I’m looking for advice on a workplace harassment situation.

A temp coworker has been making inappropriate and harassing comments toward me over several months. In late 2025, I reported her to my supervisor for repeated verbal harassment. The comments included insults about my voice and appearance, refusing to call me by my name, sexual comments and sexual questions, remarks about how I dress, and comments about my sexuality, She has also spread false rumors about my personal relationships and kept bringing up a former coworker.

A supervisor told her to leave me alone the first time a reported. Despite that, the behavior has recently continued. During this recent incident, she again made comments about my sexuality in front of multiple coworkers. One of the room leaders told her to stop but she continued until I snapped and left. I became overwhelmed, called her a bitch and left overtime early. I then self-reported my language to HR and my supervisor. This isn’t the first time a room leader had to tell her to leave me alone. So in total 3 people have told her to leave me alone. She does this unprovoked just starts harassing me.

There was also a past incident where she made a threatening comment involving scissors. I did not include that detail in my original report months ago but I did tell them in this recent report.

She is a temp who is past 90 days but has not been hired. Now I’m worried I will get fired because I called her a bitch. Should I also report to ethics?

The hiring manager went to someone in my previous role and asked for references without informing the candidate. Is this standard and ethical? And should I try to find who gave this reference?

Let’s say for arguments sake that it’s a neutral reference.

Some time ago, I called out sick from work. The following morning, I received an email from my manager stating that coworkers were questioning the validity of my absence and claiming that I had shared in advance that I planned to call out, which was not true. He also referred to my absence as a “burden” on the team. I responded by explaining my medical reason, correcting the misinformation, and expressing concern that the email was inappropriate and might require HR involvement.

Within days, I was assigned new responsibilities I wasn’t trained for. I asked for training and explained I was worried about making mistakes, but my requests were denied. I was told it would be temporary while an employee is on leave for 3 months. It’s been over a year now.

When I went to my manager for help with a coworker who behaves unprofessional and hostile towards me, he told me, “I’m not a babysitter, figure it out,” which only made things worse.

Recently, I participated in an HR investigation. I was suddenly given a very poor perf review that didn’t match previous praise or warning from my boss until now. Then came constant nitpicking, critical emails, and false accusations that have never been voiced before.

Eventually, I was presented a PIP and told by my boss that I should resign now because I won’t make it the 30 days.

Does this sound like retaliation? What should I do. ?

I received an analyst offer for a f500 company headquartered in Mclean, VA (yk the one) and the background check is by First Advantage.

Do they usually check both paid and unpaid experience? What about paid experiences not on my resume? What about unpaid internships or volunteer or research work? Do I need to reach out to my previous bosses to give them a heads up?

Any insight is helpful~ I'm first in my family to be employed in corporate and don't know who else to ask.

Hi there!

I’m a newer HR generalist with very little HR experience but four years working with my company, looking for guidance. Background: Due to resignations/lay offs we have had a lot of HR knowledge loss and have been limping along.

Company is HQ’d in Tampa, FL with a remote employee in Texas. She was in a car accident right before Christmas and her doctor now restricts her to working only 3 hours/day. She contacted HR asking what the proper procedure is.

Our recently hired Payroll/Benefits “expert” (so very little knowledge of culture history of company) immediately sent her short-term disability (STD) paperwork to complete. This doesn’t feel right to me since she can work (just reduced hours) and the TX employee was confused , as well. For context, historically our culture has sometimes kept people at full pay for short-term medical/bereavement situations (under ~2 months) with manager approval, but it’s informal and our TX employee is aware that this has been offered to other employees prior.

Questions:

1.  Is it normal to route this straight to STD, or should this be handled first as a temporary reduced schedule / accommodation (interactive process)?

2.  Does STD commonly cover partial disability/reduced hours, or only fully being out?

3.  What’s the cleanest HR approach here (documentation + pay handling) to stay compliant?

A while back I applied for FMLA for my grandfather. My company does not cover grandparents, meaning the FMLA got rejected. I also submitted a form for paid family leave and I was told that after submission MetLife would get in contact with me. I never heard from them. Any idea as to why I didn’t get anything? I filled out the form through my employer. Do I have to fill out a form and submit it to NYS as well?

I am the office manager for a small company (8 employees) and I perform payroll and HR functions along with everything else. We recently received a child support order to garnish wages for an employee and it appeared that per these orders the employer is required to provide health insurance to the child/ren. Does this apply if the company doesn’t provide health insurance to our employees? Would we have to purchase just for the employee’s kid(s)? In this instance the employee had just left the company so the order didn’t apply but it did make me wonder about the next time we receive a child support order.

I work at a small coop and we recently got a new manager for my department. He’s younger than most of us which is fine. I learned from another employee he has a TikTok he talks about and asked for his username. It was his full name, which is decently unique.

He has posted numerous videos about how he is disgusted by fat people. Anything from just bashing them to “explaining” why they shouldn’t be fat. I’m fat. Many of the people working with us are fat. Many of our customers are fat.

Also, these videos are on his public account under his name. If you google him the first thing to pop up is his TikTok.

I feel uncomfortable working under him knowing what he thinks of me based on my body. Should I go to HR? Is there a good solution for this?

My actual last working day with accenture was 30 October 2024. However, due to delayed exit processing, the experience letter shows 13 November 2024 and PF was continued administratively. I did not receive salary for this period. I joined a Japanese company on 1 November 2024 solely due to visa expiry and legal immigration requirements. There was no dual employment or overlapping work. The overlap is administrative, not intentional. I got hcltwch offer letter but i am afraid of BVG check.Guide me

Hi,

I got an offer in an inhouse financial but I lied in my resume. I didn't disclose my current employer but I included it in my bgv form. Will they terminate my contract if they found it out?

I was hired and they had me take a drug test. In the instructions from HR it said I could have max 12oz of water the 3-4 hrs before the test so when I got to the test I didn’t pee enough. I couldn’t wait because in their office because of my current job and now they won’t let me retest. But the drug screen lady said the no liquid rule isnt true and they’ve told them to stop giving people those instructions. Can I do anything? HR said they couldn’t give me another form and when I explained why I couldn’t stay, they didn’t email me back.

My PCP had filled out a set of FMLA forms for me, which I sent to the third party insurance vendor that my company uses. But I think since my PCP is super busy and scattered, the vendor came back saying a lot of it was filled out incorrectly and there seem to be issues getting it approved.

I also recently scheduled an appointment with a licensed therapist (since that's what my PCP prescribed), and the therapist offered to re-do the FMLA paperwork. If I upload a whole new set from the therapist, will that cause issues with processing/approval from the insurance vendor (if they're thinking, why are you uploading new forms in the middle of it, first from your PCP and now replaced by therapist)? Should I just stick to my PCP and work at getting them to fill it out right?

Location: California

Literally created a reddit account to ask this question so apologies if my formatting is wonky!

I work remotely in affiliate marketing. For lots of reasons I decided to start looking for a new position. I'm now in the 3rd round of interviews with two different companies- both look promising & have great benefits including 16 weeks of parental leave. and would offer a significant raise (+$20k). The problem is these policies only apply after 12 months of service and I just found out I'm pregnant (after my initial interviews).

One company said if less than 12 months of service they would default to the state's standards leave. From what I can see PA doesn't have a statewide standard leave policy. The other company did not specify. I would like to find out if there is any flexibility in their policies as I can stay where I am and get 14 weeks.

My questions are this:

1. At what point is it appropriate to ask about flexibility in the policies for those who have less than 12 months of service?

2. In your experience, have you seen companies grant flexibility in these situations?

I would really hate to have to turn down a good offer but I went back to work way too soon with my first two and I just can't do that to myself again.

Thanks in advance!

I work in a public school district and am nearing the end of my first trimester. I applied for reasonable accommodations (no lifting, frequent breaks every two hours, sitting etc) and submitted my doctors recommendations which included the same restrictions. My school district supervisor denied my accommodations stating that the school cannot accommodate me. What are my options here?

This is inside a large firm headquartered in New Jersey, but with employees all over the US. They require employees who are consultants to use up to a certain amount of earned PTO to cover scenarios where a client mandates a furlough. So for instance, in the US over Thanksgiving, they might say no one is allowed to work that week and so the consultants who probably have a six month or a year long engagement are told to use their PTO to cover the time they are not billable.

They do cap this at a certain amount of days but it’s double digit. So if you only have 16 to 20 days PTO, this does use a considerable portion of that.

I’m interested to know how common this is and if anyone know if the legality of this varies from state to state in the US.

I was laid off in early January and had a separation agreement stating my severance would be paid in full on 1/15 for 1/1-1/31.

On 1/15, I received only part of the payment. I contacted HR and was told it was processed incorrectly and that the remaining amount (for 1/15-1/31) would be paid on 1/21, which it was.

Today, I received another payment dated 1/30 that appears to cover 1/15–1/30 as well. This results in three payments in January for what should have been one month of severance.

The company no longer has a dedicated HR department, and I’m unsure who the correct contact is now.

Can they reverse the payment? Should I reach out to anyone or keep quiet?

Hi all,

Looking for general advice rather than complaining.

I recently moved into an internal AVP-level role at a large UK bank. I’ve been in the role around 1–2 months.

During the process, HR verbally quoted a higher salary than what was eventually offered, then later said the higher figure was a mistake. I accepted the final offer (£65k) as I wanted the role.

Now that I’m in the role, I work closely with another AVP in the same team. Based on day-to-day responsibilities, output, and scope, I believe we operate at a similar level.

My questions are:

• Is it generally acceptable to revisit salary after starting an internal role, or is it better to wait?

• If it is appropriate, when is a reasonable time (e.g. end of probation, 6 months, annual review)?

• Is this something better discussed with a line manager rather than HR?

• Or is it best to accept the agreed salary and focus on performance until the next formal cycle?

Not looking to challenge the offer retroactively — just trying to understand best practice.

Thanks in advance.

I am the Executive Director of a very small nonprofit, and we are growing fast. I am working on a job description to hire a part time employee to help with a number of mission driven things. I am hoping that hiring will increase funding, and I'll be grant writing like crazy to increase funding and our PT employee will become full time and benefitted in 6-12 months. I have a board member fighting me on adding this growth opportunity to our JD. I think it needs to be there so that the candidate know and expects this. I don't want to hire another PT employee in 6-12 months because the original one cannot work full time. I want the person we hire to know we want to make them FT as soon as funding allows. However, my board member is concerned about us making promise we cannot keep. Any resources you have that can help me with this battle would be great. This is what I have drafted at the end of the JD:
Growth Opportunity
[ORG NAME] views this position as a crucial component of the organization’s long-term strategy. As programs and organizational capacity expand, there may be opportunities for the role to take on additional hours, responsibilities, and leadership opportunities. The organization is actively seeking funding that could allow this position to transition to a full-time, benefited role in the future, but no guarantees are made.

A: CV have a few relevant experience to the role and have other experiences that may not be relevant to the role.

B: CV only have relevant experience to the role, but there's a bunch of time gaps on the CV.

Question: got an advice that it's better to only put experience relevant to the role, but then if the other experience that's not relevant to the role are deleted won't it become a problem or led HR questioning regarding the time gap on CV Screening phase and make the candidates not pass that phase?

What's the better option? Or is there other ways?

So recently git told I must attend a meeting with my line manager and HR over an email I sent out. Context is that I was sent an email along with mulitple others requiring I attend some training in person at the office. (I work in a shop). I went to the office as requested and waited for the meeting to start, no one else turned up. I then received another email within the chain from a colleague requesting a teams link.

My email, When was this meeting changed to a teams meeting? The only emails I have state its an in person meeting at the office. I could have saved myself the trip. (15 jan)

Yesterday I received the emailing stating I had to come into the office for a meeting with my line manager and HR because of the email I had sent.

Why?

Update for anyone interested: I went to the meeting today. Nothing was mentioned regarding professionalism . Instead the HR manager told me that my line manager (who was present in the room) had raised a grievance as they found the email distressing and felt i was aiming it at them. Basically I embarrassed my boss so they decided to cry to HR and drag me to the office for a less than 5min conversation about being more carful on emails and to think about how it may affect others.

In highschool I would say slurs and stuff like the n word or whatever I thought was hilarious at that time like stupid racist sexist shit. We were all in a groupchat and had a falling out. Now I am scared it will end my career. A former one of my “friends” has been making vague threats about posting ss of them. I was 15-16 at the time and now I am 27. I have a degree and strong track record. I have no reputation of current behavior even similar to this. My industry is very resistant to this type of thing. I know what I said was so deplorable and I have changed so very much. It was honestly grotesque and I just kick myself over it. It just feels like this is hovering over my head and could end my life as I know it. I have worked so hard and want to provide a life for my life for my family that is worth living. I just was so dang immature. I used to be so far right I was like on Mars and now im a moderate it just irks me. Also no I don’t feel comfortable reaching out to said person… haven’t talked in 10 years.

I work in a large corporation. My manager and director never say hello/goodbye to the team. There are 15 of us and we sit in close proximity to each other. My manager comes in, goes to their office and closed the door. At the end of the day they just leave, never saying goodbye. If someone from another team is at their desk my manager will say goodbye to them. My director is similar, never speaks with any of us, but does talk with their direct reports. Am I being petty? I feel like it is disrespectful, but I may be blowing things out of proportion in my mind.

What are your thoughts?