Male
Looking for advice from anyone who’s done something similar.
I need a second hernia repair (new location, no mesh on the first one). First time around I felt pretty good by 2.5 weeks, started lifting heavy around the 1-month mark, and it came back within days. Surgeon is planning to write me out for 6 weeks this time.
Surgery is looking like mid-November. Baby is due December 5. I have roughly 2 months of FMLA and short-term disability left. I’d rather use the STD + FMLA on the surgery recovery so I’m already home when the baby arrives, instead of saving it just for bonding leave.
I already spoke with benefits about FMLA for the birth. Now I need to pivot and tell them I want to use it for the surgery instead.
Questions:
• Has anyone run into pushback from HR/benefits when medical leave (STD + FMLA) lines up conveniently with a baby’s arrival?
• Anything I should make sure is in the doctor’s note to support the full 6 weeks (especially with the previous quick recurrence)?
• Better to email benefits now or wait until the surgery is actually scheduled?
Appreciate any experiences. Trying to do this the right way and not get surprised later.

I'm currently a college junior, and I'm in the process of interviewing for internships for next year. 

I did a remote, unpaid internship at a very small startup this summer, but I was unexpectedly let go around end of July(partly my fault and I've taken responsibility for what happened). 

I had the internship listed on my resume as May - July since May was when we set up the first meeting and I signed the NDA and everything. That was supposed to be my original start date, but I didn't start any actual coding work until July 1 since I was still finishing up my courses. I reached out to the founder who hired me to sort this out, but I haven't gotten any response so I don't know which start date they have on file.

My resume already has May as the start date for the companies I'm interviewing with right now and I'm worried that the employment verification might flag a discrepancy during a background check.

1. Are unpaid internships even required for background check forms?
2. What would happen if a date discrepancy were to actually happen?
3. How should I bring this up to recruiters if asked?

Long story short I work as a pest controller for small company the director is stingy as it is. pay is shit it is. His policy is the first hour of travel time isn’t paid I leave my house at 5:00 every morning and get home around 2pm which total 9 hours but we’re only paid for 8 hours. Is this lawful? If not please can somebody direct me to a government policy so I can push for the pay.

Hey everyone! I’ve been doing some TPM work for my uncle’s small company in the USA as a volunteer (unpaid), and I have it listed as "TPM - Volunteer" on my resume. Since there’s no formal contract or payroll history for unpaid work, how do background check companies usually handle this? Will a quick confirmation email or letter from the company owner be enough if they reach out? Thanks!

We work in a small office. Our manager has always been “hands off”, refusing to truly manage. In some ways this has been good, but mostly it hasn’t for obvious reasons.

However, something has shifted, to where instead of being hands off, the only decisions made by the manager are to actively harm the office and its success/clients. This has been confirmed by the manager that these are what their goals are.

They have additionally started making daily comments about the two primary people in the office (all our superiors) , going so far as to call them explicit terms or verbalizing that they deserve violence or to suffer in work rather than considerations of improving the the work for everyone.

It’s so open and public that I had to proceed to our owner to express how uncomfortable it was making several staff members and how inappropriate it was, especially now that it is impacting our clients.

An email was sent. An investigation is supposed to occur with interviews. However the manager’s boss brought the matter to their attention before any of the actual investigation began.

The employees are now nervous about retaliation, as the manager is well known to be vindictive over slights.

With them knowing in advance, how might we anticipate this investigation to proceed and concerns about confidentiality?

I work at a very popular fast food chain and one of my coworkers came up to me after her break and confessed to me that another employee suddenly grabbed the straps from her tank top to check if she was wearing a bra. That employee also proceeded to touch her back and check if there was a strap there too. My coworker was wearing an oversized sweater and you cant really tell that she wasn’t actually wearing one. But the employee told her she should wear one if she doesn’t want to get in trouble. I told my coworker she should report it as I’m pretty sure that counts as sexual harassment but she’s pretty hesitant to since she doesn’t want to get in trouble about not wearing a formal uniform or a bra. But the only thing she was missing was her apron and our workplace allows sweaters and she still had her uniform t-shirt over her tank top. I want to report it myself but am I allowed to? I also do that want to go behind my coworkers back and make it uncomfortable for her if they investigate it further.

Can HR do anything about our hours being cut this badly, even though we’re a corporate-owned store?
I recently had to go back to a fast-food job after getting laid off from my previous job. I returned to the same location I used to work at, where I was averaging around 40 hours a week and making $700+ before taxes. When I came back, I was hired as a full-time employee, and I specifically asked if getting my usual hours was still possible. I was told yes, so imagine my surprise when I found out that pretty much everyone’s hours had been cut.
I’m talking about people who used to get 40 hours a week now getting 10. We’re supposedly full-time employees, but some people can barely get enough hours to pay their bills. From what I’ve heard, our district manager is cutting hours because of labor costs, but what confuses me is that our store is VERY profitable. Just two weeks ago, our assistant manager told me we had even earned 45-hour weeks, yet our hours are still being cut like crazy.
On top of that, our GM has been here for around 30 years, but we constantly have issues with inventory, ordering, and scheduling. The schedule is always changing, and nobody seems to communicate those changes to the employees. Meanwhile, our GM is salaried and still gets around 50 hours a week.
I experienced this myself recently. I was scheduled for only 13 hours that week, which I had already worked. Then I got called in to cover a morning shift, came in 30 minutes later, and found out I was also scheduled to work that evening. Nobody had told me anything about the second shift. This kind of thing seems to happen all the time, and it’s getting ridiculous.
I understand that labor costs are a thing, but how does it make sense to cut employees’ hours this badly at a store that’s supposedly doing so well? I came back expecting to have a stable, full-time job, and now I’m barely getting enough hours to make it worth staying.
I’m honestly at a loss about what to do. Is this something HR could actually look into, or are these decisions basically entirely up to the district manager? Since our location is corporate-owned and not a franchise, I’m hoping there might be someone higher up who could do something about it.
Has anyone dealt with something similar? Would going to HR actually accomplish anything, or would I just be wasting my time

I was vaping in the washroom, and heard a coworker came in. I'm not too sure what they saw, as when she came in I had already put the vape away, so it wasn't mid hit, but there was still smoke coming out of my mouth/nostrils.

I've never met her before and immediately exited the washroom, so I'm not sure if she's going to go out of their way to report a stranger to hr.

Obviously, this is a fireable offence, especially since I've only been here for 2 weeks and it's an office.

I really can't afford to lose this job and I don't know what to tell my parents if I do get fired for vaping of all things.

So I'm on final warning after a very bad year of sickness, compared to my previous 11 years of being pretty reliable overall.

I work for the council and have had sickness recently whilst being on a 4th stage warning. So I know the next one trigger is the big one where I could face dismissal.

I might not be sacked. I was only 2 weeks away from wiping my record clean having gone 5 months without a day. That may go in my favour, who knows.

But as I'm moving away in December and need to find a new job, I am wondering is it best to hand my notice in in this situation to stop a dismissal from going on my reference.

If I then do does it A. Mean I can't be sacked. B. Get another month's work before leaving.

Also how long do these processes usually take in people's experiences who may have worked for the council?

I know Occupational Health will have to be used, plus a weeks notice once they have a date for the meeting. So it could drag out.

Just to add it's entirely down to sick leave absences and nothing else. Thanks anyone who helps.

10+ years in B2B sales with solid tenure and numbers, except for one 6-month startup stint that wasn’t the right fit. I’m worried it’ll hurt me down the line.

I’m considering leaving it off my resume and LinkedIn and covering the gap as personal time.

For HR, recruiters, and hiring managers: do employers only verify the dates and titles a candidate lists, or do they also pull employment data that isn’t on the resume? Any difference between startups and larger companies? What have you actually seen happen when a candidate omitted a role? [USA] [NV]

the company I work for has less than 30 employees. our “company“ policy is that we are supposed to use our pto as maternity leave.
what if I have no PTO by the time I give birth? They just technically have the right to fire me if I don’t return the next day?

So I had called in sick and said I wasnt able to work the next day as I had stomach cramps and diarrhea (which was completely true. I work as a drayman so being on the road all day lifting between 3-5tonnes worth of weight isnt ideal with diarrhea).

The day I was off i attended a driving test in the afternoon. My employer learned this information and has now told me to resign or be sacked as they believe I called in sick purely to attend the test, which isnt true. Does anybody have any advice for me?

I started working at a behavioral health hospital about a month ago and recently found out I’m pregnant. I’m scheduled for a surgical abortion (D&C) and may need to miss two shifts for the procedure and recovery.
My supervisor previously told me to schedule pregnancy-related appointments outside of workdays, but this isn’t a routine appointment. Since I’m still new and have limited PTO, I’m worried these absences could put my job at risk.
I’ve lost a job in the past due to medical-related absences, so I’m especially concerned.
Has anyone been in a similar situation? How did you handle it with HR, and did it affect your employment?
It would be this Thursday my shift schedule is Wednesday Friday Saturday 12.5 hour shifts with aggressive pts

This is not about me but my father. He recently quit a toxic job at the beginning of the month, and was told by the HR manager that he’d have his final paycheck by last week. Well last week came and nothing, he said he reached out to her through email, text, call and nothing, she kept blowing him off. Well today he got this email and I’m struggling to understand but this policy makes no sense??

The email: I wanted to provide additional information regarding your final paycheck dated October 16, 2026, which reflected a net payment of $0.00.I opened a case to confirm the calculation, and Payroll provided the following explanation.
Your termination pay included a payout of your accrued vacation and applicable vacation purchase hours. Because the vacation purchase had not been fully paid for prior to your termination date, the remaining unpaid balance was deducted from the amount due to you.
After applying that deduction, there was no remaining net amount to be paid, resulting in the $0.00 paycheck. (Couldn’t add pictures)

Like since when has vacation time translated to final pay? Mind you this was more than an $3000 check that he worked two weeks for and now they’re saying they ow him nothing. Please help me understand that and lmk if it’s right or if they’re cheating him, thanks!

For context I have been working full time for a local small cafe business for almost two years now. I am not a manager, shift supervisor, or anything of the sort. I get paid minimum wage.

Recently my family has been going through a hard time, so I contacted my bosses on Friday (10/16) letting them know I have decided I need to take a leave of absence beginning December 14th and lasting until December 31st, with the intention of returning in January. Without giving too much information away, I have a sick relative and my family needs the extra help during the holiday season. They have known this, as I’ve been transparent with them about it. I know holiday leave is not ideal, but life never is.

They have let me know I will not be able to keep my shifts starting back again in January if I take this leave, despite having already secured coverage for the majority of the time I’m taking off. I’m disappointed, but have accepted that.

What I need to know is can they dictate when I take my leave? They are saying they will need to hire out for my position, and that when I take my leave will be determined on the new hire’s availability. Ideally I would like to keep working my scheduled shifts up until December 14th as I’ve planned because I do have bills to pay.

Hopefully this makes sense- I do not use Reddit frequently and I am on mobile so I apologize if this is confusing!!