{"post_id":"kqyn5r","domain":"askhr_test","upvote_ratio":0.95,"history":"Received vag pills from co worker for Christmas, among other uncomfortable things. (NJ) At my wife's secret Santa exchange she received, from a male co worker, a box of probiotics thats 1st claim was \"improve vaginal health\", written boldly on the front, and more pills for eye health in women 50+. She is no where near that age. These gifts were opened in a communal setting, in front of everyone. I can't help but to read a mean prank in this, \"haha, here's something for you, old bitch, and your pussy probably stinks!\" , hidden behind a facade of \"oh, i didn't realize. Don't be so sensitive \" Later that day, her cunty male svp asked her team how was the exchange (wife wasn't present for this meeting). They told him what happened with my wife. His response was, \"thats unfortunate \". After the meeting, he called my wife, at her desk and asked if the \"gifter\" was around and could she see if he was at his desk. My wife is not a secretary, she is a director. The gifted is in a totally different dept, with his own team. I read this as a cruel joke to make her interact with the guy that obviously she was disturbed by. When svp held another meeting later that day he again asked, how was the exchange, with a chuckle, to the same group as the last meeting with the only difference being that my wife was there this time. I don't expect a lawsuit, but what is her recourse to expect changes? She is the only black woman in a leadership position in a gigantic Korean company and is consistently treated differently. I.e Her svp just asked her to do a presentation with bullets to bring to her 1 year review of how her years production went. No one else was asked this. Help before I let my hands and feet explain to them that this isn't ok. Thanks","c_root_id_A":"gi6q1up","c_root_id_B":"gi6obnq","created_at_utc_A":1609860122,"created_at_utc_B":1609859234,"score_A":196,"score_B":117,"human_ref_A":"Well, I assume you\u2019re being hyperbolic about the hands and feet thing but to be super clear YOU personally shouldn\u2019t do anything about this. Don\u2019t contact her place of business or any of these people. Your wife on the other hand should probably be chatting with HR. Assuming the SVP is her boss and doesn\u2019t seem to be making good choices I would skip him and go to his boss along with HR. Lay it out clearly that I got an inappropriate gift from a coworker and that the SVP has reacted by doing the things he did. No emotion in it, no assuming his internal motivations just \u201cthis happened, then this\u201d","human_ref_B":"You're being downvoted, presumably by people who've never worked in an office environment and don't understand how caustic a male-dominated workplace can be for a woman. Yes, what happened was extremely inappropriate, and gifting vag pills to a female co-worker can be considered sexual harassment. As for what to do, the common advice is to document everything. I have no idea what employee protections are in NJ - is she at-will? How important is she to the future of the company? Was the SVP in question the one who hired her in the first place? > Help before I let my hands and feet explain to them that this isn't ok. Do the smart thing - your goal should be to extract as much money out of them in a discrimination lawsuit, if it comes to that. Beating up that pissant SVP will only result in jail for you.","labels":1,"seconds_difference":888.0,"score_ratio":1.6752136752} {"post_id":"kqyn5r","domain":"askhr_test","upvote_ratio":0.95,"history":"Received vag pills from co worker for Christmas, among other uncomfortable things. (NJ) At my wife's secret Santa exchange she received, from a male co worker, a box of probiotics thats 1st claim was \"improve vaginal health\", written boldly on the front, and more pills for eye health in women 50+. She is no where near that age. These gifts were opened in a communal setting, in front of everyone. I can't help but to read a mean prank in this, \"haha, here's something for you, old bitch, and your pussy probably stinks!\" , hidden behind a facade of \"oh, i didn't realize. Don't be so sensitive \" Later that day, her cunty male svp asked her team how was the exchange (wife wasn't present for this meeting). They told him what happened with my wife. His response was, \"thats unfortunate \". After the meeting, he called my wife, at her desk and asked if the \"gifter\" was around and could she see if he was at his desk. My wife is not a secretary, she is a director. The gifted is in a totally different dept, with his own team. I read this as a cruel joke to make her interact with the guy that obviously she was disturbed by. When svp held another meeting later that day he again asked, how was the exchange, with a chuckle, to the same group as the last meeting with the only difference being that my wife was there this time. I don't expect a lawsuit, but what is her recourse to expect changes? She is the only black woman in a leadership position in a gigantic Korean company and is consistently treated differently. I.e Her svp just asked her to do a presentation with bullets to bring to her 1 year review of how her years production went. No one else was asked this. Help before I let my hands and feet explain to them that this isn't ok. Thanks","c_root_id_A":"gi6q1up","c_root_id_B":"gi6obbs","created_at_utc_A":1609860122,"created_at_utc_B":1609859229,"score_A":196,"score_B":85,"human_ref_A":"Well, I assume you\u2019re being hyperbolic about the hands and feet thing but to be super clear YOU personally shouldn\u2019t do anything about this. Don\u2019t contact her place of business or any of these people. Your wife on the other hand should probably be chatting with HR. Assuming the SVP is her boss and doesn\u2019t seem to be making good choices I would skip him and go to his boss along with HR. Lay it out clearly that I got an inappropriate gift from a coworker and that the SVP has reacted by doing the things he did. No emotion in it, no assuming his internal motivations just \u201cthis happened, then this\u201d","human_ref_B":"I\u2019m not in HR, and I don\u2019t have any advice other than to say that this isn\u2019t your problem to solve. You shouldn\u2019t, and really can\u2019t, get involved in any way. If you \u201cuse your feet and hands\u201d to do anything here, you will completely destroy your wife\u2019s professional reputation. This is a garbage situation, and I really feel for your wife. But this is for her to deal with\/address, not you.","labels":1,"seconds_difference":893.0,"score_ratio":2.3058823529} {"post_id":"kqyn5r","domain":"askhr_test","upvote_ratio":0.95,"history":"Received vag pills from co worker for Christmas, among other uncomfortable things. (NJ) At my wife's secret Santa exchange she received, from a male co worker, a box of probiotics thats 1st claim was \"improve vaginal health\", written boldly on the front, and more pills for eye health in women 50+. She is no where near that age. These gifts were opened in a communal setting, in front of everyone. I can't help but to read a mean prank in this, \"haha, here's something for you, old bitch, and your pussy probably stinks!\" , hidden behind a facade of \"oh, i didn't realize. Don't be so sensitive \" Later that day, her cunty male svp asked her team how was the exchange (wife wasn't present for this meeting). They told him what happened with my wife. His response was, \"thats unfortunate \". After the meeting, he called my wife, at her desk and asked if the \"gifter\" was around and could she see if he was at his desk. My wife is not a secretary, she is a director. The gifted is in a totally different dept, with his own team. I read this as a cruel joke to make her interact with the guy that obviously she was disturbed by. When svp held another meeting later that day he again asked, how was the exchange, with a chuckle, to the same group as the last meeting with the only difference being that my wife was there this time. I don't expect a lawsuit, but what is her recourse to expect changes? She is the only black woman in a leadership position in a gigantic Korean company and is consistently treated differently. I.e Her svp just asked her to do a presentation with bullets to bring to her 1 year review of how her years production went. No one else was asked this. Help before I let my hands and feet explain to them that this isn't ok. Thanks","c_root_id_A":"gi6obbs","c_root_id_B":"gi6obnq","created_at_utc_A":1609859229,"created_at_utc_B":1609859234,"score_A":85,"score_B":117,"human_ref_A":"I\u2019m not in HR, and I don\u2019t have any advice other than to say that this isn\u2019t your problem to solve. You shouldn\u2019t, and really can\u2019t, get involved in any way. If you \u201cuse your feet and hands\u201d to do anything here, you will completely destroy your wife\u2019s professional reputation. This is a garbage situation, and I really feel for your wife. But this is for her to deal with\/address, not you.","human_ref_B":"You're being downvoted, presumably by people who've never worked in an office environment and don't understand how caustic a male-dominated workplace can be for a woman. Yes, what happened was extremely inappropriate, and gifting vag pills to a female co-worker can be considered sexual harassment. As for what to do, the common advice is to document everything. I have no idea what employee protections are in NJ - is she at-will? How important is she to the future of the company? Was the SVP in question the one who hired her in the first place? > Help before I let my hands and feet explain to them that this isn't ok. Do the smart thing - your goal should be to extract as much money out of them in a discrimination lawsuit, if it comes to that. Beating up that pissant SVP will only result in jail for you.","labels":0,"seconds_difference":5.0,"score_ratio":1.3764705882} {"post_id":"kqyn5r","domain":"askhr_test","upvote_ratio":0.95,"history":"Received vag pills from co worker for Christmas, among other uncomfortable things. (NJ) At my wife's secret Santa exchange she received, from a male co worker, a box of probiotics thats 1st claim was \"improve vaginal health\", written boldly on the front, and more pills for eye health in women 50+. She is no where near that age. These gifts were opened in a communal setting, in front of everyone. I can't help but to read a mean prank in this, \"haha, here's something for you, old bitch, and your pussy probably stinks!\" , hidden behind a facade of \"oh, i didn't realize. Don't be so sensitive \" Later that day, her cunty male svp asked her team how was the exchange (wife wasn't present for this meeting). They told him what happened with my wife. His response was, \"thats unfortunate \". After the meeting, he called my wife, at her desk and asked if the \"gifter\" was around and could she see if he was at his desk. My wife is not a secretary, she is a director. The gifted is in a totally different dept, with his own team. I read this as a cruel joke to make her interact with the guy that obviously she was disturbed by. When svp held another meeting later that day he again asked, how was the exchange, with a chuckle, to the same group as the last meeting with the only difference being that my wife was there this time. I don't expect a lawsuit, but what is her recourse to expect changes? She is the only black woman in a leadership position in a gigantic Korean company and is consistently treated differently. I.e Her svp just asked her to do a presentation with bullets to bring to her 1 year review of how her years production went. No one else was asked this. Help before I let my hands and feet explain to them that this isn't ok. Thanks","c_root_id_A":"gi7g7z2","c_root_id_B":"gi6use2","created_at_utc_A":1609872144,"created_at_utc_B":1609862443,"score_A":83,"score_B":33,"human_ref_A":"HR Director here. I am so sorry that this happened to your wife. This Secret Santa gift could easily be sexual and age harassment, plain and simple. It doesn't matter if the guy who gave it to her thought it was funny, if others thought it was funny, or your wife \"went along with it at the time\". She needs to document all of these other instances and see what the complaint procedure is at her company - it should be in the employee handbook. Then she should make a complaint to HR. And she should continue documenting, because I would bet that there may be some retaliation against her, which is also very illegal. If they try to fire her, discipline her, or in any other way make her work environment hostile, she needs to consult an employment law attorney with all of her documentation of the incidents. If there are any other people she knows who have left the company under similar circumstances, she could also build a case there. She may not keep her job there, but she'll walk away with some money and knowing that she stood up for herself and probably lots of other people who have experienced the same. If your wife is an SVP I'd bet she's pretty smart, so she doesn't need me to also tell her not to sign anything her company may give to her to try to keep her quiet or intimidate her - a severance agreement, a performance improvement plan, etc. Good luck!","human_ref_B":"This is a single incident. It hasn\u2019t risen to the level of needing a lawyer yet. You also don\u2019t know if others were asked to do this project now or in the past. Certain positions have different requirements, and a manager may ask someone to contribute to their own review if they want. I see nothing wrong with that. She should simply go see HR, explain the situation, and hand it off to them. If the behavior continues past that, then some of these other recommendations would be more appropriate. There are a lot of people with zero HR experience who like to come here and give advice that really makes no sense for the situation. It\u2019s just self gratifying entertainment for them, but not good advice for you.","labels":1,"seconds_difference":9701.0,"score_ratio":2.5151515152} {"post_id":"kqyn5r","domain":"askhr_test","upvote_ratio":0.95,"history":"Received vag pills from co worker for Christmas, among other uncomfortable things. (NJ) At my wife's secret Santa exchange she received, from a male co worker, a box of probiotics thats 1st claim was \"improve vaginal health\", written boldly on the front, and more pills for eye health in women 50+. She is no where near that age. These gifts were opened in a communal setting, in front of everyone. I can't help but to read a mean prank in this, \"haha, here's something for you, old bitch, and your pussy probably stinks!\" , hidden behind a facade of \"oh, i didn't realize. Don't be so sensitive \" Later that day, her cunty male svp asked her team how was the exchange (wife wasn't present for this meeting). They told him what happened with my wife. His response was, \"thats unfortunate \". After the meeting, he called my wife, at her desk and asked if the \"gifter\" was around and could she see if he was at his desk. My wife is not a secretary, she is a director. The gifted is in a totally different dept, with his own team. I read this as a cruel joke to make her interact with the guy that obviously she was disturbed by. When svp held another meeting later that day he again asked, how was the exchange, with a chuckle, to the same group as the last meeting with the only difference being that my wife was there this time. I don't expect a lawsuit, but what is her recourse to expect changes? She is the only black woman in a leadership position in a gigantic Korean company and is consistently treated differently. I.e Her svp just asked her to do a presentation with bullets to bring to her 1 year review of how her years production went. No one else was asked this. Help before I let my hands and feet explain to them that this isn't ok. Thanks","c_root_id_A":"gi7g7z2","c_root_id_B":"gi6qr8l","created_at_utc_A":1609872144,"created_at_utc_B":1609860475,"score_A":83,"score_B":26,"human_ref_A":"HR Director here. I am so sorry that this happened to your wife. This Secret Santa gift could easily be sexual and age harassment, plain and simple. It doesn't matter if the guy who gave it to her thought it was funny, if others thought it was funny, or your wife \"went along with it at the time\". She needs to document all of these other instances and see what the complaint procedure is at her company - it should be in the employee handbook. Then she should make a complaint to HR. And she should continue documenting, because I would bet that there may be some retaliation against her, which is also very illegal. If they try to fire her, discipline her, or in any other way make her work environment hostile, she needs to consult an employment law attorney with all of her documentation of the incidents. If there are any other people she knows who have left the company under similar circumstances, she could also build a case there. She may not keep her job there, but she'll walk away with some money and knowing that she stood up for herself and probably lots of other people who have experienced the same. If your wife is an SVP I'd bet she's pretty smart, so she doesn't need me to also tell her not to sign anything her company may give to her to try to keep her quiet or intimidate her - a severance agreement, a performance improvement plan, etc. Good luck!","human_ref_B":"I would first advise your wife document the situations that have occurred thus far. She doesn't need to go into explicit detail or be exact with dates but a clear overview of what occurred to the best of her recollection. Once she's finished documenting, go straight to HR and lodge a complaint. I've the complaint is lodged it will be investigated. Retaliation is illegal however, she should be on alert and ready to report it should it happen. If the behavior continues after she's reported it, she may want to have a free consultation with a local employment lawyer. I understand your frustrations but please do not involve yourself in this situation physically or verbally, it will make things worse for both you and your wife. Edit: typos","labels":1,"seconds_difference":11669.0,"score_ratio":3.1923076923} {"post_id":"kqyn5r","domain":"askhr_test","upvote_ratio":0.95,"history":"Received vag pills from co worker for Christmas, among other uncomfortable things. (NJ) At my wife's secret Santa exchange she received, from a male co worker, a box of probiotics thats 1st claim was \"improve vaginal health\", written boldly on the front, and more pills for eye health in women 50+. She is no where near that age. These gifts were opened in a communal setting, in front of everyone. I can't help but to read a mean prank in this, \"haha, here's something for you, old bitch, and your pussy probably stinks!\" , hidden behind a facade of \"oh, i didn't realize. Don't be so sensitive \" Later that day, her cunty male svp asked her team how was the exchange (wife wasn't present for this meeting). They told him what happened with my wife. His response was, \"thats unfortunate \". After the meeting, he called my wife, at her desk and asked if the \"gifter\" was around and could she see if he was at his desk. My wife is not a secretary, she is a director. The gifted is in a totally different dept, with his own team. I read this as a cruel joke to make her interact with the guy that obviously she was disturbed by. When svp held another meeting later that day he again asked, how was the exchange, with a chuckle, to the same group as the last meeting with the only difference being that my wife was there this time. I don't expect a lawsuit, but what is her recourse to expect changes? She is the only black woman in a leadership position in a gigantic Korean company and is consistently treated differently. I.e Her svp just asked her to do a presentation with bullets to bring to her 1 year review of how her years production went. No one else was asked this. Help before I let my hands and feet explain to them that this isn't ok. Thanks","c_root_id_A":"gi6qvzp","c_root_id_B":"gi7g7z2","created_at_utc_A":1609860541,"created_at_utc_B":1609872144,"score_A":17,"score_B":83,"human_ref_A":"Keep your hands and feet to yourself. Your wife is a grown woman and a manager. She can handle this however she sees fit. You sit there and offer a supportive shoulder and an ear when she vents. That's all you have to do.","human_ref_B":"HR Director here. I am so sorry that this happened to your wife. This Secret Santa gift could easily be sexual and age harassment, plain and simple. It doesn't matter if the guy who gave it to her thought it was funny, if others thought it was funny, or your wife \"went along with it at the time\". She needs to document all of these other instances and see what the complaint procedure is at her company - it should be in the employee handbook. Then she should make a complaint to HR. And she should continue documenting, because I would bet that there may be some retaliation against her, which is also very illegal. If they try to fire her, discipline her, or in any other way make her work environment hostile, she needs to consult an employment law attorney with all of her documentation of the incidents. If there are any other people she knows who have left the company under similar circumstances, she could also build a case there. She may not keep her job there, but she'll walk away with some money and knowing that she stood up for herself and probably lots of other people who have experienced the same. If your wife is an SVP I'd bet she's pretty smart, so she doesn't need me to also tell her not to sign anything her company may give to her to try to keep her quiet or intimidate her - a severance agreement, a performance improvement plan, etc. Good luck!","labels":0,"seconds_difference":11603.0,"score_ratio":4.8823529412} {"post_id":"kqyn5r","domain":"askhr_test","upvote_ratio":0.95,"history":"Received vag pills from co worker for Christmas, among other uncomfortable things. (NJ) At my wife's secret Santa exchange she received, from a male co worker, a box of probiotics thats 1st claim was \"improve vaginal health\", written boldly on the front, and more pills for eye health in women 50+. She is no where near that age. These gifts were opened in a communal setting, in front of everyone. I can't help but to read a mean prank in this, \"haha, here's something for you, old bitch, and your pussy probably stinks!\" , hidden behind a facade of \"oh, i didn't realize. Don't be so sensitive \" Later that day, her cunty male svp asked her team how was the exchange (wife wasn't present for this meeting). They told him what happened with my wife. His response was, \"thats unfortunate \". After the meeting, he called my wife, at her desk and asked if the \"gifter\" was around and could she see if he was at his desk. My wife is not a secretary, she is a director. The gifted is in a totally different dept, with his own team. I read this as a cruel joke to make her interact with the guy that obviously she was disturbed by. When svp held another meeting later that day he again asked, how was the exchange, with a chuckle, to the same group as the last meeting with the only difference being that my wife was there this time. I don't expect a lawsuit, but what is her recourse to expect changes? She is the only black woman in a leadership position in a gigantic Korean company and is consistently treated differently. I.e Her svp just asked her to do a presentation with bullets to bring to her 1 year review of how her years production went. No one else was asked this. Help before I let my hands and feet explain to them that this isn't ok. Thanks","c_root_id_A":"gi7g7z2","c_root_id_B":"gi6qzus","created_at_utc_A":1609872144,"created_at_utc_B":1609860595,"score_A":83,"score_B":14,"human_ref_A":"HR Director here. I am so sorry that this happened to your wife. This Secret Santa gift could easily be sexual and age harassment, plain and simple. It doesn't matter if the guy who gave it to her thought it was funny, if others thought it was funny, or your wife \"went along with it at the time\". She needs to document all of these other instances and see what the complaint procedure is at her company - it should be in the employee handbook. Then she should make a complaint to HR. And she should continue documenting, because I would bet that there may be some retaliation against her, which is also very illegal. If they try to fire her, discipline her, or in any other way make her work environment hostile, she needs to consult an employment law attorney with all of her documentation of the incidents. If there are any other people she knows who have left the company under similar circumstances, she could also build a case there. She may not keep her job there, but she'll walk away with some money and knowing that she stood up for herself and probably lots of other people who have experienced the same. If your wife is an SVP I'd bet she's pretty smart, so she doesn't need me to also tell her not to sign anything her company may give to her to try to keep her quiet or intimidate her - a severance agreement, a performance improvement plan, etc. Good luck!","human_ref_B":"It definitely seems like it could be a cruel joke and it sounds like her team thought so also. If I was her I would give the \"gift\" back to the guy and tell him you found it insensitive. I would also mention something to HR.","labels":1,"seconds_difference":11549.0,"score_ratio":5.9285714286} {"post_id":"kqyn5r","domain":"askhr_test","upvote_ratio":0.95,"history":"Received vag pills from co worker for Christmas, among other uncomfortable things. (NJ) At my wife's secret Santa exchange she received, from a male co worker, a box of probiotics thats 1st claim was \"improve vaginal health\", written boldly on the front, and more pills for eye health in women 50+. She is no where near that age. These gifts were opened in a communal setting, in front of everyone. I can't help but to read a mean prank in this, \"haha, here's something for you, old bitch, and your pussy probably stinks!\" , hidden behind a facade of \"oh, i didn't realize. Don't be so sensitive \" Later that day, her cunty male svp asked her team how was the exchange (wife wasn't present for this meeting). They told him what happened with my wife. His response was, \"thats unfortunate \". After the meeting, he called my wife, at her desk and asked if the \"gifter\" was around and could she see if he was at his desk. My wife is not a secretary, she is a director. The gifted is in a totally different dept, with his own team. I read this as a cruel joke to make her interact with the guy that obviously she was disturbed by. When svp held another meeting later that day he again asked, how was the exchange, with a chuckle, to the same group as the last meeting with the only difference being that my wife was there this time. I don't expect a lawsuit, but what is her recourse to expect changes? She is the only black woman in a leadership position in a gigantic Korean company and is consistently treated differently. I.e Her svp just asked her to do a presentation with bullets to bring to her 1 year review of how her years production went. No one else was asked this. Help before I let my hands and feet explain to them that this isn't ok. Thanks","c_root_id_A":"gi6uxih","c_root_id_B":"gi7g7z2","created_at_utc_A":1609862511,"created_at_utc_B":1609872144,"score_A":6,"score_B":83,"human_ref_A":"The first thing that comes to mind is that your wife is lucky to have your support at home. I've seen other women get gaslighted by their husbands when they get home and complain about toxic male behavior. (although I'm presuming you're a male from your post) This situation sounds terrible to work in. I'm often treated like a secretary as well at a director level and it's so infuriating. As someone who wears the HR hat, I recommend getting this in writing. Start an email chain lodging a complaint. It can be a casual email of she doesn't want to rock the boat. But if things escalate or they continue to have a disrespectful environment she's got a paper trail.","human_ref_B":"HR Director here. I am so sorry that this happened to your wife. This Secret Santa gift could easily be sexual and age harassment, plain and simple. It doesn't matter if the guy who gave it to her thought it was funny, if others thought it was funny, or your wife \"went along with it at the time\". She needs to document all of these other instances and see what the complaint procedure is at her company - it should be in the employee handbook. Then she should make a complaint to HR. And she should continue documenting, because I would bet that there may be some retaliation against her, which is also very illegal. If they try to fire her, discipline her, or in any other way make her work environment hostile, she needs to consult an employment law attorney with all of her documentation of the incidents. If there are any other people she knows who have left the company under similar circumstances, she could also build a case there. She may not keep her job there, but she'll walk away with some money and knowing that she stood up for herself and probably lots of other people who have experienced the same. If your wife is an SVP I'd bet she's pretty smart, so she doesn't need me to also tell her not to sign anything her company may give to her to try to keep her quiet or intimidate her - a severance agreement, a performance improvement plan, etc. Good luck!","labels":0,"seconds_difference":9633.0,"score_ratio":13.8333333333} {"post_id":"kqyn5r","domain":"askhr_test","upvote_ratio":0.95,"history":"Received vag pills from co worker for Christmas, among other uncomfortable things. (NJ) At my wife's secret Santa exchange she received, from a male co worker, a box of probiotics thats 1st claim was \"improve vaginal health\", written boldly on the front, and more pills for eye health in women 50+. She is no where near that age. These gifts were opened in a communal setting, in front of everyone. I can't help but to read a mean prank in this, \"haha, here's something for you, old bitch, and your pussy probably stinks!\" , hidden behind a facade of \"oh, i didn't realize. Don't be so sensitive \" Later that day, her cunty male svp asked her team how was the exchange (wife wasn't present for this meeting). They told him what happened with my wife. His response was, \"thats unfortunate \". After the meeting, he called my wife, at her desk and asked if the \"gifter\" was around and could she see if he was at his desk. My wife is not a secretary, she is a director. The gifted is in a totally different dept, with his own team. I read this as a cruel joke to make her interact with the guy that obviously she was disturbed by. When svp held another meeting later that day he again asked, how was the exchange, with a chuckle, to the same group as the last meeting with the only difference being that my wife was there this time. I don't expect a lawsuit, but what is her recourse to expect changes? She is the only black woman in a leadership position in a gigantic Korean company and is consistently treated differently. I.e Her svp just asked her to do a presentation with bullets to bring to her 1 year review of how her years production went. No one else was asked this. Help before I let my hands and feet explain to them that this isn't ok. Thanks","c_root_id_A":"gi6sr1f","c_root_id_B":"gi7g7z2","created_at_utc_A":1609861460,"created_at_utc_B":1609872144,"score_A":2,"score_B":83,"human_ref_A":"Documentation is key because she will have to prove a pattern of discrimination. I also agree with another poster ab speaking with an employment attorney before doing anything else.","human_ref_B":"HR Director here. I am so sorry that this happened to your wife. This Secret Santa gift could easily be sexual and age harassment, plain and simple. It doesn't matter if the guy who gave it to her thought it was funny, if others thought it was funny, or your wife \"went along with it at the time\". She needs to document all of these other instances and see what the complaint procedure is at her company - it should be in the employee handbook. Then she should make a complaint to HR. And she should continue documenting, because I would bet that there may be some retaliation against her, which is also very illegal. If they try to fire her, discipline her, or in any other way make her work environment hostile, she needs to consult an employment law attorney with all of her documentation of the incidents. If there are any other people she knows who have left the company under similar circumstances, she could also build a case there. She may not keep her job there, but she'll walk away with some money and knowing that she stood up for herself and probably lots of other people who have experienced the same. If your wife is an SVP I'd bet she's pretty smart, so she doesn't need me to also tell her not to sign anything her company may give to her to try to keep her quiet or intimidate her - a severance agreement, a performance improvement plan, etc. Good luck!","labels":0,"seconds_difference":10684.0,"score_ratio":41.5} {"post_id":"kqyn5r","domain":"askhr_test","upvote_ratio":0.95,"history":"Received vag pills from co worker for Christmas, among other uncomfortable things. (NJ) At my wife's secret Santa exchange she received, from a male co worker, a box of probiotics thats 1st claim was \"improve vaginal health\", written boldly on the front, and more pills for eye health in women 50+. She is no where near that age. These gifts were opened in a communal setting, in front of everyone. I can't help but to read a mean prank in this, \"haha, here's something for you, old bitch, and your pussy probably stinks!\" , hidden behind a facade of \"oh, i didn't realize. Don't be so sensitive \" Later that day, her cunty male svp asked her team how was the exchange (wife wasn't present for this meeting). They told him what happened with my wife. His response was, \"thats unfortunate \". After the meeting, he called my wife, at her desk and asked if the \"gifter\" was around and could she see if he was at his desk. My wife is not a secretary, she is a director. The gifted is in a totally different dept, with his own team. I read this as a cruel joke to make her interact with the guy that obviously she was disturbed by. When svp held another meeting later that day he again asked, how was the exchange, with a chuckle, to the same group as the last meeting with the only difference being that my wife was there this time. I don't expect a lawsuit, but what is her recourse to expect changes? She is the only black woman in a leadership position in a gigantic Korean company and is consistently treated differently. I.e Her svp just asked her to do a presentation with bullets to bring to her 1 year review of how her years production went. No one else was asked this. Help before I let my hands and feet explain to them that this isn't ok. Thanks","c_root_id_A":"gi6use2","c_root_id_B":"gi6qr8l","created_at_utc_A":1609862443,"created_at_utc_B":1609860475,"score_A":33,"score_B":26,"human_ref_A":"This is a single incident. It hasn\u2019t risen to the level of needing a lawyer yet. You also don\u2019t know if others were asked to do this project now or in the past. Certain positions have different requirements, and a manager may ask someone to contribute to their own review if they want. I see nothing wrong with that. She should simply go see HR, explain the situation, and hand it off to them. If the behavior continues past that, then some of these other recommendations would be more appropriate. There are a lot of people with zero HR experience who like to come here and give advice that really makes no sense for the situation. It\u2019s just self gratifying entertainment for them, but not good advice for you.","human_ref_B":"I would first advise your wife document the situations that have occurred thus far. She doesn't need to go into explicit detail or be exact with dates but a clear overview of what occurred to the best of her recollection. Once she's finished documenting, go straight to HR and lodge a complaint. I've the complaint is lodged it will be investigated. Retaliation is illegal however, she should be on alert and ready to report it should it happen. If the behavior continues after she's reported it, she may want to have a free consultation with a local employment lawyer. I understand your frustrations but please do not involve yourself in this situation physically or verbally, it will make things worse for both you and your wife. Edit: typos","labels":1,"seconds_difference":1968.0,"score_ratio":1.2692307692} {"post_id":"kqyn5r","domain":"askhr_test","upvote_ratio":0.95,"history":"Received vag pills from co worker for Christmas, among other uncomfortable things. (NJ) At my wife's secret Santa exchange she received, from a male co worker, a box of probiotics thats 1st claim was \"improve vaginal health\", written boldly on the front, and more pills for eye health in women 50+. She is no where near that age. These gifts were opened in a communal setting, in front of everyone. I can't help but to read a mean prank in this, \"haha, here's something for you, old bitch, and your pussy probably stinks!\" , hidden behind a facade of \"oh, i didn't realize. Don't be so sensitive \" Later that day, her cunty male svp asked her team how was the exchange (wife wasn't present for this meeting). They told him what happened with my wife. His response was, \"thats unfortunate \". After the meeting, he called my wife, at her desk and asked if the \"gifter\" was around and could she see if he was at his desk. My wife is not a secretary, she is a director. The gifted is in a totally different dept, with his own team. I read this as a cruel joke to make her interact with the guy that obviously she was disturbed by. When svp held another meeting later that day he again asked, how was the exchange, with a chuckle, to the same group as the last meeting with the only difference being that my wife was there this time. I don't expect a lawsuit, but what is her recourse to expect changes? She is the only black woman in a leadership position in a gigantic Korean company and is consistently treated differently. I.e Her svp just asked her to do a presentation with bullets to bring to her 1 year review of how her years production went. No one else was asked this. Help before I let my hands and feet explain to them that this isn't ok. Thanks","c_root_id_A":"gi6qvzp","c_root_id_B":"gi6use2","created_at_utc_A":1609860541,"created_at_utc_B":1609862443,"score_A":17,"score_B":33,"human_ref_A":"Keep your hands and feet to yourself. Your wife is a grown woman and a manager. She can handle this however she sees fit. You sit there and offer a supportive shoulder and an ear when she vents. That's all you have to do.","human_ref_B":"This is a single incident. It hasn\u2019t risen to the level of needing a lawyer yet. You also don\u2019t know if others were asked to do this project now or in the past. Certain positions have different requirements, and a manager may ask someone to contribute to their own review if they want. I see nothing wrong with that. She should simply go see HR, explain the situation, and hand it off to them. If the behavior continues past that, then some of these other recommendations would be more appropriate. There are a lot of people with zero HR experience who like to come here and give advice that really makes no sense for the situation. It\u2019s just self gratifying entertainment for them, but not good advice for you.","labels":0,"seconds_difference":1902.0,"score_ratio":1.9411764706} {"post_id":"kqyn5r","domain":"askhr_test","upvote_ratio":0.95,"history":"Received vag pills from co worker for Christmas, among other uncomfortable things. (NJ) At my wife's secret Santa exchange she received, from a male co worker, a box of probiotics thats 1st claim was \"improve vaginal health\", written boldly on the front, and more pills for eye health in women 50+. She is no where near that age. These gifts were opened in a communal setting, in front of everyone. I can't help but to read a mean prank in this, \"haha, here's something for you, old bitch, and your pussy probably stinks!\" , hidden behind a facade of \"oh, i didn't realize. Don't be so sensitive \" Later that day, her cunty male svp asked her team how was the exchange (wife wasn't present for this meeting). They told him what happened with my wife. His response was, \"thats unfortunate \". After the meeting, he called my wife, at her desk and asked if the \"gifter\" was around and could she see if he was at his desk. My wife is not a secretary, she is a director. The gifted is in a totally different dept, with his own team. I read this as a cruel joke to make her interact with the guy that obviously she was disturbed by. When svp held another meeting later that day he again asked, how was the exchange, with a chuckle, to the same group as the last meeting with the only difference being that my wife was there this time. I don't expect a lawsuit, but what is her recourse to expect changes? She is the only black woman in a leadership position in a gigantic Korean company and is consistently treated differently. I.e Her svp just asked her to do a presentation with bullets to bring to her 1 year review of how her years production went. No one else was asked this. Help before I let my hands and feet explain to them that this isn't ok. Thanks","c_root_id_A":"gi6use2","c_root_id_B":"gi6qzus","created_at_utc_A":1609862443,"created_at_utc_B":1609860595,"score_A":33,"score_B":14,"human_ref_A":"This is a single incident. It hasn\u2019t risen to the level of needing a lawyer yet. You also don\u2019t know if others were asked to do this project now or in the past. Certain positions have different requirements, and a manager may ask someone to contribute to their own review if they want. I see nothing wrong with that. She should simply go see HR, explain the situation, and hand it off to them. If the behavior continues past that, then some of these other recommendations would be more appropriate. There are a lot of people with zero HR experience who like to come here and give advice that really makes no sense for the situation. It\u2019s just self gratifying entertainment for them, but not good advice for you.","human_ref_B":"It definitely seems like it could be a cruel joke and it sounds like her team thought so also. If I was her I would give the \"gift\" back to the guy and tell him you found it insensitive. I would also mention something to HR.","labels":1,"seconds_difference":1848.0,"score_ratio":2.3571428571} {"post_id":"kqyn5r","domain":"askhr_test","upvote_ratio":0.95,"history":"Received vag pills from co worker for Christmas, among other uncomfortable things. (NJ) At my wife's secret Santa exchange she received, from a male co worker, a box of probiotics thats 1st claim was \"improve vaginal health\", written boldly on the front, and more pills for eye health in women 50+. She is no where near that age. These gifts were opened in a communal setting, in front of everyone. I can't help but to read a mean prank in this, \"haha, here's something for you, old bitch, and your pussy probably stinks!\" , hidden behind a facade of \"oh, i didn't realize. Don't be so sensitive \" Later that day, her cunty male svp asked her team how was the exchange (wife wasn't present for this meeting). They told him what happened with my wife. His response was, \"thats unfortunate \". After the meeting, he called my wife, at her desk and asked if the \"gifter\" was around and could she see if he was at his desk. My wife is not a secretary, she is a director. The gifted is in a totally different dept, with his own team. I read this as a cruel joke to make her interact with the guy that obviously she was disturbed by. When svp held another meeting later that day he again asked, how was the exchange, with a chuckle, to the same group as the last meeting with the only difference being that my wife was there this time. I don't expect a lawsuit, but what is her recourse to expect changes? She is the only black woman in a leadership position in a gigantic Korean company and is consistently treated differently. I.e Her svp just asked her to do a presentation with bullets to bring to her 1 year review of how her years production went. No one else was asked this. Help before I let my hands and feet explain to them that this isn't ok. Thanks","c_root_id_A":"gi6sr1f","c_root_id_B":"gi6use2","created_at_utc_A":1609861460,"created_at_utc_B":1609862443,"score_A":2,"score_B":33,"human_ref_A":"Documentation is key because she will have to prove a pattern of discrimination. I also agree with another poster ab speaking with an employment attorney before doing anything else.","human_ref_B":"This is a single incident. It hasn\u2019t risen to the level of needing a lawyer yet. You also don\u2019t know if others were asked to do this project now or in the past. Certain positions have different requirements, and a manager may ask someone to contribute to their own review if they want. I see nothing wrong with that. She should simply go see HR, explain the situation, and hand it off to them. If the behavior continues past that, then some of these other recommendations would be more appropriate. There are a lot of people with zero HR experience who like to come here and give advice that really makes no sense for the situation. It\u2019s just self gratifying entertainment for them, but not good advice for you.","labels":0,"seconds_difference":983.0,"score_ratio":16.5} {"post_id":"kqyn5r","domain":"askhr_test","upvote_ratio":0.95,"history":"Received vag pills from co worker for Christmas, among other uncomfortable things. (NJ) At my wife's secret Santa exchange she received, from a male co worker, a box of probiotics thats 1st claim was \"improve vaginal health\", written boldly on the front, and more pills for eye health in women 50+. She is no where near that age. These gifts were opened in a communal setting, in front of everyone. I can't help but to read a mean prank in this, \"haha, here's something for you, old bitch, and your pussy probably stinks!\" , hidden behind a facade of \"oh, i didn't realize. Don't be so sensitive \" Later that day, her cunty male svp asked her team how was the exchange (wife wasn't present for this meeting). They told him what happened with my wife. His response was, \"thats unfortunate \". After the meeting, he called my wife, at her desk and asked if the \"gifter\" was around and could she see if he was at his desk. My wife is not a secretary, she is a director. The gifted is in a totally different dept, with his own team. I read this as a cruel joke to make her interact with the guy that obviously she was disturbed by. When svp held another meeting later that day he again asked, how was the exchange, with a chuckle, to the same group as the last meeting with the only difference being that my wife was there this time. I don't expect a lawsuit, but what is her recourse to expect changes? She is the only black woman in a leadership position in a gigantic Korean company and is consistently treated differently. I.e Her svp just asked her to do a presentation with bullets to bring to her 1 year review of how her years production went. No one else was asked this. Help before I let my hands and feet explain to them that this isn't ok. Thanks","c_root_id_A":"gi6sr1f","c_root_id_B":"gi6uxih","created_at_utc_A":1609861460,"created_at_utc_B":1609862511,"score_A":2,"score_B":6,"human_ref_A":"Documentation is key because she will have to prove a pattern of discrimination. I also agree with another poster ab speaking with an employment attorney before doing anything else.","human_ref_B":"The first thing that comes to mind is that your wife is lucky to have your support at home. I've seen other women get gaslighted by their husbands when they get home and complain about toxic male behavior. (although I'm presuming you're a male from your post) This situation sounds terrible to work in. I'm often treated like a secretary as well at a director level and it's so infuriating. As someone who wears the HR hat, I recommend getting this in writing. Start an email chain lodging a complaint. It can be a casual email of she doesn't want to rock the boat. But if things escalate or they continue to have a disrespectful environment she's got a paper trail.","labels":0,"seconds_difference":1051.0,"score_ratio":3.0} {"post_id":"kqyn5r","domain":"askhr_test","upvote_ratio":0.95,"history":"Received vag pills from co worker for Christmas, among other uncomfortable things. (NJ) At my wife's secret Santa exchange she received, from a male co worker, a box of probiotics thats 1st claim was \"improve vaginal health\", written boldly on the front, and more pills for eye health in women 50+. She is no where near that age. These gifts were opened in a communal setting, in front of everyone. I can't help but to read a mean prank in this, \"haha, here's something for you, old bitch, and your pussy probably stinks!\" , hidden behind a facade of \"oh, i didn't realize. Don't be so sensitive \" Later that day, her cunty male svp asked her team how was the exchange (wife wasn't present for this meeting). They told him what happened with my wife. His response was, \"thats unfortunate \". After the meeting, he called my wife, at her desk and asked if the \"gifter\" was around and could she see if he was at his desk. My wife is not a secretary, she is a director. The gifted is in a totally different dept, with his own team. I read this as a cruel joke to make her interact with the guy that obviously she was disturbed by. When svp held another meeting later that day he again asked, how was the exchange, with a chuckle, to the same group as the last meeting with the only difference being that my wife was there this time. I don't expect a lawsuit, but what is her recourse to expect changes? She is the only black woman in a leadership position in a gigantic Korean company and is consistently treated differently. I.e Her svp just asked her to do a presentation with bullets to bring to her 1 year review of how her years production went. No one else was asked this. Help before I let my hands and feet explain to them that this isn't ok. Thanks","c_root_id_A":"gi6sr1f","c_root_id_B":"gi9yj6g","created_at_utc_A":1609861460,"created_at_utc_B":1609912514,"score_A":2,"score_B":3,"human_ref_A":"Documentation is key because she will have to prove a pattern of discrimination. I also agree with another poster ab speaking with an employment attorney before doing anything else.","human_ref_B":"File a complaint. File a complaint with the EEOC, before you file a complaint with the company. File a complaint with the local Human Rights Commission. This is absolutely disgusting. There\u2019s a sexual-harassment. This is the old, \u201cshe\u2019s black so she must be super sexual plus she stinks because she\u2019s black\u201d and I godDAMN want to punch these fckers out right now. Also contact your local NAACP. I\u2019m literally crying for your wife right now. I\u2019ve gone through bad stuff at my job, and they would do this if they could, and I think i know exactly how she feels, or as close as I can feel. Thank you so much for sticking up for your wife. Don\u2019t do anything yourself. Do it all legally. Your wife has a set amount of time to do it and may be the best time to do it would be January 21, because then maybe somebody will listen.","labels":0,"seconds_difference":51054.0,"score_ratio":1.5} {"post_id":"kqyn5r","domain":"askhr_test","upvote_ratio":0.95,"history":"Received vag pills from co worker for Christmas, among other uncomfortable things. (NJ) At my wife's secret Santa exchange she received, from a male co worker, a box of probiotics thats 1st claim was \"improve vaginal health\", written boldly on the front, and more pills for eye health in women 50+. She is no where near that age. These gifts were opened in a communal setting, in front of everyone. I can't help but to read a mean prank in this, \"haha, here's something for you, old bitch, and your pussy probably stinks!\" , hidden behind a facade of \"oh, i didn't realize. Don't be so sensitive \" Later that day, her cunty male svp asked her team how was the exchange (wife wasn't present for this meeting). They told him what happened with my wife. His response was, \"thats unfortunate \". After the meeting, he called my wife, at her desk and asked if the \"gifter\" was around and could she see if he was at his desk. My wife is not a secretary, she is a director. The gifted is in a totally different dept, with his own team. I read this as a cruel joke to make her interact with the guy that obviously she was disturbed by. When svp held another meeting later that day he again asked, how was the exchange, with a chuckle, to the same group as the last meeting with the only difference being that my wife was there this time. I don't expect a lawsuit, but what is her recourse to expect changes? She is the only black woman in a leadership position in a gigantic Korean company and is consistently treated differently. I.e Her svp just asked her to do a presentation with bullets to bring to her 1 year review of how her years production went. No one else was asked this. Help before I let my hands and feet explain to them that this isn't ok. Thanks","c_root_id_A":"gi6sr1f","c_root_id_B":"gi8gwx8","created_at_utc_A":1609861460,"created_at_utc_B":1609886397,"score_A":2,"score_B":3,"human_ref_A":"Documentation is key because she will have to prove a pattern of discrimination. I also agree with another poster ab speaking with an employment attorney before doing anything else.","human_ref_B":"This wasn't a white elephant? I have seen this kind of humor in white elephant celebrations, but those are usually opt-in. Obviously there was a misunderstanding so somebody failed here, regardless. Did anyone else get embarrassing gifts? Assuming the answer is no, obviously some behavior that needs to be corrected here.","labels":0,"seconds_difference":24937.0,"score_ratio":1.5} {"post_id":"ddd2o8","domain":"askhr_test","upvote_ratio":0.99,"history":"Fired for bereavement leave Pennsylvania USA I was told I am being let go today due to exceeding the bereavement policy. When my wife passed 3 weeks ago I was told take as much time as you need from my boss. She had cancer i expected it soon but still I was in no shape to return sooner. I had looked into the bereavement policy earlier and it said managers discretion. My hr is claiming the bereavement time uses your vacation time. And if you run out of vacation time you may be terminated. I did not know that , no where does it say that. And they knew due to needing to take multiple days off to take care of my with I only had 2 days of vacation left. I am devastated this is insult to injury. Any recourse here? Can I fight for more severance?","c_root_id_A":"f2fzk5i","c_root_id_B":"f2fx8fw","created_at_utc_A":1570224742,"created_at_utc_B":1570223872,"score_A":135,"score_B":16,"human_ref_A":"This is beyond ridiculous, but unless there is a law specific to PA I'm not seeing anything illegal. *Maybe* discrimination for association with a disabled person, but that's quite a stretch to be honest. (https:\/\/www.eeoc.gov\/facts\/association_ada.html) [Edit: Or *maybe* FMLA as per other commentors.] This sounds like a dumb bureaucratic move by some unthinking drone incapable of recognizing spirit vs. letter of the law. Were I in your shoes I would reach out to others in this order until someone with the power to fix this actually fixes it: (1) your boss, (2) the head of your work location\/site\/department, (3) the head of HR, (4) the president of the company, (5) local news media. If those don't work, at least be content that you've got a slam dunk case for unemployment. Good luck. Edit: Oh, and if you don't get your job back make sure you leave a Glass Door and\/or Indeed review warning others away from an employer that craptastic.","human_ref_B":"Sorry for your loss bro","labels":1,"seconds_difference":870.0,"score_ratio":8.4375} {"post_id":"ddd2o8","domain":"askhr_test","upvote_ratio":0.99,"history":"Fired for bereavement leave Pennsylvania USA I was told I am being let go today due to exceeding the bereavement policy. When my wife passed 3 weeks ago I was told take as much time as you need from my boss. She had cancer i expected it soon but still I was in no shape to return sooner. I had looked into the bereavement policy earlier and it said managers discretion. My hr is claiming the bereavement time uses your vacation time. And if you run out of vacation time you may be terminated. I did not know that , no where does it say that. And they knew due to needing to take multiple days off to take care of my with I only had 2 days of vacation left. I am devastated this is insult to injury. Any recourse here? Can I fight for more severance?","c_root_id_A":"f2fzk5i","c_root_id_B":"f2fybgl","created_at_utc_A":1570224742,"created_at_utc_B":1570224323,"score_A":135,"score_B":12,"human_ref_A":"This is beyond ridiculous, but unless there is a law specific to PA I'm not seeing anything illegal. *Maybe* discrimination for association with a disabled person, but that's quite a stretch to be honest. (https:\/\/www.eeoc.gov\/facts\/association_ada.html) [Edit: Or *maybe* FMLA as per other commentors.] This sounds like a dumb bureaucratic move by some unthinking drone incapable of recognizing spirit vs. letter of the law. Were I in your shoes I would reach out to others in this order until someone with the power to fix this actually fixes it: (1) your boss, (2) the head of your work location\/site\/department, (3) the head of HR, (4) the president of the company, (5) local news media. If those don't work, at least be content that you've got a slam dunk case for unemployment. Good luck. Edit: Oh, and if you don't get your job back make sure you leave a Glass Door and\/or Indeed review warning others away from an employer that craptastic.","human_ref_B":"I'm very sorry. Did you receive any paystubs during this time that indicated you were being paid from leave or did it just say salary? (Not that I would expect you to necessarily be paying attention) That's a terrible policy and I would wonder whether it's always applied that way or if someone is new. Go to the top of the company if you need to. Are you hourly or salaried? Union by chance?","labels":1,"seconds_difference":419.0,"score_ratio":11.25} {"post_id":"ddd2o8","domain":"askhr_test","upvote_ratio":0.99,"history":"Fired for bereavement leave Pennsylvania USA I was told I am being let go today due to exceeding the bereavement policy. When my wife passed 3 weeks ago I was told take as much time as you need from my boss. She had cancer i expected it soon but still I was in no shape to return sooner. I had looked into the bereavement policy earlier and it said managers discretion. My hr is claiming the bereavement time uses your vacation time. And if you run out of vacation time you may be terminated. I did not know that , no where does it say that. And they knew due to needing to take multiple days off to take care of my with I only had 2 days of vacation left. I am devastated this is insult to injury. Any recourse here? Can I fight for more severance?","c_root_id_A":"f2fyw4q","c_root_id_B":"f2fzk5i","created_at_utc_A":1570224467,"created_at_utc_B":1570224742,"score_A":3,"score_B":135,"human_ref_A":"I'm very sorry for your loss and sorry that you are going through this on top of it all. Was your manager involved in this conversation with HR? I am wondering if it's possible HR is not aware that the manager told you to take as much time as needed and may just be following their protocol? I agree that typically a policy allowing specifically for bereavement time typically would not require you to use vacation time to cover it. I also think it is worth a conversation about your confusion over the wording of the policy compounded by the conversation with your manager that caused you to take as much time as you did.","human_ref_B":"This is beyond ridiculous, but unless there is a law specific to PA I'm not seeing anything illegal. *Maybe* discrimination for association with a disabled person, but that's quite a stretch to be honest. (https:\/\/www.eeoc.gov\/facts\/association_ada.html) [Edit: Or *maybe* FMLA as per other commentors.] This sounds like a dumb bureaucratic move by some unthinking drone incapable of recognizing spirit vs. letter of the law. Were I in your shoes I would reach out to others in this order until someone with the power to fix this actually fixes it: (1) your boss, (2) the head of your work location\/site\/department, (3) the head of HR, (4) the president of the company, (5) local news media. If those don't work, at least be content that you've got a slam dunk case for unemployment. Good luck. Edit: Oh, and if you don't get your job back make sure you leave a Glass Door and\/or Indeed review warning others away from an employer that craptastic.","labels":0,"seconds_difference":275.0,"score_ratio":45.0} {"post_id":"ddd2o8","domain":"askhr_test","upvote_ratio":0.99,"history":"Fired for bereavement leave Pennsylvania USA I was told I am being let go today due to exceeding the bereavement policy. When my wife passed 3 weeks ago I was told take as much time as you need from my boss. She had cancer i expected it soon but still I was in no shape to return sooner. I had looked into the bereavement policy earlier and it said managers discretion. My hr is claiming the bereavement time uses your vacation time. And if you run out of vacation time you may be terminated. I did not know that , no where does it say that. And they knew due to needing to take multiple days off to take care of my with I only had 2 days of vacation left. I am devastated this is insult to injury. Any recourse here? Can I fight for more severance?","c_root_id_A":"f2fx8fw","c_root_id_B":"f2g1ufh","created_at_utc_A":1570223872,"created_at_utc_B":1570225567,"score_A":16,"score_B":103,"human_ref_A":"Sorry for your loss bro","human_ref_B":"You need to talk to an employment attorney. They are assholes #1, but #2 there is a chance they should've offered you FMLA rather than terminating you.","labels":0,"seconds_difference":1695.0,"score_ratio":6.4375} {"post_id":"ddd2o8","domain":"askhr_test","upvote_ratio":0.99,"history":"Fired for bereavement leave Pennsylvania USA I was told I am being let go today due to exceeding the bereavement policy. When my wife passed 3 weeks ago I was told take as much time as you need from my boss. She had cancer i expected it soon but still I was in no shape to return sooner. I had looked into the bereavement policy earlier and it said managers discretion. My hr is claiming the bereavement time uses your vacation time. And if you run out of vacation time you may be terminated. I did not know that , no where does it say that. And they knew due to needing to take multiple days off to take care of my with I only had 2 days of vacation left. I am devastated this is insult to injury. Any recourse here? Can I fight for more severance?","c_root_id_A":"f2fybgl","c_root_id_B":"f2g1ufh","created_at_utc_A":1570224323,"created_at_utc_B":1570225567,"score_A":12,"score_B":103,"human_ref_A":"I'm very sorry. Did you receive any paystubs during this time that indicated you were being paid from leave or did it just say salary? (Not that I would expect you to necessarily be paying attention) That's a terrible policy and I would wonder whether it's always applied that way or if someone is new. Go to the top of the company if you need to. Are you hourly or salaried? Union by chance?","human_ref_B":"You need to talk to an employment attorney. They are assholes #1, but #2 there is a chance they should've offered you FMLA rather than terminating you.","labels":0,"seconds_difference":1244.0,"score_ratio":8.5833333333} {"post_id":"ddd2o8","domain":"askhr_test","upvote_ratio":0.99,"history":"Fired for bereavement leave Pennsylvania USA I was told I am being let go today due to exceeding the bereavement policy. When my wife passed 3 weeks ago I was told take as much time as you need from my boss. She had cancer i expected it soon but still I was in no shape to return sooner. I had looked into the bereavement policy earlier and it said managers discretion. My hr is claiming the bereavement time uses your vacation time. And if you run out of vacation time you may be terminated. I did not know that , no where does it say that. And they knew due to needing to take multiple days off to take care of my with I only had 2 days of vacation left. I am devastated this is insult to injury. Any recourse here? Can I fight for more severance?","c_root_id_A":"f2g1ufh","c_root_id_B":"f2fyw4q","created_at_utc_A":1570225567,"created_at_utc_B":1570224467,"score_A":103,"score_B":3,"human_ref_A":"You need to talk to an employment attorney. They are assholes #1, but #2 there is a chance they should've offered you FMLA rather than terminating you.","human_ref_B":"I'm very sorry for your loss and sorry that you are going through this on top of it all. Was your manager involved in this conversation with HR? I am wondering if it's possible HR is not aware that the manager told you to take as much time as needed and may just be following their protocol? I agree that typically a policy allowing specifically for bereavement time typically would not require you to use vacation time to cover it. I also think it is worth a conversation about your confusion over the wording of the policy compounded by the conversation with your manager that caused you to take as much time as you did.","labels":1,"seconds_difference":1100.0,"score_ratio":34.3333333333} {"post_id":"ddd2o8","domain":"askhr_test","upvote_ratio":0.99,"history":"Fired for bereavement leave Pennsylvania USA I was told I am being let go today due to exceeding the bereavement policy. When my wife passed 3 weeks ago I was told take as much time as you need from my boss. She had cancer i expected it soon but still I was in no shape to return sooner. I had looked into the bereavement policy earlier and it said managers discretion. My hr is claiming the bereavement time uses your vacation time. And if you run out of vacation time you may be terminated. I did not know that , no where does it say that. And they knew due to needing to take multiple days off to take care of my with I only had 2 days of vacation left. I am devastated this is insult to injury. Any recourse here? Can I fight for more severance?","c_root_id_A":"f2g227p","c_root_id_B":"f2fx8fw","created_at_utc_A":1570225649,"created_at_utc_B":1570223872,"score_A":23,"score_B":16,"human_ref_A":"I\u2019m a UK HR professional so don\u2019t know much about US labour laws but I\u2019m absolutely appalled at the HR department and your company as a whole. This is shocking treatment of an employee. Even if you do sort this out I\u2019d look for another job as why would you want to continue working for such a heartless organisation. I\u2019m truly sorry for your loss and I hope the outcome is good for you. Best wishes.","human_ref_B":"Sorry for your loss bro","labels":1,"seconds_difference":1777.0,"score_ratio":1.4375} {"post_id":"ddd2o8","domain":"askhr_test","upvote_ratio":0.99,"history":"Fired for bereavement leave Pennsylvania USA I was told I am being let go today due to exceeding the bereavement policy. When my wife passed 3 weeks ago I was told take as much time as you need from my boss. She had cancer i expected it soon but still I was in no shape to return sooner. I had looked into the bereavement policy earlier and it said managers discretion. My hr is claiming the bereavement time uses your vacation time. And if you run out of vacation time you may be terminated. I did not know that , no where does it say that. And they knew due to needing to take multiple days off to take care of my with I only had 2 days of vacation left. I am devastated this is insult to injury. Any recourse here? Can I fight for more severance?","c_root_id_A":"f2fybgl","c_root_id_B":"f2g227p","created_at_utc_A":1570224323,"created_at_utc_B":1570225649,"score_A":12,"score_B":23,"human_ref_A":"I'm very sorry. Did you receive any paystubs during this time that indicated you were being paid from leave or did it just say salary? (Not that I would expect you to necessarily be paying attention) That's a terrible policy and I would wonder whether it's always applied that way or if someone is new. Go to the top of the company if you need to. Are you hourly or salaried? Union by chance?","human_ref_B":"I\u2019m a UK HR professional so don\u2019t know much about US labour laws but I\u2019m absolutely appalled at the HR department and your company as a whole. This is shocking treatment of an employee. Even if you do sort this out I\u2019d look for another job as why would you want to continue working for such a heartless organisation. I\u2019m truly sorry for your loss and I hope the outcome is good for you. Best wishes.","labels":0,"seconds_difference":1326.0,"score_ratio":1.9166666667} {"post_id":"ddd2o8","domain":"askhr_test","upvote_ratio":0.99,"history":"Fired for bereavement leave Pennsylvania USA I was told I am being let go today due to exceeding the bereavement policy. When my wife passed 3 weeks ago I was told take as much time as you need from my boss. She had cancer i expected it soon but still I was in no shape to return sooner. I had looked into the bereavement policy earlier and it said managers discretion. My hr is claiming the bereavement time uses your vacation time. And if you run out of vacation time you may be terminated. I did not know that , no where does it say that. And they knew due to needing to take multiple days off to take care of my with I only had 2 days of vacation left. I am devastated this is insult to injury. Any recourse here? Can I fight for more severance?","c_root_id_A":"f2g227p","c_root_id_B":"f2fyw4q","created_at_utc_A":1570225649,"created_at_utc_B":1570224467,"score_A":23,"score_B":3,"human_ref_A":"I\u2019m a UK HR professional so don\u2019t know much about US labour laws but I\u2019m absolutely appalled at the HR department and your company as a whole. This is shocking treatment of an employee. Even if you do sort this out I\u2019d look for another job as why would you want to continue working for such a heartless organisation. I\u2019m truly sorry for your loss and I hope the outcome is good for you. Best wishes.","human_ref_B":"I'm very sorry for your loss and sorry that you are going through this on top of it all. Was your manager involved in this conversation with HR? I am wondering if it's possible HR is not aware that the manager told you to take as much time as needed and may just be following their protocol? I agree that typically a policy allowing specifically for bereavement time typically would not require you to use vacation time to cover it. I also think it is worth a conversation about your confusion over the wording of the policy compounded by the conversation with your manager that caused you to take as much time as you did.","labels":1,"seconds_difference":1182.0,"score_ratio":7.6666666667} {"post_id":"ddd2o8","domain":"askhr_test","upvote_ratio":0.99,"history":"Fired for bereavement leave Pennsylvania USA I was told I am being let go today due to exceeding the bereavement policy. When my wife passed 3 weeks ago I was told take as much time as you need from my boss. She had cancer i expected it soon but still I was in no shape to return sooner. I had looked into the bereavement policy earlier and it said managers discretion. My hr is claiming the bereavement time uses your vacation time. And if you run out of vacation time you may be terminated. I did not know that , no where does it say that. And they knew due to needing to take multiple days off to take care of my with I only had 2 days of vacation left. I am devastated this is insult to injury. Any recourse here? Can I fight for more severance?","c_root_id_A":"f2h37a7","c_root_id_B":"f2fyw4q","created_at_utc_A":1570238817,"created_at_utc_B":1570224467,"score_A":11,"score_B":3,"human_ref_A":"I have never suggested this before, but you need to share your story on social media and raise awareness about this. Lots of people would empathize with you, and I think the employer deserves the negative publicity so they don\u2019t do this again. What your employer is doing is what\u2019s wrong in America. We no longer see each other as people.","human_ref_B":"I'm very sorry for your loss and sorry that you are going through this on top of it all. Was your manager involved in this conversation with HR? I am wondering if it's possible HR is not aware that the manager told you to take as much time as needed and may just be following their protocol? I agree that typically a policy allowing specifically for bereavement time typically would not require you to use vacation time to cover it. I also think it is worth a conversation about your confusion over the wording of the policy compounded by the conversation with your manager that caused you to take as much time as you did.","labels":1,"seconds_difference":14350.0,"score_ratio":3.6666666667} {"post_id":"ddd2o8","domain":"askhr_test","upvote_ratio":0.99,"history":"Fired for bereavement leave Pennsylvania USA I was told I am being let go today due to exceeding the bereavement policy. When my wife passed 3 weeks ago I was told take as much time as you need from my boss. She had cancer i expected it soon but still I was in no shape to return sooner. I had looked into the bereavement policy earlier and it said managers discretion. My hr is claiming the bereavement time uses your vacation time. And if you run out of vacation time you may be terminated. I did not know that , no where does it say that. And they knew due to needing to take multiple days off to take care of my with I only had 2 days of vacation left. I am devastated this is insult to injury. Any recourse here? Can I fight for more severance?","c_root_id_A":"f2g8yb0","c_root_id_B":"f2fyw4q","created_at_utc_A":1570227890,"created_at_utc_B":1570224467,"score_A":11,"score_B":3,"human_ref_A":"What a disgraceful move on the part of your company! I would take this opportunity to take any and everyone up on their offer to help and all the \"if you need anything, please let me know\" offers you surely have received over the past three weeks or so to get yourself in a better professional position. Mind blown away by this and I'm so sorry you have to go through this.","human_ref_B":"I'm very sorry for your loss and sorry that you are going through this on top of it all. Was your manager involved in this conversation with HR? I am wondering if it's possible HR is not aware that the manager told you to take as much time as needed and may just be following their protocol? I agree that typically a policy allowing specifically for bereavement time typically would not require you to use vacation time to cover it. I also think it is worth a conversation about your confusion over the wording of the policy compounded by the conversation with your manager that caused you to take as much time as you did.","labels":1,"seconds_difference":3423.0,"score_ratio":3.6666666667} {"post_id":"ddd2o8","domain":"askhr_test","upvote_ratio":0.99,"history":"Fired for bereavement leave Pennsylvania USA I was told I am being let go today due to exceeding the bereavement policy. When my wife passed 3 weeks ago I was told take as much time as you need from my boss. She had cancer i expected it soon but still I was in no shape to return sooner. I had looked into the bereavement policy earlier and it said managers discretion. My hr is claiming the bereavement time uses your vacation time. And if you run out of vacation time you may be terminated. I did not know that , no where does it say that. And they knew due to needing to take multiple days off to take care of my with I only had 2 days of vacation left. I am devastated this is insult to injury. Any recourse here? Can I fight for more severance?","c_root_id_A":"f2fyw4q","c_root_id_B":"f2hdp47","created_at_utc_A":1570224467,"created_at_utc_B":1570242411,"score_A":3,"score_B":8,"human_ref_A":"I'm very sorry for your loss and sorry that you are going through this on top of it all. Was your manager involved in this conversation with HR? I am wondering if it's possible HR is not aware that the manager told you to take as much time as needed and may just be following their protocol? I agree that typically a policy allowing specifically for bereavement time typically would not require you to use vacation time to cover it. I also think it is worth a conversation about your confusion over the wording of the policy compounded by the conversation with your manager that caused you to take as much time as you did.","human_ref_B":"post in \/r\/legaladvice also","labels":0,"seconds_difference":17944.0,"score_ratio":2.6666666667} {"post_id":"ddd2o8","domain":"askhr_test","upvote_ratio":0.99,"history":"Fired for bereavement leave Pennsylvania USA I was told I am being let go today due to exceeding the bereavement policy. When my wife passed 3 weeks ago I was told take as much time as you need from my boss. She had cancer i expected it soon but still I was in no shape to return sooner. I had looked into the bereavement policy earlier and it said managers discretion. My hr is claiming the bereavement time uses your vacation time. And if you run out of vacation time you may be terminated. I did not know that , no where does it say that. And they knew due to needing to take multiple days off to take care of my with I only had 2 days of vacation left. I am devastated this is insult to injury. Any recourse here? Can I fight for more severance?","c_root_id_A":"f2ibi7d","c_root_id_B":"f2hjijf","created_at_utc_A":1570254884,"created_at_utc_B":1570244374,"score_A":3,"score_B":2,"human_ref_A":"A jury would be VERY sympathetic to you. Source = potential juror","human_ref_B":"I am really sorry man.","labels":1,"seconds_difference":10510.0,"score_ratio":1.5} {"post_id":"k6mn27","domain":"askhr_test","upvote_ratio":0.99,"history":"[CO] I was hospitalized for most of the week. My boss kept texting me asking me how to complete tasks at work. I'm an hourly employee, my boss kept asking how to do things, there is a lot of other people at work she could of asked but I'm assuming she didn't want them to know she couldn't figure out how to do stuff. Should I be compensated with regular hours rather than sick hours since I was helping her complete tasks from the hospital.","c_root_id_A":"gen3f8q","c_root_id_B":"gem1ygd","created_at_utc_A":1607119923,"created_at_utc_B":1607101600,"score_A":15,"score_B":13,"human_ref_A":"Don't respond to work calls, texts, or emails if you are in the hospital. If anyone complains, tell them you were too ill\/unconscious\/in surgery\/meeting with a doctor\/resting\/not able to access your phone. When you are off sick, your priority is your health, not your job.","human_ref_B":"how much time in total do you think you spent? In the end, as long as you a paid for the time worked, either through regular pay or sick pay, there is not a wage claim to be made. And PTO policies are up to the employer. What I would suggest is asking HR how to account for that time. Were you on FMLA at the time? If so, too much contact could be seen as retaliation. A good employer would generally only make you use sick time for the difference between normal work hours and those that you actually worked. And I agree this is not a good backup plan for the future. I do suggest writing some type of SOPs or manual based on the questions you were being asked.","labels":1,"seconds_difference":18323.0,"score_ratio":1.1538461538} {"post_id":"fl99wh","domain":"askhr_test","upvote_ratio":0.99,"history":"Can an employer require a person to be on call after a lay off? My husband is an HVAC tech who got laid off because of what's going on with the pandemic, however his company is still requiring him to go on call on the weeks that it's his turn? He'll be collecting unemployment, so can they do that? We are located in Vermont.","c_root_id_A":"fkx8ta0","c_root_id_B":"fkx9tl3","created_at_utc_A":1584622263,"created_at_utc_B":1584623051,"score_A":95,"score_B":194,"human_ref_A":"If he's already collecting unemployment, and is past his separation date, then he no longer works for that employer. He is not required to be on call for a company he does not work for. Personally, I would tell them he can, and then not answer the phone.","human_ref_B":"This is some next level scummy business practice. You can either have someone working or not. Laying someone off means they are no longer your employee. They lose all benefits so you do as well. Also if they\u2019re a small company they\u2019re just trying to abuse your hubby. I\u2019d assume they still have salaried employees on staff and those people will be the only workers that can field calls. Otherwise your husband isn\u2019t covered under workers comp insurance if he is injured. And in HVAC that can happen anytime between heavy objects to high voltage electrical. I know he wants to get his job back after this is all over but I\u2019d say fuck you straight to their face. My job cut us back to 16 hrs a week so we can still have some pay and benefits. We\u2019ve also created teams so that only teams work together and if one of us gets Covid-19 they remove all of us from the property.","labels":0,"seconds_difference":788.0,"score_ratio":2.0421052632} {"post_id":"fl99wh","domain":"askhr_test","upvote_ratio":0.99,"history":"Can an employer require a person to be on call after a lay off? My husband is an HVAC tech who got laid off because of what's going on with the pandemic, however his company is still requiring him to go on call on the weeks that it's his turn? He'll be collecting unemployment, so can they do that? We are located in Vermont.","c_root_id_A":"fkx9tl3","c_root_id_B":"fkx9ol7","created_at_utc_A":1584623051,"created_at_utc_B":1584622945,"score_A":194,"score_B":16,"human_ref_A":"This is some next level scummy business practice. You can either have someone working or not. Laying someone off means they are no longer your employee. They lose all benefits so you do as well. Also if they\u2019re a small company they\u2019re just trying to abuse your hubby. I\u2019d assume they still have salaried employees on staff and those people will be the only workers that can field calls. Otherwise your husband isn\u2019t covered under workers comp insurance if he is injured. And in HVAC that can happen anytime between heavy objects to high voltage electrical. I know he wants to get his job back after this is all over but I\u2019d say fuck you straight to their face. My job cut us back to 16 hrs a week so we can still have some pay and benefits. We\u2019ve also created teams so that only teams work together and if one of us gets Covid-19 they remove all of us from the property.","human_ref_B":"They can bring him back on as a contractor\/sub-contractor. They can feel free to schedule him in wherever they want, but he has no obligation to respond since he is no longer employed there. Doing some sort of a contractor arrangement may be best in the long run, as he'll still need to be employed at some point. If this thing extends into summer, I could see power grids getting stressed and home HVAC systems getting stressed (commercial may be another matter).","labels":1,"seconds_difference":106.0,"score_ratio":12.125} {"post_id":"fl99wh","domain":"askhr_test","upvote_ratio":0.99,"history":"Can an employer require a person to be on call after a lay off? My husband is an HVAC tech who got laid off because of what's going on with the pandemic, however his company is still requiring him to go on call on the weeks that it's his turn? He'll be collecting unemployment, so can they do that? We are located in Vermont.","c_root_id_A":"fkx9tcl","c_root_id_B":"fkx9tl3","created_at_utc_A":1584623046,"created_at_utc_B":1584623051,"score_A":5,"score_B":194,"human_ref_A":"No. Once he starts getting unemployment that contract is over. You can make a new one though. Highly recommend negotiating for a higher rate if that happens. He has all the leverage here","human_ref_B":"This is some next level scummy business practice. You can either have someone working or not. Laying someone off means they are no longer your employee. They lose all benefits so you do as well. Also if they\u2019re a small company they\u2019re just trying to abuse your hubby. I\u2019d assume they still have salaried employees on staff and those people will be the only workers that can field calls. Otherwise your husband isn\u2019t covered under workers comp insurance if he is injured. And in HVAC that can happen anytime between heavy objects to high voltage electrical. I know he wants to get his job back after this is all over but I\u2019d say fuck you straight to their face. My job cut us back to 16 hrs a week so we can still have some pay and benefits. We\u2019ve also created teams so that only teams work together and if one of us gets Covid-19 they remove all of us from the property.","labels":0,"seconds_difference":5.0,"score_ratio":38.8} {"post_id":"fl99wh","domain":"askhr_test","upvote_ratio":0.99,"history":"Can an employer require a person to be on call after a lay off? My husband is an HVAC tech who got laid off because of what's going on with the pandemic, however his company is still requiring him to go on call on the weeks that it's his turn? He'll be collecting unemployment, so can they do that? We are located in Vermont.","c_root_id_A":"fkxcdfw","c_root_id_B":"fkx9ol7","created_at_utc_A":1584624903,"created_at_utc_B":1584622945,"score_A":38,"score_B":16,"human_ref_A":"It depends. A lot of people that will collect unemployment because of the pandemic aren\u2019t actually laid off. They are collecting unemployment because of a reduction in hours, in which case they need to remain available for a call back to work by their employer. If this is the latter case - for most people now it will be - he should be on call, and work if he gets pulled in. He then reports those hours worked to the unemployment department. Did your husband get vacation or PTO paid out? Are they telling him he will get COBRA? If so, that sounds like he is truly no longer employed, and he does not need to be on call.","human_ref_B":"They can bring him back on as a contractor\/sub-contractor. They can feel free to schedule him in wherever they want, but he has no obligation to respond since he is no longer employed there. Doing some sort of a contractor arrangement may be best in the long run, as he'll still need to be employed at some point. If this thing extends into summer, I could see power grids getting stressed and home HVAC systems getting stressed (commercial may be another matter).","labels":1,"seconds_difference":1958.0,"score_ratio":2.375} {"post_id":"fl99wh","domain":"askhr_test","upvote_ratio":0.99,"history":"Can an employer require a person to be on call after a lay off? My husband is an HVAC tech who got laid off because of what's going on with the pandemic, however his company is still requiring him to go on call on the weeks that it's his turn? He'll be collecting unemployment, so can they do that? We are located in Vermont.","c_root_id_A":"fkxcdfw","c_root_id_B":"fkx9tcl","created_at_utc_A":1584624903,"created_at_utc_B":1584623046,"score_A":38,"score_B":5,"human_ref_A":"It depends. A lot of people that will collect unemployment because of the pandemic aren\u2019t actually laid off. They are collecting unemployment because of a reduction in hours, in which case they need to remain available for a call back to work by their employer. If this is the latter case - for most people now it will be - he should be on call, and work if he gets pulled in. He then reports those hours worked to the unemployment department. Did your husband get vacation or PTO paid out? Are they telling him he will get COBRA? If so, that sounds like he is truly no longer employed, and he does not need to be on call.","human_ref_B":"No. Once he starts getting unemployment that contract is over. You can make a new one though. Highly recommend negotiating for a higher rate if that happens. He has all the leverage here","labels":1,"seconds_difference":1857.0,"score_ratio":7.6} {"post_id":"uyijj5","domain":"askhr_test","upvote_ratio":0.97,"history":"[CA] Coworker is telling people I'm a murderer, leaving out the important \"falsely accused of murder\" part Hi, AskHR. I was falsely accused of murder about 10-years ago. I successfully sued the newspaper that made the accusation and they were forced to print a retraction and apology. Despite this, the damage to my reputation persevered and I decided to change my name. Recently, a new hire recognized me and has been sharing online where I work, my new identity, and photos he's taken of me at work. Based on his social media, he believes he's a vigilante by exposing me, but seems unaware I was proven not guilty, nor that I sued the newspaper that made the original accusation. **Is this an HR issue? And, if it is, how do I even talk about it?** I have all my documents and newspaper clippings, the apology, and some other supporting documents. Or do I keep to myself, see what happens? Should I try talking to this person? Thanks in advance, \\-- No\\_Meringue\\_6145","c_root_id_A":"ia4uege","c_root_id_B":"ia5cx5k","created_at_utc_A":1653611193,"created_at_utc_B":1653620281,"score_A":73,"score_B":185,"human_ref_A":"Sounds like a defamation case. Lawyer up imo","human_ref_B":"I would express to HR that this employee has taken pictures of you at work, is posting them on social media, and declaring you a murderer. Don\u2019t over-offer on the \u201cI\u2019m not a murderer\u201d, but have your documentation ready for when the employee goes \u201cI\u2019ve caught them, they\u2019re a murderer.\u201d You would pass a background check, you have a newspaper apology. The story is 10 years old. If your employer fires you because of this story, you could file suit with the new hire due to the damages of financially losing your job. This is why you want to lawyer up. Also, your lawyer could serve the new hire with a cease & desist, which is a piece of paper saying \u201cWe encourage you not to continue in this action, or we will be filing suit.\u201d Because them getting fired isn\u2019t going to stop them from being a nuisance and spreading the story. Calling people murderers becomes a lot less enticing when you realize you face legal consequences for doing so, that this person may be forced to pay for the damages they are causing.","labels":0,"seconds_difference":9088.0,"score_ratio":2.5342465753} {"post_id":"uyijj5","domain":"askhr_test","upvote_ratio":0.97,"history":"[CA] Coworker is telling people I'm a murderer, leaving out the important \"falsely accused of murder\" part Hi, AskHR. I was falsely accused of murder about 10-years ago. I successfully sued the newspaper that made the accusation and they were forced to print a retraction and apology. Despite this, the damage to my reputation persevered and I decided to change my name. Recently, a new hire recognized me and has been sharing online where I work, my new identity, and photos he's taken of me at work. Based on his social media, he believes he's a vigilante by exposing me, but seems unaware I was proven not guilty, nor that I sued the newspaper that made the original accusation. **Is this an HR issue? And, if it is, how do I even talk about it?** I have all my documents and newspaper clippings, the apology, and some other supporting documents. Or do I keep to myself, see what happens? Should I try talking to this person? Thanks in advance, \\-- No\\_Meringue\\_6145","c_root_id_A":"ia4cax2","c_root_id_B":"ia5cx5k","created_at_utc_A":1653602592,"created_at_utc_B":1653620281,"score_A":35,"score_B":185,"human_ref_A":"Sounds like some defamation of character that could have a negative impact at work. Confronting him\/her likely won\u2019t help much simply b\/c damage is done. I would consider speaking with HR and allowing them to investigate and address according to Co. policy.","human_ref_B":"I would express to HR that this employee has taken pictures of you at work, is posting them on social media, and declaring you a murderer. Don\u2019t over-offer on the \u201cI\u2019m not a murderer\u201d, but have your documentation ready for when the employee goes \u201cI\u2019ve caught them, they\u2019re a murderer.\u201d You would pass a background check, you have a newspaper apology. The story is 10 years old. If your employer fires you because of this story, you could file suit with the new hire due to the damages of financially losing your job. This is why you want to lawyer up. Also, your lawyer could serve the new hire with a cease & desist, which is a piece of paper saying \u201cWe encourage you not to continue in this action, or we will be filing suit.\u201d Because them getting fired isn\u2019t going to stop them from being a nuisance and spreading the story. Calling people murderers becomes a lot less enticing when you realize you face legal consequences for doing so, that this person may be forced to pay for the damages they are causing.","labels":0,"seconds_difference":17689.0,"score_ratio":5.2857142857} {"post_id":"uyijj5","domain":"askhr_test","upvote_ratio":0.97,"history":"[CA] Coworker is telling people I'm a murderer, leaving out the important \"falsely accused of murder\" part Hi, AskHR. I was falsely accused of murder about 10-years ago. I successfully sued the newspaper that made the accusation and they were forced to print a retraction and apology. Despite this, the damage to my reputation persevered and I decided to change my name. Recently, a new hire recognized me and has been sharing online where I work, my new identity, and photos he's taken of me at work. Based on his social media, he believes he's a vigilante by exposing me, but seems unaware I was proven not guilty, nor that I sued the newspaper that made the original accusation. **Is this an HR issue? And, if it is, how do I even talk about it?** I have all my documents and newspaper clippings, the apology, and some other supporting documents. Or do I keep to myself, see what happens? Should I try talking to this person? Thanks in advance, \\-- No\\_Meringue\\_6145","c_root_id_A":"ia5cx5k","c_root_id_B":"ia58dtn","created_at_utc_A":1653620281,"created_at_utc_B":1653618018,"score_A":185,"score_B":17,"human_ref_A":"I would express to HR that this employee has taken pictures of you at work, is posting them on social media, and declaring you a murderer. Don\u2019t over-offer on the \u201cI\u2019m not a murderer\u201d, but have your documentation ready for when the employee goes \u201cI\u2019ve caught them, they\u2019re a murderer.\u201d You would pass a background check, you have a newspaper apology. The story is 10 years old. If your employer fires you because of this story, you could file suit with the new hire due to the damages of financially losing your job. This is why you want to lawyer up. Also, your lawyer could serve the new hire with a cease & desist, which is a piece of paper saying \u201cWe encourage you not to continue in this action, or we will be filing suit.\u201d Because them getting fired isn\u2019t going to stop them from being a nuisance and spreading the story. Calling people murderers becomes a lot less enticing when you realize you face legal consequences for doing so, that this person may be forced to pay for the damages they are causing.","human_ref_B":"Lawyer up, also make a report with the local police department","labels":1,"seconds_difference":2263.0,"score_ratio":10.8823529412} {"post_id":"uyijj5","domain":"askhr_test","upvote_ratio":0.97,"history":"[CA] Coworker is telling people I'm a murderer, leaving out the important \"falsely accused of murder\" part Hi, AskHR. I was falsely accused of murder about 10-years ago. I successfully sued the newspaper that made the accusation and they were forced to print a retraction and apology. Despite this, the damage to my reputation persevered and I decided to change my name. Recently, a new hire recognized me and has been sharing online where I work, my new identity, and photos he's taken of me at work. Based on his social media, he believes he's a vigilante by exposing me, but seems unaware I was proven not guilty, nor that I sued the newspaper that made the original accusation. **Is this an HR issue? And, if it is, how do I even talk about it?** I have all my documents and newspaper clippings, the apology, and some other supporting documents. Or do I keep to myself, see what happens? Should I try talking to this person? Thanks in advance, \\-- No\\_Meringue\\_6145","c_root_id_A":"ia4uege","c_root_id_B":"ia4cax2","created_at_utc_A":1653611193,"created_at_utc_B":1653602592,"score_A":73,"score_B":35,"human_ref_A":"Sounds like a defamation case. Lawyer up imo","human_ref_B":"Sounds like some defamation of character that could have a negative impact at work. Confronting him\/her likely won\u2019t help much simply b\/c damage is done. I would consider speaking with HR and allowing them to investigate and address according to Co. policy.","labels":1,"seconds_difference":8601.0,"score_ratio":2.0857142857} {"post_id":"uyijj5","domain":"askhr_test","upvote_ratio":0.97,"history":"[CA] Coworker is telling people I'm a murderer, leaving out the important \"falsely accused of murder\" part Hi, AskHR. I was falsely accused of murder about 10-years ago. I successfully sued the newspaper that made the accusation and they were forced to print a retraction and apology. Despite this, the damage to my reputation persevered and I decided to change my name. Recently, a new hire recognized me and has been sharing online where I work, my new identity, and photos he's taken of me at work. Based on his social media, he believes he's a vigilante by exposing me, but seems unaware I was proven not guilty, nor that I sued the newspaper that made the original accusation. **Is this an HR issue? And, if it is, how do I even talk about it?** I have all my documents and newspaper clippings, the apology, and some other supporting documents. Or do I keep to myself, see what happens? Should I try talking to this person? Thanks in advance, \\-- No\\_Meringue\\_6145","c_root_id_A":"ia4cax2","c_root_id_B":"ia5nsrx","created_at_utc_A":1653602592,"created_at_utc_B":1653626293,"score_A":35,"score_B":47,"human_ref_A":"Sounds like some defamation of character that could have a negative impact at work. Confronting him\/her likely won\u2019t help much simply b\/c damage is done. I would consider speaking with HR and allowing them to investigate and address according to Co. policy.","human_ref_B":"You need a lawyer BEFORE you speak to HR!","labels":0,"seconds_difference":23701.0,"score_ratio":1.3428571429} {"post_id":"uyijj5","domain":"askhr_test","upvote_ratio":0.97,"history":"[CA] Coworker is telling people I'm a murderer, leaving out the important \"falsely accused of murder\" part Hi, AskHR. I was falsely accused of murder about 10-years ago. I successfully sued the newspaper that made the accusation and they were forced to print a retraction and apology. Despite this, the damage to my reputation persevered and I decided to change my name. Recently, a new hire recognized me and has been sharing online where I work, my new identity, and photos he's taken of me at work. Based on his social media, he believes he's a vigilante by exposing me, but seems unaware I was proven not guilty, nor that I sued the newspaper that made the original accusation. **Is this an HR issue? And, if it is, how do I even talk about it?** I have all my documents and newspaper clippings, the apology, and some other supporting documents. Or do I keep to myself, see what happens? Should I try talking to this person? Thanks in advance, \\-- No\\_Meringue\\_6145","c_root_id_A":"ia58dtn","c_root_id_B":"ia5nsrx","created_at_utc_A":1653618018,"created_at_utc_B":1653626293,"score_A":17,"score_B":47,"human_ref_A":"Lawyer up, also make a report with the local police department","human_ref_B":"You need a lawyer BEFORE you speak to HR!","labels":0,"seconds_difference":8275.0,"score_ratio":2.7647058824} {"post_id":"uyijj5","domain":"askhr_test","upvote_ratio":0.97,"history":"[CA] Coworker is telling people I'm a murderer, leaving out the important \"falsely accused of murder\" part Hi, AskHR. I was falsely accused of murder about 10-years ago. I successfully sued the newspaper that made the accusation and they were forced to print a retraction and apology. Despite this, the damage to my reputation persevered and I decided to change my name. Recently, a new hire recognized me and has been sharing online where I work, my new identity, and photos he's taken of me at work. Based on his social media, he believes he's a vigilante by exposing me, but seems unaware I was proven not guilty, nor that I sued the newspaper that made the original accusation. **Is this an HR issue? And, if it is, how do I even talk about it?** I have all my documents and newspaper clippings, the apology, and some other supporting documents. Or do I keep to myself, see what happens? Should I try talking to this person? Thanks in advance, \\-- No\\_Meringue\\_6145","c_root_id_A":"ia6prd3","c_root_id_B":"ia6rkx8","created_at_utc_A":1653655087,"created_at_utc_B":1653656060,"score_A":6,"score_B":17,"human_ref_A":"it is and it is a sue the wanna be vigilante issue as well.","human_ref_B":"Oh this is most definitely an HR issue. You bet if they are putting out your information online and telling everyone at work, they must have mentioned it to HR too. Please make sure you take and keep evidence of you reporting this issues to HR. Send HR emails and bcc your personal email or take a screenshot of the email. Just in case HR retaliates. That employee is violating your privacy by taking your picture at work. You should take action soon before this damage hit your reputation further, I\u2019m sure it already did. Take pictures\/videos and have indisputable evidence of what this person did including them posting on social media and anywhere else. Hire a lawyer and sue the crap out of them (both criminal and civil case) for damaging your reputation, defamation, emotional distress, harassment, spreading false information, and anything else your lawyer can think of. Do not take this lightly cause this person is literally putting your life in danger. Any crazy person can see this information online and come over to your job to seriously hurt you since your job information was posted online. Also, anyone at work who has heard this can also be crazy enough to hurt you. In fact, your first step should be to hire a lawyer ASAP so they can guide you through the best way to go about this. Do not talk to the individual about it, just act like you don\u2019t even know they are doing this so your lawyer can get them hard.","labels":0,"seconds_difference":973.0,"score_ratio":2.8333333333} {"post_id":"x1tr9x","domain":"askhr_test","upvote_ratio":0.94,"history":"[MA] Girlfriend requested PTO this Friday and afterwards her work announced everyone will be given a half day. They're still making her use 8 hours of PTO instead of 4 hours. Basically the title. - It feels unfair that she is having to use 4 hours of PTO on the second half of a day when no one will be there. Is this normal \/ legal? Any advice for her?","c_root_id_A":"imfodfk","c_root_id_B":"imfyigk","created_at_utc_A":1661892123,"created_at_utc_B":1661896095,"score_A":90,"score_B":166,"human_ref_A":"Half day off is reward for coming in.","human_ref_B":"I\u2019ll give the AAM answer. Using PTO for the whole day is the cost of your gf getting the benefit of having the entire day off planned. Everyone else got a surprise but she was able to make plans for the whole day ahead of time.","labels":0,"seconds_difference":3972.0,"score_ratio":1.8444444444} {"post_id":"x1tr9x","domain":"askhr_test","upvote_ratio":0.94,"history":"[MA] Girlfriend requested PTO this Friday and afterwards her work announced everyone will be given a half day. They're still making her use 8 hours of PTO instead of 4 hours. Basically the title. - It feels unfair that she is having to use 4 hours of PTO on the second half of a day when no one will be there. Is this normal \/ legal? Any advice for her?","c_root_id_A":"imfyigk","c_root_id_B":"imfsg58","created_at_utc_A":1661896095,"created_at_utc_B":1661893676,"score_A":166,"score_B":17,"human_ref_A":"I\u2019ll give the AAM answer. Using PTO for the whole day is the cost of your gf getting the benefit of having the entire day off planned. Everyone else got a surprise but she was able to make plans for the whole day ahead of time.","human_ref_B":"I worked a 8 hours of a 10 hour shift and asked to use a sick day because I wasn\u2019t feeling great by the end and they told me to use a 8 hour sick day. I\u2019m salary and was only working the extra 2 hours to help out, even though they technically unpaid hours.","labels":1,"seconds_difference":2419.0,"score_ratio":9.7647058824} {"post_id":"x1tr9x","domain":"askhr_test","upvote_ratio":0.94,"history":"[MA] Girlfriend requested PTO this Friday and afterwards her work announced everyone will be given a half day. They're still making her use 8 hours of PTO instead of 4 hours. Basically the title. - It feels unfair that she is having to use 4 hours of PTO on the second half of a day when no one will be there. Is this normal \/ legal? Any advice for her?","c_root_id_A":"imgqb49","c_root_id_B":"imguu2a","created_at_utc_A":1661908271,"created_at_utc_B":1661910328,"score_A":50,"score_B":72,"human_ref_A":"This is a relatively standard practice. I recognize both sides of the argument but the general business perspective is that your SO got approved in advance for taking the time that allowed advanced planning and might have prevented others from taking the time if they\u2019d requested after her.","human_ref_B":"I\u2019m a manager and it\u2019s mind boggling to me how many are okay with this, regardless of whether it\u2019s legal. I specifically tell my staff to adjust their PTO down to actual \u201cin office\u201d hours for situations like this when people are being let out collectively early. A lot of times newer staff enter in full days on holiday weekends when we always know it\u2019s gonna be a half day. Using that as an opportunity to swindle and save four measly hours of salary on the backend is trash behavior, and I\u2019d bet all the money in my pockets that the same people who do this bitch and moan about high turnover. \u201cNo one wants to work.\u201d Nah man, no one wants to work *for you*.","labels":0,"seconds_difference":2057.0,"score_ratio":1.44} {"post_id":"x1tr9x","domain":"askhr_test","upvote_ratio":0.94,"history":"[MA] Girlfriend requested PTO this Friday and afterwards her work announced everyone will be given a half day. They're still making her use 8 hours of PTO instead of 4 hours. Basically the title. - It feels unfair that she is having to use 4 hours of PTO on the second half of a day when no one will be there. Is this normal \/ legal? Any advice for her?","c_root_id_A":"imgg5qg","c_root_id_B":"imguu2a","created_at_utc_A":1661903703,"created_at_utc_B":1661910328,"score_A":29,"score_B":72,"human_ref_A":"This seems pretty standard. She could ask if she could still opt to come in for the half day and receive the 4 hours off, but in most cases if you take a day off you take a full 8 hours. The only exception I've seen to this is if there is a closure due to a storm, power outage, etc. But even that would be a kindness if an employee already had time off scheduled.","human_ref_B":"I\u2019m a manager and it\u2019s mind boggling to me how many are okay with this, regardless of whether it\u2019s legal. I specifically tell my staff to adjust their PTO down to actual \u201cin office\u201d hours for situations like this when people are being let out collectively early. A lot of times newer staff enter in full days on holiday weekends when we always know it\u2019s gonna be a half day. Using that as an opportunity to swindle and save four measly hours of salary on the backend is trash behavior, and I\u2019d bet all the money in my pockets that the same people who do this bitch and moan about high turnover. \u201cNo one wants to work.\u201d Nah man, no one wants to work *for you*.","labels":0,"seconds_difference":6625.0,"score_ratio":2.4827586207} {"post_id":"x1tr9x","domain":"askhr_test","upvote_ratio":0.94,"history":"[MA] Girlfriend requested PTO this Friday and afterwards her work announced everyone will be given a half day. They're still making her use 8 hours of PTO instead of 4 hours. Basically the title. - It feels unfair that she is having to use 4 hours of PTO on the second half of a day when no one will be there. Is this normal \/ legal? Any advice for her?","c_root_id_A":"imguu2a","c_root_id_B":"imgc4cx","created_at_utc_A":1661910328,"created_at_utc_B":1661901900,"score_A":72,"score_B":28,"human_ref_A":"I\u2019m a manager and it\u2019s mind boggling to me how many are okay with this, regardless of whether it\u2019s legal. I specifically tell my staff to adjust their PTO down to actual \u201cin office\u201d hours for situations like this when people are being let out collectively early. A lot of times newer staff enter in full days on holiday weekends when we always know it\u2019s gonna be a half day. Using that as an opportunity to swindle and save four measly hours of salary on the backend is trash behavior, and I\u2019d bet all the money in my pockets that the same people who do this bitch and moan about high turnover. \u201cNo one wants to work.\u201d Nah man, no one wants to work *for you*.","human_ref_B":"At my job we get half days every Friday, but if we take a Friday off of work we have to use a full 8 hours of PTO time. So yes I don\u2019t think this is unusual or illegal unfortunately.","labels":1,"seconds_difference":8428.0,"score_ratio":2.5714285714} {"post_id":"x1tr9x","domain":"askhr_test","upvote_ratio":0.94,"history":"[MA] Girlfriend requested PTO this Friday and afterwards her work announced everyone will be given a half day. They're still making her use 8 hours of PTO instead of 4 hours. Basically the title. - It feels unfair that she is having to use 4 hours of PTO on the second half of a day when no one will be there. Is this normal \/ legal? Any advice for her?","c_root_id_A":"imfsg58","c_root_id_B":"imguu2a","created_at_utc_A":1661893676,"created_at_utc_B":1661910328,"score_A":17,"score_B":72,"human_ref_A":"I worked a 8 hours of a 10 hour shift and asked to use a sick day because I wasn\u2019t feeling great by the end and they told me to use a 8 hour sick day. I\u2019m salary and was only working the extra 2 hours to help out, even though they technically unpaid hours.","human_ref_B":"I\u2019m a manager and it\u2019s mind boggling to me how many are okay with this, regardless of whether it\u2019s legal. I specifically tell my staff to adjust their PTO down to actual \u201cin office\u201d hours for situations like this when people are being let out collectively early. A lot of times newer staff enter in full days on holiday weekends when we always know it\u2019s gonna be a half day. Using that as an opportunity to swindle and save four measly hours of salary on the backend is trash behavior, and I\u2019d bet all the money in my pockets that the same people who do this bitch and moan about high turnover. \u201cNo one wants to work.\u201d Nah man, no one wants to work *for you*.","labels":0,"seconds_difference":16652.0,"score_ratio":4.2352941176} {"post_id":"x1tr9x","domain":"askhr_test","upvote_ratio":0.94,"history":"[MA] Girlfriend requested PTO this Friday and afterwards her work announced everyone will be given a half day. They're still making her use 8 hours of PTO instead of 4 hours. Basically the title. - It feels unfair that she is having to use 4 hours of PTO on the second half of a day when no one will be there. Is this normal \/ legal? Any advice for her?","c_root_id_A":"imguu2a","c_root_id_B":"imglq3e","created_at_utc_A":1661910328,"created_at_utc_B":1661906209,"score_A":72,"score_B":2,"human_ref_A":"I\u2019m a manager and it\u2019s mind boggling to me how many are okay with this, regardless of whether it\u2019s legal. I specifically tell my staff to adjust their PTO down to actual \u201cin office\u201d hours for situations like this when people are being let out collectively early. A lot of times newer staff enter in full days on holiday weekends when we always know it\u2019s gonna be a half day. Using that as an opportunity to swindle and save four measly hours of salary on the backend is trash behavior, and I\u2019d bet all the money in my pockets that the same people who do this bitch and moan about high turnover. \u201cNo one wants to work.\u201d Nah man, no one wants to work *for you*.","human_ref_B":"Talk with the manager. If it is only 4 hours, I would sweat it too much.","labels":1,"seconds_difference":4119.0,"score_ratio":36.0} {"post_id":"x1tr9x","domain":"askhr_test","upvote_ratio":0.94,"history":"[MA] Girlfriend requested PTO this Friday and afterwards her work announced everyone will be given a half day. They're still making her use 8 hours of PTO instead of 4 hours. Basically the title. - It feels unfair that she is having to use 4 hours of PTO on the second half of a day when no one will be there. Is this normal \/ legal? Any advice for her?","c_root_id_A":"imgqb49","c_root_id_B":"imgg5qg","created_at_utc_A":1661908271,"created_at_utc_B":1661903703,"score_A":50,"score_B":29,"human_ref_A":"This is a relatively standard practice. I recognize both sides of the argument but the general business perspective is that your SO got approved in advance for taking the time that allowed advanced planning and might have prevented others from taking the time if they\u2019d requested after her.","human_ref_B":"This seems pretty standard. She could ask if she could still opt to come in for the half day and receive the 4 hours off, but in most cases if you take a day off you take a full 8 hours. The only exception I've seen to this is if there is a closure due to a storm, power outage, etc. But even that would be a kindness if an employee already had time off scheduled.","labels":1,"seconds_difference":4568.0,"score_ratio":1.724137931} {"post_id":"x1tr9x","domain":"askhr_test","upvote_ratio":0.94,"history":"[MA] Girlfriend requested PTO this Friday and afterwards her work announced everyone will be given a half day. They're still making her use 8 hours of PTO instead of 4 hours. Basically the title. - It feels unfair that she is having to use 4 hours of PTO on the second half of a day when no one will be there. Is this normal \/ legal? Any advice for her?","c_root_id_A":"imgc4cx","c_root_id_B":"imgqb49","created_at_utc_A":1661901900,"created_at_utc_B":1661908271,"score_A":28,"score_B":50,"human_ref_A":"At my job we get half days every Friday, but if we take a Friday off of work we have to use a full 8 hours of PTO time. So yes I don\u2019t think this is unusual or illegal unfortunately.","human_ref_B":"This is a relatively standard practice. I recognize both sides of the argument but the general business perspective is that your SO got approved in advance for taking the time that allowed advanced planning and might have prevented others from taking the time if they\u2019d requested after her.","labels":0,"seconds_difference":6371.0,"score_ratio":1.7857142857} {"post_id":"x1tr9x","domain":"askhr_test","upvote_ratio":0.94,"history":"[MA] Girlfriend requested PTO this Friday and afterwards her work announced everyone will be given a half day. They're still making her use 8 hours of PTO instead of 4 hours. Basically the title. - It feels unfair that she is having to use 4 hours of PTO on the second half of a day when no one will be there. Is this normal \/ legal? Any advice for her?","c_root_id_A":"imfsg58","c_root_id_B":"imgqb49","created_at_utc_A":1661893676,"created_at_utc_B":1661908271,"score_A":17,"score_B":50,"human_ref_A":"I worked a 8 hours of a 10 hour shift and asked to use a sick day because I wasn\u2019t feeling great by the end and they told me to use a 8 hour sick day. I\u2019m salary and was only working the extra 2 hours to help out, even though they technically unpaid hours.","human_ref_B":"This is a relatively standard practice. I recognize both sides of the argument but the general business perspective is that your SO got approved in advance for taking the time that allowed advanced planning and might have prevented others from taking the time if they\u2019d requested after her.","labels":0,"seconds_difference":14595.0,"score_ratio":2.9411764706} {"post_id":"x1tr9x","domain":"askhr_test","upvote_ratio":0.94,"history":"[MA] Girlfriend requested PTO this Friday and afterwards her work announced everyone will be given a half day. They're still making her use 8 hours of PTO instead of 4 hours. Basically the title. - It feels unfair that she is having to use 4 hours of PTO on the second half of a day when no one will be there. Is this normal \/ legal? Any advice for her?","c_root_id_A":"imgqb49","c_root_id_B":"imglq3e","created_at_utc_A":1661908271,"created_at_utc_B":1661906209,"score_A":50,"score_B":2,"human_ref_A":"This is a relatively standard practice. I recognize both sides of the argument but the general business perspective is that your SO got approved in advance for taking the time that allowed advanced planning and might have prevented others from taking the time if they\u2019d requested after her.","human_ref_B":"Talk with the manager. If it is only 4 hours, I would sweat it too much.","labels":1,"seconds_difference":2062.0,"score_ratio":25.0} {"post_id":"x1tr9x","domain":"askhr_test","upvote_ratio":0.94,"history":"[MA] Girlfriend requested PTO this Friday and afterwards her work announced everyone will be given a half day. They're still making her use 8 hours of PTO instead of 4 hours. Basically the title. - It feels unfair that she is having to use 4 hours of PTO on the second half of a day when no one will be there. Is this normal \/ legal? Any advice for her?","c_root_id_A":"imgg5qg","c_root_id_B":"imgc4cx","created_at_utc_A":1661903703,"created_at_utc_B":1661901900,"score_A":29,"score_B":28,"human_ref_A":"This seems pretty standard. She could ask if she could still opt to come in for the half day and receive the 4 hours off, but in most cases if you take a day off you take a full 8 hours. The only exception I've seen to this is if there is a closure due to a storm, power outage, etc. But even that would be a kindness if an employee already had time off scheduled.","human_ref_B":"At my job we get half days every Friday, but if we take a Friday off of work we have to use a full 8 hours of PTO time. So yes I don\u2019t think this is unusual or illegal unfortunately.","labels":1,"seconds_difference":1803.0,"score_ratio":1.0357142857} {"post_id":"x1tr9x","domain":"askhr_test","upvote_ratio":0.94,"history":"[MA] Girlfriend requested PTO this Friday and afterwards her work announced everyone will be given a half day. They're still making her use 8 hours of PTO instead of 4 hours. Basically the title. - It feels unfair that she is having to use 4 hours of PTO on the second half of a day when no one will be there. Is this normal \/ legal? Any advice for her?","c_root_id_A":"imhg8n2","c_root_id_B":"imgg5qg","created_at_utc_A":1661921483,"created_at_utc_B":1661903703,"score_A":30,"score_B":29,"human_ref_A":"My work does this, and we'll modify people's vacation for spontaneous half days. Just seems like the right thing to do.","human_ref_B":"This seems pretty standard. She could ask if she could still opt to come in for the half day and receive the 4 hours off, but in most cases if you take a day off you take a full 8 hours. The only exception I've seen to this is if there is a closure due to a storm, power outage, etc. But even that would be a kindness if an employee already had time off scheduled.","labels":1,"seconds_difference":17780.0,"score_ratio":1.0344827586} {"post_id":"x1tr9x","domain":"askhr_test","upvote_ratio":0.94,"history":"[MA] Girlfriend requested PTO this Friday and afterwards her work announced everyone will be given a half day. They're still making her use 8 hours of PTO instead of 4 hours. Basically the title. - It feels unfair that she is having to use 4 hours of PTO on the second half of a day when no one will be there. Is this normal \/ legal? Any advice for her?","c_root_id_A":"imfsg58","c_root_id_B":"imgg5qg","created_at_utc_A":1661893676,"created_at_utc_B":1661903703,"score_A":17,"score_B":29,"human_ref_A":"I worked a 8 hours of a 10 hour shift and asked to use a sick day because I wasn\u2019t feeling great by the end and they told me to use a 8 hour sick day. I\u2019m salary and was only working the extra 2 hours to help out, even though they technically unpaid hours.","human_ref_B":"This seems pretty standard. She could ask if she could still opt to come in for the half day and receive the 4 hours off, but in most cases if you take a day off you take a full 8 hours. The only exception I've seen to this is if there is a closure due to a storm, power outage, etc. But even that would be a kindness if an employee already had time off scheduled.","labels":0,"seconds_difference":10027.0,"score_ratio":1.7058823529} {"post_id":"x1tr9x","domain":"askhr_test","upvote_ratio":0.94,"history":"[MA] Girlfriend requested PTO this Friday and afterwards her work announced everyone will be given a half day. They're still making her use 8 hours of PTO instead of 4 hours. Basically the title. - It feels unfair that she is having to use 4 hours of PTO on the second half of a day when no one will be there. Is this normal \/ legal? Any advice for her?","c_root_id_A":"imgc4cx","c_root_id_B":"imhg8n2","created_at_utc_A":1661901900,"created_at_utc_B":1661921483,"score_A":28,"score_B":30,"human_ref_A":"At my job we get half days every Friday, but if we take a Friday off of work we have to use a full 8 hours of PTO time. So yes I don\u2019t think this is unusual or illegal unfortunately.","human_ref_B":"My work does this, and we'll modify people's vacation for spontaneous half days. Just seems like the right thing to do.","labels":0,"seconds_difference":19583.0,"score_ratio":1.0714285714} {"post_id":"x1tr9x","domain":"askhr_test","upvote_ratio":0.94,"history":"[MA] Girlfriend requested PTO this Friday and afterwards her work announced everyone will be given a half day. They're still making her use 8 hours of PTO instead of 4 hours. Basically the title. - It feels unfair that she is having to use 4 hours of PTO on the second half of a day when no one will be there. Is this normal \/ legal? Any advice for her?","c_root_id_A":"imgc4cx","c_root_id_B":"imfsg58","created_at_utc_A":1661901900,"created_at_utc_B":1661893676,"score_A":28,"score_B":17,"human_ref_A":"At my job we get half days every Friday, but if we take a Friday off of work we have to use a full 8 hours of PTO time. So yes I don\u2019t think this is unusual or illegal unfortunately.","human_ref_B":"I worked a 8 hours of a 10 hour shift and asked to use a sick day because I wasn\u2019t feeling great by the end and they told me to use a 8 hour sick day. I\u2019m salary and was only working the extra 2 hours to help out, even though they technically unpaid hours.","labels":1,"seconds_difference":8224.0,"score_ratio":1.6470588235} {"post_id":"x1tr9x","domain":"askhr_test","upvote_ratio":0.94,"history":"[MA] Girlfriend requested PTO this Friday and afterwards her work announced everyone will be given a half day. They're still making her use 8 hours of PTO instead of 4 hours. Basically the title. - It feels unfair that she is having to use 4 hours of PTO on the second half of a day when no one will be there. Is this normal \/ legal? Any advice for her?","c_root_id_A":"imfsg58","c_root_id_B":"imhg8n2","created_at_utc_A":1661893676,"created_at_utc_B":1661921483,"score_A":17,"score_B":30,"human_ref_A":"I worked a 8 hours of a 10 hour shift and asked to use a sick day because I wasn\u2019t feeling great by the end and they told me to use a 8 hour sick day. I\u2019m salary and was only working the extra 2 hours to help out, even though they technically unpaid hours.","human_ref_B":"My work does this, and we'll modify people's vacation for spontaneous half days. Just seems like the right thing to do.","labels":0,"seconds_difference":27807.0,"score_ratio":1.7647058824} {"post_id":"x1tr9x","domain":"askhr_test","upvote_ratio":0.94,"history":"[MA] Girlfriend requested PTO this Friday and afterwards her work announced everyone will be given a half day. They're still making her use 8 hours of PTO instead of 4 hours. Basically the title. - It feels unfair that she is having to use 4 hours of PTO on the second half of a day when no one will be there. Is this normal \/ legal? Any advice for her?","c_root_id_A":"imhg8n2","c_root_id_B":"imhaatp","created_at_utc_A":1661921483,"created_at_utc_B":1661917947,"score_A":30,"score_B":12,"human_ref_A":"My work does this, and we'll modify people's vacation for spontaneous half days. Just seems like the right thing to do.","human_ref_B":"At my company, if they surprised us and closed for a half day, they would allow us to revise the PTO request and take 4 hours instead because that\u2019s the time you\u2019re out. The other 4 everybody\u2019s out equally already. What her company is doing might be legal, but it\u2019s still wage theft. PTO is part of her total compensation package, so companies that do that essentially aren\u2019t fulfilling their side of the employment contract.","labels":1,"seconds_difference":3536.0,"score_ratio":2.5} {"post_id":"x1tr9x","domain":"askhr_test","upvote_ratio":0.94,"history":"[MA] Girlfriend requested PTO this Friday and afterwards her work announced everyone will be given a half day. They're still making her use 8 hours of PTO instead of 4 hours. Basically the title. - It feels unfair that she is having to use 4 hours of PTO on the second half of a day when no one will be there. Is this normal \/ legal? Any advice for her?","c_root_id_A":"imh7vmh","c_root_id_B":"imhg8n2","created_at_utc_A":1661916643,"created_at_utc_B":1661921483,"score_A":10,"score_B":30,"human_ref_A":"Someone else said it and i will reiterate. This is trashy behavior from the management. If they're going to nickel and dime your GF for half a day's worth of friggin PTO, then they should expect the blow back. Which is employees all trying to maximize the utilization of their sick leaves and PTOs and loss of employee morale and a high turnover rate because nobody actually cares. And all that for what? This nickel and dime BS? No company became rich or poor because \"a few employees managed to.. gasp.. get an extra day or two of PTO a year\". What this reflects on instead is the shallow and petty-mindedness of middle management. More worryingly, it a red flag and an indicator that the middle management including the HR supporting these policies should be sacked, and should be replaced by managers and HR who actually care about results and deliverables and also care about their employees (which in turn results in better deliverables and results for the company).","human_ref_B":"My work does this, and we'll modify people's vacation for spontaneous half days. Just seems like the right thing to do.","labels":0,"seconds_difference":4840.0,"score_ratio":3.0} {"post_id":"x1tr9x","domain":"askhr_test","upvote_ratio":0.94,"history":"[MA] Girlfriend requested PTO this Friday and afterwards her work announced everyone will be given a half day. They're still making her use 8 hours of PTO instead of 4 hours. Basically the title. - It feels unfair that she is having to use 4 hours of PTO on the second half of a day when no one will be there. Is this normal \/ legal? Any advice for her?","c_root_id_A":"imglq3e","c_root_id_B":"imhg8n2","created_at_utc_A":1661906209,"created_at_utc_B":1661921483,"score_A":2,"score_B":30,"human_ref_A":"Talk with the manager. If it is only 4 hours, I would sweat it too much.","human_ref_B":"My work does this, and we'll modify people's vacation for spontaneous half days. Just seems like the right thing to do.","labels":0,"seconds_difference":15274.0,"score_ratio":15.0} {"post_id":"x1tr9x","domain":"askhr_test","upvote_ratio":0.94,"history":"[MA] Girlfriend requested PTO this Friday and afterwards her work announced everyone will be given a half day. They're still making her use 8 hours of PTO instead of 4 hours. Basically the title. - It feels unfair that she is having to use 4 hours of PTO on the second half of a day when no one will be there. Is this normal \/ legal? Any advice for her?","c_root_id_A":"imhaatp","c_root_id_B":"imh7vmh","created_at_utc_A":1661917947,"created_at_utc_B":1661916643,"score_A":12,"score_B":10,"human_ref_A":"At my company, if they surprised us and closed for a half day, they would allow us to revise the PTO request and take 4 hours instead because that\u2019s the time you\u2019re out. The other 4 everybody\u2019s out equally already. What her company is doing might be legal, but it\u2019s still wage theft. PTO is part of her total compensation package, so companies that do that essentially aren\u2019t fulfilling their side of the employment contract.","human_ref_B":"Someone else said it and i will reiterate. This is trashy behavior from the management. If they're going to nickel and dime your GF for half a day's worth of friggin PTO, then they should expect the blow back. Which is employees all trying to maximize the utilization of their sick leaves and PTOs and loss of employee morale and a high turnover rate because nobody actually cares. And all that for what? This nickel and dime BS? No company became rich or poor because \"a few employees managed to.. gasp.. get an extra day or two of PTO a year\". What this reflects on instead is the shallow and petty-mindedness of middle management. More worryingly, it a red flag and an indicator that the middle management including the HR supporting these policies should be sacked, and should be replaced by managers and HR who actually care about results and deliverables and also care about their employees (which in turn results in better deliverables and results for the company).","labels":1,"seconds_difference":1304.0,"score_ratio":1.2} {"post_id":"x1tr9x","domain":"askhr_test","upvote_ratio":0.94,"history":"[MA] Girlfriend requested PTO this Friday and afterwards her work announced everyone will be given a half day. They're still making her use 8 hours of PTO instead of 4 hours. Basically the title. - It feels unfair that she is having to use 4 hours of PTO on the second half of a day when no one will be there. Is this normal \/ legal? Any advice for her?","c_root_id_A":"imhaatp","c_root_id_B":"imglq3e","created_at_utc_A":1661917947,"created_at_utc_B":1661906209,"score_A":12,"score_B":2,"human_ref_A":"At my company, if they surprised us and closed for a half day, they would allow us to revise the PTO request and take 4 hours instead because that\u2019s the time you\u2019re out. The other 4 everybody\u2019s out equally already. What her company is doing might be legal, but it\u2019s still wage theft. PTO is part of her total compensation package, so companies that do that essentially aren\u2019t fulfilling their side of the employment contract.","human_ref_B":"Talk with the manager. If it is only 4 hours, I would sweat it too much.","labels":1,"seconds_difference":11738.0,"score_ratio":6.0} {"post_id":"x1tr9x","domain":"askhr_test","upvote_ratio":0.94,"history":"[MA] Girlfriend requested PTO this Friday and afterwards her work announced everyone will be given a half day. They're still making her use 8 hours of PTO instead of 4 hours. Basically the title. - It feels unfair that she is having to use 4 hours of PTO on the second half of a day when no one will be there. Is this normal \/ legal? Any advice for her?","c_root_id_A":"imglq3e","c_root_id_B":"imh7vmh","created_at_utc_A":1661906209,"created_at_utc_B":1661916643,"score_A":2,"score_B":10,"human_ref_A":"Talk with the manager. If it is only 4 hours, I would sweat it too much.","human_ref_B":"Someone else said it and i will reiterate. This is trashy behavior from the management. If they're going to nickel and dime your GF for half a day's worth of friggin PTO, then they should expect the blow back. Which is employees all trying to maximize the utilization of their sick leaves and PTOs and loss of employee morale and a high turnover rate because nobody actually cares. And all that for what? This nickel and dime BS? No company became rich or poor because \"a few employees managed to.. gasp.. get an extra day or two of PTO a year\". What this reflects on instead is the shallow and petty-mindedness of middle management. More worryingly, it a red flag and an indicator that the middle management including the HR supporting these policies should be sacked, and should be replaced by managers and HR who actually care about results and deliverables and also care about their employees (which in turn results in better deliverables and results for the company).","labels":0,"seconds_difference":10434.0,"score_ratio":5.0} {"post_id":"x1tr9x","domain":"askhr_test","upvote_ratio":0.94,"history":"[MA] Girlfriend requested PTO this Friday and afterwards her work announced everyone will be given a half day. They're still making her use 8 hours of PTO instead of 4 hours. Basically the title. - It feels unfair that she is having to use 4 hours of PTO on the second half of a day when no one will be there. Is this normal \/ legal? Any advice for her?","c_root_id_A":"imhuy12","c_root_id_B":"imglq3e","created_at_utc_A":1661932674,"created_at_utc_B":1661906209,"score_A":4,"score_B":2,"human_ref_A":"Is she required to use a full day of PTO at all times or she allowed to use partial PTO?","human_ref_B":"Talk with the manager. If it is only 4 hours, I would sweat it too much.","labels":1,"seconds_difference":26465.0,"score_ratio":2.0} {"post_id":"x1tr9x","domain":"askhr_test","upvote_ratio":0.94,"history":"[MA] Girlfriend requested PTO this Friday and afterwards her work announced everyone will be given a half day. They're still making her use 8 hours of PTO instead of 4 hours. Basically the title. - It feels unfair that she is having to use 4 hours of PTO on the second half of a day when no one will be there. Is this normal \/ legal? Any advice for her?","c_root_id_A":"imhp9jr","c_root_id_B":"imhuy12","created_at_utc_A":1661927964,"created_at_utc_B":1661932674,"score_A":2,"score_B":4,"human_ref_A":"Can she cancel her PTO for undisclosed reasons and then put in a new request for a half day a few days after the cancellation for an \u201centirely different reason\u201d? I mean\u2026 beat the system?","human_ref_B":"Is she required to use a full day of PTO at all times or she allowed to use partial PTO?","labels":0,"seconds_difference":4710.0,"score_ratio":2.0} {"post_id":"x1tr9x","domain":"askhr_test","upvote_ratio":0.94,"history":"[MA] Girlfriend requested PTO this Friday and afterwards her work announced everyone will be given a half day. They're still making her use 8 hours of PTO instead of 4 hours. Basically the title. - It feels unfair that she is having to use 4 hours of PTO on the second half of a day when no one will be there. Is this normal \/ legal? Any advice for her?","c_root_id_A":"imi8y88","c_root_id_B":"imi23pu","created_at_utc_A":1661943859,"created_at_utc_B":1661938778,"score_A":4,"score_B":3,"human_ref_A":"The exact same thing happened to me last month. I ultimately did my timesheets for 4h and retroactively cancelled my PTO and reinstated 0.5day PTO in their intranet the moment I found out about the half day. My supervisor approved and nobody batted an eye. Not sure she should \u201ctry this at home\u201d though\u2026","human_ref_B":"But, she's getting paid her 8 hours and everyone else is only getting paid for 4, correct?","labels":1,"seconds_difference":5081.0,"score_ratio":1.3333333333} {"post_id":"x1tr9x","domain":"askhr_test","upvote_ratio":0.94,"history":"[MA] Girlfriend requested PTO this Friday and afterwards her work announced everyone will be given a half day. They're still making her use 8 hours of PTO instead of 4 hours. Basically the title. - It feels unfair that she is having to use 4 hours of PTO on the second half of a day when no one will be there. Is this normal \/ legal? Any advice for her?","c_root_id_A":"imglq3e","c_root_id_B":"imi23pu","created_at_utc_A":1661906209,"created_at_utc_B":1661938778,"score_A":2,"score_B":3,"human_ref_A":"Talk with the manager. If it is only 4 hours, I would sweat it too much.","human_ref_B":"But, she's getting paid her 8 hours and everyone else is only getting paid for 4, correct?","labels":0,"seconds_difference":32569.0,"score_ratio":1.5} {"post_id":"x1tr9x","domain":"askhr_test","upvote_ratio":0.94,"history":"[MA] Girlfriend requested PTO this Friday and afterwards her work announced everyone will be given a half day. They're still making her use 8 hours of PTO instead of 4 hours. Basically the title. - It feels unfair that she is having to use 4 hours of PTO on the second half of a day when no one will be there. Is this normal \/ legal? Any advice for her?","c_root_id_A":"imhp9jr","c_root_id_B":"imi23pu","created_at_utc_A":1661927964,"created_at_utc_B":1661938778,"score_A":2,"score_B":3,"human_ref_A":"Can she cancel her PTO for undisclosed reasons and then put in a new request for a half day a few days after the cancellation for an \u201centirely different reason\u201d? I mean\u2026 beat the system?","human_ref_B":"But, she's getting paid her 8 hours and everyone else is only getting paid for 4, correct?","labels":0,"seconds_difference":10814.0,"score_ratio":1.5} {"post_id":"x1tr9x","domain":"askhr_test","upvote_ratio":0.94,"history":"[MA] Girlfriend requested PTO this Friday and afterwards her work announced everyone will be given a half day. They're still making her use 8 hours of PTO instead of 4 hours. Basically the title. - It feels unfair that she is having to use 4 hours of PTO on the second half of a day when no one will be there. Is this normal \/ legal? Any advice for her?","c_root_id_A":"imi8y88","c_root_id_B":"imglq3e","created_at_utc_A":1661943859,"created_at_utc_B":1661906209,"score_A":4,"score_B":2,"human_ref_A":"The exact same thing happened to me last month. I ultimately did my timesheets for 4h and retroactively cancelled my PTO and reinstated 0.5day PTO in their intranet the moment I found out about the half day. My supervisor approved and nobody batted an eye. Not sure she should \u201ctry this at home\u201d though\u2026","human_ref_B":"Talk with the manager. If it is only 4 hours, I would sweat it too much.","labels":1,"seconds_difference":37650.0,"score_ratio":2.0} {"post_id":"x1tr9x","domain":"askhr_test","upvote_ratio":0.94,"history":"[MA] Girlfriend requested PTO this Friday and afterwards her work announced everyone will be given a half day. They're still making her use 8 hours of PTO instead of 4 hours. Basically the title. - It feels unfair that she is having to use 4 hours of PTO on the second half of a day when no one will be there. Is this normal \/ legal? Any advice for her?","c_root_id_A":"imhp9jr","c_root_id_B":"imi8y88","created_at_utc_A":1661927964,"created_at_utc_B":1661943859,"score_A":2,"score_B":4,"human_ref_A":"Can she cancel her PTO for undisclosed reasons and then put in a new request for a half day a few days after the cancellation for an \u201centirely different reason\u201d? I mean\u2026 beat the system?","human_ref_B":"The exact same thing happened to me last month. I ultimately did my timesheets for 4h and retroactively cancelled my PTO and reinstated 0.5day PTO in their intranet the moment I found out about the half day. My supervisor approved and nobody batted an eye. Not sure she should \u201ctry this at home\u201d though\u2026","labels":0,"seconds_difference":15895.0,"score_ratio":2.0} {"post_id":"x1tr9x","domain":"askhr_test","upvote_ratio":0.94,"history":"[MA] Girlfriend requested PTO this Friday and afterwards her work announced everyone will be given a half day. They're still making her use 8 hours of PTO instead of 4 hours. Basically the title. - It feels unfair that she is having to use 4 hours of PTO on the second half of a day when no one will be there. Is this normal \/ legal? Any advice for her?","c_root_id_A":"imimjtd","c_root_id_B":"imglq3e","created_at_utc_A":1661951150,"created_at_utc_B":1661906209,"score_A":3,"score_B":2,"human_ref_A":"I would start looking for a new job. A company being petty about 4 hours of PTO isn't worth my time.","human_ref_B":"Talk with the manager. If it is only 4 hours, I would sweat it too much.","labels":1,"seconds_difference":44941.0,"score_ratio":1.5} {"post_id":"x1tr9x","domain":"askhr_test","upvote_ratio":0.94,"history":"[MA] Girlfriend requested PTO this Friday and afterwards her work announced everyone will be given a half day. They're still making her use 8 hours of PTO instead of 4 hours. Basically the title. - It feels unfair that she is having to use 4 hours of PTO on the second half of a day when no one will be there. Is this normal \/ legal? Any advice for her?","c_root_id_A":"imhp9jr","c_root_id_B":"imimjtd","created_at_utc_A":1661927964,"created_at_utc_B":1661951150,"score_A":2,"score_B":3,"human_ref_A":"Can she cancel her PTO for undisclosed reasons and then put in a new request for a half day a few days after the cancellation for an \u201centirely different reason\u201d? I mean\u2026 beat the system?","human_ref_B":"I would start looking for a new job. A company being petty about 4 hours of PTO isn't worth my time.","labels":0,"seconds_difference":23186.0,"score_ratio":1.5} {"post_id":"vpu2y1","domain":"askhr_test","upvote_ratio":0.86,"history":"[WA] My Microsoft interview went really amazing. After the interview, I honestly told my recruiter that I have a deadline of tomorrow for another offer, and a few minutes later he said they can't offer me this time. What could be the reason for rejection?","c_root_id_A":"iel50pq","c_root_id_B":"iel5wsi","created_at_utc_A":1656775843,"created_at_utc_B":1656776236,"score_A":198,"score_B":452,"human_ref_A":"You played chicken and lost.","human_ref_B":"You're expecting a very large company to make a snap decision about a position where you're likely one of several candidates. If you have a deadline they can't meet, it's easier for them to walk away than to speed up their process.","labels":0,"seconds_difference":393.0,"score_ratio":2.2828282828} {"post_id":"vpu2y1","domain":"askhr_test","upvote_ratio":0.86,"history":"[WA] My Microsoft interview went really amazing. After the interview, I honestly told my recruiter that I have a deadline of tomorrow for another offer, and a few minutes later he said they can't offer me this time. What could be the reason for rejection?","c_root_id_A":"ielfzv0","c_root_id_B":"ielgnko","created_at_utc_A":1656780673,"created_at_utc_B":1656780962,"score_A":31,"score_B":60,"human_ref_A":"I had a amazing interview at a non tech company. I interviewed with two directors for over three hours. After the end of the interview, one even walked me to my car and we talked about golf. I knew I aced the interview ! About a week later, received a email from HR, standard rejection stating they went with someone who was a better fit.","human_ref_B":"Microsoft are what, the world's second largest publicly traded company? Why would you think they'd speed up the hiring process for you? The recruiter cut you loose because they don't want to run the risk of going through the entire process with you, only for you to accept an offer halfway through from somewhere else. You weren't worth their time. Next time, don't talk to a recruiter about any other interviews you have, or be vague like, \"I'm interviewing elsewhere but nothing concrete so far\".","labels":0,"seconds_difference":289.0,"score_ratio":1.935483871} {"post_id":"vpu2y1","domain":"askhr_test","upvote_ratio":0.86,"history":"[WA] My Microsoft interview went really amazing. After the interview, I honestly told my recruiter that I have a deadline of tomorrow for another offer, and a few minutes later he said they can't offer me this time. What could be the reason for rejection?","c_root_id_A":"ielez5p","c_root_id_B":"ielgnko","created_at_utc_A":1656780225,"created_at_utc_B":1656780962,"score_A":31,"score_B":60,"human_ref_A":"Your perception of amazing might not be theirs. They probably just did you a courtesy of denying you early so you can take the other job or didn\u2019t like you tried to put one of the best tech companies in the world on a 24 hour deadline.","human_ref_B":"Microsoft are what, the world's second largest publicly traded company? Why would you think they'd speed up the hiring process for you? The recruiter cut you loose because they don't want to run the risk of going through the entire process with you, only for you to accept an offer halfway through from somewhere else. You weren't worth their time. Next time, don't talk to a recruiter about any other interviews you have, or be vague like, \"I'm interviewing elsewhere but nothing concrete so far\".","labels":0,"seconds_difference":737.0,"score_ratio":1.935483871} {"post_id":"vpu2y1","domain":"askhr_test","upvote_ratio":0.86,"history":"[WA] My Microsoft interview went really amazing. After the interview, I honestly told my recruiter that I have a deadline of tomorrow for another offer, and a few minutes later he said they can't offer me this time. What could be the reason for rejection?","c_root_id_A":"ielf53x","c_root_id_B":"ielgnko","created_at_utc_A":1656780296,"created_at_utc_B":1656780962,"score_A":24,"score_B":60,"human_ref_A":"You thought it was really amazing, but they may not have.","human_ref_B":"Microsoft are what, the world's second largest publicly traded company? Why would you think they'd speed up the hiring process for you? The recruiter cut you loose because they don't want to run the risk of going through the entire process with you, only for you to accept an offer halfway through from somewhere else. You weren't worth their time. Next time, don't talk to a recruiter about any other interviews you have, or be vague like, \"I'm interviewing elsewhere but nothing concrete so far\".","labels":0,"seconds_difference":666.0,"score_ratio":2.5} {"post_id":"vpu2y1","domain":"askhr_test","upvote_ratio":0.86,"history":"[WA] My Microsoft interview went really amazing. After the interview, I honestly told my recruiter that I have a deadline of tomorrow for another offer, and a few minutes later he said they can't offer me this time. What could be the reason for rejection?","c_root_id_A":"ielfzv0","c_root_id_B":"ielmeey","created_at_utc_A":1656780673,"created_at_utc_B":1656783454,"score_A":31,"score_B":55,"human_ref_A":"I had a amazing interview at a non tech company. I interviewed with two directors for over three hours. After the end of the interview, one even walked me to my car and we talked about golf. I knew I aced the interview ! About a week later, received a email from HR, standard rejection stating they went with someone who was a better fit.","human_ref_B":"You basically told them you aren\u2019t flexible with your schedule lmao. Congrats on finding out you\u2019re not special and companies like Microsoft have options. On-boarding with them takes months. Better to cut ties now and waste less time later.","labels":0,"seconds_difference":2781.0,"score_ratio":1.7741935484} {"post_id":"vpu2y1","domain":"askhr_test","upvote_ratio":0.86,"history":"[WA] My Microsoft interview went really amazing. After the interview, I honestly told my recruiter that I have a deadline of tomorrow for another offer, and a few minutes later he said they can't offer me this time. What could be the reason for rejection?","c_root_id_A":"ielmeey","c_root_id_B":"ielez5p","created_at_utc_A":1656783454,"created_at_utc_B":1656780225,"score_A":55,"score_B":31,"human_ref_A":"You basically told them you aren\u2019t flexible with your schedule lmao. Congrats on finding out you\u2019re not special and companies like Microsoft have options. On-boarding with them takes months. Better to cut ties now and waste less time later.","human_ref_B":"Your perception of amazing might not be theirs. They probably just did you a courtesy of denying you early so you can take the other job or didn\u2019t like you tried to put one of the best tech companies in the world on a 24 hour deadline.","labels":1,"seconds_difference":3229.0,"score_ratio":1.7741935484} {"post_id":"vpu2y1","domain":"askhr_test","upvote_ratio":0.86,"history":"[WA] My Microsoft interview went really amazing. After the interview, I honestly told my recruiter that I have a deadline of tomorrow for another offer, and a few minutes later he said they can't offer me this time. What could be the reason for rejection?","c_root_id_A":"ielf53x","c_root_id_B":"ielmeey","created_at_utc_A":1656780296,"created_at_utc_B":1656783454,"score_A":24,"score_B":55,"human_ref_A":"You thought it was really amazing, but they may not have.","human_ref_B":"You basically told them you aren\u2019t flexible with your schedule lmao. Congrats on finding out you\u2019re not special and companies like Microsoft have options. On-boarding with them takes months. Better to cut ties now and waste less time later.","labels":0,"seconds_difference":3158.0,"score_ratio":2.2916666667} {"post_id":"vpu2y1","domain":"askhr_test","upvote_ratio":0.86,"history":"[WA] My Microsoft interview went really amazing. After the interview, I honestly told my recruiter that I have a deadline of tomorrow for another offer, and a few minutes later he said they can't offer me this time. What could be the reason for rejection?","c_root_id_A":"iellb7p","c_root_id_B":"ielmeey","created_at_utc_A":1656782983,"created_at_utc_B":1656783454,"score_A":22,"score_B":55,"human_ref_A":"They don\u2019t operate on your deadline. That\u2019s a you problem, not a them problem. You must be young if you thought an offer would be made on the spot after just one interview. They probably haven\u2019t even interviewed everyone they want yet, and those candidates will also be amazing. They are going to need time to discuss which if any of the candidates they want to continue the process. That could mean more interviews, shadowing someone, reference checks, background check, salary and total comp negotiation, drug testing, etc.","human_ref_B":"You basically told them you aren\u2019t flexible with your schedule lmao. Congrats on finding out you\u2019re not special and companies like Microsoft have options. On-boarding with them takes months. Better to cut ties now and waste less time later.","labels":0,"seconds_difference":471.0,"score_ratio":2.5} {"post_id":"vpu2y1","domain":"askhr_test","upvote_ratio":0.86,"history":"[WA] My Microsoft interview went really amazing. After the interview, I honestly told my recruiter that I have a deadline of tomorrow for another offer, and a few minutes later he said they can't offer me this time. What could be the reason for rejection?","c_root_id_A":"ielf53x","c_root_id_B":"ielfzv0","created_at_utc_A":1656780296,"created_at_utc_B":1656780673,"score_A":24,"score_B":31,"human_ref_A":"You thought it was really amazing, but they may not have.","human_ref_B":"I had a amazing interview at a non tech company. I interviewed with two directors for over three hours. After the end of the interview, one even walked me to my car and we talked about golf. I knew I aced the interview ! About a week later, received a email from HR, standard rejection stating they went with someone who was a better fit.","labels":0,"seconds_difference":377.0,"score_ratio":1.2916666667} {"post_id":"vpu2y1","domain":"askhr_test","upvote_ratio":0.86,"history":"[WA] My Microsoft interview went really amazing. After the interview, I honestly told my recruiter that I have a deadline of tomorrow for another offer, and a few minutes later he said they can't offer me this time. What could be the reason for rejection?","c_root_id_A":"ielz77u","c_root_id_B":"ielu1pf","created_at_utc_A":1656789125,"created_at_utc_B":1656786811,"score_A":16,"score_B":8,"human_ref_A":"You made a mistake. Don't do that crap next time. Every organization have options. Microsoft just choose the right one. I would have rejected you right there on your flexibility. That's rather bullish behavior. Whomever got the job, thanks you.","human_ref_B":"You made a mistake and showed your cards.","labels":1,"seconds_difference":2314.0,"score_ratio":2.0} {"post_id":"vpu2y1","domain":"askhr_test","upvote_ratio":0.86,"history":"[WA] My Microsoft interview went really amazing. After the interview, I honestly told my recruiter that I have a deadline of tomorrow for another offer, and a few minutes later he said they can't offer me this time. What could be the reason for rejection?","c_root_id_A":"ielzcc0","c_root_id_B":"ielu1pf","created_at_utc_A":1656789191,"created_at_utc_B":1656786811,"score_A":15,"score_B":8,"human_ref_A":"OP, just some advice for next time. The hiring process for any company usually takes *at least* two weeks if not longer. You can also accept an offer with a longer transition process request (let\u2019s say a month). During that time, if you receive another offer that you prefer, you can step away from the first company. It happens all the time. Next time, don\u2019t put arbitrary deadlines on the other company. Just accept their offer if it comes in better and you\u2019re still in the hiring process with your first offer.","human_ref_B":"You made a mistake and showed your cards.","labels":1,"seconds_difference":2380.0,"score_ratio":1.875} {"post_id":"vpu2y1","domain":"askhr_test","upvote_ratio":0.86,"history":"[WA] My Microsoft interview went really amazing. After the interview, I honestly told my recruiter that I have a deadline of tomorrow for another offer, and a few minutes later he said they can't offer me this time. What could be the reason for rejection?","c_root_id_A":"ielu1pf","c_root_id_B":"iemdv5k","created_at_utc_A":1656786811,"created_at_utc_B":1656795975,"score_A":8,"score_B":12,"human_ref_A":"You made a mistake and showed your cards.","human_ref_B":"Demands\/ultimatums during an interview are a huge turn off for me for any candidate I\u2019m interviewing. If an equally talented person is applying and was not demanding\/appearing too busy, or delivering ultimatums then I will always go for that applicant. I appreciate someone who appears open, flexible, committed to my corporation, and makes me feel like I am their top choice as the employer\u2026. Not just an option. \ud83d\ude0a good luck in your interviews! I hope you land your dream job. Advice is this: hold some cards closer to the chest in interviews. And if it\u2019s a significant issue, I would save those communications for a follow up email conversation that\u2019s more balanced in approach and directed specifically for the hiring manager or talent acquisition representative.","labels":0,"seconds_difference":9164.0,"score_ratio":1.5} {"post_id":"vpu2y1","domain":"askhr_test","upvote_ratio":0.86,"history":"[WA] My Microsoft interview went really amazing. After the interview, I honestly told my recruiter that I have a deadline of tomorrow for another offer, and a few minutes later he said they can't offer me this time. What could be the reason for rejection?","c_root_id_A":"iem1apb","c_root_id_B":"iemdv5k","created_at_utc_A":1656790105,"created_at_utc_B":1656795975,"score_A":6,"score_B":12,"human_ref_A":"When I interview, I always keep a backup candidate in case the top candidate doesn't work out. Things can happen during drug or background checks. You probably weren't in the top two or three and they made the decision easier for you.","human_ref_B":"Demands\/ultimatums during an interview are a huge turn off for me for any candidate I\u2019m interviewing. If an equally talented person is applying and was not demanding\/appearing too busy, or delivering ultimatums then I will always go for that applicant. I appreciate someone who appears open, flexible, committed to my corporation, and makes me feel like I am their top choice as the employer\u2026. Not just an option. \ud83d\ude0a good luck in your interviews! I hope you land your dream job. Advice is this: hold some cards closer to the chest in interviews. And if it\u2019s a significant issue, I would save those communications for a follow up email conversation that\u2019s more balanced in approach and directed specifically for the hiring manager or talent acquisition representative.","labels":0,"seconds_difference":5870.0,"score_ratio":2.0} {"post_id":"vpu2y1","domain":"askhr_test","upvote_ratio":0.86,"history":"[WA] My Microsoft interview went really amazing. After the interview, I honestly told my recruiter that I have a deadline of tomorrow for another offer, and a few minutes later he said they can't offer me this time. What could be the reason for rejection?","c_root_id_A":"iemdv5k","c_root_id_B":"iem7lul","created_at_utc_A":1656795975,"created_at_utc_B":1656793046,"score_A":12,"score_B":6,"human_ref_A":"Demands\/ultimatums during an interview are a huge turn off for me for any candidate I\u2019m interviewing. If an equally talented person is applying and was not demanding\/appearing too busy, or delivering ultimatums then I will always go for that applicant. I appreciate someone who appears open, flexible, committed to my corporation, and makes me feel like I am their top choice as the employer\u2026. Not just an option. \ud83d\ude0a good luck in your interviews! I hope you land your dream job. Advice is this: hold some cards closer to the chest in interviews. And if it\u2019s a significant issue, I would save those communications for a follow up email conversation that\u2019s more balanced in approach and directed specifically for the hiring manager or talent acquisition representative.","human_ref_B":"In the future if this happens again, accept the first job offer, continue the dream job interview process. If offered the dream job, accept and back out of the first offer. It\u2019s not great, but sometimes you have to put yourself first, these things happen.","labels":1,"seconds_difference":2929.0,"score_ratio":2.0} {"post_id":"vpu2y1","domain":"askhr_test","upvote_ratio":0.86,"history":"[WA] My Microsoft interview went really amazing. After the interview, I honestly told my recruiter that I have a deadline of tomorrow for another offer, and a few minutes later he said they can't offer me this time. What could be the reason for rejection?","c_root_id_A":"ielu1pf","c_root_id_B":"iemo3bl","created_at_utc_A":1656786811,"created_at_utc_B":1656800806,"score_A":8,"score_B":9,"human_ref_A":"You made a mistake and showed your cards.","human_ref_B":"Did you actually have another offer on the table? Or were you just trying to rush them? If you truly had another offer, would you have been willing to forgo that offer in hopes of getting an offer from Microsoft? Either way, that was a horrible idea.","labels":0,"seconds_difference":13995.0,"score_ratio":1.125} {"post_id":"vpu2y1","domain":"askhr_test","upvote_ratio":0.86,"history":"[WA] My Microsoft interview went really amazing. After the interview, I honestly told my recruiter that I have a deadline of tomorrow for another offer, and a few minutes later he said they can't offer me this time. What could be the reason for rejection?","c_root_id_A":"iem1apb","c_root_id_B":"iemo3bl","created_at_utc_A":1656790105,"created_at_utc_B":1656800806,"score_A":6,"score_B":9,"human_ref_A":"When I interview, I always keep a backup candidate in case the top candidate doesn't work out. Things can happen during drug or background checks. You probably weren't in the top two or three and they made the decision easier for you.","human_ref_B":"Did you actually have another offer on the table? Or were you just trying to rush them? If you truly had another offer, would you have been willing to forgo that offer in hopes of getting an offer from Microsoft? Either way, that was a horrible idea.","labels":0,"seconds_difference":10701.0,"score_ratio":1.5} {"post_id":"vpu2y1","domain":"askhr_test","upvote_ratio":0.86,"history":"[WA] My Microsoft interview went really amazing. After the interview, I honestly told my recruiter that I have a deadline of tomorrow for another offer, and a few minutes later he said they can't offer me this time. What could be the reason for rejection?","c_root_id_A":"iem7lul","c_root_id_B":"iemo3bl","created_at_utc_A":1656793046,"created_at_utc_B":1656800806,"score_A":6,"score_B":9,"human_ref_A":"In the future if this happens again, accept the first job offer, continue the dream job interview process. If offered the dream job, accept and back out of the first offer. It\u2019s not great, but sometimes you have to put yourself first, these things happen.","human_ref_B":"Did you actually have another offer on the table? Or were you just trying to rush them? If you truly had another offer, would you have been willing to forgo that offer in hopes of getting an offer from Microsoft? Either way, that was a horrible idea.","labels":0,"seconds_difference":7760.0,"score_ratio":1.5} {"post_id":"vpu2y1","domain":"askhr_test","upvote_ratio":0.86,"history":"[WA] My Microsoft interview went really amazing. After the interview, I honestly told my recruiter that I have a deadline of tomorrow for another offer, and a few minutes later he said they can't offer me this time. What could be the reason for rejection?","c_root_id_A":"iemmbej","c_root_id_B":"iemo3bl","created_at_utc_A":1656799964,"created_at_utc_B":1656800806,"score_A":7,"score_B":9,"human_ref_A":"Literally next day deadline? Why didn\u2019t you tell your recruiter as soon as you received the offer? They might have tried to expedite your next couple of interviews ahead of time. But next day?? You shot yourself in the foot. You should\u2019ve just asked the first company for a deadline extension.","human_ref_B":"Did you actually have another offer on the table? Or were you just trying to rush them? If you truly had another offer, would you have been willing to forgo that offer in hopes of getting an offer from Microsoft? Either way, that was a horrible idea.","labels":0,"seconds_difference":842.0,"score_ratio":1.2857142857} {"post_id":"vpu2y1","domain":"askhr_test","upvote_ratio":0.86,"history":"[WA] My Microsoft interview went really amazing. After the interview, I honestly told my recruiter that I have a deadline of tomorrow for another offer, and a few minutes later he said they can't offer me this time. What could be the reason for rejection?","c_root_id_A":"iemmwgi","c_root_id_B":"iemo3bl","created_at_utc_A":1656800241,"created_at_utc_B":1656800806,"score_A":2,"score_B":9,"human_ref_A":"They found someone better You actually did bad? They\u2019re jerks You\u2019re a jerk Lead interviewer called heads but it was tails Sorry OP, no one knows.","human_ref_B":"Did you actually have another offer on the table? Or were you just trying to rush them? If you truly had another offer, would you have been willing to forgo that offer in hopes of getting an offer from Microsoft? Either way, that was a horrible idea.","labels":0,"seconds_difference":565.0,"score_ratio":4.5} {"post_id":"vpu2y1","domain":"askhr_test","upvote_ratio":0.86,"history":"[WA] My Microsoft interview went really amazing. After the interview, I honestly told my recruiter that I have a deadline of tomorrow for another offer, and a few minutes later he said they can't offer me this time. What could be the reason for rejection?","c_root_id_A":"iempx3l","c_root_id_B":"iem1apb","created_at_utc_A":1656801667,"created_at_utc_B":1656790105,"score_A":8,"score_B":6,"human_ref_A":"You expected one of the largest and richest companies in the world to work with your 24 hour deadline? I think you expected unstoppable force Vs immovable object, but fella you're an RC car with a poorly charged battery and they are very much an immovable object. The reason for rejection is you lol. Next time, continue interviewing and if they offer, quit the job you just took. You're an RC car to them too.","human_ref_B":"When I interview, I always keep a backup candidate in case the top candidate doesn't work out. Things can happen during drug or background checks. You probably weren't in the top two or three and they made the decision easier for you.","labels":1,"seconds_difference":11562.0,"score_ratio":1.3333333333} {"post_id":"vpu2y1","domain":"askhr_test","upvote_ratio":0.86,"history":"[WA] My Microsoft interview went really amazing. After the interview, I honestly told my recruiter that I have a deadline of tomorrow for another offer, and a few minutes later he said they can't offer me this time. What could be the reason for rejection?","c_root_id_A":"iempx3l","c_root_id_B":"iem7lul","created_at_utc_A":1656801667,"created_at_utc_B":1656793046,"score_A":8,"score_B":6,"human_ref_A":"You expected one of the largest and richest companies in the world to work with your 24 hour deadline? I think you expected unstoppable force Vs immovable object, but fella you're an RC car with a poorly charged battery and they are very much an immovable object. The reason for rejection is you lol. Next time, continue interviewing and if they offer, quit the job you just took. You're an RC car to them too.","human_ref_B":"In the future if this happens again, accept the first job offer, continue the dream job interview process. If offered the dream job, accept and back out of the first offer. It\u2019s not great, but sometimes you have to put yourself first, these things happen.","labels":1,"seconds_difference":8621.0,"score_ratio":1.3333333333} {"post_id":"vpu2y1","domain":"askhr_test","upvote_ratio":0.86,"history":"[WA] My Microsoft interview went really amazing. After the interview, I honestly told my recruiter that I have a deadline of tomorrow for another offer, and a few minutes later he said they can't offer me this time. What could be the reason for rejection?","c_root_id_A":"iemmbej","c_root_id_B":"iempx3l","created_at_utc_A":1656799964,"created_at_utc_B":1656801667,"score_A":7,"score_B":8,"human_ref_A":"Literally next day deadline? Why didn\u2019t you tell your recruiter as soon as you received the offer? They might have tried to expedite your next couple of interviews ahead of time. But next day?? You shot yourself in the foot. You should\u2019ve just asked the first company for a deadline extension.","human_ref_B":"You expected one of the largest and richest companies in the world to work with your 24 hour deadline? I think you expected unstoppable force Vs immovable object, but fella you're an RC car with a poorly charged battery and they are very much an immovable object. The reason for rejection is you lol. Next time, continue interviewing and if they offer, quit the job you just took. You're an RC car to them too.","labels":0,"seconds_difference":1703.0,"score_ratio":1.1428571429} {"post_id":"vpu2y1","domain":"askhr_test","upvote_ratio":0.86,"history":"[WA] My Microsoft interview went really amazing. After the interview, I honestly told my recruiter that I have a deadline of tomorrow for another offer, and a few minutes later he said they can't offer me this time. What could be the reason for rejection?","c_root_id_A":"iemmwgi","c_root_id_B":"iempx3l","created_at_utc_A":1656800241,"created_at_utc_B":1656801667,"score_A":2,"score_B":8,"human_ref_A":"They found someone better You actually did bad? They\u2019re jerks You\u2019re a jerk Lead interviewer called heads but it was tails Sorry OP, no one knows.","human_ref_B":"You expected one of the largest and richest companies in the world to work with your 24 hour deadline? I think you expected unstoppable force Vs immovable object, but fella you're an RC car with a poorly charged battery and they are very much an immovable object. The reason for rejection is you lol. Next time, continue interviewing and if they offer, quit the job you just took. You're an RC car to them too.","labels":0,"seconds_difference":1426.0,"score_ratio":4.0} {"post_id":"vpu2y1","domain":"askhr_test","upvote_ratio":0.86,"history":"[WA] My Microsoft interview went really amazing. After the interview, I honestly told my recruiter that I have a deadline of tomorrow for another offer, and a few minutes later he said they can't offer me this time. What could be the reason for rejection?","c_root_id_A":"iem1apb","c_root_id_B":"iemmbej","created_at_utc_A":1656790105,"created_at_utc_B":1656799964,"score_A":6,"score_B":7,"human_ref_A":"When I interview, I always keep a backup candidate in case the top candidate doesn't work out. Things can happen during drug or background checks. You probably weren't in the top two or three and they made the decision easier for you.","human_ref_B":"Literally next day deadline? Why didn\u2019t you tell your recruiter as soon as you received the offer? They might have tried to expedite your next couple of interviews ahead of time. But next day?? You shot yourself in the foot. You should\u2019ve just asked the first company for a deadline extension.","labels":0,"seconds_difference":9859.0,"score_ratio":1.1666666667} {"post_id":"vpu2y1","domain":"askhr_test","upvote_ratio":0.86,"history":"[WA] My Microsoft interview went really amazing. After the interview, I honestly told my recruiter that I have a deadline of tomorrow for another offer, and a few minutes later he said they can't offer me this time. What could be the reason for rejection?","c_root_id_A":"iemmbej","c_root_id_B":"iem7lul","created_at_utc_A":1656799964,"created_at_utc_B":1656793046,"score_A":7,"score_B":6,"human_ref_A":"Literally next day deadline? Why didn\u2019t you tell your recruiter as soon as you received the offer? They might have tried to expedite your next couple of interviews ahead of time. But next day?? You shot yourself in the foot. You should\u2019ve just asked the first company for a deadline extension.","human_ref_B":"In the future if this happens again, accept the first job offer, continue the dream job interview process. If offered the dream job, accept and back out of the first offer. It\u2019s not great, but sometimes you have to put yourself first, these things happen.","labels":1,"seconds_difference":6918.0,"score_ratio":1.1666666667} {"post_id":"vpu2y1","domain":"askhr_test","upvote_ratio":0.86,"history":"[WA] My Microsoft interview went really amazing. After the interview, I honestly told my recruiter that I have a deadline of tomorrow for another offer, and a few minutes later he said they can't offer me this time. What could be the reason for rejection?","c_root_id_A":"iemmwgi","c_root_id_B":"ienoiuk","created_at_utc_A":1656800241,"created_at_utc_B":1656819502,"score_A":2,"score_B":5,"human_ref_A":"They found someone better You actually did bad? They\u2019re jerks You\u2019re a jerk Lead interviewer called heads but it was tails Sorry OP, no one knows.","human_ref_B":"That was overconfident of you to think it went soooo well that they would just make a snap decision on your terms like \u201coh no! We have so many other options but THIS ONE, we better hurry up or he\u2019ll get away!!\u201d Lol nope. The fact you\u2019re even questioning their decision says a lot too. Like c\u2019mon\u2026 think about it.","labels":0,"seconds_difference":19261.0,"score_ratio":2.5} {"post_id":"vpu2y1","domain":"askhr_test","upvote_ratio":0.86,"history":"[WA] My Microsoft interview went really amazing. After the interview, I honestly told my recruiter that I have a deadline of tomorrow for another offer, and a few minutes later he said they can't offer me this time. What could be the reason for rejection?","c_root_id_A":"iemmwgi","c_root_id_B":"ienqq5l","created_at_utc_A":1656800241,"created_at_utc_B":1656820798,"score_A":2,"score_B":4,"human_ref_A":"They found someone better You actually did bad? They\u2019re jerks You\u2019re a jerk Lead interviewer called heads but it was tails Sorry OP, no one knows.","human_ref_B":"People have nailed why you were rejected on the head. Honestly, as a hiring manager I would be baffled that you do not understand the applicant pool has other just as\/more qualified prospects who also need to be interviewed before a decision could be made. I would decline simply based on the illogical thought that a 24 hour deadline is okay. When someone shows they do not have good reasoning skills, I pay attention!","labels":0,"seconds_difference":20557.0,"score_ratio":2.0} {"post_id":"wg7eqz","domain":"askhr_test","upvote_ratio":0.94,"history":"[CA] I feel pressured to work during my 30 min unpaid lunch break Posted this on another sub yesterday but wanted to get some feedback before I decide to take it further. To add to the story, I haven\u2019t received my review in writing but plan to ask on Monday. Im also going to email a response to the review on Monday as well. Not sure how to move forward if I cant prove what was said. Im also debating whether or not I should speak to Amy\u2019s boss when they come on Monday and how shes creating issues at work. I am an hourly employee in CA and recently I had to set boundaries with my coworkers regarding my breaks and lunches. I don\u2019t want to give too much info in fear of being identified but my job is basically a glorified secretary. I acknowledge my mistakes of being a people pleaser and doing the most to help people, but I am doing a lot better at respecting my boundaries. I am pretty friendly with a lot of people there, including the mail clerk \u201cAmy\u201d. Last week I was eating lunch in the office (which I rarely do due to never being able to eat in peace) when Amy comes in to tell me the vendor needed a signature. I was surprised she did this because I have lamented to Amy about people constantly bugging me on my lunches in the past. The first time she interrupted me, I let her know to let a supervisor or someone else in the office to sign for it. She came in a second time to ask about the vendor again, this time I had to be firm and remind her I am at lunch. She walked away embarrassed and I did feel bad but I was not disrespectful and did not raise my voice. Yesterday I had a review and despite my good marks, I only get docked for not being \u201cempathetic\u201d to my peers and was given the interaction with Amy as an example. According to my director, Amy said that I yelled at her that I was on my lunch and refused to help or give direction. Which was just not true and a twisted version of events. I explained to my director my side and they were shocked at how different the two stories were. I defended myself by telling her that I was just enforcing my boundaries and gave a few examples of my own of situations where people just walked all over me. Again they were shocked and I could tell embarrassed from not knowing the full story and being so quick to judge. So now I feel like Im seen as a jerk at work for just wanting to take my 30 min uninterrupted lunch according to CA law. I want to reiterate that I was professional when speaking to Amy and don\u2019t feel its just to penalize me for maintaining a reasonable boundary.","c_root_id_A":"iiy0gpu","c_root_id_B":"iiyb6p0","created_at_utc_A":1659635439,"created_at_utc_B":1659639452,"score_A":42,"score_B":63,"human_ref_A":">I explained to my director my side and they were shocked at how different the two stories were. I defended myself by telling her that I was just enforcing my boundaries and gave a few examples of my own of situations where people just walked all over me. Again they were shocked and I could tell embarrassed from not knowing the full story and being so quick to judge. If your director responded favorably to your explanation, why do you still feel pressured?","human_ref_B":"I would ask for a meeting with your director and Amy to discuss your lunch breaks and who to talk to about vendors, etc. so this can stop happening. Maybe your director's presence will make a difference?","labels":0,"seconds_difference":4013.0,"score_ratio":1.5} {"post_id":"wg7eqz","domain":"askhr_test","upvote_ratio":0.94,"history":"[CA] I feel pressured to work during my 30 min unpaid lunch break Posted this on another sub yesterday but wanted to get some feedback before I decide to take it further. To add to the story, I haven\u2019t received my review in writing but plan to ask on Monday. Im also going to email a response to the review on Monday as well. Not sure how to move forward if I cant prove what was said. Im also debating whether or not I should speak to Amy\u2019s boss when they come on Monday and how shes creating issues at work. I am an hourly employee in CA and recently I had to set boundaries with my coworkers regarding my breaks and lunches. I don\u2019t want to give too much info in fear of being identified but my job is basically a glorified secretary. I acknowledge my mistakes of being a people pleaser and doing the most to help people, but I am doing a lot better at respecting my boundaries. I am pretty friendly with a lot of people there, including the mail clerk \u201cAmy\u201d. Last week I was eating lunch in the office (which I rarely do due to never being able to eat in peace) when Amy comes in to tell me the vendor needed a signature. I was surprised she did this because I have lamented to Amy about people constantly bugging me on my lunches in the past. The first time she interrupted me, I let her know to let a supervisor or someone else in the office to sign for it. She came in a second time to ask about the vendor again, this time I had to be firm and remind her I am at lunch. She walked away embarrassed and I did feel bad but I was not disrespectful and did not raise my voice. Yesterday I had a review and despite my good marks, I only get docked for not being \u201cempathetic\u201d to my peers and was given the interaction with Amy as an example. According to my director, Amy said that I yelled at her that I was on my lunch and refused to help or give direction. Which was just not true and a twisted version of events. I explained to my director my side and they were shocked at how different the two stories were. I defended myself by telling her that I was just enforcing my boundaries and gave a few examples of my own of situations where people just walked all over me. Again they were shocked and I could tell embarrassed from not knowing the full story and being so quick to judge. So now I feel like Im seen as a jerk at work for just wanting to take my 30 min uninterrupted lunch according to CA law. I want to reiterate that I was professional when speaking to Amy and don\u2019t feel its just to penalize me for maintaining a reasonable boundary.","c_root_id_A":"iiy481x","c_root_id_B":"iiyb6p0","created_at_utc_A":1659636834,"created_at_utc_B":1659639452,"score_A":33,"score_B":63,"human_ref_A":"Whew CA labor laws don\u2019t play about meal time. File a labor complaint. I bet that will teach Amy","human_ref_B":"I would ask for a meeting with your director and Amy to discuss your lunch breaks and who to talk to about vendors, etc. so this can stop happening. Maybe your director's presence will make a difference?","labels":0,"seconds_difference":2618.0,"score_ratio":1.9090909091} {"post_id":"wg7eqz","domain":"askhr_test","upvote_ratio":0.94,"history":"[CA] I feel pressured to work during my 30 min unpaid lunch break Posted this on another sub yesterday but wanted to get some feedback before I decide to take it further. To add to the story, I haven\u2019t received my review in writing but plan to ask on Monday. Im also going to email a response to the review on Monday as well. Not sure how to move forward if I cant prove what was said. Im also debating whether or not I should speak to Amy\u2019s boss when they come on Monday and how shes creating issues at work. I am an hourly employee in CA and recently I had to set boundaries with my coworkers regarding my breaks and lunches. I don\u2019t want to give too much info in fear of being identified but my job is basically a glorified secretary. I acknowledge my mistakes of being a people pleaser and doing the most to help people, but I am doing a lot better at respecting my boundaries. I am pretty friendly with a lot of people there, including the mail clerk \u201cAmy\u201d. Last week I was eating lunch in the office (which I rarely do due to never being able to eat in peace) when Amy comes in to tell me the vendor needed a signature. I was surprised she did this because I have lamented to Amy about people constantly bugging me on my lunches in the past. The first time she interrupted me, I let her know to let a supervisor or someone else in the office to sign for it. She came in a second time to ask about the vendor again, this time I had to be firm and remind her I am at lunch. She walked away embarrassed and I did feel bad but I was not disrespectful and did not raise my voice. Yesterday I had a review and despite my good marks, I only get docked for not being \u201cempathetic\u201d to my peers and was given the interaction with Amy as an example. According to my director, Amy said that I yelled at her that I was on my lunch and refused to help or give direction. Which was just not true and a twisted version of events. I explained to my director my side and they were shocked at how different the two stories were. I defended myself by telling her that I was just enforcing my boundaries and gave a few examples of my own of situations where people just walked all over me. Again they were shocked and I could tell embarrassed from not knowing the full story and being so quick to judge. So now I feel like Im seen as a jerk at work for just wanting to take my 30 min uninterrupted lunch according to CA law. I want to reiterate that I was professional when speaking to Amy and don\u2019t feel its just to penalize me for maintaining a reasonable boundary.","c_root_id_A":"iiy19l1","c_root_id_B":"iiyb6p0","created_at_utc_A":1659635734,"created_at_utc_B":1659639452,"score_A":6,"score_B":63,"human_ref_A":"So something came up, produced a reasonable discussion, and as a result you feel you can't take your lunch break?","human_ref_B":"I would ask for a meeting with your director and Amy to discuss your lunch breaks and who to talk to about vendors, etc. so this can stop happening. Maybe your director's presence will make a difference?","labels":0,"seconds_difference":3718.0,"score_ratio":10.5} {"post_id":"wg7eqz","domain":"askhr_test","upvote_ratio":0.94,"history":"[CA] I feel pressured to work during my 30 min unpaid lunch break Posted this on another sub yesterday but wanted to get some feedback before I decide to take it further. To add to the story, I haven\u2019t received my review in writing but plan to ask on Monday. Im also going to email a response to the review on Monday as well. Not sure how to move forward if I cant prove what was said. Im also debating whether or not I should speak to Amy\u2019s boss when they come on Monday and how shes creating issues at work. I am an hourly employee in CA and recently I had to set boundaries with my coworkers regarding my breaks and lunches. I don\u2019t want to give too much info in fear of being identified but my job is basically a glorified secretary. I acknowledge my mistakes of being a people pleaser and doing the most to help people, but I am doing a lot better at respecting my boundaries. I am pretty friendly with a lot of people there, including the mail clerk \u201cAmy\u201d. Last week I was eating lunch in the office (which I rarely do due to never being able to eat in peace) when Amy comes in to tell me the vendor needed a signature. I was surprised she did this because I have lamented to Amy about people constantly bugging me on my lunches in the past. The first time she interrupted me, I let her know to let a supervisor or someone else in the office to sign for it. She came in a second time to ask about the vendor again, this time I had to be firm and remind her I am at lunch. She walked away embarrassed and I did feel bad but I was not disrespectful and did not raise my voice. Yesterday I had a review and despite my good marks, I only get docked for not being \u201cempathetic\u201d to my peers and was given the interaction with Amy as an example. According to my director, Amy said that I yelled at her that I was on my lunch and refused to help or give direction. Which was just not true and a twisted version of events. I explained to my director my side and they were shocked at how different the two stories were. I defended myself by telling her that I was just enforcing my boundaries and gave a few examples of my own of situations where people just walked all over me. Again they were shocked and I could tell embarrassed from not knowing the full story and being so quick to judge. So now I feel like Im seen as a jerk at work for just wanting to take my 30 min uninterrupted lunch according to CA law. I want to reiterate that I was professional when speaking to Amy and don\u2019t feel its just to penalize me for maintaining a reasonable boundary.","c_root_id_A":"iiyb6p0","c_root_id_B":"iiy9yn0","created_at_utc_A":1659639452,"created_at_utc_B":1659638997,"score_A":63,"score_B":8,"human_ref_A":"I would ask for a meeting with your director and Amy to discuss your lunch breaks and who to talk to about vendors, etc. so this can stop happening. Maybe your director's presence will make a difference?","human_ref_B":"Here's my POV on what went wrong. You were eating lunch in the office. You need to fully remove yourself from view so that people cannot bother you. Is it fair? No. They should know better than to bother someone who says \"Sorry, I'm on lunch right now, someone else will need to help you.\" But it's going to be the real response they give you if you take this to LNI and make it a real issue that they will have to deal with you. You don't have the right to eat in the office, it's not the appropriate place to eat in many places. You need to find another option and this will settle the whole thing.","labels":1,"seconds_difference":455.0,"score_ratio":7.875} {"post_id":"wg7eqz","domain":"askhr_test","upvote_ratio":0.94,"history":"[CA] I feel pressured to work during my 30 min unpaid lunch break Posted this on another sub yesterday but wanted to get some feedback before I decide to take it further. To add to the story, I haven\u2019t received my review in writing but plan to ask on Monday. Im also going to email a response to the review on Monday as well. Not sure how to move forward if I cant prove what was said. Im also debating whether or not I should speak to Amy\u2019s boss when they come on Monday and how shes creating issues at work. I am an hourly employee in CA and recently I had to set boundaries with my coworkers regarding my breaks and lunches. I don\u2019t want to give too much info in fear of being identified but my job is basically a glorified secretary. I acknowledge my mistakes of being a people pleaser and doing the most to help people, but I am doing a lot better at respecting my boundaries. I am pretty friendly with a lot of people there, including the mail clerk \u201cAmy\u201d. Last week I was eating lunch in the office (which I rarely do due to never being able to eat in peace) when Amy comes in to tell me the vendor needed a signature. I was surprised she did this because I have lamented to Amy about people constantly bugging me on my lunches in the past. The first time she interrupted me, I let her know to let a supervisor or someone else in the office to sign for it. She came in a second time to ask about the vendor again, this time I had to be firm and remind her I am at lunch. She walked away embarrassed and I did feel bad but I was not disrespectful and did not raise my voice. Yesterday I had a review and despite my good marks, I only get docked for not being \u201cempathetic\u201d to my peers and was given the interaction with Amy as an example. According to my director, Amy said that I yelled at her that I was on my lunch and refused to help or give direction. Which was just not true and a twisted version of events. I explained to my director my side and they were shocked at how different the two stories were. I defended myself by telling her that I was just enforcing my boundaries and gave a few examples of my own of situations where people just walked all over me. Again they were shocked and I could tell embarrassed from not knowing the full story and being so quick to judge. So now I feel like Im seen as a jerk at work for just wanting to take my 30 min uninterrupted lunch according to CA law. I want to reiterate that I was professional when speaking to Amy and don\u2019t feel its just to penalize me for maintaining a reasonable boundary.","c_root_id_A":"iiy481x","c_root_id_B":"iiy19l1","created_at_utc_A":1659636834,"created_at_utc_B":1659635734,"score_A":33,"score_B":6,"human_ref_A":"Whew CA labor laws don\u2019t play about meal time. File a labor complaint. I bet that will teach Amy","human_ref_B":"So something came up, produced a reasonable discussion, and as a result you feel you can't take your lunch break?","labels":1,"seconds_difference":1100.0,"score_ratio":5.5} {"post_id":"wg7eqz","domain":"askhr_test","upvote_ratio":0.94,"history":"[CA] I feel pressured to work during my 30 min unpaid lunch break Posted this on another sub yesterday but wanted to get some feedback before I decide to take it further. To add to the story, I haven\u2019t received my review in writing but plan to ask on Monday. Im also going to email a response to the review on Monday as well. Not sure how to move forward if I cant prove what was said. Im also debating whether or not I should speak to Amy\u2019s boss when they come on Monday and how shes creating issues at work. I am an hourly employee in CA and recently I had to set boundaries with my coworkers regarding my breaks and lunches. I don\u2019t want to give too much info in fear of being identified but my job is basically a glorified secretary. I acknowledge my mistakes of being a people pleaser and doing the most to help people, but I am doing a lot better at respecting my boundaries. I am pretty friendly with a lot of people there, including the mail clerk \u201cAmy\u201d. Last week I was eating lunch in the office (which I rarely do due to never being able to eat in peace) when Amy comes in to tell me the vendor needed a signature. I was surprised she did this because I have lamented to Amy about people constantly bugging me on my lunches in the past. The first time she interrupted me, I let her know to let a supervisor or someone else in the office to sign for it. She came in a second time to ask about the vendor again, this time I had to be firm and remind her I am at lunch. She walked away embarrassed and I did feel bad but I was not disrespectful and did not raise my voice. Yesterday I had a review and despite my good marks, I only get docked for not being \u201cempathetic\u201d to my peers and was given the interaction with Amy as an example. According to my director, Amy said that I yelled at her that I was on my lunch and refused to help or give direction. Which was just not true and a twisted version of events. I explained to my director my side and they were shocked at how different the two stories were. I defended myself by telling her that I was just enforcing my boundaries and gave a few examples of my own of situations where people just walked all over me. Again they were shocked and I could tell embarrassed from not knowing the full story and being so quick to judge. So now I feel like Im seen as a jerk at work for just wanting to take my 30 min uninterrupted lunch according to CA law. I want to reiterate that I was professional when speaking to Amy and don\u2019t feel its just to penalize me for maintaining a reasonable boundary.","c_root_id_A":"iizjhit","c_root_id_B":"iiy19l1","created_at_utc_A":1659657246,"created_at_utc_B":1659635734,"score_A":21,"score_B":6,"human_ref_A":"There's a reason I always left the office for my lunch, even if was to go and sit in my car a block away. As long as you are in the office, people will think you're on the clock or that you won't mind doing \"just this one thing.\"","human_ref_B":"So something came up, produced a reasonable discussion, and as a result you feel you can't take your lunch break?","labels":1,"seconds_difference":21512.0,"score_ratio":3.5} {"post_id":"wg7eqz","domain":"askhr_test","upvote_ratio":0.94,"history":"[CA] I feel pressured to work during my 30 min unpaid lunch break Posted this on another sub yesterday but wanted to get some feedback before I decide to take it further. To add to the story, I haven\u2019t received my review in writing but plan to ask on Monday. Im also going to email a response to the review on Monday as well. Not sure how to move forward if I cant prove what was said. Im also debating whether or not I should speak to Amy\u2019s boss when they come on Monday and how shes creating issues at work. I am an hourly employee in CA and recently I had to set boundaries with my coworkers regarding my breaks and lunches. I don\u2019t want to give too much info in fear of being identified but my job is basically a glorified secretary. I acknowledge my mistakes of being a people pleaser and doing the most to help people, but I am doing a lot better at respecting my boundaries. I am pretty friendly with a lot of people there, including the mail clerk \u201cAmy\u201d. Last week I was eating lunch in the office (which I rarely do due to never being able to eat in peace) when Amy comes in to tell me the vendor needed a signature. I was surprised she did this because I have lamented to Amy about people constantly bugging me on my lunches in the past. The first time she interrupted me, I let her know to let a supervisor or someone else in the office to sign for it. She came in a second time to ask about the vendor again, this time I had to be firm and remind her I am at lunch. She walked away embarrassed and I did feel bad but I was not disrespectful and did not raise my voice. Yesterday I had a review and despite my good marks, I only get docked for not being \u201cempathetic\u201d to my peers and was given the interaction with Amy as an example. According to my director, Amy said that I yelled at her that I was on my lunch and refused to help or give direction. Which was just not true and a twisted version of events. I explained to my director my side and they were shocked at how different the two stories were. I defended myself by telling her that I was just enforcing my boundaries and gave a few examples of my own of situations where people just walked all over me. Again they were shocked and I could tell embarrassed from not knowing the full story and being so quick to judge. So now I feel like Im seen as a jerk at work for just wanting to take my 30 min uninterrupted lunch according to CA law. I want to reiterate that I was professional when speaking to Amy and don\u2019t feel its just to penalize me for maintaining a reasonable boundary.","c_root_id_A":"iizjhit","c_root_id_B":"iiy9yn0","created_at_utc_A":1659657246,"created_at_utc_B":1659638997,"score_A":21,"score_B":8,"human_ref_A":"There's a reason I always left the office for my lunch, even if was to go and sit in my car a block away. As long as you are in the office, people will think you're on the clock or that you won't mind doing \"just this one thing.\"","human_ref_B":"Here's my POV on what went wrong. You were eating lunch in the office. You need to fully remove yourself from view so that people cannot bother you. Is it fair? No. They should know better than to bother someone who says \"Sorry, I'm on lunch right now, someone else will need to help you.\" But it's going to be the real response they give you if you take this to LNI and make it a real issue that they will have to deal with you. You don't have the right to eat in the office, it's not the appropriate place to eat in many places. You need to find another option and this will settle the whole thing.","labels":1,"seconds_difference":18249.0,"score_ratio":2.625} {"post_id":"wg7eqz","domain":"askhr_test","upvote_ratio":0.94,"history":"[CA] I feel pressured to work during my 30 min unpaid lunch break Posted this on another sub yesterday but wanted to get some feedback before I decide to take it further. To add to the story, I haven\u2019t received my review in writing but plan to ask on Monday. Im also going to email a response to the review on Monday as well. Not sure how to move forward if I cant prove what was said. Im also debating whether or not I should speak to Amy\u2019s boss when they come on Monday and how shes creating issues at work. I am an hourly employee in CA and recently I had to set boundaries with my coworkers regarding my breaks and lunches. I don\u2019t want to give too much info in fear of being identified but my job is basically a glorified secretary. I acknowledge my mistakes of being a people pleaser and doing the most to help people, but I am doing a lot better at respecting my boundaries. I am pretty friendly with a lot of people there, including the mail clerk \u201cAmy\u201d. Last week I was eating lunch in the office (which I rarely do due to never being able to eat in peace) when Amy comes in to tell me the vendor needed a signature. I was surprised she did this because I have lamented to Amy about people constantly bugging me on my lunches in the past. The first time she interrupted me, I let her know to let a supervisor or someone else in the office to sign for it. She came in a second time to ask about the vendor again, this time I had to be firm and remind her I am at lunch. She walked away embarrassed and I did feel bad but I was not disrespectful and did not raise my voice. Yesterday I had a review and despite my good marks, I only get docked for not being \u201cempathetic\u201d to my peers and was given the interaction with Amy as an example. According to my director, Amy said that I yelled at her that I was on my lunch and refused to help or give direction. Which was just not true and a twisted version of events. I explained to my director my side and they were shocked at how different the two stories were. I defended myself by telling her that I was just enforcing my boundaries and gave a few examples of my own of situations where people just walked all over me. Again they were shocked and I could tell embarrassed from not knowing the full story and being so quick to judge. So now I feel like Im seen as a jerk at work for just wanting to take my 30 min uninterrupted lunch according to CA law. I want to reiterate that I was professional when speaking to Amy and don\u2019t feel its just to penalize me for maintaining a reasonable boundary.","c_root_id_A":"iizjhit","c_root_id_B":"iiz0jh3","created_at_utc_A":1659657246,"created_at_utc_B":1659649259,"score_A":21,"score_B":2,"human_ref_A":"There's a reason I always left the office for my lunch, even if was to go and sit in my car a block away. As long as you are in the office, people will think you're on the clock or that you won't mind doing \"just this one thing.\"","human_ref_B":"I don't know much about CA law since it's a little different than the rest of the country. But since you are hourly, you are to be paid for the hours you work. When someone interrups my lunch I either extend my lunch by the minutes I'm interrupted or I add it to my timesheet. Most places don't like unscheduled OT, so if you have a place thst you can get away for your lunch, do that. Also, I would have a sit down with Amy and your boss(es) and let them know that when it's your lunch time, you're not working unless you are getting paid (that's legal). Amy can eithet wait or find someone else. IMHO, Amy is a passive aggressive asshole.","labels":1,"seconds_difference":7987.0,"score_ratio":10.5} {"post_id":"wg7eqz","domain":"askhr_test","upvote_ratio":0.94,"history":"[CA] I feel pressured to work during my 30 min unpaid lunch break Posted this on another sub yesterday but wanted to get some feedback before I decide to take it further. To add to the story, I haven\u2019t received my review in writing but plan to ask on Monday. Im also going to email a response to the review on Monday as well. Not sure how to move forward if I cant prove what was said. Im also debating whether or not I should speak to Amy\u2019s boss when they come on Monday and how shes creating issues at work. I am an hourly employee in CA and recently I had to set boundaries with my coworkers regarding my breaks and lunches. I don\u2019t want to give too much info in fear of being identified but my job is basically a glorified secretary. I acknowledge my mistakes of being a people pleaser and doing the most to help people, but I am doing a lot better at respecting my boundaries. I am pretty friendly with a lot of people there, including the mail clerk \u201cAmy\u201d. Last week I was eating lunch in the office (which I rarely do due to never being able to eat in peace) when Amy comes in to tell me the vendor needed a signature. I was surprised she did this because I have lamented to Amy about people constantly bugging me on my lunches in the past. The first time she interrupted me, I let her know to let a supervisor or someone else in the office to sign for it. She came in a second time to ask about the vendor again, this time I had to be firm and remind her I am at lunch. She walked away embarrassed and I did feel bad but I was not disrespectful and did not raise my voice. Yesterday I had a review and despite my good marks, I only get docked for not being \u201cempathetic\u201d to my peers and was given the interaction with Amy as an example. According to my director, Amy said that I yelled at her that I was on my lunch and refused to help or give direction. Which was just not true and a twisted version of events. I explained to my director my side and they were shocked at how different the two stories were. I defended myself by telling her that I was just enforcing my boundaries and gave a few examples of my own of situations where people just walked all over me. Again they were shocked and I could tell embarrassed from not knowing the full story and being so quick to judge. So now I feel like Im seen as a jerk at work for just wanting to take my 30 min uninterrupted lunch according to CA law. I want to reiterate that I was professional when speaking to Amy and don\u2019t feel its just to penalize me for maintaining a reasonable boundary.","c_root_id_A":"iizss40","c_root_id_B":"iiy19l1","created_at_utc_A":1659661410,"created_at_utc_B":1659635734,"score_A":15,"score_B":6,"human_ref_A":"get a copy of your review as soon as possible, if they don't remove the bit about being docked for trying to take your break, file a claim.","human_ref_B":"So something came up, produced a reasonable discussion, and as a result you feel you can't take your lunch break?","labels":1,"seconds_difference":25676.0,"score_ratio":2.5} {"post_id":"wg7eqz","domain":"askhr_test","upvote_ratio":0.94,"history":"[CA] I feel pressured to work during my 30 min unpaid lunch break Posted this on another sub yesterday but wanted to get some feedback before I decide to take it further. To add to the story, I haven\u2019t received my review in writing but plan to ask on Monday. Im also going to email a response to the review on Monday as well. Not sure how to move forward if I cant prove what was said. Im also debating whether or not I should speak to Amy\u2019s boss when they come on Monday and how shes creating issues at work. I am an hourly employee in CA and recently I had to set boundaries with my coworkers regarding my breaks and lunches. I don\u2019t want to give too much info in fear of being identified but my job is basically a glorified secretary. I acknowledge my mistakes of being a people pleaser and doing the most to help people, but I am doing a lot better at respecting my boundaries. I am pretty friendly with a lot of people there, including the mail clerk \u201cAmy\u201d. Last week I was eating lunch in the office (which I rarely do due to never being able to eat in peace) when Amy comes in to tell me the vendor needed a signature. I was surprised she did this because I have lamented to Amy about people constantly bugging me on my lunches in the past. The first time she interrupted me, I let her know to let a supervisor or someone else in the office to sign for it. She came in a second time to ask about the vendor again, this time I had to be firm and remind her I am at lunch. She walked away embarrassed and I did feel bad but I was not disrespectful and did not raise my voice. Yesterday I had a review and despite my good marks, I only get docked for not being \u201cempathetic\u201d to my peers and was given the interaction with Amy as an example. According to my director, Amy said that I yelled at her that I was on my lunch and refused to help or give direction. Which was just not true and a twisted version of events. I explained to my director my side and they were shocked at how different the two stories were. I defended myself by telling her that I was just enforcing my boundaries and gave a few examples of my own of situations where people just walked all over me. Again they were shocked and I could tell embarrassed from not knowing the full story and being so quick to judge. So now I feel like Im seen as a jerk at work for just wanting to take my 30 min uninterrupted lunch according to CA law. I want to reiterate that I was professional when speaking to Amy and don\u2019t feel its just to penalize me for maintaining a reasonable boundary.","c_root_id_A":"iizss40","c_root_id_B":"iiy9yn0","created_at_utc_A":1659661410,"created_at_utc_B":1659638997,"score_A":15,"score_B":8,"human_ref_A":"get a copy of your review as soon as possible, if they don't remove the bit about being docked for trying to take your break, file a claim.","human_ref_B":"Here's my POV on what went wrong. You were eating lunch in the office. You need to fully remove yourself from view so that people cannot bother you. Is it fair? No. They should know better than to bother someone who says \"Sorry, I'm on lunch right now, someone else will need to help you.\" But it's going to be the real response they give you if you take this to LNI and make it a real issue that they will have to deal with you. You don't have the right to eat in the office, it's not the appropriate place to eat in many places. You need to find another option and this will settle the whole thing.","labels":1,"seconds_difference":22413.0,"score_ratio":1.875} {"post_id":"wg7eqz","domain":"askhr_test","upvote_ratio":0.94,"history":"[CA] I feel pressured to work during my 30 min unpaid lunch break Posted this on another sub yesterday but wanted to get some feedback before I decide to take it further. To add to the story, I haven\u2019t received my review in writing but plan to ask on Monday. Im also going to email a response to the review on Monday as well. Not sure how to move forward if I cant prove what was said. Im also debating whether or not I should speak to Amy\u2019s boss when they come on Monday and how shes creating issues at work. I am an hourly employee in CA and recently I had to set boundaries with my coworkers regarding my breaks and lunches. I don\u2019t want to give too much info in fear of being identified but my job is basically a glorified secretary. I acknowledge my mistakes of being a people pleaser and doing the most to help people, but I am doing a lot better at respecting my boundaries. I am pretty friendly with a lot of people there, including the mail clerk \u201cAmy\u201d. Last week I was eating lunch in the office (which I rarely do due to never being able to eat in peace) when Amy comes in to tell me the vendor needed a signature. I was surprised she did this because I have lamented to Amy about people constantly bugging me on my lunches in the past. The first time she interrupted me, I let her know to let a supervisor or someone else in the office to sign for it. She came in a second time to ask about the vendor again, this time I had to be firm and remind her I am at lunch. She walked away embarrassed and I did feel bad but I was not disrespectful and did not raise my voice. Yesterday I had a review and despite my good marks, I only get docked for not being \u201cempathetic\u201d to my peers and was given the interaction with Amy as an example. According to my director, Amy said that I yelled at her that I was on my lunch and refused to help or give direction. Which was just not true and a twisted version of events. I explained to my director my side and they were shocked at how different the two stories were. I defended myself by telling her that I was just enforcing my boundaries and gave a few examples of my own of situations where people just walked all over me. Again they were shocked and I could tell embarrassed from not knowing the full story and being so quick to judge. So now I feel like Im seen as a jerk at work for just wanting to take my 30 min uninterrupted lunch according to CA law. I want to reiterate that I was professional when speaking to Amy and don\u2019t feel its just to penalize me for maintaining a reasonable boundary.","c_root_id_A":"iiz0jh3","c_root_id_B":"iizss40","created_at_utc_A":1659649259,"created_at_utc_B":1659661410,"score_A":2,"score_B":15,"human_ref_A":"I don't know much about CA law since it's a little different than the rest of the country. But since you are hourly, you are to be paid for the hours you work. When someone interrups my lunch I either extend my lunch by the minutes I'm interrupted or I add it to my timesheet. Most places don't like unscheduled OT, so if you have a place thst you can get away for your lunch, do that. Also, I would have a sit down with Amy and your boss(es) and let them know that when it's your lunch time, you're not working unless you are getting paid (that's legal). Amy can eithet wait or find someone else. IMHO, Amy is a passive aggressive asshole.","human_ref_B":"get a copy of your review as soon as possible, if they don't remove the bit about being docked for trying to take your break, file a claim.","labels":0,"seconds_difference":12151.0,"score_ratio":7.5} {"post_id":"wg7eqz","domain":"askhr_test","upvote_ratio":0.94,"history":"[CA] I feel pressured to work during my 30 min unpaid lunch break Posted this on another sub yesterday but wanted to get some feedback before I decide to take it further. To add to the story, I haven\u2019t received my review in writing but plan to ask on Monday. Im also going to email a response to the review on Monday as well. Not sure how to move forward if I cant prove what was said. Im also debating whether or not I should speak to Amy\u2019s boss when they come on Monday and how shes creating issues at work. I am an hourly employee in CA and recently I had to set boundaries with my coworkers regarding my breaks and lunches. I don\u2019t want to give too much info in fear of being identified but my job is basically a glorified secretary. I acknowledge my mistakes of being a people pleaser and doing the most to help people, but I am doing a lot better at respecting my boundaries. I am pretty friendly with a lot of people there, including the mail clerk \u201cAmy\u201d. Last week I was eating lunch in the office (which I rarely do due to never being able to eat in peace) when Amy comes in to tell me the vendor needed a signature. I was surprised she did this because I have lamented to Amy about people constantly bugging me on my lunches in the past. The first time she interrupted me, I let her know to let a supervisor or someone else in the office to sign for it. She came in a second time to ask about the vendor again, this time I had to be firm and remind her I am at lunch. She walked away embarrassed and I did feel bad but I was not disrespectful and did not raise my voice. Yesterday I had a review and despite my good marks, I only get docked for not being \u201cempathetic\u201d to my peers and was given the interaction with Amy as an example. According to my director, Amy said that I yelled at her that I was on my lunch and refused to help or give direction. Which was just not true and a twisted version of events. I explained to my director my side and they were shocked at how different the two stories were. I defended myself by telling her that I was just enforcing my boundaries and gave a few examples of my own of situations where people just walked all over me. Again they were shocked and I could tell embarrassed from not knowing the full story and being so quick to judge. So now I feel like Im seen as a jerk at work for just wanting to take my 30 min uninterrupted lunch according to CA law. I want to reiterate that I was professional when speaking to Amy and don\u2019t feel its just to penalize me for maintaining a reasonable boundary.","c_root_id_A":"iiy19l1","c_root_id_B":"iiy9yn0","created_at_utc_A":1659635734,"created_at_utc_B":1659638997,"score_A":6,"score_B":8,"human_ref_A":"So something came up, produced a reasonable discussion, and as a result you feel you can't take your lunch break?","human_ref_B":"Here's my POV on what went wrong. You were eating lunch in the office. You need to fully remove yourself from view so that people cannot bother you. Is it fair? No. They should know better than to bother someone who says \"Sorry, I'm on lunch right now, someone else will need to help you.\" But it's going to be the real response they give you if you take this to LNI and make it a real issue that they will have to deal with you. You don't have the right to eat in the office, it's not the appropriate place to eat in many places. You need to find another option and this will settle the whole thing.","labels":0,"seconds_difference":3263.0,"score_ratio":1.3333333333} {"post_id":"wg7eqz","domain":"askhr_test","upvote_ratio":0.94,"history":"[CA] I feel pressured to work during my 30 min unpaid lunch break Posted this on another sub yesterday but wanted to get some feedback before I decide to take it further. To add to the story, I haven\u2019t received my review in writing but plan to ask on Monday. Im also going to email a response to the review on Monday as well. Not sure how to move forward if I cant prove what was said. Im also debating whether or not I should speak to Amy\u2019s boss when they come on Monday and how shes creating issues at work. I am an hourly employee in CA and recently I had to set boundaries with my coworkers regarding my breaks and lunches. I don\u2019t want to give too much info in fear of being identified but my job is basically a glorified secretary. I acknowledge my mistakes of being a people pleaser and doing the most to help people, but I am doing a lot better at respecting my boundaries. I am pretty friendly with a lot of people there, including the mail clerk \u201cAmy\u201d. Last week I was eating lunch in the office (which I rarely do due to never being able to eat in peace) when Amy comes in to tell me the vendor needed a signature. I was surprised she did this because I have lamented to Amy about people constantly bugging me on my lunches in the past. The first time she interrupted me, I let her know to let a supervisor or someone else in the office to sign for it. She came in a second time to ask about the vendor again, this time I had to be firm and remind her I am at lunch. She walked away embarrassed and I did feel bad but I was not disrespectful and did not raise my voice. Yesterday I had a review and despite my good marks, I only get docked for not being \u201cempathetic\u201d to my peers and was given the interaction with Amy as an example. According to my director, Amy said that I yelled at her that I was on my lunch and refused to help or give direction. Which was just not true and a twisted version of events. I explained to my director my side and they were shocked at how different the two stories were. I defended myself by telling her that I was just enforcing my boundaries and gave a few examples of my own of situations where people just walked all over me. Again they were shocked and I could tell embarrassed from not knowing the full story and being so quick to judge. So now I feel like Im seen as a jerk at work for just wanting to take my 30 min uninterrupted lunch according to CA law. I want to reiterate that I was professional when speaking to Amy and don\u2019t feel its just to penalize me for maintaining a reasonable boundary.","c_root_id_A":"ij2z006","c_root_id_B":"iiz0jh3","created_at_utc_A":1659721991,"created_at_utc_B":1659649259,"score_A":3,"score_B":2,"human_ref_A":"I feel for you and I need you to hear this. First of all. Great job setting boundaries for yourself. You need to pat yourself on the back. Staff are upset because they are not used to you setting boundaries. You have to set the tone because your management is weak. Continue advocating for yourself. You are not doing anything wrong. Voice your concerns\/issues to management. PUT IT ALL IN WRITING\/EMAIL or when Sh!t hits the fan, they will pretend the in-person conversation never happened. THEN LEAVE IT UP TO THEM TO FIND A SOLUTION FOR YOU! They are getting paid to be managers\/supervisors to fix these types of problems. If they cannot find a solution, they need to be demoted. Again...IT IS THEIR JOB TO FIND A SOLUTION FOR YOU, NOT YOUR'S! They cannot throw their hands up or sweep this under the rug. 100% file a complaint if they do not help you ! File a labor grievance with your labor relations analyst, go to your union, file a complaint on line with the state of California industrial relations. The process will take time but it will work in your favor. You have options. And DO NOT LET ANYONE MAKE YOU FEEL GUILTY! If your coworkers were in your shoes, the would not have lasted as long as you. Continue to be a strong advocate for yourself. \\- Experience (CA HR employee, admin employee and Staff Services Manager I Supervisor)","human_ref_B":"I don't know much about CA law since it's a little different than the rest of the country. But since you are hourly, you are to be paid for the hours you work. When someone interrups my lunch I either extend my lunch by the minutes I'm interrupted or I add it to my timesheet. Most places don't like unscheduled OT, so if you have a place thst you can get away for your lunch, do that. Also, I would have a sit down with Amy and your boss(es) and let them know that when it's your lunch time, you're not working unless you are getting paid (that's legal). Amy can eithet wait or find someone else. IMHO, Amy is a passive aggressive asshole.","labels":1,"seconds_difference":72732.0,"score_ratio":1.5} {"post_id":"wg7eqz","domain":"askhr_test","upvote_ratio":0.94,"history":"[CA] I feel pressured to work during my 30 min unpaid lunch break Posted this on another sub yesterday but wanted to get some feedback before I decide to take it further. To add to the story, I haven\u2019t received my review in writing but plan to ask on Monday. Im also going to email a response to the review on Monday as well. Not sure how to move forward if I cant prove what was said. Im also debating whether or not I should speak to Amy\u2019s boss when they come on Monday and how shes creating issues at work. I am an hourly employee in CA and recently I had to set boundaries with my coworkers regarding my breaks and lunches. I don\u2019t want to give too much info in fear of being identified but my job is basically a glorified secretary. I acknowledge my mistakes of being a people pleaser and doing the most to help people, but I am doing a lot better at respecting my boundaries. I am pretty friendly with a lot of people there, including the mail clerk \u201cAmy\u201d. Last week I was eating lunch in the office (which I rarely do due to never being able to eat in peace) when Amy comes in to tell me the vendor needed a signature. I was surprised she did this because I have lamented to Amy about people constantly bugging me on my lunches in the past. The first time she interrupted me, I let her know to let a supervisor or someone else in the office to sign for it. She came in a second time to ask about the vendor again, this time I had to be firm and remind her I am at lunch. She walked away embarrassed and I did feel bad but I was not disrespectful and did not raise my voice. Yesterday I had a review and despite my good marks, I only get docked for not being \u201cempathetic\u201d to my peers and was given the interaction with Amy as an example. According to my director, Amy said that I yelled at her that I was on my lunch and refused to help or give direction. Which was just not true and a twisted version of events. I explained to my director my side and they were shocked at how different the two stories were. I defended myself by telling her that I was just enforcing my boundaries and gave a few examples of my own of situations where people just walked all over me. Again they were shocked and I could tell embarrassed from not knowing the full story and being so quick to judge. So now I feel like Im seen as a jerk at work for just wanting to take my 30 min uninterrupted lunch according to CA law. I want to reiterate that I was professional when speaking to Amy and don\u2019t feel its just to penalize me for maintaining a reasonable boundary.","c_root_id_A":"ij0chf6","c_root_id_B":"ij2z006","created_at_utc_A":1659670583,"created_at_utc_B":1659721991,"score_A":2,"score_B":3,"human_ref_A":"Here\u2019s my petty \u201cdon\u2019t do this but also maybe do this\u201d response since others have the HR side covered. Make a sign that says \u201cat lunch, I\u2019ll be back at X time\u201d and put it up in front of your desk while at lunch. When people ignore it simply point to your sign with a sympathetic smile a \u201csorry\u201d. Then let them walk away because you just keep repeating \u201csorry\u201d and pointing at the sign until they shut up and leave. Amy sounds unobservant, inconsiderate, wildly unprofessional, and like a big exaggerator who cooks up drama to cover their own failures. Best go to hr with concerns about your behavior (and off the clock behavior at that!) being misrepresented to your boss and your professionalism attacked by a coworker who felt comfortable lying in an official work capacity. Your character and professionalism is being officially maligned to your boss in ways that are both untrue and intended to be unflattering as well as result in artificially lowered review score, which may impact your future earnings and promotions position at this company. Request coworker cease spreading falsehoods about you and that their misrepresentations about your behavior be stricken from your review at it will negatively impact your career path. Because fuck amy.","human_ref_B":"I feel for you and I need you to hear this. First of all. Great job setting boundaries for yourself. You need to pat yourself on the back. Staff are upset because they are not used to you setting boundaries. You have to set the tone because your management is weak. Continue advocating for yourself. You are not doing anything wrong. Voice your concerns\/issues to management. PUT IT ALL IN WRITING\/EMAIL or when Sh!t hits the fan, they will pretend the in-person conversation never happened. THEN LEAVE IT UP TO THEM TO FIND A SOLUTION FOR YOU! They are getting paid to be managers\/supervisors to fix these types of problems. If they cannot find a solution, they need to be demoted. Again...IT IS THEIR JOB TO FIND A SOLUTION FOR YOU, NOT YOUR'S! They cannot throw their hands up or sweep this under the rug. 100% file a complaint if they do not help you ! File a labor grievance with your labor relations analyst, go to your union, file a complaint on line with the state of California industrial relations. The process will take time but it will work in your favor. You have options. And DO NOT LET ANYONE MAKE YOU FEEL GUILTY! If your coworkers were in your shoes, the would not have lasted as long as you. Continue to be a strong advocate for yourself. \\- Experience (CA HR employee, admin employee and Staff Services Manager I Supervisor)","labels":0,"seconds_difference":51408.0,"score_ratio":1.5} {"post_id":"wg7eqz","domain":"askhr_test","upvote_ratio":0.94,"history":"[CA] I feel pressured to work during my 30 min unpaid lunch break Posted this on another sub yesterday but wanted to get some feedback before I decide to take it further. To add to the story, I haven\u2019t received my review in writing but plan to ask on Monday. Im also going to email a response to the review on Monday as well. Not sure how to move forward if I cant prove what was said. Im also debating whether or not I should speak to Amy\u2019s boss when they come on Monday and how shes creating issues at work. I am an hourly employee in CA and recently I had to set boundaries with my coworkers regarding my breaks and lunches. I don\u2019t want to give too much info in fear of being identified but my job is basically a glorified secretary. I acknowledge my mistakes of being a people pleaser and doing the most to help people, but I am doing a lot better at respecting my boundaries. I am pretty friendly with a lot of people there, including the mail clerk \u201cAmy\u201d. Last week I was eating lunch in the office (which I rarely do due to never being able to eat in peace) when Amy comes in to tell me the vendor needed a signature. I was surprised she did this because I have lamented to Amy about people constantly bugging me on my lunches in the past. The first time she interrupted me, I let her know to let a supervisor or someone else in the office to sign for it. She came in a second time to ask about the vendor again, this time I had to be firm and remind her I am at lunch. She walked away embarrassed and I did feel bad but I was not disrespectful and did not raise my voice. Yesterday I had a review and despite my good marks, I only get docked for not being \u201cempathetic\u201d to my peers and was given the interaction with Amy as an example. According to my director, Amy said that I yelled at her that I was on my lunch and refused to help or give direction. Which was just not true and a twisted version of events. I explained to my director my side and they were shocked at how different the two stories were. I defended myself by telling her that I was just enforcing my boundaries and gave a few examples of my own of situations where people just walked all over me. Again they were shocked and I could tell embarrassed from not knowing the full story and being so quick to judge. So now I feel like Im seen as a jerk at work for just wanting to take my 30 min uninterrupted lunch according to CA law. I want to reiterate that I was professional when speaking to Amy and don\u2019t feel its just to penalize me for maintaining a reasonable boundary.","c_root_id_A":"iiz0jh3","c_root_id_B":"ij2j5w5","created_at_utc_A":1659649259,"created_at_utc_B":1659715950,"score_A":2,"score_B":3,"human_ref_A":"I don't know much about CA law since it's a little different than the rest of the country. But since you are hourly, you are to be paid for the hours you work. When someone interrups my lunch I either extend my lunch by the minutes I'm interrupted or I add it to my timesheet. Most places don't like unscheduled OT, so if you have a place thst you can get away for your lunch, do that. Also, I would have a sit down with Amy and your boss(es) and let them know that when it's your lunch time, you're not working unless you are getting paid (that's legal). Amy can eithet wait or find someone else. IMHO, Amy is a passive aggressive asshole.","human_ref_B":"Oh hell nah. Fuck Amy.","labels":0,"seconds_difference":66691.0,"score_ratio":1.5} {"post_id":"wg7eqz","domain":"askhr_test","upvote_ratio":0.94,"history":"[CA] I feel pressured to work during my 30 min unpaid lunch break Posted this on another sub yesterday but wanted to get some feedback before I decide to take it further. To add to the story, I haven\u2019t received my review in writing but plan to ask on Monday. Im also going to email a response to the review on Monday as well. Not sure how to move forward if I cant prove what was said. Im also debating whether or not I should speak to Amy\u2019s boss when they come on Monday and how shes creating issues at work. I am an hourly employee in CA and recently I had to set boundaries with my coworkers regarding my breaks and lunches. I don\u2019t want to give too much info in fear of being identified but my job is basically a glorified secretary. I acknowledge my mistakes of being a people pleaser and doing the most to help people, but I am doing a lot better at respecting my boundaries. I am pretty friendly with a lot of people there, including the mail clerk \u201cAmy\u201d. Last week I was eating lunch in the office (which I rarely do due to never being able to eat in peace) when Amy comes in to tell me the vendor needed a signature. I was surprised she did this because I have lamented to Amy about people constantly bugging me on my lunches in the past. The first time she interrupted me, I let her know to let a supervisor or someone else in the office to sign for it. She came in a second time to ask about the vendor again, this time I had to be firm and remind her I am at lunch. She walked away embarrassed and I did feel bad but I was not disrespectful and did not raise my voice. Yesterday I had a review and despite my good marks, I only get docked for not being \u201cempathetic\u201d to my peers and was given the interaction with Amy as an example. According to my director, Amy said that I yelled at her that I was on my lunch and refused to help or give direction. Which was just not true and a twisted version of events. I explained to my director my side and they were shocked at how different the two stories were. I defended myself by telling her that I was just enforcing my boundaries and gave a few examples of my own of situations where people just walked all over me. Again they were shocked and I could tell embarrassed from not knowing the full story and being so quick to judge. So now I feel like Im seen as a jerk at work for just wanting to take my 30 min uninterrupted lunch according to CA law. I want to reiterate that I was professional when speaking to Amy and don\u2019t feel its just to penalize me for maintaining a reasonable boundary.","c_root_id_A":"ij2j5w5","c_root_id_B":"ij0chf6","created_at_utc_A":1659715950,"created_at_utc_B":1659670583,"score_A":3,"score_B":2,"human_ref_A":"Oh hell nah. Fuck Amy.","human_ref_B":"Here\u2019s my petty \u201cdon\u2019t do this but also maybe do this\u201d response since others have the HR side covered. Make a sign that says \u201cat lunch, I\u2019ll be back at X time\u201d and put it up in front of your desk while at lunch. When people ignore it simply point to your sign with a sympathetic smile a \u201csorry\u201d. Then let them walk away because you just keep repeating \u201csorry\u201d and pointing at the sign until they shut up and leave. Amy sounds unobservant, inconsiderate, wildly unprofessional, and like a big exaggerator who cooks up drama to cover their own failures. Best go to hr with concerns about your behavior (and off the clock behavior at that!) being misrepresented to your boss and your professionalism attacked by a coworker who felt comfortable lying in an official work capacity. Your character and professionalism is being officially maligned to your boss in ways that are both untrue and intended to be unflattering as well as result in artificially lowered review score, which may impact your future earnings and promotions position at this company. Request coworker cease spreading falsehoods about you and that their misrepresentations about your behavior be stricken from your review at it will negatively impact your career path. Because fuck amy.","labels":1,"seconds_difference":45367.0,"score_ratio":1.5} {"post_id":"d1z5uy","domain":"askhr_test","upvote_ratio":0.98,"history":"HR wants proof of my other job offer. Is this legal? NYC media conglomerate. TLDR: would you take this deal? Sounds fishy to me So they said they only way to expedite my promotion is to become a flight risk. Strange and unfair I thought but fine. I got an offer that pays $22k more than my current salary with a $16k signing bonus, plus all sorts of other lucrative perks. I\u2019m proud of myself! Let my current employer know, and now suddenly they\u2019re offering me the promotion I\u2019d been promised for 3 years. The catch is a) they want proof of my offer b) they don\u2019t have a timeline (yet) as to when it is official Is asking for proof legal? I feel like this is confidential info. What should I say in my mtg tomorrow with my leadership team?","c_root_id_A":"ezrx2e7","c_root_id_B":"ezrxdzx","created_at_utc_A":1568079955,"created_at_utc_B":1568080075,"score_A":30,"score_B":49,"human_ref_A":"I think it\u2019s legal to ask, put pretty trashy. They\u2019ve been towing the line for 3 years promising you a promotion, and now that you have another offer they\u2019re suddenly magically ready to promote you? Especially with the part about them having no timeline, this sounds like they\u2019re going to lead you on for another 3 years. Take the new, higher paying job and enjoy that sign on bonus \ud83e\udd42","human_ref_B":"I think you should take the new job! Don't be silly.","labels":0,"seconds_difference":120.0,"score_ratio":1.6333333333} {"post_id":"d1z5uy","domain":"askhr_test","upvote_ratio":0.98,"history":"HR wants proof of my other job offer. Is this legal? NYC media conglomerate. TLDR: would you take this deal? Sounds fishy to me So they said they only way to expedite my promotion is to become a flight risk. Strange and unfair I thought but fine. I got an offer that pays $22k more than my current salary with a $16k signing bonus, plus all sorts of other lucrative perks. I\u2019m proud of myself! Let my current employer know, and now suddenly they\u2019re offering me the promotion I\u2019d been promised for 3 years. The catch is a) they want proof of my offer b) they don\u2019t have a timeline (yet) as to when it is official Is asking for proof legal? I feel like this is confidential info. What should I say in my mtg tomorrow with my leadership team?","c_root_id_A":"ezrxdzx","c_root_id_B":"ezrvux0","created_at_utc_A":1568080075,"created_at_utc_B":1568079500,"score_A":49,"score_B":16,"human_ref_A":"I think you should take the new job! Don't be silly.","human_ref_B":"If they don't have a timeline then they're just egging you on. Show the offer as a final f-u and then start your new job.","labels":1,"seconds_difference":575.0,"score_ratio":3.0625} {"post_id":"d1z5uy","domain":"askhr_test","upvote_ratio":0.98,"history":"HR wants proof of my other job offer. Is this legal? NYC media conglomerate. TLDR: would you take this deal? Sounds fishy to me So they said they only way to expedite my promotion is to become a flight risk. Strange and unfair I thought but fine. I got an offer that pays $22k more than my current salary with a $16k signing bonus, plus all sorts of other lucrative perks. I\u2019m proud of myself! Let my current employer know, and now suddenly they\u2019re offering me the promotion I\u2019d been promised for 3 years. The catch is a) they want proof of my offer b) they don\u2019t have a timeline (yet) as to when it is official Is asking for proof legal? I feel like this is confidential info. What should I say in my mtg tomorrow with my leadership team?","c_root_id_A":"ezrw9bf","c_root_id_B":"ezrxdzx","created_at_utc_A":1568079653,"created_at_utc_B":1568080075,"score_A":6,"score_B":49,"human_ref_A":"I suppose it might be legal in the same way companies used to be able to ask for a paycheck stub from a prior employer to verify salary. But as more states make it illegal to ask candidates for their current salary, I\u2019m guessing this won\u2019t be permissible either. And I think NY is one of the states where you can\u2019t ask salary info. I\u2019ll also say to you what I\u2019d say about to an HR colleague asking me about an employee with a questionable past. The best predictor of future behavior is past behavior. So don\u2019t act surprised when they do the same thing. Your current company has promised you a promotion for years. What makes you think they\u2019d follow through this time. My question is, why would you even consider staying at a place that has made false promises for years and only delivers (maybe) when you have another offer.","human_ref_B":"I think you should take the new job! Don't be silly.","labels":0,"seconds_difference":422.0,"score_ratio":8.1666666667} {"post_id":"d1z5uy","domain":"askhr_test","upvote_ratio":0.98,"history":"HR wants proof of my other job offer. Is this legal? NYC media conglomerate. TLDR: would you take this deal? Sounds fishy to me So they said they only way to expedite my promotion is to become a flight risk. Strange and unfair I thought but fine. I got an offer that pays $22k more than my current salary with a $16k signing bonus, plus all sorts of other lucrative perks. I\u2019m proud of myself! Let my current employer know, and now suddenly they\u2019re offering me the promotion I\u2019d been promised for 3 years. The catch is a) they want proof of my offer b) they don\u2019t have a timeline (yet) as to when it is official Is asking for proof legal? I feel like this is confidential info. What should I say in my mtg tomorrow with my leadership team?","c_root_id_A":"ezrx2e7","c_root_id_B":"ezs19ty","created_at_utc_A":1568079955,"created_at_utc_B":1568081484,"score_A":30,"score_B":47,"human_ref_A":"I think it\u2019s legal to ask, put pretty trashy. They\u2019ve been towing the line for 3 years promising you a promotion, and now that you have another offer they\u2019re suddenly magically ready to promote you? Especially with the part about them having no timeline, this sounds like they\u2019re going to lead you on for another 3 years. Take the new, higher paying job and enjoy that sign on bonus \ud83e\udd42","human_ref_B":"Theyre trying to get you to stay long enough to find someone to replace you. By the time that happens, your offer will be gone and you'll be canned without a safety net. Eject now while the offer is on the table. If they actually wanted you to stay, they would have promoted you already.","labels":0,"seconds_difference":1529.0,"score_ratio":1.5666666667} {"post_id":"d1z5uy","domain":"askhr_test","upvote_ratio":0.98,"history":"HR wants proof of my other job offer. Is this legal? NYC media conglomerate. TLDR: would you take this deal? Sounds fishy to me So they said they only way to expedite my promotion is to become a flight risk. Strange and unfair I thought but fine. I got an offer that pays $22k more than my current salary with a $16k signing bonus, plus all sorts of other lucrative perks. I\u2019m proud of myself! Let my current employer know, and now suddenly they\u2019re offering me the promotion I\u2019d been promised for 3 years. The catch is a) they want proof of my offer b) they don\u2019t have a timeline (yet) as to when it is official Is asking for proof legal? I feel like this is confidential info. What should I say in my mtg tomorrow with my leadership team?","c_root_id_A":"ezs19ty","c_root_id_B":"ezs03uu","created_at_utc_A":1568081484,"created_at_utc_B":1568081056,"score_A":47,"score_B":17,"human_ref_A":"Theyre trying to get you to stay long enough to find someone to replace you. By the time that happens, your offer will be gone and you'll be canned without a safety net. Eject now while the offer is on the table. If they actually wanted you to stay, they would have promoted you already.","human_ref_B":"Most people who leverage an offer for a raise only last, on average, 18 months more. Take the new job and get the heck out of there!","labels":1,"seconds_difference":428.0,"score_ratio":2.7647058824} {"post_id":"d1z5uy","domain":"askhr_test","upvote_ratio":0.98,"history":"HR wants proof of my other job offer. Is this legal? NYC media conglomerate. TLDR: would you take this deal? Sounds fishy to me So they said they only way to expedite my promotion is to become a flight risk. Strange and unfair I thought but fine. I got an offer that pays $22k more than my current salary with a $16k signing bonus, plus all sorts of other lucrative perks. I\u2019m proud of myself! Let my current employer know, and now suddenly they\u2019re offering me the promotion I\u2019d been promised for 3 years. The catch is a) they want proof of my offer b) they don\u2019t have a timeline (yet) as to when it is official Is asking for proof legal? I feel like this is confidential info. What should I say in my mtg tomorrow with my leadership team?","c_root_id_A":"ezrvux0","c_root_id_B":"ezs19ty","created_at_utc_A":1568079500,"created_at_utc_B":1568081484,"score_A":16,"score_B":47,"human_ref_A":"If they don't have a timeline then they're just egging you on. Show the offer as a final f-u and then start your new job.","human_ref_B":"Theyre trying to get you to stay long enough to find someone to replace you. By the time that happens, your offer will be gone and you'll be canned without a safety net. Eject now while the offer is on the table. If they actually wanted you to stay, they would have promoted you already.","labels":0,"seconds_difference":1984.0,"score_ratio":2.9375} {"post_id":"d1z5uy","domain":"askhr_test","upvote_ratio":0.98,"history":"HR wants proof of my other job offer. Is this legal? NYC media conglomerate. TLDR: would you take this deal? Sounds fishy to me So they said they only way to expedite my promotion is to become a flight risk. Strange and unfair I thought but fine. I got an offer that pays $22k more than my current salary with a $16k signing bonus, plus all sorts of other lucrative perks. I\u2019m proud of myself! Let my current employer know, and now suddenly they\u2019re offering me the promotion I\u2019d been promised for 3 years. The catch is a) they want proof of my offer b) they don\u2019t have a timeline (yet) as to when it is official Is asking for proof legal? I feel like this is confidential info. What should I say in my mtg tomorrow with my leadership team?","c_root_id_A":"ezs19ty","c_root_id_B":"ezrw9bf","created_at_utc_A":1568081484,"created_at_utc_B":1568079653,"score_A":47,"score_B":6,"human_ref_A":"Theyre trying to get you to stay long enough to find someone to replace you. By the time that happens, your offer will be gone and you'll be canned without a safety net. Eject now while the offer is on the table. If they actually wanted you to stay, they would have promoted you already.","human_ref_B":"I suppose it might be legal in the same way companies used to be able to ask for a paycheck stub from a prior employer to verify salary. But as more states make it illegal to ask candidates for their current salary, I\u2019m guessing this won\u2019t be permissible either. And I think NY is one of the states where you can\u2019t ask salary info. I\u2019ll also say to you what I\u2019d say about to an HR colleague asking me about an employee with a questionable past. The best predictor of future behavior is past behavior. So don\u2019t act surprised when they do the same thing. Your current company has promised you a promotion for years. What makes you think they\u2019d follow through this time. My question is, why would you even consider staying at a place that has made false promises for years and only delivers (maybe) when you have another offer.","labels":1,"seconds_difference":1831.0,"score_ratio":7.8333333333} {"post_id":"d1z5uy","domain":"askhr_test","upvote_ratio":0.98,"history":"HR wants proof of my other job offer. Is this legal? NYC media conglomerate. TLDR: would you take this deal? Sounds fishy to me So they said they only way to expedite my promotion is to become a flight risk. Strange and unfair I thought but fine. I got an offer that pays $22k more than my current salary with a $16k signing bonus, plus all sorts of other lucrative perks. I\u2019m proud of myself! Let my current employer know, and now suddenly they\u2019re offering me the promotion I\u2019d been promised for 3 years. The catch is a) they want proof of my offer b) they don\u2019t have a timeline (yet) as to when it is official Is asking for proof legal? I feel like this is confidential info. What should I say in my mtg tomorrow with my leadership team?","c_root_id_A":"ezrvux0","c_root_id_B":"ezrx2e7","created_at_utc_A":1568079500,"created_at_utc_B":1568079955,"score_A":16,"score_B":30,"human_ref_A":"If they don't have a timeline then they're just egging you on. Show the offer as a final f-u and then start your new job.","human_ref_B":"I think it\u2019s legal to ask, put pretty trashy. They\u2019ve been towing the line for 3 years promising you a promotion, and now that you have another offer they\u2019re suddenly magically ready to promote you? Especially with the part about them having no timeline, this sounds like they\u2019re going to lead you on for another 3 years. Take the new, higher paying job and enjoy that sign on bonus \ud83e\udd42","labels":0,"seconds_difference":455.0,"score_ratio":1.875} {"post_id":"d1z5uy","domain":"askhr_test","upvote_ratio":0.98,"history":"HR wants proof of my other job offer. Is this legal? NYC media conglomerate. TLDR: would you take this deal? Sounds fishy to me So they said they only way to expedite my promotion is to become a flight risk. Strange and unfair I thought but fine. I got an offer that pays $22k more than my current salary with a $16k signing bonus, plus all sorts of other lucrative perks. I\u2019m proud of myself! Let my current employer know, and now suddenly they\u2019re offering me the promotion I\u2019d been promised for 3 years. The catch is a) they want proof of my offer b) they don\u2019t have a timeline (yet) as to when it is official Is asking for proof legal? I feel like this is confidential info. What should I say in my mtg tomorrow with my leadership team?","c_root_id_A":"ezrx2e7","c_root_id_B":"ezrw9bf","created_at_utc_A":1568079955,"created_at_utc_B":1568079653,"score_A":30,"score_B":6,"human_ref_A":"I think it\u2019s legal to ask, put pretty trashy. They\u2019ve been towing the line for 3 years promising you a promotion, and now that you have another offer they\u2019re suddenly magically ready to promote you? Especially with the part about them having no timeline, this sounds like they\u2019re going to lead you on for another 3 years. Take the new, higher paying job and enjoy that sign on bonus \ud83e\udd42","human_ref_B":"I suppose it might be legal in the same way companies used to be able to ask for a paycheck stub from a prior employer to verify salary. But as more states make it illegal to ask candidates for their current salary, I\u2019m guessing this won\u2019t be permissible either. And I think NY is one of the states where you can\u2019t ask salary info. I\u2019ll also say to you what I\u2019d say about to an HR colleague asking me about an employee with a questionable past. The best predictor of future behavior is past behavior. So don\u2019t act surprised when they do the same thing. Your current company has promised you a promotion for years. What makes you think they\u2019d follow through this time. My question is, why would you even consider staying at a place that has made false promises for years and only delivers (maybe) when you have another offer.","labels":1,"seconds_difference":302.0,"score_ratio":5.0} {"post_id":"d1z5uy","domain":"askhr_test","upvote_ratio":0.98,"history":"HR wants proof of my other job offer. Is this legal? NYC media conglomerate. TLDR: would you take this deal? Sounds fishy to me So they said they only way to expedite my promotion is to become a flight risk. Strange and unfair I thought but fine. I got an offer that pays $22k more than my current salary with a $16k signing bonus, plus all sorts of other lucrative perks. I\u2019m proud of myself! Let my current employer know, and now suddenly they\u2019re offering me the promotion I\u2019d been promised for 3 years. The catch is a) they want proof of my offer b) they don\u2019t have a timeline (yet) as to when it is official Is asking for proof legal? I feel like this is confidential info. What should I say in my mtg tomorrow with my leadership team?","c_root_id_A":"ezs03uu","c_root_id_B":"ezs3b3o","created_at_utc_A":1568081056,"created_at_utc_B":1568082237,"score_A":17,"score_B":19,"human_ref_A":"Most people who leverage an offer for a raise only last, on average, 18 months more. Take the new job and get the heck out of there!","human_ref_B":"Leave. Leave leave leave. Never take a counteroffer.","labels":0,"seconds_difference":1181.0,"score_ratio":1.1176470588} {"post_id":"d1z5uy","domain":"askhr_test","upvote_ratio":0.98,"history":"HR wants proof of my other job offer. Is this legal? NYC media conglomerate. TLDR: would you take this deal? Sounds fishy to me So they said they only way to expedite my promotion is to become a flight risk. Strange and unfair I thought but fine. I got an offer that pays $22k more than my current salary with a $16k signing bonus, plus all sorts of other lucrative perks. I\u2019m proud of myself! Let my current employer know, and now suddenly they\u2019re offering me the promotion I\u2019d been promised for 3 years. The catch is a) they want proof of my offer b) they don\u2019t have a timeline (yet) as to when it is official Is asking for proof legal? I feel like this is confidential info. What should I say in my mtg tomorrow with my leadership team?","c_root_id_A":"ezrvux0","c_root_id_B":"ezs3b3o","created_at_utc_A":1568079500,"created_at_utc_B":1568082237,"score_A":16,"score_B":19,"human_ref_A":"If they don't have a timeline then they're just egging you on. Show the offer as a final f-u and then start your new job.","human_ref_B":"Leave. Leave leave leave. Never take a counteroffer.","labels":0,"seconds_difference":2737.0,"score_ratio":1.1875} {"post_id":"d1z5uy","domain":"askhr_test","upvote_ratio":0.98,"history":"HR wants proof of my other job offer. Is this legal? NYC media conglomerate. TLDR: would you take this deal? Sounds fishy to me So they said they only way to expedite my promotion is to become a flight risk. Strange and unfair I thought but fine. I got an offer that pays $22k more than my current salary with a $16k signing bonus, plus all sorts of other lucrative perks. I\u2019m proud of myself! Let my current employer know, and now suddenly they\u2019re offering me the promotion I\u2019d been promised for 3 years. The catch is a) they want proof of my offer b) they don\u2019t have a timeline (yet) as to when it is official Is asking for proof legal? I feel like this is confidential info. What should I say in my mtg tomorrow with my leadership team?","c_root_id_A":"ezs3b3o","c_root_id_B":"ezrw9bf","created_at_utc_A":1568082237,"created_at_utc_B":1568079653,"score_A":19,"score_B":6,"human_ref_A":"Leave. Leave leave leave. Never take a counteroffer.","human_ref_B":"I suppose it might be legal in the same way companies used to be able to ask for a paycheck stub from a prior employer to verify salary. But as more states make it illegal to ask candidates for their current salary, I\u2019m guessing this won\u2019t be permissible either. And I think NY is one of the states where you can\u2019t ask salary info. I\u2019ll also say to you what I\u2019d say about to an HR colleague asking me about an employee with a questionable past. The best predictor of future behavior is past behavior. So don\u2019t act surprised when they do the same thing. Your current company has promised you a promotion for years. What makes you think they\u2019d follow through this time. My question is, why would you even consider staying at a place that has made false promises for years and only delivers (maybe) when you have another offer.","labels":1,"seconds_difference":2584.0,"score_ratio":3.1666666667} {"post_id":"d1z5uy","domain":"askhr_test","upvote_ratio":0.98,"history":"HR wants proof of my other job offer. Is this legal? NYC media conglomerate. TLDR: would you take this deal? Sounds fishy to me So they said they only way to expedite my promotion is to become a flight risk. Strange and unfair I thought but fine. I got an offer that pays $22k more than my current salary with a $16k signing bonus, plus all sorts of other lucrative perks. I\u2019m proud of myself! Let my current employer know, and now suddenly they\u2019re offering me the promotion I\u2019d been promised for 3 years. The catch is a) they want proof of my offer b) they don\u2019t have a timeline (yet) as to when it is official Is asking for proof legal? I feel like this is confidential info. What should I say in my mtg tomorrow with my leadership team?","c_root_id_A":"ezs3b3o","c_root_id_B":"ezs1zku","created_at_utc_A":1568082237,"created_at_utc_B":1568081747,"score_A":19,"score_B":6,"human_ref_A":"Leave. Leave leave leave. Never take a counteroffer.","human_ref_B":"Regardless, I'd recommend taking the new offer. Chances are you'll remain dissatisfied at your current company. There's a good reason you went looking for something new!","labels":1,"seconds_difference":490.0,"score_ratio":3.1666666667} {"post_id":"d1z5uy","domain":"askhr_test","upvote_ratio":0.98,"history":"HR wants proof of my other job offer. Is this legal? NYC media conglomerate. TLDR: would you take this deal? Sounds fishy to me So they said they only way to expedite my promotion is to become a flight risk. Strange and unfair I thought but fine. I got an offer that pays $22k more than my current salary with a $16k signing bonus, plus all sorts of other lucrative perks. I\u2019m proud of myself! Let my current employer know, and now suddenly they\u2019re offering me the promotion I\u2019d been promised for 3 years. The catch is a) they want proof of my offer b) they don\u2019t have a timeline (yet) as to when it is official Is asking for proof legal? I feel like this is confidential info. What should I say in my mtg tomorrow with my leadership team?","c_root_id_A":"ezrvux0","c_root_id_B":"ezs03uu","created_at_utc_A":1568079500,"created_at_utc_B":1568081056,"score_A":16,"score_B":17,"human_ref_A":"If they don't have a timeline then they're just egging you on. Show the offer as a final f-u and then start your new job.","human_ref_B":"Most people who leverage an offer for a raise only last, on average, 18 months more. Take the new job and get the heck out of there!","labels":0,"seconds_difference":1556.0,"score_ratio":1.0625} {"post_id":"d1z5uy","domain":"askhr_test","upvote_ratio":0.98,"history":"HR wants proof of my other job offer. Is this legal? NYC media conglomerate. TLDR: would you take this deal? Sounds fishy to me So they said they only way to expedite my promotion is to become a flight risk. Strange and unfair I thought but fine. I got an offer that pays $22k more than my current salary with a $16k signing bonus, plus all sorts of other lucrative perks. I\u2019m proud of myself! Let my current employer know, and now suddenly they\u2019re offering me the promotion I\u2019d been promised for 3 years. The catch is a) they want proof of my offer b) they don\u2019t have a timeline (yet) as to when it is official Is asking for proof legal? I feel like this is confidential info. What should I say in my mtg tomorrow with my leadership team?","c_root_id_A":"ezrw9bf","c_root_id_B":"ezs03uu","created_at_utc_A":1568079653,"created_at_utc_B":1568081056,"score_A":6,"score_B":17,"human_ref_A":"I suppose it might be legal in the same way companies used to be able to ask for a paycheck stub from a prior employer to verify salary. But as more states make it illegal to ask candidates for their current salary, I\u2019m guessing this won\u2019t be permissible either. And I think NY is one of the states where you can\u2019t ask salary info. I\u2019ll also say to you what I\u2019d say about to an HR colleague asking me about an employee with a questionable past. The best predictor of future behavior is past behavior. So don\u2019t act surprised when they do the same thing. Your current company has promised you a promotion for years. What makes you think they\u2019d follow through this time. My question is, why would you even consider staying at a place that has made false promises for years and only delivers (maybe) when you have another offer.","human_ref_B":"Most people who leverage an offer for a raise only last, on average, 18 months more. Take the new job and get the heck out of there!","labels":0,"seconds_difference":1403.0,"score_ratio":2.8333333333} {"post_id":"d1z5uy","domain":"askhr_test","upvote_ratio":0.98,"history":"HR wants proof of my other job offer. Is this legal? NYC media conglomerate. TLDR: would you take this deal? Sounds fishy to me So they said they only way to expedite my promotion is to become a flight risk. Strange and unfair I thought but fine. I got an offer that pays $22k more than my current salary with a $16k signing bonus, plus all sorts of other lucrative perks. I\u2019m proud of myself! Let my current employer know, and now suddenly they\u2019re offering me the promotion I\u2019d been promised for 3 years. The catch is a) they want proof of my offer b) they don\u2019t have a timeline (yet) as to when it is official Is asking for proof legal? I feel like this is confidential info. What should I say in my mtg tomorrow with my leadership team?","c_root_id_A":"ezs4184","c_root_id_B":"ezrw9bf","created_at_utc_A":1568082500,"created_at_utc_B":1568079653,"score_A":15,"score_B":6,"human_ref_A":"Go to Ask a Manager & read her thoughts on why you should never accept a counteroffer.","human_ref_B":"I suppose it might be legal in the same way companies used to be able to ask for a paycheck stub from a prior employer to verify salary. But as more states make it illegal to ask candidates for their current salary, I\u2019m guessing this won\u2019t be permissible either. And I think NY is one of the states where you can\u2019t ask salary info. I\u2019ll also say to you what I\u2019d say about to an HR colleague asking me about an employee with a questionable past. The best predictor of future behavior is past behavior. So don\u2019t act surprised when they do the same thing. Your current company has promised you a promotion for years. What makes you think they\u2019d follow through this time. My question is, why would you even consider staying at a place that has made false promises for years and only delivers (maybe) when you have another offer.","labels":1,"seconds_difference":2847.0,"score_ratio":2.5} {"post_id":"d1z5uy","domain":"askhr_test","upvote_ratio":0.98,"history":"HR wants proof of my other job offer. Is this legal? NYC media conglomerate. TLDR: would you take this deal? Sounds fishy to me So they said they only way to expedite my promotion is to become a flight risk. Strange and unfair I thought but fine. I got an offer that pays $22k more than my current salary with a $16k signing bonus, plus all sorts of other lucrative perks. I\u2019m proud of myself! Let my current employer know, and now suddenly they\u2019re offering me the promotion I\u2019d been promised for 3 years. The catch is a) they want proof of my offer b) they don\u2019t have a timeline (yet) as to when it is official Is asking for proof legal? I feel like this is confidential info. What should I say in my mtg tomorrow with my leadership team?","c_root_id_A":"ezs1zku","c_root_id_B":"ezs4184","created_at_utc_A":1568081747,"created_at_utc_B":1568082500,"score_A":6,"score_B":15,"human_ref_A":"Regardless, I'd recommend taking the new offer. Chances are you'll remain dissatisfied at your current company. There's a good reason you went looking for something new!","human_ref_B":"Go to Ask a Manager & read her thoughts on why you should never accept a counteroffer.","labels":0,"seconds_difference":753.0,"score_ratio":2.5} {"post_id":"d1z5uy","domain":"askhr_test","upvote_ratio":0.98,"history":"HR wants proof of my other job offer. Is this legal? NYC media conglomerate. TLDR: would you take this deal? Sounds fishy to me So they said they only way to expedite my promotion is to become a flight risk. Strange and unfair I thought but fine. I got an offer that pays $22k more than my current salary with a $16k signing bonus, plus all sorts of other lucrative perks. I\u2019m proud of myself! Let my current employer know, and now suddenly they\u2019re offering me the promotion I\u2019d been promised for 3 years. The catch is a) they want proof of my offer b) they don\u2019t have a timeline (yet) as to when it is official Is asking for proof legal? I feel like this is confidential info. What should I say in my mtg tomorrow with my leadership team?","c_root_id_A":"ezrw9bf","c_root_id_B":"ezs82vb","created_at_utc_A":1568079653,"created_at_utc_B":1568084557,"score_A":6,"score_B":10,"human_ref_A":"I suppose it might be legal in the same way companies used to be able to ask for a paycheck stub from a prior employer to verify salary. But as more states make it illegal to ask candidates for their current salary, I\u2019m guessing this won\u2019t be permissible either. And I think NY is one of the states where you can\u2019t ask salary info. I\u2019ll also say to you what I\u2019d say about to an HR colleague asking me about an employee with a questionable past. The best predictor of future behavior is past behavior. So don\u2019t act surprised when they do the same thing. Your current company has promised you a promotion for years. What makes you think they\u2019d follow through this time. My question is, why would you even consider staying at a place that has made false promises for years and only delivers (maybe) when you have another offer.","human_ref_B":"Why do you care? Don't take it. They've just shown you they won't pay you what you're worth until after they absolutely have to, and they've consistently treated you like an asshole. You don't have to show them anything.","labels":0,"seconds_difference":4904.0,"score_ratio":1.6666666667} {"post_id":"d1z5uy","domain":"askhr_test","upvote_ratio":0.98,"history":"HR wants proof of my other job offer. Is this legal? NYC media conglomerate. TLDR: would you take this deal? Sounds fishy to me So they said they only way to expedite my promotion is to become a flight risk. Strange and unfair I thought but fine. I got an offer that pays $22k more than my current salary with a $16k signing bonus, plus all sorts of other lucrative perks. I\u2019m proud of myself! Let my current employer know, and now suddenly they\u2019re offering me the promotion I\u2019d been promised for 3 years. The catch is a) they want proof of my offer b) they don\u2019t have a timeline (yet) as to when it is official Is asking for proof legal? I feel like this is confidential info. What should I say in my mtg tomorrow with my leadership team?","c_root_id_A":"ezs1zku","c_root_id_B":"ezs82vb","created_at_utc_A":1568081747,"created_at_utc_B":1568084557,"score_A":6,"score_B":10,"human_ref_A":"Regardless, I'd recommend taking the new offer. Chances are you'll remain dissatisfied at your current company. There's a good reason you went looking for something new!","human_ref_B":"Why do you care? Don't take it. They've just shown you they won't pay you what you're worth until after they absolutely have to, and they've consistently treated you like an asshole. You don't have to show them anything.","labels":0,"seconds_difference":2810.0,"score_ratio":1.6666666667} {"post_id":"d1z5uy","domain":"askhr_test","upvote_ratio":0.98,"history":"HR wants proof of my other job offer. Is this legal? NYC media conglomerate. TLDR: would you take this deal? Sounds fishy to me So they said they only way to expedite my promotion is to become a flight risk. Strange and unfair I thought but fine. I got an offer that pays $22k more than my current salary with a $16k signing bonus, plus all sorts of other lucrative perks. I\u2019m proud of myself! Let my current employer know, and now suddenly they\u2019re offering me the promotion I\u2019d been promised for 3 years. The catch is a) they want proof of my offer b) they don\u2019t have a timeline (yet) as to when it is official Is asking for proof legal? I feel like this is confidential info. What should I say in my mtg tomorrow with my leadership team?","c_root_id_A":"ezs6e8n","c_root_id_B":"ezs82vb","created_at_utc_A":1568083559,"created_at_utc_B":1568084557,"score_A":4,"score_B":10,"human_ref_A":"Hell nah, never accept a counter offer.","human_ref_B":"Why do you care? Don't take it. They've just shown you they won't pay you what you're worth until after they absolutely have to, and they've consistently treated you like an asshole. You don't have to show them anything.","labels":0,"seconds_difference":998.0,"score_ratio":2.5} {"post_id":"d1z5uy","domain":"askhr_test","upvote_ratio":0.98,"history":"HR wants proof of my other job offer. Is this legal? NYC media conglomerate. TLDR: would you take this deal? Sounds fishy to me So they said they only way to expedite my promotion is to become a flight risk. Strange and unfair I thought but fine. I got an offer that pays $22k more than my current salary with a $16k signing bonus, plus all sorts of other lucrative perks. I\u2019m proud of myself! Let my current employer know, and now suddenly they\u2019re offering me the promotion I\u2019d been promised for 3 years. The catch is a) they want proof of my offer b) they don\u2019t have a timeline (yet) as to when it is official Is asking for proof legal? I feel like this is confidential info. What should I say in my mtg tomorrow with my leadership team?","c_root_id_A":"ezsgkfe","c_root_id_B":"ezrw9bf","created_at_utc_A":1568090897,"created_at_utc_B":1568079653,"score_A":8,"score_B":6,"human_ref_A":"If they made you go find another job to give you a raise....just take the other job. Screw that noise.","human_ref_B":"I suppose it might be legal in the same way companies used to be able to ask for a paycheck stub from a prior employer to verify salary. But as more states make it illegal to ask candidates for their current salary, I\u2019m guessing this won\u2019t be permissible either. And I think NY is one of the states where you can\u2019t ask salary info. I\u2019ll also say to you what I\u2019d say about to an HR colleague asking me about an employee with a questionable past. The best predictor of future behavior is past behavior. So don\u2019t act surprised when they do the same thing. Your current company has promised you a promotion for years. What makes you think they\u2019d follow through this time. My question is, why would you even consider staying at a place that has made false promises for years and only delivers (maybe) when you have another offer.","labels":1,"seconds_difference":11244.0,"score_ratio":1.3333333333} {"post_id":"d1z5uy","domain":"askhr_test","upvote_ratio":0.98,"history":"HR wants proof of my other job offer. Is this legal? NYC media conglomerate. TLDR: would you take this deal? Sounds fishy to me So they said they only way to expedite my promotion is to become a flight risk. Strange and unfair I thought but fine. I got an offer that pays $22k more than my current salary with a $16k signing bonus, plus all sorts of other lucrative perks. I\u2019m proud of myself! Let my current employer know, and now suddenly they\u2019re offering me the promotion I\u2019d been promised for 3 years. The catch is a) they want proof of my offer b) they don\u2019t have a timeline (yet) as to when it is official Is asking for proof legal? I feel like this is confidential info. What should I say in my mtg tomorrow with my leadership team?","c_root_id_A":"ezsgkfe","c_root_id_B":"ezs1zku","created_at_utc_A":1568090897,"created_at_utc_B":1568081747,"score_A":8,"score_B":6,"human_ref_A":"If they made you go find another job to give you a raise....just take the other job. Screw that noise.","human_ref_B":"Regardless, I'd recommend taking the new offer. Chances are you'll remain dissatisfied at your current company. There's a good reason you went looking for something new!","labels":1,"seconds_difference":9150.0,"score_ratio":1.3333333333} {"post_id":"d1z5uy","domain":"askhr_test","upvote_ratio":0.98,"history":"HR wants proof of my other job offer. Is this legal? NYC media conglomerate. TLDR: would you take this deal? Sounds fishy to me So they said they only way to expedite my promotion is to become a flight risk. Strange and unfair I thought but fine. I got an offer that pays $22k more than my current salary with a $16k signing bonus, plus all sorts of other lucrative perks. I\u2019m proud of myself! Let my current employer know, and now suddenly they\u2019re offering me the promotion I\u2019d been promised for 3 years. The catch is a) they want proof of my offer b) they don\u2019t have a timeline (yet) as to when it is official Is asking for proof legal? I feel like this is confidential info. What should I say in my mtg tomorrow with my leadership team?","c_root_id_A":"ezsa24n","c_root_id_B":"ezsgkfe","created_at_utc_A":1568085582,"created_at_utc_B":1568090897,"score_A":5,"score_B":8,"human_ref_A":"My coworker never got the raise she was promised for staying.","human_ref_B":"If they made you go find another job to give you a raise....just take the other job. Screw that noise.","labels":0,"seconds_difference":5315.0,"score_ratio":1.6} {"post_id":"d1z5uy","domain":"askhr_test","upvote_ratio":0.98,"history":"HR wants proof of my other job offer. Is this legal? NYC media conglomerate. TLDR: would you take this deal? Sounds fishy to me So they said they only way to expedite my promotion is to become a flight risk. Strange and unfair I thought but fine. I got an offer that pays $22k more than my current salary with a $16k signing bonus, plus all sorts of other lucrative perks. I\u2019m proud of myself! Let my current employer know, and now suddenly they\u2019re offering me the promotion I\u2019d been promised for 3 years. The catch is a) they want proof of my offer b) they don\u2019t have a timeline (yet) as to when it is official Is asking for proof legal? I feel like this is confidential info. What should I say in my mtg tomorrow with my leadership team?","c_root_id_A":"ezsgkfe","c_root_id_B":"ezsgaj8","created_at_utc_A":1568090897,"created_at_utc_B":1568090626,"score_A":8,"score_B":5,"human_ref_A":"If they made you go find another job to give you a raise....just take the other job. Screw that noise.","human_ref_B":"It\u2019s probably not illegal and in fact completely reasonable they would want proof before entertaining a counter offer. That being said, you don\u2019t have to let them counter offer. If they make an offer and you accept it, they\u2019ll remember this and hold it against you in the future. Accept the new job and don\u2019t look back.","labels":1,"seconds_difference":271.0,"score_ratio":1.6} {"post_id":"d1z5uy","domain":"askhr_test","upvote_ratio":0.98,"history":"HR wants proof of my other job offer. Is this legal? NYC media conglomerate. TLDR: would you take this deal? Sounds fishy to me So they said they only way to expedite my promotion is to become a flight risk. Strange and unfair I thought but fine. I got an offer that pays $22k more than my current salary with a $16k signing bonus, plus all sorts of other lucrative perks. I\u2019m proud of myself! Let my current employer know, and now suddenly they\u2019re offering me the promotion I\u2019d been promised for 3 years. The catch is a) they want proof of my offer b) they don\u2019t have a timeline (yet) as to when it is official Is asking for proof legal? I feel like this is confidential info. What should I say in my mtg tomorrow with my leadership team?","c_root_id_A":"ezsgkfe","c_root_id_B":"ezs6e8n","created_at_utc_A":1568090897,"created_at_utc_B":1568083559,"score_A":8,"score_B":4,"human_ref_A":"If they made you go find another job to give you a raise....just take the other job. Screw that noise.","human_ref_B":"Hell nah, never accept a counter offer.","labels":1,"seconds_difference":7338.0,"score_ratio":2.0} {"post_id":"d1z5uy","domain":"askhr_test","upvote_ratio":0.98,"history":"HR wants proof of my other job offer. Is this legal? NYC media conglomerate. TLDR: would you take this deal? Sounds fishy to me So they said they only way to expedite my promotion is to become a flight risk. Strange and unfair I thought but fine. I got an offer that pays $22k more than my current salary with a $16k signing bonus, plus all sorts of other lucrative perks. I\u2019m proud of myself! Let my current employer know, and now suddenly they\u2019re offering me the promotion I\u2019d been promised for 3 years. The catch is a) they want proof of my offer b) they don\u2019t have a timeline (yet) as to when it is official Is asking for proof legal? I feel like this is confidential info. What should I say in my mtg tomorrow with my leadership team?","c_root_id_A":"ezsgkfe","c_root_id_B":"ezsas5h","created_at_utc_A":1568090897,"created_at_utc_B":1568085944,"score_A":8,"score_B":2,"human_ref_A":"If they made you go find another job to give you a raise....just take the other job. Screw that noise.","human_ref_B":"They're hoping to match so they won't give it to you. Move on.","labels":1,"seconds_difference":4953.0,"score_ratio":4.0} {"post_id":"d1z5uy","domain":"askhr_test","upvote_ratio":0.98,"history":"HR wants proof of my other job offer. Is this legal? NYC media conglomerate. TLDR: would you take this deal? Sounds fishy to me So they said they only way to expedite my promotion is to become a flight risk. Strange and unfair I thought but fine. I got an offer that pays $22k more than my current salary with a $16k signing bonus, plus all sorts of other lucrative perks. I\u2019m proud of myself! Let my current employer know, and now suddenly they\u2019re offering me the promotion I\u2019d been promised for 3 years. The catch is a) they want proof of my offer b) they don\u2019t have a timeline (yet) as to when it is official Is asking for proof legal? I feel like this is confidential info. What should I say in my mtg tomorrow with my leadership team?","c_root_id_A":"ezsa24n","c_root_id_B":"ezsm1vk","created_at_utc_A":1568085582,"created_at_utc_B":1568097179,"score_A":5,"score_B":6,"human_ref_A":"My coworker never got the raise she was promised for staying.","human_ref_B":"You say please consider this my four weeks notice! Honestly don't even engage with the 'promotion' nonsense now, this has been poorly handled and managed by them and they likely have no intention of seeing their promise through. The silver lining is their ineptitude has helped you find a fantastic new job! Congratulations, well done, and treat yourself with that new money.","labels":0,"seconds_difference":11597.0,"score_ratio":1.2} {"post_id":"d1z5uy","domain":"askhr_test","upvote_ratio":0.98,"history":"HR wants proof of my other job offer. Is this legal? NYC media conglomerate. TLDR: would you take this deal? Sounds fishy to me So they said they only way to expedite my promotion is to become a flight risk. Strange and unfair I thought but fine. I got an offer that pays $22k more than my current salary with a $16k signing bonus, plus all sorts of other lucrative perks. I\u2019m proud of myself! Let my current employer know, and now suddenly they\u2019re offering me the promotion I\u2019d been promised for 3 years. The catch is a) they want proof of my offer b) they don\u2019t have a timeline (yet) as to when it is official Is asking for proof legal? I feel like this is confidential info. What should I say in my mtg tomorrow with my leadership team?","c_root_id_A":"ezsgaj8","c_root_id_B":"ezsm1vk","created_at_utc_A":1568090626,"created_at_utc_B":1568097179,"score_A":5,"score_B":6,"human_ref_A":"It\u2019s probably not illegal and in fact completely reasonable they would want proof before entertaining a counter offer. That being said, you don\u2019t have to let them counter offer. If they make an offer and you accept it, they\u2019ll remember this and hold it against you in the future. Accept the new job and don\u2019t look back.","human_ref_B":"You say please consider this my four weeks notice! Honestly don't even engage with the 'promotion' nonsense now, this has been poorly handled and managed by them and they likely have no intention of seeing their promise through. The silver lining is their ineptitude has helped you find a fantastic new job! Congratulations, well done, and treat yourself with that new money.","labels":0,"seconds_difference":6553.0,"score_ratio":1.2} {"post_id":"d1z5uy","domain":"askhr_test","upvote_ratio":0.98,"history":"HR wants proof of my other job offer. Is this legal? NYC media conglomerate. TLDR: would you take this deal? Sounds fishy to me So they said they only way to expedite my promotion is to become a flight risk. Strange and unfair I thought but fine. I got an offer that pays $22k more than my current salary with a $16k signing bonus, plus all sorts of other lucrative perks. I\u2019m proud of myself! Let my current employer know, and now suddenly they\u2019re offering me the promotion I\u2019d been promised for 3 years. The catch is a) they want proof of my offer b) they don\u2019t have a timeline (yet) as to when it is official Is asking for proof legal? I feel like this is confidential info. What should I say in my mtg tomorrow with my leadership team?","c_root_id_A":"ezs6e8n","c_root_id_B":"ezsm1vk","created_at_utc_A":1568083559,"created_at_utc_B":1568097179,"score_A":4,"score_B":6,"human_ref_A":"Hell nah, never accept a counter offer.","human_ref_B":"You say please consider this my four weeks notice! Honestly don't even engage with the 'promotion' nonsense now, this has been poorly handled and managed by them and they likely have no intention of seeing their promise through. The silver lining is their ineptitude has helped you find a fantastic new job! Congratulations, well done, and treat yourself with that new money.","labels":0,"seconds_difference":13620.0,"score_ratio":1.5} {"post_id":"d1z5uy","domain":"askhr_test","upvote_ratio":0.98,"history":"HR wants proof of my other job offer. Is this legal? NYC media conglomerate. TLDR: would you take this deal? Sounds fishy to me So they said they only way to expedite my promotion is to become a flight risk. Strange and unfair I thought but fine. I got an offer that pays $22k more than my current salary with a $16k signing bonus, plus all sorts of other lucrative perks. I\u2019m proud of myself! Let my current employer know, and now suddenly they\u2019re offering me the promotion I\u2019d been promised for 3 years. The catch is a) they want proof of my offer b) they don\u2019t have a timeline (yet) as to when it is official Is asking for proof legal? I feel like this is confidential info. What should I say in my mtg tomorrow with my leadership team?","c_root_id_A":"ezsm1vk","c_root_id_B":"ezsas5h","created_at_utc_A":1568097179,"created_at_utc_B":1568085944,"score_A":6,"score_B":2,"human_ref_A":"You say please consider this my four weeks notice! Honestly don't even engage with the 'promotion' nonsense now, this has been poorly handled and managed by them and they likely have no intention of seeing their promise through. The silver lining is their ineptitude has helped you find a fantastic new job! Congratulations, well done, and treat yourself with that new money.","human_ref_B":"They're hoping to match so they won't give it to you. Move on.","labels":1,"seconds_difference":11235.0,"score_ratio":3.0} {"post_id":"d1z5uy","domain":"askhr_test","upvote_ratio":0.98,"history":"HR wants proof of my other job offer. Is this legal? NYC media conglomerate. TLDR: would you take this deal? Sounds fishy to me So they said they only way to expedite my promotion is to become a flight risk. Strange and unfair I thought but fine. I got an offer that pays $22k more than my current salary with a $16k signing bonus, plus all sorts of other lucrative perks. I\u2019m proud of myself! Let my current employer know, and now suddenly they\u2019re offering me the promotion I\u2019d been promised for 3 years. The catch is a) they want proof of my offer b) they don\u2019t have a timeline (yet) as to when it is official Is asking for proof legal? I feel like this is confidential info. What should I say in my mtg tomorrow with my leadership team?","c_root_id_A":"ezsa24n","c_root_id_B":"ezs6e8n","created_at_utc_A":1568085582,"created_at_utc_B":1568083559,"score_A":5,"score_B":4,"human_ref_A":"My coworker never got the raise she was promised for staying.","human_ref_B":"Hell nah, never accept a counter offer.","labels":1,"seconds_difference":2023.0,"score_ratio":1.25} {"post_id":"d1z5uy","domain":"askhr_test","upvote_ratio":0.98,"history":"HR wants proof of my other job offer. Is this legal? NYC media conglomerate. TLDR: would you take this deal? Sounds fishy to me So they said they only way to expedite my promotion is to become a flight risk. Strange and unfair I thought but fine. I got an offer that pays $22k more than my current salary with a $16k signing bonus, plus all sorts of other lucrative perks. I\u2019m proud of myself! Let my current employer know, and now suddenly they\u2019re offering me the promotion I\u2019d been promised for 3 years. The catch is a) they want proof of my offer b) they don\u2019t have a timeline (yet) as to when it is official Is asking for proof legal? I feel like this is confidential info. What should I say in my mtg tomorrow with my leadership team?","c_root_id_A":"ezs6e8n","c_root_id_B":"ezsgaj8","created_at_utc_A":1568083559,"created_at_utc_B":1568090626,"score_A":4,"score_B":5,"human_ref_A":"Hell nah, never accept a counter offer.","human_ref_B":"It\u2019s probably not illegal and in fact completely reasonable they would want proof before entertaining a counter offer. That being said, you don\u2019t have to let them counter offer. If they make an offer and you accept it, they\u2019ll remember this and hold it against you in the future. Accept the new job and don\u2019t look back.","labels":0,"seconds_difference":7067.0,"score_ratio":1.25} {"post_id":"d1z5uy","domain":"askhr_test","upvote_ratio":0.98,"history":"HR wants proof of my other job offer. Is this legal? NYC media conglomerate. TLDR: would you take this deal? Sounds fishy to me So they said they only way to expedite my promotion is to become a flight risk. Strange and unfair I thought but fine. I got an offer that pays $22k more than my current salary with a $16k signing bonus, plus all sorts of other lucrative perks. I\u2019m proud of myself! Let my current employer know, and now suddenly they\u2019re offering me the promotion I\u2019d been promised for 3 years. The catch is a) they want proof of my offer b) they don\u2019t have a timeline (yet) as to when it is official Is asking for proof legal? I feel like this is confidential info. What should I say in my mtg tomorrow with my leadership team?","c_root_id_A":"ezsas5h","c_root_id_B":"ezsgaj8","created_at_utc_A":1568085944,"created_at_utc_B":1568090626,"score_A":2,"score_B":5,"human_ref_A":"They're hoping to match so they won't give it to you. Move on.","human_ref_B":"It\u2019s probably not illegal and in fact completely reasonable they would want proof before entertaining a counter offer. That being said, you don\u2019t have to let them counter offer. If they make an offer and you accept it, they\u2019ll remember this and hold it against you in the future. Accept the new job and don\u2019t look back.","labels":0,"seconds_difference":4682.0,"score_ratio":2.5} {"post_id":"d1z5uy","domain":"askhr_test","upvote_ratio":0.98,"history":"HR wants proof of my other job offer. Is this legal? NYC media conglomerate. TLDR: would you take this deal? Sounds fishy to me So they said they only way to expedite my promotion is to become a flight risk. Strange and unfair I thought but fine. I got an offer that pays $22k more than my current salary with a $16k signing bonus, plus all sorts of other lucrative perks. I\u2019m proud of myself! Let my current employer know, and now suddenly they\u2019re offering me the promotion I\u2019d been promised for 3 years. The catch is a) they want proof of my offer b) they don\u2019t have a timeline (yet) as to when it is official Is asking for proof legal? I feel like this is confidential info. What should I say in my mtg tomorrow with my leadership team?","c_root_id_A":"ezs6e8n","c_root_id_B":"ezt1h3m","created_at_utc_A":1568083559,"created_at_utc_B":1568118390,"score_A":4,"score_B":5,"human_ref_A":"Hell nah, never accept a counter offer.","human_ref_B":"Here's what you do: In your exit interview when they ask why you're leaving, point out that they made you wait three years for a promotion they routinely promised you, and that to advance professionally you had to leave the company. OP: If you turn down the competing offer, your current employer no longer has any incentive to try and promote you. They also know you've been looking and interviewing to the point of an offer. Congratulations on your new job at your new company.","labels":0,"seconds_difference":34831.0,"score_ratio":1.25} {"post_id":"d1z5uy","domain":"askhr_test","upvote_ratio":0.98,"history":"HR wants proof of my other job offer. Is this legal? NYC media conglomerate. TLDR: would you take this deal? Sounds fishy to me So they said they only way to expedite my promotion is to become a flight risk. Strange and unfair I thought but fine. I got an offer that pays $22k more than my current salary with a $16k signing bonus, plus all sorts of other lucrative perks. I\u2019m proud of myself! Let my current employer know, and now suddenly they\u2019re offering me the promotion I\u2019d been promised for 3 years. The catch is a) they want proof of my offer b) they don\u2019t have a timeline (yet) as to when it is official Is asking for proof legal? I feel like this is confidential info. What should I say in my mtg tomorrow with my leadership team?","c_root_id_A":"ezt1h3m","c_root_id_B":"ezspeex","created_at_utc_A":1568118390,"created_at_utc_B":1568102052,"score_A":5,"score_B":4,"human_ref_A":"Here's what you do: In your exit interview when they ask why you're leaving, point out that they made you wait three years for a promotion they routinely promised you, and that to advance professionally you had to leave the company. OP: If you turn down the competing offer, your current employer no longer has any incentive to try and promote you. They also know you've been looking and interviewing to the point of an offer. Congratulations on your new job at your new company.","human_ref_B":"Just take the other offer. Sounds like they\u2019re just trying to avoid backfilling your role.","labels":1,"seconds_difference":16338.0,"score_ratio":1.25} {"post_id":"d1z5uy","domain":"askhr_test","upvote_ratio":0.98,"history":"HR wants proof of my other job offer. Is this legal? NYC media conglomerate. TLDR: would you take this deal? Sounds fishy to me So they said they only way to expedite my promotion is to become a flight risk. Strange and unfair I thought but fine. I got an offer that pays $22k more than my current salary with a $16k signing bonus, plus all sorts of other lucrative perks. I\u2019m proud of myself! Let my current employer know, and now suddenly they\u2019re offering me the promotion I\u2019d been promised for 3 years. The catch is a) they want proof of my offer b) they don\u2019t have a timeline (yet) as to when it is official Is asking for proof legal? I feel like this is confidential info. What should I say in my mtg tomorrow with my leadership team?","c_root_id_A":"ezsxrzr","c_root_id_B":"ezt1h3m","created_at_utc_A":1568114600,"created_at_utc_B":1568118390,"score_A":3,"score_B":5,"human_ref_A":"Take the new job. Congratulations on it and good luck. Your current gig doesn't appreciate you.","human_ref_B":"Here's what you do: In your exit interview when they ask why you're leaving, point out that they made you wait three years for a promotion they routinely promised you, and that to advance professionally you had to leave the company. OP: If you turn down the competing offer, your current employer no longer has any incentive to try and promote you. They also know you've been looking and interviewing to the point of an offer. Congratulations on your new job at your new company.","labels":0,"seconds_difference":3790.0,"score_ratio":1.6666666667} {"post_id":"d1z5uy","domain":"askhr_test","upvote_ratio":0.98,"history":"HR wants proof of my other job offer. Is this legal? NYC media conglomerate. TLDR: would you take this deal? Sounds fishy to me So they said they only way to expedite my promotion is to become a flight risk. Strange and unfair I thought but fine. I got an offer that pays $22k more than my current salary with a $16k signing bonus, plus all sorts of other lucrative perks. I\u2019m proud of myself! Let my current employer know, and now suddenly they\u2019re offering me the promotion I\u2019d been promised for 3 years. The catch is a) they want proof of my offer b) they don\u2019t have a timeline (yet) as to when it is official Is asking for proof legal? I feel like this is confidential info. What should I say in my mtg tomorrow with my leadership team?","c_root_id_A":"ezsas5h","c_root_id_B":"ezt1h3m","created_at_utc_A":1568085944,"created_at_utc_B":1568118390,"score_A":2,"score_B":5,"human_ref_A":"They're hoping to match so they won't give it to you. Move on.","human_ref_B":"Here's what you do: In your exit interview when they ask why you're leaving, point out that they made you wait three years for a promotion they routinely promised you, and that to advance professionally you had to leave the company. OP: If you turn down the competing offer, your current employer no longer has any incentive to try and promote you. They also know you've been looking and interviewing to the point of an offer. Congratulations on your new job at your new company.","labels":0,"seconds_difference":32446.0,"score_ratio":2.5} {"post_id":"d1z5uy","domain":"askhr_test","upvote_ratio":0.98,"history":"HR wants proof of my other job offer. Is this legal? NYC media conglomerate. TLDR: would you take this deal? Sounds fishy to me So they said they only way to expedite my promotion is to become a flight risk. Strange and unfair I thought but fine. I got an offer that pays $22k more than my current salary with a $16k signing bonus, plus all sorts of other lucrative perks. I\u2019m proud of myself! Let my current employer know, and now suddenly they\u2019re offering me the promotion I\u2019d been promised for 3 years. The catch is a) they want proof of my offer b) they don\u2019t have a timeline (yet) as to when it is official Is asking for proof legal? I feel like this is confidential info. What should I say in my mtg tomorrow with my leadership team?","c_root_id_A":"ezs6e8n","c_root_id_B":"ezt2i8k","created_at_utc_A":1568083559,"created_at_utc_B":1568119322,"score_A":4,"score_B":5,"human_ref_A":"Hell nah, never accept a counter offer.","human_ref_B":"My opinion: take the new job, don't give your current employer anything other than your notice. You don't need to tell them anything at all other than that you're resigning and when. They've spent three years not rewarding your performance and now they also know you want out. They're just offering you a sweet deal to try to keep you around while they find your replacement.","labels":0,"seconds_difference":35763.0,"score_ratio":1.25} {"post_id":"d1z5uy","domain":"askhr_test","upvote_ratio":0.98,"history":"HR wants proof of my other job offer. Is this legal? NYC media conglomerate. TLDR: would you take this deal? Sounds fishy to me So they said they only way to expedite my promotion is to become a flight risk. Strange and unfair I thought but fine. I got an offer that pays $22k more than my current salary with a $16k signing bonus, plus all sorts of other lucrative perks. I\u2019m proud of myself! Let my current employer know, and now suddenly they\u2019re offering me the promotion I\u2019d been promised for 3 years. The catch is a) they want proof of my offer b) they don\u2019t have a timeline (yet) as to when it is official Is asking for proof legal? I feel like this is confidential info. What should I say in my mtg tomorrow with my leadership team?","c_root_id_A":"ezt2i8k","c_root_id_B":"ezspeex","created_at_utc_A":1568119322,"created_at_utc_B":1568102052,"score_A":5,"score_B":4,"human_ref_A":"My opinion: take the new job, don't give your current employer anything other than your notice. You don't need to tell them anything at all other than that you're resigning and when. They've spent three years not rewarding your performance and now they also know you want out. They're just offering you a sweet deal to try to keep you around while they find your replacement.","human_ref_B":"Just take the other offer. Sounds like they\u2019re just trying to avoid backfilling your role.","labels":1,"seconds_difference":17270.0,"score_ratio":1.25} {"post_id":"d1z5uy","domain":"askhr_test","upvote_ratio":0.98,"history":"HR wants proof of my other job offer. Is this legal? NYC media conglomerate. TLDR: would you take this deal? Sounds fishy to me So they said they only way to expedite my promotion is to become a flight risk. Strange and unfair I thought but fine. I got an offer that pays $22k more than my current salary with a $16k signing bonus, plus all sorts of other lucrative perks. I\u2019m proud of myself! Let my current employer know, and now suddenly they\u2019re offering me the promotion I\u2019d been promised for 3 years. The catch is a) they want proof of my offer b) they don\u2019t have a timeline (yet) as to when it is official Is asking for proof legal? I feel like this is confidential info. What should I say in my mtg tomorrow with my leadership team?","c_root_id_A":"ezsas5h","c_root_id_B":"ezspeex","created_at_utc_A":1568085944,"created_at_utc_B":1568102052,"score_A":2,"score_B":4,"human_ref_A":"They're hoping to match so they won't give it to you. Move on.","human_ref_B":"Just take the other offer. Sounds like they\u2019re just trying to avoid backfilling your role.","labels":0,"seconds_difference":16108.0,"score_ratio":2.0} {"post_id":"d1z5uy","domain":"askhr_test","upvote_ratio":0.98,"history":"HR wants proof of my other job offer. Is this legal? NYC media conglomerate. TLDR: would you take this deal? Sounds fishy to me So they said they only way to expedite my promotion is to become a flight risk. Strange and unfair I thought but fine. I got an offer that pays $22k more than my current salary with a $16k signing bonus, plus all sorts of other lucrative perks. I\u2019m proud of myself! Let my current employer know, and now suddenly they\u2019re offering me the promotion I\u2019d been promised for 3 years. The catch is a) they want proof of my offer b) they don\u2019t have a timeline (yet) as to when it is official Is asking for proof legal? I feel like this is confidential info. What should I say in my mtg tomorrow with my leadership team?","c_root_id_A":"ezsxrzr","c_root_id_B":"ezt2i8k","created_at_utc_A":1568114600,"created_at_utc_B":1568119322,"score_A":3,"score_B":5,"human_ref_A":"Take the new job. Congratulations on it and good luck. Your current gig doesn't appreciate you.","human_ref_B":"My opinion: take the new job, don't give your current employer anything other than your notice. You don't need to tell them anything at all other than that you're resigning and when. They've spent three years not rewarding your performance and now they also know you want out. They're just offering you a sweet deal to try to keep you around while they find your replacement.","labels":0,"seconds_difference":4722.0,"score_ratio":1.6666666667} {"post_id":"d1z5uy","domain":"askhr_test","upvote_ratio":0.98,"history":"HR wants proof of my other job offer. Is this legal? NYC media conglomerate. TLDR: would you take this deal? Sounds fishy to me So they said they only way to expedite my promotion is to become a flight risk. Strange and unfair I thought but fine. I got an offer that pays $22k more than my current salary with a $16k signing bonus, plus all sorts of other lucrative perks. I\u2019m proud of myself! Let my current employer know, and now suddenly they\u2019re offering me the promotion I\u2019d been promised for 3 years. The catch is a) they want proof of my offer b) they don\u2019t have a timeline (yet) as to when it is official Is asking for proof legal? I feel like this is confidential info. What should I say in my mtg tomorrow with my leadership team?","c_root_id_A":"ezsas5h","c_root_id_B":"ezt2i8k","created_at_utc_A":1568085944,"created_at_utc_B":1568119322,"score_A":2,"score_B":5,"human_ref_A":"They're hoping to match so they won't give it to you. Move on.","human_ref_B":"My opinion: take the new job, don't give your current employer anything other than your notice. You don't need to tell them anything at all other than that you're resigning and when. They've spent three years not rewarding your performance and now they also know you want out. They're just offering you a sweet deal to try to keep you around while they find your replacement.","labels":0,"seconds_difference":33378.0,"score_ratio":2.5} {"post_id":"d1z5uy","domain":"askhr_test","upvote_ratio":0.98,"history":"HR wants proof of my other job offer. Is this legal? NYC media conglomerate. TLDR: would you take this deal? Sounds fishy to me So they said they only way to expedite my promotion is to become a flight risk. Strange and unfair I thought but fine. I got an offer that pays $22k more than my current salary with a $16k signing bonus, plus all sorts of other lucrative perks. I\u2019m proud of myself! Let my current employer know, and now suddenly they\u2019re offering me the promotion I\u2019d been promised for 3 years. The catch is a) they want proof of my offer b) they don\u2019t have a timeline (yet) as to when it is official Is asking for proof legal? I feel like this is confidential info. What should I say in my mtg tomorrow with my leadership team?","c_root_id_A":"ezt2i8k","c_root_id_B":"ezt2h1z","created_at_utc_A":1568119322,"created_at_utc_B":1568119294,"score_A":5,"score_B":2,"human_ref_A":"My opinion: take the new job, don't give your current employer anything other than your notice. You don't need to tell them anything at all other than that you're resigning and when. They've spent three years not rewarding your performance and now they also know you want out. They're just offering you a sweet deal to try to keep you around while they find your replacement.","human_ref_B":"We do it at my company. It's not a standard or requirement, but if someone's coming in trying to negotiate a raise with us and claims to have a higher offer, we will indeed ask to see the other offer. ​ I see no issue with doing so; people lie about this stuff all the time. ​ EDIT: If it were me, I'd go with the other offer. I wouldn't want to stay at a company that made empty promises. It would concern me that I may need to get yet another offer just to prove I'm worthy of another promotion years down the road.","labels":1,"seconds_difference":28.0,"score_ratio":2.5} {"post_id":"d1z5uy","domain":"askhr_test","upvote_ratio":0.98,"history":"HR wants proof of my other job offer. Is this legal? NYC media conglomerate. TLDR: would you take this deal? Sounds fishy to me So they said they only way to expedite my promotion is to become a flight risk. Strange and unfair I thought but fine. I got an offer that pays $22k more than my current salary with a $16k signing bonus, plus all sorts of other lucrative perks. I\u2019m proud of myself! Let my current employer know, and now suddenly they\u2019re offering me the promotion I\u2019d been promised for 3 years. The catch is a) they want proof of my offer b) they don\u2019t have a timeline (yet) as to when it is official Is asking for proof legal? I feel like this is confidential info. What should I say in my mtg tomorrow with my leadership team?","c_root_id_A":"ezsas5h","c_root_id_B":"ezt75uu","created_at_utc_A":1568085944,"created_at_utc_B":1568123144,"score_A":2,"score_B":3,"human_ref_A":"They're hoping to match so they won't give it to you. Move on.","human_ref_B":"Take the other deal.","labels":0,"seconds_difference":37200.0,"score_ratio":1.5} {"post_id":"d1z5uy","domain":"askhr_test","upvote_ratio":0.98,"history":"HR wants proof of my other job offer. Is this legal? NYC media conglomerate. TLDR: would you take this deal? Sounds fishy to me So they said they only way to expedite my promotion is to become a flight risk. Strange and unfair I thought but fine. I got an offer that pays $22k more than my current salary with a $16k signing bonus, plus all sorts of other lucrative perks. I\u2019m proud of myself! Let my current employer know, and now suddenly they\u2019re offering me the promotion I\u2019d been promised for 3 years. The catch is a) they want proof of my offer b) they don\u2019t have a timeline (yet) as to when it is official Is asking for proof legal? I feel like this is confidential info. What should I say in my mtg tomorrow with my leadership team?","c_root_id_A":"ezt2h1z","c_root_id_B":"ezt75uu","created_at_utc_A":1568119294,"created_at_utc_B":1568123144,"score_A":2,"score_B":3,"human_ref_A":"We do it at my company. It's not a standard or requirement, but if someone's coming in trying to negotiate a raise with us and claims to have a higher offer, we will indeed ask to see the other offer. ​ I see no issue with doing so; people lie about this stuff all the time. ​ EDIT: If it were me, I'd go with the other offer. I wouldn't want to stay at a company that made empty promises. It would concern me that I may need to get yet another offer just to prove I'm worthy of another promotion years down the road.","human_ref_B":"Take the other deal.","labels":0,"seconds_difference":3850.0,"score_ratio":1.5} {"post_id":"d1z5uy","domain":"askhr_test","upvote_ratio":0.98,"history":"HR wants proof of my other job offer. Is this legal? NYC media conglomerate. TLDR: would you take this deal? Sounds fishy to me So they said they only way to expedite my promotion is to become a flight risk. Strange and unfair I thought but fine. I got an offer that pays $22k more than my current salary with a $16k signing bonus, plus all sorts of other lucrative perks. I\u2019m proud of myself! Let my current employer know, and now suddenly they\u2019re offering me the promotion I\u2019d been promised for 3 years. The catch is a) they want proof of my offer b) they don\u2019t have a timeline (yet) as to when it is official Is asking for proof legal? I feel like this is confidential info. What should I say in my mtg tomorrow with my leadership team?","c_root_id_A":"ezt4r0n","c_root_id_B":"ezt75uu","created_at_utc_A":1568121243,"created_at_utc_B":1568123144,"score_A":2,"score_B":3,"human_ref_A":"Yeah, even if it is legal (which honestly, I can't see any reason they couldn't ask, even though disclosing it could be a violation of a contract with the company that gave you the offer possibly) it's still a pretty bad idea. Best case scenario, they give you the promotion quickly and the pay is roughly in line with what your new offer was for. But in reality, you could turn down the offer and they might let you go shortly after for no reason (at-will). Or maybe they make your position untenable and give you horrible assignments. Maybe they act like you're getting the promotion but then six months later \"oh, sorry it fell through with accounting\". Again, even at the very best, this shows a lack of trust because they don't believe you actually got the offer. Or possibly it shows that advancement within the company is all screwed up and you might not want to stay here. If you still really feel like staying is a good choice, be sure to read over everything you signed with the offering company. There might be something you agreed to that declares all communication private and if they have a binding arbitration clause you could end up in violation and end up in trouble that way, but it's really unlikely.","human_ref_B":"Take the other deal.","labels":0,"seconds_difference":1901.0,"score_ratio":1.5} {"post_id":"d1z5uy","domain":"askhr_test","upvote_ratio":0.98,"history":"HR wants proof of my other job offer. Is this legal? NYC media conglomerate. TLDR: would you take this deal? Sounds fishy to me So they said they only way to expedite my promotion is to become a flight risk. Strange and unfair I thought but fine. I got an offer that pays $22k more than my current salary with a $16k signing bonus, plus all sorts of other lucrative perks. I\u2019m proud of myself! Let my current employer know, and now suddenly they\u2019re offering me the promotion I\u2019d been promised for 3 years. The catch is a) they want proof of my offer b) they don\u2019t have a timeline (yet) as to when it is official Is asking for proof legal? I feel like this is confidential info. What should I say in my mtg tomorrow with my leadership team?","c_root_id_A":"ezt75uu","c_root_id_B":"ezt5m8z","created_at_utc_A":1568123144,"created_at_utc_B":1568121936,"score_A":3,"score_B":2,"human_ref_A":"Take the other deal.","human_ref_B":"Off the top of my head, this probably isn't legal and if it is, it's just slimy and big red flag. EDIT: By \"legal\" I was more thinking of mandatory\/necessary to get a promotion done. Sounds like there's a lack of trust, I don't like it. You're entitled to keep details of your new offer private. A note on counter-offers: Companies don't know what they got until it's gone or going to leave. So let's say you take the counter offer, it might even be more money than your new employer was offering, and in a month when the novelty wears off you'll be reminded of why you were looking elsewhere in the first place. The company also knows you were going to leave so your reputation is tainted anyway. You can only remind your current employer of the raise or promotion you were promised so many times. If they can't accommodate what you're looking for, you have every right to go and look elsewhere, which you obviously did. The squeaky wheel gets the oil and since they're counter-offering, it's not like they can say your promotion wasn't in the budget. Take the new job!","labels":1,"seconds_difference":1208.0,"score_ratio":1.5} {"post_id":"d1z5uy","domain":"askhr_test","upvote_ratio":0.98,"history":"HR wants proof of my other job offer. Is this legal? NYC media conglomerate. TLDR: would you take this deal? Sounds fishy to me So they said they only way to expedite my promotion is to become a flight risk. Strange and unfair I thought but fine. I got an offer that pays $22k more than my current salary with a $16k signing bonus, plus all sorts of other lucrative perks. I\u2019m proud of myself! Let my current employer know, and now suddenly they\u2019re offering me the promotion I\u2019d been promised for 3 years. The catch is a) they want proof of my offer b) they don\u2019t have a timeline (yet) as to when it is official Is asking for proof legal? I feel like this is confidential info. What should I say in my mtg tomorrow with my leadership team?","c_root_id_A":"ezsas5h","c_root_id_B":"ezsxrzr","created_at_utc_A":1568085944,"created_at_utc_B":1568114600,"score_A":2,"score_B":3,"human_ref_A":"They're hoping to match so they won't give it to you. Move on.","human_ref_B":"Take the new job. Congratulations on it and good luck. Your current gig doesn't appreciate you.","labels":0,"seconds_difference":28656.0,"score_ratio":1.5} {"post_id":"d1z5uy","domain":"askhr_test","upvote_ratio":0.98,"history":"HR wants proof of my other job offer. Is this legal? NYC media conglomerate. TLDR: would you take this deal? Sounds fishy to me So they said they only way to expedite my promotion is to become a flight risk. Strange and unfair I thought but fine. I got an offer that pays $22k more than my current salary with a $16k signing bonus, plus all sorts of other lucrative perks. I\u2019m proud of myself! Let my current employer know, and now suddenly they\u2019re offering me the promotion I\u2019d been promised for 3 years. The catch is a) they want proof of my offer b) they don\u2019t have a timeline (yet) as to when it is official Is asking for proof legal? I feel like this is confidential info. What should I say in my mtg tomorrow with my leadership team?","c_root_id_A":"ezt3zac","c_root_id_B":"ezsas5h","created_at_utc_A":1568120599,"created_at_utc_B":1568085944,"score_A":3,"score_B":2,"human_ref_A":"Who cares? They sound like an awful company and you should take the job offer.","human_ref_B":"They're hoping to match so they won't give it to you. Move on.","labels":1,"seconds_difference":34655.0,"score_ratio":1.5} {"post_id":"d1z5uy","domain":"askhr_test","upvote_ratio":0.98,"history":"HR wants proof of my other job offer. Is this legal? NYC media conglomerate. TLDR: would you take this deal? Sounds fishy to me So they said they only way to expedite my promotion is to become a flight risk. Strange and unfair I thought but fine. I got an offer that pays $22k more than my current salary with a $16k signing bonus, plus all sorts of other lucrative perks. I\u2019m proud of myself! Let my current employer know, and now suddenly they\u2019re offering me the promotion I\u2019d been promised for 3 years. The catch is a) they want proof of my offer b) they don\u2019t have a timeline (yet) as to when it is official Is asking for proof legal? I feel like this is confidential info. What should I say in my mtg tomorrow with my leadership team?","c_root_id_A":"ezt2h1z","c_root_id_B":"ezt3zac","created_at_utc_A":1568119294,"created_at_utc_B":1568120599,"score_A":2,"score_B":3,"human_ref_A":"We do it at my company. It's not a standard or requirement, but if someone's coming in trying to negotiate a raise with us and claims to have a higher offer, we will indeed ask to see the other offer. ​ I see no issue with doing so; people lie about this stuff all the time. ​ EDIT: If it were me, I'd go with the other offer. I wouldn't want to stay at a company that made empty promises. It would concern me that I may need to get yet another offer just to prove I'm worthy of another promotion years down the road.","human_ref_B":"Who cares? They sound like an awful company and you should take the job offer.","labels":0,"seconds_difference":1305.0,"score_ratio":1.5} {"post_id":"jch7iw","domain":"askhr_test","upvote_ratio":0.98,"history":"[CA]Boss sold company truck and wants me to drive my truck so it can be used to pick up supplies I work for a company in California. There's no local HR and it's handled at corporate in a different state. Ok so we had a work truck that the company owned that we'd use to pick up supplies like once or twice a month. It would also be used if anyone needed to make any sort of trip for the company's reasons on company time. Well this week my boss sold it. I'm going to speculate a bit and I can't prove it at all, but I'm like 80% sure he sold it to a friend or family member for cheap. It was a great truck that even I drove a couple times and it didn't have any issues with it so I don't know why he felt like selling it. Anyway so today we needed to pick up supplies. I'm the only one here that has a truck. Boss walked into my office and told me that if I'm not busy I need to take my truck to pick up supplies or give my keys to my coworker so he can go. I point to the coat rack I have in my office that has my motorcycle jacket and helmet hanging on it and say \"I rode my bike today\" he looked annoyed and just says \"that's going to be a problem\" and walks out of my office. When the weather is good I like to ride my bike and the weather has been amazing here the past couple weeks. Anyway my boss came back into my office several minutes later telling me to go with my coworker in his car to my house to get my truck so we can go get the supplies. I lied and told him my wife took the truck to her sister's place like 1.5 hours away. He put his hands on his hips and shook his head visibly getting more annoyed. Told me I need to bring my truck in on Monday and he'll let me know ahead of time the next time that we're running low so I can make sure that I bring my truck in. So I'm really annoyed myself right now. If we needed the company truck why the hell did he sell it? Anyway I don't want my personal truck to be used as a company truck and I don't like being told what I can and can't drive into work. So my question is can I do anything about this?? Can my boss really tell me to drive my truck to work and force me to pick up supplies in it? I'm now intentionally not going to drive my truck into work, especially if I know we're running low.","c_root_id_A":"g91n16g","c_root_id_B":"g91fgjh","created_at_utc_A":1602884589,"created_at_utc_B":1602881103,"score_A":92,"score_B":2,"human_ref_A":"Ask for insurance and mileage reimbursement. No of course they can\u2019t make you do anything, but that doesn\u2019t mean they won\u2019t fire you, that\u2019s just the reality of the situation.","human_ref_B":"Was the availability & use of your truck part of your employment agreement?","labels":1,"seconds_difference":3486.0,"score_ratio":46.0} {"post_id":"jch7iw","domain":"askhr_test","upvote_ratio":0.98,"history":"[CA]Boss sold company truck and wants me to drive my truck so it can be used to pick up supplies I work for a company in California. There's no local HR and it's handled at corporate in a different state. Ok so we had a work truck that the company owned that we'd use to pick up supplies like once or twice a month. It would also be used if anyone needed to make any sort of trip for the company's reasons on company time. Well this week my boss sold it. I'm going to speculate a bit and I can't prove it at all, but I'm like 80% sure he sold it to a friend or family member for cheap. It was a great truck that even I drove a couple times and it didn't have any issues with it so I don't know why he felt like selling it. Anyway so today we needed to pick up supplies. I'm the only one here that has a truck. Boss walked into my office and told me that if I'm not busy I need to take my truck to pick up supplies or give my keys to my coworker so he can go. I point to the coat rack I have in my office that has my motorcycle jacket and helmet hanging on it and say \"I rode my bike today\" he looked annoyed and just says \"that's going to be a problem\" and walks out of my office. When the weather is good I like to ride my bike and the weather has been amazing here the past couple weeks. Anyway my boss came back into my office several minutes later telling me to go with my coworker in his car to my house to get my truck so we can go get the supplies. I lied and told him my wife took the truck to her sister's place like 1.5 hours away. He put his hands on his hips and shook his head visibly getting more annoyed. Told me I need to bring my truck in on Monday and he'll let me know ahead of time the next time that we're running low so I can make sure that I bring my truck in. So I'm really annoyed myself right now. If we needed the company truck why the hell did he sell it? Anyway I don't want my personal truck to be used as a company truck and I don't like being told what I can and can't drive into work. So my question is can I do anything about this?? Can my boss really tell me to drive my truck to work and force me to pick up supplies in it? I'm now intentionally not going to drive my truck into work, especially if I know we're running low.","c_root_id_A":"g91fgjh","c_root_id_B":"g91yi4u","created_at_utc_A":1602881103,"created_at_utc_B":1602891351,"score_A":2,"score_B":25,"human_ref_A":"Was the availability & use of your truck part of your employment agreement?","human_ref_B":"Would your insurance even allow this? You might need to upgrade to a business use policy, or possibly even commercial, depending on the weight you're carrying.","labels":0,"seconds_difference":10248.0,"score_ratio":12.5} {"post_id":"jch7iw","domain":"askhr_test","upvote_ratio":0.98,"history":"[CA]Boss sold company truck and wants me to drive my truck so it can be used to pick up supplies I work for a company in California. There's no local HR and it's handled at corporate in a different state. Ok so we had a work truck that the company owned that we'd use to pick up supplies like once or twice a month. It would also be used if anyone needed to make any sort of trip for the company's reasons on company time. Well this week my boss sold it. I'm going to speculate a bit and I can't prove it at all, but I'm like 80% sure he sold it to a friend or family member for cheap. It was a great truck that even I drove a couple times and it didn't have any issues with it so I don't know why he felt like selling it. Anyway so today we needed to pick up supplies. I'm the only one here that has a truck. Boss walked into my office and told me that if I'm not busy I need to take my truck to pick up supplies or give my keys to my coworker so he can go. I point to the coat rack I have in my office that has my motorcycle jacket and helmet hanging on it and say \"I rode my bike today\" he looked annoyed and just says \"that's going to be a problem\" and walks out of my office. When the weather is good I like to ride my bike and the weather has been amazing here the past couple weeks. Anyway my boss came back into my office several minutes later telling me to go with my coworker in his car to my house to get my truck so we can go get the supplies. I lied and told him my wife took the truck to her sister's place like 1.5 hours away. He put his hands on his hips and shook his head visibly getting more annoyed. Told me I need to bring my truck in on Monday and he'll let me know ahead of time the next time that we're running low so I can make sure that I bring my truck in. So I'm really annoyed myself right now. If we needed the company truck why the hell did he sell it? Anyway I don't want my personal truck to be used as a company truck and I don't like being told what I can and can't drive into work. So my question is can I do anything about this?? Can my boss really tell me to drive my truck to work and force me to pick up supplies in it? I'm now intentionally not going to drive my truck into work, especially if I know we're running low.","c_root_id_A":"g92fbry","c_root_id_B":"g92d057","created_at_utc_A":1602902104,"created_at_utc_B":1602900566,"score_A":25,"score_B":13,"human_ref_A":"You should tell your boss you just sold your truck to a family member who needed it cheap.","human_ref_B":"I don\u2019t know your exact situation of course but I would send an email recapping the conversation and just flat out say no. Your personal vehicle is not for company use. You don\u2019t need to explain further. Not a bad idea to email HR to share the conversation and your concerns around refusing his instructions. My momma doesn\u2019t tell me what to do with my things. I\u2019ll be damned if anyone else will.","labels":1,"seconds_difference":1538.0,"score_ratio":1.9230769231} {"post_id":"jch7iw","domain":"askhr_test","upvote_ratio":0.98,"history":"[CA]Boss sold company truck and wants me to drive my truck so it can be used to pick up supplies I work for a company in California. There's no local HR and it's handled at corporate in a different state. Ok so we had a work truck that the company owned that we'd use to pick up supplies like once or twice a month. It would also be used if anyone needed to make any sort of trip for the company's reasons on company time. Well this week my boss sold it. I'm going to speculate a bit and I can't prove it at all, but I'm like 80% sure he sold it to a friend or family member for cheap. It was a great truck that even I drove a couple times and it didn't have any issues with it so I don't know why he felt like selling it. Anyway so today we needed to pick up supplies. I'm the only one here that has a truck. Boss walked into my office and told me that if I'm not busy I need to take my truck to pick up supplies or give my keys to my coworker so he can go. I point to the coat rack I have in my office that has my motorcycle jacket and helmet hanging on it and say \"I rode my bike today\" he looked annoyed and just says \"that's going to be a problem\" and walks out of my office. When the weather is good I like to ride my bike and the weather has been amazing here the past couple weeks. Anyway my boss came back into my office several minutes later telling me to go with my coworker in his car to my house to get my truck so we can go get the supplies. I lied and told him my wife took the truck to her sister's place like 1.5 hours away. He put his hands on his hips and shook his head visibly getting more annoyed. Told me I need to bring my truck in on Monday and he'll let me know ahead of time the next time that we're running low so I can make sure that I bring my truck in. So I'm really annoyed myself right now. If we needed the company truck why the hell did he sell it? Anyway I don't want my personal truck to be used as a company truck and I don't like being told what I can and can't drive into work. So my question is can I do anything about this?? Can my boss really tell me to drive my truck to work and force me to pick up supplies in it? I'm now intentionally not going to drive my truck into work, especially if I know we're running low.","c_root_id_A":"g921e6g","c_root_id_B":"g92fbry","created_at_utc_A":1602893108,"created_at_utc_B":1602902104,"score_A":12,"score_B":25,"human_ref_A":"Hello, California HR here. First question is, Are you willing to lose your job over this? They most likely won't fire you on the spot but believe me - every company can find something you aren't doing right even though you were doing the same things for years. As bad as that sounds it happens alot, even in our state. It might not be for a few months but you might be on your manager's hit list since you are making his life harder. Whether that is right or wrong doesnt really matter if you care for your job. Here is labor code 2802 (google if you want to fully understand it but it is in lawyer language) put simply: https:\/\/www.shrm.org\/resourcesandtools\/tools-and-samples\/hr-qa\/pages\/california-businessrelatedexpenses.aspx Everything used with your vehicle should be accomodated and reimbursed for if they choose to use it. With that said you know your business and boss. You can ask and fight for all these things - but you need to measure out the risk of it. Good Luck!","human_ref_B":"You should tell your boss you just sold your truck to a family member who needed it cheap.","labels":0,"seconds_difference":8996.0,"score_ratio":2.0833333333} {"post_id":"jch7iw","domain":"askhr_test","upvote_ratio":0.98,"history":"[CA]Boss sold company truck and wants me to drive my truck so it can be used to pick up supplies I work for a company in California. There's no local HR and it's handled at corporate in a different state. Ok so we had a work truck that the company owned that we'd use to pick up supplies like once or twice a month. It would also be used if anyone needed to make any sort of trip for the company's reasons on company time. Well this week my boss sold it. I'm going to speculate a bit and I can't prove it at all, but I'm like 80% sure he sold it to a friend or family member for cheap. It was a great truck that even I drove a couple times and it didn't have any issues with it so I don't know why he felt like selling it. Anyway so today we needed to pick up supplies. I'm the only one here that has a truck. Boss walked into my office and told me that if I'm not busy I need to take my truck to pick up supplies or give my keys to my coworker so he can go. I point to the coat rack I have in my office that has my motorcycle jacket and helmet hanging on it and say \"I rode my bike today\" he looked annoyed and just says \"that's going to be a problem\" and walks out of my office. When the weather is good I like to ride my bike and the weather has been amazing here the past couple weeks. Anyway my boss came back into my office several minutes later telling me to go with my coworker in his car to my house to get my truck so we can go get the supplies. I lied and told him my wife took the truck to her sister's place like 1.5 hours away. He put his hands on his hips and shook his head visibly getting more annoyed. Told me I need to bring my truck in on Monday and he'll let me know ahead of time the next time that we're running low so I can make sure that I bring my truck in. So I'm really annoyed myself right now. If we needed the company truck why the hell did he sell it? Anyway I don't want my personal truck to be used as a company truck and I don't like being told what I can and can't drive into work. So my question is can I do anything about this?? Can my boss really tell me to drive my truck to work and force me to pick up supplies in it? I'm now intentionally not going to drive my truck into work, especially if I know we're running low.","c_root_id_A":"g92fbry","c_root_id_B":"g91fgjh","created_at_utc_A":1602902104,"created_at_utc_B":1602881103,"score_A":25,"score_B":2,"human_ref_A":"You should tell your boss you just sold your truck to a family member who needed it cheap.","human_ref_B":"Was the availability & use of your truck part of your employment agreement?","labels":1,"seconds_difference":21001.0,"score_ratio":12.5} {"post_id":"jch7iw","domain":"askhr_test","upvote_ratio":0.98,"history":"[CA]Boss sold company truck and wants me to drive my truck so it can be used to pick up supplies I work for a company in California. There's no local HR and it's handled at corporate in a different state. Ok so we had a work truck that the company owned that we'd use to pick up supplies like once or twice a month. It would also be used if anyone needed to make any sort of trip for the company's reasons on company time. Well this week my boss sold it. I'm going to speculate a bit and I can't prove it at all, but I'm like 80% sure he sold it to a friend or family member for cheap. It was a great truck that even I drove a couple times and it didn't have any issues with it so I don't know why he felt like selling it. Anyway so today we needed to pick up supplies. I'm the only one here that has a truck. Boss walked into my office and told me that if I'm not busy I need to take my truck to pick up supplies or give my keys to my coworker so he can go. I point to the coat rack I have in my office that has my motorcycle jacket and helmet hanging on it and say \"I rode my bike today\" he looked annoyed and just says \"that's going to be a problem\" and walks out of my office. When the weather is good I like to ride my bike and the weather has been amazing here the past couple weeks. Anyway my boss came back into my office several minutes later telling me to go with my coworker in his car to my house to get my truck so we can go get the supplies. I lied and told him my wife took the truck to her sister's place like 1.5 hours away. He put his hands on his hips and shook his head visibly getting more annoyed. Told me I need to bring my truck in on Monday and he'll let me know ahead of time the next time that we're running low so I can make sure that I bring my truck in. So I'm really annoyed myself right now. If we needed the company truck why the hell did he sell it? Anyway I don't want my personal truck to be used as a company truck and I don't like being told what I can and can't drive into work. So my question is can I do anything about this?? Can my boss really tell me to drive my truck to work and force me to pick up supplies in it? I'm now intentionally not going to drive my truck into work, especially if I know we're running low.","c_root_id_A":"g92d057","c_root_id_B":"g921e6g","created_at_utc_A":1602900566,"created_at_utc_B":1602893108,"score_A":13,"score_B":12,"human_ref_A":"I don\u2019t know your exact situation of course but I would send an email recapping the conversation and just flat out say no. Your personal vehicle is not for company use. You don\u2019t need to explain further. Not a bad idea to email HR to share the conversation and your concerns around refusing his instructions. My momma doesn\u2019t tell me what to do with my things. I\u2019ll be damned if anyone else will.","human_ref_B":"Hello, California HR here. First question is, Are you willing to lose your job over this? They most likely won't fire you on the spot but believe me - every company can find something you aren't doing right even though you were doing the same things for years. As bad as that sounds it happens alot, even in our state. It might not be for a few months but you might be on your manager's hit list since you are making his life harder. Whether that is right or wrong doesnt really matter if you care for your job. Here is labor code 2802 (google if you want to fully understand it but it is in lawyer language) put simply: https:\/\/www.shrm.org\/resourcesandtools\/tools-and-samples\/hr-qa\/pages\/california-businessrelatedexpenses.aspx Everything used with your vehicle should be accomodated and reimbursed for if they choose to use it. With that said you know your business and boss. You can ask and fight for all these things - but you need to measure out the risk of it. Good Luck!","labels":1,"seconds_difference":7458.0,"score_ratio":1.0833333333} {"post_id":"jch7iw","domain":"askhr_test","upvote_ratio":0.98,"history":"[CA]Boss sold company truck and wants me to drive my truck so it can be used to pick up supplies I work for a company in California. There's no local HR and it's handled at corporate in a different state. Ok so we had a work truck that the company owned that we'd use to pick up supplies like once or twice a month. It would also be used if anyone needed to make any sort of trip for the company's reasons on company time. Well this week my boss sold it. I'm going to speculate a bit and I can't prove it at all, but I'm like 80% sure he sold it to a friend or family member for cheap. It was a great truck that even I drove a couple times and it didn't have any issues with it so I don't know why he felt like selling it. Anyway so today we needed to pick up supplies. I'm the only one here that has a truck. Boss walked into my office and told me that if I'm not busy I need to take my truck to pick up supplies or give my keys to my coworker so he can go. I point to the coat rack I have in my office that has my motorcycle jacket and helmet hanging on it and say \"I rode my bike today\" he looked annoyed and just says \"that's going to be a problem\" and walks out of my office. When the weather is good I like to ride my bike and the weather has been amazing here the past couple weeks. Anyway my boss came back into my office several minutes later telling me to go with my coworker in his car to my house to get my truck so we can go get the supplies. I lied and told him my wife took the truck to her sister's place like 1.5 hours away. He put his hands on his hips and shook his head visibly getting more annoyed. Told me I need to bring my truck in on Monday and he'll let me know ahead of time the next time that we're running low so I can make sure that I bring my truck in. So I'm really annoyed myself right now. If we needed the company truck why the hell did he sell it? Anyway I don't want my personal truck to be used as a company truck and I don't like being told what I can and can't drive into work. So my question is can I do anything about this?? Can my boss really tell me to drive my truck to work and force me to pick up supplies in it? I'm now intentionally not going to drive my truck into work, especially if I know we're running low.","c_root_id_A":"g91fgjh","c_root_id_B":"g92d057","created_at_utc_A":1602881103,"created_at_utc_B":1602900566,"score_A":2,"score_B":13,"human_ref_A":"Was the availability & use of your truck part of your employment agreement?","human_ref_B":"I don\u2019t know your exact situation of course but I would send an email recapping the conversation and just flat out say no. Your personal vehicle is not for company use. You don\u2019t need to explain further. Not a bad idea to email HR to share the conversation and your concerns around refusing his instructions. My momma doesn\u2019t tell me what to do with my things. I\u2019ll be damned if anyone else will.","labels":0,"seconds_difference":19463.0,"score_ratio":6.5} {"post_id":"jch7iw","domain":"askhr_test","upvote_ratio":0.98,"history":"[CA]Boss sold company truck and wants me to drive my truck so it can be used to pick up supplies I work for a company in California. There's no local HR and it's handled at corporate in a different state. Ok so we had a work truck that the company owned that we'd use to pick up supplies like once or twice a month. It would also be used if anyone needed to make any sort of trip for the company's reasons on company time. Well this week my boss sold it. I'm going to speculate a bit and I can't prove it at all, but I'm like 80% sure he sold it to a friend or family member for cheap. It was a great truck that even I drove a couple times and it didn't have any issues with it so I don't know why he felt like selling it. Anyway so today we needed to pick up supplies. I'm the only one here that has a truck. Boss walked into my office and told me that if I'm not busy I need to take my truck to pick up supplies or give my keys to my coworker so he can go. I point to the coat rack I have in my office that has my motorcycle jacket and helmet hanging on it and say \"I rode my bike today\" he looked annoyed and just says \"that's going to be a problem\" and walks out of my office. When the weather is good I like to ride my bike and the weather has been amazing here the past couple weeks. Anyway my boss came back into my office several minutes later telling me to go with my coworker in his car to my house to get my truck so we can go get the supplies. I lied and told him my wife took the truck to her sister's place like 1.5 hours away. He put his hands on his hips and shook his head visibly getting more annoyed. Told me I need to bring my truck in on Monday and he'll let me know ahead of time the next time that we're running low so I can make sure that I bring my truck in. So I'm really annoyed myself right now. If we needed the company truck why the hell did he sell it? Anyway I don't want my personal truck to be used as a company truck and I don't like being told what I can and can't drive into work. So my question is can I do anything about this?? Can my boss really tell me to drive my truck to work and force me to pick up supplies in it? I'm now intentionally not going to drive my truck into work, especially if I know we're running low.","c_root_id_A":"g921e6g","c_root_id_B":"g91fgjh","created_at_utc_A":1602893108,"created_at_utc_B":1602881103,"score_A":12,"score_B":2,"human_ref_A":"Hello, California HR here. First question is, Are you willing to lose your job over this? They most likely won't fire you on the spot but believe me - every company can find something you aren't doing right even though you were doing the same things for years. As bad as that sounds it happens alot, even in our state. It might not be for a few months but you might be on your manager's hit list since you are making his life harder. Whether that is right or wrong doesnt really matter if you care for your job. Here is labor code 2802 (google if you want to fully understand it but it is in lawyer language) put simply: https:\/\/www.shrm.org\/resourcesandtools\/tools-and-samples\/hr-qa\/pages\/california-businessrelatedexpenses.aspx Everything used with your vehicle should be accomodated and reimbursed for if they choose to use it. With that said you know your business and boss. You can ask and fight for all these things - but you need to measure out the risk of it. Good Luck!","human_ref_B":"Was the availability & use of your truck part of your employment agreement?","labels":1,"seconds_difference":12005.0,"score_ratio":6.0} {"post_id":"jch7iw","domain":"askhr_test","upvote_ratio":0.98,"history":"[CA]Boss sold company truck and wants me to drive my truck so it can be used to pick up supplies I work for a company in California. There's no local HR and it's handled at corporate in a different state. Ok so we had a work truck that the company owned that we'd use to pick up supplies like once or twice a month. It would also be used if anyone needed to make any sort of trip for the company's reasons on company time. Well this week my boss sold it. I'm going to speculate a bit and I can't prove it at all, but I'm like 80% sure he sold it to a friend or family member for cheap. It was a great truck that even I drove a couple times and it didn't have any issues with it so I don't know why he felt like selling it. Anyway so today we needed to pick up supplies. I'm the only one here that has a truck. Boss walked into my office and told me that if I'm not busy I need to take my truck to pick up supplies or give my keys to my coworker so he can go. I point to the coat rack I have in my office that has my motorcycle jacket and helmet hanging on it and say \"I rode my bike today\" he looked annoyed and just says \"that's going to be a problem\" and walks out of my office. When the weather is good I like to ride my bike and the weather has been amazing here the past couple weeks. Anyway my boss came back into my office several minutes later telling me to go with my coworker in his car to my house to get my truck so we can go get the supplies. I lied and told him my wife took the truck to her sister's place like 1.5 hours away. He put his hands on his hips and shook his head visibly getting more annoyed. Told me I need to bring my truck in on Monday and he'll let me know ahead of time the next time that we're running low so I can make sure that I bring my truck in. So I'm really annoyed myself right now. If we needed the company truck why the hell did he sell it? Anyway I don't want my personal truck to be used as a company truck and I don't like being told what I can and can't drive into work. So my question is can I do anything about this?? Can my boss really tell me to drive my truck to work and force me to pick up supplies in it? I'm now intentionally not going to drive my truck into work, especially if I know we're running low.","c_root_id_A":"g92ilgj","c_root_id_B":"g91fgjh","created_at_utc_A":1602904396,"created_at_utc_B":1602881103,"score_A":4,"score_B":2,"human_ref_A":"If you do this you need to contact your insurance company. If you don\u2019t and there\u2019s a claim made against you the insurer can and mostly likely cancel you policy in which case you will be responsible for damages (property and injury\u2019s) that could bankrupt you. The extra insurance can be pricey ask work if they would pay for the extra insurance. I have read horror stories of ride-share drivers and food delivery drivers getting there policy\u2019s canceled.","human_ref_B":"Was the availability & use of your truck part of your employment agreement?","labels":1,"seconds_difference":23293.0,"score_ratio":2.0} {"post_id":"jch7iw","domain":"askhr_test","upvote_ratio":0.98,"history":"[CA]Boss sold company truck and wants me to drive my truck so it can be used to pick up supplies I work for a company in California. There's no local HR and it's handled at corporate in a different state. Ok so we had a work truck that the company owned that we'd use to pick up supplies like once or twice a month. It would also be used if anyone needed to make any sort of trip for the company's reasons on company time. Well this week my boss sold it. I'm going to speculate a bit and I can't prove it at all, but I'm like 80% sure he sold it to a friend or family member for cheap. It was a great truck that even I drove a couple times and it didn't have any issues with it so I don't know why he felt like selling it. Anyway so today we needed to pick up supplies. I'm the only one here that has a truck. Boss walked into my office and told me that if I'm not busy I need to take my truck to pick up supplies or give my keys to my coworker so he can go. I point to the coat rack I have in my office that has my motorcycle jacket and helmet hanging on it and say \"I rode my bike today\" he looked annoyed and just says \"that's going to be a problem\" and walks out of my office. When the weather is good I like to ride my bike and the weather has been amazing here the past couple weeks. Anyway my boss came back into my office several minutes later telling me to go with my coworker in his car to my house to get my truck so we can go get the supplies. I lied and told him my wife took the truck to her sister's place like 1.5 hours away. He put his hands on his hips and shook his head visibly getting more annoyed. Told me I need to bring my truck in on Monday and he'll let me know ahead of time the next time that we're running low so I can make sure that I bring my truck in. So I'm really annoyed myself right now. If we needed the company truck why the hell did he sell it? Anyway I don't want my personal truck to be used as a company truck and I don't like being told what I can and can't drive into work. So my question is can I do anything about this?? Can my boss really tell me to drive my truck to work and force me to pick up supplies in it? I'm now intentionally not going to drive my truck into work, especially if I know we're running low.","c_root_id_A":"g938ezl","c_root_id_B":"g91fgjh","created_at_utc_A":1602928172,"created_at_utc_B":1602881103,"score_A":3,"score_B":2,"human_ref_A":"Your car needs to be insured with a business in order to be used for a business. Or you won\u2019t be covered. That\u2019s a shitty boss you\u2019ve got.","human_ref_B":"Was the availability & use of your truck part of your employment agreement?","labels":1,"seconds_difference":47069.0,"score_ratio":1.5} {"post_id":"jch7iw","domain":"askhr_test","upvote_ratio":0.98,"history":"[CA]Boss sold company truck and wants me to drive my truck so it can be used to pick up supplies I work for a company in California. There's no local HR and it's handled at corporate in a different state. Ok so we had a work truck that the company owned that we'd use to pick up supplies like once or twice a month. It would also be used if anyone needed to make any sort of trip for the company's reasons on company time. Well this week my boss sold it. I'm going to speculate a bit and I can't prove it at all, but I'm like 80% sure he sold it to a friend or family member for cheap. It was a great truck that even I drove a couple times and it didn't have any issues with it so I don't know why he felt like selling it. Anyway so today we needed to pick up supplies. I'm the only one here that has a truck. Boss walked into my office and told me that if I'm not busy I need to take my truck to pick up supplies or give my keys to my coworker so he can go. I point to the coat rack I have in my office that has my motorcycle jacket and helmet hanging on it and say \"I rode my bike today\" he looked annoyed and just says \"that's going to be a problem\" and walks out of my office. When the weather is good I like to ride my bike and the weather has been amazing here the past couple weeks. Anyway my boss came back into my office several minutes later telling me to go with my coworker in his car to my house to get my truck so we can go get the supplies. I lied and told him my wife took the truck to her sister's place like 1.5 hours away. He put his hands on his hips and shook his head visibly getting more annoyed. Told me I need to bring my truck in on Monday and he'll let me know ahead of time the next time that we're running low so I can make sure that I bring my truck in. So I'm really annoyed myself right now. If we needed the company truck why the hell did he sell it? Anyway I don't want my personal truck to be used as a company truck and I don't like being told what I can and can't drive into work. So my question is can I do anything about this?? Can my boss really tell me to drive my truck to work and force me to pick up supplies in it? I'm now intentionally not going to drive my truck into work, especially if I know we're running low.","c_root_id_A":"g91fgjh","c_root_id_B":"g93cdvh","created_at_utc_A":1602881103,"created_at_utc_B":1602932420,"score_A":2,"score_B":3,"human_ref_A":"Was the availability & use of your truck part of your employment agreement?","human_ref_B":"I am very interested to know how this goes on Monday","labels":0,"seconds_difference":51317.0,"score_ratio":1.5} {"post_id":"qmtnb6","domain":"askhr_test","upvote_ratio":0.94,"history":"[MN] My Employer Is Taking Away My Company Car Benefit . . . what now? Hi. Twelve years ago, when I was hired by my new employer, I was provided with a company car to visit customers within a tristate region. The car was an important element of my negotiated hiring package. I have also been allowed to use the car for personal use. A few years ago, my employer was purchased by a larger competitor and I was still provided a company car. It's been a great benefit: I pay $50 per paycheck for the use of the car and that includes a fleet gas card (free gas!), no costs to me for maintenance or auto insurance, etc. And, about every three years or so, I am provided with a new replacement vehicle. This wonderful benefit is going to end within the next couple of months. Question: Should I ask my employer for some additional compensation to help compensate for the loss of the car going forward as the initial car was part of my hiring package? If yes, how should I proceed? My business travel needs haven't changed, and, in fact, my business travel will increase in 2022 and going forward. I don't have my tax info in front of me, but I'm certain my employer-provided tax docs somehow report the car as some benefit. All thoughts are appreciated! TIA!","c_root_id_A":"hjctr7s","c_root_id_B":"hjcvgsb","created_at_utc_A":1636072643,"created_at_utc_B":1636073384,"score_A":10,"score_B":36,"human_ref_A":"This happens sometimes. I was working for a large auto parts retailer and they took away the sales vehicles to about 750 people. In return they received a $300 a month stipend and a free gas card. Talk with them and see what your options are","human_ref_B":"if they want you to visit customers across 3 states, they should provide the way to get there. They don't want to own a big fleet, fine, but your job requires getting to the customers- but they should provide you with one because of the nature of the job duties. They're gonna be renting you a lot of cars, because you should refuse to be making customer visits across 3 states in your personal vehicle and wearing it out.","labels":0,"seconds_difference":741.0,"score_ratio":3.6} {"post_id":"qmtnb6","domain":"askhr_test","upvote_ratio":0.94,"history":"[MN] My Employer Is Taking Away My Company Car Benefit . . . what now? Hi. Twelve years ago, when I was hired by my new employer, I was provided with a company car to visit customers within a tristate region. The car was an important element of my negotiated hiring package. I have also been allowed to use the car for personal use. A few years ago, my employer was purchased by a larger competitor and I was still provided a company car. It's been a great benefit: I pay $50 per paycheck for the use of the car and that includes a fleet gas card (free gas!), no costs to me for maintenance or auto insurance, etc. And, about every three years or so, I am provided with a new replacement vehicle. This wonderful benefit is going to end within the next couple of months. Question: Should I ask my employer for some additional compensation to help compensate for the loss of the car going forward as the initial car was part of my hiring package? If yes, how should I proceed? My business travel needs haven't changed, and, in fact, my business travel will increase in 2022 and going forward. I don't have my tax info in front of me, but I'm certain my employer-provided tax docs somehow report the car as some benefit. All thoughts are appreciated! TIA!","c_root_id_A":"hjcvgsb","c_root_id_B":"hjcq19g","created_at_utc_A":1636073384,"created_at_utc_B":1636071011,"score_A":36,"score_B":10,"human_ref_A":"if they want you to visit customers across 3 states, they should provide the way to get there. They don't want to own a big fleet, fine, but your job requires getting to the customers- but they should provide you with one because of the nature of the job duties. They're gonna be renting you a lot of cars, because you should refuse to be making customer visits across 3 states in your personal vehicle and wearing it out.","human_ref_B":"Absolutely! Your compensation package isnt just your paycheck, it's also the insurance, paid time off, and benefits. You basically just got a huge cut in compensation. It may not or may not have be intentional, but definitely call a flag on this play.","labels":1,"seconds_difference":2373.0,"score_ratio":3.6} {"post_id":"csidg7","domain":"askhr_test","upvote_ratio":0.98,"history":"Those who work at a company with an \"unlimited\" vacation policy: How much time can\/do you REALLY take off? Been interviewing and have a couple offers. One company boasts an \"unlimited\" vacation policy. I've heard of this but never worked for an employer that has one. I'm not so naive to think that it's really \"unlimited\", so curious about anyone else's experience. I pushed the hiring manager on giving me a specific number, but she wouldn't budge. Only said they deliberately don't issue even a general target so that if employees leave they can't make a case to get paid out for unused vacation time (because there is no vacation accrual or balance in their world of unlimited vacation). **So how much vacation time can redditors really take at a company that offers \"unlimited\" before catching shit?** Country: US Industry: Advertising Agency\/Consulting Role: Tech","c_root_id_A":"exf0r04","c_root_id_B":"exf0kz3","created_at_utc_A":1566229984,"created_at_utc_B":1566229871,"score_A":107,"score_B":88,"human_ref_A":"I read up on this policy and in some instances people actually take less time off with the unlimited policy. If someone is given 3 weeks of PTO they\u2019re going to use it, but by not having a set amount and people psychologically knowing they can take time off whenever, doesn\u2019t mean they\u2019re going to.","human_ref_B":"Unlimited also prevents employees from banking time to be paid out when they leave","labels":1,"seconds_difference":113.0,"score_ratio":1.2159090909} {"post_id":"csidg7","domain":"askhr_test","upvote_ratio":0.98,"history":"Those who work at a company with an \"unlimited\" vacation policy: How much time can\/do you REALLY take off? Been interviewing and have a couple offers. One company boasts an \"unlimited\" vacation policy. I've heard of this but never worked for an employer that has one. I'm not so naive to think that it's really \"unlimited\", so curious about anyone else's experience. I pushed the hiring manager on giving me a specific number, but she wouldn't budge. Only said they deliberately don't issue even a general target so that if employees leave they can't make a case to get paid out for unused vacation time (because there is no vacation accrual or balance in their world of unlimited vacation). **So how much vacation time can redditors really take at a company that offers \"unlimited\" before catching shit?** Country: US Industry: Advertising Agency\/Consulting Role: Tech","c_root_id_A":"exf0r04","c_root_id_B":"exexzlb","created_at_utc_A":1566229984,"created_at_utc_B":1566228069,"score_A":107,"score_B":40,"human_ref_A":"I read up on this policy and in some instances people actually take less time off with the unlimited policy. If someone is given 3 weeks of PTO they\u2019re going to use it, but by not having a set amount and people psychologically knowing they can take time off whenever, doesn\u2019t mean they\u2019re going to.","human_ref_B":"Great question. I\u2019m at my second company with unlimited vacation and they ask that at minimum we take three weeks. My boss is really chill and I can take much more than that, and I feel like people in the office are gone constantly lol. My last job also had unlimited but no guidance. I remember missing my old job that had 5 weeks because it felt like I couldn\u2019t really take the time off that I wanted. That being said, I still took about 3-4 weeks. It\u2019s going to depend on your team, management, and workload. If there\u2019s a \u201cbusy season\u201d and if time off is allowed during that time. It might be helpful to ask around about how much time people have actually taken?","labels":1,"seconds_difference":1915.0,"score_ratio":2.675} {"post_id":"csidg7","domain":"askhr_test","upvote_ratio":0.98,"history":"Those who work at a company with an \"unlimited\" vacation policy: How much time can\/do you REALLY take off? Been interviewing and have a couple offers. One company boasts an \"unlimited\" vacation policy. I've heard of this but never worked for an employer that has one. I'm not so naive to think that it's really \"unlimited\", so curious about anyone else's experience. I pushed the hiring manager on giving me a specific number, but she wouldn't budge. Only said they deliberately don't issue even a general target so that if employees leave they can't make a case to get paid out for unused vacation time (because there is no vacation accrual or balance in their world of unlimited vacation). **So how much vacation time can redditors really take at a company that offers \"unlimited\" before catching shit?** Country: US Industry: Advertising Agency\/Consulting Role: Tech","c_root_id_A":"exexzlb","c_root_id_B":"exf0kz3","created_at_utc_A":1566228069,"created_at_utc_B":1566229871,"score_A":40,"score_B":88,"human_ref_A":"Great question. I\u2019m at my second company with unlimited vacation and they ask that at minimum we take three weeks. My boss is really chill and I can take much more than that, and I feel like people in the office are gone constantly lol. My last job also had unlimited but no guidance. I remember missing my old job that had 5 weeks because it felt like I couldn\u2019t really take the time off that I wanted. That being said, I still took about 3-4 weeks. It\u2019s going to depend on your team, management, and workload. If there\u2019s a \u201cbusy season\u201d and if time off is allowed during that time. It might be helpful to ask around about how much time people have actually taken?","human_ref_B":"Unlimited also prevents employees from banking time to be paid out when they leave","labels":0,"seconds_difference":1802.0,"score_ratio":2.2} {"post_id":"csidg7","domain":"askhr_test","upvote_ratio":0.98,"history":"Those who work at a company with an \"unlimited\" vacation policy: How much time can\/do you REALLY take off? Been interviewing and have a couple offers. One company boasts an \"unlimited\" vacation policy. I've heard of this but never worked for an employer that has one. I'm not so naive to think that it's really \"unlimited\", so curious about anyone else's experience. I pushed the hiring manager on giving me a specific number, but she wouldn't budge. Only said they deliberately don't issue even a general target so that if employees leave they can't make a case to get paid out for unused vacation time (because there is no vacation accrual or balance in their world of unlimited vacation). **So how much vacation time can redditors really take at a company that offers \"unlimited\" before catching shit?** Country: US Industry: Advertising Agency\/Consulting Role: Tech","c_root_id_A":"exf423t","c_root_id_B":"exf5sxj","created_at_utc_A":1566232176,"created_at_utc_B":1566233323,"score_A":11,"score_B":18,"human_ref_A":"I've worked in multiple places with flexible PTO. We do not call it unlimited in CA because of the legal issues related to that particular terminology. 6 weeks is the general consensus. Due to illness and pre-planned vacation, I've taken about 6 weeks so far this year. By the end of the year I'll likely be at 8 weeks. No problems at all.","human_ref_B":"My spouse works for somewhere where they don't track it. They can't do more than 2 weeks at a time, if they want to take more than two weeks the policy is to take a leave of absense. Everyone is an adult. It saves HR a lot of paternalistic busy work tracking the time off. If you get your work done you get rewarded with flexibility and responsibility. If you don't get your work done you don't really get your time offs approved. Already this year we have taken two full week vacations, plus we took a 5 day weekend for Easter, and a 4 day weekend for the 4th. The office is also very humane about holidays. They close the week of Christmas (paid for everyone) and close if there are weekdays remaining after July 4th before the end of the week. Thinking ahead to the high hols, thanksgiving and Christmas he will probably be taking 25+ PTO days this year. He is a very motivated hard worker who sometimes really has to grind at work (it's an ad agency so sometimes the hours get long) But the upside is being able to take off in Feb\/March for a nice warm sunny place without having to do mental calculus about not fucking over urself for when you need family time too. i work somewhere that gives us 10 days a year plus bank holidays, in an industry notorious for paltry time off and long hours (architecture) it's miserable! I'm an admin with a mostly nonprofits background and the place I was at before this started me out with 18 vacation days. I am already out of PTO for the year, so every vacation that my spouse gets flex time for, I have to take unpaid :\/","labels":0,"seconds_difference":1147.0,"score_ratio":1.6363636364} {"post_id":"csidg7","domain":"askhr_test","upvote_ratio":0.98,"history":"Those who work at a company with an \"unlimited\" vacation policy: How much time can\/do you REALLY take off? Been interviewing and have a couple offers. One company boasts an \"unlimited\" vacation policy. I've heard of this but never worked for an employer that has one. I'm not so naive to think that it's really \"unlimited\", so curious about anyone else's experience. I pushed the hiring manager on giving me a specific number, but she wouldn't budge. Only said they deliberately don't issue even a general target so that if employees leave they can't make a case to get paid out for unused vacation time (because there is no vacation accrual or balance in their world of unlimited vacation). **So how much vacation time can redditors really take at a company that offers \"unlimited\" before catching shit?** Country: US Industry: Advertising Agency\/Consulting Role: Tech","c_root_id_A":"exf4g1y","c_root_id_B":"exf5sxj","created_at_utc_A":1566232429,"created_at_utc_B":1566233323,"score_A":10,"score_B":18,"human_ref_A":"For those asking about how you deal with excessive absenteeism - you deal with the performance aspect. If someone is never at work then their work isn't getting done so you address that. If there isn't enough work then you eliminate the position. There's never a need to directly say it's because of the PTO policy being misused. Flexible PTO policies are great for businesses and in the right culture, fine for employees and much less work for payroll and HR. I encourage them.","human_ref_B":"My spouse works for somewhere where they don't track it. They can't do more than 2 weeks at a time, if they want to take more than two weeks the policy is to take a leave of absense. Everyone is an adult. It saves HR a lot of paternalistic busy work tracking the time off. If you get your work done you get rewarded with flexibility and responsibility. If you don't get your work done you don't really get your time offs approved. Already this year we have taken two full week vacations, plus we took a 5 day weekend for Easter, and a 4 day weekend for the 4th. The office is also very humane about holidays. They close the week of Christmas (paid for everyone) and close if there are weekdays remaining after July 4th before the end of the week. Thinking ahead to the high hols, thanksgiving and Christmas he will probably be taking 25+ PTO days this year. He is a very motivated hard worker who sometimes really has to grind at work (it's an ad agency so sometimes the hours get long) But the upside is being able to take off in Feb\/March for a nice warm sunny place without having to do mental calculus about not fucking over urself for when you need family time too. i work somewhere that gives us 10 days a year plus bank holidays, in an industry notorious for paltry time off and long hours (architecture) it's miserable! I'm an admin with a mostly nonprofits background and the place I was at before this started me out with 18 vacation days. I am already out of PTO for the year, so every vacation that my spouse gets flex time for, I have to take unpaid :\/","labels":0,"seconds_difference":894.0,"score_ratio":1.8} {"post_id":"csidg7","domain":"askhr_test","upvote_ratio":0.98,"history":"Those who work at a company with an \"unlimited\" vacation policy: How much time can\/do you REALLY take off? Been interviewing and have a couple offers. One company boasts an \"unlimited\" vacation policy. I've heard of this but never worked for an employer that has one. I'm not so naive to think that it's really \"unlimited\", so curious about anyone else's experience. I pushed the hiring manager on giving me a specific number, but she wouldn't budge. Only said they deliberately don't issue even a general target so that if employees leave they can't make a case to get paid out for unused vacation time (because there is no vacation accrual or balance in their world of unlimited vacation). **So how much vacation time can redditors really take at a company that offers \"unlimited\" before catching shit?** Country: US Industry: Advertising Agency\/Consulting Role: Tech","c_root_id_A":"exf2v3f","c_root_id_B":"exf5sxj","created_at_utc_A":1566231395,"created_at_utc_B":1566233323,"score_A":2,"score_B":18,"human_ref_A":"My husband has an unlimited policy too, so it can be hard to know. He uses this rule of thumb: in your 20s or 30s its 3 weeks, in your 40s its 4 weeks, in your 50s or older it's 5 weeks. At most places, someone in their 20s would get 2 weeks, but I just think that's too little, honestly. My husband is in his mid-30s, so he typically takes about 3.5 weeks, give or take, and that seems to be \"normal\" across his industry and years of experience.","human_ref_B":"My spouse works for somewhere where they don't track it. They can't do more than 2 weeks at a time, if they want to take more than two weeks the policy is to take a leave of absense. Everyone is an adult. It saves HR a lot of paternalistic busy work tracking the time off. If you get your work done you get rewarded with flexibility and responsibility. If you don't get your work done you don't really get your time offs approved. Already this year we have taken two full week vacations, plus we took a 5 day weekend for Easter, and a 4 day weekend for the 4th. The office is also very humane about holidays. They close the week of Christmas (paid for everyone) and close if there are weekdays remaining after July 4th before the end of the week. Thinking ahead to the high hols, thanksgiving and Christmas he will probably be taking 25+ PTO days this year. He is a very motivated hard worker who sometimes really has to grind at work (it's an ad agency so sometimes the hours get long) But the upside is being able to take off in Feb\/March for a nice warm sunny place without having to do mental calculus about not fucking over urself for when you need family time too. i work somewhere that gives us 10 days a year plus bank holidays, in an industry notorious for paltry time off and long hours (architecture) it's miserable! I'm an admin with a mostly nonprofits background and the place I was at before this started me out with 18 vacation days. I am already out of PTO for the year, so every vacation that my spouse gets flex time for, I have to take unpaid :\/","labels":0,"seconds_difference":1928.0,"score_ratio":9.0} {"post_id":"csidg7","domain":"askhr_test","upvote_ratio":0.98,"history":"Those who work at a company with an \"unlimited\" vacation policy: How much time can\/do you REALLY take off? Been interviewing and have a couple offers. One company boasts an \"unlimited\" vacation policy. I've heard of this but never worked for an employer that has one. I'm not so naive to think that it's really \"unlimited\", so curious about anyone else's experience. I pushed the hiring manager on giving me a specific number, but she wouldn't budge. Only said they deliberately don't issue even a general target so that if employees leave they can't make a case to get paid out for unused vacation time (because there is no vacation accrual or balance in their world of unlimited vacation). **So how much vacation time can redditors really take at a company that offers \"unlimited\" before catching shit?** Country: US Industry: Advertising Agency\/Consulting Role: Tech","c_root_id_A":"exf423t","c_root_id_B":"exf2v3f","created_at_utc_A":1566232176,"created_at_utc_B":1566231395,"score_A":11,"score_B":2,"human_ref_A":"I've worked in multiple places with flexible PTO. We do not call it unlimited in CA because of the legal issues related to that particular terminology. 6 weeks is the general consensus. Due to illness and pre-planned vacation, I've taken about 6 weeks so far this year. By the end of the year I'll likely be at 8 weeks. No problems at all.","human_ref_B":"My husband has an unlimited policy too, so it can be hard to know. He uses this rule of thumb: in your 20s or 30s its 3 weeks, in your 40s its 4 weeks, in your 50s or older it's 5 weeks. At most places, someone in their 20s would get 2 weeks, but I just think that's too little, honestly. My husband is in his mid-30s, so he typically takes about 3.5 weeks, give or take, and that seems to be \"normal\" across his industry and years of experience.","labels":1,"seconds_difference":781.0,"score_ratio":5.5} {"post_id":"csidg7","domain":"askhr_test","upvote_ratio":0.98,"history":"Those who work at a company with an \"unlimited\" vacation policy: How much time can\/do you REALLY take off? Been interviewing and have a couple offers. One company boasts an \"unlimited\" vacation policy. I've heard of this but never worked for an employer that has one. I'm not so naive to think that it's really \"unlimited\", so curious about anyone else's experience. I pushed the hiring manager on giving me a specific number, but she wouldn't budge. Only said they deliberately don't issue even a general target so that if employees leave they can't make a case to get paid out for unused vacation time (because there is no vacation accrual or balance in their world of unlimited vacation). **So how much vacation time can redditors really take at a company that offers \"unlimited\" before catching shit?** Country: US Industry: Advertising Agency\/Consulting Role: Tech","c_root_id_A":"exf2v3f","c_root_id_B":"exf4g1y","created_at_utc_A":1566231395,"created_at_utc_B":1566232429,"score_A":2,"score_B":10,"human_ref_A":"My husband has an unlimited policy too, so it can be hard to know. He uses this rule of thumb: in your 20s or 30s its 3 weeks, in your 40s its 4 weeks, in your 50s or older it's 5 weeks. At most places, someone in their 20s would get 2 weeks, but I just think that's too little, honestly. My husband is in his mid-30s, so he typically takes about 3.5 weeks, give or take, and that seems to be \"normal\" across his industry and years of experience.","human_ref_B":"For those asking about how you deal with excessive absenteeism - you deal with the performance aspect. If someone is never at work then their work isn't getting done so you address that. If there isn't enough work then you eliminate the position. There's never a need to directly say it's because of the PTO policy being misused. Flexible PTO policies are great for businesses and in the right culture, fine for employees and much less work for payroll and HR. I encourage them.","labels":0,"seconds_difference":1034.0,"score_ratio":5.0} {"post_id":"csidg7","domain":"askhr_test","upvote_ratio":0.98,"history":"Those who work at a company with an \"unlimited\" vacation policy: How much time can\/do you REALLY take off? Been interviewing and have a couple offers. One company boasts an \"unlimited\" vacation policy. I've heard of this but never worked for an employer that has one. I'm not so naive to think that it's really \"unlimited\", so curious about anyone else's experience. I pushed the hiring manager on giving me a specific number, but she wouldn't budge. Only said they deliberately don't issue even a general target so that if employees leave they can't make a case to get paid out for unused vacation time (because there is no vacation accrual or balance in their world of unlimited vacation). **So how much vacation time can redditors really take at a company that offers \"unlimited\" before catching shit?** Country: US Industry: Advertising Agency\/Consulting Role: Tech","c_root_id_A":"exf609q","c_root_id_B":"exf2v3f","created_at_utc_A":1566233457,"created_at_utc_B":1566231395,"score_A":9,"score_B":2,"human_ref_A":"I work at a place with unlimited PTO. My coworker just took a month off for a school related project. I just took 10 days off and I\u2019m nearly brand new. (Already planned the time off before being hired but I was definitely nervous to take it so soon - but management had no issues) Management really encourages us to make use of our unlimited PTO. We just try to make sure there\u2019s always coverage when someone is on PTO.","human_ref_B":"My husband has an unlimited policy too, so it can be hard to know. He uses this rule of thumb: in your 20s or 30s its 3 weeks, in your 40s its 4 weeks, in your 50s or older it's 5 weeks. At most places, someone in their 20s would get 2 weeks, but I just think that's too little, honestly. My husband is in his mid-30s, so he typically takes about 3.5 weeks, give or take, and that seems to be \"normal\" across his industry and years of experience.","labels":1,"seconds_difference":2062.0,"score_ratio":4.5} {"post_id":"csidg7","domain":"askhr_test","upvote_ratio":0.98,"history":"Those who work at a company with an \"unlimited\" vacation policy: How much time can\/do you REALLY take off? Been interviewing and have a couple offers. One company boasts an \"unlimited\" vacation policy. I've heard of this but never worked for an employer that has one. I'm not so naive to think that it's really \"unlimited\", so curious about anyone else's experience. I pushed the hiring manager on giving me a specific number, but she wouldn't budge. Only said they deliberately don't issue even a general target so that if employees leave they can't make a case to get paid out for unused vacation time (because there is no vacation accrual or balance in their world of unlimited vacation). **So how much vacation time can redditors really take at a company that offers \"unlimited\" before catching shit?** Country: US Industry: Advertising Agency\/Consulting Role: Tech","c_root_id_A":"exfbheu","c_root_id_B":"exf7300","created_at_utc_A":1566236920,"created_at_utc_B":1566234149,"score_A":8,"score_B":6,"human_ref_A":"I managed a team with \"unlimited\" vacation and asked them to take at least 3 weeks. Most took closer to 4. Sometimes a bit more for special event years (weddings, big trip abroad, baby, etc). I did keep a general eye on it to make sure nobody was taking excessively more and making sure everybody at least got the three weeks in because they need a break from the stress. We handled vacation planning as part of my team meetings because my team provided 24\/7 support, so we had to make sure we had coverage at all times. They were fantastic at planning out any larger breaks and making sure they brought it to the table as early as possible so that we could plan around it. The team was also very cognizant of holidays and making sure they took turns amongst themselves so they each got an opportunity to be off and nobody was hogging the holidays.","human_ref_B":"I had a buddy who ended up working for a narrowly focused consulting firm with this policy. In practice, he doesn't \"catch shit\" but he never really gets to take vacations. The way the work is structured is basically \"Company takes on a client and the consultants self-determinate what they'll work on based on their workloads,\" so its hard to plan out a week or two to have no projects, and even if he's off, the expectation seems to be that he's available by email. The flip side is no one is watching over his shoulder to see when he clocks in, and its not a big deal to take his significant other on work trips, or pad work trips with an extra day or two for personal reasons once the work gets done. Personally, I think of these policies as \"All companies expect that you bring value to them. If you fail to bring value to them, they'll let you go.\" I think if you're thinking \"Wow, they're going to let me take a ton of time off!\" I think you're mistaken. Usually, this probably will mean that you will get less time off due to the amount of production they expect from you, or it means that you'll go through periods with a ton of work and periods with lighter work, and you'll be expected to figure out when those are and when you can take off without letting your work suffer.","labels":1,"seconds_difference":2771.0,"score_ratio":1.3333333333} {"post_id":"csidg7","domain":"askhr_test","upvote_ratio":0.98,"history":"Those who work at a company with an \"unlimited\" vacation policy: How much time can\/do you REALLY take off? Been interviewing and have a couple offers. One company boasts an \"unlimited\" vacation policy. I've heard of this but never worked for an employer that has one. I'm not so naive to think that it's really \"unlimited\", so curious about anyone else's experience. I pushed the hiring manager on giving me a specific number, but she wouldn't budge. Only said they deliberately don't issue even a general target so that if employees leave they can't make a case to get paid out for unused vacation time (because there is no vacation accrual or balance in their world of unlimited vacation). **So how much vacation time can redditors really take at a company that offers \"unlimited\" before catching shit?** Country: US Industry: Advertising Agency\/Consulting Role: Tech","c_root_id_A":"exf2v3f","c_root_id_B":"exfbheu","created_at_utc_A":1566231395,"created_at_utc_B":1566236920,"score_A":2,"score_B":8,"human_ref_A":"My husband has an unlimited policy too, so it can be hard to know. He uses this rule of thumb: in your 20s or 30s its 3 weeks, in your 40s its 4 weeks, in your 50s or older it's 5 weeks. At most places, someone in their 20s would get 2 weeks, but I just think that's too little, honestly. My husband is in his mid-30s, so he typically takes about 3.5 weeks, give or take, and that seems to be \"normal\" across his industry and years of experience.","human_ref_B":"I managed a team with \"unlimited\" vacation and asked them to take at least 3 weeks. Most took closer to 4. Sometimes a bit more for special event years (weddings, big trip abroad, baby, etc). I did keep a general eye on it to make sure nobody was taking excessively more and making sure everybody at least got the three weeks in because they need a break from the stress. We handled vacation planning as part of my team meetings because my team provided 24\/7 support, so we had to make sure we had coverage at all times. They were fantastic at planning out any larger breaks and making sure they brought it to the table as early as possible so that we could plan around it. The team was also very cognizant of holidays and making sure they took turns amongst themselves so they each got an opportunity to be off and nobody was hogging the holidays.","labels":0,"seconds_difference":5525.0,"score_ratio":4.0} {"post_id":"csidg7","domain":"askhr_test","upvote_ratio":0.98,"history":"Those who work at a company with an \"unlimited\" vacation policy: How much time can\/do you REALLY take off? Been interviewing and have a couple offers. One company boasts an \"unlimited\" vacation policy. I've heard of this but never worked for an employer that has one. I'm not so naive to think that it's really \"unlimited\", so curious about anyone else's experience. I pushed the hiring manager on giving me a specific number, but she wouldn't budge. Only said they deliberately don't issue even a general target so that if employees leave they can't make a case to get paid out for unused vacation time (because there is no vacation accrual or balance in their world of unlimited vacation). **So how much vacation time can redditors really take at a company that offers \"unlimited\" before catching shit?** Country: US Industry: Advertising Agency\/Consulting Role: Tech","c_root_id_A":"exf2v3f","c_root_id_B":"exf7300","created_at_utc_A":1566231395,"created_at_utc_B":1566234149,"score_A":2,"score_B":6,"human_ref_A":"My husband has an unlimited policy too, so it can be hard to know. He uses this rule of thumb: in your 20s or 30s its 3 weeks, in your 40s its 4 weeks, in your 50s or older it's 5 weeks. At most places, someone in their 20s would get 2 weeks, but I just think that's too little, honestly. My husband is in his mid-30s, so he typically takes about 3.5 weeks, give or take, and that seems to be \"normal\" across his industry and years of experience.","human_ref_B":"I had a buddy who ended up working for a narrowly focused consulting firm with this policy. In practice, he doesn't \"catch shit\" but he never really gets to take vacations. The way the work is structured is basically \"Company takes on a client and the consultants self-determinate what they'll work on based on their workloads,\" so its hard to plan out a week or two to have no projects, and even if he's off, the expectation seems to be that he's available by email. The flip side is no one is watching over his shoulder to see when he clocks in, and its not a big deal to take his significant other on work trips, or pad work trips with an extra day or two for personal reasons once the work gets done. Personally, I think of these policies as \"All companies expect that you bring value to them. If you fail to bring value to them, they'll let you go.\" I think if you're thinking \"Wow, they're going to let me take a ton of time off!\" I think you're mistaken. Usually, this probably will mean that you will get less time off due to the amount of production they expect from you, or it means that you'll go through periods with a ton of work and periods with lighter work, and you'll be expected to figure out when those are and when you can take off without letting your work suffer.","labels":0,"seconds_difference":2754.0,"score_ratio":3.0} {"post_id":"csidg7","domain":"askhr_test","upvote_ratio":0.98,"history":"Those who work at a company with an \"unlimited\" vacation policy: How much time can\/do you REALLY take off? Been interviewing and have a couple offers. One company boasts an \"unlimited\" vacation policy. I've heard of this but never worked for an employer that has one. I'm not so naive to think that it's really \"unlimited\", so curious about anyone else's experience. I pushed the hiring manager on giving me a specific number, but she wouldn't budge. Only said they deliberately don't issue even a general target so that if employees leave they can't make a case to get paid out for unused vacation time (because there is no vacation accrual or balance in their world of unlimited vacation). **So how much vacation time can redditors really take at a company that offers \"unlimited\" before catching shit?** Country: US Industry: Advertising Agency\/Consulting Role: Tech","c_root_id_A":"exf2v3f","c_root_id_B":"exfemfk","created_at_utc_A":1566231395,"created_at_utc_B":1566238855,"score_A":2,"score_B":5,"human_ref_A":"My husband has an unlimited policy too, so it can be hard to know. He uses this rule of thumb: in your 20s or 30s its 3 weeks, in your 40s its 4 weeks, in your 50s or older it's 5 weeks. At most places, someone in their 20s would get 2 weeks, but I just think that's too little, honestly. My husband is in his mid-30s, so he typically takes about 3.5 weeks, give or take, and that seems to be \"normal\" across his industry and years of experience.","human_ref_B":"My company just implemented this. Previously, it was 4 weeks starting, so already pretty generous. I'm definitely outside the norm, but I'll end up with about 5-6 weeks PTO this year, maybe a couple days more than that. I also work from home 2 days a week. I think the majority will still be around 4 weeks.","labels":0,"seconds_difference":7460.0,"score_ratio":2.5} {"post_id":"csidg7","domain":"askhr_test","upvote_ratio":0.98,"history":"Those who work at a company with an \"unlimited\" vacation policy: How much time can\/do you REALLY take off? Been interviewing and have a couple offers. One company boasts an \"unlimited\" vacation policy. I've heard of this but never worked for an employer that has one. I'm not so naive to think that it's really \"unlimited\", so curious about anyone else's experience. I pushed the hiring manager on giving me a specific number, but she wouldn't budge. Only said they deliberately don't issue even a general target so that if employees leave they can't make a case to get paid out for unused vacation time (because there is no vacation accrual or balance in their world of unlimited vacation). **So how much vacation time can redditors really take at a company that offers \"unlimited\" before catching shit?** Country: US Industry: Advertising Agency\/Consulting Role: Tech","c_root_id_A":"exfi2w6","c_root_id_B":"exf2v3f","created_at_utc_A":1566241028,"created_at_utc_B":1566231395,"score_A":3,"score_B":2,"human_ref_A":"Wife works for a fortune 50 who transitioned. She was with the company before the transition and got 6 weeks a year. She tries to take this much since it was how much she previously had before unlimited. However, the unwritten rule in these situations is performance. She runs a 50 mil operation and 200 employees. When her metrics are great her direct report says sure. However one of her colleagues is not doing well and the manager highly suggest to not take her vacations. Moral is, if you are doing well, great - if you aren\u2019t then your going to have a shitty time. It helped my wife when her dad died she took a month off and got her full check.","human_ref_B":"My husband has an unlimited policy too, so it can be hard to know. He uses this rule of thumb: in your 20s or 30s its 3 weeks, in your 40s its 4 weeks, in your 50s or older it's 5 weeks. At most places, someone in their 20s would get 2 weeks, but I just think that's too little, honestly. My husband is in his mid-30s, so he typically takes about 3.5 weeks, give or take, and that seems to be \"normal\" across his industry and years of experience.","labels":1,"seconds_difference":9633.0,"score_ratio":1.5} {"post_id":"c3h1h2","domain":"askhr_test","upvote_ratio":0.97,"history":"Does anything really happen after exit interviews? I recently left a job and scheduled an exit interview. The lady I met with was very polite and professional. She took notes as we talked. I made sure to not sound like a disgruntled employee. I stated things I liked about the company, such as the benefits and policies. I named several employees who I found to be kind, polite and helpful. I made sure to say several times that I Wasn't a perfect employee and noted when I had made a mistake at work. Then we got into why we quit. I told her of a recent meeting. Boss 1 (admin) and boss 2 (scientist) were both there. I mentioned there was shouting and name calling. I mentioned higher up 3 and higher up 4 were there. She asked who was leading and I said boss 2. Her narrowed, she stopped typing and she said \"are you sure?\" then explained that boss 1 was supposed to lead these types of meetings. This made sense, Boss 2's job requirements don't seem like they'd involve any training in business or hr matters. I explained that they'd offered some criticisms about \"A,B,C, and D\", she looked back over a paper and said that they'd only been approved to discuss \"A,B, and D\" at the meetings, and should have gotten approval to discuss C with an employee. I mentioned Higher 3 saying something regarding my mental health and she immediately stop typing and asked me to repeat, then said \"he shouldn't have discussed that.\" with a disgusted look on her face. To give Boss 1 credit, I said that at this point she seemed to be trying to \"reign in\" the meeting by piping in but wasn't saying much. She then said \"that meeting sounded awful.\". I made it clear that I found no fault with the job, the company, and most of my coworkers. I said that if they'd been a bit kinder at the meeting, if they hadn't shouted, or if they'd said anything kind (for example the large project I had pulled together) I wouldn't have resigned. She assured me that someone starting like I was is expected to make mistakes and they shouldn't have reacted like that. She said they expected better of employees and was sorry to see me go. I was told that these exit interviews are usually a formality, but I was surprised at how concerned she was. Is there a chance anything will come from this internally? I was lead to believe it all tends to be a show.","c_root_id_A":"err1f67","c_root_id_B":"erqxzct","created_at_utc_A":1561157576,"created_at_utc_B":1561154930,"score_A":43,"score_B":9,"human_ref_A":"I just conducted an exit interview about 2 hours ago - we absolutely use the feedback that employees give us. My department will not typically act on outliers - ex. 1 or 2 people giving us negative feedback about something. If we start to see trends, especially trends that are independent of the performance, type of employee, etc., then we will report back and take action on it. An example - I did about 15 exit interviews for one specific type of position over the course of 6 months. Over the course of those interviews, 7 mentioned a lack of training and a further 5 mentioned the lack of time dedicated to training. We are now in a process to improve our training, have designated training hours, and will be reporting back to the business on progress. Without those exit interviews, there is a likelihood that we'd still be using our old training and we wouldn't be aware of the issue.","human_ref_B":"It depends on the HR Dept and depends on the company leadership, but yes, in my experience we take exit interviews very seriously and quite often turn responses into data points to demonstrate potential issues in departments, subgroups, sections of employees and so forth. Data trends, especially around employee satisfaction, or potential liability issues, are given special attention and action is taken, often immediately. We also give month-to-date\/quarter-to-date\/year-to-date updates on feedback we are getting during the exit interviews and any takeaways or follow ups that may be necessary. When applicable, HR or HR and direct supervisor will sit down with managers that may need some coaching on issues that have been raised. Our managers and employees know this, to the point that one of my department heads tried to send one of his employees home the moment he turned in his 2-week\u2019s notice and told him it wasn\u2019t necessary to talk to HR for his exit interview. Luckily that employee knew better and came by after he cleaned out his office. We learned quite a bit. Part of why we turn the responses into data points is so that we don\u2019t divulge identities unless absolutely necessary.","labels":1,"seconds_difference":2646.0,"score_ratio":4.7777777778} {"post_id":"c3h1h2","domain":"askhr_test","upvote_ratio":0.97,"history":"Does anything really happen after exit interviews? I recently left a job and scheduled an exit interview. The lady I met with was very polite and professional. She took notes as we talked. I made sure to not sound like a disgruntled employee. I stated things I liked about the company, such as the benefits and policies. I named several employees who I found to be kind, polite and helpful. I made sure to say several times that I Wasn't a perfect employee and noted when I had made a mistake at work. Then we got into why we quit. I told her of a recent meeting. Boss 1 (admin) and boss 2 (scientist) were both there. I mentioned there was shouting and name calling. I mentioned higher up 3 and higher up 4 were there. She asked who was leading and I said boss 2. Her narrowed, she stopped typing and she said \"are you sure?\" then explained that boss 1 was supposed to lead these types of meetings. This made sense, Boss 2's job requirements don't seem like they'd involve any training in business or hr matters. I explained that they'd offered some criticisms about \"A,B,C, and D\", she looked back over a paper and said that they'd only been approved to discuss \"A,B, and D\" at the meetings, and should have gotten approval to discuss C with an employee. I mentioned Higher 3 saying something regarding my mental health and she immediately stop typing and asked me to repeat, then said \"he shouldn't have discussed that.\" with a disgusted look on her face. To give Boss 1 credit, I said that at this point she seemed to be trying to \"reign in\" the meeting by piping in but wasn't saying much. She then said \"that meeting sounded awful.\". I made it clear that I found no fault with the job, the company, and most of my coworkers. I said that if they'd been a bit kinder at the meeting, if they hadn't shouted, or if they'd said anything kind (for example the large project I had pulled together) I wouldn't have resigned. She assured me that someone starting like I was is expected to make mistakes and they shouldn't have reacted like that. She said they expected better of employees and was sorry to see me go. I was told that these exit interviews are usually a formality, but I was surprised at how concerned she was. Is there a chance anything will come from this internally? I was lead to believe it all tends to be a show.","c_root_id_A":"err17dq","c_root_id_B":"err1f67","created_at_utc_A":1561157409,"created_at_utc_B":1561157576,"score_A":9,"score_B":43,"human_ref_A":"Depends on whether your HR department is competent, but good ones use exit interviews to gather useful data on work culture, employee morale, potential legal issues, etc. We synthesize data and store it to identify trends in managerial behavior, effectiveness, and personnel and business outcomes, with the aim of advising executives and coaching managers where necessary. We also use the data as part of managers' performance evaluations.","human_ref_B":"I just conducted an exit interview about 2 hours ago - we absolutely use the feedback that employees give us. My department will not typically act on outliers - ex. 1 or 2 people giving us negative feedback about something. If we start to see trends, especially trends that are independent of the performance, type of employee, etc., then we will report back and take action on it. An example - I did about 15 exit interviews for one specific type of position over the course of 6 months. Over the course of those interviews, 7 mentioned a lack of training and a further 5 mentioned the lack of time dedicated to training. We are now in a process to improve our training, have designated training hours, and will be reporting back to the business on progress. Without those exit interviews, there is a likelihood that we'd still be using our old training and we wouldn't be aware of the issue.","labels":0,"seconds_difference":167.0,"score_ratio":4.7777777778} {"post_id":"c3h1h2","domain":"askhr_test","upvote_ratio":0.97,"history":"Does anything really happen after exit interviews? I recently left a job and scheduled an exit interview. The lady I met with was very polite and professional. She took notes as we talked. I made sure to not sound like a disgruntled employee. I stated things I liked about the company, such as the benefits and policies. I named several employees who I found to be kind, polite and helpful. I made sure to say several times that I Wasn't a perfect employee and noted when I had made a mistake at work. Then we got into why we quit. I told her of a recent meeting. Boss 1 (admin) and boss 2 (scientist) were both there. I mentioned there was shouting and name calling. I mentioned higher up 3 and higher up 4 were there. She asked who was leading and I said boss 2. Her narrowed, she stopped typing and she said \"are you sure?\" then explained that boss 1 was supposed to lead these types of meetings. This made sense, Boss 2's job requirements don't seem like they'd involve any training in business or hr matters. I explained that they'd offered some criticisms about \"A,B,C, and D\", she looked back over a paper and said that they'd only been approved to discuss \"A,B, and D\" at the meetings, and should have gotten approval to discuss C with an employee. I mentioned Higher 3 saying something regarding my mental health and she immediately stop typing and asked me to repeat, then said \"he shouldn't have discussed that.\" with a disgusted look on her face. To give Boss 1 credit, I said that at this point she seemed to be trying to \"reign in\" the meeting by piping in but wasn't saying much. She then said \"that meeting sounded awful.\". I made it clear that I found no fault with the job, the company, and most of my coworkers. I said that if they'd been a bit kinder at the meeting, if they hadn't shouted, or if they'd said anything kind (for example the large project I had pulled together) I wouldn't have resigned. She assured me that someone starting like I was is expected to make mistakes and they shouldn't have reacted like that. She said they expected better of employees and was sorry to see me go. I was told that these exit interviews are usually a formality, but I was surprised at how concerned she was. Is there a chance anything will come from this internally? I was lead to believe it all tends to be a show.","c_root_id_A":"erqxzct","c_root_id_B":"err3c9d","created_at_utc_A":1561154930,"created_at_utc_B":1561159094,"score_A":9,"score_B":12,"human_ref_A":"It depends on the HR Dept and depends on the company leadership, but yes, in my experience we take exit interviews very seriously and quite often turn responses into data points to demonstrate potential issues in departments, subgroups, sections of employees and so forth. Data trends, especially around employee satisfaction, or potential liability issues, are given special attention and action is taken, often immediately. We also give month-to-date\/quarter-to-date\/year-to-date updates on feedback we are getting during the exit interviews and any takeaways or follow ups that may be necessary. When applicable, HR or HR and direct supervisor will sit down with managers that may need some coaching on issues that have been raised. Our managers and employees know this, to the point that one of my department heads tried to send one of his employees home the moment he turned in his 2-week\u2019s notice and told him it wasn\u2019t necessary to talk to HR for his exit interview. Luckily that employee knew better and came by after he cleaned out his office. We learned quite a bit. Part of why we turn the responses into data points is so that we don\u2019t divulge identities unless absolutely necessary.","human_ref_B":"Where I work, the CEO reads the info from every single one of the exit interviews. I hope your company does the same but I\u2019d be willing to bet they\u2019ll at least investigate.","labels":0,"seconds_difference":4164.0,"score_ratio":1.3333333333} {"post_id":"c3h1h2","domain":"askhr_test","upvote_ratio":0.97,"history":"Does anything really happen after exit interviews? I recently left a job and scheduled an exit interview. The lady I met with was very polite and professional. She took notes as we talked. I made sure to not sound like a disgruntled employee. I stated things I liked about the company, such as the benefits and policies. I named several employees who I found to be kind, polite and helpful. I made sure to say several times that I Wasn't a perfect employee and noted when I had made a mistake at work. Then we got into why we quit. I told her of a recent meeting. Boss 1 (admin) and boss 2 (scientist) were both there. I mentioned there was shouting and name calling. I mentioned higher up 3 and higher up 4 were there. She asked who was leading and I said boss 2. Her narrowed, she stopped typing and she said \"are you sure?\" then explained that boss 1 was supposed to lead these types of meetings. This made sense, Boss 2's job requirements don't seem like they'd involve any training in business or hr matters. I explained that they'd offered some criticisms about \"A,B,C, and D\", she looked back over a paper and said that they'd only been approved to discuss \"A,B, and D\" at the meetings, and should have gotten approval to discuss C with an employee. I mentioned Higher 3 saying something regarding my mental health and she immediately stop typing and asked me to repeat, then said \"he shouldn't have discussed that.\" with a disgusted look on her face. To give Boss 1 credit, I said that at this point she seemed to be trying to \"reign in\" the meeting by piping in but wasn't saying much. She then said \"that meeting sounded awful.\". I made it clear that I found no fault with the job, the company, and most of my coworkers. I said that if they'd been a bit kinder at the meeting, if they hadn't shouted, or if they'd said anything kind (for example the large project I had pulled together) I wouldn't have resigned. She assured me that someone starting like I was is expected to make mistakes and they shouldn't have reacted like that. She said they expected better of employees and was sorry to see me go. I was told that these exit interviews are usually a formality, but I was surprised at how concerned she was. Is there a chance anything will come from this internally? I was lead to believe it all tends to be a show.","c_root_id_A":"err17dq","c_root_id_B":"err3c9d","created_at_utc_A":1561157409,"created_at_utc_B":1561159094,"score_A":9,"score_B":12,"human_ref_A":"Depends on whether your HR department is competent, but good ones use exit interviews to gather useful data on work culture, employee morale, potential legal issues, etc. We synthesize data and store it to identify trends in managerial behavior, effectiveness, and personnel and business outcomes, with the aim of advising executives and coaching managers where necessary. We also use the data as part of managers' performance evaluations.","human_ref_B":"Where I work, the CEO reads the info from every single one of the exit interviews. I hope your company does the same but I\u2019d be willing to bet they\u2019ll at least investigate.","labels":0,"seconds_difference":1685.0,"score_ratio":1.3333333333} {"post_id":"c3h1h2","domain":"askhr_test","upvote_ratio":0.97,"history":"Does anything really happen after exit interviews? I recently left a job and scheduled an exit interview. The lady I met with was very polite and professional. She took notes as we talked. I made sure to not sound like a disgruntled employee. I stated things I liked about the company, such as the benefits and policies. I named several employees who I found to be kind, polite and helpful. I made sure to say several times that I Wasn't a perfect employee and noted when I had made a mistake at work. Then we got into why we quit. I told her of a recent meeting. Boss 1 (admin) and boss 2 (scientist) were both there. I mentioned there was shouting and name calling. I mentioned higher up 3 and higher up 4 were there. She asked who was leading and I said boss 2. Her narrowed, she stopped typing and she said \"are you sure?\" then explained that boss 1 was supposed to lead these types of meetings. This made sense, Boss 2's job requirements don't seem like they'd involve any training in business or hr matters. I explained that they'd offered some criticisms about \"A,B,C, and D\", she looked back over a paper and said that they'd only been approved to discuss \"A,B, and D\" at the meetings, and should have gotten approval to discuss C with an employee. I mentioned Higher 3 saying something regarding my mental health and she immediately stop typing and asked me to repeat, then said \"he shouldn't have discussed that.\" with a disgusted look on her face. To give Boss 1 credit, I said that at this point she seemed to be trying to \"reign in\" the meeting by piping in but wasn't saying much. She then said \"that meeting sounded awful.\". I made it clear that I found no fault with the job, the company, and most of my coworkers. I said that if they'd been a bit kinder at the meeting, if they hadn't shouted, or if they'd said anything kind (for example the large project I had pulled together) I wouldn't have resigned. She assured me that someone starting like I was is expected to make mistakes and they shouldn't have reacted like that. She said they expected better of employees and was sorry to see me go. I was told that these exit interviews are usually a formality, but I was surprised at how concerned she was. Is there a chance anything will come from this internally? I was lead to believe it all tends to be a show.","c_root_id_A":"err75ry","c_root_id_B":"erqxzct","created_at_utc_A":1561162185,"created_at_utc_B":1561154930,"score_A":10,"score_B":9,"human_ref_A":"Can't say if anything does, as it really depends on your view, experience and varies by Company. Based on my experience, after being offered an exit interview and mulling it over the day after, I came to the conclusion that, as an hands-on and actions-driven person (not words), I should decline it. And I did decline it. I realized that as an exiting Employee, the Company couldn't give me the guarantee that whatever I said during the exit interview would be used to actually make changes in the Company. To that Company, the exit interview, to me, seemed more of a measure of my degree as a liability to it after leaving. Would I be a smoking gun and rat out everybody? Would I vilify the Company and poach its Employees? Having worked in the HR department of that Company, I knew full well we didn't take such exit interviews seriously as we should. And the updates I get from my former coworkers suggest that nothing has changed, sadly.","human_ref_B":"It depends on the HR Dept and depends on the company leadership, but yes, in my experience we take exit interviews very seriously and quite often turn responses into data points to demonstrate potential issues in departments, subgroups, sections of employees and so forth. Data trends, especially around employee satisfaction, or potential liability issues, are given special attention and action is taken, often immediately. We also give month-to-date\/quarter-to-date\/year-to-date updates on feedback we are getting during the exit interviews and any takeaways or follow ups that may be necessary. When applicable, HR or HR and direct supervisor will sit down with managers that may need some coaching on issues that have been raised. Our managers and employees know this, to the point that one of my department heads tried to send one of his employees home the moment he turned in his 2-week\u2019s notice and told him it wasn\u2019t necessary to talk to HR for his exit interview. Luckily that employee knew better and came by after he cleaned out his office. We learned quite a bit. Part of why we turn the responses into data points is so that we don\u2019t divulge identities unless absolutely necessary.","labels":1,"seconds_difference":7255.0,"score_ratio":1.1111111111} {"post_id":"c3h1h2","domain":"askhr_test","upvote_ratio":0.97,"history":"Does anything really happen after exit interviews? I recently left a job and scheduled an exit interview. The lady I met with was very polite and professional. She took notes as we talked. I made sure to not sound like a disgruntled employee. I stated things I liked about the company, such as the benefits and policies. I named several employees who I found to be kind, polite and helpful. I made sure to say several times that I Wasn't a perfect employee and noted when I had made a mistake at work. Then we got into why we quit. I told her of a recent meeting. Boss 1 (admin) and boss 2 (scientist) were both there. I mentioned there was shouting and name calling. I mentioned higher up 3 and higher up 4 were there. She asked who was leading and I said boss 2. Her narrowed, she stopped typing and she said \"are you sure?\" then explained that boss 1 was supposed to lead these types of meetings. This made sense, Boss 2's job requirements don't seem like they'd involve any training in business or hr matters. I explained that they'd offered some criticisms about \"A,B,C, and D\", she looked back over a paper and said that they'd only been approved to discuss \"A,B, and D\" at the meetings, and should have gotten approval to discuss C with an employee. I mentioned Higher 3 saying something regarding my mental health and she immediately stop typing and asked me to repeat, then said \"he shouldn't have discussed that.\" with a disgusted look on her face. To give Boss 1 credit, I said that at this point she seemed to be trying to \"reign in\" the meeting by piping in but wasn't saying much. She then said \"that meeting sounded awful.\". I made it clear that I found no fault with the job, the company, and most of my coworkers. I said that if they'd been a bit kinder at the meeting, if they hadn't shouted, or if they'd said anything kind (for example the large project I had pulled together) I wouldn't have resigned. She assured me that someone starting like I was is expected to make mistakes and they shouldn't have reacted like that. She said they expected better of employees and was sorry to see me go. I was told that these exit interviews are usually a formality, but I was surprised at how concerned she was. Is there a chance anything will come from this internally? I was lead to believe it all tends to be a show.","c_root_id_A":"err17dq","c_root_id_B":"err75ry","created_at_utc_A":1561157409,"created_at_utc_B":1561162185,"score_A":9,"score_B":10,"human_ref_A":"Depends on whether your HR department is competent, but good ones use exit interviews to gather useful data on work culture, employee morale, potential legal issues, etc. We synthesize data and store it to identify trends in managerial behavior, effectiveness, and personnel and business outcomes, with the aim of advising executives and coaching managers where necessary. We also use the data as part of managers' performance evaluations.","human_ref_B":"Can't say if anything does, as it really depends on your view, experience and varies by Company. Based on my experience, after being offered an exit interview and mulling it over the day after, I came to the conclusion that, as an hands-on and actions-driven person (not words), I should decline it. And I did decline it. I realized that as an exiting Employee, the Company couldn't give me the guarantee that whatever I said during the exit interview would be used to actually make changes in the Company. To that Company, the exit interview, to me, seemed more of a measure of my degree as a liability to it after leaving. Would I be a smoking gun and rat out everybody? Would I vilify the Company and poach its Employees? Having worked in the HR department of that Company, I knew full well we didn't take such exit interviews seriously as we should. And the updates I get from my former coworkers suggest that nothing has changed, sadly.","labels":0,"seconds_difference":4776.0,"score_ratio":1.1111111111} {"post_id":"fj4bcp","domain":"askhr_test","upvote_ratio":0.81,"history":"Is this Coronavirus Work from Home Policy Normal? I work for a large consulting company and have two kids. They just sent out this WFH policy that I find tone deaf in the current climate. Is this even reasonable? **Tips and Guidance for Working from Home** 1. Unless your office is officially closed, be aware that you can still work from the office. If doing so does not increase your risk of exposure to COVID-19, you may choose this option because of activities at your house, a lack of dedicated work space, or you just need a change in environment. 2. Daily check-in calls may be beneficial, especially for those that aren\u2019t accustomed to working from home. However, this should be evaluated on a case-by-case basis, because the downside is that these calls may interrupt the flow and concentration of working on projects, and may add to an already busy meeting schedule for many of us. 3. Maintain an accurate calendar, especially involving time out of the office. 4. When you receive an email from another employee, acknowledge its receipt in a timely manner and provide a time estimate as to when you can provide the information or action requested. 5. If you have a critical deadline or time-sensitive issue requiring another team member\u2019s response, consider placing a follow-up voice call to ensure that the email will be seen quickly and that the deadline is understood. 6. **Use the seven-day week to your advantage. What can you accomplish on Saturday or a Sunday?** 7. **Leverage early morning and evenings.** 8. **Swap babysitting responsibilities with other parents in the same situation.** 9. **What if the daycare closes? Consider hiring the teacher who now can\u2019t work! Or college and high school students who may be similarly impacted.** 10. It is essential that you adhere to all data security protocols.","c_root_id_A":"fkku2hn","c_root_id_B":"fkkt6e5","created_at_utc_A":1584291948,"created_at_utc_B":1584291413,"score_A":139,"score_B":38,"human_ref_A":"Just sounds like they are offering flex-time arrangements for parents who have kids that are now out of school and have to be cared for. At most companies, work-from-home policies usually prohibit taking care of your kids at home while telecommuting, as it's a huge distraction and would no doubt have a negative impact on productivity. Seems like they're giving you suggestions to work around that if you do have kids that need taking care of; you can spend time during the week minding the kids during work hours and make up any of that missed time or unfinished work during your evenings and weekends.","human_ref_B":"Which parts do you find tone deaf\/unreasonable- the items in bold? What leads you to that conclusion? It all seems pretty standard to me.","labels":1,"seconds_difference":535.0,"score_ratio":3.6578947368} {"post_id":"fj4bcp","domain":"askhr_test","upvote_ratio":0.81,"history":"Is this Coronavirus Work from Home Policy Normal? I work for a large consulting company and have two kids. They just sent out this WFH policy that I find tone deaf in the current climate. Is this even reasonable? **Tips and Guidance for Working from Home** 1. Unless your office is officially closed, be aware that you can still work from the office. If doing so does not increase your risk of exposure to COVID-19, you may choose this option because of activities at your house, a lack of dedicated work space, or you just need a change in environment. 2. Daily check-in calls may be beneficial, especially for those that aren\u2019t accustomed to working from home. However, this should be evaluated on a case-by-case basis, because the downside is that these calls may interrupt the flow and concentration of working on projects, and may add to an already busy meeting schedule for many of us. 3. Maintain an accurate calendar, especially involving time out of the office. 4. When you receive an email from another employee, acknowledge its receipt in a timely manner and provide a time estimate as to when you can provide the information or action requested. 5. If you have a critical deadline or time-sensitive issue requiring another team member\u2019s response, consider placing a follow-up voice call to ensure that the email will be seen quickly and that the deadline is understood. 6. **Use the seven-day week to your advantage. What can you accomplish on Saturday or a Sunday?** 7. **Leverage early morning and evenings.** 8. **Swap babysitting responsibilities with other parents in the same situation.** 9. **What if the daycare closes? Consider hiring the teacher who now can\u2019t work! Or college and high school students who may be similarly impacted.** 10. It is essential that you adhere to all data security protocols.","c_root_id_A":"fkkupvb","c_root_id_B":"fkkt6e5","created_at_utc_A":1584292340,"created_at_utc_B":1584291413,"score_A":100,"score_B":38,"human_ref_A":"no...it's trying to help employees consider ALL their options to be able to continue to work a productive, consistent week... I've WFH before with very small babies (twins) prior to it being a requirement that you have other childcare and I can tell you that you WILL get distracted during normal work hours and WILL have to find time outside of a normal schedule to get the same amount of work done. I think you are a bit tone deaf to what your employer is trying to give here -- that flexibility!","human_ref_B":"Which parts do you find tone deaf\/unreasonable- the items in bold? What leads you to that conclusion? It all seems pretty standard to me.","labels":1,"seconds_difference":927.0,"score_ratio":2.6315789474} {"post_id":"fj4bcp","domain":"askhr_test","upvote_ratio":0.81,"history":"Is this Coronavirus Work from Home Policy Normal? I work for a large consulting company and have two kids. They just sent out this WFH policy that I find tone deaf in the current climate. Is this even reasonable? **Tips and Guidance for Working from Home** 1. Unless your office is officially closed, be aware that you can still work from the office. If doing so does not increase your risk of exposure to COVID-19, you may choose this option because of activities at your house, a lack of dedicated work space, or you just need a change in environment. 2. Daily check-in calls may be beneficial, especially for those that aren\u2019t accustomed to working from home. However, this should be evaluated on a case-by-case basis, because the downside is that these calls may interrupt the flow and concentration of working on projects, and may add to an already busy meeting schedule for many of us. 3. Maintain an accurate calendar, especially involving time out of the office. 4. When you receive an email from another employee, acknowledge its receipt in a timely manner and provide a time estimate as to when you can provide the information or action requested. 5. If you have a critical deadline or time-sensitive issue requiring another team member\u2019s response, consider placing a follow-up voice call to ensure that the email will be seen quickly and that the deadline is understood. 6. **Use the seven-day week to your advantage. What can you accomplish on Saturday or a Sunday?** 7. **Leverage early morning and evenings.** 8. **Swap babysitting responsibilities with other parents in the same situation.** 9. **What if the daycare closes? Consider hiring the teacher who now can\u2019t work! Or college and high school students who may be similarly impacted.** 10. It is essential that you adhere to all data security protocols.","c_root_id_A":"fkkt6e5","c_root_id_B":"fkkvfzv","created_at_utc_A":1584291413,"created_at_utc_B":1584292768,"score_A":38,"score_B":97,"human_ref_A":"Which parts do you find tone deaf\/unreasonable- the items in bold? What leads you to that conclusion? It all seems pretty standard to me.","human_ref_B":"This definitely reads to me as a company recognizing that the disruptions caused by Covid19 could shatter what we view as a typical work week. They don\u2019t seem to be suggesting to work seven 8 hour days; rather, they\u2019re letting employees know that they can be flexible with their schedules. Breaking up your work day instead of working a solid 8 hours at once, or spreading your 40 hours across 7 days as opposed to 5, etc. While I think it\u2019s detrimental to encourage blurred work hours \u2014 we should have a schedule and keep to that schedule in order to achieve a healthy work-life balance \u2014 I understand where they\u2019re coming from here.","labels":0,"seconds_difference":1355.0,"score_ratio":2.5526315789} {"post_id":"fj4bcp","domain":"askhr_test","upvote_ratio":0.81,"history":"Is this Coronavirus Work from Home Policy Normal? I work for a large consulting company and have two kids. They just sent out this WFH policy that I find tone deaf in the current climate. Is this even reasonable? **Tips and Guidance for Working from Home** 1. Unless your office is officially closed, be aware that you can still work from the office. If doing so does not increase your risk of exposure to COVID-19, you may choose this option because of activities at your house, a lack of dedicated work space, or you just need a change in environment. 2. Daily check-in calls may be beneficial, especially for those that aren\u2019t accustomed to working from home. However, this should be evaluated on a case-by-case basis, because the downside is that these calls may interrupt the flow and concentration of working on projects, and may add to an already busy meeting schedule for many of us. 3. Maintain an accurate calendar, especially involving time out of the office. 4. When you receive an email from another employee, acknowledge its receipt in a timely manner and provide a time estimate as to when you can provide the information or action requested. 5. If you have a critical deadline or time-sensitive issue requiring another team member\u2019s response, consider placing a follow-up voice call to ensure that the email will be seen quickly and that the deadline is understood. 6. **Use the seven-day week to your advantage. What can you accomplish on Saturday or a Sunday?** 7. **Leverage early morning and evenings.** 8. **Swap babysitting responsibilities with other parents in the same situation.** 9. **What if the daycare closes? Consider hiring the teacher who now can\u2019t work! Or college and high school students who may be similarly impacted.** 10. It is essential that you adhere to all data security protocols.","c_root_id_A":"fkl4g20","c_root_id_B":"fkl9lhl","created_at_utc_A":1584298265,"created_at_utc_B":1584301492,"score_A":11,"score_B":13,"human_ref_A":"A lot of companies are trying to sort through this wide ranging impact. They want to keep productivity up so they can keep paying people and making money, but they realize the safety issue. If your office is low population density, like you have your own office with walls vs open cube farm, then going in may be best for you, and they're tossing in ideas about balancing work life as well, like if you have kids that need to be cared for.","human_ref_B":"This all seems very considerate and thoughtful to me. I read the point about the seven day week as an offering to make up time lost on the weekend. Say you lose time during your regular 9-5 work day due to taking care of kids who are home, they're giving you the chance to make up that time during the hours you wouldn't normally work, so that you don't lose any hours of work. That's how I see it. Also suggesting to help out those who may not have the opportunity to work from home and working with others to come up with babysitting plans. Seems like it's all suggesting to help each other out as much as possible during these difficult times. I think they're doing a great thing by offering this! My work has a similar work from home plan in place. We haven't taken action on it yet, but I figure we will very soon. I think it's great that some places offer the ability to work from home. Not everyone is able to take advantage of that depending on what kind of work they do.","labels":0,"seconds_difference":3227.0,"score_ratio":1.1818181818} {"post_id":"fj4bcp","domain":"askhr_test","upvote_ratio":0.81,"history":"Is this Coronavirus Work from Home Policy Normal? I work for a large consulting company and have two kids. They just sent out this WFH policy that I find tone deaf in the current climate. Is this even reasonable? **Tips and Guidance for Working from Home** 1. Unless your office is officially closed, be aware that you can still work from the office. If doing so does not increase your risk of exposure to COVID-19, you may choose this option because of activities at your house, a lack of dedicated work space, or you just need a change in environment. 2. Daily check-in calls may be beneficial, especially for those that aren\u2019t accustomed to working from home. However, this should be evaluated on a case-by-case basis, because the downside is that these calls may interrupt the flow and concentration of working on projects, and may add to an already busy meeting schedule for many of us. 3. Maintain an accurate calendar, especially involving time out of the office. 4. When you receive an email from another employee, acknowledge its receipt in a timely manner and provide a time estimate as to when you can provide the information or action requested. 5. If you have a critical deadline or time-sensitive issue requiring another team member\u2019s response, consider placing a follow-up voice call to ensure that the email will be seen quickly and that the deadline is understood. 6. **Use the seven-day week to your advantage. What can you accomplish on Saturday or a Sunday?** 7. **Leverage early morning and evenings.** 8. **Swap babysitting responsibilities with other parents in the same situation.** 9. **What if the daycare closes? Consider hiring the teacher who now can\u2019t work! Or college and high school students who may be similarly impacted.** 10. It is essential that you adhere to all data security protocols.","c_root_id_A":"fkl9lhl","c_root_id_B":"fkl6qvr","created_at_utc_A":1584301492,"created_at_utc_B":1584299703,"score_A":13,"score_B":10,"human_ref_A":"This all seems very considerate and thoughtful to me. I read the point about the seven day week as an offering to make up time lost on the weekend. Say you lose time during your regular 9-5 work day due to taking care of kids who are home, they're giving you the chance to make up that time during the hours you wouldn't normally work, so that you don't lose any hours of work. That's how I see it. Also suggesting to help out those who may not have the opportunity to work from home and working with others to come up with babysitting plans. Seems like it's all suggesting to help each other out as much as possible during these difficult times. I think they're doing a great thing by offering this! My work has a similar work from home plan in place. We haven't taken action on it yet, but I figure we will very soon. I think it's great that some places offer the ability to work from home. Not everyone is able to take advantage of that depending on what kind of work they do.","human_ref_B":"Honestly, this sounds pretty solid to me? If I'd been regularly working from home when I was a carer, I wouldn't have been able to do a standard 9-5 very easily- for someone with kids, that'll go extra.","labels":1,"seconds_difference":1789.0,"score_ratio":1.3} {"post_id":"fj4bcp","domain":"askhr_test","upvote_ratio":0.81,"history":"Is this Coronavirus Work from Home Policy Normal? I work for a large consulting company and have two kids. They just sent out this WFH policy that I find tone deaf in the current climate. Is this even reasonable? **Tips and Guidance for Working from Home** 1. Unless your office is officially closed, be aware that you can still work from the office. If doing so does not increase your risk of exposure to COVID-19, you may choose this option because of activities at your house, a lack of dedicated work space, or you just need a change in environment. 2. Daily check-in calls may be beneficial, especially for those that aren\u2019t accustomed to working from home. However, this should be evaluated on a case-by-case basis, because the downside is that these calls may interrupt the flow and concentration of working on projects, and may add to an already busy meeting schedule for many of us. 3. Maintain an accurate calendar, especially involving time out of the office. 4. When you receive an email from another employee, acknowledge its receipt in a timely manner and provide a time estimate as to when you can provide the information or action requested. 5. If you have a critical deadline or time-sensitive issue requiring another team member\u2019s response, consider placing a follow-up voice call to ensure that the email will be seen quickly and that the deadline is understood. 6. **Use the seven-day week to your advantage. What can you accomplish on Saturday or a Sunday?** 7. **Leverage early morning and evenings.** 8. **Swap babysitting responsibilities with other parents in the same situation.** 9. **What if the daycare closes? Consider hiring the teacher who now can\u2019t work! Or college and high school students who may be similarly impacted.** 10. It is essential that you adhere to all data security protocols.","c_root_id_A":"fklokaw","c_root_id_B":"fklc1k4","created_at_utc_A":1584311161,"created_at_utc_B":1584303042,"score_A":5,"score_B":2,"human_ref_A":"I actually think this is a helpful list. Like, working from home when schools are closed isn't that easy. I am not going to be able to work 8:30 to 5 p.m. like I normally do because a little person will demand attention. Working morning, evenings and weekends allows me to be MORE flexible in my work schedule, not less.","human_ref_B":"I think if this many commenters are saying it's not tone deaf then maybe it's okay. Tbh I was confused by the wording too. Maybe just ask for clarification on the points you're concerned on.","labels":1,"seconds_difference":8119.0,"score_ratio":2.5} {"post_id":"fj4bcp","domain":"askhr_test","upvote_ratio":0.81,"history":"Is this Coronavirus Work from Home Policy Normal? I work for a large consulting company and have two kids. They just sent out this WFH policy that I find tone deaf in the current climate. Is this even reasonable? **Tips and Guidance for Working from Home** 1. Unless your office is officially closed, be aware that you can still work from the office. If doing so does not increase your risk of exposure to COVID-19, you may choose this option because of activities at your house, a lack of dedicated work space, or you just need a change in environment. 2. Daily check-in calls may be beneficial, especially for those that aren\u2019t accustomed to working from home. However, this should be evaluated on a case-by-case basis, because the downside is that these calls may interrupt the flow and concentration of working on projects, and may add to an already busy meeting schedule for many of us. 3. Maintain an accurate calendar, especially involving time out of the office. 4. When you receive an email from another employee, acknowledge its receipt in a timely manner and provide a time estimate as to when you can provide the information or action requested. 5. If you have a critical deadline or time-sensitive issue requiring another team member\u2019s response, consider placing a follow-up voice call to ensure that the email will be seen quickly and that the deadline is understood. 6. **Use the seven-day week to your advantage. What can you accomplish on Saturday or a Sunday?** 7. **Leverage early morning and evenings.** 8. **Swap babysitting responsibilities with other parents in the same situation.** 9. **What if the daycare closes? Consider hiring the teacher who now can\u2019t work! Or college and high school students who may be similarly impacted.** 10. It is essential that you adhere to all data security protocols.","c_root_id_A":"fklokaw","c_root_id_B":"fklg8z8","created_at_utc_A":1584311161,"created_at_utc_B":1584305652,"score_A":5,"score_B":2,"human_ref_A":"I actually think this is a helpful list. Like, working from home when schools are closed isn't that easy. I am not going to be able to work 8:30 to 5 p.m. like I normally do because a little person will demand attention. Working morning, evenings and weekends allows me to be MORE flexible in my work schedule, not less.","human_ref_B":"This smells like a company that's not very experienced with remote work. The only issues I see are numbers 6 & 7 and number 9. Numbers 6 & 7 are easy: The answer is, \"Nothing, that's when I'm not working.\" Number 9 is similarly easy: \"Thanks for the suggestion.\" Everything else is just a bit micromanage-y, but eh, don't worry about it. Stay on top of things, get your work done, and don't wander off to the zoo or a 3 hour lunch on Tuesday in the middle of the day without letting your team know.","labels":1,"seconds_difference":5509.0,"score_ratio":2.5} {"post_id":"fj4bcp","domain":"askhr_test","upvote_ratio":0.81,"history":"Is this Coronavirus Work from Home Policy Normal? I work for a large consulting company and have two kids. They just sent out this WFH policy that I find tone deaf in the current climate. Is this even reasonable? **Tips and Guidance for Working from Home** 1. Unless your office is officially closed, be aware that you can still work from the office. If doing so does not increase your risk of exposure to COVID-19, you may choose this option because of activities at your house, a lack of dedicated work space, or you just need a change in environment. 2. Daily check-in calls may be beneficial, especially for those that aren\u2019t accustomed to working from home. However, this should be evaluated on a case-by-case basis, because the downside is that these calls may interrupt the flow and concentration of working on projects, and may add to an already busy meeting schedule for many of us. 3. Maintain an accurate calendar, especially involving time out of the office. 4. When you receive an email from another employee, acknowledge its receipt in a timely manner and provide a time estimate as to when you can provide the information or action requested. 5. If you have a critical deadline or time-sensitive issue requiring another team member\u2019s response, consider placing a follow-up voice call to ensure that the email will be seen quickly and that the deadline is understood. 6. **Use the seven-day week to your advantage. What can you accomplish on Saturday or a Sunday?** 7. **Leverage early morning and evenings.** 8. **Swap babysitting responsibilities with other parents in the same situation.** 9. **What if the daycare closes? Consider hiring the teacher who now can\u2019t work! Or college and high school students who may be similarly impacted.** 10. It is essential that you adhere to all data security protocols.","c_root_id_A":"fklc1k4","c_root_id_B":"fkly2l6","created_at_utc_A":1584303042,"created_at_utc_B":1584317090,"score_A":2,"score_B":4,"human_ref_A":"I think if this many commenters are saying it's not tone deaf then maybe it's okay. Tbh I was confused by the wording too. Maybe just ask for clarification on the points you're concerned on.","human_ref_B":"Sounds like a lot of flexibility and flexibility time but some poor wording choices on the Saturday and Sunday bit.","labels":0,"seconds_difference":14048.0,"score_ratio":2.0} {"post_id":"fj4bcp","domain":"askhr_test","upvote_ratio":0.81,"history":"Is this Coronavirus Work from Home Policy Normal? I work for a large consulting company and have two kids. They just sent out this WFH policy that I find tone deaf in the current climate. Is this even reasonable? **Tips and Guidance for Working from Home** 1. Unless your office is officially closed, be aware that you can still work from the office. If doing so does not increase your risk of exposure to COVID-19, you may choose this option because of activities at your house, a lack of dedicated work space, or you just need a change in environment. 2. Daily check-in calls may be beneficial, especially for those that aren\u2019t accustomed to working from home. However, this should be evaluated on a case-by-case basis, because the downside is that these calls may interrupt the flow and concentration of working on projects, and may add to an already busy meeting schedule for many of us. 3. Maintain an accurate calendar, especially involving time out of the office. 4. When you receive an email from another employee, acknowledge its receipt in a timely manner and provide a time estimate as to when you can provide the information or action requested. 5. If you have a critical deadline or time-sensitive issue requiring another team member\u2019s response, consider placing a follow-up voice call to ensure that the email will be seen quickly and that the deadline is understood. 6. **Use the seven-day week to your advantage. What can you accomplish on Saturday or a Sunday?** 7. **Leverage early morning and evenings.** 8. **Swap babysitting responsibilities with other parents in the same situation.** 9. **What if the daycare closes? Consider hiring the teacher who now can\u2019t work! Or college and high school students who may be similarly impacted.** 10. It is essential that you adhere to all data security protocols.","c_root_id_A":"fkly2l6","c_root_id_B":"fklg8z8","created_at_utc_A":1584317090,"created_at_utc_B":1584305652,"score_A":4,"score_B":2,"human_ref_A":"Sounds like a lot of flexibility and flexibility time but some poor wording choices on the Saturday and Sunday bit.","human_ref_B":"This smells like a company that's not very experienced with remote work. The only issues I see are numbers 6 & 7 and number 9. Numbers 6 & 7 are easy: The answer is, \"Nothing, that's when I'm not working.\" Number 9 is similarly easy: \"Thanks for the suggestion.\" Everything else is just a bit micromanage-y, but eh, don't worry about it. Stay on top of things, get your work done, and don't wander off to the zoo or a 3 hour lunch on Tuesday in the middle of the day without letting your team know.","labels":1,"seconds_difference":11438.0,"score_ratio":2.0} {"post_id":"fj4bcp","domain":"askhr_test","upvote_ratio":0.81,"history":"Is this Coronavirus Work from Home Policy Normal? I work for a large consulting company and have two kids. They just sent out this WFH policy that I find tone deaf in the current climate. Is this even reasonable? **Tips and Guidance for Working from Home** 1. Unless your office is officially closed, be aware that you can still work from the office. If doing so does not increase your risk of exposure to COVID-19, you may choose this option because of activities at your house, a lack of dedicated work space, or you just need a change in environment. 2. Daily check-in calls may be beneficial, especially for those that aren\u2019t accustomed to working from home. However, this should be evaluated on a case-by-case basis, because the downside is that these calls may interrupt the flow and concentration of working on projects, and may add to an already busy meeting schedule for many of us. 3. Maintain an accurate calendar, especially involving time out of the office. 4. When you receive an email from another employee, acknowledge its receipt in a timely manner and provide a time estimate as to when you can provide the information or action requested. 5. If you have a critical deadline or time-sensitive issue requiring another team member\u2019s response, consider placing a follow-up voice call to ensure that the email will be seen quickly and that the deadline is understood. 6. **Use the seven-day week to your advantage. What can you accomplish on Saturday or a Sunday?** 7. **Leverage early morning and evenings.** 8. **Swap babysitting responsibilities with other parents in the same situation.** 9. **What if the daycare closes? Consider hiring the teacher who now can\u2019t work! Or college and high school students who may be similarly impacted.** 10. It is essential that you adhere to all data security protocols.","c_root_id_A":"fkml3wx","c_root_id_B":"fklc1k4","created_at_utc_A":1584331814,"created_at_utc_B":1584303042,"score_A":3,"score_B":2,"human_ref_A":"I\u2019m sorry, I don\u2019t understand the confusion. The point here is they want to make sure you\u2019re getting work done. If you have other adults or kids in your household you\u2019re almost surely not spending your usual amount of hours spent focused on work, so the option is being presented that if you know you have kids to focus on for half of the day, utilize the weekend to get work done. Sounds accommodating of the reality of everyone being at home.","human_ref_B":"I think if this many commenters are saying it's not tone deaf then maybe it's okay. Tbh I was confused by the wording too. Maybe just ask for clarification on the points you're concerned on.","labels":1,"seconds_difference":28772.0,"score_ratio":1.5} {"post_id":"fj4bcp","domain":"askhr_test","upvote_ratio":0.81,"history":"Is this Coronavirus Work from Home Policy Normal? I work for a large consulting company and have two kids. They just sent out this WFH policy that I find tone deaf in the current climate. Is this even reasonable? **Tips and Guidance for Working from Home** 1. Unless your office is officially closed, be aware that you can still work from the office. If doing so does not increase your risk of exposure to COVID-19, you may choose this option because of activities at your house, a lack of dedicated work space, or you just need a change in environment. 2. Daily check-in calls may be beneficial, especially for those that aren\u2019t accustomed to working from home. However, this should be evaluated on a case-by-case basis, because the downside is that these calls may interrupt the flow and concentration of working on projects, and may add to an already busy meeting schedule for many of us. 3. Maintain an accurate calendar, especially involving time out of the office. 4. When you receive an email from another employee, acknowledge its receipt in a timely manner and provide a time estimate as to when you can provide the information or action requested. 5. If you have a critical deadline or time-sensitive issue requiring another team member\u2019s response, consider placing a follow-up voice call to ensure that the email will be seen quickly and that the deadline is understood. 6. **Use the seven-day week to your advantage. What can you accomplish on Saturday or a Sunday?** 7. **Leverage early morning and evenings.** 8. **Swap babysitting responsibilities with other parents in the same situation.** 9. **What if the daycare closes? Consider hiring the teacher who now can\u2019t work! Or college and high school students who may be similarly impacted.** 10. It is essential that you adhere to all data security protocols.","c_root_id_A":"fklg8z8","c_root_id_B":"fkml3wx","created_at_utc_A":1584305652,"created_at_utc_B":1584331814,"score_A":2,"score_B":3,"human_ref_A":"This smells like a company that's not very experienced with remote work. The only issues I see are numbers 6 & 7 and number 9. Numbers 6 & 7 are easy: The answer is, \"Nothing, that's when I'm not working.\" Number 9 is similarly easy: \"Thanks for the suggestion.\" Everything else is just a bit micromanage-y, but eh, don't worry about it. Stay on top of things, get your work done, and don't wander off to the zoo or a 3 hour lunch on Tuesday in the middle of the day without letting your team know.","human_ref_B":"I\u2019m sorry, I don\u2019t understand the confusion. The point here is they want to make sure you\u2019re getting work done. If you have other adults or kids in your household you\u2019re almost surely not spending your usual amount of hours spent focused on work, so the option is being presented that if you know you have kids to focus on for half of the day, utilize the weekend to get work done. Sounds accommodating of the reality of everyone being at home.","labels":0,"seconds_difference":26162.0,"score_ratio":1.5} {"post_id":"ozfzxm","domain":"askhr_test","upvote_ratio":0.96,"history":"[FR] Overly demanding job resulting in severe mental health distress I work in PR in a 25-people company I joined only 6 months back. The CEO is a young woman of about 35 who appears to have some trouble managing expectations, employee workload and customer complaints. A few months back I was working in a 4 person team, and I estimated my workload at around 120% capacity. We dont get paid overtime, but I still worked longer hours in order to keep clients happy. Of the other 3 people in my team, one has since quit, the other went on a long holiday and the third got Covid. Three new very important and time-consuming projects were also added to my workload, which means I'm at around 200% capacity. My absent team members were not replaced, and several clients got seriously upset at the decrease in quality of service. I started to feel down in the dumps and drained all the time. I talked to my bosses and provided them with a list of my weekly tasks with an estimate of time needed to accomplish each, and it added up to an 80 hour work week. They offered no solution, because apparently no candidates reply to their job offers. I routinely started getting yelled at by clients and my bosses alike whenever the quality of my work was not up to standard. I started sinking lower and lower, and my preexisting anxiety and depression began to take over. It's 9pm on a Friday and I'm having dinner when I get a call from the CEO. She's screaming mad because a client called her in a rage - I apparently set her a press release formatted in the wrong font. I threw up my dinner. But still, I offered to fix it and send it back asap. I thought this would fix it, but my boss announced that the COO wants me in her office Monday first thing in the morning for a good old yelling session. I can't take this anymore. I'm having very dark thoughts.","c_root_id_A":"h7zpncm","c_root_id_B":"h7zhhpv","created_at_utc_A":1628289939,"created_at_utc_B":1628286107,"score_A":86,"score_B":35,"human_ref_A":"Hi - I've been in your position. I want to start off by saying - people telling you go to go t a doctor are well meaning but completely off base. No amount of therapy or drugs can help \"cope\" in that type of environment. It's a ridiculous thing to even infer that you should be able to \"cope\" or even slightly \"deal\" with this better. I'm telling you as someone who ended up being let go after giving my entire self to a company with a very similar sounding CEO and bosses - quit. Quitting was something I had thought about but was playing it safe and not willing to quit without a job offer. the thing is, i had no time to do applications or interviews because of my work load. I was tired, I was angry, I would cry constantly. Seeing picture of myself during that time, I look like a dead person walking, and I had only worked there 7 fucking months. I finally was open about how I was feeling in an upfront, direct way: I couldn't take more on, I needed support. I told them that on a Thursday. I was let go the Monday after I said it. It ruined me for at least a year - I found another job quickly enough but left that one at 2 months in because I just couldnt handle anything. Getting fired was them taking the last bit of me - the sense of ANY control I had was gone because I told myself I would quit and that was the power I had. It was awful. I'd prepare to resign at that meeting with the COO. I'm telling you it wont get better (and I think you know that). Any attempts to even hint that it could WILL take 6+ months to see any type of movement if any and if you bring it up again, you'll be told to \"be more flexible\" and be a \"team player\". Don't buy it. The company that fired me kept going downhill after I was let go. My entire team was either fired or left shortly after. The company still exists, the CEO is the same and now years later, It's the most traumatizing experience I've ever had. Go into the meeting with the COO. Quit your job. Be polite. Give 2 weeks notice, DO NOT GIVE MORE because they will take it. DO NOT work at 200% during those 2 weeks - they're going to hate you no matter what you do. Accept you won't get a reference from the CEO but you can ask other people from your team even if they aren't a supervisor (this is accepted by the majority of places, I've tried it!). The next couple months while you apply will be tough, but you will feel so much better you won't even notice. ​ I'm sorry you're going through this. You don't deserve it and you're good at what you do. Take the red flags you've seen and make sure you watch for them else where (and they are everywhere!). Good luck.","human_ref_B":"Leave","labels":1,"seconds_difference":3832.0,"score_ratio":2.4571428571} {"post_id":"ozfzxm","domain":"askhr_test","upvote_ratio":0.96,"history":"[FR] Overly demanding job resulting in severe mental health distress I work in PR in a 25-people company I joined only 6 months back. The CEO is a young woman of about 35 who appears to have some trouble managing expectations, employee workload and customer complaints. A few months back I was working in a 4 person team, and I estimated my workload at around 120% capacity. We dont get paid overtime, but I still worked longer hours in order to keep clients happy. Of the other 3 people in my team, one has since quit, the other went on a long holiday and the third got Covid. Three new very important and time-consuming projects were also added to my workload, which means I'm at around 200% capacity. My absent team members were not replaced, and several clients got seriously upset at the decrease in quality of service. I started to feel down in the dumps and drained all the time. I talked to my bosses and provided them with a list of my weekly tasks with an estimate of time needed to accomplish each, and it added up to an 80 hour work week. They offered no solution, because apparently no candidates reply to their job offers. I routinely started getting yelled at by clients and my bosses alike whenever the quality of my work was not up to standard. I started sinking lower and lower, and my preexisting anxiety and depression began to take over. It's 9pm on a Friday and I'm having dinner when I get a call from the CEO. She's screaming mad because a client called her in a rage - I apparently set her a press release formatted in the wrong font. I threw up my dinner. But still, I offered to fix it and send it back asap. I thought this would fix it, but my boss announced that the COO wants me in her office Monday first thing in the morning for a good old yelling session. I can't take this anymore. I'm having very dark thoughts.","c_root_id_A":"h7zpncm","c_root_id_B":"h7zhkxw","created_at_utc_A":1628289939,"created_at_utc_B":1628286150,"score_A":86,"score_B":23,"human_ref_A":"Hi - I've been in your position. I want to start off by saying - people telling you go to go t a doctor are well meaning but completely off base. No amount of therapy or drugs can help \"cope\" in that type of environment. It's a ridiculous thing to even infer that you should be able to \"cope\" or even slightly \"deal\" with this better. I'm telling you as someone who ended up being let go after giving my entire self to a company with a very similar sounding CEO and bosses - quit. Quitting was something I had thought about but was playing it safe and not willing to quit without a job offer. the thing is, i had no time to do applications or interviews because of my work load. I was tired, I was angry, I would cry constantly. Seeing picture of myself during that time, I look like a dead person walking, and I had only worked there 7 fucking months. I finally was open about how I was feeling in an upfront, direct way: I couldn't take more on, I needed support. I told them that on a Thursday. I was let go the Monday after I said it. It ruined me for at least a year - I found another job quickly enough but left that one at 2 months in because I just couldnt handle anything. Getting fired was them taking the last bit of me - the sense of ANY control I had was gone because I told myself I would quit and that was the power I had. It was awful. I'd prepare to resign at that meeting with the COO. I'm telling you it wont get better (and I think you know that). Any attempts to even hint that it could WILL take 6+ months to see any type of movement if any and if you bring it up again, you'll be told to \"be more flexible\" and be a \"team player\". Don't buy it. The company that fired me kept going downhill after I was let go. My entire team was either fired or left shortly after. The company still exists, the CEO is the same and now years later, It's the most traumatizing experience I've ever had. Go into the meeting with the COO. Quit your job. Be polite. Give 2 weeks notice, DO NOT GIVE MORE because they will take it. DO NOT work at 200% during those 2 weeks - they're going to hate you no matter what you do. Accept you won't get a reference from the CEO but you can ask other people from your team even if they aren't a supervisor (this is accepted by the majority of places, I've tried it!). The next couple months while you apply will be tough, but you will feel so much better you won't even notice. ​ I'm sorry you're going through this. You don't deserve it and you're good at what you do. Take the red flags you've seen and make sure you watch for them else where (and they are everywhere!). Good luck.","human_ref_B":"I don\u2019t see a question in there but I really think you need to get in touch with your doctor as soon as humanly possible. My advice would be to quit this company - it is not going to improve and your attempts to get help from leadership have fallen on deaf ears. If you can\u2019t quit, it is imperative that you get help.","labels":1,"seconds_difference":3789.0,"score_ratio":3.7391304348} {"post_id":"ozfzxm","domain":"askhr_test","upvote_ratio":0.96,"history":"[FR] Overly demanding job resulting in severe mental health distress I work in PR in a 25-people company I joined only 6 months back. The CEO is a young woman of about 35 who appears to have some trouble managing expectations, employee workload and customer complaints. A few months back I was working in a 4 person team, and I estimated my workload at around 120% capacity. We dont get paid overtime, but I still worked longer hours in order to keep clients happy. Of the other 3 people in my team, one has since quit, the other went on a long holiday and the third got Covid. Three new very important and time-consuming projects were also added to my workload, which means I'm at around 200% capacity. My absent team members were not replaced, and several clients got seriously upset at the decrease in quality of service. I started to feel down in the dumps and drained all the time. I talked to my bosses and provided them with a list of my weekly tasks with an estimate of time needed to accomplish each, and it added up to an 80 hour work week. They offered no solution, because apparently no candidates reply to their job offers. I routinely started getting yelled at by clients and my bosses alike whenever the quality of my work was not up to standard. I started sinking lower and lower, and my preexisting anxiety and depression began to take over. It's 9pm on a Friday and I'm having dinner when I get a call from the CEO. She's screaming mad because a client called her in a rage - I apparently set her a press release formatted in the wrong font. I threw up my dinner. But still, I offered to fix it and send it back asap. I thought this would fix it, but my boss announced that the COO wants me in her office Monday first thing in the morning for a good old yelling session. I can't take this anymore. I'm having very dark thoughts.","c_root_id_A":"h7zhbqn","c_root_id_B":"h7zpncm","created_at_utc_A":1628286033,"created_at_utc_B":1628289939,"score_A":5,"score_B":86,"human_ref_A":"I\u2019m so sorry you\u2019re going through this, it\u2019s terrible the way that they\u2019re treating you! I would agree with you in that they have very unrealistic expectations. I would honestly look for a new job, no job is worth that much mental distress!","human_ref_B":"Hi - I've been in your position. I want to start off by saying - people telling you go to go t a doctor are well meaning but completely off base. No amount of therapy or drugs can help \"cope\" in that type of environment. It's a ridiculous thing to even infer that you should be able to \"cope\" or even slightly \"deal\" with this better. I'm telling you as someone who ended up being let go after giving my entire self to a company with a very similar sounding CEO and bosses - quit. Quitting was something I had thought about but was playing it safe and not willing to quit without a job offer. the thing is, i had no time to do applications or interviews because of my work load. I was tired, I was angry, I would cry constantly. Seeing picture of myself during that time, I look like a dead person walking, and I had only worked there 7 fucking months. I finally was open about how I was feeling in an upfront, direct way: I couldn't take more on, I needed support. I told them that on a Thursday. I was let go the Monday after I said it. It ruined me for at least a year - I found another job quickly enough but left that one at 2 months in because I just couldnt handle anything. Getting fired was them taking the last bit of me - the sense of ANY control I had was gone because I told myself I would quit and that was the power I had. It was awful. I'd prepare to resign at that meeting with the COO. I'm telling you it wont get better (and I think you know that). Any attempts to even hint that it could WILL take 6+ months to see any type of movement if any and if you bring it up again, you'll be told to \"be more flexible\" and be a \"team player\". Don't buy it. The company that fired me kept going downhill after I was let go. My entire team was either fired or left shortly after. The company still exists, the CEO is the same and now years later, It's the most traumatizing experience I've ever had. Go into the meeting with the COO. Quit your job. Be polite. Give 2 weeks notice, DO NOT GIVE MORE because they will take it. DO NOT work at 200% during those 2 weeks - they're going to hate you no matter what you do. Accept you won't get a reference from the CEO but you can ask other people from your team even if they aren't a supervisor (this is accepted by the majority of places, I've tried it!). The next couple months while you apply will be tough, but you will feel so much better you won't even notice. ​ I'm sorry you're going through this. You don't deserve it and you're good at what you do. Take the red flags you've seen and make sure you watch for them else where (and they are everywhere!). Good luck.","labels":0,"seconds_difference":3906.0,"score_ratio":17.2} {"post_id":"ozfzxm","domain":"askhr_test","upvote_ratio":0.96,"history":"[FR] Overly demanding job resulting in severe mental health distress I work in PR in a 25-people company I joined only 6 months back. The CEO is a young woman of about 35 who appears to have some trouble managing expectations, employee workload and customer complaints. A few months back I was working in a 4 person team, and I estimated my workload at around 120% capacity. We dont get paid overtime, but I still worked longer hours in order to keep clients happy. Of the other 3 people in my team, one has since quit, the other went on a long holiday and the third got Covid. Three new very important and time-consuming projects were also added to my workload, which means I'm at around 200% capacity. My absent team members were not replaced, and several clients got seriously upset at the decrease in quality of service. I started to feel down in the dumps and drained all the time. I talked to my bosses and provided them with a list of my weekly tasks with an estimate of time needed to accomplish each, and it added up to an 80 hour work week. They offered no solution, because apparently no candidates reply to their job offers. I routinely started getting yelled at by clients and my bosses alike whenever the quality of my work was not up to standard. I started sinking lower and lower, and my preexisting anxiety and depression began to take over. It's 9pm on a Friday and I'm having dinner when I get a call from the CEO. She's screaming mad because a client called her in a rage - I apparently set her a press release formatted in the wrong font. I threw up my dinner. But still, I offered to fix it and send it back asap. I thought this would fix it, but my boss announced that the COO wants me in her office Monday first thing in the morning for a good old yelling session. I can't take this anymore. I'm having very dark thoughts.","c_root_id_A":"h7zhhpv","c_root_id_B":"h7zhbqn","created_at_utc_A":1628286107,"created_at_utc_B":1628286033,"score_A":35,"score_B":5,"human_ref_A":"Leave","human_ref_B":"I\u2019m so sorry you\u2019re going through this, it\u2019s terrible the way that they\u2019re treating you! I would agree with you in that they have very unrealistic expectations. I would honestly look for a new job, no job is worth that much mental distress!","labels":1,"seconds_difference":74.0,"score_ratio":7.0} {"post_id":"ozfzxm","domain":"askhr_test","upvote_ratio":0.96,"history":"[FR] Overly demanding job resulting in severe mental health distress I work in PR in a 25-people company I joined only 6 months back. The CEO is a young woman of about 35 who appears to have some trouble managing expectations, employee workload and customer complaints. A few months back I was working in a 4 person team, and I estimated my workload at around 120% capacity. We dont get paid overtime, but I still worked longer hours in order to keep clients happy. Of the other 3 people in my team, one has since quit, the other went on a long holiday and the third got Covid. Three new very important and time-consuming projects were also added to my workload, which means I'm at around 200% capacity. My absent team members were not replaced, and several clients got seriously upset at the decrease in quality of service. I started to feel down in the dumps and drained all the time. I talked to my bosses and provided them with a list of my weekly tasks with an estimate of time needed to accomplish each, and it added up to an 80 hour work week. They offered no solution, because apparently no candidates reply to their job offers. I routinely started getting yelled at by clients and my bosses alike whenever the quality of my work was not up to standard. I started sinking lower and lower, and my preexisting anxiety and depression began to take over. It's 9pm on a Friday and I'm having dinner when I get a call from the CEO. She's screaming mad because a client called her in a rage - I apparently set her a press release formatted in the wrong font. I threw up my dinner. But still, I offered to fix it and send it back asap. I thought this would fix it, but my boss announced that the COO wants me in her office Monday first thing in the morning for a good old yelling session. I can't take this anymore. I'm having very dark thoughts.","c_root_id_A":"h7zhbqn","c_root_id_B":"h7zhkxw","created_at_utc_A":1628286033,"created_at_utc_B":1628286150,"score_A":5,"score_B":23,"human_ref_A":"I\u2019m so sorry you\u2019re going through this, it\u2019s terrible the way that they\u2019re treating you! I would agree with you in that they have very unrealistic expectations. I would honestly look for a new job, no job is worth that much mental distress!","human_ref_B":"I don\u2019t see a question in there but I really think you need to get in touch with your doctor as soon as humanly possible. My advice would be to quit this company - it is not going to improve and your attempts to get help from leadership have fallen on deaf ears. If you can\u2019t quit, it is imperative that you get help.","labels":0,"seconds_difference":117.0,"score_ratio":4.6} {"post_id":"ozfzxm","domain":"askhr_test","upvote_ratio":0.96,"history":"[FR] Overly demanding job resulting in severe mental health distress I work in PR in a 25-people company I joined only 6 months back. The CEO is a young woman of about 35 who appears to have some trouble managing expectations, employee workload and customer complaints. A few months back I was working in a 4 person team, and I estimated my workload at around 120% capacity. We dont get paid overtime, but I still worked longer hours in order to keep clients happy. Of the other 3 people in my team, one has since quit, the other went on a long holiday and the third got Covid. Three new very important and time-consuming projects were also added to my workload, which means I'm at around 200% capacity. My absent team members were not replaced, and several clients got seriously upset at the decrease in quality of service. I started to feel down in the dumps and drained all the time. I talked to my bosses and provided them with a list of my weekly tasks with an estimate of time needed to accomplish each, and it added up to an 80 hour work week. They offered no solution, because apparently no candidates reply to their job offers. I routinely started getting yelled at by clients and my bosses alike whenever the quality of my work was not up to standard. I started sinking lower and lower, and my preexisting anxiety and depression began to take over. It's 9pm on a Friday and I'm having dinner when I get a call from the CEO. She's screaming mad because a client called her in a rage - I apparently set her a press release formatted in the wrong font. I threw up my dinner. But still, I offered to fix it and send it back asap. I thought this would fix it, but my boss announced that the COO wants me in her office Monday first thing in the morning for a good old yelling session. I can't take this anymore. I'm having very dark thoughts.","c_root_id_A":"h7zrgka","c_root_id_B":"h7zxq0g","created_at_utc_A":1628290818,"created_at_utc_B":1628293975,"score_A":6,"score_B":10,"human_ref_A":"Quit. Detail exactly why in your resignation letter. Your CEO is a horrible person and if you want to give her the finger on the way out, I won't tell you not to. ;)","human_ref_B":"QUIT YOUR JOB!!! It is my understanding that there are other jobs out there. Someone else here posted to go in Monday, give your two-week notice, and be DONE with those 80-hour weeks. ​ YOU ARE WORTH SO MUCH MORE THAN THIS JOB!!! ​ Just think about how much lighter you will feel.","labels":0,"seconds_difference":3157.0,"score_ratio":1.6666666667} {"post_id":"ozfzxm","domain":"askhr_test","upvote_ratio":0.96,"history":"[FR] Overly demanding job resulting in severe mental health distress I work in PR in a 25-people company I joined only 6 months back. The CEO is a young woman of about 35 who appears to have some trouble managing expectations, employee workload and customer complaints. A few months back I was working in a 4 person team, and I estimated my workload at around 120% capacity. We dont get paid overtime, but I still worked longer hours in order to keep clients happy. Of the other 3 people in my team, one has since quit, the other went on a long holiday and the third got Covid. Three new very important and time-consuming projects were also added to my workload, which means I'm at around 200% capacity. My absent team members were not replaced, and several clients got seriously upset at the decrease in quality of service. I started to feel down in the dumps and drained all the time. I talked to my bosses and provided them with a list of my weekly tasks with an estimate of time needed to accomplish each, and it added up to an 80 hour work week. They offered no solution, because apparently no candidates reply to their job offers. I routinely started getting yelled at by clients and my bosses alike whenever the quality of my work was not up to standard. I started sinking lower and lower, and my preexisting anxiety and depression began to take over. It's 9pm on a Friday and I'm having dinner when I get a call from the CEO. She's screaming mad because a client called her in a rage - I apparently set her a press release formatted in the wrong font. I threw up my dinner. But still, I offered to fix it and send it back asap. I thought this would fix it, but my boss announced that the COO wants me in her office Monday first thing in the morning for a good old yelling session. I can't take this anymore. I'm having very dark thoughts.","c_root_id_A":"h7zxq0g","c_root_id_B":"h7zhbqn","created_at_utc_A":1628293975,"created_at_utc_B":1628286033,"score_A":10,"score_B":5,"human_ref_A":"QUIT YOUR JOB!!! It is my understanding that there are other jobs out there. Someone else here posted to go in Monday, give your two-week notice, and be DONE with those 80-hour weeks. ​ YOU ARE WORTH SO MUCH MORE THAN THIS JOB!!! ​ Just think about how much lighter you will feel.","human_ref_B":"I\u2019m so sorry you\u2019re going through this, it\u2019s terrible the way that they\u2019re treating you! I would agree with you in that they have very unrealistic expectations. I would honestly look for a new job, no job is worth that much mental distress!","labels":1,"seconds_difference":7942.0,"score_ratio":2.0} {"post_id":"ozfzxm","domain":"askhr_test","upvote_ratio":0.96,"history":"[FR] Overly demanding job resulting in severe mental health distress I work in PR in a 25-people company I joined only 6 months back. The CEO is a young woman of about 35 who appears to have some trouble managing expectations, employee workload and customer complaints. A few months back I was working in a 4 person team, and I estimated my workload at around 120% capacity. We dont get paid overtime, but I still worked longer hours in order to keep clients happy. Of the other 3 people in my team, one has since quit, the other went on a long holiday and the third got Covid. Three new very important and time-consuming projects were also added to my workload, which means I'm at around 200% capacity. My absent team members were not replaced, and several clients got seriously upset at the decrease in quality of service. I started to feel down in the dumps and drained all the time. I talked to my bosses and provided them with a list of my weekly tasks with an estimate of time needed to accomplish each, and it added up to an 80 hour work week. They offered no solution, because apparently no candidates reply to their job offers. I routinely started getting yelled at by clients and my bosses alike whenever the quality of my work was not up to standard. I started sinking lower and lower, and my preexisting anxiety and depression began to take over. It's 9pm on a Friday and I'm having dinner when I get a call from the CEO. She's screaming mad because a client called her in a rage - I apparently set her a press release formatted in the wrong font. I threw up my dinner. But still, I offered to fix it and send it back asap. I thought this would fix it, but my boss announced that the COO wants me in her office Monday first thing in the morning for a good old yelling session. I can't take this anymore. I'm having very dark thoughts.","c_root_id_A":"h7zrgka","c_root_id_B":"h7zxrvc","created_at_utc_A":1628290818,"created_at_utc_B":1628294001,"score_A":6,"score_B":8,"human_ref_A":"Quit. Detail exactly why in your resignation letter. Your CEO is a horrible person and if you want to give her the finger on the way out, I won't tell you not to. ;)","human_ref_B":"You are trying to do the work of four people and you can't. Do you want to know why the clients are so angry? It's because they paid money based on four of you being available. Where's that money now? And if upper management wants to complain and has the time to complain then why aren't they helpng out? If they want to fire you then accept it, heck, welcome it. Tell them outright you can do the work of two people for a short while but not the work of four people. Say it just like that. If they have a problem with it, they know what to do. And why would you feel bad? You did what you could.","labels":0,"seconds_difference":3183.0,"score_ratio":1.3333333333} {"post_id":"ozfzxm","domain":"askhr_test","upvote_ratio":0.96,"history":"[FR] Overly demanding job resulting in severe mental health distress I work in PR in a 25-people company I joined only 6 months back. The CEO is a young woman of about 35 who appears to have some trouble managing expectations, employee workload and customer complaints. A few months back I was working in a 4 person team, and I estimated my workload at around 120% capacity. We dont get paid overtime, but I still worked longer hours in order to keep clients happy. Of the other 3 people in my team, one has since quit, the other went on a long holiday and the third got Covid. Three new very important and time-consuming projects were also added to my workload, which means I'm at around 200% capacity. My absent team members were not replaced, and several clients got seriously upset at the decrease in quality of service. I started to feel down in the dumps and drained all the time. I talked to my bosses and provided them with a list of my weekly tasks with an estimate of time needed to accomplish each, and it added up to an 80 hour work week. They offered no solution, because apparently no candidates reply to their job offers. I routinely started getting yelled at by clients and my bosses alike whenever the quality of my work was not up to standard. I started sinking lower and lower, and my preexisting anxiety and depression began to take over. It's 9pm on a Friday and I'm having dinner when I get a call from the CEO. She's screaming mad because a client called her in a rage - I apparently set her a press release formatted in the wrong font. I threw up my dinner. But still, I offered to fix it and send it back asap. I thought this would fix it, but my boss announced that the COO wants me in her office Monday first thing in the morning for a good old yelling session. I can't take this anymore. I'm having very dark thoughts.","c_root_id_A":"h7zhbqn","c_root_id_B":"h7zxrvc","created_at_utc_A":1628286033,"created_at_utc_B":1628294001,"score_A":5,"score_B":8,"human_ref_A":"I\u2019m so sorry you\u2019re going through this, it\u2019s terrible the way that they\u2019re treating you! I would agree with you in that they have very unrealistic expectations. I would honestly look for a new job, no job is worth that much mental distress!","human_ref_B":"You are trying to do the work of four people and you can't. Do you want to know why the clients are so angry? It's because they paid money based on four of you being available. Where's that money now? And if upper management wants to complain and has the time to complain then why aren't they helpng out? If they want to fire you then accept it, heck, welcome it. Tell them outright you can do the work of two people for a short while but not the work of four people. Say it just like that. If they have a problem with it, they know what to do. And why would you feel bad? You did what you could.","labels":0,"seconds_difference":7968.0,"score_ratio":1.6} {"post_id":"ozfzxm","domain":"askhr_test","upvote_ratio":0.96,"history":"[FR] Overly demanding job resulting in severe mental health distress I work in PR in a 25-people company I joined only 6 months back. The CEO is a young woman of about 35 who appears to have some trouble managing expectations, employee workload and customer complaints. A few months back I was working in a 4 person team, and I estimated my workload at around 120% capacity. We dont get paid overtime, but I still worked longer hours in order to keep clients happy. Of the other 3 people in my team, one has since quit, the other went on a long holiday and the third got Covid. Three new very important and time-consuming projects were also added to my workload, which means I'm at around 200% capacity. My absent team members were not replaced, and several clients got seriously upset at the decrease in quality of service. I started to feel down in the dumps and drained all the time. I talked to my bosses and provided them with a list of my weekly tasks with an estimate of time needed to accomplish each, and it added up to an 80 hour work week. They offered no solution, because apparently no candidates reply to their job offers. I routinely started getting yelled at by clients and my bosses alike whenever the quality of my work was not up to standard. I started sinking lower and lower, and my preexisting anxiety and depression began to take over. It's 9pm on a Friday and I'm having dinner when I get a call from the CEO. She's screaming mad because a client called her in a rage - I apparently set her a press release formatted in the wrong font. I threw up my dinner. But still, I offered to fix it and send it back asap. I thought this would fix it, but my boss announced that the COO wants me in her office Monday first thing in the morning for a good old yelling session. I can't take this anymore. I'm having very dark thoughts.","c_root_id_A":"h7zrgka","c_root_id_B":"h7zhbqn","created_at_utc_A":1628290818,"created_at_utc_B":1628286033,"score_A":6,"score_B":5,"human_ref_A":"Quit. Detail exactly why in your resignation letter. Your CEO is a horrible person and if you want to give her the finger on the way out, I won't tell you not to. ;)","human_ref_B":"I\u2019m so sorry you\u2019re going through this, it\u2019s terrible the way that they\u2019re treating you! I would agree with you in that they have very unrealistic expectations. I would honestly look for a new job, no job is worth that much mental distress!","labels":1,"seconds_difference":4785.0,"score_ratio":1.2} {"post_id":"ozfzxm","domain":"askhr_test","upvote_ratio":0.96,"history":"[FR] Overly demanding job resulting in severe mental health distress I work in PR in a 25-people company I joined only 6 months back. The CEO is a young woman of about 35 who appears to have some trouble managing expectations, employee workload and customer complaints. A few months back I was working in a 4 person team, and I estimated my workload at around 120% capacity. We dont get paid overtime, but I still worked longer hours in order to keep clients happy. Of the other 3 people in my team, one has since quit, the other went on a long holiday and the third got Covid. Three new very important and time-consuming projects were also added to my workload, which means I'm at around 200% capacity. My absent team members were not replaced, and several clients got seriously upset at the decrease in quality of service. I started to feel down in the dumps and drained all the time. I talked to my bosses and provided them with a list of my weekly tasks with an estimate of time needed to accomplish each, and it added up to an 80 hour work week. They offered no solution, because apparently no candidates reply to their job offers. I routinely started getting yelled at by clients and my bosses alike whenever the quality of my work was not up to standard. I started sinking lower and lower, and my preexisting anxiety and depression began to take over. It's 9pm on a Friday and I'm having dinner when I get a call from the CEO. She's screaming mad because a client called her in a rage - I apparently set her a press release formatted in the wrong font. I threw up my dinner. But still, I offered to fix it and send it back asap. I thought this would fix it, but my boss announced that the COO wants me in her office Monday first thing in the morning for a good old yelling session. I can't take this anymore. I'm having very dark thoughts.","c_root_id_A":"h80a9cg","c_root_id_B":"h7zhbqn","created_at_utc_A":1628300882,"created_at_utc_B":1628286033,"score_A":6,"score_B":5,"human_ref_A":"I\u2019m sorry but the minute anyone yells at you is the moment to dip, let alone doing as much work as you have been. Quitting is the best thing for your sanity and health. Employers don\u2019t give a shit about you and neither should you about them, no matter how they try to bs you or guilt you into it. Leave ASAP.","human_ref_B":"I\u2019m so sorry you\u2019re going through this, it\u2019s terrible the way that they\u2019re treating you! I would agree with you in that they have very unrealistic expectations. I would honestly look for a new job, no job is worth that much mental distress!","labels":1,"seconds_difference":14849.0,"score_ratio":1.2} {"post_id":"ozfzxm","domain":"askhr_test","upvote_ratio":0.96,"history":"[FR] Overly demanding job resulting in severe mental health distress I work in PR in a 25-people company I joined only 6 months back. The CEO is a young woman of about 35 who appears to have some trouble managing expectations, employee workload and customer complaints. A few months back I was working in a 4 person team, and I estimated my workload at around 120% capacity. We dont get paid overtime, but I still worked longer hours in order to keep clients happy. Of the other 3 people in my team, one has since quit, the other went on a long holiday and the third got Covid. Three new very important and time-consuming projects were also added to my workload, which means I'm at around 200% capacity. My absent team members were not replaced, and several clients got seriously upset at the decrease in quality of service. I started to feel down in the dumps and drained all the time. I talked to my bosses and provided them with a list of my weekly tasks with an estimate of time needed to accomplish each, and it added up to an 80 hour work week. They offered no solution, because apparently no candidates reply to their job offers. I routinely started getting yelled at by clients and my bosses alike whenever the quality of my work was not up to standard. I started sinking lower and lower, and my preexisting anxiety and depression began to take over. It's 9pm on a Friday and I'm having dinner when I get a call from the CEO. She's screaming mad because a client called her in a rage - I apparently set her a press release formatted in the wrong font. I threw up my dinner. But still, I offered to fix it and send it back asap. I thought this would fix it, but my boss announced that the COO wants me in her office Monday first thing in the morning for a good old yelling session. I can't take this anymore. I'm having very dark thoughts.","c_root_id_A":"h80ohuk","c_root_id_B":"h80mtd2","created_at_utc_A":1628308683,"created_at_utc_B":1628307714,"score_A":5,"score_B":3,"human_ref_A":"I can share with you advice from my area, but we have employee rights so this may not apply to Americans. Keep a diary of every time you've been screamed at, make sure you back up every email telling you to go further and do more as well as that email about working at 200% capacity. Write down your hours and back every phone conversation up with an \"As per our previous discussion\" email. Also go to a doctor and a therapist, make sure you are documenting this as well, ask them for records of what was discussed and to keep their notes handy in case of subpoena. Then go to your bosses one last time and don't ask. Just tell them, this is the hours I'm contracted to work, I'll do acceptable overtime past these hours, to the tune of around 15mins staying late, but after that I'll be going home and turning off my phone. I need a work\/rest balance and you need to hire enough people to get this work done. Then do just that, if they fire you then you can sue for unfair dismissal and potentially emotional damage. Employers are not allowed to work you literally to death, but they'll bloody try it. We're lucky enough to have unions and industrial relations commissions so as long as we're fee paying members of the unions they'll provide us with lawyers, you might not have that. But this does sound like a clear case of workplace abuse.","human_ref_B":"Honey. Sweet boy or girl or person. Do not let this job destroy your soul. Get out and do it now. These people do not care about you. They have shown it time and time again. Leave as soon as you can. You owe these people nothing. In five years from now this will be a turning point for you. Decide what that means for you.","labels":1,"seconds_difference":969.0,"score_ratio":1.6666666667} {"post_id":"j4tpn5","domain":"askhr_test","upvote_ratio":0.87,"history":"[TX] Caught coworker allowing underage coworker to purchase alcohol First off, yes I reported it. Coworker came in to our store in their time off and asked if I could ring them up. I saw they had alcohol so I said yeah let me just see your ID because I don\u2019t know your age. They said well I\u2019m not of age but please can you do it. I told them no that it wasn\u2019t worth losing my job. They said ok and went to another person who allowed them to ( we were super busy so I was ringing up another customer and just glanced and saw them leave w said alcohol). I reported what happened, one because it\u2019s illegal! And two I wouldn\u2019t want this to come back to me eventually and get in trouble for knowing they tried with me. I was told I had to write a statement and I turned it in to supervisor. Anyone know what most likely would happen next? Would anyone else get involved? Like law enforcement or licensing?","c_root_id_A":"g7nwhpg","c_root_id_B":"g7o0ag0","created_at_utc_A":1601810179,"created_at_utc_B":1601811725,"score_A":20,"score_B":29,"human_ref_A":"My simple thought is this - what if an off duty cop witnessed you turn down the sale, then saw your coworker sell the alcohol then reported that to the state? By you speaking up, you limit the problem to the two people involved - now both likely former employees. They're not going to jeopardize their liquor license over two idiots.","human_ref_B":"To you? Nothing. To the two employees: termination and what ever else Alcohol Law Enforcement decides their punishments should be. Your employer: that depends on Alcohol Law Enforcement.","labels":0,"seconds_difference":1546.0,"score_ratio":1.45} {"post_id":"w5b5r6","domain":"askhr_test","upvote_ratio":0.94,"history":"[TX] Recruiter asked for salary expectations during the phone interview. They gave me a range and now want my salary expectations before setting up the panel interview. What do I do? Hi people, The title says it all. I had a great conversation with my recruiter and they expressed they were interested in moving me forward. They gave me a range (100k - 140k). They were super transparent and said they imagine this role would be a promotion for me. Not 100% true. I know I\u2019d kill it in this role and have tons of global experience, and come from a similarly sized company and annual company revenue. I don\u2019t want to shoot too high and be rude before I even get a chance to sit for an interview. Given market research I would land myself around the upper portion of the band, 130k. They do seem to be aggressively hiring at the moment. The bonus structure seems pretty good and it\u2019s a flexible work environment. I wonder if I should just say, \u201cthe salary range you provided aligns well\u2026\u201d and continue to be vague? I don\u2019t want to play games since they were so transparent. Any advice welcome.","c_root_id_A":"ih7b9vs","c_root_id_B":"ih7cs3f","created_at_utc_A":1658504979,"created_at_utc_B":1658505562,"score_A":8,"score_B":20,"human_ref_A":"Be transparent at $130 since you know it's in their range. It is a bit high but if you expect you can walk in and do the job with little to no training (due to your experience) then I'd state that number.","human_ref_B":"Tell them you would want to be at least at $130k. That leaves room should you find out during the interview that this is more than you bargained for or otherwise want to push to $140","labels":0,"seconds_difference":583.0,"score_ratio":2.5} {"post_id":"w5b5r6","domain":"askhr_test","upvote_ratio":0.94,"history":"[TX] Recruiter asked for salary expectations during the phone interview. They gave me a range and now want my salary expectations before setting up the panel interview. What do I do? Hi people, The title says it all. I had a great conversation with my recruiter and they expressed they were interested in moving me forward. They gave me a range (100k - 140k). They were super transparent and said they imagine this role would be a promotion for me. Not 100% true. I know I\u2019d kill it in this role and have tons of global experience, and come from a similarly sized company and annual company revenue. I don\u2019t want to shoot too high and be rude before I even get a chance to sit for an interview. Given market research I would land myself around the upper portion of the band, 130k. They do seem to be aggressively hiring at the moment. The bonus structure seems pretty good and it\u2019s a flexible work environment. I wonder if I should just say, \u201cthe salary range you provided aligns well\u2026\u201d and continue to be vague? I don\u2019t want to play games since they were so transparent. Any advice welcome.","c_root_id_A":"ih79tp6","c_root_id_B":"ih7cs3f","created_at_utc_A":1658504421,"created_at_utc_B":1658505562,"score_A":4,"score_B":20,"human_ref_A":"I\u2019d answer just as you have above, that you\u2019ve done market research and based on your you\u2019d land in the top band of the range at $130. If the recruiter has questions regarding why you feel you are experienced enough to rate that level of pay as opposed to this being a promotion be prepared to answer.","human_ref_B":"Tell them you would want to be at least at $130k. That leaves room should you find out during the interview that this is more than you bargained for or otherwise want to push to $140","labels":0,"seconds_difference":1141.0,"score_ratio":5.0} {"post_id":"w5b5r6","domain":"askhr_test","upvote_ratio":0.94,"history":"[TX] Recruiter asked for salary expectations during the phone interview. They gave me a range and now want my salary expectations before setting up the panel interview. What do I do? Hi people, The title says it all. I had a great conversation with my recruiter and they expressed they were interested in moving me forward. They gave me a range (100k - 140k). They were super transparent and said they imagine this role would be a promotion for me. Not 100% true. I know I\u2019d kill it in this role and have tons of global experience, and come from a similarly sized company and annual company revenue. I don\u2019t want to shoot too high and be rude before I even get a chance to sit for an interview. Given market research I would land myself around the upper portion of the band, 130k. They do seem to be aggressively hiring at the moment. The bonus structure seems pretty good and it\u2019s a flexible work environment. I wonder if I should just say, \u201cthe salary range you provided aligns well\u2026\u201d and continue to be vague? I don\u2019t want to play games since they were so transparent. Any advice welcome.","c_root_id_A":"ih79tp6","c_root_id_B":"ih7b9vs","created_at_utc_A":1658504421,"created_at_utc_B":1658504979,"score_A":4,"score_B":8,"human_ref_A":"I\u2019d answer just as you have above, that you\u2019ve done market research and based on your you\u2019d land in the top band of the range at $130. If the recruiter has questions regarding why you feel you are experienced enough to rate that level of pay as opposed to this being a promotion be prepared to answer.","human_ref_B":"Be transparent at $130 since you know it's in their range. It is a bit high but if you expect you can walk in and do the job with little to no training (due to your experience) then I'd state that number.","labels":0,"seconds_difference":558.0,"score_ratio":2.0} {"post_id":"w5b5r6","domain":"askhr_test","upvote_ratio":0.94,"history":"[TX] Recruiter asked for salary expectations during the phone interview. They gave me a range and now want my salary expectations before setting up the panel interview. What do I do? Hi people, The title says it all. I had a great conversation with my recruiter and they expressed they were interested in moving me forward. They gave me a range (100k - 140k). They were super transparent and said they imagine this role would be a promotion for me. Not 100% true. I know I\u2019d kill it in this role and have tons of global experience, and come from a similarly sized company and annual company revenue. I don\u2019t want to shoot too high and be rude before I even get a chance to sit for an interview. Given market research I would land myself around the upper portion of the band, 130k. They do seem to be aggressively hiring at the moment. The bonus structure seems pretty good and it\u2019s a flexible work environment. I wonder if I should just say, \u201cthe salary range you provided aligns well\u2026\u201d and continue to be vague? I don\u2019t want to play games since they were so transparent. Any advice welcome.","c_root_id_A":"ih8c4dx","c_root_id_B":"ih93xsv","created_at_utc_A":1658519251,"created_at_utc_B":1658530552,"score_A":2,"score_B":3,"human_ref_A":"Is this you\u2019re first job? Stop playing games. Tell them exactly what you want.","human_ref_B":"I would quote the high end of the range they gave you and say you are looking for $130-140k maybe they give you $ 120-130k otherwise they will most likely offer towards the lower end of the range. You can say something like I am looking for $130k-$140k but could have some flexibility for the right opportunity and benefits package like cost of insurance, PTO. If there insurance premiums are high and PTO is less those are all parts of a compensation package. That range is so broad I would cut it down to a 10-15k range that you want to target but making sure you have flexibility and would be taking a lot of things into consideration outside of money.","labels":0,"seconds_difference":11301.0,"score_ratio":1.5} {"post_id":"w5b5r6","domain":"askhr_test","upvote_ratio":0.94,"history":"[TX] Recruiter asked for salary expectations during the phone interview. They gave me a range and now want my salary expectations before setting up the panel interview. What do I do? Hi people, The title says it all. I had a great conversation with my recruiter and they expressed they were interested in moving me forward. They gave me a range (100k - 140k). They were super transparent and said they imagine this role would be a promotion for me. Not 100% true. I know I\u2019d kill it in this role and have tons of global experience, and come from a similarly sized company and annual company revenue. I don\u2019t want to shoot too high and be rude before I even get a chance to sit for an interview. Given market research I would land myself around the upper portion of the band, 130k. They do seem to be aggressively hiring at the moment. The bonus structure seems pretty good and it\u2019s a flexible work environment. I wonder if I should just say, \u201cthe salary range you provided aligns well\u2026\u201d and continue to be vague? I don\u2019t want to play games since they were so transparent. Any advice welcome.","c_root_id_A":"ih8ojnx","c_root_id_B":"ih93xsv","created_at_utc_A":1658524134,"created_at_utc_B":1658530552,"score_A":2,"score_B":3,"human_ref_A":"Stop waffling and choose a number. If they say it's too high, negociate.","human_ref_B":"I would quote the high end of the range they gave you and say you are looking for $130-140k maybe they give you $ 120-130k otherwise they will most likely offer towards the lower end of the range. You can say something like I am looking for $130k-$140k but could have some flexibility for the right opportunity and benefits package like cost of insurance, PTO. If there insurance premiums are high and PTO is less those are all parts of a compensation package. That range is so broad I would cut it down to a 10-15k range that you want to target but making sure you have flexibility and would be taking a lot of things into consideration outside of money.","labels":0,"seconds_difference":6418.0,"score_ratio":1.5} {"post_id":"nj7dk3","domain":"askhr_test","upvote_ratio":0.97,"history":"[AU] Manager wants me out of role. Continues to isolate. I don't know how to manager the situation. Do i quit and sue? Do i go to HR? What should i do? I'm in Sydney Australia. I posted a month ago, that my manager told me he wanted me out of my role, which i have successfully performed for several years, no disciplinary actions, etc. Said its for my benefit and his own philosophy that you should not be in a role for more than x years. That he would help me look for new opportunities and that if i did not take another role within next 4 months, it would be different conversation, with the end result I would no longer have a role in the company. I replied that, while I am happy to look for new opportunities, I was happy performing my current role until then. I also expect to be able to continue in my role without being undermined. Manager raised his eyebrows and said \"of course\". Since then, Manager has done everything he can to isolate me. He has tasked someone out of my department to run large project, that sits with the scope of my role. He refuses to talk to me or acknowledge me outside of meeting where others attend and mostly not even then. In 1:1 discussions, I have to sit while he tells me how he is doing this tfor my benefit. In our last 1:1, I was upset and he demanded to know why. When I said I was not comfortable discussing why I was upset with him (6 times), he kept demanding to know - i then found out a manager at his level called out how upset I was and wanted to know what my manager was doing to support me. I asked my manager, why he was asking, as its the first time he has ever asked how i am, do i need support; that he told me he wanted me out of my role, and offered no support HR Or any of the company support programs. I said that in the last year, he has not once reached out while I was working from home (due to covid) or since, to ask how i am, etc, and when i have reached out, has said I dont want to deal with (me). Managers reply (literally), I'll take that feedback on the chin. Since then he has not spoken to me once, not online, not in meetings, not in corridor. Not even when another team member recognised me in a team meeting for excellent work. I have started to document this behaviour, how isolated he has made me in the team, etc. I am not a confrontational person, I genuinely dont know how to reply to what feels like a personal attack about me personally and professionally. I also have a witness who has directly observed managers behaviours and the behaviours of his leadership team towards me, who has said he will go to HR if I need to. It feels like constructive dismissal and bullying, but i dont know, I've not been in this position before. I always figured, work hard in my job, perform well, and as long as the company is not restructuring, you get to keep your job you know? At this point, I feel so isolated, depressed and physically sick every day, that I have thought about going on long term stress leave, or just quitting and hiring an employment lawyer and suing the company. I am getting medical attention for the stress. I need to know if i should be reporting this to my companies HR? And how to I phrase this conversation, as i've previously been told going to HR i may as well leave the company as they are just going to support my manager?","c_root_id_A":"gz5xxxh","c_root_id_B":"gz5wgp4","created_at_utc_A":1621780664,"created_at_utc_B":1621779885,"score_A":58,"score_B":2,"human_ref_A":"How many employees does your company have? You should've spoken to HR the first time he said \"I want to get rid of you because I don't think employees should be in a role for longer than X years\" and asked HR if this is company policy. I suspect it's not. It's also poor management and opens the company to all kinds of risk.","human_ref_B":"I\u2019m sorry this is happening to you. I\u2019ve worked for a horribly toxic manager before too, so I feel your pain. I\u2019m not familiar with AU law, so I can\u2019t comment on that. But I do think it would be in your best interest to let someone know what\u2019s going on, whether that be HR or someone higher up your leadership chain that you trust. Your manager isn\u2019t being a good leader. Sometimes HR can help, with leadership training and some course correction for this person. But unless a company policy or law is being broken, they tend to stay out of it. Depends on your company culture. In the meantime, please be looking for another role. IME in the US, if your manager wants you gone, you\u2019ll be gone.","labels":1,"seconds_difference":779.0,"score_ratio":29.0} {"post_id":"nj7dk3","domain":"askhr_test","upvote_ratio":0.97,"history":"[AU] Manager wants me out of role. Continues to isolate. I don't know how to manager the situation. Do i quit and sue? Do i go to HR? What should i do? I'm in Sydney Australia. I posted a month ago, that my manager told me he wanted me out of my role, which i have successfully performed for several years, no disciplinary actions, etc. Said its for my benefit and his own philosophy that you should not be in a role for more than x years. That he would help me look for new opportunities and that if i did not take another role within next 4 months, it would be different conversation, with the end result I would no longer have a role in the company. I replied that, while I am happy to look for new opportunities, I was happy performing my current role until then. I also expect to be able to continue in my role without being undermined. Manager raised his eyebrows and said \"of course\". Since then, Manager has done everything he can to isolate me. He has tasked someone out of my department to run large project, that sits with the scope of my role. He refuses to talk to me or acknowledge me outside of meeting where others attend and mostly not even then. In 1:1 discussions, I have to sit while he tells me how he is doing this tfor my benefit. In our last 1:1, I was upset and he demanded to know why. When I said I was not comfortable discussing why I was upset with him (6 times), he kept demanding to know - i then found out a manager at his level called out how upset I was and wanted to know what my manager was doing to support me. I asked my manager, why he was asking, as its the first time he has ever asked how i am, do i need support; that he told me he wanted me out of my role, and offered no support HR Or any of the company support programs. I said that in the last year, he has not once reached out while I was working from home (due to covid) or since, to ask how i am, etc, and when i have reached out, has said I dont want to deal with (me). Managers reply (literally), I'll take that feedback on the chin. Since then he has not spoken to me once, not online, not in meetings, not in corridor. Not even when another team member recognised me in a team meeting for excellent work. I have started to document this behaviour, how isolated he has made me in the team, etc. I am not a confrontational person, I genuinely dont know how to reply to what feels like a personal attack about me personally and professionally. I also have a witness who has directly observed managers behaviours and the behaviours of his leadership team towards me, who has said he will go to HR if I need to. It feels like constructive dismissal and bullying, but i dont know, I've not been in this position before. I always figured, work hard in my job, perform well, and as long as the company is not restructuring, you get to keep your job you know? At this point, I feel so isolated, depressed and physically sick every day, that I have thought about going on long term stress leave, or just quitting and hiring an employment lawyer and suing the company. I am getting medical attention for the stress. I need to know if i should be reporting this to my companies HR? And how to I phrase this conversation, as i've previously been told going to HR i may as well leave the company as they are just going to support my manager?","c_root_id_A":"gz60m4w","c_root_id_B":"gz5wgp4","created_at_utc_A":1621782014,"created_at_utc_B":1621779885,"score_A":20,"score_B":2,"human_ref_A":"Sending you loads of support, pretty much the exact same thing happened to me. In the end it boiled down to the fact that my then manager didn\u2019t like me much and she had been asked to reduce her headcount. It was a horrible time of my life, I felt helpless and worthless. In the end she let me go, within 2 months I had a much better (and better paid!) job, and she was sacked from her own role a couple of months down the line for unrelated reasons. Some would say karma!!","human_ref_B":"I\u2019m sorry this is happening to you. I\u2019ve worked for a horribly toxic manager before too, so I feel your pain. I\u2019m not familiar with AU law, so I can\u2019t comment on that. But I do think it would be in your best interest to let someone know what\u2019s going on, whether that be HR or someone higher up your leadership chain that you trust. Your manager isn\u2019t being a good leader. Sometimes HR can help, with leadership training and some course correction for this person. But unless a company policy or law is being broken, they tend to stay out of it. Depends on your company culture. In the meantime, please be looking for another role. IME in the US, if your manager wants you gone, you\u2019ll be gone.","labels":1,"seconds_difference":2129.0,"score_ratio":10.0} {"post_id":"nj7dk3","domain":"askhr_test","upvote_ratio":0.97,"history":"[AU] Manager wants me out of role. Continues to isolate. I don't know how to manager the situation. Do i quit and sue? Do i go to HR? What should i do? I'm in Sydney Australia. I posted a month ago, that my manager told me he wanted me out of my role, which i have successfully performed for several years, no disciplinary actions, etc. Said its for my benefit and his own philosophy that you should not be in a role for more than x years. That he would help me look for new opportunities and that if i did not take another role within next 4 months, it would be different conversation, with the end result I would no longer have a role in the company. I replied that, while I am happy to look for new opportunities, I was happy performing my current role until then. I also expect to be able to continue in my role without being undermined. Manager raised his eyebrows and said \"of course\". Since then, Manager has done everything he can to isolate me. He has tasked someone out of my department to run large project, that sits with the scope of my role. He refuses to talk to me or acknowledge me outside of meeting where others attend and mostly not even then. In 1:1 discussions, I have to sit while he tells me how he is doing this tfor my benefit. In our last 1:1, I was upset and he demanded to know why. When I said I was not comfortable discussing why I was upset with him (6 times), he kept demanding to know - i then found out a manager at his level called out how upset I was and wanted to know what my manager was doing to support me. I asked my manager, why he was asking, as its the first time he has ever asked how i am, do i need support; that he told me he wanted me out of my role, and offered no support HR Or any of the company support programs. I said that in the last year, he has not once reached out while I was working from home (due to covid) or since, to ask how i am, etc, and when i have reached out, has said I dont want to deal with (me). Managers reply (literally), I'll take that feedback on the chin. Since then he has not spoken to me once, not online, not in meetings, not in corridor. Not even when another team member recognised me in a team meeting for excellent work. I have started to document this behaviour, how isolated he has made me in the team, etc. I am not a confrontational person, I genuinely dont know how to reply to what feels like a personal attack about me personally and professionally. I also have a witness who has directly observed managers behaviours and the behaviours of his leadership team towards me, who has said he will go to HR if I need to. It feels like constructive dismissal and bullying, but i dont know, I've not been in this position before. I always figured, work hard in my job, perform well, and as long as the company is not restructuring, you get to keep your job you know? At this point, I feel so isolated, depressed and physically sick every day, that I have thought about going on long term stress leave, or just quitting and hiring an employment lawyer and suing the company. I am getting medical attention for the stress. I need to know if i should be reporting this to my companies HR? And how to I phrase this conversation, as i've previously been told going to HR i may as well leave the company as they are just going to support my manager?","c_root_id_A":"gz5wgp4","c_root_id_B":"gz633oo","created_at_utc_A":1621779885,"created_at_utc_B":1621783230,"score_A":2,"score_B":14,"human_ref_A":"I\u2019m sorry this is happening to you. I\u2019ve worked for a horribly toxic manager before too, so I feel your pain. I\u2019m not familiar with AU law, so I can\u2019t comment on that. But I do think it would be in your best interest to let someone know what\u2019s going on, whether that be HR or someone higher up your leadership chain that you trust. Your manager isn\u2019t being a good leader. Sometimes HR can help, with leadership training and some course correction for this person. But unless a company policy or law is being broken, they tend to stay out of it. Depends on your company culture. In the meantime, please be looking for another role. IME in the US, if your manager wants you gone, you\u2019ll be gone.","human_ref_B":"Sounds like they are trying to get you to quit so you can't collect unemployment. I felt this way at my last job and stuck it out until they fired me. It was miserable and stressful. Luckily it only lasted about a month.","labels":0,"seconds_difference":3345.0,"score_ratio":7.0} {"post_id":"nj7dk3","domain":"askhr_test","upvote_ratio":0.97,"history":"[AU] Manager wants me out of role. Continues to isolate. I don't know how to manager the situation. Do i quit and sue? Do i go to HR? What should i do? I'm in Sydney Australia. I posted a month ago, that my manager told me he wanted me out of my role, which i have successfully performed for several years, no disciplinary actions, etc. Said its for my benefit and his own philosophy that you should not be in a role for more than x years. That he would help me look for new opportunities and that if i did not take another role within next 4 months, it would be different conversation, with the end result I would no longer have a role in the company. I replied that, while I am happy to look for new opportunities, I was happy performing my current role until then. I also expect to be able to continue in my role without being undermined. Manager raised his eyebrows and said \"of course\". Since then, Manager has done everything he can to isolate me. He has tasked someone out of my department to run large project, that sits with the scope of my role. He refuses to talk to me or acknowledge me outside of meeting where others attend and mostly not even then. In 1:1 discussions, I have to sit while he tells me how he is doing this tfor my benefit. In our last 1:1, I was upset and he demanded to know why. When I said I was not comfortable discussing why I was upset with him (6 times), he kept demanding to know - i then found out a manager at his level called out how upset I was and wanted to know what my manager was doing to support me. I asked my manager, why he was asking, as its the first time he has ever asked how i am, do i need support; that he told me he wanted me out of my role, and offered no support HR Or any of the company support programs. I said that in the last year, he has not once reached out while I was working from home (due to covid) or since, to ask how i am, etc, and when i have reached out, has said I dont want to deal with (me). Managers reply (literally), I'll take that feedback on the chin. Since then he has not spoken to me once, not online, not in meetings, not in corridor. Not even when another team member recognised me in a team meeting for excellent work. I have started to document this behaviour, how isolated he has made me in the team, etc. I am not a confrontational person, I genuinely dont know how to reply to what feels like a personal attack about me personally and professionally. I also have a witness who has directly observed managers behaviours and the behaviours of his leadership team towards me, who has said he will go to HR if I need to. It feels like constructive dismissal and bullying, but i dont know, I've not been in this position before. I always figured, work hard in my job, perform well, and as long as the company is not restructuring, you get to keep your job you know? At this point, I feel so isolated, depressed and physically sick every day, that I have thought about going on long term stress leave, or just quitting and hiring an employment lawyer and suing the company. I am getting medical attention for the stress. I need to know if i should be reporting this to my companies HR? And how to I phrase this conversation, as i've previously been told going to HR i may as well leave the company as they are just going to support my manager?","c_root_id_A":"gz7czo9","c_root_id_B":"gz63k3z","created_at_utc_A":1621804721,"created_at_utc_B":1621783444,"score_A":9,"score_B":7,"human_ref_A":"He wants you to leave because he can\u2019t fire you. He would if he could. Don\u2019t give him a reason to fire you, document everything and stop giving fucks. It\u2019s his problem then.","human_ref_B":"I don\u2019t think any Americans can help you because we don\u2019t have worker protections and someone could absolutely fire you because they didn\u2019t want anyone to be in the role for more than x years. He could also choose to be a bad manager and as long as he isn\u2019t sexually harassing or betraying you, it doesn\u2019t legally matter. Different companies might have functional HR or upper management that have ways to correct management issues, but that would be company specific, so you\u2019d need to talk to HR or another manager as appropriate. You mentioned another manager talking with him, so you could try asking them who can help you. Maybe AU or your company has protections from this type of thing, but in the US, your options outside of company specific policies would be to take the new role your manager wants you to take, find a new job and leave the company, or deal with the bad behavior.","labels":1,"seconds_difference":21277.0,"score_ratio":1.2857142857} {"post_id":"nj7dk3","domain":"askhr_test","upvote_ratio":0.97,"history":"[AU] Manager wants me out of role. Continues to isolate. I don't know how to manager the situation. Do i quit and sue? Do i go to HR? What should i do? I'm in Sydney Australia. I posted a month ago, that my manager told me he wanted me out of my role, which i have successfully performed for several years, no disciplinary actions, etc. Said its for my benefit and his own philosophy that you should not be in a role for more than x years. That he would help me look for new opportunities and that if i did not take another role within next 4 months, it would be different conversation, with the end result I would no longer have a role in the company. I replied that, while I am happy to look for new opportunities, I was happy performing my current role until then. I also expect to be able to continue in my role without being undermined. Manager raised his eyebrows and said \"of course\". Since then, Manager has done everything he can to isolate me. He has tasked someone out of my department to run large project, that sits with the scope of my role. He refuses to talk to me or acknowledge me outside of meeting where others attend and mostly not even then. In 1:1 discussions, I have to sit while he tells me how he is doing this tfor my benefit. In our last 1:1, I was upset and he demanded to know why. When I said I was not comfortable discussing why I was upset with him (6 times), he kept demanding to know - i then found out a manager at his level called out how upset I was and wanted to know what my manager was doing to support me. I asked my manager, why he was asking, as its the first time he has ever asked how i am, do i need support; that he told me he wanted me out of my role, and offered no support HR Or any of the company support programs. I said that in the last year, he has not once reached out while I was working from home (due to covid) or since, to ask how i am, etc, and when i have reached out, has said I dont want to deal with (me). Managers reply (literally), I'll take that feedback on the chin. Since then he has not spoken to me once, not online, not in meetings, not in corridor. Not even when another team member recognised me in a team meeting for excellent work. I have started to document this behaviour, how isolated he has made me in the team, etc. I am not a confrontational person, I genuinely dont know how to reply to what feels like a personal attack about me personally and professionally. I also have a witness who has directly observed managers behaviours and the behaviours of his leadership team towards me, who has said he will go to HR if I need to. It feels like constructive dismissal and bullying, but i dont know, I've not been in this position before. I always figured, work hard in my job, perform well, and as long as the company is not restructuring, you get to keep your job you know? At this point, I feel so isolated, depressed and physically sick every day, that I have thought about going on long term stress leave, or just quitting and hiring an employment lawyer and suing the company. I am getting medical attention for the stress. I need to know if i should be reporting this to my companies HR? And how to I phrase this conversation, as i've previously been told going to HR i may as well leave the company as they are just going to support my manager?","c_root_id_A":"gz7czo9","c_root_id_B":"gz5wgp4","created_at_utc_A":1621804721,"created_at_utc_B":1621779885,"score_A":9,"score_B":2,"human_ref_A":"He wants you to leave because he can\u2019t fire you. He would if he could. Don\u2019t give him a reason to fire you, document everything and stop giving fucks. It\u2019s his problem then.","human_ref_B":"I\u2019m sorry this is happening to you. I\u2019ve worked for a horribly toxic manager before too, so I feel your pain. I\u2019m not familiar with AU law, so I can\u2019t comment on that. But I do think it would be in your best interest to let someone know what\u2019s going on, whether that be HR or someone higher up your leadership chain that you trust. Your manager isn\u2019t being a good leader. Sometimes HR can help, with leadership training and some course correction for this person. But unless a company policy or law is being broken, they tend to stay out of it. Depends on your company culture. In the meantime, please be looking for another role. IME in the US, if your manager wants you gone, you\u2019ll be gone.","labels":1,"seconds_difference":24836.0,"score_ratio":4.5} {"post_id":"nj7dk3","domain":"askhr_test","upvote_ratio":0.97,"history":"[AU] Manager wants me out of role. Continues to isolate. I don't know how to manager the situation. Do i quit and sue? Do i go to HR? What should i do? I'm in Sydney Australia. I posted a month ago, that my manager told me he wanted me out of my role, which i have successfully performed for several years, no disciplinary actions, etc. Said its for my benefit and his own philosophy that you should not be in a role for more than x years. That he would help me look for new opportunities and that if i did not take another role within next 4 months, it would be different conversation, with the end result I would no longer have a role in the company. I replied that, while I am happy to look for new opportunities, I was happy performing my current role until then. I also expect to be able to continue in my role without being undermined. Manager raised his eyebrows and said \"of course\". Since then, Manager has done everything he can to isolate me. He has tasked someone out of my department to run large project, that sits with the scope of my role. He refuses to talk to me or acknowledge me outside of meeting where others attend and mostly not even then. In 1:1 discussions, I have to sit while he tells me how he is doing this tfor my benefit. In our last 1:1, I was upset and he demanded to know why. When I said I was not comfortable discussing why I was upset with him (6 times), he kept demanding to know - i then found out a manager at his level called out how upset I was and wanted to know what my manager was doing to support me. I asked my manager, why he was asking, as its the first time he has ever asked how i am, do i need support; that he told me he wanted me out of my role, and offered no support HR Or any of the company support programs. I said that in the last year, he has not once reached out while I was working from home (due to covid) or since, to ask how i am, etc, and when i have reached out, has said I dont want to deal with (me). Managers reply (literally), I'll take that feedback on the chin. Since then he has not spoken to me once, not online, not in meetings, not in corridor. Not even when another team member recognised me in a team meeting for excellent work. I have started to document this behaviour, how isolated he has made me in the team, etc. I am not a confrontational person, I genuinely dont know how to reply to what feels like a personal attack about me personally and professionally. I also have a witness who has directly observed managers behaviours and the behaviours of his leadership team towards me, who has said he will go to HR if I need to. It feels like constructive dismissal and bullying, but i dont know, I've not been in this position before. I always figured, work hard in my job, perform well, and as long as the company is not restructuring, you get to keep your job you know? At this point, I feel so isolated, depressed and physically sick every day, that I have thought about going on long term stress leave, or just quitting and hiring an employment lawyer and suing the company. I am getting medical attention for the stress. I need to know if i should be reporting this to my companies HR? And how to I phrase this conversation, as i've previously been told going to HR i may as well leave the company as they are just going to support my manager?","c_root_id_A":"gz7czo9","c_root_id_B":"gz78k6h","created_at_utc_A":1621804721,"created_at_utc_B":1621802621,"score_A":9,"score_B":2,"human_ref_A":"He wants you to leave because he can\u2019t fire you. He would if he could. Don\u2019t give him a reason to fire you, document everything and stop giving fucks. It\u2019s his problem then.","human_ref_B":"Just avoid the headache and emotional damage. You will not win, and stalemate is the best outcome if you are lucky, but you will still be miserable and possibly without a job and reference. Move on to sunnier pastures. You already have the support of the manager, use that to your advantage. If there's another department that you want to apply, tell the manager that you need help getting into that role. The manager wants you out without creating a headache for the company, use him, his support, and his really good reference while it lasts. Read it again: You will not win, HR will side with the manager and exaggerate everything against you to get you out. Don't quit. Let them can you without cause.","labels":1,"seconds_difference":2100.0,"score_ratio":4.5} {"post_id":"nj7dk3","domain":"askhr_test","upvote_ratio":0.97,"history":"[AU] Manager wants me out of role. Continues to isolate. I don't know how to manager the situation. Do i quit and sue? Do i go to HR? What should i do? I'm in Sydney Australia. I posted a month ago, that my manager told me he wanted me out of my role, which i have successfully performed for several years, no disciplinary actions, etc. Said its for my benefit and his own philosophy that you should not be in a role for more than x years. That he would help me look for new opportunities and that if i did not take another role within next 4 months, it would be different conversation, with the end result I would no longer have a role in the company. I replied that, while I am happy to look for new opportunities, I was happy performing my current role until then. I also expect to be able to continue in my role without being undermined. Manager raised his eyebrows and said \"of course\". Since then, Manager has done everything he can to isolate me. He has tasked someone out of my department to run large project, that sits with the scope of my role. He refuses to talk to me or acknowledge me outside of meeting where others attend and mostly not even then. In 1:1 discussions, I have to sit while he tells me how he is doing this tfor my benefit. In our last 1:1, I was upset and he demanded to know why. When I said I was not comfortable discussing why I was upset with him (6 times), he kept demanding to know - i then found out a manager at his level called out how upset I was and wanted to know what my manager was doing to support me. I asked my manager, why he was asking, as its the first time he has ever asked how i am, do i need support; that he told me he wanted me out of my role, and offered no support HR Or any of the company support programs. I said that in the last year, he has not once reached out while I was working from home (due to covid) or since, to ask how i am, etc, and when i have reached out, has said I dont want to deal with (me). Managers reply (literally), I'll take that feedback on the chin. Since then he has not spoken to me once, not online, not in meetings, not in corridor. Not even when another team member recognised me in a team meeting for excellent work. I have started to document this behaviour, how isolated he has made me in the team, etc. I am not a confrontational person, I genuinely dont know how to reply to what feels like a personal attack about me personally and professionally. I also have a witness who has directly observed managers behaviours and the behaviours of his leadership team towards me, who has said he will go to HR if I need to. It feels like constructive dismissal and bullying, but i dont know, I've not been in this position before. I always figured, work hard in my job, perform well, and as long as the company is not restructuring, you get to keep your job you know? At this point, I feel so isolated, depressed and physically sick every day, that I have thought about going on long term stress leave, or just quitting and hiring an employment lawyer and suing the company. I am getting medical attention for the stress. I need to know if i should be reporting this to my companies HR? And how to I phrase this conversation, as i've previously been told going to HR i may as well leave the company as they are just going to support my manager?","c_root_id_A":"gz5wgp4","c_root_id_B":"gz63k3z","created_at_utc_A":1621779885,"created_at_utc_B":1621783444,"score_A":2,"score_B":7,"human_ref_A":"I\u2019m sorry this is happening to you. I\u2019ve worked for a horribly toxic manager before too, so I feel your pain. I\u2019m not familiar with AU law, so I can\u2019t comment on that. But I do think it would be in your best interest to let someone know what\u2019s going on, whether that be HR or someone higher up your leadership chain that you trust. Your manager isn\u2019t being a good leader. Sometimes HR can help, with leadership training and some course correction for this person. But unless a company policy or law is being broken, they tend to stay out of it. Depends on your company culture. In the meantime, please be looking for another role. IME in the US, if your manager wants you gone, you\u2019ll be gone.","human_ref_B":"I don\u2019t think any Americans can help you because we don\u2019t have worker protections and someone could absolutely fire you because they didn\u2019t want anyone to be in the role for more than x years. He could also choose to be a bad manager and as long as he isn\u2019t sexually harassing or betraying you, it doesn\u2019t legally matter. Different companies might have functional HR or upper management that have ways to correct management issues, but that would be company specific, so you\u2019d need to talk to HR or another manager as appropriate. You mentioned another manager talking with him, so you could try asking them who can help you. Maybe AU or your company has protections from this type of thing, but in the US, your options outside of company specific policies would be to take the new role your manager wants you to take, find a new job and leave the company, or deal with the bad behavior.","labels":0,"seconds_difference":3559.0,"score_ratio":3.5} {"post_id":"nj7dk3","domain":"askhr_test","upvote_ratio":0.97,"history":"[AU] Manager wants me out of role. Continues to isolate. I don't know how to manager the situation. Do i quit and sue? Do i go to HR? What should i do? I'm in Sydney Australia. I posted a month ago, that my manager told me he wanted me out of my role, which i have successfully performed for several years, no disciplinary actions, etc. Said its for my benefit and his own philosophy that you should not be in a role for more than x years. That he would help me look for new opportunities and that if i did not take another role within next 4 months, it would be different conversation, with the end result I would no longer have a role in the company. I replied that, while I am happy to look for new opportunities, I was happy performing my current role until then. I also expect to be able to continue in my role without being undermined. Manager raised his eyebrows and said \"of course\". Since then, Manager has done everything he can to isolate me. He has tasked someone out of my department to run large project, that sits with the scope of my role. He refuses to talk to me or acknowledge me outside of meeting where others attend and mostly not even then. In 1:1 discussions, I have to sit while he tells me how he is doing this tfor my benefit. In our last 1:1, I was upset and he demanded to know why. When I said I was not comfortable discussing why I was upset with him (6 times), he kept demanding to know - i then found out a manager at his level called out how upset I was and wanted to know what my manager was doing to support me. I asked my manager, why he was asking, as its the first time he has ever asked how i am, do i need support; that he told me he wanted me out of my role, and offered no support HR Or any of the company support programs. I said that in the last year, he has not once reached out while I was working from home (due to covid) or since, to ask how i am, etc, and when i have reached out, has said I dont want to deal with (me). Managers reply (literally), I'll take that feedback on the chin. Since then he has not spoken to me once, not online, not in meetings, not in corridor. Not even when another team member recognised me in a team meeting for excellent work. I have started to document this behaviour, how isolated he has made me in the team, etc. I am not a confrontational person, I genuinely dont know how to reply to what feels like a personal attack about me personally and professionally. I also have a witness who has directly observed managers behaviours and the behaviours of his leadership team towards me, who has said he will go to HR if I need to. It feels like constructive dismissal and bullying, but i dont know, I've not been in this position before. I always figured, work hard in my job, perform well, and as long as the company is not restructuring, you get to keep your job you know? At this point, I feel so isolated, depressed and physically sick every day, that I have thought about going on long term stress leave, or just quitting and hiring an employment lawyer and suing the company. I am getting medical attention for the stress. I need to know if i should be reporting this to my companies HR? And how to I phrase this conversation, as i've previously been told going to HR i may as well leave the company as they are just going to support my manager?","c_root_id_A":"gz7kz3e","c_root_id_B":"gz5wgp4","created_at_utc_A":1621808572,"created_at_utc_B":1621779885,"score_A":5,"score_B":2,"human_ref_A":"Do not trust HR. Go to them for the \u2018 process\u2019 required to follow but do lawyer up . Do not walk out as I did. Assertive action is your friend and immediately. The longer you delay affirmative action the more your natural defence system will sneak in. Mine was to shut down and trust HR and their process. Their process it to protect the manager and the company from legal action. Do not leave. Make a severance deal maybe, one of my colleagues did just that.","human_ref_B":"I\u2019m sorry this is happening to you. I\u2019ve worked for a horribly toxic manager before too, so I feel your pain. I\u2019m not familiar with AU law, so I can\u2019t comment on that. But I do think it would be in your best interest to let someone know what\u2019s going on, whether that be HR or someone higher up your leadership chain that you trust. Your manager isn\u2019t being a good leader. Sometimes HR can help, with leadership training and some course correction for this person. But unless a company policy or law is being broken, they tend to stay out of it. Depends on your company culture. In the meantime, please be looking for another role. IME in the US, if your manager wants you gone, you\u2019ll be gone.","labels":1,"seconds_difference":28687.0,"score_ratio":2.5} {"post_id":"nj7dk3","domain":"askhr_test","upvote_ratio":0.97,"history":"[AU] Manager wants me out of role. Continues to isolate. I don't know how to manager the situation. Do i quit and sue? Do i go to HR? What should i do? I'm in Sydney Australia. I posted a month ago, that my manager told me he wanted me out of my role, which i have successfully performed for several years, no disciplinary actions, etc. Said its for my benefit and his own philosophy that you should not be in a role for more than x years. That he would help me look for new opportunities and that if i did not take another role within next 4 months, it would be different conversation, with the end result I would no longer have a role in the company. I replied that, while I am happy to look for new opportunities, I was happy performing my current role until then. I also expect to be able to continue in my role without being undermined. Manager raised his eyebrows and said \"of course\". Since then, Manager has done everything he can to isolate me. He has tasked someone out of my department to run large project, that sits with the scope of my role. He refuses to talk to me or acknowledge me outside of meeting where others attend and mostly not even then. In 1:1 discussions, I have to sit while he tells me how he is doing this tfor my benefit. In our last 1:1, I was upset and he demanded to know why. When I said I was not comfortable discussing why I was upset with him (6 times), he kept demanding to know - i then found out a manager at his level called out how upset I was and wanted to know what my manager was doing to support me. I asked my manager, why he was asking, as its the first time he has ever asked how i am, do i need support; that he told me he wanted me out of my role, and offered no support HR Or any of the company support programs. I said that in the last year, he has not once reached out while I was working from home (due to covid) or since, to ask how i am, etc, and when i have reached out, has said I dont want to deal with (me). Managers reply (literally), I'll take that feedback on the chin. Since then he has not spoken to me once, not online, not in meetings, not in corridor. Not even when another team member recognised me in a team meeting for excellent work. I have started to document this behaviour, how isolated he has made me in the team, etc. I am not a confrontational person, I genuinely dont know how to reply to what feels like a personal attack about me personally and professionally. I also have a witness who has directly observed managers behaviours and the behaviours of his leadership team towards me, who has said he will go to HR if I need to. It feels like constructive dismissal and bullying, but i dont know, I've not been in this position before. I always figured, work hard in my job, perform well, and as long as the company is not restructuring, you get to keep your job you know? At this point, I feel so isolated, depressed and physically sick every day, that I have thought about going on long term stress leave, or just quitting and hiring an employment lawyer and suing the company. I am getting medical attention for the stress. I need to know if i should be reporting this to my companies HR? And how to I phrase this conversation, as i've previously been told going to HR i may as well leave the company as they are just going to support my manager?","c_root_id_A":"gz78k6h","c_root_id_B":"gz7kz3e","created_at_utc_A":1621802621,"created_at_utc_B":1621808572,"score_A":2,"score_B":5,"human_ref_A":"Just avoid the headache and emotional damage. You will not win, and stalemate is the best outcome if you are lucky, but you will still be miserable and possibly without a job and reference. Move on to sunnier pastures. You already have the support of the manager, use that to your advantage. If there's another department that you want to apply, tell the manager that you need help getting into that role. The manager wants you out without creating a headache for the company, use him, his support, and his really good reference while it lasts. Read it again: You will not win, HR will side with the manager and exaggerate everything against you to get you out. Don't quit. Let them can you without cause.","human_ref_B":"Do not trust HR. Go to them for the \u2018 process\u2019 required to follow but do lawyer up . Do not walk out as I did. Assertive action is your friend and immediately. The longer you delay affirmative action the more your natural defence system will sneak in. Mine was to shut down and trust HR and their process. Their process it to protect the manager and the company from legal action. Do not leave. Make a severance deal maybe, one of my colleagues did just that.","labels":0,"seconds_difference":5951.0,"score_ratio":2.5} {"post_id":"sgg1y6","domain":"askhr_test","upvote_ratio":0.99,"history":"[MD] Conflicted about firing someone at the end of a PIP I manage a team of close to a dozen IT analysts at a large organization. A few months ago, I had to put one of my employees -- let's call them Francis -- on a PIP after repeated attempts to help them improve their job skills were fruitless. I tried coaching Francis intensively for months to no avail and it had gotten to a point where their lack of technical aptitude, inability to follow procedures, poor grasp of professional boundaries\/workplace etiquette, and abysmal communication skills were taking a serious toll on team morale and my own mental health. I should have taken action much earlier, but I had never dealt with a PIP before and stupidly hoped my coaching and frequent, specific feedback would suffice. It did not, so at the end of their negative annual review I told Francis I was initiating a 90 day PIP. I have been meeting with them for an hour or more every week since then, and while they have made some small improvements here and there, they have been minimal and inconsistent, and only after extreme hand-holding by coworkers or me. Multiple team members have expressed their frustration at having to pick up Francis's slack; they were all eager to help them at first, but everyone has eventually given up on teaching them anything because nothing sticks. I know they have been trying, but I've suspected for a while that they have some kind of cognitive impairment based on their behavior, lack of listening or reading comprehension, work output, and poor judgement. When they divulged some medical history that could possibly be pertinent (without prompting), I tried encouraging them to pursue reasonable accommodations, but they declined. And yet several times during PIP check-ins, Francis cited their medical history as an explanation for poor performance. I've been as clear and candid as possible with them throughout the PIP about how they still haven't demonstrated an ability to meet expectations for the position and that they need to show much more significant improvement on a consistent basis to succeed in the PIP, but they don't appear to understand what that means. I've tried everything I can think of to get through to them, but it just feels like talking to a wall, and I have concluded that they simply are not capable of doing this job. About 60 days into the PIP, Francis had a unexpected medical emergency resulting in a month long absence, so I had to extend the PIP period. To be honest, prior to this I'd been counting down the days to the end of the PIP because I couldn't handle the intense frustration of managing them anymore. My job is extremely stressful even without Francis, and I've been struggling with burnout for the last year, so I felt resentful about having to prolong this misery even further. But I also felt really sorry for them and the idea of firing someone right after they returned to work from a serious medical crisis just felt gross, so I tried to give them a fair chance. So now we are approaching the end of the extended PIP and Francis still hasn't proven they can meet the basic requirements of this job. I have no doubt I'm justified in terminating them and I have tons of documentation to back me up. Here's the problem: based on what they have disclosed about their current medical condition, it's pretty dire. They haven't shared a diagnosis (and I would never ask) but recently they have mentioned several details in passing that indicate a grim prognosis. They have also disclosed in past conversations that they have some mental health issues in addition to this condition, and I've gotten the sense (from their chronic, intractable oversharing) that they don't have much going for them outside of this job. From a professional standpoint, I know letting them go is the right call for my team, and personally, it would do wonders for my own stress level to have Francis out of my life. But morally, I feel sick about terminating someone in their position, especially knowing that they almost definitely have astronomical medical bills (with more in the future), even with insurance. Does anyone have any advice on how to handle the conclusion of the PIP? Has anyone ever been in a similar situation? If so, how did it work out? I would appreciate any words of wisdom.","c_root_id_A":"huw4bdi","c_root_id_B":"huw94ps","created_at_utc_A":1643571730,"created_at_utc_B":1643573608,"score_A":14,"score_B":36,"human_ref_A":"You've shared it with HR, but it's Frances who has to make a claim for disability accommodation. And provide proof. Accommodation doesn't mean that you keep a job that you'll never be able to do. It means that you can do the entire job with some relatively minor modifications. It's a hard lesson to learn, but as someone who was fired more than once before succeeding, I learned from it and straightened up. In Frances's case, there's probably a job out there they're better suited for and that won't exacerbate their physical and mental symptoms.","human_ref_B":"I work in a professional office. We had a \"Francis\" for 1.5 years. Covering her position and meeting the complex needs of my clients at the same has given me full blown resentment for my firm and my work, at large. It'll be a year in June that she's been gone and I still haven't recovered from the mental torment that was Debbie. Do this for yourself and your team and don't ever regret it, no looking back.","labels":0,"seconds_difference":1878.0,"score_ratio":2.5714285714} {"post_id":"sgg1y6","domain":"askhr_test","upvote_ratio":0.99,"history":"[MD] Conflicted about firing someone at the end of a PIP I manage a team of close to a dozen IT analysts at a large organization. A few months ago, I had to put one of my employees -- let's call them Francis -- on a PIP after repeated attempts to help them improve their job skills were fruitless. I tried coaching Francis intensively for months to no avail and it had gotten to a point where their lack of technical aptitude, inability to follow procedures, poor grasp of professional boundaries\/workplace etiquette, and abysmal communication skills were taking a serious toll on team morale and my own mental health. I should have taken action much earlier, but I had never dealt with a PIP before and stupidly hoped my coaching and frequent, specific feedback would suffice. It did not, so at the end of their negative annual review I told Francis I was initiating a 90 day PIP. I have been meeting with them for an hour or more every week since then, and while they have made some small improvements here and there, they have been minimal and inconsistent, and only after extreme hand-holding by coworkers or me. Multiple team members have expressed their frustration at having to pick up Francis's slack; they were all eager to help them at first, but everyone has eventually given up on teaching them anything because nothing sticks. I know they have been trying, but I've suspected for a while that they have some kind of cognitive impairment based on their behavior, lack of listening or reading comprehension, work output, and poor judgement. When they divulged some medical history that could possibly be pertinent (without prompting), I tried encouraging them to pursue reasonable accommodations, but they declined. And yet several times during PIP check-ins, Francis cited their medical history as an explanation for poor performance. I've been as clear and candid as possible with them throughout the PIP about how they still haven't demonstrated an ability to meet expectations for the position and that they need to show much more significant improvement on a consistent basis to succeed in the PIP, but they don't appear to understand what that means. I've tried everything I can think of to get through to them, but it just feels like talking to a wall, and I have concluded that they simply are not capable of doing this job. About 60 days into the PIP, Francis had a unexpected medical emergency resulting in a month long absence, so I had to extend the PIP period. To be honest, prior to this I'd been counting down the days to the end of the PIP because I couldn't handle the intense frustration of managing them anymore. My job is extremely stressful even without Francis, and I've been struggling with burnout for the last year, so I felt resentful about having to prolong this misery even further. But I also felt really sorry for them and the idea of firing someone right after they returned to work from a serious medical crisis just felt gross, so I tried to give them a fair chance. So now we are approaching the end of the extended PIP and Francis still hasn't proven they can meet the basic requirements of this job. I have no doubt I'm justified in terminating them and I have tons of documentation to back me up. Here's the problem: based on what they have disclosed about their current medical condition, it's pretty dire. They haven't shared a diagnosis (and I would never ask) but recently they have mentioned several details in passing that indicate a grim prognosis. They have also disclosed in past conversations that they have some mental health issues in addition to this condition, and I've gotten the sense (from their chronic, intractable oversharing) that they don't have much going for them outside of this job. From a professional standpoint, I know letting them go is the right call for my team, and personally, it would do wonders for my own stress level to have Francis out of my life. But morally, I feel sick about terminating someone in their position, especially knowing that they almost definitely have astronomical medical bills (with more in the future), even with insurance. Does anyone have any advice on how to handle the conclusion of the PIP? Has anyone ever been in a similar situation? If so, how did it work out? I would appreciate any words of wisdom.","c_root_id_A":"huw0re9","c_root_id_B":"huw94ps","created_at_utc_A":1643570368,"created_at_utc_B":1643573608,"score_A":8,"score_B":36,"human_ref_A":"Does your health insurance at work have short or long term disability? I might quietly encourage Francis to take advantage of that, especially if his prognosis is dire.","human_ref_B":"I work in a professional office. We had a \"Francis\" for 1.5 years. Covering her position and meeting the complex needs of my clients at the same has given me full blown resentment for my firm and my work, at large. It'll be a year in June that she's been gone and I still haven't recovered from the mental torment that was Debbie. Do this for yourself and your team and don't ever regret it, no looking back.","labels":0,"seconds_difference":3240.0,"score_ratio":4.5} {"post_id":"sgg1y6","domain":"askhr_test","upvote_ratio":0.99,"history":"[MD] Conflicted about firing someone at the end of a PIP I manage a team of close to a dozen IT analysts at a large organization. A few months ago, I had to put one of my employees -- let's call them Francis -- on a PIP after repeated attempts to help them improve their job skills were fruitless. I tried coaching Francis intensively for months to no avail and it had gotten to a point where their lack of technical aptitude, inability to follow procedures, poor grasp of professional boundaries\/workplace etiquette, and abysmal communication skills were taking a serious toll on team morale and my own mental health. I should have taken action much earlier, but I had never dealt with a PIP before and stupidly hoped my coaching and frequent, specific feedback would suffice. It did not, so at the end of their negative annual review I told Francis I was initiating a 90 day PIP. I have been meeting with them for an hour or more every week since then, and while they have made some small improvements here and there, they have been minimal and inconsistent, and only after extreme hand-holding by coworkers or me. Multiple team members have expressed their frustration at having to pick up Francis's slack; they were all eager to help them at first, but everyone has eventually given up on teaching them anything because nothing sticks. I know they have been trying, but I've suspected for a while that they have some kind of cognitive impairment based on their behavior, lack of listening or reading comprehension, work output, and poor judgement. When they divulged some medical history that could possibly be pertinent (without prompting), I tried encouraging them to pursue reasonable accommodations, but they declined. And yet several times during PIP check-ins, Francis cited their medical history as an explanation for poor performance. I've been as clear and candid as possible with them throughout the PIP about how they still haven't demonstrated an ability to meet expectations for the position and that they need to show much more significant improvement on a consistent basis to succeed in the PIP, but they don't appear to understand what that means. I've tried everything I can think of to get through to them, but it just feels like talking to a wall, and I have concluded that they simply are not capable of doing this job. About 60 days into the PIP, Francis had a unexpected medical emergency resulting in a month long absence, so I had to extend the PIP period. To be honest, prior to this I'd been counting down the days to the end of the PIP because I couldn't handle the intense frustration of managing them anymore. My job is extremely stressful even without Francis, and I've been struggling with burnout for the last year, so I felt resentful about having to prolong this misery even further. But I also felt really sorry for them and the idea of firing someone right after they returned to work from a serious medical crisis just felt gross, so I tried to give them a fair chance. So now we are approaching the end of the extended PIP and Francis still hasn't proven they can meet the basic requirements of this job. I have no doubt I'm justified in terminating them and I have tons of documentation to back me up. Here's the problem: based on what they have disclosed about their current medical condition, it's pretty dire. They haven't shared a diagnosis (and I would never ask) but recently they have mentioned several details in passing that indicate a grim prognosis. They have also disclosed in past conversations that they have some mental health issues in addition to this condition, and I've gotten the sense (from their chronic, intractable oversharing) that they don't have much going for them outside of this job. From a professional standpoint, I know letting them go is the right call for my team, and personally, it would do wonders for my own stress level to have Francis out of my life. But morally, I feel sick about terminating someone in their position, especially knowing that they almost definitely have astronomical medical bills (with more in the future), even with insurance. Does anyone have any advice on how to handle the conclusion of the PIP? Has anyone ever been in a similar situation? If so, how did it work out? I would appreciate any words of wisdom.","c_root_id_A":"huw0re9","c_root_id_B":"huw4bdi","created_at_utc_A":1643570368,"created_at_utc_B":1643571730,"score_A":8,"score_B":14,"human_ref_A":"Does your health insurance at work have short or long term disability? I might quietly encourage Francis to take advantage of that, especially if his prognosis is dire.","human_ref_B":"You've shared it with HR, but it's Frances who has to make a claim for disability accommodation. And provide proof. Accommodation doesn't mean that you keep a job that you'll never be able to do. It means that you can do the entire job with some relatively minor modifications. It's a hard lesson to learn, but as someone who was fired more than once before succeeding, I learned from it and straightened up. In Frances's case, there's probably a job out there they're better suited for and that won't exacerbate their physical and mental symptoms.","labels":0,"seconds_difference":1362.0,"score_ratio":1.75} {"post_id":"sgg1y6","domain":"askhr_test","upvote_ratio":0.99,"history":"[MD] Conflicted about firing someone at the end of a PIP I manage a team of close to a dozen IT analysts at a large organization. A few months ago, I had to put one of my employees -- let's call them Francis -- on a PIP after repeated attempts to help them improve their job skills were fruitless. I tried coaching Francis intensively for months to no avail and it had gotten to a point where their lack of technical aptitude, inability to follow procedures, poor grasp of professional boundaries\/workplace etiquette, and abysmal communication skills were taking a serious toll on team morale and my own mental health. I should have taken action much earlier, but I had never dealt with a PIP before and stupidly hoped my coaching and frequent, specific feedback would suffice. It did not, so at the end of their negative annual review I told Francis I was initiating a 90 day PIP. I have been meeting with them for an hour or more every week since then, and while they have made some small improvements here and there, they have been minimal and inconsistent, and only after extreme hand-holding by coworkers or me. Multiple team members have expressed their frustration at having to pick up Francis's slack; they were all eager to help them at first, but everyone has eventually given up on teaching them anything because nothing sticks. I know they have been trying, but I've suspected for a while that they have some kind of cognitive impairment based on their behavior, lack of listening or reading comprehension, work output, and poor judgement. When they divulged some medical history that could possibly be pertinent (without prompting), I tried encouraging them to pursue reasonable accommodations, but they declined. And yet several times during PIP check-ins, Francis cited their medical history as an explanation for poor performance. I've been as clear and candid as possible with them throughout the PIP about how they still haven't demonstrated an ability to meet expectations for the position and that they need to show much more significant improvement on a consistent basis to succeed in the PIP, but they don't appear to understand what that means. I've tried everything I can think of to get through to them, but it just feels like talking to a wall, and I have concluded that they simply are not capable of doing this job. About 60 days into the PIP, Francis had a unexpected medical emergency resulting in a month long absence, so I had to extend the PIP period. To be honest, prior to this I'd been counting down the days to the end of the PIP because I couldn't handle the intense frustration of managing them anymore. My job is extremely stressful even without Francis, and I've been struggling with burnout for the last year, so I felt resentful about having to prolong this misery even further. But I also felt really sorry for them and the idea of firing someone right after they returned to work from a serious medical crisis just felt gross, so I tried to give them a fair chance. So now we are approaching the end of the extended PIP and Francis still hasn't proven they can meet the basic requirements of this job. I have no doubt I'm justified in terminating them and I have tons of documentation to back me up. Here's the problem: based on what they have disclosed about their current medical condition, it's pretty dire. They haven't shared a diagnosis (and I would never ask) but recently they have mentioned several details in passing that indicate a grim prognosis. They have also disclosed in past conversations that they have some mental health issues in addition to this condition, and I've gotten the sense (from their chronic, intractable oversharing) that they don't have much going for them outside of this job. From a professional standpoint, I know letting them go is the right call for my team, and personally, it would do wonders for my own stress level to have Francis out of my life. But morally, I feel sick about terminating someone in their position, especially knowing that they almost definitely have astronomical medical bills (with more in the future), even with insurance. Does anyone have any advice on how to handle the conclusion of the PIP? Has anyone ever been in a similar situation? If so, how did it work out? I would appreciate any words of wisdom.","c_root_id_A":"huwu82c","c_root_id_B":"huwv8ku","created_at_utc_A":1643581392,"created_at_utc_B":1643581760,"score_A":5,"score_B":6,"human_ref_A":"There are a few things to consider here. Some have been mentioned but something you only lightly mention is the effect of this person on you and your team. So, if he had a medical issue which required accommodation, the time to have worked through that officially was earlier. At that point it could be determined if the issue coiuld be worked through - or not. It seems like he isn't doing that and if he did his medical condition may mean that he doesn't meet the requirements of the role anymore, if he ever did. All of the above is something for you to determine with your HR person. However, there is an underlying issue around your guilt for going through with the termination. It seems like you not only need to do it for both you and your team, but you are going to have to find a way to live with yourself afterwards. A good way to do this is to do some research into the best offer you can give him. For example: 1. Services that might be able able to help them through this time, offered both through the company and the community. 2. The particulars about health insurance or other information and the deadlines they will have to work with. 3. Any opportunities to extend their employment without pay for a given period if it gives them an an opportunity to take advatage of those services. 4. Maximise the package they leave with. But don't offer a reference. Good luck.","human_ref_B":"Just want to add\u2026 Nothing is wrong with you for feeling like this is a moral issue or for feeling horribly about what could come after this job in Francis\u2019s health or life generally. To be sure, it\u2019s an incredibly fucked up situation that a middle manager has to worry if his failing employee might end up homeless or dead if they lose their job. It\u2019s actually insane. Francis is a number to the people at the top in your company who are likely not supportive of any meaningful healthcare reform that would keep Francis alive and healthy, if unemployed. I\u2019m sorry this feels like his health js on your shoulders. But it\u2019s not. It\u2019s a systemic issue that you have no direct control over.","labels":0,"seconds_difference":368.0,"score_ratio":1.2} {"post_id":"sgg1y6","domain":"askhr_test","upvote_ratio":0.99,"history":"[MD] Conflicted about firing someone at the end of a PIP I manage a team of close to a dozen IT analysts at a large organization. A few months ago, I had to put one of my employees -- let's call them Francis -- on a PIP after repeated attempts to help them improve their job skills were fruitless. I tried coaching Francis intensively for months to no avail and it had gotten to a point where their lack of technical aptitude, inability to follow procedures, poor grasp of professional boundaries\/workplace etiquette, and abysmal communication skills were taking a serious toll on team morale and my own mental health. I should have taken action much earlier, but I had never dealt with a PIP before and stupidly hoped my coaching and frequent, specific feedback would suffice. It did not, so at the end of their negative annual review I told Francis I was initiating a 90 day PIP. I have been meeting with them for an hour or more every week since then, and while they have made some small improvements here and there, they have been minimal and inconsistent, and only after extreme hand-holding by coworkers or me. Multiple team members have expressed their frustration at having to pick up Francis's slack; they were all eager to help them at first, but everyone has eventually given up on teaching them anything because nothing sticks. I know they have been trying, but I've suspected for a while that they have some kind of cognitive impairment based on their behavior, lack of listening or reading comprehension, work output, and poor judgement. When they divulged some medical history that could possibly be pertinent (without prompting), I tried encouraging them to pursue reasonable accommodations, but they declined. And yet several times during PIP check-ins, Francis cited their medical history as an explanation for poor performance. I've been as clear and candid as possible with them throughout the PIP about how they still haven't demonstrated an ability to meet expectations for the position and that they need to show much more significant improvement on a consistent basis to succeed in the PIP, but they don't appear to understand what that means. I've tried everything I can think of to get through to them, but it just feels like talking to a wall, and I have concluded that they simply are not capable of doing this job. About 60 days into the PIP, Francis had a unexpected medical emergency resulting in a month long absence, so I had to extend the PIP period. To be honest, prior to this I'd been counting down the days to the end of the PIP because I couldn't handle the intense frustration of managing them anymore. My job is extremely stressful even without Francis, and I've been struggling with burnout for the last year, so I felt resentful about having to prolong this misery even further. But I also felt really sorry for them and the idea of firing someone right after they returned to work from a serious medical crisis just felt gross, so I tried to give them a fair chance. So now we are approaching the end of the extended PIP and Francis still hasn't proven they can meet the basic requirements of this job. I have no doubt I'm justified in terminating them and I have tons of documentation to back me up. Here's the problem: based on what they have disclosed about their current medical condition, it's pretty dire. They haven't shared a diagnosis (and I would never ask) but recently they have mentioned several details in passing that indicate a grim prognosis. They have also disclosed in past conversations that they have some mental health issues in addition to this condition, and I've gotten the sense (from their chronic, intractable oversharing) that they don't have much going for them outside of this job. From a professional standpoint, I know letting them go is the right call for my team, and personally, it would do wonders for my own stress level to have Francis out of my life. But morally, I feel sick about terminating someone in their position, especially knowing that they almost definitely have astronomical medical bills (with more in the future), even with insurance. Does anyone have any advice on how to handle the conclusion of the PIP? Has anyone ever been in a similar situation? If so, how did it work out? I would appreciate any words of wisdom.","c_root_id_A":"huwv8ku","c_root_id_B":"huwhoj4","created_at_utc_A":1643581760,"created_at_utc_B":1643576741,"score_A":6,"score_B":4,"human_ref_A":"Just want to add\u2026 Nothing is wrong with you for feeling like this is a moral issue or for feeling horribly about what could come after this job in Francis\u2019s health or life generally. To be sure, it\u2019s an incredibly fucked up situation that a middle manager has to worry if his failing employee might end up homeless or dead if they lose their job. It\u2019s actually insane. Francis is a number to the people at the top in your company who are likely not supportive of any meaningful healthcare reform that would keep Francis alive and healthy, if unemployed. I\u2019m sorry this feels like his health js on your shoulders. But it\u2019s not. It\u2019s a systemic issue that you have no direct control over.","human_ref_B":"Was anything disclosed to you ADA eligible? If not, document your attempts and let go.","labels":1,"seconds_difference":5019.0,"score_ratio":1.5} {"post_id":"sgg1y6","domain":"askhr_test","upvote_ratio":0.99,"history":"[MD] Conflicted about firing someone at the end of a PIP I manage a team of close to a dozen IT analysts at a large organization. A few months ago, I had to put one of my employees -- let's call them Francis -- on a PIP after repeated attempts to help them improve their job skills were fruitless. I tried coaching Francis intensively for months to no avail and it had gotten to a point where their lack of technical aptitude, inability to follow procedures, poor grasp of professional boundaries\/workplace etiquette, and abysmal communication skills were taking a serious toll on team morale and my own mental health. I should have taken action much earlier, but I had never dealt with a PIP before and stupidly hoped my coaching and frequent, specific feedback would suffice. It did not, so at the end of their negative annual review I told Francis I was initiating a 90 day PIP. I have been meeting with them for an hour or more every week since then, and while they have made some small improvements here and there, they have been minimal and inconsistent, and only after extreme hand-holding by coworkers or me. Multiple team members have expressed their frustration at having to pick up Francis's slack; they were all eager to help them at first, but everyone has eventually given up on teaching them anything because nothing sticks. I know they have been trying, but I've suspected for a while that they have some kind of cognitive impairment based on their behavior, lack of listening or reading comprehension, work output, and poor judgement. When they divulged some medical history that could possibly be pertinent (without prompting), I tried encouraging them to pursue reasonable accommodations, but they declined. And yet several times during PIP check-ins, Francis cited their medical history as an explanation for poor performance. I've been as clear and candid as possible with them throughout the PIP about how they still haven't demonstrated an ability to meet expectations for the position and that they need to show much more significant improvement on a consistent basis to succeed in the PIP, but they don't appear to understand what that means. I've tried everything I can think of to get through to them, but it just feels like talking to a wall, and I have concluded that they simply are not capable of doing this job. About 60 days into the PIP, Francis had a unexpected medical emergency resulting in a month long absence, so I had to extend the PIP period. To be honest, prior to this I'd been counting down the days to the end of the PIP because I couldn't handle the intense frustration of managing them anymore. My job is extremely stressful even without Francis, and I've been struggling with burnout for the last year, so I felt resentful about having to prolong this misery even further. But I also felt really sorry for them and the idea of firing someone right after they returned to work from a serious medical crisis just felt gross, so I tried to give them a fair chance. So now we are approaching the end of the extended PIP and Francis still hasn't proven they can meet the basic requirements of this job. I have no doubt I'm justified in terminating them and I have tons of documentation to back me up. Here's the problem: based on what they have disclosed about their current medical condition, it's pretty dire. They haven't shared a diagnosis (and I would never ask) but recently they have mentioned several details in passing that indicate a grim prognosis. They have also disclosed in past conversations that they have some mental health issues in addition to this condition, and I've gotten the sense (from their chronic, intractable oversharing) that they don't have much going for them outside of this job. From a professional standpoint, I know letting them go is the right call for my team, and personally, it would do wonders for my own stress level to have Francis out of my life. But morally, I feel sick about terminating someone in their position, especially knowing that they almost definitely have astronomical medical bills (with more in the future), even with insurance. Does anyone have any advice on how to handle the conclusion of the PIP? Has anyone ever been in a similar situation? If so, how did it work out? I would appreciate any words of wisdom.","c_root_id_A":"huwl4jr","c_root_id_B":"huwv8ku","created_at_utc_A":1643577994,"created_at_utc_B":1643581760,"score_A":4,"score_B":6,"human_ref_A":"I terminated a single Mother the Wednesday before Thanksgiving due to timecard fraud. These things aren\u2019t easy but your team needs you to do the right thing for the organization. Do not fail your team or your organization. Go do the hard thing you are paid to do.","human_ref_B":"Just want to add\u2026 Nothing is wrong with you for feeling like this is a moral issue or for feeling horribly about what could come after this job in Francis\u2019s health or life generally. To be sure, it\u2019s an incredibly fucked up situation that a middle manager has to worry if his failing employee might end up homeless or dead if they lose their job. It\u2019s actually insane. Francis is a number to the people at the top in your company who are likely not supportive of any meaningful healthcare reform that would keep Francis alive and healthy, if unemployed. I\u2019m sorry this feels like his health js on your shoulders. But it\u2019s not. It\u2019s a systemic issue that you have no direct control over.","labels":0,"seconds_difference":3766.0,"score_ratio":1.5} {"post_id":"sgg1y6","domain":"askhr_test","upvote_ratio":0.99,"history":"[MD] Conflicted about firing someone at the end of a PIP I manage a team of close to a dozen IT analysts at a large organization. A few months ago, I had to put one of my employees -- let's call them Francis -- on a PIP after repeated attempts to help them improve their job skills were fruitless. I tried coaching Francis intensively for months to no avail and it had gotten to a point where their lack of technical aptitude, inability to follow procedures, poor grasp of professional boundaries\/workplace etiquette, and abysmal communication skills were taking a serious toll on team morale and my own mental health. I should have taken action much earlier, but I had never dealt with a PIP before and stupidly hoped my coaching and frequent, specific feedback would suffice. It did not, so at the end of their negative annual review I told Francis I was initiating a 90 day PIP. I have been meeting with them for an hour or more every week since then, and while they have made some small improvements here and there, they have been minimal and inconsistent, and only after extreme hand-holding by coworkers or me. Multiple team members have expressed their frustration at having to pick up Francis's slack; they were all eager to help them at first, but everyone has eventually given up on teaching them anything because nothing sticks. I know they have been trying, but I've suspected for a while that they have some kind of cognitive impairment based on their behavior, lack of listening or reading comprehension, work output, and poor judgement. When they divulged some medical history that could possibly be pertinent (without prompting), I tried encouraging them to pursue reasonable accommodations, but they declined. And yet several times during PIP check-ins, Francis cited their medical history as an explanation for poor performance. I've been as clear and candid as possible with them throughout the PIP about how they still haven't demonstrated an ability to meet expectations for the position and that they need to show much more significant improvement on a consistent basis to succeed in the PIP, but they don't appear to understand what that means. I've tried everything I can think of to get through to them, but it just feels like talking to a wall, and I have concluded that they simply are not capable of doing this job. About 60 days into the PIP, Francis had a unexpected medical emergency resulting in a month long absence, so I had to extend the PIP period. To be honest, prior to this I'd been counting down the days to the end of the PIP because I couldn't handle the intense frustration of managing them anymore. My job is extremely stressful even without Francis, and I've been struggling with burnout for the last year, so I felt resentful about having to prolong this misery even further. But I also felt really sorry for them and the idea of firing someone right after they returned to work from a serious medical crisis just felt gross, so I tried to give them a fair chance. So now we are approaching the end of the extended PIP and Francis still hasn't proven they can meet the basic requirements of this job. I have no doubt I'm justified in terminating them and I have tons of documentation to back me up. Here's the problem: based on what they have disclosed about their current medical condition, it's pretty dire. They haven't shared a diagnosis (and I would never ask) but recently they have mentioned several details in passing that indicate a grim prognosis. They have also disclosed in past conversations that they have some mental health issues in addition to this condition, and I've gotten the sense (from their chronic, intractable oversharing) that they don't have much going for them outside of this job. From a professional standpoint, I know letting them go is the right call for my team, and personally, it would do wonders for my own stress level to have Francis out of my life. But morally, I feel sick about terminating someone in their position, especially knowing that they almost definitely have astronomical medical bills (with more in the future), even with insurance. Does anyone have any advice on how to handle the conclusion of the PIP? Has anyone ever been in a similar situation? If so, how did it work out? I would appreciate any words of wisdom.","c_root_id_A":"huwv8ku","c_root_id_B":"huwsll4","created_at_utc_A":1643581760,"created_at_utc_B":1643580789,"score_A":6,"score_B":3,"human_ref_A":"Just want to add\u2026 Nothing is wrong with you for feeling like this is a moral issue or for feeling horribly about what could come after this job in Francis\u2019s health or life generally. To be sure, it\u2019s an incredibly fucked up situation that a middle manager has to worry if his failing employee might end up homeless or dead if they lose their job. It\u2019s actually insane. Francis is a number to the people at the top in your company who are likely not supportive of any meaningful healthcare reform that would keep Francis alive and healthy, if unemployed. I\u2019m sorry this feels like his health js on your shoulders. But it\u2019s not. It\u2019s a systemic issue that you have no direct control over.","human_ref_B":"You've gotten some good advice here on next steps. To assuage your moral concerns, remember that there is an environment out there where this person can thrive and your workplace is not it. The longer this drags on, the longer it's going to take for them to find a better fit, and I'm sure being in an environment where they're resented and under review isn't great for their health issues either. Remember that you also have a responsibility for your own health and that of the rest of your team. Additionally, if the position is to be backfilled, it's quite possible your next hire will need the job just as much or will get more out of it.","labels":1,"seconds_difference":971.0,"score_ratio":2.0} {"post_id":"sgg1y6","domain":"askhr_test","upvote_ratio":0.99,"history":"[MD] Conflicted about firing someone at the end of a PIP I manage a team of close to a dozen IT analysts at a large organization. A few months ago, I had to put one of my employees -- let's call them Francis -- on a PIP after repeated attempts to help them improve their job skills were fruitless. I tried coaching Francis intensively for months to no avail and it had gotten to a point where their lack of technical aptitude, inability to follow procedures, poor grasp of professional boundaries\/workplace etiquette, and abysmal communication skills were taking a serious toll on team morale and my own mental health. I should have taken action much earlier, but I had never dealt with a PIP before and stupidly hoped my coaching and frequent, specific feedback would suffice. It did not, so at the end of their negative annual review I told Francis I was initiating a 90 day PIP. I have been meeting with them for an hour or more every week since then, and while they have made some small improvements here and there, they have been minimal and inconsistent, and only after extreme hand-holding by coworkers or me. Multiple team members have expressed their frustration at having to pick up Francis's slack; they were all eager to help them at first, but everyone has eventually given up on teaching them anything because nothing sticks. I know they have been trying, but I've suspected for a while that they have some kind of cognitive impairment based on their behavior, lack of listening or reading comprehension, work output, and poor judgement. When they divulged some medical history that could possibly be pertinent (without prompting), I tried encouraging them to pursue reasonable accommodations, but they declined. And yet several times during PIP check-ins, Francis cited their medical history as an explanation for poor performance. I've been as clear and candid as possible with them throughout the PIP about how they still haven't demonstrated an ability to meet expectations for the position and that they need to show much more significant improvement on a consistent basis to succeed in the PIP, but they don't appear to understand what that means. I've tried everything I can think of to get through to them, but it just feels like talking to a wall, and I have concluded that they simply are not capable of doing this job. About 60 days into the PIP, Francis had a unexpected medical emergency resulting in a month long absence, so I had to extend the PIP period. To be honest, prior to this I'd been counting down the days to the end of the PIP because I couldn't handle the intense frustration of managing them anymore. My job is extremely stressful even without Francis, and I've been struggling with burnout for the last year, so I felt resentful about having to prolong this misery even further. But I also felt really sorry for them and the idea of firing someone right after they returned to work from a serious medical crisis just felt gross, so I tried to give them a fair chance. So now we are approaching the end of the extended PIP and Francis still hasn't proven they can meet the basic requirements of this job. I have no doubt I'm justified in terminating them and I have tons of documentation to back me up. Here's the problem: based on what they have disclosed about their current medical condition, it's pretty dire. They haven't shared a diagnosis (and I would never ask) but recently they have mentioned several details in passing that indicate a grim prognosis. They have also disclosed in past conversations that they have some mental health issues in addition to this condition, and I've gotten the sense (from their chronic, intractable oversharing) that they don't have much going for them outside of this job. From a professional standpoint, I know letting them go is the right call for my team, and personally, it would do wonders for my own stress level to have Francis out of my life. But morally, I feel sick about terminating someone in their position, especially knowing that they almost definitely have astronomical medical bills (with more in the future), even with insurance. Does anyone have any advice on how to handle the conclusion of the PIP? Has anyone ever been in a similar situation? If so, how did it work out? I would appreciate any words of wisdom.","c_root_id_A":"huwu82c","c_root_id_B":"huwhoj4","created_at_utc_A":1643581392,"created_at_utc_B":1643576741,"score_A":5,"score_B":4,"human_ref_A":"There are a few things to consider here. Some have been mentioned but something you only lightly mention is the effect of this person on you and your team. So, if he had a medical issue which required accommodation, the time to have worked through that officially was earlier. At that point it could be determined if the issue coiuld be worked through - or not. It seems like he isn't doing that and if he did his medical condition may mean that he doesn't meet the requirements of the role anymore, if he ever did. All of the above is something for you to determine with your HR person. However, there is an underlying issue around your guilt for going through with the termination. It seems like you not only need to do it for both you and your team, but you are going to have to find a way to live with yourself afterwards. A good way to do this is to do some research into the best offer you can give him. For example: 1. Services that might be able able to help them through this time, offered both through the company and the community. 2. The particulars about health insurance or other information and the deadlines they will have to work with. 3. Any opportunities to extend their employment without pay for a given period if it gives them an an opportunity to take advatage of those services. 4. Maximise the package they leave with. But don't offer a reference. Good luck.","human_ref_B":"Was anything disclosed to you ADA eligible? If not, document your attempts and let go.","labels":1,"seconds_difference":4651.0,"score_ratio":1.25} {"post_id":"sgg1y6","domain":"askhr_test","upvote_ratio":0.99,"history":"[MD] Conflicted about firing someone at the end of a PIP I manage a team of close to a dozen IT analysts at a large organization. A few months ago, I had to put one of my employees -- let's call them Francis -- on a PIP after repeated attempts to help them improve their job skills were fruitless. I tried coaching Francis intensively for months to no avail and it had gotten to a point where their lack of technical aptitude, inability to follow procedures, poor grasp of professional boundaries\/workplace etiquette, and abysmal communication skills were taking a serious toll on team morale and my own mental health. I should have taken action much earlier, but I had never dealt with a PIP before and stupidly hoped my coaching and frequent, specific feedback would suffice. It did not, so at the end of their negative annual review I told Francis I was initiating a 90 day PIP. I have been meeting with them for an hour or more every week since then, and while they have made some small improvements here and there, they have been minimal and inconsistent, and only after extreme hand-holding by coworkers or me. Multiple team members have expressed their frustration at having to pick up Francis's slack; they were all eager to help them at first, but everyone has eventually given up on teaching them anything because nothing sticks. I know they have been trying, but I've suspected for a while that they have some kind of cognitive impairment based on their behavior, lack of listening or reading comprehension, work output, and poor judgement. When they divulged some medical history that could possibly be pertinent (without prompting), I tried encouraging them to pursue reasonable accommodations, but they declined. And yet several times during PIP check-ins, Francis cited their medical history as an explanation for poor performance. I've been as clear and candid as possible with them throughout the PIP about how they still haven't demonstrated an ability to meet expectations for the position and that they need to show much more significant improvement on a consistent basis to succeed in the PIP, but they don't appear to understand what that means. I've tried everything I can think of to get through to them, but it just feels like talking to a wall, and I have concluded that they simply are not capable of doing this job. About 60 days into the PIP, Francis had a unexpected medical emergency resulting in a month long absence, so I had to extend the PIP period. To be honest, prior to this I'd been counting down the days to the end of the PIP because I couldn't handle the intense frustration of managing them anymore. My job is extremely stressful even without Francis, and I've been struggling with burnout for the last year, so I felt resentful about having to prolong this misery even further. But I also felt really sorry for them and the idea of firing someone right after they returned to work from a serious medical crisis just felt gross, so I tried to give them a fair chance. So now we are approaching the end of the extended PIP and Francis still hasn't proven they can meet the basic requirements of this job. I have no doubt I'm justified in terminating them and I have tons of documentation to back me up. Here's the problem: based on what they have disclosed about their current medical condition, it's pretty dire. They haven't shared a diagnosis (and I would never ask) but recently they have mentioned several details in passing that indicate a grim prognosis. They have also disclosed in past conversations that they have some mental health issues in addition to this condition, and I've gotten the sense (from their chronic, intractable oversharing) that they don't have much going for them outside of this job. From a professional standpoint, I know letting them go is the right call for my team, and personally, it would do wonders for my own stress level to have Francis out of my life. But morally, I feel sick about terminating someone in their position, especially knowing that they almost definitely have astronomical medical bills (with more in the future), even with insurance. Does anyone have any advice on how to handle the conclusion of the PIP? Has anyone ever been in a similar situation? If so, how did it work out? I would appreciate any words of wisdom.","c_root_id_A":"huwu82c","c_root_id_B":"huwl4jr","created_at_utc_A":1643581392,"created_at_utc_B":1643577994,"score_A":5,"score_B":4,"human_ref_A":"There are a few things to consider here. Some have been mentioned but something you only lightly mention is the effect of this person on you and your team. So, if he had a medical issue which required accommodation, the time to have worked through that officially was earlier. At that point it could be determined if the issue coiuld be worked through - or not. It seems like he isn't doing that and if he did his medical condition may mean that he doesn't meet the requirements of the role anymore, if he ever did. All of the above is something for you to determine with your HR person. However, there is an underlying issue around your guilt for going through with the termination. It seems like you not only need to do it for both you and your team, but you are going to have to find a way to live with yourself afterwards. A good way to do this is to do some research into the best offer you can give him. For example: 1. Services that might be able able to help them through this time, offered both through the company and the community. 2. The particulars about health insurance or other information and the deadlines they will have to work with. 3. Any opportunities to extend their employment without pay for a given period if it gives them an an opportunity to take advatage of those services. 4. Maximise the package they leave with. But don't offer a reference. Good luck.","human_ref_B":"I terminated a single Mother the Wednesday before Thanksgiving due to timecard fraud. These things aren\u2019t easy but your team needs you to do the right thing for the organization. Do not fail your team or your organization. Go do the hard thing you are paid to do.","labels":1,"seconds_difference":3398.0,"score_ratio":1.25} {"post_id":"sgg1y6","domain":"askhr_test","upvote_ratio":0.99,"history":"[MD] Conflicted about firing someone at the end of a PIP I manage a team of close to a dozen IT analysts at a large organization. A few months ago, I had to put one of my employees -- let's call them Francis -- on a PIP after repeated attempts to help them improve their job skills were fruitless. I tried coaching Francis intensively for months to no avail and it had gotten to a point where their lack of technical aptitude, inability to follow procedures, poor grasp of professional boundaries\/workplace etiquette, and abysmal communication skills were taking a serious toll on team morale and my own mental health. I should have taken action much earlier, but I had never dealt with a PIP before and stupidly hoped my coaching and frequent, specific feedback would suffice. It did not, so at the end of their negative annual review I told Francis I was initiating a 90 day PIP. I have been meeting with them for an hour or more every week since then, and while they have made some small improvements here and there, they have been minimal and inconsistent, and only after extreme hand-holding by coworkers or me. Multiple team members have expressed their frustration at having to pick up Francis's slack; they were all eager to help them at first, but everyone has eventually given up on teaching them anything because nothing sticks. I know they have been trying, but I've suspected for a while that they have some kind of cognitive impairment based on their behavior, lack of listening or reading comprehension, work output, and poor judgement. When they divulged some medical history that could possibly be pertinent (without prompting), I tried encouraging them to pursue reasonable accommodations, but they declined. And yet several times during PIP check-ins, Francis cited their medical history as an explanation for poor performance. I've been as clear and candid as possible with them throughout the PIP about how they still haven't demonstrated an ability to meet expectations for the position and that they need to show much more significant improvement on a consistent basis to succeed in the PIP, but they don't appear to understand what that means. I've tried everything I can think of to get through to them, but it just feels like talking to a wall, and I have concluded that they simply are not capable of doing this job. About 60 days into the PIP, Francis had a unexpected medical emergency resulting in a month long absence, so I had to extend the PIP period. To be honest, prior to this I'd been counting down the days to the end of the PIP because I couldn't handle the intense frustration of managing them anymore. My job is extremely stressful even without Francis, and I've been struggling with burnout for the last year, so I felt resentful about having to prolong this misery even further. But I also felt really sorry for them and the idea of firing someone right after they returned to work from a serious medical crisis just felt gross, so I tried to give them a fair chance. So now we are approaching the end of the extended PIP and Francis still hasn't proven they can meet the basic requirements of this job. I have no doubt I'm justified in terminating them and I have tons of documentation to back me up. Here's the problem: based on what they have disclosed about their current medical condition, it's pretty dire. They haven't shared a diagnosis (and I would never ask) but recently they have mentioned several details in passing that indicate a grim prognosis. They have also disclosed in past conversations that they have some mental health issues in addition to this condition, and I've gotten the sense (from their chronic, intractable oversharing) that they don't have much going for them outside of this job. From a professional standpoint, I know letting them go is the right call for my team, and personally, it would do wonders for my own stress level to have Francis out of my life. But morally, I feel sick about terminating someone in their position, especially knowing that they almost definitely have astronomical medical bills (with more in the future), even with insurance. Does anyone have any advice on how to handle the conclusion of the PIP? Has anyone ever been in a similar situation? If so, how did it work out? I would appreciate any words of wisdom.","c_root_id_A":"huwsll4","c_root_id_B":"huwu82c","created_at_utc_A":1643580789,"created_at_utc_B":1643581392,"score_A":3,"score_B":5,"human_ref_A":"You've gotten some good advice here on next steps. To assuage your moral concerns, remember that there is an environment out there where this person can thrive and your workplace is not it. The longer this drags on, the longer it's going to take for them to find a better fit, and I'm sure being in an environment where they're resented and under review isn't great for their health issues either. Remember that you also have a responsibility for your own health and that of the rest of your team. Additionally, if the position is to be backfilled, it's quite possible your next hire will need the job just as much or will get more out of it.","human_ref_B":"There are a few things to consider here. Some have been mentioned but something you only lightly mention is the effect of this person on you and your team. So, if he had a medical issue which required accommodation, the time to have worked through that officially was earlier. At that point it could be determined if the issue coiuld be worked through - or not. It seems like he isn't doing that and if he did his medical condition may mean that he doesn't meet the requirements of the role anymore, if he ever did. All of the above is something for you to determine with your HR person. However, there is an underlying issue around your guilt for going through with the termination. It seems like you not only need to do it for both you and your team, but you are going to have to find a way to live with yourself afterwards. A good way to do this is to do some research into the best offer you can give him. For example: 1. Services that might be able able to help them through this time, offered both through the company and the community. 2. The particulars about health insurance or other information and the deadlines they will have to work with. 3. Any opportunities to extend their employment without pay for a given period if it gives them an an opportunity to take advatage of those services. 4. Maximise the package they leave with. But don't offer a reference. Good luck.","labels":0,"seconds_difference":603.0,"score_ratio":1.6666666667} {"post_id":"sgg1y6","domain":"askhr_test","upvote_ratio":0.99,"history":"[MD] Conflicted about firing someone at the end of a PIP I manage a team of close to a dozen IT analysts at a large organization. A few months ago, I had to put one of my employees -- let's call them Francis -- on a PIP after repeated attempts to help them improve their job skills were fruitless. I tried coaching Francis intensively for months to no avail and it had gotten to a point where their lack of technical aptitude, inability to follow procedures, poor grasp of professional boundaries\/workplace etiquette, and abysmal communication skills were taking a serious toll on team morale and my own mental health. I should have taken action much earlier, but I had never dealt with a PIP before and stupidly hoped my coaching and frequent, specific feedback would suffice. It did not, so at the end of their negative annual review I told Francis I was initiating a 90 day PIP. I have been meeting with them for an hour or more every week since then, and while they have made some small improvements here and there, they have been minimal and inconsistent, and only after extreme hand-holding by coworkers or me. Multiple team members have expressed their frustration at having to pick up Francis's slack; they were all eager to help them at first, but everyone has eventually given up on teaching them anything because nothing sticks. I know they have been trying, but I've suspected for a while that they have some kind of cognitive impairment based on their behavior, lack of listening or reading comprehension, work output, and poor judgement. When they divulged some medical history that could possibly be pertinent (without prompting), I tried encouraging them to pursue reasonable accommodations, but they declined. And yet several times during PIP check-ins, Francis cited their medical history as an explanation for poor performance. I've been as clear and candid as possible with them throughout the PIP about how they still haven't demonstrated an ability to meet expectations for the position and that they need to show much more significant improvement on a consistent basis to succeed in the PIP, but they don't appear to understand what that means. I've tried everything I can think of to get through to them, but it just feels like talking to a wall, and I have concluded that they simply are not capable of doing this job. About 60 days into the PIP, Francis had a unexpected medical emergency resulting in a month long absence, so I had to extend the PIP period. To be honest, prior to this I'd been counting down the days to the end of the PIP because I couldn't handle the intense frustration of managing them anymore. My job is extremely stressful even without Francis, and I've been struggling with burnout for the last year, so I felt resentful about having to prolong this misery even further. But I also felt really sorry for them and the idea of firing someone right after they returned to work from a serious medical crisis just felt gross, so I tried to give them a fair chance. So now we are approaching the end of the extended PIP and Francis still hasn't proven they can meet the basic requirements of this job. I have no doubt I'm justified in terminating them and I have tons of documentation to back me up. Here's the problem: based on what they have disclosed about their current medical condition, it's pretty dire. They haven't shared a diagnosis (and I would never ask) but recently they have mentioned several details in passing that indicate a grim prognosis. They have also disclosed in past conversations that they have some mental health issues in addition to this condition, and I've gotten the sense (from their chronic, intractable oversharing) that they don't have much going for them outside of this job. From a professional standpoint, I know letting them go is the right call for my team, and personally, it would do wonders for my own stress level to have Francis out of my life. But morally, I feel sick about terminating someone in their position, especially knowing that they almost definitely have astronomical medical bills (with more in the future), even with insurance. Does anyone have any advice on how to handle the conclusion of the PIP? Has anyone ever been in a similar situation? If so, how did it work out? I would appreciate any words of wisdom.","c_root_id_A":"hux6x94","c_root_id_B":"huxatt9","created_at_utc_A":1643586111,"created_at_utc_B":1643587643,"score_A":2,"score_B":3,"human_ref_A":"Can you find him a different position.","human_ref_B":"Its interesting the difference in approaches. We have a Francis right now and my manager has basically forced ADA to be filled out and implemented even though the employee didn\u2019t pursue it first \u201cbecause we were made aware\u201d. Now 2.5 years in we still have our Francis who does not perform even half the basic functions of the job and HR won\u2019t approve another FTE so were operating essentially like we have 2.25 employees instead of 3 when we really need 3 or 4 for our workload. Anyways, I agree with others - it may feel bad but you cannot save everyone. You can coach up, you can hint to Francis about ADA protections if you think they should have pursued them, and you can be very gentle with how you approach the end. But you also have a remaining team that is likely being neglected due to how much is being invested into one team member who is not the right fit. Ive been in these shoes and it sucks. Good luck.","labels":0,"seconds_difference":1532.0,"score_ratio":1.5} {"post_id":"m8huhc","domain":"askhr_test","upvote_ratio":0.96,"history":"[IL] I applied for two separate job descriptions at the company I work for then they merged both requiring me to take on two separate job descriptions. Was I wrong for advocating for myself? I just want to understand my options. When I initially applied for the positions of patient care technician and medical scribe, I did so under the guise that I\u2019d become a PCT. I mentioned to the recruiter that I have er tech experience, an EMT license, and a bachelors degree in biology. This is a corporate urgent care with multiple locations based in NY. I got into this role because I have plans of getting into medical school and I wanted hands on patient care experience. I was previously a scribe for 1.5 years and wanted to make that transition. Anyhow, the recruiter told me that I\u2019d be a PCT after I explained my background. Upon checking indeed, I noticed that both job descriptions were removed after I accepted the offer. When I started, on orientation day and subsequent training days, the manager had me training for both roles + reception. I rose my concerns as the weeks went on and I was still solely acting as a scribe. I tried to be nice at first but I ended up emailing upper management to understand what was going on. The recruiter told my manager that she told me that I would be cross trained across the board if I wanted to even be PCT. I was perplexed?? In that moment, I refused to scribe again because I absolutely felt lied to. I have since been working as PCT and everyone is impressed by my skills. Now, I\u2019m getting a lot of pushback from management and one physician assistant to be a scribe in addition to being a PCT and reception for $16 per hour. Since a lot of my coworkers aren\u2019t as skilled as me (the providers only trust me with everything so they don\u2019t bother asking other employees for help), a lot of the workload gets dumped on me. I should mention that this place has a high turnover rate and people are constantly leaving. We do have enough staff for now. In this case, how should I approach this?","c_root_id_A":"grhnt75","c_root_id_B":"grhu2uq","created_at_utc_A":1616168419,"created_at_utc_B":1616171130,"score_A":10,"score_B":11,"human_ref_A":"Does the job description for PCT say anything like \u201cother duties as assigned?\u201d","human_ref_B":"No you\u2019re not wrong at all. But sadly this is becoming the norm as organizations face the need to do stiff cost cutting","labels":0,"seconds_difference":2711.0,"score_ratio":1.1} {"post_id":"wq31n1","domain":"askhr_test","upvote_ratio":0.94,"history":"Termination during resignation period [AZ] Hello all! I have a question. The company I have been working for appears to be crumbling. We were supposed to FDA approval on a medical device in June that did not come through and they are being hush - hush regarding the deficiencies and plans moving forward. The company seems to be struggling financially and have been terminating long time (higher paid) employees without warning, or explanation. I have seen this coming so I secured a position with another company. I do travel for work and my schedule was booked through August so I was gracious enough to give six weeks notice as to not leave the company or my teammates in a bind. After 3 weeks, they gave me a termination notice citing that is their right to exercise in an \"at will\" employment state. I live in Az, company based out of Tennessee.) It is apparent they did this in order to not pay out my 60 hours of PTO I have stored in my account. The employee handbook says that if you do not give adequate notice or are terminated, that you do not get stored PTO. I do not find this practice fair or ethical, as I worked 3 weeks after my resignation as a favor to the employer. Is there any recourse? What should I do? Can they continue to get away with this? Thank you, in advance, for your help.","c_root_id_A":"ikk7ya3","c_root_id_B":"ikka1c2","created_at_utc_A":1660678747,"created_at_utc_B":1660679543,"score_A":21,"score_B":68,"human_ref_A":"Fair is a place you go in the summer for rides and junk food. Ethical is debatable because you may have different ethics than me. You can try strongly wording your request for payment but there's nothing that will force their hand. Yes, they can keep doing this. It's not illegal to terminate you in your notice period. They could've done so the day you handed in notice.","human_ref_B":"You more than likely do not have any recourse, as you set up a vulnerability that as soon as you put your notice in, they could terminate you. I appreciate that you gave them 6 weeks, but custom is 2, and this is one of the reasons why.","labels":0,"seconds_difference":796.0,"score_ratio":3.2380952381} {"post_id":"wq31n1","domain":"askhr_test","upvote_ratio":0.94,"history":"Termination during resignation period [AZ] Hello all! I have a question. The company I have been working for appears to be crumbling. We were supposed to FDA approval on a medical device in June that did not come through and they are being hush - hush regarding the deficiencies and plans moving forward. The company seems to be struggling financially and have been terminating long time (higher paid) employees without warning, or explanation. I have seen this coming so I secured a position with another company. I do travel for work and my schedule was booked through August so I was gracious enough to give six weeks notice as to not leave the company or my teammates in a bind. After 3 weeks, they gave me a termination notice citing that is their right to exercise in an \"at will\" employment state. I live in Az, company based out of Tennessee.) It is apparent they did this in order to not pay out my 60 hours of PTO I have stored in my account. The employee handbook says that if you do not give adequate notice or are terminated, that you do not get stored PTO. I do not find this practice fair or ethical, as I worked 3 weeks after my resignation as a favor to the employer. Is there any recourse? What should I do? Can they continue to get away with this? Thank you, in advance, for your help.","c_root_id_A":"ikk7jb8","c_root_id_B":"ikka1c2","created_at_utc_A":1660678585,"created_at_utc_B":1660679543,"score_A":10,"score_B":68,"human_ref_A":"Are you at an executive level, or a senior manager? Or have some other special relationship with your boss or employer in general? Otherwise 6 weeks notice isn\u2019t really necessary. The company is struggling financially and is letting people go, this is their prerogative. Imo nothing you can do.","human_ref_B":"You more than likely do not have any recourse, as you set up a vulnerability that as soon as you put your notice in, they could terminate you. I appreciate that you gave them 6 weeks, but custom is 2, and this is one of the reasons why.","labels":0,"seconds_difference":958.0,"score_ratio":6.8} {"post_id":"wq31n1","domain":"askhr_test","upvote_ratio":0.94,"history":"Termination during resignation period [AZ] Hello all! I have a question. The company I have been working for appears to be crumbling. We were supposed to FDA approval on a medical device in June that did not come through and they are being hush - hush regarding the deficiencies and plans moving forward. The company seems to be struggling financially and have been terminating long time (higher paid) employees without warning, or explanation. I have seen this coming so I secured a position with another company. I do travel for work and my schedule was booked through August so I was gracious enough to give six weeks notice as to not leave the company or my teammates in a bind. After 3 weeks, they gave me a termination notice citing that is their right to exercise in an \"at will\" employment state. I live in Az, company based out of Tennessee.) It is apparent they did this in order to not pay out my 60 hours of PTO I have stored in my account. The employee handbook says that if you do not give adequate notice or are terminated, that you do not get stored PTO. I do not find this practice fair or ethical, as I worked 3 weeks after my resignation as a favor to the employer. Is there any recourse? What should I do? Can they continue to get away with this? Thank you, in advance, for your help.","c_root_id_A":"ikk7jb8","c_root_id_B":"ikk7ya3","created_at_utc_A":1660678585,"created_at_utc_B":1660678747,"score_A":10,"score_B":21,"human_ref_A":"Are you at an executive level, or a senior manager? Or have some other special relationship with your boss or employer in general? Otherwise 6 weeks notice isn\u2019t really necessary. The company is struggling financially and is letting people go, this is their prerogative. Imo nothing you can do.","human_ref_B":"Fair is a place you go in the summer for rides and junk food. Ethical is debatable because you may have different ethics than me. You can try strongly wording your request for payment but there's nothing that will force their hand. Yes, they can keep doing this. It's not illegal to terminate you in your notice period. They could've done so the day you handed in notice.","labels":0,"seconds_difference":162.0,"score_ratio":2.1} {"post_id":"wq31n1","domain":"askhr_test","upvote_ratio":0.94,"history":"Termination during resignation period [AZ] Hello all! I have a question. The company I have been working for appears to be crumbling. We were supposed to FDA approval on a medical device in June that did not come through and they are being hush - hush regarding the deficiencies and plans moving forward. The company seems to be struggling financially and have been terminating long time (higher paid) employees without warning, or explanation. I have seen this coming so I secured a position with another company. I do travel for work and my schedule was booked through August so I was gracious enough to give six weeks notice as to not leave the company or my teammates in a bind. After 3 weeks, they gave me a termination notice citing that is their right to exercise in an \"at will\" employment state. I live in Az, company based out of Tennessee.) It is apparent they did this in order to not pay out my 60 hours of PTO I have stored in my account. The employee handbook says that if you do not give adequate notice or are terminated, that you do not get stored PTO. I do not find this practice fair or ethical, as I worked 3 weeks after my resignation as a favor to the employer. Is there any recourse? What should I do? Can they continue to get away with this? Thank you, in advance, for your help.","c_root_id_A":"ikkften","c_root_id_B":"ikk7jb8","created_at_utc_A":1660681811,"created_at_utc_B":1660678585,"score_A":19,"score_B":10,"human_ref_A":"Call your new employer, tell them you're available earlier than you anticipated and can you start earlier than previously discussed. Then move on. Don't move into a new opportunity with them living rent-free in your head.","human_ref_B":"Are you at an executive level, or a senior manager? Or have some other special relationship with your boss or employer in general? Otherwise 6 weeks notice isn\u2019t really necessary. The company is struggling financially and is letting people go, this is their prerogative. Imo nothing you can do.","labels":1,"seconds_difference":3226.0,"score_ratio":1.9} {"post_id":"wq31n1","domain":"askhr_test","upvote_ratio":0.94,"history":"Termination during resignation period [AZ] Hello all! I have a question. The company I have been working for appears to be crumbling. We were supposed to FDA approval on a medical device in June that did not come through and they are being hush - hush regarding the deficiencies and plans moving forward. The company seems to be struggling financially and have been terminating long time (higher paid) employees without warning, or explanation. I have seen this coming so I secured a position with another company. I do travel for work and my schedule was booked through August so I was gracious enough to give six weeks notice as to not leave the company or my teammates in a bind. After 3 weeks, they gave me a termination notice citing that is their right to exercise in an \"at will\" employment state. I live in Az, company based out of Tennessee.) It is apparent they did this in order to not pay out my 60 hours of PTO I have stored in my account. The employee handbook says that if you do not give adequate notice or are terminated, that you do not get stored PTO. I do not find this practice fair or ethical, as I worked 3 weeks after my resignation as a favor to the employer. Is there any recourse? What should I do? Can they continue to get away with this? Thank you, in advance, for your help.","c_root_id_A":"ikkften","c_root_id_B":"ikkdwng","created_at_utc_A":1660681811,"created_at_utc_B":1660681059,"score_A":19,"score_B":6,"human_ref_A":"Call your new employer, tell them you're available earlier than you anticipated and can you start earlier than previously discussed. Then move on. Don't move into a new opportunity with them living rent-free in your head.","human_ref_B":"You may be eligible to collect unemployment compensation for the difference between your notice and your termination. So looks like about 3 weeks. That is likely not as much as your 60 hrs PTO, but you are entitled to it. Your employer pays into that fund, so they may try to protest. If that happens, provide your explanation & documents to the state office. Good luck!","labels":1,"seconds_difference":752.0,"score_ratio":3.1666666667} {"post_id":"wq31n1","domain":"askhr_test","upvote_ratio":0.94,"history":"Termination during resignation period [AZ] Hello all! I have a question. The company I have been working for appears to be crumbling. We were supposed to FDA approval on a medical device in June that did not come through and they are being hush - hush regarding the deficiencies and plans moving forward. The company seems to be struggling financially and have been terminating long time (higher paid) employees without warning, or explanation. I have seen this coming so I secured a position with another company. I do travel for work and my schedule was booked through August so I was gracious enough to give six weeks notice as to not leave the company or my teammates in a bind. After 3 weeks, they gave me a termination notice citing that is their right to exercise in an \"at will\" employment state. I live in Az, company based out of Tennessee.) It is apparent they did this in order to not pay out my 60 hours of PTO I have stored in my account. The employee handbook says that if you do not give adequate notice or are terminated, that you do not get stored PTO. I do not find this practice fair or ethical, as I worked 3 weeks after my resignation as a favor to the employer. Is there any recourse? What should I do? Can they continue to get away with this? Thank you, in advance, for your help.","c_root_id_A":"ikkwks2","c_root_id_B":"iklxr3c","created_at_utc_A":1660688659,"created_at_utc_B":1660705231,"score_A":6,"score_B":9,"human_ref_A":"When you know a company is doing this and you are in a state with no protection at all from wage theft (which the PTO deal is) - then you simply take your vacation then put in your resignation effective immediately when you get back.","human_ref_B":"I would file an Unpaid Wage Claim against them. You had a reasonable expectation of payment and it costs you nothing to file the claim. include their policy and copies of your written resignation. Can't hurt, might help. You have nothing to lose. Since they terminated you, they're also paying you within 7 working days, right?","labels":0,"seconds_difference":16572.0,"score_ratio":1.5} {"post_id":"wq31n1","domain":"askhr_test","upvote_ratio":0.94,"history":"Termination during resignation period [AZ] Hello all! I have a question. The company I have been working for appears to be crumbling. We were supposed to FDA approval on a medical device in June that did not come through and they are being hush - hush regarding the deficiencies and plans moving forward. The company seems to be struggling financially and have been terminating long time (higher paid) employees without warning, or explanation. I have seen this coming so I secured a position with another company. I do travel for work and my schedule was booked through August so I was gracious enough to give six weeks notice as to not leave the company or my teammates in a bind. After 3 weeks, they gave me a termination notice citing that is their right to exercise in an \"at will\" employment state. I live in Az, company based out of Tennessee.) It is apparent they did this in order to not pay out my 60 hours of PTO I have stored in my account. The employee handbook says that if you do not give adequate notice or are terminated, that you do not get stored PTO. I do not find this practice fair or ethical, as I worked 3 weeks after my resignation as a favor to the employer. Is there any recourse? What should I do? Can they continue to get away with this? Thank you, in advance, for your help.","c_root_id_A":"ikkdwng","c_root_id_B":"iklxr3c","created_at_utc_A":1660681059,"created_at_utc_B":1660705231,"score_A":6,"score_B":9,"human_ref_A":"You may be eligible to collect unemployment compensation for the difference between your notice and your termination. So looks like about 3 weeks. That is likely not as much as your 60 hrs PTO, but you are entitled to it. Your employer pays into that fund, so they may try to protest. If that happens, provide your explanation & documents to the state office. Good luck!","human_ref_B":"I would file an Unpaid Wage Claim against them. You had a reasonable expectation of payment and it costs you nothing to file the claim. include their policy and copies of your written resignation. Can't hurt, might help. You have nothing to lose. Since they terminated you, they're also paying you within 7 working days, right?","labels":0,"seconds_difference":24172.0,"score_ratio":1.5} {"post_id":"wq31n1","domain":"askhr_test","upvote_ratio":0.94,"history":"Termination during resignation period [AZ] Hello all! I have a question. The company I have been working for appears to be crumbling. We were supposed to FDA approval on a medical device in June that did not come through and they are being hush - hush regarding the deficiencies and plans moving forward. The company seems to be struggling financially and have been terminating long time (higher paid) employees without warning, or explanation. I have seen this coming so I secured a position with another company. I do travel for work and my schedule was booked through August so I was gracious enough to give six weeks notice as to not leave the company or my teammates in a bind. After 3 weeks, they gave me a termination notice citing that is their right to exercise in an \"at will\" employment state. I live in Az, company based out of Tennessee.) It is apparent they did this in order to not pay out my 60 hours of PTO I have stored in my account. The employee handbook says that if you do not give adequate notice or are terminated, that you do not get stored PTO. I do not find this practice fair or ethical, as I worked 3 weeks after my resignation as a favor to the employer. Is there any recourse? What should I do? Can they continue to get away with this? Thank you, in advance, for your help.","c_root_id_A":"iklxr3c","c_root_id_B":"ikls8tr","created_at_utc_A":1660705231,"created_at_utc_B":1660702630,"score_A":9,"score_B":3,"human_ref_A":"I would file an Unpaid Wage Claim against them. You had a reasonable expectation of payment and it costs you nothing to file the claim. include their policy and copies of your written resignation. Can't hurt, might help. You have nothing to lose. Since they terminated you, they're also paying you within 7 working days, right?","human_ref_B":"Go collect unemployment. Even if you have another job in 3 weeks. I don't know how much you make now, but 3weeks unemployment is still almost a grand in AZ. They can exercise their at will, but they can't block your benefit without a good reason. Go get your money and move on.","labels":1,"seconds_difference":2601.0,"score_ratio":3.0} {"post_id":"ej8fik","domain":"askhr_test","upvote_ratio":0.92,"history":"Former mother in law is divulging personal information to my ex Quebec, Canada I just got a new job a few weeks ago. My former mother in law works for the same company but much too high up for me to ever come into contact with her. It's come to my attention that she's told my ex-boyfriend about my new position and even what building I'll be working in, office etc. I feel extremely uncomfortable knowing that she's been talking to him about me and my personal life (Who knows what else she's said). And seeing as my ex is extremely petty and vindictive I especially didn't want him having any knowledge of my whereabouts on a daily basis. Is there anything I can do to make sure she doesn't talk about me or my work with her son? Should I go to HR?","c_root_id_A":"fcwim54","c_root_id_B":"fcwjdt8","created_at_utc_A":1578026612,"created_at_utc_B":1578027215,"score_A":9,"score_B":15,"human_ref_A":"Is that information something that couldn't be determined via observation? (Is your workplace and building otherwise secret?) I don't think you can forbid her from sharing publicly available information with her son. Did you think he and she wouldn't find out that you worked at the same company as she?","human_ref_B":"Did you put anything on LinkedIn or Facebook or other public site that indicates where you work? You'd be pretty hard pressed to argue it's private information that his mother couldn't share freely.","labels":0,"seconds_difference":603.0,"score_ratio":1.6666666667} {"post_id":"lq4tly","domain":"askhr_test","upvote_ratio":0.97,"history":"[CAN] Lowering title at previous job on resume I had a VP title at small company (80 empl) where titles came like candy. I did have a senior role with a staff of 12, but the VP title was a bit much. I'm now trying to find work that is likely more in the Snr. Manager possibly Director role - I'd even be happy with some autonomy and just doing my own thing within a dept. I feel like my VP title is making me seem a like a bad fit for some roles that I would love to have. Is it a bad idea if I were to lower my title from VP to something like Director? Even though I'm going down in title it certainly is not 100% above board so I'm pretty iffy on it. I'm not worried once I have an interview being able to talk about the situation, but I'm afraid my resume is being passed over before I even get that chance. Am I over thinking this?","c_root_id_A":"goew0za","c_root_id_B":"goevfvb","created_at_utc_A":1614046173,"created_at_utc_B":1614045878,"score_A":20,"score_B":15,"human_ref_A":"Internal titles don't always correlate with external titles because you are changing between companies, this is especially true if you are changing industries or roles. \"Majiggy fidgeter\" might be completely appropriate in your company, but you might have to translate it to something like \"technical operator\" so outsiders can understand. In this case people would understand your previous title, but for worse they would understand it wrong, because VP has different meanings across companies. So there's even more reasons to translate your title to something more appropriate.","human_ref_B":"Staff of 12 sounds like at least Director... at a lot of companies that'd be VP. But I understand the feeling.","labels":1,"seconds_difference":295.0,"score_ratio":1.3333333333} {"post_id":"pito1a","domain":"askhr_test","upvote_ratio":0.92,"history":"My Co-worker makes 30% more than me for the same job. [CAN] Hello, Recently and by accident, I knew how much my co-worker is making for the exact same job as me. We are only two employees doing this job in this company, and both started almost at the same time, more than two years ago. And now I don't know how to handle it with my boss, if tell him and ask for a raise, find another job, or what to do. Any idea will be really appreciated!","c_root_id_A":"hbsa0h3","c_root_id_B":"hbsm60l","created_at_utc_A":1630914166,"created_at_utc_B":1630924967,"score_A":4,"score_B":42,"human_ref_A":"Maybe he does it much better than you. You can ask for the raise but be prepared to potentially face some unpleasant realities.","human_ref_B":"If you ask for a raise, don't compare yourself to your co-worker; your manager won't care because they already know there's an imbalance. Instead, explain why what you do, and what you've achieved deserves more recognition. If you can, bring a few examples of some job adverts who pay more and tell your boss you'd like them to match it.","labels":0,"seconds_difference":10801.0,"score_ratio":10.5} {"post_id":"pito1a","domain":"askhr_test","upvote_ratio":0.92,"history":"My Co-worker makes 30% more than me for the same job. [CAN] Hello, Recently and by accident, I knew how much my co-worker is making for the exact same job as me. We are only two employees doing this job in this company, and both started almost at the same time, more than two years ago. And now I don't know how to handle it with my boss, if tell him and ask for a raise, find another job, or what to do. Any idea will be really appreciated!","c_root_id_A":"hbsscr8","c_root_id_B":"hbt7dqo","created_at_utc_A":1630929715,"created_at_utc_B":1630938014,"score_A":10,"score_B":16,"human_ref_A":"How you really doing the exact same job? Same portfolio, clients, brings in equal money for the company, you both have the exact same education and experience?","human_ref_B":"Started a new job 2.5 years ago. I came in with 5 years experience, already licensed, ready to go. Everyone else hired at the same time had to be trained, AND licensed. I had another job offer on the table when I accepted this one and they knew it. Guess who's the highest paid non management employee in my department? One guess. Long story short, there could be good reasons why they make more.","labels":0,"seconds_difference":8299.0,"score_ratio":1.6} {"post_id":"pito1a","domain":"askhr_test","upvote_ratio":0.92,"history":"My Co-worker makes 30% more than me for the same job. [CAN] Hello, Recently and by accident, I knew how much my co-worker is making for the exact same job as me. We are only two employees doing this job in this company, and both started almost at the same time, more than two years ago. And now I don't know how to handle it with my boss, if tell him and ask for a raise, find another job, or what to do. Any idea will be really appreciated!","c_root_id_A":"hbt7dqo","c_root_id_B":"hbsa0h3","created_at_utc_A":1630938014,"created_at_utc_B":1630914166,"score_A":16,"score_B":4,"human_ref_A":"Started a new job 2.5 years ago. I came in with 5 years experience, already licensed, ready to go. Everyone else hired at the same time had to be trained, AND licensed. I had another job offer on the table when I accepted this one and they knew it. Guess who's the highest paid non management employee in my department? One guess. Long story short, there could be good reasons why they make more.","human_ref_B":"Maybe he does it much better than you. You can ask for the raise but be prepared to potentially face some unpleasant realities.","labels":1,"seconds_difference":23848.0,"score_ratio":4.0} {"post_id":"pito1a","domain":"askhr_test","upvote_ratio":0.92,"history":"My Co-worker makes 30% more than me for the same job. [CAN] Hello, Recently and by accident, I knew how much my co-worker is making for the exact same job as me. We are only two employees doing this job in this company, and both started almost at the same time, more than two years ago. And now I don't know how to handle it with my boss, if tell him and ask for a raise, find another job, or what to do. Any idea will be really appreciated!","c_root_id_A":"hbsa0h3","c_root_id_B":"hbsscr8","created_at_utc_A":1630914166,"created_at_utc_B":1630929715,"score_A":4,"score_B":10,"human_ref_A":"Maybe he does it much better than you. You can ask for the raise but be prepared to potentially face some unpleasant realities.","human_ref_B":"How you really doing the exact same job? Same portfolio, clients, brings in equal money for the company, you both have the exact same education and experience?","labels":0,"seconds_difference":15549.0,"score_ratio":2.5} {"post_id":"vqs1eg","domain":"askhr_test","upvote_ratio":0.93,"history":"[CA]Accepted Formal Written Job offer with specific salary range. Now HR said they made a mistake regarding the pay. What should I do? Recently received and accepted a formal offer of employment via email from HR. This position has four pay scale ranges A,B,C,D. Based on my qualifications the HR department placed me in range C which was stated in the official offer. While attempting to negotiate where in range C my pay would actually land, the HR rep stated that upon further review of my application I actually am to be placed in Range B now but that I would be eligible for range C after 5 months. She apologized for the mistake. However, I have the formal offer saying range C and that is what I originally accepted. Im not sure what to do. Do they have to honor their original offer? Also , lets say I do accept range B now, is an email enough proof for \"getting it in writing\" from the employer that in 5 months I will be move up to range C?","c_root_id_A":"ieqxsd3","c_root_id_B":"ier2rf7","created_at_utc_A":1656885520,"created_at_utc_B":1656887862,"score_A":14,"score_B":66,"human_ref_A":"No. Pay can be altered going forward, but not for work that has been done. Unless the letter is signed by an Officer, I struggle to see anything contractually binding.","human_ref_B":"If you haven\u2019t already resigned from your most recent job, I would just decline this offer and keep looking. This stinks of bad faith.","labels":0,"seconds_difference":2342.0,"score_ratio":4.7142857143} {"post_id":"vqs1eg","domain":"askhr_test","upvote_ratio":0.93,"history":"[CA]Accepted Formal Written Job offer with specific salary range. Now HR said they made a mistake regarding the pay. What should I do? Recently received and accepted a formal offer of employment via email from HR. This position has four pay scale ranges A,B,C,D. Based on my qualifications the HR department placed me in range C which was stated in the official offer. While attempting to negotiate where in range C my pay would actually land, the HR rep stated that upon further review of my application I actually am to be placed in Range B now but that I would be eligible for range C after 5 months. She apologized for the mistake. However, I have the formal offer saying range C and that is what I originally accepted. Im not sure what to do. Do they have to honor their original offer? Also , lets say I do accept range B now, is an email enough proof for \"getting it in writing\" from the employer that in 5 months I will be move up to range C?","c_root_id_A":"ierwum8","c_root_id_B":"ieqxsd3","created_at_utc_A":1656903831,"created_at_utc_B":1656885520,"score_A":44,"score_B":14,"human_ref_A":"> Do they have to honor their original offer? Probably not, but you live in the US, where you can be fired for essentially any reason. It makes no sense to \"force\" them to pay you that sum - you can just be immediately terminated, and they pay you your two weeks of salary or whatever it is you're entitled to. > Also , lets say I do accept range B now, is an email enough proof for \"getting it in writing\" from the employer that in 5 months I will be move up to range C? Hell no. Never, ever, accept \"we're underpaying you now but will look at the situation in X months time\". It never pans out that way. The company will find an excuse to not increase your banding. If you haven't already put in your resignation, just decline the offer and move on. That is, unless you're desperate to move into a new role. Just be aware that they've already fucked you even *before* you became an employee. > Hello X, I'm afraid I can't move forward with this role without the banding specified in the offer letter that was sent on X date. If anything changes on your end, please do let me know. If not, many thanks for considering me for this role - a shame, as I felt I would've been a great fit within the company. > Kind regards, > OP","human_ref_B":"No. Pay can be altered going forward, but not for work that has been done. Unless the letter is signed by an Officer, I struggle to see anything contractually binding.","labels":1,"seconds_difference":18311.0,"score_ratio":3.1428571429} {"post_id":"vqs1eg","domain":"askhr_test","upvote_ratio":0.93,"history":"[CA]Accepted Formal Written Job offer with specific salary range. Now HR said they made a mistake regarding the pay. What should I do? Recently received and accepted a formal offer of employment via email from HR. This position has four pay scale ranges A,B,C,D. Based on my qualifications the HR department placed me in range C which was stated in the official offer. While attempting to negotiate where in range C my pay would actually land, the HR rep stated that upon further review of my application I actually am to be placed in Range B now but that I would be eligible for range C after 5 months. She apologized for the mistake. However, I have the formal offer saying range C and that is what I originally accepted. Im not sure what to do. Do they have to honor their original offer? Also , lets say I do accept range B now, is an email enough proof for \"getting it in writing\" from the employer that in 5 months I will be move up to range C?","c_root_id_A":"ier47uz","c_root_id_B":"ierwum8","created_at_utc_A":1656888564,"created_at_utc_B":1656903831,"score_A":5,"score_B":44,"human_ref_A":"No they can change your salary even after you start moving forward as long as you\u2019re told. Depending if you really want to be at the company I might take the highest number on the B scale and start looking elsewhere.","human_ref_B":"> Do they have to honor their original offer? Probably not, but you live in the US, where you can be fired for essentially any reason. It makes no sense to \"force\" them to pay you that sum - you can just be immediately terminated, and they pay you your two weeks of salary or whatever it is you're entitled to. > Also , lets say I do accept range B now, is an email enough proof for \"getting it in writing\" from the employer that in 5 months I will be move up to range C? Hell no. Never, ever, accept \"we're underpaying you now but will look at the situation in X months time\". It never pans out that way. The company will find an excuse to not increase your banding. If you haven't already put in your resignation, just decline the offer and move on. That is, unless you're desperate to move into a new role. Just be aware that they've already fucked you even *before* you became an employee. > Hello X, I'm afraid I can't move forward with this role without the banding specified in the offer letter that was sent on X date. If anything changes on your end, please do let me know. If not, many thanks for considering me for this role - a shame, as I felt I would've been a great fit within the company. > Kind regards, > OP","labels":0,"seconds_difference":15267.0,"score_ratio":8.8} {"post_id":"vqs1eg","domain":"askhr_test","upvote_ratio":0.93,"history":"[CA]Accepted Formal Written Job offer with specific salary range. Now HR said they made a mistake regarding the pay. What should I do? Recently received and accepted a formal offer of employment via email from HR. This position has four pay scale ranges A,B,C,D. Based on my qualifications the HR department placed me in range C which was stated in the official offer. While attempting to negotiate where in range C my pay would actually land, the HR rep stated that upon further review of my application I actually am to be placed in Range B now but that I would be eligible for range C after 5 months. She apologized for the mistake. However, I have the formal offer saying range C and that is what I originally accepted. Im not sure what to do. Do they have to honor their original offer? Also , lets say I do accept range B now, is an email enough proof for \"getting it in writing\" from the employer that in 5 months I will be move up to range C?","c_root_id_A":"ierwum8","c_root_id_B":"iercxy0","created_at_utc_A":1656903831,"created_at_utc_B":1656892948,"score_A":44,"score_B":4,"human_ref_A":"> Do they have to honor their original offer? Probably not, but you live in the US, where you can be fired for essentially any reason. It makes no sense to \"force\" them to pay you that sum - you can just be immediately terminated, and they pay you your two weeks of salary or whatever it is you're entitled to. > Also , lets say I do accept range B now, is an email enough proof for \"getting it in writing\" from the employer that in 5 months I will be move up to range C? Hell no. Never, ever, accept \"we're underpaying you now but will look at the situation in X months time\". It never pans out that way. The company will find an excuse to not increase your banding. If you haven't already put in your resignation, just decline the offer and move on. That is, unless you're desperate to move into a new role. Just be aware that they've already fucked you even *before* you became an employee. > Hello X, I'm afraid I can't move forward with this role without the banding specified in the offer letter that was sent on X date. If anything changes on your end, please do let me know. If not, many thanks for considering me for this role - a shame, as I felt I would've been a great fit within the company. > Kind regards, > OP","human_ref_B":"I\u2019m confused on timing\u2026 did you actually accept the original offer and salary and then try to negotiate? Most likely when you tried to negotiate that offer came off the table. They noticed the mistake and most likely will revise the offer before they sign it again.","labels":1,"seconds_difference":10883.0,"score_ratio":11.0} {"post_id":"vqs1eg","domain":"askhr_test","upvote_ratio":0.93,"history":"[CA]Accepted Formal Written Job offer with specific salary range. Now HR said they made a mistake regarding the pay. What should I do? Recently received and accepted a formal offer of employment via email from HR. This position has four pay scale ranges A,B,C,D. Based on my qualifications the HR department placed me in range C which was stated in the official offer. While attempting to negotiate where in range C my pay would actually land, the HR rep stated that upon further review of my application I actually am to be placed in Range B now but that I would be eligible for range C after 5 months. She apologized for the mistake. However, I have the formal offer saying range C and that is what I originally accepted. Im not sure what to do. Do they have to honor their original offer? Also , lets say I do accept range B now, is an email enough proof for \"getting it in writing\" from the employer that in 5 months I will be move up to range C?","c_root_id_A":"ieqxsd3","c_root_id_B":"ieskuum","created_at_utc_A":1656885520,"created_at_utc_B":1656920166,"score_A":14,"score_B":26,"human_ref_A":"No. Pay can be altered going forward, but not for work that has been done. Unless the letter is signed by an Officer, I struggle to see anything contractually binding.","human_ref_B":"If they really planned to pay you Salary C in six months, they would suck it up and pay the difference between Salary B and Salary C for 6 months in order to honor the written job offer. What nonsense.","labels":0,"seconds_difference":34646.0,"score_ratio":1.8571428571} {"post_id":"vqs1eg","domain":"askhr_test","upvote_ratio":0.93,"history":"[CA]Accepted Formal Written Job offer with specific salary range. Now HR said they made a mistake regarding the pay. What should I do? Recently received and accepted a formal offer of employment via email from HR. This position has four pay scale ranges A,B,C,D. Based on my qualifications the HR department placed me in range C which was stated in the official offer. While attempting to negotiate where in range C my pay would actually land, the HR rep stated that upon further review of my application I actually am to be placed in Range B now but that I would be eligible for range C after 5 months. She apologized for the mistake. However, I have the formal offer saying range C and that is what I originally accepted. Im not sure what to do. Do they have to honor their original offer? Also , lets say I do accept range B now, is an email enough proof for \"getting it in writing\" from the employer that in 5 months I will be move up to range C?","c_root_id_A":"ieskuum","c_root_id_B":"ies0rpy","created_at_utc_A":1656920166,"created_at_utc_B":1656906127,"score_A":26,"score_B":10,"human_ref_A":"If they really planned to pay you Salary C in six months, they would suck it up and pay the difference between Salary B and Salary C for 6 months in order to honor the written job offer. What nonsense.","human_ref_B":"This is not a good sign. No they do not have to honor any type of offer. It is also unlikely that you will get the extra pay in 5-6 months. I\u2019d recuse myself from consideration because this just stinks of bad faith and a bad culture.","labels":1,"seconds_difference":14039.0,"score_ratio":2.6} {"post_id":"vqs1eg","domain":"askhr_test","upvote_ratio":0.93,"history":"[CA]Accepted Formal Written Job offer with specific salary range. Now HR said they made a mistake regarding the pay. What should I do? Recently received and accepted a formal offer of employment via email from HR. This position has four pay scale ranges A,B,C,D. Based on my qualifications the HR department placed me in range C which was stated in the official offer. While attempting to negotiate where in range C my pay would actually land, the HR rep stated that upon further review of my application I actually am to be placed in Range B now but that I would be eligible for range C after 5 months. She apologized for the mistake. However, I have the formal offer saying range C and that is what I originally accepted. Im not sure what to do. Do they have to honor their original offer? Also , lets say I do accept range B now, is an email enough proof for \"getting it in writing\" from the employer that in 5 months I will be move up to range C?","c_root_id_A":"ieskuum","c_root_id_B":"ier47uz","created_at_utc_A":1656920166,"created_at_utc_B":1656888564,"score_A":26,"score_B":5,"human_ref_A":"If they really planned to pay you Salary C in six months, they would suck it up and pay the difference between Salary B and Salary C for 6 months in order to honor the written job offer. What nonsense.","human_ref_B":"No they can change your salary even after you start moving forward as long as you\u2019re told. Depending if you really want to be at the company I might take the highest number on the B scale and start looking elsewhere.","labels":1,"seconds_difference":31602.0,"score_ratio":5.2} {"post_id":"vqs1eg","domain":"askhr_test","upvote_ratio":0.93,"history":"[CA]Accepted Formal Written Job offer with specific salary range. Now HR said they made a mistake regarding the pay. What should I do? Recently received and accepted a formal offer of employment via email from HR. This position has four pay scale ranges A,B,C,D. Based on my qualifications the HR department placed me in range C which was stated in the official offer. While attempting to negotiate where in range C my pay would actually land, the HR rep stated that upon further review of my application I actually am to be placed in Range B now but that I would be eligible for range C after 5 months. She apologized for the mistake. However, I have the formal offer saying range C and that is what I originally accepted. Im not sure what to do. Do they have to honor their original offer? Also , lets say I do accept range B now, is an email enough proof for \"getting it in writing\" from the employer that in 5 months I will be move up to range C?","c_root_id_A":"iercxy0","c_root_id_B":"ieskuum","created_at_utc_A":1656892948,"created_at_utc_B":1656920166,"score_A":4,"score_B":26,"human_ref_A":"I\u2019m confused on timing\u2026 did you actually accept the original offer and salary and then try to negotiate? Most likely when you tried to negotiate that offer came off the table. They noticed the mistake and most likely will revise the offer before they sign it again.","human_ref_B":"If they really planned to pay you Salary C in six months, they would suck it up and pay the difference between Salary B and Salary C for 6 months in order to honor the written job offer. What nonsense.","labels":0,"seconds_difference":27218.0,"score_ratio":6.5} {"post_id":"vqs1eg","domain":"askhr_test","upvote_ratio":0.93,"history":"[CA]Accepted Formal Written Job offer with specific salary range. Now HR said they made a mistake regarding the pay. What should I do? Recently received and accepted a formal offer of employment via email from HR. This position has four pay scale ranges A,B,C,D. Based on my qualifications the HR department placed me in range C which was stated in the official offer. While attempting to negotiate where in range C my pay would actually land, the HR rep stated that upon further review of my application I actually am to be placed in Range B now but that I would be eligible for range C after 5 months. She apologized for the mistake. However, I have the formal offer saying range C and that is what I originally accepted. Im not sure what to do. Do they have to honor their original offer? Also , lets say I do accept range B now, is an email enough proof for \"getting it in writing\" from the employer that in 5 months I will be move up to range C?","c_root_id_A":"ies07gs","c_root_id_B":"ieskuum","created_at_utc_A":1656905792,"created_at_utc_B":1656920166,"score_A":3,"score_B":26,"human_ref_A":"Just say thank you no or move forward accepting their, \u201cmistake\u201d.","human_ref_B":"If they really planned to pay you Salary C in six months, they would suck it up and pay the difference between Salary B and Salary C for 6 months in order to honor the written job offer. What nonsense.","labels":0,"seconds_difference":14374.0,"score_ratio":8.6666666667} {"post_id":"vqs1eg","domain":"askhr_test","upvote_ratio":0.93,"history":"[CA]Accepted Formal Written Job offer with specific salary range. Now HR said they made a mistake regarding the pay. What should I do? Recently received and accepted a formal offer of employment via email from HR. This position has four pay scale ranges A,B,C,D. Based on my qualifications the HR department placed me in range C which was stated in the official offer. While attempting to negotiate where in range C my pay would actually land, the HR rep stated that upon further review of my application I actually am to be placed in Range B now but that I would be eligible for range C after 5 months. She apologized for the mistake. However, I have the formal offer saying range C and that is what I originally accepted. Im not sure what to do. Do they have to honor their original offer? Also , lets say I do accept range B now, is an email enough proof for \"getting it in writing\" from the employer that in 5 months I will be move up to range C?","c_root_id_A":"ier47uz","c_root_id_B":"ies0rpy","created_at_utc_A":1656888564,"created_at_utc_B":1656906127,"score_A":5,"score_B":10,"human_ref_A":"No they can change your salary even after you start moving forward as long as you\u2019re told. Depending if you really want to be at the company I might take the highest number on the B scale and start looking elsewhere.","human_ref_B":"This is not a good sign. No they do not have to honor any type of offer. It is also unlikely that you will get the extra pay in 5-6 months. I\u2019d recuse myself from consideration because this just stinks of bad faith and a bad culture.","labels":0,"seconds_difference":17563.0,"score_ratio":2.0} {"post_id":"vqs1eg","domain":"askhr_test","upvote_ratio":0.93,"history":"[CA]Accepted Formal Written Job offer with specific salary range. Now HR said they made a mistake regarding the pay. What should I do? Recently received and accepted a formal offer of employment via email from HR. This position has four pay scale ranges A,B,C,D. Based on my qualifications the HR department placed me in range C which was stated in the official offer. While attempting to negotiate where in range C my pay would actually land, the HR rep stated that upon further review of my application I actually am to be placed in Range B now but that I would be eligible for range C after 5 months. She apologized for the mistake. However, I have the formal offer saying range C and that is what I originally accepted. Im not sure what to do. Do they have to honor their original offer? Also , lets say I do accept range B now, is an email enough proof for \"getting it in writing\" from the employer that in 5 months I will be move up to range C?","c_root_id_A":"ies0rpy","c_root_id_B":"iercxy0","created_at_utc_A":1656906127,"created_at_utc_B":1656892948,"score_A":10,"score_B":4,"human_ref_A":"This is not a good sign. No they do not have to honor any type of offer. It is also unlikely that you will get the extra pay in 5-6 months. I\u2019d recuse myself from consideration because this just stinks of bad faith and a bad culture.","human_ref_B":"I\u2019m confused on timing\u2026 did you actually accept the original offer and salary and then try to negotiate? Most likely when you tried to negotiate that offer came off the table. They noticed the mistake and most likely will revise the offer before they sign it again.","labels":1,"seconds_difference":13179.0,"score_ratio":2.5} {"post_id":"vqs1eg","domain":"askhr_test","upvote_ratio":0.93,"history":"[CA]Accepted Formal Written Job offer with specific salary range. Now HR said they made a mistake regarding the pay. What should I do? Recently received and accepted a formal offer of employment via email from HR. This position has four pay scale ranges A,B,C,D. Based on my qualifications the HR department placed me in range C which was stated in the official offer. While attempting to negotiate where in range C my pay would actually land, the HR rep stated that upon further review of my application I actually am to be placed in Range B now but that I would be eligible for range C after 5 months. She apologized for the mistake. However, I have the formal offer saying range C and that is what I originally accepted. Im not sure what to do. Do they have to honor their original offer? Also , lets say I do accept range B now, is an email enough proof for \"getting it in writing\" from the employer that in 5 months I will be move up to range C?","c_root_id_A":"ies0rpy","c_root_id_B":"ies07gs","created_at_utc_A":1656906127,"created_at_utc_B":1656905792,"score_A":10,"score_B":3,"human_ref_A":"This is not a good sign. No they do not have to honor any type of offer. It is also unlikely that you will get the extra pay in 5-6 months. I\u2019d recuse myself from consideration because this just stinks of bad faith and a bad culture.","human_ref_B":"Just say thank you no or move forward accepting their, \u201cmistake\u201d.","labels":1,"seconds_difference":335.0,"score_ratio":3.3333333333} {"post_id":"vqs1eg","domain":"askhr_test","upvote_ratio":0.93,"history":"[CA]Accepted Formal Written Job offer with specific salary range. Now HR said they made a mistake regarding the pay. What should I do? Recently received and accepted a formal offer of employment via email from HR. This position has four pay scale ranges A,B,C,D. Based on my qualifications the HR department placed me in range C which was stated in the official offer. While attempting to negotiate where in range C my pay would actually land, the HR rep stated that upon further review of my application I actually am to be placed in Range B now but that I would be eligible for range C after 5 months. She apologized for the mistake. However, I have the formal offer saying range C and that is what I originally accepted. Im not sure what to do. Do they have to honor their original offer? Also , lets say I do accept range B now, is an email enough proof for \"getting it in writing\" from the employer that in 5 months I will be move up to range C?","c_root_id_A":"ies07gs","c_root_id_B":"iet821z","created_at_utc_A":1656905792,"created_at_utc_B":1656938199,"score_A":3,"score_B":4,"human_ref_A":"Just say thank you no or move forward accepting their, \u201cmistake\u201d.","human_ref_B":"I would respectfully decline the offer. That\u2019s not a good way to start.","labels":0,"seconds_difference":32407.0,"score_ratio":1.3333333333} {"post_id":"vqs1eg","domain":"askhr_test","upvote_ratio":0.93,"history":"[CA]Accepted Formal Written Job offer with specific salary range. Now HR said they made a mistake regarding the pay. What should I do? Recently received and accepted a formal offer of employment via email from HR. This position has four pay scale ranges A,B,C,D. Based on my qualifications the HR department placed me in range C which was stated in the official offer. While attempting to negotiate where in range C my pay would actually land, the HR rep stated that upon further review of my application I actually am to be placed in Range B now but that I would be eligible for range C after 5 months. She apologized for the mistake. However, I have the formal offer saying range C and that is what I originally accepted. Im not sure what to do. Do they have to honor their original offer? Also , lets say I do accept range B now, is an email enough proof for \"getting it in writing\" from the employer that in 5 months I will be move up to range C?","c_root_id_A":"iesus7v","c_root_id_B":"ies07gs","created_at_utc_A":1656928614,"created_at_utc_B":1656905792,"score_A":4,"score_B":3,"human_ref_A":"say no thanks","human_ref_B":"Just say thank you no or move forward accepting their, \u201cmistake\u201d.","labels":1,"seconds_difference":22822.0,"score_ratio":1.3333333333} {"post_id":"vqs1eg","domain":"askhr_test","upvote_ratio":0.93,"history":"[CA]Accepted Formal Written Job offer with specific salary range. Now HR said they made a mistake regarding the pay. What should I do? Recently received and accepted a formal offer of employment via email from HR. This position has four pay scale ranges A,B,C,D. Based on my qualifications the HR department placed me in range C which was stated in the official offer. While attempting to negotiate where in range C my pay would actually land, the HR rep stated that upon further review of my application I actually am to be placed in Range B now but that I would be eligible for range C after 5 months. She apologized for the mistake. However, I have the formal offer saying range C and that is what I originally accepted. Im not sure what to do. Do they have to honor their original offer? Also , lets say I do accept range B now, is an email enough proof for \"getting it in writing\" from the employer that in 5 months I will be move up to range C?","c_root_id_A":"ies07gs","c_root_id_B":"ietnluj","created_at_utc_A":1656905792,"created_at_utc_B":1656945993,"score_A":3,"score_B":4,"human_ref_A":"Just say thank you no or move forward accepting their, \u201cmistake\u201d.","human_ref_B":"This wasn\u2019t a mistake, and it\u2019s perfectly legal (however shady it may be). This is an intentional tactic shifty management pull with HR to get you to work for less than you\u2019re worth. If they were willing to pay you more in 5-6 months, they\u2019d just pay it now to retain the talent. If you can afford it, do not accept this offer. Call their bluff and move on. This is a red flag for how the rest if your time there will be.","labels":0,"seconds_difference":40201.0,"score_ratio":1.3333333333} {"post_id":"vqs1eg","domain":"askhr_test","upvote_ratio":0.93,"history":"[CA]Accepted Formal Written Job offer with specific salary range. Now HR said they made a mistake regarding the pay. What should I do? Recently received and accepted a formal offer of employment via email from HR. This position has four pay scale ranges A,B,C,D. Based on my qualifications the HR department placed me in range C which was stated in the official offer. While attempting to negotiate where in range C my pay would actually land, the HR rep stated that upon further review of my application I actually am to be placed in Range B now but that I would be eligible for range C after 5 months. She apologized for the mistake. However, I have the formal offer saying range C and that is what I originally accepted. Im not sure what to do. Do they have to honor their original offer? Also , lets say I do accept range B now, is an email enough proof for \"getting it in writing\" from the employer that in 5 months I will be move up to range C?","c_root_id_A":"ieta8qf","c_root_id_B":"ietnluj","created_at_utc_A":1656939456,"created_at_utc_B":1656945993,"score_A":2,"score_B":4,"human_ref_A":"You have to weigh your options and whether the opportunity to be \"eligible\" for range C in 5 months is worthwhile. It doesn't sound like you have any guarantees here. Signed job offers for at-will employment aren't legally binding anyway. At what point during the process did you \"accept\" the offer? A counteroffer (negotiation) functions as both a rejection of an offer to enter into a contract, as well as a new offer that materially changes the terms of the original offer. Because a counteroffer serves as a rejection, it completely voids the original offer. This means that the original offer can no longer be accepted.","human_ref_B":"This wasn\u2019t a mistake, and it\u2019s perfectly legal (however shady it may be). This is an intentional tactic shifty management pull with HR to get you to work for less than you\u2019re worth. If they were willing to pay you more in 5-6 months, they\u2019d just pay it now to retain the talent. If you can afford it, do not accept this offer. Call their bluff and move on. This is a red flag for how the rest if your time there will be.","labels":0,"seconds_difference":6537.0,"score_ratio":2.0} {"post_id":"z4pqg2","domain":"askhr_test","upvote_ratio":0.84,"history":"[CA] Example of conversation between HR and management after employee initiates case of work sabotage \/ retaliation by manager I\u2019ve heard generalizations about how HR \u201conly exists to protect the company\u201d and \u201cadvise leadership\u201d on how to handle cases. Would anyone be willing to provide a (general) example of what goes on after HR interviews an employee bringing up (for example) their manager abusing them via harassment and work \/ metrics sabotage? What is common feedback from management \/ leadership that HR then takes to the follow up interview with the employee? To be clear, I\u2019m not judging people who work in HR whatsoever-I just genuinely want to understand what happens between initial and follow up interviews; I\u2019ve seen many peers become upset over their case outcomes involving serious issues (including those involving protected categories) backed by an extensive paper trail of concrete supporting evidence.","c_root_id_A":"ixsrjap","c_root_id_B":"ixsbk2t","created_at_utc_A":1669425961,"created_at_utc_B":1669417838,"score_A":6,"score_B":4,"human_ref_A":"The discussion isn\u2019t just about what the claim is. It is about the appearance in how the claim is handled, the key issues in the claim in terms of legal, policy and process considerations, and the issues around documentation. Some claims are worth investigating, some are not. Generally if someone comes to HR without going to their boss first and with no evidence about something which is in the managers discretion to do, an educational posture is taken. If documentation is provided about something against internal policy\/procedure\/regulation then things are considered more seriously. If the documented behavior puts the organization at risk of a lawsuit, then a defensive posture is taken in that things are documented carefully in case things go to court.","human_ref_B":"Self preservation. Many companies rightly realize that it is a wise strategy in the long run to act considerably toward employees when their interests seem to conflict with each other","labels":1,"seconds_difference":8123.0,"score_ratio":1.5} {"post_id":"ues0do","domain":"askhr_test","upvote_ratio":0.88,"history":"[CA] can I get fired for not showing up to work after I let my manager know I requested that day 3 days In advance? So I\u2019m in high school right now and work at a fast food job. I texted my manager 3 days ahead letting her know that I won\u2019t be able to show up in the day I asked. Can I get fired for not going that one day? I haven\u2019t in my previous time working missed a day where I was supposed to go. So I\u2019m I safe to go? I live in California, United States","c_root_id_A":"i6q5dtd","c_root_id_B":"i6pljcw","created_at_utc_A":1651273684,"created_at_utc_B":1651264517,"score_A":12,"score_B":8,"human_ref_A":"People are giving you all kinds of helpful info and personal advice (all of which I agree with), so here's the short answer: Yes, they can fire you for this. No, giving them 3 days notice is not a get-out-of-jail-free-card for missing work. It is impossible for us to predict what will actually happen.","human_ref_B":"You should go do what you need to do. Your manager may get upset. Then they might discipline you or fire you. Or not. If it doesn\u2019t go your way, are there other jobs in the area? In most places in the US jobs are plentiful right now.","labels":1,"seconds_difference":9167.0,"score_ratio":1.5} {"post_id":"ues0do","domain":"askhr_test","upvote_ratio":0.88,"history":"[CA] can I get fired for not showing up to work after I let my manager know I requested that day 3 days In advance? So I\u2019m in high school right now and work at a fast food job. I texted my manager 3 days ahead letting her know that I won\u2019t be able to show up in the day I asked. Can I get fired for not going that one day? I haven\u2019t in my previous time working missed a day where I was supposed to go. So I\u2019m I safe to go? I live in California, United States","c_root_id_A":"i6q0x1c","c_root_id_B":"i6q5dtd","created_at_utc_A":1651271553,"created_at_utc_B":1651273684,"score_A":4,"score_B":12,"human_ref_A":"You can be fired for anything. If they want you gone a way will be found. The market is yours right now so go find a place that deserves you!","human_ref_B":"People are giving you all kinds of helpful info and personal advice (all of which I agree with), so here's the short answer: Yes, they can fire you for this. No, giving them 3 days notice is not a get-out-of-jail-free-card for missing work. It is impossible for us to predict what will actually happen.","labels":0,"seconds_difference":2131.0,"score_ratio":3.0} {"post_id":"ues0do","domain":"askhr_test","upvote_ratio":0.88,"history":"[CA] can I get fired for not showing up to work after I let my manager know I requested that day 3 days In advance? So I\u2019m in high school right now and work at a fast food job. I texted my manager 3 days ahead letting her know that I won\u2019t be able to show up in the day I asked. Can I get fired for not going that one day? I haven\u2019t in my previous time working missed a day where I was supposed to go. So I\u2019m I safe to go? I live in California, United States","c_root_id_A":"i6q0x1c","c_root_id_B":"i6qeatd","created_at_utc_A":1651271553,"created_at_utc_B":1651277920,"score_A":4,"score_B":7,"human_ref_A":"You can be fired for anything. If they want you gone a way will be found. The market is yours right now so go find a place that deserves you!","human_ref_B":"Find someone to cover your shift \ud83e\udd26\u200d\u2642\ufe0f","labels":0,"seconds_difference":6367.0,"score_ratio":1.75} {"post_id":"vivtr4","domain":"askhr_test","upvote_ratio":0.83,"history":"[MI] Can a manager fire their employee just because they don't like them?","c_root_id_A":"idg3tbd","c_root_id_B":"idg7tam","created_at_utc_A":1656001282,"created_at_utc_B":1656002862,"score_A":5,"score_B":10,"human_ref_A":"Can you date someone you feel compatibility with and stop dating them after realizing you're not? Yes. The same is true for employers.","human_ref_B":"At will employment means anyone can be separated or leave for any particular reason barring it is a protected classification, sexual orientation race, etc.","labels":0,"seconds_difference":1580.0,"score_ratio":2.0} {"post_id":"vivtr4","domain":"askhr_test","upvote_ratio":0.83,"history":"[MI] Can a manager fire their employee just because they don't like them?","c_root_id_A":"idg4nc1","c_root_id_B":"idg7tam","created_at_utc_A":1656001609,"created_at_utc_B":1656002862,"score_A":3,"score_B":10,"human_ref_A":"Absolutely","human_ref_B":"At will employment means anyone can be separated or leave for any particular reason barring it is a protected classification, sexual orientation race, etc.","labels":0,"seconds_difference":1253.0,"score_ratio":3.3333333333} {"post_id":"vivtr4","domain":"askhr_test","upvote_ratio":0.83,"history":"[MI] Can a manager fire their employee just because they don't like them?","c_root_id_A":"idgs3xw","c_root_id_B":"idgr2o6","created_at_utc_A":1656011097,"created_at_utc_B":1656010675,"score_A":8,"score_B":7,"human_ref_A":"Not without cause Michael. I have cause, it is because I hate him.","human_ref_B":"While most people will look at this as a bad thing, it's significantly better this way. That way toxic employees who are detrimental to the workplace can be removed. We know plenty that skirt issues and such and don't have a solid reason for being removed other than they plunge morale in the tank.","labels":1,"seconds_difference":422.0,"score_ratio":1.1428571429} {"post_id":"vivtr4","domain":"askhr_test","upvote_ratio":0.83,"history":"[MI] Can a manager fire their employee just because they don't like them?","c_root_id_A":"idgs3xw","c_root_id_B":"idg3tbd","created_at_utc_A":1656011097,"created_at_utc_B":1656001282,"score_A":8,"score_B":5,"human_ref_A":"Not without cause Michael. I have cause, it is because I hate him.","human_ref_B":"Can you date someone you feel compatibility with and stop dating them after realizing you're not? Yes. The same is true for employers.","labels":1,"seconds_difference":9815.0,"score_ratio":1.6} {"post_id":"vivtr4","domain":"askhr_test","upvote_ratio":0.83,"history":"[MI] Can a manager fire their employee just because they don't like them?","c_root_id_A":"idg4nc1","c_root_id_B":"idgs3xw","created_at_utc_A":1656001609,"created_at_utc_B":1656011097,"score_A":3,"score_B":8,"human_ref_A":"Absolutely","human_ref_B":"Not without cause Michael. I have cause, it is because I hate him.","labels":0,"seconds_difference":9488.0,"score_ratio":2.6666666667} {"post_id":"vivtr4","domain":"askhr_test","upvote_ratio":0.83,"history":"[MI] Can a manager fire their employee just because they don't like them?","c_root_id_A":"idgr2o6","c_root_id_B":"idgtlxm","created_at_utc_A":1656010675,"created_at_utc_B":1656011717,"score_A":7,"score_B":8,"human_ref_A":"While most people will look at this as a bad thing, it's significantly better this way. That way toxic employees who are detrimental to the workplace can be removed. We know plenty that skirt issues and such and don't have a solid reason for being removed other than they plunge morale in the tank.","human_ref_B":"Based on a brief glance through your post history, it sounds like you have made a few mistakes at your job, have had some interpersonal issues & miscommunications with your boss & coworker, and are struggling or have struggled with your health, anxiety and finances. If you at all think that you might get fired, start applying for jobs now. Best of luck!","labels":0,"seconds_difference":1042.0,"score_ratio":1.1428571429} {"post_id":"vivtr4","domain":"askhr_test","upvote_ratio":0.83,"history":"[MI] Can a manager fire their employee just because they don't like them?","c_root_id_A":"idgr2o6","c_root_id_B":"idg3tbd","created_at_utc_A":1656010675,"created_at_utc_B":1656001282,"score_A":7,"score_B":5,"human_ref_A":"While most people will look at this as a bad thing, it's significantly better this way. That way toxic employees who are detrimental to the workplace can be removed. We know plenty that skirt issues and such and don't have a solid reason for being removed other than they plunge morale in the tank.","human_ref_B":"Can you date someone you feel compatibility with and stop dating them after realizing you're not? Yes. The same is true for employers.","labels":1,"seconds_difference":9393.0,"score_ratio":1.4} {"post_id":"vivtr4","domain":"askhr_test","upvote_ratio":0.83,"history":"[MI] Can a manager fire their employee just because they don't like them?","c_root_id_A":"idgr2o6","c_root_id_B":"idg4nc1","created_at_utc_A":1656010675,"created_at_utc_B":1656001609,"score_A":7,"score_B":3,"human_ref_A":"While most people will look at this as a bad thing, it's significantly better this way. That way toxic employees who are detrimental to the workplace can be removed. We know plenty that skirt issues and such and don't have a solid reason for being removed other than they plunge morale in the tank.","human_ref_B":"Absolutely","labels":1,"seconds_difference":9066.0,"score_ratio":2.3333333333} {"post_id":"vivtr4","domain":"askhr_test","upvote_ratio":0.83,"history":"[MI] Can a manager fire their employee just because they don't like them?","c_root_id_A":"idg3tbd","c_root_id_B":"idgtlxm","created_at_utc_A":1656001282,"created_at_utc_B":1656011717,"score_A":5,"score_B":8,"human_ref_A":"Can you date someone you feel compatibility with and stop dating them after realizing you're not? Yes. The same is true for employers.","human_ref_B":"Based on a brief glance through your post history, it sounds like you have made a few mistakes at your job, have had some interpersonal issues & miscommunications with your boss & coworker, and are struggling or have struggled with your health, anxiety and finances. If you at all think that you might get fired, start applying for jobs now. Best of luck!","labels":0,"seconds_difference":10435.0,"score_ratio":1.6} {"post_id":"vivtr4","domain":"askhr_test","upvote_ratio":0.83,"history":"[MI] Can a manager fire their employee just because they don't like them?","c_root_id_A":"idg4nc1","c_root_id_B":"idgtlxm","created_at_utc_A":1656001609,"created_at_utc_B":1656011717,"score_A":3,"score_B":8,"human_ref_A":"Absolutely","human_ref_B":"Based on a brief glance through your post history, it sounds like you have made a few mistakes at your job, have had some interpersonal issues & miscommunications with your boss & coworker, and are struggling or have struggled with your health, anxiety and finances. If you at all think that you might get fired, start applying for jobs now. Best of luck!","labels":0,"seconds_difference":10108.0,"score_ratio":2.6666666667} {"post_id":"x7j3x2","domain":"askhr_test","upvote_ratio":0.86,"history":"[KS] Asking candidate to fill out job application on clipboard on their knee in the waiting room immediately before interview a 4 hour interview? I'm referring more to white collar jobs that require a lot of experience, as opposed to a high-schooler filling out a job app in person for a summer cashier position. **More specifically**: you apply to job via resume, get an interview, go to interview in your suit and tie, and the receptionist hands you a clipboard with a paper job application and a pen and asks you to fill it out, PRIOR to interview. So you're stuck trying to write out everything while referring to whatever addresses\/phone #'s you remembered to bring if you were lucky, having to write on a little clipboard balanced on your knee cap, already anxious about the interview, conflicted with writing in great detail to be thorough vs. hurrying up to get started with the interview. **Did there used to be a good reason for doing this?** Only happens about 10% of the time, and I've noticed it usually only happens when the HR person is a bit older. I think it's extremely rude to have an applicant do this, and leaves me with a bad impression of the company. **Is it OK to ask to bring it home? Act like you hurt your finger or something?** Heck, I may not even want the job after the interview, and if that's the case, I don't want the company to have all of my personal info (along with my SS#).","c_root_id_A":"incp2cn","c_root_id_B":"incueq7","created_at_utc_A":1662492122,"created_at_utc_B":1662494143,"score_A":20,"score_B":21,"human_ref_A":"You pretty much answered your own question\u2026some places are old school. But then you know that they\u2019re not doing it to be extremely rude, they just don\u2019t see the problem with the way they\u2019re doing it.","human_ref_B":"Where are you applying, 1985? Sometimes companies use this as a tactic to see if you can read and write in English. Sometimes assholes us it as a tactic to see if you can think on your feet, came prepared, or whatever idiotic bullshit Michael Scott crap they think has been working for 30 years. If this has happened to you 10% of the time then you've been on 10 interviews at least **in person during covid**. That's a lot of interviews to not get a single offer.","labels":0,"seconds_difference":2021.0,"score_ratio":1.05} {"post_id":"x7j3x2","domain":"askhr_test","upvote_ratio":0.86,"history":"[KS] Asking candidate to fill out job application on clipboard on their knee in the waiting room immediately before interview a 4 hour interview? I'm referring more to white collar jobs that require a lot of experience, as opposed to a high-schooler filling out a job app in person for a summer cashier position. **More specifically**: you apply to job via resume, get an interview, go to interview in your suit and tie, and the receptionist hands you a clipboard with a paper job application and a pen and asks you to fill it out, PRIOR to interview. So you're stuck trying to write out everything while referring to whatever addresses\/phone #'s you remembered to bring if you were lucky, having to write on a little clipboard balanced on your knee cap, already anxious about the interview, conflicted with writing in great detail to be thorough vs. hurrying up to get started with the interview. **Did there used to be a good reason for doing this?** Only happens about 10% of the time, and I've noticed it usually only happens when the HR person is a bit older. I think it's extremely rude to have an applicant do this, and leaves me with a bad impression of the company. **Is it OK to ask to bring it home? Act like you hurt your finger or something?** Heck, I may not even want the job after the interview, and if that's the case, I don't want the company to have all of my personal info (along with my SS#).","c_root_id_A":"incvuvd","c_root_id_B":"ine3k2m","created_at_utc_A":1662494686,"created_at_utc_B":1662513106,"score_A":6,"score_B":10,"human_ref_A":"We require an application because it has the legal-ish language that they aren't lying on the application, etc. Ours is electronic, though.","human_ref_B":"I don\u2019t like it, it\u2019s an older school thing, but generally a legal language issue and the company doesn\u2019t have online applications. I usually include only vital info, they have your resume and aren\u2019t judging you on this.","labels":0,"seconds_difference":18420.0,"score_ratio":1.6666666667} {"post_id":"x7j3x2","domain":"askhr_test","upvote_ratio":0.86,"history":"[KS] Asking candidate to fill out job application on clipboard on their knee in the waiting room immediately before interview a 4 hour interview? I'm referring more to white collar jobs that require a lot of experience, as opposed to a high-schooler filling out a job app in person for a summer cashier position. **More specifically**: you apply to job via resume, get an interview, go to interview in your suit and tie, and the receptionist hands you a clipboard with a paper job application and a pen and asks you to fill it out, PRIOR to interview. So you're stuck trying to write out everything while referring to whatever addresses\/phone #'s you remembered to bring if you were lucky, having to write on a little clipboard balanced on your knee cap, already anxious about the interview, conflicted with writing in great detail to be thorough vs. hurrying up to get started with the interview. **Did there used to be a good reason for doing this?** Only happens about 10% of the time, and I've noticed it usually only happens when the HR person is a bit older. I think it's extremely rude to have an applicant do this, and leaves me with a bad impression of the company. **Is it OK to ask to bring it home? Act like you hurt your finger or something?** Heck, I may not even want the job after the interview, and if that's the case, I don't want the company to have all of my personal info (along with my SS#).","c_root_id_A":"incvuvd","c_root_id_B":"inhgi62","created_at_utc_A":1662494686,"created_at_utc_B":1662575847,"score_A":6,"score_B":8,"human_ref_A":"We require an application because it has the legal-ish language that they aren't lying on the application, etc. Ours is electronic, though.","human_ref_B":"Last time this happened was some rinky dink home-health agency for an office position, the person who handed me the clipboard wasn't old and it was within the last 10 years. It was clearly just their SOP. Use it as an indicator for the company and in your decision making. However it's their procedure, so asking to bring it home is really not a good idea. Acting like you hurt your finger is weird. Just remove yourself from the interview pool if you are this put off by their archaic practices! You don't have to continue with any interview you arrive at and immediately realize you don't want to work there for whatever reason that may be. But don't make it weird or act put out, that's going to reflect worse on you and they'll just have another story to pass around the office of \"Weird job candidate didn't want to fill out paperwork, acted like they strained their finger when I handed them a pen, wtf.\" They aren't being rude. It's not torture to fill out paperwork on a clipboard. It's very strange to feel this strongly about a paper application.","labels":0,"seconds_difference":81161.0,"score_ratio":1.3333333333} {"post_id":"x7j3x2","domain":"askhr_test","upvote_ratio":0.86,"history":"[KS] Asking candidate to fill out job application on clipboard on their knee in the waiting room immediately before interview a 4 hour interview? I'm referring more to white collar jobs that require a lot of experience, as opposed to a high-schooler filling out a job app in person for a summer cashier position. **More specifically**: you apply to job via resume, get an interview, go to interview in your suit and tie, and the receptionist hands you a clipboard with a paper job application and a pen and asks you to fill it out, PRIOR to interview. So you're stuck trying to write out everything while referring to whatever addresses\/phone #'s you remembered to bring if you were lucky, having to write on a little clipboard balanced on your knee cap, already anxious about the interview, conflicted with writing in great detail to be thorough vs. hurrying up to get started with the interview. **Did there used to be a good reason for doing this?** Only happens about 10% of the time, and I've noticed it usually only happens when the HR person is a bit older. I think it's extremely rude to have an applicant do this, and leaves me with a bad impression of the company. **Is it OK to ask to bring it home? Act like you hurt your finger or something?** Heck, I may not even want the job after the interview, and if that's the case, I don't want the company to have all of my personal info (along with my SS#).","c_root_id_A":"inhgi62","c_root_id_B":"inel3x2","created_at_utc_A":1662575847,"created_at_utc_B":1662521097,"score_A":8,"score_B":4,"human_ref_A":"Last time this happened was some rinky dink home-health agency for an office position, the person who handed me the clipboard wasn't old and it was within the last 10 years. It was clearly just their SOP. Use it as an indicator for the company and in your decision making. However it's their procedure, so asking to bring it home is really not a good idea. Acting like you hurt your finger is weird. Just remove yourself from the interview pool if you are this put off by their archaic practices! You don't have to continue with any interview you arrive at and immediately realize you don't want to work there for whatever reason that may be. But don't make it weird or act put out, that's going to reflect worse on you and they'll just have another story to pass around the office of \"Weird job candidate didn't want to fill out paperwork, acted like they strained their finger when I handed them a pen, wtf.\" They aren't being rude. It's not torture to fill out paperwork on a clipboard. It's very strange to feel this strongly about a paper application.","human_ref_B":"I always being a.folder.with my licenses and a note.pad.to interviews my resume and ss, passport etc.that way I look.over prepared I have a copy and can ask if they spring a pannel.interview on me if anyone would like.my resume and I can cheat sheet anything they throw at me as well bc I've been asked the same shit. Although bow a days most places are just looking for a pulse in my profession","labels":1,"seconds_difference":54750.0,"score_ratio":2.0} {"post_id":"eq6wrp","domain":"askhr_test","upvote_ratio":0.95,"history":"manager complained to others about my performance\/threatened to demote me and it got back to me, but she never came to me directly, can i do something? (new york) I've been at my part time retail job for 4 years in two different stores. I got my degree a year ago and recently was doing an internship in my field while working my part time job as a floor supervisor. then, my district manager (who is my store manager's superior) offered me a promotion to a full time position as assistant store manager at my old store. i was unsure at first but ultimately i decided to leave the internship and accept. i essentially just overworked myself and burnt out doing both jobs and did not like the boss at my internship and decided that I would not work full time there, so I took the assistant manager role. that position will start beginning of February. basically, i found out from a sales associate that she has been complaining about my performance, saying that I've been doing badly and making mistakes, and that she wanted to DEMOTE ME because of my limited availability from have the internship. the assistant store manager at my store is friends with this sales associate, so that is where he got all of this information. i had literally no clue that she felt this way at all. i was honestly shocked to hear it and so upset that she did not come to me and tell me that there was a problem. i also feel embarrassed because i'm sure she spoke to other managers about me and complained, meanwhile i'm being offered a promotion that, clearly, she does not think i deserve. neither her nor my assistant manager came to me and said a single word about me doing ANYTHING wrong. like, not a thing. i asked her multiple times if me having both jobs was an issue, and she always said no. is this grounds for going to HR? Or at least talking to my district manager? the difficult part about going to her is that she will then be upset with the assistant manager for talking to an associate about these things. it just feels incredibly unfair for her to be threatening to demote me and not discuss it WITH ME!!! i also noticed that she is giving me less hours. i just feel like she is extremely passive aggressive and something needs to be done about it. she does this to other employees too. this was pretty messy so i can clear anything up if need be. i'm just looking for some advice. is there anything i can do about this?","c_root_id_A":"feoe56w","c_root_id_B":"feopxjm","created_at_utc_A":1579298891,"created_at_utc_B":1579303751,"score_A":8,"score_B":34,"human_ref_A":"This may be construed as workplace gossip, especially of your company has such a policy. In the end, if what you are hearing is true (keep in mind that this all might be erroneous rumors) It would be highly unprofessional of her\/him to say such things outside of a performance review. I would definitely consider speaking directly with superior or with hr about this. I\u2019m a big proponent of at least attempting to resolve between yourself and manager, if you feel that would be fruitful. If not, a convo with yourself and hr would be ideal. Be prepared for them to ask the question, \u201cwhat would you like for us to do & would you be comfortable with us bringing Manager in and asking about this? They may need to speak to other witnesses, which usually involves potentially disclosing your name. Good luck!","human_ref_B":"So, take the promotion and don't worry about the manager.","labels":0,"seconds_difference":4860.0,"score_ratio":4.25} {"post_id":"eq6wrp","domain":"askhr_test","upvote_ratio":0.95,"history":"manager complained to others about my performance\/threatened to demote me and it got back to me, but she never came to me directly, can i do something? (new york) I've been at my part time retail job for 4 years in two different stores. I got my degree a year ago and recently was doing an internship in my field while working my part time job as a floor supervisor. then, my district manager (who is my store manager's superior) offered me a promotion to a full time position as assistant store manager at my old store. i was unsure at first but ultimately i decided to leave the internship and accept. i essentially just overworked myself and burnt out doing both jobs and did not like the boss at my internship and decided that I would not work full time there, so I took the assistant manager role. that position will start beginning of February. basically, i found out from a sales associate that she has been complaining about my performance, saying that I've been doing badly and making mistakes, and that she wanted to DEMOTE ME because of my limited availability from have the internship. the assistant store manager at my store is friends with this sales associate, so that is where he got all of this information. i had literally no clue that she felt this way at all. i was honestly shocked to hear it and so upset that she did not come to me and tell me that there was a problem. i also feel embarrassed because i'm sure she spoke to other managers about me and complained, meanwhile i'm being offered a promotion that, clearly, she does not think i deserve. neither her nor my assistant manager came to me and said a single word about me doing ANYTHING wrong. like, not a thing. i asked her multiple times if me having both jobs was an issue, and she always said no. is this grounds for going to HR? Or at least talking to my district manager? the difficult part about going to her is that she will then be upset with the assistant manager for talking to an associate about these things. it just feels incredibly unfair for her to be threatening to demote me and not discuss it WITH ME!!! i also noticed that she is giving me less hours. i just feel like she is extremely passive aggressive and something needs to be done about it. she does this to other employees too. this was pretty messy so i can clear anything up if need be. i'm just looking for some advice. is there anything i can do about this?","c_root_id_A":"feoe56w","c_root_id_B":"fep0hzc","created_at_utc_A":1579298891,"created_at_utc_B":1579309404,"score_A":8,"score_B":9,"human_ref_A":"This may be construed as workplace gossip, especially of your company has such a policy. In the end, if what you are hearing is true (keep in mind that this all might be erroneous rumors) It would be highly unprofessional of her\/him to say such things outside of a performance review. I would definitely consider speaking directly with superior or with hr about this. I\u2019m a big proponent of at least attempting to resolve between yourself and manager, if you feel that would be fruitful. If not, a convo with yourself and hr would be ideal. Be prepared for them to ask the question, \u201cwhat would you like for us to do & would you be comfortable with us bringing Manager in and asking about this? They may need to speak to other witnesses, which usually involves potentially disclosing your name. Good luck!","human_ref_B":"IMO it might be best to just put this out of your mind, since everything you hear is second-hand. Why let gossip ruin the remainder of your time at a job that you don\u2019t enjoy in the first place? In retail, it\u2019s common for hours to be cut for all sorts of reasons. Could it be that the mgr sees you as a potential negative influence on the rest of the staff? ie *OP is leaving, they\u2019re going to spend the rest of their time here telling everyone else how terrible they think it is* And that is exacerbated if they personally have beef with you.","labels":0,"seconds_difference":10513.0,"score_ratio":1.125} {"post_id":"eq6wrp","domain":"askhr_test","upvote_ratio":0.95,"history":"manager complained to others about my performance\/threatened to demote me and it got back to me, but she never came to me directly, can i do something? (new york) I've been at my part time retail job for 4 years in two different stores. I got my degree a year ago and recently was doing an internship in my field while working my part time job as a floor supervisor. then, my district manager (who is my store manager's superior) offered me a promotion to a full time position as assistant store manager at my old store. i was unsure at first but ultimately i decided to leave the internship and accept. i essentially just overworked myself and burnt out doing both jobs and did not like the boss at my internship and decided that I would not work full time there, so I took the assistant manager role. that position will start beginning of February. basically, i found out from a sales associate that she has been complaining about my performance, saying that I've been doing badly and making mistakes, and that she wanted to DEMOTE ME because of my limited availability from have the internship. the assistant store manager at my store is friends with this sales associate, so that is where he got all of this information. i had literally no clue that she felt this way at all. i was honestly shocked to hear it and so upset that she did not come to me and tell me that there was a problem. i also feel embarrassed because i'm sure she spoke to other managers about me and complained, meanwhile i'm being offered a promotion that, clearly, she does not think i deserve. neither her nor my assistant manager came to me and said a single word about me doing ANYTHING wrong. like, not a thing. i asked her multiple times if me having both jobs was an issue, and she always said no. is this grounds for going to HR? Or at least talking to my district manager? the difficult part about going to her is that she will then be upset with the assistant manager for talking to an associate about these things. it just feels incredibly unfair for her to be threatening to demote me and not discuss it WITH ME!!! i also noticed that she is giving me less hours. i just feel like she is extremely passive aggressive and something needs to be done about it. she does this to other employees too. this was pretty messy so i can clear anything up if need be. i'm just looking for some advice. is there anything i can do about this?","c_root_id_A":"feoyhqx","c_root_id_B":"fep0hzc","created_at_utc_A":1579308141,"created_at_utc_B":1579309404,"score_A":3,"score_B":9,"human_ref_A":"Politics and this sort of thing is unfortunately all to common in the workplace. Right now you're hearing and seeing it all through a filter which may or not be the most accurate. Depending on who you talk to, HR, DM, store manager, or assistant manager, you can have positive or negative outcomes depending on the actual situation and your approach. They've said that both jobs might not have been an issue, but have you asked for feedback about how you're doing as now as floor supervisor? Have you asked for advice or guidance when you transition to your new role in February? I'd suggest either taking the high road and doing those things first, or just keeping quiet for two weeks would be better courses of action than going directly to HR or the DM. You could also reach out to your old store and see if you can transfer earlier to help you settle in better. Trying to resolve things first before hand could make your position better if you eventually decide to escalate.","human_ref_B":"IMO it might be best to just put this out of your mind, since everything you hear is second-hand. Why let gossip ruin the remainder of your time at a job that you don\u2019t enjoy in the first place? In retail, it\u2019s common for hours to be cut for all sorts of reasons. Could it be that the mgr sees you as a potential negative influence on the rest of the staff? ie *OP is leaving, they\u2019re going to spend the rest of their time here telling everyone else how terrible they think it is* And that is exacerbated if they personally have beef with you.","labels":0,"seconds_difference":1263.0,"score_ratio":3.0} {"post_id":"eq6wrp","domain":"askhr_test","upvote_ratio":0.95,"history":"manager complained to others about my performance\/threatened to demote me and it got back to me, but she never came to me directly, can i do something? (new york) I've been at my part time retail job for 4 years in two different stores. I got my degree a year ago and recently was doing an internship in my field while working my part time job as a floor supervisor. then, my district manager (who is my store manager's superior) offered me a promotion to a full time position as assistant store manager at my old store. i was unsure at first but ultimately i decided to leave the internship and accept. i essentially just overworked myself and burnt out doing both jobs and did not like the boss at my internship and decided that I would not work full time there, so I took the assistant manager role. that position will start beginning of February. basically, i found out from a sales associate that she has been complaining about my performance, saying that I've been doing badly and making mistakes, and that she wanted to DEMOTE ME because of my limited availability from have the internship. the assistant store manager at my store is friends with this sales associate, so that is where he got all of this information. i had literally no clue that she felt this way at all. i was honestly shocked to hear it and so upset that she did not come to me and tell me that there was a problem. i also feel embarrassed because i'm sure she spoke to other managers about me and complained, meanwhile i'm being offered a promotion that, clearly, she does not think i deserve. neither her nor my assistant manager came to me and said a single word about me doing ANYTHING wrong. like, not a thing. i asked her multiple times if me having both jobs was an issue, and she always said no. is this grounds for going to HR? Or at least talking to my district manager? the difficult part about going to her is that she will then be upset with the assistant manager for talking to an associate about these things. it just feels incredibly unfair for her to be threatening to demote me and not discuss it WITH ME!!! i also noticed that she is giving me less hours. i just feel like she is extremely passive aggressive and something needs to be done about it. she does this to other employees too. this was pretty messy so i can clear anything up if need be. i'm just looking for some advice. is there anything i can do about this?","c_root_id_A":"feoyhqx","c_root_id_B":"fepb6v7","created_at_utc_A":1579308141,"created_at_utc_B":1579316275,"score_A":3,"score_B":4,"human_ref_A":"Politics and this sort of thing is unfortunately all to common in the workplace. Right now you're hearing and seeing it all through a filter which may or not be the most accurate. Depending on who you talk to, HR, DM, store manager, or assistant manager, you can have positive or negative outcomes depending on the actual situation and your approach. They've said that both jobs might not have been an issue, but have you asked for feedback about how you're doing as now as floor supervisor? Have you asked for advice or guidance when you transition to your new role in February? I'd suggest either taking the high road and doing those things first, or just keeping quiet for two weeks would be better courses of action than going directly to HR or the DM. You could also reach out to your old store and see if you can transfer earlier to help you settle in better. Trying to resolve things first before hand could make your position better if you eventually decide to escalate.","human_ref_B":"Some people love to start drama by making things up. Consider that everything the sales associate told you may be lies, or at least exaggerated. > the assistant store manager at my store is friends with this sales associate, so that is where he got all of this information. Why is the sales associate betraying her friend by telling you this confidential information? That doesn't sound like a good friend, which in turn makes the information very suspect. > she is giving me less hours. So? You're leaving. Of course she's going to prioritize the staff that is remaining, even if she likes you. >that position will start beginning of February. That's 3 weeks away. Just keep your cool and move to the next job where she won't matter. > is there anything i can do about this? What actual, tangible result could HR possibly provide? You want her fired for (allegedly) talking shit about someone? Not going to happen. A written reprimand? There's no proof anything happened, and talking shit about employees isn't illegal or against company policy anyways.","labels":0,"seconds_difference":8134.0,"score_ratio":1.3333333333} {"post_id":"qisw6j","domain":"askhr_test","upvote_ratio":0.75,"history":"[NJ] HR asked what are your salary expectation, I said 85k which is what I make. She emailed me back sayings thanks, we are targeting 90k. I will send you the full details of the offer once everything is approved. Can I counteroffer? What should I do, truthfully I just didnt want to be greedy but I know I shot myself in the foot. Does it look bad to counteroffer? If so should I wait to get the full offer letter or reply back now?","c_root_id_A":"hilz3a9","c_root_id_B":"himvxsj","created_at_utc_A":1635571637,"created_at_utc_B":1635596757,"score_A":30,"score_B":50,"human_ref_A":"Are you willing to lose the job over $5000?","human_ref_B":"If you would be happy with $85k, why would you be unhappy with $90k? It sounds like a great employer. If you tried to make a counter offer, you will look foolish.","labels":0,"seconds_difference":25120.0,"score_ratio":1.6666666667} {"post_id":"qisw6j","domain":"askhr_test","upvote_ratio":0.75,"history":"[NJ] HR asked what are your salary expectation, I said 85k which is what I make. She emailed me back sayings thanks, we are targeting 90k. I will send you the full details of the offer once everything is approved. Can I counteroffer? What should I do, truthfully I just didnt want to be greedy but I know I shot myself in the foot. Does it look bad to counteroffer? If so should I wait to get the full offer letter or reply back now?","c_root_id_A":"himvxsj","c_root_id_B":"hilqfjm","created_at_utc_A":1635596757,"created_at_utc_B":1635566273,"score_A":50,"score_B":13,"human_ref_A":"If you would be happy with $85k, why would you be unhappy with $90k? It sounds like a great employer. If you tried to make a counter offer, you will look foolish.","human_ref_B":"I think this shows the company cares about compensation. A company my brother works for had this happen. He frequently gets surprised with raises he didn\u2019t ask for. I wouldn\u2019t complain, but know to ask for more than what you\u2019re currently making. You can probably get 10-20% raises.","labels":1,"seconds_difference":30484.0,"score_ratio":3.8461538462} {"post_id":"qisw6j","domain":"askhr_test","upvote_ratio":0.75,"history":"[NJ] HR asked what are your salary expectation, I said 85k which is what I make. She emailed me back sayings thanks, we are targeting 90k. I will send you the full details of the offer once everything is approved. Can I counteroffer? What should I do, truthfully I just didnt want to be greedy but I know I shot myself in the foot. Does it look bad to counteroffer? If so should I wait to get the full offer letter or reply back now?","c_root_id_A":"hilt81l","c_root_id_B":"himvxsj","created_at_utc_A":1635567890,"created_at_utc_B":1635596757,"score_A":13,"score_B":50,"human_ref_A":"If you don\u2019t mind me asking, why are you seeking a job with the same level of pay? Why not start looking for positions that pay better than where you already are?","human_ref_B":"If you would be happy with $85k, why would you be unhappy with $90k? It sounds like a great employer. If you tried to make a counter offer, you will look foolish.","labels":0,"seconds_difference":28867.0,"score_ratio":3.8461538462} {"post_id":"qisw6j","domain":"askhr_test","upvote_ratio":0.75,"history":"[NJ] HR asked what are your salary expectation, I said 85k which is what I make. She emailed me back sayings thanks, we are targeting 90k. I will send you the full details of the offer once everything is approved. Can I counteroffer? What should I do, truthfully I just didnt want to be greedy but I know I shot myself in the foot. Does it look bad to counteroffer? If so should I wait to get the full offer letter or reply back now?","c_root_id_A":"himvxsj","c_root_id_B":"himof8z","created_at_utc_A":1635596757,"created_at_utc_B":1635591577,"score_A":50,"score_B":9,"human_ref_A":"If you would be happy with $85k, why would you be unhappy with $90k? It sounds like a great employer. If you tried to make a counter offer, you will look foolish.","human_ref_B":"It was your responsibility to do the research and inflate your first number. That\u2019s how negotiations work.","labels":1,"seconds_difference":5180.0,"score_ratio":5.5555555556} {"post_id":"qisw6j","domain":"askhr_test","upvote_ratio":0.75,"history":"[NJ] HR asked what are your salary expectation, I said 85k which is what I make. She emailed me back sayings thanks, we are targeting 90k. I will send you the full details of the offer once everything is approved. Can I counteroffer? What should I do, truthfully I just didnt want to be greedy but I know I shot myself in the foot. Does it look bad to counteroffer? If so should I wait to get the full offer letter or reply back now?","c_root_id_A":"hilz3a9","c_root_id_B":"himv7yb","created_at_utc_A":1635571637,"created_at_utc_B":1635596311,"score_A":30,"score_B":50,"human_ref_A":"Are you willing to lose the job over $5000?","human_ref_B":"This happened to me for a job I really wanted. I went with my current salary because I didn\u2019t want to price myself out of the job, and I really wanted the position because it had a lot of things my current job didn\u2019t - upward mobility, WFH, wholesome culture etc. When they came back and offered me exactly what I asked for I thought \u201cshoot I should have asked for more\u201d. But there was no way I was gonna go back and do that after they gave me what I wanted. I knew it would have been a bad look, plus that\u2019s simply not how negotiations work. You asked for $85k and they gave you $90k! You already won the negotiation. Quit while you\u2019re ahead, work hard, do a good job and the raises will come - the last part is also exactly what\u2019s happened to me too.","labels":0,"seconds_difference":24674.0,"score_ratio":1.6666666667} {"post_id":"qisw6j","domain":"askhr_test","upvote_ratio":0.75,"history":"[NJ] HR asked what are your salary expectation, I said 85k which is what I make. She emailed me back sayings thanks, we are targeting 90k. I will send you the full details of the offer once everything is approved. Can I counteroffer? What should I do, truthfully I just didnt want to be greedy but I know I shot myself in the foot. Does it look bad to counteroffer? If so should I wait to get the full offer letter or reply back now?","c_root_id_A":"hilqfjm","c_root_id_B":"himv7yb","created_at_utc_A":1635566273,"created_at_utc_B":1635596311,"score_A":13,"score_B":50,"human_ref_A":"I think this shows the company cares about compensation. A company my brother works for had this happen. He frequently gets surprised with raises he didn\u2019t ask for. I wouldn\u2019t complain, but know to ask for more than what you\u2019re currently making. You can probably get 10-20% raises.","human_ref_B":"This happened to me for a job I really wanted. I went with my current salary because I didn\u2019t want to price myself out of the job, and I really wanted the position because it had a lot of things my current job didn\u2019t - upward mobility, WFH, wholesome culture etc. When they came back and offered me exactly what I asked for I thought \u201cshoot I should have asked for more\u201d. But there was no way I was gonna go back and do that after they gave me what I wanted. I knew it would have been a bad look, plus that\u2019s simply not how negotiations work. You asked for $85k and they gave you $90k! You already won the negotiation. Quit while you\u2019re ahead, work hard, do a good job and the raises will come - the last part is also exactly what\u2019s happened to me too.","labels":0,"seconds_difference":30038.0,"score_ratio":3.8461538462} {"post_id":"qisw6j","domain":"askhr_test","upvote_ratio":0.75,"history":"[NJ] HR asked what are your salary expectation, I said 85k which is what I make. She emailed me back sayings thanks, we are targeting 90k. I will send you the full details of the offer once everything is approved. Can I counteroffer? What should I do, truthfully I just didnt want to be greedy but I know I shot myself in the foot. Does it look bad to counteroffer? If so should I wait to get the full offer letter or reply back now?","c_root_id_A":"himv7yb","c_root_id_B":"hilt81l","created_at_utc_A":1635596311,"created_at_utc_B":1635567890,"score_A":50,"score_B":13,"human_ref_A":"This happened to me for a job I really wanted. I went with my current salary because I didn\u2019t want to price myself out of the job, and I really wanted the position because it had a lot of things my current job didn\u2019t - upward mobility, WFH, wholesome culture etc. When they came back and offered me exactly what I asked for I thought \u201cshoot I should have asked for more\u201d. But there was no way I was gonna go back and do that after they gave me what I wanted. I knew it would have been a bad look, plus that\u2019s simply not how negotiations work. You asked for $85k and they gave you $90k! You already won the negotiation. Quit while you\u2019re ahead, work hard, do a good job and the raises will come - the last part is also exactly what\u2019s happened to me too.","human_ref_B":"If you don\u2019t mind me asking, why are you seeking a job with the same level of pay? Why not start looking for positions that pay better than where you already are?","labels":1,"seconds_difference":28421.0,"score_ratio":3.8461538462} {"post_id":"qisw6j","domain":"askhr_test","upvote_ratio":0.75,"history":"[NJ] HR asked what are your salary expectation, I said 85k which is what I make. She emailed me back sayings thanks, we are targeting 90k. I will send you the full details of the offer once everything is approved. Can I counteroffer? What should I do, truthfully I just didnt want to be greedy but I know I shot myself in the foot. Does it look bad to counteroffer? If so should I wait to get the full offer letter or reply back now?","c_root_id_A":"himof8z","c_root_id_B":"himv7yb","created_at_utc_A":1635591577,"created_at_utc_B":1635596311,"score_A":9,"score_B":50,"human_ref_A":"It was your responsibility to do the research and inflate your first number. That\u2019s how negotiations work.","human_ref_B":"This happened to me for a job I really wanted. I went with my current salary because I didn\u2019t want to price myself out of the job, and I really wanted the position because it had a lot of things my current job didn\u2019t - upward mobility, WFH, wholesome culture etc. When they came back and offered me exactly what I asked for I thought \u201cshoot I should have asked for more\u201d. But there was no way I was gonna go back and do that after they gave me what I wanted. I knew it would have been a bad look, plus that\u2019s simply not how negotiations work. You asked for $85k and they gave you $90k! You already won the negotiation. Quit while you\u2019re ahead, work hard, do a good job and the raises will come - the last part is also exactly what\u2019s happened to me too.","labels":0,"seconds_difference":4734.0,"score_ratio":5.5555555556} {"post_id":"qisw6j","domain":"askhr_test","upvote_ratio":0.75,"history":"[NJ] HR asked what are your salary expectation, I said 85k which is what I make. She emailed me back sayings thanks, we are targeting 90k. I will send you the full details of the offer once everything is approved. Can I counteroffer? What should I do, truthfully I just didnt want to be greedy but I know I shot myself in the foot. Does it look bad to counteroffer? If so should I wait to get the full offer letter or reply back now?","c_root_id_A":"hilqfjm","c_root_id_B":"hilz3a9","created_at_utc_A":1635566273,"created_at_utc_B":1635571637,"score_A":13,"score_B":30,"human_ref_A":"I think this shows the company cares about compensation. A company my brother works for had this happen. He frequently gets surprised with raises he didn\u2019t ask for. I wouldn\u2019t complain, but know to ask for more than what you\u2019re currently making. You can probably get 10-20% raises.","human_ref_B":"Are you willing to lose the job over $5000?","labels":0,"seconds_difference":5364.0,"score_ratio":2.3076923077} {"post_id":"qisw6j","domain":"askhr_test","upvote_ratio":0.75,"history":"[NJ] HR asked what are your salary expectation, I said 85k which is what I make. She emailed me back sayings thanks, we are targeting 90k. I will send you the full details of the offer once everything is approved. Can I counteroffer? What should I do, truthfully I just didnt want to be greedy but I know I shot myself in the foot. Does it look bad to counteroffer? If so should I wait to get the full offer letter or reply back now?","c_root_id_A":"hilt81l","c_root_id_B":"hilz3a9","created_at_utc_A":1635567890,"created_at_utc_B":1635571637,"score_A":13,"score_B":30,"human_ref_A":"If you don\u2019t mind me asking, why are you seeking a job with the same level of pay? Why not start looking for positions that pay better than where you already are?","human_ref_B":"Are you willing to lose the job over $5000?","labels":0,"seconds_difference":3747.0,"score_ratio":2.3076923077} {"post_id":"qisw6j","domain":"askhr_test","upvote_ratio":0.75,"history":"[NJ] HR asked what are your salary expectation, I said 85k which is what I make. She emailed me back sayings thanks, we are targeting 90k. I will send you the full details of the offer once everything is approved. Can I counteroffer? What should I do, truthfully I just didnt want to be greedy but I know I shot myself in the foot. Does it look bad to counteroffer? If so should I wait to get the full offer letter or reply back now?","c_root_id_A":"hing27l","c_root_id_B":"hilqfjm","created_at_utc_A":1635606858,"created_at_utc_B":1635566273,"score_A":20,"score_B":13,"human_ref_A":"I\u2019ve worked in many a HR office where they would have been very excited you wanted less then they would offer and consider it money saved. The fact that they are giving you more speaks pretty highly of the company\u2026","human_ref_B":"I think this shows the company cares about compensation. A company my brother works for had this happen. He frequently gets surprised with raises he didn\u2019t ask for. I wouldn\u2019t complain, but know to ask for more than what you\u2019re currently making. You can probably get 10-20% raises.","labels":1,"seconds_difference":40585.0,"score_ratio":1.5384615385} {"post_id":"qisw6j","domain":"askhr_test","upvote_ratio":0.75,"history":"[NJ] HR asked what are your salary expectation, I said 85k which is what I make. She emailed me back sayings thanks, we are targeting 90k. I will send you the full details of the offer once everything is approved. Can I counteroffer? What should I do, truthfully I just didnt want to be greedy but I know I shot myself in the foot. Does it look bad to counteroffer? If so should I wait to get the full offer letter or reply back now?","c_root_id_A":"hing27l","c_root_id_B":"hilt81l","created_at_utc_A":1635606858,"created_at_utc_B":1635567890,"score_A":20,"score_B":13,"human_ref_A":"I\u2019ve worked in many a HR office where they would have been very excited you wanted less then they would offer and consider it money saved. The fact that they are giving you more speaks pretty highly of the company\u2026","human_ref_B":"If you don\u2019t mind me asking, why are you seeking a job with the same level of pay? Why not start looking for positions that pay better than where you already are?","labels":1,"seconds_difference":38968.0,"score_ratio":1.5384615385} {"post_id":"qisw6j","domain":"askhr_test","upvote_ratio":0.75,"history":"[NJ] HR asked what are your salary expectation, I said 85k which is what I make. She emailed me back sayings thanks, we are targeting 90k. I will send you the full details of the offer once everything is approved. Can I counteroffer? What should I do, truthfully I just didnt want to be greedy but I know I shot myself in the foot. Does it look bad to counteroffer? If so should I wait to get the full offer letter or reply back now?","c_root_id_A":"hing27l","c_root_id_B":"himof8z","created_at_utc_A":1635606858,"created_at_utc_B":1635591577,"score_A":20,"score_B":9,"human_ref_A":"I\u2019ve worked in many a HR office where they would have been very excited you wanted less then they would offer and consider it money saved. The fact that they are giving you more speaks pretty highly of the company\u2026","human_ref_B":"It was your responsibility to do the research and inflate your first number. That\u2019s how negotiations work.","labels":1,"seconds_difference":15281.0,"score_ratio":2.2222222222} {"post_id":"qisw6j","domain":"askhr_test","upvote_ratio":0.75,"history":"[NJ] HR asked what are your salary expectation, I said 85k which is what I make. She emailed me back sayings thanks, we are targeting 90k. I will send you the full details of the offer once everything is approved. Can I counteroffer? What should I do, truthfully I just didnt want to be greedy but I know I shot myself in the foot. Does it look bad to counteroffer? If so should I wait to get the full offer letter or reply back now?","c_root_id_A":"hing27l","c_root_id_B":"hin8zg6","created_at_utc_A":1635606858,"created_at_utc_B":1635603585,"score_A":20,"score_B":5,"human_ref_A":"I\u2019ve worked in many a HR office where they would have been very excited you wanted less then they would offer and consider it money saved. The fact that they are giving you more speaks pretty highly of the company\u2026","human_ref_B":"This should be a $5k lesson to learn. Better to learn now because the figures ramp up as you move into leadership roles. You lost the negotiation. Accept and move on.","labels":1,"seconds_difference":3273.0,"score_ratio":4.0} {"post_id":"upm2ly","domain":"askhr_test","upvote_ratio":0.81,"history":"[OH] HR employee interview My employer has had a huge turnover recently. It\u2019s so bad, corporate HR is coming to interview everyone. Should I tell the truth that it\u2019s largely because of corporate policies (mandatory vaccines, sub-market pay and lack of accountability)? I\u2019m concerned about retaliation even if my criticism is completely constructive and supported by facts.","c_root_id_A":"i8lpga9","c_root_id_B":"i8loabr","created_at_utc_A":1652552020,"created_at_utc_B":1652551492,"score_A":28,"score_B":23,"human_ref_A":"YES!!! Tell the truth. I wouldn't think the vaccine complaint will do any good, but the other stuff is super important for HR to hear. We give feedback impartially and if what you are saying are representative of large trends amongst staff, the only way to start to address issues is to know they exist!","human_ref_B":"You think constructive criticism about mandatory vaccinations is\u2026constructive?","labels":1,"seconds_difference":528.0,"score_ratio":1.2173913043} {"post_id":"upm2ly","domain":"askhr_test","upvote_ratio":0.81,"history":"[OH] HR employee interview My employer has had a huge turnover recently. It\u2019s so bad, corporate HR is coming to interview everyone. Should I tell the truth that it\u2019s largely because of corporate policies (mandatory vaccines, sub-market pay and lack of accountability)? I\u2019m concerned about retaliation even if my criticism is completely constructive and supported by facts.","c_root_id_A":"i8lp13i","c_root_id_B":"i8lpga9","created_at_utc_A":1652551828,"created_at_utc_B":1652552020,"score_A":8,"score_B":28,"human_ref_A":"Tell the truth. They would not be asking if they didn\u2019t want to know.","human_ref_B":"YES!!! Tell the truth. I wouldn't think the vaccine complaint will do any good, but the other stuff is super important for HR to hear. We give feedback impartially and if what you are saying are representative of large trends amongst staff, the only way to start to address issues is to know they exist!","labels":0,"seconds_difference":192.0,"score_ratio":3.5} {"post_id":"z1ax5g","domain":"askhr_test","upvote_ratio":0.7,"history":"[NM] Can an employer not pay approved PTO? I work for one of the worlds largest corporations, my most recent pay check will be shorted 32 hours because after timesheets we\u2019re submitted and approved my leadership told me I did not have the vacation time despite the time being approved for several months by different managers as management has changed a lot. Since I was informed of this after the time was taken off will be shorted 32 hours. What recourse if any do I have? I live in New Mexico.","c_root_id_A":"ix9zwob","c_root_id_B":"ixa0dl8","created_at_utc_A":1669067255,"created_at_utc_B":1669067450,"score_A":18,"score_B":67,"human_ref_A":"Why do you \"not have the vacation time\"? Are you not eligible or have you used some already this year?","human_ref_B":"Being approved to take time off and using paid time off are two different things. People take unpaid time off all the time. Is your boss saying that you've already used all your PTO\/vacation? Is that true?","labels":0,"seconds_difference":195.0,"score_ratio":3.7222222222} {"post_id":"z1ax5g","domain":"askhr_test","upvote_ratio":0.7,"history":"[NM] Can an employer not pay approved PTO? I work for one of the worlds largest corporations, my most recent pay check will be shorted 32 hours because after timesheets we\u2019re submitted and approved my leadership told me I did not have the vacation time despite the time being approved for several months by different managers as management has changed a lot. Since I was informed of this after the time was taken off will be shorted 32 hours. What recourse if any do I have? I live in New Mexico.","c_root_id_A":"ixa0ge0","c_root_id_B":"ixa0ret","created_at_utc_A":1669067481,"created_at_utc_B":1669067609,"score_A":35,"score_B":42,"human_ref_A":"You don't have any recourse and you have a responsibility to know how much paid time off you have and are eligible to take. If you're not sure, ask, or you'll end up with an expensive lesson like this one. I would ask if they would allow your accruals to go into the negative and you can earn it back.","human_ref_B":"Either you have the PTO hours or you don\u2019t. You won\u2019t get paid for hours you don\u2019t have. When your boss approves something months ago obviously the balances are going to fluctuate between then and now; they\u2019re not constantly reconciling your leave requests.","labels":0,"seconds_difference":128.0,"score_ratio":1.2} {"post_id":"z1ax5g","domain":"askhr_test","upvote_ratio":0.7,"history":"[NM] Can an employer not pay approved PTO? I work for one of the worlds largest corporations, my most recent pay check will be shorted 32 hours because after timesheets we\u2019re submitted and approved my leadership told me I did not have the vacation time despite the time being approved for several months by different managers as management has changed a lot. Since I was informed of this after the time was taken off will be shorted 32 hours. What recourse if any do I have? I live in New Mexico.","c_root_id_A":"ix9zwob","c_root_id_B":"ixa0ret","created_at_utc_A":1669067255,"created_at_utc_B":1669067609,"score_A":18,"score_B":42,"human_ref_A":"Why do you \"not have the vacation time\"? Are you not eligible or have you used some already this year?","human_ref_B":"Either you have the PTO hours or you don\u2019t. You won\u2019t get paid for hours you don\u2019t have. When your boss approves something months ago obviously the balances are going to fluctuate between then and now; they\u2019re not constantly reconciling your leave requests.","labels":0,"seconds_difference":354.0,"score_ratio":2.3333333333} {"post_id":"z1ax5g","domain":"askhr_test","upvote_ratio":0.7,"history":"[NM] Can an employer not pay approved PTO? I work for one of the worlds largest corporations, my most recent pay check will be shorted 32 hours because after timesheets we\u2019re submitted and approved my leadership told me I did not have the vacation time despite the time being approved for several months by different managers as management has changed a lot. Since I was informed of this after the time was taken off will be shorted 32 hours. What recourse if any do I have? I live in New Mexico.","c_root_id_A":"ixa0ge0","c_root_id_B":"ix9zwob","created_at_utc_A":1669067481,"created_at_utc_B":1669067255,"score_A":35,"score_B":18,"human_ref_A":"You don't have any recourse and you have a responsibility to know how much paid time off you have and are eligible to take. If you're not sure, ask, or you'll end up with an expensive lesson like this one. I would ask if they would allow your accruals to go into the negative and you can earn it back.","human_ref_B":"Why do you \"not have the vacation time\"? Are you not eligible or have you used some already this year?","labels":1,"seconds_difference":226.0,"score_ratio":1.9444444444} {"post_id":"z1ax5g","domain":"askhr_test","upvote_ratio":0.7,"history":"[NM] Can an employer not pay approved PTO? I work for one of the worlds largest corporations, my most recent pay check will be shorted 32 hours because after timesheets we\u2019re submitted and approved my leadership told me I did not have the vacation time despite the time being approved for several months by different managers as management has changed a lot. Since I was informed of this after the time was taken off will be shorted 32 hours. What recourse if any do I have? I live in New Mexico.","c_root_id_A":"ixaedes","c_root_id_B":"ixa7grf","created_at_utc_A":1669073626,"created_at_utc_B":1669070498,"score_A":17,"score_B":13,"human_ref_A":"So you took 32 hours off but didn't actually have it in your PTO account to use? Is that's what's going on here? There's no recourse. You are responsible for knowing if you have hours in that bucket or not before you take off, management doesn't look at that. The rule you're thinking about \"Change after the fact\" is taking away PTO that was already accrued. You can't come back and they can't say \"oh we got rid of PTO\" but if you came back and they were like \"Bro, you can't go negative in PTO\" and you took that 32 hours at another time during the year for other stuff, then it is what it is.","human_ref_B":"Lol nice try slick but no dice.","labels":1,"seconds_difference":3128.0,"score_ratio":1.3076923077} {"post_id":"z1ax5g","domain":"askhr_test","upvote_ratio":0.7,"history":"[NM] Can an employer not pay approved PTO? I work for one of the worlds largest corporations, my most recent pay check will be shorted 32 hours because after timesheets we\u2019re submitted and approved my leadership told me I did not have the vacation time despite the time being approved for several months by different managers as management has changed a lot. Since I was informed of this after the time was taken off will be shorted 32 hours. What recourse if any do I have? I live in New Mexico.","c_root_id_A":"ixaedes","c_root_id_B":"ixadva8","created_at_utc_A":1669073626,"created_at_utc_B":1669073396,"score_A":17,"score_B":13,"human_ref_A":"So you took 32 hours off but didn't actually have it in your PTO account to use? Is that's what's going on here? There's no recourse. You are responsible for knowing if you have hours in that bucket or not before you take off, management doesn't look at that. The rule you're thinking about \"Change after the fact\" is taking away PTO that was already accrued. You can't come back and they can't say \"oh we got rid of PTO\" but if you came back and they were like \"Bro, you can't go negative in PTO\" and you took that 32 hours at another time during the year for other stuff, then it is what it is.","human_ref_B":"You don\u2019t have any recourse. You asked for time off, you got time off. PTO is a benefit, not an obligation.","labels":1,"seconds_difference":230.0,"score_ratio":1.3076923077} {"post_id":"oxd262","domain":"askhr_test","upvote_ratio":0.96,"history":"[SC] is this sexual harassment? Discrimination? In South carolina... My boss told me I'm no longer allowed to sit next to coworkers of the opposite sex while at work because people tell my boss I'm sleeping with everyone, but I'm not sleeping with anyone. I get along very well with members of the opposite sex, but I work well with all the other employees no matter their sex. Is this sexual harassment? Discrimination? Can anything be done?","c_root_id_A":"h7mi5ii","c_root_id_B":"h7mjoc9","created_at_utc_A":1628040065,"created_at_utc_B":1628040806,"score_A":10,"score_B":21,"human_ref_A":"Harassment, and you should say to the boss why are you moving ME instead of dealing with the harassers?","human_ref_B":"https:\/\/schac.sc.gov\/employment-discrimination\/prohibited-practices-discrimination-types Specifically, under Terms and Conditions of Employment \" It also means an employer may not discriminate, for example, when granting breaks, approving leave, **assigning work stations**, or setting any other term or condition of employment\" Honestly, I'm not 100% sure if your boss violated this provision because the rule is about discriminating based on protected classes (ie: you can't set terms of employment based on race, sex, age etc.) and he said he was doing it because of the rumors but he's definitely playing jumprope with the line and I'm kind of amazed that anyone who made it into even lower management would think this was appropriate. You mention in your comments that the conversation happened verbally. Personally, I'd get him to put it in writing. I'd send him an email to clarify details or something along those lines \"Boss, Just wanted to touch base following our conversation. Based on what you told me, as a result of unfounded rumors you have heard, I'm no longer allowed to sit next to anyone of the opposite sex while working. Is there a specific desk you would like me to use? Are there other restrictions I should be aware of?\" At this point one of four things will happen: 1. He will see what you're doing, realize he screwed up and you can sit wherever you want again 2. He will respond with some correction along the lines of \"it was because of disruption in the office\" or something similar 3. He will acknowledge and confirm what's in your email. If he does this, take that email straight to HR. 4. He won't answer. There's a chance that he'll get the email and try to come have another in person conversation(no paper trail). I'd head this off by sending the email a few minutes before I clock out for the day, especially if he works later than me or if he's out of the office and mention that I want to make sure I know what the new rules are before my next shift. If he called me after I clocked out, I'd let it go to voicemail. He can leave a voicemail or text me with his answer.","labels":0,"seconds_difference":741.0,"score_ratio":2.1} {"post_id":"oxd262","domain":"askhr_test","upvote_ratio":0.96,"history":"[SC] is this sexual harassment? Discrimination? In South carolina... My boss told me I'm no longer allowed to sit next to coworkers of the opposite sex while at work because people tell my boss I'm sleeping with everyone, but I'm not sleeping with anyone. I get along very well with members of the opposite sex, but I work well with all the other employees no matter their sex. Is this sexual harassment? Discrimination? Can anything be done?","c_root_id_A":"h7mi0y1","c_root_id_B":"h7mjoc9","created_at_utc_A":1628040004,"created_at_utc_B":1628040806,"score_A":7,"score_B":21,"human_ref_A":"Classic sexual harassment","human_ref_B":"https:\/\/schac.sc.gov\/employment-discrimination\/prohibited-practices-discrimination-types Specifically, under Terms and Conditions of Employment \" It also means an employer may not discriminate, for example, when granting breaks, approving leave, **assigning work stations**, or setting any other term or condition of employment\" Honestly, I'm not 100% sure if your boss violated this provision because the rule is about discriminating based on protected classes (ie: you can't set terms of employment based on race, sex, age etc.) and he said he was doing it because of the rumors but he's definitely playing jumprope with the line and I'm kind of amazed that anyone who made it into even lower management would think this was appropriate. You mention in your comments that the conversation happened verbally. Personally, I'd get him to put it in writing. I'd send him an email to clarify details or something along those lines \"Boss, Just wanted to touch base following our conversation. Based on what you told me, as a result of unfounded rumors you have heard, I'm no longer allowed to sit next to anyone of the opposite sex while working. Is there a specific desk you would like me to use? Are there other restrictions I should be aware of?\" At this point one of four things will happen: 1. He will see what you're doing, realize he screwed up and you can sit wherever you want again 2. He will respond with some correction along the lines of \"it was because of disruption in the office\" or something similar 3. He will acknowledge and confirm what's in your email. If he does this, take that email straight to HR. 4. He won't answer. There's a chance that he'll get the email and try to come have another in person conversation(no paper trail). I'd head this off by sending the email a few minutes before I clock out for the day, especially if he works later than me or if he's out of the office and mention that I want to make sure I know what the new rules are before my next shift. If he called me after I clocked out, I'd let it go to voicemail. He can leave a voicemail or text me with his answer.","labels":0,"seconds_difference":802.0,"score_ratio":3.0} {"post_id":"oxd262","domain":"askhr_test","upvote_ratio":0.96,"history":"[SC] is this sexual harassment? Discrimination? In South carolina... My boss told me I'm no longer allowed to sit next to coworkers of the opposite sex while at work because people tell my boss I'm sleeping with everyone, but I'm not sleeping with anyone. I get along very well with members of the opposite sex, but I work well with all the other employees no matter their sex. Is this sexual harassment? Discrimination? Can anything be done?","c_root_id_A":"h7mjoc9","c_root_id_B":"h7mac6j","created_at_utc_A":1628040806,"created_at_utc_B":1628036221,"score_A":21,"score_B":4,"human_ref_A":"https:\/\/schac.sc.gov\/employment-discrimination\/prohibited-practices-discrimination-types Specifically, under Terms and Conditions of Employment \" It also means an employer may not discriminate, for example, when granting breaks, approving leave, **assigning work stations**, or setting any other term or condition of employment\" Honestly, I'm not 100% sure if your boss violated this provision because the rule is about discriminating based on protected classes (ie: you can't set terms of employment based on race, sex, age etc.) and he said he was doing it because of the rumors but he's definitely playing jumprope with the line and I'm kind of amazed that anyone who made it into even lower management would think this was appropriate. You mention in your comments that the conversation happened verbally. Personally, I'd get him to put it in writing. I'd send him an email to clarify details or something along those lines \"Boss, Just wanted to touch base following our conversation. Based on what you told me, as a result of unfounded rumors you have heard, I'm no longer allowed to sit next to anyone of the opposite sex while working. Is there a specific desk you would like me to use? Are there other restrictions I should be aware of?\" At this point one of four things will happen: 1. He will see what you're doing, realize he screwed up and you can sit wherever you want again 2. He will respond with some correction along the lines of \"it was because of disruption in the office\" or something similar 3. He will acknowledge and confirm what's in your email. If he does this, take that email straight to HR. 4. He won't answer. There's a chance that he'll get the email and try to come have another in person conversation(no paper trail). I'd head this off by sending the email a few minutes before I clock out for the day, especially if he works later than me or if he's out of the office and mention that I want to make sure I know what the new rules are before my next shift. If he called me after I clocked out, I'd let it go to voicemail. He can leave a voicemail or text me with his answer.","human_ref_B":"This feels like a really unnatural way to deal with this kind of issue. He has been hearing that you are sleeping around so he is going to move your seat? Who is saying that you're sleeping around? This sounds like there is some work place bullying at play as well here. Are you flirty? Is he moving you because flirting is distracting? I am not saying this is in anyway your fault, but that would be my most charitable way of reading your boss's actions. I would say that while this could be construed as sexual harassment, this might not be the time to fight it. Keep your eyes open, and if these complaints persist or the company keeps down this line of actions, then you should consider taking some action.","labels":1,"seconds_difference":4585.0,"score_ratio":5.25} {"post_id":"oxd262","domain":"askhr_test","upvote_ratio":0.96,"history":"[SC] is this sexual harassment? Discrimination? In South carolina... My boss told me I'm no longer allowed to sit next to coworkers of the opposite sex while at work because people tell my boss I'm sleeping with everyone, but I'm not sleeping with anyone. I get along very well with members of the opposite sex, but I work well with all the other employees no matter their sex. Is this sexual harassment? Discrimination? Can anything be done?","c_root_id_A":"h7mi0y1","c_root_id_B":"h7mi5ii","created_at_utc_A":1628040004,"created_at_utc_B":1628040065,"score_A":7,"score_B":10,"human_ref_A":"Classic sexual harassment","human_ref_B":"Harassment, and you should say to the boss why are you moving ME instead of dealing with the harassers?","labels":0,"seconds_difference":61.0,"score_ratio":1.4285714286} {"post_id":"oxd262","domain":"askhr_test","upvote_ratio":0.96,"history":"[SC] is this sexual harassment? Discrimination? In South carolina... My boss told me I'm no longer allowed to sit next to coworkers of the opposite sex while at work because people tell my boss I'm sleeping with everyone, but I'm not sleeping with anyone. I get along very well with members of the opposite sex, but I work well with all the other employees no matter their sex. Is this sexual harassment? Discrimination? Can anything be done?","c_root_id_A":"h7mi5ii","c_root_id_B":"h7mac6j","created_at_utc_A":1628040065,"created_at_utc_B":1628036221,"score_A":10,"score_B":4,"human_ref_A":"Harassment, and you should say to the boss why are you moving ME instead of dealing with the harassers?","human_ref_B":"This feels like a really unnatural way to deal with this kind of issue. He has been hearing that you are sleeping around so he is going to move your seat? Who is saying that you're sleeping around? This sounds like there is some work place bullying at play as well here. Are you flirty? Is he moving you because flirting is distracting? I am not saying this is in anyway your fault, but that would be my most charitable way of reading your boss's actions. I would say that while this could be construed as sexual harassment, this might not be the time to fight it. Keep your eyes open, and if these complaints persist or the company keeps down this line of actions, then you should consider taking some action.","labels":1,"seconds_difference":3844.0,"score_ratio":2.5} {"post_id":"oxd262","domain":"askhr_test","upvote_ratio":0.96,"history":"[SC] is this sexual harassment? Discrimination? In South carolina... My boss told me I'm no longer allowed to sit next to coworkers of the opposite sex while at work because people tell my boss I'm sleeping with everyone, but I'm not sleeping with anyone. I get along very well with members of the opposite sex, but I work well with all the other employees no matter their sex. Is this sexual harassment? Discrimination? Can anything be done?","c_root_id_A":"h7mkuzf","c_root_id_B":"h7mi0y1","created_at_utc_A":1628041380,"created_at_utc_B":1628040004,"score_A":9,"score_B":7,"human_ref_A":"Regarding your coworkers of the opposite sex whom you are alleged to have slept with, have any of them been given assigned seating? If not, then you are being treated this way - not because of the behavior but rather - because of your sex. That would make this disparate treatment.","human_ref_B":"Classic sexual harassment","labels":1,"seconds_difference":1376.0,"score_ratio":1.2857142857} {"post_id":"oxd262","domain":"askhr_test","upvote_ratio":0.96,"history":"[SC] is this sexual harassment? Discrimination? In South carolina... My boss told me I'm no longer allowed to sit next to coworkers of the opposite sex while at work because people tell my boss I'm sleeping with everyone, but I'm not sleeping with anyone. I get along very well with members of the opposite sex, but I work well with all the other employees no matter their sex. Is this sexual harassment? Discrimination? Can anything be done?","c_root_id_A":"h7mac6j","c_root_id_B":"h7mkuzf","created_at_utc_A":1628036221,"created_at_utc_B":1628041380,"score_A":4,"score_B":9,"human_ref_A":"This feels like a really unnatural way to deal with this kind of issue. He has been hearing that you are sleeping around so he is going to move your seat? Who is saying that you're sleeping around? This sounds like there is some work place bullying at play as well here. Are you flirty? Is he moving you because flirting is distracting? I am not saying this is in anyway your fault, but that would be my most charitable way of reading your boss's actions. I would say that while this could be construed as sexual harassment, this might not be the time to fight it. Keep your eyes open, and if these complaints persist or the company keeps down this line of actions, then you should consider taking some action.","human_ref_B":"Regarding your coworkers of the opposite sex whom you are alleged to have slept with, have any of them been given assigned seating? If not, then you are being treated this way - not because of the behavior but rather - because of your sex. That would make this disparate treatment.","labels":0,"seconds_difference":5159.0,"score_ratio":2.25} {"post_id":"oxd262","domain":"askhr_test","upvote_ratio":0.96,"history":"[SC] is this sexual harassment? Discrimination? In South carolina... My boss told me I'm no longer allowed to sit next to coworkers of the opposite sex while at work because people tell my boss I'm sleeping with everyone, but I'm not sleeping with anyone. I get along very well with members of the opposite sex, but I work well with all the other employees no matter their sex. Is this sexual harassment? Discrimination? Can anything be done?","c_root_id_A":"h7mkuzf","c_root_id_B":"h7mjs61","created_at_utc_A":1628041380,"created_at_utc_B":1628040857,"score_A":9,"score_B":4,"human_ref_A":"Regarding your coworkers of the opposite sex whom you are alleged to have slept with, have any of them been given assigned seating? If not, then you are being treated this way - not because of the behavior but rather - because of your sex. That would make this disparate treatment.","human_ref_B":"This is definitely a hostile work environment as well as sexual\/workplace harassment","labels":1,"seconds_difference":523.0,"score_ratio":2.25} {"post_id":"oxd262","domain":"askhr_test","upvote_ratio":0.96,"history":"[SC] is this sexual harassment? Discrimination? In South carolina... My boss told me I'm no longer allowed to sit next to coworkers of the opposite sex while at work because people tell my boss I'm sleeping with everyone, but I'm not sleeping with anyone. I get along very well with members of the opposite sex, but I work well with all the other employees no matter their sex. Is this sexual harassment? Discrimination? Can anything be done?","c_root_id_A":"h7mac6j","c_root_id_B":"h7mi0y1","created_at_utc_A":1628036221,"created_at_utc_B":1628040004,"score_A":4,"score_B":7,"human_ref_A":"This feels like a really unnatural way to deal with this kind of issue. He has been hearing that you are sleeping around so he is going to move your seat? Who is saying that you're sleeping around? This sounds like there is some work place bullying at play as well here. Are you flirty? Is he moving you because flirting is distracting? I am not saying this is in anyway your fault, but that would be my most charitable way of reading your boss's actions. I would say that while this could be construed as sexual harassment, this might not be the time to fight it. Keep your eyes open, and if these complaints persist or the company keeps down this line of actions, then you should consider taking some action.","human_ref_B":"Classic sexual harassment","labels":0,"seconds_difference":3783.0,"score_ratio":1.75} {"post_id":"9pugde","domain":"askhr_test","upvote_ratio":0.73,"history":"Coworker left Facebook messages open, said racist, homophobic comments (California, USA) To preface, I know I am snooping by looking at my coworkers Facebook messenger, which she left open on a work computer. We work for a government agency (police department). I have been having issues with this coworker, who has been spreading rumors and saying mean things about me to others. I am a supervisor and she is a subordinate, though she doesn't report to me. She happened to be using my computer at night before I started my shift in the morning, and she left her Facebook messenger open. Out of morbid curiosity (I already regret looking), I looked through some of her messages with a few of our coworkers. She was talking about me, saying I like s\\*cking peoples d\\*cks, that I am a f\\*cking idiot, moron, and kiss ass. Lots of other derogatory terms (f\\*ggot, etc) . She had also made some very racist remarks in messages. Most of them were directed at me. I am an openly gay man. I know I am being a nosey nelly, and should have never read these messages to begin with. I already regret it, now knowing what I have read and what was said .Very offensive and unprofessional, racist, homophobic things. It made me think, if I left my own messages up- what would others think? Well, for one, I don't talk shit about people nor do I say offensive things. I feel like I am definitely in the wrong here, and there is nothing more I should do. This is on a government computer, but she was on her own private Facebook. Sorry for the long message, thank you in advance for your assistance... and, I know.. I should mind my own business. ​ ​","c_root_id_A":"e84j1rv","c_root_id_B":"e84nvyr","created_at_utc_A":1540052284,"created_at_utc_B":1540056768,"score_A":4,"score_B":11,"human_ref_A":"Did you take a picture of the messages with your cellphone regardless of whether you are reporting her or not . At least if you did that it would be less of a he said she said since they aren't going to get a court order for an HR dispute.","human_ref_B":"What is your question? Can you do something about it? Maybe. Does your workplace have a rule about accessing fb or other sites from a work computer? You can bring that to her managers attention but the contents of her messages on Facebook are none of your business.","labels":0,"seconds_difference":4484.0,"score_ratio":2.75} {"post_id":"9pugde","domain":"askhr_test","upvote_ratio":0.73,"history":"Coworker left Facebook messages open, said racist, homophobic comments (California, USA) To preface, I know I am snooping by looking at my coworkers Facebook messenger, which she left open on a work computer. We work for a government agency (police department). I have been having issues with this coworker, who has been spreading rumors and saying mean things about me to others. I am a supervisor and she is a subordinate, though she doesn't report to me. She happened to be using my computer at night before I started my shift in the morning, and she left her Facebook messenger open. Out of morbid curiosity (I already regret looking), I looked through some of her messages with a few of our coworkers. She was talking about me, saying I like s\\*cking peoples d\\*cks, that I am a f\\*cking idiot, moron, and kiss ass. Lots of other derogatory terms (f\\*ggot, etc) . She had also made some very racist remarks in messages. Most of them were directed at me. I am an openly gay man. I know I am being a nosey nelly, and should have never read these messages to begin with. I already regret it, now knowing what I have read and what was said .Very offensive and unprofessional, racist, homophobic things. It made me think, if I left my own messages up- what would others think? Well, for one, I don't talk shit about people nor do I say offensive things. I feel like I am definitely in the wrong here, and there is nothing more I should do. This is on a government computer, but she was on her own private Facebook. Sorry for the long message, thank you in advance for your assistance... and, I know.. I should mind my own business. ​ ​","c_root_id_A":"e853ct7","c_root_id_B":"e84j1rv","created_at_utc_A":1540071285,"created_at_utc_B":1540052284,"score_A":7,"score_B":4,"human_ref_A":"So.. she was using the computer at the job, right? Why not just report her for being on Facebook messenger during work hours and then let them take it from there? Edit: it shouldn't seem suspicious that you are reporting her (your a supervisor that has seen, first hand, that another employee is stealing time by being on Facebook messenger when they should be working) why not report her to her manager?","human_ref_B":"Did you take a picture of the messages with your cellphone regardless of whether you are reporting her or not . At least if you did that it would be less of a he said she said since they aren't going to get a court order for an HR dispute.","labels":1,"seconds_difference":19001.0,"score_ratio":1.75} {"post_id":"kvyk3n","domain":"askhr_test","upvote_ratio":0.93,"history":"[NJ] is it appropriate to ask about salary during first interview? I had a screening call yesterday with an internal recruiter. We both decided it was a good fit and we have a full formal interview tomorrow to discuss my background. Is it appropriate to ask about salary at this initial interview? She didn\u2019t mention it in the screening call and I don\u2019t want to waste everyone\u2019s time moving through the entire interview process if it\u2019s way off target.","c_root_id_A":"gj17tqr","c_root_id_B":"gj1eiab","created_at_utc_A":1610480970,"created_at_utc_B":1610484027,"score_A":3,"score_B":36,"human_ref_A":"Yes","human_ref_B":"Absolutely. If it's not brought up during the phone screen, I bring it up at the end to make sure we're aligned. I'd hate to have to meet with multiple folks to find out that the comp is too low.","labels":0,"seconds_difference":3057.0,"score_ratio":12.0} {"post_id":"kvyk3n","domain":"askhr_test","upvote_ratio":0.93,"history":"[NJ] is it appropriate to ask about salary during first interview? I had a screening call yesterday with an internal recruiter. We both decided it was a good fit and we have a full formal interview tomorrow to discuss my background. Is it appropriate to ask about salary at this initial interview? She didn\u2019t mention it in the screening call and I don\u2019t want to waste everyone\u2019s time moving through the entire interview process if it\u2019s way off target.","c_root_id_A":"gj1i6u3","c_root_id_B":"gj17tqr","created_at_utc_A":1610485689,"created_at_utc_B":1610480970,"score_A":18,"score_B":3,"human_ref_A":"I ask what they are budgeted for, but just about always on the first call is a recruiter \/ HR that asks what your expectation is. \"What salary are you looking for?\" \"The roles that I have been applying for are typically budgeted for a range around $x, does this role have a similar target?\"","human_ref_B":"Yes","labels":1,"seconds_difference":4719.0,"score_ratio":6.0} {"post_id":"kvyk3n","domain":"askhr_test","upvote_ratio":0.93,"history":"[NJ] is it appropriate to ask about salary during first interview? I had a screening call yesterday with an internal recruiter. We both decided it was a good fit and we have a full formal interview tomorrow to discuss my background. Is it appropriate to ask about salary at this initial interview? She didn\u2019t mention it in the screening call and I don\u2019t want to waste everyone\u2019s time moving through the entire interview process if it\u2019s way off target.","c_root_id_A":"gj17tqr","c_root_id_B":"gj2kmbv","created_at_utc_A":1610480970,"created_at_utc_B":1610505159,"score_A":3,"score_B":4,"human_ref_A":"Yes","human_ref_B":"I think it's completely appropriate so you don't waste one another's time, even if it's a range. However, I'm in Canada where apparently it's verboten to ask before you see your first paycheque apparently :-\/ Luckily, now that I'm in the public service sector, I know the pay going into interviews.","labels":0,"seconds_difference":24189.0,"score_ratio":1.3333333333} {"post_id":"xarq62","domain":"askhr_test","upvote_ratio":0.92,"history":"[WA]Employer failed to notify my husband of FMLA eligibility and now he may lose his health insurance In February of this year my husband developed a heart condition and needed a month off while it was being diagnosed. He submitted multiple doctor notes to cover the mostly unpaid leave. His employer did not notify him that he was eligible for FMLA and he just went back to work when he was able to. At this point he had sufficient worked hours to be eligible for FMLA. In August, he needed an additional two weeks off to have a defibrillator implanted. We had become knowledgeable about FMLA at this point and asked his employer about it, per their direction, he contacted the third-party benefits company Leave of Absence dept and followed their instructions to file for the leave. He was denied FMLA due to insufficient hours worked in the last year and they instead provided ADA leave forms for his doctor to fill out. His doctor did so and the ADA leave was approved. However, this employer determines eligibility for each year\u2019s insurance based on how many hours have been worked in the previous year and he will not have the required hours. Given his medical condition losing his insurance at this juncture would be disastrous. Open enrollment is in November for coverage starting in January. They have not specifically stated he will lose insurance but they keep repeating the number of hours that are required and he falls well short of it. We have talked to his employer and to the third-party benefits department about the fact that he was not notified of FMLA eligibility in February and his right to continued health insurance would have been protected if FMLA had been provided to him at the appropriate time. His manager tried to retroactively put in his FMLA for February but the third-party company refused it, saying it should\u2019ve been done in February. Neither his manager nor the benefits company seem to acknowledge that it was their responsibility to notify him of his rights under FMLA back in February. Is the only recourse here contacting the Department of labor? I\u2019m leaving out many details about how slow, unhelpful and cumbersome the processes are in this 3rd party company. We have kept all records of phone calls, conversations, paperwork etc. etc. Thanks for any assistance or guidance.","c_root_id_A":"invtroj","c_root_id_B":"invrt7e","created_at_utc_A":1662833159,"created_at_utc_B":1662832351,"score_A":14,"score_B":11,"human_ref_A":"Assuming he was eligible, your husband has all of the protections of FMLA in February, because his manager knew that he needed time off for a serious health condition and the company was therefore required to offer FMLA. By refusing to retroactively provide FMLA coverage, the company (via the third party) is engaging in FMLA interference which is not lawful. If they then revoke your husband's benefits because of it, then it is also FMLA retaliation which is equally unlawful. Contact L&I and file a claim. It's free, easy, requires no attorney, and you can do it online. This is all assuming that you are correct that the missed time in February would make the difference in hours between maintaining and losing benefits.","human_ref_B":"Labor & Employment lawyer here. What you describe sounds like a potential violation of FMLA. Your husband should consult an attorney.","labels":1,"seconds_difference":808.0,"score_ratio":1.2727272727} {"post_id":"xarq62","domain":"askhr_test","upvote_ratio":0.92,"history":"[WA]Employer failed to notify my husband of FMLA eligibility and now he may lose his health insurance In February of this year my husband developed a heart condition and needed a month off while it was being diagnosed. He submitted multiple doctor notes to cover the mostly unpaid leave. His employer did not notify him that he was eligible for FMLA and he just went back to work when he was able to. At this point he had sufficient worked hours to be eligible for FMLA. In August, he needed an additional two weeks off to have a defibrillator implanted. We had become knowledgeable about FMLA at this point and asked his employer about it, per their direction, he contacted the third-party benefits company Leave of Absence dept and followed their instructions to file for the leave. He was denied FMLA due to insufficient hours worked in the last year and they instead provided ADA leave forms for his doctor to fill out. His doctor did so and the ADA leave was approved. However, this employer determines eligibility for each year\u2019s insurance based on how many hours have been worked in the previous year and he will not have the required hours. Given his medical condition losing his insurance at this juncture would be disastrous. Open enrollment is in November for coverage starting in January. They have not specifically stated he will lose insurance but they keep repeating the number of hours that are required and he falls well short of it. We have talked to his employer and to the third-party benefits department about the fact that he was not notified of FMLA eligibility in February and his right to continued health insurance would have been protected if FMLA had been provided to him at the appropriate time. His manager tried to retroactively put in his FMLA for February but the third-party company refused it, saying it should\u2019ve been done in February. Neither his manager nor the benefits company seem to acknowledge that it was their responsibility to notify him of his rights under FMLA back in February. Is the only recourse here contacting the Department of labor? I\u2019m leaving out many details about how slow, unhelpful and cumbersome the processes are in this 3rd party company. We have kept all records of phone calls, conversations, paperwork etc. etc. Thanks for any assistance or guidance.","c_root_id_A":"invmdyw","c_root_id_B":"invtroj","created_at_utc_A":1662830163,"created_at_utc_B":1662833159,"score_A":3,"score_B":14,"human_ref_A":"Not actually an HR professional, but would your husband be eligible for COBRA if insurance is not renewed? I realize that would be pricey, but given the care that is needed for his health condition, likely worth the money.","human_ref_B":"Assuming he was eligible, your husband has all of the protections of FMLA in February, because his manager knew that he needed time off for a serious health condition and the company was therefore required to offer FMLA. By refusing to retroactively provide FMLA coverage, the company (via the third party) is engaging in FMLA interference which is not lawful. If they then revoke your husband's benefits because of it, then it is also FMLA retaliation which is equally unlawful. Contact L&I and file a claim. It's free, easy, requires no attorney, and you can do it online. This is all assuming that you are correct that the missed time in February would make the difference in hours between maintaining and losing benefits.","labels":0,"seconds_difference":2996.0,"score_ratio":4.6666666667} {"post_id":"xarq62","domain":"askhr_test","upvote_ratio":0.92,"history":"[WA]Employer failed to notify my husband of FMLA eligibility and now he may lose his health insurance In February of this year my husband developed a heart condition and needed a month off while it was being diagnosed. He submitted multiple doctor notes to cover the mostly unpaid leave. His employer did not notify him that he was eligible for FMLA and he just went back to work when he was able to. At this point he had sufficient worked hours to be eligible for FMLA. In August, he needed an additional two weeks off to have a defibrillator implanted. We had become knowledgeable about FMLA at this point and asked his employer about it, per their direction, he contacted the third-party benefits company Leave of Absence dept and followed their instructions to file for the leave. He was denied FMLA due to insufficient hours worked in the last year and they instead provided ADA leave forms for his doctor to fill out. His doctor did so and the ADA leave was approved. However, this employer determines eligibility for each year\u2019s insurance based on how many hours have been worked in the previous year and he will not have the required hours. Given his medical condition losing his insurance at this juncture would be disastrous. Open enrollment is in November for coverage starting in January. They have not specifically stated he will lose insurance but they keep repeating the number of hours that are required and he falls well short of it. We have talked to his employer and to the third-party benefits department about the fact that he was not notified of FMLA eligibility in February and his right to continued health insurance would have been protected if FMLA had been provided to him at the appropriate time. His manager tried to retroactively put in his FMLA for February but the third-party company refused it, saying it should\u2019ve been done in February. Neither his manager nor the benefits company seem to acknowledge that it was their responsibility to notify him of his rights under FMLA back in February. Is the only recourse here contacting the Department of labor? I\u2019m leaving out many details about how slow, unhelpful and cumbersome the processes are in this 3rd party company. We have kept all records of phone calls, conversations, paperwork etc. etc. Thanks for any assistance or guidance.","c_root_id_A":"invrt7e","c_root_id_B":"invmdyw","created_at_utc_A":1662832351,"created_at_utc_B":1662830163,"score_A":11,"score_B":3,"human_ref_A":"Labor & Employment lawyer here. What you describe sounds like a potential violation of FMLA. Your husband should consult an attorney.","human_ref_B":"Not actually an HR professional, but would your husband be eligible for COBRA if insurance is not renewed? I realize that would be pricey, but given the care that is needed for his health condition, likely worth the money.","labels":1,"seconds_difference":2188.0,"score_ratio":3.6666666667} {"post_id":"xarq62","domain":"askhr_test","upvote_ratio":0.92,"history":"[WA]Employer failed to notify my husband of FMLA eligibility and now he may lose his health insurance In February of this year my husband developed a heart condition and needed a month off while it was being diagnosed. He submitted multiple doctor notes to cover the mostly unpaid leave. His employer did not notify him that he was eligible for FMLA and he just went back to work when he was able to. At this point he had sufficient worked hours to be eligible for FMLA. In August, he needed an additional two weeks off to have a defibrillator implanted. We had become knowledgeable about FMLA at this point and asked his employer about it, per their direction, he contacted the third-party benefits company Leave of Absence dept and followed their instructions to file for the leave. He was denied FMLA due to insufficient hours worked in the last year and they instead provided ADA leave forms for his doctor to fill out. His doctor did so and the ADA leave was approved. However, this employer determines eligibility for each year\u2019s insurance based on how many hours have been worked in the previous year and he will not have the required hours. Given his medical condition losing his insurance at this juncture would be disastrous. Open enrollment is in November for coverage starting in January. They have not specifically stated he will lose insurance but they keep repeating the number of hours that are required and he falls well short of it. We have talked to his employer and to the third-party benefits department about the fact that he was not notified of FMLA eligibility in February and his right to continued health insurance would have been protected if FMLA had been provided to him at the appropriate time. His manager tried to retroactively put in his FMLA for February but the third-party company refused it, saying it should\u2019ve been done in February. Neither his manager nor the benefits company seem to acknowledge that it was their responsibility to notify him of his rights under FMLA back in February. Is the only recourse here contacting the Department of labor? I\u2019m leaving out many details about how slow, unhelpful and cumbersome the processes are in this 3rd party company. We have kept all records of phone calls, conversations, paperwork etc. etc. Thanks for any assistance or guidance.","c_root_id_A":"invmdyw","c_root_id_B":"inw14tt","created_at_utc_A":1662830163,"created_at_utc_B":1662836057,"score_A":3,"score_B":9,"human_ref_A":"Not actually an HR professional, but would your husband be eligible for COBRA if insurance is not renewed? I realize that would be pricey, but given the care that is needed for his health condition, likely worth the money.","human_ref_B":"In WA state, you will have more luck navigating the L&I website (not just for work injuries!) rather than the DOL as WA has stricter employment laws than the federal government. (Source: HR Director, WA state) He also would have been eligible for employee funded Paid Family Medical Leave (PFML) which kicks in sooner than the required FMLA hour count. Iirc, it\u2019s somewhere around 800 hours (but check website to confirm: paidleave.wa.gov). This benefit, so long as the employer has over 50 employees, can be paid retroactively. I can\u2019t speak to FMLA eligibility since employers are allowed to calculate hours in different ways, but your PFML advisor can help you with the potential benefit loss. Filing a wage\/labor claim through L&I might be your best recourse for this as well.","labels":0,"seconds_difference":5894.0,"score_ratio":3.0} {"post_id":"xarq62","domain":"askhr_test","upvote_ratio":0.92,"history":"[WA]Employer failed to notify my husband of FMLA eligibility and now he may lose his health insurance In February of this year my husband developed a heart condition and needed a month off while it was being diagnosed. He submitted multiple doctor notes to cover the mostly unpaid leave. His employer did not notify him that he was eligible for FMLA and he just went back to work when he was able to. At this point he had sufficient worked hours to be eligible for FMLA. In August, he needed an additional two weeks off to have a defibrillator implanted. We had become knowledgeable about FMLA at this point and asked his employer about it, per their direction, he contacted the third-party benefits company Leave of Absence dept and followed their instructions to file for the leave. He was denied FMLA due to insufficient hours worked in the last year and they instead provided ADA leave forms for his doctor to fill out. His doctor did so and the ADA leave was approved. However, this employer determines eligibility for each year\u2019s insurance based on how many hours have been worked in the previous year and he will not have the required hours. Given his medical condition losing his insurance at this juncture would be disastrous. Open enrollment is in November for coverage starting in January. They have not specifically stated he will lose insurance but they keep repeating the number of hours that are required and he falls well short of it. We have talked to his employer and to the third-party benefits department about the fact that he was not notified of FMLA eligibility in February and his right to continued health insurance would have been protected if FMLA had been provided to him at the appropriate time. His manager tried to retroactively put in his FMLA for February but the third-party company refused it, saying it should\u2019ve been done in February. Neither his manager nor the benefits company seem to acknowledge that it was their responsibility to notify him of his rights under FMLA back in February. Is the only recourse here contacting the Department of labor? I\u2019m leaving out many details about how slow, unhelpful and cumbersome the processes are in this 3rd party company. We have kept all records of phone calls, conversations, paperwork etc. etc. Thanks for any assistance or guidance.","c_root_id_A":"inw14tt","c_root_id_B":"inw0hyd","created_at_utc_A":1662836057,"created_at_utc_B":1662835804,"score_A":9,"score_B":2,"human_ref_A":"In WA state, you will have more luck navigating the L&I website (not just for work injuries!) rather than the DOL as WA has stricter employment laws than the federal government. (Source: HR Director, WA state) He also would have been eligible for employee funded Paid Family Medical Leave (PFML) which kicks in sooner than the required FMLA hour count. Iirc, it\u2019s somewhere around 800 hours (but check website to confirm: paidleave.wa.gov). This benefit, so long as the employer has over 50 employees, can be paid retroactively. I can\u2019t speak to FMLA eligibility since employers are allowed to calculate hours in different ways, but your PFML advisor can help you with the potential benefit loss. Filing a wage\/labor claim through L&I might be your best recourse for this as well.","human_ref_B":"Wow, what a mess. I\u2019m really sorry this is happening. There\u2019s really nothing internally his company will do? At what level of HR folks people are talking to? I\u2019d bring it to the most senior person in HR, even if it\u2019s the Chief HR Officer, but you should definitely talk to a lawyer even if you don\u2019t escalate further internally.","labels":1,"seconds_difference":253.0,"score_ratio":4.5} {"post_id":"xarq62","domain":"askhr_test","upvote_ratio":0.92,"history":"[WA]Employer failed to notify my husband of FMLA eligibility and now he may lose his health insurance In February of this year my husband developed a heart condition and needed a month off while it was being diagnosed. He submitted multiple doctor notes to cover the mostly unpaid leave. His employer did not notify him that he was eligible for FMLA and he just went back to work when he was able to. At this point he had sufficient worked hours to be eligible for FMLA. In August, he needed an additional two weeks off to have a defibrillator implanted. We had become knowledgeable about FMLA at this point and asked his employer about it, per their direction, he contacted the third-party benefits company Leave of Absence dept and followed their instructions to file for the leave. He was denied FMLA due to insufficient hours worked in the last year and they instead provided ADA leave forms for his doctor to fill out. His doctor did so and the ADA leave was approved. However, this employer determines eligibility for each year\u2019s insurance based on how many hours have been worked in the previous year and he will not have the required hours. Given his medical condition losing his insurance at this juncture would be disastrous. Open enrollment is in November for coverage starting in January. They have not specifically stated he will lose insurance but they keep repeating the number of hours that are required and he falls well short of it. We have talked to his employer and to the third-party benefits department about the fact that he was not notified of FMLA eligibility in February and his right to continued health insurance would have been protected if FMLA had been provided to him at the appropriate time. His manager tried to retroactively put in his FMLA for February but the third-party company refused it, saying it should\u2019ve been done in February. Neither his manager nor the benefits company seem to acknowledge that it was their responsibility to notify him of his rights under FMLA back in February. Is the only recourse here contacting the Department of labor? I\u2019m leaving out many details about how slow, unhelpful and cumbersome the processes are in this 3rd party company. We have kept all records of phone calls, conversations, paperwork etc. etc. Thanks for any assistance or guidance.","c_root_id_A":"invmdyw","c_root_id_B":"inw8j5w","created_at_utc_A":1662830163,"created_at_utc_B":1662838998,"score_A":3,"score_B":5,"human_ref_A":"Not actually an HR professional, but would your husband be eligible for COBRA if insurance is not renewed? I realize that would be pricey, but given the care that is needed for his health condition, likely worth the money.","human_ref_B":"Employer fucked up. If your husband had been approved for FMLA, he would have been able to maintain coverage for 12 weeks. Moreover, this could be extended an additional 12 weeks under Washington\u2019s Paid Family Medical Leave program as long as the two leaves overlapped by at least one day. If you have not pursued paid family leave from the state, do it now.","labels":0,"seconds_difference":8835.0,"score_ratio":1.6666666667} {"post_id":"xarq62","domain":"askhr_test","upvote_ratio":0.92,"history":"[WA]Employer failed to notify my husband of FMLA eligibility and now he may lose his health insurance In February of this year my husband developed a heart condition and needed a month off while it was being diagnosed. He submitted multiple doctor notes to cover the mostly unpaid leave. His employer did not notify him that he was eligible for FMLA and he just went back to work when he was able to. At this point he had sufficient worked hours to be eligible for FMLA. In August, he needed an additional two weeks off to have a defibrillator implanted. We had become knowledgeable about FMLA at this point and asked his employer about it, per their direction, he contacted the third-party benefits company Leave of Absence dept and followed their instructions to file for the leave. He was denied FMLA due to insufficient hours worked in the last year and they instead provided ADA leave forms for his doctor to fill out. His doctor did so and the ADA leave was approved. However, this employer determines eligibility for each year\u2019s insurance based on how many hours have been worked in the previous year and he will not have the required hours. Given his medical condition losing his insurance at this juncture would be disastrous. Open enrollment is in November for coverage starting in January. They have not specifically stated he will lose insurance but they keep repeating the number of hours that are required and he falls well short of it. We have talked to his employer and to the third-party benefits department about the fact that he was not notified of FMLA eligibility in February and his right to continued health insurance would have been protected if FMLA had been provided to him at the appropriate time. His manager tried to retroactively put in his FMLA for February but the third-party company refused it, saying it should\u2019ve been done in February. Neither his manager nor the benefits company seem to acknowledge that it was their responsibility to notify him of his rights under FMLA back in February. Is the only recourse here contacting the Department of labor? I\u2019m leaving out many details about how slow, unhelpful and cumbersome the processes are in this 3rd party company. We have kept all records of phone calls, conversations, paperwork etc. etc. Thanks for any assistance or guidance.","c_root_id_A":"inw0hyd","c_root_id_B":"inw8j5w","created_at_utc_A":1662835804,"created_at_utc_B":1662838998,"score_A":2,"score_B":5,"human_ref_A":"Wow, what a mess. I\u2019m really sorry this is happening. There\u2019s really nothing internally his company will do? At what level of HR folks people are talking to? I\u2019d bring it to the most senior person in HR, even if it\u2019s the Chief HR Officer, but you should definitely talk to a lawyer even if you don\u2019t escalate further internally.","human_ref_B":"Employer fucked up. If your husband had been approved for FMLA, he would have been able to maintain coverage for 12 weeks. Moreover, this could be extended an additional 12 weeks under Washington\u2019s Paid Family Medical Leave program as long as the two leaves overlapped by at least one day. If you have not pursued paid family leave from the state, do it now.","labels":0,"seconds_difference":3194.0,"score_ratio":2.5} {"post_id":"xarq62","domain":"askhr_test","upvote_ratio":0.92,"history":"[WA]Employer failed to notify my husband of FMLA eligibility and now he may lose his health insurance In February of this year my husband developed a heart condition and needed a month off while it was being diagnosed. He submitted multiple doctor notes to cover the mostly unpaid leave. His employer did not notify him that he was eligible for FMLA and he just went back to work when he was able to. At this point he had sufficient worked hours to be eligible for FMLA. In August, he needed an additional two weeks off to have a defibrillator implanted. We had become knowledgeable about FMLA at this point and asked his employer about it, per their direction, he contacted the third-party benefits company Leave of Absence dept and followed their instructions to file for the leave. He was denied FMLA due to insufficient hours worked in the last year and they instead provided ADA leave forms for his doctor to fill out. His doctor did so and the ADA leave was approved. However, this employer determines eligibility for each year\u2019s insurance based on how many hours have been worked in the previous year and he will not have the required hours. Given his medical condition losing his insurance at this juncture would be disastrous. Open enrollment is in November for coverage starting in January. They have not specifically stated he will lose insurance but they keep repeating the number of hours that are required and he falls well short of it. We have talked to his employer and to the third-party benefits department about the fact that he was not notified of FMLA eligibility in February and his right to continued health insurance would have been protected if FMLA had been provided to him at the appropriate time. His manager tried to retroactively put in his FMLA for February but the third-party company refused it, saying it should\u2019ve been done in February. Neither his manager nor the benefits company seem to acknowledge that it was their responsibility to notify him of his rights under FMLA back in February. Is the only recourse here contacting the Department of labor? I\u2019m leaving out many details about how slow, unhelpful and cumbersome the processes are in this 3rd party company. We have kept all records of phone calls, conversations, paperwork etc. etc. Thanks for any assistance or guidance.","c_root_id_A":"inwrrbm","c_root_id_B":"inw0hyd","created_at_utc_A":1662846978,"created_at_utc_B":1662835804,"score_A":3,"score_B":2,"human_ref_A":"I have a few questions When did your husband start working for the company? What was his first day out due to illness? How does the company calculate hours for FMLA? Calendar year, fiscal year or rolling year? You husband needs to be employed for one year and have worked 1250 hours in that year to be eligible for FMLA. So if he went out on January 15, 2022 but was hired Febuary 1, 2021 and worked 1300 hours he wouldn't be eligible for FMLA until Feburary 1, 2022. If he worked less than 1250 hours in that one year time frame he will also not be eligible for FMLA.","human_ref_B":"Wow, what a mess. I\u2019m really sorry this is happening. There\u2019s really nothing internally his company will do? At what level of HR folks people are talking to? I\u2019d bring it to the most senior person in HR, even if it\u2019s the Chief HR Officer, but you should definitely talk to a lawyer even if you don\u2019t escalate further internally.","labels":1,"seconds_difference":11174.0,"score_ratio":1.5} {"post_id":"y1o3x2","domain":"askhr_test","upvote_ratio":0.81,"history":"[MS] Can I get reprimanded for not meeting the standards of a job I didn\u2019t want nor qualified for? During my interview with my current job, they told me what some of my duties would be which included user testing and technical writing. They already had my resume and I gave them examples of my web design work and more. The minimum qualifications didn\u2019t require any programming, coding, etc. During the first week, I wasn\u2019t really told about my duties but soon realized they placed me in a web development position; front-end to be specific. I spoke to my supervisor and she was confused with my placement too since she wasn\u2019t included in the interview process to ask any technical questions. Basically, they confused web design with web development even though they planned on placing me in a technical writing position but when they heard web design, they decided I\u2019d be best in the production area even though my skills were listed on my resume. When they realized what happened, they offered me a vacancy in a different division doing something I wasn\u2019t interested in nor could physically do so then they told me they\u2019d book classes for me to learn programming. A few weeks later, they said the classes weren\u2019t in the budget so I tried learning from Google, YouTube, and other free resources. I just received my 6mo performance review and failed. Everything I was given that I could do wasn\u2019t up to par due to lack of instructions and details even though I asked multiple times in person, email, and Teams. I did what I could with what I had. My supervisor said to get used to it because that\u2019s how they unfortunately operate there. I added comments in my PR to make sure it was documented that this wasn\u2019t the position I applied for and was not qualified for the position I was placed in. I\u2019ve been applying for new jobs but I also don\u2019t want to get fired or written up for insubordination for not grasping JavaScript because of someone else\u2019s mistake. Advice?","c_root_id_A":"irygskf","c_root_id_B":"iryl8io","created_at_utc_A":1665531885,"created_at_utc_B":1665533960,"score_A":14,"score_B":23,"human_ref_A":"Jesus.","human_ref_B":"Find another job, quickly. The bad news is that what they've done is shittily incompetent, but legal.","labels":0,"seconds_difference":2075.0,"score_ratio":1.6428571429} {"post_id":"5xb25f","domain":"askhr_test","upvote_ratio":1.0,"history":"OK to decline answering intrusive exit interview questions? Hi -- today is my last day of work and I'm grappling with a weird HR issue. Last night, an HR rep emailed me an exit interview questionnaire that contains questions that, in my opinion, seem pretty intrusive, such as: --If you are leaving to join another company, what is the name of your new employer? --How did you come into contact with this employer? --Comparing your pay at this company and your starting pay at your new employer, does your new position offer a salary increase? --In comparing the benefits of your new firm with those of your company, are: not as good, equal, somewhat better, substantially better? --Would you consider returning to this company? Then it goes into the more traditional exit interview questions like what did you like and not like about our company, etc. I work in California for a Colorado-based company. I understand it can seem unprofessional to decline an exit interview, but I seriously don't feel comfortable answering the questions I listed above, or giving my honest input, period. For context, the company has been hemorrhaging employees in the last year due to low pay and poor management, among other things. So I can only assume the company just desperately wants to find out precisely why people are bolting. At the same time, I'm not obligated to answer these questions, and if they were to decide to punish me by, say, withholding my pay, then well, that's just illegal. And even if I did offer my input, I doubt any serious improvements would be made. I've voiced my opinions before and time and time again have been swiftly shut down. What would you do in my situation? Just suck it up and answer everything honestly, or ignore the process completely? Thanks.","c_root_id_A":"deguysb","c_root_id_B":"degsgy7","created_at_utc_A":1488565284,"created_at_utc_B":1488562515,"score_A":3,"score_B":2,"human_ref_A":"This also depends on the size of the company. I work in Colorado for a California-based company . My team may have heard your thoughts, but didn't get traction. However, any exit we handle goes to a completely different team that shares overall responses to our HR exec and team. Your honest answer will hopefully benefit the colleagues you leave behind. For example, if everybody leaves for another company, it's time to research why they're better on S&B. Our recent studies showed it dealt with work\/life integration and we're pushing hard in that area today. Our test site has been able to refurbish building A, sell building B, and allow employees to work from home more frequently. A win for the company and the employee. Think of the exit as serving that person you used to send PM's to during boring all hands meetings. Do a little bit in hopes of their life getting better.","human_ref_B":"Very standard questions. I typically preface the question about who their new employer is with \"if you feel comfortable sharing\" because I understand some people don't like to give that out. But, the benefits and salary question are really helpful to the employer. If everyone is leaving because we're not paying what the market dictates or we're not offering a competitive benefits package, I want to know about that so I can make recommendations on how we can improve.","labels":1,"seconds_difference":2769.0,"score_ratio":1.5} {"post_id":"8nnx3t","domain":"askhr_test","upvote_ratio":0.92,"history":"I (27F) seem to be fighting a losing battle for my job against my bosses (35 and 45M)..is all hope lost? (US in TN) So this is my first job out of grad school. Not a perfect match for my degree, but awfully close. I\u2019ve been here for about a year. Last month, I made a mistake. The mistake itself wasn\u2019t big, but because it happened at the beginning of the whole process, it required a few hours of redoing portions of the project. My boss (the 45 year old), came in to my office, shut the door and told me he wasn\u2019t kind of annoyed that I didn\u2019t catch that mistake and that he was going to write me up. I\u2019ve been here a year and he felt I should have caught that by now. Okay, fair enough. I apologize, sign the paper that explains what happened, and move on with my life. But now, I\u2019m way more focused on making sure mistakes like that don\u2019t happen..so naturally, I take a little longer than I used to. Flash forward a couple weeks. I have a vacation coming up, and was told last minute that the project I\u2019d been working on is due the Friday I\u2019m gone. I work as hard as I can..stay til 11 at night working, but can\u2019t finish it all. I go on vacation. I come back, and get called into another meeting. Now they say I took too long and didn\u2019t even finished said project. I told them I\u2019m focused on the mistakes..that\u2019s why. And I found out last minute. But I\u2019m sorry. They then put me on this performance plan, meant to make me improve, but really it makes my job extremely stressful. Everything I do is scrutinized and every week I have to meet with the bosses to talk about how I\u2019m doing. If I\u2019m not better by the end of the month, I could be fired. I\u2019m into the third week of this plan, and every meeting, no matter what I do, does not go well. The terms of the plan said that I have to make no mistakes going forward, and turn things in faster. Okay. I have been. But each time I go into the meeting, they introduce a new condition that I haven\u2019t met, that wasn\u2019t even in the terms of the plan in the first place! Last time, I was told I \u201cdon\u2019t have a full understanding of what it is we do here\u201d, and that I \u201chave some sort of disconnect with reality\u201d..also that my overhead hours aren\u2019t adequate (something I\u2019ve been writing in my time sheets for MONTHS.).. The real icing on the cake was at the last meeting when the 35 year old boss compared my magnitude of mistakes to \u201chim accidentally bumping my car and him getting drunk and killing my whole family\u201d....ummm..what?!?! I was like what are we even talking about anymore? The 45 year old boss was in the room and just laughed it off, probably cuz he knew it was so bizarre and wrong. To top it all off, that project I didn\u2019t finish..turns out when they looked at it while I was gone, they decided they didn\u2019t need a decent chunk of it! So there I was staying til 11pm working on portions of a project they didn\u2019t include. No wonder why I didn\u2019t finish on time and they did. They had less to do. Am I getting harassed here? What should I do? I\u2019ve never had issues like this before and am a dedicated worker. It\u2019s like I\u2019m fighting a losing battle. Tl:dr: I\u2019m in trouble at work and feel like my bosses are harassing me and trying to scare me into quitting. What do i do?","c_root_id_A":"dzxefo4","c_root_id_B":"dzxibey","created_at_utc_A":1527834972,"created_at_utc_B":1527842562,"score_A":6,"score_B":7,"human_ref_A":"You're not being harassed but you should definitely start looking for a new job. They're not happy and either they're really bad at explaining that and coming up with a plan to get you to improve or you're really misreading what they're telling you. Either way, it's not a long term fit. Also not sure why you are bringing their ages or yours into the discussion, it suggests you maybe have some workplace maturing to do. Best of luck.","human_ref_B":"Start looking for a job. They are documenting mistakes so that when they fire you they can try to deny your unemployment.","labels":0,"seconds_difference":7590.0,"score_ratio":1.1666666667} {"post_id":"5wpgdw","domain":"askhr_test","upvote_ratio":0.92,"history":"Boss made snide comments about my income. I'm angry, but am I overreacting? Hi AskHR, I have two jobs, one full-time days and one part-time nights. I took a hefty pay cut (department budget reorganization, not a demotion or reprimand) from my full-time job and the second job is necessary. Recently my boss from Job#1 heard I had Job#2 and made several comments like, \"I thought this job was good enough for you\", \"You should just live somewhere cheaper and commute longer\", \"You can afford to just buy a $250k house, there are programs\" . I am incredibly offended. I want to say *something* to *somebody*, but I think I may just be overreacting and that this is one of those things to let pass. Did he cross a line or am I just taking it far too personally? Thanks for reading.","c_root_id_A":"dec22fg","c_root_id_B":"debvn9d","created_at_utc_A":1488311045,"created_at_utc_B":1488304431,"score_A":8,"score_B":6,"human_ref_A":"I somewhat disagree with the other posters that says this is not an HR issue to deal with, BUT it depends on the company culture. Where I previously worked, respect was one of the core values and it was expected that managers modeled the behavior. If they didn't respect their subordinates, that became a performance management issue for their manager to deal with (and HR by extension). The comments are definitely inappropriate, but how you deal with it will depend on the company itself.","human_ref_B":"A personal line, a decorum line, yes. But no HR\/ethical\/legal line was crossed. This is one I'd let slide, unless you have a direct enough relationship with him that you can let him know that you work very hard and found his comments offensive?","labels":1,"seconds_difference":6614.0,"score_ratio":1.3333333333} {"post_id":"5wpgdw","domain":"askhr_test","upvote_ratio":0.92,"history":"Boss made snide comments about my income. I'm angry, but am I overreacting? Hi AskHR, I have two jobs, one full-time days and one part-time nights. I took a hefty pay cut (department budget reorganization, not a demotion or reprimand) from my full-time job and the second job is necessary. Recently my boss from Job#1 heard I had Job#2 and made several comments like, \"I thought this job was good enough for you\", \"You should just live somewhere cheaper and commute longer\", \"You can afford to just buy a $250k house, there are programs\" . I am incredibly offended. I want to say *something* to *somebody*, but I think I may just be overreacting and that this is one of those things to let pass. Did he cross a line or am I just taking it far too personally? Thanks for reading.","c_root_id_A":"deemqy7","c_root_id_B":"ded2nao","created_at_utc_A":1488442695,"created_at_utc_B":1488365689,"score_A":3,"score_B":2,"human_ref_A":"Next time smile at him and say my mother always taught me that a person of class never discusses their finances or another's in public","human_ref_B":"I agree with dtgal. It definitely depends on company culture. My company has a policy where we encourage employees to speak openly and resolve issues through communication. I would say ask your HR dept how you should hypothetically treat a situation like this if \"someone\" were to make a remark that is unwelcome (but not harassment). A lot of times HR can see through the lines without you actually making a complaint and can give you the best advice for your company.","labels":1,"seconds_difference":77006.0,"score_ratio":1.5} {"post_id":"oy1y44","domain":"askhr_test","upvote_ratio":0.9,"history":"As a college student could I negotiate for receiving no benefits but higher pay? [MI] Hello, I was wondering for a full time summer job as a college student if I could try and negotiate for a higher wage in exchange for limited to no benefits? I am still a dependent and so am on my parents insurance and am not in need of many of the benefits. Am asking for both smaller businesses or even big ones like CVS or Target. Thanks!","c_root_id_A":"h7qb9sl","c_root_id_B":"h7q7iwh","created_at_utc_A":1628114162,"created_at_utc_B":1628112517,"score_A":6,"score_B":2,"human_ref_A":"You are very unlikely to be offered benefits, unless it is at Target or Starbucks. Even then, you usually have to be there 60-90 days before you are even eligible. But, for future full-time jobs you have the right mindset. All employee benefits are part of your TC and should be up for negotiation. Many businesses will give you money if you don't take their insurance, but you need to ask for that.","human_ref_B":"Often, no. Things like health insurance are mandated by law. Also, it's cheaper to provide you benefits than extra pay.","labels":1,"seconds_difference":1645.0,"score_ratio":3.0} {"post_id":"oy1y44","domain":"askhr_test","upvote_ratio":0.9,"history":"As a college student could I negotiate for receiving no benefits but higher pay? [MI] Hello, I was wondering for a full time summer job as a college student if I could try and negotiate for a higher wage in exchange for limited to no benefits? I am still a dependent and so am on my parents insurance and am not in need of many of the benefits. Am asking for both smaller businesses or even big ones like CVS or Target. Thanks!","c_root_id_A":"h7qb9sl","c_root_id_B":"h7qa47f","created_at_utc_A":1628114162,"created_at_utc_B":1628113653,"score_A":6,"score_B":2,"human_ref_A":"You are very unlikely to be offered benefits, unless it is at Target or Starbucks. Even then, you usually have to be there 60-90 days before you are even eligible. But, for future full-time jobs you have the right mindset. All employee benefits are part of your TC and should be up for negotiation. Many businesses will give you money if you don't take their insurance, but you need to ask for that.","human_ref_B":"Some places that hire a lot of college students for a short time will hire them on as a temp basis.","labels":1,"seconds_difference":509.0,"score_ratio":3.0} {"post_id":"oy1y44","domain":"askhr_test","upvote_ratio":0.9,"history":"As a college student could I negotiate for receiving no benefits but higher pay? [MI] Hello, I was wondering for a full time summer job as a college student if I could try and negotiate for a higher wage in exchange for limited to no benefits? I am still a dependent and so am on my parents insurance and am not in need of many of the benefits. Am asking for both smaller businesses or even big ones like CVS or Target. Thanks!","c_root_id_A":"h7qzz0a","c_root_id_B":"h7qo6gd","created_at_utc_A":1628125702,"created_at_utc_B":1628120094,"score_A":5,"score_B":3,"human_ref_A":"I worked with someone who had negotiated this arrangement. Then he signed up one open enrollment and our boss was furious. As others have commented, this is one reason a lot of places won\u2019t offer this arrangement. But also think about it in the context of the whole workplace and hiring. We are not allowed to discriminate against individuals over 40 in hiring just because we know their insurance will cost 5x more. We can\u2019t discriminate against someone with a chronic illness even though it will make our insurance cost more. We can\u2019t pay them less because they go to the doctor more. Same with how we shouldn\u2019t discriminate against people with large families even though it will be more costly to insure them. So the flip side is also true, we have to try to treat everyone equally even though some of us are ill and some of us aren\u2019t. Just food for thought. I think it would be fine to ask IF you\u2019re being offered benefits that you\u2019re turning down - but if they don\u2019t explicitly offer, you most likely won\u2019t be eligible for benefits in a short term role. A 90 day waiting period is fairly common. Make sure sure you have something to negotiate with before negotiating, otherwise they might find it to be a naive request.","human_ref_B":"I work for a big employer that offers this, but the \"higher pay\" is about a hundred bucks a month (it's a flat rate per employee, so no room to negotiate).","labels":1,"seconds_difference":5608.0,"score_ratio":1.6666666667} {"post_id":"oy1y44","domain":"askhr_test","upvote_ratio":0.9,"history":"As a college student could I negotiate for receiving no benefits but higher pay? [MI] Hello, I was wondering for a full time summer job as a college student if I could try and negotiate for a higher wage in exchange for limited to no benefits? I am still a dependent and so am on my parents insurance and am not in need of many of the benefits. Am asking for both smaller businesses or even big ones like CVS or Target. Thanks!","c_root_id_A":"h7q7iwh","c_root_id_B":"h7qzz0a","created_at_utc_A":1628112517,"created_at_utc_B":1628125702,"score_A":2,"score_B":5,"human_ref_A":"Often, no. Things like health insurance are mandated by law. Also, it's cheaper to provide you benefits than extra pay.","human_ref_B":"I worked with someone who had negotiated this arrangement. Then he signed up one open enrollment and our boss was furious. As others have commented, this is one reason a lot of places won\u2019t offer this arrangement. But also think about it in the context of the whole workplace and hiring. We are not allowed to discriminate against individuals over 40 in hiring just because we know their insurance will cost 5x more. We can\u2019t discriminate against someone with a chronic illness even though it will make our insurance cost more. We can\u2019t pay them less because they go to the doctor more. Same with how we shouldn\u2019t discriminate against people with large families even though it will be more costly to insure them. So the flip side is also true, we have to try to treat everyone equally even though some of us are ill and some of us aren\u2019t. Just food for thought. I think it would be fine to ask IF you\u2019re being offered benefits that you\u2019re turning down - but if they don\u2019t explicitly offer, you most likely won\u2019t be eligible for benefits in a short term role. A 90 day waiting period is fairly common. Make sure sure you have something to negotiate with before negotiating, otherwise they might find it to be a naive request.","labels":0,"seconds_difference":13185.0,"score_ratio":2.5} {"post_id":"oy1y44","domain":"askhr_test","upvote_ratio":0.9,"history":"As a college student could I negotiate for receiving no benefits but higher pay? [MI] Hello, I was wondering for a full time summer job as a college student if I could try and negotiate for a higher wage in exchange for limited to no benefits? I am still a dependent and so am on my parents insurance and am not in need of many of the benefits. Am asking for both smaller businesses or even big ones like CVS or Target. Thanks!","c_root_id_A":"h7qzz0a","c_root_id_B":"h7qa47f","created_at_utc_A":1628125702,"created_at_utc_B":1628113653,"score_A":5,"score_B":2,"human_ref_A":"I worked with someone who had negotiated this arrangement. Then he signed up one open enrollment and our boss was furious. As others have commented, this is one reason a lot of places won\u2019t offer this arrangement. But also think about it in the context of the whole workplace and hiring. We are not allowed to discriminate against individuals over 40 in hiring just because we know their insurance will cost 5x more. We can\u2019t discriminate against someone with a chronic illness even though it will make our insurance cost more. We can\u2019t pay them less because they go to the doctor more. Same with how we shouldn\u2019t discriminate against people with large families even though it will be more costly to insure them. So the flip side is also true, we have to try to treat everyone equally even though some of us are ill and some of us aren\u2019t. Just food for thought. I think it would be fine to ask IF you\u2019re being offered benefits that you\u2019re turning down - but if they don\u2019t explicitly offer, you most likely won\u2019t be eligible for benefits in a short term role. A 90 day waiting period is fairly common. Make sure sure you have something to negotiate with before negotiating, otherwise they might find it to be a naive request.","human_ref_B":"Some places that hire a lot of college students for a short time will hire them on as a temp basis.","labels":1,"seconds_difference":12049.0,"score_ratio":2.5} {"post_id":"oy1y44","domain":"askhr_test","upvote_ratio":0.9,"history":"As a college student could I negotiate for receiving no benefits but higher pay? [MI] Hello, I was wondering for a full time summer job as a college student if I could try and negotiate for a higher wage in exchange for limited to no benefits? I am still a dependent and so am on my parents insurance and am not in need of many of the benefits. Am asking for both smaller businesses or even big ones like CVS or Target. Thanks!","c_root_id_A":"h7qo6gd","c_root_id_B":"h7r8bsi","created_at_utc_A":1628120094,"created_at_utc_B":1628129659,"score_A":3,"score_B":4,"human_ref_A":"I work for a big employer that offers this, but the \"higher pay\" is about a hundred bucks a month (it's a flat rate per employee, so no room to negotiate).","human_ref_B":"If it is a summer job you may be technically seasonal or temporary and not benefits eligible.","labels":0,"seconds_difference":9565.0,"score_ratio":1.3333333333} {"post_id":"oy1y44","domain":"askhr_test","upvote_ratio":0.9,"history":"As a college student could I negotiate for receiving no benefits but higher pay? [MI] Hello, I was wondering for a full time summer job as a college student if I could try and negotiate for a higher wage in exchange for limited to no benefits? I am still a dependent and so am on my parents insurance and am not in need of many of the benefits. Am asking for both smaller businesses or even big ones like CVS or Target. Thanks!","c_root_id_A":"h7r8bsi","c_root_id_B":"h7q7iwh","created_at_utc_A":1628129659,"created_at_utc_B":1628112517,"score_A":4,"score_B":2,"human_ref_A":"If it is a summer job you may be technically seasonal or temporary and not benefits eligible.","human_ref_B":"Often, no. Things like health insurance are mandated by law. Also, it's cheaper to provide you benefits than extra pay.","labels":1,"seconds_difference":17142.0,"score_ratio":2.0} {"post_id":"oy1y44","domain":"askhr_test","upvote_ratio":0.9,"history":"As a college student could I negotiate for receiving no benefits but higher pay? [MI] Hello, I was wondering for a full time summer job as a college student if I could try and negotiate for a higher wage in exchange for limited to no benefits? I am still a dependent and so am on my parents insurance and am not in need of many of the benefits. Am asking for both smaller businesses or even big ones like CVS or Target. Thanks!","c_root_id_A":"h7r8bsi","c_root_id_B":"h7qa47f","created_at_utc_A":1628129659,"created_at_utc_B":1628113653,"score_A":4,"score_B":2,"human_ref_A":"If it is a summer job you may be technically seasonal or temporary and not benefits eligible.","human_ref_B":"Some places that hire a lot of college students for a short time will hire them on as a temp basis.","labels":1,"seconds_difference":16006.0,"score_ratio":2.0} {"post_id":"oy1y44","domain":"askhr_test","upvote_ratio":0.9,"history":"As a college student could I negotiate for receiving no benefits but higher pay? [MI] Hello, I was wondering for a full time summer job as a college student if I could try and negotiate for a higher wage in exchange for limited to no benefits? I am still a dependent and so am on my parents insurance and am not in need of many of the benefits. Am asking for both smaller businesses or even big ones like CVS or Target. Thanks!","c_root_id_A":"h7q7iwh","c_root_id_B":"h7qo6gd","created_at_utc_A":1628112517,"created_at_utc_B":1628120094,"score_A":2,"score_B":3,"human_ref_A":"Often, no. Things like health insurance are mandated by law. Also, it's cheaper to provide you benefits than extra pay.","human_ref_B":"I work for a big employer that offers this, but the \"higher pay\" is about a hundred bucks a month (it's a flat rate per employee, so no room to negotiate).","labels":0,"seconds_difference":7577.0,"score_ratio":1.5} {"post_id":"oy1y44","domain":"askhr_test","upvote_ratio":0.9,"history":"As a college student could I negotiate for receiving no benefits but higher pay? [MI] Hello, I was wondering for a full time summer job as a college student if I could try and negotiate for a higher wage in exchange for limited to no benefits? I am still a dependent and so am on my parents insurance and am not in need of many of the benefits. Am asking for both smaller businesses or even big ones like CVS or Target. Thanks!","c_root_id_A":"h7qo6gd","c_root_id_B":"h7qa47f","created_at_utc_A":1628120094,"created_at_utc_B":1628113653,"score_A":3,"score_B":2,"human_ref_A":"I work for a big employer that offers this, but the \"higher pay\" is about a hundred bucks a month (it's a flat rate per employee, so no room to negotiate).","human_ref_B":"Some places that hire a lot of college students for a short time will hire them on as a temp basis.","labels":1,"seconds_difference":6441.0,"score_ratio":1.5} {"post_id":"mcvzzy","domain":"askhr_test","upvote_ratio":0.7,"history":"[CAN] what does thank you for your application actually means So I applied for a position, the application process was through email, not automated ones tho. The next day I got a reply, saying thank you for your application..................... it was not an automated response. Even tho short, does it mean anything, or is it common practice for HR or hiring managers to reply like that.","c_root_id_A":"gs5qw74","c_root_id_B":"gs5v073","created_at_utc_A":1616672520,"created_at_utc_B":1616675145,"score_A":10,"score_B":17,"human_ref_A":"Is this your first time applying to jobs?","human_ref_B":"ours auto sends to let the applicant know they completed the process and that we received it...nothing more","labels":0,"seconds_difference":2625.0,"score_ratio":1.7} {"post_id":"mcvzzy","domain":"askhr_test","upvote_ratio":0.7,"history":"[CAN] what does thank you for your application actually means So I applied for a position, the application process was through email, not automated ones tho. The next day I got a reply, saying thank you for your application..................... it was not an automated response. Even tho short, does it mean anything, or is it common practice for HR or hiring managers to reply like that.","c_root_id_A":"gs61zg9","c_root_id_B":"gs5qw74","created_at_utc_A":1616678859,"created_at_utc_B":1616672520,"score_A":12,"score_B":10,"human_ref_A":"Is this your first time interacting with humans? A professional acknowledges when they receive an important message.","human_ref_B":"Is this your first time applying to jobs?","labels":1,"seconds_difference":6339.0,"score_ratio":1.2} {"post_id":"mo3x3s","domain":"askhr_test","upvote_ratio":0.85,"history":"I [MA] am leaving a job I\u2019ve been at for about 60 days because I strongly dislike the company culture. Having been there such a short time, is two weeks notice still expected? I feel like people are already going to be annoyed with me, the bridges will metaphorically be burned, I\u2019m leaving the place because it makes me miserable, and those 2 weeks would be very uncomfortable. What\u2019s the reason other than it\u2019s \u201cthe right thing?\u201d Clearly I don\u2019t want to stay for those 2 weeks, but I\u2019m checking to make sure I\u2019m not forgetting to consider something important. FYI I\u2019m in operations at a tech startup, I have a next job lined up, and I won\u2019t need references from them.","c_root_id_A":"gu1fhk1","c_root_id_B":"gu1d59l","created_at_utc_A":1618060126,"created_at_utc_B":1618058554,"score_A":12,"score_B":7,"human_ref_A":"2 weeks is just a courtesy. You can leave with no notice period, just like they can fire you with no notice period. If you\u2019re miserable, resign and let them know your last day will be 2-3 days later.","human_ref_B":"Well consider it\u2019s a small world, but if you can\u2019t then you can\u2019t.","labels":1,"seconds_difference":1572.0,"score_ratio":1.7142857143} {"post_id":"mo3x3s","domain":"askhr_test","upvote_ratio":0.85,"history":"I [MA] am leaving a job I\u2019ve been at for about 60 days because I strongly dislike the company culture. Having been there such a short time, is two weeks notice still expected? I feel like people are already going to be annoyed with me, the bridges will metaphorically be burned, I\u2019m leaving the place because it makes me miserable, and those 2 weeks would be very uncomfortable. What\u2019s the reason other than it\u2019s \u201cthe right thing?\u201d Clearly I don\u2019t want to stay for those 2 weeks, but I\u2019m checking to make sure I\u2019m not forgetting to consider something important. FYI I\u2019m in operations at a tech startup, I have a next job lined up, and I won\u2019t need references from them.","c_root_id_A":"gu1fhk1","c_root_id_B":"gu1db6f","created_at_utc_A":1618060126,"created_at_utc_B":1618058669,"score_A":12,"score_B":7,"human_ref_A":"2 weeks is just a courtesy. You can leave with no notice period, just like they can fire you with no notice period. If you\u2019re miserable, resign and let them know your last day will be 2-3 days later.","human_ref_B":"2-weeks is about knowledge transfer... Given you\u2019ve only been there for 2-months, you probably don\u2019t know anything they don\u2019t already know about. You wouldn\u2019t need to put this on your resume, so as long as you don\u2019t mind burning the bridge, I would make the day you give notice your last day. If anything, maybe take some notes with where you are on anything that you can give to whoever you give notice to. You can offer them a day or two if they need it\/you\u2019re feeling generous but from an employer\u2019s perspective I\u2019d just rather you go so we can all move on.","labels":1,"seconds_difference":1457.0,"score_ratio":1.7142857143} {"post_id":"mo3x3s","domain":"askhr_test","upvote_ratio":0.85,"history":"I [MA] am leaving a job I\u2019ve been at for about 60 days because I strongly dislike the company culture. Having been there such a short time, is two weeks notice still expected? I feel like people are already going to be annoyed with me, the bridges will metaphorically be burned, I\u2019m leaving the place because it makes me miserable, and those 2 weeks would be very uncomfortable. What\u2019s the reason other than it\u2019s \u201cthe right thing?\u201d Clearly I don\u2019t want to stay for those 2 weeks, but I\u2019m checking to make sure I\u2019m not forgetting to consider something important. FYI I\u2019m in operations at a tech startup, I have a next job lined up, and I won\u2019t need references from them.","c_root_id_A":"gu3mzk4","c_root_id_B":"gu26urk","created_at_utc_A":1618102280,"created_at_utc_B":1618074558,"score_A":5,"score_B":3,"human_ref_A":"You don\u2019t have to but I can think of a dozen examples just off the top of my head where either myself or another leader were involved in the hiring process for someone who did this at a past employer. In all but 2 cases the person was not hired. All of them had other barriers to getting the job but examples like this just tip the scale in favor of passing on them for a job. A better approach may be to consider offering to stay but indicating your desire not to. I had to do this once and they decided to let me go same day. It\u2019s easier to have as a conversation but you can put it in a letter: \u201cPlease be advised of my notice to resign from my position. Given my limited tenure with the organization I do not feel an extended notice period will be beneficial to either the organization or myself, but recognize the potential logistical challenges my separation may create. I am open to working with the company on determining a mutually beneficial separation date, but ultimately it will be no later than [INSERT 2 WEEK DATE].\u201d","human_ref_B":"Meh, if you can. They may not need you to stay the 2 weeks. Also, stuff happens and sometimes you just have to go. I quit one day before lunch, it was a miserable work place. They asked if I could stay till the end of the day, I was like, I\u2019m done. Everyone is rude to me and I don\u2019t want to sit in 2 hours of traffic to make your life easier. Edit, I had only been there 2 months in an entry level position.","labels":1,"seconds_difference":27722.0,"score_ratio":1.6666666667} {"post_id":"otmjt1","domain":"askhr_test","upvote_ratio":0.78,"history":"[AZ] Do you have to get permission to contact former employer for job applicant? As the title says. I've asked candidates for references, but sometimes I can't really tell for sure if the references from their old job are real or not. It can be easy to weed out fake references with good questions, but sometimes it's not as easy. I wanted to know if employers or hiring managers have to get permission before calling a former employee listed on the candidate's resume. I wouldn't consider calling employers that they list as ones they currently work for because that could get them into trouble, but I'm talking about ones they've left or let go from based on their resume.","c_root_id_A":"h6wdbpk","c_root_id_B":"h6wi2e6","created_at_utc_A":1627519027,"created_at_utc_B":1627521345,"score_A":7,"score_B":19,"human_ref_A":"When they apply through the ATS the fine print says we can contact anyone to verify their credentials. They by default agree by submitting the application. *edit* By the time references are verified the hiring manager has made the selection, and an offer has gone out and been accepted. But if you look at this reddit you will see tons of people lie, conceal or misrepresent their credentials to get to that point. I would guess \u201cwhat will they find?\u201d Is the most common question in here.","human_ref_B":"I just learned about blind references this week, and I have to say I am NOT a fan, but this is what some companies are doing to solve this and some other retention-related issues (because they think a more candid\/blind response will help them find someone who \u201cgets it\u201d, whatever it is). What I learned is that in most states, these are not illegal. However they are shady and fraught with potential liability - see the linked article. Tread very very carefully!","labels":0,"seconds_difference":2318.0,"score_ratio":2.7142857143} {"post_id":"otmjt1","domain":"askhr_test","upvote_ratio":0.78,"history":"[AZ] Do you have to get permission to contact former employer for job applicant? As the title says. I've asked candidates for references, but sometimes I can't really tell for sure if the references from their old job are real or not. It can be easy to weed out fake references with good questions, but sometimes it's not as easy. I wanted to know if employers or hiring managers have to get permission before calling a former employee listed on the candidate's resume. I wouldn't consider calling employers that they list as ones they currently work for because that could get them into trouble, but I'm talking about ones they've left or let go from based on their resume.","c_root_id_A":"h6wyrth","c_root_id_B":"h6wsnup","created_at_utc_A":1627529791,"created_at_utc_B":1627526524,"score_A":9,"score_B":6,"human_ref_A":"I once had an employer decide not to use references provided, but randomly call other managers, without asking. She did a lot of stupid unprofessional stuff like this and ended up losing her job. She made her company look really unprofessional.","human_ref_B":"You don't have to get permission to speak to their former employer or to contact a former co-worker, but I would ask why is the assumption the people you find on your own going to be any less biased than the ones given to you by the candidate. The people you find on your own may feel taken aback at being called without any type of heads up from the candidate. That may influence the reference. Plus, if negative feedback is given, you'll only have one person's point of view. I wouldn't want to make a hiring decision based on that. Lastly, just like you can't be sure who you're talking to when the candidate gives you a reference, you can't be 100% sure who you'll find online. Some people are racist or sexist or homophobic and those feelings could taint a review especially if they know it will never get back to the candidate. Also, just because two people are connected on LinkedIn and worked at the same company doesn't mean they are familiar with each other's work or even know each other. Unfortunately, that wouldn't stop some people from just flat out making stuff up to mess with someone if they knew it would stay anonymous.","labels":1,"seconds_difference":3267.0,"score_ratio":1.5} {"post_id":"otmjt1","domain":"askhr_test","upvote_ratio":0.78,"history":"[AZ] Do you have to get permission to contact former employer for job applicant? As the title says. I've asked candidates for references, but sometimes I can't really tell for sure if the references from their old job are real or not. It can be easy to weed out fake references with good questions, but sometimes it's not as easy. I wanted to know if employers or hiring managers have to get permission before calling a former employee listed on the candidate's resume. I wouldn't consider calling employers that they list as ones they currently work for because that could get them into trouble, but I'm talking about ones they've left or let go from based on their resume.","c_root_id_A":"h6wdbpk","c_root_id_B":"h6wyrth","created_at_utc_A":1627519027,"created_at_utc_B":1627529791,"score_A":7,"score_B":9,"human_ref_A":"When they apply through the ATS the fine print says we can contact anyone to verify their credentials. They by default agree by submitting the application. *edit* By the time references are verified the hiring manager has made the selection, and an offer has gone out and been accepted. But if you look at this reddit you will see tons of people lie, conceal or misrepresent their credentials to get to that point. I would guess \u201cwhat will they find?\u201d Is the most common question in here.","human_ref_B":"I once had an employer decide not to use references provided, but randomly call other managers, without asking. She did a lot of stupid unprofessional stuff like this and ended up losing her job. She made her company look really unprofessional.","labels":0,"seconds_difference":10764.0,"score_ratio":1.2857142857} {"post_id":"cnaai2","domain":"askhr_test","upvote_ratio":1.0,"history":"How to know when to contact HR, or just quit due to difficult coworker I work for a large company with a decent sized HR department. I do not have personal contact with HR (as in, I don\u2019t see them face to face), but I do have a phone number and email for them. The coworker in mention is extremely difficult. I\u2019m 25, she\u2019s 70, and I am one of her managers. She does not respect me, refuses to listen to anything I say (regarding work or otherwise), gossips with other coworkers (all of whom are also uncomfortable with her actions), has yelled at me in front of customers and other employees more than once, and had thrown items at a different manager (before I worked here). I have talked with our general manager about this before, and she as assured me there would be actions taken. So far, nothing has been done. In fact, I saw my coworkers annual performance review the other day on our back desk, and she was given a perfect review. I am beyond frustrated and I don\u2019t know what to do. I\u2019ve asked to not work with said coworker any more, but I\u2019m sure that will go ignored as well. Am I in the right to go over my general managers head and contact HR? Or should I was my hands of this and quit? Edit: located I. Washington state","c_root_id_A":"ew8a98d","c_root_id_B":"ew89l7a","created_at_utc_A":1565206473,"created_at_utc_B":1565206082,"score_A":24,"score_B":18,"human_ref_A":"I agree you are going to have to learn how to manage this employee if you want to stay. I don't see where HR can do much for you unless you can document over time how her behavior is impacting the business or is illegal. Be careful about you yourself gossiping with other coworkers about her actions too... Tell them if they have issues to go to HR\/your manager since you can't do anything for them about the issue. But I would also ask what have you done to solve the issues yourself? Have you had any meetings with here outside of the times where things happen? Have you asked her viewpoint? I can understand it might possibly be hard to be 70 and get a 25 year old manager. Does she repsoect any of the other managers? In the end, she is protected (a bit) due to her age. But if there are performance issues -- I am curious why you say you are \"one of her managers\" but later state you \"saw my coworkers annual perf review\" and what she was given. If you aren't doing her perf review, who is? The GM? You really may not be as much of her manager as you think you are and need to be passing these instances on to that person.","human_ref_B":"This will not be the last time you are supervising a difficult employee; why would you run away from it? Approach your GM again AND go to HR. Ask for advice on how best to supervise this employee, since it's clear she's not going anywhere.","labels":1,"seconds_difference":391.0,"score_ratio":1.3333333333} {"post_id":"v0fadv","domain":"askhr_test","upvote_ratio":0.91,"history":"[CA] Terrified. What will the long-term impacts of a Performance Improvement Plan be on my career? Hi, I will be put on a PIP next week. I'm in marketing and I am TERRIFIED about what this might do to my long-term earning potential. Context: I'm Indian and working for a Californian company remotely. As an HR professional, what do you think I should do in order to continue to grow my career beyond this setback?","c_root_id_A":"iagkzg2","c_root_id_B":"iah3zu2","created_at_utc_A":1653852265,"created_at_utc_B":1653861474,"score_A":7,"score_B":8,"human_ref_A":"Assuming you have a good HR dept. and manager, this is an opportunity for you to correct specific issues, and this is often done, to avoid terminating you involuntary. The reason why I said \u2018good\u2019 is because giving them the benefit of the doubt, they don\u2019t want to terminate you but rather they want to correct issues, so they don\u2019t have to. Do you expect to meet the goals, tasks that are outlined within PIP, have you met with your manager\/ HR yet? Hopefully you will have weekly meetings on the progress. It also sounds like you are blindsided by this, are you unaware of performance issues?","human_ref_B":"PIPs don\u2019t carry over to your next company and an HR rep wouldn\u2019t disclose that when a new company does an employment check. However, PIPs could be a sign that you\u2019re about to be fired and HR is documenting a case that they tried to help you before firing you. If you\u2019ve only worked for this company for a little while, it will look bad on your resume if you get fired and have a short duration of time listed there. That\u2019s the only thing I can think of as an HR professional myself and from my experience. My advice is to get a new job asap and quit rather than wait to get fired over performance.","labels":0,"seconds_difference":9209.0,"score_ratio":1.1428571429} {"post_id":"v0fadv","domain":"askhr_test","upvote_ratio":0.91,"history":"[CA] Terrified. What will the long-term impacts of a Performance Improvement Plan be on my career? Hi, I will be put on a PIP next week. I'm in marketing and I am TERRIFIED about what this might do to my long-term earning potential. Context: I'm Indian and working for a Californian company remotely. As an HR professional, what do you think I should do in order to continue to grow my career beyond this setback?","c_root_id_A":"iah3zu2","c_root_id_B":"iagqlzl","created_at_utc_A":1653861474,"created_at_utc_B":1653854909,"score_A":8,"score_B":3,"human_ref_A":"PIPs don\u2019t carry over to your next company and an HR rep wouldn\u2019t disclose that when a new company does an employment check. However, PIPs could be a sign that you\u2019re about to be fired and HR is documenting a case that they tried to help you before firing you. If you\u2019ve only worked for this company for a little while, it will look bad on your resume if you get fired and have a short duration of time listed there. That\u2019s the only thing I can think of as an HR professional myself and from my experience. My advice is to get a new job asap and quit rather than wait to get fired over performance.","human_ref_B":"None. PIPs don\u2019t follow you from job to job.","labels":1,"seconds_difference":6565.0,"score_ratio":2.6666666667} {"post_id":"v0fadv","domain":"askhr_test","upvote_ratio":0.91,"history":"[CA] Terrified. What will the long-term impacts of a Performance Improvement Plan be on my career? Hi, I will be put on a PIP next week. I'm in marketing and I am TERRIFIED about what this might do to my long-term earning potential. Context: I'm Indian and working for a Californian company remotely. As an HR professional, what do you think I should do in order to continue to grow my career beyond this setback?","c_root_id_A":"iah3kxm","c_root_id_B":"iagkzg2","created_at_utc_A":1653861266,"created_at_utc_B":1653852265,"score_A":8,"score_B":7,"human_ref_A":"I would look for a new job. Your manger is not setting you up for success. A PIP after 4 months is ridiculous unless you massively screwed up.","human_ref_B":"Assuming you have a good HR dept. and manager, this is an opportunity for you to correct specific issues, and this is often done, to avoid terminating you involuntary. The reason why I said \u2018good\u2019 is because giving them the benefit of the doubt, they don\u2019t want to terminate you but rather they want to correct issues, so they don\u2019t have to. Do you expect to meet the goals, tasks that are outlined within PIP, have you met with your manager\/ HR yet? Hopefully you will have weekly meetings on the progress. It also sounds like you are blindsided by this, are you unaware of performance issues?","labels":1,"seconds_difference":9001.0,"score_ratio":1.1428571429} {"post_id":"v0fadv","domain":"askhr_test","upvote_ratio":0.91,"history":"[CA] Terrified. What will the long-term impacts of a Performance Improvement Plan be on my career? Hi, I will be put on a PIP next week. I'm in marketing and I am TERRIFIED about what this might do to my long-term earning potential. Context: I'm Indian and working for a Californian company remotely. As an HR professional, what do you think I should do in order to continue to grow my career beyond this setback?","c_root_id_A":"iah3kxm","c_root_id_B":"iagqlzl","created_at_utc_A":1653861266,"created_at_utc_B":1653854909,"score_A":8,"score_B":3,"human_ref_A":"I would look for a new job. Your manger is not setting you up for success. A PIP after 4 months is ridiculous unless you massively screwed up.","human_ref_B":"None. PIPs don\u2019t follow you from job to job.","labels":1,"seconds_difference":6357.0,"score_ratio":2.6666666667} {"post_id":"v0fadv","domain":"askhr_test","upvote_ratio":0.91,"history":"[CA] Terrified. What will the long-term impacts of a Performance Improvement Plan be on my career? Hi, I will be put on a PIP next week. I'm in marketing and I am TERRIFIED about what this might do to my long-term earning potential. Context: I'm Indian and working for a Californian company remotely. As an HR professional, what do you think I should do in order to continue to grow my career beyond this setback?","c_root_id_A":"iah5uw6","c_root_id_B":"iagqlzl","created_at_utc_A":1653862414,"created_at_utc_B":1653854909,"score_A":5,"score_B":3,"human_ref_A":"You need to look for a new job ASAP. People do successfully get through PIPs but often it is just a formality before you get fired.","human_ref_B":"None. PIPs don\u2019t follow you from job to job.","labels":1,"seconds_difference":7505.0,"score_ratio":1.6666666667} {"post_id":"v0fadv","domain":"askhr_test","upvote_ratio":0.91,"history":"[CA] Terrified. What will the long-term impacts of a Performance Improvement Plan be on my career? Hi, I will be put on a PIP next week. I'm in marketing and I am TERRIFIED about what this might do to my long-term earning potential. Context: I'm Indian and working for a Californian company remotely. As an HR professional, what do you think I should do in order to continue to grow my career beyond this setback?","c_root_id_A":"iagqlzl","c_root_id_B":"iah5w9u","created_at_utc_A":1653854909,"created_at_utc_B":1653862434,"score_A":3,"score_B":5,"human_ref_A":"None. PIPs don\u2019t follow you from job to job.","human_ref_B":"Blip on a radar in the grand scheme of things. I would rather start searching for a new firm at this point. I\u2019ve never been PIP\u2019d but know people that have and it\u2019s generally crappy all around.","labels":0,"seconds_difference":7525.0,"score_ratio":1.6666666667} {"post_id":"bs4ehw","domain":"askhr_test","upvote_ratio":0.94,"history":"Fired during approved, unpaid leave? About 1 week before 8 weeks of unpaid leave was due to expire (leave was granted as reasonable accommodation under ADA), termination letter received indicating \"reorganization and elimination of position.\" This also happened to be the final business day before 12 month work anniversary. Thoughts? Location: FL","c_root_id_A":"eoitqcl","c_root_id_B":"eoitcbp","created_at_utc_A":1558627122,"created_at_utc_B":1558626898,"score_A":30,"score_B":3,"human_ref_A":"If they are really doing a reorganization and eliminating the position, it's allowed - being on ADA-protected leave doesn't protect you from changing business conditions. But I don't know the whole story; it could be suspicious. If no other positions are impacted, then it's definitely suspicious. Your recourse is through the EEOC.","human_ref_B":"Alot of factors could be at play. If the company is large I would assume that there is more to the story and they did this with thinking things out. If small, I would assume they possibly jumped the gun. Either way you can file a claim and get a right to sue letter and then go that route.","labels":1,"seconds_difference":224.0,"score_ratio":10.0} {"post_id":"bs4ehw","domain":"askhr_test","upvote_ratio":0.94,"history":"Fired during approved, unpaid leave? About 1 week before 8 weeks of unpaid leave was due to expire (leave was granted as reasonable accommodation under ADA), termination letter received indicating \"reorganization and elimination of position.\" This also happened to be the final business day before 12 month work anniversary. Thoughts? Location: FL","c_root_id_A":"eoitcbp","c_root_id_B":"eoitxaw","created_at_utc_A":1558626898,"created_at_utc_B":1558627228,"score_A":3,"score_B":12,"human_ref_A":"Alot of factors could be at play. If the company is large I would assume that there is more to the story and they did this with thinking things out. If small, I would assume they possibly jumped the gun. Either way you can file a claim and get a right to sue letter and then go that route.","human_ref_B":"Lots of things were going on but my initial reaction is that you weren't under FMLA protection and your ADA reasonable accommodation didn't mean they needed to keep the position. It sucks but file for unemployment and take it from there. You can file a complaint with the DOL as FL doesn't have a state level option.","labels":0,"seconds_difference":330.0,"score_ratio":4.0} {"post_id":"jta84c","domain":"askhr_test","upvote_ratio":0.87,"history":"[AK] Boss is chronically absent. Should I talk to him about it or go to his boss? So, my boss has had an ongoing problem for the three years I've worked for this company: he is never around. Some times have been better than others, but regardless he is constantly away for one excuse or another. COVID has been a perfect excuse for him to be around even less. All of my work needs his approval for next steps so I'm unable to get anything done because everything stops with him. A few months ago, it got to the point where he was coming in for 1-2 hours a week, while still claiming his $120K salary no problem. Since we were all working remotely, his boss didn't notice as he had his own work to handle. My coworker complained to the boss's boss and said this is a huge problem. Our boss is not around, doesn't respond to emails, and we can't get anything done. Big boss then spoke with our boss. The good thing is the our boss actually started working! Not his 40 hours a week, but a whole lot better than the max 10 he was putting in before. The bad thing is he sent this super unprofessional email to his staff saying basically \"I did nothing wrong, and you should have spoken with me before speaking to my boss.\" We were all pretty annoyed, but were happy that our boss was at least working a bit more. A few weeks ago, our boss's boss left to a new job and our boss was left without a supervisor. We might get an interim big boss soon, but for the moment my boss is at the top. Since the big boss left, my boss went back to his under 10 hours a week schedule. Every single thing I've been working on for the past 1-2 years is now with him and I am sitting here waiting, despite quite a few matters being extremely time sensitive. So I ask, what do I do? How do you go to your boss, the person who controls the reviews you get and what work you do, and say \"Hey man, you're literally never here. I can't do my job when you're away. I don't think it's okay.\" Should I wait until we get a new big boss and go to them? Should I go to HR? Please, please help.","c_root_id_A":"gc4iz9s","c_root_id_B":"gc5i6um","created_at_utc_A":1605243564,"created_at_utc_B":1605276115,"score_A":6,"score_B":8,"human_ref_A":"Go to HR. And document everything.","human_ref_B":"How does it go over when you tell your boss you need him to review the things with upcoming deadlines\/time sensitivity?","labels":0,"seconds_difference":32551.0,"score_ratio":1.3333333333} {"post_id":"f6s5st","domain":"askhr_test","upvote_ratio":0.91,"history":"When to tell potential-employer about wife's pregnancy Hi r\/askhr, I did some searching on this subreddit, but I didn't quite find the precise question and answer I was looking for, so I thought it best to pose the question myself. This is for a job in a European Union country, and paternity leave is for three months. I am in the interview process for a job, and progressed to the final round. No offer or decision has been made as of yet. After the final round of interviews, I informed my HR contact that my wife is 6 months pregnant. In researching about when is the best time to drop this information on potential employers, I have heard a variety of responses, but they seem to fall into two camps: (1) Don't inform until there is an offer on the table and (2) Don't inform until the offer is signed and done. Based on this, I fear I may have made a mistake by disclosing my wife's pregnancy too early. In r\/askhr's opinion, when is the best time to make this disclosure? I have a hard time between not telling them so as to not hurt my chances, and then being as forthright as possible so as to start our professional relationship on the right foot. Very curious to hear about this from the hiring perspective. Thanks!","c_root_id_A":"fi7dise","c_root_id_B":"fi76qr2","created_at_utc_A":1582219286,"created_at_utc_B":1582215439,"score_A":5,"score_B":3,"human_ref_A":"European here (Polish). I think you did disclose too early. As someone who participates in recruitment, I think I wouldn't hire someone knowing paternity leave is coming up. Once you're on the payroll and up and running, then I'll wait for you to come back.","human_ref_B":"Not sure if the European countries have the same protection and equal opportunity mandates. You did the right thing by letting them know. You can also offer that instead of using full 3 months of paternity leave, you can offer to cut that in half since you will be so new and still learning the job. Also three months is a long time to keep a spot vacant for any employer, their natural selection may be the candidate that does not need this accommodation.","labels":1,"seconds_difference":3847.0,"score_ratio":1.6666666667} {"post_id":"dbb555","domain":"askhr_test","upvote_ratio":0.93,"history":"Not disclosing a job during interview. Hi everyone, I am currently working 2 part time jobs and I have an upcoming interview for a full-time position that would basically be a dream job for me. I have been at one of my positions for over 2 years but I just started the other job less then a month ago. My question is would it hurt me to not disclose this position? It's a job I only took to add some extra income. It is not on my resume and I am worried if I do mention this position, it may hurt my chances. I am looking for some honest input since I had started the job a few weeks ago. I do not want the potential future employer to think I'm a liar or a bad employee for leaving a position after a few weeks or failing to mention it. Thanks everyone! Bob Florida Age 29","c_root_id_A":"f1zuktm","c_root_id_B":"f1zxeak","created_at_utc_A":1569850220,"created_at_utc_B":1569851776,"score_A":3,"score_B":10,"human_ref_A":"Why do you think it would hurt your chances?","human_ref_B":"not on your resume, but if you do a background check or application where it asks for ALL jobs within x years, yes i would put it on there.","labels":0,"seconds_difference":1556.0,"score_ratio":3.3333333333} {"post_id":"q8eupf","domain":"askhr_test","upvote_ratio":0.89,"history":"[TX] Question about bathroom breaks? I loathe having to ask this, it feels like the most petty situation on the planet, but it\u2019s becoming a major point of contention among my staff, and as a manager I don\u2019t know how to handle it. Background: Small non-profit, 10 person staff. Of those 10 staff 9 are females and we share a women\u2019s restroom. It\u2019s a private one toilet with a door restroom. We have a newer staff member who will go into the restroom for 15-20 minutes at a time 3+ times a day. To the point every time someone else tries to use the restroom she is in there. At first we though, maybe it\u2019s a temporary thing, not feeling well, etc. However it has not improved, if anything it\u2019s more frequent\/longer times. Other staff members have come to me complaining and more recently started gossiping and complaining to each other about it. Every time we go to look for her to ask her to start a different task she\u2019s in the restroom, and she\u2019ll be in there for extended periods while others need to use it. They could use the men\u2019s, they\u2019re essentially unisex bathrooms, but they don\u2019t want to use it after our male employee(understandably). It\u2019s turning into a major issue with staff and there is growing animosity. Today the employee in question and I were the only ones in office and I had to manage our front deskthat\u2019s within eyeshot of the bathroom, so I started a log. She spent 1:27 minutes of her 8hr shift in the restroom today. It\u2019s certainly at the top of my list that this could\/likely be a medical problem. The LAST thing I want to do is manage someone\u2019s restroom breaks. We\u2019re grown adults, go when you need to, blow it up (and clean it) if you need to. I have bigger fish to fry, but we\u2019re past the point of being able to ignore it. Please, please help me out here. I\u2019ve no professional training on the human side of my job (manage an animal shelter), so I don\u2019t even know where to start with this. It\u2019s driving me insane.","c_root_id_A":"hgoy18f","c_root_id_B":"hgoxn4o","created_at_utc_A":1634266173,"created_at_utc_B":1634265995,"score_A":43,"score_B":9,"human_ref_A":"1. Make both your bathrooms unisex. It is not understandable that your female employees won\u2019t use the same restroom as a male. Don\u2019t become part of the problem by gossiping with the other employees. Create the solution and help the other employee maintain dignity. 2. I have had this exact situation. It\u2019s not a comfortable topic but when it\u2019s taking that much of their time, it has to be addressed. I would log the time spent for a week at least. Then tell them your observation and ask if they what\u2019s going on. For my employee, they said it was an anxiety issue, but refused to see a doctor for the medical documentation and the breaks reduced to normal times once we had that initial conversation and they realized that they weren\u2019t hiding anymore.","human_ref_B":"I know this will sound flippant, but I mean it genuinely: just put up gender-neutral restroom signs. Seriously.","labels":1,"seconds_difference":178.0,"score_ratio":4.7777777778} {"post_id":"q8eupf","domain":"askhr_test","upvote_ratio":0.89,"history":"[TX] Question about bathroom breaks? I loathe having to ask this, it feels like the most petty situation on the planet, but it\u2019s becoming a major point of contention among my staff, and as a manager I don\u2019t know how to handle it. Background: Small non-profit, 10 person staff. Of those 10 staff 9 are females and we share a women\u2019s restroom. It\u2019s a private one toilet with a door restroom. We have a newer staff member who will go into the restroom for 15-20 minutes at a time 3+ times a day. To the point every time someone else tries to use the restroom she is in there. At first we though, maybe it\u2019s a temporary thing, not feeling well, etc. However it has not improved, if anything it\u2019s more frequent\/longer times. Other staff members have come to me complaining and more recently started gossiping and complaining to each other about it. Every time we go to look for her to ask her to start a different task she\u2019s in the restroom, and she\u2019ll be in there for extended periods while others need to use it. They could use the men\u2019s, they\u2019re essentially unisex bathrooms, but they don\u2019t want to use it after our male employee(understandably). It\u2019s turning into a major issue with staff and there is growing animosity. Today the employee in question and I were the only ones in office and I had to manage our front deskthat\u2019s within eyeshot of the bathroom, so I started a log. She spent 1:27 minutes of her 8hr shift in the restroom today. It\u2019s certainly at the top of my list that this could\/likely be a medical problem. The LAST thing I want to do is manage someone\u2019s restroom breaks. We\u2019re grown adults, go when you need to, blow it up (and clean it) if you need to. I have bigger fish to fry, but we\u2019re past the point of being able to ignore it. Please, please help me out here. I\u2019ve no professional training on the human side of my job (manage an animal shelter), so I don\u2019t even know where to start with this. It\u2019s driving me insane.","c_root_id_A":"hgoy18f","c_root_id_B":"hgoxl9j","created_at_utc_A":1634266173,"created_at_utc_B":1634265972,"score_A":43,"score_B":5,"human_ref_A":"1. Make both your bathrooms unisex. It is not understandable that your female employees won\u2019t use the same restroom as a male. Don\u2019t become part of the problem by gossiping with the other employees. Create the solution and help the other employee maintain dignity. 2. I have had this exact situation. It\u2019s not a comfortable topic but when it\u2019s taking that much of their time, it has to be addressed. I would log the time spent for a week at least. Then tell them your observation and ask if they what\u2019s going on. For my employee, they said it was an anxiety issue, but refused to see a doctor for the medical documentation and the breaks reduced to normal times once we had that initial conversation and they realized that they weren\u2019t hiding anymore.","human_ref_B":"Change the signs on the bathroom to label both as unisex and then politely remind the staff the bathrooms are shared and to be mindful of others waiting to use.","labels":1,"seconds_difference":201.0,"score_ratio":8.6} {"post_id":"q8eupf","domain":"askhr_test","upvote_ratio":0.89,"history":"[TX] Question about bathroom breaks? I loathe having to ask this, it feels like the most petty situation on the planet, but it\u2019s becoming a major point of contention among my staff, and as a manager I don\u2019t know how to handle it. Background: Small non-profit, 10 person staff. Of those 10 staff 9 are females and we share a women\u2019s restroom. It\u2019s a private one toilet with a door restroom. We have a newer staff member who will go into the restroom for 15-20 minutes at a time 3+ times a day. To the point every time someone else tries to use the restroom she is in there. At first we though, maybe it\u2019s a temporary thing, not feeling well, etc. However it has not improved, if anything it\u2019s more frequent\/longer times. Other staff members have come to me complaining and more recently started gossiping and complaining to each other about it. Every time we go to look for her to ask her to start a different task she\u2019s in the restroom, and she\u2019ll be in there for extended periods while others need to use it. They could use the men\u2019s, they\u2019re essentially unisex bathrooms, but they don\u2019t want to use it after our male employee(understandably). It\u2019s turning into a major issue with staff and there is growing animosity. Today the employee in question and I were the only ones in office and I had to manage our front deskthat\u2019s within eyeshot of the bathroom, so I started a log. She spent 1:27 minutes of her 8hr shift in the restroom today. It\u2019s certainly at the top of my list that this could\/likely be a medical problem. The LAST thing I want to do is manage someone\u2019s restroom breaks. We\u2019re grown adults, go when you need to, blow it up (and clean it) if you need to. I have bigger fish to fry, but we\u2019re past the point of being able to ignore it. Please, please help me out here. I\u2019ve no professional training on the human side of my job (manage an animal shelter), so I don\u2019t even know where to start with this. It\u2019s driving me insane.","c_root_id_A":"hgoxn4o","c_root_id_B":"hgoz1pa","created_at_utc_A":1634265995,"created_at_utc_B":1634266645,"score_A":9,"score_B":25,"human_ref_A":"I know this will sound flippant, but I mean it genuinely: just put up gender-neutral restroom signs. Seriously.","human_ref_B":"Read up in difficult conversations. The issue isn't her bathroom habits. The issue is being away from her duties for extended periods of time and how it's affecting the team. People aren't able to get their tasks done bc they're waiting on her. She's often away from her desk when needed, etc. You can ask if there's anything she wants to share with you, but make it clear that it's been noticed, and it's affecting the team. If her response is a medical issue, you might want to check in with your supervisor about needed documentation. Sounds like she's too new for FMLA, and is far exceeding the allowed break times. She's either going to shape up, ask for an accommodation, or will pretend it's nothing\/be outraged. Either way, you'll have a starting point. She may have an issue that you can work with. She may be slacking on her phone and need a pip. At least you'll know what you're dealing with.","labels":0,"seconds_difference":650.0,"score_ratio":2.7777777778} {"post_id":"q8eupf","domain":"askhr_test","upvote_ratio":0.89,"history":"[TX] Question about bathroom breaks? I loathe having to ask this, it feels like the most petty situation on the planet, but it\u2019s becoming a major point of contention among my staff, and as a manager I don\u2019t know how to handle it. Background: Small non-profit, 10 person staff. Of those 10 staff 9 are females and we share a women\u2019s restroom. It\u2019s a private one toilet with a door restroom. We have a newer staff member who will go into the restroom for 15-20 minutes at a time 3+ times a day. To the point every time someone else tries to use the restroom she is in there. At first we though, maybe it\u2019s a temporary thing, not feeling well, etc. However it has not improved, if anything it\u2019s more frequent\/longer times. Other staff members have come to me complaining and more recently started gossiping and complaining to each other about it. Every time we go to look for her to ask her to start a different task she\u2019s in the restroom, and she\u2019ll be in there for extended periods while others need to use it. They could use the men\u2019s, they\u2019re essentially unisex bathrooms, but they don\u2019t want to use it after our male employee(understandably). It\u2019s turning into a major issue with staff and there is growing animosity. Today the employee in question and I were the only ones in office and I had to manage our front deskthat\u2019s within eyeshot of the bathroom, so I started a log. She spent 1:27 minutes of her 8hr shift in the restroom today. It\u2019s certainly at the top of my list that this could\/likely be a medical problem. The LAST thing I want to do is manage someone\u2019s restroom breaks. We\u2019re grown adults, go when you need to, blow it up (and clean it) if you need to. I have bigger fish to fry, but we\u2019re past the point of being able to ignore it. Please, please help me out here. I\u2019ve no professional training on the human side of my job (manage an animal shelter), so I don\u2019t even know where to start with this. It\u2019s driving me insane.","c_root_id_A":"hgoz1pa","c_root_id_B":"hgoxl9j","created_at_utc_A":1634266645,"created_at_utc_B":1634265972,"score_A":25,"score_B":5,"human_ref_A":"Read up in difficult conversations. The issue isn't her bathroom habits. The issue is being away from her duties for extended periods of time and how it's affecting the team. People aren't able to get their tasks done bc they're waiting on her. She's often away from her desk when needed, etc. You can ask if there's anything she wants to share with you, but make it clear that it's been noticed, and it's affecting the team. If her response is a medical issue, you might want to check in with your supervisor about needed documentation. Sounds like she's too new for FMLA, and is far exceeding the allowed break times. She's either going to shape up, ask for an accommodation, or will pretend it's nothing\/be outraged. Either way, you'll have a starting point. She may have an issue that you can work with. She may be slacking on her phone and need a pip. At least you'll know what you're dealing with.","human_ref_B":"Change the signs on the bathroom to label both as unisex and then politely remind the staff the bathrooms are shared and to be mindful of others waiting to use.","labels":1,"seconds_difference":673.0,"score_ratio":5.0} {"post_id":"q8eupf","domain":"askhr_test","upvote_ratio":0.89,"history":"[TX] Question about bathroom breaks? I loathe having to ask this, it feels like the most petty situation on the planet, but it\u2019s becoming a major point of contention among my staff, and as a manager I don\u2019t know how to handle it. Background: Small non-profit, 10 person staff. Of those 10 staff 9 are females and we share a women\u2019s restroom. It\u2019s a private one toilet with a door restroom. We have a newer staff member who will go into the restroom for 15-20 minutes at a time 3+ times a day. To the point every time someone else tries to use the restroom she is in there. At first we though, maybe it\u2019s a temporary thing, not feeling well, etc. However it has not improved, if anything it\u2019s more frequent\/longer times. Other staff members have come to me complaining and more recently started gossiping and complaining to each other about it. Every time we go to look for her to ask her to start a different task she\u2019s in the restroom, and she\u2019ll be in there for extended periods while others need to use it. They could use the men\u2019s, they\u2019re essentially unisex bathrooms, but they don\u2019t want to use it after our male employee(understandably). It\u2019s turning into a major issue with staff and there is growing animosity. Today the employee in question and I were the only ones in office and I had to manage our front deskthat\u2019s within eyeshot of the bathroom, so I started a log. She spent 1:27 minutes of her 8hr shift in the restroom today. It\u2019s certainly at the top of my list that this could\/likely be a medical problem. The LAST thing I want to do is manage someone\u2019s restroom breaks. We\u2019re grown adults, go when you need to, blow it up (and clean it) if you need to. I have bigger fish to fry, but we\u2019re past the point of being able to ignore it. Please, please help me out here. I\u2019ve no professional training on the human side of my job (manage an animal shelter), so I don\u2019t even know where to start with this. It\u2019s driving me insane.","c_root_id_A":"hgoxn4o","c_root_id_B":"hgoxl9j","created_at_utc_A":1634265995,"created_at_utc_B":1634265972,"score_A":9,"score_B":5,"human_ref_A":"I know this will sound flippant, but I mean it genuinely: just put up gender-neutral restroom signs. Seriously.","human_ref_B":"Change the signs on the bathroom to label both as unisex and then politely remind the staff the bathrooms are shared and to be mindful of others waiting to use.","labels":1,"seconds_difference":23.0,"score_ratio":1.8} {"post_id":"q8eupf","domain":"askhr_test","upvote_ratio":0.89,"history":"[TX] Question about bathroom breaks? I loathe having to ask this, it feels like the most petty situation on the planet, but it\u2019s becoming a major point of contention among my staff, and as a manager I don\u2019t know how to handle it. Background: Small non-profit, 10 person staff. Of those 10 staff 9 are females and we share a women\u2019s restroom. It\u2019s a private one toilet with a door restroom. We have a newer staff member who will go into the restroom for 15-20 minutes at a time 3+ times a day. To the point every time someone else tries to use the restroom she is in there. At first we though, maybe it\u2019s a temporary thing, not feeling well, etc. However it has not improved, if anything it\u2019s more frequent\/longer times. Other staff members have come to me complaining and more recently started gossiping and complaining to each other about it. Every time we go to look for her to ask her to start a different task she\u2019s in the restroom, and she\u2019ll be in there for extended periods while others need to use it. They could use the men\u2019s, they\u2019re essentially unisex bathrooms, but they don\u2019t want to use it after our male employee(understandably). It\u2019s turning into a major issue with staff and there is growing animosity. Today the employee in question and I were the only ones in office and I had to manage our front deskthat\u2019s within eyeshot of the bathroom, so I started a log. She spent 1:27 minutes of her 8hr shift in the restroom today. It\u2019s certainly at the top of my list that this could\/likely be a medical problem. The LAST thing I want to do is manage someone\u2019s restroom breaks. We\u2019re grown adults, go when you need to, blow it up (and clean it) if you need to. I have bigger fish to fry, but we\u2019re past the point of being able to ignore it. Please, please help me out here. I\u2019ve no professional training on the human side of my job (manage an animal shelter), so I don\u2019t even know where to start with this. It\u2019s driving me insane.","c_root_id_A":"hgpc74l","c_root_id_B":"hgoxl9j","created_at_utc_A":1634273609,"created_at_utc_B":1634265972,"score_A":9,"score_B":5,"human_ref_A":"As others have said, the problem isn\u2019t really the employee as much as your failure to manage. It\u2019s good that you\u2019re coming here to ask for help, but you need to start by realizing that this is on you. It\u2019s your job to make sure that there are usable restrooms for your employees. If that requires you to have an uncomfortable conversation with one, or to hire staff to clean the other, that\u2019s what you need to do.","human_ref_B":"Change the signs on the bathroom to label both as unisex and then politely remind the staff the bathrooms are shared and to be mindful of others waiting to use.","labels":1,"seconds_difference":7637.0,"score_ratio":1.8} {"post_id":"q8eupf","domain":"askhr_test","upvote_ratio":0.89,"history":"[TX] Question about bathroom breaks? I loathe having to ask this, it feels like the most petty situation on the planet, but it\u2019s becoming a major point of contention among my staff, and as a manager I don\u2019t know how to handle it. Background: Small non-profit, 10 person staff. Of those 10 staff 9 are females and we share a women\u2019s restroom. It\u2019s a private one toilet with a door restroom. We have a newer staff member who will go into the restroom for 15-20 minutes at a time 3+ times a day. To the point every time someone else tries to use the restroom she is in there. At first we though, maybe it\u2019s a temporary thing, not feeling well, etc. However it has not improved, if anything it\u2019s more frequent\/longer times. Other staff members have come to me complaining and more recently started gossiping and complaining to each other about it. Every time we go to look for her to ask her to start a different task she\u2019s in the restroom, and she\u2019ll be in there for extended periods while others need to use it. They could use the men\u2019s, they\u2019re essentially unisex bathrooms, but they don\u2019t want to use it after our male employee(understandably). It\u2019s turning into a major issue with staff and there is growing animosity. Today the employee in question and I were the only ones in office and I had to manage our front deskthat\u2019s within eyeshot of the bathroom, so I started a log. She spent 1:27 minutes of her 8hr shift in the restroom today. It\u2019s certainly at the top of my list that this could\/likely be a medical problem. The LAST thing I want to do is manage someone\u2019s restroom breaks. We\u2019re grown adults, go when you need to, blow it up (and clean it) if you need to. I have bigger fish to fry, but we\u2019re past the point of being able to ignore it. Please, please help me out here. I\u2019ve no professional training on the human side of my job (manage an animal shelter), so I don\u2019t even know where to start with this. It\u2019s driving me insane.","c_root_id_A":"hgp3lz1","c_root_id_B":"hgpc74l","created_at_utc_A":1634268892,"created_at_utc_B":1634273609,"score_A":4,"score_B":9,"human_ref_A":"Honestly, shes on her phone in the bathroom. NOBODY needs to use the bathroom for 15-20 min each time this often. This is considered work avoidance and is grounds for a write up in most work places. 15-20 min is considered taking extra breaks. Unless she has a medical accommodation, she absolutely is stealing time on the clock. Keep logging\/observing and if its continuing to happen, have a simple conversation with her. \u201cI wanted to talk to you regarding extra breaks throughout the day, Ive noticed its been interfering with productive time spent over these past few weeks. Do we need to make a medical accommodation for this?\u201d","human_ref_B":"As others have said, the problem isn\u2019t really the employee as much as your failure to manage. It\u2019s good that you\u2019re coming here to ask for help, but you need to start by realizing that this is on you. It\u2019s your job to make sure that there are usable restrooms for your employees. If that requires you to have an uncomfortable conversation with one, or to hire staff to clean the other, that\u2019s what you need to do.","labels":0,"seconds_difference":4717.0,"score_ratio":2.25} {"post_id":"q8eupf","domain":"askhr_test","upvote_ratio":0.89,"history":"[TX] Question about bathroom breaks? I loathe having to ask this, it feels like the most petty situation on the planet, but it\u2019s becoming a major point of contention among my staff, and as a manager I don\u2019t know how to handle it. Background: Small non-profit, 10 person staff. Of those 10 staff 9 are females and we share a women\u2019s restroom. It\u2019s a private one toilet with a door restroom. We have a newer staff member who will go into the restroom for 15-20 minutes at a time 3+ times a day. To the point every time someone else tries to use the restroom she is in there. At first we though, maybe it\u2019s a temporary thing, not feeling well, etc. However it has not improved, if anything it\u2019s more frequent\/longer times. Other staff members have come to me complaining and more recently started gossiping and complaining to each other about it. Every time we go to look for her to ask her to start a different task she\u2019s in the restroom, and she\u2019ll be in there for extended periods while others need to use it. They could use the men\u2019s, they\u2019re essentially unisex bathrooms, but they don\u2019t want to use it after our male employee(understandably). It\u2019s turning into a major issue with staff and there is growing animosity. Today the employee in question and I were the only ones in office and I had to manage our front deskthat\u2019s within eyeshot of the bathroom, so I started a log. She spent 1:27 minutes of her 8hr shift in the restroom today. It\u2019s certainly at the top of my list that this could\/likely be a medical problem. The LAST thing I want to do is manage someone\u2019s restroom breaks. We\u2019re grown adults, go when you need to, blow it up (and clean it) if you need to. I have bigger fish to fry, but we\u2019re past the point of being able to ignore it. Please, please help me out here. I\u2019ve no professional training on the human side of my job (manage an animal shelter), so I don\u2019t even know where to start with this. It\u2019s driving me insane.","c_root_id_A":"hgp52ed","c_root_id_B":"hgpc74l","created_at_utc_A":1634269656,"created_at_utc_B":1634273609,"score_A":3,"score_B":9,"human_ref_A":"A darker thought...drugs or alcohol?","human_ref_B":"As others have said, the problem isn\u2019t really the employee as much as your failure to manage. It\u2019s good that you\u2019re coming here to ask for help, but you need to start by realizing that this is on you. It\u2019s your job to make sure that there are usable restrooms for your employees. If that requires you to have an uncomfortable conversation with one, or to hire staff to clean the other, that\u2019s what you need to do.","labels":0,"seconds_difference":3953.0,"score_ratio":3.0} {"post_id":"ey1ntl","domain":"askhr_test","upvote_ratio":0.88,"history":"What do hiring managers think when they receive the same job candidate application from 2 different recruitment staffing agencies? Applying to over 200 applications, I made the dumb mistake of repeating my application to the same position. Now both agencies have said they submitted my application to the hiring manager. Will the hiring manager see me as a joke and dump my application trying to apply to the same position or still consider it? I'm a bit worried now I lost my chance for a good job position. Location: Central Florida","c_root_id_A":"fgetg1d","c_root_id_B":"fgetz9f","created_at_utc_A":1580709374,"created_at_utc_B":1580709928,"score_A":2,"score_B":29,"human_ref_A":"I've never been a hiring manager but I don't think they would give a second thought to this. It's probably very common for them to get the same application from multiple channels.","human_ref_B":"I am a hiring manager. I don\u2019t think anything. I realize that they are trying to find a job and that they are using all the resources available to them. It doesn\u2019t make a difference to me in hiring. It actually is quite common. We use multiple accounting professional firms and therefore, accounting professionals are likely going to be using as many as they can to land a spot.","labels":0,"seconds_difference":554.0,"score_ratio":14.5} {"post_id":"ey1ntl","domain":"askhr_test","upvote_ratio":0.88,"history":"What do hiring managers think when they receive the same job candidate application from 2 different recruitment staffing agencies? Applying to over 200 applications, I made the dumb mistake of repeating my application to the same position. Now both agencies have said they submitted my application to the hiring manager. Will the hiring manager see me as a joke and dump my application trying to apply to the same position or still consider it? I'm a bit worried now I lost my chance for a good job position. Location: Central Florida","c_root_id_A":"fgetg1d","c_root_id_B":"fgeujyo","created_at_utc_A":1580709374,"created_at_utc_B":1580710543,"score_A":2,"score_B":14,"human_ref_A":"I've never been a hiring manager but I don't think they would give a second thought to this. It's probably very common for them to get the same application from multiple channels.","human_ref_B":"It happens a lot and the hiring manager just works with whichever agency sent you over first. It\u2019s pretty common and not a reflection on you.","labels":0,"seconds_difference":1169.0,"score_ratio":7.0} {"post_id":"tvgv72","domain":"askhr_test","upvote_ratio":0.9,"history":"[CAN] Ex Interviewing At My Firm I found out my ex is interviewing at my firm. Would it be prudent to alert HR? I work in investments at a medium size company,150 employees as a risk and compliance analyst. My ex is interviewing for a job as investment staff, which is about 35 individuals which I do interact with in my role. Our HR manual states that relationships need to be disclosed but does not state past relationships. On a personal dimension I am torn between wanting to see my ex happy (this would be her dream job) and not interfering, while also realizing it may make work very uncomfortable, at least initially. Thanks for the guidance.","c_root_id_A":"i3a24bc","c_root_id_B":"i3a1lrq","created_at_utc_A":1649024868,"created_at_utc_B":1649024641,"score_A":71,"score_B":44,"human_ref_A":"It is safe to suggest that anyone saying yes in this thread is not in HR.","human_ref_B":"If you were to interfere in any way, you would give her a nice foundation for a lawsuit.","labels":1,"seconds_difference":227.0,"score_ratio":1.6136363636} {"post_id":"tvgv72","domain":"askhr_test","upvote_ratio":0.9,"history":"[CAN] Ex Interviewing At My Firm I found out my ex is interviewing at my firm. Would it be prudent to alert HR? I work in investments at a medium size company,150 employees as a risk and compliance analyst. My ex is interviewing for a job as investment staff, which is about 35 individuals which I do interact with in my role. Our HR manual states that relationships need to be disclosed but does not state past relationships. On a personal dimension I am torn between wanting to see my ex happy (this would be her dream job) and not interfering, while also realizing it may make work very uncomfortable, at least initially. Thanks for the guidance.","c_root_id_A":"i3an4l7","c_root_id_B":"i3b472w","created_at_utc_A":1649034508,"created_at_utc_B":1649042573,"score_A":18,"score_B":23,"human_ref_A":"If you don\u2019t want to interfere, then don\u2019t interfere.","human_ref_B":"The best thing you can say is nothing at all, ever. When the subject inevitably comes up (like when someone tries to introduce you two, since she\u2019ll be new) you can say, \u201cYes we\u2019ve met.\u201d If she\u2019s standing right there during this exchange, shake her hand and add \u201cHow are you today?\u201d The others won\u2019t know of you met her earlier that day or ten years ago. Keep it professional and she\u2019ll follow suit. If the issue is on her end and she gossips, your reply should always be a skeptical sounding, \u201cShe said we dated? Huh.\u201d End. Or, \u201cI\u2019m not comfortable discussing my personal life at work.\u201d \u2014- this only works if you truly don\u2019t discuss your personal problems at work, and you shouldn\u2019t! Or my favorite of all, \u201cWhy do you ask?\u201d","labels":0,"seconds_difference":8065.0,"score_ratio":1.2777777778} {"post_id":"tvgv72","domain":"askhr_test","upvote_ratio":0.9,"history":"[CAN] Ex Interviewing At My Firm I found out my ex is interviewing at my firm. Would it be prudent to alert HR? I work in investments at a medium size company,150 employees as a risk and compliance analyst. My ex is interviewing for a job as investment staff, which is about 35 individuals which I do interact with in my role. Our HR manual states that relationships need to be disclosed but does not state past relationships. On a personal dimension I am torn between wanting to see my ex happy (this would be her dream job) and not interfering, while also realizing it may make work very uncomfortable, at least initially. Thanks for the guidance.","c_root_id_A":"i3b1pxp","c_root_id_B":"i3b472w","created_at_utc_A":1649041364,"created_at_utc_B":1649042573,"score_A":5,"score_B":23,"human_ref_A":"Interviewing to be above or below you in the reporting line? Maybe, if you believe your or their feelings will affect the working relationship. Otherwise no need I can see, especially if you truly \"want to see your ex happy.\" Where this really gets tricky is, what if they discover they weren't hired because you spoke with HR and this was seen as \"warning them off\" or otherwise discouraging the hiring of an otherwise qualified candidate? There could be some liability there.","human_ref_B":"The best thing you can say is nothing at all, ever. When the subject inevitably comes up (like when someone tries to introduce you two, since she\u2019ll be new) you can say, \u201cYes we\u2019ve met.\u201d If she\u2019s standing right there during this exchange, shake her hand and add \u201cHow are you today?\u201d The others won\u2019t know of you met her earlier that day or ten years ago. Keep it professional and she\u2019ll follow suit. If the issue is on her end and she gossips, your reply should always be a skeptical sounding, \u201cShe said we dated? Huh.\u201d End. Or, \u201cI\u2019m not comfortable discussing my personal life at work.\u201d \u2014- this only works if you truly don\u2019t discuss your personal problems at work, and you shouldn\u2019t! Or my favorite of all, \u201cWhy do you ask?\u201d","labels":0,"seconds_difference":1209.0,"score_ratio":4.6} {"post_id":"tvgv72","domain":"askhr_test","upvote_ratio":0.9,"history":"[CAN] Ex Interviewing At My Firm I found out my ex is interviewing at my firm. Would it be prudent to alert HR? I work in investments at a medium size company,150 employees as a risk and compliance analyst. My ex is interviewing for a job as investment staff, which is about 35 individuals which I do interact with in my role. Our HR manual states that relationships need to be disclosed but does not state past relationships. On a personal dimension I am torn between wanting to see my ex happy (this would be her dream job) and not interfering, while also realizing it may make work very uncomfortable, at least initially. Thanks for the guidance.","c_root_id_A":"i3b4gf1","c_root_id_B":"i3b1pxp","created_at_utc_A":1649042706,"created_at_utc_B":1649041364,"score_A":7,"score_B":5,"human_ref_A":"Only reason I could think why you would is if she had been stalking you or violating a restraining order","human_ref_B":"Interviewing to be above or below you in the reporting line? Maybe, if you believe your or their feelings will affect the working relationship. Otherwise no need I can see, especially if you truly \"want to see your ex happy.\" Where this really gets tricky is, what if they discover they weren't hired because you spoke with HR and this was seen as \"warning them off\" or otherwise discouraging the hiring of an otherwise qualified candidate? There could be some liability there.","labels":1,"seconds_difference":1342.0,"score_ratio":1.4}