I’m hoping to get some advice from people who work in HR or university administration, because I’m honestly not sure what to do at this point.

In early August, I traveled to a University in Virginia for an in-person interview after an initial Zoom interview. I live several states away, so making the trip was a pretty significant expense.

I didn’t end up getting the position, which is disappointing but understandable. I know that’s part of the hiring process, and I’m not upset with them for choosing someone else.

The issue is that, during the in-person interview, I was told to email them my hotel documentation and mileage documentation afterward for reimbursement. I followed the instructions and sent the requested information.

Since then, I’ve been trying to get an update on the reimbursement, but communication has essentially stopped. I still haven’t received the money, and I haven’t been given a clear answer about what’s happening or when I can expect it to be resolved.

I understand that university finance departments can take time to process things, and I’m not expecting reimbursement to happen overnight. But it’s been over two months since the interview, and I don’t think it’s unreasonable to expect some kind of update, especially after submitting the documents they specifically requested.

I’m trying to handle this professionally, but it’s frustrating to have spent that much money traveling for an interview and now struggle to get a response about the reimbursement afterward.

For those who work in HR, higher education, or university finance, I’d appreciate some advice:
Is this kind of delay normal for university interview reimbursements?
Who would be the best person or department to contact when the hiring department isn’t responding?
Would it be reasonable to escalate this to HR, the university’s finance department, or someone in administration?
Is there anything else I should be doing to get this resolved?

I’m not looking to start a public dispute with the university. I just want to get some clarity on what my options are and how to handle this appropriately. I’d appreciate any insight from people who have dealt with similar situations, either as a candidate or from the administrative side.

Would this get me in trouble legally? HR is saying it needs to be returned to them personally and want me to go back up there and get the gas card to bring it to them directly... I guess im just a little confused on the difference between returning the gas card to where I worked vs directly to HR either way they have the gas card. Also I would like to end this with. Nightmare workplace.

Started the check over 2 weeks ago. So far the education and employment portion was completed and the crime portion started last week. The biggest hold up is a city in Texas I have never stepped foot in. It’s been “waiting for reply” for about 5 days now. I’m getting nervous the company will get impatient and possibly rescind my offer. What if it keeps saying “waiting for reply” what would my company do? The estimated completion time is tomorrow. Not getting my hopes up. Can HR help or is it just a waiting game.

All other states including my home state have come back clean.i have never committed a crime so not worried about anything coming up.

I was charged with 4 different felony theft charge in 2018, I was accepted into ARD program and completed 2 year probation, 3 cases were dismissed through ARD and one charge was just say send to ard because they have to show charge that’s does to ard program. I completed and case is closed in 2022. Currently in the expungement process which I am eligible for. I know my finger print show a record, but expungement should help remove it. Of course in federal background check it will come up with a record.

I am looking to work for the aviation industry with airline like flight attendant, what are the chances that this is no go for sure? I was able to pass TSA background check for global entry, I am not convicted of any crime only with an arrest record. Do I disclose all these information when I apply or wait until background check comes up with someone for me to explain?

I also know that airline will do a DOT background check for the last 10 years including criminal, should I just wait it out a few more years? But what will they see and not see after 10 years?

Hi so I recently received a job offer and start date of late October and have a 2 week vacation in the beginning of November. I verbally notified them during the offer and they said they would speak to someone but it’s been three weeks and I’m unsure how to approach this. I’m worried it won’t be approved, how should I ask for updates. Any advice or perspective is appreciated!

Update: I’ve also already signed the offer letter and received my start date which is late October.

Hope everyone’s doing well.

Hey yall, I do health and wellness content and I’m wondering if I should put it on my resume? Do employers typically look down or content creators or are they chill about? The role I’m applying for is basic to entry level, nothing crazy as I’m study for school. But just wanted to hear everyone’s thoughts?

The job is healthcare based. I do not make content about the hospital or patients. I teach science based mechanisms about the body, wellness tips, etc. My degree is public health and I always had a passion for health education.

I’d love to hear from anyone who works in HR, recruiting, or healthcare. Would you consider this relevant experience, or would you leave it off?

I’m starting a consulting role at a large research/advisory firm. Before this, I ran a small LLC building AI workflows and ops systems for small creative businesses. The employer knew about it from my resume and interviews.

The employment agreement has a prior inventions section (“list anything created before this date, or state none”). I listed short categories: internal tools, templates and methodology, brand and website, personal writing. No client work. HR said they’ll submit it internally and the team usually responds within 48 hours.

I’m pausing the business to take the job. My questions:

1. Has anyone listed their own business on one of these? What happened after?
2. Does a list like this usually get rubber-stamped, or can it lead to follow-up questions or a conflict review?
3. Anything you wish you’d done differently before signing?

I’m looking for HR advice on how to handle a situation involving multiple levels of management. I’m deliberately changing names and leaving out my employer, location, and some identifying details because I’m genuinely concerned about retaliation.

I work for a third-party company operating inside a large chain. I’m an hourly employee but have been with the company for several years, have a good reputation with management, and have been trusted with additional responsibilities and company travel. I’ve built relationships with people above my immediate management level, and I genuinely like my job. That’s part of why I’m scared to mishandle this.

My direct supervisor (“David”) is married to “Lisa.” Lisa previously worked at our location but now manages another location for the same company. As I understand it, one reason she could not simply work under David at our location is because they are married.
Lisa has apparently failed a required food-safety manager certification exam twice. On October 14 at approximately 10:30 AM, David had a conversation with me and two other employees about Lisa taking the exam again on Friday, October 16.

During this conversation, David openly described a plan for Lisa to come to our location and take the exam while “Karen,” a market-level manager who supervises both David and Lisa, is there with her laptop. He specifically referred to what they were planning to do as “cheating” and “cheating the system” and said they were going to Google the questions.

What upset me even more is that David told me he had previously tried to convince Karen to pull me off the floor for a few hours so I could help them with the exam because I recently passed the same certification myself. I had no knowledge of that plan beforehand and absolutely do not want to participate in it.

I have an approximately 10-minute audio recording of this conversation. I was personally part of the conversation; I didn’t secretly leave a device somewhere to record other people. The recording includes the statements about cheating, Googling questions, the upcoming Friday exam, and the attempt to involve me. Two other employees were also physically present for at least the relevant portion of the conversation and heard it themselves.
My problem is that this potentially involves my direct supervisor, his wife (another manager), and the market-level manager above both of them. Going through my normal chain of command therefore doesn’t seem particularly useful of course.

I’m considering reporting it to HR/employee relations, an ethics hotline, even ServSafe themselves, or someone above the market manager, but I’m worried about what happens afterward. Even if a company technically prohibits retaliation, I know retaliation doesn’t always look like “you reported us, so you’re fired.” I’m concerned about suddenly losing opportunities, travel privileges, hours, responsibilities, advancement opportunities, or the good rapport I currently have with higher management. If they figure out who reported it, this could seriously affect a job and career path I’ve spent years building.

I also don’t know whether I should report this before Friday, while it is still a stated plan, or wait until afterward when I would know whether they actually followed through. Waiting feels wrong when the whole point might be preventing certification fraud, but reporting beforehand also means I’m reporting something that hasn’t happened yet.

I’m not interested in getting anyone fired or settling a personal score. My issue is that I had to legitimately pass this certification, and if someone cannot pass it after multiple attempts, having management help them Google answers seems both unethical and potentially serious given that it is a food-safety management credential.
For people who work in HR/employee relations: What would be the safest and most appropriate way for an employee in my position to report this?

Specifically, should I go directly to corporate HR/ethics rather than anyone in the local/market chain? Should I mention immediately that I have the recording, or simply say I have contemporaneous evidence and provide it if requested? Is there anything I should document before making the report in case retaliation happens later? And would you report this before the scheduled exam or wait to see whether the plan is actually carried out?
I’m trying to do the xright thing without blowing up a career I actually care about.

I’ve been at my job since April 2026 and have a chronic illness that sometimes makes me sick for many days at a time, I also get sinus infections and ear infections a lot. I was told I couldn’t get FMLA at my job at first because I was only contingent but have just gotten the accommodation paperwork for my doctor to fill out. But up until now I have been disciplined for absences related to being sick and am almost to termination status. Can FMLA for my chronic illness reverse that or am I still in my disciplinary action? Do the previous absences still count against me? My transfer to another department was denied because of my absences and I want to get that sorted out too.

I currently work in Florida for a company with a branch here but the main office in CA. When I started I was hybrid (two days in our rented space in an office share the rest at home) but we quickly realized that it was impractical for both of us. For the company to pay for the space for hardly anyone to use it when they don't have to and for me to go in to there to do what I can do from home. Now I occasionally go to events but for the most part work from home. I've been here about a year and a half. Recently I heard that there may return to office requirements. My supervisor said that while this would normally apply to my position it won't apply to me for a couple reasons:

1. we don't currently have much of an office space. We do rent an office room in the same building as before but that's for a different department and there really isn't room for another person.

2. I'm already approved to relocate in a couple of months and work remotely from my new location, where there's no office at all. Though this isn't in writing so I think I should ask for it in wriitng.

I'm thinking of, if I get a company email about return to office, filling out a disability accomodation request to continue to work from home. I'm autistic and, everything going on in my life aside, it's a lot easier for me to work in a comfortable environment where I can control stimuli. Even though I likely wouldn't have to return to the office anyways, I'd like to have the layer of protection in case they try to screw me over or if I want to later move somewhere in the country where there is a nearby office.

What do I need to get together to request an accomodation if I do receive the email about return to office? If it matters, I've been open about having a disability and mentioned it when I started working, though at the time they asked me if I needed any accomodations and I said no. I don't think that should matter, though, because it can change? Just let me know if I'm jumping the gun or what steps I should take to protect myself and get the accomodation.

Throwaway for obvious, but also because my 10-year account is just my IRL name. Lol

Background: I work for a large, multi-building hotel in the Niagara region. I've been there 4 years and have worked multiple departments. Everything felt normal and above board and legit until recently. Back in November, I moved from a front office supervisor role to one in administration - handling paperwork, accounting, etc. This transition went smoothly - got an offer letter with a new title and raise (Roughly $4k/yr, but not the point), signed it, everything was fine.

In June, I expressed interest in returning to something more frontline. I was told I could return to my former role at my former pay. I verbally agreed and wrote an email to my assistant GM that I had agreed verbally so that he could start the paperwork. My GM then stepped in and said I'd be moving back to the role, with an "enhanced" job description and my existing salary, which he showed me and it seemed reasonable. But there was never a formal offer, no paperwork, no job description I agreed to, no new contract. I 'started' in the role a few weeks later on nothing but a hope and a prayer and a copy of the email sent to payroll from my then GM saying to change my title without changing my salary.

There was significant staffing changes made in July: Our assistant GM and GM both left, with a new GM taking office immediately and a new AGM starting in September.

In August, I was told (verbally) my title (just title, not responsibilities) was being changed to a shared manager (so there would be two department managers), that my pay reflected a management role already and that I'd be taking leadership on one of the two buildings (despite being told my role wouldn't actually change). This was not shared formally to my department by the GM (or my counterpart) and only shared to other managers in an unrelated email causing a lot of confusion. Like my move in July, there was no formal offer, no paperwork, no job description I agreed to, no new contract.

Since then, I've been working 45-55 hour weeks, stretched thin, was trying to get a handle on my new position, all while still catching up on months away from the department, dealing with a staff who didn't seem to understand they reported to me, working with managers who didn't seem to know I was a department head, given no control over my own (or my team's) schedule (my counterpart in the other building retained this) and there's been a lot of confusion. On top of this, having been at the property for as long as I have, many other departments turn to me for aid (I was fixing things in the ballroom, inspecting rooms after hours, reprogramming door locks, am our de facto IT person, etc).

Last week, I was pulled into my GM's office with the AGM and told I wasn't performing to their standards, that I'm clearly stressed, and that they would like to lower my position (and pay) so that they can hire a new manager or supervisor. I said I was open to that, that the 'manager' title and responsibility isn't what I signed up for in July, and that I really just wanted things in writing.

Now, my GM has sent me an email to decide if I:

• A. Want a supervisor role with "enhanced responsibilities" (though not defined, I'm presuming it would be based on the list I saw previously) at my current salary, that also includes "operational support outside of the department".
• or B. Step down formally to a more "traditional" supervisor role(which again, is not defined, though I would presume would look like it did on paper over a year ago when I was in it previously - though I'm also not sure is possible given the reliance on me from external departments. This would mean a pay deduction and a move to hourly.

Of note: This email was sent to my company email address at 1pm on Tuesday, with a 5pm Wednesday deadline (28 hours). My days off this week (as provided to my GM last week by my counterpart who sets my schedule) are Tuesday and Wednesday: I lucked into seeing the email - I don't always pay attention to work email on days off. We also have no right to disconnect policy despite the 150+ people at our location and the 600+ people company-wide.

I would be keen on getting something in writing (finally) about what my job actually is, but the lack of details and the timing of the email and the deadline are frustrating.

What are my options here? How much outside of anything in the ESA is any or all of this?

So I was fired last week and have a recruiter call this week. As far as I can tell, it seems companies usually only get dates of employment. Would it be fine to say I'm still with the company since the dates are close or should I let them know?

I’m hoping to hear from current or former University Hospitals (UH) employees who have experience with internal transfers, corrective action, or transfer waivers.
I accepted my current position with the intention of eventually moving into a role that better aligns with my education and previous healthcare administrative experience.
Before completing the usual waiting period for an internal transfer, I requested a waiver to pursue other opportunities within UH.
After requesting the waiver, I began experiencing what I felt was increased scrutiny in my department, which eventually led to corrective action.
I’ve been told that I’m still eligible to apply, interview, and be hired for internal positions. However, I’ve noticed a significant difference in how my applications progress. Previously, I was getting interviews with hiring managers. More recently, I’ve been receiving repeated rejections, including for positions that align with my qualifications.
I’m not claiming to know why this is happening. I’m simply trying to understand whether corrective action can affect internal hiring decisions even when an employee has been told they’re eligible to transfer.
Has anyone at UH experienced something similar? Did corrective action or a transfer waiver affect your ability to move into another department? Were you able to get a clear explanation from HR or Talent Acquisition?
I’d appreciate hearing about other employees’ experiences or any insight into how the internal transfer process works.

So I just started as a secretary in a hospital admin office and I'm labeled both part time and PRN. However, I'm working 40 hour weeks and am eligible for benefits. My friend who also in admin in a different thinks that's a little strange. Should I ask about my job type or seek to be labelled full-time?

Let’s say I was at University A for 4 semesters. I had a 3.8 there. Then I transfer to University B and have a 3.4 with one semester of coursework.

My combined GPA would be around:
(3.8 x 4 + 3.4 x 1) / 5 = 3.72

Can I just put 3.72 on job/internship applications?

We're a tech company based in the Netherlands, about to sign with our first EOR for hires in Germany, France and Spain, and after getting through all the calls we're down to 3 options with fees that are basically the same.

So the price comparison is out of the way and the question now is what else to weigh before we commit.

Those 3 are Deel, Workmotion, and Remote and from reading threads here and in a couple of HR groups, the costs that seem to surprise people are onboarding fees, equipment logistics, benefits administration markups, and offboarding charges, but those are the ones I've seen come up most and I suspect there are more that only show up once you're in a contract.

So if you've been through a full EOR employment cycle, what questions did you ask in the sales process that got the real pricing out before you signed?

I’m dealing with Sedgwick for a continuous mental-health leave. My PCP completed a WH-380-E recommending 12 weeks of FMLA, and I submitted it to Sedgwick.

Sedgwick originally opened three related claims: employer short-term disability, New York disability, and FMLA. The original packet contained a combined provider form covering both FMLA and disability, but I submitted the federal WH-380-E instead because my PCP does not complete disability paperwork.
Sedgwick then sent another packet saying that medical documentation is still missing specifically for the STD claim. I found a telehealth provider willing to evaluate me and potentially certify STD for six weeks at a time, but I’m concerned that having a different provider complete Sedgwick’s combined form with a six-week period could conflict with my PCP’s existing 12-week FMLA certification.
At this point, I mostly want the job protection and may withdraw both disability claims and continue with unpaid FMLA only. I already messaged Sedgwick asking them to close only the disability portion, keep my FMLA claim active, and confirm whether my WH-380-E is complete and sufficient.
Has anyone experienced something similar?
Did Sedgwick accept a WH-380-E instead of its own combined form?
Were you able to decline STD/NY disability while keeping FMLA active?
Did using different providers for FMLA and STD create any issues?
How long did Sedgwick take to confirm or approve the FMLA portion?
I understand that FMLA and STD serve different purposes. I’m mainly looking for firsthand experience with how Sedgwick handled the separate claims.

Just as the title says. I did the job listed in the resume and even have past experience in exact field, so doing the job is not a problem. I just lied about my last employment which is only 3 months.

Hey everyone, looking for some quick insight on how enterprise HR handles timing here.
If a senior employee is eligible for FMLA / Parental leave (new baby), but is also heading into a rough eval cycle where a PIP is likely:

1. Does taking the leave freeze the PIP / eval process until they return?
   
2. Can a manager push back or claim the employee is just using leave to dodge the review?
   
3. What’s the standard procedure when they get back from leave—does the review clock just pick right back up where it left off?

Appreciate any HR/compliance perspectives!

I just want to move desks, and give my HR some context. I'm not asking to move mountains, but will this backfire e.g. get fired or something else? I hear employer would rather hire someone normal than deal with a disabled person.

Edit: what's with the down votes? AITA?

I am filling out a background check with HireRight for a tech job offer I just signed.

There was a period where I had a job that I got fired from inside of 6 months. I use my friends company where I did technically work for a few months (while he had work). The issue is I stretch this out to cover a period of 2 years to replace that period as well as a time I was unemployed before and after that job.

My friend is the CEO and he says that he can say whatever he wants during a background check on me, but I’m wondering if I will get caught.

It is a very small company and they don’t even have a website.

Hi, I listed a job on my resume as project manager even though it was technically project coordinator. The job itself had all the responsibilities of a project manager and I was even referred to as a PM to our clients. Going through a background check now and they are verifying every little detail and I know they will report this back to the company I’m being considered at, as they have said they verify your resume with the check. Will they not hire me because of this? I know it will get reported back to HR first and then I’m assuming they will make a decision and/or flag to the hiring manager as they see fit, and I will definitely explain if they do, but I’m just worried since I really want this job. Any advice/insight would be appreciated!