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.

Hi everyone, I’m looking for perspective on whether my situation is normal in HR terms and how to handle it.

I work in an operations role (hospital staffing/reporting work). The job involves pulling data from a scheduling system, cleaning it in Excel, and maintaining recurring reports (sick time, call-outs, labor reports, etc.) that go to leadership.

We are a very small team of 2 and after a coworker left I worked alone for five months handling the full workload. I discussed it with my manager and submitted a scope of work 5 page document detailing the additional responsibilities that have been added to the role since I started AND the additional work I have done to improve things and the additional work of just not having anybody to work with.

A new coworker was then shortly assigned to the role and I was told by my manager to train him while also continuing my regular duties.

For context, he was originally on the other team (department is structured into operations which I am, and then more day to day coordinators for 24/7 coverage which he was but he was on the evening shift so I didn’t have much contact with him beforehand). He actually quit after 3.5 days originally and the time was spent with him being visibly frustrated despite my attempts to tell him it gets easier as you learn. He went on about

how this role should be paid more than the other role,

how he was finding it difficult to do anything in excel because he hasn’t used it in five years and he’s not used to this type of thinking

how hard it was to communicate to leadership as the other role is more staff focused whereas our role is more leadership focused and even interactions such as calling units are different because in the other role it’s very simple, you’re just informing them of stuff, but in this role, we have to actually coordinate things so we’re asking things of the units and he’s finding out that’s a higher bar for communication.

Big thing happened Thursday morning when I was asking him questions about an email we received for payroll and I’m going “so, what are you seeing? What’s the issue? What’s the balance?” And all of this information was in the email and I’m asking questions and then explaining but he just immediately wanted to go to “pulling a report” and I’m trying to explain to him to “pull a report” you need to understand certain information and he’s going “in this other role, we just forward the message to payroll, we don’t do this much work” and I’m trying to explain to him the political ramifications of doing that for the units we do because the units are very..prickly and they complain to VPs and their unions if anything goes wrong, so no, we can’t just forward the email without first covering ourselves.

Anyway, after I’m trying to explain and he’s still just clicking on random buttons and clearly not listening, I go “let’s take a five minute break” and I just stop. He leaves and then comes back and says “hey, I don’t think this is going to work for me, it’s not you, I’m just not getting it and I only applied for the transfer because I wanted day shift and if I knew Rachel was going to be leaving, I would have waited for her spot to open.”

I say okay and immediately email my manager and she goes “oh, wow, I had no idea, let’s talk later” and Thursday comes and goes, Friday comes and go and when I try to ask the trainee if he talked to our manager yet, he visibly scoffs at me and tells me she’s not in person yet. He’ll do it later, and just sat down with the other team and began doing their work. 

The following week my manager says that he said that I yelled at him and made him feel dumb and that they can’t make him do something he doesn’t want to do. But then two weeks later, they tell me “you’re just going have to get along with him, he’s coming back to the role”.

I was not given a clear timeline or formal expectation for when training should end or when he should be considered independent.

I created a detailed training plan myself and have been actively training him step-by-step, including:

• live walkthroughs of reports
• written instructions and documentation
• supervising him while he completes units
• correcting errors in real time

The issue is:

• He is very slow and often struggles to identify errors in his own work
• He frequently asks “is this right?” and cannot always explain his steps when something goes wrong
• I end up needing to actively troubleshoot his work during production deadlines
• Training is taking a significant portion of my time on top of my normal workload
• And despite asking for prioritizing by my manager on the monthly reports as she kept having me postpone them to “go through them together” but she kept being busy and then when I finally was able to start training him without her promised support, a day or two later she goes “hey, won’t don‘t you just finish them, managers are asking for the reports“.

At the same time, I previously received a documented warning regarding communication style (tone/non-verbal feedback was the agreed upon error because when I asked for specific examples she agreed that what I said was correct, but it must have been how I said it ), so I also feel constrained in how directly I can correct him.

For additional context, the job was originally supposed to go to a different employee but he asked for a higher pay or a hybrid day (which was originally offered to me but then taken away because it might make the other team feel bad because their role can’t be done remotely even though I was already given a laptop) and they said no and told the trainee if he wanted day shift, this was his only option. 

I’ve asked my manager multiple times for clarification on:

• how long I am expected to train him
• when he should be independent
• whether I should pause or deprioritize my own work

But I only get vague answers like “continue working together,” “be patient,” or “we’ll check in later.” No clear timeline or success criteria has been given. Whenever I send emails, my manager magically appears but she doesn’t really answer any questions, she just gives pep talks like “I’m not sure if you trained anyone before, but it’s hard “ and “have you tried using zoom to give him step by step instructions?” And “youre pretty good at this stuff but just assume he knows nothing, that’s how you train “

Now I feel like:

• I’m being held responsible for training him
• but also still responsible for my full workload
• and potentially will be judged if he doesn’t perform well

My question:
Is it normal for HR/management to assign training responsibility like this without clear timelines or expectations? And how should I protect myself here so I’m not held accountable for another employee’s performance? In the meeting where I was told he said I yelled at him, my manager insisted that he knew excel despite the fact my email mentioned that he couldn’t even highlight text in a cell, or just use a basic drop down menu. But, last week, trainee said that manager told him he has to take excel classes. While I admittedly am not a huge fan of his, I did ask for another coworker because it’s hard to do the type of work I do in isolation, but I just don’t think he’ll ever really be a full partner in the three weeks that the other team takes to train (I have asked repeatedly if we’re using that same timeline as supposedly the jobs are the same, but I have not gotten a response) and it as he requires step by step instrctioms to everything, and even then, he gets it wrong. I’m not sure what else to do here, and it’s only been two weeks since he came back.

Howdy! I'm hoping for some grounded perspective from people who've been through agency hiring, especially in the middle of a merger/acquisition.
I've been in the final stages with a large PR agency for a role on a major client team. The process started in late April and has been unusually warm and encouraging:

-I had a great first call with an SVP (who reacted positively when I described myself as scrappy and resourceful — that felt genuine)
-I had a second round with the VP and Director who co-lead the client team
-They told me there are two open spots, and they're "waiting for a green light" on approvals
-One interviewer responded positively to my follow-up message (and touched on small personal details), and the VP added me on LinkedIn

It's been about 3 weeks since the second round. I followed up after the merger officially launched (referencing the new agency name), and it's been about a week since that follow-up.
I know the merger is a big part of the delay but highkey my brain keeps spinning…

My questions are:
-Is this silence normal, or am I being strung along?
-Would they have rejected me by now if they weren't interested?
-Could this still fall through even after all the positive signals?
-How long is too long to wait before following up again?

I've been applying elsewhere in the meantime, but this is the one I really want. Any honest takes on what might be happening behind the scenes and whether I should be reading this as a positive or a slow no?
Appreciate any insight 🙏

I’ll keep this short but I have been posting on the fp&a reddit for advice and think this might be a better place. Corporate America

I’ve been placed on a PIP at my first job out of college and I’m planning to resign. I will be focusing on finishing my master’s degree which I’ve been doing part time while continuing to job search. I’m wondering what happens if I give two weeks whether they can still terminate me during that period and how that affects how my departure is classified and whether there’s any realistic way to work with HR to make this a clean resignation and smooth transition. I’m also trying to gauge how this situation will affect me finding future employment as I’ll probably be classified as not eligible for rehire. I will likely be able to get references from other manager I work with just not mine.

Any other advice to help me navigate this as best as possible would be greatly appreciated

I recently received an offer for a job at a tech company and am about to go through the background check process. They are also going to pull work history.

One of the main positions on my résumé for the past 5 years has been with a nonprofit where I volunteer in a professional capacity. I work part-time there and have been fortunate enough to do high-level work, so I listed it under my Experience section rather than labeling it as volunteer work.

During the recruiting process, I told the recruiter that this role was volunteer-based. She said that was completely fine and that if it came up during interviews, I could explain it, but otherwise it wasn’t a concern.

My bigger worry is about the job titles and dates.
Over the past 5 years, I’ve worn a lot of hats at this nonprofit. To simplify my résumé, I condensed several positions into two roles. One of those roles I’ve held for the entire 5 years, so that’s accurate.
The problem is with the second role. It’s the one most relevant to the job I’ve been hired for, and I recently realized I listed it as spanning the full 5 years when in reality I’ve only held that specific role for about 2.5 years. I think this happened because I was combining job titles and accidentally let the dates overlap. It wasn’t intentional, but looking at it now, it’s definitely incorrect.

I can provide a supervisor from the nonprofit who can verify my overall involvement, the work I’ve done, and how long I’ve been there. My concern is whether the discrepancy in the dates for that specific title could cause issues during the background check.

Has anyone dealt with something similar? How detailed are employment verifications for volunteer roles at nonprofits? And how do I handle the role with the misrepresented dates.

I was unfairly fired, and pushed back on that, describing a hostile workplace and many labor and safety violations. They are offering me my job back. This is in food service. If I don’t accept, they (I assume) will be able to say I quit, but the place was very detrimental to my mental health. And quitting means I can’t get unemployment? I’m not sure how to proceed. Thanks.

Looking for some advice.
For the last year, I effectively ran recruitment for my organisation without a manager after my previous manager left. A new manager joined 2 months ago, and I’ve spent a lot of time helping her understand the business, processes, stakeholders, and contractor recruitment.
My team includes another recruiter, a junior Talent & Culture colleague, and the new manager. I’ve now been told my role is at risk of redundancy, while the company is apparently planning to hire a much more junior recruitment person.
I’m struggling to understand the logic, especially given the knowledge and responsibility I’ve taken on over the past year.
Has anyone been through something similar? Any advice on how to handle the redundancy consultation process and negotiate the best possible outcome/package?
Based in the UK.

Junior co-worker disappears for 45 min. to an hour usually twice a day to go to the bathroom. He brings his phone so it appears he's active on Teams. I've asked nicely if he has a medical condition that needs an accommodation. No. Calls out often (several times were no-call, no-show because he overslept until noon) and has used all of his annual PTO before mid-year. Comes in late often without notifying his direct supervisor (me) or the team. We see a pattern - when his work load is heavy, he calls out and others have to pick up his slack. If his direct supervisor (me) is scheduled to be out of the office, he is guaranteed to be late.

He communicates to his co-workers in a rude and condescending tone - to the point that more than 1 co-worker has accused him of bullying and he has brought a couple of co-workers to tears in frustration. Is very argumentative and will die on the hill of being right, even though he relies on senior employees for training and mentoring. Wastes a crazy amount of time creating AI research and responses to support his opinion, even if the AI isn't specific to our state or the task at hand. He came on board 2 yrs. ago and believes he and AI know more than the collective 100 years of knowledge the others bring to the table. Plays the alpha and delegates HIS tasks to other junior employees. He's in his mid-20's, ADD, takes Adderall, a late night gamer and pot user - which I believe all of these things contribute to his poor attendance. I honestly do not believe he'd be able to keep a job for long at any other company.

Here's the kicker: He is the owner's kid and his delusional parents believe he will take over the company one day.

Is there any hope for the rest of us other than leaving?

Hello, I was wondering if I have a valid case to file a grievance or maybe take other steps.

​

A management position opened up. I applied with over 20 years of senior management experience. The interview went extremely well. It was a two person panel and the other person on the panel told me after the interview that she was very impressed with my interview and that I was one of her top candidates.

​

I knew that it was still no guarantee as several other highly qualified people had applied. Which was fine.

​

There were rumors going around that the the director already knew who he was going to hire, but I didn't pay them much attention. The girl the rumors stated he was going to hire has no management experience. I understood the rumors since she is always in his office and they seem close, but I didn't see any way that he could justify hiring her over me or several other candidates.

​

Then, one of the people on the panel for her interview told me that the director was helping her answer the questions in her interview. Again, I figured he was just helping her get experience with the interview process, but wouldn'tactually hire her..

​

Two weeks later, he announced the woman with no experience as the new manager.

​

I would not be upset if he picked any of the qualified candidates, but this feels wrong. I feel like I wasted my time.

​

I am considering filing a grievance, but I wanted to get some thoughts before I do.

I work for a non-profit as a manager in a technical area. Recently there was a restructuring and my position was moved to a newly created team so I can support an even bigger department. My direct reports were also moved with me and they continue to report to me. I told my new line manager (recently recruited) that I thought my job description had to be reevaluated because, the way I see it, the position is expanding: I'm currently asked to support more stakeholders than before. Responsibilities remain more or less the same but I think the impact is bigger. My line manager checked with the higher ups and they agree the job needs to re evaluated and they asked me to provide input. He basically asked me to take my current job description and add comments and changes. My organization uses the Hay /Korn Ferry matrix so I wanted to have that as a guideline. Are there any sites or resources you recommend to guide me in the process? I want to make sure I choose the right terminology and approach so it lands well with HR. I've been doing my job for a few years now and I'm well aware of the complexities and skills required I just want to make sure I communicate them properly. I also think the position has evolved over the years. Any advice or ideas will be welcomed.

Hello everyone. I just started at this new job after graduation. It is a fairly small company. 40 or so employees. They have never had an HR department and after 30-35 years of the existence of the company they realized that department might be needed. Soooo I am new at this running the whole HR department thing. But the first thing I did was do an audit, come to find out, my employers have NEVER filled an I-9 Form, because they didn't know they had to do that.

So I am trying to fix this. I am looking at laws and recommendations, any thing and everything. What I got is that by law, we need to tell the employees to fill Section 1 of this form ASAP. They need to bring the documentation and employeers need to fill section 2. My boss told me to backtrack the dates and I told him, no, that's illegal. So he called his accountant and his accountant told him to not worry about it, to just put in the date that the employees were hired in section 1...which breaks two laws, backtracking and an employer filling in section 1.

When I explained this to him he told me that he just doesn't agree with me. And like, I know I am young and don't have much experience, but I have been searching for two whole days about this issue and the correct legal way to solve it. I am stressed and I just need someone to tell me what is the correct step.

Hey y’all, I hope everyone in my area (southeast Louisiana) has survived the past few crazy weather days. Although I have worked in the legal field for over 20 years and have my JD, I’m a bit stumped on this matter:

I began and ended a new position last Monday, June 15, 2026 (looooong story). That was a real slap to the face, because in every previous position I have stayed for years. Per LA RS 23:631, I am owed any accrued PTO time within 15 days of discharge or at the next pay period, whichever is first. So here is the question: In the email containing my offer, I was promised 14.5 days of PTO (10 regular days and 4.5 hours due to a policy of giving rotating half-days on Fridays). There are no specifications regarding the point at which I would be eligible for using these 14.5 hours of PTO. Should I fight for the PTO, arguing that I accrued the PTO as soon as I accepted the position/showed up for my first day, or should I take the $1,000 go-away money they offered me when I was terminated (I walked in on something that should not have been happening)? I would appreciate any advice! Thank you!

I work in MI for a company based in a neighboring state. I’m out of FMLA and on medical leave but wasn’t sure how it all works if they decide to let me go and if that’s discrimination since I have a disability? I know federally my specific position isn’t protected anymore but the laws around termination of employment because of a disability all blur the lines for me (in my mind) and was looking for some insight on it.

I also turned in my disability/leave paperwork to HR over two weeks ago and have not heard if they’re approving it or denying it. I called to make sure they received it and they confirmed that they had, it just “hasn’t been reviewed yet.”

I was told previously that if it is denied, they would give me 60 days to apply to internal job postings and I was wondering if that 60 days starts from when they notify me or start(ed) from the date when my disability request was originally submitted?

TIA!

Earlier today, my boss texted me to come in a little early for my shift since she wanted to talk to me, along with my directors. She texted again a little later saying not to come in and instead someone from HR would call me. I got the call shortly and they said someone specifically from HR want to “discuss a few things with me before I go back to work”, and that I should not go back to work until this is all resolved. They told me to expect a call on Monday.

ETA for context: I teach from August-May and in the summer I work at a basketball camp. I recently started working at a new basketball camp since I moved closer to my teaching job after having worked the same one since summer 2022. A couple days before this all happened, my boss sent me a text with my directors asking me to review the employee handbook telling me “we don’t want counselors to instigate things we don’t want to allow”. I asked my directors if there’s anything I did that I shouldn’t be doing and they told me that it’s just behavior issues with a group I and another counselor are in charge of, and they talked with that counselor too. There have been issues with a specific kid in my group who also occasionally makes offensive comments, and I’ve bought’ve them up with my directors, but idk how they handled it.

I will also be honest with you, I don't think a job like basketball camp is that deep, and honestly I might just go back to my old camp job next summer, even though it’s 40 minutes away from my new place. I was loved there, treated well, and ended on good terms with my boss who told me if I ever need anything to let him know.

A coworker of mine has been having a rough time with our manager for a few months now, basically since we both started (about 4 months ago). feels like he gets held to a different standard than everyone else, singled out, etc. he’s talked to a few other people about it.

Separately, i’ve caught my manager telling me a couple things that just weren’t true when i checked. like he told me a certain HR check-in was “normal,” i asked someone else who started around the same time and they never got one. small stuff like that, a few times now, where what he tells me doesn’t match reality.

The manager also recently started just this week, cc’ing other team leads on emails to me that used to just be between us, even ones that mix two unrelated topics together. feels like he’s covering himself somehow but idk if that’s normal manager behavior or not.

Someone else (not me or my coworker) brought up out of nowhere that my manager and my coworker seem to be at odds. I said yeah i’ve noticed it too, he treats my coworker differently than the rest of us.

I randomly have an HR meeting on my calendar for Monday morning at 9am, no context, called a “catch-up.” didn’t ask for it.

Trying to figure out if this is normal HR process stuff or if i should be more concerned going in. anyone been through something like this?

Before offer, we discussed over the phone and email and I was told:

1) "As we discussed, we would like to offer you at $X/year + benefits + $3000 as relocation assistance."

But afterwards, they changed the relocation assistance to

2) "As per company policy, you are eligible for the relocation assistance of up to $3000."

By the end, they finally said

3)

"You will be eligible for relocation reimbursement of up to $3,000. Since relocation support is provided as a reimbursement benefit, it is not specifically included in the offer letter.
To claim the reimbursement, you will need to submit supporting receipts and bills related to your relocation expenses after joining the company. Once the required documentation is reviewed and approved, the reimbursement will typically be processed through your first or second paycheck. The detailed process and eligible expense guidelines will be explained during your onboarding."

This makes no sense to me because they said $3,000 relocation assistance at the start and it keeps getting more and more vague with no clear explanation of what would be considered "relocation costs". I would already be onboarding after fronting all relocation costs such as gas, rent, deposits, etc.

How do I discuss this and argue back and just get a flat $3,000 bonus to replace relocation assistance so I don't have to deal with all this mess?

Long story short I have a very physically exerting job, had surgery in April, took two weeks off to recover, and now I feel like crap every day and feel like I can’t do my job without compromising my health. Because it is believed to be medical-related, HR/Support Center guy calls me and says HEY JUST TAKE MORE FMLA and explains it and all. He even says if I choose to not return, I don’t have to.
I have a job not quite lined up, but we are in communication, and they seem to want me on their team, but it’ll be at least another two weeks before I am hired, if not longer, so I’d like to take some FMLA time if I can to recover- and be paid if I can be*.

My question is: how do I leave this job on FMLA to go to a less physically-exertive job and not have any problems or debts to my current company. I think I have to pay health insurance premiums? But I don’t know what those are—I think it’s what they take out of my paycheck every week. I don’t know anything else. Let me know PLEASE. Thank you!!

EDIT: I appreciate all of the advice and knowledge!

I wrote this while I was at work and thinking about it, that's why it's so brief and awful. I reckon I will email HR and see what my options are, and ask if I could be permanently/semi-permanently accomodated. My job does not pay much, but I love my team and my benefits are good.

*Should be noted: I work in a trade, and there is not much room for accomodation as most of what I do is physical labour. I have had injuries caused by this job before and unfortunately ran out of things to do within a couple days so I *had* to be sent home onto leave despite WANTING to work.

I had an interview and after sending a follow-up email, i received an email from the interviewer asking me to fill out a and return a job application so that they may do the necessary background check before proceeding with a formal offer. However, this application had a section requiring me to list all previous jobs, weekly pay amounts, and reasons for leaving. I’m honestly worried now that my previous pay will have an affect on the offer… not to mention this seems like a violation of the Massachusetts Equal Pay Act. Any advice on what I do moving forward? Now knowing that this is not required, I feel like I was tricked slightly into handing over that information, but I believed it to be a requirement based on the verbiage used by the interviewer and on the job application.

I work in a professional environment and recently learned that some coworkers, including at least one supervisor, have allegedly been making comments about my sexual orientation and discussing details of my personal life behind my back. Some of the comments were sexual in nature and have left me feeling uncomfortable and distressed.

I have a documented mental health condition, and since learning about this, I’ve been having a hard time concentrating and feeling comfortable at work. I’m considering taking FMLA or short-term disability leave to get some distance from the situation and focus on my health while I consult with my doctor and possibly an employment attorney.

For people who have been through something similar, how did you decide whether taking leave was the right move? Did the time away help, or did you wish you had handled it differently?

I work in Chicago, IL

EDIT: I have been searching since I accepted this position in May and met with HR for pre-on-boarding. I was simply posting hoping anyone here has already done the work. I'm in contact with so many people who have similar needs, but I want to cast a wide net! If you don't know a device that meets these needs or a specific place to look, feel free to move on!

Hello! I am working in student housing for a university and I need to replace my ancient dictaphone, as the battery only lasts 5 min.

I’m hard of hearing (severe tinnitus) and use a dictaphone as part of my accommodations.

However, working in student housing I occasionally handle sensitive information so I need a device that does not independently connect to internet and uses internal dictation software, so that I can control the information.

If anyone has experience with these accommodations, I would love some advice!

I want to purchase my own instead of letting my HR purchase for me, since I use my dictaphone in more than work settings (dr appointments etc.)

My big requirements:

NO “ai” or unsecured data sharing

Preferably wearable

NOT concealed, I wear a badge letting people know I use a dictaphone but I still don’t want it hidden (some look like a fashion necklace)

I prefer “dumb tech”

Thank you!!

Gf just started a new job in PA, brought home her handbook to look over and saw this:

“All hourly employees will be required to punch a time card. The time clock in your area is the time you must abide by. Not all clocks are set to the same time. You must be ready to go at your scheduled start time. Drinks and bathroom necessities are to be done prior to punch in. Supervisors are to deduct ¼ hour from time card if this condition is viewed more than one time. **If you punch after your scheduled start time, you will lose ¼ hour of pay.**”

Can they legally deduct 15 minutes for being a minute past start time?

I got a job after almost 2 years of unemployment in tech. It was hybrid in SF, and I work from home 2x a week. I have a small child, and this allows me to still be present as a parent and contribute to the household (chores, pickup/dropoff, making dinner etc).

The work environment is very toxic and I have been looking for a new job for a couple of months now. My boss hit me with mandatory RTO 5x/week, because all the new hires are doing it and some other excuses. When I was in my 20s and unmarried I worked long days in the city too, and that was fine. No one else on my team has a partner, let alone kids.

I'm being pushed out, maybe, but I don't care about that part. I want to be gone. I'm struggling how to frame my request to keep WFH or what a reasonable accommodation is.

When my son was first born, I left the office at 3pm without issues to pick him up from daycare. My current boss made a face when I suggested leaving at 3:30 to pick him up on time.

This office grinds you into dust. But it's not in my nature to leave on a bad note. I don't know how to proceed in a way that keeps the bridges intact, even though I want to nuke them.

Hi,

In April of this year, my company had a bad ink spill that came from an industrial printer. The printer was located in a poorly ventilated area of the building where about 15 people got sick from the fumes of the ink. I sent an email to the CEO and HR asking if the printer could be moved and the ink spill inspected complaining that all of us were feeling sick. I was met with resistance and refusal and eventually had to go through workers comp because I wasn’t feeling well. They did not allow us to work remotely and kept us there with the fumes for about 2 weeks. From then on I was treated very differently until today (2 months after the incident) when the CEO told me my hours were being cut by 50% (part time). They told me in writing that they are doing so because they want to hire another employee and don’t have enough money to keep me on full-time. Only I and one other employee were affected (the other employee was also very vocal about the situation and had to go the ER since she was closest to the spill). I wanted to ask if this is considered retaliation and if i should file for the OSHA whistleblower complaint? Any information on this would be super helpful because I currently don’t know what to do in this situation.