really looking for guidance on how to properly handle this moving forward

Ohio - I was fired for conduct unprofessional. I am getting a lawyer, but what are my odds of actually getting my job back? I did have write ups, but they were years ago. a review 2 months ago even mentioned have "great" things have been with me.

This is partly for me to vent, and partly for me to ask advice.

I am 67 years old working in upstate NY. I have been employed at my company for 12 years. Never been written up, reviews have all been above average.

My supervisor has his favorites and I am not in his 'inner circle'.

Over the past year my responsibilities have been slowly assigned to others. I was planning to work for another year, at a minimum, January 2027 to pick up some stock options and corporate bonus.

A month ago, my manager asked me "How long do I plan on keep working?"

I told him another year or two.

He then asked me "Think about what kind of package would it take for you to leave. Write up what you want and I promise to talk to HR and to fight for you"

So I wrote up a list (12 months severance, paid 12 months Cobra, stock options vesting.). I used both what I heard others received, as well as AI.

My boss asked me to send it via non-corporate channels. So I sent the proposal to him via SMS (in hindsight, that was probably a red flag). I sent him my proposal, he wrote (again, on a non-corporate channel), that my request was 'reasonable'

Suddenly, my boss gave notice and resigned. He told me that he spoke to my new supervisor and Human Resources.

I had a meeting with my new manager yesterday, and he stated "So I was told you approached your old boss about a package."

Needless to say, my jaw hit the floor! I corrected him, and stated that no, *HE* initiated the conversation.

[EDIT] - _My new boss suggested that I set up a meeting with Human Resources, which I did._

I now have a meeting on Monday with Human Resources, but I fully expect that they were also told incorrect or misleading information as well.

My question is, how much did that reduce my bargaining?

Should I contact a lawyer?

Again, nothing was on corporate channels. I don't want to deal with a 'he said' situation. I could would just work there until January, pick up some stock options and corporate bonus, and then leave, but I was under the impression that my 'package' would be greater than that.

Questions:

Is there anything specific I should tell HR in my meeting on Monday?

Should I seek legal representation?

Any other advice?

Hello!

As someone who is typically worried before the ink is dry, I wanted to have insight about a job I was contingently offered by a city entity for a creative, part-time role.

During me completing the background check information, I noticed the credit check, and while my credit is OK, I did realize (today) that I had something in collections (I didn't receive any letters or emails about it, but I called and went through what I needed to). I did call and made arrangements for this ASAP, and they are sending me documentation so that I have it for my records. This was from an overpayment of food stamps from the state from a year ago when I was on state support, I haven't been for a year, now.

My concern is: will they see this and immediately ding me for this and rescind? I will not be handling any money, budgets etc. in that regard what-so-ever, and it is a part-time role with a city entity. I have no other issues on my record or credit that would cause alarm, otherwise.

Any insight is appreciated - and again, I am getting documentation for the arrangement and confirmation about the payment(s) so I have it for my records.

Going through this right now, Offer letter signed.
1 week now after I verify everything. I put wrong dates/postion 1 of my employment(1 year gap) on Checkr. They asked for clarification a week ago and I provide everything w2s froms and references. now Head of HR said they still evaluating.. and will get back to me next Monday kinda bum of me forgetting dates.. my start date was oct 12 lol but they paused. Any inputs I still get the job? Its an r&n technician role. Everything else checks out except the 1 employer discrepancy.

After two years of searching, I finally got a job offer. However, I have some worries about the background check that might cause the offer to be rescinded.

1. 3 years ago at a party during undergrad, a drunk student picked a fight with me and afterwards claimed that my friends and I jumped him. I was hit with battery charges and even put on the local news, but CCTV footage proved my accuser was lying and the charges were dismissed. Will the background check explicitly state that the charges were dismissed? The news station said they will delete the article and scrub it from SEO, but i’m not sure how long that will take.

2. A year ago I got a DUI. I thought I had waited long enough for the alcohol to leave my system, but that wasn’t the case. I will never make that mistake again and have learned from the experience, but I am worried that a single DUI would raise character concerns on a background check.

Any insight or advice is greatly appreciated 🙏

I had a baby November 2025 and took 18 weeks of leave after delivery - 6 weeks STD, 6 weeks of NJ paid bonding time, and 6 weeks paid by my employer. From what I understand, this means I used my 12 weeks of FMLA job protection.

I am now surprisingly (but luckily) expecting another baby ~18 months later in May 2027.

It seems that NJ's FMLA window restarts on a rolling basis 24 months from your delivery but the federal FMLA runs on a 12 month basis.

I remember the HR contact telling me that first time around that having babies less than 24 months apart can affect your leave, but I didn't really listen because I expected it to take years before I was lucky enough to fall pregnant again.

Can someone explain to me how my leave is affected by having a second child in less than 24 months? Should I expect less leave?

I accepted an offer at a new company, and had to complete a background check as part of the hiring process. no problem - I don't have anything to hide. however, a few years ago, I did some freelancing for a company which I have on my resume and included in my employment history in the background check. the third party conducting the background check was unable to verify that employment, and it's because (I had honestly forgotten) that it was a freelance gig so I wasn't an actual employee of the company. I put the dates of that job as September 2023 through august 2024, and that's what my memory was of working there. (it was a hectic and stressful time in my life, and I was also working at a restaurant during that time to make ends meet.) I was contacted by the new company asking for copies of tax docs since the background check company couldn't verify. I found tax docs for 2023, but couldn't find anything for 2024. If my memory is right, I remember the work slowing down and I didn't do as much for them in '24, but I could've sworn I did something.

SO my question is, if I'm unable to find any 2024 tax docs or proof of employment for that freelance job, will this prevent me from actually getting the new job? I have 10+ years of other employment on my resume and included in the background check that was verified, so I'm hoping an eight month discrepancy isn't a deal breaker.

appreciate any insights anyone in recruiting, HR, etc., might have. thank you!!!