One thing that seems unnecessarily complicated in staffing is how many steps happen between someone finishing their shift and getting paid. You have employees submitting hours, clients approving those hours, someone checking for mistakes and then all that information still needs to make its way into payroll

I get why approvals are necessary but having everything spread across different systems seems to create more work than it should. All the back and forth feels like more work than the payroll itself. Is it like this for most staffing agencies?

Hello! I recently started working at a certain UK bakery chain. I am transgender, and during my interview my manager asked if I would like pronouns on my badge, when I said no she went into a whole one sided discussion about transgender people. It made me very uncomfortable. After this, I had to give her my birth certificate and change of name documents as proof of identity. She looked at them in silence for a while before apologising profusely for the rest of the interview (very 'I dont care what people are!' She even said shes fine with everyone as long as they dont wear a tail...? As if that's relevant). She apologised as I left, and I was hired 2 weeks later.

On my very first shift, a girl I was working with told me that the manager told her that I am 'a transgender'. I got this in writing from her on WhatsApp in case I needed it. The manager also told me the next day on shift (she wasn't in for my first) that she was glad she didnt scare me away by talking about trans people. On another shift, she asked me many questions about being trans: when did I know, does my family support, how does it work with me having a girlfriend, joking about her kids reacting badly if it was one of them etc etc.

What can I do about her outting me as transgender, before I even had the chance to have a shift? I did not want people to know, I am stealth as much as I can be and have been on testosterone for 5 years. Is there anything I can do? It has been distressing and I feel very strongly that this can't be left alone.

I am also likely quitting this job after today as I had the worst shift I've ever had between the 4 jobs I've worked in my life. (Minimum wage yay!)

Thank you for any help! :)

So i was hired by a CEO (and not the controller) to come into a 3rd party real estate management firm who provides management services to investors and owners. I have extensive experience in the real estate industry, which is why I think the ceo wanted to hire me and not the controller. I have been given a portfolio of angry investors who havent received their financials since April. I could not put my name on this and take off from April, so I went all the way back to January and I am just appalled at the mess ive seen and the mistakes I'm seeing. The controller reviewed, approved, and sent these financials to investors. I have re reconciled the accounts and found 120k in missing deposits that were reconciled and marked off with bank adjustments and extremely suspicious journal entries. I have been at this company a week, and I am now starting to see that my boss is acting intimidated by what im finding. Frankly, I dont even know how she has her job. The ceo and the vp have spoken to me and I have been very black and white but honest of my findings, and they seem relatively complicit in their controllers work from the sounds of it. I do not want my name on any of this, and to be associated with this company at this point. My boss has become very passive aggressive with me and we all know that doesnt end well. I have also heard that she frequently receives HR complaints about her behavior. I have 2 other job offers on the table that I am going to pursue at this point. How do I leave gracefully? I don't want to lie - but in this situation I feel like being honest might bite me in the ass.

I've had intermittent FMLA for my migraines since May, where I'm able to take up to 2 days a week for migraines. FMLA ends next month and my HR is not really answering any of my questions. I'm lost in regard to what can I do after FMLA ends. I have chronic vestibular migraines, which adds moderate to extreme vertigo on top of other migraine symptoms. For context purposes I am medicated and regularly see my doctor. I've been on and off different meds for years, I've tried various therapies and clinical trials, nothing has worked 100%. I've looked into disability, what I can gather is it's incredibly difficult to be approved for migraines. They aren't quantifiable with tests and labs which is what is needed documentation wise, everything is symptom and experience based which varies person to person.

My main question is what can I do to protect myself? Can I request an extension? Is there another thing like FMLA I could apply for? I can't afford to lose my job, and I can't go to part time since I'll lose my insurance. The current option I see is using PTO, but I use it faster than I can accrue it. I currently feel very SOL.

**Edit/Update: I was finally able to speak with someone on the phone from Mutuals of Omaha. I've only used about 216 hours in total. I just need a recertification and I should be set. I also plan to also look more into accommodations at work. Thanks to everyone giving good advice**

Hi all. I'm hoping someone can weigh in on whether this is allowed or not.

I started a new role last year, late November. My compensation included a signing bonus and 3 weeks of vacation.

I recently left. My last day was September 25th, so I was there for right about 10 months. I have been chasing them for a month about repaying the signing bonus and receiving vacation payout.

They finally got back to me and said they will send me info on repayment of the signing bonus but they are also changing my vacation entitlement to the minimum requirement of 4% of my salary earned, a drop of almost 2% (5.77% is what 3 weeks equates to). This means I get no vacation payout of the accrual at the rate of 3 weeks. Is this allowed? I get it can be a bit complicated to calculate this stuff out, especially because their accrual periods are strange, but they are changing my entitlement after I signed a contract agreeing to the 3 weeks.

Hello! To any HR Recuitment Staff/Personnel here, hopefully you could give me some insights.

I've been previously interviewed by this company, done with their assessments/exams, and typing test. The next step is background checking. I've already provided them with my references. But up to date, I still don't have any update from their HR. Today is the 3rd day since my last interview with them. Though the HR updated that he's feeling like some kind of a little under the weather on the day they interviewed me.

Should I worry? If not, how long should a background checking last ba dapat?

Please HRs out there help meee

I had major orthopaedic surgery and have been on crutches since August. Had 5 weeks off work and then WFH for another 5 weeks. Came back into the office on one crutch. Have a doctors note stating this and was asked for any reasonable adjustments that needed to be made.

I asked for access to a disabled toilet which I have been given and a parking spot outside the building temporarily whilst I am on crutches for the next 2-3 weeks because otherwise I have to park on the street - can be up to 500m walk, uneven terrain, busy road with no pedestrian crossing, just getting out of a car is a challenge.

Management denied my request, saying that they saw me in the office [walking about 5-10 steps using my crutch] and that I appeared that I was moving well enough. The parking spots are reserved for managers. They didn't ask me any questions or ask for further documentation.

I want to make a complaint but I am scared because I'm a junior and although I shouldn't, I have anxiety around future job opportunities in the company, however it is so wrong that I can't move past it.

Do I have a strong case? Are there any loopholes they might get me on? What can/should I do?

Thanks all.

Hi, I just recently got my first real job offer out of college. My offer letter stated that its contingent on a Criminal Background check. And within the check itself I had to input just my DOB, SSN, address, and License.

I had two internships through personal connections ( I still put them on my resume), they were unpaid, but I have reference letters/certificates from my managers - the check itself didn’t ask anything about past employment and education. The check was run through Accurate CS

I’m just curious would those possible come up as a red flag during the check.

Sorry if this is a dumb question, I just want to make sure I’m in the green.

I applied for a role that had a very attractive salary range. I got my first interview the next day where we discussed my salary expectations which were within the range they had posted. Landed my second interview the next Monday. It was scheduled as a 20 minute interview but ended up being one hour. In this second interview we discussed how onboarding and the actual job would be. This is an international company so all jobs are freelance. I even clarified on the first interview that the range worked because I would still need to independently pay taxes, pay for health insurance, etc.

Now, after 3 days from the second interview and no news at all, I went to check the original post for the role and the salary range had changed to almost half! What does this mean? Should I take action and send a follow up? Any advice would be highly appreciated!

Hi,

I am an exempt patient-facing employee in a health care setting, no union, in the state of California.

As such, I have a set schedule of when I’m expected to be at work, even though I don’t technically clock in and out. We do have a time card to submit and document for PTO and hours worked.

We have pto-sick hours accrued, but are told that we could only use pto-sick hours for full days off.

The same actually goes for our regular pto policy - we can only take pto for a whole day, not partial (sometimes people want to make it to an after work event for example).

The problem:
If we work half a day, then become ill and go home, we are not allowed to use our pto-sick hour benefit to cover the half day.

Employer’s ask:
We are told that we have to work and make up the sick time somewhere else in the month instead if any part of the day was worked (ie - see patients outside your normal schedule or regular day off).

This policy is confusing and seems illegal to me, because it is almost forcing a worker to take a whole day off (when maybe they discover they are good enough to work in the afternoon), and de-incentivizes employers to take time off / force employers to stay if they don’t want to make up time on a usual day off on a later date.

Can somebody give insight on the legalities of this and why my employer could enforce this?

TLDR- I want to work when I can, and take sick hours as needed without having to make up time on a day off instead of being forced to take no time or a whole days worth of time ( the policy feels like punishment)

Thank you all in advance

My company was bought by private equity a year ago. There was a recent AI push and I was laid off from my job with approximately 10% of the total workforce. I suspect age discrimination due to the following factors:

• I was the top performer at the company (we have a board that tracks ticket closure rates)
• Over the last 5 years I completed roughly 50% of my teams work (at any given time there were 4 people including me doing the work)
• I had only glowing performance reviews
• I am nearly 50 years old
• The other members of my team at the point I was laid off were all in their mid 20s
• Over those 5 years, every team member older than me either retired or was moved off the team and was replaced by someone less than half their age

Does this sound like age discrimination to you?

If so, is it something I should sue the company over?

My company has lost wrongful termination settlements in the past, but I do not know whether any of them were related to age discrimination.

So my friend is having mental health issues. She tells me she spoke with a social worker today and they told her to join a PHP starting tomorrow morning and to send an email tonight informing her boss she is starting a leave effective immediately. An attorney was supposed to contact her today but never did. Apparently the social worker said something like “if you broke your leg you would just go to the emergency room. You wouldn’t wait for approval. This is like if your brain was hit by a bus.” I work in HR not on the leaves side of things so I don’t feel qualified to confirm that’s how she should do it. If it makes a difference, note that she has been on a PIP here before but has repaired her reputation. Her boss is also known to encourage employees to take vacation time so her hope is she’ll be understanding of this too.

​

Is there anything that can be done about an incompetent supervisor who gets to take off all the time? Can't do their job despite other supervisors having to be required to.

I mean, I previously got written up for stuff, and I well exceeded her productivity. I understand that in many jobs, supervisor doesn't have to do the job, but they do in our case. And they're supposed to understand it. She should be brought down to our coordinator levels.

Hello! I am in the process of waiting for an organization to get back to me after completing the 2nd interview and being told they are very interested in giving me a job offer. I think they might require a drug test which is totally fine by me as I am Clean and sober but I am going out of town. Should I email my recruiter and let them know I will be leaving on x and returning on y so if there's anything I need to do on my end prior to my departure to lmk? I would hate to reach the job offer stage only for them to tell me I need to take a drug test and have 48 hours to do it only to not be in town. I could see how telling them that after the fact looks sus. Would I be able to take a drug screen out of state for them? How would this work? Thank you.

Hello,

I don't know if this is the right place to post this. I just started working for biotech company and was supposed to be hired as for a specific role (checked all the contracts and offer letter I signed to make sure it was stated). After orientation and on the first day I was assigned a different role and have been doing runner tasks. I asked my supervisor and he said that I was assigned runner and to ask HR.

I don't know how to approach this properly. I don't want to lose the job or ruin my chances of becoming a permanent employee even if I'm no longer able to assume the first role right from the jump.

I listed an independent (non-employee) contractor experience as a professional/work experience on my resume and job application portal before interviewing. I received an offer and have since started onboarding.

I didn't include this experience in my HireRight background check because I understood "employment" to refer to traditional W2 employment, based on advice I'd received from a career advisor. I'm now realizing that independent-contractor work may have needed to be included. I have a 1099-NEC and W9 that can substantiate the contractor experience.

Should I proactively email HR to clarify the omission and offer documentation, or wait to see if they ask?

I'm concerned that proactively bringing it up could make me appear noncompliant or careless for not clarifying before submitting HireRight. On the other hand, I'm worried that if they notice the discrepancy themselves, they might interpret it as dishonesty. I'm also (perhaps irrationally) afraid that this could jeopardize my offer before I have a chance to explain.

I want to apply for erasmus and few other scholarships and it requires experience letter. However idk how to ask for one from my HR without looking suspicious

I can’t directly say that I need it for scholarship. My company prohibits working part time or doing masters and these days they’re laying off people and can use any excuse to fire you so I don’t want to risk it considering my chances for scholarship are really low and I also don’t want my company to think im applying to other places either.
My company outsourced me to another company for few months, I have mentioned it on my CV but I don’t know if they will reflect that on the experience letter. If I get a generic experience letter it might not match my CV.

What excuse can I use to ask for one?

I didn’t realize I had already taken 5/5 sick days this calendar year until I got a denial notification in my email. I work through a staffing agency so I never have direct contact with my leave approver; I honestly forgot to check if it was approved on the week I took off.

Is there any recourse at all I can pursue? Or am I just SOL? HR’s internal “deadline” to reply to my request was two days but I doubt that deadline actually means anything. Any advice would be appreciated, thanks

Posting from a burner account to protect privacy. Not sure if I selected the correct flair, apologies if incorrect.

My friend is experiencing a harassment issue at their workplace. The manager has been known to be crass and unpleasant to work with, and this year it looks like a few female employees have left the team/company. The last one to leave had a breakdown during her exit interview, citing the hostile workplace environment as her reason for seeking to terminate her employment. This alerted upper management to start an investigation which has now expanded to involve my friend, who is also the recipient of numerous harassment actions including racially insensitive or discriminatory comments, unwanted touching, and rudeness. My guess is that HR is freaked out that so many women have left the team within a span of 3 months, probably because they can see a larger sexual harassment lawsuit on the horizon.

HR contacted my friend earlier to ask for a statement, but my friend is feeling afraid to do so for fear of retaliation. My thought was to consult with a lawyer, but given that the situation is still unfolding and the HR dept has requested a response, I wanted to see if we could get some advice here on what else to consider and on how to proceed. My thought is that my friend should not yield to any pressure to talk from HR without guarantees of anonymity and written assurance that their statements will remain confidential. They have already had one meeting with a higher level manager in which they were told that upper management is trying to build a case against the offending first line manager, and that meeting was a very uncomfortable experience for my friend, knowing that this situation is going to continue for sometime without any action being taken.

HR has also made some kind of oblique statement about wanting to gain information from my friend and possibly other employees to try to enact corrective behavior to give the first line manager a second chance, and that felt like a red flag to us. 

Any advice is greatly appreciated.

Location: NY

Hello, I recently asked my employer about me reducing my hours at the start of January 2027 in order to have more time to help care for my brother who is special needs. My main concern was keeping my health insurance. From what I read online, my employer should provide me health benefits if I work 30-32 minimum a week. My employer has well over 50 employees. They told me they only offer health insurance to full time employees working 40 hours a week. Can anyone confirm if this is likely true or if they might be misleading me to keep me at 40 hours a week?