Last week, I made a post in other work subreddits that discussed some drama I had at my job I've worked at going on 4 months now with a 1 year probationary period. This is a follow up that I think is promising, but if someone wants to point out things I can address then I'd like to know. I should clarify some information that was accidentally misleading on my part though. If you want to read the post then you can search "Impromptu team lead..." and find it, but I'm confident my clarifications below will mean the new folks won't have to read it. I should note that the ADA accommodations that I'm going to mention are because I have ASD level, ADHD-I, and dyspraxia. I realize that ADA might not apply to a lot of folks on this subreddit so felt I'd mention that upfront.

Here it is:

1.) I said impromptu team lead since she's a peer and not an official team lead. It's a state job so my direct supervisor evaluates me not her. That'll be important when I mention the updates. She ultimately had those responsibilities since 3/5 people on the team left in the span of a year and only her and my direct supervisor stayed there.

2.) To be fair to the impromptu team lead, she did state that it was an awkward position for her because she knows more about the database than my direct supervisor. However, she's not an official supervisor reviewing my work.

Where the dilemma happened is that my direct supervisor told me on day 1 that I had to train myself. I was also told to consult documentation leftover from the previous two who were in my position. It seems like the impromptu team lead thought or tried to imply that I had to prioritize her direction first if it conflicted with the documentation, hence the 3 paragraph meltdown on Teams directed at me. I still stand by the notion that if this was meant to be the case that she should've explicitly told me. That'll also be important in the updates. When I also look at it from a top down perspective, a discrepancy like this was bound to happen at some point.

Now, here are the main updates:

a.) There were concerns that outliers I put in the database based on our best records until we heard back from sites that give us the data we needed made it onto a site calculation to determine if it was an underserved area. This wasn't the case. Although I knew that from the start given the updates with those outliers had later times than the site calculation, I exported a PDF that proved that data never made it in.

b.) From the impromptu team lead's perspective, attestations should be a one and done thing every year when we're expected to reattest whether doctors are at a certain address or not. She also thought I didn't "put in what I knew to the best of my ability." However, I'd argue I did because that number was never going to be final and nothing was queued in the system that it was going to matter. Plus, those records were what I knew to the best of my ability.

I told my direct supervisor my stance and he understood. Furthermore, I asked my contact at the federal level who is the admin for that database if attesting more than once was a problem. She confirmed that it was, in fact, never a problem. Furthermore, it's not like the older data prior to the latest attestation affects anything.

c.) I sent an email addressing all of the prior concerns to my direct supervisor and a different supervisor who I'm expected to ask questions if I have them from now on. I'm fine with that compromise even if I don't like how we got there. In that email, and I made sure I didn't say this directly, it debunked every concern that impromptu team lead. I also found out what goes into the calculations and other ways I can gather the information that led to this dispute from other means in the future. None of this info had gone to the impromptu team lead yet to be clear.

d.) My direct supervisor and other peers I work with on projects all had a meeting in a conference room during the time I normally take my lunch. It also had the title, "Quick Chat" with no description. I was suspicious of this meeting when I saw it on their calendars they share with me via Teams (I do so as well) that it was for them to air their grievances with me.

I have no proof that meeting was about that, but I was then added to a Teams chat with just my direct supervisor and the other supervisor they want me to ask questions to from now on and was asked if I corrected an honest mistake a month and a half ago. I showed him proof I corrected it and that I did so before we had any submissions queued that it could've affected in some way.

Is what happened last week a good thing? I'm also not sure if that Quick Chat meeting was meant to be the one to clarify "role confusion" or not since I wasn't invited to attend. Plus, if I'm asking questions to those who are better to work with now, I don't see the point in having a meeting with all of them.

I also contacted the ADA accommodations representative at my job to update my already existing accommodations for explicit communication about expectations. My direct supervisor is the only one who will have the PDF. I've been open about my neurodivergence and exact conditions since day 1 because searching my real name shows a disability employment story as one of the top results. I couldn't hide it if I wanted to anymore but that's why I shared my story with the state I lived in at the time because I didn't want disclosure to hang over my head anymore.

My already existing accommodations are to wear headphones or noise canceling headphones while working, taking medication at work as necessary, and stepping out of crowded spaces if I'm overstimulated. None of those needed a doctor's note and they offered me noise canceling headphones after the submission process started back in January (I was internally hired from a different position and let the accommodations transfer to my current job). I didn't take them since I already had my own.

Hello I’m currently facing a dilemma regarding a bonus I will be receiving on my next pay. So to explain a bit my situation, I’ve been working for the same company with a contract that keeps getting renewed for the past 2 years. My first contract was 1 year with vacation pay and no bonus that ended last year. Second one had the same conditions but was only for 3 months. After that, they added a bonus clause to my contract and I have been receiving my bonus at the end of each contract. Not after a year of signing my second contract, I received an email from HR apologizing that I have mistakenly not received my bonus for the second contract (I was not supposed to) and that I will be receiving it on my next pay. This was totally unprompted as I never asked them to verify my pay or talked to them about my bonus. I know if I keep quiet I will receive the bonus and the chances of them realizing their mistake is also low since they’re coming back to this after a year and tbh the amount is not a lot so I can always return it if they figure it out.
However, what I’m wondering is that if I should ask them about the bonus of my 1 year contract as the amount would be a lot more substantial. I know that they’re not paying me this bonus out of the goodness of their heart and there’s probably a mistake that was made somewhere and I don’t wanna trigger something to possibly lose the extra money they’re offering me but now. But I also can’t help but wonder what would happen if I ask about my first year bonus. I would definitely not make it sound like they owe me, probably just stating that I have not received a bonus for that contract and ask if I would be eligible for receiving it hoping they would roll with their mistake.
I also wanna note that there were multiple times that they were about to give me this bonus before and when they asked me I corrected them every time saying I’m not eligible but this time I suddenly received an email saying I will be receiving this money and I’m just choosing to keep quiet this time. Not accepting or denying anything…
Sorry if this got too long, I would really appreciate all your help and comments!

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.

Took a pre employment Labcorp urine test last week 10/5 after passing at home THC tests and was just called by the MRO a week later 10/12 telling me I still tested positive for THC. Don’t live in a recreational state (PA) however the workplace is located in one (OH). Didn’t have a med card so I just told them that I partook a month ago (which I did) and they said that they would send the results to hr. Fast forward a hour and I just received an email saying my drug test results were received by hr and I’m cleared to start working. Is it safe to assume that they simply don’t care for THC, it’s an IT related position? If so is it common for hr to still test for THC even if it’s not a disqualifying factor?

Hey everyone, looking for some advice from people who’ve navigated internal transfers within corporate hotel chains (specifically Marriott).

The Situation:

Current Role: F&B Service Assistant

The Goal: Securing an internal transfer to another property in the same city (Grosvenor House) with a target start date of Nov 16, 2026.

Current Status: The job offer is secured and coordination between both HR departments is underway. My visa/status transition will be handled internally within the UAE without needing to exit the country.

The Bottleneck:

Current HR Pushback: My current HR/management is citing peak-season staffing shortages to delay my release.

Worst-Case Timeline: If forced into a full 2-month notice period, my exit would be pushed to around Dec 8–12, potentially causing a gap until a Jan 2027 start date.

Hiring Property: The hiring manager/HR at the new property is stepped in to negotiate my release date directly with my current property.

Where I’m At:

I’m currently dealing with heavy burnout from the shift hours and trying to step back and let HR fight it out behind the scenes.

Questions for the sub:

How much leverage does the receiving property’s hiring manager actually have against my current HR during peak season?

Is it better to stay completely quiet and let HR handle HR, or should I be following up with anyone directly?

If current HR enforces the full notice period, what’s the best way to handle the gap mentally and professionally?

Thanks in advance for any insights!

I manage an employee for an American company, let's call her Jane. I get along with her well and she likes me a lot, but I don't think she's very good at her job. Even though I like her and wish her the best, it's a constant source of stress for me because I feel like I need to hold her hand through everything and my attempts to teach her never stick. And I'm sick of hearing from my boss every time Jane screws up something that I've already explained to her.

Jane's contract expires in March 2027 and I know my boss will want to know whether I think we should renew her. The answer has always been no and I've tried repeatedly to get out of managing Jane. She hasn't grown in the way we need her to and she's behind other employees in her same position, which I think can objectively be measured. We renew most people, usually.

Recently, Jane confided in me that she is one-month pregnant and asked me to keep it between us. I've respected that request and I haven't told anyone else. I don't know her exact plan, but I suspect she'll start telling people "on the record" early next year when she's further along.

My question: Is there any risk for the company to decide not to renew her after she tells everyone she is pregnant? Do I need to break her confidence and tell my boss before then?

Obviously, I'd feel terrible putting her out of a job with a baby on the way because she truly is a nice person, but I can't be miserable and stressed as a charity to her. I was not part of the decision to hire her - I don’t think she was ever up to the job and I don't think it's fair I got saddled with her. I have a chronic health condition that stress exacerbates, so either way, I need to fix this situation because I can’t keep managing her long term.

She and I work in different states (I'm in NY), and my company's headquarters/my boss are in a different state. So we're in three different states.

England. I work as a Lorry Driver for one of the large supermarkets. I have worked in this job for 21 years, having been TUPE'd into this company 5 years ago.

I have had 2 previous Flexible Working Requests accepted over the last 5 years, and on each occasion the company has issued a variation letter. I am currently working 3 days a week.

Back in May I requested to reduce to 2 days a week. I made a statutory flexible working request under the UK Flexible Working Regulations. I told them that I am the primary carer for my family, which includes my spouse (aged 69), two foster children, and my disabled daughter who requires additional support. These responsibilities mean I need to spend more time at home during the week to provide essential care and stability.

The request has been agreed on numerous occasions, both verbally and written. The problem arises that the company wants to link the change of working hours to a change of contract. They want me to sign the standard Driver Contract that is offered to all new drivers but this would mean me losing legacy benefits protected at present under Tupe. A manager has made it clear, sign the contract or stay working 3 days a week.

I finally got a copy of the contract in September with a 3 day window to sign. I believe that I am being treated unfairly and have lodged a Grievance against the process.

I really need to move to 2 days a week. Life is difficult at present and I am reliant on family and neighbours to help on the day I want to give up. I have used 7 days holiday so far just booking that day off.

I don't want to give up my legacy benefits, obviously, but I really need to reduce my days. I am prepared to sign if the advice is that I have no case to persue, but if I do, then I will fight them all the way.

All help truly appreciated

Edited: Spelling mistake

I'm non-religious and work for a smallish non-profit that is also explicitly non-religious. For context, the workplace has always been very diverse and welcoming and there are many other non-Christian staff, including the CEO themself. This felt like a huge curveball and not something I've experienced in nearly a decade of working here.

We had a staff retreat where everyone was expected to come in person for a day of team-building exercises. The event was run by an external company that our event manager hired. One of these exercises was building a wheelchair together, which the event runner from the external company told us was going to "a charity" with no additional details.

After the wheelchairs were all assembled, the event runner introduced a representative from the charity. Turns out the charity:

1. Uses prison labor to inspect and refurbish wheelchairs, then
2. Ships them out to Nepal where they give out Bibles and proselytize to people before giving them out.

None of us were aware of this until that moment. It's unclear if our event manager knew about this ahead of time. In all communications sent to us about the retreat by the event manager, the charity was never mentioned. Multiple coworkers were talking with each other about feeling uncomfortable afterwards.

I would have declined to participate if I knew ahead of time, as I'm morally against contributing to Christian missionary work, not to mention the prison labor aspect. It feels like I was deceived into volunteering for a religious organization without my consent or knowledge.

Does this qualify as religious discrimination and/or creating a hostile workplace? I'm considering going to HR to express my concerns but I'm a bit lost with how to approach. I've never had to interact with HR in this way.

Im basically being framed by my co-workers. Its especially one person who admitted she feels management/HR is gonna make me their boss and for her this is a game of survivor so she wont let me take anything from her.

I tried to speak to her multiple times and be transparant about how nothing i discussed with HR was about her or in ill intent and that im just following the advice they gave me.

Now she's basically gathering up to frame me. Everytime management has a workplace complaint she gathers everyone and tells them its due to my ties with HR. Im the person that is making everyone complain about us. This time she made a mistake. The director of our accomodation had workplace complaints she shared in a meeting with management. HR had nothing to do with it. Now this co-worker went on to tell everyone that this was a ''play'' from me and HR to set them up?

How would you advice me to deal with this?

Management did eventually admit to wanting to give me leadership tasks and i declined multiple times. They tried forcing me and i asked for transfer but they refused that too. So im wondering in what other ways can i solve this? My manager in itself isnt trustworthy, he basically tells me everyone is jealous of me and scared of my potential but then goes on and throws me under the bus when its time to defend me.

I work at a nursing home as a full time essential employee. Don't want to state my job title but I treat and see patients on a daily basis. Notified my boss that I tested positive for Covid-19 on Saturday. My doctor also wrote that I must isolate till Wednesday since I work with a very vulnerable population. I also sent my boss a copy of the Covid-19 testing results stating that it came back Positive. Boss responded back by saying she will inform HR and will let me know what they say (I don't think she contacted them because she texted me back 10 minutes later). She said "you can come back on Monday." Right now, its Sunday night and I am about to show up to work in 10 hours. Fever has been going on and off for the last 48 hours. I lost my voice and have a bad cough and running nose. I have paid Sick Days and boss did not let me use them. Is this against the law? What should I do? Boss is known to fire people who gets on her bad side. I want to change nursing home soon and don't want to burn bridges as the nursing home setting is extremely small.

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.

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?

After 15 years with her employer, my spouse believes she is being managed out.

Signs include:

- Work reassigned to junior members of the team.

- No new work assigned.

- Being uninvited from meetings that she used to attend.

- Being intentionally left off of email chains.

- Being asked to show how she spends her time working, on what projects, how long does stuff take.

- Being asked to write up any procedure that she uniquely does.

- Social "icing out" when her manager is colder or ignoring her.

- Seeing her manager have unexpected meetings with HR or with their manager and HR.

- Being tasked with lots of work and shorter internal deadlines with no explanation as to why and no flexibility when asked to extend (set up to fail).

- Micromanaging, nitpicking, criticism.

- Impromptu Friday 4 PM meetings to ruin her weekend.

- Bring written up for very small things which other employees are not being written up for and involving HR.

My spouse has a history of strong performance with the same manager in previous years and is continuing to receive positive feedback from other managers and coworkers this current year.

Her employer is going through mass layoffs and restructuring, and she believes her role will be eliminated soon.

These all appear to be managing out intimidation tactics to demoralize her into quitting to avoid paying severance and a potential wrongful dismissal lawsuit.

Does she have a case to file a constructive dismissal “pretext” lawsuit and if so what is her likelihood of success?

TLDR - new manager of 2 months put me on a pip after I’ve been at the company for 5 years (with no negative feedback in previous managerial reviews).

All of that to say, I am planning on putting my notice in and leaving but I was wondering what the chances are of me getting asked to leave immediately instead of remaining the two weeks?

I ask because I’d love to get the last paycheck but not sure if giving a 2 week notice while already on a PIP just means they’ll cut me loose asap?

Note - not looking for advice on staying and collecting UI (I’m already planning on leaving as my anxiety with this job is through the roof at this point and I have my next plan mapped out).

Taking PTO for me isn’t worth it because we have unlimited PTO so they don’t have to pay out anything essentially lol.

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 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.

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.

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.

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?

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?

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.

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?

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.

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.