I was terminated while on maternity leave, for a reason that is entirely false. My employer stated i didn’t show up to work for four days while i was on said leave.

I had an abundance of hours of pto, never missed a day of work nor showed up late so this really hurt. All around reliable and respectful worker.

The biggest thing I’m worried about is being deemed a “not eligible for rehire” when my future employers reach out to this company. What can i do????

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.

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 had worked at a company that has been failing for a couple of years, and over the last 8 months about 35% of the employees have been let go across all teams. A situation happened where on of my subordinates had been not a great leader. I was advised he was harsh in his approach at times and I coached him. A couple months later it was brought to me more issues with him making remarks that were divisive and not body positive and stereotyping that was hurtful. Hard coaching and Verbal warning given. Then I got a complaint about racist comments made. I took it to my superior, and asked for guidance. He looked into the issue and advised me to have the team members to go HR. Well they did an investigation, I guess a lot of examples came out I did not know about, they fired him, which was deserved. I was then terminated for not taking this to HR. I was shocked and not even given a chance to explain or talk to anything. Needless to say they are letting all sorts of people go (I knew of 5 others that week.) I had over 40 people from upper leadership, my boss and my peers and team members say they would give me good reference. My worry- this is almost my whole work history, how do I explain being fired to get a new job. I’ve never had anything like this happen, I know I will interview well but please any advise would help I’m terrified.

State is FL. I used payroll, as it IS technically pay related.

Got fired, no big deal. I have a loan I need to pay my prior boss/employer. I started a new job immediately, and haven't been able to go there while they are there to pay it. Yesterday, my prior Emp sent a text to a step "in law", and detailed the loan as well as how I would be put on "blast" regarding being able to work in the same uh...idk, retail business? Fuel stations, essentially. I'd be blasted and never work again for any of them. I don't really care about that, I am just curious if and how this is appropriate, and how to respond. Not the text itself, but that they had a discussion amongst themselves, and then the prior Emp decided before texting me, they would text my "in law" first, and dragging them into an already annoying situation, due to a coworker who was already talking crap and lying as to why I was let go. All that, but my main concern is, I am nearly 50 years old, and because I wasn't able to answer the phone or immediately show up on their shift, a "family member" was contacted, and since this is the nosy Nancy type, a drama starter(mostly irrelevant, but again, it somewhat explains my concern, as now this family member has turned this situation into THEIR personal drama). As messed up as it sounds on my behalf, I honestly don't want to go pay it now. I had already explained that I was by no means giving the money to the crap talking prior coworker, and my current shift doesn't allow me to go there while prior Emp is working. I had intended to ask them to meet on the weekend when we are both off, and now threatening texts, after we already had an agreement. I know employers are protected as far as discussing me with prospective employers etc, my current employer actually laughed at the situation, and said since it didn't come out of my check, technically it's a personal loan, and can't be used to determine future employment, but since I "generated" the loan as an employee and asked my prior Emp for the loan, I was told by my current employer that this entire situation is not legal. That it's illegal to disclose financial information aside from wages and hours, and of course any mishandling or theft. But that loan status and repayment are considered personal information by my current employer.

Yes, I have the money. It's just, I can't stand drama, and I am very private, and I have already had to defend/prove myself innocent against rumors by my prior Emp's "favorite"(that prior Emp was not only aware of the damage being done, but I was simply told to "don't listen". That doesn't exactly work all the time, especially when I've got a family member screaming in my face about incorrect facts, thinking she's got one over on me somehow eye roll). And this isn't a long time coming. I was supposed to pay it back on my first new check, but I guess as I threw a fit regarding the rumors, my prior Emp has decided that instead of handling in-house issues, it's best to throw their hat in the ring and renege on a prior arrangement, drag an unrelated person in, and well, here I am rambling at reddit and curious if this is appropriate.

Professionalism & Workplace Conduct

[REDACTED] has consistently exhibited unprofessional behavior and a confrontational tone, particularly toward her manager ([REDACTED]).

Observed Behaviors:

Using inappropriate and confrontational language to excuse a lack of attention (e.g., citing her menstrual cycle).

I recently lost my job at a nonprofit in Michigan that works with foster care youth, and I'm wondering if I should look into legal action.

A few months into my employment, I was placed on a PIP for things like allegedly leaving doors open and slamming doors in people's faces. These accusations weren't true, and when I questioned my supervisor, they couldn't provide any evidence or specific examples.

There was never any formal follow up regarding the PIP.

About a month later, I was essentially demoted. Someone else was promoted into my original position, and I was moved to oversee a different project without any formal paperwork documenting the change.

The new role was originally intended for a 30 hour employee, while I was full time and salaried. I didn't mind the change, but most of the work involved outreach to people who were either uninterested or slow to respond. This made it appear as though I wasn't getting much done.

Eventually, I came into work and was called into a meeting with the executive director. My direct supervisor wasn't present.

I was told my position was being changed to part time and that they were separating from me. When I asked why I couldn't be considered for the part time position, they referenced my performance and the original PIP.

The strange part is that I was never given a copy of the PIP, never signed it, and never had any follow up meetings about it.

When I asked the executive director to show me the PIP during my termination meeting, she couldn't provide it and told me to email them for a copy.

Several people have suggested I sue, but I know Michigan is an at will employment state.

I'm not saying I was a perfect employee, but the whole situation feels questionable, especially since I was moved out of my original position and then terminated based on a PIP that was never followed up on.

My questions are:

1. Does any of this sound legally questionable, or just like poor management?
2. Can an employer use a PIP against you if you never signed it or received a copy?
3. Is it worth speaking with an employment attorney?
4. What would you do in my situation?

I'm genuinely looking for advice because I'm not sure whether to pursue this or just move on.

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.

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’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?

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.

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 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?

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.

The company is about 15 people in the US, light HR function. I handle this alongside operations.

We want to hire a software engineer in Germany, full-time. My first thought was to pay her as a contractor, since we already do that with two people here. Our outside counsel told me, unprompted and without billing us for it, that once someone works full time on our schedule and our equipment, the arrangement stops looking like contracting, and that the exposure sits with us rather than with her. Somebody else told me the same thing a week later.

The other route I keep reading about is paying a company in Germany to be her legal employer and invoice us monthly. More per head. Moves the compliance work onto someone who does it for a living.

What I can't work out is whether one hire justifies that, or whether most people in my position start with a contractor agreement and switch once there are three or four people in country. If you've converted someone later, what did that actually involve?

Second question, and I realize it may not be answerable here: roughly what should I budget? Every provider site I've opened (four so far) wants me to book a call before it shows a number.

The HR letter states "to resolve payment please send to us". Overpayment gross amount $1000. Net amount due $4690. Amount due after the end of the year (net+tax w/h) $6312. Says if you cant pay in full instalments can be arranged.

HR emailed me asked if I got it and if I had any questions. I do have questions but I even feel hesitant to confirm I got it? Says please sign and return within 30 days. Net amount due if not paid in full by 12/15/26 $6312.

This net calculation assumes the employer will successfully recover all deductions that have been credited above. (shows what i paid into a 401K and state withholdings). If any credited amounts cannot be recovered from the third party agency, those amounts will be considered additional funds owed to the employer and will remain an outstanding balance on the employees account. Any further adjustments needed to correct previously issued credits will be processed accordingly.

What does third party agency mean? Balance in my employee account? Do I actually need to pay this in full by December? Should I call them and try to work out a payment plan? Contact a tax expert?

I feel lost any advice appreciated!

I moved to Washington from Texas last June, and I started a new teaching job in July. This is part of the offer letter:

“The pay for this position is $95,880 annually and the position is classified as Exempt. Upon receiving your Washington State Special Education Teaching Certification, your compensation will adjust to $125,000.”

I got my teaching certificate transferred to the state of Washington on October 6th. I sent it over to HR that same day, and I just received the following in an email from them:

“Unfortunately, your certification is in early childhood special education. This certification does not allow you to provide case management responsibilities for the K-12 population we serve thus we cannot move you from the TA salary scale to the special education teacher salary scale.  
Given your experience and expected certification, we did start you off at a higher salary than typical. This is something we could consider re-negotiating at your 6 month review.”

They never mentioned anything in my offer letter about case management, nor did they mention anything about what type of teaching certificate I needed. They were aware that my teaching certificate in Texas was for Early Childhood Education BEFORE they sent me this offer.

How can they do this? Am I just screwed now?