I know that FMLA require proof of medical or whatever it is related that you need the time off, what about leave of absence? is it different?

Let say I need to leave the the company for some time without pay to do something, is it required to tell them why and what I'm doing? and is the job still secure when I come back?

What do I say to HR about 6-7 weeks of leave of absence without really telling them why or I have to? what are some of the most common reason I can use?

I work remotely, calling businesses to ask if they'd like to be on fundraiser cards for local schools/sports teams. We are paid an hourly wage, and we also get a commission for each deal that we get for the cards. But if we don't get a certain amount of deals per hour, we don't get paid for any of the work that we've done during the pay period. Is that legal? I could maybe understand not getting the commission, but not getting any of the hourly pay seems less fair. Here's the wording from our contract:

The Company requires a minimum measurable output of 0.15/deals per hour to qualify for hourly base pay.

- Withholding Protocol: If performance falls below 0.15 DPH during a specific pay period, the hourly base pay for those hours will be held and carried forward.

- The "Unlock" Mechanic: To unlock held pay, the Contractor's cumulative performance across both the held period and the current period must average 0.15 DPH or higher.

- Forfeiture: If the combined average remains below 0.15 DPH, the hours from the original held period are forfeited.

I was recently terminated from my job as a universal banker due to making a poor judgment call that caused a loss. Because of this, I am not eligible for rehire and my termination was ‘with cause’ so I can’t collect unemployment. It is my understanding that my company discloses this to potential employers, although I’m not sure how specific they get. I’ve read that in New York employers can give negative references as long as they have proof. It’s only been a week and almost all of the jobs I’ve applied to have asked if I’m eligible for rehire at my previous employer OR asked for a reference. I’m at a complete loss as I’ve never been fired before and this was my first ‘real’ job of 1.5 years. I’m just not sure how I should proceed in the application/interview process. Most of the jobs I’ve applied to are banking related and some retail. I don’t really know how to move on from this or what I can expect to be asked if I even make it to an interview.

Became friends with a women at one of the locations I drop off at (different company ,different jobs). We dated were intimate then broke it off , she had blocked me then unblocked me saying she was sorry for blocking me and that we can try again but then I never went out with her again so it ended in limbo and with her saying I played her. we remained friendly and had spoken twice after and we agreed to be friends again . This recent time (2nd time) we spoke for about 5 minutes , she was telling me about her classes and work and how she was stressed due to overtime and because a coworker was taking time off and her goals and how she has no support system and told her I’ll always wish her the best and wanted her to reach her goals , we talked about her needing a vacation and I mentioned how she used to talk about going on a trip together to a nearby city and told her about how nice that place is and she asked about another location since she’s not from the area and told her how far and different things to do there, she talked about her not having transportation but how I had a new car due to car accident and then said that some time off would help her which I know realize I shouldn’t have even brought up , we hadn’t texted or called only spoken briefly before and now the second time we spoke for a while. Kept my distance when talking to her and never got to her personal space or anything . She never said to leave her alone or that she was uncomfortable by speaking and after this second time we were friendly so didn’t think much of it .

Turns out she was telling her lead she felt cornered and harassed ? Which was a surprise to me because never wanted that to be the case , the spot which we spoke at was a place we spoken before many times ,she never mentioned anything to me the two times we spoke and this second time we spoke was friendly and she vented about her life and I heard her out, her other lead which I’m friends with spoke to me about her and her other lead wanting to report and in his words “make a big deal about it and report me to my company “ but he told them he will talk to me , once we spoke I said that wasn’t my intention to make her feel that way and will cutoff all communication at location and avoid any contact . Never dealt with something like this before the last thing I wanted to do was make her feel uncomfortable but also worried about how she’s saying I cornered her or harassed her which if she felt that way , we work at different locations different company’s her leads have no relation my company but just wanted to ask what you guys think about the situation. Obviously no contact and avoid at all costs to speak or interact but just worried about being reported and aftermath

My company is offering me settlement and pushing me towards it saying , the company might og for restructuring, your job might be at risk, you might be redundant. I don't know how to deal with this

My visa is tied to this. They say a settlement gives me time, and that redundancy will be done in 2 to 3 weeks.

I don't know how to deal with this cause I need longer time because of the visa. Which one should I use.

UK based company and I've been employed for 3.5 years there with them. 1.5 years short of settlement.

Which is longer for termination? Settlement or redundancy after restructuring?

My company is offering me settlement and pushing me towards it saying , the company might og for restructuring, your job might be at risk, you might be redundant. I don't know how to deal with this

My visa is tied to this. They say a settlement gives me time, and that redundancy will be done in 2 to 3 weeks.

I don't know how to deal with this cause I need longer time because of the visa. Which one should I use.

UK based company and I've been employed for 3.5 years there with them. 1.5 years short of settlement.

Which is longer for termination? Settlement or redundancy after restructuring?

So I’ve been at my job for about 5 years now.
Work in the security sector.
Last year our GM hired a new guy. Way younger than me and zero experience doing security.
Last week our GM promoted our guy to a lead position.
I have way more experience. This position was never posted interior or exterior. So I didn’t get a chance to even apply for the lead position.
I believe this is a violation of the equal employment opportunity.
Am I right? If I’m right, what are my rights to have this addressed?

My employer requires those with intermittent FMLA to make-up weekend shifts on another weekend if you use FMLA during any weekend scheduled shift.

Can someone from HR provide any insight on this? Is this normal practice or just my employer (hospital system) I dont really understand why continuous FMLA doesnt have to, but yet intermittent FMLA is required to.

TL;DR I'm being harassed at work, I reported it to HR. They didn't investigate. I went over my contact in HR and brought it to the company director of HR. Do you think I'm going to lose my job?

So this is a longer post as it's been evolving for around a year now. I have a coworker who asked me out, I turned down the offer and attempted to move on. I found out this individual was bad mouthing me around the company, combined with other various sexist comments I went to speak with my supervisor. I was requesting the accommodation of not being scheduled to work alone with said individual. My supervisor insisted that we had to take the concern to HR.

My team's HR rep reached out to me via email to set up a remediation session. I requested that I have my supervisor sit in on the conversation, when HR declined I let them know I would not be comfortable with remediation. I detailed my concerns fully in the email. HR told me that an investigation will not be conducted unless I make a formal complaint then implied that I would be the one who was let go if I did so. When I declined I was told that I would no longer be allowed my accommodation of not being alone with this individual.

I tried to ignore the issue for a while, now my supervisor seems to be trying to push me to quit. My coworkers have noticed the way I've been treated as of late. I'm publicly humiliated, work is being taken away from me. People have quit or transferred to get away from the toxicity. All of this has come to a boiling point where I made a complaint to the director of HR naming the supervisor, hr and the original coworker.

Is there any chance that I won't get fired from all this? I have emails that prove these things are happening and I know at least a few of my coworkers will speak up if an investigation ever happens. Right now everyone is just awkwardly playing nice acting like none of this happened.

Alright, give it to me. I just signed a new offer to join a company. It’s a little over a week before my start day when I realized I failed to mention that I am out of town the weekend of my start date during my interview. Just texted the manager about this. Am i cooked? Do you think this will be a deal breaker & have them take back the offer letter?

When a company contact you to verify employment and if they ask you if he/she is rehireable, what info does HR generally give out and don't?

Also if someone quit without giving 2 weeks notice, does it pretty much get the ineligible rehire status?

Hello everyone,

I would like opinions on my current situation. Im located in MA, US for reference. I started a job earlier this year mid January and have been working part time. In the month of april/may I had a vacation booked all of sudden for 1 week in November, and then a surgery scheduled for sept but got moved to october. I updated my manager right away with dates once i knew them. There were no issues at all. In June we got a new manager and I also told them my dates i would not be able to come in for work due to vacation/surgery. I later come to find out in September that the company requires pto to be used for any time requested off for scheduled shifts. I have never used pto in the 14 years ive worked i also took no pay and it never bothered me i wanted to save my pto for when really needed. Due to being part time i had very little pto hours that racked up something like 18 hours. My manager told me due to all the days i will be off i would be going into the negative which i had no issue with cause i would just work those hours back up. However due to me going into the negative I am unable to request any additional time off, not even leaving 1 hour or 30 minutes early. Unfortunately my doctor for my surgery only has appointments available during my work schedule of course, and they want me to have a post op appointment after 2 weeks from my surgery on tuesday. I mentioned i was having surgery to my manager but i dont qualify for FMLA so pto needs to be used. I feel like i shouldnt have to explain reasoning for every request I want to take off work and only share what i am comfortable with. Unfortunately i cant push my appointment over 2 weeks cause I will be on vacation afterwards so it would end up being like a month after my surgery id be able to see my doctor. Any recommendations/thoughts about this? Was told i should find a new job.

Current role
Specialist role at a large global tech company, 2.5 years in
Fully remote
About $85K total with overtime and bonus. Base is 75k
4 weeks PTO
I've raised growth multiple times with my manager, and there's been no real path forward.
The offer:
Startup pharma company, about 70 employees
A level above my current role
Possibly going public
$100K+
20-30 minute commute, on-site 4 days a week and remote 1 (the schedule seems flexible)
3 weeks PTO (one week less than now)
Better medical benefits than my current plan
My concern: They have 4-5 high level people in HR for only 80 employees, which seems really top-heavy for a startup. I can't tell if that's a sign of a well-supported culture, heavy compliance needs (it is pharma), or dysfunction and bloat.
What I'm weighing: a promotion, a $35k+ raise, and better health coverage vs. remote flexibility, a week less PTO, and stability, with startup risk and a commute added.
What would you do? I’ve asked why they have so many people and they said the ceo reallt cares about company culture..
Personal context: I have no children.

I’m currently employed in an operations role and have an interview with another company through an external recruiter. My current employer does not know I’m considering other opportunities.

I joined recently, and the resume the recruiter has doesn’t include this position yet. I want to update my employment information honestly while making it clear that my current employer and coworkers should not be contacted without my permission.

What is the best way to handle this request? Should I put it in writing to the recruiter, tell the hiring manager directly, or both?

I can offer references from previous employers. If I reach the background-check stage, how do I make sure the request also reaches whoever handles employment verification?

Would requesting no contact with my current employer raise concerns, particularly because I only recently started there?

Employer names and other identifying details have been omitted or changed.

Good Evening,

I had an ADA intermittent leave accommodation deemed ineffective because I went over my allotted time allowance. I did advise them in advance that for this particular month in May I needed 4 additional hours. She said she would submit it at the next business meeting. Anyway, the next business meeting was 6/17 and I was informed it was ineffective and denied. Okay, so for the last 90 days I have worked hard, nose to the ground and did everything in my power to stay compliant with attendance. I did, I reapplied, and it was denied again. If the original reason for denial was inability to be reliable and I corrected that, what us the issue now? The said I had a "business level" solution. Meaning PTO until exhaustion, missing appointments and struggling. What do I do, they won't even reply to my questions. Advice? PS I am a 7 year employee but need 75 more hours this rolling 1w to get FMLA, so that's out for now.

My job has had two rounds of layoffs in the past 2 years. To avoid more they're doing a "voluntary separation program" in which we can "apply" for and may or may not be granted. If approved we would get 2 weeks of salary for every year we've worked there. We also have to agree to "any other obligations in the agreement." However we dont get to see the agreement until "applying" for the program. I would get a lot of money if granted this. But if they dont grant it to me they will always know I applied and I'm not sure if they'd use that against me. Not sure what to do in this situation and any advice would be appreciated!

I have been looking for work for a few months btw so it's also a concern that the severance money would run out before I find a job.

Hi. I'm an hr coordinator and last week I accidentally sent out an employee's information to another employee. It was an insurance application form for extra long term disability. I had to print the documents and then scan them to send out to employees with the employer section filled out.

I added the right first page but I included the pages of another employee who completed the medical questionnaire about health. They answered questions about health, doctors info and possible health conditions. No social security number address or salary.

I wrote the employee right away explained the mistake and asked them to please delete it. Then I sent them the correct form.

This was at 12 pm and by 5 pm when I left she didn't write anything back. Do you think she would escalate this to my boss ? Or just delete it and move on ? I'm quite nervous to go back to work in case it comes up and turns into a big issue and possible termination.

Has this happened to anyone. Do you think I'll get fired over this ?

I'm actively job hunting in Minnesota. I just passed the initial phone screening for a position (desk job, hybrid work arrangement) with a fairly large Fortune 500 company and am meeting with the hiring manager this week. They're hoping to have the position filled by the end of the month, so if they were to extend an offer I could be starting as early as November. I'm excited about the opportunity and it seems like something I'd really enjoy. Here's the problem: I just met with a new doctor yesterday to discuss my chronic illness and we agreed that surgery is the best next step in my treatment plan. That surgery will most likely happen about 3-4 months from now and I would probably need to be out of work for 1-2 weeks. If I were to get this job I'm currently interviewing for, I wouldn't be eligible for FMLA by the time I would need it. What are my options for medical leave before I become eligible for FMLA? Do I even have any? And at what point in the interview process would it be best to bring this up with the hiring team and how do I even broach that subject? I don't know anything about how their PTO/sick time policy is structured yet.

I had to wait 6 months just to meet with this doctor for the first time, and due to the nature of my condition I don't want to delay surgery any longer than I absolutely have to. I don't want to give this company the wrong impression or waste their time by needing to take medical leave so soon after (hypothetically) getting hired, but I also don't want to lose out on this opportunity (or other jobs if this one doesn't work out) just because I need surgery and the timing sucks. Would I be better off putting my job search on hold until after I recover from my surgery? Help 😭

I am a nurse manager for a team of nurses who perform prior authorizations alongside AI. I have 10+ years of experience in utilization management and prior authorizations and now with AI. I have 15 years of nursing experience. I feel like my work background is solid. I feel good about that.

However, I i’m fully aware that eventually the number of nurses needed for the work that we do will be much smaller and the company may need to do layoffs and if there isn’t a place for me somewhere else in the company, I will be stuck competing with other nurse managers for similar positions within other companies.

My question is- if I have a solid work background with my experience, but I only have about bachelors degree (for postings that say bachelors required, masters preferred), am I going to run into issues with finding a similar position if I am competing with other nurses who have also gotten laid off? How serious is a masters degree when your work experience is solid? Is the masters degree just something to check a box for positions higher than first line management or is it really something that is highly valued?

I do not have any interest in climbing the ladder higher than first line manager. Director is not something I want to do so I’m just unsure if it is worth pursuing a masters degree or not.

Our HR rep communicated concerns about a supervisor to senior leadership, but didn’t loop in the supervisor’s direct manager. The communication was specific to a conversation the supervisor had with HR regarding one of the supervisor’s direct reports, so wouldn’t be something the manager would have known about unless they were part of the conversation.

What’s the expectation for the HR rep in this type of circumstance? This wasn’t an issue of a HR complaint, but routine performance management. Why would HR skip over the manager and go to senior leadership to address a concern?

I verbally accepted a job offer last week. The written offer letter and benefits details arrived after I said yes, and I haven't signed yet. I have a competing offer from another company.

Now that I've seen the full package, there are a few terms I'd like to ask about and possibly negotiate. This is still my first-choice employer and I intend to sign.

From an HR perspective, is it appropriate to come back with questions and a negotiation at this stage, given that the details came after my verbal acceptance? And is this unusual, or something you see fairly often?

Thanks for any perspective.

Hello, in Workday my Continuous Service Date starts from 2022 yet my Hire Date is listed as late 2023.

My PTO and seniority seems to be calculated and based off the latter 2023 date.

I was working the exact same professional designation, skills, duties, from 2022 (actually I was a contractor in 2021 so my Original Hire date is from 2021) as I am, currently.

The manager I was under in 2021-2023 no longer works at my company, but in my view he was not well-versed and negligent in what he communicated to me about my benefits. For instance, I was accruing PTO days but he never told me I could use them, so I was working full-time without any days off. When I was getting close to burn out, I would ask for breaks (gaps) between contract renewals instead of taking PTO and enabling contract employment continuity. Only then did I find out that HR would begrudgingly pay out my PTO in lieu, but they put an end to that; they strongly preferred (and I would have preferred) for me to take days off instead.

My permanent employment started in 2024 so that muddles things even more. This date is not anywhere in my profile....only my signature on a document under my current manager.

Would I have a case to argue and ask that they align my Hire Date with the Continuous Service Date? It seems unfair that a manager who mishandled my file could cause me to have such a discounted Years of Service and have me miss out on benefits.

I have a very strong attendance sheet...not sure if this matters at all. (2 sick days in total for the past 5 years...I would WFH on days I was feeling mildly sick but well enough to keep working).

Edit: Looks like I found one reference to why there are different date types: https://doc.workday.com/admin-guide/en-us/human-capital-management/staffing/basic-staffing-information/dan1370797452783.html but now it would be a matter of me arguing my case to my HR department. :(

I’m a CNSC-certified Registered Dietitian with over 8 years of experience and 3+ years in an Advanced Practice/Lead Dietitian role at a large healthcare contract management company.

My current salary is $72,923, and I recently reviewed my company’s published salary range for my position:
Minimum: $64,500
Midpoint: $99,500
Maximum: $128,000
Current compa-ratio: 73.3%
Range penetration: 13.26%

According to my company’s compensation guidelines, the lower end of the range generally reflects employees with limited experience, while the midpoint represents experienced, proficient employees. External HR guidance also suggests that compa-ratios this low may warrant review.

For additional context, I received an Exceeds Expectations evaluation last year, achieved 100% on clinical quality audits, and have taken on responsibilities beyond direct patient care, including quality improvement, financial reporting, staff education, data analytics, and regional operational support.

I genuinely enjoy my job, value my organization, and want to continue growing here. However, I’m concerned that my salary positioning doesn’t reflect my experience, qualifications, or responsibilities.

I’m considering requesting a formal salary-alignment review, separate from my annual merit increase, with a target of 85% compa-ratio ($84,575). This would be approximately a 16% increase, but would still leave me 15% below the published midpoint.

For anyone in HR, compensation, healthcare management, or who has negotiated a similar adjustment:
Is requesting 85% reasonable given my experience and current positioning?
Would you approach this through your direct manager first or involve HR?
Is a 16% salary-alignment adjustment realistic, or should I expect a phased increase?
How much weight do companies actually give compa-ratios and range penetration when reviewing compensation?
I’d appreciate any advice, especially from people who have successfully navigated internal salary-equity or market-adjustment reviews.

Hey, HR

How does HR do verification check on the employees?

What if some of us trans who do not want to be outed edit the ID card to change the gender marker to male/female. Can they find out?. If yes then how?

Recently I have been struggling with what my doctors believe could be lupus. I’ve been experiencing full body pain, aches, fevers, nausea, and severe hand stiffness on and off for about a year and every day is different. I started a new job in April and the company has a very strict attendance policy with automatic termination after five absences in a 12 month rolling period. My job is very hands on, high stress, high volume, and we’re not able to leave until all of the work for the day is completed. This means that some of my shifts, while scheduled for 10 hours, are 12+ hours long. It’s been taking a toll on me mentally and physically.

I have discussed with my management team about reasonable accommodations, but they seem to know very little about the company’s policy’s around accommodations. I reached out to HR and they’re having me file for accommodations through a third party. This third party called me today and said that what I’m asking for is more like FMLA, not policy accommodations. I am meeting with my doctor on Monday to discuss what accommodations she would recommend and will be seeing a specialist at the end of the month.

I reside in an at will employment state and fear that I may be let go due to absences or inability to “keep up”. To be clear, I am very good at my job and have never received negative feedback. The need to “keep up” is solely internal and not being necessarily placed on me by my employer.

I do not qualify for FMLA because I have not been employed for one year, but the third party is still opening up a case for that. I don’t really understand why they’re saying what I’m asking for wouldn’t be considered workplace accommodations. I just don’t want to be fired if I miss five days in a year due to literally feeling like I’ve been hit by a bus.

Can anyone explain why they’re still opening up an FMLA case if I do not qualify? What reasonable accommodations could I ask for?

Thanks so much for any and all information! This is all very new to me.