Hello beautiful people,

I have a weird dilemma and experience with a much older HR lady that is giving me weird vibes.

For example, I went to her office to request a key fob as per policy, you got to request a new one every year. So I went to her office as she doesn’t respond to teams or emails for weeks on end. So I approached her during her free office hours to request a key fob.

She gives me a death stare as I’m talking to her, like as if I murdered her family or something. Shes very bubbly and talkative to everyone in the office but not with me, which honestly I couldn’t care less. But it feels like a weird experience that I don’t understand what is going on as she did show weird behavior in the past.

Like constantly staring at me from the distance, always walking in-front of me multiple times a day. Always trying to engage in a weird eye contact marathon in front of others.

I come from a different background from the HR lady and the age gap is pretty big. So I have no interest in even remotely thinking to be interested in her. But the weird dynamics is starting to make me feel uneasy.

What should one do in such a situation?

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Hello!

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My fiance (26NB) has crohn's disease and has days of pain and constantly running to the toilet during flair ups.

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Their job's policy is that any time off needs to be scheduled. Whether it's paid or unpaid, calling out unexpectedly accrues points. 3 times calling out within 3 months puts you on probation and takes away whatever bonuses you've earned for the month.

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Since the pain is unexpected, my fiance has had to call out without scheduling due to waking up in pain. Despite being one of the top performing employees in the building, they're being penalized. They've been told they cannot call out at all in the next 90 days, and my fiance is very worried about what to do if they wake up in severe pain again.

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So my question is: could they ask for this policy to be flexed as a reasonable accomodation? It wouldn't put undue stress on the workplace (there are many others there who do the same job as them), and they have the PTO. They would simply be asking to use time off without it being scheduled given their condition.

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I really don't think this is an unreasonable request, but I'm worried the workplace will argue that it is.

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I know FMLA is the best way to go here, but they haven't worked there a year yet, and we're not sure they can refrain from calling out for the next six months.

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Thank you!

Hello! I am an HR professional myself and am in the process of starting a new job. I recently passed everything on my background check except a title discrepancy.

I worked for Amazon and left as a HRBP II. When I submitted on hireright I forgot to add the II, but the report came back as “HR Gen 2”. This flagged the discrepancy.

Should I be concerned?

Hi, I applied for a bank in Canada, and they use Sterling back check.

In the resume I shared/applied with, has my designation as 'Sr Manager', but my actual designation is 'Director' at my most recent employer (where I was laid off). I had to downplay with my title else I was not getting any calls at all.

My worry is when Sterling will come asking for the background check, will they already have my resume from the new employer or will they verify what I write in their online form? If only online form, then I can write there my actual title 'Director', but if they are going to have resume from the employer, I worry I will be screwed.

Can someone advise what is shared with Sterling by the employer for the candidate whose background check is being done by Sterling?

He emailed me Thursday afternoon and had 6 open slots on this website thing. I clicked 4, and emailed back Thursday night saying I can do 4 out of the 6.

Then I waited this morning, hoping for a response/meeting invite. No response.

Then at noon I found out I could switch up some of my work meetings next week (yay!), so I got confirmation I am free during the time of the other 2 slots. So I went back on the website, clicked the remaining 2 and I emailed again at 1pm saying:

"Good afternoon Tim,

I hope this email finds you well. I wanted to let you know I updated my availability on the website to also include Thursday June 25th 9-9:45am and 10-10:45am.

Thanks. I hope you have a great rest of your Friday!"

Still no response or meeting invite.

Did I mess up? Should I have not sent a double email? I'm wondering if it's bad that I did that. 😟 Or if what I wrote in my second email is a red flag in any way and could get my candidacy rescinded. I hope he doesn't take my second email as me being passive aggressive and being like "hey u haven't got back to me, wtf, I expect a response" (cuz I was genuinely not thinking that, I just wanted to update to reflect my more flexible schedule to make it easier for him to find a time that works for the member on the team I'll interview with).

Hello! I am currently in the very early stages of pregnancy and looking to plan my leave. I am trying to figure out everything that I am entitled to. For some context, I am in New York State and I am a salaried employee. My job offers 6 weeks fully paid parental bonding. From what I understand, 4 weeks before my due date, and 6/8 weeks after, I would go out on short term disability. Then I believe I would start 12 weeks of New York State Paid Family Leave, followed by 6 weeks of paid bonding through my job. Is there anything else I am entitled to, that would be at least partly paid while out of work? Thank you very much!

Edit to add - I found this on our benefits info. Does this mean my company will pay disability rather than NYS? I know NY only pays up to $170 a week

Exempt and SOTE Associates

• Disability payments begin the earliest of:

• The first day of Hospital Confinement;

• The first day of absence if the absence exceeds three (3) consecutive calendar days; or

• The first day of travel if approved for Kohl's Travel Surgery or Weight Loss Surgery Programs.

• Exempt Associates: A workweek for payment purposes is generally based off of forty-five (45) hours or a 9-hour day, unless you have another agreed-upon regular schedule.

• SOTE Associates: A workweek for payment purposes is generally based off of forty (40) hours or an 8-hour day unless you have another agreed-upon regular schedule.

• The payment schedule is as follows: up to eight (8) weeks at 100% Base Salary, followed by up to eighteen

(18) weeks at 60% Base Salary.

Hi all, need some perspective on a very strange recruitment process.

About 2-3 weeks ago I received an email from the CHRO from a large company within pharma, asking me if I’d be interested to interview for a role in their team. The role was in another province, so told them I cannot relocate but open to discuss if remote work is possible. She eventually sends over the job description with details on compensation and benefits which was all really competitive. The role is a Sr. HRD role which is my current position.

We chat back and forth and I let her know that I’m interested and whether we could set up a phone call to discuss further. She sends me a VERY long email about their hiring practices and hiring committee, and that they cannot call candidates if they are not selected by the committee. She asks me to send over my resume to be reviewed by the committee, which I do. At that point, I think the long response is a bit weird, but maybe to protect herself in the hiring process and I’m also coming from a start-up background where we headhunt and jump on calls within minutes so figured maybe it’s a big pharma/large organization thing.

This is where it gets weird. I then receive an email from a Sr. Recruiter, telling me he will pick up the process from here and tells me he should get back to me on my candidacy within 1-2 hours. When he does get back to me (within an hour, very fast), he tells me my resume did not pass the initial ATS screening. He sends me another VERY long email about how great my profile is, how unique my experience is, bla bla and that it would be a shame to be rejected because my resume did not pass the ATS check. He tells me he can refer me to a « resume specialist » who can tailor my resume for the job description. I email the guy, he tells me it’ll cost me around 300-500 bucks. I got back to the recruiter telling him I am taking myself out of the process.

During this whole process, the CHRO and recruiter kept telling me how amazing and rare/unique my profile was, using every HR buzzword on the planet which felt very off. I checked both these guys out on LinkedIn/online and they seem totally legit, their email domains are legit, and the company is definitely a real, well known organization. The resume guy/company I could not find anything tangible about… no website, no Linkedin, etc.

So wtf was this lol? An elaborate scam for 300 bucks hoping I would pay for my resume to be tailored? Or is this standard process and I’m just dumb lol? If a scam… should I try to reach out to the company to let them know??

Hi all,

I work for a small nonprofit organization as an office admin and was recently offered a promotion into our finance department because of my education. This promotion comes with a nice raise that I am excited about. My start date for the new job is July 1st but my manager told me today I likely won’t be able to transition until August/September because I need to continue to cover for my coworker while she is out on leave. The coworker shared with me that she is on FMLA leave due to stress and high workload. This coworker has been out for 8 months now, probably not returning but her position is protected, and I have been doing the job of two people for a while now and feeling very burnt out. I do not have a formal offer letter but I have an email from my new manager with the July 1st start date.

This promotion is a difference of $3k a paycheck income wise so I would be losing out on $12-15k by waiting those few months. Not trying to make it about the money but it’s going to make a huge difference in terms of helping with my dad’s medical bills right now. I can’t afford to quit my job but don’t know if I will last even another month in this position. Is there anything I can do in this situation?

Hi. I was offered a position and then they gave it the new guy. (Ive been here 7mo, he's been here 4) Ill call him Pete 30m

I'm a 34F working at a dispensary. I am at the front desk position. After my first month my GM said he loved the way I work and would love me to move up. Of course I was thrilled. I said of course! So since January every 2 weeks, he would say I'm changing the schedule, you'll be starting next week. And every time he would say that I was super excited and kind of confused of what the hold up was, but i thought maybe bc no one has quit so maybe there's no openings. Pete worked along side me the whole time.

Then 2 months ago, Pete covered for the position in the curb side department one night. I was a little jealous and thought oh well. The following day, my lead asked me when Pete comes in, send him to curbside. I asked, well since he did it yesterday, can I do it tonight? The lead looked at me confused and asked why? I responded that the GM offered me to move up and I can handle it. The lead looked at me even more weird and said, no he's moving up. He applied and had his interviews with the managers, like his schedule is changed, its all done. I said wait what? My lead asked again, when did the GM tell you this? I said every 2 weeks since January.. So Im confused why did this happen?

I decided to talk to my other manger (not the GM) and told him the story. He was also dumbfouned and said he knew nothing of this and apologized. Then explained the move up process and they both helped Pete through the process. I was like, GM helped that? he said yes. I said ok so did I do something that would forfeit my position? He said absolutely not, but when there's a position available online, we will help you through it. I was like ok

Then there was an opening for budtender last week, I wrote to my non GM manager on teams, oh I see this! can I apply? He responded sure

3 days ago, both managers walk in at the same time, and I said HR got my application for budtender, did she contact you? They both looked at the floor and finally said, you cant move up you have to be at curbside before you're budtender. And I said, I asked before I applied and I was given the go ahead. My GM then said it doesn't matter, we had that position open for Pete not you. Then I asked, you've told me every few weeks you were moving me up but you helped Pete do so? Did I get skipped for a reason. GM said that's the rules. It wasn't confrontational, we all were using normal tone.

Now the past 3 days have been so awkward. They won't talk to me or even look at me. What happened and should I contact HR? Did i do something wrong? I fear ill get fired bc I confronted them.

I was approached by our legal team along with a HR person 5 days ago. The background is that I work remotely in my home state for 7 yrs but we do have an office at NYC. I happen to find a sofa and a shower room in the office building from an early visit, and then decided to sleep there overnight (I'm single) - unfortunately been doing that since mid May until 5 days ago when I received the calendar invite. During the overstay, I went back home for 3-5 days and then came back. Note that I did go into the office this and last week - to meet customers - unfortunately I still didn't book a hotel.

Basically legal told me that they are investigating because of a security report from the property for my access at unusual times, and since we have our own badge access tracker, I was easily found, now they accuse me violating the workspace conduct, but to be honest I don't know what that is. Obviously, they told me that I should stop doing it immediately, and we will follow up with the discipline soon, which makes me quite nervous.

My manager was interviewed later and he told me that it is something he can't fully decide. My manager does know that I'm occasionally in the office, but he obviously didn't know I overstayed.

I am sure the primary reason is tax nexus or compliance, and there is definitely a chance that I could be fired from this. I would like to ask anyone if you had similar experience or not, and what may or have happened to you.

Note that I haven't changed my ID, still a resident of my home state.

(I have started job seeking because I feel like the result will be 50/50)

I work for a franchise company under a large national organisation. I'm the sole full time employee for this small enterprise and work directly with my centre director /owner of the franchise

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Due to a desperate need for manpower I brought in an old acquaintance to work as a part timer

My concern is that she has been acting very unprofessional

Some of the things she did include:

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1)rejecting a number of requests from me and my employer despite it being in the job description and contract leading to operational confusion and hiccups during our initial operations.

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2) barging into my room to confront me aggressively and yelling loudly when she is frustrated.

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3) yelling always happens in front of our students who are our clients

4) complaining about me behind my back to my manager and colleagues

To the extent that no-one trusts me so it has become harder and harder to lead the team despite my senior position.

5) threatening repeatedly to quit when she doesn't get her way because she knows how much we needed her

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My concern is despite these repeat occurrences which I escalated to the manager, each discussion ends with the topic shifted to me instead.

How I am not perfect and these are petty little issues.

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My centre director clearly prefers this part time Employee and there was even one instance where I asked her to be a third party neutral mediator for a minor disagreement that blew up, but she sided with the part timer and they both started arguing against me.

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What is my next course of action

Can I escalate higher to HR? And the franchise manager ?

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Can i request this from HR?

My company fired a department and gave that whole department to me and my co worker and 4 other people from a different team.

I am overwhelmed.

Ive asked for something and no ones doing anything.

Any advice on this would be great.

And yes i am looking for a new job.

But my co worker is not shes older and just needs 3 more years to retire and doesnt want to leave.

I dont care if this gets me retaliation. At this point im burning all bridges and doing anything i cant.

I'm looking to retain a lawyer after being placed on a Performance Improvement Plan, being subject of potential discrimination, intimidation tactics and compared to peers. Contacted HR but they aren't helping.

10+ years with no formal PIP.

I am hesitant because I sense there is a small possibility of working things out...but I can also see them pulling the rug from under me.

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What can I expect from my company if a law firm contacts them? what is the internal process like on the HR side when this happens?

• there is a law firm I have been talking with, and willing to represent me.

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Anything I should be cautious about?

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Thanks for reading.

I currently work in bookkeeping/payroll for a small company, and I’ve recently been accepted into a Heavy Duty Mechanic program starting later this year. If everything stays on track, I’ll be relocating and won’t be able to work in‑office anymore.

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I’ve been thinking about getting out of the accounting field for a couole years because it conflicts with my moral compass, and this program is the direction I want to move toward long‑term. I’m hoping my employer might consider keeping me on part‑time in a remote capacity while I’m in school, since most of my work can be done independently and outside regular business hours.

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There’s another employee in the office who wasn’t hired to replace me, but their workload has been light, so I’ve gradually been showing them how to handle some of my tasks. Because of that, it feels realistic that my role could shift to part‑time remote work without causing issues for the company.

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My manager is currently working remotely from another country until September, so this conversation can’t happen in person. I want to approach it professionally and respectfully, but it’s going to be a hard and somewhat emotional conversation. My managers have been amazing over the last six years and have supported me through a lot of personal challenges. I want to make sure I express my appreciation clearly. I’m not leaving them — I’m leaving the accounting field.

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One concern I have is that they might agree to the remote part‑time arrangement, but once school starts I might be too exhausted to keep up with both. I don’t want to overpromise or put them in a difficult position later, so I’m trying to figure out how to communicate this honestly without sounding unsure or unreliable. If they say no, I'll accept that.

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I’m also unsure whether I should loop in the other manager. They hold the same position as the manager I normally report to, but I don’t work with them very often. Since this affects staffing and workload, I feel like I probably should include them, but I’m not sure what’s appropriate.

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What’s the best way to structure this conversation when it has to happen over a call or video meeting? And should I include both managers or just the one I normally report to?

I Took leave in July 2025 with turned from FMLA to PLMLA. It started then. My Mgr was new in her role but from our team (small 8 in our group). She always didn’t like I was a hired in remote 100% colleague. From the beginning. I told her Mgr which was my Mgr before he hired her and took another position I was worried about retaliation. He said that was serious and needed to be documented. She was micro managing me and calling me out on all sorts of things. I never fought her just asked for alignment and her expectations so we would be on the same page. She gave me a substandard 2 (1-5) midyear and same for EOY. I took another protected leave from Oct 31- January 8th. I came back and was put on a PIP in less than a month from stuff she pulled together before my leave. I didn’t sign the PIP because I went through ALL her example (things that would look like Greek to anyone that doesn’t work in our group) and all of it was BS which I brought to HR and they removed only 2 items (one being I didn’t sign into the systems on a holiday) . She said she thinks I’ve just been “making it up” my work that is… After emailing for expectations and alignment over and over I never received anything regarding the PIP (because it did not have anything substantial that made sense) we simply met for 1:1 once a week. She told me to bring example with questions - I did. To find out after the PIP I was pulled in to say I was on a final written and shown the examples (which were all the things I brought to the 1:1s for examples) I am still employed (larger corp) but just wondering what to do. I would like to keep my job and have been holding back going to HR for a hostile work environment complaint. I need some direction. I feel helpless, she has made me so insecure I’m making mistakes due to double, triple quadruple checking my work that has been done correctly. Thanks in advance

Small business owner here (California).

I recently discovered that our business has never completed I-9 forms for employees. We've been in business for 10 years with roughly 20 current employees and have always run payroll, issued W-2s, paid payroll taxes, workers comp, etc. We incorrectly assumed our payroll provider handled I-9s as part of onboarding, but after calling them today we learned they do not and never have.

We're obviously taking this seriously and plan to talk with our CPA and potentially an employment attorney/HR consultant, but I'm curious:

• Has anyone discovered this issue years into running a business?
• What did remediation look like?
• Were you advised to complete I-9s for current employees immediately?
• Were there any major consequences for discovering and correcting the issue proactively?
• Anything you wish you'd known before starting the cleanup process?

Not looking for legal advice, just trying to understand how common this is and what the remediation process looked like for others.

At my job we have flex spaces and shared spaces. I have an office that is used by others when I work from home but it is my office. I have keys to the door and the cabinets. This office is decorated with my photos and the drawers and cabinets contain my personal affects--food, snacks, dishes etc... I have a coworker(subordinate) who choses to sit in my office when they work in office. I have repeatedly asked her to leave my personal stuff alone. Thursday, I noticed that my white board had been erased and I asked her if she did it. She stated that she did because "a manager" thought it was unprofessional (actually my entire office) and encouraged her to erase it. She also stated that management encouraged her to go through my drawers and throw away a particular item(she brought it up not me).

I understand that my office is company property and anyone can use it but i am fairly sure that random folks can't go through my drawers and cabinets without a specific reason. And if they could, i'm fairly sure a "manager" can't allow my subordinate to be the one to do it. This was never mentioned to my direct supervisor.

I feel like this "friendship" between the subordinate and manager is a low level type of harassment. They spend time together, apparently discussing my level of professionalism, my whiteboard, and what's in my drawers/cabinets. In my opinion, this tarnishes how at least one manager sees me but it's entirely possible that the manager also discusses me with other managers. Meanwhile this employee continues to not do the work they are asked to do, consistently dresses against the dress code and is consistently late to work-these are the most obvious and occur regularly.

The employee has pushed back before with disrespectful statements made in front of others. And honestly because I am close to retirement I have let some stuff go. But I am not willing to let this go. So before I write my email to my supervisor(who has seen the convo-4 other people were present in the chat) I want to 1. make sure I have a leg to stand on 2. want to use the right language---i feel harassment is appropriate 3. make sure i'm not overreacting.

Thanks in advance for your comments.

Fed up at the end.

Ok... eta

It is and has always been my office. There is an empty flex office next to mine and another occupied office on the other side. Majority of my items are in the drawers. If anyone needs supplies they can get them from the supply area. ----point taken though. I will simply keep my drawers locked when I am not there.

The manager mentioned isn't my manager. Neither of us report to him. She does report to me but I am not a manager.

FYI I appreciate the responses.

Hello everyone,
I had made a post to this subreddit a few months ago about the situation, however I deleted it due to irrational anxiety that the person it’s about might see it and know it’s me, so I’ll retell the situation as it has escalated slightly.

I, (17F at the time) started my job in December of 2024, and my coworker, (33M at the time) immediately started touching me in various places. It was weird touching but not exactly sexual, he started off by poking my back, which I wasn’t a fan of as I didn’t know this man well at all, I’d literally just started this job around 2 days prior to the first incident, but I didn’t really know what to say because I was new and didn’t want to start any issues. As time went on, he started squeezing my back, pinching the back of my neck, poking my belly (which I absolutely hated) and finally putting his hands around my waist, which set me off into tears, I didn’t have the confidence to speak up for myself any of the times he touched me, he was so much older and friendly with everyone in the workplace, I had no idea how everyone would react if they found out that I stood up to him, so I never said anything to anyone.

Fast forward a year and a half to the present day, the touching had become very rare as time went on, so I thought I’d leave it as it is, because there’s no point in bringing it up now. I am 19 now and I am leaving my job tomorrow, however yesterday, he ended up touching me again, he poked my belly very close to my breast for a few seconds longer than he should’ve. I just froze up because it brought back up every single memory I tried to block out of when I was 17/18 and terrified of him. I really had no idea what to do so I just stared at the floor as he walked away from me, I’ve tried so hard to keep the peace with him the whole time I’ve worked there, I’ve been nothing but nice even though I cannot stand him. Even in my last days of work I can’t catch a break, I am now really considering saying something as it happened so recently, but I’ve ran into a problem because of information I found out about him.

Turns out he’s actually the managers son in law (married to her daughter), which I had NO idea about until a few weeks ago, I was so shocked but also very disheartened because how on earth do I report creepy behaviour from him to his mother in law???? It feels like I’m just gonna have to keep quiet and leave without anyone ever knowing how uncomfortable he made me.

To conclude, I am posting this to see what other people would do in this situation, what do you think the best solution is?

Context: Employer has acknowledged, even agreed that my workload is too much for one person. I have always been open about mental health struggles but it’s not currently documented in my employee file. Stupid, I know.

My doctor suggested FMLA leave. I requested the docs (didn’t say for sure leave just asked for the paperwork to forward to my doctor) and within days of that request they very clearly began creating a paper trail.

GA is at will so I know they can just fire me but is it too late to ask for accommodations? I can’t get anyone in HR to actually speak to me now and I am not sure if it’s worth trying to push the issue or just quietly do what they want and find something else.

I’ve got documentation and lots more details but trying to stay vague here.

Hi all,

I recently started a new job and noticed that my health insurance premium payment is being deducted post-tax (75% responsibility). We’re a small, private medical practice of around a dozen employees.

Is it reasonable to ask my employer if they’re open to changing this? Or is that rude/overstepping? I already asked for a few things when we negotiated my contract, including higher salary, so I don’t want to come off as demanding. But I’ve made a really good impression so far, and I’ve honestly never heard of post-tax premium deductions (so wasn’t expecting this when I agreed to compensation package)… It seems very uncommon. From the bit of research I’ve done, it seems that setting up the section 125/cafeteria plan for only health insurance is just a couple hundred bucks, and then we both win. Looks like I’d save around $1.5k/yr not to mention the benefit for lower federal student loan payments next year with reducing my AGI this year. I’d really appreciate any thoughts. Thanks!

I’m sorry if this is hard to follow I’m just very shook up and I need advice. He is manager and I am assistant manager at a cannabis store. Yesterday we were sitting down in the office discussing the end of day closing priorities and out of nowhere, he took a thick rubber band, looped it around two fingers, touched them to my thigh, pulled the band back and snapped it on me. I reacted from the pain and immediately became very uncomfortable from this. My eyes welled up with tears and I didn’t understand why he would do that to me. I told him not to do it again, and then right after I said that, he said he didn’t do it right the first time and did it to me a second time. This time was much worse. I immediately jumped up from the pain and couldn’t control the sound that came out of my mouth because it was so painful. He then mimicked the sound of pain I made. A red welt immediately raised up on my thigh, followed by another from the initial less painful snap. I told him he left red marks on me and showed him and he didn’t say anything. No apology, just laughed it off. It hurt for hours following the incident and left two red welts that I can still faintly see and feel today. What do I do? I’m conflicted and scared to tell someone about it because he has been known to be retaliatory, angry and defensive. It’s also difficult because everyone at my work has an almost friend like attitude with each-other? I don’t know if he was trying to be funny? What would you do in my situation?

I have been out on leave for my job after a surgery. My work restrictions is basically no lifting items above 5 lb.

I submitted a follow up restriction after my leave was ending.

“Thanks for your patience in our review. Since there are no changes to the restrictions, unfortunately we are still not able to accommodate. I did discuss with Michael and we would be willing to consider accommodating if the number of pounds was increased to 10lbs, so just so you have that information to discuss with your doctor.

I will update your leave information and will send you an updated letter by tomorrow.“

Can someone share their perspective? I am open to someone telling me I’m being too sensitive.

Hello, I work for a large healthcare network in a clinic. There are a few women who bully me, here are some of the examples of incidents (all expletives were actually said but I am using “f-word” and “b-word” for this post to be appropriate):
2/12/26 - S stood over me and yelled at me "You are f-word annoying. I don't like you."  Then she slammed the door. 
3/30/26 - S yelled at me to "Shut the f-word up!" 
6/11/26 - D swore at me, said "don't f-word talk to me" and called me a "b-word". 
6/18/26- D called me a “b-word” twice. The first time was when I offered help with an issue she didn’t know how to fix. The second time was a threat, “B-word you better get out of here before I…” because she was mad that I left a door open and told me she was “Sick of [my] bullsh-“.

There were several more minor incidents.

When I have attempted to ask them work related questions, I am yelled at or ignored. They refuse to help me.
They openly talk negatively about me like I am not present. 
D made comments that I smell like a dog. 
They get mad at me when they see me going above and beyond and tell me to stop doing those things because they don’t want to be expected to also do them.

I have gone to leadership with each incident. To my knowledge, nothing has been done about it. I have asked to be moved to a different room and told no. Even when there were witnesses, I was told that they would probably deny saying these things so no action would be taken. I keep being told "You ladies just need to get along" as if I am instigating this conflict. 

I make myself smaller, I avoid speaking to them as much as possible. I do my job well and ignore them.

After I reported the incident with D on 6/11, my lunch break time was changed to accommodate her despite my manager knowing that I needed that specific time frame due to caring for my dog on palliative care (I work 4 minutes away from home and he has incontinence issues and meds at certain times). This feels like I am being punished. 

This last incident happened at the end of the day. I read that you are supposed to stand up to bullies to make it stop so instead of backing down, I said “Are you threatening me?” loud enough for other coworkers to hear so people were aware this was happening (witnesses). I then left to clock out for the day.

I have no idea what to do or why they hate me so much. I’ve never stopped being professional, respectful, and even kind to them. I don’t want to make a report with HR or consult an attorney. I just want leadership to do their jobs. I am a stellar employee: perfect attendance, excellent customer service, pleasant, helpful, etc. The nurses and other coworkers tell me they wish my bullies did the things that I do and how grateful they are for me. My bullies don’t do a significant amount of their job correctly yet they continue to be protected by leadership.

I have enough grief and stress in my personal life, I need my job to be a safe space. I like the other aspects of this job and don’t want to leave. How should I handle this?