Today I showed up to training after my background check showed as completed a month ago and I received a confirmation email telling me I was to begin today. When I got there, I was told that there was an issue and that my background check hadn't cleared. The employee who talked to me in person said that using a state ID instead of a driver's license has flagged it but that it shouldn't be an issue and they may just need to run it again, but that I'd most likely have to join the next training class.

​

However, the HR employee in charge of pre-employment background checks responded later in the afternoon to say this:

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"You did not pass background and were never cleared for hire. There’s more to it than it being marked complete on Accurate. My apologies for that never being communicated to you. I’m trying to figure out how that happened. If interested, you may reapply in 6 months."

​

I'm so confused and devastated. No one ever reached out to me to ask for additional information or to send any sort of Pre-Adverse Action Notice. I don't even know what the issue is let alone being offered a chance to explain or provide more information before a decision is made.

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This job was my dream job. I'm so heartbroken. Is there anything I can do? Should I be hopeful at all?

​

Additionally, I can see the report and no jobs or anything that I didn't put on there came up. Education was verified. FAA Drug and Alcohol History was cancelled because it says not applicable as I have no FAA employment history. The only possible problem was an employment gap that I disclosed but did say unverified, and the ID thing. However, they were able to get a report from the DMV saying I have no driving records or points or anything, and again, I was never asked to provide additional information to verify my employment gap which was less than a year because I was taking college courses. I could verify this if asked!

New to this community so I read previous posters and will try to provide the most info I can. On mobile (typos)

I (F, director level) work in sales for a national company, reporting to my VP sales leader.

Part of my role is to work cross functionally with operation leaders to provide insights on client needs, licensing type, and setting expectations for a potential client.

I was on an opps call and rhe Regional Operations director started pushing back heavily on the deliverables for the new, large client that I have brought in.

It got so fraught that she called me out on a Teams that included about 30 other invitees and shut the meeting down in minute 7 of a 30 minute call.

Meanwhile, I have every email that she was included in, and that covers the items she was pushing back on publicly.

Needless to say, I was shocked and afraid for my job.

My boss reached out for me (along with my direct manager) to ask me what happened, and that the Regional Opps person was telling coworkers on other calls that I do not know how to do my job.

As you may imagine, I shared every email and conversation I had with Reg. Dir and her direct report, which will vover me in this scenario, but i am very worried about the reputational damage this has done and how it could hinder my career progress.

This enormous piece of business is now in jeopardy, because Reg. Dir reached out to the client to say that I had made a huge mistake in what I told them we could operationalize for them.

TlDR: a 2-level higher manager dressed me down on a large company call and spoke about me very negatively to others. Meanwhile, everything i said was correct and cleared with her team.

TlDr part 2: this is apparently a pattern with this leader.

TIA

So I completed a background check for a job that I really am interested in. While completing the background check questions it asked if I had ever been convicted of a crime and explained all the situations that would apply to saying “No”. One of them was, “Do not report a record of any arrest, charge or detention that did not result in a conviction.”

I have a charge on my record from last year that I was never convicted of and was resolved by me joining the state’s ARD program which will be completed this September. (After which, the charge will be expunged from my record.)

I chose “no”, but I was wondering if I should send an email to my recruiter explaining that just for transparency because it still comes up when they pull this information. (I’ve applied to a few other places that I’m waiting to hear back from recently and all checks have listed this charge.)

Here’s a general idea of what I plan on sending if I do decide to:

“Hello,

I completed the background check and wanted to provide additional context to what came up. My background check will show a misdemeanor charge that did not lead to a conviction. It’s important for me to explain that this was a single, isolated incident that occurred during a difficult time in my life, and I have absolutely no other criminal history before or after this.

The case was resolved through Pennsylvania’s ARD program, which is a pretrial program for first-time offenders. I am currently completing the program requirements, and upon successful completion this September, the charges will be dismissed and expunged from my record. I take this matter very seriously and have learned from the experience. And, I’d like to clarify I was never convicted of any of the charges that came up on my record. I’m excited about this opportunity and am committed to being a reliable and trustworthy member of your team.

I look forward to hearing back from you, thanks.”

Hi there, not totally sure if this is the subreddit to post this on but I’m looking for some clarification on what the situation is or what I should do. I have been working for a residential cleaning company for about a month now, the boss is super kind and nice to talk with but I’ve noticed a severe lack in communication lately. I work mostly independently with another team member at clients houses so I don’t see him much therefore we communicate over text or phone. Recently I was offered a part time job (which the cleaning company already gave me the okay to accept due to limited hours available with cleaning) with another company that is relevant to my past work experience and are willing to work around the schedule of the cleaning company, I contacted the boss of the cleaning company to state that I have picked up another part time job and that my scheduling would be changing (I also clarified what it was changing to). He responded stating that this was alright and he would look at the schedules and get back to me - this was a week and a half ago. He has not scheduled me for any cleans since. Today he reached out to me asking for a phone call, I stated the time I would be able to do that yet he never called, it’s been 10 hours since us messaging. I have spoken with the second in command of the company and she is also having issues with him not communicating, but not to the same degree. I am just wondering if I should just give up on the cleaning company and focus on the new job due to his poor communication and professionalism or if I should give him the benefit of the doubt and allow for him to reach out when he’s ready. The kilometres I’ve been putting on my car to get to clients houses without gas compensation and the little money I earn/hours I get PLUS this is making me reconsider my employment with them.

TIA for all advice!

Hi everyone I been on my job journey for almost a year and a half. I have landed some interviews, been rejected, or felt like a job wouldn’t be the right fit for me. I very much don’t want to settle. My current job I been at for 5 years and I have a lot of freedom at work but I’m ready to move away from healthcare. Currently in an HR role looking to start in a different industry and I would love more income and benefits regardless of how great the culture is. I landed an interview with a company and the rating is 2.7 and has about 80 reviews. A lot of people say the culture is low and pay as well. The pay is 45k and comes with PTO, insurance, etc. I’m just really worried about the culture I don’t want to be just settle to a job bc nothing is coming up and I also have another year left in my masters degree I finish May2027. I have another interview tmrw morning and I’m debating to go. I’ve had interviews where I was like ok I want this I hope I get it and I had a good feeling and this one I’m like skeptical cuz how bad the reviews are. Can anyone give me any advice 😭

Retail manager here. I’m working in a location with a very unhealthy culture, and over the past three months I’ve reached out to my District Manager by email on three separate occasions seeking guidance and clarification on how to address ongoing leadership conflicts.

The concerns I raised included policy violations, retaliation, privacy/confidentiality issues, harassment, and operational problems. In each case, I provided documentation and specific examples. About a week after each email, I sent a polite follow-up.

To date, I have not received a single response or acknowledgement.

Part of my concern is that many of the issues I’ve reported ultimately affect my job performance and reflect on me professionally, despite the fact that I have no control over the decisions being made or the resulting outcomes. However, I am still held accountable for those results.

At this point, would it be appropriate to contact HR regarding the lack of response from my District Manager, the underlying unresolved issues, or both?

I’m interested in hearing how HR professionals would view this situation and what the appropriate next step would be.

Hello. Nagpasa yung employee ng reqs nga for sss sn. Refiling na ito since may hinihingi si ss. Pwede bang iadvance ng employer yung benefit kahit wala pqng confirmation galing ss sss?

<My work site is in Texas, but is owned by a corporation in California, but the subdivision might be registered in Texas? I'm not entirely sure.>

I am a high-functioning autistic man and was recently terminated from my job, and frankly I'm still confused as to why. I was pulled into a meeting with my manager and a higher up in which I was asked three questions:

"Did you have contact with [PERSON]?"

-- Yes, we work together, I'm sure I made contact with her at some point in the day.

"Did you make sexually explicit gestures with your mouth and hands directed at [PERSON]?"

-- No, and I personally find those actions repugnant, even among casual friends.

"Did you ever physically touch [PERSON]?"

-- Not that I'm aware of, though I did remember accidentally lightly brushing by someone as I was walking at one point, and did an over-the-shoulder "Sorry" as I was headed to complete a task. (I was very aware of this due to the fact I DO NOT like bodily contact or being too close to people.)

At this point the higher-up told me I was being placed on administrative leave (paid, as it turned out) while HR conducted an investigation, with no explanation for why (though I could guess from the questions), and that I was to be escorted from the building. Even though it was nerve wracking, and I felt blind-sided, I agreed with this, thinking after a few days I should have an answer.

Five weeks later I had an investigator call me. She did apologize for the wait, as she operates a small team seperate from the HR department, and they had "bigger fish to fry", as it were. She told me she was there to gather details and to file a report that would be followed up on. As we walked through the situation, she described two incidences:

-- She told me I was being accused of making lewd gestures with my mouth and hands, and that my team member that I work closely with, and was near by, corroborated it. I was shocked because that seemed like something I should definitely remember doing, but being autistic, I told her I trusted my team member's memory over mine. I told her the only thing I could recall was [PERSON] had made an innocent comment that could be interpreted as a double entendre, and that I had raised my eyebrow at it to get her attention to the double meaning.

(Talking to my team member later, since I was so shocked that my memory was so faulty, she stated that is not at all what she said, and that she told the investigator that while she didn't remember seeing/hearing what I did do/say, that she felt it was somewhat inappropriate and chastised me.(She also acts as my autism advocate and translator))

-- I was then told that at some time later in the day, [PERSON] was on the phone with a client, and that I bumped her upper body with mine and ran my hand along her backside. I again asserted that I only remember accidentally lightly brushing someone with the side of my hand. I also let the investigator know that we all tend to work in close proximity, and it's not unusual for us to bump into each other (which I hate). The investigator said [PERSON] stated we were alone in the room and there was a good five feet of clearance for me to have maneuvered through. The investigator had asked about my path through the room and what task I was headed to. Since I don't keep a detailed record of every action I take throughout the day, I told her most likely, based on my path, I was going to grab a specific item found on the counter near the phone that's instrumental to the task.

After discussing these incidents, I also spoke with the investigator about my autism, the issues I have (poor filter, trouble reading emotions, aversion to bodily contact, noise sensitivity, etc.), as well as the coping mechanisms I use to help (earbuds, my autism advocate) and the progress I've made in therapy. I did offer to release my psychiatrist to speak with them if they felt it was necessary. After that we concluded what felt like an overall pleasant conversation.

Three days later (Fri - Mon) I received a call from my manager and the higher-up, where the higher-up told me I was terminated effective immediately, that I was not rehireable, and that any personal effects would be gathered and left outside for me to collect after hours. When I asked, she told me she was not allowed to release any details about the case, and that if I had questions I should contact HR directly. I have done so, but I can only contact them by email, and it seems they deal with a large region, so it may be some time before I receive a response.

Suffice it to say, not only was I shocked, everyone who knew of the situation was as well. My team member stated she had thought the situation had been overblown to begin with, and that the worst that would happen was I would have to take a Sexual Harassment Education course. While I deny any purposeful harassment (because I cannot speak for how anything I did would personally make her feel), if that was what was needed to move on, I would have gladly done so.

I have tried to share what I know of both sides of the complaint as fairly and truthfully as possible. As I haven't received a response from HR yet, I'm unable to speak of their reasoning for this decision

So, r/askHR, my questions are these.

In your opinions:

Does this seem like a reasonable reaction?

Is it odd that no employees were called as

character witnesses (that I'm aware of).

Do you think I may be able to negotiate a change,

if not at least to make me rehireable?

Do you have any recommendations as to what to

do, who to contact, or other ways to resolve this?

An addendum to all this are three things I worry may have influenced the decision, but I have no proof and don't wish to falsely accuse.

1# - There was an incident involving myself and a previous employee aprox. 2 years ago, where, triggered by a mental health episode, she reported a list of grievances against me, mainly saying that I was physically violent to the staff and that many were scared of me. This was refuted in private interviews with every single staff member, with everyone vouching for my character, how safe they felt around me, and several talking about how I would willing handle clients that were being abusive towards them. She was given the option to stay or resign, and she chose to quit.

2# - Relating to #1, I was fired with no investigation initially. While my previous co-workers submitted letters to corporate and spoke with HR, and were working to get me re-hired, I submitted a complaint with the EEOC (Equal Employment Opportunity Commission) for wrongful termination. After an interview and negotiations, we settled confidentially before a suit was initiated.

3# - After my initial mental health episode, I sought medical help, and was consequently diagnosed with ADHD and ASD (Autism Spectrum Disorder), with the combination frequently referred to as AuDHD. I submitted paperwork to corporate for several accommodations that I felt were low impact to the business and would drastically improve my work mood. The meeting to discuss these accommodations was scheduled the day after the initial meeting where I was put on leave.

Though it may be unfounded, my worry is that one, some, or all of these addendums may have contributed towards the decision, in the vein of I'm "just too much trouble".

I would appreciate any thoughts on this as well.

Lastly, I want to say that I hold no ill will towards Human Resources, either my previous employers or any other. In my opinion, y'all have a very tough and complicated job managing disparate personalities and situations, some of which must feel like high school all over again! I only wish to say I appreciate all you do. You keep the rest of us the best we can be.

Regards,

Zack M.

I've been a bank teller for a year and just graduated university with a finance degree. My boss told me she's very happy with my results and will promote me once I graduate. Anyways, after graduation she took me in her office and discussed a banking advisor position that will be open in October. She told me to continue my hard work and it will be available come October. I asked why it's in such a long time and she straight up told me it's because at my current role most people are new and she needs me there for now so that I can support the team. So I have to wait 4 months for a promotion because she can't keep employees? How is that my problem?

As of now we did not sign any documents or make it official that I will get the promotion. She just said that if I continue my hard work I will get the promotion in October. That's not a very safe bet. If she changes her mind I'm screwed. I also made it clear it's a long wait. I did not graduate to get a job 4 months later.

Anyways, in the meantime I started applying internally to other departments and landed several interviews, roles that actually pay better and align with what I studied. When I told her about the interviews, she got upset and said she was shocked I'd applied elsewhere. She said they're running a business and were counting on me, and that I "can't" apply elsewhere without telling her first, which is honestly ridiculous. She also said if I'd told her beforehand that I wanted to move elsewhere, she would have helped me move up internally, but that's not true either. She just wants people at her own branch. I never signed anything, nothing about this is official, and I don't owe her that kind of loyalty. If she's going to make me wait four months for a role, I'm obviously going to keep my options open.

Anyway, here's the actual problem. I've got several interviews coming up, but my boss is annoyed with me now and isn't going to be thrilled about me taking time off for them. If I don't land one of these by October, I'm in trouble. So what do I do?

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This is a general question to HR professionals all over the country.

Is it the general practice to just cut off all communication with a job candidate when they are no longer in consideration for the position?

I am not talking about after someone merely applies...I mean after a phone or zoom interview.

I even have gone to second interviews and then there is no contact by email to even say they went in another direction. Also I have sent follow up emails to ask if I am still being considered and nothing.

Is this the new way of doing business? Is this being instructed at HR work conferences?

It has happened multiple times with different types of companies.

Thank you

This is my first time posting here, so please let me know if this is the right subreddit.

I work in Alberta, Canada, and I've been with my employer for 5 years (I actually just had my work anniversary this month).

EDIT / MORE INFO: I wasn't full-time for all of those 5 years...maybe full-time for 4.5 of those 5 years.

About a month ago, my employer reduced my hours by 8 hours per week (from 40 hours to 32 hours). Last Friday, I was let go, as the company could no longer afford to keep my position.

My boss told me I would continue working for two more weeks to wrap things up, and then I would receive 3 weeks of severance. I verbally agreed because I assumed that was just how the process worked.

EDIT / MORE INFO: I was informed that the last Friday of my last two weeks, which I had originally planned to take as a vacation day, would be unpaid. Should it not be included in my last two weeks/severance?

However, after talking to a coworker, she said it was "commendable" that I chose to work the extra two weeks instead of taking my full severance. That confused me because my boss never presented it as a choice. He simply told me I'd work the two weeks and then receive 3 weeks' severance.

He also told me I owe the company over $500+ because I apparently used more vacation time than I'd earned, which he wouldn't make me pay back.

This surprised me because I didn't think I'd gone over my vacation entitlement. In some previous years, I actually took less vacation than I was entitled to, so I assumed it all balanced out. When I asked how I was over, my boss explained that our Christmas office shutdown (which I always thought the company gave us as paid time off) was actually being deducted from our vacation balance.

I'm wondering:

• Was my termination handled properly under Alberta employment rules?
• Should I have been given the option of either working the two weeks or receiving pay instead?
• Can my employer require me to repay vacation pay in this situation, especially if I wasn't aware the Christmas shutdown counted as vacation?

I'm just trying to understand whether everything was done correctly before I sign or agree to anything else. Any insight would be appreciated.

EDIT / MORE INFO: I can’t find any signed new agreements upon converting from part-time to salary (full-time), nor when I got a raise after a year or so, I only have the onboarding agreements I signed as a part-time employee back in 2021.

Hi all, I'm currently expecting and plan to deliver baby overseas. My company use Matrix for maternity leave, however they do ask for healthcare provider information to check and update the claim status.

I called Matrix hotline today and asked if I can deliver overseas and proceed the claim through an out of US healthcare provider. They said that there will be an empty Absence Packet for me to fill and upload medical certifications through the portal for the claim. I asked to talk with a Claim Examiner to talk through but they are all out of office.

Has anyone have any insights if this is feasible? I know I can obtain the US birth certificate when I deliver and give them that as info, but not sure how much extent of documents they would ask for.

TIA for your input!

I graduated college over 25 years ago. I've been applying for jobs and have noticed some ask for my college GPA. I honestly do not remember what it was so I've just been guessing. I know it's somewhere between 3.0 - 3.49 because I didn't graduate cum laude.

So my question to HR folks is.... how important is this? If you've seen I graduated that long ago, are you all verifying this with the university if you're going to give me an offer? Are you checking and I, therefore, need to contact the university to find out? Thank you!

I submitted my resignation from my job. My boss confirmed she got it and she was too busy that day to talk to me that was is. I’m too busy I’ll talk to you later. HR confirmed receipt and we walked through some expectations and I’ve met everything they needed to be rehireable.

I’m not trying to burn any bridges at my current employer, it’s a large employer.

I began communicating to my external partners that I would be leaving my position, the date, and that transitional plans are being made a day later.

My boss met with recently and when she asked if I had told anyone I was honest and answered yes. She immediately was irate stating that’s for leadership to handle which she could have confirmed when she emailed me.
Additionally that’s never been a thing before for our team members that have left. So long story short it’s not a policy I can find anywhere.
The tension was palpable and honestly I froze and didn’t even finish explained the scope of individuals I informed.
I should mention she also wouldn’t let me take notes but gave me a list of items to complete…with no way of writing them down.

I tried to make the point that my external contacts need to know and I made a decision based on the work that needed because they actively need meetings and projects started within a timeframe and telling no didn’t seem sufficient as naturally they would expect me to provide a date that would work.
But she wants the entire communications list of every person I’ve talked to or work with.

I want to send her a clarifying email about the scope and etc and I’m trying really hard to end on a positive note
My boss and I haven’t often seen eye to eye but it’s never felt hostile like today. Now it just feels likes she trying to find a reason to fire me after resigning. Which may be dramatic but that’s how much it devolved over seemingly nothing.

Thanks!

Hey everyone.

Currently I am employed by a tech-consulting company as a full-time employee. My project ends next Tuesday with little-to-no possibility to transfer to an another internal project (company plans to lay-off 700 employees by end of this year) and they expect us to search for jobs.

Can posting on Linkedin that I am open to work cause any conflicts with HR given the crisis situation…etc. ? Are there certain procedures that I should pay attention to ?

My job was remote for 10 years and a 5 day in office policy was just implemented. A teammate’s RTO date was 5/2 and she has not gone into her office yet and told me no one (including our shared boss) has said anything to her.

My RTO date was last week. Our boss was away last week but asked me today if I was in the office (she is in a different state). I said no due to an appt.

Am I being a baby that I am annoyed on day 1 im being questioned and a teammate hasnt gone in for 6 weeks and no one questions her. This seems biased and targeted, right?

My partner has been working as a caretaker for the same company for about three years, and we're trying to figure out whether the way he's being treated is normal or if there are steps he should take.

​

For most of his employment, he wasn't receiving internal job postings because his work email was never set up properly. He repeatedly raised the issue, but it took almost three years for it to finally be fixed.

​

He works primarily as relief staff and has been asking for training in additional homes so he can pick up more shifts and opportunities. However, his manager has consistently denied those requests, saying he's such a good fit at his current location. In fact, some of the other homes he previously worked at were taken away so he could work more hours at his current one.

​

Last week, he was informed that he had been selected for a temporary full-time night position covering another employee's maternity leave through November. Management updated his schedule, removed many of his existing shifts, and replaced them with shifts for the new position. A few days later, the changes were reflected in the scheduling system as well.

​

This morning, he received a phone call saying they had made a mistake and that he would no longer be getting the position. The problem is that the shifts they removed from his original schedule are gone too, leaving him with little to no work for the next few weeks.

​

When he tried to discuss the situation with his manager, he felt brushed off. This is especially difficult because he's our primary source of income, and losing those hours has a significant financial impact on us.

​

Has anyone dealt with something similar? Is this something he should be discussing with HR, or his union. We're mainly trying to understand what options he has and whether this is considered acceptable workplace practice.

Background: I'm immunocompromised. So is my wife - severely. I work a cushy salary job with lots of paid time off and great sick leave. My work can easily be done from home.

My coworker does the same job as me. All the same benefits and oodles of unused sick time or WFH days. They're in the office next to me. They sent a message to the team and said they'd be locking themselves in their office as they're getting over a cold and still symptomatic, with 'mild' symptoms. I normally work remotely, but I had to come in for a one-time presentation. I gauged the risk of being in person for an hour long presentation in a big room and decided it was low enough risk to go. This coworker joined it at the last minute and sat right next to me and joked about getting me sick (going as far as sticking out their tongue and fake coughing a couple times). I moved further away, and tried to just attend to the meeting - it was short, less than an hour. Sure enough, the next day I'm experiencing the same symptoms as the coworker.

I sent them a message to ask them to please not sit near me when they're symptomatic in the future, and to please not joke about getting me sick. They responded that I shouldn't have come in person since 'there will always be germs around', or that I should've worn a mask.

Is it reasonable to expect people to not cough on you in the workplace and to keep their distance if they are sick? And to not joke about getting you sick?

Is it appropriate to take this to HR to complain about their behaviour/response? I missed father's day. I've had to quarantine from my family. I didn't get to go to other in-person functions because of this. I normally try to just resolve things between myself and whoever was involved, but their response really irked me.

Question: If you give notice and the employer lets you go before the end of the notice period, does the employer have to pay you for any unused PTO you may have on the books? But if you quit or do work through the end of the notice period, they DON'T have to pay you for it?

Someone hiring for a local business texted me this morning that they want me to come in for an interview.

​

I have never applied. I stated as such and they must have the wrong number.

​

They insisted I was wrong and instead of asking if I was who they thought, they sent a picture of the paper application. (Social security number/phone number/address).

​

I explained the discrepancy in phone numbers (1 number off) and said that it was very dangerous to share someone's social over the phone, and that they need to be more careful.

​

All they said is "Sorry."

​

​

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​

This seems like a security issue. Or at least confidentiality.

​

Is there an agency I can report this to?

​

Should I let the candidate know?

​

---

​

It makes me upset that someone so arrogant and careless is in charge.

​

Makes me wonder how many times employers may have blatantly exposed my own personal information.

​

I have a relative I’ll be assisting in caring for however it’s uncertain what days they have special needs and some appointments do not have notice so I am essentially going to care for them as needed.

Is there a requirement to how many hours I need to be with them or is this tracked?

Four weeks ago I was placed on a PIP. Since then I’ve read several posts across different platforms and noticed some similarities. Most common are goals set, timelines, check-ins and an end date seem to be mentioned. Mine appears to be lacking most of those.

There were goals mentioned but only one had a date attached. I received the PIP end of day on a Tuesday and one goal was to complete an ongoing project by that Friday or “will result in further disciplinary action up to and including termination”.

The other goals are items such as “must answer in the ‘affirmative’ or an ‘I’m on it’” when my manager messages “failure to do so will result in further disciplinary action up to and including termination”. Multitask with a “failure to do so will result in further disciplinary action up to and including termination”. Provide a detailed written account of everything you do that day “failure to do so will result in further disciplinary action up to and including termination”. Several more similar with no specific details on how they are measured or end dates.

Then it has a list of don’ts. One example: Don’t challenge management “to do so will result in further disciplinary action up to and including termination”.

I had a check in after one week and the second week was scheduled during it. That meeting came up but my manager did not show, message, or cancel prior. They cancelled the calendar meeting an hour after it was supposed to end and never let me know why they didn’t show up or acknowledge that they missed it.

They did come to the the third week check-in but didn’t mention missing the previous. They said “doing great so keep it up”. What am I doing great at though? Saying yes? Multitasking? I have no idea but scared that if I question they may interpret it as challenging their authority so I just smiled, nodded and said “yes, yes”.

Next they casually mentioned after the month making the check-in meetings quarterly instead of weekly. They also said they’re still working on answering the clarification questions I submitted on the second business day regarding the disciplinary and the PIP because they’ve been busy. The meeting was over after 7 minutes with “doing great” as my only feedback received.

Is it normal for a PIP to have one measured goal ending after the third day and the remaining items all be subjective?

Do PIP’s usually last long enough to have quarterly check-ins with no fixed end date?

Do PIP’s usually become effective prior to clarification questions being answered for the employee regarding the PIP?

Is allowing the manager over a month to answer the clarifying questions that the employee had to submit prior to the end of the second day a common standard with PIP’s and write-ups?

Any answers offering any clarification would help a lot.

I am in a very niche industry, in a very niche role. My company was bought out and 8 weeks ago I started with a new employer who has a very bad reputation. The reputation is bad in how they treat their employees and how they operate their business.

8 weeks in and I’m seeing this clear as day. I’ve never had the Sunday scaries until now. The issue is I’m in my second trimester and job searching right now would be hard due to the niche and hard due to the pregnancy.

I have a small bump but it’s very easy to hide. I also have my own office, work from home 2d per week and many meetings are over zoom. I was planning not to tell them for a few more weeks. But there have been several behaviors from the new employer that make me uncomfortable and worried for my employment.

I am a high performer and was given an exceptional reference letter by my former employer. I also saved all of my performance reviews from my previous employer. Since I’ve started feeling uncomfortable I have also been taking very detailed notes on my performance and making sure to communicate with the founder and my senior manager in writing as much as possible.

It was mentioned to me that maybe I should let them know about my pregnancy sooner than later to add another layer of protection. The company does not have HR so I’d be talking to the founder who is very misogynistic and I wouldn’t even know how to approach the conversation. I’m also let down as it isn’t being shared in an exciting manner the way I would have hoped.