{"post_id":"iioi5h","domain":"askhr_validation","upvote_ratio":0.98,"history":"Boss is reading my emails So, a few days ago, I had an important email go missing from my inbox shortly after I responded to it.  I immediately contact our IT department, who looked into it & came back with \"you must have deleted it\".  I hadn't.  It wasn't in my trash, and I am not in the habit of accidentally deleting emails.  I then looked up \"recent activity\" in my account and discovered that a Mac (I have a PC) had recently signed in and out of my account...and that they had been doing it since early July.  Well, the IP address put the Mac in the town where my boss lives, and in the town where the office is.  I've been tracking it for a week now, and it signs in from the office when she's in the office and signs in from the town where she lives when she's working from home.  I don't have anything scandalous in my email, but she is clearly checking on it repeatedly over the day, which makes me uncomfortable.  She is an incredibly suspicious person, especially towards me, which I have never given cause for. The question is - do I talk to HR about her constantly reading my emails, or do I just suck it up?","c_root_id_A":"g383c00","c_root_id_B":"g380k19","created_at_utc_A":1598690704,"created_at_utc_B":1598687863,"score_A":193,"score_B":133,"human_ref_A":"A little concerning that she is logging into your account, while your employer can track your computer usage logging into your accounts and deleting emails is very different. I'd suggest flagging to IT that it appears your account is compromised, then follow their lead on changing passwords etc. I wouldn't approach her as you have no real evidence, it's just speculation based on locations. But going forward you should document any future activities, and don't share any log in details (I'm sure IT can share a policy to this effect if needed).","human_ref_B":"I mean if your boss thinks this is ok, it probably doesn\u2019t end just at emails. Regardless of the outcome here with this particular behaviour you probably won\u2019t be happy under this boss","labels":1,"seconds_difference":2841.0,"score_ratio":1.4511278195}
{"post_id":"iioi5h","domain":"askhr_validation","upvote_ratio":0.98,"history":"Boss is reading my emails So, a few days ago, I had an important email go missing from my inbox shortly after I responded to it.  I immediately contact our IT department, who looked into it & came back with \"you must have deleted it\".  I hadn't.  It wasn't in my trash, and I am not in the habit of accidentally deleting emails.  I then looked up \"recent activity\" in my account and discovered that a Mac (I have a PC) had recently signed in and out of my account...and that they had been doing it since early July.  Well, the IP address put the Mac in the town where my boss lives, and in the town where the office is.  I've been tracking it for a week now, and it signs in from the office when she's in the office and signs in from the town where she lives when she's working from home.  I don't have anything scandalous in my email, but she is clearly checking on it repeatedly over the day, which makes me uncomfortable.  She is an incredibly suspicious person, especially towards me, which I have never given cause for. The question is - do I talk to HR about her constantly reading my emails, or do I just suck it up?","c_root_id_A":"g383c00","c_root_id_B":"g381apt","created_at_utc_A":1598690704,"created_at_utc_B":1598688606,"score_A":193,"score_B":25,"human_ref_A":"A little concerning that she is logging into your account, while your employer can track your computer usage logging into your accounts and deleting emails is very different. I'd suggest flagging to IT that it appears your account is compromised, then follow their lead on changing passwords etc. I wouldn't approach her as you have no real evidence, it's just speculation based on locations. But going forward you should document any future activities, and don't share any log in details (I'm sure IT can share a policy to this effect if needed).","human_ref_B":"You have no presumption of privacy. That said, if I were you and I wanted to keep my job and get a little breathing room, I would painstakingly update her on every little call and email you make, so she will realize she\u2019s wasting her time checking up on you.","labels":1,"seconds_difference":2098.0,"score_ratio":7.72}
{"post_id":"iioi5h","domain":"askhr_validation","upvote_ratio":0.98,"history":"Boss is reading my emails So, a few days ago, I had an important email go missing from my inbox shortly after I responded to it.  I immediately contact our IT department, who looked into it & came back with \"you must have deleted it\".  I hadn't.  It wasn't in my trash, and I am not in the habit of accidentally deleting emails.  I then looked up \"recent activity\" in my account and discovered that a Mac (I have a PC) had recently signed in and out of my account...and that they had been doing it since early July.  Well, the IP address put the Mac in the town where my boss lives, and in the town where the office is.  I've been tracking it for a week now, and it signs in from the office when she's in the office and signs in from the town where she lives when she's working from home.  I don't have anything scandalous in my email, but she is clearly checking on it repeatedly over the day, which makes me uncomfortable.  She is an incredibly suspicious person, especially towards me, which I have never given cause for. The question is - do I talk to HR about her constantly reading my emails, or do I just suck it up?","c_root_id_A":"g381apt","c_root_id_B":"g387xa3","created_at_utc_A":1598688606,"created_at_utc_B":1598695566,"score_A":25,"score_B":46,"human_ref_A":"You have no presumption of privacy. That said, if I were you and I wanted to keep my job and get a little breathing room, I would painstakingly update her on every little call and email you make, so she will realize she\u2019s wasting her time checking up on you.","human_ref_B":"Assuming you are in the US, if this is your work email account, it's the property of your employer and they can permit your boss to access it if they choose, so there's really no legal issue here. It's rather shitty micromanagement to be constantly checking on a direct report's corporate email account, though, and it's possible it could violate company policies (particularly if she is also deleting emails from your mailbox).   I'd check with your IT department about how to change your password and then reset it to something that no one else knows. If she is accessing your account without authorization, that should prevent her from doing so in the future. Don't ever share your passwords with anyone, either, not even your boss; it's very poor security practice, and unless your IT department is completely incompetent, they should have a clear policy against sharing account credentials that you can point to if your boss starts demanding your passwords from you. There are ways for IT to grant your boss access to your mailbox without compromising your personal login credentials, if there is an operational need to do so; if she's demanding your password, it's likely because she isn't actually authorized to have access to your mailbox and doesn't want the company to know what she's doing.","labels":0,"seconds_difference":6960.0,"score_ratio":1.84}
{"post_id":"iioi5h","domain":"askhr_validation","upvote_ratio":0.98,"history":"Boss is reading my emails So, a few days ago, I had an important email go missing from my inbox shortly after I responded to it.  I immediately contact our IT department, who looked into it & came back with \"you must have deleted it\".  I hadn't.  It wasn't in my trash, and I am not in the habit of accidentally deleting emails.  I then looked up \"recent activity\" in my account and discovered that a Mac (I have a PC) had recently signed in and out of my account...and that they had been doing it since early July.  Well, the IP address put the Mac in the town where my boss lives, and in the town where the office is.  I've been tracking it for a week now, and it signs in from the office when she's in the office and signs in from the town where she lives when she's working from home.  I don't have anything scandalous in my email, but she is clearly checking on it repeatedly over the day, which makes me uncomfortable.  She is an incredibly suspicious person, especially towards me, which I have never given cause for. The question is - do I talk to HR about her constantly reading my emails, or do I just suck it up?","c_root_id_A":"g389u8a","c_root_id_B":"g38fm1b","created_at_utc_A":1598697594,"created_at_utc_B":1598703132,"score_A":5,"score_B":14,"human_ref_A":"I would send yourself an email from your private account labelled: \"IMPOTANT INFORMATION\"   That reads:  Imagine how crazy it would be if your boss would always log into your account and read all of your emails! Funny thought, huh?    Then see if she still logs in once she knows you're self aware","human_ref_B":"You should contact your Information Security department, if you don't have one you should contact IT. Keep screen shots and documentation of this.   While other posters are right and you shouldn't have any expectation of privacy while using work resources it is very unlikely that company policy allows your supervisor to log in to your account as you. It is likely against the IT policies of your company for someone else to log in as you using your credentials, if your boss needed access to your emails there should be a procedure to request that either through security, IT, or HR.  If policy does allow them to do this they are setting themselves up for future potential issues.","labels":0,"seconds_difference":5538.0,"score_ratio":2.8}
{"post_id":"iioi5h","domain":"askhr_validation","upvote_ratio":0.98,"history":"Boss is reading my emails So, a few days ago, I had an important email go missing from my inbox shortly after I responded to it.  I immediately contact our IT department, who looked into it & came back with \"you must have deleted it\".  I hadn't.  It wasn't in my trash, and I am not in the habit of accidentally deleting emails.  I then looked up \"recent activity\" in my account and discovered that a Mac (I have a PC) had recently signed in and out of my account...and that they had been doing it since early July.  Well, the IP address put the Mac in the town where my boss lives, and in the town where the office is.  I've been tracking it for a week now, and it signs in from the office when she's in the office and signs in from the town where she lives when she's working from home.  I don't have anything scandalous in my email, but she is clearly checking on it repeatedly over the day, which makes me uncomfortable.  She is an incredibly suspicious person, especially towards me, which I have never given cause for. The question is - do I talk to HR about her constantly reading my emails, or do I just suck it up?","c_root_id_A":"g38i9i6","c_root_id_B":"g3925yk","created_at_utc_A":1598705211,"created_at_utc_B":1598717080,"score_A":9,"score_B":11,"human_ref_A":"Agree with others, if you\u2019re in the US the email is legally company property and the company can access it.   That being said, your company might have a policy that could apply. In my last two companies, managers were not allowed to do this.  Large companies often have internal policies and processes that require approval to go into another employee\u2019s email.    Agree with changing your password and contacting IT.  While you can\u2019t prove it\u2019s your boss, you can show that someone is accessing your account without authorization.    I also agree that it\u2019s possible your boss is doing this without authorization.  I\u2019ve done a lot of email investigations in the past, and IT had ways of giving me access without actually logging into the account.","human_ref_B":"Everyone else here is saying either that she is in the clear because it's the company's email, but SHE DELETED IMPORTANT INFORMATION NECESSARY TO DO YOUR JOB.    Report \"suspicious activity\" to IT and from now on, print out every email that might be remotely important as you read it, and look for other employment.  She is either looking to end you, or just crazy, and either way you don't want to work there.  But do report it to IT, as she may be circumventing company policy.","labels":0,"seconds_difference":11869.0,"score_ratio":1.2222222222}
{"post_id":"iioi5h","domain":"askhr_validation","upvote_ratio":0.98,"history":"Boss is reading my emails So, a few days ago, I had an important email go missing from my inbox shortly after I responded to it.  I immediately contact our IT department, who looked into it & came back with \"you must have deleted it\".  I hadn't.  It wasn't in my trash, and I am not in the habit of accidentally deleting emails.  I then looked up \"recent activity\" in my account and discovered that a Mac (I have a PC) had recently signed in and out of my account...and that they had been doing it since early July.  Well, the IP address put the Mac in the town where my boss lives, and in the town where the office is.  I've been tracking it for a week now, and it signs in from the office when she's in the office and signs in from the town where she lives when she's working from home.  I don't have anything scandalous in my email, but she is clearly checking on it repeatedly over the day, which makes me uncomfortable.  She is an incredibly suspicious person, especially towards me, which I have never given cause for. The question is - do I talk to HR about her constantly reading my emails, or do I just suck it up?","c_root_id_A":"g389u8a","c_root_id_B":"g3925yk","created_at_utc_A":1598697594,"created_at_utc_B":1598717080,"score_A":5,"score_B":11,"human_ref_A":"I would send yourself an email from your private account labelled: \"IMPOTANT INFORMATION\"   That reads:  Imagine how crazy it would be if your boss would always log into your account and read all of your emails! Funny thought, huh?    Then see if she still logs in once she knows you're self aware","human_ref_B":"Everyone else here is saying either that she is in the clear because it's the company's email, but SHE DELETED IMPORTANT INFORMATION NECESSARY TO DO YOUR JOB.    Report \"suspicious activity\" to IT and from now on, print out every email that might be remotely important as you read it, and look for other employment.  She is either looking to end you, or just crazy, and either way you don't want to work there.  But do report it to IT, as she may be circumventing company policy.","labels":0,"seconds_difference":19486.0,"score_ratio":2.2}
{"post_id":"iioi5h","domain":"askhr_validation","upvote_ratio":0.98,"history":"Boss is reading my emails So, a few days ago, I had an important email go missing from my inbox shortly after I responded to it.  I immediately contact our IT department, who looked into it & came back with \"you must have deleted it\".  I hadn't.  It wasn't in my trash, and I am not in the habit of accidentally deleting emails.  I then looked up \"recent activity\" in my account and discovered that a Mac (I have a PC) had recently signed in and out of my account...and that they had been doing it since early July.  Well, the IP address put the Mac in the town where my boss lives, and in the town where the office is.  I've been tracking it for a week now, and it signs in from the office when she's in the office and signs in from the town where she lives when she's working from home.  I don't have anything scandalous in my email, but she is clearly checking on it repeatedly over the day, which makes me uncomfortable.  She is an incredibly suspicious person, especially towards me, which I have never given cause for. The question is - do I talk to HR about her constantly reading my emails, or do I just suck it up?","c_root_id_A":"g38jfh8","c_root_id_B":"g3925yk","created_at_utc_A":1598706060,"created_at_utc_B":1598717080,"score_A":5,"score_B":11,"human_ref_A":"How is your boss logging in? Does she have your password?  I work for a big company and this is a huge violation of security policy and she'd likely be fired or at the very least issued a final written warning.   Depending on company policies, I'd talk with IT more about it to figure out how she's logging in then go to HR over it.","human_ref_B":"Everyone else here is saying either that she is in the clear because it's the company's email, but SHE DELETED IMPORTANT INFORMATION NECESSARY TO DO YOUR JOB.    Report \"suspicious activity\" to IT and from now on, print out every email that might be remotely important as you read it, and look for other employment.  She is either looking to end you, or just crazy, and either way you don't want to work there.  But do report it to IT, as she may be circumventing company policy.","labels":0,"seconds_difference":11020.0,"score_ratio":2.2}
{"post_id":"iioi5h","domain":"askhr_validation","upvote_ratio":0.98,"history":"Boss is reading my emails So, a few days ago, I had an important email go missing from my inbox shortly after I responded to it.  I immediately contact our IT department, who looked into it & came back with \"you must have deleted it\".  I hadn't.  It wasn't in my trash, and I am not in the habit of accidentally deleting emails.  I then looked up \"recent activity\" in my account and discovered that a Mac (I have a PC) had recently signed in and out of my account...and that they had been doing it since early July.  Well, the IP address put the Mac in the town where my boss lives, and in the town where the office is.  I've been tracking it for a week now, and it signs in from the office when she's in the office and signs in from the town where she lives when she's working from home.  I don't have anything scandalous in my email, but she is clearly checking on it repeatedly over the day, which makes me uncomfortable.  She is an incredibly suspicious person, especially towards me, which I have never given cause for. The question is - do I talk to HR about her constantly reading my emails, or do I just suck it up?","c_root_id_A":"g38kcwj","c_root_id_B":"g3925yk","created_at_utc_A":1598706704,"created_at_utc_B":1598717080,"score_A":3,"score_B":11,"human_ref_A":"Hi, I can speak to some experience from a bosses perspective on this.  Maybe it helps, maybe it doesn\u2019t.  I\u2019m part of a two person team in accounting, but have company wide responsibilities.  I have access to my employee\u2019s email.  However, she knows I have access.  The simple reason for wanting access is because she handles a lot of information on the daily and if anything were to ever happen to her, it would severely impact our work flow and be detrimental to the company.  I also want her to be able to take a vacation without worrying of having her email covered as her role is very time sensitive.  I do not abuse it and never spy on her.  She is an amazing employee and I sing her praises quite often.  I\u2019ve only ever accidentally opened one of her emails and felt terrible, thinking I was in my own inbox.    I can\u2019t speak to the constant opening of the inbox if it truly is you boss opening them, either you\u2019re working for a toxic boss or you\u2019re being monitored for documentation purposes, both unsavory positions to be in.  My recommendation is to start looking for a new position if you don\u2019t feel comfortable taking a direct approach and having a conversation with your boss.  I would personally take it as a sign that my time is coming to an end at the company.    On another note, we are very protective of our information and have monthly security training company wide in relation to this.  Our first step, if you think you\u2019ve been compromised, is to open a ticket with IT stating your concerns that you\u2019ve been compromised by asking another employee to report it or by calling it in, and to immediately discontinue all use of your email and possibly computer until an investigation has been completed.  Also notifying anyone that needs to be in communication with you that your email is down as you think it\u2019s been compromised and will advise when you are back up and running.  This should be a red flag to your boss when you describe the details of what is going on that you know, without directly stating as much, meaning don\u2019t accuse them directly.  It\u2019s possible your boss\u2019s account has been compromised somehow (I\u2019m not an IT guru).  We\u2019ve had 5 employees do this already this year.  With phishing and the like going on your request should be taken seriously.  I wouldn\u2019t directly accuse your boss during this investigation.  A simple change of password may not be good enough in this scenario.  Once the investigation is complete, you\u2019ll have your answer.","human_ref_B":"Everyone else here is saying either that she is in the clear because it's the company's email, but SHE DELETED IMPORTANT INFORMATION NECESSARY TO DO YOUR JOB.    Report \"suspicious activity\" to IT and from now on, print out every email that might be remotely important as you read it, and look for other employment.  She is either looking to end you, or just crazy, and either way you don't want to work there.  But do report it to IT, as she may be circumventing company policy.","labels":0,"seconds_difference":10376.0,"score_ratio":3.6666666667}
{"post_id":"iioi5h","domain":"askhr_validation","upvote_ratio":0.98,"history":"Boss is reading my emails So, a few days ago, I had an important email go missing from my inbox shortly after I responded to it.  I immediately contact our IT department, who looked into it & came back with \"you must have deleted it\".  I hadn't.  It wasn't in my trash, and I am not in the habit of accidentally deleting emails.  I then looked up \"recent activity\" in my account and discovered that a Mac (I have a PC) had recently signed in and out of my account...and that they had been doing it since early July.  Well, the IP address put the Mac in the town where my boss lives, and in the town where the office is.  I've been tracking it for a week now, and it signs in from the office when she's in the office and signs in from the town where she lives when she's working from home.  I don't have anything scandalous in my email, but she is clearly checking on it repeatedly over the day, which makes me uncomfortable.  She is an incredibly suspicious person, especially towards me, which I have never given cause for. The question is - do I talk to HR about her constantly reading my emails, or do I just suck it up?","c_root_id_A":"g3925yk","c_root_id_B":"g38hxwi","created_at_utc_A":1598717080,"created_at_utc_B":1598704969,"score_A":11,"score_B":2,"human_ref_A":"Everyone else here is saying either that she is in the clear because it's the company's email, but SHE DELETED IMPORTANT INFORMATION NECESSARY TO DO YOUR JOB.    Report \"suspicious activity\" to IT and from now on, print out every email that might be remotely important as you read it, and look for other employment.  She is either looking to end you, or just crazy, and either way you don't want to work there.  But do report it to IT, as she may be circumventing company policy.","human_ref_B":"Even if you raise this with your boss and IT, what will most likely happen is the boss says sorry to the IT felt for breaking sharing password rules. After that the boss will just get IT to give them Full Authority over your Mailbox and now they can see everything again without having to log in.   Regardless of how people wish to use their company email they should only be for work purposes so at any time an audit happens you should never have to worry.","labels":1,"seconds_difference":12111.0,"score_ratio":5.5}
{"post_id":"iioi5h","domain":"askhr_validation","upvote_ratio":0.98,"history":"Boss is reading my emails So, a few days ago, I had an important email go missing from my inbox shortly after I responded to it.  I immediately contact our IT department, who looked into it & came back with \"you must have deleted it\".  I hadn't.  It wasn't in my trash, and I am not in the habit of accidentally deleting emails.  I then looked up \"recent activity\" in my account and discovered that a Mac (I have a PC) had recently signed in and out of my account...and that they had been doing it since early July.  Well, the IP address put the Mac in the town where my boss lives, and in the town where the office is.  I've been tracking it for a week now, and it signs in from the office when she's in the office and signs in from the town where she lives when she's working from home.  I don't have anything scandalous in my email, but she is clearly checking on it repeatedly over the day, which makes me uncomfortable.  She is an incredibly suspicious person, especially towards me, which I have never given cause for. The question is - do I talk to HR about her constantly reading my emails, or do I just suck it up?","c_root_id_A":"g3925yk","c_root_id_B":"g38y9cd","created_at_utc_A":1598717080,"created_at_utc_B":1598715162,"score_A":11,"score_B":3,"human_ref_A":"Everyone else here is saying either that she is in the clear because it's the company's email, but SHE DELETED IMPORTANT INFORMATION NECESSARY TO DO YOUR JOB.    Report \"suspicious activity\" to IT and from now on, print out every email that might be remotely important as you read it, and look for other employment.  She is either looking to end you, or just crazy, and either way you don't want to work there.  But do report it to IT, as she may be circumventing company policy.","human_ref_B":"No one has mentioned this yet so I will. There is a small chance someone else has control of that machine or your boss has been compromised and the hacker is checking all employee emails. That would be one reason for deleting emails from your account.  Id mention it to IT, send screenshots of the computer that did it. Most likely your boss will be called out for not following proper monitoring protocols. But possibly they may also be compromised as well. Small chance, but its still there. Good luck!","labels":1,"seconds_difference":1918.0,"score_ratio":3.6666666667}
{"post_id":"iioi5h","domain":"askhr_validation","upvote_ratio":0.98,"history":"Boss is reading my emails So, a few days ago, I had an important email go missing from my inbox shortly after I responded to it.  I immediately contact our IT department, who looked into it & came back with \"you must have deleted it\".  I hadn't.  It wasn't in my trash, and I am not in the habit of accidentally deleting emails.  I then looked up \"recent activity\" in my account and discovered that a Mac (I have a PC) had recently signed in and out of my account...and that they had been doing it since early July.  Well, the IP address put the Mac in the town where my boss lives, and in the town where the office is.  I've been tracking it for a week now, and it signs in from the office when she's in the office and signs in from the town where she lives when she's working from home.  I don't have anything scandalous in my email, but she is clearly checking on it repeatedly over the day, which makes me uncomfortable.  She is an incredibly suspicious person, especially towards me, which I have never given cause for. The question is - do I talk to HR about her constantly reading my emails, or do I just suck it up?","c_root_id_A":"g3925yk","c_root_id_B":"g38igv3","created_at_utc_A":1598717080,"created_at_utc_B":1598705361,"score_A":11,"score_B":2,"human_ref_A":"Everyone else here is saying either that she is in the clear because it's the company's email, but SHE DELETED IMPORTANT INFORMATION NECESSARY TO DO YOUR JOB.    Report \"suspicious activity\" to IT and from now on, print out every email that might be remotely important as you read it, and look for other employment.  She is either looking to end you, or just crazy, and either way you don't want to work there.  But do report it to IT, as she may be circumventing company policy.","human_ref_B":"Start writing nicest things about her to random people, like how you wished she saw your potential and gave you opportunities not only to better prove yourself but make herself look even better.","labels":1,"seconds_difference":11719.0,"score_ratio":5.5}
{"post_id":"iioi5h","domain":"askhr_validation","upvote_ratio":0.98,"history":"Boss is reading my emails So, a few days ago, I had an important email go missing from my inbox shortly after I responded to it.  I immediately contact our IT department, who looked into it & came back with \"you must have deleted it\".  I hadn't.  It wasn't in my trash, and I am not in the habit of accidentally deleting emails.  I then looked up \"recent activity\" in my account and discovered that a Mac (I have a PC) had recently signed in and out of my account...and that they had been doing it since early July.  Well, the IP address put the Mac in the town where my boss lives, and in the town where the office is.  I've been tracking it for a week now, and it signs in from the office when she's in the office and signs in from the town where she lives when she's working from home.  I don't have anything scandalous in my email, but she is clearly checking on it repeatedly over the day, which makes me uncomfortable.  She is an incredibly suspicious person, especially towards me, which I have never given cause for. The question is - do I talk to HR about her constantly reading my emails, or do I just suck it up?","c_root_id_A":"g38i9i6","c_root_id_B":"g389u8a","created_at_utc_A":1598705211,"created_at_utc_B":1598697594,"score_A":9,"score_B":5,"human_ref_A":"Agree with others, if you\u2019re in the US the email is legally company property and the company can access it.   That being said, your company might have a policy that could apply. In my last two companies, managers were not allowed to do this.  Large companies often have internal policies and processes that require approval to go into another employee\u2019s email.    Agree with changing your password and contacting IT.  While you can\u2019t prove it\u2019s your boss, you can show that someone is accessing your account without authorization.    I also agree that it\u2019s possible your boss is doing this without authorization.  I\u2019ve done a lot of email investigations in the past, and IT had ways of giving me access without actually logging into the account.","human_ref_B":"I would send yourself an email from your private account labelled: \"IMPOTANT INFORMATION\"   That reads:  Imagine how crazy it would be if your boss would always log into your account and read all of your emails! Funny thought, huh?    Then see if she still logs in once she knows you're self aware","labels":1,"seconds_difference":7617.0,"score_ratio":1.8}
{"post_id":"iioi5h","domain":"askhr_validation","upvote_ratio":0.98,"history":"Boss is reading my emails So, a few days ago, I had an important email go missing from my inbox shortly after I responded to it.  I immediately contact our IT department, who looked into it & came back with \"you must have deleted it\".  I hadn't.  It wasn't in my trash, and I am not in the habit of accidentally deleting emails.  I then looked up \"recent activity\" in my account and discovered that a Mac (I have a PC) had recently signed in and out of my account...and that they had been doing it since early July.  Well, the IP address put the Mac in the town where my boss lives, and in the town where the office is.  I've been tracking it for a week now, and it signs in from the office when she's in the office and signs in from the town where she lives when she's working from home.  I don't have anything scandalous in my email, but she is clearly checking on it repeatedly over the day, which makes me uncomfortable.  She is an incredibly suspicious person, especially towards me, which I have never given cause for. The question is - do I talk to HR about her constantly reading my emails, or do I just suck it up?","c_root_id_A":"g38hxwi","c_root_id_B":"g38i9i6","created_at_utc_A":1598704969,"created_at_utc_B":1598705211,"score_A":2,"score_B":9,"human_ref_A":"Even if you raise this with your boss and IT, what will most likely happen is the boss says sorry to the IT felt for breaking sharing password rules. After that the boss will just get IT to give them Full Authority over your Mailbox and now they can see everything again without having to log in.   Regardless of how people wish to use their company email they should only be for work purposes so at any time an audit happens you should never have to worry.","human_ref_B":"Agree with others, if you\u2019re in the US the email is legally company property and the company can access it.   That being said, your company might have a policy that could apply. In my last two companies, managers were not allowed to do this.  Large companies often have internal policies and processes that require approval to go into another employee\u2019s email.    Agree with changing your password and contacting IT.  While you can\u2019t prove it\u2019s your boss, you can show that someone is accessing your account without authorization.    I also agree that it\u2019s possible your boss is doing this without authorization.  I\u2019ve done a lot of email investigations in the past, and IT had ways of giving me access without actually logging into the account.","labels":0,"seconds_difference":242.0,"score_ratio":4.5}
{"post_id":"iioi5h","domain":"askhr_validation","upvote_ratio":0.98,"history":"Boss is reading my emails So, a few days ago, I had an important email go missing from my inbox shortly after I responded to it.  I immediately contact our IT department, who looked into it & came back with \"you must have deleted it\".  I hadn't.  It wasn't in my trash, and I am not in the habit of accidentally deleting emails.  I then looked up \"recent activity\" in my account and discovered that a Mac (I have a PC) had recently signed in and out of my account...and that they had been doing it since early July.  Well, the IP address put the Mac in the town where my boss lives, and in the town where the office is.  I've been tracking it for a week now, and it signs in from the office when she's in the office and signs in from the town where she lives when she's working from home.  I don't have anything scandalous in my email, but she is clearly checking on it repeatedly over the day, which makes me uncomfortable.  She is an incredibly suspicious person, especially towards me, which I have never given cause for. The question is - do I talk to HR about her constantly reading my emails, or do I just suck it up?","c_root_id_A":"g38hxwi","c_root_id_B":"g38jfh8","created_at_utc_A":1598704969,"created_at_utc_B":1598706060,"score_A":2,"score_B":5,"human_ref_A":"Even if you raise this with your boss and IT, what will most likely happen is the boss says sorry to the IT felt for breaking sharing password rules. After that the boss will just get IT to give them Full Authority over your Mailbox and now they can see everything again without having to log in.   Regardless of how people wish to use their company email they should only be for work purposes so at any time an audit happens you should never have to worry.","human_ref_B":"How is your boss logging in? Does she have your password?  I work for a big company and this is a huge violation of security policy and she'd likely be fired or at the very least issued a final written warning.   Depending on company policies, I'd talk with IT more about it to figure out how she's logging in then go to HR over it.","labels":0,"seconds_difference":1091.0,"score_ratio":2.5}
{"post_id":"iioi5h","domain":"askhr_validation","upvote_ratio":0.98,"history":"Boss is reading my emails So, a few days ago, I had an important email go missing from my inbox shortly after I responded to it.  I immediately contact our IT department, who looked into it & came back with \"you must have deleted it\".  I hadn't.  It wasn't in my trash, and I am not in the habit of accidentally deleting emails.  I then looked up \"recent activity\" in my account and discovered that a Mac (I have a PC) had recently signed in and out of my account...and that they had been doing it since early July.  Well, the IP address put the Mac in the town where my boss lives, and in the town where the office is.  I've been tracking it for a week now, and it signs in from the office when she's in the office and signs in from the town where she lives when she's working from home.  I don't have anything scandalous in my email, but she is clearly checking on it repeatedly over the day, which makes me uncomfortable.  She is an incredibly suspicious person, especially towards me, which I have never given cause for. The question is - do I talk to HR about her constantly reading my emails, or do I just suck it up?","c_root_id_A":"g38jfh8","c_root_id_B":"g38igv3","created_at_utc_A":1598706060,"created_at_utc_B":1598705361,"score_A":5,"score_B":2,"human_ref_A":"How is your boss logging in? Does she have your password?  I work for a big company and this is a huge violation of security policy and she'd likely be fired or at the very least issued a final written warning.   Depending on company policies, I'd talk with IT more about it to figure out how she's logging in then go to HR over it.","human_ref_B":"Start writing nicest things about her to random people, like how you wished she saw your potential and gave you opportunities not only to better prove yourself but make herself look even better.","labels":1,"seconds_difference":699.0,"score_ratio":2.5}
{"post_id":"iioi5h","domain":"askhr_validation","upvote_ratio":0.98,"history":"Boss is reading my emails So, a few days ago, I had an important email go missing from my inbox shortly after I responded to it.  I immediately contact our IT department, who looked into it & came back with \"you must have deleted it\".  I hadn't.  It wasn't in my trash, and I am not in the habit of accidentally deleting emails.  I then looked up \"recent activity\" in my account and discovered that a Mac (I have a PC) had recently signed in and out of my account...and that they had been doing it since early July.  Well, the IP address put the Mac in the town where my boss lives, and in the town where the office is.  I've been tracking it for a week now, and it signs in from the office when she's in the office and signs in from the town where she lives when she's working from home.  I don't have anything scandalous in my email, but she is clearly checking on it repeatedly over the day, which makes me uncomfortable.  She is an incredibly suspicious person, especially towards me, which I have never given cause for. The question is - do I talk to HR about her constantly reading my emails, or do I just suck it up?","c_root_id_A":"g38hxwi","c_root_id_B":"g38kcwj","created_at_utc_A":1598704969,"created_at_utc_B":1598706704,"score_A":2,"score_B":3,"human_ref_A":"Even if you raise this with your boss and IT, what will most likely happen is the boss says sorry to the IT felt for breaking sharing password rules. After that the boss will just get IT to give them Full Authority over your Mailbox and now they can see everything again without having to log in.   Regardless of how people wish to use their company email they should only be for work purposes so at any time an audit happens you should never have to worry.","human_ref_B":"Hi, I can speak to some experience from a bosses perspective on this.  Maybe it helps, maybe it doesn\u2019t.  I\u2019m part of a two person team in accounting, but have company wide responsibilities.  I have access to my employee\u2019s email.  However, she knows I have access.  The simple reason for wanting access is because she handles a lot of information on the daily and if anything were to ever happen to her, it would severely impact our work flow and be detrimental to the company.  I also want her to be able to take a vacation without worrying of having her email covered as her role is very time sensitive.  I do not abuse it and never spy on her.  She is an amazing employee and I sing her praises quite often.  I\u2019ve only ever accidentally opened one of her emails and felt terrible, thinking I was in my own inbox.    I can\u2019t speak to the constant opening of the inbox if it truly is you boss opening them, either you\u2019re working for a toxic boss or you\u2019re being monitored for documentation purposes, both unsavory positions to be in.  My recommendation is to start looking for a new position if you don\u2019t feel comfortable taking a direct approach and having a conversation with your boss.  I would personally take it as a sign that my time is coming to an end at the company.    On another note, we are very protective of our information and have monthly security training company wide in relation to this.  Our first step, if you think you\u2019ve been compromised, is to open a ticket with IT stating your concerns that you\u2019ve been compromised by asking another employee to report it or by calling it in, and to immediately discontinue all use of your email and possibly computer until an investigation has been completed.  Also notifying anyone that needs to be in communication with you that your email is down as you think it\u2019s been compromised and will advise when you are back up and running.  This should be a red flag to your boss when you describe the details of what is going on that you know, without directly stating as much, meaning don\u2019t accuse them directly.  It\u2019s possible your boss\u2019s account has been compromised somehow (I\u2019m not an IT guru).  We\u2019ve had 5 employees do this already this year.  With phishing and the like going on your request should be taken seriously.  I wouldn\u2019t directly accuse your boss during this investigation.  A simple change of password may not be good enough in this scenario.  Once the investigation is complete, you\u2019ll have your answer.","labels":0,"seconds_difference":1735.0,"score_ratio":1.5}
{"post_id":"iioi5h","domain":"askhr_validation","upvote_ratio":0.98,"history":"Boss is reading my emails So, a few days ago, I had an important email go missing from my inbox shortly after I responded to it.  I immediately contact our IT department, who looked into it & came back with \"you must have deleted it\".  I hadn't.  It wasn't in my trash, and I am not in the habit of accidentally deleting emails.  I then looked up \"recent activity\" in my account and discovered that a Mac (I have a PC) had recently signed in and out of my account...and that they had been doing it since early July.  Well, the IP address put the Mac in the town where my boss lives, and in the town where the office is.  I've been tracking it for a week now, and it signs in from the office when she's in the office and signs in from the town where she lives when she's working from home.  I don't have anything scandalous in my email, but she is clearly checking on it repeatedly over the day, which makes me uncomfortable.  She is an incredibly suspicious person, especially towards me, which I have never given cause for. The question is - do I talk to HR about her constantly reading my emails, or do I just suck it up?","c_root_id_A":"g38igv3","c_root_id_B":"g38kcwj","created_at_utc_A":1598705361,"created_at_utc_B":1598706704,"score_A":2,"score_B":3,"human_ref_A":"Start writing nicest things about her to random people, like how you wished she saw your potential and gave you opportunities not only to better prove yourself but make herself look even better.","human_ref_B":"Hi, I can speak to some experience from a bosses perspective on this.  Maybe it helps, maybe it doesn\u2019t.  I\u2019m part of a two person team in accounting, but have company wide responsibilities.  I have access to my employee\u2019s email.  However, she knows I have access.  The simple reason for wanting access is because she handles a lot of information on the daily and if anything were to ever happen to her, it would severely impact our work flow and be detrimental to the company.  I also want her to be able to take a vacation without worrying of having her email covered as her role is very time sensitive.  I do not abuse it and never spy on her.  She is an amazing employee and I sing her praises quite often.  I\u2019ve only ever accidentally opened one of her emails and felt terrible, thinking I was in my own inbox.    I can\u2019t speak to the constant opening of the inbox if it truly is you boss opening them, either you\u2019re working for a toxic boss or you\u2019re being monitored for documentation purposes, both unsavory positions to be in.  My recommendation is to start looking for a new position if you don\u2019t feel comfortable taking a direct approach and having a conversation with your boss.  I would personally take it as a sign that my time is coming to an end at the company.    On another note, we are very protective of our information and have monthly security training company wide in relation to this.  Our first step, if you think you\u2019ve been compromised, is to open a ticket with IT stating your concerns that you\u2019ve been compromised by asking another employee to report it or by calling it in, and to immediately discontinue all use of your email and possibly computer until an investigation has been completed.  Also notifying anyone that needs to be in communication with you that your email is down as you think it\u2019s been compromised and will advise when you are back up and running.  This should be a red flag to your boss when you describe the details of what is going on that you know, without directly stating as much, meaning don\u2019t accuse them directly.  It\u2019s possible your boss\u2019s account has been compromised somehow (I\u2019m not an IT guru).  We\u2019ve had 5 employees do this already this year.  With phishing and the like going on your request should be taken seriously.  I wouldn\u2019t directly accuse your boss during this investigation.  A simple change of password may not be good enough in this scenario.  Once the investigation is complete, you\u2019ll have your answer.","labels":0,"seconds_difference":1343.0,"score_ratio":1.5}
{"post_id":"iioi5h","domain":"askhr_validation","upvote_ratio":0.98,"history":"Boss is reading my emails So, a few days ago, I had an important email go missing from my inbox shortly after I responded to it.  I immediately contact our IT department, who looked into it & came back with \"you must have deleted it\".  I hadn't.  It wasn't in my trash, and I am not in the habit of accidentally deleting emails.  I then looked up \"recent activity\" in my account and discovered that a Mac (I have a PC) had recently signed in and out of my account...and that they had been doing it since early July.  Well, the IP address put the Mac in the town where my boss lives, and in the town where the office is.  I've been tracking it for a week now, and it signs in from the office when she's in the office and signs in from the town where she lives when she's working from home.  I don't have anything scandalous in my email, but she is clearly checking on it repeatedly over the day, which makes me uncomfortable.  She is an incredibly suspicious person, especially towards me, which I have never given cause for. The question is - do I talk to HR about her constantly reading my emails, or do I just suck it up?","c_root_id_A":"g38hxwi","c_root_id_B":"g38y9cd","created_at_utc_A":1598704969,"created_at_utc_B":1598715162,"score_A":2,"score_B":3,"human_ref_A":"Even if you raise this with your boss and IT, what will most likely happen is the boss says sorry to the IT felt for breaking sharing password rules. After that the boss will just get IT to give them Full Authority over your Mailbox and now they can see everything again without having to log in.   Regardless of how people wish to use their company email they should only be for work purposes so at any time an audit happens you should never have to worry.","human_ref_B":"No one has mentioned this yet so I will. There is a small chance someone else has control of that machine or your boss has been compromised and the hacker is checking all employee emails. That would be one reason for deleting emails from your account.  Id mention it to IT, send screenshots of the computer that did it. Most likely your boss will be called out for not following proper monitoring protocols. But possibly they may also be compromised as well. Small chance, but its still there. Good luck!","labels":0,"seconds_difference":10193.0,"score_ratio":1.5}
{"post_id":"iioi5h","domain":"askhr_validation","upvote_ratio":0.98,"history":"Boss is reading my emails So, a few days ago, I had an important email go missing from my inbox shortly after I responded to it.  I immediately contact our IT department, who looked into it & came back with \"you must have deleted it\".  I hadn't.  It wasn't in my trash, and I am not in the habit of accidentally deleting emails.  I then looked up \"recent activity\" in my account and discovered that a Mac (I have a PC) had recently signed in and out of my account...and that they had been doing it since early July.  Well, the IP address put the Mac in the town where my boss lives, and in the town where the office is.  I've been tracking it for a week now, and it signs in from the office when she's in the office and signs in from the town where she lives when she's working from home.  I don't have anything scandalous in my email, but she is clearly checking on it repeatedly over the day, which makes me uncomfortable.  She is an incredibly suspicious person, especially towards me, which I have never given cause for. The question is - do I talk to HR about her constantly reading my emails, or do I just suck it up?","c_root_id_A":"g3941z8","c_root_id_B":"g38hxwi","created_at_utc_A":1598717921,"created_at_utc_B":1598704969,"score_A":3,"score_B":2,"human_ref_A":"I think \/u\/autumngirl11 made a really good point worth repeating: your boss's computer could, in theory, be under malicious control by someone else. I would treat this invasion as hostile. Change your password immediately - if you don't use a password manager yet you should, then use the generator to make unique passwords for your work email and anywhere where you've used that email\/PW combination. Take screenshots and report it to IT. This is a breach of your account and if something were to happen because of it you want that problem to fall on your boss, not you. Regardless of any possible hacking happening here, depending on your company's structure, if you're boss has bosses, they may be keenly interested in her invading your privacy. Document what you've found (don't make any accusations, just present the details) and change your password (especially if you use it on multiple systems\/logins.)","human_ref_B":"Even if you raise this with your boss and IT, what will most likely happen is the boss says sorry to the IT felt for breaking sharing password rules. After that the boss will just get IT to give them Full Authority over your Mailbox and now they can see everything again without having to log in.   Regardless of how people wish to use their company email they should only be for work purposes so at any time an audit happens you should never have to worry.","labels":1,"seconds_difference":12952.0,"score_ratio":1.5}
{"post_id":"iioi5h","domain":"askhr_validation","upvote_ratio":0.98,"history":"Boss is reading my emails So, a few days ago, I had an important email go missing from my inbox shortly after I responded to it.  I immediately contact our IT department, who looked into it & came back with \"you must have deleted it\".  I hadn't.  It wasn't in my trash, and I am not in the habit of accidentally deleting emails.  I then looked up \"recent activity\" in my account and discovered that a Mac (I have a PC) had recently signed in and out of my account...and that they had been doing it since early July.  Well, the IP address put the Mac in the town where my boss lives, and in the town where the office is.  I've been tracking it for a week now, and it signs in from the office when she's in the office and signs in from the town where she lives when she's working from home.  I don't have anything scandalous in my email, but she is clearly checking on it repeatedly over the day, which makes me uncomfortable.  She is an incredibly suspicious person, especially towards me, which I have never given cause for. The question is - do I talk to HR about her constantly reading my emails, or do I just suck it up?","c_root_id_A":"g38igv3","c_root_id_B":"g38y9cd","created_at_utc_A":1598705361,"created_at_utc_B":1598715162,"score_A":2,"score_B":3,"human_ref_A":"Start writing nicest things about her to random people, like how you wished she saw your potential and gave you opportunities not only to better prove yourself but make herself look even better.","human_ref_B":"No one has mentioned this yet so I will. There is a small chance someone else has control of that machine or your boss has been compromised and the hacker is checking all employee emails. That would be one reason for deleting emails from your account.  Id mention it to IT, send screenshots of the computer that did it. Most likely your boss will be called out for not following proper monitoring protocols. But possibly they may also be compromised as well. Small chance, but its still there. Good luck!","labels":0,"seconds_difference":9801.0,"score_ratio":1.5}
{"post_id":"iioi5h","domain":"askhr_validation","upvote_ratio":0.98,"history":"Boss is reading my emails So, a few days ago, I had an important email go missing from my inbox shortly after I responded to it.  I immediately contact our IT department, who looked into it & came back with \"you must have deleted it\".  I hadn't.  It wasn't in my trash, and I am not in the habit of accidentally deleting emails.  I then looked up \"recent activity\" in my account and discovered that a Mac (I have a PC) had recently signed in and out of my account...and that they had been doing it since early July.  Well, the IP address put the Mac in the town where my boss lives, and in the town where the office is.  I've been tracking it for a week now, and it signs in from the office when she's in the office and signs in from the town where she lives when she's working from home.  I don't have anything scandalous in my email, but she is clearly checking on it repeatedly over the day, which makes me uncomfortable.  She is an incredibly suspicious person, especially towards me, which I have never given cause for. The question is - do I talk to HR about her constantly reading my emails, or do I just suck it up?","c_root_id_A":"g38igv3","c_root_id_B":"g3941z8","created_at_utc_A":1598705361,"created_at_utc_B":1598717921,"score_A":2,"score_B":3,"human_ref_A":"Start writing nicest things about her to random people, like how you wished she saw your potential and gave you opportunities not only to better prove yourself but make herself look even better.","human_ref_B":"I think \/u\/autumngirl11 made a really good point worth repeating: your boss's computer could, in theory, be under malicious control by someone else. I would treat this invasion as hostile. Change your password immediately - if you don't use a password manager yet you should, then use the generator to make unique passwords for your work email and anywhere where you've used that email\/PW combination. Take screenshots and report it to IT. This is a breach of your account and if something were to happen because of it you want that problem to fall on your boss, not you. Regardless of any possible hacking happening here, depending on your company's structure, if you're boss has bosses, they may be keenly interested in her invading your privacy. Document what you've found (don't make any accusations, just present the details) and change your password (especially if you use it on multiple systems\/logins.)","labels":0,"seconds_difference":12560.0,"score_ratio":1.5}
{"post_id":"iioi5h","domain":"askhr_validation","upvote_ratio":0.98,"history":"Boss is reading my emails So, a few days ago, I had an important email go missing from my inbox shortly after I responded to it.  I immediately contact our IT department, who looked into it & came back with \"you must have deleted it\".  I hadn't.  It wasn't in my trash, and I am not in the habit of accidentally deleting emails.  I then looked up \"recent activity\" in my account and discovered that a Mac (I have a PC) had recently signed in and out of my account...and that they had been doing it since early July.  Well, the IP address put the Mac in the town where my boss lives, and in the town where the office is.  I've been tracking it for a week now, and it signs in from the office when she's in the office and signs in from the town where she lives when she's working from home.  I don't have anything scandalous in my email, but she is clearly checking on it repeatedly over the day, which makes me uncomfortable.  She is an incredibly suspicious person, especially towards me, which I have never given cause for. The question is - do I talk to HR about her constantly reading my emails, or do I just suck it up?","c_root_id_A":"g3941z8","c_root_id_B":"g39268h","created_at_utc_A":1598717921,"created_at_utc_B":1598717085,"score_A":3,"score_B":2,"human_ref_A":"I think \/u\/autumngirl11 made a really good point worth repeating: your boss's computer could, in theory, be under malicious control by someone else. I would treat this invasion as hostile. Change your password immediately - if you don't use a password manager yet you should, then use the generator to make unique passwords for your work email and anywhere where you've used that email\/PW combination. Take screenshots and report it to IT. This is a breach of your account and if something were to happen because of it you want that problem to fall on your boss, not you. Regardless of any possible hacking happening here, depending on your company's structure, if you're boss has bosses, they may be keenly interested in her invading your privacy. Document what you've found (don't make any accusations, just present the details) and change your password (especially if you use it on multiple systems\/logins.)","human_ref_B":"What kind of email was deleted? Personal or work? Does losing this email affect your job? Is it derogatory about your boss?  As others have said, anything you do on your work computer is an open book to the company, but the company probably has rules on how access to your computer would be authorized.  You're also jumping to the conclusion that it was your boss. If the IP address is associated with the location of the company, then anyone else at the company could be doing it. Or a bot on someone else's work computer.  Get your IT team involved in this. Show them the logons.","labels":1,"seconds_difference":836.0,"score_ratio":1.5}
{"post_id":"iioi5h","domain":"askhr_validation","upvote_ratio":0.98,"history":"Boss is reading my emails So, a few days ago, I had an important email go missing from my inbox shortly after I responded to it.  I immediately contact our IT department, who looked into it & came back with \"you must have deleted it\".  I hadn't.  It wasn't in my trash, and I am not in the habit of accidentally deleting emails.  I then looked up \"recent activity\" in my account and discovered that a Mac (I have a PC) had recently signed in and out of my account...and that they had been doing it since early July.  Well, the IP address put the Mac in the town where my boss lives, and in the town where the office is.  I've been tracking it for a week now, and it signs in from the office when she's in the office and signs in from the town where she lives when she's working from home.  I don't have anything scandalous in my email, but she is clearly checking on it repeatedly over the day, which makes me uncomfortable.  She is an incredibly suspicious person, especially towards me, which I have never given cause for. The question is - do I talk to HR about her constantly reading my emails, or do I just suck it up?","c_root_id_A":"g3941z8","c_root_id_B":"g392hj5","created_at_utc_A":1598717921,"created_at_utc_B":1598717242,"score_A":3,"score_B":2,"human_ref_A":"I think \/u\/autumngirl11 made a really good point worth repeating: your boss's computer could, in theory, be under malicious control by someone else. I would treat this invasion as hostile. Change your password immediately - if you don't use a password manager yet you should, then use the generator to make unique passwords for your work email and anywhere where you've used that email\/PW combination. Take screenshots and report it to IT. This is a breach of your account and if something were to happen because of it you want that problem to fall on your boss, not you. Regardless of any possible hacking happening here, depending on your company's structure, if you're boss has bosses, they may be keenly interested in her invading your privacy. Document what you've found (don't make any accusations, just present the details) and change your password (especially if you use it on multiple systems\/logins.)","human_ref_B":"Omg reading your post is like deja vu for me.  I had a boss years ago who did that, she was suspicious about everything and everyone.  In fact, she pretty much stopped talking to me after my third week on the job and resorted to emails and hand written notes to communicate with me; craziness situation I've ever encountered.  I can tell you what I did - I politely and professionally asked her if we could meet to discuss my performance, documented everything and ultimately left the company.  The turnover rate was extremely high due to her behavior.  Best of luck!!!!","labels":1,"seconds_difference":679.0,"score_ratio":1.5}
{"post_id":"wk9gxq","domain":"askhr_validation","upvote_ratio":0.92,"history":"[NY] Why do HR folks do this? Please help me to understand why a company puts a candidate through 5 interviews (sometimes more) and then goes silent. WHY, even after sending a confirmation email asking for a status or straight up asking if the position has been filled cannot you not just respond with a simple yes or no?!","c_root_id_A":"ijlxkua","c_root_id_B":"ijlywh8","created_at_utc_A":1660067606,"created_at_utc_B":1660068097,"score_A":59,"score_B":123,"human_ref_A":"The brutal short answer: There is no incentive too.  The longer answer: There are a lot of reasons we may not have gotten back to you:  * We may still be interviewing other candidates so we dont' have an answer  * The position may have been eliminated, changed, taken over, etc.  * We may be considering you for a different position.   * We're told not too.   Telling you we didn't go with you is frankly, work on our part with no reward and a whole lot of risk. When rejections are sent out, I've seen people try and plead their case, accuse us  being sexist, racists, homophobic, etc for not choosing them (despite not knowing what the other candidates are like) all of which results in more work for us.  The best response for we can get is asking for any feed back, but that is still opening the door to all those other issues.   I get it. It's incredibly rude. It's an abuse of the power dynamic. You may have a couple of interviews, but we have dozens of interviewees we have to sort through. But in the end, sending dozens of rejection emails does nothing for the company except generate a little good will with one person. Some bean counter has measured the costs, risks, and rewards of it and said it's not worth it.","human_ref_B":"Because they have not heard back from the person who is dragging their feet on who they want to hire.","labels":0,"seconds_difference":491.0,"score_ratio":2.0847457627}
{"post_id":"wk9gxq","domain":"askhr_validation","upvote_ratio":0.92,"history":"[NY] Why do HR folks do this? Please help me to understand why a company puts a candidate through 5 interviews (sometimes more) and then goes silent. WHY, even after sending a confirmation email asking for a status or straight up asking if the position has been filled cannot you not just respond with a simple yes or no?!","c_root_id_A":"ijm3w69","c_root_id_B":"ijm37r1","created_at_utc_A":1660069944,"created_at_utc_B":1660069696,"score_A":44,"score_B":10,"human_ref_A":"Bc we have a lot less staff than we used to with double or triple the loads. Unfortunately, this causes us to have to prioritize our daily tasks and call backs are often the first to go. I\u2019m sorry, I know it\u2019s annoying and emotionally upsetting. It\u2019s not you, it\u2019s the state of the workplace issues we\u2019re dealing with. We\u2019re all in survival mode right now to some extent.","human_ref_B":"Join us over at r\/recruitinghell lol  It's VERY common","labels":1,"seconds_difference":248.0,"score_ratio":4.4}
{"post_id":"wk9gxq","domain":"askhr_validation","upvote_ratio":0.92,"history":"[NY] Why do HR folks do this? Please help me to understand why a company puts a candidate through 5 interviews (sometimes more) and then goes silent. WHY, even after sending a confirmation email asking for a status or straight up asking if the position has been filled cannot you not just respond with a simple yes or no?!","c_root_id_A":"ijm4uym","c_root_id_B":"ijm37r1","created_at_utc_A":1660070307,"created_at_utc_B":1660069696,"score_A":20,"score_B":10,"human_ref_A":"Because they don't have to. Simple as that.   Your time is not important to recruiters until they have decided to make you an offer.   Match that energy. Don't stop applying.","human_ref_B":"Join us over at r\/recruitinghell lol  It's VERY common","labels":1,"seconds_difference":611.0,"score_ratio":2.0}
{"post_id":"wk9gxq","domain":"askhr_validation","upvote_ratio":0.92,"history":"[NY] Why do HR folks do this? Please help me to understand why a company puts a candidate through 5 interviews (sometimes more) and then goes silent. WHY, even after sending a confirmation email asking for a status or straight up asking if the position has been filled cannot you not just respond with a simple yes or no?!","c_root_id_A":"ijmk2ux","c_root_id_B":"ijm37r1","created_at_utc_A":1660076076,"created_at_utc_B":1660069696,"score_A":13,"score_B":10,"human_ref_A":"Just plain and simply bad behavior. It should never be something that is condoned by any company as it will become more difficult later to produce high-caliber candidates. Do the right thing either call or send a thank you in writing. It takes just a minute.","human_ref_B":"Join us over at r\/recruitinghell lol  It's VERY common","labels":1,"seconds_difference":6380.0,"score_ratio":1.3}
{"post_id":"wk9gxq","domain":"askhr_validation","upvote_ratio":0.92,"history":"[NY] Why do HR folks do this? Please help me to understand why a company puts a candidate through 5 interviews (sometimes more) and then goes silent. WHY, even after sending a confirmation email asking for a status or straight up asking if the position has been filled cannot you not just respond with a simple yes or no?!","c_root_id_A":"ijmk2ux","c_root_id_B":"ijmf4h0","created_at_utc_A":1660076076,"created_at_utc_B":1660074190,"score_A":13,"score_B":7,"human_ref_A":"Just plain and simply bad behavior. It should never be something that is condoned by any company as it will become more difficult later to produce high-caliber candidates. Do the right thing either call or send a thank you in writing. It takes just a minute.","human_ref_B":"Five interviews is too much even for a CEO!","labels":1,"seconds_difference":1886.0,"score_ratio":1.8571428571}
{"post_id":"wk9gxq","domain":"askhr_validation","upvote_ratio":0.92,"history":"[NY] Why do HR folks do this? Please help me to understand why a company puts a candidate through 5 interviews (sometimes more) and then goes silent. WHY, even after sending a confirmation email asking for a status or straight up asking if the position has been filled cannot you not just respond with a simple yes or no?!","c_root_id_A":"ijn9f6a","c_root_id_B":"ijn8qnn","created_at_utc_A":1660086230,"created_at_utc_B":1660085940,"score_A":7,"score_B":3,"human_ref_A":"No matter how many interviews you have, never put all your eggs in one basket, never stop applying to other places till you get the yes you that you want.","human_ref_B":"Because it is human nature to start to ignore people you have no use for anymore.  Have you been ghosted by friends, relatives, people you thought were friends from your old jobs, and neighbors?  (I am not saying this is right but everyone needs to understand human nature and job hunting is the same thing.)","labels":1,"seconds_difference":290.0,"score_ratio":2.3333333333}
{"post_id":"wk9gxq","domain":"askhr_validation","upvote_ratio":0.92,"history":"[NY] Why do HR folks do this? Please help me to understand why a company puts a candidate through 5 interviews (sometimes more) and then goes silent. WHY, even after sending a confirmation email asking for a status or straight up asking if the position has been filled cannot you not just respond with a simple yes or no?!","c_root_id_A":"ijn9f6a","c_root_id_B":"ijmyw53","created_at_utc_A":1660086230,"created_at_utc_B":1660081869,"score_A":7,"score_B":2,"human_ref_A":"No matter how many interviews you have, never put all your eggs in one basket, never stop applying to other places till you get the yes you that you want.","human_ref_B":"The five interviews is also too much. Why the candidate should spend that much time. And even why the company spends that time with so many candidates. I really cant understand. Honestly, they seem like playing a recruitment game for me.","labels":1,"seconds_difference":4361.0,"score_ratio":3.5}
{"post_id":"wk9gxq","domain":"askhr_validation","upvote_ratio":0.92,"history":"[NY] Why do HR folks do this? Please help me to understand why a company puts a candidate through 5 interviews (sometimes more) and then goes silent. WHY, even after sending a confirmation email asking for a status or straight up asking if the position has been filled cannot you not just respond with a simple yes or no?!","c_root_id_A":"ijnh4jr","c_root_id_B":"ijnbawp","created_at_utc_A":1660089584,"created_at_utc_B":1660087041,"score_A":7,"score_B":6,"human_ref_A":"I\u2019ve recently done 3 hour long interviews for a company honestly just for practice. Apparently there are 2 left if I get through. Was supposed to hear on Friday if I got to number 4. I also have not been told the pay yet either. If I don\u2019t hear from them by Friday I will send one email, then I will send another by mid next week to all involved with some feedback for em all. It\u2019s amazing people still think this is an acceptable use of peoples time. Sometimes I wonder if half of it is just to see who can put up with the process. \u201cIf they can put up with this amount of shit maybe they can put up with more at the actual job\u201d \ud83e\udd37\ud83c\udffc\u200d\u2642\ufe0f","human_ref_B":"Typically this happens because the recruiter sucks, they don\u2019t have a response and don\u2019t want to say \u201cdon\u2019t have an update yet\u201d for some reason, or they\u2019re totally swamped and it was a mistake.","labels":1,"seconds_difference":2543.0,"score_ratio":1.1666666667}
{"post_id":"wk9gxq","domain":"askhr_validation","upvote_ratio":0.92,"history":"[NY] Why do HR folks do this? Please help me to understand why a company puts a candidate through 5 interviews (sometimes more) and then goes silent. WHY, even after sending a confirmation email asking for a status or straight up asking if the position has been filled cannot you not just respond with a simple yes or no?!","c_root_id_A":"ijn8qnn","c_root_id_B":"ijnh4jr","created_at_utc_A":1660085940,"created_at_utc_B":1660089584,"score_A":3,"score_B":7,"human_ref_A":"Because it is human nature to start to ignore people you have no use for anymore.  Have you been ghosted by friends, relatives, people you thought were friends from your old jobs, and neighbors?  (I am not saying this is right but everyone needs to understand human nature and job hunting is the same thing.)","human_ref_B":"I\u2019ve recently done 3 hour long interviews for a company honestly just for practice. Apparently there are 2 left if I get through. Was supposed to hear on Friday if I got to number 4. I also have not been told the pay yet either. If I don\u2019t hear from them by Friday I will send one email, then I will send another by mid next week to all involved with some feedback for em all. It\u2019s amazing people still think this is an acceptable use of peoples time. Sometimes I wonder if half of it is just to see who can put up with the process. \u201cIf they can put up with this amount of shit maybe they can put up with more at the actual job\u201d \ud83e\udd37\ud83c\udffc\u200d\u2642\ufe0f","labels":0,"seconds_difference":3644.0,"score_ratio":2.3333333333}
{"post_id":"wk9gxq","domain":"askhr_validation","upvote_ratio":0.92,"history":"[NY] Why do HR folks do this? Please help me to understand why a company puts a candidate through 5 interviews (sometimes more) and then goes silent. WHY, even after sending a confirmation email asking for a status or straight up asking if the position has been filled cannot you not just respond with a simple yes or no?!","c_root_id_A":"ijmyw53","c_root_id_B":"ijnh4jr","created_at_utc_A":1660081869,"created_at_utc_B":1660089584,"score_A":2,"score_B":7,"human_ref_A":"The five interviews is also too much. Why the candidate should spend that much time. And even why the company spends that time with so many candidates. I really cant understand. Honestly, they seem like playing a recruitment game for me.","human_ref_B":"I\u2019ve recently done 3 hour long interviews for a company honestly just for practice. Apparently there are 2 left if I get through. Was supposed to hear on Friday if I got to number 4. I also have not been told the pay yet either. If I don\u2019t hear from them by Friday I will send one email, then I will send another by mid next week to all involved with some feedback for em all. It\u2019s amazing people still think this is an acceptable use of peoples time. Sometimes I wonder if half of it is just to see who can put up with the process. \u201cIf they can put up with this amount of shit maybe they can put up with more at the actual job\u201d \ud83e\udd37\ud83c\udffc\u200d\u2642\ufe0f","labels":0,"seconds_difference":7715.0,"score_ratio":3.5}
{"post_id":"wk9gxq","domain":"askhr_validation","upvote_ratio":0.92,"history":"[NY] Why do HR folks do this? Please help me to understand why a company puts a candidate through 5 interviews (sometimes more) and then goes silent. WHY, even after sending a confirmation email asking for a status or straight up asking if the position has been filled cannot you not just respond with a simple yes or no?!","c_root_id_A":"ijnbawp","c_root_id_B":"ijoaljm","created_at_utc_A":1660087041,"created_at_utc_B":1660103132,"score_A":6,"score_B":7,"human_ref_A":"Typically this happens because the recruiter sucks, they don\u2019t have a response and don\u2019t want to say \u201cdon\u2019t have an update yet\u201d for some reason, or they\u2019re totally swamped and it was a mistake.","human_ref_B":"Im a recruiter for a manufacturing company. It\u2019s high volume recruitment and most of the time Hiring Managers are a pain to deal with. I swear I hate most of them. They don\u2019t know that HR-recruitment suffers because they take too long to decide or they are waiting for someone they know to apply. I hate it so much. But as a courtesy, I make sure to respond to applicants seeking updates regarding their application.  Sometimes though, it takes days before I respond just because I have a lot of other stuff to do. LOL","labels":0,"seconds_difference":16091.0,"score_ratio":1.1666666667}
{"post_id":"wk9gxq","domain":"askhr_validation","upvote_ratio":0.92,"history":"[NY] Why do HR folks do this? Please help me to understand why a company puts a candidate through 5 interviews (sometimes more) and then goes silent. WHY, even after sending a confirmation email asking for a status or straight up asking if the position has been filled cannot you not just respond with a simple yes or no?!","c_root_id_A":"ijok3hh","c_root_id_B":"ijnbawp","created_at_utc_A":1660108502,"created_at_utc_B":1660087041,"score_A":7,"score_B":6,"human_ref_A":"It's not HR. It's mainly recruiting. Unfortunately, I have done this in the past to the next best candidate just in case the first candidate falls through for whatever reason. But I will notify them when all falls in place and is onboarded. I'm not saying that's what happened here but to give you insight on a possibility.  Otherwise, things can happen such as change in position level \/ band or change in budget which can delay the process.","human_ref_B":"Typically this happens because the recruiter sucks, they don\u2019t have a response and don\u2019t want to say \u201cdon\u2019t have an update yet\u201d for some reason, or they\u2019re totally swamped and it was a mistake.","labels":1,"seconds_difference":21461.0,"score_ratio":1.1666666667}
{"post_id":"wk9gxq","domain":"askhr_validation","upvote_ratio":0.92,"history":"[NY] Why do HR folks do this? Please help me to understand why a company puts a candidate through 5 interviews (sometimes more) and then goes silent. WHY, even after sending a confirmation email asking for a status or straight up asking if the position has been filled cannot you not just respond with a simple yes or no?!","c_root_id_A":"ijnbawp","c_root_id_B":"ijn8qnn","created_at_utc_A":1660087041,"created_at_utc_B":1660085940,"score_A":6,"score_B":3,"human_ref_A":"Typically this happens because the recruiter sucks, they don\u2019t have a response and don\u2019t want to say \u201cdon\u2019t have an update yet\u201d for some reason, or they\u2019re totally swamped and it was a mistake.","human_ref_B":"Because it is human nature to start to ignore people you have no use for anymore.  Have you been ghosted by friends, relatives, people you thought were friends from your old jobs, and neighbors?  (I am not saying this is right but everyone needs to understand human nature and job hunting is the same thing.)","labels":1,"seconds_difference":1101.0,"score_ratio":2.0}
{"post_id":"wk9gxq","domain":"askhr_validation","upvote_ratio":0.92,"history":"[NY] Why do HR folks do this? Please help me to understand why a company puts a candidate through 5 interviews (sometimes more) and then goes silent. WHY, even after sending a confirmation email asking for a status or straight up asking if the position has been filled cannot you not just respond with a simple yes or no?!","c_root_id_A":"ijmyw53","c_root_id_B":"ijnbawp","created_at_utc_A":1660081869,"created_at_utc_B":1660087041,"score_A":2,"score_B":6,"human_ref_A":"The five interviews is also too much. Why the candidate should spend that much time. And even why the company spends that time with so many candidates. I really cant understand. Honestly, they seem like playing a recruitment game for me.","human_ref_B":"Typically this happens because the recruiter sucks, they don\u2019t have a response and don\u2019t want to say \u201cdon\u2019t have an update yet\u201d for some reason, or they\u2019re totally swamped and it was a mistake.","labels":0,"seconds_difference":5172.0,"score_ratio":3.0}
{"post_id":"wk9gxq","domain":"askhr_validation","upvote_ratio":0.92,"history":"[NY] Why do HR folks do this? Please help me to understand why a company puts a candidate through 5 interviews (sometimes more) and then goes silent. WHY, even after sending a confirmation email asking for a status or straight up asking if the position has been filled cannot you not just respond with a simple yes or no?!","c_root_id_A":"ijn8qnn","c_root_id_B":"ijoaljm","created_at_utc_A":1660085940,"created_at_utc_B":1660103132,"score_A":3,"score_B":7,"human_ref_A":"Because it is human nature to start to ignore people you have no use for anymore.  Have you been ghosted by friends, relatives, people you thought were friends from your old jobs, and neighbors?  (I am not saying this is right but everyone needs to understand human nature and job hunting is the same thing.)","human_ref_B":"Im a recruiter for a manufacturing company. It\u2019s high volume recruitment and most of the time Hiring Managers are a pain to deal with. I swear I hate most of them. They don\u2019t know that HR-recruitment suffers because they take too long to decide or they are waiting for someone they know to apply. I hate it so much. But as a courtesy, I make sure to respond to applicants seeking updates regarding their application.  Sometimes though, it takes days before I respond just because I have a lot of other stuff to do. LOL","labels":0,"seconds_difference":17192.0,"score_ratio":2.3333333333}
{"post_id":"wk9gxq","domain":"askhr_validation","upvote_ratio":0.92,"history":"[NY] Why do HR folks do this? Please help me to understand why a company puts a candidate through 5 interviews (sometimes more) and then goes silent. WHY, even after sending a confirmation email asking for a status or straight up asking if the position has been filled cannot you not just respond with a simple yes or no?!","c_root_id_A":"ijoaljm","c_root_id_B":"ijmyw53","created_at_utc_A":1660103132,"created_at_utc_B":1660081869,"score_A":7,"score_B":2,"human_ref_A":"Im a recruiter for a manufacturing company. It\u2019s high volume recruitment and most of the time Hiring Managers are a pain to deal with. I swear I hate most of them. They don\u2019t know that HR-recruitment suffers because they take too long to decide or they are waiting for someone they know to apply. I hate it so much. But as a courtesy, I make sure to respond to applicants seeking updates regarding their application.  Sometimes though, it takes days before I respond just because I have a lot of other stuff to do. LOL","human_ref_B":"The five interviews is also too much. Why the candidate should spend that much time. And even why the company spends that time with so many candidates. I really cant understand. Honestly, they seem like playing a recruitment game for me.","labels":1,"seconds_difference":21263.0,"score_ratio":3.5}
{"post_id":"wk9gxq","domain":"askhr_validation","upvote_ratio":0.92,"history":"[NY] Why do HR folks do this? Please help me to understand why a company puts a candidate through 5 interviews (sometimes more) and then goes silent. WHY, even after sending a confirmation email asking for a status or straight up asking if the position has been filled cannot you not just respond with a simple yes or no?!","c_root_id_A":"ijnyt2r","c_root_id_B":"ijoaljm","created_at_utc_A":1660097475,"created_at_utc_B":1660103132,"score_A":2,"score_B":7,"human_ref_A":"Bad recruiter is overworked and without either proper data\/analytics or leadership holding them accountable.","human_ref_B":"Im a recruiter for a manufacturing company. It\u2019s high volume recruitment and most of the time Hiring Managers are a pain to deal with. I swear I hate most of them. They don\u2019t know that HR-recruitment suffers because they take too long to decide or they are waiting for someone they know to apply. I hate it so much. But as a courtesy, I make sure to respond to applicants seeking updates regarding their application.  Sometimes though, it takes days before I respond just because I have a lot of other stuff to do. LOL","labels":0,"seconds_difference":5657.0,"score_ratio":3.5}
{"post_id":"wk9gxq","domain":"askhr_validation","upvote_ratio":0.92,"history":"[NY] Why do HR folks do this? Please help me to understand why a company puts a candidate through 5 interviews (sometimes more) and then goes silent. WHY, even after sending a confirmation email asking for a status or straight up asking if the position has been filled cannot you not just respond with a simple yes or no?!","c_root_id_A":"ijok3hh","c_root_id_B":"ijn8qnn","created_at_utc_A":1660108502,"created_at_utc_B":1660085940,"score_A":7,"score_B":3,"human_ref_A":"It's not HR. It's mainly recruiting. Unfortunately, I have done this in the past to the next best candidate just in case the first candidate falls through for whatever reason. But I will notify them when all falls in place and is onboarded. I'm not saying that's what happened here but to give you insight on a possibility.  Otherwise, things can happen such as change in position level \/ band or change in budget which can delay the process.","human_ref_B":"Because it is human nature to start to ignore people you have no use for anymore.  Have you been ghosted by friends, relatives, people you thought were friends from your old jobs, and neighbors?  (I am not saying this is right but everyone needs to understand human nature and job hunting is the same thing.)","labels":1,"seconds_difference":22562.0,"score_ratio":2.3333333333}
{"post_id":"wk9gxq","domain":"askhr_validation","upvote_ratio":0.92,"history":"[NY] Why do HR folks do this? Please help me to understand why a company puts a candidate through 5 interviews (sometimes more) and then goes silent. WHY, even after sending a confirmation email asking for a status or straight up asking if the position has been filled cannot you not just respond with a simple yes or no?!","c_root_id_A":"ijmyw53","c_root_id_B":"ijok3hh","created_at_utc_A":1660081869,"created_at_utc_B":1660108502,"score_A":2,"score_B":7,"human_ref_A":"The five interviews is also too much. Why the candidate should spend that much time. And even why the company spends that time with so many candidates. I really cant understand. Honestly, they seem like playing a recruitment game for me.","human_ref_B":"It's not HR. It's mainly recruiting. Unfortunately, I have done this in the past to the next best candidate just in case the first candidate falls through for whatever reason. But I will notify them when all falls in place and is onboarded. I'm not saying that's what happened here but to give you insight on a possibility.  Otherwise, things can happen such as change in position level \/ band or change in budget which can delay the process.","labels":0,"seconds_difference":26633.0,"score_ratio":3.5}
{"post_id":"wk9gxq","domain":"askhr_validation","upvote_ratio":0.92,"history":"[NY] Why do HR folks do this? Please help me to understand why a company puts a candidate through 5 interviews (sometimes more) and then goes silent. WHY, even after sending a confirmation email asking for a status or straight up asking if the position has been filled cannot you not just respond with a simple yes or no?!","c_root_id_A":"ijnyt2r","c_root_id_B":"ijok3hh","created_at_utc_A":1660097475,"created_at_utc_B":1660108502,"score_A":2,"score_B":7,"human_ref_A":"Bad recruiter is overworked and without either proper data\/analytics or leadership holding them accountable.","human_ref_B":"It's not HR. It's mainly recruiting. Unfortunately, I have done this in the past to the next best candidate just in case the first candidate falls through for whatever reason. But I will notify them when all falls in place and is onboarded. I'm not saying that's what happened here but to give you insight on a possibility.  Otherwise, things can happen such as change in position level \/ band or change in budget which can delay the process.","labels":0,"seconds_difference":11027.0,"score_ratio":3.5}
{"post_id":"wk9gxq","domain":"askhr_validation","upvote_ratio":0.92,"history":"[NY] Why do HR folks do this? Please help me to understand why a company puts a candidate through 5 interviews (sometimes more) and then goes silent. WHY, even after sending a confirmation email asking for a status or straight up asking if the position has been filled cannot you not just respond with a simple yes or no?!","c_root_id_A":"ijn8qnn","c_root_id_B":"ijp21ve","created_at_utc_A":1660085940,"created_at_utc_B":1660121900,"score_A":3,"score_B":5,"human_ref_A":"Because it is human nature to start to ignore people you have no use for anymore.  Have you been ghosted by friends, relatives, people you thought were friends from your old jobs, and neighbors?  (I am not saying this is right but everyone needs to understand human nature and job hunting is the same thing.)","human_ref_B":"I've hired literally hundreds of people and sent thousands of rejection notices. There is no good reason not to let candidates know that they've been rejected. Fundamentally it's unprofessional behavior that stems from a culture of disregard for candidates as people.  I think it's entirely fair to believe that the way a company treats its applicants is indicative of how it treats its employees. Culture manifests in policies and priorities.  Almost as bad a reason, however, is \"we haven't decided\" or \"we're still interviewing.\" That speaks to poor candidate assessment systems, ill-defined role qualifications, or a ranked-choice candidate selection system. Companies with those problems also tend to have problems with capacity planning, team management, and attracting high-quality candidates. I'd expect those workplaces to suffer from headcount shortages, uncontrolled turnover, and mediocre team performance. And probably an HR department that makes excuses.","labels":0,"seconds_difference":35960.0,"score_ratio":1.6666666667}
{"post_id":"wk9gxq","domain":"askhr_validation","upvote_ratio":0.92,"history":"[NY] Why do HR folks do this? Please help me to understand why a company puts a candidate through 5 interviews (sometimes more) and then goes silent. WHY, even after sending a confirmation email asking for a status or straight up asking if the position has been filled cannot you not just respond with a simple yes or no?!","c_root_id_A":"ijmyw53","c_root_id_B":"ijp21ve","created_at_utc_A":1660081869,"created_at_utc_B":1660121900,"score_A":2,"score_B":5,"human_ref_A":"The five interviews is also too much. Why the candidate should spend that much time. And even why the company spends that time with so many candidates. I really cant understand. Honestly, they seem like playing a recruitment game for me.","human_ref_B":"I've hired literally hundreds of people and sent thousands of rejection notices. There is no good reason not to let candidates know that they've been rejected. Fundamentally it's unprofessional behavior that stems from a culture of disregard for candidates as people.  I think it's entirely fair to believe that the way a company treats its applicants is indicative of how it treats its employees. Culture manifests in policies and priorities.  Almost as bad a reason, however, is \"we haven't decided\" or \"we're still interviewing.\" That speaks to poor candidate assessment systems, ill-defined role qualifications, or a ranked-choice candidate selection system. Companies with those problems also tend to have problems with capacity planning, team management, and attracting high-quality candidates. I'd expect those workplaces to suffer from headcount shortages, uncontrolled turnover, and mediocre team performance. And probably an HR department that makes excuses.","labels":0,"seconds_difference":40031.0,"score_ratio":2.5}
{"post_id":"wk9gxq","domain":"askhr_validation","upvote_ratio":0.92,"history":"[NY] Why do HR folks do this? Please help me to understand why a company puts a candidate through 5 interviews (sometimes more) and then goes silent. WHY, even after sending a confirmation email asking for a status or straight up asking if the position has been filled cannot you not just respond with a simple yes or no?!","c_root_id_A":"ijomygi","c_root_id_B":"ijp21ve","created_at_utc_A":1660110307,"created_at_utc_B":1660121900,"score_A":3,"score_B":5,"human_ref_A":"Because a candidate they have decided not to hire has no value to them, so why waste time communicating with them?","human_ref_B":"I've hired literally hundreds of people and sent thousands of rejection notices. There is no good reason not to let candidates know that they've been rejected. Fundamentally it's unprofessional behavior that stems from a culture of disregard for candidates as people.  I think it's entirely fair to believe that the way a company treats its applicants is indicative of how it treats its employees. Culture manifests in policies and priorities.  Almost as bad a reason, however, is \"we haven't decided\" or \"we're still interviewing.\" That speaks to poor candidate assessment systems, ill-defined role qualifications, or a ranked-choice candidate selection system. Companies with those problems also tend to have problems with capacity planning, team management, and attracting high-quality candidates. I'd expect those workplaces to suffer from headcount shortages, uncontrolled turnover, and mediocre team performance. And probably an HR department that makes excuses.","labels":0,"seconds_difference":11593.0,"score_ratio":1.6666666667}
{"post_id":"wk9gxq","domain":"askhr_validation","upvote_ratio":0.92,"history":"[NY] Why do HR folks do this? Please help me to understand why a company puts a candidate through 5 interviews (sometimes more) and then goes silent. WHY, even after sending a confirmation email asking for a status or straight up asking if the position has been filled cannot you not just respond with a simple yes or no?!","c_root_id_A":"ijnyt2r","c_root_id_B":"ijp21ve","created_at_utc_A":1660097475,"created_at_utc_B":1660121900,"score_A":2,"score_B":5,"human_ref_A":"Bad recruiter is overworked and without either proper data\/analytics or leadership holding them accountable.","human_ref_B":"I've hired literally hundreds of people and sent thousands of rejection notices. There is no good reason not to let candidates know that they've been rejected. Fundamentally it's unprofessional behavior that stems from a culture of disregard for candidates as people.  I think it's entirely fair to believe that the way a company treats its applicants is indicative of how it treats its employees. Culture manifests in policies and priorities.  Almost as bad a reason, however, is \"we haven't decided\" or \"we're still interviewing.\" That speaks to poor candidate assessment systems, ill-defined role qualifications, or a ranked-choice candidate selection system. Companies with those problems also tend to have problems with capacity planning, team management, and attracting high-quality candidates. I'd expect those workplaces to suffer from headcount shortages, uncontrolled turnover, and mediocre team performance. And probably an HR department that makes excuses.","labels":0,"seconds_difference":24425.0,"score_ratio":2.5}
{"post_id":"wk9gxq","domain":"askhr_validation","upvote_ratio":0.92,"history":"[NY] Why do HR folks do this? Please help me to understand why a company puts a candidate through 5 interviews (sometimes more) and then goes silent. WHY, even after sending a confirmation email asking for a status or straight up asking if the position has been filled cannot you not just respond with a simple yes or no?!","c_root_id_A":"ijqg7ty","c_root_id_B":"ijn8qnn","created_at_utc_A":1660147687,"created_at_utc_B":1660085940,"score_A":4,"score_B":3,"human_ref_A":"Three main reasons:  1. They made an offer to their first-choice candidate and they asked for a week or two to negotiate and confirm. You\u2019re their 2nd or 3rd choice, and they don\u2019t want to eliminate you in case their first choices end up rejecting.  2. The hiring manager isn\u2019t making a final decision for whatever reason and it\u2019s slowing down the whole process.   3. Everyone is really busy and there isn\u2019t enough time in a week to do everything. So, someone\/some project gets neglected.","human_ref_B":"Because it is human nature to start to ignore people you have no use for anymore.  Have you been ghosted by friends, relatives, people you thought were friends from your old jobs, and neighbors?  (I am not saying this is right but everyone needs to understand human nature and job hunting is the same thing.)","labels":1,"seconds_difference":61747.0,"score_ratio":1.3333333333}
{"post_id":"wk9gxq","domain":"askhr_validation","upvote_ratio":0.92,"history":"[NY] Why do HR folks do this? Please help me to understand why a company puts a candidate through 5 interviews (sometimes more) and then goes silent. WHY, even after sending a confirmation email asking for a status or straight up asking if the position has been filled cannot you not just respond with a simple yes or no?!","c_root_id_A":"ijmyw53","c_root_id_B":"ijqg7ty","created_at_utc_A":1660081869,"created_at_utc_B":1660147687,"score_A":2,"score_B":4,"human_ref_A":"The five interviews is also too much. Why the candidate should spend that much time. And even why the company spends that time with so many candidates. I really cant understand. Honestly, they seem like playing a recruitment game for me.","human_ref_B":"Three main reasons:  1. They made an offer to their first-choice candidate and they asked for a week or two to negotiate and confirm. You\u2019re their 2nd or 3rd choice, and they don\u2019t want to eliminate you in case their first choices end up rejecting.  2. The hiring manager isn\u2019t making a final decision for whatever reason and it\u2019s slowing down the whole process.   3. Everyone is really busy and there isn\u2019t enough time in a week to do everything. So, someone\/some project gets neglected.","labels":0,"seconds_difference":65818.0,"score_ratio":2.0}
{"post_id":"wk9gxq","domain":"askhr_validation","upvote_ratio":0.92,"history":"[NY] Why do HR folks do this? Please help me to understand why a company puts a candidate through 5 interviews (sometimes more) and then goes silent. WHY, even after sending a confirmation email asking for a status or straight up asking if the position has been filled cannot you not just respond with a simple yes or no?!","c_root_id_A":"ijqg7ty","c_root_id_B":"ijomygi","created_at_utc_A":1660147687,"created_at_utc_B":1660110307,"score_A":4,"score_B":3,"human_ref_A":"Three main reasons:  1. They made an offer to their first-choice candidate and they asked for a week or two to negotiate and confirm. You\u2019re their 2nd or 3rd choice, and they don\u2019t want to eliminate you in case their first choices end up rejecting.  2. The hiring manager isn\u2019t making a final decision for whatever reason and it\u2019s slowing down the whole process.   3. Everyone is really busy and there isn\u2019t enough time in a week to do everything. So, someone\/some project gets neglected.","human_ref_B":"Because a candidate they have decided not to hire has no value to them, so why waste time communicating with them?","labels":1,"seconds_difference":37380.0,"score_ratio":1.3333333333}
{"post_id":"wk9gxq","domain":"askhr_validation","upvote_ratio":0.92,"history":"[NY] Why do HR folks do this? Please help me to understand why a company puts a candidate through 5 interviews (sometimes more) and then goes silent. WHY, even after sending a confirmation email asking for a status or straight up asking if the position has been filled cannot you not just respond with a simple yes or no?!","c_root_id_A":"ijp64yn","c_root_id_B":"ijqg7ty","created_at_utc_A":1660125197,"created_at_utc_B":1660147687,"score_A":3,"score_B":4,"human_ref_A":"Usually the person who has to decide is holding up the line...believe me, we have more things to do than just you - I need them to decide!  Though I will say - I always email candidates when it takes longer, and I (try to, if I see the email) reply to inquiries about updates.","human_ref_B":"Three main reasons:  1. They made an offer to their first-choice candidate and they asked for a week or two to negotiate and confirm. You\u2019re their 2nd or 3rd choice, and they don\u2019t want to eliminate you in case their first choices end up rejecting.  2. The hiring manager isn\u2019t making a final decision for whatever reason and it\u2019s slowing down the whole process.   3. Everyone is really busy and there isn\u2019t enough time in a week to do everything. So, someone\/some project gets neglected.","labels":0,"seconds_difference":22490.0,"score_ratio":1.3333333333}
{"post_id":"wk9gxq","domain":"askhr_validation","upvote_ratio":0.92,"history":"[NY] Why do HR folks do this? Please help me to understand why a company puts a candidate through 5 interviews (sometimes more) and then goes silent. WHY, even after sending a confirmation email asking for a status or straight up asking if the position has been filled cannot you not just respond with a simple yes or no?!","c_root_id_A":"ijnyt2r","c_root_id_B":"ijqg7ty","created_at_utc_A":1660097475,"created_at_utc_B":1660147687,"score_A":2,"score_B":4,"human_ref_A":"Bad recruiter is overworked and without either proper data\/analytics or leadership holding them accountable.","human_ref_B":"Three main reasons:  1. They made an offer to their first-choice candidate and they asked for a week or two to negotiate and confirm. You\u2019re their 2nd or 3rd choice, and they don\u2019t want to eliminate you in case their first choices end up rejecting.  2. The hiring manager isn\u2019t making a final decision for whatever reason and it\u2019s slowing down the whole process.   3. Everyone is really busy and there isn\u2019t enough time in a week to do everything. So, someone\/some project gets neglected.","labels":0,"seconds_difference":50212.0,"score_ratio":2.0}
{"post_id":"wk9gxq","domain":"askhr_validation","upvote_ratio":0.92,"history":"[NY] Why do HR folks do this? Please help me to understand why a company puts a candidate through 5 interviews (sometimes more) and then goes silent. WHY, even after sending a confirmation email asking for a status or straight up asking if the position has been filled cannot you not just respond with a simple yes or no?!","c_root_id_A":"ijn8qnn","c_root_id_B":"ijmyw53","created_at_utc_A":1660085940,"created_at_utc_B":1660081869,"score_A":3,"score_B":2,"human_ref_A":"Because it is human nature to start to ignore people you have no use for anymore.  Have you been ghosted by friends, relatives, people you thought were friends from your old jobs, and neighbors?  (I am not saying this is right but everyone needs to understand human nature and job hunting is the same thing.)","human_ref_B":"The five interviews is also too much. Why the candidate should spend that much time. And even why the company spends that time with so many candidates. I really cant understand. Honestly, they seem like playing a recruitment game for me.","labels":1,"seconds_difference":4071.0,"score_ratio":1.5}
{"post_id":"wk9gxq","domain":"askhr_validation","upvote_ratio":0.92,"history":"[NY] Why do HR folks do this? Please help me to understand why a company puts a candidate through 5 interviews (sometimes more) and then goes silent. WHY, even after sending a confirmation email asking for a status or straight up asking if the position has been filled cannot you not just respond with a simple yes or no?!","c_root_id_A":"ijomygi","c_root_id_B":"ijmyw53","created_at_utc_A":1660110307,"created_at_utc_B":1660081869,"score_A":3,"score_B":2,"human_ref_A":"Because a candidate they have decided not to hire has no value to them, so why waste time communicating with them?","human_ref_B":"The five interviews is also too much. Why the candidate should spend that much time. And even why the company spends that time with so many candidates. I really cant understand. Honestly, they seem like playing a recruitment game for me.","labels":1,"seconds_difference":28438.0,"score_ratio":1.5}
{"post_id":"wk9gxq","domain":"askhr_validation","upvote_ratio":0.92,"history":"[NY] Why do HR folks do this? Please help me to understand why a company puts a candidate through 5 interviews (sometimes more) and then goes silent. WHY, even after sending a confirmation email asking for a status or straight up asking if the position has been filled cannot you not just respond with a simple yes or no?!","c_root_id_A":"ijmyw53","c_root_id_B":"ijp64yn","created_at_utc_A":1660081869,"created_at_utc_B":1660125197,"score_A":2,"score_B":3,"human_ref_A":"The five interviews is also too much. Why the candidate should spend that much time. And even why the company spends that time with so many candidates. I really cant understand. Honestly, they seem like playing a recruitment game for me.","human_ref_B":"Usually the person who has to decide is holding up the line...believe me, we have more things to do than just you - I need them to decide!  Though I will say - I always email candidates when it takes longer, and I (try to, if I see the email) reply to inquiries about updates.","labels":0,"seconds_difference":43328.0,"score_ratio":1.5}
{"post_id":"wk9gxq","domain":"askhr_validation","upvote_ratio":0.92,"history":"[NY] Why do HR folks do this? Please help me to understand why a company puts a candidate through 5 interviews (sometimes more) and then goes silent. WHY, even after sending a confirmation email asking for a status or straight up asking if the position has been filled cannot you not just respond with a simple yes or no?!","c_root_id_A":"ijomygi","c_root_id_B":"ijnyt2r","created_at_utc_A":1660110307,"created_at_utc_B":1660097475,"score_A":3,"score_B":2,"human_ref_A":"Because a candidate they have decided not to hire has no value to them, so why waste time communicating with them?","human_ref_B":"Bad recruiter is overworked and without either proper data\/analytics or leadership holding them accountable.","labels":1,"seconds_difference":12832.0,"score_ratio":1.5}
{"post_id":"wk9gxq","domain":"askhr_validation","upvote_ratio":0.92,"history":"[NY] Why do HR folks do this? Please help me to understand why a company puts a candidate through 5 interviews (sometimes more) and then goes silent. WHY, even after sending a confirmation email asking for a status or straight up asking if the position has been filled cannot you not just respond with a simple yes or no?!","c_root_id_A":"ijp64yn","c_root_id_B":"ijnyt2r","created_at_utc_A":1660125197,"created_at_utc_B":1660097475,"score_A":3,"score_B":2,"human_ref_A":"Usually the person who has to decide is holding up the line...believe me, we have more things to do than just you - I need them to decide!  Though I will say - I always email candidates when it takes longer, and I (try to, if I see the email) reply to inquiries about updates.","human_ref_B":"Bad recruiter is overworked and without either proper data\/analytics or leadership holding them accountable.","labels":1,"seconds_difference":27722.0,"score_ratio":1.5}
{"post_id":"x9ygf6","domain":"askhr_validation","upvote_ratio":0.96,"history":"[OK] My boss may not have told anyone I'm leaving I submitted my two week notice on 9\/1 and was asked by my boss not to tell the rest of the department. This made sense, as another team member's last day had been the Friday before, leaving just two people in my immediate team.  However, the other team member and I talk outside of work and she put her notice in a few minutes after I did, so the entire team will be gone as of Friday, 9\/16.  Normally, there's an announcement to all the teams that fall under our department even if someone is leaving under not great circumstances just to make sure that duties and responsibilities get picked up and we can ensure continuity of service to customers. In this case, however, it's been over a week and we haven't heard a word from our department head other than asking me for a list of all the logins a new hire would need to do the job.  What has me most concerned is that our VP of Ops, who's usually pretty involved with our department, hasn't contacted me or the other employee, which makes me think our department head hasn't communicated what's going on.  Since we both leave a week from today and want to make sure the other teams aren't blind sided, at what point should I go over my boss's head to let the VP of Ops or someone else know so that the department isn't left holding the bag?","c_root_id_A":"inqlmlm","c_root_id_B":"inqluvd","created_at_utc_A":1662737895,"created_at_utc_B":1662737987,"score_A":166,"score_B":242,"human_ref_A":"Not your problem!  Just do your work and leave\u2026","human_ref_B":"You don\u2019t. You don\u2019t know what conversations are going on behind closed doors.","labels":0,"seconds_difference":92.0,"score_ratio":1.4578313253}
{"post_id":"x9ygf6","domain":"askhr_validation","upvote_ratio":0.96,"history":"[OK] My boss may not have told anyone I'm leaving I submitted my two week notice on 9\/1 and was asked by my boss not to tell the rest of the department. This made sense, as another team member's last day had been the Friday before, leaving just two people in my immediate team.  However, the other team member and I talk outside of work and she put her notice in a few minutes after I did, so the entire team will be gone as of Friday, 9\/16.  Normally, there's an announcement to all the teams that fall under our department even if someone is leaving under not great circumstances just to make sure that duties and responsibilities get picked up and we can ensure continuity of service to customers. In this case, however, it's been over a week and we haven't heard a word from our department head other than asking me for a list of all the logins a new hire would need to do the job.  What has me most concerned is that our VP of Ops, who's usually pretty involved with our department, hasn't contacted me or the other employee, which makes me think our department head hasn't communicated what's going on.  Since we both leave a week from today and want to make sure the other teams aren't blind sided, at what point should I go over my boss's head to let the VP of Ops or someone else know so that the department isn't left holding the bag?","c_root_id_A":"inqmbm7","c_root_id_B":"inqnps7","created_at_utc_A":1662738171,"created_at_utc_B":1662738720,"score_A":5,"score_B":19,"human_ref_A":"Write a \u201cgoodbye, great working for you\u201d email and they\u2019ll notice.","human_ref_B":"Echoing what others have said, this sounds like a \"not my circus, not my monkeys\" situation. You're on your way out, and it really isn't your responsibility to manage how they handle things once you've gone (and it certainly isn't the kind of stress you want to carry into your new position!)","labels":0,"seconds_difference":549.0,"score_ratio":3.8}
{"post_id":"x9ygf6","domain":"askhr_validation","upvote_ratio":0.96,"history":"[OK] My boss may not have told anyone I'm leaving I submitted my two week notice on 9\/1 and was asked by my boss not to tell the rest of the department. This made sense, as another team member's last day had been the Friday before, leaving just two people in my immediate team.  However, the other team member and I talk outside of work and she put her notice in a few minutes after I did, so the entire team will be gone as of Friday, 9\/16.  Normally, there's an announcement to all the teams that fall under our department even if someone is leaving under not great circumstances just to make sure that duties and responsibilities get picked up and we can ensure continuity of service to customers. In this case, however, it's been over a week and we haven't heard a word from our department head other than asking me for a list of all the logins a new hire would need to do the job.  What has me most concerned is that our VP of Ops, who's usually pretty involved with our department, hasn't contacted me or the other employee, which makes me think our department head hasn't communicated what's going on.  Since we both leave a week from today and want to make sure the other teams aren't blind sided, at what point should I go over my boss's head to let the VP of Ops or someone else know so that the department isn't left holding the bag?","c_root_id_A":"inr6kkq","c_root_id_B":"inr9xq4","created_at_utc_A":1662746156,"created_at_utc_B":1662747514,"score_A":9,"score_B":14,"human_ref_A":"At this point, I'd help the people who you think can help you most in the future - getting jobs, networking, etc. If you think your boss is the most helpful somewhere down the line - then honor their request to keep quiet. If you think your VP of Ops is the most valuable asset, then reach out to them, etc. You do not owe anyone anything beyond what you have done - given the standard two weeks notice to your direct boss and continued to work during that time.   As a CYA measure, I'd keep a copy of the email you sent to your current boss - in the unlikely event that they are pulling some shit.","human_ref_B":"I live by the motto of not my job not my prob.","labels":0,"seconds_difference":1358.0,"score_ratio":1.5555555556}
{"post_id":"x9ygf6","domain":"askhr_validation","upvote_ratio":0.96,"history":"[OK] My boss may not have told anyone I'm leaving I submitted my two week notice on 9\/1 and was asked by my boss not to tell the rest of the department. This made sense, as another team member's last day had been the Friday before, leaving just two people in my immediate team.  However, the other team member and I talk outside of work and she put her notice in a few minutes after I did, so the entire team will be gone as of Friday, 9\/16.  Normally, there's an announcement to all the teams that fall under our department even if someone is leaving under not great circumstances just to make sure that duties and responsibilities get picked up and we can ensure continuity of service to customers. In this case, however, it's been over a week and we haven't heard a word from our department head other than asking me for a list of all the logins a new hire would need to do the job.  What has me most concerned is that our VP of Ops, who's usually pretty involved with our department, hasn't contacted me or the other employee, which makes me think our department head hasn't communicated what's going on.  Since we both leave a week from today and want to make sure the other teams aren't blind sided, at what point should I go over my boss's head to let the VP of Ops or someone else know so that the department isn't left holding the bag?","c_root_id_A":"inqmbm7","c_root_id_B":"inr9xq4","created_at_utc_A":1662738171,"created_at_utc_B":1662747514,"score_A":5,"score_B":14,"human_ref_A":"Write a \u201cgoodbye, great working for you\u201d email and they\u2019ll notice.","human_ref_B":"I live by the motto of not my job not my prob.","labels":0,"seconds_difference":9343.0,"score_ratio":2.8}
{"post_id":"x9ygf6","domain":"askhr_validation","upvote_ratio":0.96,"history":"[OK] My boss may not have told anyone I'm leaving I submitted my two week notice on 9\/1 and was asked by my boss not to tell the rest of the department. This made sense, as another team member's last day had been the Friday before, leaving just two people in my immediate team.  However, the other team member and I talk outside of work and she put her notice in a few minutes after I did, so the entire team will be gone as of Friday, 9\/16.  Normally, there's an announcement to all the teams that fall under our department even if someone is leaving under not great circumstances just to make sure that duties and responsibilities get picked up and we can ensure continuity of service to customers. In this case, however, it's been over a week and we haven't heard a word from our department head other than asking me for a list of all the logins a new hire would need to do the job.  What has me most concerned is that our VP of Ops, who's usually pretty involved with our department, hasn't contacted me or the other employee, which makes me think our department head hasn't communicated what's going on.  Since we both leave a week from today and want to make sure the other teams aren't blind sided, at what point should I go over my boss's head to let the VP of Ops or someone else know so that the department isn't left holding the bag?","c_root_id_A":"inr9xq4","c_root_id_B":"inqsfqc","created_at_utc_A":1662747514,"created_at_utc_B":1662740589,"score_A":14,"score_B":4,"human_ref_A":"I live by the motto of not my job not my prob.","human_ref_B":"I wouldn\u2019t go to anyone, if you\u2019re worried about your soon to be former coworkers then prepare up to date documentation about what you\u2019re working on, how to do it and where everything is.  You shouldn\u2019t be telling anyone anything, unless they ask. But I\u2019m guessing your boss and this VP are trying to figure out how to keep everyone else.","labels":1,"seconds_difference":6925.0,"score_ratio":3.5}
{"post_id":"x9ygf6","domain":"askhr_validation","upvote_ratio":0.96,"history":"[OK] My boss may not have told anyone I'm leaving I submitted my two week notice on 9\/1 and was asked by my boss not to tell the rest of the department. This made sense, as another team member's last day had been the Friday before, leaving just two people in my immediate team.  However, the other team member and I talk outside of work and she put her notice in a few minutes after I did, so the entire team will be gone as of Friday, 9\/16.  Normally, there's an announcement to all the teams that fall under our department even if someone is leaving under not great circumstances just to make sure that duties and responsibilities get picked up and we can ensure continuity of service to customers. In this case, however, it's been over a week and we haven't heard a word from our department head other than asking me for a list of all the logins a new hire would need to do the job.  What has me most concerned is that our VP of Ops, who's usually pretty involved with our department, hasn't contacted me or the other employee, which makes me think our department head hasn't communicated what's going on.  Since we both leave a week from today and want to make sure the other teams aren't blind sided, at what point should I go over my boss's head to let the VP of Ops or someone else know so that the department isn't left holding the bag?","c_root_id_A":"inr6kkq","c_root_id_B":"inqmbm7","created_at_utc_A":1662746156,"created_at_utc_B":1662738171,"score_A":9,"score_B":5,"human_ref_A":"At this point, I'd help the people who you think can help you most in the future - getting jobs, networking, etc. If you think your boss is the most helpful somewhere down the line - then honor their request to keep quiet. If you think your VP of Ops is the most valuable asset, then reach out to them, etc. You do not owe anyone anything beyond what you have done - given the standard two weeks notice to your direct boss and continued to work during that time.   As a CYA measure, I'd keep a copy of the email you sent to your current boss - in the unlikely event that they are pulling some shit.","human_ref_B":"Write a \u201cgoodbye, great working for you\u201d email and they\u2019ll notice.","labels":1,"seconds_difference":7985.0,"score_ratio":1.8}
{"post_id":"x9ygf6","domain":"askhr_validation","upvote_ratio":0.96,"history":"[OK] My boss may not have told anyone I'm leaving I submitted my two week notice on 9\/1 and was asked by my boss not to tell the rest of the department. This made sense, as another team member's last day had been the Friday before, leaving just two people in my immediate team.  However, the other team member and I talk outside of work and she put her notice in a few minutes after I did, so the entire team will be gone as of Friday, 9\/16.  Normally, there's an announcement to all the teams that fall under our department even if someone is leaving under not great circumstances just to make sure that duties and responsibilities get picked up and we can ensure continuity of service to customers. In this case, however, it's been over a week and we haven't heard a word from our department head other than asking me for a list of all the logins a new hire would need to do the job.  What has me most concerned is that our VP of Ops, who's usually pretty involved with our department, hasn't contacted me or the other employee, which makes me think our department head hasn't communicated what's going on.  Since we both leave a week from today and want to make sure the other teams aren't blind sided, at what point should I go over my boss's head to let the VP of Ops or someone else know so that the department isn't left holding the bag?","c_root_id_A":"inr6kkq","c_root_id_B":"inqsfqc","created_at_utc_A":1662746156,"created_at_utc_B":1662740589,"score_A":9,"score_B":4,"human_ref_A":"At this point, I'd help the people who you think can help you most in the future - getting jobs, networking, etc. If you think your boss is the most helpful somewhere down the line - then honor their request to keep quiet. If you think your VP of Ops is the most valuable asset, then reach out to them, etc. You do not owe anyone anything beyond what you have done - given the standard two weeks notice to your direct boss and continued to work during that time.   As a CYA measure, I'd keep a copy of the email you sent to your current boss - in the unlikely event that they are pulling some shit.","human_ref_B":"I wouldn\u2019t go to anyone, if you\u2019re worried about your soon to be former coworkers then prepare up to date documentation about what you\u2019re working on, how to do it and where everything is.  You shouldn\u2019t be telling anyone anything, unless they ask. But I\u2019m guessing your boss and this VP are trying to figure out how to keep everyone else.","labels":1,"seconds_difference":5567.0,"score_ratio":2.25}
{"post_id":"x9ygf6","domain":"askhr_validation","upvote_ratio":0.96,"history":"[OK] My boss may not have told anyone I'm leaving I submitted my two week notice on 9\/1 and was asked by my boss not to tell the rest of the department. This made sense, as another team member's last day had been the Friday before, leaving just two people in my immediate team.  However, the other team member and I talk outside of work and she put her notice in a few minutes after I did, so the entire team will be gone as of Friday, 9\/16.  Normally, there's an announcement to all the teams that fall under our department even if someone is leaving under not great circumstances just to make sure that duties and responsibilities get picked up and we can ensure continuity of service to customers. In this case, however, it's been over a week and we haven't heard a word from our department head other than asking me for a list of all the logins a new hire would need to do the job.  What has me most concerned is that our VP of Ops, who's usually pretty involved with our department, hasn't contacted me or the other employee, which makes me think our department head hasn't communicated what's going on.  Since we both leave a week from today and want to make sure the other teams aren't blind sided, at what point should I go over my boss's head to let the VP of Ops or someone else know so that the department isn't left holding the bag?","c_root_id_A":"inryc2x","c_root_id_B":"inrbmt4","created_at_utc_A":1662757458,"created_at_utc_B":1662748198,"score_A":9,"score_B":6,"human_ref_A":"They\u2019re not gonna pay you any more for doing damage control before you leave. Enjoy your last week and scoot out of there as soon as you can","human_ref_B":"I\u2019m in a little bit of a similar situation, I was hired for one position but put on another team. Well they recently put me in the position that I was hired into, without telling the team they put me on. (I\u2019m a remote employee) So all week I\u2019ve been working on the new team, the old team does not know this and the team lead just sent out feelers about a meeting next week.   On Monday I would start casually bringing personal stuff home with you. People will get the hint.","labels":1,"seconds_difference":9260.0,"score_ratio":1.5}
{"post_id":"x9ygf6","domain":"askhr_validation","upvote_ratio":0.96,"history":"[OK] My boss may not have told anyone I'm leaving I submitted my two week notice on 9\/1 and was asked by my boss not to tell the rest of the department. This made sense, as another team member's last day had been the Friday before, leaving just two people in my immediate team.  However, the other team member and I talk outside of work and she put her notice in a few minutes after I did, so the entire team will be gone as of Friday, 9\/16.  Normally, there's an announcement to all the teams that fall under our department even if someone is leaving under not great circumstances just to make sure that duties and responsibilities get picked up and we can ensure continuity of service to customers. In this case, however, it's been over a week and we haven't heard a word from our department head other than asking me for a list of all the logins a new hire would need to do the job.  What has me most concerned is that our VP of Ops, who's usually pretty involved with our department, hasn't contacted me or the other employee, which makes me think our department head hasn't communicated what's going on.  Since we both leave a week from today and want to make sure the other teams aren't blind sided, at what point should I go over my boss's head to let the VP of Ops or someone else know so that the department isn't left holding the bag?","c_root_id_A":"inryc2x","c_root_id_B":"inqmbm7","created_at_utc_A":1662757458,"created_at_utc_B":1662738171,"score_A":9,"score_B":5,"human_ref_A":"They\u2019re not gonna pay you any more for doing damage control before you leave. Enjoy your last week and scoot out of there as soon as you can","human_ref_B":"Write a \u201cgoodbye, great working for you\u201d email and they\u2019ll notice.","labels":1,"seconds_difference":19287.0,"score_ratio":1.8}
{"post_id":"x9ygf6","domain":"askhr_validation","upvote_ratio":0.96,"history":"[OK] My boss may not have told anyone I'm leaving I submitted my two week notice on 9\/1 and was asked by my boss not to tell the rest of the department. This made sense, as another team member's last day had been the Friday before, leaving just two people in my immediate team.  However, the other team member and I talk outside of work and she put her notice in a few minutes after I did, so the entire team will be gone as of Friday, 9\/16.  Normally, there's an announcement to all the teams that fall under our department even if someone is leaving under not great circumstances just to make sure that duties and responsibilities get picked up and we can ensure continuity of service to customers. In this case, however, it's been over a week and we haven't heard a word from our department head other than asking me for a list of all the logins a new hire would need to do the job.  What has me most concerned is that our VP of Ops, who's usually pretty involved with our department, hasn't contacted me or the other employee, which makes me think our department head hasn't communicated what's going on.  Since we both leave a week from today and want to make sure the other teams aren't blind sided, at what point should I go over my boss's head to let the VP of Ops or someone else know so that the department isn't left holding the bag?","c_root_id_A":"inrp2c7","c_root_id_B":"inryc2x","created_at_utc_A":1662753649,"created_at_utc_B":1662757458,"score_A":5,"score_B":9,"human_ref_A":"You are making a lot of assumptions. It is very possible your boss and the VP of Ops are working behind the scenes and don't need your input and want to be able to set the narrative without you.","human_ref_B":"They\u2019re not gonna pay you any more for doing damage control before you leave. Enjoy your last week and scoot out of there as soon as you can","labels":0,"seconds_difference":3809.0,"score_ratio":1.8}
{"post_id":"x9ygf6","domain":"askhr_validation","upvote_ratio":0.96,"history":"[OK] My boss may not have told anyone I'm leaving I submitted my two week notice on 9\/1 and was asked by my boss not to tell the rest of the department. This made sense, as another team member's last day had been the Friday before, leaving just two people in my immediate team.  However, the other team member and I talk outside of work and she put her notice in a few minutes after I did, so the entire team will be gone as of Friday, 9\/16.  Normally, there's an announcement to all the teams that fall under our department even if someone is leaving under not great circumstances just to make sure that duties and responsibilities get picked up and we can ensure continuity of service to customers. In this case, however, it's been over a week and we haven't heard a word from our department head other than asking me for a list of all the logins a new hire would need to do the job.  What has me most concerned is that our VP of Ops, who's usually pretty involved with our department, hasn't contacted me or the other employee, which makes me think our department head hasn't communicated what's going on.  Since we both leave a week from today and want to make sure the other teams aren't blind sided, at what point should I go over my boss's head to let the VP of Ops or someone else know so that the department isn't left holding the bag?","c_root_id_A":"inryc2x","c_root_id_B":"inqsfqc","created_at_utc_A":1662757458,"created_at_utc_B":1662740589,"score_A":9,"score_B":4,"human_ref_A":"They\u2019re not gonna pay you any more for doing damage control before you leave. Enjoy your last week and scoot out of there as soon as you can","human_ref_B":"I wouldn\u2019t go to anyone, if you\u2019re worried about your soon to be former coworkers then prepare up to date documentation about what you\u2019re working on, how to do it and where everything is.  You shouldn\u2019t be telling anyone anything, unless they ask. But I\u2019m guessing your boss and this VP are trying to figure out how to keep everyone else.","labels":1,"seconds_difference":16869.0,"score_ratio":2.25}
{"post_id":"x9ygf6","domain":"askhr_validation","upvote_ratio":0.96,"history":"[OK] My boss may not have told anyone I'm leaving I submitted my two week notice on 9\/1 and was asked by my boss not to tell the rest of the department. This made sense, as another team member's last day had been the Friday before, leaving just two people in my immediate team.  However, the other team member and I talk outside of work and she put her notice in a few minutes after I did, so the entire team will be gone as of Friday, 9\/16.  Normally, there's an announcement to all the teams that fall under our department even if someone is leaving under not great circumstances just to make sure that duties and responsibilities get picked up and we can ensure continuity of service to customers. In this case, however, it's been over a week and we haven't heard a word from our department head other than asking me for a list of all the logins a new hire would need to do the job.  What has me most concerned is that our VP of Ops, who's usually pretty involved with our department, hasn't contacted me or the other employee, which makes me think our department head hasn't communicated what's going on.  Since we both leave a week from today and want to make sure the other teams aren't blind sided, at what point should I go over my boss's head to let the VP of Ops or someone else know so that the department isn't left holding the bag?","c_root_id_A":"inryc2x","c_root_id_B":"inrtogq","created_at_utc_A":1662757458,"created_at_utc_B":1662755537,"score_A":9,"score_B":4,"human_ref_A":"They\u2019re not gonna pay you any more for doing damage control before you leave. Enjoy your last week and scoot out of there as soon as you can","human_ref_B":"The bosses all talk and keep eachother informed 24\/7.  If not, guarantee you HR is constantly tickling their ears with every bit of potentially impactful info about employees\/\u201csubordinates\u201d.  And if they don\u2019t they all (bosses\/managers\/HR lackeys) deserve to get burned, frankly.  Not your problem.  You owe them nothing.  You are obviously an honorable person, eg giving them a two week notice is proactively honorable to a high level of honesty\/transparency on your individual part and you trying to honor their request\/them telling you to not share your info with others.  Besides, they\u2019ve all probably not been fully honest\/transparent with you (deception, misleading, manipulation, if not outright lying) and have been taking advantage of you as an individual in a plethora of ways as justified via legalistic rhetoric and practices -throughout your course of hiring through employment with them, as demonstrated by them putting pressure on you and using your personal internal sense of honor to keep you quiet with others about you leaving.  It\u2019s your legal right to talk with anyone, anytime about your salary and employment situation, btw.  Bosses\/Employers and esp HR staff typically don\u2019t want you to know this, of course.","labels":1,"seconds_difference":1921.0,"score_ratio":2.25}
{"post_id":"x9ygf6","domain":"askhr_validation","upvote_ratio":0.96,"history":"[OK] My boss may not have told anyone I'm leaving I submitted my two week notice on 9\/1 and was asked by my boss not to tell the rest of the department. This made sense, as another team member's last day had been the Friday before, leaving just two people in my immediate team.  However, the other team member and I talk outside of work and she put her notice in a few minutes after I did, so the entire team will be gone as of Friday, 9\/16.  Normally, there's an announcement to all the teams that fall under our department even if someone is leaving under not great circumstances just to make sure that duties and responsibilities get picked up and we can ensure continuity of service to customers. In this case, however, it's been over a week and we haven't heard a word from our department head other than asking me for a list of all the logins a new hire would need to do the job.  What has me most concerned is that our VP of Ops, who's usually pretty involved with our department, hasn't contacted me or the other employee, which makes me think our department head hasn't communicated what's going on.  Since we both leave a week from today and want to make sure the other teams aren't blind sided, at what point should I go over my boss's head to let the VP of Ops or someone else know so that the department isn't left holding the bag?","c_root_id_A":"inqmbm7","c_root_id_B":"inrbmt4","created_at_utc_A":1662738171,"created_at_utc_B":1662748198,"score_A":5,"score_B":6,"human_ref_A":"Write a \u201cgoodbye, great working for you\u201d email and they\u2019ll notice.","human_ref_B":"I\u2019m in a little bit of a similar situation, I was hired for one position but put on another team. Well they recently put me in the position that I was hired into, without telling the team they put me on. (I\u2019m a remote employee) So all week I\u2019ve been working on the new team, the old team does not know this and the team lead just sent out feelers about a meeting next week.   On Monday I would start casually bringing personal stuff home with you. People will get the hint.","labels":0,"seconds_difference":10027.0,"score_ratio":1.2}
{"post_id":"x9ygf6","domain":"askhr_validation","upvote_ratio":0.96,"history":"[OK] My boss may not have told anyone I'm leaving I submitted my two week notice on 9\/1 and was asked by my boss not to tell the rest of the department. This made sense, as another team member's last day had been the Friday before, leaving just two people in my immediate team.  However, the other team member and I talk outside of work and she put her notice in a few minutes after I did, so the entire team will be gone as of Friday, 9\/16.  Normally, there's an announcement to all the teams that fall under our department even if someone is leaving under not great circumstances just to make sure that duties and responsibilities get picked up and we can ensure continuity of service to customers. In this case, however, it's been over a week and we haven't heard a word from our department head other than asking me for a list of all the logins a new hire would need to do the job.  What has me most concerned is that our VP of Ops, who's usually pretty involved with our department, hasn't contacted me or the other employee, which makes me think our department head hasn't communicated what's going on.  Since we both leave a week from today and want to make sure the other teams aren't blind sided, at what point should I go over my boss's head to let the VP of Ops or someone else know so that the department isn't left holding the bag?","c_root_id_A":"inqsfqc","c_root_id_B":"inrbmt4","created_at_utc_A":1662740589,"created_at_utc_B":1662748198,"score_A":4,"score_B":6,"human_ref_A":"I wouldn\u2019t go to anyone, if you\u2019re worried about your soon to be former coworkers then prepare up to date documentation about what you\u2019re working on, how to do it and where everything is.  You shouldn\u2019t be telling anyone anything, unless they ask. But I\u2019m guessing your boss and this VP are trying to figure out how to keep everyone else.","human_ref_B":"I\u2019m in a little bit of a similar situation, I was hired for one position but put on another team. Well they recently put me in the position that I was hired into, without telling the team they put me on. (I\u2019m a remote employee) So all week I\u2019ve been working on the new team, the old team does not know this and the team lead just sent out feelers about a meeting next week.   On Monday I would start casually bringing personal stuff home with you. People will get the hint.","labels":0,"seconds_difference":7609.0,"score_ratio":1.5}
{"post_id":"x9ygf6","domain":"askhr_validation","upvote_ratio":0.96,"history":"[OK] My boss may not have told anyone I'm leaving I submitted my two week notice on 9\/1 and was asked by my boss not to tell the rest of the department. This made sense, as another team member's last day had been the Friday before, leaving just two people in my immediate team.  However, the other team member and I talk outside of work and she put her notice in a few minutes after I did, so the entire team will be gone as of Friday, 9\/16.  Normally, there's an announcement to all the teams that fall under our department even if someone is leaving under not great circumstances just to make sure that duties and responsibilities get picked up and we can ensure continuity of service to customers. In this case, however, it's been over a week and we haven't heard a word from our department head other than asking me for a list of all the logins a new hire would need to do the job.  What has me most concerned is that our VP of Ops, who's usually pretty involved with our department, hasn't contacted me or the other employee, which makes me think our department head hasn't communicated what's going on.  Since we both leave a week from today and want to make sure the other teams aren't blind sided, at what point should I go over my boss's head to let the VP of Ops or someone else know so that the department isn't left holding the bag?","c_root_id_A":"inqsfqc","c_root_id_B":"inrp2c7","created_at_utc_A":1662740589,"created_at_utc_B":1662753649,"score_A":4,"score_B":5,"human_ref_A":"I wouldn\u2019t go to anyone, if you\u2019re worried about your soon to be former coworkers then prepare up to date documentation about what you\u2019re working on, how to do it and where everything is.  You shouldn\u2019t be telling anyone anything, unless they ask. But I\u2019m guessing your boss and this VP are trying to figure out how to keep everyone else.","human_ref_B":"You are making a lot of assumptions. It is very possible your boss and the VP of Ops are working behind the scenes and don't need your input and want to be able to set the narrative without you.","labels":0,"seconds_difference":13060.0,"score_ratio":1.25}
{"post_id":"x9ygf6","domain":"askhr_validation","upvote_ratio":0.96,"history":"[OK] My boss may not have told anyone I'm leaving I submitted my two week notice on 9\/1 and was asked by my boss not to tell the rest of the department. This made sense, as another team member's last day had been the Friday before, leaving just two people in my immediate team.  However, the other team member and I talk outside of work and she put her notice in a few minutes after I did, so the entire team will be gone as of Friday, 9\/16.  Normally, there's an announcement to all the teams that fall under our department even if someone is leaving under not great circumstances just to make sure that duties and responsibilities get picked up and we can ensure continuity of service to customers. In this case, however, it's been over a week and we haven't heard a word from our department head other than asking me for a list of all the logins a new hire would need to do the job.  What has me most concerned is that our VP of Ops, who's usually pretty involved with our department, hasn't contacted me or the other employee, which makes me think our department head hasn't communicated what's going on.  Since we both leave a week from today and want to make sure the other teams aren't blind sided, at what point should I go over my boss's head to let the VP of Ops or someone else know so that the department isn't left holding the bag?","c_root_id_A":"inqsfqc","c_root_id_B":"insial4","created_at_utc_A":1662740589,"created_at_utc_B":1662766288,"score_A":4,"score_B":5,"human_ref_A":"I wouldn\u2019t go to anyone, if you\u2019re worried about your soon to be former coworkers then prepare up to date documentation about what you\u2019re working on, how to do it and where everything is.  You shouldn\u2019t be telling anyone anything, unless they ask. But I\u2019m guessing your boss and this VP are trying to figure out how to keep everyone else.","human_ref_B":"Maybe your boss also put in their 2 weeks right after you did?   It\u2019s admirable you care but would be weird for you to do anything about it unless you\u2019re seeking attention.","labels":0,"seconds_difference":25699.0,"score_ratio":1.25}
{"post_id":"x9ygf6","domain":"askhr_validation","upvote_ratio":0.96,"history":"[OK] My boss may not have told anyone I'm leaving I submitted my two week notice on 9\/1 and was asked by my boss not to tell the rest of the department. This made sense, as another team member's last day had been the Friday before, leaving just two people in my immediate team.  However, the other team member and I talk outside of work and she put her notice in a few minutes after I did, so the entire team will be gone as of Friday, 9\/16.  Normally, there's an announcement to all the teams that fall under our department even if someone is leaving under not great circumstances just to make sure that duties and responsibilities get picked up and we can ensure continuity of service to customers. In this case, however, it's been over a week and we haven't heard a word from our department head other than asking me for a list of all the logins a new hire would need to do the job.  What has me most concerned is that our VP of Ops, who's usually pretty involved with our department, hasn't contacted me or the other employee, which makes me think our department head hasn't communicated what's going on.  Since we both leave a week from today and want to make sure the other teams aren't blind sided, at what point should I go over my boss's head to let the VP of Ops or someone else know so that the department isn't left holding the bag?","c_root_id_A":"inrtogq","c_root_id_B":"insial4","created_at_utc_A":1662755537,"created_at_utc_B":1662766288,"score_A":4,"score_B":5,"human_ref_A":"The bosses all talk and keep eachother informed 24\/7.  If not, guarantee you HR is constantly tickling their ears with every bit of potentially impactful info about employees\/\u201csubordinates\u201d.  And if they don\u2019t they all (bosses\/managers\/HR lackeys) deserve to get burned, frankly.  Not your problem.  You owe them nothing.  You are obviously an honorable person, eg giving them a two week notice is proactively honorable to a high level of honesty\/transparency on your individual part and you trying to honor their request\/them telling you to not share your info with others.  Besides, they\u2019ve all probably not been fully honest\/transparent with you (deception, misleading, manipulation, if not outright lying) and have been taking advantage of you as an individual in a plethora of ways as justified via legalistic rhetoric and practices -throughout your course of hiring through employment with them, as demonstrated by them putting pressure on you and using your personal internal sense of honor to keep you quiet with others about you leaving.  It\u2019s your legal right to talk with anyone, anytime about your salary and employment situation, btw.  Bosses\/Employers and esp HR staff typically don\u2019t want you to know this, of course.","human_ref_B":"Maybe your boss also put in their 2 weeks right after you did?   It\u2019s admirable you care but would be weird for you to do anything about it unless you\u2019re seeking attention.","labels":0,"seconds_difference":10751.0,"score_ratio":1.25}
{"post_id":"x9ygf6","domain":"askhr_validation","upvote_ratio":0.96,"history":"[OK] My boss may not have told anyone I'm leaving I submitted my two week notice on 9\/1 and was asked by my boss not to tell the rest of the department. This made sense, as another team member's last day had been the Friday before, leaving just two people in my immediate team.  However, the other team member and I talk outside of work and she put her notice in a few minutes after I did, so the entire team will be gone as of Friday, 9\/16.  Normally, there's an announcement to all the teams that fall under our department even if someone is leaving under not great circumstances just to make sure that duties and responsibilities get picked up and we can ensure continuity of service to customers. In this case, however, it's been over a week and we haven't heard a word from our department head other than asking me for a list of all the logins a new hire would need to do the job.  What has me most concerned is that our VP of Ops, who's usually pretty involved with our department, hasn't contacted me or the other employee, which makes me think our department head hasn't communicated what's going on.  Since we both leave a week from today and want to make sure the other teams aren't blind sided, at what point should I go over my boss's head to let the VP of Ops or someone else know so that the department isn't left holding the bag?","c_root_id_A":"insvksp","c_root_id_B":"inqsfqc","created_at_utc_A":1662772680,"created_at_utc_B":1662740589,"score_A":5,"score_B":4,"human_ref_A":"Not your circus, not your problem.   Let the company deal with how they want to handle things.","human_ref_B":"I wouldn\u2019t go to anyone, if you\u2019re worried about your soon to be former coworkers then prepare up to date documentation about what you\u2019re working on, how to do it and where everything is.  You shouldn\u2019t be telling anyone anything, unless they ask. But I\u2019m guessing your boss and this VP are trying to figure out how to keep everyone else.","labels":1,"seconds_difference":32091.0,"score_ratio":1.25}
{"post_id":"x9ygf6","domain":"askhr_validation","upvote_ratio":0.96,"history":"[OK] My boss may not have told anyone I'm leaving I submitted my two week notice on 9\/1 and was asked by my boss not to tell the rest of the department. This made sense, as another team member's last day had been the Friday before, leaving just two people in my immediate team.  However, the other team member and I talk outside of work and she put her notice in a few minutes after I did, so the entire team will be gone as of Friday, 9\/16.  Normally, there's an announcement to all the teams that fall under our department even if someone is leaving under not great circumstances just to make sure that duties and responsibilities get picked up and we can ensure continuity of service to customers. In this case, however, it's been over a week and we haven't heard a word from our department head other than asking me for a list of all the logins a new hire would need to do the job.  What has me most concerned is that our VP of Ops, who's usually pretty involved with our department, hasn't contacted me or the other employee, which makes me think our department head hasn't communicated what's going on.  Since we both leave a week from today and want to make sure the other teams aren't blind sided, at what point should I go over my boss's head to let the VP of Ops or someone else know so that the department isn't left holding the bag?","c_root_id_A":"inrtogq","c_root_id_B":"insvksp","created_at_utc_A":1662755537,"created_at_utc_B":1662772680,"score_A":4,"score_B":5,"human_ref_A":"The bosses all talk and keep eachother informed 24\/7.  If not, guarantee you HR is constantly tickling their ears with every bit of potentially impactful info about employees\/\u201csubordinates\u201d.  And if they don\u2019t they all (bosses\/managers\/HR lackeys) deserve to get burned, frankly.  Not your problem.  You owe them nothing.  You are obviously an honorable person, eg giving them a two week notice is proactively honorable to a high level of honesty\/transparency on your individual part and you trying to honor their request\/them telling you to not share your info with others.  Besides, they\u2019ve all probably not been fully honest\/transparent with you (deception, misleading, manipulation, if not outright lying) and have been taking advantage of you as an individual in a plethora of ways as justified via legalistic rhetoric and practices -throughout your course of hiring through employment with them, as demonstrated by them putting pressure on you and using your personal internal sense of honor to keep you quiet with others about you leaving.  It\u2019s your legal right to talk with anyone, anytime about your salary and employment situation, btw.  Bosses\/Employers and esp HR staff typically don\u2019t want you to know this, of course.","human_ref_B":"Not your circus, not your problem.   Let the company deal with how they want to handle things.","labels":0,"seconds_difference":17143.0,"score_ratio":1.25}
{"post_id":"x9ygf6","domain":"askhr_validation","upvote_ratio":0.96,"history":"[OK] My boss may not have told anyone I'm leaving I submitted my two week notice on 9\/1 and was asked by my boss not to tell the rest of the department. This made sense, as another team member's last day had been the Friday before, leaving just two people in my immediate team.  However, the other team member and I talk outside of work and she put her notice in a few minutes after I did, so the entire team will be gone as of Friday, 9\/16.  Normally, there's an announcement to all the teams that fall under our department even if someone is leaving under not great circumstances just to make sure that duties and responsibilities get picked up and we can ensure continuity of service to customers. In this case, however, it's been over a week and we haven't heard a word from our department head other than asking me for a list of all the logins a new hire would need to do the job.  What has me most concerned is that our VP of Ops, who's usually pretty involved with our department, hasn't contacted me or the other employee, which makes me think our department head hasn't communicated what's going on.  Since we both leave a week from today and want to make sure the other teams aren't blind sided, at what point should I go over my boss's head to let the VP of Ops or someone else know so that the department isn't left holding the bag?","c_root_id_A":"inqsfqc","c_root_id_B":"inszny8","created_at_utc_A":1662740589,"created_at_utc_B":1662774674,"score_A":4,"score_B":5,"human_ref_A":"I wouldn\u2019t go to anyone, if you\u2019re worried about your soon to be former coworkers then prepare up to date documentation about what you\u2019re working on, how to do it and where everything is.  You shouldn\u2019t be telling anyone anything, unless they ask. But I\u2019m guessing your boss and this VP are trying to figure out how to keep everyone else.","human_ref_B":"Sounds like you are looking forward to your last day, this is no longer your problem. Exit gracefully and leave the rest behind for your boss to handle.","labels":0,"seconds_difference":34085.0,"score_ratio":1.25}
{"post_id":"x9ygf6","domain":"askhr_validation","upvote_ratio":0.96,"history":"[OK] My boss may not have told anyone I'm leaving I submitted my two week notice on 9\/1 and was asked by my boss not to tell the rest of the department. This made sense, as another team member's last day had been the Friday before, leaving just two people in my immediate team.  However, the other team member and I talk outside of work and she put her notice in a few minutes after I did, so the entire team will be gone as of Friday, 9\/16.  Normally, there's an announcement to all the teams that fall under our department even if someone is leaving under not great circumstances just to make sure that duties and responsibilities get picked up and we can ensure continuity of service to customers. In this case, however, it's been over a week and we haven't heard a word from our department head other than asking me for a list of all the logins a new hire would need to do the job.  What has me most concerned is that our VP of Ops, who's usually pretty involved with our department, hasn't contacted me or the other employee, which makes me think our department head hasn't communicated what's going on.  Since we both leave a week from today and want to make sure the other teams aren't blind sided, at what point should I go over my boss's head to let the VP of Ops or someone else know so that the department isn't left holding the bag?","c_root_id_A":"inrtogq","c_root_id_B":"inszny8","created_at_utc_A":1662755537,"created_at_utc_B":1662774674,"score_A":4,"score_B":5,"human_ref_A":"The bosses all talk and keep eachother informed 24\/7.  If not, guarantee you HR is constantly tickling their ears with every bit of potentially impactful info about employees\/\u201csubordinates\u201d.  And if they don\u2019t they all (bosses\/managers\/HR lackeys) deserve to get burned, frankly.  Not your problem.  You owe them nothing.  You are obviously an honorable person, eg giving them a two week notice is proactively honorable to a high level of honesty\/transparency on your individual part and you trying to honor their request\/them telling you to not share your info with others.  Besides, they\u2019ve all probably not been fully honest\/transparent with you (deception, misleading, manipulation, if not outright lying) and have been taking advantage of you as an individual in a plethora of ways as justified via legalistic rhetoric and practices -throughout your course of hiring through employment with them, as demonstrated by them putting pressure on you and using your personal internal sense of honor to keep you quiet with others about you leaving.  It\u2019s your legal right to talk with anyone, anytime about your salary and employment situation, btw.  Bosses\/Employers and esp HR staff typically don\u2019t want you to know this, of course.","human_ref_B":"Sounds like you are looking forward to your last day, this is no longer your problem. Exit gracefully and leave the rest behind for your boss to handle.","labels":0,"seconds_difference":19137.0,"score_ratio":1.25}
{"post_id":"led1v4","domain":"askhr_validation","upvote_ratio":0.99,"history":"[TX] my employer has a rule that all resignations must have 30 day notice, and I must pay back my employer for any hours I am unable to work during those 30 days. Is this legal? In Texas.   I work for a small privately owned company. I want to quit because the industry\/job is just not a right fit. The employment agreement states that I need to provide a 30-day notice. It also says that, if I am not able to work through my notice, I have to pay back (at the federal minimum rate) the employer for all the hours remaining in my notice that I don\u2019t work.   For example, if I am only able to give a 2-week notice, I would owe my current employer 7.25 fed min * 8 hours * 10 days (5 days per week) for the other two weeks that I would not work.   Is this legal?  Thanks","c_root_id_A":"gmbwzg0","c_root_id_B":"gmbrm36","created_at_utc_A":1612668162,"created_at_utc_B":1612666187,"score_A":102,"score_B":97,"human_ref_A":"I can't get my head around the mindset of an employer who would want to force someone to stick around after they want out. I've actually declined 2 weeks from ex-employees. It can be so bad for morale to have someone who's mentally checked out, especially if they're moving on to a job that might appeal to the remaining employees.  If I was in your position and you couldn't get out for the 30 days, I would put in 0 effort and make sure all of your co-workers know it's nothing against them, you're being held there against your will and your boss doesn't have a clue.","human_ref_B":"post on \/r\/legaladvice. i doubt this is legal and you can probably file a wage claim with the labor department if he garnishes your wages. i have difficulty believing this is legal. employment agreements are generally not legal documents.","labels":1,"seconds_difference":1975.0,"score_ratio":1.0515463918}
{"post_id":"led1v4","domain":"askhr_validation","upvote_ratio":0.99,"history":"[TX] my employer has a rule that all resignations must have 30 day notice, and I must pay back my employer for any hours I am unable to work during those 30 days. Is this legal? In Texas.   I work for a small privately owned company. I want to quit because the industry\/job is just not a right fit. The employment agreement states that I need to provide a 30-day notice. It also says that, if I am not able to work through my notice, I have to pay back (at the federal minimum rate) the employer for all the hours remaining in my notice that I don\u2019t work.   For example, if I am only able to give a 2-week notice, I would owe my current employer 7.25 fed min * 8 hours * 10 days (5 days per week) for the other two weeks that I would not work.   Is this legal?  Thanks","c_root_id_A":"gmbw77r","c_root_id_B":"gmbwzg0","created_at_utc_A":1612667724,"created_at_utc_B":1612668162,"score_A":9,"score_B":102,"human_ref_A":"Do they pay you in advance?  Some companies do and If they do then yes, they can withhold.  If not, an employer can put anything in a contract but that doesn\u2019t mean it\u2019s enforceable especially when it comes to labor laws. A quick call to the Department of Labor should ease your mind.  If they do take it and they aren\u2019t allowed, another quick call to the DOL and they get seriously fined and you get your money.","human_ref_B":"I can't get my head around the mindset of an employer who would want to force someone to stick around after they want out. I've actually declined 2 weeks from ex-employees. It can be so bad for morale to have someone who's mentally checked out, especially if they're moving on to a job that might appeal to the remaining employees.  If I was in your position and you couldn't get out for the 30 days, I would put in 0 effort and make sure all of your co-workers know it's nothing against them, you're being held there against your will and your boss doesn't have a clue.","labels":0,"seconds_difference":438.0,"score_ratio":11.3333333333}
{"post_id":"led1v4","domain":"askhr_validation","upvote_ratio":0.99,"history":"[TX] my employer has a rule that all resignations must have 30 day notice, and I must pay back my employer for any hours I am unable to work during those 30 days. Is this legal? In Texas.   I work for a small privately owned company. I want to quit because the industry\/job is just not a right fit. The employment agreement states that I need to provide a 30-day notice. It also says that, if I am not able to work through my notice, I have to pay back (at the federal minimum rate) the employer for all the hours remaining in my notice that I don\u2019t work.   For example, if I am only able to give a 2-week notice, I would owe my current employer 7.25 fed min * 8 hours * 10 days (5 days per week) for the other two weeks that I would not work.   Is this legal?  Thanks","c_root_id_A":"gmbwmyz","c_root_id_B":"gmbwzg0","created_at_utc_A":1612667971,"created_at_utc_B":1612668162,"score_A":4,"score_B":102,"human_ref_A":"So do they also have to fire you with a 30 day notice? And Owe you the money for the days that you didn\u2019t work during that 30 day period?","human_ref_B":"I can't get my head around the mindset of an employer who would want to force someone to stick around after they want out. I've actually declined 2 weeks from ex-employees. It can be so bad for morale to have someone who's mentally checked out, especially if they're moving on to a job that might appeal to the remaining employees.  If I was in your position and you couldn't get out for the 30 days, I would put in 0 effort and make sure all of your co-workers know it's nothing against them, you're being held there against your will and your boss doesn't have a clue.","labels":0,"seconds_difference":191.0,"score_ratio":25.5}
{"post_id":"led1v4","domain":"askhr_validation","upvote_ratio":0.99,"history":"[TX] my employer has a rule that all resignations must have 30 day notice, and I must pay back my employer for any hours I am unable to work during those 30 days. Is this legal? In Texas.   I work for a small privately owned company. I want to quit because the industry\/job is just not a right fit. The employment agreement states that I need to provide a 30-day notice. It also says that, if I am not able to work through my notice, I have to pay back (at the federal minimum rate) the employer for all the hours remaining in my notice that I don\u2019t work.   For example, if I am only able to give a 2-week notice, I would owe my current employer 7.25 fed min * 8 hours * 10 days (5 days per week) for the other two weeks that I would not work.   Is this legal?  Thanks","c_root_id_A":"gmc60ed","c_root_id_B":"gmbw77r","created_at_utc_A":1612671445,"created_at_utc_B":1612667724,"score_A":36,"score_B":9,"human_ref_A":"It sounds like the contract violates several laws so it could be void. I would strongly advise contacting an Employment Attorney in your state for a free consultation otherwise contact the EEOC.    Note: You're very unlikely to get any useful information from an internet discussion because someone would need to read the contract in order to give actionable direction\/advice. There's just too many variables and as it's a contract that you've signed there's legal aspects in play.  My advice is to have a conversation soon, find out where you stand and what options you have so you can advocate for yourself with full confidence.","human_ref_B":"Do they pay you in advance?  Some companies do and If they do then yes, they can withhold.  If not, an employer can put anything in a contract but that doesn\u2019t mean it\u2019s enforceable especially when it comes to labor laws. A quick call to the Department of Labor should ease your mind.  If they do take it and they aren\u2019t allowed, another quick call to the DOL and they get seriously fined and you get your money.","labels":1,"seconds_difference":3721.0,"score_ratio":4.0}
{"post_id":"led1v4","domain":"askhr_validation","upvote_ratio":0.99,"history":"[TX] my employer has a rule that all resignations must have 30 day notice, and I must pay back my employer for any hours I am unable to work during those 30 days. Is this legal? In Texas.   I work for a small privately owned company. I want to quit because the industry\/job is just not a right fit. The employment agreement states that I need to provide a 30-day notice. It also says that, if I am not able to work through my notice, I have to pay back (at the federal minimum rate) the employer for all the hours remaining in my notice that I don\u2019t work.   For example, if I am only able to give a 2-week notice, I would owe my current employer 7.25 fed min * 8 hours * 10 days (5 days per week) for the other two weeks that I would not work.   Is this legal?  Thanks","c_root_id_A":"gmc60ed","c_root_id_B":"gmc1tcm","created_at_utc_A":1612671445,"created_at_utc_B":1612670012,"score_A":36,"score_B":6,"human_ref_A":"It sounds like the contract violates several laws so it could be void. I would strongly advise contacting an Employment Attorney in your state for a free consultation otherwise contact the EEOC.    Note: You're very unlikely to get any useful information from an internet discussion because someone would need to read the contract in order to give actionable direction\/advice. There's just too many variables and as it's a contract that you've signed there's legal aspects in play.  My advice is to have a conversation soon, find out where you stand and what options you have so you can advocate for yourself with full confidence.","human_ref_B":"My immediate though is that this is a round-about (sneaky) excuse to not payout your PTO or anything else you have accrued. This is not illegal in Texas. I would look at your contract very carefully and see if there is a section on Vacation\/PTO that guarantees a payout after termination.","labels":1,"seconds_difference":1433.0,"score_ratio":6.0}
{"post_id":"led1v4","domain":"askhr_validation","upvote_ratio":0.99,"history":"[TX] my employer has a rule that all resignations must have 30 day notice, and I must pay back my employer for any hours I am unable to work during those 30 days. Is this legal? In Texas.   I work for a small privately owned company. I want to quit because the industry\/job is just not a right fit. The employment agreement states that I need to provide a 30-day notice. It also says that, if I am not able to work through my notice, I have to pay back (at the federal minimum rate) the employer for all the hours remaining in my notice that I don\u2019t work.   For example, if I am only able to give a 2-week notice, I would owe my current employer 7.25 fed min * 8 hours * 10 days (5 days per week) for the other two weeks that I would not work.   Is this legal?  Thanks","c_root_id_A":"gmc60ed","c_root_id_B":"gmbwmyz","created_at_utc_A":1612671445,"created_at_utc_B":1612667971,"score_A":36,"score_B":4,"human_ref_A":"It sounds like the contract violates several laws so it could be void. I would strongly advise contacting an Employment Attorney in your state for a free consultation otherwise contact the EEOC.    Note: You're very unlikely to get any useful information from an internet discussion because someone would need to read the contract in order to give actionable direction\/advice. There's just too many variables and as it's a contract that you've signed there's legal aspects in play.  My advice is to have a conversation soon, find out where you stand and what options you have so you can advocate for yourself with full confidence.","human_ref_B":"So do they also have to fire you with a 30 day notice? And Owe you the money for the days that you didn\u2019t work during that 30 day period?","labels":1,"seconds_difference":3474.0,"score_ratio":9.0}
{"post_id":"led1v4","domain":"askhr_validation","upvote_ratio":0.99,"history":"[TX] my employer has a rule that all resignations must have 30 day notice, and I must pay back my employer for any hours I am unable to work during those 30 days. Is this legal? In Texas.   I work for a small privately owned company. I want to quit because the industry\/job is just not a right fit. The employment agreement states that I need to provide a 30-day notice. It also says that, if I am not able to work through my notice, I have to pay back (at the federal minimum rate) the employer for all the hours remaining in my notice that I don\u2019t work.   For example, if I am only able to give a 2-week notice, I would owe my current employer 7.25 fed min * 8 hours * 10 days (5 days per week) for the other two weeks that I would not work.   Is this legal?  Thanks","c_root_id_A":"gmc1tcm","c_root_id_B":"gmej1uu","created_at_utc_A":1612670012,"created_at_utc_B":1612695395,"score_A":6,"score_B":8,"human_ref_A":"My immediate though is that this is a round-about (sneaky) excuse to not payout your PTO or anything else you have accrued. This is not illegal in Texas. I would look at your contract very carefully and see if there is a section on Vacation\/PTO that guarantees a payout after termination.","human_ref_B":"> Is this legal?   tl;dr: \"Lol, no.\"  Longer:   Texas is an at-will employment state.  Both parties can terminate employment at any time for any reason (with some exceptions on the employer's side surrounding discrimination and protected classes).    If you have an employment contract, you must adhere to the terms of that contract, or suffer the penalties in that contract.  _However_, contracts cannot override law.    That said, you **cannot incur a debt for not working**.  The employer's remedy for you not working is to _not pay you_.  Similarly, your employer _must_ pay you for _all hours worked_.    Keep in mind, that does not mean that an employer cannot still penalize you for failing to provide notice.  Presuming company policy allows it, no notice could mean things like no PTO \/ Vacation payout, no severance, and so on.  You will almost certainly be required to return any company property, and failing to do so could result in you being billed for the (deprecated) cost of the items, as well.    But no:  You cannot be charged for _not working_.  That's utter bullshit. Do it, and dare them to take you to court.","labels":0,"seconds_difference":25383.0,"score_ratio":1.3333333333}
{"post_id":"led1v4","domain":"askhr_validation","upvote_ratio":0.99,"history":"[TX] my employer has a rule that all resignations must have 30 day notice, and I must pay back my employer for any hours I am unable to work during those 30 days. Is this legal? In Texas.   I work for a small privately owned company. I want to quit because the industry\/job is just not a right fit. The employment agreement states that I need to provide a 30-day notice. It also says that, if I am not able to work through my notice, I have to pay back (at the federal minimum rate) the employer for all the hours remaining in my notice that I don\u2019t work.   For example, if I am only able to give a 2-week notice, I would owe my current employer 7.25 fed min * 8 hours * 10 days (5 days per week) for the other two weeks that I would not work.   Is this legal?  Thanks","c_root_id_A":"gmbwmyz","c_root_id_B":"gmej1uu","created_at_utc_A":1612667971,"created_at_utc_B":1612695395,"score_A":4,"score_B":8,"human_ref_A":"So do they also have to fire you with a 30 day notice? And Owe you the money for the days that you didn\u2019t work during that 30 day period?","human_ref_B":"> Is this legal?   tl;dr: \"Lol, no.\"  Longer:   Texas is an at-will employment state.  Both parties can terminate employment at any time for any reason (with some exceptions on the employer's side surrounding discrimination and protected classes).    If you have an employment contract, you must adhere to the terms of that contract, or suffer the penalties in that contract.  _However_, contracts cannot override law.    That said, you **cannot incur a debt for not working**.  The employer's remedy for you not working is to _not pay you_.  Similarly, your employer _must_ pay you for _all hours worked_.    Keep in mind, that does not mean that an employer cannot still penalize you for failing to provide notice.  Presuming company policy allows it, no notice could mean things like no PTO \/ Vacation payout, no severance, and so on.  You will almost certainly be required to return any company property, and failing to do so could result in you being billed for the (deprecated) cost of the items, as well.    But no:  You cannot be charged for _not working_.  That's utter bullshit. Do it, and dare them to take you to court.","labels":0,"seconds_difference":27424.0,"score_ratio":2.0}
{"post_id":"led1v4","domain":"askhr_validation","upvote_ratio":0.99,"history":"[TX] my employer has a rule that all resignations must have 30 day notice, and I must pay back my employer for any hours I am unable to work during those 30 days. Is this legal? In Texas.   I work for a small privately owned company. I want to quit because the industry\/job is just not a right fit. The employment agreement states that I need to provide a 30-day notice. It also says that, if I am not able to work through my notice, I have to pay back (at the federal minimum rate) the employer for all the hours remaining in my notice that I don\u2019t work.   For example, if I am only able to give a 2-week notice, I would owe my current employer 7.25 fed min * 8 hours * 10 days (5 days per week) for the other two weeks that I would not work.   Is this legal?  Thanks","c_root_id_A":"gmc75d0","c_root_id_B":"gmej1uu","created_at_utc_A":1612671847,"created_at_utc_B":1612695395,"score_A":4,"score_B":8,"human_ref_A":"Fuck no.  All the rest of is are trying to justify our existence.  We aren\u2019t that important. Your state DOL will proper fuck this ass, no lube.","human_ref_B":"> Is this legal?   tl;dr: \"Lol, no.\"  Longer:   Texas is an at-will employment state.  Both parties can terminate employment at any time for any reason (with some exceptions on the employer's side surrounding discrimination and protected classes).    If you have an employment contract, you must adhere to the terms of that contract, or suffer the penalties in that contract.  _However_, contracts cannot override law.    That said, you **cannot incur a debt for not working**.  The employer's remedy for you not working is to _not pay you_.  Similarly, your employer _must_ pay you for _all hours worked_.    Keep in mind, that does not mean that an employer cannot still penalize you for failing to provide notice.  Presuming company policy allows it, no notice could mean things like no PTO \/ Vacation payout, no severance, and so on.  You will almost certainly be required to return any company property, and failing to do so could result in you being billed for the (deprecated) cost of the items, as well.    But no:  You cannot be charged for _not working_.  That's utter bullshit. Do it, and dare them to take you to court.","labels":0,"seconds_difference":23548.0,"score_ratio":2.0}
{"post_id":"led1v4","domain":"askhr_validation","upvote_ratio":0.99,"history":"[TX] my employer has a rule that all resignations must have 30 day notice, and I must pay back my employer for any hours I am unable to work during those 30 days. Is this legal? In Texas.   I work for a small privately owned company. I want to quit because the industry\/job is just not a right fit. The employment agreement states that I need to provide a 30-day notice. It also says that, if I am not able to work through my notice, I have to pay back (at the federal minimum rate) the employer for all the hours remaining in my notice that I don\u2019t work.   For example, if I am only able to give a 2-week notice, I would owe my current employer 7.25 fed min * 8 hours * 10 days (5 days per week) for the other two weeks that I would not work.   Is this legal?  Thanks","c_root_id_A":"gmbwmyz","c_root_id_B":"gmc1tcm","created_at_utc_A":1612667971,"created_at_utc_B":1612670012,"score_A":4,"score_B":6,"human_ref_A":"So do they also have to fire you with a 30 day notice? And Owe you the money for the days that you didn\u2019t work during that 30 day period?","human_ref_B":"My immediate though is that this is a round-about (sneaky) excuse to not payout your PTO or anything else you have accrued. This is not illegal in Texas. I would look at your contract very carefully and see if there is a section on Vacation\/PTO that guarantees a payout after termination.","labels":0,"seconds_difference":2041.0,"score_ratio":1.5}
{"post_id":"led1v4","domain":"askhr_validation","upvote_ratio":0.99,"history":"[TX] my employer has a rule that all resignations must have 30 day notice, and I must pay back my employer for any hours I am unable to work during those 30 days. Is this legal? In Texas.   I work for a small privately owned company. I want to quit because the industry\/job is just not a right fit. The employment agreement states that I need to provide a 30-day notice. It also says that, if I am not able to work through my notice, I have to pay back (at the federal minimum rate) the employer for all the hours remaining in my notice that I don\u2019t work.   For example, if I am only able to give a 2-week notice, I would owe my current employer 7.25 fed min * 8 hours * 10 days (5 days per week) for the other two weeks that I would not work.   Is this legal?  Thanks","c_root_id_A":"gmeliii","c_root_id_B":"gmgecho","created_at_utc_A":1612696128,"created_at_utc_B":1612712635,"score_A":2,"score_B":3,"human_ref_A":"Any vacation time remaining? Go on \u201choliday\u201d.","human_ref_B":"Sounds like wage theft to me. Some states require written authorization to make payroll deductions otherwise this is considered an improper deduction. Agree with others to consult with an employment law attorney licensed in your state. If you don\u2019t want to stomach a formal complaint with the TX DOL as your state is not employee friendly you may want to burn through you PTO then quit on payday timing the PTO so you don\u2019t have any hours worked.","labels":0,"seconds_difference":16507.0,"score_ratio":1.5}
{"post_id":"led1v4","domain":"askhr_validation","upvote_ratio":0.99,"history":"[TX] my employer has a rule that all resignations must have 30 day notice, and I must pay back my employer for any hours I am unable to work during those 30 days. Is this legal? In Texas.   I work for a small privately owned company. I want to quit because the industry\/job is just not a right fit. The employment agreement states that I need to provide a 30-day notice. It also says that, if I am not able to work through my notice, I have to pay back (at the federal minimum rate) the employer for all the hours remaining in my notice that I don\u2019t work.   For example, if I am only able to give a 2-week notice, I would owe my current employer 7.25 fed min * 8 hours * 10 days (5 days per week) for the other two weeks that I would not work.   Is this legal?  Thanks","c_root_id_A":"gmfah1g","c_root_id_B":"gmgecho","created_at_utc_A":1612702775,"created_at_utc_B":1612712635,"score_A":2,"score_B":3,"human_ref_A":"This is a good way to get people to leave without notice.","human_ref_B":"Sounds like wage theft to me. Some states require written authorization to make payroll deductions otherwise this is considered an improper deduction. Agree with others to consult with an employment law attorney licensed in your state. If you don\u2019t want to stomach a formal complaint with the TX DOL as your state is not employee friendly you may want to burn through you PTO then quit on payday timing the PTO so you don\u2019t have any hours worked.","labels":0,"seconds_difference":9860.0,"score_ratio":1.5}
{"post_id":"led1v4","domain":"askhr_validation","upvote_ratio":0.99,"history":"[TX] my employer has a rule that all resignations must have 30 day notice, and I must pay back my employer for any hours I am unable to work during those 30 days. Is this legal? In Texas.   I work for a small privately owned company. I want to quit because the industry\/job is just not a right fit. The employment agreement states that I need to provide a 30-day notice. It also says that, if I am not able to work through my notice, I have to pay back (at the federal minimum rate) the employer for all the hours remaining in my notice that I don\u2019t work.   For example, if I am only able to give a 2-week notice, I would owe my current employer 7.25 fed min * 8 hours * 10 days (5 days per week) for the other two weeks that I would not work.   Is this legal?  Thanks","c_root_id_A":"gmfp8kb","c_root_id_B":"gmgecho","created_at_utc_A":1612706775,"created_at_utc_B":1612712635,"score_A":2,"score_B":3,"human_ref_A":"Texas is a right to work state. Give \"notice\" on your way out the door. AKA, leave with your stuff in a box on Friday, leave your badge on the bosses desk.","human_ref_B":"Sounds like wage theft to me. Some states require written authorization to make payroll deductions otherwise this is considered an improper deduction. Agree with others to consult with an employment law attorney licensed in your state. If you don\u2019t want to stomach a formal complaint with the TX DOL as your state is not employee friendly you may want to burn through you PTO then quit on payday timing the PTO so you don\u2019t have any hours worked.","labels":0,"seconds_difference":5860.0,"score_ratio":1.5}
{"post_id":"led1v4","domain":"askhr_validation","upvote_ratio":0.99,"history":"[TX] my employer has a rule that all resignations must have 30 day notice, and I must pay back my employer for any hours I am unable to work during those 30 days. Is this legal? In Texas.   I work for a small privately owned company. I want to quit because the industry\/job is just not a right fit. The employment agreement states that I need to provide a 30-day notice. It also says that, if I am not able to work through my notice, I have to pay back (at the federal minimum rate) the employer for all the hours remaining in my notice that I don\u2019t work.   For example, if I am only able to give a 2-week notice, I would owe my current employer 7.25 fed min * 8 hours * 10 days (5 days per week) for the other two weeks that I would not work.   Is this legal?  Thanks","c_root_id_A":"gmeliii","c_root_id_B":"gmipka8","created_at_utc_A":1612696128,"created_at_utc_B":1612738294,"score_A":2,"score_B":3,"human_ref_A":"Any vacation time remaining? Go on \u201choliday\u201d.","human_ref_B":"Texas is an at-will state. See https:\/\/www.ncsl.org\/research\/labor-and-employment\/at-will-employment-overview.aspx for more information. Contact the Texas Workforce Commission for help.","labels":0,"seconds_difference":42166.0,"score_ratio":1.5}
{"post_id":"led1v4","domain":"askhr_validation","upvote_ratio":0.99,"history":"[TX] my employer has a rule that all resignations must have 30 day notice, and I must pay back my employer for any hours I am unable to work during those 30 days. Is this legal? In Texas.   I work for a small privately owned company. I want to quit because the industry\/job is just not a right fit. The employment agreement states that I need to provide a 30-day notice. It also says that, if I am not able to work through my notice, I have to pay back (at the federal minimum rate) the employer for all the hours remaining in my notice that I don\u2019t work.   For example, if I am only able to give a 2-week notice, I would owe my current employer 7.25 fed min * 8 hours * 10 days (5 days per week) for the other two weeks that I would not work.   Is this legal?  Thanks","c_root_id_A":"gmfah1g","c_root_id_B":"gmipka8","created_at_utc_A":1612702775,"created_at_utc_B":1612738294,"score_A":2,"score_B":3,"human_ref_A":"This is a good way to get people to leave without notice.","human_ref_B":"Texas is an at-will state. See https:\/\/www.ncsl.org\/research\/labor-and-employment\/at-will-employment-overview.aspx for more information. Contact the Texas Workforce Commission for help.","labels":0,"seconds_difference":35519.0,"score_ratio":1.5}
{"post_id":"led1v4","domain":"askhr_validation","upvote_ratio":0.99,"history":"[TX] my employer has a rule that all resignations must have 30 day notice, and I must pay back my employer for any hours I am unable to work during those 30 days. Is this legal? In Texas.   I work for a small privately owned company. I want to quit because the industry\/job is just not a right fit. The employment agreement states that I need to provide a 30-day notice. It also says that, if I am not able to work through my notice, I have to pay back (at the federal minimum rate) the employer for all the hours remaining in my notice that I don\u2019t work.   For example, if I am only able to give a 2-week notice, I would owe my current employer 7.25 fed min * 8 hours * 10 days (5 days per week) for the other two weeks that I would not work.   Is this legal?  Thanks","c_root_id_A":"gmipka8","c_root_id_B":"gmfp8kb","created_at_utc_A":1612738294,"created_at_utc_B":1612706775,"score_A":3,"score_B":2,"human_ref_A":"Texas is an at-will state. See https:\/\/www.ncsl.org\/research\/labor-and-employment\/at-will-employment-overview.aspx for more information. Contact the Texas Workforce Commission for help.","human_ref_B":"Texas is a right to work state. Give \"notice\" on your way out the door. AKA, leave with your stuff in a box on Friday, leave your badge on the bosses desk.","labels":1,"seconds_difference":31519.0,"score_ratio":1.5}
{"post_id":"led1v4","domain":"askhr_validation","upvote_ratio":0.99,"history":"[TX] my employer has a rule that all resignations must have 30 day notice, and I must pay back my employer for any hours I am unable to work during those 30 days. Is this legal? In Texas.   I work for a small privately owned company. I want to quit because the industry\/job is just not a right fit. The employment agreement states that I need to provide a 30-day notice. It also says that, if I am not able to work through my notice, I have to pay back (at the federal minimum rate) the employer for all the hours remaining in my notice that I don\u2019t work.   For example, if I am only able to give a 2-week notice, I would owe my current employer 7.25 fed min * 8 hours * 10 days (5 days per week) for the other two weeks that I would not work.   Is this legal?  Thanks","c_root_id_A":"gmipka8","c_root_id_B":"gmi6u0r","created_at_utc_A":1612738294,"created_at_utc_B":1612731222,"score_A":3,"score_B":2,"human_ref_A":"Texas is an at-will state. See https:\/\/www.ncsl.org\/research\/labor-and-employment\/at-will-employment-overview.aspx for more information. Contact the Texas Workforce Commission for help.","human_ref_B":"I\u2019m in Texas. Without a binding contract, he can\u2019t even prevent you from walking out the door right now. At-will employment is just that - at will.","labels":1,"seconds_difference":7072.0,"score_ratio":1.5}
{"post_id":"led1v4","domain":"askhr_validation","upvote_ratio":0.99,"history":"[TX] my employer has a rule that all resignations must have 30 day notice, and I must pay back my employer for any hours I am unable to work during those 30 days. Is this legal? In Texas.   I work for a small privately owned company. I want to quit because the industry\/job is just not a right fit. The employment agreement states that I need to provide a 30-day notice. It also says that, if I am not able to work through my notice, I have to pay back (at the federal minimum rate) the employer for all the hours remaining in my notice that I don\u2019t work.   For example, if I am only able to give a 2-week notice, I would owe my current employer 7.25 fed min * 8 hours * 10 days (5 days per week) for the other two weeks that I would not work.   Is this legal?  Thanks","c_root_id_A":"gmipka8","c_root_id_B":"gmileo5","created_at_utc_A":1612738294,"created_at_utc_B":1612736163,"score_A":3,"score_B":2,"human_ref_A":"Texas is an at-will state. See https:\/\/www.ncsl.org\/research\/labor-and-employment\/at-will-employment-overview.aspx for more information. Contact the Texas Workforce Commission for help.","human_ref_B":"Illegal: source 13th amendment.  EDIT: 99% of the time I say consult with a lawyer but this is so far out there it\u2019s just asking for a lawsuit.","labels":1,"seconds_difference":2131.0,"score_ratio":1.5}
{"post_id":"pjv69a","domain":"askhr_validation","upvote_ratio":0.97,"history":"[NJ] Employer forcing employees to use SSN as work passwords The title explains itself. I\u2019ve searched on the internet for guidance and help, but it seems like most other companies don\u2019t do this because they know it\u2019s inappropriate and foolish for hackers. Not my company though\u2026. So here we are. Employees have asked in the past if they are able to change it and the owners have refused and said we have no choice but to do so. We use these passwords mostly internally but there are external websites we use to access payroll information and stuff like that. Regardless, there is still a concern for hackers and internal employees that have access to everyone\u2019s \u201cpasswords\u201d that are really just everyone\u2019s full social security number.  Is this illegal? Or just morally and ethically wrong? Is there anything I can do other than quit and find a new job?  This is a privately owned company with over 500 employees but less than 1,000. Not associated with the government at all. We have no official HR department.","c_root_id_A":"hbz90a6","c_root_id_B":"hbz7ol1","created_at_utc_A":1631048514,"created_at_utc_B":1631047965,"score_A":107,"score_B":30,"human_ref_A":"That company needs an hr department ASAP! 500 but less than a 1000!? They need an entire department of at least four people I\u2019d say","human_ref_B":"This is so niche I doubt it's explicitly illegal.  But yes, it is very stupid.  It's not just sensitive personal information, but a nine-digit password that is all numbers is not a recipe for a strong password.  You can try to make a case from a cyber-security POV, that changing passwords to something stronger costs nothing and could save a lot of time\/pain\/money in the event of a hack, but you know better than us if the employer would be receptive.  I am quite curious if the big bosses have to follow the same policy, though.","labels":1,"seconds_difference":549.0,"score_ratio":3.5666666667}
{"post_id":"pjv69a","domain":"askhr_validation","upvote_ratio":0.97,"history":"[NJ] Employer forcing employees to use SSN as work passwords The title explains itself. I\u2019ve searched on the internet for guidance and help, but it seems like most other companies don\u2019t do this because they know it\u2019s inappropriate and foolish for hackers. Not my company though\u2026. So here we are. Employees have asked in the past if they are able to change it and the owners have refused and said we have no choice but to do so. We use these passwords mostly internally but there are external websites we use to access payroll information and stuff like that. Regardless, there is still a concern for hackers and internal employees that have access to everyone\u2019s \u201cpasswords\u201d that are really just everyone\u2019s full social security number.  Is this illegal? Or just morally and ethically wrong? Is there anything I can do other than quit and find a new job?  This is a privately owned company with over 500 employees but less than 1,000. Not associated with the government at all. We have no official HR department.","c_root_id_A":"hbz7p1e","c_root_id_B":"hbz90a6","created_at_utc_A":1631047970,"created_at_utc_B":1631048514,"score_A":9,"score_B":107,"human_ref_A":"Well, pretty much illegal since 2006  https:\/\/www.jacksonlewis.com\/resources-publication\/new-jersey-enacts-tough-legislation-combat-identity-theft  With regard to Social Security numbers, the most frequently used record-keeping number in the country, this Act prohibits any person or entity from 1) publicly displaying or communicating an individual's Social Security number (or any four or more consecutive numbers from the Social Security number); 2) printing an individual's Social Security number on materials mailed to the individual; 3) printing one's Social Security number on any card required for the individual to access the entity's products or services; 4) requiring an individual to transmit his Social Security number over the Internet unless the connection is secure or the Social Security number encrypted; or 5) requiring an individual to use his Social Security number to access an Internet website unless a password is also required to access the website.  This Act, however, will not prevent a business from using a Social Security number for administrative purposes or for internal verification so long as the Social Security number is not released to unauthorized person(s) in the company.  ​  \\-----  ​  Since they setup the passwords using the SSN, they unlawfully transmitted the number.  Having said all that, I wouldn't go with \"THATS ILLEGAL YOU IDIOT\" to you CEO =). I'd forward the above article, and say that you saw this online and they should maybe run this by legal council.  You would hate for them to get in trouble over something so simple.","human_ref_B":"That company needs an hr department ASAP! 500 but less than a 1000!? They need an entire department of at least four people I\u2019d say","labels":0,"seconds_difference":544.0,"score_ratio":11.8888888889}
{"post_id":"pjv69a","domain":"askhr_validation","upvote_ratio":0.97,"history":"[NJ] Employer forcing employees to use SSN as work passwords The title explains itself. I\u2019ve searched on the internet for guidance and help, but it seems like most other companies don\u2019t do this because they know it\u2019s inappropriate and foolish for hackers. Not my company though\u2026. So here we are. Employees have asked in the past if they are able to change it and the owners have refused and said we have no choice but to do so. We use these passwords mostly internally but there are external websites we use to access payroll information and stuff like that. Regardless, there is still a concern for hackers and internal employees that have access to everyone\u2019s \u201cpasswords\u201d that are really just everyone\u2019s full social security number.  Is this illegal? Or just morally and ethically wrong? Is there anything I can do other than quit and find a new job?  This is a privately owned company with over 500 employees but less than 1,000. Not associated with the government at all. We have no official HR department.","c_root_id_A":"hbz90a6","c_root_id_B":"hbz8pn7","created_at_utc_A":1631048514,"created_at_utc_B":1631048394,"score_A":107,"score_B":9,"human_ref_A":"That company needs an hr department ASAP! 500 but less than a 1000!? They need an entire department of at least four people I\u2019d say","human_ref_B":"Well, pretty much illegal since 2006  https:\/\/www.jacksonlewis.com\/resources-publication\/new-jersey-enacts-tough-legislation-combat-identity-theft  With regard to Social Security numbers, the most frequently used record-keeping number in the country, this Act prohibits any person or entity from 1) publicly displaying or communicating an individual's Social Security number (or any four or more consecutive numbers from the Social Security number); 2) printing an individual's Social Security number on materials mailed to the individual; 3) printing one's Social Security number on any card required for the individual to access the entity's products or services; 4) requiring an individual to transmit his Social Security number over the Internet unless the connection is secure or the Social Security number encrypted; or 5) requiring an individual to use his Social Security number to access an Internet website unless a password is also required to access the website. This Act, however, will not prevent a business from using a Social Security number for administrative purposes or for internal verification so long as the Social Security number is not released to unauthorized person(s) in the company.    -----    Since they setup the passwords using the SSN, they unlawfully transmitted the number.  Having said all that, I wouldn't go with \"THATS ILLEGAL YOU IDIOT\" to you CEO =). I'd forward the above article, and say that you saw this online and they should maybe run this by legal council. You would hate for them to get in trouble over something so simple.","labels":1,"seconds_difference":120.0,"score_ratio":11.8888888889}
{"post_id":"pjv69a","domain":"askhr_validation","upvote_ratio":0.97,"history":"[NJ] Employer forcing employees to use SSN as work passwords The title explains itself. I\u2019ve searched on the internet for guidance and help, but it seems like most other companies don\u2019t do this because they know it\u2019s inappropriate and foolish for hackers. Not my company though\u2026. So here we are. Employees have asked in the past if they are able to change it and the owners have refused and said we have no choice but to do so. We use these passwords mostly internally but there are external websites we use to access payroll information and stuff like that. Regardless, there is still a concern for hackers and internal employees that have access to everyone\u2019s \u201cpasswords\u201d that are really just everyone\u2019s full social security number.  Is this illegal? Or just morally and ethically wrong? Is there anything I can do other than quit and find a new job?  This is a privately owned company with over 500 employees but less than 1,000. Not associated with the government at all. We have no official HR department.","c_root_id_A":"hbzjozc","c_root_id_B":"hbz7ol1","created_at_utc_A":1631053306,"created_at_utc_B":1631047965,"score_A":33,"score_B":30,"human_ref_A":"So, I found this NJ law that may be relevant.  No person, including any public or private entity, shall:\u2026  (5)Require an individual to transmit his Social Security number over the Internet, unless the connection is secure or the Social Security number is encrypted; or  (6)Require an individual to use his Social Security number to access an Internet web site, unless a password or unique personal identification number or other authentication device is also required to access the Internet web site.  https:\/\/law.justia.com\/codes\/new-jersey\/2013\/title-56\/section-56-8-164\/","human_ref_B":"This is so niche I doubt it's explicitly illegal.  But yes, it is very stupid.  It's not just sensitive personal information, but a nine-digit password that is all numbers is not a recipe for a strong password.  You can try to make a case from a cyber-security POV, that changing passwords to something stronger costs nothing and could save a lot of time\/pain\/money in the event of a hack, but you know better than us if the employer would be receptive.  I am quite curious if the big bosses have to follow the same policy, though.","labels":1,"seconds_difference":5341.0,"score_ratio":1.1}
{"post_id":"pjv69a","domain":"askhr_validation","upvote_ratio":0.97,"history":"[NJ] Employer forcing employees to use SSN as work passwords The title explains itself. I\u2019ve searched on the internet for guidance and help, but it seems like most other companies don\u2019t do this because they know it\u2019s inappropriate and foolish for hackers. Not my company though\u2026. So here we are. Employees have asked in the past if they are able to change it and the owners have refused and said we have no choice but to do so. We use these passwords mostly internally but there are external websites we use to access payroll information and stuff like that. Regardless, there is still a concern for hackers and internal employees that have access to everyone\u2019s \u201cpasswords\u201d that are really just everyone\u2019s full social security number.  Is this illegal? Or just morally and ethically wrong? Is there anything I can do other than quit and find a new job?  This is a privately owned company with over 500 employees but less than 1,000. Not associated with the government at all. We have no official HR department.","c_root_id_A":"hbzjozc","c_root_id_B":"hbz7p1e","created_at_utc_A":1631053306,"created_at_utc_B":1631047970,"score_A":33,"score_B":9,"human_ref_A":"So, I found this NJ law that may be relevant.  No person, including any public or private entity, shall:\u2026  (5)Require an individual to transmit his Social Security number over the Internet, unless the connection is secure or the Social Security number is encrypted; or  (6)Require an individual to use his Social Security number to access an Internet web site, unless a password or unique personal identification number or other authentication device is also required to access the Internet web site.  https:\/\/law.justia.com\/codes\/new-jersey\/2013\/title-56\/section-56-8-164\/","human_ref_B":"Well, pretty much illegal since 2006  https:\/\/www.jacksonlewis.com\/resources-publication\/new-jersey-enacts-tough-legislation-combat-identity-theft  With regard to Social Security numbers, the most frequently used record-keeping number in the country, this Act prohibits any person or entity from 1) publicly displaying or communicating an individual's Social Security number (or any four or more consecutive numbers from the Social Security number); 2) printing an individual's Social Security number on materials mailed to the individual; 3) printing one's Social Security number on any card required for the individual to access the entity's products or services; 4) requiring an individual to transmit his Social Security number over the Internet unless the connection is secure or the Social Security number encrypted; or 5) requiring an individual to use his Social Security number to access an Internet website unless a password is also required to access the website.  This Act, however, will not prevent a business from using a Social Security number for administrative purposes or for internal verification so long as the Social Security number is not released to unauthorized person(s) in the company.  ​  \\-----  ​  Since they setup the passwords using the SSN, they unlawfully transmitted the number.  Having said all that, I wouldn't go with \"THATS ILLEGAL YOU IDIOT\" to you CEO =). I'd forward the above article, and say that you saw this online and they should maybe run this by legal council.  You would hate for them to get in trouble over something so simple.","labels":1,"seconds_difference":5336.0,"score_ratio":3.6666666667}
{"post_id":"pjv69a","domain":"askhr_validation","upvote_ratio":0.97,"history":"[NJ] Employer forcing employees to use SSN as work passwords The title explains itself. I\u2019ve searched on the internet for guidance and help, but it seems like most other companies don\u2019t do this because they know it\u2019s inappropriate and foolish for hackers. Not my company though\u2026. So here we are. Employees have asked in the past if they are able to change it and the owners have refused and said we have no choice but to do so. We use these passwords mostly internally but there are external websites we use to access payroll information and stuff like that. Regardless, there is still a concern for hackers and internal employees that have access to everyone\u2019s \u201cpasswords\u201d that are really just everyone\u2019s full social security number.  Is this illegal? Or just morally and ethically wrong? Is there anything I can do other than quit and find a new job?  This is a privately owned company with over 500 employees but less than 1,000. Not associated with the government at all. We have no official HR department.","c_root_id_A":"hbz8pn7","c_root_id_B":"hbzjozc","created_at_utc_A":1631048394,"created_at_utc_B":1631053306,"score_A":9,"score_B":33,"human_ref_A":"Well, pretty much illegal since 2006  https:\/\/www.jacksonlewis.com\/resources-publication\/new-jersey-enacts-tough-legislation-combat-identity-theft  With regard to Social Security numbers, the most frequently used record-keeping number in the country, this Act prohibits any person or entity from 1) publicly displaying or communicating an individual's Social Security number (or any four or more consecutive numbers from the Social Security number); 2) printing an individual's Social Security number on materials mailed to the individual; 3) printing one's Social Security number on any card required for the individual to access the entity's products or services; 4) requiring an individual to transmit his Social Security number over the Internet unless the connection is secure or the Social Security number encrypted; or 5) requiring an individual to use his Social Security number to access an Internet website unless a password is also required to access the website. This Act, however, will not prevent a business from using a Social Security number for administrative purposes or for internal verification so long as the Social Security number is not released to unauthorized person(s) in the company.    -----    Since they setup the passwords using the SSN, they unlawfully transmitted the number.  Having said all that, I wouldn't go with \"THATS ILLEGAL YOU IDIOT\" to you CEO =). I'd forward the above article, and say that you saw this online and they should maybe run this by legal council. You would hate for them to get in trouble over something so simple.","human_ref_B":"So, I found this NJ law that may be relevant.  No person, including any public or private entity, shall:\u2026  (5)Require an individual to transmit his Social Security number over the Internet, unless the connection is secure or the Social Security number is encrypted; or  (6)Require an individual to use his Social Security number to access an Internet web site, unless a password or unique personal identification number or other authentication device is also required to access the Internet web site.  https:\/\/law.justia.com\/codes\/new-jersey\/2013\/title-56\/section-56-8-164\/","labels":0,"seconds_difference":4912.0,"score_ratio":3.6666666667}
{"post_id":"pjv69a","domain":"askhr_validation","upvote_ratio":0.97,"history":"[NJ] Employer forcing employees to use SSN as work passwords The title explains itself. I\u2019ve searched on the internet for guidance and help, but it seems like most other companies don\u2019t do this because they know it\u2019s inappropriate and foolish for hackers. Not my company though\u2026. So here we are. Employees have asked in the past if they are able to change it and the owners have refused and said we have no choice but to do so. We use these passwords mostly internally but there are external websites we use to access payroll information and stuff like that. Regardless, there is still a concern for hackers and internal employees that have access to everyone\u2019s \u201cpasswords\u201d that are really just everyone\u2019s full social security number.  Is this illegal? Or just morally and ethically wrong? Is there anything I can do other than quit and find a new job?  This is a privately owned company with over 500 employees but less than 1,000. Not associated with the government at all. We have no official HR department.","c_root_id_A":"hbzjozc","c_root_id_B":"hbzjlrb","created_at_utc_A":1631053306,"created_at_utc_B":1631053266,"score_A":33,"score_B":9,"human_ref_A":"So, I found this NJ law that may be relevant.  No person, including any public or private entity, shall:\u2026  (5)Require an individual to transmit his Social Security number over the Internet, unless the connection is secure or the Social Security number is encrypted; or  (6)Require an individual to use his Social Security number to access an Internet web site, unless a password or unique personal identification number or other authentication device is also required to access the Internet web site.  https:\/\/law.justia.com\/codes\/new-jersey\/2013\/title-56\/section-56-8-164\/","human_ref_B":"I\u2019m having heart palpitations just reading this. I\u2019m really surprised theses external vendors would allow this sort of authentication. Where is IT in all of this?","labels":1,"seconds_difference":40.0,"score_ratio":3.6666666667}
{"post_id":"pjv69a","domain":"askhr_validation","upvote_ratio":0.97,"history":"[NJ] Employer forcing employees to use SSN as work passwords The title explains itself. I\u2019ve searched on the internet for guidance and help, but it seems like most other companies don\u2019t do this because they know it\u2019s inappropriate and foolish for hackers. Not my company though\u2026. So here we are. Employees have asked in the past if they are able to change it and the owners have refused and said we have no choice but to do so. We use these passwords mostly internally but there are external websites we use to access payroll information and stuff like that. Regardless, there is still a concern for hackers and internal employees that have access to everyone\u2019s \u201cpasswords\u201d that are really just everyone\u2019s full social security number.  Is this illegal? Or just morally and ethically wrong? Is there anything I can do other than quit and find a new job?  This is a privately owned company with over 500 employees but less than 1,000. Not associated with the government at all. We have no official HR department.","c_root_id_A":"hbzjozc","c_root_id_B":"hbzidip","created_at_utc_A":1631053306,"created_at_utc_B":1631052685,"score_A":33,"score_B":4,"human_ref_A":"So, I found this NJ law that may be relevant.  No person, including any public or private entity, shall:\u2026  (5)Require an individual to transmit his Social Security number over the Internet, unless the connection is secure or the Social Security number is encrypted; or  (6)Require an individual to use his Social Security number to access an Internet web site, unless a password or unique personal identification number or other authentication device is also required to access the Internet web site.  https:\/\/law.justia.com\/codes\/new-jersey\/2013\/title-56\/section-56-8-164\/","human_ref_B":"Does your company accept credit card payments? If so, they are required to be PCI Compliant. Can you access payment systems with your SSN password? You can learn more and learn about reporting your company here https:\/\/www.pcicomplianceguide.org\/how-do-i-report-a-pci-violation\/","labels":1,"seconds_difference":621.0,"score_ratio":8.25}
{"post_id":"pjv69a","domain":"askhr_validation","upvote_ratio":0.97,"history":"[NJ] Employer forcing employees to use SSN as work passwords The title explains itself. I\u2019ve searched on the internet for guidance and help, but it seems like most other companies don\u2019t do this because they know it\u2019s inappropriate and foolish for hackers. Not my company though\u2026. So here we are. Employees have asked in the past if they are able to change it and the owners have refused and said we have no choice but to do so. We use these passwords mostly internally but there are external websites we use to access payroll information and stuff like that. Regardless, there is still a concern for hackers and internal employees that have access to everyone\u2019s \u201cpasswords\u201d that are really just everyone\u2019s full social security number.  Is this illegal? Or just morally and ethically wrong? Is there anything I can do other than quit and find a new job?  This is a privately owned company with over 500 employees but less than 1,000. Not associated with the government at all. We have no official HR department.","c_root_id_A":"hbzj70o","c_root_id_B":"hbzjozc","created_at_utc_A":1631053075,"created_at_utc_B":1631053306,"score_A":3,"score_B":33,"human_ref_A":"Okay. That's just plain stupid.","human_ref_B":"So, I found this NJ law that may be relevant.  No person, including any public or private entity, shall:\u2026  (5)Require an individual to transmit his Social Security number over the Internet, unless the connection is secure or the Social Security number is encrypted; or  (6)Require an individual to use his Social Security number to access an Internet web site, unless a password or unique personal identification number or other authentication device is also required to access the Internet web site.  https:\/\/law.justia.com\/codes\/new-jersey\/2013\/title-56\/section-56-8-164\/","labels":0,"seconds_difference":231.0,"score_ratio":11.0}
{"post_id":"pjv69a","domain":"askhr_validation","upvote_ratio":0.97,"history":"[NJ] Employer forcing employees to use SSN as work passwords The title explains itself. I\u2019ve searched on the internet for guidance and help, but it seems like most other companies don\u2019t do this because they know it\u2019s inappropriate and foolish for hackers. Not my company though\u2026. So here we are. Employees have asked in the past if they are able to change it and the owners have refused and said we have no choice but to do so. We use these passwords mostly internally but there are external websites we use to access payroll information and stuff like that. Regardless, there is still a concern for hackers and internal employees that have access to everyone\u2019s \u201cpasswords\u201d that are really just everyone\u2019s full social security number.  Is this illegal? Or just morally and ethically wrong? Is there anything I can do other than quit and find a new job?  This is a privately owned company with over 500 employees but less than 1,000. Not associated with the government at all. We have no official HR department.","c_root_id_A":"hbzjozc","c_root_id_B":"hbzdpen","created_at_utc_A":1631053306,"created_at_utc_B":1631050494,"score_A":33,"score_B":3,"human_ref_A":"So, I found this NJ law that may be relevant.  No person, including any public or private entity, shall:\u2026  (5)Require an individual to transmit his Social Security number over the Internet, unless the connection is secure or the Social Security number is encrypted; or  (6)Require an individual to use his Social Security number to access an Internet web site, unless a password or unique personal identification number or other authentication device is also required to access the Internet web site.  https:\/\/law.justia.com\/codes\/new-jersey\/2013\/title-56\/section-56-8-164\/","human_ref_B":"Put in writing that you are uncomfortable with this situation because it would allow anyone who had access to your SSN to log in as you.  Meaning that a single malicious person could act as anyone in the company. This creates a situation where it becomes impossible to hold anyone accountable for their actions because the company couldn't prove that the person did xyz and not someone from payroll or benefits that has access to ssn","labels":1,"seconds_difference":2812.0,"score_ratio":11.0}
{"post_id":"pjv69a","domain":"askhr_validation","upvote_ratio":0.97,"history":"[NJ] Employer forcing employees to use SSN as work passwords The title explains itself. I\u2019ve searched on the internet for guidance and help, but it seems like most other companies don\u2019t do this because they know it\u2019s inappropriate and foolish for hackers. Not my company though\u2026. So here we are. Employees have asked in the past if they are able to change it and the owners have refused and said we have no choice but to do so. We use these passwords mostly internally but there are external websites we use to access payroll information and stuff like that. Regardless, there is still a concern for hackers and internal employees that have access to everyone\u2019s \u201cpasswords\u201d that are really just everyone\u2019s full social security number.  Is this illegal? Or just morally and ethically wrong? Is there anything I can do other than quit and find a new job?  This is a privately owned company with over 500 employees but less than 1,000. Not associated with the government at all. We have no official HR department.","c_root_id_A":"hbzjozc","c_root_id_B":"hbzfpn4","created_at_utc_A":1631053306,"created_at_utc_B":1631051423,"score_A":33,"score_B":3,"human_ref_A":"So, I found this NJ law that may be relevant.  No person, including any public or private entity, shall:\u2026  (5)Require an individual to transmit his Social Security number over the Internet, unless the connection is secure or the Social Security number is encrypted; or  (6)Require an individual to use his Social Security number to access an Internet web site, unless a password or unique personal identification number or other authentication device is also required to access the Internet web site.  https:\/\/law.justia.com\/codes\/new-jersey\/2013\/title-56\/section-56-8-164\/","human_ref_B":"I\u2019m sitting here with an open mouth staring at this post. Like, WTF?  This is an entirely unbelievable level of incompetence. I mean you need to cross post this to r\/cybersecurity.","labels":1,"seconds_difference":1883.0,"score_ratio":11.0}
{"post_id":"pjv69a","domain":"askhr_validation","upvote_ratio":0.97,"history":"[NJ] Employer forcing employees to use SSN as work passwords The title explains itself. I\u2019ve searched on the internet for guidance and help, but it seems like most other companies don\u2019t do this because they know it\u2019s inappropriate and foolish for hackers. Not my company though\u2026. So here we are. Employees have asked in the past if they are able to change it and the owners have refused and said we have no choice but to do so. We use these passwords mostly internally but there are external websites we use to access payroll information and stuff like that. Regardless, there is still a concern for hackers and internal employees that have access to everyone\u2019s \u201cpasswords\u201d that are really just everyone\u2019s full social security number.  Is this illegal? Or just morally and ethically wrong? Is there anything I can do other than quit and find a new job?  This is a privately owned company with over 500 employees but less than 1,000. Not associated with the government at all. We have no official HR department.","c_root_id_A":"hbzidip","c_root_id_B":"hbzjlrb","created_at_utc_A":1631052685,"created_at_utc_B":1631053266,"score_A":4,"score_B":9,"human_ref_A":"Does your company accept credit card payments? If so, they are required to be PCI Compliant. Can you access payment systems with your SSN password? You can learn more and learn about reporting your company here https:\/\/www.pcicomplianceguide.org\/how-do-i-report-a-pci-violation\/","human_ref_B":"I\u2019m having heart palpitations just reading this. I\u2019m really surprised theses external vendors would allow this sort of authentication. Where is IT in all of this?","labels":0,"seconds_difference":581.0,"score_ratio":2.25}
{"post_id":"pjv69a","domain":"askhr_validation","upvote_ratio":0.97,"history":"[NJ] Employer forcing employees to use SSN as work passwords The title explains itself. I\u2019ve searched on the internet for guidance and help, but it seems like most other companies don\u2019t do this because they know it\u2019s inappropriate and foolish for hackers. Not my company though\u2026. So here we are. Employees have asked in the past if they are able to change it and the owners have refused and said we have no choice but to do so. We use these passwords mostly internally but there are external websites we use to access payroll information and stuff like that. Regardless, there is still a concern for hackers and internal employees that have access to everyone\u2019s \u201cpasswords\u201d that are really just everyone\u2019s full social security number.  Is this illegal? Or just morally and ethically wrong? Is there anything I can do other than quit and find a new job?  This is a privately owned company with over 500 employees but less than 1,000. Not associated with the government at all. We have no official HR department.","c_root_id_A":"hbzjlrb","c_root_id_B":"hbzj70o","created_at_utc_A":1631053266,"created_at_utc_B":1631053075,"score_A":9,"score_B":3,"human_ref_A":"I\u2019m having heart palpitations just reading this. I\u2019m really surprised theses external vendors would allow this sort of authentication. Where is IT in all of this?","human_ref_B":"Okay. That's just plain stupid.","labels":1,"seconds_difference":191.0,"score_ratio":3.0}
{"post_id":"pjv69a","domain":"askhr_validation","upvote_ratio":0.97,"history":"[NJ] Employer forcing employees to use SSN as work passwords The title explains itself. I\u2019ve searched on the internet for guidance and help, but it seems like most other companies don\u2019t do this because they know it\u2019s inappropriate and foolish for hackers. Not my company though\u2026. So here we are. Employees have asked in the past if they are able to change it and the owners have refused and said we have no choice but to do so. We use these passwords mostly internally but there are external websites we use to access payroll information and stuff like that. Regardless, there is still a concern for hackers and internal employees that have access to everyone\u2019s \u201cpasswords\u201d that are really just everyone\u2019s full social security number.  Is this illegal? Or just morally and ethically wrong? Is there anything I can do other than quit and find a new job?  This is a privately owned company with over 500 employees but less than 1,000. Not associated with the government at all. We have no official HR department.","c_root_id_A":"hbzjlrb","c_root_id_B":"hbzdpen","created_at_utc_A":1631053266,"created_at_utc_B":1631050494,"score_A":9,"score_B":3,"human_ref_A":"I\u2019m having heart palpitations just reading this. I\u2019m really surprised theses external vendors would allow this sort of authentication. Where is IT in all of this?","human_ref_B":"Put in writing that you are uncomfortable with this situation because it would allow anyone who had access to your SSN to log in as you.  Meaning that a single malicious person could act as anyone in the company. This creates a situation where it becomes impossible to hold anyone accountable for their actions because the company couldn't prove that the person did xyz and not someone from payroll or benefits that has access to ssn","labels":1,"seconds_difference":2772.0,"score_ratio":3.0}
{"post_id":"pjv69a","domain":"askhr_validation","upvote_ratio":0.97,"history":"[NJ] Employer forcing employees to use SSN as work passwords The title explains itself. I\u2019ve searched on the internet for guidance and help, but it seems like most other companies don\u2019t do this because they know it\u2019s inappropriate and foolish for hackers. Not my company though\u2026. So here we are. Employees have asked in the past if they are able to change it and the owners have refused and said we have no choice but to do so. We use these passwords mostly internally but there are external websites we use to access payroll information and stuff like that. Regardless, there is still a concern for hackers and internal employees that have access to everyone\u2019s \u201cpasswords\u201d that are really just everyone\u2019s full social security number.  Is this illegal? Or just morally and ethically wrong? Is there anything I can do other than quit and find a new job?  This is a privately owned company with over 500 employees but less than 1,000. Not associated with the government at all. We have no official HR department.","c_root_id_A":"hbzfpn4","c_root_id_B":"hbzjlrb","created_at_utc_A":1631051423,"created_at_utc_B":1631053266,"score_A":3,"score_B":9,"human_ref_A":"I\u2019m sitting here with an open mouth staring at this post. Like, WTF?  This is an entirely unbelievable level of incompetence. I mean you need to cross post this to r\/cybersecurity.","human_ref_B":"I\u2019m having heart palpitations just reading this. I\u2019m really surprised theses external vendors would allow this sort of authentication. Where is IT in all of this?","labels":0,"seconds_difference":1843.0,"score_ratio":3.0}
{"post_id":"pjv69a","domain":"askhr_validation","upvote_ratio":0.97,"history":"[NJ] Employer forcing employees to use SSN as work passwords The title explains itself. I\u2019ve searched on the internet for guidance and help, but it seems like most other companies don\u2019t do this because they know it\u2019s inappropriate and foolish for hackers. Not my company though\u2026. So here we are. Employees have asked in the past if they are able to change it and the owners have refused and said we have no choice but to do so. We use these passwords mostly internally but there are external websites we use to access payroll information and stuff like that. Regardless, there is still a concern for hackers and internal employees that have access to everyone\u2019s \u201cpasswords\u201d that are really just everyone\u2019s full social security number.  Is this illegal? Or just morally and ethically wrong? Is there anything I can do other than quit and find a new job?  This is a privately owned company with over 500 employees but less than 1,000. Not associated with the government at all. We have no official HR department.","c_root_id_A":"hbzp13m","c_root_id_B":"hbzidip","created_at_utc_A":1631055683,"created_at_utc_B":1631052685,"score_A":5,"score_B":4,"human_ref_A":"I\u2019m an IT guy and this is a terrible idea for several reasons: the biggest from a security stand point, it\u2019s just not a good password. Good passwords are complex; they have uppercase + lowercase letters, numbers, and at least one special character. I highly encourage you to read this article:   https:\/\/teachprivacy.com\/the-worst-password-ever-created\/","human_ref_B":"Does your company accept credit card payments? If so, they are required to be PCI Compliant. Can you access payment systems with your SSN password? You can learn more and learn about reporting your company here https:\/\/www.pcicomplianceguide.org\/how-do-i-report-a-pci-violation\/","labels":1,"seconds_difference":2998.0,"score_ratio":1.25}
{"post_id":"pjv69a","domain":"askhr_validation","upvote_ratio":0.97,"history":"[NJ] Employer forcing employees to use SSN as work passwords The title explains itself. I\u2019ve searched on the internet for guidance and help, but it seems like most other companies don\u2019t do this because they know it\u2019s inappropriate and foolish for hackers. Not my company though\u2026. So here we are. Employees have asked in the past if they are able to change it and the owners have refused and said we have no choice but to do so. We use these passwords mostly internally but there are external websites we use to access payroll information and stuff like that. Regardless, there is still a concern for hackers and internal employees that have access to everyone\u2019s \u201cpasswords\u201d that are really just everyone\u2019s full social security number.  Is this illegal? Or just morally and ethically wrong? Is there anything I can do other than quit and find a new job?  This is a privately owned company with over 500 employees but less than 1,000. Not associated with the government at all. We have no official HR department.","c_root_id_A":"hbzidip","c_root_id_B":"hbzdpen","created_at_utc_A":1631052685,"created_at_utc_B":1631050494,"score_A":4,"score_B":3,"human_ref_A":"Does your company accept credit card payments? If so, they are required to be PCI Compliant. Can you access payment systems with your SSN password? You can learn more and learn about reporting your company here https:\/\/www.pcicomplianceguide.org\/how-do-i-report-a-pci-violation\/","human_ref_B":"Put in writing that you are uncomfortable with this situation because it would allow anyone who had access to your SSN to log in as you.  Meaning that a single malicious person could act as anyone in the company. This creates a situation where it becomes impossible to hold anyone accountable for their actions because the company couldn't prove that the person did xyz and not someone from payroll or benefits that has access to ssn","labels":1,"seconds_difference":2191.0,"score_ratio":1.3333333333}
{"post_id":"pjv69a","domain":"askhr_validation","upvote_ratio":0.97,"history":"[NJ] Employer forcing employees to use SSN as work passwords The title explains itself. I\u2019ve searched on the internet for guidance and help, but it seems like most other companies don\u2019t do this because they know it\u2019s inappropriate and foolish for hackers. Not my company though\u2026. So here we are. Employees have asked in the past if they are able to change it and the owners have refused and said we have no choice but to do so. We use these passwords mostly internally but there are external websites we use to access payroll information and stuff like that. Regardless, there is still a concern for hackers and internal employees that have access to everyone\u2019s \u201cpasswords\u201d that are really just everyone\u2019s full social security number.  Is this illegal? Or just morally and ethically wrong? Is there anything I can do other than quit and find a new job?  This is a privately owned company with over 500 employees but less than 1,000. Not associated with the government at all. We have no official HR department.","c_root_id_A":"hbzidip","c_root_id_B":"hbzfpn4","created_at_utc_A":1631052685,"created_at_utc_B":1631051423,"score_A":4,"score_B":3,"human_ref_A":"Does your company accept credit card payments? If so, they are required to be PCI Compliant. Can you access payment systems with your SSN password? You can learn more and learn about reporting your company here https:\/\/www.pcicomplianceguide.org\/how-do-i-report-a-pci-violation\/","human_ref_B":"I\u2019m sitting here with an open mouth staring at this post. Like, WTF?  This is an entirely unbelievable level of incompetence. I mean you need to cross post this to r\/cybersecurity.","labels":1,"seconds_difference":1262.0,"score_ratio":1.3333333333}
{"post_id":"pjv69a","domain":"askhr_validation","upvote_ratio":0.97,"history":"[NJ] Employer forcing employees to use SSN as work passwords The title explains itself. I\u2019ve searched on the internet for guidance and help, but it seems like most other companies don\u2019t do this because they know it\u2019s inappropriate and foolish for hackers. Not my company though\u2026. So here we are. Employees have asked in the past if they are able to change it and the owners have refused and said we have no choice but to do so. We use these passwords mostly internally but there are external websites we use to access payroll information and stuff like that. Regardless, there is still a concern for hackers and internal employees that have access to everyone\u2019s \u201cpasswords\u201d that are really just everyone\u2019s full social security number.  Is this illegal? Or just morally and ethically wrong? Is there anything I can do other than quit and find a new job?  This is a privately owned company with over 500 employees but less than 1,000. Not associated with the government at all. We have no official HR department.","c_root_id_A":"hbzp13m","c_root_id_B":"hbzj70o","created_at_utc_A":1631055683,"created_at_utc_B":1631053075,"score_A":5,"score_B":3,"human_ref_A":"I\u2019m an IT guy and this is a terrible idea for several reasons: the biggest from a security stand point, it\u2019s just not a good password. Good passwords are complex; they have uppercase + lowercase letters, numbers, and at least one special character. I highly encourage you to read this article:   https:\/\/teachprivacy.com\/the-worst-password-ever-created\/","human_ref_B":"Okay. That's just plain stupid.","labels":1,"seconds_difference":2608.0,"score_ratio":1.6666666667}
{"post_id":"pjv69a","domain":"askhr_validation","upvote_ratio":0.97,"history":"[NJ] Employer forcing employees to use SSN as work passwords The title explains itself. I\u2019ve searched on the internet for guidance and help, but it seems like most other companies don\u2019t do this because they know it\u2019s inappropriate and foolish for hackers. Not my company though\u2026. So here we are. Employees have asked in the past if they are able to change it and the owners have refused and said we have no choice but to do so. We use these passwords mostly internally but there are external websites we use to access payroll information and stuff like that. Regardless, there is still a concern for hackers and internal employees that have access to everyone\u2019s \u201cpasswords\u201d that are really just everyone\u2019s full social security number.  Is this illegal? Or just morally and ethically wrong? Is there anything I can do other than quit and find a new job?  This is a privately owned company with over 500 employees but less than 1,000. Not associated with the government at all. We have no official HR department.","c_root_id_A":"hbzdpen","c_root_id_B":"hbzp13m","created_at_utc_A":1631050494,"created_at_utc_B":1631055683,"score_A":3,"score_B":5,"human_ref_A":"Put in writing that you are uncomfortable with this situation because it would allow anyone who had access to your SSN to log in as you.  Meaning that a single malicious person could act as anyone in the company. This creates a situation where it becomes impossible to hold anyone accountable for their actions because the company couldn't prove that the person did xyz and not someone from payroll or benefits that has access to ssn","human_ref_B":"I\u2019m an IT guy and this is a terrible idea for several reasons: the biggest from a security stand point, it\u2019s just not a good password. Good passwords are complex; they have uppercase + lowercase letters, numbers, and at least one special character. I highly encourage you to read this article:   https:\/\/teachprivacy.com\/the-worst-password-ever-created\/","labels":0,"seconds_difference":5189.0,"score_ratio":1.6666666667}
{"post_id":"pjv69a","domain":"askhr_validation","upvote_ratio":0.97,"history":"[NJ] Employer forcing employees to use SSN as work passwords The title explains itself. I\u2019ve searched on the internet for guidance and help, but it seems like most other companies don\u2019t do this because they know it\u2019s inappropriate and foolish for hackers. Not my company though\u2026. So here we are. Employees have asked in the past if they are able to change it and the owners have refused and said we have no choice but to do so. We use these passwords mostly internally but there are external websites we use to access payroll information and stuff like that. Regardless, there is still a concern for hackers and internal employees that have access to everyone\u2019s \u201cpasswords\u201d that are really just everyone\u2019s full social security number.  Is this illegal? Or just morally and ethically wrong? Is there anything I can do other than quit and find a new job?  This is a privately owned company with over 500 employees but less than 1,000. Not associated with the government at all. We have no official HR department.","c_root_id_A":"hbzp13m","c_root_id_B":"hbzfpn4","created_at_utc_A":1631055683,"created_at_utc_B":1631051423,"score_A":5,"score_B":3,"human_ref_A":"I\u2019m an IT guy and this is a terrible idea for several reasons: the biggest from a security stand point, it\u2019s just not a good password. Good passwords are complex; they have uppercase + lowercase letters, numbers, and at least one special character. I highly encourage you to read this article:   https:\/\/teachprivacy.com\/the-worst-password-ever-created\/","human_ref_B":"I\u2019m sitting here with an open mouth staring at this post. Like, WTF?  This is an entirely unbelievable level of incompetence. I mean you need to cross post this to r\/cybersecurity.","labels":1,"seconds_difference":4260.0,"score_ratio":1.6666666667}
{"post_id":"ijc8j6","domain":"askhr_validation","upvote_ratio":0.98,"history":"Do companies purposely design the length of the application process to filter out candidates? Hey, I'm not sure if this is the correct place to post but I wanted to get some perspective from people working in HR\/recruiting.  Obviously it would differ from company to company, but are there circumstances where a company would purposely make an application process lengthy\/tough in order to filter out the candidates who are dedicated to the job?","c_root_id_A":"g3cpn5v","c_root_id_B":"g3cl3h9","created_at_utc_A":1598794973,"created_at_utc_B":1598792524,"score_A":215,"score_B":58,"human_ref_A":"\"Never attribute to malice that which is adequately explained by stupidity\"","human_ref_B":"That has been the opposite of my experience.  We try and move as quickly as possible.  The reality is that its just time consuming to manage the process sometimes with so many different people involved.","labels":1,"seconds_difference":2449.0,"score_ratio":3.7068965517}
{"post_id":"ijc8j6","domain":"askhr_validation","upvote_ratio":0.98,"history":"Do companies purposely design the length of the application process to filter out candidates? Hey, I'm not sure if this is the correct place to post but I wanted to get some perspective from people working in HR\/recruiting.  Obviously it would differ from company to company, but are there circumstances where a company would purposely make an application process lengthy\/tough in order to filter out the candidates who are dedicated to the job?","c_root_id_A":"g3cpn5v","c_root_id_B":"g3copf4","created_at_utc_A":1598794973,"created_at_utc_B":1598794494,"score_A":215,"score_B":4,"human_ref_A":"\"Never attribute to malice that which is adequately explained by stupidity\"","human_ref_B":"At times and for certain roles it certainly makes sense. If you can add a question or section that eliminates lesser qualified candidates that can be good. As a recruiter I would rather 20 good applications than 100 bad.   When someone doesn\u2019t complete or writes \u201cread my fucking resume\u201d into that section it can be telling. They are probably a joy to work with, right?","labels":1,"seconds_difference":479.0,"score_ratio":53.75}
{"post_id":"ijc8j6","domain":"askhr_validation","upvote_ratio":0.98,"history":"Do companies purposely design the length of the application process to filter out candidates? Hey, I'm not sure if this is the correct place to post but I wanted to get some perspective from people working in HR\/recruiting.  Obviously it would differ from company to company, but are there circumstances where a company would purposely make an application process lengthy\/tough in order to filter out the candidates who are dedicated to the job?","c_root_id_A":"g3clq1y","c_root_id_B":"g3cpn5v","created_at_utc_A":1598792878,"created_at_utc_B":1598794973,"score_A":2,"score_B":215,"human_ref_A":"In school districts or public work? Absolutely. There is no possible way they can't know what they are doing...","human_ref_B":"\"Never attribute to malice that which is adequately explained by stupidity\"","labels":0,"seconds_difference":2095.0,"score_ratio":107.5}
{"post_id":"ijc8j6","domain":"askhr_validation","upvote_ratio":0.98,"history":"Do companies purposely design the length of the application process to filter out candidates? Hey, I'm not sure if this is the correct place to post but I wanted to get some perspective from people working in HR\/recruiting.  Obviously it would differ from company to company, but are there circumstances where a company would purposely make an application process lengthy\/tough in order to filter out the candidates who are dedicated to the job?","c_root_id_A":"g3cq7w0","c_root_id_B":"g3cux2j","created_at_utc_A":1598795276,"created_at_utc_B":1598797710,"score_A":21,"score_B":27,"human_ref_A":"It\u2019s not about length, it\u2019s about substance.  In terms of the physical application, the company has bought or subscribed to software and that\u2019s what the software is.  Beyond that, sure, part of it is how bad do you want it, and what\u2019s your attention to detail.  It\u2019s interesting though, typically the most desirable large companies literally just ask you to upload a resume and an optional cover letter and that\u2019s it.","human_ref_B":"I'm not HR but this is my most loathed activity in the job search process and I have abandoned applications because there's an error or it's too lengthy.   Examples include: Why do I have to enter all my information into boxes when I just uploaded my resume?  When you do have a resume extract info, almost all of it is wrong and I have to go in and fix it. Why are you requiring references in the application process? You don't even know if you're interested yet. Lastly, the dreaded demographics forms. Required as part of the application, but it's not required to sign by law...ugh. \ud83e\udd26\u200d\u2640\ufe0f","labels":0,"seconds_difference":2434.0,"score_ratio":1.2857142857}
{"post_id":"ijc8j6","domain":"askhr_validation","upvote_ratio":0.98,"history":"Do companies purposely design the length of the application process to filter out candidates? Hey, I'm not sure if this is the correct place to post but I wanted to get some perspective from people working in HR\/recruiting.  Obviously it would differ from company to company, but are there circumstances where a company would purposely make an application process lengthy\/tough in order to filter out the candidates who are dedicated to the job?","c_root_id_A":"g3cux2j","c_root_id_B":"g3cuu4s","created_at_utc_A":1598797710,"created_at_utc_B":1598797673,"score_A":27,"score_B":11,"human_ref_A":"I'm not HR but this is my most loathed activity in the job search process and I have abandoned applications because there's an error or it's too lengthy.   Examples include: Why do I have to enter all my information into boxes when I just uploaded my resume?  When you do have a resume extract info, almost all of it is wrong and I have to go in and fix it. Why are you requiring references in the application process? You don't even know if you're interested yet. Lastly, the dreaded demographics forms. Required as part of the application, but it's not required to sign by law...ugh. \ud83e\udd26\u200d\u2640\ufe0f","human_ref_B":"Good companies try and make the candidate experience enjoyable. There are some limitations, like the ATS (applicant tracking system) data that is needed so that we can follow-up properly on the back end. The ATS systems that can scan your resume and pre-fill the rest are expensive.  The resume upload and filling in the boxes manually is just a reality of a less expensive ATS. The recruiter needs the two pieces of information for different stages of the interview process. As a good rule, it shouldn\u2019t take more than 20 minutes to apply.","labels":1,"seconds_difference":37.0,"score_ratio":2.4545454545}
{"post_id":"ijc8j6","domain":"askhr_validation","upvote_ratio":0.98,"history":"Do companies purposely design the length of the application process to filter out candidates? Hey, I'm not sure if this is the correct place to post but I wanted to get some perspective from people working in HR\/recruiting.  Obviously it would differ from company to company, but are there circumstances where a company would purposely make an application process lengthy\/tough in order to filter out the candidates who are dedicated to the job?","c_root_id_A":"g3copf4","c_root_id_B":"g3cux2j","created_at_utc_A":1598794494,"created_at_utc_B":1598797710,"score_A":4,"score_B":27,"human_ref_A":"At times and for certain roles it certainly makes sense. If you can add a question or section that eliminates lesser qualified candidates that can be good. As a recruiter I would rather 20 good applications than 100 bad.   When someone doesn\u2019t complete or writes \u201cread my fucking resume\u201d into that section it can be telling. They are probably a joy to work with, right?","human_ref_B":"I'm not HR but this is my most loathed activity in the job search process and I have abandoned applications because there's an error or it's too lengthy.   Examples include: Why do I have to enter all my information into boxes when I just uploaded my resume?  When you do have a resume extract info, almost all of it is wrong and I have to go in and fix it. Why are you requiring references in the application process? You don't even know if you're interested yet. Lastly, the dreaded demographics forms. Required as part of the application, but it's not required to sign by law...ugh. \ud83e\udd26\u200d\u2640\ufe0f","labels":0,"seconds_difference":3216.0,"score_ratio":6.75}
{"post_id":"ijc8j6","domain":"askhr_validation","upvote_ratio":0.98,"history":"Do companies purposely design the length of the application process to filter out candidates? Hey, I'm not sure if this is the correct place to post but I wanted to get some perspective from people working in HR\/recruiting.  Obviously it would differ from company to company, but are there circumstances where a company would purposely make an application process lengthy\/tough in order to filter out the candidates who are dedicated to the job?","c_root_id_A":"g3cux2j","c_root_id_B":"g3clq1y","created_at_utc_A":1598797710,"created_at_utc_B":1598792878,"score_A":27,"score_B":2,"human_ref_A":"I'm not HR but this is my most loathed activity in the job search process and I have abandoned applications because there's an error or it's too lengthy.   Examples include: Why do I have to enter all my information into boxes when I just uploaded my resume?  When you do have a resume extract info, almost all of it is wrong and I have to go in and fix it. Why are you requiring references in the application process? You don't even know if you're interested yet. Lastly, the dreaded demographics forms. Required as part of the application, but it's not required to sign by law...ugh. \ud83e\udd26\u200d\u2640\ufe0f","human_ref_B":"In school districts or public work? Absolutely. There is no possible way they can't know what they are doing...","labels":1,"seconds_difference":4832.0,"score_ratio":13.5}
{"post_id":"ijc8j6","domain":"askhr_validation","upvote_ratio":0.98,"history":"Do companies purposely design the length of the application process to filter out candidates? Hey, I'm not sure if this is the correct place to post but I wanted to get some perspective from people working in HR\/recruiting.  Obviously it would differ from company to company, but are there circumstances where a company would purposely make an application process lengthy\/tough in order to filter out the candidates who are dedicated to the job?","c_root_id_A":"g3cq7w0","c_root_id_B":"g3copf4","created_at_utc_A":1598795276,"created_at_utc_B":1598794494,"score_A":21,"score_B":4,"human_ref_A":"It\u2019s not about length, it\u2019s about substance.  In terms of the physical application, the company has bought or subscribed to software and that\u2019s what the software is.  Beyond that, sure, part of it is how bad do you want it, and what\u2019s your attention to detail.  It\u2019s interesting though, typically the most desirable large companies literally just ask you to upload a resume and an optional cover letter and that\u2019s it.","human_ref_B":"At times and for certain roles it certainly makes sense. If you can add a question or section that eliminates lesser qualified candidates that can be good. As a recruiter I would rather 20 good applications than 100 bad.   When someone doesn\u2019t complete or writes \u201cread my fucking resume\u201d into that section it can be telling. They are probably a joy to work with, right?","labels":1,"seconds_difference":782.0,"score_ratio":5.25}
{"post_id":"ijc8j6","domain":"askhr_validation","upvote_ratio":0.98,"history":"Do companies purposely design the length of the application process to filter out candidates? Hey, I'm not sure if this is the correct place to post but I wanted to get some perspective from people working in HR\/recruiting.  Obviously it would differ from company to company, but are there circumstances where a company would purposely make an application process lengthy\/tough in order to filter out the candidates who are dedicated to the job?","c_root_id_A":"g3cq7w0","c_root_id_B":"g3clq1y","created_at_utc_A":1598795276,"created_at_utc_B":1598792878,"score_A":21,"score_B":2,"human_ref_A":"It\u2019s not about length, it\u2019s about substance.  In terms of the physical application, the company has bought or subscribed to software and that\u2019s what the software is.  Beyond that, sure, part of it is how bad do you want it, and what\u2019s your attention to detail.  It\u2019s interesting though, typically the most desirable large companies literally just ask you to upload a resume and an optional cover letter and that\u2019s it.","human_ref_B":"In school districts or public work? Absolutely. There is no possible way they can't know what they are doing...","labels":1,"seconds_difference":2398.0,"score_ratio":10.5}
{"post_id":"ijc8j6","domain":"askhr_validation","upvote_ratio":0.98,"history":"Do companies purposely design the length of the application process to filter out candidates? Hey, I'm not sure if this is the correct place to post but I wanted to get some perspective from people working in HR\/recruiting.  Obviously it would differ from company to company, but are there circumstances where a company would purposely make an application process lengthy\/tough in order to filter out the candidates who are dedicated to the job?","c_root_id_A":"g3dp9me","c_root_id_B":"g3cuu4s","created_at_utc_A":1598811319,"created_at_utc_B":1598797673,"score_A":12,"score_B":11,"human_ref_A":"I have applied on indeed for a city position. After sending in my indeed cover letter and resume I was sent an invitation to submit an application thru the town process. It took a good 90 mins, retyping job experience, filling out questionnaires about different skills, copy of license and references etc. I\u2019d say 8 pages of stuff. Sent that in. I received a letter that I\u2019ve been deemed qualified to come in for testing. I\u2019ll be tested on vocabulary, reading comprehension, proofreading, excel, checkbook keeping, basic math and customer service during a 2 hour test. The top candidates will then be invited to an interview. This feels like a lot for a clerical position. My feeling was this process most certainly weeds out a lot of candidates. I\u2019m over qualified in theory but I could see bombing the tests because I\u2019m rusty and nervous. Oh and the letter inviting you in for testing is two pages. After I made my appt I nearly threw it out. Thank god I reread it, as it must be brought in on testing day. Another clever way to weed out people.","human_ref_B":"Good companies try and make the candidate experience enjoyable. There are some limitations, like the ATS (applicant tracking system) data that is needed so that we can follow-up properly on the back end. The ATS systems that can scan your resume and pre-fill the rest are expensive.  The resume upload and filling in the boxes manually is just a reality of a less expensive ATS. The recruiter needs the two pieces of information for different stages of the interview process. As a good rule, it shouldn\u2019t take more than 20 minutes to apply.","labels":1,"seconds_difference":13646.0,"score_ratio":1.0909090909}
{"post_id":"ijc8j6","domain":"askhr_validation","upvote_ratio":0.98,"history":"Do companies purposely design the length of the application process to filter out candidates? Hey, I'm not sure if this is the correct place to post but I wanted to get some perspective from people working in HR\/recruiting.  Obviously it would differ from company to company, but are there circumstances where a company would purposely make an application process lengthy\/tough in order to filter out the candidates who are dedicated to the job?","c_root_id_A":"g3copf4","c_root_id_B":"g3cuu4s","created_at_utc_A":1598794494,"created_at_utc_B":1598797673,"score_A":4,"score_B":11,"human_ref_A":"At times and for certain roles it certainly makes sense. If you can add a question or section that eliminates lesser qualified candidates that can be good. As a recruiter I would rather 20 good applications than 100 bad.   When someone doesn\u2019t complete or writes \u201cread my fucking resume\u201d into that section it can be telling. They are probably a joy to work with, right?","human_ref_B":"Good companies try and make the candidate experience enjoyable. There are some limitations, like the ATS (applicant tracking system) data that is needed so that we can follow-up properly on the back end. The ATS systems that can scan your resume and pre-fill the rest are expensive.  The resume upload and filling in the boxes manually is just a reality of a less expensive ATS. The recruiter needs the two pieces of information for different stages of the interview process. As a good rule, it shouldn\u2019t take more than 20 minutes to apply.","labels":0,"seconds_difference":3179.0,"score_ratio":2.75}
{"post_id":"ijc8j6","domain":"askhr_validation","upvote_ratio":0.98,"history":"Do companies purposely design the length of the application process to filter out candidates? Hey, I'm not sure if this is the correct place to post but I wanted to get some perspective from people working in HR\/recruiting.  Obviously it would differ from company to company, but are there circumstances where a company would purposely make an application process lengthy\/tough in order to filter out the candidates who are dedicated to the job?","c_root_id_A":"g3cuu4s","c_root_id_B":"g3clq1y","created_at_utc_A":1598797673,"created_at_utc_B":1598792878,"score_A":11,"score_B":2,"human_ref_A":"Good companies try and make the candidate experience enjoyable. There are some limitations, like the ATS (applicant tracking system) data that is needed so that we can follow-up properly on the back end. The ATS systems that can scan your resume and pre-fill the rest are expensive.  The resume upload and filling in the boxes manually is just a reality of a less expensive ATS. The recruiter needs the two pieces of information for different stages of the interview process. As a good rule, it shouldn\u2019t take more than 20 minutes to apply.","human_ref_B":"In school districts or public work? Absolutely. There is no possible way they can't know what they are doing...","labels":1,"seconds_difference":4795.0,"score_ratio":5.5}
{"post_id":"ijc8j6","domain":"askhr_validation","upvote_ratio":0.98,"history":"Do companies purposely design the length of the application process to filter out candidates? Hey, I'm not sure if this is the correct place to post but I wanted to get some perspective from people working in HR\/recruiting.  Obviously it would differ from company to company, but are there circumstances where a company would purposely make an application process lengthy\/tough in order to filter out the candidates who are dedicated to the job?","c_root_id_A":"g3dp9me","c_root_id_B":"g3dh4nr","created_at_utc_A":1598811319,"created_at_utc_B":1598807851,"score_A":12,"score_B":7,"human_ref_A":"I have applied on indeed for a city position. After sending in my indeed cover letter and resume I was sent an invitation to submit an application thru the town process. It took a good 90 mins, retyping job experience, filling out questionnaires about different skills, copy of license and references etc. I\u2019d say 8 pages of stuff. Sent that in. I received a letter that I\u2019ve been deemed qualified to come in for testing. I\u2019ll be tested on vocabulary, reading comprehension, proofreading, excel, checkbook keeping, basic math and customer service during a 2 hour test. The top candidates will then be invited to an interview. This feels like a lot for a clerical position. My feeling was this process most certainly weeds out a lot of candidates. I\u2019m over qualified in theory but I could see bombing the tests because I\u2019m rusty and nervous. Oh and the letter inviting you in for testing is two pages. After I made my appt I nearly threw it out. Thank god I reread it, as it must be brought in on testing day. Another clever way to weed out people.","human_ref_B":"Doing that would filter out the good candidates, not the bad ones.","labels":1,"seconds_difference":3468.0,"score_ratio":1.7142857143}
{"post_id":"ijc8j6","domain":"askhr_validation","upvote_ratio":0.98,"history":"Do companies purposely design the length of the application process to filter out candidates? Hey, I'm not sure if this is the correct place to post but I wanted to get some perspective from people working in HR\/recruiting.  Obviously it would differ from company to company, but are there circumstances where a company would purposely make an application process lengthy\/tough in order to filter out the candidates who are dedicated to the job?","c_root_id_A":"g3copf4","c_root_id_B":"g3dp9me","created_at_utc_A":1598794494,"created_at_utc_B":1598811319,"score_A":4,"score_B":12,"human_ref_A":"At times and for certain roles it certainly makes sense. If you can add a question or section that eliminates lesser qualified candidates that can be good. As a recruiter I would rather 20 good applications than 100 bad.   When someone doesn\u2019t complete or writes \u201cread my fucking resume\u201d into that section it can be telling. They are probably a joy to work with, right?","human_ref_B":"I have applied on indeed for a city position. After sending in my indeed cover letter and resume I was sent an invitation to submit an application thru the town process. It took a good 90 mins, retyping job experience, filling out questionnaires about different skills, copy of license and references etc. I\u2019d say 8 pages of stuff. Sent that in. I received a letter that I\u2019ve been deemed qualified to come in for testing. I\u2019ll be tested on vocabulary, reading comprehension, proofreading, excel, checkbook keeping, basic math and customer service during a 2 hour test. The top candidates will then be invited to an interview. This feels like a lot for a clerical position. My feeling was this process most certainly weeds out a lot of candidates. I\u2019m over qualified in theory but I could see bombing the tests because I\u2019m rusty and nervous. Oh and the letter inviting you in for testing is two pages. After I made my appt I nearly threw it out. Thank god I reread it, as it must be brought in on testing day. Another clever way to weed out people.","labels":0,"seconds_difference":16825.0,"score_ratio":3.0}
{"post_id":"ijc8j6","domain":"askhr_validation","upvote_ratio":0.98,"history":"Do companies purposely design the length of the application process to filter out candidates? Hey, I'm not sure if this is the correct place to post but I wanted to get some perspective from people working in HR\/recruiting.  Obviously it would differ from company to company, but are there circumstances where a company would purposely make an application process lengthy\/tough in order to filter out the candidates who are dedicated to the job?","c_root_id_A":"g3clq1y","c_root_id_B":"g3dp9me","created_at_utc_A":1598792878,"created_at_utc_B":1598811319,"score_A":2,"score_B":12,"human_ref_A":"In school districts or public work? Absolutely. There is no possible way they can't know what they are doing...","human_ref_B":"I have applied on indeed for a city position. After sending in my indeed cover letter and resume I was sent an invitation to submit an application thru the town process. It took a good 90 mins, retyping job experience, filling out questionnaires about different skills, copy of license and references etc. I\u2019d say 8 pages of stuff. Sent that in. I received a letter that I\u2019ve been deemed qualified to come in for testing. I\u2019ll be tested on vocabulary, reading comprehension, proofreading, excel, checkbook keeping, basic math and customer service during a 2 hour test. The top candidates will then be invited to an interview. This feels like a lot for a clerical position. My feeling was this process most certainly weeds out a lot of candidates. I\u2019m over qualified in theory but I could see bombing the tests because I\u2019m rusty and nervous. Oh and the letter inviting you in for testing is two pages. After I made my appt I nearly threw it out. Thank god I reread it, as it must be brought in on testing day. Another clever way to weed out people.","labels":0,"seconds_difference":18441.0,"score_ratio":6.0}
{"post_id":"ijc8j6","domain":"askhr_validation","upvote_ratio":0.98,"history":"Do companies purposely design the length of the application process to filter out candidates? Hey, I'm not sure if this is the correct place to post but I wanted to get some perspective from people working in HR\/recruiting.  Obviously it would differ from company to company, but are there circumstances where a company would purposely make an application process lengthy\/tough in order to filter out the candidates who are dedicated to the job?","c_root_id_A":"g3d9c4v","c_root_id_B":"g3dp9me","created_at_utc_A":1598804261,"created_at_utc_B":1598811319,"score_A":2,"score_B":12,"human_ref_A":"Some do. Mine does, because the work relies way more on soft skills than actual experience. Resumes are not particularly relevant or useful. We try to find a balance and are always looking for better ways to identify the soft skills quickly without wasting applicants\u2019 time.","human_ref_B":"I have applied on indeed for a city position. After sending in my indeed cover letter and resume I was sent an invitation to submit an application thru the town process. It took a good 90 mins, retyping job experience, filling out questionnaires about different skills, copy of license and references etc. I\u2019d say 8 pages of stuff. Sent that in. I received a letter that I\u2019ve been deemed qualified to come in for testing. I\u2019ll be tested on vocabulary, reading comprehension, proofreading, excel, checkbook keeping, basic math and customer service during a 2 hour test. The top candidates will then be invited to an interview. This feels like a lot for a clerical position. My feeling was this process most certainly weeds out a lot of candidates. I\u2019m over qualified in theory but I could see bombing the tests because I\u2019m rusty and nervous. Oh and the letter inviting you in for testing is two pages. After I made my appt I nearly threw it out. Thank god I reread it, as it must be brought in on testing day. Another clever way to weed out people.","labels":0,"seconds_difference":7058.0,"score_ratio":6.0}
{"post_id":"ijc8j6","domain":"askhr_validation","upvote_ratio":0.98,"history":"Do companies purposely design the length of the application process to filter out candidates? Hey, I'm not sure if this is the correct place to post but I wanted to get some perspective from people working in HR\/recruiting.  Obviously it would differ from company to company, but are there circumstances where a company would purposely make an application process lengthy\/tough in order to filter out the candidates who are dedicated to the job?","c_root_id_A":"g3dh4nr","c_root_id_B":"g3copf4","created_at_utc_A":1598807851,"created_at_utc_B":1598794494,"score_A":7,"score_B":4,"human_ref_A":"Doing that would filter out the good candidates, not the bad ones.","human_ref_B":"At times and for certain roles it certainly makes sense. If you can add a question or section that eliminates lesser qualified candidates that can be good. As a recruiter I would rather 20 good applications than 100 bad.   When someone doesn\u2019t complete or writes \u201cread my fucking resume\u201d into that section it can be telling. They are probably a joy to work with, right?","labels":1,"seconds_difference":13357.0,"score_ratio":1.75}
{"post_id":"ijc8j6","domain":"askhr_validation","upvote_ratio":0.98,"history":"Do companies purposely design the length of the application process to filter out candidates? Hey, I'm not sure if this is the correct place to post but I wanted to get some perspective from people working in HR\/recruiting.  Obviously it would differ from company to company, but are there circumstances where a company would purposely make an application process lengthy\/tough in order to filter out the candidates who are dedicated to the job?","c_root_id_A":"g3dh4nr","c_root_id_B":"g3clq1y","created_at_utc_A":1598807851,"created_at_utc_B":1598792878,"score_A":7,"score_B":2,"human_ref_A":"Doing that would filter out the good candidates, not the bad ones.","human_ref_B":"In school districts or public work? Absolutely. There is no possible way they can't know what they are doing...","labels":1,"seconds_difference":14973.0,"score_ratio":3.5}
{"post_id":"ijc8j6","domain":"askhr_validation","upvote_ratio":0.98,"history":"Do companies purposely design the length of the application process to filter out candidates? Hey, I'm not sure if this is the correct place to post but I wanted to get some perspective from people working in HR\/recruiting.  Obviously it would differ from company to company, but are there circumstances where a company would purposely make an application process lengthy\/tough in order to filter out the candidates who are dedicated to the job?","c_root_id_A":"g3dh4nr","c_root_id_B":"g3d9c4v","created_at_utc_A":1598807851,"created_at_utc_B":1598804261,"score_A":7,"score_B":2,"human_ref_A":"Doing that would filter out the good candidates, not the bad ones.","human_ref_B":"Some do. Mine does, because the work relies way more on soft skills than actual experience. Resumes are not particularly relevant or useful. We try to find a balance and are always looking for better ways to identify the soft skills quickly without wasting applicants\u2019 time.","labels":1,"seconds_difference":3590.0,"score_ratio":3.5}
{"post_id":"ijc8j6","domain":"askhr_validation","upvote_ratio":0.98,"history":"Do companies purposely design the length of the application process to filter out candidates? Hey, I'm not sure if this is the correct place to post but I wanted to get some perspective from people working in HR\/recruiting.  Obviously it would differ from company to company, but are there circumstances where a company would purposely make an application process lengthy\/tough in order to filter out the candidates who are dedicated to the job?","c_root_id_A":"g3clq1y","c_root_id_B":"g3copf4","created_at_utc_A":1598792878,"created_at_utc_B":1598794494,"score_A":2,"score_B":4,"human_ref_A":"In school districts or public work? Absolutely. There is no possible way they can't know what they are doing...","human_ref_B":"At times and for certain roles it certainly makes sense. If you can add a question or section that eliminates lesser qualified candidates that can be good. As a recruiter I would rather 20 good applications than 100 bad.   When someone doesn\u2019t complete or writes \u201cread my fucking resume\u201d into that section it can be telling. They are probably a joy to work with, right?","labels":0,"seconds_difference":1616.0,"score_ratio":2.0}
{"post_id":"eeqiya","domain":"askhr_validation","upvote_ratio":0.98,"history":"Can a client impose a dresses\/skirts\/heels dress code on female consultants if the client themselves does not impose such a standard on their employees? CHICAGO--My coworker and I (both females) have been complained against by our client multiple times for not wearing skirts, dresses and heels to the client's office where we often sit during the week. We are Facilities Managers meaning a lot of walking, bending down, lifting, and standing is involved with successfully doing our jobs.  The client does not have such a dress code for their own employee, however, our manager received complaints of how we dress and have been told to simply \"please the client.\" We dress as directed during our onboarding, business formal. I have informed our HR rep and account director and have been told nothing can be done.  Is there anyway to reasonably push back on this archaic request and not jeopardize our account by stating legal grounds against this type of sexist enforcement?","c_root_id_A":"fbx4fua","c_root_id_B":"fbxdq5j","created_at_utc_A":1577168937,"created_at_utc_B":1577181950,"score_A":23,"score_B":30,"human_ref_A":"Can you wear a suit? If the dress is business formal, you should be able to wear dress pants, a blouse, a blazer, and nice flats. If they insist on skirts and heels... then you have a situation.","human_ref_B":"> Is there anyway to reasonably push back on this archaic request and not jeopardize our account by stating legal grounds against this type of sexist enforcement?  Escalate up the chain. The account director's job is to please the client for the sake of their own job security. The HR rep you spoke to may be attached to the account in some way. Document everything. Collect all the complaints if they're in writing, or have them put into writing if somehow discreetly possible. Request a meeting with the Director\/Head of HR, with your colleague. You have some concerns about the behaviour of a client towards you, and you don't feel like the account director and other HR reps have responded reasonably.   Explain to your HR director that:  1) It's not appropriate for a client to ask female consultants to wear skirts and heels when there is no such requirement for their own staff.  2) That it's not reasonable or practical to expect people with your role responsibilities (facilities managers - bending over, lifting) to wear skirts and heels. This presents all kinds of safety issues and risks injury to you and other female colleagues.  3) you're disappointed that you were told \"there's nothing we can do\" by the account manager and the HR rep, despite it being an obvious red flag and an unjustifiable request. Male employees aren't required to show their legs or wear heels - why are the women? What's the business driver behind the client requiring female consultants to wear skirts and heels, even when they're doing manual labour?  Ask your HR director to confirm in writing whether you as an employee will be required to wear a skirt and heels on that client's site, despite your role responsibilities, despite the fact that the client's own employees aren't required to, and despite you flagging this up as demeaning and sexist.  It is utterly unacceptable for a client to require on-site consultants to wear skirts and heels when no such requirement exists for the client's own workers. It is, however, misleading to say the client's imposing the dress code on you. You are not their employee; you can wear what you want. It's just that they can turn you away at the door if you're not wearing a skirt and heels, which creates obvious problems for your company.  This is a ridiculous situation, and one your own HR should be all over. The fuck kind of company thinks it's acceptable for their field staff to be made to wear skirts and heels on a site where the client's own employees aren't required to? Jesus Christ.","labels":0,"seconds_difference":13013.0,"score_ratio":1.3043478261}
{"post_id":"eeqiya","domain":"askhr_validation","upvote_ratio":0.98,"history":"Can a client impose a dresses\/skirts\/heels dress code on female consultants if the client themselves does not impose such a standard on their employees? CHICAGO--My coworker and I (both females) have been complained against by our client multiple times for not wearing skirts, dresses and heels to the client's office where we often sit during the week. We are Facilities Managers meaning a lot of walking, bending down, lifting, and standing is involved with successfully doing our jobs.  The client does not have such a dress code for their own employee, however, our manager received complaints of how we dress and have been told to simply \"please the client.\" We dress as directed during our onboarding, business formal. I have informed our HR rep and account director and have been told nothing can be done.  Is there anyway to reasonably push back on this archaic request and not jeopardize our account by stating legal grounds against this type of sexist enforcement?","c_root_id_A":"fbx8hyn","c_root_id_B":"fbxdq5j","created_at_utc_A":1577174167,"created_at_utc_B":1577181950,"score_A":14,"score_B":30,"human_ref_A":"Post to \/r\/legaladvice too.   Get everything in writing.  This is repulsive and worth the push back.","human_ref_B":"> Is there anyway to reasonably push back on this archaic request and not jeopardize our account by stating legal grounds against this type of sexist enforcement?  Escalate up the chain. The account director's job is to please the client for the sake of their own job security. The HR rep you spoke to may be attached to the account in some way. Document everything. Collect all the complaints if they're in writing, or have them put into writing if somehow discreetly possible. Request a meeting with the Director\/Head of HR, with your colleague. You have some concerns about the behaviour of a client towards you, and you don't feel like the account director and other HR reps have responded reasonably.   Explain to your HR director that:  1) It's not appropriate for a client to ask female consultants to wear skirts and heels when there is no such requirement for their own staff.  2) That it's not reasonable or practical to expect people with your role responsibilities (facilities managers - bending over, lifting) to wear skirts and heels. This presents all kinds of safety issues and risks injury to you and other female colleagues.  3) you're disappointed that you were told \"there's nothing we can do\" by the account manager and the HR rep, despite it being an obvious red flag and an unjustifiable request. Male employees aren't required to show their legs or wear heels - why are the women? What's the business driver behind the client requiring female consultants to wear skirts and heels, even when they're doing manual labour?  Ask your HR director to confirm in writing whether you as an employee will be required to wear a skirt and heels on that client's site, despite your role responsibilities, despite the fact that the client's own employees aren't required to, and despite you flagging this up as demeaning and sexist.  It is utterly unacceptable for a client to require on-site consultants to wear skirts and heels when no such requirement exists for the client's own workers. It is, however, misleading to say the client's imposing the dress code on you. You are not their employee; you can wear what you want. It's just that they can turn you away at the door if you're not wearing a skirt and heels, which creates obvious problems for your company.  This is a ridiculous situation, and one your own HR should be all over. The fuck kind of company thinks it's acceptable for their field staff to be made to wear skirts and heels on a site where the client's own employees aren't required to? Jesus Christ.","labels":0,"seconds_difference":7783.0,"score_ratio":2.1428571429}
{"post_id":"eeqiya","domain":"askhr_validation","upvote_ratio":0.98,"history":"Can a client impose a dresses\/skirts\/heels dress code on female consultants if the client themselves does not impose such a standard on their employees? CHICAGO--My coworker and I (both females) have been complained against by our client multiple times for not wearing skirts, dresses and heels to the client's office where we often sit during the week. We are Facilities Managers meaning a lot of walking, bending down, lifting, and standing is involved with successfully doing our jobs.  The client does not have such a dress code for their own employee, however, our manager received complaints of how we dress and have been told to simply \"please the client.\" We dress as directed during our onboarding, business formal. I have informed our HR rep and account director and have been told nothing can be done.  Is there anyway to reasonably push back on this archaic request and not jeopardize our account by stating legal grounds against this type of sexist enforcement?","c_root_id_A":"fbxdq5j","c_root_id_B":"fbwyfmq","created_at_utc_A":1577181950,"created_at_utc_B":1577162911,"score_A":30,"score_B":12,"human_ref_A":"> Is there anyway to reasonably push back on this archaic request and not jeopardize our account by stating legal grounds against this type of sexist enforcement?  Escalate up the chain. The account director's job is to please the client for the sake of their own job security. The HR rep you spoke to may be attached to the account in some way. Document everything. Collect all the complaints if they're in writing, or have them put into writing if somehow discreetly possible. Request a meeting with the Director\/Head of HR, with your colleague. You have some concerns about the behaviour of a client towards you, and you don't feel like the account director and other HR reps have responded reasonably.   Explain to your HR director that:  1) It's not appropriate for a client to ask female consultants to wear skirts and heels when there is no such requirement for their own staff.  2) That it's not reasonable or practical to expect people with your role responsibilities (facilities managers - bending over, lifting) to wear skirts and heels. This presents all kinds of safety issues and risks injury to you and other female colleagues.  3) you're disappointed that you were told \"there's nothing we can do\" by the account manager and the HR rep, despite it being an obvious red flag and an unjustifiable request. Male employees aren't required to show their legs or wear heels - why are the women? What's the business driver behind the client requiring female consultants to wear skirts and heels, even when they're doing manual labour?  Ask your HR director to confirm in writing whether you as an employee will be required to wear a skirt and heels on that client's site, despite your role responsibilities, despite the fact that the client's own employees aren't required to, and despite you flagging this up as demeaning and sexist.  It is utterly unacceptable for a client to require on-site consultants to wear skirts and heels when no such requirement exists for the client's own workers. It is, however, misleading to say the client's imposing the dress code on you. You are not their employee; you can wear what you want. It's just that they can turn you away at the door if you're not wearing a skirt and heels, which creates obvious problems for your company.  This is a ridiculous situation, and one your own HR should be all over. The fuck kind of company thinks it's acceptable for their field staff to be made to wear skirts and heels on a site where the client's own employees aren't required to? Jesus Christ.","human_ref_B":"What do you wear currently that is business formal if not dresses, skirts, heels? Are there any men in your same role at this client and if so what do they wear? What do the women employed by the client wear? Are there requirements from the client re: skirt length or heel height?  If your company decides their dress code for consultants is to match the client dress code, and they apply this consistently, they have every right to do so. In general requiring business formal, e.g., or even different definitions of formal based on historical gender norms (pants for men and skirts for women) is permitted and not illegal. However, things get dicey if the requirements place an undue burden on one gender and you can prove that burden, or if they are designed to create a sexy look for which there is no bona fide business purpose. It's also a flag to me that the client is requesting a dress code that they do not require of their own employees. Have you asked for rationale or could your employer ask for their dress code (for men and women - assuming that at some point a man could take your place, e.g.) in writing? Do you have the detail of the complaints with respect to exactly what you wear and why?  The more you can clarify and get in writing, the better you'll be able to see if this is truly sexist by design in which case yes it is illegal, or realize there is at least ostensibly a business purpose... And this will give you needed documentation to bring back to your HR team and get yet more clarity in writing. If you do all this and still feel backed against a wall, it is up to you if you'd want to request to change clients, run by an employment lawyer, start looking for a new job, or all of the above.","labels":1,"seconds_difference":19039.0,"score_ratio":2.5}
{"post_id":"eeqiya","domain":"askhr_validation","upvote_ratio":0.98,"history":"Can a client impose a dresses\/skirts\/heels dress code on female consultants if the client themselves does not impose such a standard on their employees? CHICAGO--My coworker and I (both females) have been complained against by our client multiple times for not wearing skirts, dresses and heels to the client's office where we often sit during the week. We are Facilities Managers meaning a lot of walking, bending down, lifting, and standing is involved with successfully doing our jobs.  The client does not have such a dress code for their own employee, however, our manager received complaints of how we dress and have been told to simply \"please the client.\" We dress as directed during our onboarding, business formal. I have informed our HR rep and account director and have been told nothing can be done.  Is there anyway to reasonably push back on this archaic request and not jeopardize our account by stating legal grounds against this type of sexist enforcement?","c_root_id_A":"fbwxdsf","c_root_id_B":"fbxdq5j","created_at_utc_A":1577162018,"created_at_utc_B":1577181950,"score_A":5,"score_B":30,"human_ref_A":"The short answer is, no, there\u2019s no way to not jeopardize the account regardless of how you push back.  That said, you can certainly push back and if neither your company nor the client have an official dress code then legally you don\u2019t have to adhere to anything.  Not sure about Illinois, but now in many states dress codes can\u2019t be enforced if they violate gender discrimination laws, meaning if you have to wear a skirt or dress then the men do too.","human_ref_B":"> Is there anyway to reasonably push back on this archaic request and not jeopardize our account by stating legal grounds against this type of sexist enforcement?  Escalate up the chain. The account director's job is to please the client for the sake of their own job security. The HR rep you spoke to may be attached to the account in some way. Document everything. Collect all the complaints if they're in writing, or have them put into writing if somehow discreetly possible. Request a meeting with the Director\/Head of HR, with your colleague. You have some concerns about the behaviour of a client towards you, and you don't feel like the account director and other HR reps have responded reasonably.   Explain to your HR director that:  1) It's not appropriate for a client to ask female consultants to wear skirts and heels when there is no such requirement for their own staff.  2) That it's not reasonable or practical to expect people with your role responsibilities (facilities managers - bending over, lifting) to wear skirts and heels. This presents all kinds of safety issues and risks injury to you and other female colleagues.  3) you're disappointed that you were told \"there's nothing we can do\" by the account manager and the HR rep, despite it being an obvious red flag and an unjustifiable request. Male employees aren't required to show their legs or wear heels - why are the women? What's the business driver behind the client requiring female consultants to wear skirts and heels, even when they're doing manual labour?  Ask your HR director to confirm in writing whether you as an employee will be required to wear a skirt and heels on that client's site, despite your role responsibilities, despite the fact that the client's own employees aren't required to, and despite you flagging this up as demeaning and sexist.  It is utterly unacceptable for a client to require on-site consultants to wear skirts and heels when no such requirement exists for the client's own workers. It is, however, misleading to say the client's imposing the dress code on you. You are not their employee; you can wear what you want. It's just that they can turn you away at the door if you're not wearing a skirt and heels, which creates obvious problems for your company.  This is a ridiculous situation, and one your own HR should be all over. The fuck kind of company thinks it's acceptable for their field staff to be made to wear skirts and heels on a site where the client's own employees aren't required to? Jesus Christ.","labels":0,"seconds_difference":19932.0,"score_ratio":6.0}
{"post_id":"eeqiya","domain":"askhr_validation","upvote_ratio":0.98,"history":"Can a client impose a dresses\/skirts\/heels dress code on female consultants if the client themselves does not impose such a standard on their employees? CHICAGO--My coworker and I (both females) have been complained against by our client multiple times for not wearing skirts, dresses and heels to the client's office where we often sit during the week. We are Facilities Managers meaning a lot of walking, bending down, lifting, and standing is involved with successfully doing our jobs.  The client does not have such a dress code for their own employee, however, our manager received complaints of how we dress and have been told to simply \"please the client.\" We dress as directed during our onboarding, business formal. I have informed our HR rep and account director and have been told nothing can be done.  Is there anyway to reasonably push back on this archaic request and not jeopardize our account by stating legal grounds against this type of sexist enforcement?","c_root_id_A":"fbwyfmq","c_root_id_B":"fbx4fua","created_at_utc_A":1577162911,"created_at_utc_B":1577168937,"score_A":12,"score_B":23,"human_ref_A":"What do you wear currently that is business formal if not dresses, skirts, heels? Are there any men in your same role at this client and if so what do they wear? What do the women employed by the client wear? Are there requirements from the client re: skirt length or heel height?  If your company decides their dress code for consultants is to match the client dress code, and they apply this consistently, they have every right to do so. In general requiring business formal, e.g., or even different definitions of formal based on historical gender norms (pants for men and skirts for women) is permitted and not illegal. However, things get dicey if the requirements place an undue burden on one gender and you can prove that burden, or if they are designed to create a sexy look for which there is no bona fide business purpose. It's also a flag to me that the client is requesting a dress code that they do not require of their own employees. Have you asked for rationale or could your employer ask for their dress code (for men and women - assuming that at some point a man could take your place, e.g.) in writing? Do you have the detail of the complaints with respect to exactly what you wear and why?  The more you can clarify and get in writing, the better you'll be able to see if this is truly sexist by design in which case yes it is illegal, or realize there is at least ostensibly a business purpose... And this will give you needed documentation to bring back to your HR team and get yet more clarity in writing. If you do all this and still feel backed against a wall, it is up to you if you'd want to request to change clients, run by an employment lawyer, start looking for a new job, or all of the above.","human_ref_B":"Can you wear a suit? If the dress is business formal, you should be able to wear dress pants, a blouse, a blazer, and nice flats. If they insist on skirts and heels... then you have a situation.","labels":0,"seconds_difference":6026.0,"score_ratio":1.9166666667}
{"post_id":"eeqiya","domain":"askhr_validation","upvote_ratio":0.98,"history":"Can a client impose a dresses\/skirts\/heels dress code on female consultants if the client themselves does not impose such a standard on their employees? CHICAGO--My coworker and I (both females) have been complained against by our client multiple times for not wearing skirts, dresses and heels to the client's office where we often sit during the week. We are Facilities Managers meaning a lot of walking, bending down, lifting, and standing is involved with successfully doing our jobs.  The client does not have such a dress code for their own employee, however, our manager received complaints of how we dress and have been told to simply \"please the client.\" We dress as directed during our onboarding, business formal. I have informed our HR rep and account director and have been told nothing can be done.  Is there anyway to reasonably push back on this archaic request and not jeopardize our account by stating legal grounds against this type of sexist enforcement?","c_root_id_A":"fbx4fua","c_root_id_B":"fbwxdsf","created_at_utc_A":1577168937,"created_at_utc_B":1577162018,"score_A":23,"score_B":5,"human_ref_A":"Can you wear a suit? If the dress is business formal, you should be able to wear dress pants, a blouse, a blazer, and nice flats. If they insist on skirts and heels... then you have a situation.","human_ref_B":"The short answer is, no, there\u2019s no way to not jeopardize the account regardless of how you push back.  That said, you can certainly push back and if neither your company nor the client have an official dress code then legally you don\u2019t have to adhere to anything.  Not sure about Illinois, but now in many states dress codes can\u2019t be enforced if they violate gender discrimination laws, meaning if you have to wear a skirt or dress then the men do too.","labels":1,"seconds_difference":6919.0,"score_ratio":4.6}
{"post_id":"eeqiya","domain":"askhr_validation","upvote_ratio":0.98,"history":"Can a client impose a dresses\/skirts\/heels dress code on female consultants if the client themselves does not impose such a standard on their employees? CHICAGO--My coworker and I (both females) have been complained against by our client multiple times for not wearing skirts, dresses and heels to the client's office where we often sit during the week. We are Facilities Managers meaning a lot of walking, bending down, lifting, and standing is involved with successfully doing our jobs.  The client does not have such a dress code for their own employee, however, our manager received complaints of how we dress and have been told to simply \"please the client.\" We dress as directed during our onboarding, business formal. I have informed our HR rep and account director and have been told nothing can be done.  Is there anyway to reasonably push back on this archaic request and not jeopardize our account by stating legal grounds against this type of sexist enforcement?","c_root_id_A":"fbwyfmq","c_root_id_B":"fbx8hyn","created_at_utc_A":1577162911,"created_at_utc_B":1577174167,"score_A":12,"score_B":14,"human_ref_A":"What do you wear currently that is business formal if not dresses, skirts, heels? Are there any men in your same role at this client and if so what do they wear? What do the women employed by the client wear? Are there requirements from the client re: skirt length or heel height?  If your company decides their dress code for consultants is to match the client dress code, and they apply this consistently, they have every right to do so. In general requiring business formal, e.g., or even different definitions of formal based on historical gender norms (pants for men and skirts for women) is permitted and not illegal. However, things get dicey if the requirements place an undue burden on one gender and you can prove that burden, or if they are designed to create a sexy look for which there is no bona fide business purpose. It's also a flag to me that the client is requesting a dress code that they do not require of their own employees. Have you asked for rationale or could your employer ask for their dress code (for men and women - assuming that at some point a man could take your place, e.g.) in writing? Do you have the detail of the complaints with respect to exactly what you wear and why?  The more you can clarify and get in writing, the better you'll be able to see if this is truly sexist by design in which case yes it is illegal, or realize there is at least ostensibly a business purpose... And this will give you needed documentation to bring back to your HR team and get yet more clarity in writing. If you do all this and still feel backed against a wall, it is up to you if you'd want to request to change clients, run by an employment lawyer, start looking for a new job, or all of the above.","human_ref_B":"Post to \/r\/legaladvice too.   Get everything in writing.  This is repulsive and worth the push back.","labels":0,"seconds_difference":11256.0,"score_ratio":1.1666666667}
{"post_id":"eeqiya","domain":"askhr_validation","upvote_ratio":0.98,"history":"Can a client impose a dresses\/skirts\/heels dress code on female consultants if the client themselves does not impose such a standard on their employees? CHICAGO--My coworker and I (both females) have been complained against by our client multiple times for not wearing skirts, dresses and heels to the client's office where we often sit during the week. We are Facilities Managers meaning a lot of walking, bending down, lifting, and standing is involved with successfully doing our jobs.  The client does not have such a dress code for their own employee, however, our manager received complaints of how we dress and have been told to simply \"please the client.\" We dress as directed during our onboarding, business formal. I have informed our HR rep and account director and have been told nothing can be done.  Is there anyway to reasonably push back on this archaic request and not jeopardize our account by stating legal grounds against this type of sexist enforcement?","c_root_id_A":"fbx8hyn","c_root_id_B":"fbwxdsf","created_at_utc_A":1577174167,"created_at_utc_B":1577162018,"score_A":14,"score_B":5,"human_ref_A":"Post to \/r\/legaladvice too.   Get everything in writing.  This is repulsive and worth the push back.","human_ref_B":"The short answer is, no, there\u2019s no way to not jeopardize the account regardless of how you push back.  That said, you can certainly push back and if neither your company nor the client have an official dress code then legally you don\u2019t have to adhere to anything.  Not sure about Illinois, but now in many states dress codes can\u2019t be enforced if they violate gender discrimination laws, meaning if you have to wear a skirt or dress then the men do too.","labels":1,"seconds_difference":12149.0,"score_ratio":2.8}
{"post_id":"eeqiya","domain":"askhr_validation","upvote_ratio":0.98,"history":"Can a client impose a dresses\/skirts\/heels dress code on female consultants if the client themselves does not impose such a standard on their employees? CHICAGO--My coworker and I (both females) have been complained against by our client multiple times for not wearing skirts, dresses and heels to the client's office where we often sit during the week. We are Facilities Managers meaning a lot of walking, bending down, lifting, and standing is involved with successfully doing our jobs.  The client does not have such a dress code for their own employee, however, our manager received complaints of how we dress and have been told to simply \"please the client.\" We dress as directed during our onboarding, business formal. I have informed our HR rep and account director and have been told nothing can be done.  Is there anyway to reasonably push back on this archaic request and not jeopardize our account by stating legal grounds against this type of sexist enforcement?","c_root_id_A":"fbwxdsf","c_root_id_B":"fbwyfmq","created_at_utc_A":1577162018,"created_at_utc_B":1577162911,"score_A":5,"score_B":12,"human_ref_A":"The short answer is, no, there\u2019s no way to not jeopardize the account regardless of how you push back.  That said, you can certainly push back and if neither your company nor the client have an official dress code then legally you don\u2019t have to adhere to anything.  Not sure about Illinois, but now in many states dress codes can\u2019t be enforced if they violate gender discrimination laws, meaning if you have to wear a skirt or dress then the men do too.","human_ref_B":"What do you wear currently that is business formal if not dresses, skirts, heels? Are there any men in your same role at this client and if so what do they wear? What do the women employed by the client wear? Are there requirements from the client re: skirt length or heel height?  If your company decides their dress code for consultants is to match the client dress code, and they apply this consistently, they have every right to do so. In general requiring business formal, e.g., or even different definitions of formal based on historical gender norms (pants for men and skirts for women) is permitted and not illegal. However, things get dicey if the requirements place an undue burden on one gender and you can prove that burden, or if they are designed to create a sexy look for which there is no bona fide business purpose. It's also a flag to me that the client is requesting a dress code that they do not require of their own employees. Have you asked for rationale or could your employer ask for their dress code (for men and women - assuming that at some point a man could take your place, e.g.) in writing? Do you have the detail of the complaints with respect to exactly what you wear and why?  The more you can clarify and get in writing, the better you'll be able to see if this is truly sexist by design in which case yes it is illegal, or realize there is at least ostensibly a business purpose... And this will give you needed documentation to bring back to your HR team and get yet more clarity in writing. If you do all this and still feel backed against a wall, it is up to you if you'd want to request to change clients, run by an employment lawyer, start looking for a new job, or all of the above.","labels":0,"seconds_difference":893.0,"score_ratio":2.4}
{"post_id":"eeqiya","domain":"askhr_validation","upvote_ratio":0.98,"history":"Can a client impose a dresses\/skirts\/heels dress code on female consultants if the client themselves does not impose such a standard on their employees? CHICAGO--My coworker and I (both females) have been complained against by our client multiple times for not wearing skirts, dresses and heels to the client's office where we often sit during the week. We are Facilities Managers meaning a lot of walking, bending down, lifting, and standing is involved with successfully doing our jobs.  The client does not have such a dress code for their own employee, however, our manager received complaints of how we dress and have been told to simply \"please the client.\" We dress as directed during our onboarding, business formal. I have informed our HR rep and account director and have been told nothing can be done.  Is there anyway to reasonably push back on this archaic request and not jeopardize our account by stating legal grounds against this type of sexist enforcement?","c_root_id_A":"fbwxdsf","c_root_id_B":"fbxuw14","created_at_utc_A":1577162018,"created_at_utc_B":1577201145,"score_A":5,"score_B":6,"human_ref_A":"The short answer is, no, there\u2019s no way to not jeopardize the account regardless of how you push back.  That said, you can certainly push back and if neither your company nor the client have an official dress code then legally you don\u2019t have to adhere to anything.  Not sure about Illinois, but now in many states dress codes can\u2019t be enforced if they violate gender discrimination laws, meaning if you have to wear a skirt or dress then the men do too.","human_ref_B":"If you do have to comply with this clients weird dress code id recommend wearing a knee length A line skirt, some black opaque tights, low heels and a shirt with cardigan. That way you're complying but not showing anything. If he then tries to request you not wear tights or a cardigan you'll have more leverage","labels":0,"seconds_difference":39127.0,"score_ratio":1.2}
{"post_id":"eeqiya","domain":"askhr_validation","upvote_ratio":0.98,"history":"Can a client impose a dresses\/skirts\/heels dress code on female consultants if the client themselves does not impose such a standard on their employees? CHICAGO--My coworker and I (both females) have been complained against by our client multiple times for not wearing skirts, dresses and heels to the client's office where we often sit during the week. We are Facilities Managers meaning a lot of walking, bending down, lifting, and standing is involved with successfully doing our jobs.  The client does not have such a dress code for their own employee, however, our manager received complaints of how we dress and have been told to simply \"please the client.\" We dress as directed during our onboarding, business formal. I have informed our HR rep and account director and have been told nothing can be done.  Is there anyway to reasonably push back on this archaic request and not jeopardize our account by stating legal grounds against this type of sexist enforcement?","c_root_id_A":"fbxueqi","c_root_id_B":"fbxuw14","created_at_utc_A":1577200782,"created_at_utc_B":1577201145,"score_A":5,"score_B":6,"human_ref_A":"This is awful.  I'm sorry.  Your account director isn't going to budge on this--their neck is on the line if they piss off the client.  I've seen this in my role as well--yes men 24\/7.  Inappropriate.  I would be crystal clear and non-emotive when I express the following things in an email 1.) There is an occupational hazard by you wearing heels (give example) 2.) There is potential for an occupational hazard by having your legs be uncovered (give example) 3.)  There is no dress code for their own employees  And you continue up the chain.  Again, so sorry.  Keep fighting this one.","human_ref_B":"If you do have to comply with this clients weird dress code id recommend wearing a knee length A line skirt, some black opaque tights, low heels and a shirt with cardigan. That way you're complying but not showing anything. If he then tries to request you not wear tights or a cardigan you'll have more leverage","labels":0,"seconds_difference":363.0,"score_ratio":1.2}
{"post_id":"eeqiya","domain":"askhr_validation","upvote_ratio":0.98,"history":"Can a client impose a dresses\/skirts\/heels dress code on female consultants if the client themselves does not impose such a standard on their employees? CHICAGO--My coworker and I (both females) have been complained against by our client multiple times for not wearing skirts, dresses and heels to the client's office where we often sit during the week. We are Facilities Managers meaning a lot of walking, bending down, lifting, and standing is involved with successfully doing our jobs.  The client does not have such a dress code for their own employee, however, our manager received complaints of how we dress and have been told to simply \"please the client.\" We dress as directed during our onboarding, business formal. I have informed our HR rep and account director and have been told nothing can be done.  Is there anyway to reasonably push back on this archaic request and not jeopardize our account by stating legal grounds against this type of sexist enforcement?","c_root_id_A":"fbxueqi","c_root_id_B":"fbxtevg","created_at_utc_A":1577200782,"created_at_utc_B":1577200021,"score_A":5,"score_B":2,"human_ref_A":"This is awful.  I'm sorry.  Your account director isn't going to budge on this--their neck is on the line if they piss off the client.  I've seen this in my role as well--yes men 24\/7.  Inappropriate.  I would be crystal clear and non-emotive when I express the following things in an email 1.) There is an occupational hazard by you wearing heels (give example) 2.) There is potential for an occupational hazard by having your legs be uncovered (give example) 3.)  There is no dress code for their own employees  And you continue up the chain.  Again, so sorry.  Keep fighting this one.","human_ref_B":"As someone who also works in Facilities, I'm terribly sorry you are dealing this. My company has always allowed me to dress however I need to, meaning I usually wear leggings (they are very opaque, though) and a comfy top and sneakers. I can't imagine trying to do some of the things I do in a skirt and heels. That's absurd.   I'm sorry I don't have advice, just sympathy! Best of luck to you!","labels":1,"seconds_difference":761.0,"score_ratio":2.5}
{"post_id":"eeqiya","domain":"askhr_validation","upvote_ratio":0.98,"history":"Can a client impose a dresses\/skirts\/heels dress code on female consultants if the client themselves does not impose such a standard on their employees? CHICAGO--My coworker and I (both females) have been complained against by our client multiple times for not wearing skirts, dresses and heels to the client's office where we often sit during the week. We are Facilities Managers meaning a lot of walking, bending down, lifting, and standing is involved with successfully doing our jobs.  The client does not have such a dress code for their own employee, however, our manager received complaints of how we dress and have been told to simply \"please the client.\" We dress as directed during our onboarding, business formal. I have informed our HR rep and account director and have been told nothing can be done.  Is there anyway to reasonably push back on this archaic request and not jeopardize our account by stating legal grounds against this type of sexist enforcement?","c_root_id_A":"fbxuw14","c_root_id_B":"fbxtevg","created_at_utc_A":1577201145,"created_at_utc_B":1577200021,"score_A":6,"score_B":2,"human_ref_A":"If you do have to comply with this clients weird dress code id recommend wearing a knee length A line skirt, some black opaque tights, low heels and a shirt with cardigan. That way you're complying but not showing anything. If he then tries to request you not wear tights or a cardigan you'll have more leverage","human_ref_B":"As someone who also works in Facilities, I'm terribly sorry you are dealing this. My company has always allowed me to dress however I need to, meaning I usually wear leggings (they are very opaque, though) and a comfy top and sneakers. I can't imagine trying to do some of the things I do in a skirt and heels. That's absurd.   I'm sorry I don't have advice, just sympathy! Best of luck to you!","labels":1,"seconds_difference":1124.0,"score_ratio":3.0}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivmx5q3","c_root_id_B":"ivmo2u0","created_at_utc_A":1667963102,"created_at_utc_B":1667958934,"score_A":395,"score_B":36,"human_ref_A":"\"Hi CIO. We need to scan your PC for malware since the proxy logs indicate your PC is contacting sites that we don't believe you'd intentionally access\".   Take PC, scan it with CC Cleaner. It'll always find something, even tracking cookies. Say it was cleaned (not lying) and hand it back to him.  Now he knows you *may* know but not know that you *do* know. To avoid you from knowing for sure, he won't visit them anymore on his work PC. If they do think you know, they'll appreciate the discretion, no backlash to you, and you did what you felt like you had to do \"as a manager\".  \/not HR but IT for too long and have handled similar situations.","human_ref_B":"* How big is your company? * Do you have code of conduct? * Is there an anonymous line you can call? * How good is your HR team and do you trust them?  I can come up with two very different paths depending on the answers.","labels":1,"seconds_difference":4168.0,"score_ratio":10.9722222222}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivmx5q3","c_root_id_B":"ivmq7e5","created_at_utc_A":1667963102,"created_at_utc_B":1667959898,"score_A":395,"score_B":10,"human_ref_A":"\"Hi CIO. We need to scan your PC for malware since the proxy logs indicate your PC is contacting sites that we don't believe you'd intentionally access\".   Take PC, scan it with CC Cleaner. It'll always find something, even tracking cookies. Say it was cleaned (not lying) and hand it back to him.  Now he knows you *may* know but not know that you *do* know. To avoid you from knowing for sure, he won't visit them anymore on his work PC. If they do think you know, they'll appreciate the discretion, no backlash to you, and you did what you felt like you had to do \"as a manager\".  \/not HR but IT for too long and have handled similar situations.","human_ref_B":"Talk to whoever he reports to if you don't have an HR team. I'm guessing there is some sort of policy in place that prohibits looking at porn on a company computer.","labels":1,"seconds_difference":3204.0,"score_ratio":39.5}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivmx5q3","c_root_id_B":"ivmuhqq","created_at_utc_A":1667963102,"created_at_utc_B":1667961842,"score_A":395,"score_B":7,"human_ref_A":"\"Hi CIO. We need to scan your PC for malware since the proxy logs indicate your PC is contacting sites that we don't believe you'd intentionally access\".   Take PC, scan it with CC Cleaner. It'll always find something, even tracking cookies. Say it was cleaned (not lying) and hand it back to him.  Now he knows you *may* know but not know that you *do* know. To avoid you from knowing for sure, he won't visit them anymore on his work PC. If they do think you know, they'll appreciate the discretion, no backlash to you, and you did what you felt like you had to do \"as a manager\".  \/not HR but IT for too long and have handled similar situations.","human_ref_B":"I see nothing!","labels":1,"seconds_difference":1260.0,"score_ratio":56.4285714286}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivmx5q3","c_root_id_B":"ivmw0br","created_at_utc_A":1667963102,"created_at_utc_B":1667962544,"score_A":395,"score_B":8,"human_ref_A":"\"Hi CIO. We need to scan your PC for malware since the proxy logs indicate your PC is contacting sites that we don't believe you'd intentionally access\".   Take PC, scan it with CC Cleaner. It'll always find something, even tracking cookies. Say it was cleaned (not lying) and hand it back to him.  Now he knows you *may* know but not know that you *do* know. To avoid you from knowing for sure, he won't visit them anymore on his work PC. If they do think you know, they'll appreciate the discretion, no backlash to you, and you did what you felt like you had to do \"as a manager\".  \/not HR but IT for too long and have handled similar situations.","human_ref_B":"Ever thought about investing in systems that block those types of websites?","labels":1,"seconds_difference":558.0,"score_ratio":49.375}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivmx5q3","c_root_id_B":"ivmpuli","created_at_utc_A":1667963102,"created_at_utc_B":1667959735,"score_A":395,"score_B":3,"human_ref_A":"\"Hi CIO. We need to scan your PC for malware since the proxy logs indicate your PC is contacting sites that we don't believe you'd intentionally access\".   Take PC, scan it with CC Cleaner. It'll always find something, even tracking cookies. Say it was cleaned (not lying) and hand it back to him.  Now he knows you *may* know but not know that you *do* know. To avoid you from knowing for sure, he won't visit them anymore on his work PC. If they do think you know, they'll appreciate the discretion, no backlash to you, and you did what you felt like you had to do \"as a manager\".  \/not HR but IT for too long and have handled similar situations.","human_ref_B":"Was he doing it at work or at home?","labels":1,"seconds_difference":3367.0,"score_ratio":131.6666666667}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivn6cm9","c_root_id_B":"ivn11rc","created_at_utc_A":1667967736,"created_at_utc_B":1667965023,"score_A":59,"score_B":49,"human_ref_A":"Could be an honest mistake.  Maybe he thought \u201cbarely legal\u201d was a website for 5-4 Supreme Court decisions?","human_ref_B":"... What kind of porn was it?  Edit: Oh, like no one else was wondering.","labels":1,"seconds_difference":2713.0,"score_ratio":1.2040816327}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivmo2u0","c_root_id_B":"ivn6cm9","created_at_utc_A":1667958934,"created_at_utc_B":1667967736,"score_A":36,"score_B":59,"human_ref_A":"* How big is your company? * Do you have code of conduct? * Is there an anonymous line you can call? * How good is your HR team and do you trust them?  I can come up with two very different paths depending on the answers.","human_ref_B":"Could be an honest mistake.  Maybe he thought \u201cbarely legal\u201d was a website for 5-4 Supreme Court decisions?","labels":0,"seconds_difference":8802.0,"score_ratio":1.6388888889}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivmq7e5","c_root_id_B":"ivn6cm9","created_at_utc_A":1667959898,"created_at_utc_B":1667967736,"score_A":10,"score_B":59,"human_ref_A":"Talk to whoever he reports to if you don't have an HR team. I'm guessing there is some sort of policy in place that prohibits looking at porn on a company computer.","human_ref_B":"Could be an honest mistake.  Maybe he thought \u201cbarely legal\u201d was a website for 5-4 Supreme Court decisions?","labels":0,"seconds_difference":7838.0,"score_ratio":5.9}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivn6cm9","c_root_id_B":"ivn4qhr","created_at_utc_A":1667967736,"created_at_utc_B":1667966885,"score_A":59,"score_B":8,"human_ref_A":"Could be an honest mistake.  Maybe he thought \u201cbarely legal\u201d was a website for 5-4 Supreme Court decisions?","human_ref_B":"How did you direct report \u201caccidentally\u201d discover CIO is watching porn on corporate computer?","labels":1,"seconds_difference":851.0,"score_ratio":7.375}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivn6cm9","c_root_id_B":"ivmuhqq","created_at_utc_A":1667967736,"created_at_utc_B":1667961842,"score_A":59,"score_B":7,"human_ref_A":"Could be an honest mistake.  Maybe he thought \u201cbarely legal\u201d was a website for 5-4 Supreme Court decisions?","human_ref_B":"I see nothing!","labels":1,"seconds_difference":5894.0,"score_ratio":8.4285714286}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivmw0br","c_root_id_B":"ivn6cm9","created_at_utc_A":1667962544,"created_at_utc_B":1667967736,"score_A":8,"score_B":59,"human_ref_A":"Ever thought about investing in systems that block those types of websites?","human_ref_B":"Could be an honest mistake.  Maybe he thought \u201cbarely legal\u201d was a website for 5-4 Supreme Court decisions?","labels":0,"seconds_difference":5192.0,"score_ratio":7.375}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivn6cm9","c_root_id_B":"ivmzezc","created_at_utc_A":1667967736,"created_at_utc_B":1667964211,"score_A":59,"score_B":8,"human_ref_A":"Could be an honest mistake.  Maybe he thought \u201cbarely legal\u201d was a website for 5-4 Supreme Court decisions?","human_ref_B":"(Not HR, just have corporate experience and friends in IT.)   If your company cares about porn consumption then they do audits.   If they don\u2019t do audits then they don\u2019t actually care.   Ask your CIO what policy is around using company laptops to access porn outside of work hours. Are IT staff expected to ignore it? Are they expected to report it? If so, to who?   Realistically: People use porn, especially when they are bored, stressed and lonely like when they are at conferences. Nobody is going to fire or discipline the company\u2019s CIO for accessing legal material.","labels":1,"seconds_difference":3525.0,"score_ratio":7.375}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivn6cm9","c_root_id_B":"ivmpuli","created_at_utc_A":1667967736,"created_at_utc_B":1667959735,"score_A":59,"score_B":3,"human_ref_A":"Could be an honest mistake.  Maybe he thought \u201cbarely legal\u201d was a website for 5-4 Supreme Court decisions?","human_ref_B":"Was he doing it at work or at home?","labels":1,"seconds_difference":8001.0,"score_ratio":19.6666666667}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivn11rc","c_root_id_B":"ivmo2u0","created_at_utc_A":1667965023,"created_at_utc_B":1667958934,"score_A":49,"score_B":36,"human_ref_A":"... What kind of porn was it?  Edit: Oh, like no one else was wondering.","human_ref_B":"* How big is your company? * Do you have code of conduct? * Is there an anonymous line you can call? * How good is your HR team and do you trust them?  I can come up with two very different paths depending on the answers.","labels":1,"seconds_difference":6089.0,"score_ratio":1.3611111111}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivn11rc","c_root_id_B":"ivmq7e5","created_at_utc_A":1667965023,"created_at_utc_B":1667959898,"score_A":49,"score_B":10,"human_ref_A":"... What kind of porn was it?  Edit: Oh, like no one else was wondering.","human_ref_B":"Talk to whoever he reports to if you don't have an HR team. I'm guessing there is some sort of policy in place that prohibits looking at porn on a company computer.","labels":1,"seconds_difference":5125.0,"score_ratio":4.9}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivmuhqq","c_root_id_B":"ivn11rc","created_at_utc_A":1667961842,"created_at_utc_B":1667965023,"score_A":7,"score_B":49,"human_ref_A":"I see nothing!","human_ref_B":"... What kind of porn was it?  Edit: Oh, like no one else was wondering.","labels":0,"seconds_difference":3181.0,"score_ratio":7.0}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivn11rc","c_root_id_B":"ivmw0br","created_at_utc_A":1667965023,"created_at_utc_B":1667962544,"score_A":49,"score_B":8,"human_ref_A":"... What kind of porn was it?  Edit: Oh, like no one else was wondering.","human_ref_B":"Ever thought about investing in systems that block those types of websites?","labels":1,"seconds_difference":2479.0,"score_ratio":6.125}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivmzezc","c_root_id_B":"ivn11rc","created_at_utc_A":1667964211,"created_at_utc_B":1667965023,"score_A":8,"score_B":49,"human_ref_A":"(Not HR, just have corporate experience and friends in IT.)   If your company cares about porn consumption then they do audits.   If they don\u2019t do audits then they don\u2019t actually care.   Ask your CIO what policy is around using company laptops to access porn outside of work hours. Are IT staff expected to ignore it? Are they expected to report it? If so, to who?   Realistically: People use porn, especially when they are bored, stressed and lonely like when they are at conferences. Nobody is going to fire or discipline the company\u2019s CIO for accessing legal material.","human_ref_B":"... What kind of porn was it?  Edit: Oh, like no one else was wondering.","labels":0,"seconds_difference":812.0,"score_ratio":6.125}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivmpuli","c_root_id_B":"ivn11rc","created_at_utc_A":1667959735,"created_at_utc_B":1667965023,"score_A":3,"score_B":49,"human_ref_A":"Was he doing it at work or at home?","human_ref_B":"... What kind of porn was it?  Edit: Oh, like no one else was wondering.","labels":0,"seconds_difference":5288.0,"score_ratio":16.3333333333}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivnq3ix","c_root_id_B":"ivmq7e5","created_at_utc_A":1667980756,"created_at_utc_B":1667959898,"score_A":16,"score_B":10,"human_ref_A":"* Thank your employee for reporting it.   * Document the incident in your incident tracking system.  Mark it as resolved or done or whatever, without comment. * When your CIO is back in town, have an off-the-books conversation about how whatever tools were used can totally see all the sites people visit. * Mention that security policy means those sites are all logged, and available to the entire IT team.  * Pontificate loudly about how some C-suite systems should possibly be whitelisted or treated to a separate VPN when travelling, for security purposes.","human_ref_B":"Talk to whoever he reports to if you don't have an HR team. I'm guessing there is some sort of policy in place that prohibits looking at porn on a company computer.","labels":1,"seconds_difference":20858.0,"score_ratio":1.6}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivn4qhr","c_root_id_B":"ivnq3ix","created_at_utc_A":1667966885,"created_at_utc_B":1667980756,"score_A":8,"score_B":16,"human_ref_A":"How did you direct report \u201caccidentally\u201d discover CIO is watching porn on corporate computer?","human_ref_B":"* Thank your employee for reporting it.   * Document the incident in your incident tracking system.  Mark it as resolved or done or whatever, without comment. * When your CIO is back in town, have an off-the-books conversation about how whatever tools were used can totally see all the sites people visit. * Mention that security policy means those sites are all logged, and available to the entire IT team.  * Pontificate loudly about how some C-suite systems should possibly be whitelisted or treated to a separate VPN when travelling, for security purposes.","labels":0,"seconds_difference":13871.0,"score_ratio":2.0}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivmuhqq","c_root_id_B":"ivnq3ix","created_at_utc_A":1667961842,"created_at_utc_B":1667980756,"score_A":7,"score_B":16,"human_ref_A":"I see nothing!","human_ref_B":"* Thank your employee for reporting it.   * Document the incident in your incident tracking system.  Mark it as resolved or done or whatever, without comment. * When your CIO is back in town, have an off-the-books conversation about how whatever tools were used can totally see all the sites people visit. * Mention that security policy means those sites are all logged, and available to the entire IT team.  * Pontificate loudly about how some C-suite systems should possibly be whitelisted or treated to a separate VPN when travelling, for security purposes.","labels":0,"seconds_difference":18914.0,"score_ratio":2.2857142857}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivnq3ix","c_root_id_B":"ivmw0br","created_at_utc_A":1667980756,"created_at_utc_B":1667962544,"score_A":16,"score_B":8,"human_ref_A":"* Thank your employee for reporting it.   * Document the incident in your incident tracking system.  Mark it as resolved or done or whatever, without comment. * When your CIO is back in town, have an off-the-books conversation about how whatever tools were used can totally see all the sites people visit. * Mention that security policy means those sites are all logged, and available to the entire IT team.  * Pontificate loudly about how some C-suite systems should possibly be whitelisted or treated to a separate VPN when travelling, for security purposes.","human_ref_B":"Ever thought about investing in systems that block those types of websites?","labels":1,"seconds_difference":18212.0,"score_ratio":2.0}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivmzezc","c_root_id_B":"ivnq3ix","created_at_utc_A":1667964211,"created_at_utc_B":1667980756,"score_A":8,"score_B":16,"human_ref_A":"(Not HR, just have corporate experience and friends in IT.)   If your company cares about porn consumption then they do audits.   If they don\u2019t do audits then they don\u2019t actually care.   Ask your CIO what policy is around using company laptops to access porn outside of work hours. Are IT staff expected to ignore it? Are they expected to report it? If so, to who?   Realistically: People use porn, especially when they are bored, stressed and lonely like when they are at conferences. Nobody is going to fire or discipline the company\u2019s CIO for accessing legal material.","human_ref_B":"* Thank your employee for reporting it.   * Document the incident in your incident tracking system.  Mark it as resolved or done or whatever, without comment. * When your CIO is back in town, have an off-the-books conversation about how whatever tools were used can totally see all the sites people visit. * Mention that security policy means those sites are all logged, and available to the entire IT team.  * Pontificate loudly about how some C-suite systems should possibly be whitelisted or treated to a separate VPN when travelling, for security purposes.","labels":0,"seconds_difference":16545.0,"score_ratio":2.0}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivnmzo9","c_root_id_B":"ivnq3ix","created_at_utc_A":1667978325,"created_at_utc_B":1667980756,"score_A":7,"score_B":16,"human_ref_A":"Could it be a test to see if you\u2019re doing your job?","human_ref_B":"* Thank your employee for reporting it.   * Document the incident in your incident tracking system.  Mark it as resolved or done or whatever, without comment. * When your CIO is back in town, have an off-the-books conversation about how whatever tools were used can totally see all the sites people visit. * Mention that security policy means those sites are all logged, and available to the entire IT team.  * Pontificate loudly about how some C-suite systems should possibly be whitelisted or treated to a separate VPN when travelling, for security purposes.","labels":0,"seconds_difference":2431.0,"score_ratio":2.2857142857}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivng632","c_root_id_B":"ivnq3ix","created_at_utc_A":1667973489,"created_at_utc_B":1667980756,"score_A":3,"score_B":16,"human_ref_A":"Why do OP even care?","human_ref_B":"* Thank your employee for reporting it.   * Document the incident in your incident tracking system.  Mark it as resolved or done or whatever, without comment. * When your CIO is back in town, have an off-the-books conversation about how whatever tools were used can totally see all the sites people visit. * Mention that security policy means those sites are all logged, and available to the entire IT team.  * Pontificate loudly about how some C-suite systems should possibly be whitelisted or treated to a separate VPN when travelling, for security purposes.","labels":0,"seconds_difference":7267.0,"score_ratio":5.3333333333}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivmpuli","c_root_id_B":"ivnq3ix","created_at_utc_A":1667959735,"created_at_utc_B":1667980756,"score_A":3,"score_B":16,"human_ref_A":"Was he doing it at work or at home?","human_ref_B":"* Thank your employee for reporting it.   * Document the incident in your incident tracking system.  Mark it as resolved or done or whatever, without comment. * When your CIO is back in town, have an off-the-books conversation about how whatever tools were used can totally see all the sites people visit. * Mention that security policy means those sites are all logged, and available to the entire IT team.  * Pontificate loudly about how some C-suite systems should possibly be whitelisted or treated to a separate VPN when travelling, for security purposes.","labels":0,"seconds_difference":21021.0,"score_ratio":5.3333333333}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivmq7e5","c_root_id_B":"ivnw0ot","created_at_utc_A":1667959898,"created_at_utc_B":1667985797,"score_A":10,"score_B":13,"human_ref_A":"Talk to whoever he reports to if you don't have an HR team. I'm guessing there is some sort of policy in place that prohibits looking at porn on a company computer.","human_ref_B":"i looked up a justin bieber video on youtube on my work computer tonight and am now incredibly embarrassed.  i def knew they could track everything i did but wasn\u2019t thinking about it lol","labels":0,"seconds_difference":25899.0,"score_ratio":1.3}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivnw0ot","c_root_id_B":"ivn4qhr","created_at_utc_A":1667985797,"created_at_utc_B":1667966885,"score_A":13,"score_B":8,"human_ref_A":"i looked up a justin bieber video on youtube on my work computer tonight and am now incredibly embarrassed.  i def knew they could track everything i did but wasn\u2019t thinking about it lol","human_ref_B":"How did you direct report \u201caccidentally\u201d discover CIO is watching porn on corporate computer?","labels":1,"seconds_difference":18912.0,"score_ratio":1.625}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivnw0ot","c_root_id_B":"ivmuhqq","created_at_utc_A":1667985797,"created_at_utc_B":1667961842,"score_A":13,"score_B":7,"human_ref_A":"i looked up a justin bieber video on youtube on my work computer tonight and am now incredibly embarrassed.  i def knew they could track everything i did but wasn\u2019t thinking about it lol","human_ref_B":"I see nothing!","labels":1,"seconds_difference":23955.0,"score_ratio":1.8571428571}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivmw0br","c_root_id_B":"ivnw0ot","created_at_utc_A":1667962544,"created_at_utc_B":1667985797,"score_A":8,"score_B":13,"human_ref_A":"Ever thought about investing in systems that block those types of websites?","human_ref_B":"i looked up a justin bieber video on youtube on my work computer tonight and am now incredibly embarrassed.  i def knew they could track everything i did but wasn\u2019t thinking about it lol","labels":0,"seconds_difference":23253.0,"score_ratio":1.625}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivmzezc","c_root_id_B":"ivnw0ot","created_at_utc_A":1667964211,"created_at_utc_B":1667985797,"score_A":8,"score_B":13,"human_ref_A":"(Not HR, just have corporate experience and friends in IT.)   If your company cares about porn consumption then they do audits.   If they don\u2019t do audits then they don\u2019t actually care.   Ask your CIO what policy is around using company laptops to access porn outside of work hours. Are IT staff expected to ignore it? Are they expected to report it? If so, to who?   Realistically: People use porn, especially when they are bored, stressed and lonely like when they are at conferences. Nobody is going to fire or discipline the company\u2019s CIO for accessing legal material.","human_ref_B":"i looked up a justin bieber video on youtube on my work computer tonight and am now incredibly embarrassed.  i def knew they could track everything i did but wasn\u2019t thinking about it lol","labels":0,"seconds_difference":21586.0,"score_ratio":1.625}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivnmzo9","c_root_id_B":"ivnw0ot","created_at_utc_A":1667978325,"created_at_utc_B":1667985797,"score_A":7,"score_B":13,"human_ref_A":"Could it be a test to see if you\u2019re doing your job?","human_ref_B":"i looked up a justin bieber video on youtube on my work computer tonight and am now incredibly embarrassed.  i def knew they could track everything i did but wasn\u2019t thinking about it lol","labels":0,"seconds_difference":7472.0,"score_ratio":1.8571428571}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivng632","c_root_id_B":"ivnw0ot","created_at_utc_A":1667973489,"created_at_utc_B":1667985797,"score_A":3,"score_B":13,"human_ref_A":"Why do OP even care?","human_ref_B":"i looked up a justin bieber video on youtube on my work computer tonight and am now incredibly embarrassed.  i def knew they could track everything i did but wasn\u2019t thinking about it lol","labels":0,"seconds_difference":12308.0,"score_ratio":4.3333333333}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivnw0ot","c_root_id_B":"ivmpuli","created_at_utc_A":1667985797,"created_at_utc_B":1667959735,"score_A":13,"score_B":3,"human_ref_A":"i looked up a justin bieber video on youtube on my work computer tonight and am now incredibly embarrassed.  i def knew they could track everything i did but wasn\u2019t thinking about it lol","human_ref_B":"Was he doing it at work or at home?","labels":1,"seconds_difference":26062.0,"score_ratio":4.3333333333}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivmq7e5","c_root_id_B":"ivo2lwg","created_at_utc_A":1667959898,"created_at_utc_B":1667991479,"score_A":10,"score_B":11,"human_ref_A":"Talk to whoever he reports to if you don't have an HR team. I'm guessing there is some sort of policy in place that prohibits looking at porn on a company computer.","human_ref_B":"I\u2019ve been through this. It\u2019s not pleasant. But the person did not get fired.   The above responses are essentially telling you to make a policy decision on behalf of the company. This is bad advice. You do not have that power.   Turning a blind eye is not a good choice. It\u2019s been reported to you. That person may go to HR or your boss, and then you\u2019re going to have to explain yourself.   Ask your boss, or ask HR, in an email, what was reported to you, and what you should do, without naming the person. Then do what they tell you. You then have documented clear direction for your actions, now and in the future.   Substituting your judgment for the company\u2019s policies is very risky for you.  Don\u2019t do it.","labels":0,"seconds_difference":31581.0,"score_ratio":1.1}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivo2lwg","c_root_id_B":"ivn4qhr","created_at_utc_A":1667991479,"created_at_utc_B":1667966885,"score_A":11,"score_B":8,"human_ref_A":"I\u2019ve been through this. It\u2019s not pleasant. But the person did not get fired.   The above responses are essentially telling you to make a policy decision on behalf of the company. This is bad advice. You do not have that power.   Turning a blind eye is not a good choice. It\u2019s been reported to you. That person may go to HR or your boss, and then you\u2019re going to have to explain yourself.   Ask your boss, or ask HR, in an email, what was reported to you, and what you should do, without naming the person. Then do what they tell you. You then have documented clear direction for your actions, now and in the future.   Substituting your judgment for the company\u2019s policies is very risky for you.  Don\u2019t do it.","human_ref_B":"How did you direct report \u201caccidentally\u201d discover CIO is watching porn on corporate computer?","labels":1,"seconds_difference":24594.0,"score_ratio":1.375}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivmuhqq","c_root_id_B":"ivo2lwg","created_at_utc_A":1667961842,"created_at_utc_B":1667991479,"score_A":7,"score_B":11,"human_ref_A":"I see nothing!","human_ref_B":"I\u2019ve been through this. It\u2019s not pleasant. But the person did not get fired.   The above responses are essentially telling you to make a policy decision on behalf of the company. This is bad advice. You do not have that power.   Turning a blind eye is not a good choice. It\u2019s been reported to you. That person may go to HR or your boss, and then you\u2019re going to have to explain yourself.   Ask your boss, or ask HR, in an email, what was reported to you, and what you should do, without naming the person. Then do what they tell you. You then have documented clear direction for your actions, now and in the future.   Substituting your judgment for the company\u2019s policies is very risky for you.  Don\u2019t do it.","labels":0,"seconds_difference":29637.0,"score_ratio":1.5714285714}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivmw0br","c_root_id_B":"ivo2lwg","created_at_utc_A":1667962544,"created_at_utc_B":1667991479,"score_A":8,"score_B":11,"human_ref_A":"Ever thought about investing in systems that block those types of websites?","human_ref_B":"I\u2019ve been through this. It\u2019s not pleasant. But the person did not get fired.   The above responses are essentially telling you to make a policy decision on behalf of the company. This is bad advice. You do not have that power.   Turning a blind eye is not a good choice. It\u2019s been reported to you. That person may go to HR or your boss, and then you\u2019re going to have to explain yourself.   Ask your boss, or ask HR, in an email, what was reported to you, and what you should do, without naming the person. Then do what they tell you. You then have documented clear direction for your actions, now and in the future.   Substituting your judgment for the company\u2019s policies is very risky for you.  Don\u2019t do it.","labels":0,"seconds_difference":28935.0,"score_ratio":1.375}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivo2lwg","c_root_id_B":"ivmzezc","created_at_utc_A":1667991479,"created_at_utc_B":1667964211,"score_A":11,"score_B":8,"human_ref_A":"I\u2019ve been through this. It\u2019s not pleasant. But the person did not get fired.   The above responses are essentially telling you to make a policy decision on behalf of the company. This is bad advice. You do not have that power.   Turning a blind eye is not a good choice. It\u2019s been reported to you. That person may go to HR or your boss, and then you\u2019re going to have to explain yourself.   Ask your boss, or ask HR, in an email, what was reported to you, and what you should do, without naming the person. Then do what they tell you. You then have documented clear direction for your actions, now and in the future.   Substituting your judgment for the company\u2019s policies is very risky for you.  Don\u2019t do it.","human_ref_B":"(Not HR, just have corporate experience and friends in IT.)   If your company cares about porn consumption then they do audits.   If they don\u2019t do audits then they don\u2019t actually care.   Ask your CIO what policy is around using company laptops to access porn outside of work hours. Are IT staff expected to ignore it? Are they expected to report it? If so, to who?   Realistically: People use porn, especially when they are bored, stressed and lonely like when they are at conferences. Nobody is going to fire or discipline the company\u2019s CIO for accessing legal material.","labels":1,"seconds_difference":27268.0,"score_ratio":1.375}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivnmzo9","c_root_id_B":"ivo2lwg","created_at_utc_A":1667978325,"created_at_utc_B":1667991479,"score_A":7,"score_B":11,"human_ref_A":"Could it be a test to see if you\u2019re doing your job?","human_ref_B":"I\u2019ve been through this. It\u2019s not pleasant. But the person did not get fired.   The above responses are essentially telling you to make a policy decision on behalf of the company. This is bad advice. You do not have that power.   Turning a blind eye is not a good choice. It\u2019s been reported to you. That person may go to HR or your boss, and then you\u2019re going to have to explain yourself.   Ask your boss, or ask HR, in an email, what was reported to you, and what you should do, without naming the person. Then do what they tell you. You then have documented clear direction for your actions, now and in the future.   Substituting your judgment for the company\u2019s policies is very risky for you.  Don\u2019t do it.","labels":0,"seconds_difference":13154.0,"score_ratio":1.5714285714}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivo2lwg","c_root_id_B":"ivng632","created_at_utc_A":1667991479,"created_at_utc_B":1667973489,"score_A":11,"score_B":3,"human_ref_A":"I\u2019ve been through this. It\u2019s not pleasant. But the person did not get fired.   The above responses are essentially telling you to make a policy decision on behalf of the company. This is bad advice. You do not have that power.   Turning a blind eye is not a good choice. It\u2019s been reported to you. That person may go to HR or your boss, and then you\u2019re going to have to explain yourself.   Ask your boss, or ask HR, in an email, what was reported to you, and what you should do, without naming the person. Then do what they tell you. You then have documented clear direction for your actions, now and in the future.   Substituting your judgment for the company\u2019s policies is very risky for you.  Don\u2019t do it.","human_ref_B":"Why do OP even care?","labels":1,"seconds_difference":17990.0,"score_ratio":3.6666666667}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivo2lwg","c_root_id_B":"ivmpuli","created_at_utc_A":1667991479,"created_at_utc_B":1667959735,"score_A":11,"score_B":3,"human_ref_A":"I\u2019ve been through this. It\u2019s not pleasant. But the person did not get fired.   The above responses are essentially telling you to make a policy decision on behalf of the company. This is bad advice. You do not have that power.   Turning a blind eye is not a good choice. It\u2019s been reported to you. That person may go to HR or your boss, and then you\u2019re going to have to explain yourself.   Ask your boss, or ask HR, in an email, what was reported to you, and what you should do, without naming the person. Then do what they tell you. You then have documented clear direction for your actions, now and in the future.   Substituting your judgment for the company\u2019s policies is very risky for you.  Don\u2019t do it.","human_ref_B":"Was he doing it at work or at home?","labels":1,"seconds_difference":31744.0,"score_ratio":3.6666666667}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivmpuli","c_root_id_B":"ivmq7e5","created_at_utc_A":1667959735,"created_at_utc_B":1667959898,"score_A":3,"score_B":10,"human_ref_A":"Was he doing it at work or at home?","human_ref_B":"Talk to whoever he reports to if you don't have an HR team. I'm guessing there is some sort of policy in place that prohibits looking at porn on a company computer.","labels":0,"seconds_difference":163.0,"score_ratio":3.3333333333}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivn4qhr","c_root_id_B":"ivmuhqq","created_at_utc_A":1667966885,"created_at_utc_B":1667961842,"score_A":8,"score_B":7,"human_ref_A":"How did you direct report \u201caccidentally\u201d discover CIO is watching porn on corporate computer?","human_ref_B":"I see nothing!","labels":1,"seconds_difference":5043.0,"score_ratio":1.1428571429}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivn4qhr","c_root_id_B":"ivmpuli","created_at_utc_A":1667966885,"created_at_utc_B":1667959735,"score_A":8,"score_B":3,"human_ref_A":"How did you direct report \u201caccidentally\u201d discover CIO is watching porn on corporate computer?","human_ref_B":"Was he doing it at work or at home?","labels":1,"seconds_difference":7150.0,"score_ratio":2.6666666667}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivmw0br","c_root_id_B":"ivmuhqq","created_at_utc_A":1667962544,"created_at_utc_B":1667961842,"score_A":8,"score_B":7,"human_ref_A":"Ever thought about investing in systems that block those types of websites?","human_ref_B":"I see nothing!","labels":1,"seconds_difference":702.0,"score_ratio":1.1428571429}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivmzezc","c_root_id_B":"ivmuhqq","created_at_utc_A":1667964211,"created_at_utc_B":1667961842,"score_A":8,"score_B":7,"human_ref_A":"(Not HR, just have corporate experience and friends in IT.)   If your company cares about porn consumption then they do audits.   If they don\u2019t do audits then they don\u2019t actually care.   Ask your CIO what policy is around using company laptops to access porn outside of work hours. Are IT staff expected to ignore it? Are they expected to report it? If so, to who?   Realistically: People use porn, especially when they are bored, stressed and lonely like when they are at conferences. Nobody is going to fire or discipline the company\u2019s CIO for accessing legal material.","human_ref_B":"I see nothing!","labels":1,"seconds_difference":2369.0,"score_ratio":1.1428571429}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivmpuli","c_root_id_B":"ivmuhqq","created_at_utc_A":1667959735,"created_at_utc_B":1667961842,"score_A":3,"score_B":7,"human_ref_A":"Was he doing it at work or at home?","human_ref_B":"I see nothing!","labels":0,"seconds_difference":2107.0,"score_ratio":2.3333333333}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivmpuli","c_root_id_B":"ivmw0br","created_at_utc_A":1667959735,"created_at_utc_B":1667962544,"score_A":3,"score_B":8,"human_ref_A":"Was he doing it at work or at home?","human_ref_B":"Ever thought about investing in systems that block those types of websites?","labels":0,"seconds_difference":2809.0,"score_ratio":2.6666666667}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivmzezc","c_root_id_B":"ivmpuli","created_at_utc_A":1667964211,"created_at_utc_B":1667959735,"score_A":8,"score_B":3,"human_ref_A":"(Not HR, just have corporate experience and friends in IT.)   If your company cares about porn consumption then they do audits.   If they don\u2019t do audits then they don\u2019t actually care.   Ask your CIO what policy is around using company laptops to access porn outside of work hours. Are IT staff expected to ignore it? Are they expected to report it? If so, to who?   Realistically: People use porn, especially when they are bored, stressed and lonely like when they are at conferences. Nobody is going to fire or discipline the company\u2019s CIO for accessing legal material.","human_ref_B":"Was he doing it at work or at home?","labels":1,"seconds_difference":4476.0,"score_ratio":2.6666666667}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivng632","c_root_id_B":"ivnmzo9","created_at_utc_A":1667973489,"created_at_utc_B":1667978325,"score_A":3,"score_B":7,"human_ref_A":"Why do OP even care?","human_ref_B":"Could it be a test to see if you\u2019re doing your job?","labels":0,"seconds_difference":4836.0,"score_ratio":2.3333333333}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivnmzo9","c_root_id_B":"ivmpuli","created_at_utc_A":1667978325,"created_at_utc_B":1667959735,"score_A":7,"score_B":3,"human_ref_A":"Could it be a test to see if you\u2019re doing your job?","human_ref_B":"Was he doing it at work or at home?","labels":1,"seconds_difference":18590.0,"score_ratio":2.3333333333}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivng632","c_root_id_B":"ivp3s0i","created_at_utc_A":1667973489,"created_at_utc_B":1668010227,"score_A":3,"score_B":6,"human_ref_A":"Why do OP even care?","human_ref_B":"You should tell the teacher.","labels":0,"seconds_difference":36738.0,"score_ratio":2.0}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivmpuli","c_root_id_B":"ivp3s0i","created_at_utc_A":1667959735,"created_at_utc_B":1668010227,"score_A":3,"score_B":6,"human_ref_A":"Was he doing it at work or at home?","human_ref_B":"You should tell the teacher.","labels":0,"seconds_difference":50492.0,"score_ratio":2.0}
{"post_id":"yq4pcl","domain":"askhr_validation","upvote_ratio":0.93,"history":"[NY]My Boss is looking at Porn I\u2019m an IT Manger and report directly to the CIO.  One of my reports discovered accidentally my CIO was watching porn on his corp computer.  I\u2019m looking for advice on how I should handle it.  As of now at least two people know.  I\u2019m concerned there will be backlash, but I\u2019m also concerned, what if I don\u2019t say anything?","c_root_id_A":"ivovalb","c_root_id_B":"ivp3s0i","created_at_utc_A":1668006839,"created_at_utc_B":1668010227,"score_A":3,"score_B":6,"human_ref_A":"How does a CIO not understand that using a work computer for porn isn\u2019t private or secure!!!???","human_ref_B":"You should tell the teacher.","labels":0,"seconds_difference":3388.0,"score_ratio":2.0}
{"post_id":"mn2tdf","domain":"askhr_validation","upvote_ratio":0.96,"history":"[MA] Is it illegal or wrong to post about an unpleasant interview with a company on Glassdoor? [MA] Is it illegal or wrong to post about an unpleasant interview with a company on Glassdoor? I did this for a TX based company  that I had interviewed for, and although they extended me an offer, I declined.  I posted something on Glassdoor that they can easily trace to my review. I don't want to get in trouble, and at the same time, I don't see EVER a future with this company.","c_root_id_A":"gtwdv7e","c_root_id_B":"gtwaoe4","created_at_utc_A":1617945564,"created_at_utc_B":1617943260,"score_A":22,"score_B":21,"human_ref_A":"As long as it's the truth there's nothing wrong with it. What did they do during the interview process, if I may ask?","human_ref_B":"As long as you don't lie, it's legal.    Not that you would, but if you lie they could (but likely wouldn't ever) sue you for libel.","labels":1,"seconds_difference":2304.0,"score_ratio":1.0476190476}
{"post_id":"mn2tdf","domain":"askhr_validation","upvote_ratio":0.96,"history":"[MA] Is it illegal or wrong to post about an unpleasant interview with a company on Glassdoor? [MA] Is it illegal or wrong to post about an unpleasant interview with a company on Glassdoor? I did this for a TX based company  that I had interviewed for, and although they extended me an offer, I declined.  I posted something on Glassdoor that they can easily trace to my review. I don't want to get in trouble, and at the same time, I don't see EVER a future with this company.","c_root_id_A":"gtwdv7e","c_root_id_B":"gtw9lmi","created_at_utc_A":1617945564,"created_at_utc_B":1617942535,"score_A":22,"score_B":14,"human_ref_A":"As long as it's the truth there's nothing wrong with it. What did they do during the interview process, if I may ask?","human_ref_B":"One distinction is to make sure what you say is honest.","labels":1,"seconds_difference":3029.0,"score_ratio":1.5714285714}
{"post_id":"mn2tdf","domain":"askhr_validation","upvote_ratio":0.96,"history":"[MA] Is it illegal or wrong to post about an unpleasant interview with a company on Glassdoor? [MA] Is it illegal or wrong to post about an unpleasant interview with a company on Glassdoor? I did this for a TX based company  that I had interviewed for, and although they extended me an offer, I declined.  I posted something on Glassdoor that they can easily trace to my review. I don't want to get in trouble, and at the same time, I don't see EVER a future with this company.","c_root_id_A":"gtwaoe4","c_root_id_B":"gtw9lmi","created_at_utc_A":1617943260,"created_at_utc_B":1617942535,"score_A":21,"score_B":14,"human_ref_A":"As long as you don't lie, it's legal.    Not that you would, but if you lie they could (but likely wouldn't ever) sue you for libel.","human_ref_B":"One distinction is to make sure what you say is honest.","labels":1,"seconds_difference":725.0,"score_ratio":1.5}
{"post_id":"l6a2do","domain":"askhr_validation","upvote_ratio":0.98,"history":"[NJ] Steps to correct bad employee behavior have failed. Are there any other options beyond termination? First time director, need HR advice.    I'm the director of a research\/insights firm. I have 10 employees. 1 is incredibly problematic.   I have an employee that is the definition of problematic. She\u2019s not a great worker, what she produces is of an \u201cokay\u201d quality, but between her attitude and her actions, she\u2019s not worth the hassle. The problem is, she\u2019s at least partly, African-American. She\u2019s misconstrue comments about her attire to mean her hair (which she wears \u201cup\u201d in an Afro-style), when they were talking about an outfit that was entirely inappropriate (the only way I can describe it is that it looked like overalls made into a dress. She had a bra but no shirt). She\u2019s incredibly combative, arguing everyone point, decision or piece of policy; she argues about everything. If the office decides to order food from X restaurant, she\u2019ll demand Y. She\u2019s intimated that we\u2019re against her because of the color of her skin. She picks needless arguments and cannot help but be rude, to everyone, about everything.   Her previous boss let everything slide because he didn\u2019t want to rock the boat. He warned me when he left. I\u2019ve managed her for two years and it\u2019s just getting increasingly worse. She\u2019s mouthy all the time. If I say something in a meeting there\u2019s a rude comment waiting. She\u2019s rolled her eyes, yawned and said \u201cI\u2019m bored\u201d. When I\u2019ve dismissed everyone to speak to her, she begins to cry and suggests she\u2019s getting treated unfairly. She\u2019s left clients on hold until they hang-up; she is defiant when assigned a workload, even though its lighter than her colleague\u2019s. She\u2019s demanded raises that would put her salary well into the six figures when she is a low-level employee.   I\u2019ve had to document everything, every comment, every insult, every transgression. I have a massive file. I had an informal, off-the-record call with HR who said that they would be inclined just to fire her (for cause), but I feel bad firing her during COVID. I\u2019ve tried everything to curb the worst of her tendencies, but she just won\u2019t listen and won\u2019t modify her behavior. She was so disruptive and difficult on a team Zoom meeting that it just ground everything to a halt. I feel like she\u2019s given me no options, but I\u2019m wondering if my inexperience as a Director has meant I\u2019ve missed something or failed to do something that would have modified this.","c_root_id_A":"gkz6eyy","c_root_id_B":"gkz7r40","created_at_utc_A":1611769750,"created_at_utc_B":1611770185,"score_A":37,"score_B":210,"human_ref_A":"You've delt with it for two years. If she want's to keep the job she can shape up. If not she's out. Deliver it as an ultimatum of either follow the rules or your out. She's disruptive and not contributing to the company.","human_ref_B":"Yes, it sounds like you failed to terminate her a long time ago.  Two years' worth of managing an employee with sub-par work product, disruptive behavior, threats of legal action, among other issues is 1.5 years too long.    When you allow a bad employee to remain employed despite clear violations of policy and practice you essentially hand them their wrongful termination claim, and you erode the morale of the team.","labels":0,"seconds_difference":435.0,"score_ratio":5.6756756757}
{"post_id":"l6a2do","domain":"askhr_validation","upvote_ratio":0.98,"history":"[NJ] Steps to correct bad employee behavior have failed. Are there any other options beyond termination? First time director, need HR advice.    I'm the director of a research\/insights firm. I have 10 employees. 1 is incredibly problematic.   I have an employee that is the definition of problematic. She\u2019s not a great worker, what she produces is of an \u201cokay\u201d quality, but between her attitude and her actions, she\u2019s not worth the hassle. The problem is, she\u2019s at least partly, African-American. She\u2019s misconstrue comments about her attire to mean her hair (which she wears \u201cup\u201d in an Afro-style), when they were talking about an outfit that was entirely inappropriate (the only way I can describe it is that it looked like overalls made into a dress. She had a bra but no shirt). She\u2019s incredibly combative, arguing everyone point, decision or piece of policy; she argues about everything. If the office decides to order food from X restaurant, she\u2019ll demand Y. She\u2019s intimated that we\u2019re against her because of the color of her skin. She picks needless arguments and cannot help but be rude, to everyone, about everything.   Her previous boss let everything slide because he didn\u2019t want to rock the boat. He warned me when he left. I\u2019ve managed her for two years and it\u2019s just getting increasingly worse. She\u2019s mouthy all the time. If I say something in a meeting there\u2019s a rude comment waiting. She\u2019s rolled her eyes, yawned and said \u201cI\u2019m bored\u201d. When I\u2019ve dismissed everyone to speak to her, she begins to cry and suggests she\u2019s getting treated unfairly. She\u2019s left clients on hold until they hang-up; she is defiant when assigned a workload, even though its lighter than her colleague\u2019s. She\u2019s demanded raises that would put her salary well into the six figures when she is a low-level employee.   I\u2019ve had to document everything, every comment, every insult, every transgression. I have a massive file. I had an informal, off-the-record call with HR who said that they would be inclined just to fire her (for cause), but I feel bad firing her during COVID. I\u2019ve tried everything to curb the worst of her tendencies, but she just won\u2019t listen and won\u2019t modify her behavior. She was so disruptive and difficult on a team Zoom meeting that it just ground everything to a halt. I feel like she\u2019s given me no options, but I\u2019m wondering if my inexperience as a Director has meant I\u2019ve missed something or failed to do something that would have modified this.","c_root_id_A":"gkz6eyy","c_root_id_B":"gkzbgqn","created_at_utc_A":1611769750,"created_at_utc_B":1611771436,"score_A":37,"score_B":80,"human_ref_A":"You've delt with it for two years. If she want's to keep the job she can shape up. If not she's out. Deliver it as an ultimatum of either follow the rules or your out. She's disruptive and not contributing to the company.","human_ref_B":"What I don\u2019t get is you feeling bad letting her go due to COVID-19.... what about the other people in the office that has to deal with her???  COVID or no COVID .... you risk losing the good people on your team.. better act quick!","labels":0,"seconds_difference":1686.0,"score_ratio":2.1621621622}
{"post_id":"l6a2do","domain":"askhr_validation","upvote_ratio":0.98,"history":"[NJ] Steps to correct bad employee behavior have failed. Are there any other options beyond termination? First time director, need HR advice.    I'm the director of a research\/insights firm. I have 10 employees. 1 is incredibly problematic.   I have an employee that is the definition of problematic. She\u2019s not a great worker, what she produces is of an \u201cokay\u201d quality, but between her attitude and her actions, she\u2019s not worth the hassle. The problem is, she\u2019s at least partly, African-American. She\u2019s misconstrue comments about her attire to mean her hair (which she wears \u201cup\u201d in an Afro-style), when they were talking about an outfit that was entirely inappropriate (the only way I can describe it is that it looked like overalls made into a dress. She had a bra but no shirt). She\u2019s incredibly combative, arguing everyone point, decision or piece of policy; she argues about everything. If the office decides to order food from X restaurant, she\u2019ll demand Y. She\u2019s intimated that we\u2019re against her because of the color of her skin. She picks needless arguments and cannot help but be rude, to everyone, about everything.   Her previous boss let everything slide because he didn\u2019t want to rock the boat. He warned me when he left. I\u2019ve managed her for two years and it\u2019s just getting increasingly worse. She\u2019s mouthy all the time. If I say something in a meeting there\u2019s a rude comment waiting. She\u2019s rolled her eyes, yawned and said \u201cI\u2019m bored\u201d. When I\u2019ve dismissed everyone to speak to her, she begins to cry and suggests she\u2019s getting treated unfairly. She\u2019s left clients on hold until they hang-up; she is defiant when assigned a workload, even though its lighter than her colleague\u2019s. She\u2019s demanded raises that would put her salary well into the six figures when she is a low-level employee.   I\u2019ve had to document everything, every comment, every insult, every transgression. I have a massive file. I had an informal, off-the-record call with HR who said that they would be inclined just to fire her (for cause), but I feel bad firing her during COVID. I\u2019ve tried everything to curb the worst of her tendencies, but she just won\u2019t listen and won\u2019t modify her behavior. She was so disruptive and difficult on a team Zoom meeting that it just ground everything to a halt. I feel like she\u2019s given me no options, but I\u2019m wondering if my inexperience as a Director has meant I\u2019ve missed something or failed to do something that would have modified this.","c_root_id_A":"gkz8tgd","c_root_id_B":"gkzbgqn","created_at_utc_A":1611770530,"created_at_utc_B":1611771436,"score_A":9,"score_B":80,"human_ref_A":"This person should be terminated. Her work output is poor, she has an attitude, she\u2019s disrespectful. If you\u2019ve warned her and nothing had changed, why is she still there? If you\u2019re in an at-will state you can terminate for any reason, and if you have backup for your decision she should be gone. It\u2019s about her work product and ability to take directions and work amongst others. She\u2019s proven time and time again that she doesn\u2019t care about the job or respect anyone. This will just snowball as time passes. She doesn\u2019t deserve to work there.  Edited to add: long ago I worked for a poorly-run company and we had a similar issue with an employee who was awful at her job and she had a horrible effect on the business. We lost great clients because of her attitude and laziness. The owner constantly complained about her - her \u2018tude, her inability to do her job effectively, and the fact that we had clients leave *specifically* because of her. They refused to terminate her because they were scared of repercussions. After 14 years she finally moved out of state and left the job, but she left so much damage in her wake. Don\u2019t do the same thing.","human_ref_B":"What I don\u2019t get is you feeling bad letting her go due to COVID-19.... what about the other people in the office that has to deal with her???  COVID or no COVID .... you risk losing the good people on your team.. better act quick!","labels":0,"seconds_difference":906.0,"score_ratio":8.8888888889}
{"post_id":"l6a2do","domain":"askhr_validation","upvote_ratio":0.98,"history":"[NJ] Steps to correct bad employee behavior have failed. Are there any other options beyond termination? First time director, need HR advice.    I'm the director of a research\/insights firm. I have 10 employees. 1 is incredibly problematic.   I have an employee that is the definition of problematic. She\u2019s not a great worker, what she produces is of an \u201cokay\u201d quality, but between her attitude and her actions, she\u2019s not worth the hassle. The problem is, she\u2019s at least partly, African-American. She\u2019s misconstrue comments about her attire to mean her hair (which she wears \u201cup\u201d in an Afro-style), when they were talking about an outfit that was entirely inappropriate (the only way I can describe it is that it looked like overalls made into a dress. She had a bra but no shirt). She\u2019s incredibly combative, arguing everyone point, decision or piece of policy; she argues about everything. If the office decides to order food from X restaurant, she\u2019ll demand Y. She\u2019s intimated that we\u2019re against her because of the color of her skin. She picks needless arguments and cannot help but be rude, to everyone, about everything.   Her previous boss let everything slide because he didn\u2019t want to rock the boat. He warned me when he left. I\u2019ve managed her for two years and it\u2019s just getting increasingly worse. She\u2019s mouthy all the time. If I say something in a meeting there\u2019s a rude comment waiting. She\u2019s rolled her eyes, yawned and said \u201cI\u2019m bored\u201d. When I\u2019ve dismissed everyone to speak to her, she begins to cry and suggests she\u2019s getting treated unfairly. She\u2019s left clients on hold until they hang-up; she is defiant when assigned a workload, even though its lighter than her colleague\u2019s. She\u2019s demanded raises that would put her salary well into the six figures when she is a low-level employee.   I\u2019ve had to document everything, every comment, every insult, every transgression. I have a massive file. I had an informal, off-the-record call with HR who said that they would be inclined just to fire her (for cause), but I feel bad firing her during COVID. I\u2019ve tried everything to curb the worst of her tendencies, but she just won\u2019t listen and won\u2019t modify her behavior. She was so disruptive and difficult on a team Zoom meeting that it just ground everything to a halt. I feel like she\u2019s given me no options, but I\u2019m wondering if my inexperience as a Director has meant I\u2019ve missed something or failed to do something that would have modified this.","c_root_id_A":"gkz6eyy","c_root_id_B":"gkzbvkx","created_at_utc_A":1611769750,"created_at_utc_B":1611771582,"score_A":37,"score_B":42,"human_ref_A":"You've delt with it for two years. If she want's to keep the job she can shape up. If not she's out. Deliver it as an ultimatum of either follow the rules or your out. She's disruptive and not contributing to the company.","human_ref_B":"I'm curious - if your own HR department is saying it's time to fire her, and this has been going on since before you became her supervisor, what is it you're hoping to hear from us?  And her own performance aside, what impact to you think her behavior\/bad performance and that she's never held accountable for it is having on the rest of your staff?  Does that change how bad you'd feel about firing her, vs. keeping her?  Go back to your HR and start planning your next steps. You might want to consider putting her on a formal PIP first - less for her than for you (so you can ease your mind enough to finally let her go) and for your staff as a whole (so they can see that the company makes a good faith effort to give people a chance to improve before they get fired). It should cover not just things like putting a client on hold until they hang up (WTF!?!?), but the eyeball-rolling, refusing to modify behavior\/actions when asked, being disruptive in meetings, etc. State that these things have been brought to her attention before (because they have, right?), and have not improved, and that if she does not improve in x, y and z areas in the next 30 days, she's gone. And if she backslides after that, she's gone. And hold her (and yourself) to that.","labels":0,"seconds_difference":1832.0,"score_ratio":1.1351351351}
{"post_id":"l6a2do","domain":"askhr_validation","upvote_ratio":0.98,"history":"[NJ] Steps to correct bad employee behavior have failed. Are there any other options beyond termination? First time director, need HR advice.    I'm the director of a research\/insights firm. I have 10 employees. 1 is incredibly problematic.   I have an employee that is the definition of problematic. She\u2019s not a great worker, what she produces is of an \u201cokay\u201d quality, but between her attitude and her actions, she\u2019s not worth the hassle. The problem is, she\u2019s at least partly, African-American. She\u2019s misconstrue comments about her attire to mean her hair (which she wears \u201cup\u201d in an Afro-style), when they were talking about an outfit that was entirely inappropriate (the only way I can describe it is that it looked like overalls made into a dress. She had a bra but no shirt). She\u2019s incredibly combative, arguing everyone point, decision or piece of policy; she argues about everything. If the office decides to order food from X restaurant, she\u2019ll demand Y. She\u2019s intimated that we\u2019re against her because of the color of her skin. She picks needless arguments and cannot help but be rude, to everyone, about everything.   Her previous boss let everything slide because he didn\u2019t want to rock the boat. He warned me when he left. I\u2019ve managed her for two years and it\u2019s just getting increasingly worse. She\u2019s mouthy all the time. If I say something in a meeting there\u2019s a rude comment waiting. She\u2019s rolled her eyes, yawned and said \u201cI\u2019m bored\u201d. When I\u2019ve dismissed everyone to speak to her, she begins to cry and suggests she\u2019s getting treated unfairly. She\u2019s left clients on hold until they hang-up; she is defiant when assigned a workload, even though its lighter than her colleague\u2019s. She\u2019s demanded raises that would put her salary well into the six figures when she is a low-level employee.   I\u2019ve had to document everything, every comment, every insult, every transgression. I have a massive file. I had an informal, off-the-record call with HR who said that they would be inclined just to fire her (for cause), but I feel bad firing her during COVID. I\u2019ve tried everything to curb the worst of her tendencies, but she just won\u2019t listen and won\u2019t modify her behavior. She was so disruptive and difficult on a team Zoom meeting that it just ground everything to a halt. I feel like she\u2019s given me no options, but I\u2019m wondering if my inexperience as a Director has meant I\u2019ve missed something or failed to do something that would have modified this.","c_root_id_A":"gkz8tgd","c_root_id_B":"gkzbvkx","created_at_utc_A":1611770530,"created_at_utc_B":1611771582,"score_A":9,"score_B":42,"human_ref_A":"This person should be terminated. Her work output is poor, she has an attitude, she\u2019s disrespectful. If you\u2019ve warned her and nothing had changed, why is she still there? If you\u2019re in an at-will state you can terminate for any reason, and if you have backup for your decision she should be gone. It\u2019s about her work product and ability to take directions and work amongst others. She\u2019s proven time and time again that she doesn\u2019t care about the job or respect anyone. This will just snowball as time passes. She doesn\u2019t deserve to work there.  Edited to add: long ago I worked for a poorly-run company and we had a similar issue with an employee who was awful at her job and she had a horrible effect on the business. We lost great clients because of her attitude and laziness. The owner constantly complained about her - her \u2018tude, her inability to do her job effectively, and the fact that we had clients leave *specifically* because of her. They refused to terminate her because they were scared of repercussions. After 14 years she finally moved out of state and left the job, but she left so much damage in her wake. Don\u2019t do the same thing.","human_ref_B":"I'm curious - if your own HR department is saying it's time to fire her, and this has been going on since before you became her supervisor, what is it you're hoping to hear from us?  And her own performance aside, what impact to you think her behavior\/bad performance and that she's never held accountable for it is having on the rest of your staff?  Does that change how bad you'd feel about firing her, vs. keeping her?  Go back to your HR and start planning your next steps. You might want to consider putting her on a formal PIP first - less for her than for you (so you can ease your mind enough to finally let her go) and for your staff as a whole (so they can see that the company makes a good faith effort to give people a chance to improve before they get fired). It should cover not just things like putting a client on hold until they hang up (WTF!?!?), but the eyeball-rolling, refusing to modify behavior\/actions when asked, being disruptive in meetings, etc. State that these things have been brought to her attention before (because they have, right?), and have not improved, and that if she does not improve in x, y and z areas in the next 30 days, she's gone. And if she backslides after that, she's gone. And hold her (and yourself) to that.","labels":0,"seconds_difference":1052.0,"score_ratio":4.6666666667}
{"post_id":"l6a2do","domain":"askhr_validation","upvote_ratio":0.98,"history":"[NJ] Steps to correct bad employee behavior have failed. Are there any other options beyond termination? First time director, need HR advice.    I'm the director of a research\/insights firm. I have 10 employees. 1 is incredibly problematic.   I have an employee that is the definition of problematic. She\u2019s not a great worker, what she produces is of an \u201cokay\u201d quality, but between her attitude and her actions, she\u2019s not worth the hassle. The problem is, she\u2019s at least partly, African-American. She\u2019s misconstrue comments about her attire to mean her hair (which she wears \u201cup\u201d in an Afro-style), when they were talking about an outfit that was entirely inappropriate (the only way I can describe it is that it looked like overalls made into a dress. She had a bra but no shirt). She\u2019s incredibly combative, arguing everyone point, decision or piece of policy; she argues about everything. If the office decides to order food from X restaurant, she\u2019ll demand Y. She\u2019s intimated that we\u2019re against her because of the color of her skin. She picks needless arguments and cannot help but be rude, to everyone, about everything.   Her previous boss let everything slide because he didn\u2019t want to rock the boat. He warned me when he left. I\u2019ve managed her for two years and it\u2019s just getting increasingly worse. She\u2019s mouthy all the time. If I say something in a meeting there\u2019s a rude comment waiting. She\u2019s rolled her eyes, yawned and said \u201cI\u2019m bored\u201d. When I\u2019ve dismissed everyone to speak to her, she begins to cry and suggests she\u2019s getting treated unfairly. She\u2019s left clients on hold until they hang-up; she is defiant when assigned a workload, even though its lighter than her colleague\u2019s. She\u2019s demanded raises that would put her salary well into the six figures when she is a low-level employee.   I\u2019ve had to document everything, every comment, every insult, every transgression. I have a massive file. I had an informal, off-the-record call with HR who said that they would be inclined just to fire her (for cause), but I feel bad firing her during COVID. I\u2019ve tried everything to curb the worst of her tendencies, but she just won\u2019t listen and won\u2019t modify her behavior. She was so disruptive and difficult on a team Zoom meeting that it just ground everything to a halt. I feel like she\u2019s given me no options, but I\u2019m wondering if my inexperience as a Director has meant I\u2019ve missed something or failed to do something that would have modified this.","c_root_id_A":"gkzbhkm","c_root_id_B":"gkzbvkx","created_at_utc_A":1611771444,"created_at_utc_B":1611771582,"score_A":4,"score_B":42,"human_ref_A":"What I don\u2019t get is you feeling bad letting her go due to COVID-19.... what about the other people in the office that has to deal with her???  COVID or no COVID .... you risk losing the good people on your team.. better act quick!","human_ref_B":"I'm curious - if your own HR department is saying it's time to fire her, and this has been going on since before you became her supervisor, what is it you're hoping to hear from us?  And her own performance aside, what impact to you think her behavior\/bad performance and that she's never held accountable for it is having on the rest of your staff?  Does that change how bad you'd feel about firing her, vs. keeping her?  Go back to your HR and start planning your next steps. You might want to consider putting her on a formal PIP first - less for her than for you (so you can ease your mind enough to finally let her go) and for your staff as a whole (so they can see that the company makes a good faith effort to give people a chance to improve before they get fired). It should cover not just things like putting a client on hold until they hang up (WTF!?!?), but the eyeball-rolling, refusing to modify behavior\/actions when asked, being disruptive in meetings, etc. State that these things have been brought to her attention before (because they have, right?), and have not improved, and that if she does not improve in x, y and z areas in the next 30 days, she's gone. And if she backslides after that, she's gone. And hold her (and yourself) to that.","labels":0,"seconds_difference":138.0,"score_ratio":10.5}
{"post_id":"l6a2do","domain":"askhr_validation","upvote_ratio":0.98,"history":"[NJ] Steps to correct bad employee behavior have failed. Are there any other options beyond termination? First time director, need HR advice.    I'm the director of a research\/insights firm. I have 10 employees. 1 is incredibly problematic.   I have an employee that is the definition of problematic. She\u2019s not a great worker, what she produces is of an \u201cokay\u201d quality, but between her attitude and her actions, she\u2019s not worth the hassle. The problem is, she\u2019s at least partly, African-American. She\u2019s misconstrue comments about her attire to mean her hair (which she wears \u201cup\u201d in an Afro-style), when they were talking about an outfit that was entirely inappropriate (the only way I can describe it is that it looked like overalls made into a dress. She had a bra but no shirt). She\u2019s incredibly combative, arguing everyone point, decision or piece of policy; she argues about everything. If the office decides to order food from X restaurant, she\u2019ll demand Y. She\u2019s intimated that we\u2019re against her because of the color of her skin. She picks needless arguments and cannot help but be rude, to everyone, about everything.   Her previous boss let everything slide because he didn\u2019t want to rock the boat. He warned me when he left. I\u2019ve managed her for two years and it\u2019s just getting increasingly worse. She\u2019s mouthy all the time. If I say something in a meeting there\u2019s a rude comment waiting. She\u2019s rolled her eyes, yawned and said \u201cI\u2019m bored\u201d. When I\u2019ve dismissed everyone to speak to her, she begins to cry and suggests she\u2019s getting treated unfairly. She\u2019s left clients on hold until they hang-up; she is defiant when assigned a workload, even though its lighter than her colleague\u2019s. She\u2019s demanded raises that would put her salary well into the six figures when she is a low-level employee.   I\u2019ve had to document everything, every comment, every insult, every transgression. I have a massive file. I had an informal, off-the-record call with HR who said that they would be inclined just to fire her (for cause), but I feel bad firing her during COVID. I\u2019ve tried everything to curb the worst of her tendencies, but she just won\u2019t listen and won\u2019t modify her behavior. She was so disruptive and difficult on a team Zoom meeting that it just ground everything to a halt. I feel like she\u2019s given me no options, but I\u2019m wondering if my inexperience as a Director has meant I\u2019ve missed something or failed to do something that would have modified this.","c_root_id_A":"gkzp2si","c_root_id_B":"gl0g00h","created_at_utc_A":1611777231,"created_at_utc_B":1611787744,"score_A":3,"score_B":4,"human_ref_A":"PIP - gives you documentation & a legal way","human_ref_B":"To be honest, covid would be the best time to fire her. She would qualify for unemployment a lot easier and she gets more in unemployment.","labels":0,"seconds_difference":10513.0,"score_ratio":1.3333333333}
{"post_id":"l6a2do","domain":"askhr_validation","upvote_ratio":0.98,"history":"[NJ] Steps to correct bad employee behavior have failed. Are there any other options beyond termination? First time director, need HR advice.    I'm the director of a research\/insights firm. I have 10 employees. 1 is incredibly problematic.   I have an employee that is the definition of problematic. She\u2019s not a great worker, what she produces is of an \u201cokay\u201d quality, but between her attitude and her actions, she\u2019s not worth the hassle. The problem is, she\u2019s at least partly, African-American. She\u2019s misconstrue comments about her attire to mean her hair (which she wears \u201cup\u201d in an Afro-style), when they were talking about an outfit that was entirely inappropriate (the only way I can describe it is that it looked like overalls made into a dress. She had a bra but no shirt). She\u2019s incredibly combative, arguing everyone point, decision or piece of policy; she argues about everything. If the office decides to order food from X restaurant, she\u2019ll demand Y. She\u2019s intimated that we\u2019re against her because of the color of her skin. She picks needless arguments and cannot help but be rude, to everyone, about everything.   Her previous boss let everything slide because he didn\u2019t want to rock the boat. He warned me when he left. I\u2019ve managed her for two years and it\u2019s just getting increasingly worse. She\u2019s mouthy all the time. If I say something in a meeting there\u2019s a rude comment waiting. She\u2019s rolled her eyes, yawned and said \u201cI\u2019m bored\u201d. When I\u2019ve dismissed everyone to speak to her, she begins to cry and suggests she\u2019s getting treated unfairly. She\u2019s left clients on hold until they hang-up; she is defiant when assigned a workload, even though its lighter than her colleague\u2019s. She\u2019s demanded raises that would put her salary well into the six figures when she is a low-level employee.   I\u2019ve had to document everything, every comment, every insult, every transgression. I have a massive file. I had an informal, off-the-record call with HR who said that they would be inclined just to fire her (for cause), but I feel bad firing her during COVID. I\u2019ve tried everything to curb the worst of her tendencies, but she just won\u2019t listen and won\u2019t modify her behavior. She was so disruptive and difficult on a team Zoom meeting that it just ground everything to a halt. I feel like she\u2019s given me no options, but I\u2019m wondering if my inexperience as a Director has meant I\u2019ve missed something or failed to do something that would have modified this.","c_root_id_A":"gkzdkwn","c_root_id_B":"gl0g00h","created_at_utc_A":1611772155,"created_at_utc_B":1611787744,"score_A":3,"score_B":4,"human_ref_A":"If you have clear documentation, you're fine to go ahead and fire her. She'll likely file something with the EEOC but it will probably be unperfected. Your company might decide to cut her a check anyway (mine does) but even so - you've done everything correctly and should have nothing to fear in going ahead with terming her.   Don't feel bad letting her go during COVID - one of my coworkers who is a top performer was let go last month over something extremely petty and no one batted an eyelash about it.","human_ref_B":"To be honest, covid would be the best time to fire her. She would qualify for unemployment a lot easier and she gets more in unemployment.","labels":0,"seconds_difference":15589.0,"score_ratio":1.3333333333}
{"post_id":"cuar3e","domain":"askhr_validation","upvote_ratio":0.94,"history":"Is it illegal to demand all workers speak English unless they're in the break room? NJ Apparently a new employee complained about two of my co-workers speaking Spanish in a non-customer facing area. Now the supervisors are going around to all of the employees who speak a second language (there are a lot) that they must speak English unless they're on break or something.   I would understand if it was around customers, but it isn't. I feel like this is very discriminatory, especially since some of our employees communicate better about the work they're doing when they're speaking their own language with each other.   Is this okay?","c_root_id_A":"extcjjv","c_root_id_B":"extnbxp","created_at_utc_A":1566566441,"created_at_utc_B":1566571711,"score_A":3,"score_B":6,"human_ref_A":"Your staff may not like a new rule like that...I don't see how it could be legal, either. Aside from safety reasons around heavy equipment.   Just because one employee complained, doesn't really matter.  However, it  sounds like the employee complaining needs to learn that people can speak more than one language on a jobsite, especially if it's not in front of customers.   This is like asking everyone in Walmart to speak English tbh.","human_ref_B":"https:\/\/www.eeoc.gov\/eeoc\/publications\/immigrants-facts.cfm  This is a grey area, it's not explicitly illegal, but that doesn't make it right either.","labels":0,"seconds_difference":5270.0,"score_ratio":2.0}
{"post_id":"cuar3e","domain":"askhr_validation","upvote_ratio":0.94,"history":"Is it illegal to demand all workers speak English unless they're in the break room? NJ Apparently a new employee complained about two of my co-workers speaking Spanish in a non-customer facing area. Now the supervisors are going around to all of the employees who speak a second language (there are a lot) that they must speak English unless they're on break or something.   I would understand if it was around customers, but it isn't. I feel like this is very discriminatory, especially since some of our employees communicate better about the work they're doing when they're speaking their own language with each other.   Is this okay?","c_root_id_A":"exuejrg","c_root_id_B":"extcjjv","created_at_utc_A":1566582800,"created_at_utc_B":1566566441,"score_A":5,"score_B":3,"human_ref_A":"Had this happen and our boss was a tyrant.  We all fucken hated him, we felt like we couldn't speak comfortably because someone was always assuming we were talking shit   We weren't allowed to speak it, even when our customers were spanish only speakers.  Have a meeting, a proper meeting and I guess lay down the rule. Don't name any names, don't be specific of the language that was reported because then your singling people out. Just say hey I know some of us are bilingual speakers. Nothing wrong with it but unfortunately we have a complaint and we want nothing more than the best, safety and comfort for all our workers. From now on any non english that is spoken not relating to a customer must be done in the breakroom. But you know make it professional.  Allow us to talk spanish in the breakroom, that's all.","human_ref_B":"Your staff may not like a new rule like that...I don't see how it could be legal, either. Aside from safety reasons around heavy equipment.   Just because one employee complained, doesn't really matter.  However, it  sounds like the employee complaining needs to learn that people can speak more than one language on a jobsite, especially if it's not in front of customers.   This is like asking everyone in Walmart to speak English tbh.","labels":1,"seconds_difference":16359.0,"score_ratio":1.6666666667}
{"post_id":"zxe4st","domain":"askhr_validation","upvote_ratio":0.97,"history":"[FL] All my coworkers are allowed to take breaks together, except for me. We have no schedules for the lunches or breaks, we take them whenever we want. Previously there was no rule regarding whether multiple people can go on break together.   That was until we got a new coworker a few months ago who I got along very well with and instantly became friends, we would often take our breaks and lunches together. Our supervisors noticed we became close, and they enacted a new rule that multiple employees can\u2019t go on break or lunch at the same time. However, the rule seems to only apply to me.   I can\u2019t take my breaks or lunches with anyone now, I always have my lunch alone while the rest of my coworkers all go together. Our supervisors also make sure I\u2019m never working with my friend. They have no problem with everyone going on break or lunch at the same time, unless I\u2019m there.   I feel like they are isolating me from everyone on purpose. A supervisor asked me if I felt excluded one day, I said yes and he laughed. Am I being over dramatic or are my feelings valid? Would it be a good decision to go to my HR? What exactly would I say?","c_root_id_A":"j1zqii5","c_root_id_B":"j1zq1q4","created_at_utc_A":1672245877,"created_at_utc_B":1672245689,"score_A":66,"score_B":43,"human_ref_A":"I need more details. Is your new friendship distracting and causing you to not return from breaks promptly by chance? It sounds like there's something strange going on with the friendship you created and not going on breaks together. Is the new friend being distracted and is impeding their training and progress? Is the new friend actually not feeling the friendship and reported that they feel pressure to spend breaks with you?","human_ref_B":"It\u2019s perfectly legal.  And I think there is probably more to the story.  My guess is you spend a lot of your time together shooting the breeze and not concentrating enough on work or returning late from breaks.  They didn\u2019t separate you two just to be mean.  That\u2019s bananas.  More likely they just want you two to work when you\u2019re at work.","labels":1,"seconds_difference":188.0,"score_ratio":1.5348837209}
{"post_id":"zxe4st","domain":"askhr_validation","upvote_ratio":0.97,"history":"[FL] All my coworkers are allowed to take breaks together, except for me. We have no schedules for the lunches or breaks, we take them whenever we want. Previously there was no rule regarding whether multiple people can go on break together.   That was until we got a new coworker a few months ago who I got along very well with and instantly became friends, we would often take our breaks and lunches together. Our supervisors noticed we became close, and they enacted a new rule that multiple employees can\u2019t go on break or lunch at the same time. However, the rule seems to only apply to me.   I can\u2019t take my breaks or lunches with anyone now, I always have my lunch alone while the rest of my coworkers all go together. Our supervisors also make sure I\u2019m never working with my friend. They have no problem with everyone going on break or lunch at the same time, unless I\u2019m there.   I feel like they are isolating me from everyone on purpose. A supervisor asked me if I felt excluded one day, I said yes and he laughed. Am I being over dramatic or are my feelings valid? Would it be a good decision to go to my HR? What exactly would I say?","c_root_id_A":"j1zq5ky","c_root_id_B":"j1zqii5","created_at_utc_A":1672245733,"created_at_utc_B":1672245877,"score_A":4,"score_B":66,"human_ref_A":"If you\u2019ve never had issues before at work, then you need to reflect on why they might have done this. Is the friendship interfering with your work? Ie are you chatting and not working? We\u2019re you excluding others in a negative way? We\u2019re your lunches going over the allotted time allowed? I find it curious that you leave gender and age descriptors out of this. That might shed more light on this.","human_ref_B":"I need more details. Is your new friendship distracting and causing you to not return from breaks promptly by chance? It sounds like there's something strange going on with the friendship you created and not going on breaks together. Is the new friend being distracted and is impeding their training and progress? Is the new friend actually not feeling the friendship and reported that they feel pressure to spend breaks with you?","labels":0,"seconds_difference":144.0,"score_ratio":16.5}
{"post_id":"zxe4st","domain":"askhr_validation","upvote_ratio":0.97,"history":"[FL] All my coworkers are allowed to take breaks together, except for me. We have no schedules for the lunches or breaks, we take them whenever we want. Previously there was no rule regarding whether multiple people can go on break together.   That was until we got a new coworker a few months ago who I got along very well with and instantly became friends, we would often take our breaks and lunches together. Our supervisors noticed we became close, and they enacted a new rule that multiple employees can\u2019t go on break or lunch at the same time. However, the rule seems to only apply to me.   I can\u2019t take my breaks or lunches with anyone now, I always have my lunch alone while the rest of my coworkers all go together. Our supervisors also make sure I\u2019m never working with my friend. They have no problem with everyone going on break or lunch at the same time, unless I\u2019m there.   I feel like they are isolating me from everyone on purpose. A supervisor asked me if I felt excluded one day, I said yes and he laughed. Am I being over dramatic or are my feelings valid? Would it be a good decision to go to my HR? What exactly would I say?","c_root_id_A":"j1zq1q4","c_root_id_B":"j1zs70d","created_at_utc_A":1672245689,"created_at_utc_B":1672246536,"score_A":43,"score_B":52,"human_ref_A":"It\u2019s perfectly legal.  And I think there is probably more to the story.  My guess is you spend a lot of your time together shooting the breeze and not concentrating enough on work or returning late from breaks.  They didn\u2019t separate you two just to be mean.  That\u2019s bananas.  More likely they just want you two to work when you\u2019re at work.","human_ref_B":"Did you ask your supervisor why the new rule? Are you convenienly leaving out relevant information so we will give you the answer you want?","labels":0,"seconds_difference":847.0,"score_ratio":1.2093023256}
{"post_id":"zxe4st","domain":"askhr_validation","upvote_ratio":0.97,"history":"[FL] All my coworkers are allowed to take breaks together, except for me. We have no schedules for the lunches or breaks, we take them whenever we want. Previously there was no rule regarding whether multiple people can go on break together.   That was until we got a new coworker a few months ago who I got along very well with and instantly became friends, we would often take our breaks and lunches together. Our supervisors noticed we became close, and they enacted a new rule that multiple employees can\u2019t go on break or lunch at the same time. However, the rule seems to only apply to me.   I can\u2019t take my breaks or lunches with anyone now, I always have my lunch alone while the rest of my coworkers all go together. Our supervisors also make sure I\u2019m never working with my friend. They have no problem with everyone going on break or lunch at the same time, unless I\u2019m there.   I feel like they are isolating me from everyone on purpose. A supervisor asked me if I felt excluded one day, I said yes and he laughed. Am I being over dramatic or are my feelings valid? Would it be a good decision to go to my HR? What exactly would I say?","c_root_id_A":"j1zs70d","c_root_id_B":"j1zq5ky","created_at_utc_A":1672246536,"created_at_utc_B":1672245733,"score_A":52,"score_B":4,"human_ref_A":"Did you ask your supervisor why the new rule? Are you convenienly leaving out relevant information so we will give you the answer you want?","human_ref_B":"If you\u2019ve never had issues before at work, then you need to reflect on why they might have done this. Is the friendship interfering with your work? Ie are you chatting and not working? We\u2019re you excluding others in a negative way? We\u2019re your lunches going over the allotted time allowed? I find it curious that you leave gender and age descriptors out of this. That might shed more light on this.","labels":1,"seconds_difference":803.0,"score_ratio":13.0}
{"post_id":"zxe4st","domain":"askhr_validation","upvote_ratio":0.97,"history":"[FL] All my coworkers are allowed to take breaks together, except for me. We have no schedules for the lunches or breaks, we take them whenever we want. Previously there was no rule regarding whether multiple people can go on break together.   That was until we got a new coworker a few months ago who I got along very well with and instantly became friends, we would often take our breaks and lunches together. Our supervisors noticed we became close, and they enacted a new rule that multiple employees can\u2019t go on break or lunch at the same time. However, the rule seems to only apply to me.   I can\u2019t take my breaks or lunches with anyone now, I always have my lunch alone while the rest of my coworkers all go together. Our supervisors also make sure I\u2019m never working with my friend. They have no problem with everyone going on break or lunch at the same time, unless I\u2019m there.   I feel like they are isolating me from everyone on purpose. A supervisor asked me if I felt excluded one day, I said yes and he laughed. Am I being over dramatic or are my feelings valid? Would it be a good decision to go to my HR? What exactly would I say?","c_root_id_A":"j20jv21","c_root_id_B":"j2058l7","created_at_utc_A":1672257433,"created_at_utc_B":1672251659,"score_A":16,"score_B":11,"human_ref_A":"I was on the same boat as you, supervisor did that to me and one of my friends. I felt like I was reading my life story through yours and the comments shared, I\u2019m lesbian as well and my friend was straight ( she ended up leaving the company but we\u2019re still cool friends).. they told us we couldn\u2019t take breaks together and changed our lunches. Honestly it\u2019s just bitter people trying to make everyone\u2019s day harder than it should.","human_ref_B":"Based on the part where a supervisor asked if you feel excluded and then laughed at you, yes you can go to HR.   Describe that encounter and say something to the effect of you're starting to feel that you're being treated differently based on your being on the spectrum. Ask if there's any other reason you're being treated differently.   Either you will get the answer as to why thos new rule was enacted, or you can hopefully stop feeling excluded.","labels":1,"seconds_difference":5774.0,"score_ratio":1.4545454545}
{"post_id":"zxe4st","domain":"askhr_validation","upvote_ratio":0.97,"history":"[FL] All my coworkers are allowed to take breaks together, except for me. We have no schedules for the lunches or breaks, we take them whenever we want. Previously there was no rule regarding whether multiple people can go on break together.   That was until we got a new coworker a few months ago who I got along very well with and instantly became friends, we would often take our breaks and lunches together. Our supervisors noticed we became close, and they enacted a new rule that multiple employees can\u2019t go on break or lunch at the same time. However, the rule seems to only apply to me.   I can\u2019t take my breaks or lunches with anyone now, I always have my lunch alone while the rest of my coworkers all go together. Our supervisors also make sure I\u2019m never working with my friend. They have no problem with everyone going on break or lunch at the same time, unless I\u2019m there.   I feel like they are isolating me from everyone on purpose. A supervisor asked me if I felt excluded one day, I said yes and he laughed. Am I being over dramatic or are my feelings valid? Would it be a good decision to go to my HR? What exactly would I say?","c_root_id_A":"j1zq5ky","c_root_id_B":"j20jv21","created_at_utc_A":1672245733,"created_at_utc_B":1672257433,"score_A":4,"score_B":16,"human_ref_A":"If you\u2019ve never had issues before at work, then you need to reflect on why they might have done this. Is the friendship interfering with your work? Ie are you chatting and not working? We\u2019re you excluding others in a negative way? We\u2019re your lunches going over the allotted time allowed? I find it curious that you leave gender and age descriptors out of this. That might shed more light on this.","human_ref_B":"I was on the same boat as you, supervisor did that to me and one of my friends. I felt like I was reading my life story through yours and the comments shared, I\u2019m lesbian as well and my friend was straight ( she ended up leaving the company but we\u2019re still cool friends).. they told us we couldn\u2019t take breaks together and changed our lunches. Honestly it\u2019s just bitter people trying to make everyone\u2019s day harder than it should.","labels":0,"seconds_difference":11700.0,"score_ratio":4.0}
{"post_id":"zxe4st","domain":"askhr_validation","upvote_ratio":0.97,"history":"[FL] All my coworkers are allowed to take breaks together, except for me. We have no schedules for the lunches or breaks, we take them whenever we want. Previously there was no rule regarding whether multiple people can go on break together.   That was until we got a new coworker a few months ago who I got along very well with and instantly became friends, we would often take our breaks and lunches together. Our supervisors noticed we became close, and they enacted a new rule that multiple employees can\u2019t go on break or lunch at the same time. However, the rule seems to only apply to me.   I can\u2019t take my breaks or lunches with anyone now, I always have my lunch alone while the rest of my coworkers all go together. Our supervisors also make sure I\u2019m never working with my friend. They have no problem with everyone going on break or lunch at the same time, unless I\u2019m there.   I feel like they are isolating me from everyone on purpose. A supervisor asked me if I felt excluded one day, I said yes and he laughed. Am I being over dramatic or are my feelings valid? Would it be a good decision to go to my HR? What exactly would I say?","c_root_id_A":"j1zq5ky","c_root_id_B":"j2058l7","created_at_utc_A":1672245733,"created_at_utc_B":1672251659,"score_A":4,"score_B":11,"human_ref_A":"If you\u2019ve never had issues before at work, then you need to reflect on why they might have done this. Is the friendship interfering with your work? Ie are you chatting and not working? We\u2019re you excluding others in a negative way? We\u2019re your lunches going over the allotted time allowed? I find it curious that you leave gender and age descriptors out of this. That might shed more light on this.","human_ref_B":"Based on the part where a supervisor asked if you feel excluded and then laughed at you, yes you can go to HR.   Describe that encounter and say something to the effect of you're starting to feel that you're being treated differently based on your being on the spectrum. Ask if there's any other reason you're being treated differently.   Either you will get the answer as to why thos new rule was enacted, or you can hopefully stop feeling excluded.","labels":0,"seconds_difference":5926.0,"score_ratio":2.75}
{"post_id":"zxe4st","domain":"askhr_validation","upvote_ratio":0.97,"history":"[FL] All my coworkers are allowed to take breaks together, except for me. We have no schedules for the lunches or breaks, we take them whenever we want. Previously there was no rule regarding whether multiple people can go on break together.   That was until we got a new coworker a few months ago who I got along very well with and instantly became friends, we would often take our breaks and lunches together. Our supervisors noticed we became close, and they enacted a new rule that multiple employees can\u2019t go on break or lunch at the same time. However, the rule seems to only apply to me.   I can\u2019t take my breaks or lunches with anyone now, I always have my lunch alone while the rest of my coworkers all go together. Our supervisors also make sure I\u2019m never working with my friend. They have no problem with everyone going on break or lunch at the same time, unless I\u2019m there.   I feel like they are isolating me from everyone on purpose. A supervisor asked me if I felt excluded one day, I said yes and he laughed. Am I being over dramatic or are my feelings valid? Would it be a good decision to go to my HR? What exactly would I say?","c_root_id_A":"j21bvsq","c_root_id_B":"j1zq5ky","created_at_utc_A":1672268761,"created_at_utc_B":1672245733,"score_A":11,"score_B":4,"human_ref_A":"Find a new job it\u2019s not worth it","human_ref_B":"If you\u2019ve never had issues before at work, then you need to reflect on why they might have done this. Is the friendship interfering with your work? Ie are you chatting and not working? We\u2019re you excluding others in a negative way? We\u2019re your lunches going over the allotted time allowed? I find it curious that you leave gender and age descriptors out of this. That might shed more light on this.","labels":1,"seconds_difference":23028.0,"score_ratio":2.75}
{"post_id":"zxe4st","domain":"askhr_validation","upvote_ratio":0.97,"history":"[FL] All my coworkers are allowed to take breaks together, except for me. We have no schedules for the lunches or breaks, we take them whenever we want. Previously there was no rule regarding whether multiple people can go on break together.   That was until we got a new coworker a few months ago who I got along very well with and instantly became friends, we would often take our breaks and lunches together. Our supervisors noticed we became close, and they enacted a new rule that multiple employees can\u2019t go on break or lunch at the same time. However, the rule seems to only apply to me.   I can\u2019t take my breaks or lunches with anyone now, I always have my lunch alone while the rest of my coworkers all go together. Our supervisors also make sure I\u2019m never working with my friend. They have no problem with everyone going on break or lunch at the same time, unless I\u2019m there.   I feel like they are isolating me from everyone on purpose. A supervisor asked me if I felt excluded one day, I said yes and he laughed. Am I being over dramatic or are my feelings valid? Would it be a good decision to go to my HR? What exactly would I say?","c_root_id_A":"j20tdbs","c_root_id_B":"j21bvsq","created_at_utc_A":1672261175,"created_at_utc_B":1672268761,"score_A":5,"score_B":11,"human_ref_A":"You can feel bad, isolated or targeted. But, if there's not an unlawful reason for your supervisor's actions, they can still do it.   If you went to HR, you would be informing 'against' your supervisor. HR will either ignore your complaint or investigate. If HR investigates, they'll talk to the supervisor. That conversation may have consequences for you.   So, while your feelings are valid, your remedies are limited. :(   (IMO as an observer of life, not as HR)","human_ref_B":"Find a new job it\u2019s not worth it","labels":0,"seconds_difference":7586.0,"score_ratio":2.2}
{"post_id":"zxe4st","domain":"askhr_validation","upvote_ratio":0.97,"history":"[FL] All my coworkers are allowed to take breaks together, except for me. We have no schedules for the lunches or breaks, we take them whenever we want. Previously there was no rule regarding whether multiple people can go on break together.   That was until we got a new coworker a few months ago who I got along very well with and instantly became friends, we would often take our breaks and lunches together. Our supervisors noticed we became close, and they enacted a new rule that multiple employees can\u2019t go on break or lunch at the same time. However, the rule seems to only apply to me.   I can\u2019t take my breaks or lunches with anyone now, I always have my lunch alone while the rest of my coworkers all go together. Our supervisors also make sure I\u2019m never working with my friend. They have no problem with everyone going on break or lunch at the same time, unless I\u2019m there.   I feel like they are isolating me from everyone on purpose. A supervisor asked me if I felt excluded one day, I said yes and he laughed. Am I being over dramatic or are my feelings valid? Would it be a good decision to go to my HR? What exactly would I say?","c_root_id_A":"j1zq5ky","c_root_id_B":"j21jl4y","created_at_utc_A":1672245733,"created_at_utc_B":1672272006,"score_A":4,"score_B":5,"human_ref_A":"If you\u2019ve never had issues before at work, then you need to reflect on why they might have done this. Is the friendship interfering with your work? Ie are you chatting and not working? We\u2019re you excluding others in a negative way? We\u2019re your lunches going over the allotted time allowed? I find it curious that you leave gender and age descriptors out of this. That might shed more light on this.","human_ref_B":"I would put in a complaint against your supervisor. If multiple people are suspecting he\/she has bad behavior like this, then there need to be documentation for HR. If the behavior is so bad the supervisor is eventually fired, then that person may sue and say it was discrimination when it wasn\u2019t. If there are no complaints, then it makes it hard to prove they were let go cause of bad behavior.","labels":0,"seconds_difference":26273.0,"score_ratio":1.25}
{"post_id":"zxe4st","domain":"askhr_validation","upvote_ratio":0.97,"history":"[FL] All my coworkers are allowed to take breaks together, except for me. We have no schedules for the lunches or breaks, we take them whenever we want. Previously there was no rule regarding whether multiple people can go on break together.   That was until we got a new coworker a few months ago who I got along very well with and instantly became friends, we would often take our breaks and lunches together. Our supervisors noticed we became close, and they enacted a new rule that multiple employees can\u2019t go on break or lunch at the same time. However, the rule seems to only apply to me.   I can\u2019t take my breaks or lunches with anyone now, I always have my lunch alone while the rest of my coworkers all go together. Our supervisors also make sure I\u2019m never working with my friend. They have no problem with everyone going on break or lunch at the same time, unless I\u2019m there.   I feel like they are isolating me from everyone on purpose. A supervisor asked me if I felt excluded one day, I said yes and he laughed. Am I being over dramatic or are my feelings valid? Would it be a good decision to go to my HR? What exactly would I say?","c_root_id_A":"j20tdbs","c_root_id_B":"j1zq5ky","created_at_utc_A":1672261175,"created_at_utc_B":1672245733,"score_A":5,"score_B":4,"human_ref_A":"You can feel bad, isolated or targeted. But, if there's not an unlawful reason for your supervisor's actions, they can still do it.   If you went to HR, you would be informing 'against' your supervisor. HR will either ignore your complaint or investigate. If HR investigates, they'll talk to the supervisor. That conversation may have consequences for you.   So, while your feelings are valid, your remedies are limited. :(   (IMO as an observer of life, not as HR)","human_ref_B":"If you\u2019ve never had issues before at work, then you need to reflect on why they might have done this. Is the friendship interfering with your work? Ie are you chatting and not working? We\u2019re you excluding others in a negative way? We\u2019re your lunches going over the allotted time allowed? I find it curious that you leave gender and age descriptors out of this. That might shed more light on this.","labels":1,"seconds_difference":15442.0,"score_ratio":1.25}
{"post_id":"zxe4st","domain":"askhr_validation","upvote_ratio":0.97,"history":"[FL] All my coworkers are allowed to take breaks together, except for me. We have no schedules for the lunches or breaks, we take them whenever we want. Previously there was no rule regarding whether multiple people can go on break together.   That was until we got a new coworker a few months ago who I got along very well with and instantly became friends, we would often take our breaks and lunches together. Our supervisors noticed we became close, and they enacted a new rule that multiple employees can\u2019t go on break or lunch at the same time. However, the rule seems to only apply to me.   I can\u2019t take my breaks or lunches with anyone now, I always have my lunch alone while the rest of my coworkers all go together. Our supervisors also make sure I\u2019m never working with my friend. They have no problem with everyone going on break or lunch at the same time, unless I\u2019m there.   I feel like they are isolating me from everyone on purpose. A supervisor asked me if I felt excluded one day, I said yes and he laughed. Am I being over dramatic or are my feelings valid? Would it be a good decision to go to my HR? What exactly would I say?","c_root_id_A":"j1zq5ky","c_root_id_B":"j226vab","created_at_utc_A":1672245733,"created_at_utc_B":1672282272,"score_A":4,"score_B":5,"human_ref_A":"If you\u2019ve never had issues before at work, then you need to reflect on why they might have done this. Is the friendship interfering with your work? Ie are you chatting and not working? We\u2019re you excluding others in a negative way? We\u2019re your lunches going over the allotted time allowed? I find it curious that you leave gender and age descriptors out of this. That might shed more light on this.","human_ref_B":"Not knowing much else, this does sound a bit like retaliation of some sort. People doubting you clearly have never been on the end a jealous boss or bad working situation.   In my case, I had a union to go to. If you don\u2019t have a union, I\u2019d talk to a lawyer who specializes in employment law. Especially since you say you\u2019re neurodivergent. This sounds like bullying to me.  Remember, HR is there to protect the company and by contacting a lawyer they\u2019re much more likely to take this seriously if they think you might sue","labels":0,"seconds_difference":36539.0,"score_ratio":1.25}
{"post_id":"zxe4st","domain":"askhr_validation","upvote_ratio":0.97,"history":"[FL] All my coworkers are allowed to take breaks together, except for me. We have no schedules for the lunches or breaks, we take them whenever we want. Previously there was no rule regarding whether multiple people can go on break together.   That was until we got a new coworker a few months ago who I got along very well with and instantly became friends, we would often take our breaks and lunches together. Our supervisors noticed we became close, and they enacted a new rule that multiple employees can\u2019t go on break or lunch at the same time. However, the rule seems to only apply to me.   I can\u2019t take my breaks or lunches with anyone now, I always have my lunch alone while the rest of my coworkers all go together. Our supervisors also make sure I\u2019m never working with my friend. They have no problem with everyone going on break or lunch at the same time, unless I\u2019m there.   I feel like they are isolating me from everyone on purpose. A supervisor asked me if I felt excluded one day, I said yes and he laughed. Am I being over dramatic or are my feelings valid? Would it be a good decision to go to my HR? What exactly would I say?","c_root_id_A":"j21vy5d","c_root_id_B":"j226vab","created_at_utc_A":1672277412,"created_at_utc_B":1672282272,"score_A":4,"score_B":5,"human_ref_A":"(THESE ARE JUST SOME THINGS TO CONSIDER)  1. What is your employee handbook policy on taking 10\/15 minutes break and going on lunches?  2. Is there more clients coming in and not enough counselors available due to going on lunch to meet the demand of the clients during a specific time period?  3. Are you taking a lunch during your intake days?  4. Are you taking a lunch when you have clients schedule to see you?  5. How is your productivity on a daily basis? Is your schedule lunch with your coworker get in the way of your daily productivity?   6. Do you and your supervisor\/manager already have prior issues?  7. Is your coworker not completing their work on time? Therefore, separating y\u2019all two on lunch might come from her not completing her work and not you?  8. Do you and your coworker talk a lot that could potentially be viewed as not completing yall tasks on time?  9. Follow-up with a email asking why this rule has changed.   10. Follow-up with a email providing examples of multiple people taking breaks the same time.  11. Follow-up with a email discussing the laughing situation your boss demonstrated towards you to get an clear understanding why they demonstrated that behavior.   12. Follow-up with a email discussing your concerns about you feeling excluded.  13. If you feel like you done everything to address this problem then go to HR.","human_ref_B":"Not knowing much else, this does sound a bit like retaliation of some sort. People doubting you clearly have never been on the end a jealous boss or bad working situation.   In my case, I had a union to go to. If you don\u2019t have a union, I\u2019d talk to a lawyer who specializes in employment law. Especially since you say you\u2019re neurodivergent. This sounds like bullying to me.  Remember, HR is there to protect the company and by contacting a lawyer they\u2019re much more likely to take this seriously if they think you might sue","labels":0,"seconds_difference":4860.0,"score_ratio":1.25}
{"post_id":"jkv5zt","domain":"askhr_validation","upvote_ratio":1.0,"history":"[OH] I requested FMLA paperwork over 30 days ago and have not received it. It has been over 30 days since I've requested the FMLA paperwork from my employer. The condition is pregnancy. I am 36 weeks pregnant. My doctor was talking about an early induction and quarantine period weeks ago.  So, I requested the paperwork for leave. When I requested it, she told me she would have it the next week because she was going on vacation and didn't have time.   I asked if I could print it off the DOL website myself for my OB and she said no, she had to fill it out. I have also been in contact twice since and have not received any response.  I was given a date by my doctor yesterday and I have eighteen days until my induction now. So that means starting Tuesday I will not be able to work due to the 14 day quarantine required through my hospital.   I gave my benefits coordinator beyond a reasonable notice that I would need this paperwork. Both in the beginning of pregnancy, and 33 weeks, and she still has not provided it. I also need my short-term disability paperwork and she has not given that either. Now I'm scrambling last minute to try and ensure I'm going to get my benefits.   When I tried to request it in the beginning of pregnancy, for appointments and to have done in advance, she told me I couldn't get it until 4 weeks from delivery.   What should I do?","c_root_id_A":"galhdj9","c_root_id_B":"galfe0u","created_at_utc_A":1604063437,"created_at_utc_B":1604062164,"score_A":50,"score_B":30,"human_ref_A":"Go to her boss.  Follow up with emails to her boss - tell her boss you haven\u2019t heard back from this person and name it seem out of concern, you don\u2019t know if this person is out of the office or otherwise but wanted to make sure someone could help you, forward the emails you have already sent.  That\u2019s your right.  Don\u2019t wait.  Walk over to their office, if not in your building, call. Also print the forms yourself and bring them with you if you can physically access these people.","human_ref_B":"Go over her head, you're beating your head against a brick wall with her.","labels":1,"seconds_difference":1273.0,"score_ratio":1.6666666667}
{"post_id":"jkv5zt","domain":"askhr_validation","upvote_ratio":1.0,"history":"[OH] I requested FMLA paperwork over 30 days ago and have not received it. It has been over 30 days since I've requested the FMLA paperwork from my employer. The condition is pregnancy. I am 36 weeks pregnant. My doctor was talking about an early induction and quarantine period weeks ago.  So, I requested the paperwork for leave. When I requested it, she told me she would have it the next week because she was going on vacation and didn't have time.   I asked if I could print it off the DOL website myself for my OB and she said no, she had to fill it out. I have also been in contact twice since and have not received any response.  I was given a date by my doctor yesterday and I have eighteen days until my induction now. So that means starting Tuesday I will not be able to work due to the 14 day quarantine required through my hospital.   I gave my benefits coordinator beyond a reasonable notice that I would need this paperwork. Both in the beginning of pregnancy, and 33 weeks, and she still has not provided it. I also need my short-term disability paperwork and she has not given that either. Now I'm scrambling last minute to try and ensure I'm going to get my benefits.   When I tried to request it in the beginning of pregnancy, for appointments and to have done in advance, she told me I couldn't get it until 4 weeks from delivery.   What should I do?","c_root_id_A":"galfe0u","c_root_id_B":"gall6u0","created_at_utc_A":1604062164,"created_at_utc_B":1604065698,"score_A":30,"score_B":40,"human_ref_A":"Go over her head, you're beating your head against a brick wall with her.","human_ref_B":"I agree. Go over her head. Have everything in writing. If you discuss something on a call, follow up with an email confirming the specifics of what was discussed.","labels":0,"seconds_difference":3534.0,"score_ratio":1.3333333333}
{"post_id":"jkv5zt","domain":"askhr_validation","upvote_ratio":1.0,"history":"[OH] I requested FMLA paperwork over 30 days ago and have not received it. It has been over 30 days since I've requested the FMLA paperwork from my employer. The condition is pregnancy. I am 36 weeks pregnant. My doctor was talking about an early induction and quarantine period weeks ago.  So, I requested the paperwork for leave. When I requested it, she told me she would have it the next week because she was going on vacation and didn't have time.   I asked if I could print it off the DOL website myself for my OB and she said no, she had to fill it out. I have also been in contact twice since and have not received any response.  I was given a date by my doctor yesterday and I have eighteen days until my induction now. So that means starting Tuesday I will not be able to work due to the 14 day quarantine required through my hospital.   I gave my benefits coordinator beyond a reasonable notice that I would need this paperwork. Both in the beginning of pregnancy, and 33 weeks, and she still has not provided it. I also need my short-term disability paperwork and she has not given that either. Now I'm scrambling last minute to try and ensure I'm going to get my benefits.   When I tried to request it in the beginning of pregnancy, for appointments and to have done in advance, she told me I couldn't get it until 4 weeks from delivery.   What should I do?","c_root_id_A":"galj0ly","c_root_id_B":"gall6u0","created_at_utc_A":1604064435,"created_at_utc_B":1604065698,"score_A":4,"score_B":40,"human_ref_A":"Maybe she forgot, have you given her a friendly reminder? She is supposed to have it to you within 5 days so ask for it again. If you don't get it right away then escalate it.","human_ref_B":"I agree. Go over her head. Have everything in writing. If you discuss something on a call, follow up with an email confirming the specifics of what was discussed.","labels":0,"seconds_difference":1263.0,"score_ratio":10.0}
{"post_id":"jkv5zt","domain":"askhr_validation","upvote_ratio":1.0,"history":"[OH] I requested FMLA paperwork over 30 days ago and have not received it. It has been over 30 days since I've requested the FMLA paperwork from my employer. The condition is pregnancy. I am 36 weeks pregnant. My doctor was talking about an early induction and quarantine period weeks ago.  So, I requested the paperwork for leave. When I requested it, she told me she would have it the next week because she was going on vacation and didn't have time.   I asked if I could print it off the DOL website myself for my OB and she said no, she had to fill it out. I have also been in contact twice since and have not received any response.  I was given a date by my doctor yesterday and I have eighteen days until my induction now. So that means starting Tuesday I will not be able to work due to the 14 day quarantine required through my hospital.   I gave my benefits coordinator beyond a reasonable notice that I would need this paperwork. Both in the beginning of pregnancy, and 33 weeks, and she still has not provided it. I also need my short-term disability paperwork and she has not given that either. Now I'm scrambling last minute to try and ensure I'm going to get my benefits.   When I tried to request it in the beginning of pregnancy, for appointments and to have done in advance, she told me I couldn't get it until 4 weeks from delivery.   What should I do?","c_root_id_A":"galw73u","c_root_id_B":"galfe0u","created_at_utc_A":1604071494,"created_at_utc_B":1604062164,"score_A":36,"score_B":30,"human_ref_A":"If you requested it and they never gave it to you, you are just as legally protected as if all the paperwork had gone through.    Right now this is on them.  You have fulfilled your obligations under the law.  If they don't want to request medical certification, that's fine, but you can't be denied leave because they never bothered to send you paperwork.  So, keep your employer informed of when you will be gone and what time you need to miss, but you *are* currently covered by the law.  (Also, your HR person really, really sucks.)","human_ref_B":"Go over her head, you're beating your head against a brick wall with her.","labels":1,"seconds_difference":9330.0,"score_ratio":1.2}
{"post_id":"jkv5zt","domain":"askhr_validation","upvote_ratio":1.0,"history":"[OH] I requested FMLA paperwork over 30 days ago and have not received it. It has been over 30 days since I've requested the FMLA paperwork from my employer. The condition is pregnancy. I am 36 weeks pregnant. My doctor was talking about an early induction and quarantine period weeks ago.  So, I requested the paperwork for leave. When I requested it, she told me she would have it the next week because she was going on vacation and didn't have time.   I asked if I could print it off the DOL website myself for my OB and she said no, she had to fill it out. I have also been in contact twice since and have not received any response.  I was given a date by my doctor yesterday and I have eighteen days until my induction now. So that means starting Tuesday I will not be able to work due to the 14 day quarantine required through my hospital.   I gave my benefits coordinator beyond a reasonable notice that I would need this paperwork. Both in the beginning of pregnancy, and 33 weeks, and she still has not provided it. I also need my short-term disability paperwork and she has not given that either. Now I'm scrambling last minute to try and ensure I'm going to get my benefits.   When I tried to request it in the beginning of pregnancy, for appointments and to have done in advance, she told me I couldn't get it until 4 weeks from delivery.   What should I do?","c_root_id_A":"galw73u","c_root_id_B":"galj0ly","created_at_utc_A":1604071494,"created_at_utc_B":1604064435,"score_A":36,"score_B":4,"human_ref_A":"If you requested it and they never gave it to you, you are just as legally protected as if all the paperwork had gone through.    Right now this is on them.  You have fulfilled your obligations under the law.  If they don't want to request medical certification, that's fine, but you can't be denied leave because they never bothered to send you paperwork.  So, keep your employer informed of when you will be gone and what time you need to miss, but you *are* currently covered by the law.  (Also, your HR person really, really sucks.)","human_ref_B":"Maybe she forgot, have you given her a friendly reminder? She is supposed to have it to you within 5 days so ask for it again. If you don't get it right away then escalate it.","labels":1,"seconds_difference":7059.0,"score_ratio":9.0}
{"post_id":"h0zyms","domain":"askhr_validation","upvote_ratio":0.96,"history":"Do I have to I have to tell my new employer my previous salary? I have just been offered a new job!   During the interview they asked me what I was on and I told them my base was 2k more than it actually is. ( I believe it is standard to lie?)  We have negotiated and agreed a salary. However my new employer has sent a list of things he needs before he can send the formal job offer, and that includes my previous salary... what do I do in this situation? Like what reason would he need it when we have already agreed what I will be getting?   Should I ignore that part of the list? Lie again? Or just put what I\u2019m actually on?  Edit: I\u2019m in the UK","c_root_id_A":"ftppwcq","c_root_id_B":"ftp59hm","created_at_utc_A":1591895519,"created_at_utc_B":1591885377,"score_A":38,"score_B":7,"human_ref_A":"I\u2019m in UK HR. Yes they would ask for your P45 to make sure you\u2019re being taxed correctly so that\u2019s not strange. Could you say you\u2019ve not yet received your P45 from previous employer? You would instead end up filling out an HMRC checklist.  What is weird is that you\u2019re being asked for it ahead of receiving an offer. That is not necessary.   Side note, it\u2019s a shame that there\u2019s this impetus to exaggerate current salary (not at all blaming you OP) - proposed salaries should not be based on what someone is currently earning, but what the new job pays.  edit: to your point about them asking your previous employer - don\u2019t worry about this, that is definitely overthinking :)","human_ref_B":"You don't have to tell. They can rescind the offer.","labels":1,"seconds_difference":10142.0,"score_ratio":5.4285714286}
{"post_id":"h0zyms","domain":"askhr_validation","upvote_ratio":0.96,"history":"Do I have to I have to tell my new employer my previous salary? I have just been offered a new job!   During the interview they asked me what I was on and I told them my base was 2k more than it actually is. ( I believe it is standard to lie?)  We have negotiated and agreed a salary. However my new employer has sent a list of things he needs before he can send the formal job offer, and that includes my previous salary... what do I do in this situation? Like what reason would he need it when we have already agreed what I will be getting?   Should I ignore that part of the list? Lie again? Or just put what I\u2019m actually on?  Edit: I\u2019m in the UK","c_root_id_A":"ftporhg","c_root_id_B":"ftppwcq","created_at_utc_A":1591894971,"created_at_utc_B":1591895519,"score_A":4,"score_B":38,"human_ref_A":"Just write down same thing you told them during the interview. Most likely nothing will come of it but if they somehow found out what you really made and bring it up you can say something like you were factoring in bonuses and things like that which accounts for the additional amount. Most likely they won\u2019t find out anything because if the UK is anything like the US, former employers won\u2019t be allowed to say anything other than your dates of employment.","human_ref_B":"I\u2019m in UK HR. Yes they would ask for your P45 to make sure you\u2019re being taxed correctly so that\u2019s not strange. Could you say you\u2019ve not yet received your P45 from previous employer? You would instead end up filling out an HMRC checklist.  What is weird is that you\u2019re being asked for it ahead of receiving an offer. That is not necessary.   Side note, it\u2019s a shame that there\u2019s this impetus to exaggerate current salary (not at all blaming you OP) - proposed salaries should not be based on what someone is currently earning, but what the new job pays.  edit: to your point about them asking your previous employer - don\u2019t worry about this, that is definitely overthinking :)","labels":0,"seconds_difference":548.0,"score_ratio":9.5}
{"post_id":"h0zyms","domain":"askhr_validation","upvote_ratio":0.96,"history":"Do I have to I have to tell my new employer my previous salary? I have just been offered a new job!   During the interview they asked me what I was on and I told them my base was 2k more than it actually is. ( I believe it is standard to lie?)  We have negotiated and agreed a salary. However my new employer has sent a list of things he needs before he can send the formal job offer, and that includes my previous salary... what do I do in this situation? Like what reason would he need it when we have already agreed what I will be getting?   Should I ignore that part of the list? Lie again? Or just put what I\u2019m actually on?  Edit: I\u2019m in the UK","c_root_id_A":"ftppwcq","c_root_id_B":"ftpfu37","created_at_utc_A":1591895519,"created_at_utc_B":1591890729,"score_A":38,"score_B":3,"human_ref_A":"I\u2019m in UK HR. Yes they would ask for your P45 to make sure you\u2019re being taxed correctly so that\u2019s not strange. Could you say you\u2019ve not yet received your P45 from previous employer? You would instead end up filling out an HMRC checklist.  What is weird is that you\u2019re being asked for it ahead of receiving an offer. That is not necessary.   Side note, it\u2019s a shame that there\u2019s this impetus to exaggerate current salary (not at all blaming you OP) - proposed salaries should not be based on what someone is currently earning, but what the new job pays.  edit: to your point about them asking your previous employer - don\u2019t worry about this, that is definitely overthinking :)","human_ref_B":"This is unusual because it is personal data which is protected by the Data Protection Act. So, they can ask, but you're not obliged to comply.  \"Personal data, however, is usually more general and includes information on salary and previous jobs.\"  From Avoid breaching the Data Protection Act  They can rescind the offer. I would respond something like \"I'm declining to provide previous salary information because I believe the offer should be based on my skills and experience and company budget for this role.\"","labels":1,"seconds_difference":4790.0,"score_ratio":12.6666666667}
{"post_id":"h0zyms","domain":"askhr_validation","upvote_ratio":0.96,"history":"Do I have to I have to tell my new employer my previous salary? I have just been offered a new job!   During the interview they asked me what I was on and I told them my base was 2k more than it actually is. ( I believe it is standard to lie?)  We have negotiated and agreed a salary. However my new employer has sent a list of things he needs before he can send the formal job offer, and that includes my previous salary... what do I do in this situation? Like what reason would he need it when we have already agreed what I will be getting?   Should I ignore that part of the list? Lie again? Or just put what I\u2019m actually on?  Edit: I\u2019m in the UK","c_root_id_A":"ftql0z3","c_root_id_B":"ftp59hm","created_at_utc_A":1591910461,"created_at_utc_B":1591885377,"score_A":8,"score_B":7,"human_ref_A":"In the future when they ask you what you make, don\u2019t tell them. What I usually say is \u201cI can\u2019t disclose that due to my contract with my employer, but I ~can~ tell you that I\u2019m looking in the $xx,xxx range for my next role. Is that on par with your team\u2019s budget for the position?\u201d  That way you\u2019re off the hook and they won\u2019t press to know your current dollar amount.","human_ref_B":"You don't have to tell. They can rescind the offer.","labels":1,"seconds_difference":25084.0,"score_ratio":1.1428571429}
{"post_id":"h0zyms","domain":"askhr_validation","upvote_ratio":0.96,"history":"Do I have to I have to tell my new employer my previous salary? I have just been offered a new job!   During the interview they asked me what I was on and I told them my base was 2k more than it actually is. ( I believe it is standard to lie?)  We have negotiated and agreed a salary. However my new employer has sent a list of things he needs before he can send the formal job offer, and that includes my previous salary... what do I do in this situation? Like what reason would he need it when we have already agreed what I will be getting?   Should I ignore that part of the list? Lie again? Or just put what I\u2019m actually on?  Edit: I\u2019m in the UK","c_root_id_A":"ftpu88t","c_root_id_B":"ftql0z3","created_at_utc_A":1591897595,"created_at_utc_B":1591910461,"score_A":7,"score_B":8,"human_ref_A":"UK HR here.  It's unlikely your employer would tell them. Normally they will only confirm your job title and your start and end date.  Your p45 will go straight to payroll so depending on your org, may bypass HR completely. Even if it doesn't, it only shows your total earnings, not your salary. You could say you were given an increase at the beginning of the year.  Its doubtful an offer would be rescinded however you shouldn't lie about something that you can be pulled up on ;)","human_ref_B":"In the future when they ask you what you make, don\u2019t tell them. What I usually say is \u201cI can\u2019t disclose that due to my contract with my employer, but I ~can~ tell you that I\u2019m looking in the $xx,xxx range for my next role. Is that on par with your team\u2019s budget for the position?\u201d  That way you\u2019re off the hook and they won\u2019t press to know your current dollar amount.","labels":0,"seconds_difference":12866.0,"score_ratio":1.1428571429}
{"post_id":"h0zyms","domain":"askhr_validation","upvote_ratio":0.96,"history":"Do I have to I have to tell my new employer my previous salary? I have just been offered a new job!   During the interview they asked me what I was on and I told them my base was 2k more than it actually is. ( I believe it is standard to lie?)  We have negotiated and agreed a salary. However my new employer has sent a list of things he needs before he can send the formal job offer, and that includes my previous salary... what do I do in this situation? Like what reason would he need it when we have already agreed what I will be getting?   Should I ignore that part of the list? Lie again? Or just put what I\u2019m actually on?  Edit: I\u2019m in the UK","c_root_id_A":"ftpu88t","c_root_id_B":"ftporhg","created_at_utc_A":1591897595,"created_at_utc_B":1591894971,"score_A":7,"score_B":4,"human_ref_A":"UK HR here.  It's unlikely your employer would tell them. Normally they will only confirm your job title and your start and end date.  Your p45 will go straight to payroll so depending on your org, may bypass HR completely. Even if it doesn't, it only shows your total earnings, not your salary. You could say you were given an increase at the beginning of the year.  Its doubtful an offer would be rescinded however you shouldn't lie about something that you can be pulled up on ;)","human_ref_B":"Just write down same thing you told them during the interview. Most likely nothing will come of it but if they somehow found out what you really made and bring it up you can say something like you were factoring in bonuses and things like that which accounts for the additional amount. Most likely they won\u2019t find out anything because if the UK is anything like the US, former employers won\u2019t be allowed to say anything other than your dates of employment.","labels":1,"seconds_difference":2624.0,"score_ratio":1.75}
{"post_id":"h0zyms","domain":"askhr_validation","upvote_ratio":0.96,"history":"Do I have to I have to tell my new employer my previous salary? I have just been offered a new job!   During the interview they asked me what I was on and I told them my base was 2k more than it actually is. ( I believe it is standard to lie?)  We have negotiated and agreed a salary. However my new employer has sent a list of things he needs before he can send the formal job offer, and that includes my previous salary... what do I do in this situation? Like what reason would he need it when we have already agreed what I will be getting?   Should I ignore that part of the list? Lie again? Or just put what I\u2019m actually on?  Edit: I\u2019m in the UK","c_root_id_A":"ftpfu37","c_root_id_B":"ftpu88t","created_at_utc_A":1591890729,"created_at_utc_B":1591897595,"score_A":3,"score_B":7,"human_ref_A":"This is unusual because it is personal data which is protected by the Data Protection Act. So, they can ask, but you're not obliged to comply.  \"Personal data, however, is usually more general and includes information on salary and previous jobs.\"  From Avoid breaching the Data Protection Act  They can rescind the offer. I would respond something like \"I'm declining to provide previous salary information because I believe the offer should be based on my skills and experience and company budget for this role.\"","human_ref_B":"UK HR here.  It's unlikely your employer would tell them. Normally they will only confirm your job title and your start and end date.  Your p45 will go straight to payroll so depending on your org, may bypass HR completely. Even if it doesn't, it only shows your total earnings, not your salary. You could say you were given an increase at the beginning of the year.  Its doubtful an offer would be rescinded however you shouldn't lie about something that you can be pulled up on ;)","labels":0,"seconds_difference":6866.0,"score_ratio":2.3333333333}
{"post_id":"h0zyms","domain":"askhr_validation","upvote_ratio":0.96,"history":"Do I have to I have to tell my new employer my previous salary? I have just been offered a new job!   During the interview they asked me what I was on and I told them my base was 2k more than it actually is. ( I believe it is standard to lie?)  We have negotiated and agreed a salary. However my new employer has sent a list of things he needs before he can send the formal job offer, and that includes my previous salary... what do I do in this situation? Like what reason would he need it when we have already agreed what I will be getting?   Should I ignore that part of the list? Lie again? Or just put what I\u2019m actually on?  Edit: I\u2019m in the UK","c_root_id_A":"ftptemu","c_root_id_B":"ftpu88t","created_at_utc_A":1591897200,"created_at_utc_B":1591897595,"score_A":2,"score_B":7,"human_ref_A":"It may be an issue of culture, but where I'm from, employment is a relationship. HR is focused on building that relationship. So, either party being dishonest and now having to confront that dishonesty does nothing for the longevity of the employment interaction.   Sure you can exaggerate your current salary, or just lie. Or you can research what you're worth and present yourself as the best candidate and ask for what you are worth. It comes down to culture, but it's the way I do things and it has worked for me.","human_ref_B":"UK HR here.  It's unlikely your employer would tell them. Normally they will only confirm your job title and your start and end date.  Your p45 will go straight to payroll so depending on your org, may bypass HR completely. Even if it doesn't, it only shows your total earnings, not your salary. You could say you were given an increase at the beginning of the year.  Its doubtful an offer would be rescinded however you shouldn't lie about something that you can be pulled up on ;)","labels":0,"seconds_difference":395.0,"score_ratio":3.5}
{"post_id":"h0zyms","domain":"askhr_validation","upvote_ratio":0.96,"history":"Do I have to I have to tell my new employer my previous salary? I have just been offered a new job!   During the interview they asked me what I was on and I told them my base was 2k more than it actually is. ( I believe it is standard to lie?)  We have negotiated and agreed a salary. However my new employer has sent a list of things he needs before he can send the formal job offer, and that includes my previous salary... what do I do in this situation? Like what reason would he need it when we have already agreed what I will be getting?   Should I ignore that part of the list? Lie again? Or just put what I\u2019m actually on?  Edit: I\u2019m in the UK","c_root_id_A":"ftporhg","c_root_id_B":"ftql0z3","created_at_utc_A":1591894971,"created_at_utc_B":1591910461,"score_A":4,"score_B":8,"human_ref_A":"Just write down same thing you told them during the interview. Most likely nothing will come of it but if they somehow found out what you really made and bring it up you can say something like you were factoring in bonuses and things like that which accounts for the additional amount. Most likely they won\u2019t find out anything because if the UK is anything like the US, former employers won\u2019t be allowed to say anything other than your dates of employment.","human_ref_B":"In the future when they ask you what you make, don\u2019t tell them. What I usually say is \u201cI can\u2019t disclose that due to my contract with my employer, but I ~can~ tell you that I\u2019m looking in the $xx,xxx range for my next role. Is that on par with your team\u2019s budget for the position?\u201d  That way you\u2019re off the hook and they won\u2019t press to know your current dollar amount.","labels":0,"seconds_difference":15490.0,"score_ratio":2.0}
{"post_id":"h0zyms","domain":"askhr_validation","upvote_ratio":0.96,"history":"Do I have to I have to tell my new employer my previous salary? I have just been offered a new job!   During the interview they asked me what I was on and I told them my base was 2k more than it actually is. ( I believe it is standard to lie?)  We have negotiated and agreed a salary. However my new employer has sent a list of things he needs before he can send the formal job offer, and that includes my previous salary... what do I do in this situation? Like what reason would he need it when we have already agreed what I will be getting?   Should I ignore that part of the list? Lie again? Or just put what I\u2019m actually on?  Edit: I\u2019m in the UK","c_root_id_A":"ftpfu37","c_root_id_B":"ftql0z3","created_at_utc_A":1591890729,"created_at_utc_B":1591910461,"score_A":3,"score_B":8,"human_ref_A":"This is unusual because it is personal data which is protected by the Data Protection Act. So, they can ask, but you're not obliged to comply.  \"Personal data, however, is usually more general and includes information on salary and previous jobs.\"  From Avoid breaching the Data Protection Act  They can rescind the offer. I would respond something like \"I'm declining to provide previous salary information because I believe the offer should be based on my skills and experience and company budget for this role.\"","human_ref_B":"In the future when they ask you what you make, don\u2019t tell them. What I usually say is \u201cI can\u2019t disclose that due to my contract with my employer, but I ~can~ tell you that I\u2019m looking in the $xx,xxx range for my next role. Is that on par with your team\u2019s budget for the position?\u201d  That way you\u2019re off the hook and they won\u2019t press to know your current dollar amount.","labels":0,"seconds_difference":19732.0,"score_ratio":2.6666666667}
{"post_id":"h0zyms","domain":"askhr_validation","upvote_ratio":0.96,"history":"Do I have to I have to tell my new employer my previous salary? I have just been offered a new job!   During the interview they asked me what I was on and I told them my base was 2k more than it actually is. ( I believe it is standard to lie?)  We have negotiated and agreed a salary. However my new employer has sent a list of things he needs before he can send the formal job offer, and that includes my previous salary... what do I do in this situation? Like what reason would he need it when we have already agreed what I will be getting?   Should I ignore that part of the list? Lie again? Or just put what I\u2019m actually on?  Edit: I\u2019m in the UK","c_root_id_A":"ftptemu","c_root_id_B":"ftql0z3","created_at_utc_A":1591897200,"created_at_utc_B":1591910461,"score_A":2,"score_B":8,"human_ref_A":"It may be an issue of culture, but where I'm from, employment is a relationship. HR is focused on building that relationship. So, either party being dishonest and now having to confront that dishonesty does nothing for the longevity of the employment interaction.   Sure you can exaggerate your current salary, or just lie. Or you can research what you're worth and present yourself as the best candidate and ask for what you are worth. It comes down to culture, but it's the way I do things and it has worked for me.","human_ref_B":"In the future when they ask you what you make, don\u2019t tell them. What I usually say is \u201cI can\u2019t disclose that due to my contract with my employer, but I ~can~ tell you that I\u2019m looking in the $xx,xxx range for my next role. Is that on par with your team\u2019s budget for the position?\u201d  That way you\u2019re off the hook and they won\u2019t press to know your current dollar amount.","labels":0,"seconds_difference":13261.0,"score_ratio":4.0}
{"post_id":"h0zyms","domain":"askhr_validation","upvote_ratio":0.96,"history":"Do I have to I have to tell my new employer my previous salary? I have just been offered a new job!   During the interview they asked me what I was on and I told them my base was 2k more than it actually is. ( I believe it is standard to lie?)  We have negotiated and agreed a salary. However my new employer has sent a list of things he needs before he can send the formal job offer, and that includes my previous salary... what do I do in this situation? Like what reason would he need it when we have already agreed what I will be getting?   Should I ignore that part of the list? Lie again? Or just put what I\u2019m actually on?  Edit: I\u2019m in the UK","c_root_id_A":"ftpfu37","c_root_id_B":"ftporhg","created_at_utc_A":1591890729,"created_at_utc_B":1591894971,"score_A":3,"score_B":4,"human_ref_A":"This is unusual because it is personal data which is protected by the Data Protection Act. So, they can ask, but you're not obliged to comply.  \"Personal data, however, is usually more general and includes information on salary and previous jobs.\"  From Avoid breaching the Data Protection Act  They can rescind the offer. I would respond something like \"I'm declining to provide previous salary information because I believe the offer should be based on my skills and experience and company budget for this role.\"","human_ref_B":"Just write down same thing you told them during the interview. Most likely nothing will come of it but if they somehow found out what you really made and bring it up you can say something like you were factoring in bonuses and things like that which accounts for the additional amount. Most likely they won\u2019t find out anything because if the UK is anything like the US, former employers won\u2019t be allowed to say anything other than your dates of employment.","labels":0,"seconds_difference":4242.0,"score_ratio":1.3333333333}
{"post_id":"hi0jha","domain":"askhr_validation","upvote_ratio":1.0,"history":"My bonus percentage was changed days before quarter bonuses were awarded and later fixed but HR won't agree to rectify the difference in the previous bonus. Can I do anything? Location: CO, US  My company does quarterly bonuses. They're basically our regular bonus, chopped in 4. Last quarter, 3 days prior to bonuses being awarded, my supervisor informed me he was working with HR to understand why mine had been changed suddenly. They maintained that I was supposed to be in a lower percentile.  Anyway, it's been rectified as far as I know and according to my supervisor and their boss, HR has recognized I was supposed to be at a higher percentage. The thing is, they said that my bonuses would be correct going forward but HR hadn't agreed to backpay the discrepancy with the previous bonus. To give some context, the amount they changed it by would be roughly 2 weeks pay for me, so it isn't nothing.   Throughout all of this, I have never spoken to HR because those above me suggested they could handle it better. Should I try to reach out to them? Should I skip it and just go to my state labor board since they unfairly changed my percentage days prior to distributing bonuses and have corrected their mistake but won't correct the difference caused by their mistake?  ​  Would appreciate any advice. I don't want to start causing issues, especially during this pandemic\/recession\/world falling apart... but 2 weeks worth of compensation is a big deal BECAUSE of the situation the US is currently in. I have no guarantee I won't be laid off in a week and need to be able to save as much as possible for that possibility.","c_root_id_A":"fwdf5py","c_root_id_B":"fwdcnzo","created_at_utc_A":1593442849,"created_at_utc_B":1593441485,"score_A":25,"score_B":10,"human_ref_A":"If HR already made the decision to not rectify the issue, check first and see if the HR supervisor is on board. If they are, go above your bosses head and keep going until you run out of options. Once you have done all that, then the state board is an option. However, you may want to call them, explain the issue and ask for their suggestions. They may have an idea and I\u2019m not in HR.  Edit-PS. Wait til Friday for an answer from HR before going higher.","human_ref_B":">HR has recognized I was supposed to be at a higher percentage.....They maintained that I was supposed to be in a lower percentile.  Who is they? your supervisor\/HR?  I guess I'd want to know exactly what the \"mistake\" was. Where did the lower percentile come from? Is the bonus based off of performance and is it possible that your performance didn't meet the criteria to get the full amount?  And what criteria and how the bonus plan is written will matter (while it might be consistently given, is it discretionary?)    A lot of those details will affect any wage claim.  And yes, I'd speak to HR prior to making one to understand the WHY? behind them not being willing to make it up. It could very well be  your supervisor isn't admitting that he\/she had a part in the decision to give you a lower %.","labels":1,"seconds_difference":1364.0,"score_ratio":2.5}
{"post_id":"hi0jha","domain":"askhr_validation","upvote_ratio":1.0,"history":"My bonus percentage was changed days before quarter bonuses were awarded and later fixed but HR won't agree to rectify the difference in the previous bonus. Can I do anything? Location: CO, US  My company does quarterly bonuses. They're basically our regular bonus, chopped in 4. Last quarter, 3 days prior to bonuses being awarded, my supervisor informed me he was working with HR to understand why mine had been changed suddenly. They maintained that I was supposed to be in a lower percentile.  Anyway, it's been rectified as far as I know and according to my supervisor and their boss, HR has recognized I was supposed to be at a higher percentage. The thing is, they said that my bonuses would be correct going forward but HR hadn't agreed to backpay the discrepancy with the previous bonus. To give some context, the amount they changed it by would be roughly 2 weeks pay for me, so it isn't nothing.   Throughout all of this, I have never spoken to HR because those above me suggested they could handle it better. Should I try to reach out to them? Should I skip it and just go to my state labor board since they unfairly changed my percentage days prior to distributing bonuses and have corrected their mistake but won't correct the difference caused by their mistake?  ​  Would appreciate any advice. I don't want to start causing issues, especially during this pandemic\/recession\/world falling apart... but 2 weeks worth of compensation is a big deal BECAUSE of the situation the US is currently in. I have no guarantee I won't be laid off in a week and need to be able to save as much as possible for that possibility.","c_root_id_A":"fwdefwz","c_root_id_B":"fwdf5py","created_at_utc_A":1593442458,"created_at_utc_B":1593442849,"score_A":2,"score_B":25,"human_ref_A":"Since the mistake was recognized, it means you are owed money. If the same thing happened in your weekly pay, once the mistake was caught, you would receive the missing money. Can\u2019t imagine missing bonus pay should be treated any different. You can use this example to explain your position if you like.   Ask whoever you spoke to when you will receive the missing funds. If they don\u2019t answer or put you off, let them know you are going higher or to HR.   Good luck.  Edit-go to your state labor board only after you have exhausted all internal company options. That means keep going one level higher to address it until you can\u2019t go any higher.","human_ref_B":"If HR already made the decision to not rectify the issue, check first and see if the HR supervisor is on board. If they are, go above your bosses head and keep going until you run out of options. Once you have done all that, then the state board is an option. However, you may want to call them, explain the issue and ask for their suggestions. They may have an idea and I\u2019m not in HR.  Edit-PS. Wait til Friday for an answer from HR before going higher.","labels":0,"seconds_difference":391.0,"score_ratio":12.5}
{"post_id":"l79qif","domain":"askhr_validation","upvote_ratio":0.98,"history":"[CA] My boss wants to report W-4 employees as W-9 contractors to the IRS during this coming tax season. Is this unethical or illegal? Hi everyone, I am a new grad and brand new to a \"professional\" job. Through an old supervisor, I landed a job at a new Home Health and Hospice facility. I was hired as office manager but was quickly given many other jobs like Volunteer coordinator, intake coordinator, and HR manager. I have been working here for 4 months.   I have hired about 7 people. All which by Medicare standards, must be W-4 employees. This is because medicare requires health workers in this disclipine to have their primary focus on this one job. All employees were told they were being hire as per diem\/ as needed.   Now that tax season is approaching. My boss is asking me to have the employees sign a w-9. All those employees were paid in full...not in payroll. He is telling me that for tax purposes we need a W-9 instead of the w-4. He emphasized that I should keep the W-9 AWAY from HR files so when our surveyor comes he will not see the W-9s. The surveyor apparently will eventually decide if we become certified so we can start charging Medicare working with patients.  What should I do? I know it is wrong since he is asking me to hide it. I am not sure how to handle this situation. Please help.","c_root_id_A":"gl5mqld","c_root_id_B":"gl5ldui","created_at_utc_A":1611872624,"created_at_utc_B":1611872078,"score_A":60,"score_B":19,"human_ref_A":"Yikes.","human_ref_B":"Did the employees sign new hire paperwork like I-9s, W4, etc?  It sounds like you have a payroll system.  If so, why weren\u2019t the employees paid out of the payroll system.  Usually contractors get 1099s.  Per diem  just means you work when needed.  You can have employees who are coded as Per diem in your system.  There are clear definitions on the IRS and DOL website of when someone can be coded as an independent contractor vs an employee and unfortunately some companies get this wrong.","labels":1,"seconds_difference":546.0,"score_ratio":3.1578947368}
{"post_id":"l79qif","domain":"askhr_validation","upvote_ratio":0.98,"history":"[CA] My boss wants to report W-4 employees as W-9 contractors to the IRS during this coming tax season. Is this unethical or illegal? Hi everyone, I am a new grad and brand new to a \"professional\" job. Through an old supervisor, I landed a job at a new Home Health and Hospice facility. I was hired as office manager but was quickly given many other jobs like Volunteer coordinator, intake coordinator, and HR manager. I have been working here for 4 months.   I have hired about 7 people. All which by Medicare standards, must be W-4 employees. This is because medicare requires health workers in this disclipine to have their primary focus on this one job. All employees were told they were being hire as per diem\/ as needed.   Now that tax season is approaching. My boss is asking me to have the employees sign a w-9. All those employees were paid in full...not in payroll. He is telling me that for tax purposes we need a W-9 instead of the w-4. He emphasized that I should keep the W-9 AWAY from HR files so when our surveyor comes he will not see the W-9s. The surveyor apparently will eventually decide if we become certified so we can start charging Medicare working with patients.  What should I do? I know it is wrong since he is asking me to hide it. I am not sure how to handle this situation. Please help.","c_root_id_A":"gl5ldui","c_root_id_B":"gl5zj1q","created_at_utc_A":1611872078,"created_at_utc_B":1611878034,"score_A":19,"score_B":53,"human_ref_A":"Did the employees sign new hire paperwork like I-9s, W4, etc?  It sounds like you have a payroll system.  If so, why weren\u2019t the employees paid out of the payroll system.  Usually contractors get 1099s.  Per diem  just means you work when needed.  You can have employees who are coded as Per diem in your system.  There are clear definitions on the IRS and DOL website of when someone can be coded as an independent contractor vs an employee and unfortunately some companies get this wrong.","human_ref_B":"So it sounds like your boss is trying to commit either tax fraud (by reclassifying employees as contractors) OR Medicare fraud (by classifying contractor as employees).   Maybe it\u2019s a two\u2019fer, and both federal agencies and a state agency or two can one after him.   I\u2019m going to echo the other comments about documenting EVERY conversation you have with him, and having a conversation about the fact that an employee can\u2019t be both a W4 and a W9 employee, AND you polish your resume and jump ship before the subpoenas get issued.","labels":0,"seconds_difference":5956.0,"score_ratio":2.7894736842}
{"post_id":"l79qif","domain":"askhr_validation","upvote_ratio":0.98,"history":"[CA] My boss wants to report W-4 employees as W-9 contractors to the IRS during this coming tax season. Is this unethical or illegal? Hi everyone, I am a new grad and brand new to a \"professional\" job. Through an old supervisor, I landed a job at a new Home Health and Hospice facility. I was hired as office manager but was quickly given many other jobs like Volunteer coordinator, intake coordinator, and HR manager. I have been working here for 4 months.   I have hired about 7 people. All which by Medicare standards, must be W-4 employees. This is because medicare requires health workers in this disclipine to have their primary focus on this one job. All employees were told they were being hire as per diem\/ as needed.   Now that tax season is approaching. My boss is asking me to have the employees sign a w-9. All those employees were paid in full...not in payroll. He is telling me that for tax purposes we need a W-9 instead of the w-4. He emphasized that I should keep the W-9 AWAY from HR files so when our surveyor comes he will not see the W-9s. The surveyor apparently will eventually decide if we become certified so we can start charging Medicare working with patients.  What should I do? I know it is wrong since he is asking me to hide it. I am not sure how to handle this situation. Please help.","c_root_id_A":"gl5zcf7","c_root_id_B":"gl5zj1q","created_at_utc_A":1611877955,"created_at_utc_B":1611878034,"score_A":15,"score_B":53,"human_ref_A":"You are being asked to commit two acts of fraud. I would recommend that you don't do that.  Technically, it is probably two acts per employee, but you get the idea.","human_ref_B":"So it sounds like your boss is trying to commit either tax fraud (by reclassifying employees as contractors) OR Medicare fraud (by classifying contractor as employees).   Maybe it\u2019s a two\u2019fer, and both federal agencies and a state agency or two can one after him.   I\u2019m going to echo the other comments about documenting EVERY conversation you have with him, and having a conversation about the fact that an employee can\u2019t be both a W4 and a W9 employee, AND you polish your resume and jump ship before the subpoenas get issued.","labels":0,"seconds_difference":79.0,"score_ratio":3.5333333333}
{"post_id":"l79qif","domain":"askhr_validation","upvote_ratio":0.98,"history":"[CA] My boss wants to report W-4 employees as W-9 contractors to the IRS during this coming tax season. Is this unethical or illegal? Hi everyone, I am a new grad and brand new to a \"professional\" job. Through an old supervisor, I landed a job at a new Home Health and Hospice facility. I was hired as office manager but was quickly given many other jobs like Volunteer coordinator, intake coordinator, and HR manager. I have been working here for 4 months.   I have hired about 7 people. All which by Medicare standards, must be W-4 employees. This is because medicare requires health workers in this disclipine to have their primary focus on this one job. All employees were told they were being hire as per diem\/ as needed.   Now that tax season is approaching. My boss is asking me to have the employees sign a w-9. All those employees were paid in full...not in payroll. He is telling me that for tax purposes we need a W-9 instead of the w-4. He emphasized that I should keep the W-9 AWAY from HR files so when our surveyor comes he will not see the W-9s. The surveyor apparently will eventually decide if we become certified so we can start charging Medicare working with patients.  What should I do? I know it is wrong since he is asking me to hide it. I am not sure how to handle this situation. Please help.","c_root_id_A":"gl69b17","c_root_id_B":"gl6b0rd","created_at_utc_A":1611882358,"created_at_utc_B":1611883141,"score_A":8,"score_B":11,"human_ref_A":"Your boss is committing fraud and you should quit ASAP. Maybe leave a copy of this on his desk: https:\/\/www.irs.gov\/businesses\/small-businesses-self-employed\/independent-contractor-self-employed-or-employee  Employees can file IRS Form 8919 to report uncollected SS and Medicare. If you want to do a good deed before you quit, provide them all with copies of their files including the W4 and I9 forms.","human_ref_B":"You need to quit this job as soon as possible, but not before documenting the hell out of everything you did and said to your manager to try to comply with the law. What you're describing is fraud and you can be held personally liable if you knowingly participated. Run, do not walk, from this job.","labels":0,"seconds_difference":783.0,"score_ratio":1.375}
{"post_id":"l79qif","domain":"askhr_validation","upvote_ratio":0.98,"history":"[CA] My boss wants to report W-4 employees as W-9 contractors to the IRS during this coming tax season. Is this unethical or illegal? Hi everyone, I am a new grad and brand new to a \"professional\" job. Through an old supervisor, I landed a job at a new Home Health and Hospice facility. I was hired as office manager but was quickly given many other jobs like Volunteer coordinator, intake coordinator, and HR manager. I have been working here for 4 months.   I have hired about 7 people. All which by Medicare standards, must be W-4 employees. This is because medicare requires health workers in this disclipine to have their primary focus on this one job. All employees were told they were being hire as per diem\/ as needed.   Now that tax season is approaching. My boss is asking me to have the employees sign a w-9. All those employees were paid in full...not in payroll. He is telling me that for tax purposes we need a W-9 instead of the w-4. He emphasized that I should keep the W-9 AWAY from HR files so when our surveyor comes he will not see the W-9s. The surveyor apparently will eventually decide if we become certified so we can start charging Medicare working with patients.  What should I do? I know it is wrong since he is asking me to hide it. I am not sure how to handle this situation. Please help.","c_root_id_A":"gl5zqyl","c_root_id_B":"gl6b0rd","created_at_utc_A":1611878126,"created_at_utc_B":1611883141,"score_A":7,"score_B":11,"human_ref_A":"Hey so side note on the yikes front: CA in particular is all over the proper classification of employees right now. AB 5? AB 5.   I broadly agree with CYA and run if you can. An avenue you might consider in the mean time is using your tax contact as backup. See if you can get in touch with your CPA and subtly express your concern to them. They may have more leverage with the business owner.","human_ref_B":"You need to quit this job as soon as possible, but not before documenting the hell out of everything you did and said to your manager to try to comply with the law. What you're describing is fraud and you can be held personally liable if you knowingly participated. Run, do not walk, from this job.","labels":0,"seconds_difference":5015.0,"score_ratio":1.5714285714}
{"post_id":"l79qif","domain":"askhr_validation","upvote_ratio":0.98,"history":"[CA] My boss wants to report W-4 employees as W-9 contractors to the IRS during this coming tax season. Is this unethical or illegal? Hi everyone, I am a new grad and brand new to a \"professional\" job. Through an old supervisor, I landed a job at a new Home Health and Hospice facility. I was hired as office manager but was quickly given many other jobs like Volunteer coordinator, intake coordinator, and HR manager. I have been working here for 4 months.   I have hired about 7 people. All which by Medicare standards, must be W-4 employees. This is because medicare requires health workers in this disclipine to have their primary focus on this one job. All employees were told they were being hire as per diem\/ as needed.   Now that tax season is approaching. My boss is asking me to have the employees sign a w-9. All those employees were paid in full...not in payroll. He is telling me that for tax purposes we need a W-9 instead of the w-4. He emphasized that I should keep the W-9 AWAY from HR files so when our surveyor comes he will not see the W-9s. The surveyor apparently will eventually decide if we become certified so we can start charging Medicare working with patients.  What should I do? I know it is wrong since he is asking me to hide it. I am not sure how to handle this situation. Please help.","c_root_id_A":"gl6b0rd","c_root_id_B":"gl65brc","created_at_utc_A":1611883141,"created_at_utc_B":1611880570,"score_A":11,"score_B":6,"human_ref_A":"You need to quit this job as soon as possible, but not before documenting the hell out of everything you did and said to your manager to try to comply with the law. What you're describing is fraud and you can be held personally liable if you knowingly participated. Run, do not walk, from this job.","human_ref_B":"So I'm a little confused. The employees filled out both W-4s and I-9 forms? Cause that right there is already sketchy and fraudulent in and of itself. And they're classified in the company's system as W-4 employees, but the company has been paying them like independent contractors? Cause, yikes. I'd suggest you look up how the IRS differentiates between employees and independent contractors. If an employee files a complaint with the IRS I'm guessing it won't go well for the company. I'd worry about whether or not you'd be held responsible as well.  Edit: I confused an I-9 form with a W-9. Still fraud though.","labels":1,"seconds_difference":2571.0,"score_ratio":1.8333333333}
{"post_id":"l79qif","domain":"askhr_validation","upvote_ratio":0.98,"history":"[CA] My boss wants to report W-4 employees as W-9 contractors to the IRS during this coming tax season. Is this unethical or illegal? Hi everyone, I am a new grad and brand new to a \"professional\" job. Through an old supervisor, I landed a job at a new Home Health and Hospice facility. I was hired as office manager but was quickly given many other jobs like Volunteer coordinator, intake coordinator, and HR manager. I have been working here for 4 months.   I have hired about 7 people. All which by Medicare standards, must be W-4 employees. This is because medicare requires health workers in this disclipine to have their primary focus on this one job. All employees were told they were being hire as per diem\/ as needed.   Now that tax season is approaching. My boss is asking me to have the employees sign a w-9. All those employees were paid in full...not in payroll. He is telling me that for tax purposes we need a W-9 instead of the w-4. He emphasized that I should keep the W-9 AWAY from HR files so when our surveyor comes he will not see the W-9s. The surveyor apparently will eventually decide if we become certified so we can start charging Medicare working with patients.  What should I do? I know it is wrong since he is asking me to hide it. I am not sure how to handle this situation. Please help.","c_root_id_A":"gl5zqyl","c_root_id_B":"gl69b17","created_at_utc_A":1611878126,"created_at_utc_B":1611882358,"score_A":7,"score_B":8,"human_ref_A":"Hey so side note on the yikes front: CA in particular is all over the proper classification of employees right now. AB 5? AB 5.   I broadly agree with CYA and run if you can. An avenue you might consider in the mean time is using your tax contact as backup. See if you can get in touch with your CPA and subtly express your concern to them. They may have more leverage with the business owner.","human_ref_B":"Your boss is committing fraud and you should quit ASAP. Maybe leave a copy of this on his desk: https:\/\/www.irs.gov\/businesses\/small-businesses-self-employed\/independent-contractor-self-employed-or-employee  Employees can file IRS Form 8919 to report uncollected SS and Medicare. If you want to do a good deed before you quit, provide them all with copies of their files including the W4 and I9 forms.","labels":0,"seconds_difference":4232.0,"score_ratio":1.1428571429}
{"post_id":"l79qif","domain":"askhr_validation","upvote_ratio":0.98,"history":"[CA] My boss wants to report W-4 employees as W-9 contractors to the IRS during this coming tax season. Is this unethical or illegal? Hi everyone, I am a new grad and brand new to a \"professional\" job. Through an old supervisor, I landed a job at a new Home Health and Hospice facility. I was hired as office manager but was quickly given many other jobs like Volunteer coordinator, intake coordinator, and HR manager. I have been working here for 4 months.   I have hired about 7 people. All which by Medicare standards, must be W-4 employees. This is because medicare requires health workers in this disclipine to have their primary focus on this one job. All employees were told they were being hire as per diem\/ as needed.   Now that tax season is approaching. My boss is asking me to have the employees sign a w-9. All those employees were paid in full...not in payroll. He is telling me that for tax purposes we need a W-9 instead of the w-4. He emphasized that I should keep the W-9 AWAY from HR files so when our surveyor comes he will not see the W-9s. The surveyor apparently will eventually decide if we become certified so we can start charging Medicare working with patients.  What should I do? I know it is wrong since he is asking me to hide it. I am not sure how to handle this situation. Please help.","c_root_id_A":"gl65brc","c_root_id_B":"gl69b17","created_at_utc_A":1611880570,"created_at_utc_B":1611882358,"score_A":6,"score_B":8,"human_ref_A":"So I'm a little confused. The employees filled out both W-4s and I-9 forms? Cause that right there is already sketchy and fraudulent in and of itself. And they're classified in the company's system as W-4 employees, but the company has been paying them like independent contractors? Cause, yikes. I'd suggest you look up how the IRS differentiates between employees and independent contractors. If an employee files a complaint with the IRS I'm guessing it won't go well for the company. I'd worry about whether or not you'd be held responsible as well.  Edit: I confused an I-9 form with a W-9. Still fraud though.","human_ref_B":"Your boss is committing fraud and you should quit ASAP. Maybe leave a copy of this on his desk: https:\/\/www.irs.gov\/businesses\/small-businesses-self-employed\/independent-contractor-self-employed-or-employee  Employees can file IRS Form 8919 to report uncollected SS and Medicare. If you want to do a good deed before you quit, provide them all with copies of their files including the W4 and I9 forms.","labels":0,"seconds_difference":1788.0,"score_ratio":1.3333333333}
{"post_id":"j9mi1t","domain":"askhr_validation","upvote_ratio":0.95,"history":"[HI] Employer gave me the wrong vaccine (32F) work at a hospital and I am required to get an annual flu shot. The Employee Health department will administer them to save you the hassle of getting one from your primary care physician or local health clinic. The department allows a nurse from the department to pick up the vaccines from the pharmacy and administer them to colleagues. Ours was scheduled for Thursday (10\/8) so I signed my waiver and waited my turn. Got my shot and went on working. Was called into an exam room an hour or two later by the RN and told I was given Pneumovax 23 on accident. She seemed genuinely embarrassed and concerned; I told her not to beat herself up about it as I don\u2019t have any strong feelings about what happened... it was an accident. My arm hurt that afternoon as to be expected and that evening I developed a mild fever and chills. All resolved before I began my shift on Friday. I do have medical history of being immunocompromised (lupus and mgus), so I don\u2019t know whether or not this will have any future ramifications on my health. I was not given any kind of documentation of this occurrence or told whether or not a report had been filed. I don\u2019t expect this to cause any issues, but I do feel that I should receive some kind of report for my own record keeping or to see that the department has made an action plan to ensure this doesn\u2019t happen to other people. What is the usual route for handling this kind of accident other than \u201cthe person administering should\u2019ve been more careful\/ triple checked\u201d?","c_root_id_A":"g8kz8v0","c_root_id_B":"g8kzwz3","created_at_utc_A":1602502751,"created_at_utc_B":1602503378,"score_A":64,"score_B":102,"human_ref_A":"As a nurse I don't understand how you give the wrong vaccine. They are labeled and we are trained to have the patient verify their ID, give us their waiver AND know what medication, in this case, vaccine, that we are giving! Who the hell is the physician overseeing your employee health? I would demand to talk to that person. How many employees had this happen to them? I would have major trust issues is my employer mandated a vax and then screwed up this way. This should not be allowed to happen again, obviously something is wrong with their system.","human_ref_B":"Contact Risk Management.  Also, contact your own specialist physician.  Get everything documented.  Do not brush this off just because the error was made by another nurse.  Protect yourself.","labels":0,"seconds_difference":627.0,"score_ratio":1.59375}
{"post_id":"j9mi1t","domain":"askhr_validation","upvote_ratio":0.95,"history":"[HI] Employer gave me the wrong vaccine (32F) work at a hospital and I am required to get an annual flu shot. The Employee Health department will administer them to save you the hassle of getting one from your primary care physician or local health clinic. The department allows a nurse from the department to pick up the vaccines from the pharmacy and administer them to colleagues. Ours was scheduled for Thursday (10\/8) so I signed my waiver and waited my turn. Got my shot and went on working. Was called into an exam room an hour or two later by the RN and told I was given Pneumovax 23 on accident. She seemed genuinely embarrassed and concerned; I told her not to beat herself up about it as I don\u2019t have any strong feelings about what happened... it was an accident. My arm hurt that afternoon as to be expected and that evening I developed a mild fever and chills. All resolved before I began my shift on Friday. I do have medical history of being immunocompromised (lupus and mgus), so I don\u2019t know whether or not this will have any future ramifications on my health. I was not given any kind of documentation of this occurrence or told whether or not a report had been filed. I don\u2019t expect this to cause any issues, but I do feel that I should receive some kind of report for my own record keeping or to see that the department has made an action plan to ensure this doesn\u2019t happen to other people. What is the usual route for handling this kind of accident other than \u201cthe person administering should\u2019ve been more careful\/ triple checked\u201d?","c_root_id_A":"g8kyutr","c_root_id_B":"g8kzwz3","created_at_utc_A":1602502377,"created_at_utc_B":1602503378,"score_A":9,"score_B":102,"human_ref_A":"Hmm, so this happens in Hawaii?  There are widely different health care providers around the world and different kind of working cultures - and, possibly, cultures on how errors\/accidents are handled (I also have worked in health care, though in \\[FI\\]).  I think this question summarizes the issue:  >What is the usual route for handling this kind of accident other than  \u201cthe person administering should\u2019ve been more careful\/ triple checked\u201d?  So, you are definitely right that \"the person administering should've been more careful\" is not enough.  Although you didn't get any severe \/ bad consequences (at least not so far), doesn't mean this is an insignificant \/ small error. The consequence is not a measure of how serious an error is; or, at least assuming so will not be productive if the goal is to mitigate\/decrease the number of errors\/accidents in future (there could be a \"tip of an iceberg\" -phenomenon at play!).  What should happen (or should have happened) is this: **There should be a facility \/ protocol in place on how and where to report errors** in the health care (or any other field \/ industry, where errors can happen, which may be detrimental).  It is possible they've already done that. I bet the reason is not because that one person made an error; at least that assumption is (again) something which will not be fruitful in decreasing the number of errors. Contributing factors could be (this is an example of things I know may cause errors when administering drugs):  * The drugs (different kind of vaccines) are kept in too close proximity to each other; * The drugs (different kind of vaccines) are too similar to each other (too small print in the syringe \/ package etc.) * The prescription \/ instruction the nurse gets from the patient record (or whatever is used for communication) is not clear enough \/ difficult to use etc; * The vaccination is not confirmed in a clear enough manner from the patient to be vaccinated and \/ or the identity of the patient is not confirmed * The nurse is too busy and can not do his\/her job well (enough)  **This list is by no means conclusive.**  The point  of such a reporting system is to determine **how often** errors happen, **why** they happen and - in the future - **how the number of errors can be decreased**. Such systems are in place around the world in some (most?) health care, at least if the health care system is in a developed country (perhaps even developing countries!) - and quite probably other fields, such as aviation, heavy industries, factories and whatnot (but I've not worked in those; aviation is a very common field \/ example mentioned when errors\/accident and their mitigation is being discussed)...  Hopefully the culture in Hawaii (\\[HI\\]) (or the job health care provider) is not authoritative in that they want to find the person to blame when an error happens.  The same system\/protocol of error reporting should be in place if\/when some error *almost* happens; for example, a nurse notices he\/she is holding the wrong vaccination (even just the package of one) when he\/she is about to administer the vaccination to a patient, but notices it before the patient is given the shot. Or: there's a mass flu vaccination of health care worker, and a parcel of some other vaccination has been passed into the room (where there should not be any other vaccination parcels).  **Now, this (all of the above) is just about the internal error reporting (and for all we know, could have already happened).** It does not answer (and does not even try to answer) how the issue should be handled for you (the patient \/ vaccine receiver), personally.  The vaccination - and why it happens - should be mentioned in their patient records (and most probably already was). You should be given instructions who to contact, in case there are any adverse effects now or later - especially if the vaccination you received would have any kind of contraindication in your case. Most vaccinations are safe, however, even for some immunodeficiencies (but there is no general rule!).  **HEAVILY EDITED.** I pressed submit too soon - I was supposed to switch Markdown<->simple instead. So: I made an error! Now, is there somewhere in Reddit I can report errors???? XD  **EDIT:** Seems others more adept\/familiar with English terminilogy have  commented in a more concise manner. I agree on the points, however there is definitely something wrong with their system in case you, as a patient \/ vaccination receiver, need to make sure they've reported the administration of wrong drug via appropriate channels. However, in case you are not sure they are handling this mishap correctly, you definitely should demand more information from them. Also, removed escape sequences (caused by my mardkdown<->fancy editor mishaps) ...","human_ref_B":"Contact Risk Management.  Also, contact your own specialist physician.  Get everything documented.  Do not brush this off just because the error was made by another nurse.  Protect yourself.","labels":0,"seconds_difference":1001.0,"score_ratio":11.3333333333}
{"post_id":"j9mi1t","domain":"askhr_validation","upvote_ratio":0.95,"history":"[HI] Employer gave me the wrong vaccine (32F) work at a hospital and I am required to get an annual flu shot. The Employee Health department will administer them to save you the hassle of getting one from your primary care physician or local health clinic. The department allows a nurse from the department to pick up the vaccines from the pharmacy and administer them to colleagues. Ours was scheduled for Thursday (10\/8) so I signed my waiver and waited my turn. Got my shot and went on working. Was called into an exam room an hour or two later by the RN and told I was given Pneumovax 23 on accident. She seemed genuinely embarrassed and concerned; I told her not to beat herself up about it as I don\u2019t have any strong feelings about what happened... it was an accident. My arm hurt that afternoon as to be expected and that evening I developed a mild fever and chills. All resolved before I began my shift on Friday. I do have medical history of being immunocompromised (lupus and mgus), so I don\u2019t know whether or not this will have any future ramifications on my health. I was not given any kind of documentation of this occurrence or told whether or not a report had been filed. I don\u2019t expect this to cause any issues, but I do feel that I should receive some kind of report for my own record keeping or to see that the department has made an action plan to ensure this doesn\u2019t happen to other people. What is the usual route for handling this kind of accident other than \u201cthe person administering should\u2019ve been more careful\/ triple checked\u201d?","c_root_id_A":"g8kyutr","c_root_id_B":"g8kz8v0","created_at_utc_A":1602502377,"created_at_utc_B":1602502751,"score_A":9,"score_B":64,"human_ref_A":"Hmm, so this happens in Hawaii?  There are widely different health care providers around the world and different kind of working cultures - and, possibly, cultures on how errors\/accidents are handled (I also have worked in health care, though in \\[FI\\]).  I think this question summarizes the issue:  >What is the usual route for handling this kind of accident other than  \u201cthe person administering should\u2019ve been more careful\/ triple checked\u201d?  So, you are definitely right that \"the person administering should've been more careful\" is not enough.  Although you didn't get any severe \/ bad consequences (at least not so far), doesn't mean this is an insignificant \/ small error. The consequence is not a measure of how serious an error is; or, at least assuming so will not be productive if the goal is to mitigate\/decrease the number of errors\/accidents in future (there could be a \"tip of an iceberg\" -phenomenon at play!).  What should happen (or should have happened) is this: **There should be a facility \/ protocol in place on how and where to report errors** in the health care (or any other field \/ industry, where errors can happen, which may be detrimental).  It is possible they've already done that. I bet the reason is not because that one person made an error; at least that assumption is (again) something which will not be fruitful in decreasing the number of errors. Contributing factors could be (this is an example of things I know may cause errors when administering drugs):  * The drugs (different kind of vaccines) are kept in too close proximity to each other; * The drugs (different kind of vaccines) are too similar to each other (too small print in the syringe \/ package etc.) * The prescription \/ instruction the nurse gets from the patient record (or whatever is used for communication) is not clear enough \/ difficult to use etc; * The vaccination is not confirmed in a clear enough manner from the patient to be vaccinated and \/ or the identity of the patient is not confirmed * The nurse is too busy and can not do his\/her job well (enough)  **This list is by no means conclusive.**  The point  of such a reporting system is to determine **how often** errors happen, **why** they happen and - in the future - **how the number of errors can be decreased**. Such systems are in place around the world in some (most?) health care, at least if the health care system is in a developed country (perhaps even developing countries!) - and quite probably other fields, such as aviation, heavy industries, factories and whatnot (but I've not worked in those; aviation is a very common field \/ example mentioned when errors\/accident and their mitigation is being discussed)...  Hopefully the culture in Hawaii (\\[HI\\]) (or the job health care provider) is not authoritative in that they want to find the person to blame when an error happens.  The same system\/protocol of error reporting should be in place if\/when some error *almost* happens; for example, a nurse notices he\/she is holding the wrong vaccination (even just the package of one) when he\/she is about to administer the vaccination to a patient, but notices it before the patient is given the shot. Or: there's a mass flu vaccination of health care worker, and a parcel of some other vaccination has been passed into the room (where there should not be any other vaccination parcels).  **Now, this (all of the above) is just about the internal error reporting (and for all we know, could have already happened).** It does not answer (and does not even try to answer) how the issue should be handled for you (the patient \/ vaccine receiver), personally.  The vaccination - and why it happens - should be mentioned in their patient records (and most probably already was). You should be given instructions who to contact, in case there are any adverse effects now or later - especially if the vaccination you received would have any kind of contraindication in your case. Most vaccinations are safe, however, even for some immunodeficiencies (but there is no general rule!).  **HEAVILY EDITED.** I pressed submit too soon - I was supposed to switch Markdown<->simple instead. So: I made an error! Now, is there somewhere in Reddit I can report errors???? XD  **EDIT:** Seems others more adept\/familiar with English terminilogy have  commented in a more concise manner. I agree on the points, however there is definitely something wrong with their system in case you, as a patient \/ vaccination receiver, need to make sure they've reported the administration of wrong drug via appropriate channels. However, in case you are not sure they are handling this mishap correctly, you definitely should demand more information from them. Also, removed escape sequences (caused by my mardkdown<->fancy editor mishaps) ...","human_ref_B":"As a nurse I don't understand how you give the wrong vaccine. They are labeled and we are trained to have the patient verify their ID, give us their waiver AND know what medication, in this case, vaccine, that we are giving! Who the hell is the physician overseeing your employee health? I would demand to talk to that person. How many employees had this happen to them? I would have major trust issues is my employer mandated a vax and then screwed up this way. This should not be allowed to happen again, obviously something is wrong with their system.","labels":0,"seconds_difference":374.0,"score_ratio":7.1111111111}
{"post_id":"j9mi1t","domain":"askhr_validation","upvote_ratio":0.95,"history":"[HI] Employer gave me the wrong vaccine (32F) work at a hospital and I am required to get an annual flu shot. The Employee Health department will administer them to save you the hassle of getting one from your primary care physician or local health clinic. The department allows a nurse from the department to pick up the vaccines from the pharmacy and administer them to colleagues. Ours was scheduled for Thursday (10\/8) so I signed my waiver and waited my turn. Got my shot and went on working. Was called into an exam room an hour or two later by the RN and told I was given Pneumovax 23 on accident. She seemed genuinely embarrassed and concerned; I told her not to beat herself up about it as I don\u2019t have any strong feelings about what happened... it was an accident. My arm hurt that afternoon as to be expected and that evening I developed a mild fever and chills. All resolved before I began my shift on Friday. I do have medical history of being immunocompromised (lupus and mgus), so I don\u2019t know whether or not this will have any future ramifications on my health. I was not given any kind of documentation of this occurrence or told whether or not a report had been filed. I don\u2019t expect this to cause any issues, but I do feel that I should receive some kind of report for my own record keeping or to see that the department has made an action plan to ensure this doesn\u2019t happen to other people. What is the usual route for handling this kind of accident other than \u201cthe person administering should\u2019ve been more careful\/ triple checked\u201d?","c_root_id_A":"g8kyutr","c_root_id_B":"g8l9czy","created_at_utc_A":1602502377,"created_at_utc_B":1602510441,"score_A":9,"score_B":22,"human_ref_A":"Hmm, so this happens in Hawaii?  There are widely different health care providers around the world and different kind of working cultures - and, possibly, cultures on how errors\/accidents are handled (I also have worked in health care, though in \\[FI\\]).  I think this question summarizes the issue:  >What is the usual route for handling this kind of accident other than  \u201cthe person administering should\u2019ve been more careful\/ triple checked\u201d?  So, you are definitely right that \"the person administering should've been more careful\" is not enough.  Although you didn't get any severe \/ bad consequences (at least not so far), doesn't mean this is an insignificant \/ small error. The consequence is not a measure of how serious an error is; or, at least assuming so will not be productive if the goal is to mitigate\/decrease the number of errors\/accidents in future (there could be a \"tip of an iceberg\" -phenomenon at play!).  What should happen (or should have happened) is this: **There should be a facility \/ protocol in place on how and where to report errors** in the health care (or any other field \/ industry, where errors can happen, which may be detrimental).  It is possible they've already done that. I bet the reason is not because that one person made an error; at least that assumption is (again) something which will not be fruitful in decreasing the number of errors. Contributing factors could be (this is an example of things I know may cause errors when administering drugs):  * The drugs (different kind of vaccines) are kept in too close proximity to each other; * The drugs (different kind of vaccines) are too similar to each other (too small print in the syringe \/ package etc.) * The prescription \/ instruction the nurse gets from the patient record (or whatever is used for communication) is not clear enough \/ difficult to use etc; * The vaccination is not confirmed in a clear enough manner from the patient to be vaccinated and \/ or the identity of the patient is not confirmed * The nurse is too busy and can not do his\/her job well (enough)  **This list is by no means conclusive.**  The point  of such a reporting system is to determine **how often** errors happen, **why** they happen and - in the future - **how the number of errors can be decreased**. Such systems are in place around the world in some (most?) health care, at least if the health care system is in a developed country (perhaps even developing countries!) - and quite probably other fields, such as aviation, heavy industries, factories and whatnot (but I've not worked in those; aviation is a very common field \/ example mentioned when errors\/accident and their mitigation is being discussed)...  Hopefully the culture in Hawaii (\\[HI\\]) (or the job health care provider) is not authoritative in that they want to find the person to blame when an error happens.  The same system\/protocol of error reporting should be in place if\/when some error *almost* happens; for example, a nurse notices he\/she is holding the wrong vaccination (even just the package of one) when he\/she is about to administer the vaccination to a patient, but notices it before the patient is given the shot. Or: there's a mass flu vaccination of health care worker, and a parcel of some other vaccination has been passed into the room (where there should not be any other vaccination parcels).  **Now, this (all of the above) is just about the internal error reporting (and for all we know, could have already happened).** It does not answer (and does not even try to answer) how the issue should be handled for you (the patient \/ vaccine receiver), personally.  The vaccination - and why it happens - should be mentioned in their patient records (and most probably already was). You should be given instructions who to contact, in case there are any adverse effects now or later - especially if the vaccination you received would have any kind of contraindication in your case. Most vaccinations are safe, however, even for some immunodeficiencies (but there is no general rule!).  **HEAVILY EDITED.** I pressed submit too soon - I was supposed to switch Markdown<->simple instead. So: I made an error! Now, is there somewhere in Reddit I can report errors???? XD  **EDIT:** Seems others more adept\/familiar with English terminilogy have  commented in a more concise manner. I agree on the points, however there is definitely something wrong with their system in case you, as a patient \/ vaccination receiver, need to make sure they've reported the administration of wrong drug via appropriate channels. However, in case you are not sure they are handling this mishap correctly, you definitely should demand more information from them. Also, removed escape sequences (caused by my mardkdown<->fancy editor mishaps) ...","human_ref_B":"You got the wrong drug. File a report with risk management right away. And follow up. Hopefully it was already reported but if it was then RM should have contacted you.","labels":0,"seconds_difference":8064.0,"score_ratio":2.4444444444}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrq8q66","c_root_id_B":"hrq7n23","created_at_utc_A":1641610355,"created_at_utc_B":1641609874,"score_A":145,"score_B":30,"human_ref_A":"Is it in writing?","human_ref_B":"My favorite HR saying is \u201cnothing scares me. I work in HR\u201d.","labels":1,"seconds_difference":481.0,"score_ratio":4.8333333333}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrqcs9b","c_root_id_B":"hrqdhev","created_at_utc_A":1641612192,"created_at_utc_B":1641612514,"score_A":31,"score_B":103,"human_ref_A":"I\u2019m afraid none of my quotes would be considered office appropriate.","human_ref_B":"You can find HR-inspired gifts on Amazon or simply Google.  But our favourite saying in HR is: \"It depends.\"","labels":0,"seconds_difference":322.0,"score_ratio":3.3225806452}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrq7n23","c_root_id_B":"hrqdhev","created_at_utc_A":1641609874,"created_at_utc_B":1641612514,"score_A":30,"score_B":103,"human_ref_A":"My favorite HR saying is \u201cnothing scares me. I work in HR\u201d.","human_ref_B":"You can find HR-inspired gifts on Amazon or simply Google.  But our favourite saying in HR is: \"It depends.\"","labels":0,"seconds_difference":2640.0,"score_ratio":3.4333333333}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrqlvis","c_root_id_B":"hrqiefx","created_at_utc_A":1641616597,"created_at_utc_B":1641614827,"score_A":72,"score_B":53,"human_ref_A":"I gave one to my friend that said \"PER MY LAST EMAIL\"","human_ref_B":"\u201cHave you talked to your manager?\u201d","labels":1,"seconds_difference":1770.0,"score_ratio":1.358490566}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrqcs9b","c_root_id_B":"hrqlvis","created_at_utc_A":1641612192,"created_at_utc_B":1641616597,"score_A":31,"score_B":72,"human_ref_A":"I\u2019m afraid none of my quotes would be considered office appropriate.","human_ref_B":"I gave one to my friend that said \"PER MY LAST EMAIL\"","labels":0,"seconds_difference":4405.0,"score_ratio":2.3225806452}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrq7n23","c_root_id_B":"hrqlvis","created_at_utc_A":1641609874,"created_at_utc_B":1641616597,"score_A":30,"score_B":72,"human_ref_A":"My favorite HR saying is \u201cnothing scares me. I work in HR\u201d.","human_ref_B":"I gave one to my friend that said \"PER MY LAST EMAIL\"","labels":0,"seconds_difference":6723.0,"score_ratio":2.4}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrqi8qc","c_root_id_B":"hrqlvis","created_at_utc_A":1641614749,"created_at_utc_B":1641616597,"score_A":27,"score_B":72,"human_ref_A":"Document. Document. Document.","human_ref_B":"I gave one to my friend that said \"PER MY LAST EMAIL\"","labels":0,"seconds_difference":1848.0,"score_ratio":2.6666666667}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrqlvis","c_root_id_B":"hrqk6tl","created_at_utc_A":1641616597,"created_at_utc_B":1641615729,"score_A":72,"score_B":9,"human_ref_A":"I gave one to my friend that said \"PER MY LAST EMAIL\"","human_ref_B":"I would fire all of you if I could. -Bob\u2019s Burgers","labels":1,"seconds_difference":868.0,"score_ratio":8.0}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrql27z","c_root_id_B":"hrqlvis","created_at_utc_A":1641616179,"created_at_utc_B":1641616597,"score_A":9,"score_B":72,"human_ref_A":"Did you read the email?","human_ref_B":"I gave one to my friend that said \"PER MY LAST EMAIL\"","labels":0,"seconds_difference":418.0,"score_ratio":8.0}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrqdn4l","c_root_id_B":"hrqlvis","created_at_utc_A":1641612588,"created_at_utc_B":1641616597,"score_A":8,"score_B":72,"human_ref_A":"\u201cNever a dull day\u201d","human_ref_B":"I gave one to my friend that said \"PER MY LAST EMAIL\"","labels":0,"seconds_difference":4009.0,"score_ratio":9.0}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrqlvis","c_root_id_B":"hrqh7lh","created_at_utc_A":1641616597,"created_at_utc_B":1641614249,"score_A":72,"score_B":5,"human_ref_A":"I gave one to my friend that said \"PER MY LAST EMAIL\"","human_ref_B":"\u201cI AM NOT YOUR FRIEND\u201d","labels":1,"seconds_difference":2348.0,"score_ratio":14.4}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrql9yi","c_root_id_B":"hrqlvis","created_at_utc_A":1641616290,"created_at_utc_B":1641616597,"score_A":5,"score_B":72,"human_ref_A":"Several Hundred Important Things  S.H.I.T","human_ref_B":"I gave one to my friend that said \"PER MY LAST EMAIL\"","labels":0,"seconds_difference":307.0,"score_ratio":14.4}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrqlvis","c_root_id_B":"hrqlvax","created_at_utc_A":1641616597,"created_at_utc_B":1641616594,"score_A":72,"score_B":4,"human_ref_A":"I gave one to my friend that said \"PER MY LAST EMAIL\"","human_ref_B":"\u201cDid you document that?\u201d","labels":1,"seconds_difference":3.0,"score_ratio":18.0}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrqiefx","c_root_id_B":"hrqcs9b","created_at_utc_A":1641614827,"created_at_utc_B":1641612192,"score_A":53,"score_B":31,"human_ref_A":"\u201cHave you talked to your manager?\u201d","human_ref_B":"I\u2019m afraid none of my quotes would be considered office appropriate.","labels":1,"seconds_difference":2635.0,"score_ratio":1.7096774194}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrq7n23","c_root_id_B":"hrqiefx","created_at_utc_A":1641609874,"created_at_utc_B":1641614827,"score_A":30,"score_B":53,"human_ref_A":"My favorite HR saying is \u201cnothing scares me. I work in HR\u201d.","human_ref_B":"\u201cHave you talked to your manager?\u201d","labels":0,"seconds_difference":4953.0,"score_ratio":1.7666666667}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrqiefx","c_root_id_B":"hrqi8qc","created_at_utc_A":1641614827,"created_at_utc_B":1641614749,"score_A":53,"score_B":27,"human_ref_A":"\u201cHave you talked to your manager?\u201d","human_ref_B":"Document. Document. Document.","labels":1,"seconds_difference":78.0,"score_ratio":1.962962963}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrqdn4l","c_root_id_B":"hrqiefx","created_at_utc_A":1641612588,"created_at_utc_B":1641614827,"score_A":8,"score_B":53,"human_ref_A":"\u201cNever a dull day\u201d","human_ref_B":"\u201cHave you talked to your manager?\u201d","labels":0,"seconds_difference":2239.0,"score_ratio":6.625}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrqiefx","c_root_id_B":"hrqh7lh","created_at_utc_A":1641614827,"created_at_utc_B":1641614249,"score_A":53,"score_B":5,"human_ref_A":"\u201cHave you talked to your manager?\u201d","human_ref_B":"\u201cI AM NOT YOUR FRIEND\u201d","labels":1,"seconds_difference":578.0,"score_ratio":10.6}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrqmp6s","c_root_id_B":"hrqcs9b","created_at_utc_A":1641617025,"created_at_utc_B":1641612192,"score_A":39,"score_B":31,"human_ref_A":"I got a thing for my husband once but his boss made him remove it. It was a desk name tag thing that said \u201cI can explain it to you, but I can\u2019t understand it for you.\u201d \ud83d\ude02\ud83d\ude02\ud83d\ude02","human_ref_B":"I\u2019m afraid none of my quotes would be considered office appropriate.","labels":1,"seconds_difference":4833.0,"score_ratio":1.2580645161}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrqmp6s","c_root_id_B":"hrq7n23","created_at_utc_A":1641617025,"created_at_utc_B":1641609874,"score_A":39,"score_B":30,"human_ref_A":"I got a thing for my husband once but his boss made him remove it. It was a desk name tag thing that said \u201cI can explain it to you, but I can\u2019t understand it for you.\u201d \ud83d\ude02\ud83d\ude02\ud83d\ude02","human_ref_B":"My favorite HR saying is \u201cnothing scares me. I work in HR\u201d.","labels":1,"seconds_difference":7151.0,"score_ratio":1.3}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrqmp6s","c_root_id_B":"hrqi8qc","created_at_utc_A":1641617025,"created_at_utc_B":1641614749,"score_A":39,"score_B":27,"human_ref_A":"I got a thing for my husband once but his boss made him remove it. It was a desk name tag thing that said \u201cI can explain it to you, but I can\u2019t understand it for you.\u201d \ud83d\ude02\ud83d\ude02\ud83d\ude02","human_ref_B":"Document. Document. Document.","labels":1,"seconds_difference":2276.0,"score_ratio":1.4444444444}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrqmp6s","c_root_id_B":"hrqk6tl","created_at_utc_A":1641617025,"created_at_utc_B":1641615729,"score_A":39,"score_B":9,"human_ref_A":"I got a thing for my husband once but his boss made him remove it. It was a desk name tag thing that said \u201cI can explain it to you, but I can\u2019t understand it for you.\u201d \ud83d\ude02\ud83d\ude02\ud83d\ude02","human_ref_B":"I would fire all of you if I could. -Bob\u2019s Burgers","labels":1,"seconds_difference":1296.0,"score_ratio":4.3333333333}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrqmp6s","c_root_id_B":"hrql27z","created_at_utc_A":1641617025,"created_at_utc_B":1641616179,"score_A":39,"score_B":9,"human_ref_A":"I got a thing for my husband once but his boss made him remove it. It was a desk name tag thing that said \u201cI can explain it to you, but I can\u2019t understand it for you.\u201d \ud83d\ude02\ud83d\ude02\ud83d\ude02","human_ref_B":"Did you read the email?","labels":1,"seconds_difference":846.0,"score_ratio":4.3333333333}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrqdn4l","c_root_id_B":"hrqmp6s","created_at_utc_A":1641612588,"created_at_utc_B":1641617025,"score_A":8,"score_B":39,"human_ref_A":"\u201cNever a dull day\u201d","human_ref_B":"I got a thing for my husband once but his boss made him remove it. It was a desk name tag thing that said \u201cI can explain it to you, but I can\u2019t understand it for you.\u201d \ud83d\ude02\ud83d\ude02\ud83d\ude02","labels":0,"seconds_difference":4437.0,"score_ratio":4.875}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrqmp6s","c_root_id_B":"hrqh7lh","created_at_utc_A":1641617025,"created_at_utc_B":1641614249,"score_A":39,"score_B":5,"human_ref_A":"I got a thing for my husband once but his boss made him remove it. It was a desk name tag thing that said \u201cI can explain it to you, but I can\u2019t understand it for you.\u201d \ud83d\ude02\ud83d\ude02\ud83d\ude02","human_ref_B":"\u201cI AM NOT YOUR FRIEND\u201d","labels":1,"seconds_difference":2776.0,"score_ratio":7.8}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrqmp6s","c_root_id_B":"hrql9yi","created_at_utc_A":1641617025,"created_at_utc_B":1641616290,"score_A":39,"score_B":5,"human_ref_A":"I got a thing for my husband once but his boss made him remove it. It was a desk name tag thing that said \u201cI can explain it to you, but I can\u2019t understand it for you.\u201d \ud83d\ude02\ud83d\ude02\ud83d\ude02","human_ref_B":"Several Hundred Important Things  S.H.I.T","labels":1,"seconds_difference":735.0,"score_ratio":7.8}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrqmp6s","c_root_id_B":"hrqlvax","created_at_utc_A":1641617025,"created_at_utc_B":1641616594,"score_A":39,"score_B":4,"human_ref_A":"I got a thing for my husband once but his boss made him remove it. It was a desk name tag thing that said \u201cI can explain it to you, but I can\u2019t understand it for you.\u201d \ud83d\ude02\ud83d\ude02\ud83d\ude02","human_ref_B":"\u201cDid you document that?\u201d","labels":1,"seconds_difference":431.0,"score_ratio":9.75}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrqcs9b","c_root_id_B":"hrq7n23","created_at_utc_A":1641612192,"created_at_utc_B":1641609874,"score_A":31,"score_B":30,"human_ref_A":"I\u2019m afraid none of my quotes would be considered office appropriate.","human_ref_B":"My favorite HR saying is \u201cnothing scares me. I work in HR\u201d.","labels":1,"seconds_difference":2318.0,"score_ratio":1.0333333333}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrqi8qc","c_root_id_B":"hrqdn4l","created_at_utc_A":1641614749,"created_at_utc_B":1641612588,"score_A":27,"score_B":8,"human_ref_A":"Document. Document. Document.","human_ref_B":"\u201cNever a dull day\u201d","labels":1,"seconds_difference":2161.0,"score_ratio":3.375}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrqi8qc","c_root_id_B":"hrqh7lh","created_at_utc_A":1641614749,"created_at_utc_B":1641614249,"score_A":27,"score_B":5,"human_ref_A":"Document. Document. Document.","human_ref_B":"\u201cI AM NOT YOUR FRIEND\u201d","labels":1,"seconds_difference":500.0,"score_ratio":5.4}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrqp6ea","c_root_id_B":"hrqk6tl","created_at_utc_A":1641618330,"created_at_utc_B":1641615729,"score_A":19,"score_B":9,"human_ref_A":"Not without cause, Michael","human_ref_B":"I would fire all of you if I could. -Bob\u2019s Burgers","labels":1,"seconds_difference":2601.0,"score_ratio":2.1111111111}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrqp6ea","c_root_id_B":"hrql27z","created_at_utc_A":1641618330,"created_at_utc_B":1641616179,"score_A":19,"score_B":9,"human_ref_A":"Not without cause, Michael","human_ref_B":"Did you read the email?","labels":1,"seconds_difference":2151.0,"score_ratio":2.1111111111}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrqdn4l","c_root_id_B":"hrqp6ea","created_at_utc_A":1641612588,"created_at_utc_B":1641618330,"score_A":8,"score_B":19,"human_ref_A":"\u201cNever a dull day\u201d","human_ref_B":"Not without cause, Michael","labels":0,"seconds_difference":5742.0,"score_ratio":2.375}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrqp6ea","c_root_id_B":"hrqh7lh","created_at_utc_A":1641618330,"created_at_utc_B":1641614249,"score_A":19,"score_B":5,"human_ref_A":"Not without cause, Michael","human_ref_B":"\u201cI AM NOT YOUR FRIEND\u201d","labels":1,"seconds_difference":4081.0,"score_ratio":3.8}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrqp6ea","c_root_id_B":"hrql9yi","created_at_utc_A":1641618330,"created_at_utc_B":1641616290,"score_A":19,"score_B":5,"human_ref_A":"Not without cause, Michael","human_ref_B":"Several Hundred Important Things  S.H.I.T","labels":1,"seconds_difference":2040.0,"score_ratio":3.8}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrqp6ea","c_root_id_B":"hrqlvax","created_at_utc_A":1641618330,"created_at_utc_B":1641616594,"score_A":19,"score_B":4,"human_ref_A":"Not without cause, Michael","human_ref_B":"\u201cDid you document that?\u201d","labels":1,"seconds_difference":1736.0,"score_ratio":4.75}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrr4679","c_root_id_B":"hrs1ltx","created_at_utc_A":1641627728,"created_at_utc_B":1641651323,"score_A":9,"score_B":10,"human_ref_A":"I finish most sentences these days with \"but it's the businessess decision\"","human_ref_B":"Per my last email...","labels":0,"seconds_difference":23595.0,"score_ratio":1.1111111111}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrqdn4l","c_root_id_B":"hrr4679","created_at_utc_A":1641612588,"created_at_utc_B":1641627728,"score_A":8,"score_B":9,"human_ref_A":"\u201cNever a dull day\u201d","human_ref_B":"I finish most sentences these days with \"but it's the businessess decision\"","labels":0,"seconds_difference":15140.0,"score_ratio":1.125}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrqh7lh","c_root_id_B":"hrr4679","created_at_utc_A":1641614249,"created_at_utc_B":1641627728,"score_A":5,"score_B":9,"human_ref_A":"\u201cI AM NOT YOUR FRIEND\u201d","human_ref_B":"I finish most sentences these days with \"but it's the businessess decision\"","labels":0,"seconds_difference":13479.0,"score_ratio":1.8}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrr4679","c_root_id_B":"hrql9yi","created_at_utc_A":1641627728,"created_at_utc_B":1641616290,"score_A":9,"score_B":5,"human_ref_A":"I finish most sentences these days with \"but it's the businessess decision\"","human_ref_B":"Several Hundred Important Things  S.H.I.T","labels":1,"seconds_difference":11438.0,"score_ratio":1.8}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrr4679","c_root_id_B":"hrqlvax","created_at_utc_A":1641627728,"created_at_utc_B":1641616594,"score_A":9,"score_B":4,"human_ref_A":"I finish most sentences these days with \"but it's the businessess decision\"","human_ref_B":"\u201cDid you document that?\u201d","labels":1,"seconds_difference":11134.0,"score_ratio":2.25}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrqth0n","c_root_id_B":"hrr4679","created_at_utc_A":1641620697,"created_at_utc_B":1641627728,"score_A":5,"score_B":9,"human_ref_A":"No I don\u2019t have 5 mins","human_ref_B":"I finish most sentences these days with \"but it's the businessess decision\"","labels":0,"seconds_difference":7031.0,"score_ratio":1.8}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrr4093","c_root_id_B":"hrr4679","created_at_utc_A":1641627609,"created_at_utc_B":1641627728,"score_A":6,"score_B":9,"human_ref_A":"\u201cYou can\u2019t make this shit up.\u201d","human_ref_B":"I finish most sentences these days with \"but it's the businessess decision\"","labels":0,"seconds_difference":119.0,"score_ratio":1.5}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrr4679","c_root_id_B":"hrqvu8o","created_at_utc_A":1641627728,"created_at_utc_B":1641622099,"score_A":9,"score_B":3,"human_ref_A":"I finish most sentences these days with \"but it's the businessess decision\"","human_ref_B":"Adult babysitter  Did you document it in writing?   Shit trickles down","labels":1,"seconds_difference":5629.0,"score_ratio":3.0}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrrqua3","c_root_id_B":"hrs1ltx","created_at_utc_A":1641645112,"created_at_utc_B":1641651323,"score_A":9,"score_B":10,"human_ref_A":"I always see hr folks use that Richard Brandy Branson quote \"clients don't come first employees come first. Treat employees well and they will take care of the client.\"    My favorite though is \"the beatings will continue until moral improves\"","human_ref_B":"Per my last email...","labels":0,"seconds_difference":6211.0,"score_ratio":1.1111111111}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrrqua3","c_root_id_B":"hrqdn4l","created_at_utc_A":1641645112,"created_at_utc_B":1641612588,"score_A":9,"score_B":8,"human_ref_A":"I always see hr folks use that Richard Brandy Branson quote \"clients don't come first employees come first. Treat employees well and they will take care of the client.\"    My favorite though is \"the beatings will continue until moral improves\"","human_ref_B":"\u201cNever a dull day\u201d","labels":1,"seconds_difference":32524.0,"score_ratio":1.125}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrrqua3","c_root_id_B":"hrqh7lh","created_at_utc_A":1641645112,"created_at_utc_B":1641614249,"score_A":9,"score_B":5,"human_ref_A":"I always see hr folks use that Richard Brandy Branson quote \"clients don't come first employees come first. Treat employees well and they will take care of the client.\"    My favorite though is \"the beatings will continue until moral improves\"","human_ref_B":"\u201cI AM NOT YOUR FRIEND\u201d","labels":1,"seconds_difference":30863.0,"score_ratio":1.8}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrrqua3","c_root_id_B":"hrql9yi","created_at_utc_A":1641645112,"created_at_utc_B":1641616290,"score_A":9,"score_B":5,"human_ref_A":"I always see hr folks use that Richard Brandy Branson quote \"clients don't come first employees come first. Treat employees well and they will take care of the client.\"    My favorite though is \"the beatings will continue until moral improves\"","human_ref_B":"Several Hundred Important Things  S.H.I.T","labels":1,"seconds_difference":28822.0,"score_ratio":1.8}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrrqua3","c_root_id_B":"hrqlvax","created_at_utc_A":1641645112,"created_at_utc_B":1641616594,"score_A":9,"score_B":4,"human_ref_A":"I always see hr folks use that Richard Brandy Branson quote \"clients don't come first employees come first. Treat employees well and they will take care of the client.\"    My favorite though is \"the beatings will continue until moral improves\"","human_ref_B":"\u201cDid you document that?\u201d","labels":1,"seconds_difference":28518.0,"score_ratio":2.25}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrrqua3","c_root_id_B":"hrqth0n","created_at_utc_A":1641645112,"created_at_utc_B":1641620697,"score_A":9,"score_B":5,"human_ref_A":"I always see hr folks use that Richard Brandy Branson quote \"clients don't come first employees come first. Treat employees well and they will take care of the client.\"    My favorite though is \"the beatings will continue until moral improves\"","human_ref_B":"No I don\u2019t have 5 mins","labels":1,"seconds_difference":24415.0,"score_ratio":1.8}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrr4093","c_root_id_B":"hrrqua3","created_at_utc_A":1641627609,"created_at_utc_B":1641645112,"score_A":6,"score_B":9,"human_ref_A":"\u201cYou can\u2019t make this shit up.\u201d","human_ref_B":"I always see hr folks use that Richard Brandy Branson quote \"clients don't come first employees come first. Treat employees well and they will take care of the client.\"    My favorite though is \"the beatings will continue until moral improves\"","labels":0,"seconds_difference":17503.0,"score_ratio":1.5}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrrqua3","c_root_id_B":"hrqvu8o","created_at_utc_A":1641645112,"created_at_utc_B":1641622099,"score_A":9,"score_B":3,"human_ref_A":"I always see hr folks use that Richard Brandy Branson quote \"clients don't come first employees come first. Treat employees well and they will take care of the client.\"    My favorite though is \"the beatings will continue until moral improves\"","human_ref_B":"Adult babysitter  Did you document it in writing?   Shit trickles down","labels":1,"seconds_difference":23013.0,"score_ratio":3.0}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrrqua3","c_root_id_B":"hrrofrv","created_at_utc_A":1641645112,"created_at_utc_B":1641643437,"score_A":9,"score_B":2,"human_ref_A":"I always see hr folks use that Richard Brandy Branson quote \"clients don't come first employees come first. Treat employees well and they will take care of the client.\"    My favorite though is \"the beatings will continue until moral improves\"","human_ref_B":"Our current saying is #welcometohr because no one knows what HR does","labels":1,"seconds_difference":1675.0,"score_ratio":4.5}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrr2d47","c_root_id_B":"hrqk6tl","created_at_utc_A":1641626417,"created_at_utc_B":1641615729,"score_A":10,"score_B":9,"human_ref_A":"\"Treat every employee as though one day you may have to fire them.\"","human_ref_B":"I would fire all of you if I could. -Bob\u2019s Burgers","labels":1,"seconds_difference":10688.0,"score_ratio":1.1111111111}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrs1ltx","c_root_id_B":"hrqk6tl","created_at_utc_A":1641651323,"created_at_utc_B":1641615729,"score_A":10,"score_B":9,"human_ref_A":"Per my last email...","human_ref_B":"I would fire all of you if I could. -Bob\u2019s Burgers","labels":1,"seconds_difference":35594.0,"score_ratio":1.1111111111}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrqdn4l","c_root_id_B":"hrqk6tl","created_at_utc_A":1641612588,"created_at_utc_B":1641615729,"score_A":8,"score_B":9,"human_ref_A":"\u201cNever a dull day\u201d","human_ref_B":"I would fire all of you if I could. -Bob\u2019s Burgers","labels":0,"seconds_difference":3141.0,"score_ratio":1.125}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrqk6tl","c_root_id_B":"hrqh7lh","created_at_utc_A":1641615729,"created_at_utc_B":1641614249,"score_A":9,"score_B":5,"human_ref_A":"I would fire all of you if I could. -Bob\u2019s Burgers","human_ref_B":"\u201cI AM NOT YOUR FRIEND\u201d","labels":1,"seconds_difference":1480.0,"score_ratio":1.8}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrr2d47","c_root_id_B":"hrql27z","created_at_utc_A":1641626417,"created_at_utc_B":1641616179,"score_A":10,"score_B":9,"human_ref_A":"\"Treat every employee as though one day you may have to fire them.\"","human_ref_B":"Did you read the email?","labels":1,"seconds_difference":10238.0,"score_ratio":1.1111111111}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrql27z","c_root_id_B":"hrs1ltx","created_at_utc_A":1641616179,"created_at_utc_B":1641651323,"score_A":9,"score_B":10,"human_ref_A":"Did you read the email?","human_ref_B":"Per my last email...","labels":0,"seconds_difference":35144.0,"score_ratio":1.1111111111}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrql27z","c_root_id_B":"hrqdn4l","created_at_utc_A":1641616179,"created_at_utc_B":1641612588,"score_A":9,"score_B":8,"human_ref_A":"Did you read the email?","human_ref_B":"\u201cNever a dull day\u201d","labels":1,"seconds_difference":3591.0,"score_ratio":1.125}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrql27z","c_root_id_B":"hrqh7lh","created_at_utc_A":1641616179,"created_at_utc_B":1641614249,"score_A":9,"score_B":5,"human_ref_A":"Did you read the email?","human_ref_B":"\u201cI AM NOT YOUR FRIEND\u201d","labels":1,"seconds_difference":1930.0,"score_ratio":1.8}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrqdn4l","c_root_id_B":"hrr2d47","created_at_utc_A":1641612588,"created_at_utc_B":1641626417,"score_A":8,"score_B":10,"human_ref_A":"\u201cNever a dull day\u201d","human_ref_B":"\"Treat every employee as though one day you may have to fire them.\"","labels":0,"seconds_difference":13829.0,"score_ratio":1.25}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrr2d47","c_root_id_B":"hrqh7lh","created_at_utc_A":1641626417,"created_at_utc_B":1641614249,"score_A":10,"score_B":5,"human_ref_A":"\"Treat every employee as though one day you may have to fire them.\"","human_ref_B":"\u201cI AM NOT YOUR FRIEND\u201d","labels":1,"seconds_difference":12168.0,"score_ratio":2.0}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrql9yi","c_root_id_B":"hrr2d47","created_at_utc_A":1641616290,"created_at_utc_B":1641626417,"score_A":5,"score_B":10,"human_ref_A":"Several Hundred Important Things  S.H.I.T","human_ref_B":"\"Treat every employee as though one day you may have to fire them.\"","labels":0,"seconds_difference":10127.0,"score_ratio":2.0}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrr2d47","c_root_id_B":"hrqlvax","created_at_utc_A":1641626417,"created_at_utc_B":1641616594,"score_A":10,"score_B":4,"human_ref_A":"\"Treat every employee as though one day you may have to fire them.\"","human_ref_B":"\u201cDid you document that?\u201d","labels":1,"seconds_difference":9823.0,"score_ratio":2.5}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrqth0n","c_root_id_B":"hrr2d47","created_at_utc_A":1641620697,"created_at_utc_B":1641626417,"score_A":5,"score_B":10,"human_ref_A":"No I don\u2019t have 5 mins","human_ref_B":"\"Treat every employee as though one day you may have to fire them.\"","labels":0,"seconds_difference":5720.0,"score_ratio":2.0}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrqvu8o","c_root_id_B":"hrr2d47","created_at_utc_A":1641622099,"created_at_utc_B":1641626417,"score_A":3,"score_B":10,"human_ref_A":"Adult babysitter  Did you document it in writing?   Shit trickles down","human_ref_B":"\"Treat every employee as though one day you may have to fire them.\"","labels":0,"seconds_difference":4318.0,"score_ratio":3.3333333333}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrqdn4l","c_root_id_B":"hrs1ltx","created_at_utc_A":1641612588,"created_at_utc_B":1641651323,"score_A":8,"score_B":10,"human_ref_A":"\u201cNever a dull day\u201d","human_ref_B":"Per my last email...","labels":0,"seconds_difference":38735.0,"score_ratio":1.25}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrs1ltx","c_root_id_B":"hrqh7lh","created_at_utc_A":1641651323,"created_at_utc_B":1641614249,"score_A":10,"score_B":5,"human_ref_A":"Per my last email...","human_ref_B":"\u201cI AM NOT YOUR FRIEND\u201d","labels":1,"seconds_difference":37074.0,"score_ratio":2.0}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrs1ltx","c_root_id_B":"hrql9yi","created_at_utc_A":1641651323,"created_at_utc_B":1641616290,"score_A":10,"score_B":5,"human_ref_A":"Per my last email...","human_ref_B":"Several Hundred Important Things  S.H.I.T","labels":1,"seconds_difference":35033.0,"score_ratio":2.0}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrs1ltx","c_root_id_B":"hrqlvax","created_at_utc_A":1641651323,"created_at_utc_B":1641616594,"score_A":10,"score_B":4,"human_ref_A":"Per my last email...","human_ref_B":"\u201cDid you document that?\u201d","labels":1,"seconds_difference":34729.0,"score_ratio":2.5}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrqth0n","c_root_id_B":"hrs1ltx","created_at_utc_A":1641620697,"created_at_utc_B":1641651323,"score_A":5,"score_B":10,"human_ref_A":"No I don\u2019t have 5 mins","human_ref_B":"Per my last email...","labels":0,"seconds_difference":30626.0,"score_ratio":2.0}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrr4093","c_root_id_B":"hrs1ltx","created_at_utc_A":1641627609,"created_at_utc_B":1641651323,"score_A":6,"score_B":10,"human_ref_A":"\u201cYou can\u2019t make this shit up.\u201d","human_ref_B":"Per my last email...","labels":0,"seconds_difference":23714.0,"score_ratio":1.6666666667}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrqvu8o","c_root_id_B":"hrs1ltx","created_at_utc_A":1641622099,"created_at_utc_B":1641651323,"score_A":3,"score_B":10,"human_ref_A":"Adult babysitter  Did you document it in writing?   Shit trickles down","human_ref_B":"Per my last email...","labels":0,"seconds_difference":29224.0,"score_ratio":3.3333333333}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrrofrv","c_root_id_B":"hrs1ltx","created_at_utc_A":1641643437,"created_at_utc_B":1641651323,"score_A":2,"score_B":10,"human_ref_A":"Our current saying is #welcometohr because no one knows what HR does","human_ref_B":"Per my last email...","labels":0,"seconds_difference":7886.0,"score_ratio":5.0}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrs2dnt","c_root_id_B":"hrqh7lh","created_at_utc_A":1641651710,"created_at_utc_B":1641614249,"score_A":7,"score_B":5,"human_ref_A":"We wish you well with your future endeavors","human_ref_B":"\u201cI AM NOT YOUR FRIEND\u201d","labels":1,"seconds_difference":37461.0,"score_ratio":1.4}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrql9yi","c_root_id_B":"hrs2dnt","created_at_utc_A":1641616290,"created_at_utc_B":1641651710,"score_A":5,"score_B":7,"human_ref_A":"Several Hundred Important Things  S.H.I.T","human_ref_B":"We wish you well with your future endeavors","labels":0,"seconds_difference":35420.0,"score_ratio":1.4}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrs2dnt","c_root_id_B":"hrqlvax","created_at_utc_A":1641651710,"created_at_utc_B":1641616594,"score_A":7,"score_B":4,"human_ref_A":"We wish you well with your future endeavors","human_ref_B":"\u201cDid you document that?\u201d","labels":1,"seconds_difference":35116.0,"score_ratio":1.75}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrqth0n","c_root_id_B":"hrs2dnt","created_at_utc_A":1641620697,"created_at_utc_B":1641651710,"score_A":5,"score_B":7,"human_ref_A":"No I don\u2019t have 5 mins","human_ref_B":"We wish you well with your future endeavors","labels":0,"seconds_difference":31013.0,"score_ratio":1.4}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrr4093","c_root_id_B":"hrs2dnt","created_at_utc_A":1641627609,"created_at_utc_B":1641651710,"score_A":6,"score_B":7,"human_ref_A":"\u201cYou can\u2019t make this shit up.\u201d","human_ref_B":"We wish you well with your future endeavors","labels":0,"seconds_difference":24101.0,"score_ratio":1.1666666667}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrs2dnt","c_root_id_B":"hrqvu8o","created_at_utc_A":1641651710,"created_at_utc_B":1641622099,"score_A":7,"score_B":3,"human_ref_A":"We wish you well with your future endeavors","human_ref_B":"Adult babysitter  Did you document it in writing?   Shit trickles down","labels":1,"seconds_difference":29611.0,"score_ratio":2.3333333333}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrrofrv","c_root_id_B":"hrs2dnt","created_at_utc_A":1641643437,"created_at_utc_B":1641651710,"score_A":2,"score_B":7,"human_ref_A":"Our current saying is #welcometohr because no one knows what HR does","human_ref_B":"We wish you well with your future endeavors","labels":0,"seconds_difference":8273.0,"score_ratio":3.5}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrqh7lh","c_root_id_B":"hrr4093","created_at_utc_A":1641614249,"created_at_utc_B":1641627609,"score_A":5,"score_B":6,"human_ref_A":"\u201cI AM NOT YOUR FRIEND\u201d","human_ref_B":"\u201cYou can\u2019t make this shit up.\u201d","labels":0,"seconds_difference":13360.0,"score_ratio":1.2}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrsp9ft","c_root_id_B":"hrqh7lh","created_at_utc_A":1641661578,"created_at_utc_B":1641614249,"score_A":6,"score_B":5,"human_ref_A":"I used to be a people person   If you have to ask, the answer is NO  No, I can\u2019t _______  Nothing is off the record.   We\u2019re ALL here to protect the company.","human_ref_B":"\u201cI AM NOT YOUR FRIEND\u201d","labels":1,"seconds_difference":47329.0,"score_ratio":1.2}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrql9yi","c_root_id_B":"hrr4093","created_at_utc_A":1641616290,"created_at_utc_B":1641627609,"score_A":5,"score_B":6,"human_ref_A":"Several Hundred Important Things  S.H.I.T","human_ref_B":"\u201cYou can\u2019t make this shit up.\u201d","labels":0,"seconds_difference":11319.0,"score_ratio":1.2}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrql9yi","c_root_id_B":"hrsp9ft","created_at_utc_A":1641616290,"created_at_utc_B":1641661578,"score_A":5,"score_B":6,"human_ref_A":"Several Hundred Important Things  S.H.I.T","human_ref_B":"I used to be a people person   If you have to ask, the answer is NO  No, I can\u2019t _______  Nothing is off the record.   We\u2019re ALL here to protect the company.","labels":0,"seconds_difference":45288.0,"score_ratio":1.2}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrqlvax","c_root_id_B":"hrqth0n","created_at_utc_A":1641616594,"created_at_utc_B":1641620697,"score_A":4,"score_B":5,"human_ref_A":"\u201cDid you document that?\u201d","human_ref_B":"No I don\u2019t have 5 mins","labels":0,"seconds_difference":4103.0,"score_ratio":1.25}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrqlvax","c_root_id_B":"hrr4093","created_at_utc_A":1641616594,"created_at_utc_B":1641627609,"score_A":4,"score_B":6,"human_ref_A":"\u201cDid you document that?\u201d","human_ref_B":"\u201cYou can\u2019t make this shit up.\u201d","labels":0,"seconds_difference":11015.0,"score_ratio":1.5}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrsp9ft","c_root_id_B":"hrqlvax","created_at_utc_A":1641661578,"created_at_utc_B":1641616594,"score_A":6,"score_B":4,"human_ref_A":"I used to be a people person   If you have to ask, the answer is NO  No, I can\u2019t _______  Nothing is off the record.   We\u2019re ALL here to protect the company.","human_ref_B":"\u201cDid you document that?\u201d","labels":1,"seconds_difference":44984.0,"score_ratio":1.5}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrqth0n","c_root_id_B":"hrr4093","created_at_utc_A":1641620697,"created_at_utc_B":1641627609,"score_A":5,"score_B":6,"human_ref_A":"No I don\u2019t have 5 mins","human_ref_B":"\u201cYou can\u2019t make this shit up.\u201d","labels":0,"seconds_difference":6912.0,"score_ratio":1.2}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrqth0n","c_root_id_B":"hrsp9ft","created_at_utc_A":1641620697,"created_at_utc_B":1641661578,"score_A":5,"score_B":6,"human_ref_A":"No I don\u2019t have 5 mins","human_ref_B":"I used to be a people person   If you have to ask, the answer is NO  No, I can\u2019t _______  Nothing is off the record.   We\u2019re ALL here to protect the company.","labels":0,"seconds_difference":40881.0,"score_ratio":1.2}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrqvu8o","c_root_id_B":"hrr4093","created_at_utc_A":1641622099,"created_at_utc_B":1641627609,"score_A":3,"score_B":6,"human_ref_A":"Adult babysitter  Did you document it in writing?   Shit trickles down","human_ref_B":"\u201cYou can\u2019t make this shit up.\u201d","labels":0,"seconds_difference":5510.0,"score_ratio":2.0}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrqvu8o","c_root_id_B":"hrsp9ft","created_at_utc_A":1641622099,"created_at_utc_B":1641661578,"score_A":3,"score_B":6,"human_ref_A":"Adult babysitter  Did you document it in writing?   Shit trickles down","human_ref_B":"I used to be a people person   If you have to ask, the answer is NO  No, I can\u2019t _______  Nothing is off the record.   We\u2019re ALL here to protect the company.","labels":0,"seconds_difference":39479.0,"score_ratio":2.0}
{"post_id":"ryp6pf","domain":"askhr_validation","upvote_ratio":0.95,"history":"[VA] hopefully this is the right place. My friend works on HR. She just got her dream job and I want to make her a cross stitch artwork. Can you give any(short) funny or inspirational quotes that she would like as a fellow HR people that would look good on the wall of her home or in her officeroom?","c_root_id_A":"hrrofrv","c_root_id_B":"hrsp9ft","created_at_utc_A":1641643437,"created_at_utc_B":1641661578,"score_A":2,"score_B":6,"human_ref_A":"Our current saying is #welcometohr because no one knows what HR does","human_ref_B":"I used to be a people person   If you have to ask, the answer is NO  No, I can\u2019t _______  Nothing is off the record.   We\u2019re ALL here to protect the company.","labels":0,"seconds_difference":18141.0,"score_ratio":3.0}
{"post_id":"whna1d","domain":"askhr_validation","upvote_ratio":0.98,"history":"[VA] Was sexually harassed at work, and now I\u2019m scared for my safety I work in an office job in a blue collar industry\u2014I have been there a a year and a half and everyone has been respectful. Recently, I got put on a PIP since I was behind on my sales goal. I\u2019m one week in and I\u2019m far ahead what\u2019s expected of me in the pip. In addition to increasing sales opps, I have to spend 8 hours a week learning the industry. \u201cSelf lead\u201d is how it\u2019s written, but they suggested I go out with techs in the field and spend time learning what they were doing.   I took their advice, and had a tech walking by my office that I always felt comfortable with, one that I\u2019ve talked to a lot. He agreed that we could go out, but the day he was working on this complex equipment was a day I had 5 meetings. Under my breath I said \u201cfuck\u201d he said \u201cI don\u2019t do that, and you\u2019re about to be married\u2026\u2026\u201d Ok, inappropriate, but not worth it to address to me. Then he says \u201chow do I put this to someone that\u2019s about to get married?\u201d he leans over my desk and mouths \u201cI would fuck your brains out.\u201d  I was immediately uncomfortable, and just wanted him out of my office\u2026 he later asks if I forgive him (I said yes because that would make him leave faster) and if he\u2019s going to have to worry about \u201cHR knocking at my door.\u201d (I said no because that would make him leave faster). I confided in a female coworker and my fianc\u00e9, both pushed me to tell my boss and HR.  This guy has no friends in the office, no family, he\u2019s a loner\u2026 and I wasn\u2019t going to tell HR because I was genuinely concerned for my safety. My fianc\u00e9 is also out of town for work for three weeks.   After talking again with my female coworker, she pushed me to talk to my boss. I ended up telling her about the situation, but didn\u2019t give names. Then she gave me a name and asked if it was him (it was), I evaded the question, and she asked again and said she was in the office alone, late some nights and he comes in while she\u2019s the only one there, and she thinks it\u2019s intentional. At that point I confirmed.  They\u2019re going to pull the vehicle tracking of techs to see who was at the office at the time, so the name didn\u2019t come from me to try and protect me. I think they\u2019re also going to disable his employee access to the building. Is there anything else I can do to protect myself? I\u2019m concerned for my safety, and since I\u2019m on a pip laying low isn\u2019t an option for me right now.","c_root_id_A":"ij7bml7","c_root_id_B":"ij6r9nl","created_at_utc_A":1659803920,"created_at_utc_B":1659795138,"score_A":17,"score_B":6,"human_ref_A":"It\u2019s one thing to be a weird guy, it\u2019s another to overtly say \u201cI will fuck your brains out\u201d completely unprompted. Escalate the shit out of this to HR.  Trying to lay low and hope they figure it out is how this guy had been getting away with it for so long. Two women have been harassed. Wouldn\u2019t surprise me if they fired him immediately.","human_ref_B":"What\u2019s the question here? It\u2019s impossible to conduct a thorough investigation if the complainant won\u2019t participate, giving the name of the person they\u2019re complaining about. As far as safety, take extra precautions coming and going to work. Emphasize to HR that you are concerned for your safety and he will most likely be put on an administrative leave for the investigation.","labels":1,"seconds_difference":8782.0,"score_ratio":2.8333333333}
{"post_id":"9jp4w3","domain":"askhr_validation","upvote_ratio":0.65,"history":"Do you tell employers why you fired someone?(reference check) I was a Director of Operations. I was terminated for sexually harassing a non-employee at a hotel(company function).   I have applied for many positions as Director and mid level manager. I have six interviews set up. I know once I get to the reference check, they will contact my previous employer. I need to know what type of information they can legally provide.  My (now former) boss has not returned a single call or text and neither has HR. I would like for them to say that they laid me off as opposed to termination.  I cannot get unemployment and have money to cover the next six months of bills but would like to get back to working.  What can my former employer tell a new employer? If they are allowed to tell them that I was terminated and why, how can I ever recover from this? I've never been so stressed in my life. I have a wife and children.   I never harassed an employee and never will. I also cut the drinking and will NEVER screw up again. Please help.","c_root_id_A":"e6t5r8l","c_root_id_B":"e6tpvs1","created_at_utc_A":1538157441,"created_at_utc_B":1538175365,"score_A":560,"score_B":623,"human_ref_A":">I need to know what type of information they can legally provide.  They can tell the truth. Any completely false statements that lead to demonstrable harm can be legally acted on, however tell the truth is not illegal.  >My (now former) boss has not returned a single call or text and neither has HR. I would like for them to say that they laid me off as opposed to termination.  I wonder why..... also never gonna happen.   >I cannot get unemployment and have money to cover the next six months of bills but would like to get back to working.  That is a darn shame sir.   >What can my former employer tell a new employer?   The truth  >If they are allowed to tell them that I was terminated and why, how can I ever recover from this? I've never been so stressed in my life. I have a wife and children.  *shrug*  >I never harassed an employee and never will.   So sexually assaulting non employees at a pool is kosher with you? Fuck outta here.    >I also cut the drinking and will NEVER screw up again. Please help.  Uh huh.","human_ref_B":"You were caught on camera and fired for sexually harassing a woman at a company event.   Best case: they say you were terminated and that you are not eligible for rehire. They confirm the dates of employment and your job title.  Worst case: they say you were fired for sexually harassing someone at a company event and lying about it when caught. Those are true things based on your r\/legaladvice update. While you can true to sue for defamation, you probably won't get too far since by your own admission, they are true statements.   A big consideration for the company is how risky they feel it would be *not* to disclose the reason for firing you. Presumably you will work with women again. They may have some liability for negligent hiring if you turn around and sexually harass another woman while working for this new company and it came to their attention that you did the same thing before. Say what you want about being a changed man or whatever, but your original post was about 3 weeks ago and you lied when confronted. Call me skeptical, but I have a hard time believing you made major changes.   Seemed like you had all the answers in your first post. What happened to that confidence?","labels":0,"seconds_difference":17924.0,"score_ratio":1.1125}
{"post_id":"9jp4w3","domain":"askhr_validation","upvote_ratio":0.65,"history":"Do you tell employers why you fired someone?(reference check) I was a Director of Operations. I was terminated for sexually harassing a non-employee at a hotel(company function).   I have applied for many positions as Director and mid level manager. I have six interviews set up. I know once I get to the reference check, they will contact my previous employer. I need to know what type of information they can legally provide.  My (now former) boss has not returned a single call or text and neither has HR. I would like for them to say that they laid me off as opposed to termination.  I cannot get unemployment and have money to cover the next six months of bills but would like to get back to working.  What can my former employer tell a new employer? If they are allowed to tell them that I was terminated and why, how can I ever recover from this? I've never been so stressed in my life. I have a wife and children.   I never harassed an employee and never will. I also cut the drinking and will NEVER screw up again. Please help.","c_root_id_A":"e6t5r8l","c_root_id_B":"e6u7kmj","created_at_utc_A":1538157441,"created_at_utc_B":1538196295,"score_A":560,"score_B":614,"human_ref_A":">I need to know what type of information they can legally provide.  They can tell the truth. Any completely false statements that lead to demonstrable harm can be legally acted on, however tell the truth is not illegal.  >My (now former) boss has not returned a single call or text and neither has HR. I would like for them to say that they laid me off as opposed to termination.  I wonder why..... also never gonna happen.   >I cannot get unemployment and have money to cover the next six months of bills but would like to get back to working.  That is a darn shame sir.   >What can my former employer tell a new employer?   The truth  >If they are allowed to tell them that I was terminated and why, how can I ever recover from this? I've never been so stressed in my life. I have a wife and children.  *shrug*  >I never harassed an employee and never will.   So sexually assaulting non employees at a pool is kosher with you? Fuck outta here.    >I also cut the drinking and will NEVER screw up again. Please help.  Uh huh.","human_ref_B":"You were advised, by everyone, to quit instead of waiting to be fired for cause. Instead, you chose to double down on the lies and denials. Now here you are...I hear Denny's might be hiring.","labels":0,"seconds_difference":38854.0,"score_ratio":1.0964285714}
{"post_id":"9jp4w3","domain":"askhr_validation","upvote_ratio":0.65,"history":"Do you tell employers why you fired someone?(reference check) I was a Director of Operations. I was terminated for sexually harassing a non-employee at a hotel(company function).   I have applied for many positions as Director and mid level manager. I have six interviews set up. I know once I get to the reference check, they will contact my previous employer. I need to know what type of information they can legally provide.  My (now former) boss has not returned a single call or text and neither has HR. I would like for them to say that they laid me off as opposed to termination.  I cannot get unemployment and have money to cover the next six months of bills but would like to get back to working.  What can my former employer tell a new employer? If they are allowed to tell them that I was terminated and why, how can I ever recover from this? I've never been so stressed in my life. I have a wife and children.   I never harassed an employee and never will. I also cut the drinking and will NEVER screw up again. Please help.","c_root_id_A":"e6tdwgn","c_root_id_B":"e6tpvs1","created_at_utc_A":1538164170,"created_at_utc_B":1538175365,"score_A":426,"score_B":623,"human_ref_A":">I need to know what type of information they can legally provide.  The truth.  As a matter of policy, most companies will not discuss details (though they certainly could do so if they desired), but many will certainly inform reference checkers if you resigned, were laid off, or were fired for-cause.  >My (now former) boss has not returned a single call or text and neither has HR.  This is not surprising.  You are an ex-employee who embarrassed the company, exposed them to legal liability, lied to them, and was fired.  >I would like for them to say that they laid me off as opposed to termination.  So, you are asking your former employer to lie for you?  Why would they do this?  And remember that you lied to them by trying to deny everything (despite being given unanimous advice not to do this by LA); they will be singularly indisposed to do any favors on your behalf, no matter how much you would like them to do so.  >If they are allowed to tell them that I was terminated and why, how can I ever recover from this?  I have to wonder what you are putting on your employment applications as the reason you left your former job.  If you are lying to your future employers, you have both not learned your lesson, and are opening yourself to future sudden for-cause terminations, should they find out the truth at any point.  (A former co-worker could certainly spill the beans, either out of spite, or via just normal chit-chat between people in the same industry.)  You may want to consider the radical strategy of *telling the truth*.  If you had tried this at your hearing at your previous employer they may have even permitted you to resign (or, if you were as valuable as you say you were, they might have even not fired you); now you'll never know.  Trying to sweep the whole mess under the rug has gone horribly for you so far, you may want to discontinue the use of that strategy.  (You could start with your wife... imagine how poorly it's going to go if she ever talks to any of your former co-workers or their spouses?)  Don't wait for a prospective employer to find out from a 3rd party, either before or after they have thought about employing you.  Tell them that you were terminated from your last job for poor judgement brought on by too much alcohol, but you are now X days sober (and I suggest actually staying sober), and it was a mistake that will not be repeated.  >I never harassed an employee and never will.  This statement is evidence that you *still* don't get it.  Engaging in extreme harassment isn't any better just because you inflicted it on an innocent bystander instead of co-worker, yet you kept emphasizing this in your original thread, and you still won't let it go.  The non-employee status of your victim does not, in any way, mitigate your actions.  Until you realize this, I'm not entirely sure you'll manage to not repeat this behavior in the future, despite your promises to yourself otherwise.","human_ref_B":"You were caught on camera and fired for sexually harassing a woman at a company event.   Best case: they say you were terminated and that you are not eligible for rehire. They confirm the dates of employment and your job title.  Worst case: they say you were fired for sexually harassing someone at a company event and lying about it when caught. Those are true things based on your r\/legaladvice update. While you can true to sue for defamation, you probably won't get too far since by your own admission, they are true statements.   A big consideration for the company is how risky they feel it would be *not* to disclose the reason for firing you. Presumably you will work with women again. They may have some liability for negligent hiring if you turn around and sexually harass another woman while working for this new company and it came to their attention that you did the same thing before. Say what you want about being a changed man or whatever, but your original post was about 3 weeks ago and you lied when confronted. Call me skeptical, but I have a hard time believing you made major changes.   Seemed like you had all the answers in your first post. What happened to that confidence?","labels":0,"seconds_difference":11195.0,"score_ratio":1.4624413146}
{"post_id":"9jp4w3","domain":"askhr_validation","upvote_ratio":0.65,"history":"Do you tell employers why you fired someone?(reference check) I was a Director of Operations. I was terminated for sexually harassing a non-employee at a hotel(company function).   I have applied for many positions as Director and mid level manager. I have six interviews set up. I know once I get to the reference check, they will contact my previous employer. I need to know what type of information they can legally provide.  My (now former) boss has not returned a single call or text and neither has HR. I would like for them to say that they laid me off as opposed to termination.  I cannot get unemployment and have money to cover the next six months of bills but would like to get back to working.  What can my former employer tell a new employer? If they are allowed to tell them that I was terminated and why, how can I ever recover from this? I've never been so stressed in my life. I have a wife and children.   I never harassed an employee and never will. I also cut the drinking and will NEVER screw up again. Please help.","c_root_id_A":"e6tka1h","c_root_id_B":"e6tpvs1","created_at_utc_A":1538169873,"created_at_utc_B":1538175365,"score_A":148,"score_B":623,"human_ref_A":"Here\u2019s some advice. Stop worrying about your fire dumpster of a career and start giving a shit about your wife and children. Come clean to your wife! Stop perpetuating a lie and continuing a dishonest relationship with the mother of your kids. She deserves much better and so do your children.","human_ref_B":"You were caught on camera and fired for sexually harassing a woman at a company event.   Best case: they say you were terminated and that you are not eligible for rehire. They confirm the dates of employment and your job title.  Worst case: they say you were fired for sexually harassing someone at a company event and lying about it when caught. Those are true things based on your r\/legaladvice update. While you can true to sue for defamation, you probably won't get too far since by your own admission, they are true statements.   A big consideration for the company is how risky they feel it would be *not* to disclose the reason for firing you. Presumably you will work with women again. They may have some liability for negligent hiring if you turn around and sexually harass another woman while working for this new company and it came to their attention that you did the same thing before. Say what you want about being a changed man or whatever, but your original post was about 3 weeks ago and you lied when confronted. Call me skeptical, but I have a hard time believing you made major changes.   Seemed like you had all the answers in your first post. What happened to that confidence?","labels":0,"seconds_difference":5492.0,"score_ratio":4.2094594595}
{"post_id":"9jp4w3","domain":"askhr_validation","upvote_ratio":0.65,"history":"Do you tell employers why you fired someone?(reference check) I was a Director of Operations. I was terminated for sexually harassing a non-employee at a hotel(company function).   I have applied for many positions as Director and mid level manager. I have six interviews set up. I know once I get to the reference check, they will contact my previous employer. I need to know what type of information they can legally provide.  My (now former) boss has not returned a single call or text and neither has HR. I would like for them to say that they laid me off as opposed to termination.  I cannot get unemployment and have money to cover the next six months of bills but would like to get back to working.  What can my former employer tell a new employer? If they are allowed to tell them that I was terminated and why, how can I ever recover from this? I've never been so stressed in my life. I have a wife and children.   I never harassed an employee and never will. I also cut the drinking and will NEVER screw up again. Please help.","c_root_id_A":"e6tpvs1","c_root_id_B":"e6t6yi8","created_at_utc_A":1538175365,"created_at_utc_B":1538158390,"score_A":623,"score_B":125,"human_ref_A":"You were caught on camera and fired for sexually harassing a woman at a company event.   Best case: they say you were terminated and that you are not eligible for rehire. They confirm the dates of employment and your job title.  Worst case: they say you were fired for sexually harassing someone at a company event and lying about it when caught. Those are true things based on your r\/legaladvice update. While you can true to sue for defamation, you probably won't get too far since by your own admission, they are true statements.   A big consideration for the company is how risky they feel it would be *not* to disclose the reason for firing you. Presumably you will work with women again. They may have some liability for negligent hiring if you turn around and sexually harass another woman while working for this new company and it came to their attention that you did the same thing before. Say what you want about being a changed man or whatever, but your original post was about 3 weeks ago and you lied when confronted. Call me skeptical, but I have a hard time believing you made major changes.   Seemed like you had all the answers in your first post. What happened to that confidence?","human_ref_B":"Hahaha i remember you you're a fucking idiot and i love you","labels":1,"seconds_difference":16975.0,"score_ratio":4.984}
{"post_id":"9jp4w3","domain":"askhr_validation","upvote_ratio":0.65,"history":"Do you tell employers why you fired someone?(reference check) I was a Director of Operations. I was terminated for sexually harassing a non-employee at a hotel(company function).   I have applied for many positions as Director and mid level manager. I have six interviews set up. I know once I get to the reference check, they will contact my previous employer. I need to know what type of information they can legally provide.  My (now former) boss has not returned a single call or text and neither has HR. I would like for them to say that they laid me off as opposed to termination.  I cannot get unemployment and have money to cover the next six months of bills but would like to get back to working.  What can my former employer tell a new employer? If they are allowed to tell them that I was terminated and why, how can I ever recover from this? I've never been so stressed in my life. I have a wife and children.   I never harassed an employee and never will. I also cut the drinking and will NEVER screw up again. Please help.","c_root_id_A":"e6tne2p","c_root_id_B":"e6tpvs1","created_at_utc_A":1538172836,"created_at_utc_B":1538175365,"score_A":51,"score_B":623,"human_ref_A":"Username apparently doesn\u2019t check out","human_ref_B":"You were caught on camera and fired for sexually harassing a woman at a company event.   Best case: they say you were terminated and that you are not eligible for rehire. They confirm the dates of employment and your job title.  Worst case: they say you were fired for sexually harassing someone at a company event and lying about it when caught. Those are true things based on your r\/legaladvice update. While you can true to sue for defamation, you probably won't get too far since by your own admission, they are true statements.   A big consideration for the company is how risky they feel it would be *not* to disclose the reason for firing you. Presumably you will work with women again. They may have some liability for negligent hiring if you turn around and sexually harass another woman while working for this new company and it came to their attention that you did the same thing before. Say what you want about being a changed man or whatever, but your original post was about 3 weeks ago and you lied when confronted. Call me skeptical, but I have a hard time believing you made major changes.   Seemed like you had all the answers in your first post. What happened to that confidence?","labels":0,"seconds_difference":2529.0,"score_ratio":12.2156862745}
{"post_id":"9jp4w3","domain":"askhr_validation","upvote_ratio":0.65,"history":"Do you tell employers why you fired someone?(reference check) I was a Director of Operations. I was terminated for sexually harassing a non-employee at a hotel(company function).   I have applied for many positions as Director and mid level manager. I have six interviews set up. I know once I get to the reference check, they will contact my previous employer. I need to know what type of information they can legally provide.  My (now former) boss has not returned a single call or text and neither has HR. I would like for them to say that they laid me off as opposed to termination.  I cannot get unemployment and have money to cover the next six months of bills but would like to get back to working.  What can my former employer tell a new employer? If they are allowed to tell them that I was terminated and why, how can I ever recover from this? I've never been so stressed in my life. I have a wife and children.   I never harassed an employee and never will. I also cut the drinking and will NEVER screw up again. Please help.","c_root_id_A":"e6u7kmj","c_root_id_B":"e6tdwgn","created_at_utc_A":1538196295,"created_at_utc_B":1538164170,"score_A":614,"score_B":426,"human_ref_A":"You were advised, by everyone, to quit instead of waiting to be fired for cause. Instead, you chose to double down on the lies and denials. Now here you are...I hear Denny's might be hiring.","human_ref_B":">I need to know what type of information they can legally provide.  The truth.  As a matter of policy, most companies will not discuss details (though they certainly could do so if they desired), but many will certainly inform reference checkers if you resigned, were laid off, or were fired for-cause.  >My (now former) boss has not returned a single call or text and neither has HR.  This is not surprising.  You are an ex-employee who embarrassed the company, exposed them to legal liability, lied to them, and was fired.  >I would like for them to say that they laid me off as opposed to termination.  So, you are asking your former employer to lie for you?  Why would they do this?  And remember that you lied to them by trying to deny everything (despite being given unanimous advice not to do this by LA); they will be singularly indisposed to do any favors on your behalf, no matter how much you would like them to do so.  >If they are allowed to tell them that I was terminated and why, how can I ever recover from this?  I have to wonder what you are putting on your employment applications as the reason you left your former job.  If you are lying to your future employers, you have both not learned your lesson, and are opening yourself to future sudden for-cause terminations, should they find out the truth at any point.  (A former co-worker could certainly spill the beans, either out of spite, or via just normal chit-chat between people in the same industry.)  You may want to consider the radical strategy of *telling the truth*.  If you had tried this at your hearing at your previous employer they may have even permitted you to resign (or, if you were as valuable as you say you were, they might have even not fired you); now you'll never know.  Trying to sweep the whole mess under the rug has gone horribly for you so far, you may want to discontinue the use of that strategy.  (You could start with your wife... imagine how poorly it's going to go if she ever talks to any of your former co-workers or their spouses?)  Don't wait for a prospective employer to find out from a 3rd party, either before or after they have thought about employing you.  Tell them that you were terminated from your last job for poor judgement brought on by too much alcohol, but you are now X days sober (and I suggest actually staying sober), and it was a mistake that will not be repeated.  >I never harassed an employee and never will.  This statement is evidence that you *still* don't get it.  Engaging in extreme harassment isn't any better just because you inflicted it on an innocent bystander instead of co-worker, yet you kept emphasizing this in your original thread, and you still won't let it go.  The non-employee status of your victim does not, in any way, mitigate your actions.  Until you realize this, I'm not entirely sure you'll manage to not repeat this behavior in the future, despite your promises to yourself otherwise.","labels":1,"seconds_difference":32125.0,"score_ratio":1.441314554}
{"post_id":"9jp4w3","domain":"askhr_validation","upvote_ratio":0.65,"history":"Do you tell employers why you fired someone?(reference check) I was a Director of Operations. I was terminated for sexually harassing a non-employee at a hotel(company function).   I have applied for many positions as Director and mid level manager. I have six interviews set up. I know once I get to the reference check, they will contact my previous employer. I need to know what type of information they can legally provide.  My (now former) boss has not returned a single call or text and neither has HR. I would like for them to say that they laid me off as opposed to termination.  I cannot get unemployment and have money to cover the next six months of bills but would like to get back to working.  What can my former employer tell a new employer? If they are allowed to tell them that I was terminated and why, how can I ever recover from this? I've never been so stressed in my life. I have a wife and children.   I never harassed an employee and never will. I also cut the drinking and will NEVER screw up again. Please help.","c_root_id_A":"e6tka1h","c_root_id_B":"e6u7kmj","created_at_utc_A":1538169873,"created_at_utc_B":1538196295,"score_A":148,"score_B":614,"human_ref_A":"Here\u2019s some advice. Stop worrying about your fire dumpster of a career and start giving a shit about your wife and children. Come clean to your wife! Stop perpetuating a lie and continuing a dishonest relationship with the mother of your kids. She deserves much better and so do your children.","human_ref_B":"You were advised, by everyone, to quit instead of waiting to be fired for cause. Instead, you chose to double down on the lies and denials. Now here you are...I hear Denny's might be hiring.","labels":0,"seconds_difference":26422.0,"score_ratio":4.1486486486}
{"post_id":"9jp4w3","domain":"askhr_validation","upvote_ratio":0.65,"history":"Do you tell employers why you fired someone?(reference check) I was a Director of Operations. I was terminated for sexually harassing a non-employee at a hotel(company function).   I have applied for many positions as Director and mid level manager. I have six interviews set up. I know once I get to the reference check, they will contact my previous employer. I need to know what type of information they can legally provide.  My (now former) boss has not returned a single call or text and neither has HR. I would like for them to say that they laid me off as opposed to termination.  I cannot get unemployment and have money to cover the next six months of bills but would like to get back to working.  What can my former employer tell a new employer? If they are allowed to tell them that I was terminated and why, how can I ever recover from this? I've never been so stressed in my life. I have a wife and children.   I never harassed an employee and never will. I also cut the drinking and will NEVER screw up again. Please help.","c_root_id_A":"e6u7kmj","c_root_id_B":"e6t6yi8","created_at_utc_A":1538196295,"created_at_utc_B":1538158390,"score_A":614,"score_B":125,"human_ref_A":"You were advised, by everyone, to quit instead of waiting to be fired for cause. Instead, you chose to double down on the lies and denials. Now here you are...I hear Denny's might be hiring.","human_ref_B":"Hahaha i remember you you're a fucking idiot and i love you","labels":1,"seconds_difference":37905.0,"score_ratio":4.912}
{"post_id":"9jp4w3","domain":"askhr_validation","upvote_ratio":0.65,"history":"Do you tell employers why you fired someone?(reference check) I was a Director of Operations. I was terminated for sexually harassing a non-employee at a hotel(company function).   I have applied for many positions as Director and mid level manager. I have six interviews set up. I know once I get to the reference check, they will contact my previous employer. I need to know what type of information they can legally provide.  My (now former) boss has not returned a single call or text and neither has HR. I would like for them to say that they laid me off as opposed to termination.  I cannot get unemployment and have money to cover the next six months of bills but would like to get back to working.  What can my former employer tell a new employer? If they are allowed to tell them that I was terminated and why, how can I ever recover from this? I've never been so stressed in my life. I have a wife and children.   I never harassed an employee and never will. I also cut the drinking and will NEVER screw up again. Please help.","c_root_id_A":"e6tve25","c_root_id_B":"e6u7kmj","created_at_utc_A":1538181418,"created_at_utc_B":1538196295,"score_A":81,"score_B":614,"human_ref_A":"If it were my managers and directors,  I'd either give NO reference (which in itself speaks volumes) or state the truth -- that you were terminated for sexually harassment at a company event.    If they have you on video dude, it's over.   They can state anything that they believe to be true.  Your wife and kids deserve more than your drunken idiocy -- wish you would have thought of them before thinking from the lower half of your body.","human_ref_B":"You were advised, by everyone, to quit instead of waiting to be fired for cause. Instead, you chose to double down on the lies and denials. Now here you are...I hear Denny's might be hiring.","labels":0,"seconds_difference":14877.0,"score_ratio":7.5802469136}
{"post_id":"9jp4w3","domain":"askhr_validation","upvote_ratio":0.65,"history":"Do you tell employers why you fired someone?(reference check) I was a Director of Operations. I was terminated for sexually harassing a non-employee at a hotel(company function).   I have applied for many positions as Director and mid level manager. I have six interviews set up. I know once I get to the reference check, they will contact my previous employer. I need to know what type of information they can legally provide.  My (now former) boss has not returned a single call or text and neither has HR. I would like for them to say that they laid me off as opposed to termination.  I cannot get unemployment and have money to cover the next six months of bills but would like to get back to working.  What can my former employer tell a new employer? If they are allowed to tell them that I was terminated and why, how can I ever recover from this? I've never been so stressed in my life. I have a wife and children.   I never harassed an employee and never will. I also cut the drinking and will NEVER screw up again. Please help.","c_root_id_A":"e6tne2p","c_root_id_B":"e6u7kmj","created_at_utc_A":1538172836,"created_at_utc_B":1538196295,"score_A":51,"score_B":614,"human_ref_A":"Username apparently doesn\u2019t check out","human_ref_B":"You were advised, by everyone, to quit instead of waiting to be fired for cause. Instead, you chose to double down on the lies and denials. Now here you are...I hear Denny's might be hiring.","labels":0,"seconds_difference":23459.0,"score_ratio":12.0392156863}
{"post_id":"9jp4w3","domain":"askhr_validation","upvote_ratio":0.65,"history":"Do you tell employers why you fired someone?(reference check) I was a Director of Operations. I was terminated for sexually harassing a non-employee at a hotel(company function).   I have applied for many positions as Director and mid level manager. I have six interviews set up. I know once I get to the reference check, they will contact my previous employer. I need to know what type of information they can legally provide.  My (now former) boss has not returned a single call or text and neither has HR. I would like for them to say that they laid me off as opposed to termination.  I cannot get unemployment and have money to cover the next six months of bills but would like to get back to working.  What can my former employer tell a new employer? If they are allowed to tell them that I was terminated and why, how can I ever recover from this? I've never been so stressed in my life. I have a wife and children.   I never harassed an employee and never will. I also cut the drinking and will NEVER screw up again. Please help.","c_root_id_A":"e6t6yi8","c_root_id_B":"e6tdwgn","created_at_utc_A":1538158390,"created_at_utc_B":1538164170,"score_A":125,"score_B":426,"human_ref_A":"Hahaha i remember you you're a fucking idiot and i love you","human_ref_B":">I need to know what type of information they can legally provide.  The truth.  As a matter of policy, most companies will not discuss details (though they certainly could do so if they desired), but many will certainly inform reference checkers if you resigned, were laid off, or were fired for-cause.  >My (now former) boss has not returned a single call or text and neither has HR.  This is not surprising.  You are an ex-employee who embarrassed the company, exposed them to legal liability, lied to them, and was fired.  >I would like for them to say that they laid me off as opposed to termination.  So, you are asking your former employer to lie for you?  Why would they do this?  And remember that you lied to them by trying to deny everything (despite being given unanimous advice not to do this by LA); they will be singularly indisposed to do any favors on your behalf, no matter how much you would like them to do so.  >If they are allowed to tell them that I was terminated and why, how can I ever recover from this?  I have to wonder what you are putting on your employment applications as the reason you left your former job.  If you are lying to your future employers, you have both not learned your lesson, and are opening yourself to future sudden for-cause terminations, should they find out the truth at any point.  (A former co-worker could certainly spill the beans, either out of spite, or via just normal chit-chat between people in the same industry.)  You may want to consider the radical strategy of *telling the truth*.  If you had tried this at your hearing at your previous employer they may have even permitted you to resign (or, if you were as valuable as you say you were, they might have even not fired you); now you'll never know.  Trying to sweep the whole mess under the rug has gone horribly for you so far, you may want to discontinue the use of that strategy.  (You could start with your wife... imagine how poorly it's going to go if she ever talks to any of your former co-workers or their spouses?)  Don't wait for a prospective employer to find out from a 3rd party, either before or after they have thought about employing you.  Tell them that you were terminated from your last job for poor judgement brought on by too much alcohol, but you are now X days sober (and I suggest actually staying sober), and it was a mistake that will not be repeated.  >I never harassed an employee and never will.  This statement is evidence that you *still* don't get it.  Engaging in extreme harassment isn't any better just because you inflicted it on an innocent bystander instead of co-worker, yet you kept emphasizing this in your original thread, and you still won't let it go.  The non-employee status of your victim does not, in any way, mitigate your actions.  Until you realize this, I'm not entirely sure you'll manage to not repeat this behavior in the future, despite your promises to yourself otherwise.","labels":0,"seconds_difference":5780.0,"score_ratio":3.408}
{"post_id":"9jp4w3","domain":"askhr_validation","upvote_ratio":0.65,"history":"Do you tell employers why you fired someone?(reference check) I was a Director of Operations. I was terminated for sexually harassing a non-employee at a hotel(company function).   I have applied for many positions as Director and mid level manager. I have six interviews set up. I know once I get to the reference check, they will contact my previous employer. I need to know what type of information they can legally provide.  My (now former) boss has not returned a single call or text and neither has HR. I would like for them to say that they laid me off as opposed to termination.  I cannot get unemployment and have money to cover the next six months of bills but would like to get back to working.  What can my former employer tell a new employer? If they are allowed to tell them that I was terminated and why, how can I ever recover from this? I've never been so stressed in my life. I have a wife and children.   I never harassed an employee and never will. I also cut the drinking and will NEVER screw up again. Please help.","c_root_id_A":"e6ubcsb","c_root_id_B":"e6uao87","created_at_utc_A":1538202540,"created_at_utc_B":1538201300,"score_A":379,"score_B":326,"human_ref_A":"You could try for a position in the Supreme Court. They seem to let you argue your case in front of the nation, at the very least.","human_ref_B":">My (now former) boss has not returned a single call or text and neither has HR. I would like for them to say that they laid me off as opposed to termination.  Hold up. Are you asking if you can require a former employer to lie for you? You weren't laid off, which implies market forces beyond your control. You were fired for your own actions.   >... how can I ever recover from this? I've never been so stressed in my life.   Listen. You can recover by acting like an adult and taking ownership of your choices. Stop blaming the hotel, your former boss, and your former company. If questioned about this situation, show that you know that what you did was wrong. Eat some humble pie. Also, stop acting like you're owed something by either former employer or new employer.   You were given great advice on your original thread. \/u\/derspiny told you that your only possibility (slim as it was) of escaping with your job was to go in with a solid plan for self-improvement and making amends. You chose instead to deny, pretend it wasn't you, lie your ass off, and expect your manager to put his own job on the line for you. Are you kidding with this post? Get your act together!   >I have a wife and children.  For the love of God. Stop for a moment and think about how your wife would feel if she was trying to relax in a pool and some drunk skeeze was hitting on her. She gets hit on a dozen times per day; even being regular levels of polite sometimes makes men think she's flirting. And then some asshat thinks it's okay to comment on her swimsuited body at a business event? You know that your wife would complain too, and she damn well should. You would likely be pissed on her behalf. Now pretend that this jerk who hit on your wife *lied about it* to his employer. What actions would you want taken against said skeeze? Would you want him to get fired? Bet you would.  >I never harassed an employee and never will.   Change \"an employee\" to \"any person.\" Is the statement still true? Here's a tip: if you have to qualify your sentences, it's not a great sign.  In conclusion: Man up and accept responsibility for the choices you make. And before you act, try and consider how the other person might feel.","labels":1,"seconds_difference":1240.0,"score_ratio":1.1625766871}
{"post_id":"9jp4w3","domain":"askhr_validation","upvote_ratio":0.65,"history":"Do you tell employers why you fired someone?(reference check) I was a Director of Operations. I was terminated for sexually harassing a non-employee at a hotel(company function).   I have applied for many positions as Director and mid level manager. I have six interviews set up. I know once I get to the reference check, they will contact my previous employer. I need to know what type of information they can legally provide.  My (now former) boss has not returned a single call or text and neither has HR. I would like for them to say that they laid me off as opposed to termination.  I cannot get unemployment and have money to cover the next six months of bills but would like to get back to working.  What can my former employer tell a new employer? If they are allowed to tell them that I was terminated and why, how can I ever recover from this? I've never been so stressed in my life. I have a wife and children.   I never harassed an employee and never will. I also cut the drinking and will NEVER screw up again. Please help.","c_root_id_A":"e6tka1h","c_root_id_B":"e6uao87","created_at_utc_A":1538169873,"created_at_utc_B":1538201300,"score_A":148,"score_B":326,"human_ref_A":"Here\u2019s some advice. Stop worrying about your fire dumpster of a career and start giving a shit about your wife and children. Come clean to your wife! Stop perpetuating a lie and continuing a dishonest relationship with the mother of your kids. She deserves much better and so do your children.","human_ref_B":">My (now former) boss has not returned a single call or text and neither has HR. I would like for them to say that they laid me off as opposed to termination.  Hold up. Are you asking if you can require a former employer to lie for you? You weren't laid off, which implies market forces beyond your control. You were fired for your own actions.   >... how can I ever recover from this? I've never been so stressed in my life.   Listen. You can recover by acting like an adult and taking ownership of your choices. Stop blaming the hotel, your former boss, and your former company. If questioned about this situation, show that you know that what you did was wrong. Eat some humble pie. Also, stop acting like you're owed something by either former employer or new employer.   You were given great advice on your original thread. \/u\/derspiny told you that your only possibility (slim as it was) of escaping with your job was to go in with a solid plan for self-improvement and making amends. You chose instead to deny, pretend it wasn't you, lie your ass off, and expect your manager to put his own job on the line for you. Are you kidding with this post? Get your act together!   >I have a wife and children.  For the love of God. Stop for a moment and think about how your wife would feel if she was trying to relax in a pool and some drunk skeeze was hitting on her. She gets hit on a dozen times per day; even being regular levels of polite sometimes makes men think she's flirting. And then some asshat thinks it's okay to comment on her swimsuited body at a business event? You know that your wife would complain too, and she damn well should. You would likely be pissed on her behalf. Now pretend that this jerk who hit on your wife *lied about it* to his employer. What actions would you want taken against said skeeze? Would you want him to get fired? Bet you would.  >I never harassed an employee and never will.   Change \"an employee\" to \"any person.\" Is the statement still true? Here's a tip: if you have to qualify your sentences, it's not a great sign.  In conclusion: Man up and accept responsibility for the choices you make. And before you act, try and consider how the other person might feel.","labels":0,"seconds_difference":31427.0,"score_ratio":2.2027027027}
{"post_id":"9jp4w3","domain":"askhr_validation","upvote_ratio":0.65,"history":"Do you tell employers why you fired someone?(reference check) I was a Director of Operations. I was terminated for sexually harassing a non-employee at a hotel(company function).   I have applied for many positions as Director and mid level manager. I have six interviews set up. I know once I get to the reference check, they will contact my previous employer. I need to know what type of information they can legally provide.  My (now former) boss has not returned a single call or text and neither has HR. I would like for them to say that they laid me off as opposed to termination.  I cannot get unemployment and have money to cover the next six months of bills but would like to get back to working.  What can my former employer tell a new employer? If they are allowed to tell them that I was terminated and why, how can I ever recover from this? I've never been so stressed in my life. I have a wife and children.   I never harassed an employee and never will. I also cut the drinking and will NEVER screw up again. Please help.","c_root_id_A":"e6t6yi8","c_root_id_B":"e6uao87","created_at_utc_A":1538158390,"created_at_utc_B":1538201300,"score_A":125,"score_B":326,"human_ref_A":"Hahaha i remember you you're a fucking idiot and i love you","human_ref_B":">My (now former) boss has not returned a single call or text and neither has HR. I would like for them to say that they laid me off as opposed to termination.  Hold up. Are you asking if you can require a former employer to lie for you? You weren't laid off, which implies market forces beyond your control. You were fired for your own actions.   >... how can I ever recover from this? I've never been so stressed in my life.   Listen. You can recover by acting like an adult and taking ownership of your choices. Stop blaming the hotel, your former boss, and your former company. If questioned about this situation, show that you know that what you did was wrong. Eat some humble pie. Also, stop acting like you're owed something by either former employer or new employer.   You were given great advice on your original thread. \/u\/derspiny told you that your only possibility (slim as it was) of escaping with your job was to go in with a solid plan for self-improvement and making amends. You chose instead to deny, pretend it wasn't you, lie your ass off, and expect your manager to put his own job on the line for you. Are you kidding with this post? Get your act together!   >I have a wife and children.  For the love of God. Stop for a moment and think about how your wife would feel if she was trying to relax in a pool and some drunk skeeze was hitting on her. She gets hit on a dozen times per day; even being regular levels of polite sometimes makes men think she's flirting. And then some asshat thinks it's okay to comment on her swimsuited body at a business event? You know that your wife would complain too, and she damn well should. You would likely be pissed on her behalf. Now pretend that this jerk who hit on your wife *lied about it* to his employer. What actions would you want taken against said skeeze? Would you want him to get fired? Bet you would.  >I never harassed an employee and never will.   Change \"an employee\" to \"any person.\" Is the statement still true? Here's a tip: if you have to qualify your sentences, it's not a great sign.  In conclusion: Man up and accept responsibility for the choices you make. And before you act, try and consider how the other person might feel.","labels":0,"seconds_difference":42910.0,"score_ratio":2.608}
{"post_id":"9jp4w3","domain":"askhr_validation","upvote_ratio":0.65,"history":"Do you tell employers why you fired someone?(reference check) I was a Director of Operations. I was terminated for sexually harassing a non-employee at a hotel(company function).   I have applied for many positions as Director and mid level manager. I have six interviews set up. I know once I get to the reference check, they will contact my previous employer. I need to know what type of information they can legally provide.  My (now former) boss has not returned a single call or text and neither has HR. I would like for them to say that they laid me off as opposed to termination.  I cannot get unemployment and have money to cover the next six months of bills but would like to get back to working.  What can my former employer tell a new employer? If they are allowed to tell them that I was terminated and why, how can I ever recover from this? I've never been so stressed in my life. I have a wife and children.   I never harassed an employee and never will. I also cut the drinking and will NEVER screw up again. Please help.","c_root_id_A":"e6tve25","c_root_id_B":"e6uao87","created_at_utc_A":1538181418,"created_at_utc_B":1538201300,"score_A":81,"score_B":326,"human_ref_A":"If it were my managers and directors,  I'd either give NO reference (which in itself speaks volumes) or state the truth -- that you were terminated for sexually harassment at a company event.    If they have you on video dude, it's over.   They can state anything that they believe to be true.  Your wife and kids deserve more than your drunken idiocy -- wish you would have thought of them before thinking from the lower half of your body.","human_ref_B":">My (now former) boss has not returned a single call or text and neither has HR. I would like for them to say that they laid me off as opposed to termination.  Hold up. Are you asking if you can require a former employer to lie for you? You weren't laid off, which implies market forces beyond your control. You were fired for your own actions.   >... how can I ever recover from this? I've never been so stressed in my life.   Listen. You can recover by acting like an adult and taking ownership of your choices. Stop blaming the hotel, your former boss, and your former company. If questioned about this situation, show that you know that what you did was wrong. Eat some humble pie. Also, stop acting like you're owed something by either former employer or new employer.   You were given great advice on your original thread. \/u\/derspiny told you that your only possibility (slim as it was) of escaping with your job was to go in with a solid plan for self-improvement and making amends. You chose instead to deny, pretend it wasn't you, lie your ass off, and expect your manager to put his own job on the line for you. Are you kidding with this post? Get your act together!   >I have a wife and children.  For the love of God. Stop for a moment and think about how your wife would feel if she was trying to relax in a pool and some drunk skeeze was hitting on her. She gets hit on a dozen times per day; even being regular levels of polite sometimes makes men think she's flirting. And then some asshat thinks it's okay to comment on her swimsuited body at a business event? You know that your wife would complain too, and she damn well should. You would likely be pissed on her behalf. Now pretend that this jerk who hit on your wife *lied about it* to his employer. What actions would you want taken against said skeeze? Would you want him to get fired? Bet you would.  >I never harassed an employee and never will.   Change \"an employee\" to \"any person.\" Is the statement still true? Here's a tip: if you have to qualify your sentences, it's not a great sign.  In conclusion: Man up and accept responsibility for the choices you make. And before you act, try and consider how the other person might feel.","labels":0,"seconds_difference":19882.0,"score_ratio":4.024691358}
{"post_id":"9jp4w3","domain":"askhr_validation","upvote_ratio":0.65,"history":"Do you tell employers why you fired someone?(reference check) I was a Director of Operations. I was terminated for sexually harassing a non-employee at a hotel(company function).   I have applied for many positions as Director and mid level manager. I have six interviews set up. I know once I get to the reference check, they will contact my previous employer. I need to know what type of information they can legally provide.  My (now former) boss has not returned a single call or text and neither has HR. I would like for them to say that they laid me off as opposed to termination.  I cannot get unemployment and have money to cover the next six months of bills but would like to get back to working.  What can my former employer tell a new employer? If they are allowed to tell them that I was terminated and why, how can I ever recover from this? I've never been so stressed in my life. I have a wife and children.   I never harassed an employee and never will. I also cut the drinking and will NEVER screw up again. Please help.","c_root_id_A":"e6uae0j","c_root_id_B":"e6uao87","created_at_utc_A":1538200792,"created_at_utc_B":1538201300,"score_A":66,"score_B":326,"human_ref_A":"Since no one is actually answering your question I will try to answer it. Yes, I do tell if there is documentation supporting it. I have even shared the discipline and termination letters with potential employers.  \\>  I would like for them to say that they laid me off as opposed to termination.  That is most likely not happening.  You might get lucky on the reference check process as someone else said best case scenario they just confirm dates of employment, many employers do this and provide no detail. But if not you're going to probably end up somewhere that decided not to do reference checks and hopefully you will be able to start over.","human_ref_B":">My (now former) boss has not returned a single call or text and neither has HR. I would like for them to say that they laid me off as opposed to termination.  Hold up. Are you asking if you can require a former employer to lie for you? You weren't laid off, which implies market forces beyond your control. You were fired for your own actions.   >... how can I ever recover from this? I've never been so stressed in my life.   Listen. You can recover by acting like an adult and taking ownership of your choices. Stop blaming the hotel, your former boss, and your former company. If questioned about this situation, show that you know that what you did was wrong. Eat some humble pie. Also, stop acting like you're owed something by either former employer or new employer.   You were given great advice on your original thread. \/u\/derspiny told you that your only possibility (slim as it was) of escaping with your job was to go in with a solid plan for self-improvement and making amends. You chose instead to deny, pretend it wasn't you, lie your ass off, and expect your manager to put his own job on the line for you. Are you kidding with this post? Get your act together!   >I have a wife and children.  For the love of God. Stop for a moment and think about how your wife would feel if she was trying to relax in a pool and some drunk skeeze was hitting on her. She gets hit on a dozen times per day; even being regular levels of polite sometimes makes men think she's flirting. And then some asshat thinks it's okay to comment on her swimsuited body at a business event? You know that your wife would complain too, and she damn well should. You would likely be pissed on her behalf. Now pretend that this jerk who hit on your wife *lied about it* to his employer. What actions would you want taken against said skeeze? Would you want him to get fired? Bet you would.  >I never harassed an employee and never will.   Change \"an employee\" to \"any person.\" Is the statement still true? Here's a tip: if you have to qualify your sentences, it's not a great sign.  In conclusion: Man up and accept responsibility for the choices you make. And before you act, try and consider how the other person might feel.","labels":0,"seconds_difference":508.0,"score_ratio":4.9393939394}
{"post_id":"9jp4w3","domain":"askhr_validation","upvote_ratio":0.65,"history":"Do you tell employers why you fired someone?(reference check) I was a Director of Operations. I was terminated for sexually harassing a non-employee at a hotel(company function).   I have applied for many positions as Director and mid level manager. I have six interviews set up. I know once I get to the reference check, they will contact my previous employer. I need to know what type of information they can legally provide.  My (now former) boss has not returned a single call or text and neither has HR. I would like for them to say that they laid me off as opposed to termination.  I cannot get unemployment and have money to cover the next six months of bills but would like to get back to working.  What can my former employer tell a new employer? If they are allowed to tell them that I was terminated and why, how can I ever recover from this? I've never been so stressed in my life. I have a wife and children.   I never harassed an employee and never will. I also cut the drinking and will NEVER screw up again. Please help.","c_root_id_A":"e6tne2p","c_root_id_B":"e6uao87","created_at_utc_A":1538172836,"created_at_utc_B":1538201300,"score_A":51,"score_B":326,"human_ref_A":"Username apparently doesn\u2019t check out","human_ref_B":">My (now former) boss has not returned a single call or text and neither has HR. I would like for them to say that they laid me off as opposed to termination.  Hold up. Are you asking if you can require a former employer to lie for you? You weren't laid off, which implies market forces beyond your control. You were fired for your own actions.   >... how can I ever recover from this? I've never been so stressed in my life.   Listen. You can recover by acting like an adult and taking ownership of your choices. Stop blaming the hotel, your former boss, and your former company. If questioned about this situation, show that you know that what you did was wrong. Eat some humble pie. Also, stop acting like you're owed something by either former employer or new employer.   You were given great advice on your original thread. \/u\/derspiny told you that your only possibility (slim as it was) of escaping with your job was to go in with a solid plan for self-improvement and making amends. You chose instead to deny, pretend it wasn't you, lie your ass off, and expect your manager to put his own job on the line for you. Are you kidding with this post? Get your act together!   >I have a wife and children.  For the love of God. Stop for a moment and think about how your wife would feel if she was trying to relax in a pool and some drunk skeeze was hitting on her. She gets hit on a dozen times per day; even being regular levels of polite sometimes makes men think she's flirting. And then some asshat thinks it's okay to comment on her swimsuited body at a business event? You know that your wife would complain too, and she damn well should. You would likely be pissed on her behalf. Now pretend that this jerk who hit on your wife *lied about it* to his employer. What actions would you want taken against said skeeze? Would you want him to get fired? Bet you would.  >I never harassed an employee and never will.   Change \"an employee\" to \"any person.\" Is the statement still true? Here's a tip: if you have to qualify your sentences, it's not a great sign.  In conclusion: Man up and accept responsibility for the choices you make. And before you act, try and consider how the other person might feel.","labels":0,"seconds_difference":28464.0,"score_ratio":6.3921568627}
{"post_id":"9jp4w3","domain":"askhr_validation","upvote_ratio":0.65,"history":"Do you tell employers why you fired someone?(reference check) I was a Director of Operations. I was terminated for sexually harassing a non-employee at a hotel(company function).   I have applied for many positions as Director and mid level manager. I have six interviews set up. I know once I get to the reference check, they will contact my previous employer. I need to know what type of information they can legally provide.  My (now former) boss has not returned a single call or text and neither has HR. I would like for them to say that they laid me off as opposed to termination.  I cannot get unemployment and have money to cover the next six months of bills but would like to get back to working.  What can my former employer tell a new employer? If they are allowed to tell them that I was terminated and why, how can I ever recover from this? I've never been so stressed in my life. I have a wife and children.   I never harassed an employee and never will. I also cut the drinking and will NEVER screw up again. Please help.","c_root_id_A":"e6ubcsb","c_root_id_B":"e6tka1h","created_at_utc_A":1538202540,"created_at_utc_B":1538169873,"score_A":379,"score_B":148,"human_ref_A":"You could try for a position in the Supreme Court. They seem to let you argue your case in front of the nation, at the very least.","human_ref_B":"Here\u2019s some advice. Stop worrying about your fire dumpster of a career and start giving a shit about your wife and children. Come clean to your wife! Stop perpetuating a lie and continuing a dishonest relationship with the mother of your kids. She deserves much better and so do your children.","labels":1,"seconds_difference":32667.0,"score_ratio":2.5608108108}
{"post_id":"9jp4w3","domain":"askhr_validation","upvote_ratio":0.65,"history":"Do you tell employers why you fired someone?(reference check) I was a Director of Operations. I was terminated for sexually harassing a non-employee at a hotel(company function).   I have applied for many positions as Director and mid level manager. I have six interviews set up. I know once I get to the reference check, they will contact my previous employer. I need to know what type of information they can legally provide.  My (now former) boss has not returned a single call or text and neither has HR. I would like for them to say that they laid me off as opposed to termination.  I cannot get unemployment and have money to cover the next six months of bills but would like to get back to working.  What can my former employer tell a new employer? If they are allowed to tell them that I was terminated and why, how can I ever recover from this? I've never been so stressed in my life. I have a wife and children.   I never harassed an employee and never will. I also cut the drinking and will NEVER screw up again. Please help.","c_root_id_A":"e6t6yi8","c_root_id_B":"e6ubcsb","created_at_utc_A":1538158390,"created_at_utc_B":1538202540,"score_A":125,"score_B":379,"human_ref_A":"Hahaha i remember you you're a fucking idiot and i love you","human_ref_B":"You could try for a position in the Supreme Court. They seem to let you argue your case in front of the nation, at the very least.","labels":0,"seconds_difference":44150.0,"score_ratio":3.032}
{"post_id":"9jp4w3","domain":"askhr_validation","upvote_ratio":0.65,"history":"Do you tell employers why you fired someone?(reference check) I was a Director of Operations. I was terminated for sexually harassing a non-employee at a hotel(company function).   I have applied for many positions as Director and mid level manager. I have six interviews set up. I know once I get to the reference check, they will contact my previous employer. I need to know what type of information they can legally provide.  My (now former) boss has not returned a single call or text and neither has HR. I would like for them to say that they laid me off as opposed to termination.  I cannot get unemployment and have money to cover the next six months of bills but would like to get back to working.  What can my former employer tell a new employer? If they are allowed to tell them that I was terminated and why, how can I ever recover from this? I've never been so stressed in my life. I have a wife and children.   I never harassed an employee and never will. I also cut the drinking and will NEVER screw up again. Please help.","c_root_id_A":"e6ubcsb","c_root_id_B":"e6tve25","created_at_utc_A":1538202540,"created_at_utc_B":1538181418,"score_A":379,"score_B":81,"human_ref_A":"You could try for a position in the Supreme Court. They seem to let you argue your case in front of the nation, at the very least.","human_ref_B":"If it were my managers and directors,  I'd either give NO reference (which in itself speaks volumes) or state the truth -- that you were terminated for sexually harassment at a company event.    If they have you on video dude, it's over.   They can state anything that they believe to be true.  Your wife and kids deserve more than your drunken idiocy -- wish you would have thought of them before thinking from the lower half of your body.","labels":1,"seconds_difference":21122.0,"score_ratio":4.6790123457}
{"post_id":"9jp4w3","domain":"askhr_validation","upvote_ratio":0.65,"history":"Do you tell employers why you fired someone?(reference check) I was a Director of Operations. I was terminated for sexually harassing a non-employee at a hotel(company function).   I have applied for many positions as Director and mid level manager. I have six interviews set up. I know once I get to the reference check, they will contact my previous employer. I need to know what type of information they can legally provide.  My (now former) boss has not returned a single call or text and neither has HR. I would like for them to say that they laid me off as opposed to termination.  I cannot get unemployment and have money to cover the next six months of bills but would like to get back to working.  What can my former employer tell a new employer? If they are allowed to tell them that I was terminated and why, how can I ever recover from this? I've never been so stressed in my life. I have a wife and children.   I never harassed an employee and never will. I also cut the drinking and will NEVER screw up again. Please help.","c_root_id_A":"e6ubcsb","c_root_id_B":"e6uae0j","created_at_utc_A":1538202540,"created_at_utc_B":1538200792,"score_A":379,"score_B":66,"human_ref_A":"You could try for a position in the Supreme Court. They seem to let you argue your case in front of the nation, at the very least.","human_ref_B":"Since no one is actually answering your question I will try to answer it. Yes, I do tell if there is documentation supporting it. I have even shared the discipline and termination letters with potential employers.  \\>  I would like for them to say that they laid me off as opposed to termination.  That is most likely not happening.  You might get lucky on the reference check process as someone else said best case scenario they just confirm dates of employment, many employers do this and provide no detail. But if not you're going to probably end up somewhere that decided not to do reference checks and hopefully you will be able to start over.","labels":1,"seconds_difference":1748.0,"score_ratio":5.7424242424}
{"post_id":"9jp4w3","domain":"askhr_validation","upvote_ratio":0.65,"history":"Do you tell employers why you fired someone?(reference check) I was a Director of Operations. I was terminated for sexually harassing a non-employee at a hotel(company function).   I have applied for many positions as Director and mid level manager. I have six interviews set up. I know once I get to the reference check, they will contact my previous employer. I need to know what type of information they can legally provide.  My (now former) boss has not returned a single call or text and neither has HR. I would like for them to say that they laid me off as opposed to termination.  I cannot get unemployment and have money to cover the next six months of bills but would like to get back to working.  What can my former employer tell a new employer? If they are allowed to tell them that I was terminated and why, how can I ever recover from this? I've never been so stressed in my life. I have a wife and children.   I never harassed an employee and never will. I also cut the drinking and will NEVER screw up again. Please help.","c_root_id_A":"e6tne2p","c_root_id_B":"e6ubcsb","created_at_utc_A":1538172836,"created_at_utc_B":1538202540,"score_A":51,"score_B":379,"human_ref_A":"Username apparently doesn\u2019t check out","human_ref_B":"You could try for a position in the Supreme Court. They seem to let you argue your case in front of the nation, at the very least.","labels":0,"seconds_difference":29704.0,"score_ratio":7.431372549}
{"post_id":"9jp4w3","domain":"askhr_validation","upvote_ratio":0.65,"history":"Do you tell employers why you fired someone?(reference check) I was a Director of Operations. I was terminated for sexually harassing a non-employee at a hotel(company function).   I have applied for many positions as Director and mid level manager. I have six interviews set up. I know once I get to the reference check, they will contact my previous employer. I need to know what type of information they can legally provide.  My (now former) boss has not returned a single call or text and neither has HR. I would like for them to say that they laid me off as opposed to termination.  I cannot get unemployment and have money to cover the next six months of bills but would like to get back to working.  What can my former employer tell a new employer? If they are allowed to tell them that I was terminated and why, how can I ever recover from this? I've never been so stressed in my life. I have a wife and children.   I never harassed an employee and never will. I also cut the drinking and will NEVER screw up again. Please help.","c_root_id_A":"e6tka1h","c_root_id_B":"e6t6yi8","created_at_utc_A":1538169873,"created_at_utc_B":1538158390,"score_A":148,"score_B":125,"human_ref_A":"Here\u2019s some advice. Stop worrying about your fire dumpster of a career and start giving a shit about your wife and children. Come clean to your wife! Stop perpetuating a lie and continuing a dishonest relationship with the mother of your kids. She deserves much better and so do your children.","human_ref_B":"Hahaha i remember you you're a fucking idiot and i love you","labels":1,"seconds_difference":11483.0,"score_ratio":1.184}
{"post_id":"9jp4w3","domain":"askhr_validation","upvote_ratio":0.65,"history":"Do you tell employers why you fired someone?(reference check) I was a Director of Operations. I was terminated for sexually harassing a non-employee at a hotel(company function).   I have applied for many positions as Director and mid level manager. I have six interviews set up. I know once I get to the reference check, they will contact my previous employer. I need to know what type of information they can legally provide.  My (now former) boss has not returned a single call or text and neither has HR. I would like for them to say that they laid me off as opposed to termination.  I cannot get unemployment and have money to cover the next six months of bills but would like to get back to working.  What can my former employer tell a new employer? If they are allowed to tell them that I was terminated and why, how can I ever recover from this? I've never been so stressed in my life. I have a wife and children.   I never harassed an employee and never will. I also cut the drinking and will NEVER screw up again. Please help.","c_root_id_A":"e6tve25","c_root_id_B":"e6tne2p","created_at_utc_A":1538181418,"created_at_utc_B":1538172836,"score_A":81,"score_B":51,"human_ref_A":"If it were my managers and directors,  I'd either give NO reference (which in itself speaks volumes) or state the truth -- that you were terminated for sexually harassment at a company event.    If they have you on video dude, it's over.   They can state anything that they believe to be true.  Your wife and kids deserve more than your drunken idiocy -- wish you would have thought of them before thinking from the lower half of your body.","human_ref_B":"Username apparently doesn\u2019t check out","labels":1,"seconds_difference":8582.0,"score_ratio":1.5882352941}
{"post_id":"9jp4w3","domain":"askhr_validation","upvote_ratio":0.65,"history":"Do you tell employers why you fired someone?(reference check) I was a Director of Operations. I was terminated for sexually harassing a non-employee at a hotel(company function).   I have applied for many positions as Director and mid level manager. I have six interviews set up. I know once I get to the reference check, they will contact my previous employer. I need to know what type of information they can legally provide.  My (now former) boss has not returned a single call or text and neither has HR. I would like for them to say that they laid me off as opposed to termination.  I cannot get unemployment and have money to cover the next six months of bills but would like to get back to working.  What can my former employer tell a new employer? If they are allowed to tell them that I was terminated and why, how can I ever recover from this? I've never been so stressed in my life. I have a wife and children.   I never harassed an employee and never will. I also cut the drinking and will NEVER screw up again. Please help.","c_root_id_A":"e6urhak","c_root_id_B":"e6tve25","created_at_utc_A":1538231612,"created_at_utc_B":1538181418,"score_A":90,"score_B":81,"human_ref_A":"Dude. I\u2019m glad to see you back. Mostly because I was curious, but also in the hopes that some of these good suggestions might sink in. Your previous employer will not lie for you, nor should they. The only option you have here is the self-improvement track. Quit drinking. Work a program. Come clean with your wife. Your stress is not from the job, it\u2019s from the lying. This is your chance to start a new life, unencumbered by your ego, materialism and entitlement. People bounce back from worse than this all the time. I have, and you can too.   Source: Recovering alcoholic, have been terminated for cause.","human_ref_B":"If it were my managers and directors,  I'd either give NO reference (which in itself speaks volumes) or state the truth -- that you were terminated for sexually harassment at a company event.    If they have you on video dude, it's over.   They can state anything that they believe to be true.  Your wife and kids deserve more than your drunken idiocy -- wish you would have thought of them before thinking from the lower half of your body.","labels":1,"seconds_difference":50194.0,"score_ratio":1.1111111111}
{"post_id":"9jp4w3","domain":"askhr_validation","upvote_ratio":0.65,"history":"Do you tell employers why you fired someone?(reference check) I was a Director of Operations. I was terminated for sexually harassing a non-employee at a hotel(company function).   I have applied for many positions as Director and mid level manager. I have six interviews set up. I know once I get to the reference check, they will contact my previous employer. I need to know what type of information they can legally provide.  My (now former) boss has not returned a single call or text and neither has HR. I would like for them to say that they laid me off as opposed to termination.  I cannot get unemployment and have money to cover the next six months of bills but would like to get back to working.  What can my former employer tell a new employer? If they are allowed to tell them that I was terminated and why, how can I ever recover from this? I've never been so stressed in my life. I have a wife and children.   I never harassed an employee and never will. I also cut the drinking and will NEVER screw up again. Please help.","c_root_id_A":"e6uc9jz","c_root_id_B":"e6uae0j","created_at_utc_A":1538204272,"created_at_utc_B":1538200792,"score_A":80,"score_B":66,"human_ref_A":"> I have a wife and children.  You only just got a wife and children after you sexually harassed someone? How did you manage that?","human_ref_B":"Since no one is actually answering your question I will try to answer it. Yes, I do tell if there is documentation supporting it. I have even shared the discipline and termination letters with potential employers.  \\>  I would like for them to say that they laid me off as opposed to termination.  That is most likely not happening.  You might get lucky on the reference check process as someone else said best case scenario they just confirm dates of employment, many employers do this and provide no detail. But if not you're going to probably end up somewhere that decided not to do reference checks and hopefully you will be able to start over.","labels":1,"seconds_difference":3480.0,"score_ratio":1.2121212121}
{"post_id":"9jp4w3","domain":"askhr_validation","upvote_ratio":0.65,"history":"Do you tell employers why you fired someone?(reference check) I was a Director of Operations. I was terminated for sexually harassing a non-employee at a hotel(company function).   I have applied for many positions as Director and mid level manager. I have six interviews set up. I know once I get to the reference check, they will contact my previous employer. I need to know what type of information they can legally provide.  My (now former) boss has not returned a single call or text and neither has HR. I would like for them to say that they laid me off as opposed to termination.  I cannot get unemployment and have money to cover the next six months of bills but would like to get back to working.  What can my former employer tell a new employer? If they are allowed to tell them that I was terminated and why, how can I ever recover from this? I've never been so stressed in my life. I have a wife and children.   I never harassed an employee and never will. I also cut the drinking and will NEVER screw up again. Please help.","c_root_id_A":"e6uae0j","c_root_id_B":"e6tne2p","created_at_utc_A":1538200792,"created_at_utc_B":1538172836,"score_A":66,"score_B":51,"human_ref_A":"Since no one is actually answering your question I will try to answer it. Yes, I do tell if there is documentation supporting it. I have even shared the discipline and termination letters with potential employers.  \\>  I would like for them to say that they laid me off as opposed to termination.  That is most likely not happening.  You might get lucky on the reference check process as someone else said best case scenario they just confirm dates of employment, many employers do this and provide no detail. But if not you're going to probably end up somewhere that decided not to do reference checks and hopefully you will be able to start over.","human_ref_B":"Username apparently doesn\u2019t check out","labels":1,"seconds_difference":27956.0,"score_ratio":1.2941176471}
{"post_id":"9jp4w3","domain":"askhr_validation","upvote_ratio":0.65,"history":"Do you tell employers why you fired someone?(reference check) I was a Director of Operations. I was terminated for sexually harassing a non-employee at a hotel(company function).   I have applied for many positions as Director and mid level manager. I have six interviews set up. I know once I get to the reference check, they will contact my previous employer. I need to know what type of information they can legally provide.  My (now former) boss has not returned a single call or text and neither has HR. I would like for them to say that they laid me off as opposed to termination.  I cannot get unemployment and have money to cover the next six months of bills but would like to get back to working.  What can my former employer tell a new employer? If they are allowed to tell them that I was terminated and why, how can I ever recover from this? I've never been so stressed in my life. I have a wife and children.   I never harassed an employee and never will. I also cut the drinking and will NEVER screw up again. Please help.","c_root_id_A":"e6urhak","c_root_id_B":"e6uae0j","created_at_utc_A":1538231612,"created_at_utc_B":1538200792,"score_A":90,"score_B":66,"human_ref_A":"Dude. I\u2019m glad to see you back. Mostly because I was curious, but also in the hopes that some of these good suggestions might sink in. Your previous employer will not lie for you, nor should they. The only option you have here is the self-improvement track. Quit drinking. Work a program. Come clean with your wife. Your stress is not from the job, it\u2019s from the lying. This is your chance to start a new life, unencumbered by your ego, materialism and entitlement. People bounce back from worse than this all the time. I have, and you can too.   Source: Recovering alcoholic, have been terminated for cause.","human_ref_B":"Since no one is actually answering your question I will try to answer it. Yes, I do tell if there is documentation supporting it. I have even shared the discipline and termination letters with potential employers.  \\>  I would like for them to say that they laid me off as opposed to termination.  That is most likely not happening.  You might get lucky on the reference check process as someone else said best case scenario they just confirm dates of employment, many employers do this and provide no detail. But if not you're going to probably end up somewhere that decided not to do reference checks and hopefully you will be able to start over.","labels":1,"seconds_difference":30820.0,"score_ratio":1.3636363636}
{"post_id":"9jp4w3","domain":"askhr_validation","upvote_ratio":0.65,"history":"Do you tell employers why you fired someone?(reference check) I was a Director of Operations. I was terminated for sexually harassing a non-employee at a hotel(company function).   I have applied for many positions as Director and mid level manager. I have six interviews set up. I know once I get to the reference check, they will contact my previous employer. I need to know what type of information they can legally provide.  My (now former) boss has not returned a single call or text and neither has HR. I would like for them to say that they laid me off as opposed to termination.  I cannot get unemployment and have money to cover the next six months of bills but would like to get back to working.  What can my former employer tell a new employer? If they are allowed to tell them that I was terminated and why, how can I ever recover from this? I've never been so stressed in my life. I have a wife and children.   I never harassed an employee and never will. I also cut the drinking and will NEVER screw up again. Please help.","c_root_id_A":"e6tne2p","c_root_id_B":"e6uc9jz","created_at_utc_A":1538172836,"created_at_utc_B":1538204272,"score_A":51,"score_B":80,"human_ref_A":"Username apparently doesn\u2019t check out","human_ref_B":"> I have a wife and children.  You only just got a wife and children after you sexually harassed someone? How did you manage that?","labels":0,"seconds_difference":31436.0,"score_ratio":1.568627451}
{"post_id":"9jp4w3","domain":"askhr_validation","upvote_ratio":0.65,"history":"Do you tell employers why you fired someone?(reference check) I was a Director of Operations. I was terminated for sexually harassing a non-employee at a hotel(company function).   I have applied for many positions as Director and mid level manager. I have six interviews set up. I know once I get to the reference check, they will contact my previous employer. I need to know what type of information they can legally provide.  My (now former) boss has not returned a single call or text and neither has HR. I would like for them to say that they laid me off as opposed to termination.  I cannot get unemployment and have money to cover the next six months of bills but would like to get back to working.  What can my former employer tell a new employer? If they are allowed to tell them that I was terminated and why, how can I ever recover from this? I've never been so stressed in my life. I have a wife and children.   I never harassed an employee and never will. I also cut the drinking and will NEVER screw up again. Please help.","c_root_id_A":"e6urhak","c_root_id_B":"e6uc9jz","created_at_utc_A":1538231612,"created_at_utc_B":1538204272,"score_A":90,"score_B":80,"human_ref_A":"Dude. I\u2019m glad to see you back. Mostly because I was curious, but also in the hopes that some of these good suggestions might sink in. Your previous employer will not lie for you, nor should they. The only option you have here is the self-improvement track. Quit drinking. Work a program. Come clean with your wife. Your stress is not from the job, it\u2019s from the lying. This is your chance to start a new life, unencumbered by your ego, materialism and entitlement. People bounce back from worse than this all the time. I have, and you can too.   Source: Recovering alcoholic, have been terminated for cause.","human_ref_B":"> I have a wife and children.  You only just got a wife and children after you sexually harassed someone? How did you manage that?","labels":1,"seconds_difference":27340.0,"score_ratio":1.125}
{"post_id":"9jp4w3","domain":"askhr_validation","upvote_ratio":0.65,"history":"Do you tell employers why you fired someone?(reference check) I was a Director of Operations. I was terminated for sexually harassing a non-employee at a hotel(company function).   I have applied for many positions as Director and mid level manager. I have six interviews set up. I know once I get to the reference check, they will contact my previous employer. I need to know what type of information they can legally provide.  My (now former) boss has not returned a single call or text and neither has HR. I would like for them to say that they laid me off as opposed to termination.  I cannot get unemployment and have money to cover the next six months of bills but would like to get back to working.  What can my former employer tell a new employer? If they are allowed to tell them that I was terminated and why, how can I ever recover from this? I've never been so stressed in my life. I have a wife and children.   I never harassed an employee and never will. I also cut the drinking and will NEVER screw up again. Please help.","c_root_id_A":"e6uf2ny","c_root_id_B":"e6tne2p","created_at_utc_A":1538210336,"created_at_utc_B":1538172836,"score_A":52,"score_B":51,"human_ref_A":"Ok here\u2019s what you do. You tell the next employer, verbatim, \u201c I\u2019m a shitty human being and I don\u2019t deserve to live anywhere near comfortable, I sexually harassed a woman, then lied about it to my previous employer about it, got their company banned for life from abc hotel, then cried on the internet about how I might be fired for it\u201d   Seriously get fucked dude","human_ref_B":"Username apparently doesn\u2019t check out","labels":1,"seconds_difference":37500.0,"score_ratio":1.0196078431}
{"post_id":"9jp4w3","domain":"askhr_validation","upvote_ratio":0.65,"history":"Do you tell employers why you fired someone?(reference check) I was a Director of Operations. I was terminated for sexually harassing a non-employee at a hotel(company function).   I have applied for many positions as Director and mid level manager. I have six interviews set up. I know once I get to the reference check, they will contact my previous employer. I need to know what type of information they can legally provide.  My (now former) boss has not returned a single call or text and neither has HR. I would like for them to say that they laid me off as opposed to termination.  I cannot get unemployment and have money to cover the next six months of bills but would like to get back to working.  What can my former employer tell a new employer? If they are allowed to tell them that I was terminated and why, how can I ever recover from this? I've never been so stressed in my life. I have a wife and children.   I never harassed an employee and never will. I also cut the drinking and will NEVER screw up again. Please help.","c_root_id_A":"e6urhak","c_root_id_B":"e6tne2p","created_at_utc_A":1538231612,"created_at_utc_B":1538172836,"score_A":90,"score_B":51,"human_ref_A":"Dude. I\u2019m glad to see you back. Mostly because I was curious, but also in the hopes that some of these good suggestions might sink in. Your previous employer will not lie for you, nor should they. The only option you have here is the self-improvement track. Quit drinking. Work a program. Come clean with your wife. Your stress is not from the job, it\u2019s from the lying. This is your chance to start a new life, unencumbered by your ego, materialism and entitlement. People bounce back from worse than this all the time. I have, and you can too.   Source: Recovering alcoholic, have been terminated for cause.","human_ref_B":"Username apparently doesn\u2019t check out","labels":1,"seconds_difference":58776.0,"score_ratio":1.7647058824}
{"post_id":"9jp4w3","domain":"askhr_validation","upvote_ratio":0.65,"history":"Do you tell employers why you fired someone?(reference check) I was a Director of Operations. I was terminated for sexually harassing a non-employee at a hotel(company function).   I have applied for many positions as Director and mid level manager. I have six interviews set up. I know once I get to the reference check, they will contact my previous employer. I need to know what type of information they can legally provide.  My (now former) boss has not returned a single call or text and neither has HR. I would like for them to say that they laid me off as opposed to termination.  I cannot get unemployment and have money to cover the next six months of bills but would like to get back to working.  What can my former employer tell a new employer? If they are allowed to tell them that I was terminated and why, how can I ever recover from this? I've never been so stressed in my life. I have a wife and children.   I never harassed an employee and never will. I also cut the drinking and will NEVER screw up again. Please help.","c_root_id_A":"e6urhak","c_root_id_B":"e6uf2ny","created_at_utc_A":1538231612,"created_at_utc_B":1538210336,"score_A":90,"score_B":52,"human_ref_A":"Dude. I\u2019m glad to see you back. Mostly because I was curious, but also in the hopes that some of these good suggestions might sink in. Your previous employer will not lie for you, nor should they. The only option you have here is the self-improvement track. Quit drinking. Work a program. Come clean with your wife. Your stress is not from the job, it\u2019s from the lying. This is your chance to start a new life, unencumbered by your ego, materialism and entitlement. People bounce back from worse than this all the time. I have, and you can too.   Source: Recovering alcoholic, have been terminated for cause.","human_ref_B":"Ok here\u2019s what you do. You tell the next employer, verbatim, \u201c I\u2019m a shitty human being and I don\u2019t deserve to live anywhere near comfortable, I sexually harassed a woman, then lied about it to my previous employer about it, got their company banned for life from abc hotel, then cried on the internet about how I might be fired for it\u201d   Seriously get fucked dude","labels":1,"seconds_difference":21276.0,"score_ratio":1.7307692308}
{"post_id":"9jp4w3","domain":"askhr_validation","upvote_ratio":0.65,"history":"Do you tell employers why you fired someone?(reference check) I was a Director of Operations. I was terminated for sexually harassing a non-employee at a hotel(company function).   I have applied for many positions as Director and mid level manager. I have six interviews set up. I know once I get to the reference check, they will contact my previous employer. I need to know what type of information they can legally provide.  My (now former) boss has not returned a single call or text and neither has HR. I would like for them to say that they laid me off as opposed to termination.  I cannot get unemployment and have money to cover the next six months of bills but would like to get back to working.  What can my former employer tell a new employer? If they are allowed to tell them that I was terminated and why, how can I ever recover from this? I've never been so stressed in my life. I have a wife and children.   I never harassed an employee and never will. I also cut the drinking and will NEVER screw up again. Please help.","c_root_id_A":"e6urhak","c_root_id_B":"e6ugkhp","created_at_utc_A":1538231612,"created_at_utc_B":1538213917,"score_A":90,"score_B":14,"human_ref_A":"Dude. I\u2019m glad to see you back. Mostly because I was curious, but also in the hopes that some of these good suggestions might sink in. Your previous employer will not lie for you, nor should they. The only option you have here is the self-improvement track. Quit drinking. Work a program. Come clean with your wife. Your stress is not from the job, it\u2019s from the lying. This is your chance to start a new life, unencumbered by your ego, materialism and entitlement. People bounce back from worse than this all the time. I have, and you can too.   Source: Recovering alcoholic, have been terminated for cause.","human_ref_B":"They can say anything about you that is either an opinion or the truth.  I can think of two options:  One, give prospective employers the name\/contact info of a peer or colleague.  Some companies will go with whatever you give them.  Second option is \"spin\".  Get in front of it so they hear your explanation before they hear what your former employer says. \"I'm afraid they won't give me any kind of a recommendation.  You see, there was a misunderstanding, and after some discussion we decided it was better to part ways.  They listened to my explanation of what actually happened, but in the end I suppose it didn't matter.  The appearance of a problem was a bigger deal than whether the complaint was true.  I understand, and given the situation,  I do believe I was treated fairly.  It was just a really unfortunate mess.\"  Confidence and charisma can do wonders.","labels":1,"seconds_difference":17695.0,"score_ratio":6.4285714286}
{"post_id":"9jp4w3","domain":"askhr_validation","upvote_ratio":0.65,"history":"Do you tell employers why you fired someone?(reference check) I was a Director of Operations. I was terminated for sexually harassing a non-employee at a hotel(company function).   I have applied for many positions as Director and mid level manager. I have six interviews set up. I know once I get to the reference check, they will contact my previous employer. I need to know what type of information they can legally provide.  My (now former) boss has not returned a single call or text and neither has HR. I would like for them to say that they laid me off as opposed to termination.  I cannot get unemployment and have money to cover the next six months of bills but would like to get back to working.  What can my former employer tell a new employer? If they are allowed to tell them that I was terminated and why, how can I ever recover from this? I've never been so stressed in my life. I have a wife and children.   I never harassed an employee and never will. I also cut the drinking and will NEVER screw up again. Please help.","c_root_id_A":"e6urhak","c_root_id_B":"e6ul0zw","created_at_utc_A":1538231612,"created_at_utc_B":1538223263,"score_A":90,"score_B":22,"human_ref_A":"Dude. I\u2019m glad to see you back. Mostly because I was curious, but also in the hopes that some of these good suggestions might sink in. Your previous employer will not lie for you, nor should they. The only option you have here is the self-improvement track. Quit drinking. Work a program. Come clean with your wife. Your stress is not from the job, it\u2019s from the lying. This is your chance to start a new life, unencumbered by your ego, materialism and entitlement. People bounce back from worse than this all the time. I have, and you can too.   Source: Recovering alcoholic, have been terminated for cause.","human_ref_B":"I'm in a similar situation and could really use some perspective\/advice.   A year ago, I was fired for being away from the office on company time. One day during office hours, I attended a friend's funeral which took me away from the office for about 4 hours. I didn't tell my boss I would be away because nearly the entire office was away at an annual meeting. I thought no one would notice. I was wrong.   My manager and I had an understanding that, if you need some time, take some time. Just be discreet about it. If I had any inclination that I would have lost my job over it, I never would have done it. (And believe me, I will never do something like this ever again.) But here I am.   I made several mistakes: I violated company policy in being away without requesting time. And I lied about my being in the office before I left for the funeral. (I wasn't. I went straight to the funeral, and then came in later that day.) I own all of that.   In job interviews, I get asked every time, \"why did you leave your last job?\"   When I have asked for advice from HR friends, they all say, \"you can't tell them you got fired. Say you got laid off, that it was a great company, and that you're looking forward to what is next.\" So that's what I tell them. But it seems like the advice given here is, \"tell them you got fired, and why, and take your chances.\"   My question is, will they ultimately go to my past employer? And if my past employer says, \"terminated, not eligible for re-hire\", does that shut it down right there? My sense is that that is what is happening. So what should I tell them?  I'm not asking for my job back. I just need to know how to handle this going forward. Any advice you can offer would be appreciated. Thanks.","labels":1,"seconds_difference":8349.0,"score_ratio":4.0909090909}
{"post_id":"9jp4w3","domain":"askhr_validation","upvote_ratio":0.65,"history":"Do you tell employers why you fired someone?(reference check) I was a Director of Operations. I was terminated for sexually harassing a non-employee at a hotel(company function).   I have applied for many positions as Director and mid level manager. I have six interviews set up. I know once I get to the reference check, they will contact my previous employer. I need to know what type of information they can legally provide.  My (now former) boss has not returned a single call or text and neither has HR. I would like for them to say that they laid me off as opposed to termination.  I cannot get unemployment and have money to cover the next six months of bills but would like to get back to working.  What can my former employer tell a new employer? If they are allowed to tell them that I was terminated and why, how can I ever recover from this? I've never been so stressed in my life. I have a wife and children.   I never harassed an employee and never will. I also cut the drinking and will NEVER screw up again. Please help.","c_root_id_A":"e6ugkhp","c_root_id_B":"e6ul0zw","created_at_utc_A":1538213917,"created_at_utc_B":1538223263,"score_A":14,"score_B":22,"human_ref_A":"They can say anything about you that is either an opinion or the truth.  I can think of two options:  One, give prospective employers the name\/contact info of a peer or colleague.  Some companies will go with whatever you give them.  Second option is \"spin\".  Get in front of it so they hear your explanation before they hear what your former employer says. \"I'm afraid they won't give me any kind of a recommendation.  You see, there was a misunderstanding, and after some discussion we decided it was better to part ways.  They listened to my explanation of what actually happened, but in the end I suppose it didn't matter.  The appearance of a problem was a bigger deal than whether the complaint was true.  I understand, and given the situation,  I do believe I was treated fairly.  It was just a really unfortunate mess.\"  Confidence and charisma can do wonders.","human_ref_B":"I'm in a similar situation and could really use some perspective\/advice.   A year ago, I was fired for being away from the office on company time. One day during office hours, I attended a friend's funeral which took me away from the office for about 4 hours. I didn't tell my boss I would be away because nearly the entire office was away at an annual meeting. I thought no one would notice. I was wrong.   My manager and I had an understanding that, if you need some time, take some time. Just be discreet about it. If I had any inclination that I would have lost my job over it, I never would have done it. (And believe me, I will never do something like this ever again.) But here I am.   I made several mistakes: I violated company policy in being away without requesting time. And I lied about my being in the office before I left for the funeral. (I wasn't. I went straight to the funeral, and then came in later that day.) I own all of that.   In job interviews, I get asked every time, \"why did you leave your last job?\"   When I have asked for advice from HR friends, they all say, \"you can't tell them you got fired. Say you got laid off, that it was a great company, and that you're looking forward to what is next.\" So that's what I tell them. But it seems like the advice given here is, \"tell them you got fired, and why, and take your chances.\"   My question is, will they ultimately go to my past employer? And if my past employer says, \"terminated, not eligible for re-hire\", does that shut it down right there? My sense is that that is what is happening. So what should I tell them?  I'm not asking for my job back. I just need to know how to handle this going forward. Any advice you can offer would be appreciated. Thanks.","labels":0,"seconds_difference":9346.0,"score_ratio":1.5714285714}
{"post_id":"dtk0eu","domain":"askhr_validation","upvote_ratio":0.9,"history":"Annual leave reason made public First post, on mobile, be kind  My wife is expecting and had had to book leave for her first antinatal appointment. We are in the UK so it is paid leave  For some reason her work make public to a group of Project Managers the reasons for all leave request  She has already been congratulated by someone from that group who isn\u2019t directly responsible for her leave.  Given it is still very early days and we haven\u2019t even told family yet this is clearly not ideal  Are there rules (not sure if it is GDPR) that should prevent people from finding out this sort of information when it isn\u2019t relevant to them. And especially then sharing this information in the work place?  Any advice would be much appreciated","c_root_id_A":"f6x49ii","c_root_id_B":"f6x6wip","created_at_utc_A":1573241599,"created_at_utc_B":1573243342,"score_A":10,"score_B":86,"human_ref_A":"does  (or could) she be assigned to work on projects for these PM over the next 8+ months or during the time period she would be out on continuous leave?  Who does she book her leave with? Does she know who made it public and how - i.e. what was the context?  The UK is not my country and there are a few HR's here who know UK law\/HR. Hopefully they will respond.  In the US though, some of this would be \"need to know\"..... and if the PMs were the ones scheduling her work, it might follow that they would be in the need to know category here. (eta: need to know that she will be out x times per month in the next 8 months and then for a block of time for x weeks\/months...not the specific condition)","human_ref_B":"Medical information is classed as \"sensitive personal data\" by GDPR, so yes, I would say your wife has a solid reason to complain from a legal perspective.  (I work in HR in the UK and cannot imagine why they thought this would be okay to disclose...)","labels":0,"seconds_difference":1743.0,"score_ratio":8.6}
{"post_id":"dtk0eu","domain":"askhr_validation","upvote_ratio":0.9,"history":"Annual leave reason made public First post, on mobile, be kind  My wife is expecting and had had to book leave for her first antinatal appointment. We are in the UK so it is paid leave  For some reason her work make public to a group of Project Managers the reasons for all leave request  She has already been congratulated by someone from that group who isn\u2019t directly responsible for her leave.  Given it is still very early days and we haven\u2019t even told family yet this is clearly not ideal  Are there rules (not sure if it is GDPR) that should prevent people from finding out this sort of information when it isn\u2019t relevant to them. And especially then sharing this information in the work place?  Any advice would be much appreciated","c_root_id_A":"f6x49ii","c_root_id_B":"f6x7h7f","created_at_utc_A":1573241599,"created_at_utc_B":1573243733,"score_A":10,"score_B":11,"human_ref_A":"does  (or could) she be assigned to work on projects for these PM over the next 8+ months or during the time period she would be out on continuous leave?  Who does she book her leave with? Does she know who made it public and how - i.e. what was the context?  The UK is not my country and there are a few HR's here who know UK law\/HR. Hopefully they will respond.  In the US though, some of this would be \"need to know\"..... and if the PMs were the ones scheduling her work, it might follow that they would be in the need to know category here. (eta: need to know that she will be out x times per month in the next 8 months and then for a block of time for x weeks\/months...not the specific condition)","human_ref_B":">antinatal   This was so confusing until I figured out it was a typo... like \"why does she need paid leave to get birth control?\"","labels":0,"seconds_difference":2134.0,"score_ratio":1.1}
{"post_id":"dtk0eu","domain":"askhr_validation","upvote_ratio":0.9,"history":"Annual leave reason made public First post, on mobile, be kind  My wife is expecting and had had to book leave for her first antinatal appointment. We are in the UK so it is paid leave  For some reason her work make public to a group of Project Managers the reasons for all leave request  She has already been congratulated by someone from that group who isn\u2019t directly responsible for her leave.  Given it is still very early days and we haven\u2019t even told family yet this is clearly not ideal  Are there rules (not sure if it is GDPR) that should prevent people from finding out this sort of information when it isn\u2019t relevant to them. And especially then sharing this information in the work place?  Any advice would be much appreciated","c_root_id_A":"f6xvo3v","c_root_id_B":"f6xtiqc","created_at_utc_A":1573259865,"created_at_utc_B":1573258100,"score_A":10,"score_B":3,"human_ref_A":"Antinatal UK = Prenatal US","human_ref_B":"UK HR here. Yes. It's a data breach. You can complain to the ICO who will ask the company to investigate why the breach occurred and remedy how the breach occurred. You can also raise a grievance. Congrats btw.","labels":1,"seconds_difference":1765.0,"score_ratio":3.3333333333}
{"post_id":"xf2kpr","domain":"askhr_validation","upvote_ratio":0.9,"history":"[CA] update to Boss Verbally approved me for relocation Original post: https:\/\/www.reddit.com\/r\/AskHR\/comments\/xe8493\/ca_boss_verbally_approved_me_for_relocation\/  Update on the follow up meeting:  I asked for an extension on the 9\/30 date and they said no.  My boss asked me to say out loud that he never gave be verbal permission (which was very disappointing) saying \u201cI know I never said it, you know I never said it so stop saying it\u201d   I did not cave though, which felt good.  They really seemed to be discouraging me from moving back, telling me I will be placed on a PIP on 9\/30 once I get back. I asked if the pip is punishment for me moving and they said partially, and then mentioned things about me not responding to an email in a timely manner.  I asked if there would be severance if I refused to move back and they said no.  I do think I have something though:  They erroneously had me in the system as living in CO for two years. In the Policy document they are saying I violated, it says clearly that \u201cmanager needs to have employee location accurately updated at all times\u201d which means my boss was also in violation of this specific documents policies. I haven\u2019t brought this up yet because I don\u2019t know what I would be trying to achieve with it (at this point, just want to set myself up for fair severance and unemployment)  I email followed up asking if there was anyway I could appeal the 9\/30 date to HR, stating 2 weeks is not reasonable, but they said no and 9\/30 is firm.  Do I even have any leverage here? When they terminate me on 9\/30, should I refuse to sign the agreement?  What can I do between now and then to properly position myself?  Thanks","c_root_id_A":"ioka6bu","c_root_id_B":"ioktp7o","created_at_utc_A":1663266382,"created_at_utc_B":1663274059,"score_A":54,"score_B":62,"human_ref_A":">They erroneously had me in the system as living in CO for two years.   I saw the other thread and I don't think you ever actually explained where you were, when.  Here's the timeline as I understand it:  1. In 2020 you lived in CO and joined a CO company 2. August 2022 you moved to CA 3. September 2022 your management flips out about you being in CA  Have you been outside of CO longer than a month?  Is there a third state somewhere?  You kept saying \"across the country\" but CA and CO are only about 20 hours apart (less by air).  >They really seemed to be discouraging me from moving back, telling me I will be placed on a PIP on 9\/30 once I get back. I asked if the pip is punishment for me moving and they said partially, and then mentioned things about me not responding to an email in a timely manner.  They hate you and want you gone.  I don't think you're going to change that opinion.  >I asked if there would be severance if I refused to move back and they said no.  Severance is completely up to the company in both CA and CO.  >They erroneously had me in the system as living in CO for two years. In the Policy document they are saying I violated, it says clearly that \u201cmanager needs to have employee location accurately updated at all times\u201d which means my boss was also in violation of this specific documents policies. I haven\u2019t brought this up yet because I don\u2019t know what I would be trying to achieve with it (at this point, just want to set myself up for fair severance and unemployment)  This doesn't matter.  They can give unequal punishments to employees, and punish people for things they didn't do or weren't responsible for, as long as that unequal\/unfair treatment isn't because you're part of a protected class (race, sex, religion, etc).  Moving between states is not a protected class.  The company needs to know where you actually are working.  First because the have to send the correct tax to the correct state government, and second because employment laws are different in each state (PTO payout, sick leave, overtime, etc).  >I email followed up asking if there was anyway I could appeal the 9\/30 date to HR, stating 2 weeks is not reasonable, but they said no and 9\/30 is firm.  They can fire you today instead.  2 weeks is reasonable.  >Do I even have any leverage here?  Nope.  >When they terminate me on 9\/30, should I refuse to sign the agreement?  The only thing you should sign is an agreement for severance.  This may take the form of you agreeing not to bad-mouth the company (non-disparagement), in exchange for severance.  Don't sign anything that doesn't give you something in return.  For example they may write up a document giving their version of events, and ask you to sign it saying you agree that it's accurate.  Even outside of a job, if you don't gain something by signing, and there's no punishment for not signing, then don't sign.  A common tactic is to say they'll withhold your last paycheck unless you sign something.  This is illegal; don't fall for it.  >What can I do between now and then to properly position myself?  Start sending out resumes and scheduling interviews for a new job.","human_ref_B":"Yeah OP you need to start looking for a new job ASAP. I wouldn't even bother moving back. Don't rearrange your entire life for this company. Your boss threw you so far under the bus you swallowed the engine, and I would never want to work under someone who treats me like that to cover up their own mistake.  Making you say it out loud... what kind of fucking childish behavior is that?!","labels":0,"seconds_difference":7677.0,"score_ratio":1.1481481481}
{"post_id":"xf2kpr","domain":"askhr_validation","upvote_ratio":0.9,"history":"[CA] update to Boss Verbally approved me for relocation Original post: https:\/\/www.reddit.com\/r\/AskHR\/comments\/xe8493\/ca_boss_verbally_approved_me_for_relocation\/  Update on the follow up meeting:  I asked for an extension on the 9\/30 date and they said no.  My boss asked me to say out loud that he never gave be verbal permission (which was very disappointing) saying \u201cI know I never said it, you know I never said it so stop saying it\u201d   I did not cave though, which felt good.  They really seemed to be discouraging me from moving back, telling me I will be placed on a PIP on 9\/30 once I get back. I asked if the pip is punishment for me moving and they said partially, and then mentioned things about me not responding to an email in a timely manner.  I asked if there would be severance if I refused to move back and they said no.  I do think I have something though:  They erroneously had me in the system as living in CO for two years. In the Policy document they are saying I violated, it says clearly that \u201cmanager needs to have employee location accurately updated at all times\u201d which means my boss was also in violation of this specific documents policies. I haven\u2019t brought this up yet because I don\u2019t know what I would be trying to achieve with it (at this point, just want to set myself up for fair severance and unemployment)  I email followed up asking if there was anyway I could appeal the 9\/30 date to HR, stating 2 weeks is not reasonable, but they said no and 9\/30 is firm.  Do I even have any leverage here? When they terminate me on 9\/30, should I refuse to sign the agreement?  What can I do between now and then to properly position myself?  Thanks","c_root_id_A":"ioktp7o","c_root_id_B":"iok6u58","created_at_utc_A":1663274059,"created_at_utc_B":1663265068,"score_A":62,"score_B":10,"human_ref_A":"Yeah OP you need to start looking for a new job ASAP. I wouldn't even bother moving back. Don't rearrange your entire life for this company. Your boss threw you so far under the bus you swallowed the engine, and I would never want to work under someone who treats me like that to cover up their own mistake.  Making you say it out loud... what kind of fucking childish behavior is that?!","human_ref_B":"The best you can hope for is your boss gets fired too. They're not in control here now and it's super obvious. They'll probably be terminated for the location issue after they're done removing you!   I still highly doubt you'll see any severance.","labels":1,"seconds_difference":8991.0,"score_ratio":6.2}
{"post_id":"xf2kpr","domain":"askhr_validation","upvote_ratio":0.9,"history":"[CA] update to Boss Verbally approved me for relocation Original post: https:\/\/www.reddit.com\/r\/AskHR\/comments\/xe8493\/ca_boss_verbally_approved_me_for_relocation\/  Update on the follow up meeting:  I asked for an extension on the 9\/30 date and they said no.  My boss asked me to say out loud that he never gave be verbal permission (which was very disappointing) saying \u201cI know I never said it, you know I never said it so stop saying it\u201d   I did not cave though, which felt good.  They really seemed to be discouraging me from moving back, telling me I will be placed on a PIP on 9\/30 once I get back. I asked if the pip is punishment for me moving and they said partially, and then mentioned things about me not responding to an email in a timely manner.  I asked if there would be severance if I refused to move back and they said no.  I do think I have something though:  They erroneously had me in the system as living in CO for two years. In the Policy document they are saying I violated, it says clearly that \u201cmanager needs to have employee location accurately updated at all times\u201d which means my boss was also in violation of this specific documents policies. I haven\u2019t brought this up yet because I don\u2019t know what I would be trying to achieve with it (at this point, just want to set myself up for fair severance and unemployment)  I email followed up asking if there was anyway I could appeal the 9\/30 date to HR, stating 2 weeks is not reasonable, but they said no and 9\/30 is firm.  Do I even have any leverage here? When they terminate me on 9\/30, should I refuse to sign the agreement?  What can I do between now and then to properly position myself?  Thanks","c_root_id_A":"ioktp7o","c_root_id_B":"ioknk0l","created_at_utc_A":1663274059,"created_at_utc_B":1663271628,"score_A":62,"score_B":10,"human_ref_A":"Yeah OP you need to start looking for a new job ASAP. I wouldn't even bother moving back. Don't rearrange your entire life for this company. Your boss threw you so far under the bus you swallowed the engine, and I would never want to work under someone who treats me like that to cover up their own mistake.  Making you say it out loud... what kind of fucking childish behavior is that?!","human_ref_B":"Why ask if you can go to HR?  That isn't something that you have to have permission for.","labels":1,"seconds_difference":2431.0,"score_ratio":6.2}
{"post_id":"xf2kpr","domain":"askhr_validation","upvote_ratio":0.9,"history":"[CA] update to Boss Verbally approved me for relocation Original post: https:\/\/www.reddit.com\/r\/AskHR\/comments\/xe8493\/ca_boss_verbally_approved_me_for_relocation\/  Update on the follow up meeting:  I asked for an extension on the 9\/30 date and they said no.  My boss asked me to say out loud that he never gave be verbal permission (which was very disappointing) saying \u201cI know I never said it, you know I never said it so stop saying it\u201d   I did not cave though, which felt good.  They really seemed to be discouraging me from moving back, telling me I will be placed on a PIP on 9\/30 once I get back. I asked if the pip is punishment for me moving and they said partially, and then mentioned things about me not responding to an email in a timely manner.  I asked if there would be severance if I refused to move back and they said no.  I do think I have something though:  They erroneously had me in the system as living in CO for two years. In the Policy document they are saying I violated, it says clearly that \u201cmanager needs to have employee location accurately updated at all times\u201d which means my boss was also in violation of this specific documents policies. I haven\u2019t brought this up yet because I don\u2019t know what I would be trying to achieve with it (at this point, just want to set myself up for fair severance and unemployment)  I email followed up asking if there was anyway I could appeal the 9\/30 date to HR, stating 2 weeks is not reasonable, but they said no and 9\/30 is firm.  Do I even have any leverage here? When they terminate me on 9\/30, should I refuse to sign the agreement?  What can I do between now and then to properly position myself?  Thanks","c_root_id_A":"ioka6bu","c_root_id_B":"iok6u58","created_at_utc_A":1663266382,"created_at_utc_B":1663265068,"score_A":54,"score_B":10,"human_ref_A":">They erroneously had me in the system as living in CO for two years.   I saw the other thread and I don't think you ever actually explained where you were, when.  Here's the timeline as I understand it:  1. In 2020 you lived in CO and joined a CO company 2. August 2022 you moved to CA 3. September 2022 your management flips out about you being in CA  Have you been outside of CO longer than a month?  Is there a third state somewhere?  You kept saying \"across the country\" but CA and CO are only about 20 hours apart (less by air).  >They really seemed to be discouraging me from moving back, telling me I will be placed on a PIP on 9\/30 once I get back. I asked if the pip is punishment for me moving and they said partially, and then mentioned things about me not responding to an email in a timely manner.  They hate you and want you gone.  I don't think you're going to change that opinion.  >I asked if there would be severance if I refused to move back and they said no.  Severance is completely up to the company in both CA and CO.  >They erroneously had me in the system as living in CO for two years. In the Policy document they are saying I violated, it says clearly that \u201cmanager needs to have employee location accurately updated at all times\u201d which means my boss was also in violation of this specific documents policies. I haven\u2019t brought this up yet because I don\u2019t know what I would be trying to achieve with it (at this point, just want to set myself up for fair severance and unemployment)  This doesn't matter.  They can give unequal punishments to employees, and punish people for things they didn't do or weren't responsible for, as long as that unequal\/unfair treatment isn't because you're part of a protected class (race, sex, religion, etc).  Moving between states is not a protected class.  The company needs to know where you actually are working.  First because the have to send the correct tax to the correct state government, and second because employment laws are different in each state (PTO payout, sick leave, overtime, etc).  >I email followed up asking if there was anyway I could appeal the 9\/30 date to HR, stating 2 weeks is not reasonable, but they said no and 9\/30 is firm.  They can fire you today instead.  2 weeks is reasonable.  >Do I even have any leverage here?  Nope.  >When they terminate me on 9\/30, should I refuse to sign the agreement?  The only thing you should sign is an agreement for severance.  This may take the form of you agreeing not to bad-mouth the company (non-disparagement), in exchange for severance.  Don't sign anything that doesn't give you something in return.  For example they may write up a document giving their version of events, and ask you to sign it saying you agree that it's accurate.  Even outside of a job, if you don't gain something by signing, and there's no punishment for not signing, then don't sign.  A common tactic is to say they'll withhold your last paycheck unless you sign something.  This is illegal; don't fall for it.  >What can I do between now and then to properly position myself?  Start sending out resumes and scheduling interviews for a new job.","human_ref_B":"The best you can hope for is your boss gets fired too. They're not in control here now and it's super obvious. They'll probably be terminated for the location issue after they're done removing you!   I still highly doubt you'll see any severance.","labels":1,"seconds_difference":1314.0,"score_ratio":5.4}
{"post_id":"xf2kpr","domain":"askhr_validation","upvote_ratio":0.9,"history":"[CA] update to Boss Verbally approved me for relocation Original post: https:\/\/www.reddit.com\/r\/AskHR\/comments\/xe8493\/ca_boss_verbally_approved_me_for_relocation\/  Update on the follow up meeting:  I asked for an extension on the 9\/30 date and they said no.  My boss asked me to say out loud that he never gave be verbal permission (which was very disappointing) saying \u201cI know I never said it, you know I never said it so stop saying it\u201d   I did not cave though, which felt good.  They really seemed to be discouraging me from moving back, telling me I will be placed on a PIP on 9\/30 once I get back. I asked if the pip is punishment for me moving and they said partially, and then mentioned things about me not responding to an email in a timely manner.  I asked if there would be severance if I refused to move back and they said no.  I do think I have something though:  They erroneously had me in the system as living in CO for two years. In the Policy document they are saying I violated, it says clearly that \u201cmanager needs to have employee location accurately updated at all times\u201d which means my boss was also in violation of this specific documents policies. I haven\u2019t brought this up yet because I don\u2019t know what I would be trying to achieve with it (at this point, just want to set myself up for fair severance and unemployment)  I email followed up asking if there was anyway I could appeal the 9\/30 date to HR, stating 2 weeks is not reasonable, but they said no and 9\/30 is firm.  Do I even have any leverage here? When they terminate me on 9\/30, should I refuse to sign the agreement?  What can I do between now and then to properly position myself?  Thanks","c_root_id_A":"iok6u58","c_root_id_B":"ioky806","created_at_utc_A":1663265068,"created_at_utc_B":1663275849,"score_A":10,"score_B":26,"human_ref_A":"The best you can hope for is your boss gets fired too. They're not in control here now and it's super obvious. They'll probably be terminated for the location issue after they're done removing you!   I still highly doubt you'll see any severance.","human_ref_B":"I have to say that the fact remains you moved across the country without written approval, which is crazy.   The manager seems to be throwing you under the bus by the way you tell it but there are two sides to every story. For example, an employee of mine wanted to move many states away and kept asking me about it as if it was a long ways off. My verbal response was \"I don't see a problem with it but let's talk more when it gets closer.\" The employee could have interpreted it as a verbal approval but I wouldn't have considered it so.   Next time, cover your ass and get it in writing. Just because in-person and customer meetings haven't existed due to the pandemic doesn't mean they won't start again, so working remote (especially when you're considered a \"hybrid\" role) should be considered temporary.","labels":0,"seconds_difference":10781.0,"score_ratio":2.6}
{"post_id":"xf2kpr","domain":"askhr_validation","upvote_ratio":0.9,"history":"[CA] update to Boss Verbally approved me for relocation Original post: https:\/\/www.reddit.com\/r\/AskHR\/comments\/xe8493\/ca_boss_verbally_approved_me_for_relocation\/  Update on the follow up meeting:  I asked for an extension on the 9\/30 date and they said no.  My boss asked me to say out loud that he never gave be verbal permission (which was very disappointing) saying \u201cI know I never said it, you know I never said it so stop saying it\u201d   I did not cave though, which felt good.  They really seemed to be discouraging me from moving back, telling me I will be placed on a PIP on 9\/30 once I get back. I asked if the pip is punishment for me moving and they said partially, and then mentioned things about me not responding to an email in a timely manner.  I asked if there would be severance if I refused to move back and they said no.  I do think I have something though:  They erroneously had me in the system as living in CO for two years. In the Policy document they are saying I violated, it says clearly that \u201cmanager needs to have employee location accurately updated at all times\u201d which means my boss was also in violation of this specific documents policies. I haven\u2019t brought this up yet because I don\u2019t know what I would be trying to achieve with it (at this point, just want to set myself up for fair severance and unemployment)  I email followed up asking if there was anyway I could appeal the 9\/30 date to HR, stating 2 weeks is not reasonable, but they said no and 9\/30 is firm.  Do I even have any leverage here? When they terminate me on 9\/30, should I refuse to sign the agreement?  What can I do between now and then to properly position myself?  Thanks","c_root_id_A":"ioky806","c_root_id_B":"ioknk0l","created_at_utc_A":1663275849,"created_at_utc_B":1663271628,"score_A":26,"score_B":10,"human_ref_A":"I have to say that the fact remains you moved across the country without written approval, which is crazy.   The manager seems to be throwing you under the bus by the way you tell it but there are two sides to every story. For example, an employee of mine wanted to move many states away and kept asking me about it as if it was a long ways off. My verbal response was \"I don't see a problem with it but let's talk more when it gets closer.\" The employee could have interpreted it as a verbal approval but I wouldn't have considered it so.   Next time, cover your ass and get it in writing. Just because in-person and customer meetings haven't existed due to the pandemic doesn't mean they won't start again, so working remote (especially when you're considered a \"hybrid\" role) should be considered temporary.","human_ref_B":"Why ask if you can go to HR?  That isn't something that you have to have permission for.","labels":1,"seconds_difference":4221.0,"score_ratio":2.6}
{"post_id":"xf2kpr","domain":"askhr_validation","upvote_ratio":0.9,"history":"[CA] update to Boss Verbally approved me for relocation Original post: https:\/\/www.reddit.com\/r\/AskHR\/comments\/xe8493\/ca_boss_verbally_approved_me_for_relocation\/  Update on the follow up meeting:  I asked for an extension on the 9\/30 date and they said no.  My boss asked me to say out loud that he never gave be verbal permission (which was very disappointing) saying \u201cI know I never said it, you know I never said it so stop saying it\u201d   I did not cave though, which felt good.  They really seemed to be discouraging me from moving back, telling me I will be placed on a PIP on 9\/30 once I get back. I asked if the pip is punishment for me moving and they said partially, and then mentioned things about me not responding to an email in a timely manner.  I asked if there would be severance if I refused to move back and they said no.  I do think I have something though:  They erroneously had me in the system as living in CO for two years. In the Policy document they are saying I violated, it says clearly that \u201cmanager needs to have employee location accurately updated at all times\u201d which means my boss was also in violation of this specific documents policies. I haven\u2019t brought this up yet because I don\u2019t know what I would be trying to achieve with it (at this point, just want to set myself up for fair severance and unemployment)  I email followed up asking if there was anyway I could appeal the 9\/30 date to HR, stating 2 weeks is not reasonable, but they said no and 9\/30 is firm.  Do I even have any leverage here? When they terminate me on 9\/30, should I refuse to sign the agreement?  What can I do between now and then to properly position myself?  Thanks","c_root_id_A":"iok6u58","c_root_id_B":"iol5lj4","created_at_utc_A":1663265068,"created_at_utc_B":1663278893,"score_A":10,"score_B":21,"human_ref_A":"The best you can hope for is your boss gets fired too. They're not in control here now and it's super obvious. They'll probably be terminated for the location issue after they're done removing you!   I still highly doubt you'll see any severance.","human_ref_B":"1. Prepare to be let go on 9\/30 at latest.    2. Finding a new job is your job now.  Need to cut out early for an interview? Do it.  What are they going to do - fire you?   3. Pull any personal documents off company servers.  Paystubs, tax statements. Get performance reviews too.  Any contacts you made - grab that too.    4. They will prob ask you to submit resignation.  Do no such thing.  Your stance is, I'm happy to continue working here.","labels":0,"seconds_difference":13825.0,"score_ratio":2.1}
{"post_id":"xf2kpr","domain":"askhr_validation","upvote_ratio":0.9,"history":"[CA] update to Boss Verbally approved me for relocation Original post: https:\/\/www.reddit.com\/r\/AskHR\/comments\/xe8493\/ca_boss_verbally_approved_me_for_relocation\/  Update on the follow up meeting:  I asked for an extension on the 9\/30 date and they said no.  My boss asked me to say out loud that he never gave be verbal permission (which was very disappointing) saying \u201cI know I never said it, you know I never said it so stop saying it\u201d   I did not cave though, which felt good.  They really seemed to be discouraging me from moving back, telling me I will be placed on a PIP on 9\/30 once I get back. I asked if the pip is punishment for me moving and they said partially, and then mentioned things about me not responding to an email in a timely manner.  I asked if there would be severance if I refused to move back and they said no.  I do think I have something though:  They erroneously had me in the system as living in CO for two years. In the Policy document they are saying I violated, it says clearly that \u201cmanager needs to have employee location accurately updated at all times\u201d which means my boss was also in violation of this specific documents policies. I haven\u2019t brought this up yet because I don\u2019t know what I would be trying to achieve with it (at this point, just want to set myself up for fair severance and unemployment)  I email followed up asking if there was anyway I could appeal the 9\/30 date to HR, stating 2 weeks is not reasonable, but they said no and 9\/30 is firm.  Do I even have any leverage here? When they terminate me on 9\/30, should I refuse to sign the agreement?  What can I do between now and then to properly position myself?  Thanks","c_root_id_A":"ioknk0l","c_root_id_B":"iol5lj4","created_at_utc_A":1663271628,"created_at_utc_B":1663278893,"score_A":10,"score_B":21,"human_ref_A":"Why ask if you can go to HR?  That isn't something that you have to have permission for.","human_ref_B":"1. Prepare to be let go on 9\/30 at latest.    2. Finding a new job is your job now.  Need to cut out early for an interview? Do it.  What are they going to do - fire you?   3. Pull any personal documents off company servers.  Paystubs, tax statements. Get performance reviews too.  Any contacts you made - grab that too.    4. They will prob ask you to submit resignation.  Do no such thing.  Your stance is, I'm happy to continue working here.","labels":0,"seconds_difference":7265.0,"score_ratio":2.1}
{"post_id":"xf2kpr","domain":"askhr_validation","upvote_ratio":0.9,"history":"[CA] update to Boss Verbally approved me for relocation Original post: https:\/\/www.reddit.com\/r\/AskHR\/comments\/xe8493\/ca_boss_verbally_approved_me_for_relocation\/  Update on the follow up meeting:  I asked for an extension on the 9\/30 date and they said no.  My boss asked me to say out loud that he never gave be verbal permission (which was very disappointing) saying \u201cI know I never said it, you know I never said it so stop saying it\u201d   I did not cave though, which felt good.  They really seemed to be discouraging me from moving back, telling me I will be placed on a PIP on 9\/30 once I get back. I asked if the pip is punishment for me moving and they said partially, and then mentioned things about me not responding to an email in a timely manner.  I asked if there would be severance if I refused to move back and they said no.  I do think I have something though:  They erroneously had me in the system as living in CO for two years. In the Policy document they are saying I violated, it says clearly that \u201cmanager needs to have employee location accurately updated at all times\u201d which means my boss was also in violation of this specific documents policies. I haven\u2019t brought this up yet because I don\u2019t know what I would be trying to achieve with it (at this point, just want to set myself up for fair severance and unemployment)  I email followed up asking if there was anyway I could appeal the 9\/30 date to HR, stating 2 weeks is not reasonable, but they said no and 9\/30 is firm.  Do I even have any leverage here? When they terminate me on 9\/30, should I refuse to sign the agreement?  What can I do between now and then to properly position myself?  Thanks","c_root_id_A":"iol8ar4","c_root_id_B":"iom2skl","created_at_utc_A":1663280034,"created_at_utc_B":1663293810,"score_A":2,"score_B":4,"human_ref_A":"The only way your boss screwing up could help you is if they had any control over getting you fired and you could hold that over their head.   But they obviously don\u2019t. So it doesn\u2019t help you at all.","human_ref_B":"There's nothing you can do. You will be fired, and they don't need you to sign anything for thr termination.  They have no reason to offer a severance.","labels":0,"seconds_difference":13776.0,"score_ratio":2.0}
{"post_id":"ma7d44","domain":"askhr_validation","upvote_ratio":0.96,"history":"[CA] I just became my roommate\u2019s boss. Help! So I\u2019ve been working at my current job for over 18 months. Over the course of that time, I\u2019ve become friends with a fellow employee. I was technically a step up in leadership, but adjacent. We work in the same department, but on opposite shifts and have no reporting relationship. About 6 months ago, we moved in as roommates, haven\u2019t had any issues up to this point. Bosses are all aware.  I just accepted a promotion that places me as her direct superior, and I\u2019m not sure how we should approach this. We will be moving out of our current place in about 3 months, and want to continue to look for apartments together, as we get along great as roommates. She is also applying for a job that would place us at an equal management level, which would alleviate concern, but we won\u2019t know for some time, and good, fairly-priced rentals can take time to find so we both want to get started.  Here\u2019s another complication: I also will be involved in the hiring process for the position she is applying for, but not a sole or primary decision maker. Advice on how to approach this? I have confidence in my ability to not play favorites, but I know perception is reality, and don\u2019t want anything to come across looking shady, or if she is also promoted, for her hard work to be discredited because we live together.","c_root_id_A":"grr81n6","c_root_id_B":"grrbh9m","created_at_utc_A":1616370644,"created_at_utc_B":1616372461,"score_A":15,"score_B":20,"human_ref_A":"This isn't what you want to hear, but you should stop living together as soon as possible.   This is a major issue that could (and probably will) cause future problems in your workplace. Even if you truly are impartial, it will not be seen that way.","human_ref_B":"I think you should ask to be excluded from the hiring process of the position she is applying for. Explain that you truly think she is qualified for the position but you don\u2019t want your support of her candidacy be perceived as the reason she got the promotion. That way you are still advocating for her (throwin\u2019 her a bone) but you\u2019re also making a very professional decision for your own employment. I think your peers will actually respect you more for doing so and she may even get the job. If you don\u2019t do this, and she doesn\u2019t get the promotion, she\u2019ll probably think you may have something to do with it which could result in resentment and the loss of a friend and co-worker.","labels":0,"seconds_difference":1817.0,"score_ratio":1.3333333333}
{"post_id":"ma7d44","domain":"askhr_validation","upvote_ratio":0.96,"history":"[CA] I just became my roommate\u2019s boss. Help! So I\u2019ve been working at my current job for over 18 months. Over the course of that time, I\u2019ve become friends with a fellow employee. I was technically a step up in leadership, but adjacent. We work in the same department, but on opposite shifts and have no reporting relationship. About 6 months ago, we moved in as roommates, haven\u2019t had any issues up to this point. Bosses are all aware.  I just accepted a promotion that places me as her direct superior, and I\u2019m not sure how we should approach this. We will be moving out of our current place in about 3 months, and want to continue to look for apartments together, as we get along great as roommates. She is also applying for a job that would place us at an equal management level, which would alleviate concern, but we won\u2019t know for some time, and good, fairly-priced rentals can take time to find so we both want to get started.  Here\u2019s another complication: I also will be involved in the hiring process for the position she is applying for, but not a sole or primary decision maker. Advice on how to approach this? I have confidence in my ability to not play favorites, but I know perception is reality, and don\u2019t want anything to come across looking shady, or if she is also promoted, for her hard work to be discredited because we live together.","c_root_id_A":"grrb8gy","c_root_id_B":"grrbh9m","created_at_utc_A":1616372334,"created_at_utc_B":1616372461,"score_A":8,"score_B":20,"human_ref_A":"Since this change in reporting to you just happened, and it sounds like she's on a path to no longer be your subordinate very soon if the promotion happens, you need to recuse yourself from the application\/hiring process involving her, due to your roommate situation. I would imagine that once you're no longer in the same chain of command that your roommate situation would be removed from the equation, and no longer a factor.   But, you need to talk to HR, your boss, the interviewing committee etc before any of this takes off - so that your friend\/roommate's promotion isn't negated after the fact due to perceived undue influence as being her supervisor and roommate prior to her promotion.","human_ref_B":"I think you should ask to be excluded from the hiring process of the position she is applying for. Explain that you truly think she is qualified for the position but you don\u2019t want your support of her candidacy be perceived as the reason she got the promotion. That way you are still advocating for her (throwin\u2019 her a bone) but you\u2019re also making a very professional decision for your own employment. I think your peers will actually respect you more for doing so and she may even get the job. If you don\u2019t do this, and she doesn\u2019t get the promotion, she\u2019ll probably think you may have something to do with it which could result in resentment and the loss of a friend and co-worker.","labels":0,"seconds_difference":127.0,"score_ratio":2.5}
{"post_id":"tsawx9","domain":"askhr_validation","upvote_ratio":0.95,"history":"[OH] do I have to tolerate extreme vulgarity I work in the IT department of a large public school In Northern Ohio.   The department is all male.  3 members in their 20s 3 members in their 50s and the boss on mid 40s.   The younger workers are extremely vulgar.   Way more than \"fuck this \" or \"fuck that\"    things like this day \"sucks 3 cocks\" for an average day and this day \" sucks 5 cocks\" for a bad day.    Lately they have been talking about a ranking system for the teachers like \" I would do her doggy\" or \" I would only cum on her face\".   It is constant and getting worse.  I have asked them to stop. And was ridiculed and called old man The boss is never around when they do this, or he just laughs.   My question: is this an HR issue that i.should take up with them?   Can I keep it anonymous?   Thanks for any help","c_root_id_A":"i2qpije","c_root_id_B":"i2qosj0","created_at_utc_A":1648662320,"created_at_utc_B":1648662038,"score_A":78,"score_B":30,"human_ref_A":"The F-bombs are unprofessional.  The \u201cdoggy style\u201d comments are into the territory of sexual harassment.   The \u201cgrandpa\u201d comment is age discrimination.   Document and bring to HR.","human_ref_B":"100% yes it is a HR issue. But they can\u2019t do anything without a record of evidence. Document repeated instances before approaching HR. Otherwise it becomes a \u201cthey said vs. they said\u201d situation, in which case nothing can really be done.","labels":1,"seconds_difference":282.0,"score_ratio":2.6}
{"post_id":"tsawx9","domain":"askhr_validation","upvote_ratio":0.95,"history":"[OH] do I have to tolerate extreme vulgarity I work in the IT department of a large public school In Northern Ohio.   The department is all male.  3 members in their 20s 3 members in their 50s and the boss on mid 40s.   The younger workers are extremely vulgar.   Way more than \"fuck this \" or \"fuck that\"    things like this day \"sucks 3 cocks\" for an average day and this day \" sucks 5 cocks\" for a bad day.    Lately they have been talking about a ranking system for the teachers like \" I would do her doggy\" or \" I would only cum on her face\".   It is constant and getting worse.  I have asked them to stop. And was ridiculed and called old man The boss is never around when they do this, or he just laughs.   My question: is this an HR issue that i.should take up with them?   Can I keep it anonymous?   Thanks for any help","c_root_id_A":"i2qpije","c_root_id_B":"i2qom6y","created_at_utc_A":1648662320,"created_at_utc_B":1648661969,"score_A":78,"score_B":13,"human_ref_A":"The F-bombs are unprofessional.  The \u201cdoggy style\u201d comments are into the territory of sexual harassment.   The \u201cgrandpa\u201d comment is age discrimination.   Document and bring to HR.","human_ref_B":"Here in MA a principal in Northampton is probably about to lose his job after referring to some students as \"asshats\".   That sounds like \"darn tootin'\" compared to what you're hearing.  If it's bothering you then you could consider contacting HR.    https:\/\/www.boston.com\/news\/schools\/2022\/03\/22\/northampton-h-s-principal-relieved-of-duties-after-calling-students-asshats\/","labels":1,"seconds_difference":351.0,"score_ratio":6.0}
{"post_id":"tsawx9","domain":"askhr_validation","upvote_ratio":0.95,"history":"[OH] do I have to tolerate extreme vulgarity I work in the IT department of a large public school In Northern Ohio.   The department is all male.  3 members in their 20s 3 members in their 50s and the boss on mid 40s.   The younger workers are extremely vulgar.   Way more than \"fuck this \" or \"fuck that\"    things like this day \"sucks 3 cocks\" for an average day and this day \" sucks 5 cocks\" for a bad day.    Lately they have been talking about a ranking system for the teachers like \" I would do her doggy\" or \" I would only cum on her face\".   It is constant and getting worse.  I have asked them to stop. And was ridiculed and called old man The boss is never around when they do this, or he just laughs.   My question: is this an HR issue that i.should take up with them?   Can I keep it anonymous?   Thanks for any help","c_root_id_A":"i2qosj0","c_root_id_B":"i2qom6y","created_at_utc_A":1648662038,"created_at_utc_B":1648661969,"score_A":30,"score_B":13,"human_ref_A":"100% yes it is a HR issue. But they can\u2019t do anything without a record of evidence. Document repeated instances before approaching HR. Otherwise it becomes a \u201cthey said vs. they said\u201d situation, in which case nothing can really be done.","human_ref_B":"Here in MA a principal in Northampton is probably about to lose his job after referring to some students as \"asshats\".   That sounds like \"darn tootin'\" compared to what you're hearing.  If it's bothering you then you could consider contacting HR.    https:\/\/www.boston.com\/news\/schools\/2022\/03\/22\/northampton-h-s-principal-relieved-of-duties-after-calling-students-asshats\/","labels":1,"seconds_difference":69.0,"score_ratio":2.3076923077}
{"post_id":"tsawx9","domain":"askhr_validation","upvote_ratio":0.95,"history":"[OH] do I have to tolerate extreme vulgarity I work in the IT department of a large public school In Northern Ohio.   The department is all male.  3 members in their 20s 3 members in their 50s and the boss on mid 40s.   The younger workers are extremely vulgar.   Way more than \"fuck this \" or \"fuck that\"    things like this day \"sucks 3 cocks\" for an average day and this day \" sucks 5 cocks\" for a bad day.    Lately they have been talking about a ranking system for the teachers like \" I would do her doggy\" or \" I would only cum on her face\".   It is constant and getting worse.  I have asked them to stop. And was ridiculed and called old man The boss is never around when they do this, or he just laughs.   My question: is this an HR issue that i.should take up with them?   Can I keep it anonymous?   Thanks for any help","c_root_id_A":"i2syrcq","c_root_id_B":"i2s3kzo","created_at_utc_A":1648697327,"created_at_utc_B":1648682792,"score_A":3,"score_B":2,"human_ref_A":"Foul language is different from sexual harassment. I\u2019d argue that degrading sexual commentary explicitly stating what sexual acts you\u2019d do with coworkers qualifies as far more problematic than just swearing; report that shit to HR  This isn\u2019t \u201cfoul language\u201d, and IMO you shouldn\u2019t report it s such - foul language isn\u2019t an issue so long as children aren\u2019t present, the stuff they are saying would be wildly inappropriate even if their comments had zero swear works (ex: \u201ctoday fellated two weenies\/penises\u201d or \u201cI would only ejaculate on her face, never have penetrative intercourse with her\u201d). The issue is the content of their comments, not the word choices they use to express it.","human_ref_B":"Those ranking systems for women got a lot of frat guys in trouble back in the day. I've seen that kind of behavior get festivals canceled and then boycotted into oblivion. I guarantee that parents do not want the people working at their kids schools behaving like that. Definitely document and then report it. Do this to protect yourself both from getting lumped in as complicit and retaliation if HR decides it's easier to get rid of you. Have an in person meeting with HR by all means, but send everything electronically and copy your personal account that you will have access to if you get fired. If you get called in for a meeting, send a \"recap\" summary of the meeting and get an acknowledgment","labels":1,"seconds_difference":14535.0,"score_ratio":1.5}
{"post_id":"rpxgfb","domain":"askhr_validation","upvote_ratio":0.92,"history":"[WI] how can I spin being terminated? [WI] I was terminated for \u201cattendance\u201d. The state determined I was fired without cause as any time I was out (for necessary dr appointments) it was with advance notice and used pto. The company could not provide any sort of documentation, either in the employee manual or specific to me that I did anything wrong or was warned about attendance.   What should I be saying in interviews about why I am no longer with that company?    Thanks in advance","c_root_id_A":"hq76ut2","c_root_id_B":"hq79sez","created_at_utc_A":1640642678,"created_at_utc_B":1640643918,"score_A":6,"score_B":8,"human_ref_A":"\u2018job wasn\u2019t a right fit\u2019 - that\u2019s it","human_ref_B":"I was terminated once for the same reason. Did not have issues and have not been asked about it, and that was 3 jobs ago.","labels":0,"seconds_difference":1240.0,"score_ratio":1.3333333333}
{"post_id":"rpxgfb","domain":"askhr_validation","upvote_ratio":0.92,"history":"[WI] how can I spin being terminated? [WI] I was terminated for \u201cattendance\u201d. The state determined I was fired without cause as any time I was out (for necessary dr appointments) it was with advance notice and used pto. The company could not provide any sort of documentation, either in the employee manual or specific to me that I did anything wrong or was warned about attendance.   What should I be saying in interviews about why I am no longer with that company?    Thanks in advance","c_root_id_A":"hq7zpcu","c_root_id_B":"hq9637q","created_at_utc_A":1640655296,"created_at_utc_B":1640678210,"score_A":2,"score_B":5,"human_ref_A":"I think the \u201claid-off\u201d reason is probably the safest.   Because saying your previous employer was \u201cnot a good fit\u201d for you, gives the impression that the separation was your idea. Quitting your job before you find another one could cause some prospective employers to wonder.","human_ref_B":"Just say covid, company not doing well, got retrenched etc.  Smaller busineses typically won't run checks at least where I am from.","labels":0,"seconds_difference":22914.0,"score_ratio":2.5}
{"post_id":"rpxgfb","domain":"askhr_validation","upvote_ratio":0.92,"history":"[WI] how can I spin being terminated? [WI] I was terminated for \u201cattendance\u201d. The state determined I was fired without cause as any time I was out (for necessary dr appointments) it was with advance notice and used pto. The company could not provide any sort of documentation, either in the employee manual or specific to me that I did anything wrong or was warned about attendance.   What should I be saying in interviews about why I am no longer with that company?    Thanks in advance","c_root_id_A":"hq9637q","c_root_id_B":"hq8g2z2","created_at_utc_A":1640678210,"created_at_utc_B":1640662769,"score_A":5,"score_B":2,"human_ref_A":"Just say covid, company not doing well, got retrenched etc.  Smaller busineses typically won't run checks at least where I am from.","human_ref_B":"First off be honest and say you had a one time instance of going through a rough patch and ended up being let go.\" But what you've learned from the experience was how to better handle xyz\" and that should work. That's how I explained my firing and I don't know if I'm hired yet I'll let you know lol","labels":1,"seconds_difference":15441.0,"score_ratio":2.5}
{"post_id":"rpxgfb","domain":"askhr_validation","upvote_ratio":0.92,"history":"[WI] how can I spin being terminated? [WI] I was terminated for \u201cattendance\u201d. The state determined I was fired without cause as any time I was out (for necessary dr appointments) it was with advance notice and used pto. The company could not provide any sort of documentation, either in the employee manual or specific to me that I did anything wrong or was warned about attendance.   What should I be saying in interviews about why I am no longer with that company?    Thanks in advance","c_root_id_A":"hq7zpcu","c_root_id_B":"hqdmf2i","created_at_utc_A":1640655296,"created_at_utc_B":1640757030,"score_A":2,"score_B":3,"human_ref_A":"I think the \u201claid-off\u201d reason is probably the safest.   Because saying your previous employer was \u201cnot a good fit\u201d for you, gives the impression that the separation was your idea. Quitting your job before you find another one could cause some prospective employers to wonder.","human_ref_B":"I agree with the others, this seems like a clear-cut poor fit. The attendance \u201cissues\u201d you describe would be a total non-issue or a minor annoyance for some employers, while others (as you\u2019ve learned) get very bent out of shape.","labels":0,"seconds_difference":101734.0,"score_ratio":1.5}
{"post_id":"rpxgfb","domain":"askhr_validation","upvote_ratio":0.92,"history":"[WI] how can I spin being terminated? [WI] I was terminated for \u201cattendance\u201d. The state determined I was fired without cause as any time I was out (for necessary dr appointments) it was with advance notice and used pto. The company could not provide any sort of documentation, either in the employee manual or specific to me that I did anything wrong or was warned about attendance.   What should I be saying in interviews about why I am no longer with that company?    Thanks in advance","c_root_id_A":"hqdmf2i","c_root_id_B":"hq8g2z2","created_at_utc_A":1640757030,"created_at_utc_B":1640662769,"score_A":3,"score_B":2,"human_ref_A":"I agree with the others, this seems like a clear-cut poor fit. The attendance \u201cissues\u201d you describe would be a total non-issue or a minor annoyance for some employers, while others (as you\u2019ve learned) get very bent out of shape.","human_ref_B":"First off be honest and say you had a one time instance of going through a rough patch and ended up being let go.\" But what you've learned from the experience was how to better handle xyz\" and that should work. That's how I explained my firing and I don't know if I'm hired yet I'll let you know lol","labels":1,"seconds_difference":94261.0,"score_ratio":1.5}
{"post_id":"rpxgfb","domain":"askhr_validation","upvote_ratio":0.92,"history":"[WI] how can I spin being terminated? [WI] I was terminated for \u201cattendance\u201d. The state determined I was fired without cause as any time I was out (for necessary dr appointments) it was with advance notice and used pto. The company could not provide any sort of documentation, either in the employee manual or specific to me that I did anything wrong or was warned about attendance.   What should I be saying in interviews about why I am no longer with that company?    Thanks in advance","c_root_id_A":"hqdmf2i","c_root_id_B":"hqachpi","created_at_utc_A":1640757030,"created_at_utc_B":1640705793,"score_A":3,"score_B":2,"human_ref_A":"I agree with the others, this seems like a clear-cut poor fit. The attendance \u201cissues\u201d you describe would be a total non-issue or a minor annoyance for some employers, while others (as you\u2019ve learned) get very bent out of shape.","human_ref_B":"I\u2019ve also used \u201cbusiness decision\u201d, which doesn\u2019t really get questioned","labels":1,"seconds_difference":51237.0,"score_ratio":1.5}
{"post_id":"wzx07x","domain":"askhr_validation","upvote_ratio":0.92,"history":"[OK] Friday marked the 4th time in 2 years that I didn\u2019t receive my paycheck on time. Now I\u2019m not sure what to do. I\u2019m a 1099 employee and have been with the company for 2 years. In my contract, it states that I\u2019m to be paid every Friday. This past Friday, I did not receive my paycheck. This marks the fourth time in 2 years this has happened. When I asked accounting, they said it was an \u201caccounting error\u201d and they \u201chope it doesn\u2019t happen again.\u201d I\u2019m really not sure what my course of action should be. File with the EEOC? Labor board? Hire an attorney? Any and all help is much appreciated!","c_root_id_A":"im54zgo","c_root_id_B":"im5r6lx","created_at_utc_A":1661702991,"created_at_utc_B":1661711989,"score_A":14,"score_B":36,"human_ref_A":"Yes what does your contract say about late payments?","human_ref_B":"You should add a late payment clause to your contract stipulating additional pay if payment is late.","labels":0,"seconds_difference":8998.0,"score_ratio":2.5714285714}
{"post_id":"wzx07x","domain":"askhr_validation","upvote_ratio":0.92,"history":"[OK] Friday marked the 4th time in 2 years that I didn\u2019t receive my paycheck on time. Now I\u2019m not sure what to do. I\u2019m a 1099 employee and have been with the company for 2 years. In my contract, it states that I\u2019m to be paid every Friday. This past Friday, I did not receive my paycheck. This marks the fourth time in 2 years this has happened. When I asked accounting, they said it was an \u201caccounting error\u201d and they \u201chope it doesn\u2019t happen again.\u201d I\u2019m really not sure what my course of action should be. File with the EEOC? Labor board? Hire an attorney? Any and all help is much appreciated!","c_root_id_A":"im5r6lx","c_root_id_B":"im57692","created_at_utc_A":1661711989,"created_at_utc_B":1661703873,"score_A":36,"score_B":5,"human_ref_A":"You should add a late payment clause to your contract stipulating additional pay if payment is late.","human_ref_B":"The other 3 times this happened, what were the circumstances (or excuses) you were given? Were you paid? I assume you were paid so what timeframe after the Friday payment was due elapsed? If you are a 1099 (independent contractor) you do not have recourse with the labor board or the EEOC. Best advice I can give is to bring up your concern directly with the CEO\/Top Manager or Controller of the company.  Edit: Spelling","labels":1,"seconds_difference":8116.0,"score_ratio":7.2}
{"post_id":"wzx07x","domain":"askhr_validation","upvote_ratio":0.92,"history":"[OK] Friday marked the 4th time in 2 years that I didn\u2019t receive my paycheck on time. Now I\u2019m not sure what to do. I\u2019m a 1099 employee and have been with the company for 2 years. In my contract, it states that I\u2019m to be paid every Friday. This past Friday, I did not receive my paycheck. This marks the fourth time in 2 years this has happened. When I asked accounting, they said it was an \u201caccounting error\u201d and they \u201chope it doesn\u2019t happen again.\u201d I\u2019m really not sure what my course of action should be. File with the EEOC? Labor board? Hire an attorney? Any and all help is much appreciated!","c_root_id_A":"im61r3m","c_root_id_B":"im7uprc","created_at_utc_A":1661716387,"created_at_utc_B":1661746913,"score_A":2,"score_B":3,"human_ref_A":"In your contract with the company you work for you need to put in what the fees are for paying you past xx days. Then enforce that. But the problem with doing that is you run the risk of them terminating your contract.   Are you submitting your paperwork to be paid for your work on time?","human_ref_B":"If they are tight on cash and can't make payroll, consider your future with the company.","labels":0,"seconds_difference":30526.0,"score_ratio":1.5}
{"post_id":"wzx07x","domain":"askhr_validation","upvote_ratio":0.92,"history":"[OK] Friday marked the 4th time in 2 years that I didn\u2019t receive my paycheck on time. Now I\u2019m not sure what to do. I\u2019m a 1099 employee and have been with the company for 2 years. In my contract, it states that I\u2019m to be paid every Friday. This past Friday, I did not receive my paycheck. This marks the fourth time in 2 years this has happened. When I asked accounting, they said it was an \u201caccounting error\u201d and they \u201chope it doesn\u2019t happen again.\u201d I\u2019m really not sure what my course of action should be. File with the EEOC? Labor board? Hire an attorney? Any and all help is much appreciated!","c_root_id_A":"im61vuu","c_root_id_B":"im7uprc","created_at_utc_A":1661716442,"created_at_utc_B":1661746913,"score_A":2,"score_B":3,"human_ref_A":"It could be as simple as the ACH wasn\u2019t submitted\/transmitted by the deadline.","human_ref_B":"If they are tight on cash and can't make payroll, consider your future with the company.","labels":0,"seconds_difference":30471.0,"score_ratio":1.5}
{"post_id":"azdmy7","domain":"askhr_validation","upvote_ratio":0.98,"history":"How do i explain to HR that 75 hours in one week is not acceptable and i should be paid for the hours I worked? (UK) So I'm paid a fixed salary of \u00a319500 a year with \u00a350 bonus for working weekends plus a day of lieu. When you break it down that means I earn \u00a3365 a week when I don't work weekends but \u00a3465 a week when I do. My job consists of traveling to different sites and completing maintenance work. This week my hours will have totalled over 70 hours of work, my contacted hours are 38.5 hours a week or 54.5 hours when I'm working weekends. Normally I work around a 10 hour day, but they claim we make the time back up when we use lieu days and when we get home early from jobs. This barely happens and since tracking my hours after 3 weeks I'm owed back 18.5 hours. That's almost 3 days of unpaid work. There is no way in going to make those hours back because in three more weeks I'll probably be owed more. Here's where it gets interesting, minimum wage is currently at \u00a37.15 an hour and is rising in April to \u00a37.50 an hour. Isolating this mammoth week even with my \u00a350 bonuses I'm being paid \u00a36.15 an hour. When discussion hours worked with my boss he said that 2 years ago when he was doing my job he tracked his hours for a whole year and it worked out at 42 hours averaged a week, this is still longer than our contacted hours but he said that is expected to work longer than your contact. 3.5 hours extra a week adds to 182 hours unpaid hours a year, which at advertised rate of \u00a39.74 an hour is \u00a31772 I'm missing out on. Alternatively it's a true rate of just \u00a38.82. HOWEVER all of this is using my bosses experience and I think he counted holiday time as time back, which shouldn't be the case. This is also very different to my experience. Should I wait for a bigger sample size before I go to HR or should I take these finding and explain that we sometimes are working for less than minimum wage? I'm relatively new to the job joining in October but I've always just gritted my teeth and been happy I at least have a job. However recently the hours have caused me significant damage to my sleep patterns which have made me exhausted and lacking energy. The unsociable hours have also meant my personal and professional life is struggle as I'm never around to do paperwork or see friends and family. I knew when I signed up that there would be a lot of traveling and that we work until the jobs done, but I want told that I would be doing 10+ hour days on the regular. Speaking to colleagues it sounds like they don't give a shit and would rather replace staff than improve conditions so they want to stay. I don't want to risk my job but I can't go on like this.","c_root_id_A":"ei792uc","c_root_id_B":"ei791ab","created_at_utc_A":1552217105,"created_at_utc_B":1552217029,"score_A":12,"score_B":2,"human_ref_A":"Would be worth looking if what you are working is in breach of the working hours directive.  https:\/\/www.gov.uk\/maximum-weekly-working-hours","human_ref_B":"Are you in a Union? Or do you have legal advice with your insurers ?   You can go to the hmrc if you have proof of your hours bringing your pay to below minimum wage rate. I imagine this is something that your employers would want to avoid and might not go down too well.   However be aware that worse case scenarios is that if you haven\u2019t been there for 2 years or more you have very little protection against sacking, obviously if you had a paper trail showing you had raised the hours \/pay rate with them then it would give some evidence, and you would probably get a settlement compromise agreement. Also if your employers have been bought out then I can\u2019t imagine the new owners would want an investigation from Hmrc.  How safe is your job after the take over ?  Have you transferred to the new employer under TUPE - transferred undertakings protection of employment regulations ? ( uk law which means new owners have to honour old employers contracts or at least renegotiate them lawfully)","labels":1,"seconds_difference":76.0,"score_ratio":6.0}
{"post_id":"aswdnc","domain":"askhr_validation","upvote_ratio":0.93,"history":"I was fired from my last job and highly suspect it was due to reporting my boss for sexual harassment. How do I address this in my interview? Story here  I\u2019m in WA State. Basically I was fired 8 mos after I reported my boss for sexual harassment. I\u2019ve been trying to find a new job and going on job interviews that I think went pretty well but I seem be getting rejected after the vetting process.   I had another interview today that I felt went very well. I did sense some pressure from the HR Manager to maybe give details surrounding the circumstances by which I exited my last job, but I did not disclose anything because I am not sure what I am allowed to discuss since I signed an NDA. I was also offered a severance when I was fired on the terms that I would not bad mouth the company in social media or go to the news. My termination reason is listed as \u201cpoor performance.\u201d Prior to being fired I\u2019d never been written up or disciplined. I asked for evidence of my poor performance and they did not provide me with anything.  I\u2019m very frustrated as I have reason to believe my former employer is painting me in a bad light. Should I address the terms of my termination in more detail in my interview thank you letter? What should I say? I don\u2019t want to seem catty but I feel very frustrated that I seem to be missing out in employment opportunities and I suspect it\u2019s because of what they\u2019re saying during the vetting process as I feel under represented in the story. Should I call my former employer myself?","c_root_id_A":"egx7pg6","c_root_id_B":"egxchyb","created_at_utc_A":1550712503,"created_at_utc_B":1550716251,"score_A":7,"score_B":33,"human_ref_A":"I think the time to fight that battle was when the severance accompanied by an NDA was offered. You can take your documentation to an employment lawyer and ask exactly what the NDA prevents you from doing and whether it is enforceable, of course. (Personally, I would *want* to know whether and what parts of the agreement were enforceable.) But without speaking with an attorney first, you are taking a risk by discussing your previous employer.   &#x200B;","human_ref_B":"I would seriously talk to an attorney. NDA or no NDA, release or no release, you may still have be able to file a harassment and\/or retaliation claim. You may not have to go that far - in the process of negotiating with them, your lawyer can maybe get them to agree not to shit talk you to potential employers at the very least. But it\u2019s important that you talk to an attorney soon.","labels":0,"seconds_difference":3748.0,"score_ratio":4.7142857143}
{"post_id":"aswdnc","domain":"askhr_validation","upvote_ratio":0.93,"history":"I was fired from my last job and highly suspect it was due to reporting my boss for sexual harassment. How do I address this in my interview? Story here  I\u2019m in WA State. Basically I was fired 8 mos after I reported my boss for sexual harassment. I\u2019ve been trying to find a new job and going on job interviews that I think went pretty well but I seem be getting rejected after the vetting process.   I had another interview today that I felt went very well. I did sense some pressure from the HR Manager to maybe give details surrounding the circumstances by which I exited my last job, but I did not disclose anything because I am not sure what I am allowed to discuss since I signed an NDA. I was also offered a severance when I was fired on the terms that I would not bad mouth the company in social media or go to the news. My termination reason is listed as \u201cpoor performance.\u201d Prior to being fired I\u2019d never been written up or disciplined. I asked for evidence of my poor performance and they did not provide me with anything.  I\u2019m very frustrated as I have reason to believe my former employer is painting me in a bad light. Should I address the terms of my termination in more detail in my interview thank you letter? What should I say? I don\u2019t want to seem catty but I feel very frustrated that I seem to be missing out in employment opportunities and I suspect it\u2019s because of what they\u2019re saying during the vetting process as I feel under represented in the story. Should I call my former employer myself?","c_root_id_A":"egxchyb","c_root_id_B":"egx55ci","created_at_utc_A":1550716251,"created_at_utc_B":1550710493,"score_A":33,"score_B":7,"human_ref_A":"I would seriously talk to an attorney. NDA or no NDA, release or no release, you may still have be able to file a harassment and\/or retaliation claim. You may not have to go that far - in the process of negotiating with them, your lawyer can maybe get them to agree not to shit talk you to potential employers at the very least. But it\u2019s important that you talk to an attorney soon.","human_ref_B":"The bottom line is, you can\u2019t prove you were fired for reporting your boss and they don\u2019t have to give you examples of poor performance or even tell you why you were fired.  I\u2019d share as little information as possible.  If you provide contact information for HR at your former employer, they should be providing dates of employment only.  Don\u2019t use that organization as a reference and don\u2019t give more detail than necessary. Things are not going to improve if you air dirty laundry during the interview process.  They are going to see melodrama and they don\u2019t want to hire into melodrama.","labels":1,"seconds_difference":5758.0,"score_ratio":4.7142857143}
{"post_id":"aswdnc","domain":"askhr_validation","upvote_ratio":0.93,"history":"I was fired from my last job and highly suspect it was due to reporting my boss for sexual harassment. How do I address this in my interview? Story here  I\u2019m in WA State. Basically I was fired 8 mos after I reported my boss for sexual harassment. I\u2019ve been trying to find a new job and going on job interviews that I think went pretty well but I seem be getting rejected after the vetting process.   I had another interview today that I felt went very well. I did sense some pressure from the HR Manager to maybe give details surrounding the circumstances by which I exited my last job, but I did not disclose anything because I am not sure what I am allowed to discuss since I signed an NDA. I was also offered a severance when I was fired on the terms that I would not bad mouth the company in social media or go to the news. My termination reason is listed as \u201cpoor performance.\u201d Prior to being fired I\u2019d never been written up or disciplined. I asked for evidence of my poor performance and they did not provide me with anything.  I\u2019m very frustrated as I have reason to believe my former employer is painting me in a bad light. Should I address the terms of my termination in more detail in my interview thank you letter? What should I say? I don\u2019t want to seem catty but I feel very frustrated that I seem to be missing out in employment opportunities and I suspect it\u2019s because of what they\u2019re saying during the vetting process as I feel under represented in the story. Should I call my former employer myself?","c_root_id_A":"egx5zjn","c_root_id_B":"egxchyb","created_at_utc_A":1550711154,"created_at_utc_B":1550716251,"score_A":2,"score_B":33,"human_ref_A":"I am assuming you signed a release\/waiver of claims along with that NDA, right? So there's not much you can do even if you think you were terminated due to your complaint.  That said, I agree with only giving the HR contact and not a supervisor for any reference\/VOE.    There are ways to phrase the termination -  but I'm not the best wordsmith and others out here can do much better than me!","human_ref_B":"I would seriously talk to an attorney. NDA or no NDA, release or no release, you may still have be able to file a harassment and\/or retaliation claim. You may not have to go that far - in the process of negotiating with them, your lawyer can maybe get them to agree not to shit talk you to potential employers at the very least. But it\u2019s important that you talk to an attorney soon.","labels":0,"seconds_difference":5097.0,"score_ratio":16.5}
{"post_id":"aswdnc","domain":"askhr_validation","upvote_ratio":0.93,"history":"I was fired from my last job and highly suspect it was due to reporting my boss for sexual harassment. How do I address this in my interview? Story here  I\u2019m in WA State. Basically I was fired 8 mos after I reported my boss for sexual harassment. I\u2019ve been trying to find a new job and going on job interviews that I think went pretty well but I seem be getting rejected after the vetting process.   I had another interview today that I felt went very well. I did sense some pressure from the HR Manager to maybe give details surrounding the circumstances by which I exited my last job, but I did not disclose anything because I am not sure what I am allowed to discuss since I signed an NDA. I was also offered a severance when I was fired on the terms that I would not bad mouth the company in social media or go to the news. My termination reason is listed as \u201cpoor performance.\u201d Prior to being fired I\u2019d never been written up or disciplined. I asked for evidence of my poor performance and they did not provide me with anything.  I\u2019m very frustrated as I have reason to believe my former employer is painting me in a bad light. Should I address the terms of my termination in more detail in my interview thank you letter? What should I say? I don\u2019t want to seem catty but I feel very frustrated that I seem to be missing out in employment opportunities and I suspect it\u2019s because of what they\u2019re saying during the vetting process as I feel under represented in the story. Should I call my former employer myself?","c_root_id_A":"egy594v","c_root_id_B":"egx7pg6","created_at_utc_A":1550750811,"created_at_utc_B":1550712503,"score_A":8,"score_B":7,"human_ref_A":"Employment attorney here: contact an attorney. Seriously.","human_ref_B":"I think the time to fight that battle was when the severance accompanied by an NDA was offered. You can take your documentation to an employment lawyer and ask exactly what the NDA prevents you from doing and whether it is enforceable, of course. (Personally, I would *want* to know whether and what parts of the agreement were enforceable.) But without speaking with an attorney first, you are taking a risk by discussing your previous employer.   &#x200B;","labels":1,"seconds_difference":38308.0,"score_ratio":1.1428571429}
{"post_id":"aswdnc","domain":"askhr_validation","upvote_ratio":0.93,"history":"I was fired from my last job and highly suspect it was due to reporting my boss for sexual harassment. How do I address this in my interview? Story here  I\u2019m in WA State. Basically I was fired 8 mos after I reported my boss for sexual harassment. I\u2019ve been trying to find a new job and going on job interviews that I think went pretty well but I seem be getting rejected after the vetting process.   I had another interview today that I felt went very well. I did sense some pressure from the HR Manager to maybe give details surrounding the circumstances by which I exited my last job, but I did not disclose anything because I am not sure what I am allowed to discuss since I signed an NDA. I was also offered a severance when I was fired on the terms that I would not bad mouth the company in social media or go to the news. My termination reason is listed as \u201cpoor performance.\u201d Prior to being fired I\u2019d never been written up or disciplined. I asked for evidence of my poor performance and they did not provide me with anything.  I\u2019m very frustrated as I have reason to believe my former employer is painting me in a bad light. Should I address the terms of my termination in more detail in my interview thank you letter? What should I say? I don\u2019t want to seem catty but I feel very frustrated that I seem to be missing out in employment opportunities and I suspect it\u2019s because of what they\u2019re saying during the vetting process as I feel under represented in the story. Should I call my former employer myself?","c_root_id_A":"egx5zjn","c_root_id_B":"egx7pg6","created_at_utc_A":1550711154,"created_at_utc_B":1550712503,"score_A":2,"score_B":7,"human_ref_A":"I am assuming you signed a release\/waiver of claims along with that NDA, right? So there's not much you can do even if you think you were terminated due to your complaint.  That said, I agree with only giving the HR contact and not a supervisor for any reference\/VOE.    There are ways to phrase the termination -  but I'm not the best wordsmith and others out here can do much better than me!","human_ref_B":"I think the time to fight that battle was when the severance accompanied by an NDA was offered. You can take your documentation to an employment lawyer and ask exactly what the NDA prevents you from doing and whether it is enforceable, of course. (Personally, I would *want* to know whether and what parts of the agreement were enforceable.) But without speaking with an attorney first, you are taking a risk by discussing your previous employer.   &#x200B;","labels":0,"seconds_difference":1349.0,"score_ratio":3.5}
{"post_id":"aswdnc","domain":"askhr_validation","upvote_ratio":0.93,"history":"I was fired from my last job and highly suspect it was due to reporting my boss for sexual harassment. How do I address this in my interview? Story here  I\u2019m in WA State. Basically I was fired 8 mos after I reported my boss for sexual harassment. I\u2019ve been trying to find a new job and going on job interviews that I think went pretty well but I seem be getting rejected after the vetting process.   I had another interview today that I felt went very well. I did sense some pressure from the HR Manager to maybe give details surrounding the circumstances by which I exited my last job, but I did not disclose anything because I am not sure what I am allowed to discuss since I signed an NDA. I was also offered a severance when I was fired on the terms that I would not bad mouth the company in social media or go to the news. My termination reason is listed as \u201cpoor performance.\u201d Prior to being fired I\u2019d never been written up or disciplined. I asked for evidence of my poor performance and they did not provide me with anything.  I\u2019m very frustrated as I have reason to believe my former employer is painting me in a bad light. Should I address the terms of my termination in more detail in my interview thank you letter? What should I say? I don\u2019t want to seem catty but I feel very frustrated that I seem to be missing out in employment opportunities and I suspect it\u2019s because of what they\u2019re saying during the vetting process as I feel under represented in the story. Should I call my former employer myself?","c_root_id_A":"egx55ci","c_root_id_B":"egy594v","created_at_utc_A":1550710493,"created_at_utc_B":1550750811,"score_A":7,"score_B":8,"human_ref_A":"The bottom line is, you can\u2019t prove you were fired for reporting your boss and they don\u2019t have to give you examples of poor performance or even tell you why you were fired.  I\u2019d share as little information as possible.  If you provide contact information for HR at your former employer, they should be providing dates of employment only.  Don\u2019t use that organization as a reference and don\u2019t give more detail than necessary. Things are not going to improve if you air dirty laundry during the interview process.  They are going to see melodrama and they don\u2019t want to hire into melodrama.","human_ref_B":"Employment attorney here: contact an attorney. Seriously.","labels":0,"seconds_difference":40318.0,"score_ratio":1.1428571429}
{"post_id":"aswdnc","domain":"askhr_validation","upvote_ratio":0.93,"history":"I was fired from my last job and highly suspect it was due to reporting my boss for sexual harassment. How do I address this in my interview? Story here  I\u2019m in WA State. Basically I was fired 8 mos after I reported my boss for sexual harassment. I\u2019ve been trying to find a new job and going on job interviews that I think went pretty well but I seem be getting rejected after the vetting process.   I had another interview today that I felt went very well. I did sense some pressure from the HR Manager to maybe give details surrounding the circumstances by which I exited my last job, but I did not disclose anything because I am not sure what I am allowed to discuss since I signed an NDA. I was also offered a severance when I was fired on the terms that I would not bad mouth the company in social media or go to the news. My termination reason is listed as \u201cpoor performance.\u201d Prior to being fired I\u2019d never been written up or disciplined. I asked for evidence of my poor performance and they did not provide me with anything.  I\u2019m very frustrated as I have reason to believe my former employer is painting me in a bad light. Should I address the terms of my termination in more detail in my interview thank you letter? What should I say? I don\u2019t want to seem catty but I feel very frustrated that I seem to be missing out in employment opportunities and I suspect it\u2019s because of what they\u2019re saying during the vetting process as I feel under represented in the story. Should I call my former employer myself?","c_root_id_A":"egy594v","c_root_id_B":"egx5zjn","created_at_utc_A":1550750811,"created_at_utc_B":1550711154,"score_A":8,"score_B":2,"human_ref_A":"Employment attorney here: contact an attorney. Seriously.","human_ref_B":"I am assuming you signed a release\/waiver of claims along with that NDA, right? So there's not much you can do even if you think you were terminated due to your complaint.  That said, I agree with only giving the HR contact and not a supervisor for any reference\/VOE.    There are ways to phrase the termination -  but I'm not the best wordsmith and others out here can do much better than me!","labels":1,"seconds_difference":39657.0,"score_ratio":4.0}
{"post_id":"aswdnc","domain":"askhr_validation","upvote_ratio":0.93,"history":"I was fired from my last job and highly suspect it was due to reporting my boss for sexual harassment. How do I address this in my interview? Story here  I\u2019m in WA State. Basically I was fired 8 mos after I reported my boss for sexual harassment. I\u2019ve been trying to find a new job and going on job interviews that I think went pretty well but I seem be getting rejected after the vetting process.   I had another interview today that I felt went very well. I did sense some pressure from the HR Manager to maybe give details surrounding the circumstances by which I exited my last job, but I did not disclose anything because I am not sure what I am allowed to discuss since I signed an NDA. I was also offered a severance when I was fired on the terms that I would not bad mouth the company in social media or go to the news. My termination reason is listed as \u201cpoor performance.\u201d Prior to being fired I\u2019d never been written up or disciplined. I asked for evidence of my poor performance and they did not provide me with anything.  I\u2019m very frustrated as I have reason to believe my former employer is painting me in a bad light. Should I address the terms of my termination in more detail in my interview thank you letter? What should I say? I don\u2019t want to seem catty but I feel very frustrated that I seem to be missing out in employment opportunities and I suspect it\u2019s because of what they\u2019re saying during the vetting process as I feel under represented in the story. Should I call my former employer myself?","c_root_id_A":"egyvecy","c_root_id_B":"egx5zjn","created_at_utc_A":1550771765,"created_at_utc_B":1550711154,"score_A":3,"score_B":2,"human_ref_A":"I would file a complaint, which can be done here.   I would definitely at least speak to them. Bring all your documentation. I have been terminated in the past for a retaliatory reason, and Labor and Industries was *not* pleased.   Do not speak with your former employer.   In theory, HR should be confirming your dates of employment, position, and whether or not you are eligible for re-hire. However, nobody can guarantee that they are sticking to that. They may very well be saying [possibly untrue] negative things about you.","human_ref_B":"I am assuming you signed a release\/waiver of claims along with that NDA, right? So there's not much you can do even if you think you were terminated due to your complaint.  That said, I agree with only giving the HR contact and not a supervisor for any reference\/VOE.    There are ways to phrase the termination -  but I'm not the best wordsmith and others out here can do much better than me!","labels":1,"seconds_difference":60611.0,"score_ratio":1.5}
{"post_id":"xqprc7","domain":"askhr_validation","upvote_ratio":0.83,"history":"[CA] Same position in our sister company has no idea what to do and is asking me to train her??? I\u2019m the digital marketing manager for an awesome health company, love my job and have exceeded expectations in the first month- fixed all of the internal issues and have brought in a ton of new revenue without really any direction or training from them, just got straight to it and they appreciate the effort. I\u2019m really happy with it.  They hired a girl the same time as me for the same position in the sister company for likely the same pay, and now she is blowing up my phone constantly asking questions about basic marketing.. I literally have no idea how she got this job. She doesn\u2019t know anything about ads, tracking, landing pages, funnels, literally nothing.   What do I do? It\u2019s the first month for both of us and they really appreciate my work which is great- it feels ridiculous that we\u2019re getting paid the same and I don\u2019t want to train this girl without getting paid for it, or compensated in some way I guess. They could have hired me for both positions!  The CEOs have no idea how incompetent she is because she just started- I don\u2019t want to snitch on her, but I also don\u2019t think she\u2019s anywhere near qualified for this and I don\u2019t want to teach her how to do this stuff.   Please help! Not sure how to diplomatically handle this. Thank you !","c_root_id_A":"iqb6dcf","c_root_id_B":"iqajgdn","created_at_utc_A":1664413057,"created_at_utc_B":1664402732,"score_A":73,"score_B":10,"human_ref_A":"I would let her know you are still learning about your position as you were both hired at the same time and are not in a position to train her.   If she continues with the constant barrage of questions, mention to your manager that although you want to help her, you are dedicating your time to figuring out the best strategies and don\u2019t feel comfortable splitting your time.  What would they suggest you do.","human_ref_B":"This your first job out of college?","labels":1,"seconds_difference":10325.0,"score_ratio":7.3}
{"post_id":"xqprc7","domain":"askhr_validation","upvote_ratio":0.83,"history":"[CA] Same position in our sister company has no idea what to do and is asking me to train her??? I\u2019m the digital marketing manager for an awesome health company, love my job and have exceeded expectations in the first month- fixed all of the internal issues and have brought in a ton of new revenue without really any direction or training from them, just got straight to it and they appreciate the effort. I\u2019m really happy with it.  They hired a girl the same time as me for the same position in the sister company for likely the same pay, and now she is blowing up my phone constantly asking questions about basic marketing.. I literally have no idea how she got this job. She doesn\u2019t know anything about ads, tracking, landing pages, funnels, literally nothing.   What do I do? It\u2019s the first month for both of us and they really appreciate my work which is great- it feels ridiculous that we\u2019re getting paid the same and I don\u2019t want to train this girl without getting paid for it, or compensated in some way I guess. They could have hired me for both positions!  The CEOs have no idea how incompetent she is because she just started- I don\u2019t want to snitch on her, but I also don\u2019t think she\u2019s anywhere near qualified for this and I don\u2019t want to teach her how to do this stuff.   Please help! Not sure how to diplomatically handle this. Thank you !","c_root_id_A":"iqb6dcf","c_root_id_B":"iqamgk8","created_at_utc_A":1664413057,"created_at_utc_B":1664404055,"score_A":73,"score_B":7,"human_ref_A":"I would let her know you are still learning about your position as you were both hired at the same time and are not in a position to train her.   If she continues with the constant barrage of questions, mention to your manager that although you want to help her, you are dedicating your time to figuring out the best strategies and don\u2019t feel comfortable splitting your time.  What would they suggest you do.","human_ref_B":"Leverage the situation to your advantage.  First, confirm with the boss that they understand how you have been helping her.   Second, propose that you formally mentor her.  Third, that gets added to your annual goals.  Finally use the experience to demonstrate your leadership ability.","labels":1,"seconds_difference":9002.0,"score_ratio":10.4285714286}
{"post_id":"xqprc7","domain":"askhr_validation","upvote_ratio":0.83,"history":"[CA] Same position in our sister company has no idea what to do and is asking me to train her??? I\u2019m the digital marketing manager for an awesome health company, love my job and have exceeded expectations in the first month- fixed all of the internal issues and have brought in a ton of new revenue without really any direction or training from them, just got straight to it and they appreciate the effort. I\u2019m really happy with it.  They hired a girl the same time as me for the same position in the sister company for likely the same pay, and now she is blowing up my phone constantly asking questions about basic marketing.. I literally have no idea how she got this job. She doesn\u2019t know anything about ads, tracking, landing pages, funnels, literally nothing.   What do I do? It\u2019s the first month for both of us and they really appreciate my work which is great- it feels ridiculous that we\u2019re getting paid the same and I don\u2019t want to train this girl without getting paid for it, or compensated in some way I guess. They could have hired me for both positions!  The CEOs have no idea how incompetent she is because she just started- I don\u2019t want to snitch on her, but I also don\u2019t think she\u2019s anywhere near qualified for this and I don\u2019t want to teach her how to do this stuff.   Please help! Not sure how to diplomatically handle this. Thank you !","c_root_id_A":"iqajgdn","c_root_id_B":"iqboydb","created_at_utc_A":1664402732,"created_at_utc_B":1664422012,"score_A":10,"score_B":13,"human_ref_A":"This your first job out of college?","human_ref_B":"Since you are so new to the job,I\u2019d start by documenting. I\u2019d send her an email saying something like \u2018Hey, so glad to be working with you. We are both new to the company, and I have been happy to help you with (issues), but from now on could you email me with any questions\u2019. Or just document what specifically her questions have been and when. The email would be a nicer \u2018paper\u2019 trail. Anyway, document, document, document. Also, set up a meeting with your direct boss or however high you are comfortable with. Explain that you really support teamwork, blah blah blah but you are also new and don\u2019t want to be circumventing their processes. Work from a point of confusion to your benefit. Explain what all you have been helping with. You could even present it as her company may need to be billed for your time instead of it coming out of your company\u2019s budget. Then keep documenting.","labels":0,"seconds_difference":19280.0,"score_ratio":1.3}
{"post_id":"xqprc7","domain":"askhr_validation","upvote_ratio":0.83,"history":"[CA] Same position in our sister company has no idea what to do and is asking me to train her??? I\u2019m the digital marketing manager for an awesome health company, love my job and have exceeded expectations in the first month- fixed all of the internal issues and have brought in a ton of new revenue without really any direction or training from them, just got straight to it and they appreciate the effort. I\u2019m really happy with it.  They hired a girl the same time as me for the same position in the sister company for likely the same pay, and now she is blowing up my phone constantly asking questions about basic marketing.. I literally have no idea how she got this job. She doesn\u2019t know anything about ads, tracking, landing pages, funnels, literally nothing.   What do I do? It\u2019s the first month for both of us and they really appreciate my work which is great- it feels ridiculous that we\u2019re getting paid the same and I don\u2019t want to train this girl without getting paid for it, or compensated in some way I guess. They could have hired me for both positions!  The CEOs have no idea how incompetent she is because she just started- I don\u2019t want to snitch on her, but I also don\u2019t think she\u2019s anywhere near qualified for this and I don\u2019t want to teach her how to do this stuff.   Please help! Not sure how to diplomatically handle this. Thank you !","c_root_id_A":"iqamgk8","c_root_id_B":"iqboydb","created_at_utc_A":1664404055,"created_at_utc_B":1664422012,"score_A":7,"score_B":13,"human_ref_A":"Leverage the situation to your advantage.  First, confirm with the boss that they understand how you have been helping her.   Second, propose that you formally mentor her.  Third, that gets added to your annual goals.  Finally use the experience to demonstrate your leadership ability.","human_ref_B":"Since you are so new to the job,I\u2019d start by documenting. I\u2019d send her an email saying something like \u2018Hey, so glad to be working with you. We are both new to the company, and I have been happy to help you with (issues), but from now on could you email me with any questions\u2019. Or just document what specifically her questions have been and when. The email would be a nicer \u2018paper\u2019 trail. Anyway, document, document, document. Also, set up a meeting with your direct boss or however high you are comfortable with. Explain that you really support teamwork, blah blah blah but you are also new and don\u2019t want to be circumventing their processes. Work from a point of confusion to your benefit. Explain what all you have been helping with. You could even present it as her company may need to be billed for your time instead of it coming out of your company\u2019s budget. Then keep documenting.","labels":0,"seconds_difference":17957.0,"score_ratio":1.8571428571}
{"post_id":"xqprc7","domain":"askhr_validation","upvote_ratio":0.83,"history":"[CA] Same position in our sister company has no idea what to do and is asking me to train her??? I\u2019m the digital marketing manager for an awesome health company, love my job and have exceeded expectations in the first month- fixed all of the internal issues and have brought in a ton of new revenue without really any direction or training from them, just got straight to it and they appreciate the effort. I\u2019m really happy with it.  They hired a girl the same time as me for the same position in the sister company for likely the same pay, and now she is blowing up my phone constantly asking questions about basic marketing.. I literally have no idea how she got this job. She doesn\u2019t know anything about ads, tracking, landing pages, funnels, literally nothing.   What do I do? It\u2019s the first month for both of us and they really appreciate my work which is great- it feels ridiculous that we\u2019re getting paid the same and I don\u2019t want to train this girl without getting paid for it, or compensated in some way I guess. They could have hired me for both positions!  The CEOs have no idea how incompetent she is because she just started- I don\u2019t want to snitch on her, but I also don\u2019t think she\u2019s anywhere near qualified for this and I don\u2019t want to teach her how to do this stuff.   Please help! Not sure how to diplomatically handle this. Thank you !","c_root_id_A":"iqbaqyh","c_root_id_B":"iqboydb","created_at_utc_A":1664415051,"created_at_utc_B":1664422012,"score_A":6,"score_B":13,"human_ref_A":"Talk to your boss","human_ref_B":"Since you are so new to the job,I\u2019d start by documenting. I\u2019d send her an email saying something like \u2018Hey, so glad to be working with you. We are both new to the company, and I have been happy to help you with (issues), but from now on could you email me with any questions\u2019. Or just document what specifically her questions have been and when. The email would be a nicer \u2018paper\u2019 trail. Anyway, document, document, document. Also, set up a meeting with your direct boss or however high you are comfortable with. Explain that you really support teamwork, blah blah blah but you are also new and don\u2019t want to be circumventing their processes. Work from a point of confusion to your benefit. Explain what all you have been helping with. You could even present it as her company may need to be billed for your time instead of it coming out of your company\u2019s budget. Then keep documenting.","labels":0,"seconds_difference":6961.0,"score_ratio":2.1666666667}
{"post_id":"xqprc7","domain":"askhr_validation","upvote_ratio":0.83,"history":"[CA] Same position in our sister company has no idea what to do and is asking me to train her??? I\u2019m the digital marketing manager for an awesome health company, love my job and have exceeded expectations in the first month- fixed all of the internal issues and have brought in a ton of new revenue without really any direction or training from them, just got straight to it and they appreciate the effort. I\u2019m really happy with it.  They hired a girl the same time as me for the same position in the sister company for likely the same pay, and now she is blowing up my phone constantly asking questions about basic marketing.. I literally have no idea how she got this job. She doesn\u2019t know anything about ads, tracking, landing pages, funnels, literally nothing.   What do I do? It\u2019s the first month for both of us and they really appreciate my work which is great- it feels ridiculous that we\u2019re getting paid the same and I don\u2019t want to train this girl without getting paid for it, or compensated in some way I guess. They could have hired me for both positions!  The CEOs have no idea how incompetent she is because she just started- I don\u2019t want to snitch on her, but I also don\u2019t think she\u2019s anywhere near qualified for this and I don\u2019t want to teach her how to do this stuff.   Please help! Not sure how to diplomatically handle this. Thank you !","c_root_id_A":"iqajgdn","c_root_id_B":"iqcnc9m","created_at_utc_A":1664402732,"created_at_utc_B":1664448202,"score_A":10,"score_B":11,"human_ref_A":"This your first job out of college?","human_ref_B":"Your job includes whatever your bosses say it is, within reasonable limits. This is digital marketing related, it helps the company, and is good pr for you. But it\u2019s not been defined by your boss as part of your job, so you need to make it official.   If she fails, it\u2019s not like her getting a bad grade in school. The company suffers. So refusing to help doesn\u2019t make you look good. You need to strike a happy medium, and you need your boss\u2019s direction on that. It\u2019s not a decision you can make on your own.   So\u2014Let your boss know. Ask how much time you should spend on these questions and tell her you\u2019re limited to that. Document the time you spend.   You can also give her the names of a couple of websites or books or courses where she could teach herself some of this material. How did you learn?","labels":0,"seconds_difference":45470.0,"score_ratio":1.1}
{"post_id":"xqprc7","domain":"askhr_validation","upvote_ratio":0.83,"history":"[CA] Same position in our sister company has no idea what to do and is asking me to train her??? I\u2019m the digital marketing manager for an awesome health company, love my job and have exceeded expectations in the first month- fixed all of the internal issues and have brought in a ton of new revenue without really any direction or training from them, just got straight to it and they appreciate the effort. I\u2019m really happy with it.  They hired a girl the same time as me for the same position in the sister company for likely the same pay, and now she is blowing up my phone constantly asking questions about basic marketing.. I literally have no idea how she got this job. She doesn\u2019t know anything about ads, tracking, landing pages, funnels, literally nothing.   What do I do? It\u2019s the first month for both of us and they really appreciate my work which is great- it feels ridiculous that we\u2019re getting paid the same and I don\u2019t want to train this girl without getting paid for it, or compensated in some way I guess. They could have hired me for both positions!  The CEOs have no idea how incompetent she is because she just started- I don\u2019t want to snitch on her, but I also don\u2019t think she\u2019s anywhere near qualified for this and I don\u2019t want to teach her how to do this stuff.   Please help! Not sure how to diplomatically handle this. Thank you !","c_root_id_A":"iqamgk8","c_root_id_B":"iqcnc9m","created_at_utc_A":1664404055,"created_at_utc_B":1664448202,"score_A":7,"score_B":11,"human_ref_A":"Leverage the situation to your advantage.  First, confirm with the boss that they understand how you have been helping her.   Second, propose that you formally mentor her.  Third, that gets added to your annual goals.  Finally use the experience to demonstrate your leadership ability.","human_ref_B":"Your job includes whatever your bosses say it is, within reasonable limits. This is digital marketing related, it helps the company, and is good pr for you. But it\u2019s not been defined by your boss as part of your job, so you need to make it official.   If she fails, it\u2019s not like her getting a bad grade in school. The company suffers. So refusing to help doesn\u2019t make you look good. You need to strike a happy medium, and you need your boss\u2019s direction on that. It\u2019s not a decision you can make on your own.   So\u2014Let your boss know. Ask how much time you should spend on these questions and tell her you\u2019re limited to that. Document the time you spend.   You can also give her the names of a couple of websites or books or courses where she could teach herself some of this material. How did you learn?","labels":0,"seconds_difference":44147.0,"score_ratio":1.5714285714}
{"post_id":"xqprc7","domain":"askhr_validation","upvote_ratio":0.83,"history":"[CA] Same position in our sister company has no idea what to do and is asking me to train her??? I\u2019m the digital marketing manager for an awesome health company, love my job and have exceeded expectations in the first month- fixed all of the internal issues and have brought in a ton of new revenue without really any direction or training from them, just got straight to it and they appreciate the effort. I\u2019m really happy with it.  They hired a girl the same time as me for the same position in the sister company for likely the same pay, and now she is blowing up my phone constantly asking questions about basic marketing.. I literally have no idea how she got this job. She doesn\u2019t know anything about ads, tracking, landing pages, funnels, literally nothing.   What do I do? It\u2019s the first month for both of us and they really appreciate my work which is great- it feels ridiculous that we\u2019re getting paid the same and I don\u2019t want to train this girl without getting paid for it, or compensated in some way I guess. They could have hired me for both positions!  The CEOs have no idea how incompetent she is because she just started- I don\u2019t want to snitch on her, but I also don\u2019t think she\u2019s anywhere near qualified for this and I don\u2019t want to teach her how to do this stuff.   Please help! Not sure how to diplomatically handle this. Thank you !","c_root_id_A":"iqbaqyh","c_root_id_B":"iqcnc9m","created_at_utc_A":1664415051,"created_at_utc_B":1664448202,"score_A":6,"score_B":11,"human_ref_A":"Talk to your boss","human_ref_B":"Your job includes whatever your bosses say it is, within reasonable limits. This is digital marketing related, it helps the company, and is good pr for you. But it\u2019s not been defined by your boss as part of your job, so you need to make it official.   If she fails, it\u2019s not like her getting a bad grade in school. The company suffers. So refusing to help doesn\u2019t make you look good. You need to strike a happy medium, and you need your boss\u2019s direction on that. It\u2019s not a decision you can make on your own.   So\u2014Let your boss know. Ask how much time you should spend on these questions and tell her you\u2019re limited to that. Document the time you spend.   You can also give her the names of a couple of websites or books or courses where she could teach herself some of this material. How did you learn?","labels":0,"seconds_difference":33151.0,"score_ratio":1.8333333333}
{"post_id":"xqprc7","domain":"askhr_validation","upvote_ratio":0.83,"history":"[CA] Same position in our sister company has no idea what to do and is asking me to train her??? I\u2019m the digital marketing manager for an awesome health company, love my job and have exceeded expectations in the first month- fixed all of the internal issues and have brought in a ton of new revenue without really any direction or training from them, just got straight to it and they appreciate the effort. I\u2019m really happy with it.  They hired a girl the same time as me for the same position in the sister company for likely the same pay, and now she is blowing up my phone constantly asking questions about basic marketing.. I literally have no idea how she got this job. She doesn\u2019t know anything about ads, tracking, landing pages, funnels, literally nothing.   What do I do? It\u2019s the first month for both of us and they really appreciate my work which is great- it feels ridiculous that we\u2019re getting paid the same and I don\u2019t want to train this girl without getting paid for it, or compensated in some way I guess. They could have hired me for both positions!  The CEOs have no idea how incompetent she is because she just started- I don\u2019t want to snitch on her, but I also don\u2019t think she\u2019s anywhere near qualified for this and I don\u2019t want to teach her how to do this stuff.   Please help! Not sure how to diplomatically handle this. Thank you !","c_root_id_A":"iqcnc9m","c_root_id_B":"iqcn80g","created_at_utc_A":1664448202,"created_at_utc_B":1664448113,"score_A":11,"score_B":4,"human_ref_A":"Your job includes whatever your bosses say it is, within reasonable limits. This is digital marketing related, it helps the company, and is good pr for you. But it\u2019s not been defined by your boss as part of your job, so you need to make it official.   If she fails, it\u2019s not like her getting a bad grade in school. The company suffers. So refusing to help doesn\u2019t make you look good. You need to strike a happy medium, and you need your boss\u2019s direction on that. It\u2019s not a decision you can make on your own.   So\u2014Let your boss know. Ask how much time you should spend on these questions and tell her you\u2019re limited to that. Document the time you spend.   You can also give her the names of a couple of websites or books or courses where she could teach herself some of this material. How did you learn?","human_ref_B":"I see this as a positive opportunity for you to gain leadership\/manager experience where in case they need a manager for the roles, you would have the real experience to do that role.   This could be an unpopular opinion as I see many are writing \u201cthat\u2019s not your job\u201d but really people don\u2019t move fast by sticking to \u201ctheir job\u201d from my experience. Just don\u2019t be taken advantage of.   Anyway, just be straightforward with the colleague and let them know you\u2019re also learning and guide them to speak to their manager for help. If you really want it to stop, go to your manager for supper but be aware this could impact your reputation as a non team player.  Good luck","labels":1,"seconds_difference":89.0,"score_ratio":2.75}
{"post_id":"xqprc7","domain":"askhr_validation","upvote_ratio":0.83,"history":"[CA] Same position in our sister company has no idea what to do and is asking me to train her??? I\u2019m the digital marketing manager for an awesome health company, love my job and have exceeded expectations in the first month- fixed all of the internal issues and have brought in a ton of new revenue without really any direction or training from them, just got straight to it and they appreciate the effort. I\u2019m really happy with it.  They hired a girl the same time as me for the same position in the sister company for likely the same pay, and now she is blowing up my phone constantly asking questions about basic marketing.. I literally have no idea how she got this job. She doesn\u2019t know anything about ads, tracking, landing pages, funnels, literally nothing.   What do I do? It\u2019s the first month for both of us and they really appreciate my work which is great- it feels ridiculous that we\u2019re getting paid the same and I don\u2019t want to train this girl without getting paid for it, or compensated in some way I guess. They could have hired me for both positions!  The CEOs have no idea how incompetent she is because she just started- I don\u2019t want to snitch on her, but I also don\u2019t think she\u2019s anywhere near qualified for this and I don\u2019t want to teach her how to do this stuff.   Please help! Not sure how to diplomatically handle this. Thank you !","c_root_id_A":"iqcnlcu","c_root_id_B":"iqcn80g","created_at_utc_A":1664448389,"created_at_utc_B":1664448113,"score_A":5,"score_B":4,"human_ref_A":"Help her out. Give a tip or two, but dont let it interfere with your duties. This can be a great answer to an interview question for a bigger job in the future...","human_ref_B":"I see this as a positive opportunity for you to gain leadership\/manager experience where in case they need a manager for the roles, you would have the real experience to do that role.   This could be an unpopular opinion as I see many are writing \u201cthat\u2019s not your job\u201d but really people don\u2019t move fast by sticking to \u201ctheir job\u201d from my experience. Just don\u2019t be taken advantage of.   Anyway, just be straightforward with the colleague and let them know you\u2019re also learning and guide them to speak to their manager for help. If you really want it to stop, go to your manager for supper but be aware this could impact your reputation as a non team player.  Good luck","labels":1,"seconds_difference":276.0,"score_ratio":1.25}
{"post_id":"xqprc7","domain":"askhr_validation","upvote_ratio":0.83,"history":"[CA] Same position in our sister company has no idea what to do and is asking me to train her??? I\u2019m the digital marketing manager for an awesome health company, love my job and have exceeded expectations in the first month- fixed all of the internal issues and have brought in a ton of new revenue without really any direction or training from them, just got straight to it and they appreciate the effort. I\u2019m really happy with it.  They hired a girl the same time as me for the same position in the sister company for likely the same pay, and now she is blowing up my phone constantly asking questions about basic marketing.. I literally have no idea how she got this job. She doesn\u2019t know anything about ads, tracking, landing pages, funnels, literally nothing.   What do I do? It\u2019s the first month for both of us and they really appreciate my work which is great- it feels ridiculous that we\u2019re getting paid the same and I don\u2019t want to train this girl without getting paid for it, or compensated in some way I guess. They could have hired me for both positions!  The CEOs have no idea how incompetent she is because she just started- I don\u2019t want to snitch on her, but I also don\u2019t think she\u2019s anywhere near qualified for this and I don\u2019t want to teach her how to do this stuff.   Please help! Not sure how to diplomatically handle this. Thank you !","c_root_id_A":"iqcn80g","c_root_id_B":"iqdckve","created_at_utc_A":1664448113,"created_at_utc_B":1664461503,"score_A":4,"score_B":5,"human_ref_A":"I see this as a positive opportunity for you to gain leadership\/manager experience where in case they need a manager for the roles, you would have the real experience to do that role.   This could be an unpopular opinion as I see many are writing \u201cthat\u2019s not your job\u201d but really people don\u2019t move fast by sticking to \u201ctheir job\u201d from my experience. Just don\u2019t be taken advantage of.   Anyway, just be straightforward with the colleague and let them know you\u2019re also learning and guide them to speak to their manager for help. If you really want it to stop, go to your manager for supper but be aware this could impact your reputation as a non team player.  Good luck","human_ref_B":"Situations like these happen more often than you think. She's likely seeing your progress and it's highlighting her own ineptitude. You don't want to quietly do her job for her and have your bosses be in the dark. You also don't want to throw her under the bus and wipe your hands clean.  I suggest you help her because helping her helps your company. Take stock of the questions she has. Come up with a short list of items you could train her on to start. Go to your boss\/manager and present this information. Hi boss, x from our sister company has been asking for some help in these areas. I think it would benefit her and sister company to train her on a, b, and c. Perhaps I could schedule a weekly 30\/60 minute meeting with her to get her up to speed. What do you think about that?   If your boss agrees to your proposal, trail this girl according to the schedule you set. Provide updates to your boss about her progress.  This will show that you are a team player, that you are very capable in your field and that you have leadership potential.","labels":0,"seconds_difference":13390.0,"score_ratio":1.25}
{"post_id":"xqprc7","domain":"askhr_validation","upvote_ratio":0.83,"history":"[CA] Same position in our sister company has no idea what to do and is asking me to train her??? I\u2019m the digital marketing manager for an awesome health company, love my job and have exceeded expectations in the first month- fixed all of the internal issues and have brought in a ton of new revenue without really any direction or training from them, just got straight to it and they appreciate the effort. I\u2019m really happy with it.  They hired a girl the same time as me for the same position in the sister company for likely the same pay, and now she is blowing up my phone constantly asking questions about basic marketing.. I literally have no idea how she got this job. She doesn\u2019t know anything about ads, tracking, landing pages, funnels, literally nothing.   What do I do? It\u2019s the first month for both of us and they really appreciate my work which is great- it feels ridiculous that we\u2019re getting paid the same and I don\u2019t want to train this girl without getting paid for it, or compensated in some way I guess. They could have hired me for both positions!  The CEOs have no idea how incompetent she is because she just started- I don\u2019t want to snitch on her, but I also don\u2019t think she\u2019s anywhere near qualified for this and I don\u2019t want to teach her how to do this stuff.   Please help! Not sure how to diplomatically handle this. Thank you !","c_root_id_A":"iqcoaka","c_root_id_B":"iqdckve","created_at_utc_A":1664448895,"created_at_utc_B":1664461503,"score_A":3,"score_B":5,"human_ref_A":"What\u2019s your goal at the company? Do your job and go home? Rise in the ranks?","human_ref_B":"Situations like these happen more often than you think. She's likely seeing your progress and it's highlighting her own ineptitude. You don't want to quietly do her job for her and have your bosses be in the dark. You also don't want to throw her under the bus and wipe your hands clean.  I suggest you help her because helping her helps your company. Take stock of the questions she has. Come up with a short list of items you could train her on to start. Go to your boss\/manager and present this information. Hi boss, x from our sister company has been asking for some help in these areas. I think it would benefit her and sister company to train her on a, b, and c. Perhaps I could schedule a weekly 30\/60 minute meeting with her to get her up to speed. What do you think about that?   If your boss agrees to your proposal, trail this girl according to the schedule you set. Provide updates to your boss about her progress.  This will show that you are a team player, that you are very capable in your field and that you have leadership potential.","labels":0,"seconds_difference":12608.0,"score_ratio":1.6666666667}
{"post_id":"xqprc7","domain":"askhr_validation","upvote_ratio":0.83,"history":"[CA] Same position in our sister company has no idea what to do and is asking me to train her??? I\u2019m the digital marketing manager for an awesome health company, love my job and have exceeded expectations in the first month- fixed all of the internal issues and have brought in a ton of new revenue without really any direction or training from them, just got straight to it and they appreciate the effort. I\u2019m really happy with it.  They hired a girl the same time as me for the same position in the sister company for likely the same pay, and now she is blowing up my phone constantly asking questions about basic marketing.. I literally have no idea how she got this job. She doesn\u2019t know anything about ads, tracking, landing pages, funnels, literally nothing.   What do I do? It\u2019s the first month for both of us and they really appreciate my work which is great- it feels ridiculous that we\u2019re getting paid the same and I don\u2019t want to train this girl without getting paid for it, or compensated in some way I guess. They could have hired me for both positions!  The CEOs have no idea how incompetent she is because she just started- I don\u2019t want to snitch on her, but I also don\u2019t think she\u2019s anywhere near qualified for this and I don\u2019t want to teach her how to do this stuff.   Please help! Not sure how to diplomatically handle this. Thank you !","c_root_id_A":"iqczjs0","c_root_id_B":"iqdckve","created_at_utc_A":1664455558,"created_at_utc_B":1664461503,"score_A":2,"score_B":5,"human_ref_A":"Hey you can now add lecturing to your belt and treat it as a case study of sorts. Just don't get too involved and risk being the easy go to search engine for a lazy bum but you can experiment with providing some solutions which can move both companies forward and put it as an achievement in your next salary negotiation or job interview. It would be a great kicker if there's actual traceable methodology improvements, you can own them and publish an ebook","human_ref_B":"Situations like these happen more often than you think. She's likely seeing your progress and it's highlighting her own ineptitude. You don't want to quietly do her job for her and have your bosses be in the dark. You also don't want to throw her under the bus and wipe your hands clean.  I suggest you help her because helping her helps your company. Take stock of the questions she has. Come up with a short list of items you could train her on to start. Go to your boss\/manager and present this information. Hi boss, x from our sister company has been asking for some help in these areas. I think it would benefit her and sister company to train her on a, b, and c. Perhaps I could schedule a weekly 30\/60 minute meeting with her to get her up to speed. What do you think about that?   If your boss agrees to your proposal, trail this girl according to the schedule you set. Provide updates to your boss about her progress.  This will show that you are a team player, that you are very capable in your field and that you have leadership potential.","labels":0,"seconds_difference":5945.0,"score_ratio":2.5}
{"post_id":"y0z27h","domain":"askhr_validation","upvote_ratio":0.84,"history":"[TX] HR gave misleading\/questionable info on FMLA and STD leave\u2026. I have a fairly serious chronic health condition. I\u2019ve been with my job for close to 1.5 years and have managed working full time well, but my symptoms have really flared lately to the point I need medical leave. I also have STD coverage through my employer.   I brought up my need for leave with my supervisor last week and had a phone chat with HR about my options. Both were very supportive and my HR rep advised I would likely qualify for both FMLA and STD. HR provided me with forms and encouraged me to see my PCP asap. I then got a bit of sassiness\/rudeness from upper management on my team - but I get it, having people out can be rough.   However, after the weird stuff from upper management I received an email from the same HR rep with completely different and somewhat misleading\/false advice-   \u201cUnfortunately based on what you have shared with me yesterday regarding your chronic health condition that you mentioned was diagnosed in 2019, I do not believe that you currently qualify for a short-term disability leave or FMLA leave. If after seeing your doctor next week there is additional diagnosis or treatment plan please let me know and I can help you through the leave request process if your doctor feels you are unable to work. However without a medical document supporting your request for time off  to deal with your health we are unable to move forward\u201d   From what I understand chronic conditions are clearly covered under FMLA? I read a chronic condition is defined as one you\u2019ve sought treatment for at least twice in the last year, which I meet. I also called the insurance company and discovered that chronic conditions are covered by STD after a 12-month waiting period, which I also satisfy.   In any case- I saw my doctor today (as the HR rep originally advised- I was so confused by the email\u2019s end as we had already discussed I would need documentation) and he\u2019s fully supportive to sign off for FMLA and STD. So the point is kinda moot- I\u2019m going to get my leave and hopefully my disability. Im just feeling a little icky about this. I work for a company that loves to tout its great benefits and human-centric culture. This experience honestly makes me feel discouraged from returning to the company after my leave.   So AskHr, what should I do? Of course, I could do nothing- I\u2019m going to get the leave I  need. I just find 2 things really unethical: the change in advice that seems to have been influenced by managerial needs, and that that advice is misleading\/bordering on false. Should I file an internal or external complaint? Something else? Just feeling icky and kinda bummed that this experience has made me not want to return to a job I\u2019m good at and previously enjoyed :(","c_root_id_A":"iruqn0i","c_root_id_B":"irup3z9","created_at_utc_A":1665463049,"created_at_utc_B":1665462076,"score_A":12,"score_B":7,"human_ref_A":"HR personal are just human and make mistakes.  You shouldn't just trust what the first person tells you if it doesn't sound right.  Other commenters have provided guidance on what to do to verify if your leave will approved or not.  But you also didn't include the entire conversation so the HR rep may have been trying to tell you that you won't be approved if you don't go to your doctor and get them to complete the forms, but worded it poorly.  Which is 100% true.  Either way go to your doctor and complete all the required documentation.","human_ref_B":"You would be eligible for FMLA, unless you haven't worked 1250 hours. That person might not be the one who can officially tell you if you're eligible, and had to correct their mistake.   STD might not cover pre-existing conditions though.","labels":1,"seconds_difference":973.0,"score_ratio":1.7142857143}
{"post_id":"y0z27h","domain":"askhr_validation","upvote_ratio":0.84,"history":"[TX] HR gave misleading\/questionable info on FMLA and STD leave\u2026. I have a fairly serious chronic health condition. I\u2019ve been with my job for close to 1.5 years and have managed working full time well, but my symptoms have really flared lately to the point I need medical leave. I also have STD coverage through my employer.   I brought up my need for leave with my supervisor last week and had a phone chat with HR about my options. Both were very supportive and my HR rep advised I would likely qualify for both FMLA and STD. HR provided me with forms and encouraged me to see my PCP asap. I then got a bit of sassiness\/rudeness from upper management on my team - but I get it, having people out can be rough.   However, after the weird stuff from upper management I received an email from the same HR rep with completely different and somewhat misleading\/false advice-   \u201cUnfortunately based on what you have shared with me yesterday regarding your chronic health condition that you mentioned was diagnosed in 2019, I do not believe that you currently qualify for a short-term disability leave or FMLA leave. If after seeing your doctor next week there is additional diagnosis or treatment plan please let me know and I can help you through the leave request process if your doctor feels you are unable to work. However without a medical document supporting your request for time off  to deal with your health we are unable to move forward\u201d   From what I understand chronic conditions are clearly covered under FMLA? I read a chronic condition is defined as one you\u2019ve sought treatment for at least twice in the last year, which I meet. I also called the insurance company and discovered that chronic conditions are covered by STD after a 12-month waiting period, which I also satisfy.   In any case- I saw my doctor today (as the HR rep originally advised- I was so confused by the email\u2019s end as we had already discussed I would need documentation) and he\u2019s fully supportive to sign off for FMLA and STD. So the point is kinda moot- I\u2019m going to get my leave and hopefully my disability. Im just feeling a little icky about this. I work for a company that loves to tout its great benefits and human-centric culture. This experience honestly makes me feel discouraged from returning to the company after my leave.   So AskHr, what should I do? Of course, I could do nothing- I\u2019m going to get the leave I  need. I just find 2 things really unethical: the change in advice that seems to have been influenced by managerial needs, and that that advice is misleading\/bordering on false. Should I file an internal or external complaint? Something else? Just feeling icky and kinda bummed that this experience has made me not want to return to a job I\u2019m good at and previously enjoyed :(","c_root_id_A":"iruqn0i","c_root_id_B":"iruofzo","created_at_utc_A":1665463049,"created_at_utc_B":1665461669,"score_A":12,"score_B":2,"human_ref_A":"HR personal are just human and make mistakes.  You shouldn't just trust what the first person tells you if it doesn't sound right.  Other commenters have provided guidance on what to do to verify if your leave will approved or not.  But you also didn't include the entire conversation so the HR rep may have been trying to tell you that you won't be approved if you don't go to your doctor and get them to complete the forms, but worded it poorly.  Which is 100% true.  Either way go to your doctor and complete all the required documentation.","human_ref_B":"This is weird on HR\u2019s part as they don\u2019t determine the medical part of FMLA and STD - your doctor does for FMLA, and the STD provider in conjunction with your doctor or team of docs does.   Just have your doctor put you on leave and get the paperwork in.   Is there anyone trusted at work who also been on leave you ask about their experience with your HR department and their leave?","labels":1,"seconds_difference":1380.0,"score_ratio":6.0}
{"post_id":"y0z27h","domain":"askhr_validation","upvote_ratio":0.84,"history":"[TX] HR gave misleading\/questionable info on FMLA and STD leave\u2026. I have a fairly serious chronic health condition. I\u2019ve been with my job for close to 1.5 years and have managed working full time well, but my symptoms have really flared lately to the point I need medical leave. I also have STD coverage through my employer.   I brought up my need for leave with my supervisor last week and had a phone chat with HR about my options. Both were very supportive and my HR rep advised I would likely qualify for both FMLA and STD. HR provided me with forms and encouraged me to see my PCP asap. I then got a bit of sassiness\/rudeness from upper management on my team - but I get it, having people out can be rough.   However, after the weird stuff from upper management I received an email from the same HR rep with completely different and somewhat misleading\/false advice-   \u201cUnfortunately based on what you have shared with me yesterday regarding your chronic health condition that you mentioned was diagnosed in 2019, I do not believe that you currently qualify for a short-term disability leave or FMLA leave. If after seeing your doctor next week there is additional diagnosis or treatment plan please let me know and I can help you through the leave request process if your doctor feels you are unable to work. However without a medical document supporting your request for time off  to deal with your health we are unable to move forward\u201d   From what I understand chronic conditions are clearly covered under FMLA? I read a chronic condition is defined as one you\u2019ve sought treatment for at least twice in the last year, which I meet. I also called the insurance company and discovered that chronic conditions are covered by STD after a 12-month waiting period, which I also satisfy.   In any case- I saw my doctor today (as the HR rep originally advised- I was so confused by the email\u2019s end as we had already discussed I would need documentation) and he\u2019s fully supportive to sign off for FMLA and STD. So the point is kinda moot- I\u2019m going to get my leave and hopefully my disability. Im just feeling a little icky about this. I work for a company that loves to tout its great benefits and human-centric culture. This experience honestly makes me feel discouraged from returning to the company after my leave.   So AskHr, what should I do? Of course, I could do nothing- I\u2019m going to get the leave I  need. I just find 2 things really unethical: the change in advice that seems to have been influenced by managerial needs, and that that advice is misleading\/bordering on false. Should I file an internal or external complaint? Something else? Just feeling icky and kinda bummed that this experience has made me not want to return to a job I\u2019m good at and previously enjoyed :(","c_root_id_A":"irvbbri","c_root_id_B":"irvsy1f","created_at_utc_A":1665480006,"created_at_utc_B":1665492381,"score_A":7,"score_B":9,"human_ref_A":"Not sure why the confusion. Unless I missed it you had never advised HR of your chronic medical condition nor provided any medical certification prior to your recent discussion w\/ supervisor\/HR. If you disclosed you were initially diagnosed with this condition in 2019 HR would naturally require a current medical certification confirming your chronic condition still exists in order to process and\/or approve FMLA and STD. More procedural than anything nefarious.","human_ref_B":"Long post here, but I want to address the original question plus some things that may not be clear to you about how and if FMLA applies here.    First, your HR person should not have told you that you\u2019d likely qualify for FMLA or STD. HR should have started the process by giving you the forms and you then have 15 calendar days to return the certification.  If you didn\u2019t then that\u2019s the reason for the denial. IMO, you should let this go.  Your HR person misspoke and then corrected the information.  There\u2019s really nothing to make a complaint about.    As for your condition, it\u2019s impossible to make a determination without more information.  Having a diagnosis in 2019 of a chronic condition may not always meet the legal definition of serious health condition. If I have severe allergies, I can meet this definition with the exception of the period of incapacity.  Someone else with severe allergies may have a period of incapacity.   A certification clears that up.   Here are the requirements for a chronic condition   \u201cChronic conditions. Any period of incapacity or treatment for such incapacity due to a chronic serious health condition. A chronic serious health condition is one which:  (i) Requires periodic visits (defined as at least twice a year) for treatment by a health care provider, or by a nurse under direct supervision of a health care provider;  (ii) Continues over an extended period of time (including recurring episodes of a single underlying condition); and  (iii) May cause episodic rather than a continuing period of incapacity (e.g., asthma, diabetes, epilepsy, etc.). \u201c  The big question is around the period of incapacity and the time off needed.  You can\u2019t answer that. Your hr can\u2019t answer that.  Your dr can.  That\u2019s the purpose of the certification.    Get the certification and file for STD and focus on recovering.  If you provide a complete certification and they still deny it then you would make a complaint.","labels":0,"seconds_difference":12375.0,"score_ratio":1.2857142857}
{"post_id":"y0z27h","domain":"askhr_validation","upvote_ratio":0.84,"history":"[TX] HR gave misleading\/questionable info on FMLA and STD leave\u2026. I have a fairly serious chronic health condition. I\u2019ve been with my job for close to 1.5 years and have managed working full time well, but my symptoms have really flared lately to the point I need medical leave. I also have STD coverage through my employer.   I brought up my need for leave with my supervisor last week and had a phone chat with HR about my options. Both were very supportive and my HR rep advised I would likely qualify for both FMLA and STD. HR provided me with forms and encouraged me to see my PCP asap. I then got a bit of sassiness\/rudeness from upper management on my team - but I get it, having people out can be rough.   However, after the weird stuff from upper management I received an email from the same HR rep with completely different and somewhat misleading\/false advice-   \u201cUnfortunately based on what you have shared with me yesterday regarding your chronic health condition that you mentioned was diagnosed in 2019, I do not believe that you currently qualify for a short-term disability leave or FMLA leave. If after seeing your doctor next week there is additional diagnosis or treatment plan please let me know and I can help you through the leave request process if your doctor feels you are unable to work. However without a medical document supporting your request for time off  to deal with your health we are unable to move forward\u201d   From what I understand chronic conditions are clearly covered under FMLA? I read a chronic condition is defined as one you\u2019ve sought treatment for at least twice in the last year, which I meet. I also called the insurance company and discovered that chronic conditions are covered by STD after a 12-month waiting period, which I also satisfy.   In any case- I saw my doctor today (as the HR rep originally advised- I was so confused by the email\u2019s end as we had already discussed I would need documentation) and he\u2019s fully supportive to sign off for FMLA and STD. So the point is kinda moot- I\u2019m going to get my leave and hopefully my disability. Im just feeling a little icky about this. I work for a company that loves to tout its great benefits and human-centric culture. This experience honestly makes me feel discouraged from returning to the company after my leave.   So AskHr, what should I do? Of course, I could do nothing- I\u2019m going to get the leave I  need. I just find 2 things really unethical: the change in advice that seems to have been influenced by managerial needs, and that that advice is misleading\/bordering on false. Should I file an internal or external complaint? Something else? Just feeling icky and kinda bummed that this experience has made me not want to return to a job I\u2019m good at and previously enjoyed :(","c_root_id_A":"irup3z9","c_root_id_B":"irvsy1f","created_at_utc_A":1665462076,"created_at_utc_B":1665492381,"score_A":7,"score_B":9,"human_ref_A":"You would be eligible for FMLA, unless you haven't worked 1250 hours. That person might not be the one who can officially tell you if you're eligible, and had to correct their mistake.   STD might not cover pre-existing conditions though.","human_ref_B":"Long post here, but I want to address the original question plus some things that may not be clear to you about how and if FMLA applies here.    First, your HR person should not have told you that you\u2019d likely qualify for FMLA or STD. HR should have started the process by giving you the forms and you then have 15 calendar days to return the certification.  If you didn\u2019t then that\u2019s the reason for the denial. IMO, you should let this go.  Your HR person misspoke and then corrected the information.  There\u2019s really nothing to make a complaint about.    As for your condition, it\u2019s impossible to make a determination without more information.  Having a diagnosis in 2019 of a chronic condition may not always meet the legal definition of serious health condition. If I have severe allergies, I can meet this definition with the exception of the period of incapacity.  Someone else with severe allergies may have a period of incapacity.   A certification clears that up.   Here are the requirements for a chronic condition   \u201cChronic conditions. Any period of incapacity or treatment for such incapacity due to a chronic serious health condition. A chronic serious health condition is one which:  (i) Requires periodic visits (defined as at least twice a year) for treatment by a health care provider, or by a nurse under direct supervision of a health care provider;  (ii) Continues over an extended period of time (including recurring episodes of a single underlying condition); and  (iii) May cause episodic rather than a continuing period of incapacity (e.g., asthma, diabetes, epilepsy, etc.). \u201c  The big question is around the period of incapacity and the time off needed.  You can\u2019t answer that. Your hr can\u2019t answer that.  Your dr can.  That\u2019s the purpose of the certification.    Get the certification and file for STD and focus on recovering.  If you provide a complete certification and they still deny it then you would make a complaint.","labels":0,"seconds_difference":30305.0,"score_ratio":1.2857142857}
{"post_id":"y0z27h","domain":"askhr_validation","upvote_ratio":0.84,"history":"[TX] HR gave misleading\/questionable info on FMLA and STD leave\u2026. I have a fairly serious chronic health condition. I\u2019ve been with my job for close to 1.5 years and have managed working full time well, but my symptoms have really flared lately to the point I need medical leave. I also have STD coverage through my employer.   I brought up my need for leave with my supervisor last week and had a phone chat with HR about my options. Both were very supportive and my HR rep advised I would likely qualify for both FMLA and STD. HR provided me with forms and encouraged me to see my PCP asap. I then got a bit of sassiness\/rudeness from upper management on my team - but I get it, having people out can be rough.   However, after the weird stuff from upper management I received an email from the same HR rep with completely different and somewhat misleading\/false advice-   \u201cUnfortunately based on what you have shared with me yesterday regarding your chronic health condition that you mentioned was diagnosed in 2019, I do not believe that you currently qualify for a short-term disability leave or FMLA leave. If after seeing your doctor next week there is additional diagnosis or treatment plan please let me know and I can help you through the leave request process if your doctor feels you are unable to work. However without a medical document supporting your request for time off  to deal with your health we are unable to move forward\u201d   From what I understand chronic conditions are clearly covered under FMLA? I read a chronic condition is defined as one you\u2019ve sought treatment for at least twice in the last year, which I meet. I also called the insurance company and discovered that chronic conditions are covered by STD after a 12-month waiting period, which I also satisfy.   In any case- I saw my doctor today (as the HR rep originally advised- I was so confused by the email\u2019s end as we had already discussed I would need documentation) and he\u2019s fully supportive to sign off for FMLA and STD. So the point is kinda moot- I\u2019m going to get my leave and hopefully my disability. Im just feeling a little icky about this. I work for a company that loves to tout its great benefits and human-centric culture. This experience honestly makes me feel discouraged from returning to the company after my leave.   So AskHr, what should I do? Of course, I could do nothing- I\u2019m going to get the leave I  need. I just find 2 things really unethical: the change in advice that seems to have been influenced by managerial needs, and that that advice is misleading\/bordering on false. Should I file an internal or external complaint? Something else? Just feeling icky and kinda bummed that this experience has made me not want to return to a job I\u2019m good at and previously enjoyed :(","c_root_id_A":"irvhp7j","c_root_id_B":"irvsy1f","created_at_utc_A":1665485390,"created_at_utc_B":1665492381,"score_A":4,"score_B":9,"human_ref_A":"Can you link to your previous post about this so they have the backstory?  I think you are going to have to wait to see what happens and then determine your next steps.  You can also keep looking for other jobs. Keep in mind that if  you move to a new company, you'll have to start the FMLA clock over again. So it might be better to try to reach an amicable resolution, even if  you feel that your current is acting badly. \ud83e\udd37  Work through the negative feelings. Then focus on financial security.  Regardless of the sale pitch and mission statement, businesses do business things and make business decisions.","human_ref_B":"Long post here, but I want to address the original question plus some things that may not be clear to you about how and if FMLA applies here.    First, your HR person should not have told you that you\u2019d likely qualify for FMLA or STD. HR should have started the process by giving you the forms and you then have 15 calendar days to return the certification.  If you didn\u2019t then that\u2019s the reason for the denial. IMO, you should let this go.  Your HR person misspoke and then corrected the information.  There\u2019s really nothing to make a complaint about.    As for your condition, it\u2019s impossible to make a determination without more information.  Having a diagnosis in 2019 of a chronic condition may not always meet the legal definition of serious health condition. If I have severe allergies, I can meet this definition with the exception of the period of incapacity.  Someone else with severe allergies may have a period of incapacity.   A certification clears that up.   Here are the requirements for a chronic condition   \u201cChronic conditions. Any period of incapacity or treatment for such incapacity due to a chronic serious health condition. A chronic serious health condition is one which:  (i) Requires periodic visits (defined as at least twice a year) for treatment by a health care provider, or by a nurse under direct supervision of a health care provider;  (ii) Continues over an extended period of time (including recurring episodes of a single underlying condition); and  (iii) May cause episodic rather than a continuing period of incapacity (e.g., asthma, diabetes, epilepsy, etc.). \u201c  The big question is around the period of incapacity and the time off needed.  You can\u2019t answer that. Your hr can\u2019t answer that.  Your dr can.  That\u2019s the purpose of the certification.    Get the certification and file for STD and focus on recovering.  If you provide a complete certification and they still deny it then you would make a complaint.","labels":0,"seconds_difference":6991.0,"score_ratio":2.25}
{"post_id":"y0z27h","domain":"askhr_validation","upvote_ratio":0.84,"history":"[TX] HR gave misleading\/questionable info on FMLA and STD leave\u2026. I have a fairly serious chronic health condition. I\u2019ve been with my job for close to 1.5 years and have managed working full time well, but my symptoms have really flared lately to the point I need medical leave. I also have STD coverage through my employer.   I brought up my need for leave with my supervisor last week and had a phone chat with HR about my options. Both were very supportive and my HR rep advised I would likely qualify for both FMLA and STD. HR provided me with forms and encouraged me to see my PCP asap. I then got a bit of sassiness\/rudeness from upper management on my team - but I get it, having people out can be rough.   However, after the weird stuff from upper management I received an email from the same HR rep with completely different and somewhat misleading\/false advice-   \u201cUnfortunately based on what you have shared with me yesterday regarding your chronic health condition that you mentioned was diagnosed in 2019, I do not believe that you currently qualify for a short-term disability leave or FMLA leave. If after seeing your doctor next week there is additional diagnosis or treatment plan please let me know and I can help you through the leave request process if your doctor feels you are unable to work. However without a medical document supporting your request for time off  to deal with your health we are unable to move forward\u201d   From what I understand chronic conditions are clearly covered under FMLA? I read a chronic condition is defined as one you\u2019ve sought treatment for at least twice in the last year, which I meet. I also called the insurance company and discovered that chronic conditions are covered by STD after a 12-month waiting period, which I also satisfy.   In any case- I saw my doctor today (as the HR rep originally advised- I was so confused by the email\u2019s end as we had already discussed I would need documentation) and he\u2019s fully supportive to sign off for FMLA and STD. So the point is kinda moot- I\u2019m going to get my leave and hopefully my disability. Im just feeling a little icky about this. I work for a company that loves to tout its great benefits and human-centric culture. This experience honestly makes me feel discouraged from returning to the company after my leave.   So AskHr, what should I do? Of course, I could do nothing- I\u2019m going to get the leave I  need. I just find 2 things really unethical: the change in advice that seems to have been influenced by managerial needs, and that that advice is misleading\/bordering on false. Should I file an internal or external complaint? Something else? Just feeling icky and kinda bummed that this experience has made me not want to return to a job I\u2019m good at and previously enjoyed :(","c_root_id_A":"iruofzo","c_root_id_B":"irvsy1f","created_at_utc_A":1665461669,"created_at_utc_B":1665492381,"score_A":2,"score_B":9,"human_ref_A":"This is weird on HR\u2019s part as they don\u2019t determine the medical part of FMLA and STD - your doctor does for FMLA, and the STD provider in conjunction with your doctor or team of docs does.   Just have your doctor put you on leave and get the paperwork in.   Is there anyone trusted at work who also been on leave you ask about their experience with your HR department and their leave?","human_ref_B":"Long post here, but I want to address the original question plus some things that may not be clear to you about how and if FMLA applies here.    First, your HR person should not have told you that you\u2019d likely qualify for FMLA or STD. HR should have started the process by giving you the forms and you then have 15 calendar days to return the certification.  If you didn\u2019t then that\u2019s the reason for the denial. IMO, you should let this go.  Your HR person misspoke and then corrected the information.  There\u2019s really nothing to make a complaint about.    As for your condition, it\u2019s impossible to make a determination without more information.  Having a diagnosis in 2019 of a chronic condition may not always meet the legal definition of serious health condition. If I have severe allergies, I can meet this definition with the exception of the period of incapacity.  Someone else with severe allergies may have a period of incapacity.   A certification clears that up.   Here are the requirements for a chronic condition   \u201cChronic conditions. Any period of incapacity or treatment for such incapacity due to a chronic serious health condition. A chronic serious health condition is one which:  (i) Requires periodic visits (defined as at least twice a year) for treatment by a health care provider, or by a nurse under direct supervision of a health care provider;  (ii) Continues over an extended period of time (including recurring episodes of a single underlying condition); and  (iii) May cause episodic rather than a continuing period of incapacity (e.g., asthma, diabetes, epilepsy, etc.). \u201c  The big question is around the period of incapacity and the time off needed.  You can\u2019t answer that. Your hr can\u2019t answer that.  Your dr can.  That\u2019s the purpose of the certification.    Get the certification and file for STD and focus on recovering.  If you provide a complete certification and they still deny it then you would make a complaint.","labels":0,"seconds_difference":30712.0,"score_ratio":4.5}
{"post_id":"y0z27h","domain":"askhr_validation","upvote_ratio":0.84,"history":"[TX] HR gave misleading\/questionable info on FMLA and STD leave\u2026. I have a fairly serious chronic health condition. I\u2019ve been with my job for close to 1.5 years and have managed working full time well, but my symptoms have really flared lately to the point I need medical leave. I also have STD coverage through my employer.   I brought up my need for leave with my supervisor last week and had a phone chat with HR about my options. Both were very supportive and my HR rep advised I would likely qualify for both FMLA and STD. HR provided me with forms and encouraged me to see my PCP asap. I then got a bit of sassiness\/rudeness from upper management on my team - but I get it, having people out can be rough.   However, after the weird stuff from upper management I received an email from the same HR rep with completely different and somewhat misleading\/false advice-   \u201cUnfortunately based on what you have shared with me yesterday regarding your chronic health condition that you mentioned was diagnosed in 2019, I do not believe that you currently qualify for a short-term disability leave or FMLA leave. If after seeing your doctor next week there is additional diagnosis or treatment plan please let me know and I can help you through the leave request process if your doctor feels you are unable to work. However without a medical document supporting your request for time off  to deal with your health we are unable to move forward\u201d   From what I understand chronic conditions are clearly covered under FMLA? I read a chronic condition is defined as one you\u2019ve sought treatment for at least twice in the last year, which I meet. I also called the insurance company and discovered that chronic conditions are covered by STD after a 12-month waiting period, which I also satisfy.   In any case- I saw my doctor today (as the HR rep originally advised- I was so confused by the email\u2019s end as we had already discussed I would need documentation) and he\u2019s fully supportive to sign off for FMLA and STD. So the point is kinda moot- I\u2019m going to get my leave and hopefully my disability. Im just feeling a little icky about this. I work for a company that loves to tout its great benefits and human-centric culture. This experience honestly makes me feel discouraged from returning to the company after my leave.   So AskHr, what should I do? Of course, I could do nothing- I\u2019m going to get the leave I  need. I just find 2 things really unethical: the change in advice that seems to have been influenced by managerial needs, and that that advice is misleading\/bordering on false. Should I file an internal or external complaint? Something else? Just feeling icky and kinda bummed that this experience has made me not want to return to a job I\u2019m good at and previously enjoyed :(","c_root_id_A":"iruofzo","c_root_id_B":"irvbbri","created_at_utc_A":1665461669,"created_at_utc_B":1665480006,"score_A":2,"score_B":7,"human_ref_A":"This is weird on HR\u2019s part as they don\u2019t determine the medical part of FMLA and STD - your doctor does for FMLA, and the STD provider in conjunction with your doctor or team of docs does.   Just have your doctor put you on leave and get the paperwork in.   Is there anyone trusted at work who also been on leave you ask about their experience with your HR department and their leave?","human_ref_B":"Not sure why the confusion. Unless I missed it you had never advised HR of your chronic medical condition nor provided any medical certification prior to your recent discussion w\/ supervisor\/HR. If you disclosed you were initially diagnosed with this condition in 2019 HR would naturally require a current medical certification confirming your chronic condition still exists in order to process and\/or approve FMLA and STD. More procedural than anything nefarious.","labels":0,"seconds_difference":18337.0,"score_ratio":3.5}
{"post_id":"y0z27h","domain":"askhr_validation","upvote_ratio":0.84,"history":"[TX] HR gave misleading\/questionable info on FMLA and STD leave\u2026. I have a fairly serious chronic health condition. I\u2019ve been with my job for close to 1.5 years and have managed working full time well, but my symptoms have really flared lately to the point I need medical leave. I also have STD coverage through my employer.   I brought up my need for leave with my supervisor last week and had a phone chat with HR about my options. Both were very supportive and my HR rep advised I would likely qualify for both FMLA and STD. HR provided me with forms and encouraged me to see my PCP asap. I then got a bit of sassiness\/rudeness from upper management on my team - but I get it, having people out can be rough.   However, after the weird stuff from upper management I received an email from the same HR rep with completely different and somewhat misleading\/false advice-   \u201cUnfortunately based on what you have shared with me yesterday regarding your chronic health condition that you mentioned was diagnosed in 2019, I do not believe that you currently qualify for a short-term disability leave or FMLA leave. If after seeing your doctor next week there is additional diagnosis or treatment plan please let me know and I can help you through the leave request process if your doctor feels you are unable to work. However without a medical document supporting your request for time off  to deal with your health we are unable to move forward\u201d   From what I understand chronic conditions are clearly covered under FMLA? I read a chronic condition is defined as one you\u2019ve sought treatment for at least twice in the last year, which I meet. I also called the insurance company and discovered that chronic conditions are covered by STD after a 12-month waiting period, which I also satisfy.   In any case- I saw my doctor today (as the HR rep originally advised- I was so confused by the email\u2019s end as we had already discussed I would need documentation) and he\u2019s fully supportive to sign off for FMLA and STD. So the point is kinda moot- I\u2019m going to get my leave and hopefully my disability. Im just feeling a little icky about this. I work for a company that loves to tout its great benefits and human-centric culture. This experience honestly makes me feel discouraged from returning to the company after my leave.   So AskHr, what should I do? Of course, I could do nothing- I\u2019m going to get the leave I  need. I just find 2 things really unethical: the change in advice that seems to have been influenced by managerial needs, and that that advice is misleading\/bordering on false. Should I file an internal or external complaint? Something else? Just feeling icky and kinda bummed that this experience has made me not want to return to a job I\u2019m good at and previously enjoyed :(","c_root_id_A":"irup3z9","c_root_id_B":"iruofzo","created_at_utc_A":1665462076,"created_at_utc_B":1665461669,"score_A":7,"score_B":2,"human_ref_A":"You would be eligible for FMLA, unless you haven't worked 1250 hours. That person might not be the one who can officially tell you if you're eligible, and had to correct their mistake.   STD might not cover pre-existing conditions though.","human_ref_B":"This is weird on HR\u2019s part as they don\u2019t determine the medical part of FMLA and STD - your doctor does for FMLA, and the STD provider in conjunction with your doctor or team of docs does.   Just have your doctor put you on leave and get the paperwork in.   Is there anyone trusted at work who also been on leave you ask about their experience with your HR department and their leave?","labels":1,"seconds_difference":407.0,"score_ratio":3.5}
{"post_id":"y0z27h","domain":"askhr_validation","upvote_ratio":0.84,"history":"[TX] HR gave misleading\/questionable info on FMLA and STD leave\u2026. I have a fairly serious chronic health condition. I\u2019ve been with my job for close to 1.5 years and have managed working full time well, but my symptoms have really flared lately to the point I need medical leave. I also have STD coverage through my employer.   I brought up my need for leave with my supervisor last week and had a phone chat with HR about my options. Both were very supportive and my HR rep advised I would likely qualify for both FMLA and STD. HR provided me with forms and encouraged me to see my PCP asap. I then got a bit of sassiness\/rudeness from upper management on my team - but I get it, having people out can be rough.   However, after the weird stuff from upper management I received an email from the same HR rep with completely different and somewhat misleading\/false advice-   \u201cUnfortunately based on what you have shared with me yesterday regarding your chronic health condition that you mentioned was diagnosed in 2019, I do not believe that you currently qualify for a short-term disability leave or FMLA leave. If after seeing your doctor next week there is additional diagnosis or treatment plan please let me know and I can help you through the leave request process if your doctor feels you are unable to work. However without a medical document supporting your request for time off  to deal with your health we are unable to move forward\u201d   From what I understand chronic conditions are clearly covered under FMLA? I read a chronic condition is defined as one you\u2019ve sought treatment for at least twice in the last year, which I meet. I also called the insurance company and discovered that chronic conditions are covered by STD after a 12-month waiting period, which I also satisfy.   In any case- I saw my doctor today (as the HR rep originally advised- I was so confused by the email\u2019s end as we had already discussed I would need documentation) and he\u2019s fully supportive to sign off for FMLA and STD. So the point is kinda moot- I\u2019m going to get my leave and hopefully my disability. Im just feeling a little icky about this. I work for a company that loves to tout its great benefits and human-centric culture. This experience honestly makes me feel discouraged from returning to the company after my leave.   So AskHr, what should I do? Of course, I could do nothing- I\u2019m going to get the leave I  need. I just find 2 things really unethical: the change in advice that seems to have been influenced by managerial needs, and that that advice is misleading\/bordering on false. Should I file an internal or external complaint? Something else? Just feeling icky and kinda bummed that this experience has made me not want to return to a job I\u2019m good at and previously enjoyed :(","c_root_id_A":"irvhp7j","c_root_id_B":"irvw0uy","created_at_utc_A":1665485390,"created_at_utc_B":1665493935,"score_A":4,"score_B":5,"human_ref_A":"Can you link to your previous post about this so they have the backstory?  I think you are going to have to wait to see what happens and then determine your next steps.  You can also keep looking for other jobs. Keep in mind that if  you move to a new company, you'll have to start the FMLA clock over again. So it might be better to try to reach an amicable resolution, even if  you feel that your current is acting badly. \ud83e\udd37  Work through the negative feelings. Then focus on financial security.  Regardless of the sale pitch and mission statement, businesses do business things and make business decisions.","human_ref_B":"yes, they are covered but you will need to provide medical documentation to get them covered.  FMLA will be less information needed as your doctor just has to certify a \"serious medical question\" whereas under ADA, there's a lot more needed to prove you are disabled enough to not be able to work.  In the end, the insurance company decides on the STD based on the plan coverage.   That's not something HR decides.","labels":0,"seconds_difference":8545.0,"score_ratio":1.25}
{"post_id":"y0z27h","domain":"askhr_validation","upvote_ratio":0.84,"history":"[TX] HR gave misleading\/questionable info on FMLA and STD leave\u2026. I have a fairly serious chronic health condition. I\u2019ve been with my job for close to 1.5 years and have managed working full time well, but my symptoms have really flared lately to the point I need medical leave. I also have STD coverage through my employer.   I brought up my need for leave with my supervisor last week and had a phone chat with HR about my options. Both were very supportive and my HR rep advised I would likely qualify for both FMLA and STD. HR provided me with forms and encouraged me to see my PCP asap. I then got a bit of sassiness\/rudeness from upper management on my team - but I get it, having people out can be rough.   However, after the weird stuff from upper management I received an email from the same HR rep with completely different and somewhat misleading\/false advice-   \u201cUnfortunately based on what you have shared with me yesterday regarding your chronic health condition that you mentioned was diagnosed in 2019, I do not believe that you currently qualify for a short-term disability leave or FMLA leave. If after seeing your doctor next week there is additional diagnosis or treatment plan please let me know and I can help you through the leave request process if your doctor feels you are unable to work. However without a medical document supporting your request for time off  to deal with your health we are unable to move forward\u201d   From what I understand chronic conditions are clearly covered under FMLA? I read a chronic condition is defined as one you\u2019ve sought treatment for at least twice in the last year, which I meet. I also called the insurance company and discovered that chronic conditions are covered by STD after a 12-month waiting period, which I also satisfy.   In any case- I saw my doctor today (as the HR rep originally advised- I was so confused by the email\u2019s end as we had already discussed I would need documentation) and he\u2019s fully supportive to sign off for FMLA and STD. So the point is kinda moot- I\u2019m going to get my leave and hopefully my disability. Im just feeling a little icky about this. I work for a company that loves to tout its great benefits and human-centric culture. This experience honestly makes me feel discouraged from returning to the company after my leave.   So AskHr, what should I do? Of course, I could do nothing- I\u2019m going to get the leave I  need. I just find 2 things really unethical: the change in advice that seems to have been influenced by managerial needs, and that that advice is misleading\/bordering on false. Should I file an internal or external complaint? Something else? Just feeling icky and kinda bummed that this experience has made me not want to return to a job I\u2019m good at and previously enjoyed :(","c_root_id_A":"irwbass","c_root_id_B":"irvhp7j","created_at_utc_A":1665500643,"created_at_utc_B":1665485390,"score_A":5,"score_B":4,"human_ref_A":"The thing that really sucks about all this is that if you need to find a new job, you're not eligible for FMLA again until you're there for 12 months and have to apply all over again at that time.","human_ref_B":"Can you link to your previous post about this so they have the backstory?  I think you are going to have to wait to see what happens and then determine your next steps.  You can also keep looking for other jobs. Keep in mind that if  you move to a new company, you'll have to start the FMLA clock over again. So it might be better to try to reach an amicable resolution, even if  you feel that your current is acting badly. \ud83e\udd37  Work through the negative feelings. Then focus on financial security.  Regardless of the sale pitch and mission statement, businesses do business things and make business decisions.","labels":1,"seconds_difference":15253.0,"score_ratio":1.25}
{"post_id":"y0z27h","domain":"askhr_validation","upvote_ratio":0.84,"history":"[TX] HR gave misleading\/questionable info on FMLA and STD leave\u2026. I have a fairly serious chronic health condition. I\u2019ve been with my job for close to 1.5 years and have managed working full time well, but my symptoms have really flared lately to the point I need medical leave. I also have STD coverage through my employer.   I brought up my need for leave with my supervisor last week and had a phone chat with HR about my options. Both were very supportive and my HR rep advised I would likely qualify for both FMLA and STD. HR provided me with forms and encouraged me to see my PCP asap. I then got a bit of sassiness\/rudeness from upper management on my team - but I get it, having people out can be rough.   However, after the weird stuff from upper management I received an email from the same HR rep with completely different and somewhat misleading\/false advice-   \u201cUnfortunately based on what you have shared with me yesterday regarding your chronic health condition that you mentioned was diagnosed in 2019, I do not believe that you currently qualify for a short-term disability leave or FMLA leave. If after seeing your doctor next week there is additional diagnosis or treatment plan please let me know and I can help you through the leave request process if your doctor feels you are unable to work. However without a medical document supporting your request for time off  to deal with your health we are unable to move forward\u201d   From what I understand chronic conditions are clearly covered under FMLA? I read a chronic condition is defined as one you\u2019ve sought treatment for at least twice in the last year, which I meet. I also called the insurance company and discovered that chronic conditions are covered by STD after a 12-month waiting period, which I also satisfy.   In any case- I saw my doctor today (as the HR rep originally advised- I was so confused by the email\u2019s end as we had already discussed I would need documentation) and he\u2019s fully supportive to sign off for FMLA and STD. So the point is kinda moot- I\u2019m going to get my leave and hopefully my disability. Im just feeling a little icky about this. I work for a company that loves to tout its great benefits and human-centric culture. This experience honestly makes me feel discouraged from returning to the company after my leave.   So AskHr, what should I do? Of course, I could do nothing- I\u2019m going to get the leave I  need. I just find 2 things really unethical: the change in advice that seems to have been influenced by managerial needs, and that that advice is misleading\/bordering on false. Should I file an internal or external complaint? Something else? Just feeling icky and kinda bummed that this experience has made me not want to return to a job I\u2019m good at and previously enjoyed :(","c_root_id_A":"irvhp7j","c_root_id_B":"iruofzo","created_at_utc_A":1665485390,"created_at_utc_B":1665461669,"score_A":4,"score_B":2,"human_ref_A":"Can you link to your previous post about this so they have the backstory?  I think you are going to have to wait to see what happens and then determine your next steps.  You can also keep looking for other jobs. Keep in mind that if  you move to a new company, you'll have to start the FMLA clock over again. So it might be better to try to reach an amicable resolution, even if  you feel that your current is acting badly. \ud83e\udd37  Work through the negative feelings. Then focus on financial security.  Regardless of the sale pitch and mission statement, businesses do business things and make business decisions.","human_ref_B":"This is weird on HR\u2019s part as they don\u2019t determine the medical part of FMLA and STD - your doctor does for FMLA, and the STD provider in conjunction with your doctor or team of docs does.   Just have your doctor put you on leave and get the paperwork in.   Is there anyone trusted at work who also been on leave you ask about their experience with your HR department and their leave?","labels":1,"seconds_difference":23721.0,"score_ratio":2.0}
{"post_id":"y0z27h","domain":"askhr_validation","upvote_ratio":0.84,"history":"[TX] HR gave misleading\/questionable info on FMLA and STD leave\u2026. I have a fairly serious chronic health condition. I\u2019ve been with my job for close to 1.5 years and have managed working full time well, but my symptoms have really flared lately to the point I need medical leave. I also have STD coverage through my employer.   I brought up my need for leave with my supervisor last week and had a phone chat with HR about my options. Both were very supportive and my HR rep advised I would likely qualify for both FMLA and STD. HR provided me with forms and encouraged me to see my PCP asap. I then got a bit of sassiness\/rudeness from upper management on my team - but I get it, having people out can be rough.   However, after the weird stuff from upper management I received an email from the same HR rep with completely different and somewhat misleading\/false advice-   \u201cUnfortunately based on what you have shared with me yesterday regarding your chronic health condition that you mentioned was diagnosed in 2019, I do not believe that you currently qualify for a short-term disability leave or FMLA leave. If after seeing your doctor next week there is additional diagnosis or treatment plan please let me know and I can help you through the leave request process if your doctor feels you are unable to work. However without a medical document supporting your request for time off  to deal with your health we are unable to move forward\u201d   From what I understand chronic conditions are clearly covered under FMLA? I read a chronic condition is defined as one you\u2019ve sought treatment for at least twice in the last year, which I meet. I also called the insurance company and discovered that chronic conditions are covered by STD after a 12-month waiting period, which I also satisfy.   In any case- I saw my doctor today (as the HR rep originally advised- I was so confused by the email\u2019s end as we had already discussed I would need documentation) and he\u2019s fully supportive to sign off for FMLA and STD. So the point is kinda moot- I\u2019m going to get my leave and hopefully my disability. Im just feeling a little icky about this. I work for a company that loves to tout its great benefits and human-centric culture. This experience honestly makes me feel discouraged from returning to the company after my leave.   So AskHr, what should I do? Of course, I could do nothing- I\u2019m going to get the leave I  need. I just find 2 things really unethical: the change in advice that seems to have been influenced by managerial needs, and that that advice is misleading\/bordering on false. Should I file an internal or external complaint? Something else? Just feeling icky and kinda bummed that this experience has made me not want to return to a job I\u2019m good at and previously enjoyed :(","c_root_id_A":"iruofzo","c_root_id_B":"irvw0uy","created_at_utc_A":1665461669,"created_at_utc_B":1665493935,"score_A":2,"score_B":5,"human_ref_A":"This is weird on HR\u2019s part as they don\u2019t determine the medical part of FMLA and STD - your doctor does for FMLA, and the STD provider in conjunction with your doctor or team of docs does.   Just have your doctor put you on leave and get the paperwork in.   Is there anyone trusted at work who also been on leave you ask about their experience with your HR department and their leave?","human_ref_B":"yes, they are covered but you will need to provide medical documentation to get them covered.  FMLA will be less information needed as your doctor just has to certify a \"serious medical question\" whereas under ADA, there's a lot more needed to prove you are disabled enough to not be able to work.  In the end, the insurance company decides on the STD based on the plan coverage.   That's not something HR decides.","labels":0,"seconds_difference":32266.0,"score_ratio":2.5}
{"post_id":"y0z27h","domain":"askhr_validation","upvote_ratio":0.84,"history":"[TX] HR gave misleading\/questionable info on FMLA and STD leave\u2026. I have a fairly serious chronic health condition. I\u2019ve been with my job for close to 1.5 years and have managed working full time well, but my symptoms have really flared lately to the point I need medical leave. I also have STD coverage through my employer.   I brought up my need for leave with my supervisor last week and had a phone chat with HR about my options. Both were very supportive and my HR rep advised I would likely qualify for both FMLA and STD. HR provided me with forms and encouraged me to see my PCP asap. I then got a bit of sassiness\/rudeness from upper management on my team - but I get it, having people out can be rough.   However, after the weird stuff from upper management I received an email from the same HR rep with completely different and somewhat misleading\/false advice-   \u201cUnfortunately based on what you have shared with me yesterday regarding your chronic health condition that you mentioned was diagnosed in 2019, I do not believe that you currently qualify for a short-term disability leave or FMLA leave. If after seeing your doctor next week there is additional diagnosis or treatment plan please let me know and I can help you through the leave request process if your doctor feels you are unable to work. However without a medical document supporting your request for time off  to deal with your health we are unable to move forward\u201d   From what I understand chronic conditions are clearly covered under FMLA? I read a chronic condition is defined as one you\u2019ve sought treatment for at least twice in the last year, which I meet. I also called the insurance company and discovered that chronic conditions are covered by STD after a 12-month waiting period, which I also satisfy.   In any case- I saw my doctor today (as the HR rep originally advised- I was so confused by the email\u2019s end as we had already discussed I would need documentation) and he\u2019s fully supportive to sign off for FMLA and STD. So the point is kinda moot- I\u2019m going to get my leave and hopefully my disability. Im just feeling a little icky about this. I work for a company that loves to tout its great benefits and human-centric culture. This experience honestly makes me feel discouraged from returning to the company after my leave.   So AskHr, what should I do? Of course, I could do nothing- I\u2019m going to get the leave I  need. I just find 2 things really unethical: the change in advice that seems to have been influenced by managerial needs, and that that advice is misleading\/bordering on false. Should I file an internal or external complaint? Something else? Just feeling icky and kinda bummed that this experience has made me not want to return to a job I\u2019m good at and previously enjoyed :(","c_root_id_A":"iruofzo","c_root_id_B":"irwbass","created_at_utc_A":1665461669,"created_at_utc_B":1665500643,"score_A":2,"score_B":5,"human_ref_A":"This is weird on HR\u2019s part as they don\u2019t determine the medical part of FMLA and STD - your doctor does for FMLA, and the STD provider in conjunction with your doctor or team of docs does.   Just have your doctor put you on leave and get the paperwork in.   Is there anyone trusted at work who also been on leave you ask about their experience with your HR department and their leave?","human_ref_B":"The thing that really sucks about all this is that if you need to find a new job, you're not eligible for FMLA again until you're there for 12 months and have to apply all over again at that time.","labels":0,"seconds_difference":38974.0,"score_ratio":2.5}
{"post_id":"y0z27h","domain":"askhr_validation","upvote_ratio":0.84,"history":"[TX] HR gave misleading\/questionable info on FMLA and STD leave\u2026. I have a fairly serious chronic health condition. I\u2019ve been with my job for close to 1.5 years and have managed working full time well, but my symptoms have really flared lately to the point I need medical leave. I also have STD coverage through my employer.   I brought up my need for leave with my supervisor last week and had a phone chat with HR about my options. Both were very supportive and my HR rep advised I would likely qualify for both FMLA and STD. HR provided me with forms and encouraged me to see my PCP asap. I then got a bit of sassiness\/rudeness from upper management on my team - but I get it, having people out can be rough.   However, after the weird stuff from upper management I received an email from the same HR rep with completely different and somewhat misleading\/false advice-   \u201cUnfortunately based on what you have shared with me yesterday regarding your chronic health condition that you mentioned was diagnosed in 2019, I do not believe that you currently qualify for a short-term disability leave or FMLA leave. If after seeing your doctor next week there is additional diagnosis or treatment plan please let me know and I can help you through the leave request process if your doctor feels you are unable to work. However without a medical document supporting your request for time off  to deal with your health we are unable to move forward\u201d   From what I understand chronic conditions are clearly covered under FMLA? I read a chronic condition is defined as one you\u2019ve sought treatment for at least twice in the last year, which I meet. I also called the insurance company and discovered that chronic conditions are covered by STD after a 12-month waiting period, which I also satisfy.   In any case- I saw my doctor today (as the HR rep originally advised- I was so confused by the email\u2019s end as we had already discussed I would need documentation) and he\u2019s fully supportive to sign off for FMLA and STD. So the point is kinda moot- I\u2019m going to get my leave and hopefully my disability. Im just feeling a little icky about this. I work for a company that loves to tout its great benefits and human-centric culture. This experience honestly makes me feel discouraged from returning to the company after my leave.   So AskHr, what should I do? Of course, I could do nothing- I\u2019m going to get the leave I  need. I just find 2 things really unethical: the change in advice that seems to have been influenced by managerial needs, and that that advice is misleading\/bordering on false. Should I file an internal or external complaint? Something else? Just feeling icky and kinda bummed that this experience has made me not want to return to a job I\u2019m good at and previously enjoyed :(","c_root_id_A":"iruofzo","c_root_id_B":"irxnc9n","created_at_utc_A":1665461669,"created_at_utc_B":1665519296,"score_A":2,"score_B":3,"human_ref_A":"This is weird on HR\u2019s part as they don\u2019t determine the medical part of FMLA and STD - your doctor does for FMLA, and the STD provider in conjunction with your doctor or team of docs does.   Just have your doctor put you on leave and get the paperwork in.   Is there anyone trusted at work who also been on leave you ask about their experience with your HR department and their leave?","human_ref_B":"There\u2019s no actual change of advice here.    During your more casual chat they said go to your doctor and complete the paperwork.  In the email they said that your current medical information from three years ago doesn\u2019t qualify you for leave, which is true.  They said when you go to your doctor they will have to indicate you can\u2019t work and fill out the paperwork.  They\u2019ve told you to do the same thing, go to your doctor and have them recommend that you can\u2019t work.","labels":0,"seconds_difference":57627.0,"score_ratio":1.5}
{"post_id":"yv2pwx","domain":"askhr_validation","upvote_ratio":0.87,"history":"[TX] Time off of work for elective surgery I've been to a consultation with the surgeon of my choice and I have the money for the procedure. The only problem is that after talking with the HR rep at my job, she told me they would not grant me the time off I need (6 weeks) because it is not medically necessary. She said I would have to use my PTO\/vacation time. Problem is that I only have a total of about 3 weeks worth of time. I asked her if I could just take the 6 weeks without pay and she said that is not allowed. I've been wanting to get this surgery for years now after losing a lot of weight and I finally have the money for it. It has caused me a lot of anxiety and depression. My job is the only thing keeping me from doing it now. Does anyone here have any idea what other options I have?","c_root_id_A":"iwc7sso","c_root_id_B":"iwc8lc2","created_at_utc_A":1668441253,"created_at_utc_B":1668441576,"score_A":5,"score_B":30,"human_ref_A":"Can you take the 3 weeks PTO and then 3 weeks unpaid?  Many companies require you to take all PTO prior to unpaid leave.   Just realize none of the 6 weeks is protected and you might have to pay the full cost of your benefit coverage during the time you were out (COBRA costs) depending on what non-FMLA leaves your employer allows and how they handle them.","human_ref_B":"Did you tell your employer that it was elective surgery from the beginning? Or how did HR determine that it was not medically necessary?","labels":0,"seconds_difference":323.0,"score_ratio":6.0}
{"post_id":"yv2pwx","domain":"askhr_validation","upvote_ratio":0.87,"history":"[TX] Time off of work for elective surgery I've been to a consultation with the surgeon of my choice and I have the money for the procedure. The only problem is that after talking with the HR rep at my job, she told me they would not grant me the time off I need (6 weeks) because it is not medically necessary. She said I would have to use my PTO\/vacation time. Problem is that I only have a total of about 3 weeks worth of time. I asked her if I could just take the 6 weeks without pay and she said that is not allowed. I've been wanting to get this surgery for years now after losing a lot of weight and I finally have the money for it. It has caused me a lot of anxiety and depression. My job is the only thing keeping me from doing it now. Does anyone here have any idea what other options I have?","c_root_id_A":"iwd7iw1","c_root_id_B":"iwd1qgx","created_at_utc_A":1668455342,"created_at_utc_B":1668453079,"score_A":18,"score_B":8,"human_ref_A":"If you are eligible, file for FMLA.  It will protect your job while you are out.  You should be able to use up your PTO to get paid for some of the time, and the remainder will be unpaid.  This is what FMLA is meant for.","human_ref_B":"Unless you're actively dying and need emergency surgery, EVERY surgery is elective surgery.  Your surgery will likely meet the criteria for being a serious health condition under the FMLA.  Ask for FMLA paperwork and go from there.","labels":1,"seconds_difference":2263.0,"score_ratio":2.25}
{"post_id":"yv2pwx","domain":"askhr_validation","upvote_ratio":0.87,"history":"[TX] Time off of work for elective surgery I've been to a consultation with the surgeon of my choice and I have the money for the procedure. The only problem is that after talking with the HR rep at my job, she told me they would not grant me the time off I need (6 weeks) because it is not medically necessary. She said I would have to use my PTO\/vacation time. Problem is that I only have a total of about 3 weeks worth of time. I asked her if I could just take the 6 weeks without pay and she said that is not allowed. I've been wanting to get this surgery for years now after losing a lot of weight and I finally have the money for it. It has caused me a lot of anxiety and depression. My job is the only thing keeping me from doing it now. Does anyone here have any idea what other options I have?","c_root_id_A":"iwd7iw1","c_root_id_B":"iwc7sso","created_at_utc_A":1668455342,"created_at_utc_B":1668441253,"score_A":18,"score_B":5,"human_ref_A":"If you are eligible, file for FMLA.  It will protect your job while you are out.  You should be able to use up your PTO to get paid for some of the time, and the remainder will be unpaid.  This is what FMLA is meant for.","human_ref_B":"Can you take the 3 weeks PTO and then 3 weeks unpaid?  Many companies require you to take all PTO prior to unpaid leave.   Just realize none of the 6 weeks is protected and you might have to pay the full cost of your benefit coverage during the time you were out (COBRA costs) depending on what non-FMLA leaves your employer allows and how they handle them.","labels":1,"seconds_difference":14089.0,"score_ratio":3.6}
{"post_id":"yv2pwx","domain":"askhr_validation","upvote_ratio":0.87,"history":"[TX] Time off of work for elective surgery I've been to a consultation with the surgeon of my choice and I have the money for the procedure. The only problem is that after talking with the HR rep at my job, she told me they would not grant me the time off I need (6 weeks) because it is not medically necessary. She said I would have to use my PTO\/vacation time. Problem is that I only have a total of about 3 weeks worth of time. I asked her if I could just take the 6 weeks without pay and she said that is not allowed. I've been wanting to get this surgery for years now after losing a lot of weight and I finally have the money for it. It has caused me a lot of anxiety and depression. My job is the only thing keeping me from doing it now. Does anyone here have any idea what other options I have?","c_root_id_A":"iwccz1u","c_root_id_B":"iwd7iw1","created_at_utc_A":1668443368,"created_at_utc_B":1668455342,"score_A":3,"score_B":18,"human_ref_A":"Genuinely asking because I don\u2019t know, but does your employer have a legal right to know that your surgery is elective vs. medically necessary? I had an elective surgery during my time at an old job that would reduce pain, but was never once questioned about it.","human_ref_B":"If you are eligible, file for FMLA.  It will protect your job while you are out.  You should be able to use up your PTO to get paid for some of the time, and the remainder will be unpaid.  This is what FMLA is meant for.","labels":0,"seconds_difference":11974.0,"score_ratio":6.0}
{"post_id":"yv2pwx","domain":"askhr_validation","upvote_ratio":0.87,"history":"[TX] Time off of work for elective surgery I've been to a consultation with the surgeon of my choice and I have the money for the procedure. The only problem is that after talking with the HR rep at my job, she told me they would not grant me the time off I need (6 weeks) because it is not medically necessary. She said I would have to use my PTO\/vacation time. Problem is that I only have a total of about 3 weeks worth of time. I asked her if I could just take the 6 weeks without pay and she said that is not allowed. I've been wanting to get this surgery for years now after losing a lot of weight and I finally have the money for it. It has caused me a lot of anxiety and depression. My job is the only thing keeping me from doing it now. Does anyone here have any idea what other options I have?","c_root_id_A":"iwcfuje","c_root_id_B":"iwd7iw1","created_at_utc_A":1668444539,"created_at_utc_B":1668455342,"score_A":2,"score_B":18,"human_ref_A":"How long have you been with this company?","human_ref_B":"If you are eligible, file for FMLA.  It will protect your job while you are out.  You should be able to use up your PTO to get paid for some of the time, and the remainder will be unpaid.  This is what FMLA is meant for.","labels":0,"seconds_difference":10803.0,"score_ratio":9.0}
{"post_id":"yv2pwx","domain":"askhr_validation","upvote_ratio":0.87,"history":"[TX] Time off of work for elective surgery I've been to a consultation with the surgeon of my choice and I have the money for the procedure. The only problem is that after talking with the HR rep at my job, she told me they would not grant me the time off I need (6 weeks) because it is not medically necessary. She said I would have to use my PTO\/vacation time. Problem is that I only have a total of about 3 weeks worth of time. I asked her if I could just take the 6 weeks without pay and she said that is not allowed. I've been wanting to get this surgery for years now after losing a lot of weight and I finally have the money for it. It has caused me a lot of anxiety and depression. My job is the only thing keeping me from doing it now. Does anyone here have any idea what other options I have?","c_root_id_A":"iwd1qgx","c_root_id_B":"iwc7sso","created_at_utc_A":1668453079,"created_at_utc_B":1668441253,"score_A":8,"score_B":5,"human_ref_A":"Unless you're actively dying and need emergency surgery, EVERY surgery is elective surgery.  Your surgery will likely meet the criteria for being a serious health condition under the FMLA.  Ask for FMLA paperwork and go from there.","human_ref_B":"Can you take the 3 weeks PTO and then 3 weeks unpaid?  Many companies require you to take all PTO prior to unpaid leave.   Just realize none of the 6 weeks is protected and you might have to pay the full cost of your benefit coverage during the time you were out (COBRA costs) depending on what non-FMLA leaves your employer allows and how they handle them.","labels":1,"seconds_difference":11826.0,"score_ratio":1.6}
{"post_id":"yv2pwx","domain":"askhr_validation","upvote_ratio":0.87,"history":"[TX] Time off of work for elective surgery I've been to a consultation with the surgeon of my choice and I have the money for the procedure. The only problem is that after talking with the HR rep at my job, she told me they would not grant me the time off I need (6 weeks) because it is not medically necessary. She said I would have to use my PTO\/vacation time. Problem is that I only have a total of about 3 weeks worth of time. I asked her if I could just take the 6 weeks without pay and she said that is not allowed. I've been wanting to get this surgery for years now after losing a lot of weight and I finally have the money for it. It has caused me a lot of anxiety and depression. My job is the only thing keeping me from doing it now. Does anyone here have any idea what other options I have?","c_root_id_A":"iwccz1u","c_root_id_B":"iwd1qgx","created_at_utc_A":1668443368,"created_at_utc_B":1668453079,"score_A":3,"score_B":8,"human_ref_A":"Genuinely asking because I don\u2019t know, but does your employer have a legal right to know that your surgery is elective vs. medically necessary? I had an elective surgery during my time at an old job that would reduce pain, but was never once questioned about it.","human_ref_B":"Unless you're actively dying and need emergency surgery, EVERY surgery is elective surgery.  Your surgery will likely meet the criteria for being a serious health condition under the FMLA.  Ask for FMLA paperwork and go from there.","labels":0,"seconds_difference":9711.0,"score_ratio":2.6666666667}
{"post_id":"yv2pwx","domain":"askhr_validation","upvote_ratio":0.87,"history":"[TX] Time off of work for elective surgery I've been to a consultation with the surgeon of my choice and I have the money for the procedure. The only problem is that after talking with the HR rep at my job, she told me they would not grant me the time off I need (6 weeks) because it is not medically necessary. She said I would have to use my PTO\/vacation time. Problem is that I only have a total of about 3 weeks worth of time. I asked her if I could just take the 6 weeks without pay and she said that is not allowed. I've been wanting to get this surgery for years now after losing a lot of weight and I finally have the money for it. It has caused me a lot of anxiety and depression. My job is the only thing keeping me from doing it now. Does anyone here have any idea what other options I have?","c_root_id_A":"iwd1qgx","c_root_id_B":"iwcfuje","created_at_utc_A":1668453079,"created_at_utc_B":1668444539,"score_A":8,"score_B":2,"human_ref_A":"Unless you're actively dying and need emergency surgery, EVERY surgery is elective surgery.  Your surgery will likely meet the criteria for being a serious health condition under the FMLA.  Ask for FMLA paperwork and go from there.","human_ref_B":"How long have you been with this company?","labels":1,"seconds_difference":8540.0,"score_ratio":4.0}
{"post_id":"yv2pwx","domain":"askhr_validation","upvote_ratio":0.87,"history":"[TX] Time off of work for elective surgery I've been to a consultation with the surgeon of my choice and I have the money for the procedure. The only problem is that after talking with the HR rep at my job, she told me they would not grant me the time off I need (6 weeks) because it is not medically necessary. She said I would have to use my PTO\/vacation time. Problem is that I only have a total of about 3 weeks worth of time. I asked her if I could just take the 6 weeks without pay and she said that is not allowed. I've been wanting to get this surgery for years now after losing a lot of weight and I finally have the money for it. It has caused me a lot of anxiety and depression. My job is the only thing keeping me from doing it now. Does anyone here have any idea what other options I have?","c_root_id_A":"iwdjy3j","c_root_id_B":"iwccz1u","created_at_utc_A":1668460171,"created_at_utc_B":1668443368,"score_A":4,"score_B":3,"human_ref_A":"As others have said, get a doctor's note\/report that states it is medically necessary. It sounds like it might be loose skin surgery? That could be considered medically necessary depending on the level of loose skin.  If it's something like a breast enhancement or liposuction, then no that's not medically necessary and you'd have to either save up PTO (if allowed) or decide whether it's worth quitting and finding another job. People are not entitled to time off to get truly elective\/cosmetic surgeries.","human_ref_B":"Genuinely asking because I don\u2019t know, but does your employer have a legal right to know that your surgery is elective vs. medically necessary? I had an elective surgery during my time at an old job that would reduce pain, but was never once questioned about it.","labels":1,"seconds_difference":16803.0,"score_ratio":1.3333333333}
{"post_id":"yv2pwx","domain":"askhr_validation","upvote_ratio":0.87,"history":"[TX] Time off of work for elective surgery I've been to a consultation with the surgeon of my choice and I have the money for the procedure. The only problem is that after talking with the HR rep at my job, she told me they would not grant me the time off I need (6 weeks) because it is not medically necessary. She said I would have to use my PTO\/vacation time. Problem is that I only have a total of about 3 weeks worth of time. I asked her if I could just take the 6 weeks without pay and she said that is not allowed. I've been wanting to get this surgery for years now after losing a lot of weight and I finally have the money for it. It has caused me a lot of anxiety and depression. My job is the only thing keeping me from doing it now. Does anyone here have any idea what other options I have?","c_root_id_A":"iwdjy3j","c_root_id_B":"iwcfuje","created_at_utc_A":1668460171,"created_at_utc_B":1668444539,"score_A":4,"score_B":2,"human_ref_A":"As others have said, get a doctor's note\/report that states it is medically necessary. It sounds like it might be loose skin surgery? That could be considered medically necessary depending on the level of loose skin.  If it's something like a breast enhancement or liposuction, then no that's not medically necessary and you'd have to either save up PTO (if allowed) or decide whether it's worth quitting and finding another job. People are not entitled to time off to get truly elective\/cosmetic surgeries.","human_ref_B":"How long have you been with this company?","labels":1,"seconds_difference":15632.0,"score_ratio":2.0}
{"post_id":"zwku0s","domain":"askhr_validation","upvote_ratio":0.69,"history":"[CA] is being ghosted after an offer normal? Or I have been rejected? I applied for a position directly from a company\u2019s website at the beginning of December.I went through 4 different interviews and I got an offer on dec 15th, the company\u2019s recruiter told me to fill out info for the background check process which could take up to 2 weeks. I filled out forms for two different background check companies, one for criminal check and other for education and work check. Criminal is cleared.  I\u2019ve been wanting  to follow up with the recruiter but I haven\u2019t been able to reach the HR person by email. Email server  seems to be corrupted. Tried contacting other HR personnel involved in the hiring process and nothing. Sent an email to the background check company and nothing. Technically the two weeks for the background check will be up next Thursday and starting date is not until jan 20th but all the silence is a bit concerning. They were very communicative through the whole process and it just seems odd.   Even if I have been rejected shouldn\u2019t I receive an email? I shared personal info with the background check companies.","c_root_id_A":"j1v7l26","c_root_id_B":"j1v7p6g","created_at_utc_A":1672162112,"created_at_utc_B":1672162156,"score_A":77,"score_B":199,"human_ref_A":"Realize this is (1) holiday timeoff season and (2) end of year most likely. You got an offer... and your check is in process - and the bg check forms most likely are behind too.. and may be having a hard time on your work check because those people are also out","human_ref_B":"They said it would take two weeks and it hasn\u2019t been two weeks.  Not to mention Christmas happened in the intervening time.  Just wait.","labels":0,"seconds_difference":44.0,"score_ratio":2.5844155844}
{"post_id":"zwku0s","domain":"askhr_validation","upvote_ratio":0.69,"history":"[CA] is being ghosted after an offer normal? Or I have been rejected? I applied for a position directly from a company\u2019s website at the beginning of December.I went through 4 different interviews and I got an offer on dec 15th, the company\u2019s recruiter told me to fill out info for the background check process which could take up to 2 weeks. I filled out forms for two different background check companies, one for criminal check and other for education and work check. Criminal is cleared.  I\u2019ve been wanting  to follow up with the recruiter but I haven\u2019t been able to reach the HR person by email. Email server  seems to be corrupted. Tried contacting other HR personnel involved in the hiring process and nothing. Sent an email to the background check company and nothing. Technically the two weeks for the background check will be up next Thursday and starting date is not until jan 20th but all the silence is a bit concerning. They were very communicative through the whole process and it just seems odd.   Even if I have been rejected shouldn\u2019t I receive an email? I shared personal info with the background check companies.","c_root_id_A":"j1vfn53","c_root_id_B":"j1voqlg","created_at_utc_A":1672165241,"created_at_utc_B":1672168837,"score_A":54,"score_B":67,"human_ref_A":"Bruh needs to learn about patience","human_ref_B":"They told you it would take two weeks. Two weeks is NEXT THURSDAY. Let the HR folks do their job without you ignoring the timeline they provided.  Also, it\u2019s the holidays. Many, many people will be out of the office until the new year.  Learn patience!","labels":0,"seconds_difference":3596.0,"score_ratio":1.2407407407}
{"post_id":"zwku0s","domain":"askhr_validation","upvote_ratio":0.69,"history":"[CA] is being ghosted after an offer normal? Or I have been rejected? I applied for a position directly from a company\u2019s website at the beginning of December.I went through 4 different interviews and I got an offer on dec 15th, the company\u2019s recruiter told me to fill out info for the background check process which could take up to 2 weeks. I filled out forms for two different background check companies, one for criminal check and other for education and work check. Criminal is cleared.  I\u2019ve been wanting  to follow up with the recruiter but I haven\u2019t been able to reach the HR person by email. Email server  seems to be corrupted. Tried contacting other HR personnel involved in the hiring process and nothing. Sent an email to the background check company and nothing. Technically the two weeks for the background check will be up next Thursday and starting date is not until jan 20th but all the silence is a bit concerning. They were very communicative through the whole process and it just seems odd.   Even if I have been rejected shouldn\u2019t I receive an email? I shared personal info with the background check companies.","c_root_id_A":"j1vf3u0","c_root_id_B":"j1voqlg","created_at_utc_A":1672165032,"created_at_utc_B":1672168837,"score_A":16,"score_B":67,"human_ref_A":"What do you mean email server is corrupted?  That's an interesting statement to me.","human_ref_B":"They told you it would take two weeks. Two weeks is NEXT THURSDAY. Let the HR folks do their job without you ignoring the timeline they provided.  Also, it\u2019s the holidays. Many, many people will be out of the office until the new year.  Learn patience!","labels":0,"seconds_difference":3805.0,"score_ratio":4.1875}
{"post_id":"zwku0s","domain":"askhr_validation","upvote_ratio":0.69,"history":"[CA] is being ghosted after an offer normal? Or I have been rejected? I applied for a position directly from a company\u2019s website at the beginning of December.I went through 4 different interviews and I got an offer on dec 15th, the company\u2019s recruiter told me to fill out info for the background check process which could take up to 2 weeks. I filled out forms for two different background check companies, one for criminal check and other for education and work check. Criminal is cleared.  I\u2019ve been wanting  to follow up with the recruiter but I haven\u2019t been able to reach the HR person by email. Email server  seems to be corrupted. Tried contacting other HR personnel involved in the hiring process and nothing. Sent an email to the background check company and nothing. Technically the two weeks for the background check will be up next Thursday and starting date is not until jan 20th but all the silence is a bit concerning. They were very communicative through the whole process and it just seems odd.   Even if I have been rejected shouldn\u2019t I receive an email? I shared personal info with the background check companies.","c_root_id_A":"j1vfn53","c_root_id_B":"j1vf3u0","created_at_utc_A":1672165241,"created_at_utc_B":1672165032,"score_A":54,"score_B":16,"human_ref_A":"Bruh needs to learn about patience","human_ref_B":"What do you mean email server is corrupted?  That's an interesting statement to me.","labels":1,"seconds_difference":209.0,"score_ratio":3.375}
{"post_id":"zwku0s","domain":"askhr_validation","upvote_ratio":0.69,"history":"[CA] is being ghosted after an offer normal? Or I have been rejected? I applied for a position directly from a company\u2019s website at the beginning of December.I went through 4 different interviews and I got an offer on dec 15th, the company\u2019s recruiter told me to fill out info for the background check process which could take up to 2 weeks. I filled out forms for two different background check companies, one for criminal check and other for education and work check. Criminal is cleared.  I\u2019ve been wanting  to follow up with the recruiter but I haven\u2019t been able to reach the HR person by email. Email server  seems to be corrupted. Tried contacting other HR personnel involved in the hiring process and nothing. Sent an email to the background check company and nothing. Technically the two weeks for the background check will be up next Thursday and starting date is not until jan 20th but all the silence is a bit concerning. They were very communicative through the whole process and it just seems odd.   Even if I have been rejected shouldn\u2019t I receive an email? I shared personal info with the background check companies.","c_root_id_A":"j1wz6xi","c_root_id_B":"j1vf3u0","created_at_utc_A":1672188125,"created_at_utc_B":1672165032,"score_A":23,"score_B":16,"human_ref_A":"This is a great way to get that offer revoked. Chill! They told you two weeks. Why would you bother them sooner? It\u2019s also Christmas. Offices have been closed and HR recruiters are more interested in spending time with family than hand holding you.","human_ref_B":"What do you mean email server is corrupted?  That's an interesting statement to me.","labels":1,"seconds_difference":23093.0,"score_ratio":1.4375}
{"post_id":"zwku0s","domain":"askhr_validation","upvote_ratio":0.69,"history":"[CA] is being ghosted after an offer normal? Or I have been rejected? I applied for a position directly from a company\u2019s website at the beginning of December.I went through 4 different interviews and I got an offer on dec 15th, the company\u2019s recruiter told me to fill out info for the background check process which could take up to 2 weeks. I filled out forms for two different background check companies, one for criminal check and other for education and work check. Criminal is cleared.  I\u2019ve been wanting  to follow up with the recruiter but I haven\u2019t been able to reach the HR person by email. Email server  seems to be corrupted. Tried contacting other HR personnel involved in the hiring process and nothing. Sent an email to the background check company and nothing. Technically the two weeks for the background check will be up next Thursday and starting date is not until jan 20th but all the silence is a bit concerning. They were very communicative through the whole process and it just seems odd.   Even if I have been rejected shouldn\u2019t I receive an email? I shared personal info with the background check companies.","c_root_id_A":"j1wz6xi","c_root_id_B":"j1wheig","created_at_utc_A":1672188125,"created_at_utc_B":1672180451,"score_A":23,"score_B":13,"human_ref_A":"This is a great way to get that offer revoked. Chill! They told you two weeks. Why would you bother them sooner? It\u2019s also Christmas. Offices have been closed and HR recruiters are more interested in spending time with family than hand holding you.","human_ref_B":"No one has ghosted you, they said two weeks, it hasn\u2019t even been one week if the two weeks isn\u2019t up until NEXT Thursday.  It\u2019s a holiday weekend\/week and most people aren\u2019t in the office.  They said two weeks and now you\u2019re panicking after less than a week? Wait.  You have to wait.","labels":1,"seconds_difference":7674.0,"score_ratio":1.7692307692}
{"post_id":"zwku0s","domain":"askhr_validation","upvote_ratio":0.69,"history":"[CA] is being ghosted after an offer normal? Or I have been rejected? I applied for a position directly from a company\u2019s website at the beginning of December.I went through 4 different interviews and I got an offer on dec 15th, the company\u2019s recruiter told me to fill out info for the background check process which could take up to 2 weeks. I filled out forms for two different background check companies, one for criminal check and other for education and work check. Criminal is cleared.  I\u2019ve been wanting  to follow up with the recruiter but I haven\u2019t been able to reach the HR person by email. Email server  seems to be corrupted. Tried contacting other HR personnel involved in the hiring process and nothing. Sent an email to the background check company and nothing. Technically the two weeks for the background check will be up next Thursday and starting date is not until jan 20th but all the silence is a bit concerning. They were very communicative through the whole process and it just seems odd.   Even if I have been rejected shouldn\u2019t I receive an email? I shared personal info with the background check companies.","c_root_id_A":"j1wz6xi","c_root_id_B":"j1vvfyf","created_at_utc_A":1672188125,"created_at_utc_B":1672171541,"score_A":23,"score_B":8,"human_ref_A":"This is a great way to get that offer revoked. Chill! They told you two weeks. Why would you bother them sooner? It\u2019s also Christmas. Offices have been closed and HR recruiters are more interested in spending time with family than hand holding you.","human_ref_B":"You\u2019re not being ghosted.   Unless you\u2019re George Santos, you have nothing to worry about. Enjoy the last week of the year, follow up when you get a little closer to your start date.","labels":1,"seconds_difference":16584.0,"score_ratio":2.875}
{"post_id":"zwku0s","domain":"askhr_validation","upvote_ratio":0.69,"history":"[CA] is being ghosted after an offer normal? Or I have been rejected? I applied for a position directly from a company\u2019s website at the beginning of December.I went through 4 different interviews and I got an offer on dec 15th, the company\u2019s recruiter told me to fill out info for the background check process which could take up to 2 weeks. I filled out forms for two different background check companies, one for criminal check and other for education and work check. Criminal is cleared.  I\u2019ve been wanting  to follow up with the recruiter but I haven\u2019t been able to reach the HR person by email. Email server  seems to be corrupted. Tried contacting other HR personnel involved in the hiring process and nothing. Sent an email to the background check company and nothing. Technically the two weeks for the background check will be up next Thursday and starting date is not until jan 20th but all the silence is a bit concerning. They were very communicative through the whole process and it just seems odd.   Even if I have been rejected shouldn\u2019t I receive an email? I shared personal info with the background check companies.","c_root_id_A":"j1vvfyf","c_root_id_B":"j1wheig","created_at_utc_A":1672171541,"created_at_utc_B":1672180451,"score_A":8,"score_B":13,"human_ref_A":"You\u2019re not being ghosted.   Unless you\u2019re George Santos, you have nothing to worry about. Enjoy the last week of the year, follow up when you get a little closer to your start date.","human_ref_B":"No one has ghosted you, they said two weeks, it hasn\u2019t even been one week if the two weeks isn\u2019t up until NEXT Thursday.  It\u2019s a holiday weekend\/week and most people aren\u2019t in the office.  They said two weeks and now you\u2019re panicking after less than a week? Wait.  You have to wait.","labels":0,"seconds_difference":8910.0,"score_ratio":1.625}
{"post_id":"zwku0s","domain":"askhr_validation","upvote_ratio":0.69,"history":"[CA] is being ghosted after an offer normal? Or I have been rejected? I applied for a position directly from a company\u2019s website at the beginning of December.I went through 4 different interviews and I got an offer on dec 15th, the company\u2019s recruiter told me to fill out info for the background check process which could take up to 2 weeks. I filled out forms for two different background check companies, one for criminal check and other for education and work check. Criminal is cleared.  I\u2019ve been wanting  to follow up with the recruiter but I haven\u2019t been able to reach the HR person by email. Email server  seems to be corrupted. Tried contacting other HR personnel involved in the hiring process and nothing. Sent an email to the background check company and nothing. Technically the two weeks for the background check will be up next Thursday and starting date is not until jan 20th but all the silence is a bit concerning. They were very communicative through the whole process and it just seems odd.   Even if I have been rejected shouldn\u2019t I receive an email? I shared personal info with the background check companies.","c_root_id_A":"j1xsdqt","c_root_id_B":"j1yt85t","created_at_utc_A":1672202027,"created_at_utc_B":1672229272,"score_A":4,"score_B":6,"human_ref_A":"I\u2019d retract job offer to people like OP","human_ref_B":"Either the recruiter left the company (explains the corruption in email server) or they all are on holidays.    This has happened with me before and I understand the anxiety, but I would say wait for the end of the first week of Jan before jumping to any conclusions","labels":0,"seconds_difference":27245.0,"score_ratio":1.5}
{"post_id":"zwku0s","domain":"askhr_validation","upvote_ratio":0.69,"history":"[CA] is being ghosted after an offer normal? Or I have been rejected? I applied for a position directly from a company\u2019s website at the beginning of December.I went through 4 different interviews and I got an offer on dec 15th, the company\u2019s recruiter told me to fill out info for the background check process which could take up to 2 weeks. I filled out forms for two different background check companies, one for criminal check and other for education and work check. Criminal is cleared.  I\u2019ve been wanting  to follow up with the recruiter but I haven\u2019t been able to reach the HR person by email. Email server  seems to be corrupted. Tried contacting other HR personnel involved in the hiring process and nothing. Sent an email to the background check company and nothing. Technically the two weeks for the background check will be up next Thursday and starting date is not until jan 20th but all the silence is a bit concerning. They were very communicative through the whole process and it just seems odd.   Even if I have been rejected shouldn\u2019t I receive an email? I shared personal info with the background check companies.","c_root_id_A":"j1yt85t","c_root_id_B":"j1yax26","created_at_utc_A":1672229272,"created_at_utc_B":1672214298,"score_A":6,"score_B":2,"human_ref_A":"Either the recruiter left the company (explains the corruption in email server) or they all are on holidays.    This has happened with me before and I understand the anxiety, but I would say wait for the end of the first week of Jan before jumping to any conclusions","human_ref_B":"Lol OP, just be patient. It\u2019s likely they haven\u2019t gotten your email or the results yet. Chill. Don\u2019t keep reaching out or it\u2019ll make you look desperate and possibly make them revoke the offer. Just take a breath, stop compulsively checking your phone and email, and wait. They aren\u2019t going to ghost someone who has an offer and is in the process of a background check.","labels":1,"seconds_difference":14974.0,"score_ratio":3.0}
{"post_id":"zwku0s","domain":"askhr_validation","upvote_ratio":0.69,"history":"[CA] is being ghosted after an offer normal? Or I have been rejected? I applied for a position directly from a company\u2019s website at the beginning of December.I went through 4 different interviews and I got an offer on dec 15th, the company\u2019s recruiter told me to fill out info for the background check process which could take up to 2 weeks. I filled out forms for two different background check companies, one for criminal check and other for education and work check. Criminal is cleared.  I\u2019ve been wanting  to follow up with the recruiter but I haven\u2019t been able to reach the HR person by email. Email server  seems to be corrupted. Tried contacting other HR personnel involved in the hiring process and nothing. Sent an email to the background check company and nothing. Technically the two weeks for the background check will be up next Thursday and starting date is not until jan 20th but all the silence is a bit concerning. They were very communicative through the whole process and it just seems odd.   Even if I have been rejected shouldn\u2019t I receive an email? I shared personal info with the background check companies.","c_root_id_A":"j1yt85t","c_root_id_B":"j1ycuzc","created_at_utc_A":1672229272,"created_at_utc_B":1672215881,"score_A":6,"score_B":2,"human_ref_A":"Either the recruiter left the company (explains the corruption in email server) or they all are on holidays.    This has happened with me before and I understand the anxiety, but I would say wait for the end of the first week of Jan before jumping to any conclusions","human_ref_B":"I see almost the same response\/comment on this post, the criminal check is done so you shouldn't be bothered just be patient it's the time of the year were everyone gets to spend more time with family than at work so calm down your nerves and relax:-) everything will fall in place at the right time","labels":1,"seconds_difference":13391.0,"score_ratio":3.0}
{"post_id":"zwku0s","domain":"askhr_validation","upvote_ratio":0.69,"history":"[CA] is being ghosted after an offer normal? Or I have been rejected? I applied for a position directly from a company\u2019s website at the beginning of December.I went through 4 different interviews and I got an offer on dec 15th, the company\u2019s recruiter told me to fill out info for the background check process which could take up to 2 weeks. I filled out forms for two different background check companies, one for criminal check and other for education and work check. Criminal is cleared.  I\u2019ve been wanting  to follow up with the recruiter but I haven\u2019t been able to reach the HR person by email. Email server  seems to be corrupted. Tried contacting other HR personnel involved in the hiring process and nothing. Sent an email to the background check company and nothing. Technically the two weeks for the background check will be up next Thursday and starting date is not until jan 20th but all the silence is a bit concerning. They were very communicative through the whole process and it just seems odd.   Even if I have been rejected shouldn\u2019t I receive an email? I shared personal info with the background check companies.","c_root_id_A":"j1z9a9x","c_root_id_B":"j1yax26","created_at_utc_A":1672238505,"created_at_utc_B":1672214298,"score_A":3,"score_B":2,"human_ref_A":"what are you worried that they found out?","human_ref_B":"Lol OP, just be patient. It\u2019s likely they haven\u2019t gotten your email or the results yet. Chill. Don\u2019t keep reaching out or it\u2019ll make you look desperate and possibly make them revoke the offer. Just take a breath, stop compulsively checking your phone and email, and wait. They aren\u2019t going to ghost someone who has an offer and is in the process of a background check.","labels":1,"seconds_difference":24207.0,"score_ratio":1.5}
{"post_id":"zwku0s","domain":"askhr_validation","upvote_ratio":0.69,"history":"[CA] is being ghosted after an offer normal? Or I have been rejected? I applied for a position directly from a company\u2019s website at the beginning of December.I went through 4 different interviews and I got an offer on dec 15th, the company\u2019s recruiter told me to fill out info for the background check process which could take up to 2 weeks. I filled out forms for two different background check companies, one for criminal check and other for education and work check. Criminal is cleared.  I\u2019ve been wanting  to follow up with the recruiter but I haven\u2019t been able to reach the HR person by email. Email server  seems to be corrupted. Tried contacting other HR personnel involved in the hiring process and nothing. Sent an email to the background check company and nothing. Technically the two weeks for the background check will be up next Thursday and starting date is not until jan 20th but all the silence is a bit concerning. They were very communicative through the whole process and it just seems odd.   Even if I have been rejected shouldn\u2019t I receive an email? I shared personal info with the background check companies.","c_root_id_A":"j1z9a9x","c_root_id_B":"j1ycuzc","created_at_utc_A":1672238505,"created_at_utc_B":1672215881,"score_A":3,"score_B":2,"human_ref_A":"what are you worried that they found out?","human_ref_B":"I see almost the same response\/comment on this post, the criminal check is done so you shouldn't be bothered just be patient it's the time of the year were everyone gets to spend more time with family than at work so calm down your nerves and relax:-) everything will fall in place at the right time","labels":1,"seconds_difference":22624.0,"score_ratio":1.5}
{"post_id":"zwku0s","domain":"askhr_validation","upvote_ratio":0.69,"history":"[CA] is being ghosted after an offer normal? Or I have been rejected? I applied for a position directly from a company\u2019s website at the beginning of December.I went through 4 different interviews and I got an offer on dec 15th, the company\u2019s recruiter told me to fill out info for the background check process which could take up to 2 weeks. I filled out forms for two different background check companies, one for criminal check and other for education and work check. Criminal is cleared.  I\u2019ve been wanting  to follow up with the recruiter but I haven\u2019t been able to reach the HR person by email. Email server  seems to be corrupted. Tried contacting other HR personnel involved in the hiring process and nothing. Sent an email to the background check company and nothing. Technically the two weeks for the background check will be up next Thursday and starting date is not until jan 20th but all the silence is a bit concerning. They were very communicative through the whole process and it just seems odd.   Even if I have been rejected shouldn\u2019t I receive an email? I shared personal info with the background check companies.","c_root_id_A":"j1ywomf","c_root_id_B":"j1z9a9x","created_at_utc_A":1672231680,"created_at_utc_B":1672238505,"score_A":2,"score_B":3,"human_ref_A":"Op do you have any events would show up on a background check?","human_ref_B":"what are you worried that they found out?","labels":0,"seconds_difference":6825.0,"score_ratio":1.5}
{"post_id":"zd2sp3","domain":"askhr_validation","upvote_ratio":1.0,"history":"[UK] How to compassionately deal with an employee who has recently started self-harming, and showing her marks off to other staff & customers? Based in the U.K.  So I run a busy pub\/restaurant. I have an employee (25F) who has been with a few months. She mentioned at the time of hiring that she has some problems with anxiety and had spoken about family issues etc, which I felt competent supporting her as her employer with.   In the last couple weeks, she\u2019s begun coming into work with red raw marks & gashes up and down her arm. She has spoken with my Assistant Manager and other staff members, and told them she has begun self-harming. This I do not feel well equipped to deal with at all.  Obviously first and foremost we want her to be safe and ok. She says she has started therapy and is doing ok. But then she comes into work with long sleeve tops (normal for this time of year and we don\u2019t have a set uniform) but then starts rubbing her arms and pulls up her sleeves, exposing her cuts, while speaking to customers at their tables. I can see this makes people uncomfortable, and also from a H&S perspective she has uncovered wounds on display when she\u2019s handling food & drink?   I need to sit her down for a chat ASAP but I have no idea where to start. Any advice would be appreciated. Thanks in advance!","c_root_id_A":"iyzut8e","c_root_id_B":"iyzmgen","created_at_utc_A":1670244463,"created_at_utc_B":1670238383,"score_A":23,"score_B":20,"human_ref_A":"Cutting isn\u2019t always linked to sucidality.   If she\u2019s showing them off, she wants them to be addressed. Do not meet with her alone.   You and another manager sit her down and say, \u201cwe\u2019ve noticed some cuts on your arms during work. We want to make sure you are okay and would like to make you aware of the EAP program we have. When you are working, we need you to have the wounds covered up because you work around food so you\u2019ll need to bandage those until they are healed and wear long sleeves.\u201d   I get that you want to be as compassionate as you can but you do not want to open an attention seeking door to this person.   A lot of people self-harm, you would never know because they\u2019ve kept it to themselves and wouldn\u2019t want their BOSS to know. If she\u2019s new and already making this known by not having her sleeves rolled down, this is a concern.   I have weekly blood draws because I\u2019m dealing with a health concern right now. My right arm looks like I\u2019ve been shooting up. I do not wear short sleeves to my office because I know how it looks and don\u2019t want to discuss it with anyone.","human_ref_B":"Oof - this is definitely a tough one.  Start by letting her know you want to have a bit more of a serious chat, to set the tone of what\u2019s coming, but that it\u2019s coming from a genuinely compassionate place.  Let her know what you\u2019ve observed - i.e. gashes up and down her arm. Let her know you\u2019re concerned about her well-being, both physically and mentally, particularly as she\u2019s previously disclosed mental health issues. Tell her that it seems to have escalated since she first spoke with you and that you\u2019re genuinely worried about her safety.  Reiterate that she doesn\u2019t have to disclose anything to you but that you\u2019d encourage her to have a confidential chat with her GP, or encourage her to at least check out some online resources as a starting point.  Leave the OHS issue toward the end - it\u2019s definitely an important factor she needs to be aware of, but you want to keep the focus on her for most of the conversation.  At the end of the day, if you are worried that her self-harm may escalate (or are worried that she may harm others), you need to call the police\/an ambulance. Never be afraid that this is an overreaction.","labels":1,"seconds_difference":6080.0,"score_ratio":1.15}
{"post_id":"sfapt4","domain":"askhr_validation","upvote_ratio":0.65,"history":"Can I ask candidates \u201ccan you pass a background check\u201d in the interview? [TX] [TX] My HR person says I can\u2019t. But I\u2019m just asking if they can pass. If they have a felony, they can\u2019t work here anyway\u2026so why cause everyone to waste their time?","c_root_id_A":"huou22h","c_root_id_B":"hup786u","created_at_utc_A":1643436841,"created_at_utc_B":1643446377,"score_A":21,"score_B":39,"human_ref_A":"The most I've done is mention that they will have to pass a background check since they're applying for a job that requires state licensing.","human_ref_B":"Your statement \"if they have a felony they can't work here anyways\" indicates that you are not aware of the possible inaccuracy of your blanket statement above, nor the legal ramifications involved there.  Are you going to be sitting on the other side of the table in court, or arbitration, when there's a lawsuit filed over this?  NO. It'll be your employment law attorney and your HR leader answering the questions in that courtroom, or downtown office in the legal district.  Why?  Most employers cannot discriminate \/ make a \"blanket\" hiring decision like that based solely on the fact that the person was convicted of a felony; because it could open them up to a red hot legal mess.   There are intricasies here that your HR peeps might need to discuss with the company's labor attorney before they decide how to proceed.  The considerations here include the details of the conviction, the circumstances surrounding it, the role that person is seeking and the potential harm to the company, in terms of a negligent hiring lawsuit if something happens down the road that harms someone as a result of hiring that person.  For example; I once hired a convicted murderer for a building support role at our shopping center.  I made the decision without approval from either my GM, or my VP HR (both my bosses) because the conviction (as verified by the BC) was for something that I deemed had very little chance of putting anyone in our company at any sizeable risk.  The felon had; 25 years earlier as a teenager, lit a match, and someone died as a result.  They completed their sentence, gotten advanced education and were released early when I snatched them up for a low level leadership role.  Unfortunately, they had a few better job offers come along shortly thereafter and we lost this person to a higher paying role with greater responsibilities elsewhere.  Why do companies pay HR people so well?  Because 1 single good HR person can proactively eliminate a lot of headaches....and legal costs.  Source: Been there, done that, HR expert\/SPHR '99, SHRM-SCP '15","labels":0,"seconds_difference":9536.0,"score_ratio":1.8571428571}
{"post_id":"sfapt4","domain":"askhr_validation","upvote_ratio":0.65,"history":"Can I ask candidates \u201ccan you pass a background check\u201d in the interview? [TX] [TX] My HR person says I can\u2019t. But I\u2019m just asking if they can pass. If they have a felony, they can\u2019t work here anyway\u2026so why cause everyone to waste their time?","c_root_id_A":"hup469x","c_root_id_B":"hup786u","created_at_utc_A":1643444033,"created_at_utc_B":1643446377,"score_A":7,"score_B":39,"human_ref_A":"Put \u201cBackground check required\u201d prominently in the job posting and you won\u2019t waste anyone\u2019s time.  Question, though: Do you list the salary range in your postings? \u2018Cause that\u2019s the real time-waster for applicants.","human_ref_B":"Your statement \"if they have a felony they can't work here anyways\" indicates that you are not aware of the possible inaccuracy of your blanket statement above, nor the legal ramifications involved there.  Are you going to be sitting on the other side of the table in court, or arbitration, when there's a lawsuit filed over this?  NO. It'll be your employment law attorney and your HR leader answering the questions in that courtroom, or downtown office in the legal district.  Why?  Most employers cannot discriminate \/ make a \"blanket\" hiring decision like that based solely on the fact that the person was convicted of a felony; because it could open them up to a red hot legal mess.   There are intricasies here that your HR peeps might need to discuss with the company's labor attorney before they decide how to proceed.  The considerations here include the details of the conviction, the circumstances surrounding it, the role that person is seeking and the potential harm to the company, in terms of a negligent hiring lawsuit if something happens down the road that harms someone as a result of hiring that person.  For example; I once hired a convicted murderer for a building support role at our shopping center.  I made the decision without approval from either my GM, or my VP HR (both my bosses) because the conviction (as verified by the BC) was for something that I deemed had very little chance of putting anyone in our company at any sizeable risk.  The felon had; 25 years earlier as a teenager, lit a match, and someone died as a result.  They completed their sentence, gotten advanced education and were released early when I snatched them up for a low level leadership role.  Unfortunately, they had a few better job offers come along shortly thereafter and we lost this person to a higher paying role with greater responsibilities elsewhere.  Why do companies pay HR people so well?  Because 1 single good HR person can proactively eliminate a lot of headaches....and legal costs.  Source: Been there, done that, HR expert\/SPHR '99, SHRM-SCP '15","labels":0,"seconds_difference":2344.0,"score_ratio":5.5714285714}
{"post_id":"sfapt4","domain":"askhr_validation","upvote_ratio":0.65,"history":"Can I ask candidates \u201ccan you pass a background check\u201d in the interview? [TX] [TX] My HR person says I can\u2019t. But I\u2019m just asking if they can pass. If they have a felony, they can\u2019t work here anyway\u2026so why cause everyone to waste their time?","c_root_id_A":"hup033b","c_root_id_B":"hup786u","created_at_utc_A":1643440968,"created_at_utc_B":1643446377,"score_A":7,"score_B":39,"human_ref_A":"Texas has no state law at all restricting your ability to ask job applicants about their criminal records. Some cities, like Austin, do.  Unless such a city law applies or this a is a federal government or federal contractor job, you can legally ask the applicant \"Have you ever been convicted of any crimes\" And \"what crimes\" and \"what happened, what did you do specifically?\"  Of course, your company policy, as told to you by HR,  may be not to ask those questions.","human_ref_B":"Your statement \"if they have a felony they can't work here anyways\" indicates that you are not aware of the possible inaccuracy of your blanket statement above, nor the legal ramifications involved there.  Are you going to be sitting on the other side of the table in court, or arbitration, when there's a lawsuit filed over this?  NO. It'll be your employment law attorney and your HR leader answering the questions in that courtroom, or downtown office in the legal district.  Why?  Most employers cannot discriminate \/ make a \"blanket\" hiring decision like that based solely on the fact that the person was convicted of a felony; because it could open them up to a red hot legal mess.   There are intricasies here that your HR peeps might need to discuss with the company's labor attorney before they decide how to proceed.  The considerations here include the details of the conviction, the circumstances surrounding it, the role that person is seeking and the potential harm to the company, in terms of a negligent hiring lawsuit if something happens down the road that harms someone as a result of hiring that person.  For example; I once hired a convicted murderer for a building support role at our shopping center.  I made the decision without approval from either my GM, or my VP HR (both my bosses) because the conviction (as verified by the BC) was for something that I deemed had very little chance of putting anyone in our company at any sizeable risk.  The felon had; 25 years earlier as a teenager, lit a match, and someone died as a result.  They completed their sentence, gotten advanced education and were released early when I snatched them up for a low level leadership role.  Unfortunately, they had a few better job offers come along shortly thereafter and we lost this person to a higher paying role with greater responsibilities elsewhere.  Why do companies pay HR people so well?  Because 1 single good HR person can proactively eliminate a lot of headaches....and legal costs.  Source: Been there, done that, HR expert\/SPHR '99, SHRM-SCP '15","labels":0,"seconds_difference":5409.0,"score_ratio":5.5714285714}
{"post_id":"sfapt4","domain":"askhr_validation","upvote_ratio":0.65,"history":"Can I ask candidates \u201ccan you pass a background check\u201d in the interview? [TX] [TX] My HR person says I can\u2019t. But I\u2019m just asking if they can pass. If they have a felony, they can\u2019t work here anyway\u2026so why cause everyone to waste their time?","c_root_id_A":"hup469x","c_root_id_B":"hupgbge","created_at_utc_A":1643444033,"created_at_utc_B":1643453620,"score_A":7,"score_B":8,"human_ref_A":"Put \u201cBackground check required\u201d prominently in the job posting and you won\u2019t waste anyone\u2019s time.  Question, though: Do you list the salary range in your postings? \u2018Cause that\u2019s the real time-waster for applicants.","human_ref_B":"In many states that is illegal now, If you don't want HR telling you how to do your job, I wouldn't go around deciding what rules you will or will not follow from HR. In my state you can only be asked about your background once you are offered the job, which then opens up a can of worms if you rescind the offer, depending on legalities of course.  As a previous employer I looked for the best candidate for the position, and if they had a criminal record then I took I to consideration the type of crime and time that has lapsed. I had well known millionaire customers, and their properties to protect. Out of probably 100 employees over 12 years I never had an issue with an employee doing any of my customers wrong.","labels":0,"seconds_difference":9587.0,"score_ratio":1.1428571429}
{"post_id":"sfapt4","domain":"askhr_validation","upvote_ratio":0.65,"history":"Can I ask candidates \u201ccan you pass a background check\u201d in the interview? [TX] [TX] My HR person says I can\u2019t. But I\u2019m just asking if they can pass. If they have a felony, they can\u2019t work here anyway\u2026so why cause everyone to waste their time?","c_root_id_A":"hupgbge","c_root_id_B":"hup033b","created_at_utc_A":1643453620,"created_at_utc_B":1643440968,"score_A":8,"score_B":7,"human_ref_A":"In many states that is illegal now, If you don't want HR telling you how to do your job, I wouldn't go around deciding what rules you will or will not follow from HR. In my state you can only be asked about your background once you are offered the job, which then opens up a can of worms if you rescind the offer, depending on legalities of course.  As a previous employer I looked for the best candidate for the position, and if they had a criminal record then I took I to consideration the type of crime and time that has lapsed. I had well known millionaire customers, and their properties to protect. Out of probably 100 employees over 12 years I never had an issue with an employee doing any of my customers wrong.","human_ref_B":"Texas has no state law at all restricting your ability to ask job applicants about their criminal records. Some cities, like Austin, do.  Unless such a city law applies or this a is a federal government or federal contractor job, you can legally ask the applicant \"Have you ever been convicted of any crimes\" And \"what crimes\" and \"what happened, what did you do specifically?\"  Of course, your company policy, as told to you by HR,  may be not to ask those questions.","labels":1,"seconds_difference":12652.0,"score_ratio":1.1428571429}
{"post_id":"u39uk9","domain":"askhr_validation","upvote_ratio":0.92,"history":"[CO] My boss wants me to hold onto ammunition for him, worried about backlash if I refuse Strange scenario here as my manager has asked me to keep 1000 rounds of 9mm ammunition at my house. I am not comfortable with this situation and do not own a handgun. To make matters worse we are not getting along as he called me a month ago and told me that I would be fired with two weeks severance unless I agreed to be demoted from my current role, citing job performance as the issue. I agreed in order to keep my job. HR was not involved in this phone conversation and was not aware that he was going to call me with this demand [i checked] I am a laid back guy but do not want to deal with this anymore, but fearful as he is a Director and I an Individual Contributor.   Backstory: I have had the ammo for at least 2 years as he had it leftover from a visit to local office where I work. He travelled with his guns to take employees out shooting at nearby Federal land where he could set up targets. I agreed to hold onto ammo as he was going to come back in town and then COVID happened. I have reminded him that I do not want it in my house but he says I need to wait.","c_root_id_A":"i4nzdai","c_root_id_B":"i4o0c97","created_at_utc_A":1649913912,"created_at_utc_B":1649914588,"score_A":11,"score_B":16,"human_ref_A":"I would never hold onto ammunition for another individual against my own comfort level. Does HR know about that? Can you ask them to assist in taking it off your hands? Also, I\u2019d start looking for a new job. That place sounds toxic.","human_ref_B":"So do you think its illegal to have ammo or something. It is odd he doesn\u2019t pick it up though","labels":0,"seconds_difference":676.0,"score_ratio":1.4545454545}
{"post_id":"zki6pp","domain":"askhr_validation","upvote_ratio":0.84,"history":"[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.","c_root_id_A":"izzugtv","c_root_id_B":"izzycjs","created_at_utc_A":1670895213,"created_at_utc_B":1670896936,"score_A":25,"score_B":26,"human_ref_A":"It sounds like you have a personality clash with the executive, and it\u2019s not going away.   There\u2019s no legal recourse because there\u2019s nothing illegal here. You have asked for accommodation\u2014wait and see how they respond. They may deem your request unreasonable, and you likely have no recourse to that, either, but it will give you an idea how long you can tolerate staying at the job.   Yes, big picture, you should look for another job. The executive did not want to work directly with you and continues to signal that he does not like working with you. That\u2019s an issue for you, no matter what happens with your accommodation.","human_ref_B":"This is probably all you are going to get, and is actually very good considering the circumstances:  \"When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.\"  They are wrong and should do better, but in reality this is more than I expected that you would get.  \"Do I just suck it up and move forward?\"  Yes, until you find another job. This place does not sound like your future.  Pushing for retractions, HR presence, taping sessions, etc really sounds like you are trying to make a big trial out of this. If you were both equals and the company was half yours, this might work. But no one is going to accept a situation in which an employee becomes a special prosecutor. You are also threatening to keep this alive when they want to bury it and create records that could lead to serious complications including liabilities.  If it was my company, I might be tempted to say \"You were right, we were wrong, but the bridge has been burned and we will never be able to work together.\" The pay you some cash to rectify things. But that probably creates to much risk.  Maybe I would say \"You quit, sign an NDA and we'll pay you out something to make it right\"  I don't see how it makes sense for anyone for you to keep working there.","labels":0,"seconds_difference":1723.0,"score_ratio":1.04}
{"post_id":"zki6pp","domain":"askhr_validation","upvote_ratio":0.84,"history":"[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.","c_root_id_A":"izzycjs","c_root_id_B":"izzwlce","created_at_utc_A":1670896936,"created_at_utc_B":1670896159,"score_A":26,"score_B":16,"human_ref_A":"This is probably all you are going to get, and is actually very good considering the circumstances:  \"When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.\"  They are wrong and should do better, but in reality this is more than I expected that you would get.  \"Do I just suck it up and move forward?\"  Yes, until you find another job. This place does not sound like your future.  Pushing for retractions, HR presence, taping sessions, etc really sounds like you are trying to make a big trial out of this. If you were both equals and the company was half yours, this might work. But no one is going to accept a situation in which an employee becomes a special prosecutor. You are also threatening to keep this alive when they want to bury it and create records that could lead to serious complications including liabilities.  If it was my company, I might be tempted to say \"You were right, we were wrong, but the bridge has been burned and we will never be able to work together.\" The pay you some cash to rectify things. But that probably creates to much risk.  Maybe I would say \"You quit, sign an NDA and we'll pay you out something to make it right\"  I don't see how it makes sense for anyone for you to keep working there.","human_ref_B":"I\u2019m not seeing any legal issue.  Even if you declare an anxiety issue and request accommodations, those are not reasonable.  You don\u2019t get to give them a 48 hour boundary.  I\u2019d start looking elsewhere.  You aren\u2019t going to win this battle unless you can move forward passed this","labels":1,"seconds_difference":777.0,"score_ratio":1.625}
{"post_id":"zki6pp","domain":"askhr_validation","upvote_ratio":0.84,"history":"[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.","c_root_id_A":"j002hxu","c_root_id_B":"j0123aa","created_at_utc_A":1670898772,"created_at_utc_B":1670920162,"score_A":13,"score_B":15,"human_ref_A":"Like other commenters have said, your employer is not a court of law and there is no due process.  They do not need to offer up any evidence and that can\u2019t be compelled to take your evidence into account.  In fact, they may be factually wrong in their assumptions \/ conclusions and you can still be terminated. That is at will employment for you.     You just cannot be discriminated against SOLEY because you are in a protected class or engaged in a legally protected activity\u2014which it doesn\u2019t sound like that was the case here.   Also, you mentioned you \u201cdeclared\u201d your disability in your disciplinary meeting.  That is fine going forward, but it won\u2019t excuse past actions against you.","human_ref_B":"First of all, sorry this happened to you, OP. And here\u2019s what I think based on your post:  1. Personally when the exec discouraged me to apply for the promotion, it would be my cue to leave. That told me either you have a personality conflict, or they didn\u2019t value your skill set in the position you want in. Either way you are unlikely to advance any further in your current organisation. The fact you climbed your way up from admin indicates you have a strong track record. You should leverage that for a position with more opportunities elsewhere. 2. Choose the hill you wanna die on. I don\u2019t know about your company culture, but \u201cgoing against directive\u201d would not be considered a serious offence in most situations in most organisations. The fact your exec even informed HR is surprising to me. The first time my manager brought this up verbally, I would have just said, \u201coh no, that\u2019s not what I meant at all - can we clarify this?\u201d and move on. There\u2019s nothing to gain from presenting evidence and demanding an apology, and everything to lose: win an argument, burn a bridge. Not worth it. 3. As someone who also suffers from anxiety disorder, I\u2019d like to remind you that we tend to catastrophise things. It\u2019s possibly, maybe even likely, that your exec and manager simply didn\u2019t see it as a big issue. It\u2019s not really appropriate to bring this up with your manager or exec. You need to get a diagnosis and speak to HR, and let them do the negotiation for you. Even then, I don\u2019t think limiting their ability to give you feedback is in any way \u201creasonable\u201d accommodation.  To sum up, \u201csucking up\u201d, move on, and look for another job would be your best option.  Good luck.","labels":0,"seconds_difference":21390.0,"score_ratio":1.1538461538}
{"post_id":"zki6pp","domain":"askhr_validation","upvote_ratio":0.84,"history":"[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.","c_root_id_A":"j0123aa","c_root_id_B":"j0007ta","created_at_utc_A":1670920162,"created_at_utc_B":1670897759,"score_A":15,"score_B":9,"human_ref_A":"First of all, sorry this happened to you, OP. And here\u2019s what I think based on your post:  1. Personally when the exec discouraged me to apply for the promotion, it would be my cue to leave. That told me either you have a personality conflict, or they didn\u2019t value your skill set in the position you want in. Either way you are unlikely to advance any further in your current organisation. The fact you climbed your way up from admin indicates you have a strong track record. You should leverage that for a position with more opportunities elsewhere. 2. Choose the hill you wanna die on. I don\u2019t know about your company culture, but \u201cgoing against directive\u201d would not be considered a serious offence in most situations in most organisations. The fact your exec even informed HR is surprising to me. The first time my manager brought this up verbally, I would have just said, \u201coh no, that\u2019s not what I meant at all - can we clarify this?\u201d and move on. There\u2019s nothing to gain from presenting evidence and demanding an apology, and everything to lose: win an argument, burn a bridge. Not worth it. 3. As someone who also suffers from anxiety disorder, I\u2019d like to remind you that we tend to catastrophise things. It\u2019s possibly, maybe even likely, that your exec and manager simply didn\u2019t see it as a big issue. It\u2019s not really appropriate to bring this up with your manager or exec. You need to get a diagnosis and speak to HR, and let them do the negotiation for you. Even then, I don\u2019t think limiting their ability to give you feedback is in any way \u201creasonable\u201d accommodation.  To sum up, \u201csucking up\u201d, move on, and look for another job would be your best option.  Good luck.","human_ref_B":"I would make sure to send yourself copies of the email information to a personal email (just in case you need it for unemployment claims). You are not going to get an apology or any kind of recourse from what happened- will you be able to move past that, or will this be something that bothers you if you get passed over or do not agree with a company move?  My guess is this is something that is significant enough to stick with you, and is a sign to look for other opportunities.","labels":1,"seconds_difference":22403.0,"score_ratio":1.6666666667}
{"post_id":"zki6pp","domain":"askhr_validation","upvote_ratio":0.84,"history":"[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.","c_root_id_A":"j0123aa","c_root_id_B":"j011unt","created_at_utc_A":1670920162,"created_at_utc_B":1670919966,"score_A":15,"score_B":4,"human_ref_A":"First of all, sorry this happened to you, OP. And here\u2019s what I think based on your post:  1. Personally when the exec discouraged me to apply for the promotion, it would be my cue to leave. That told me either you have a personality conflict, or they didn\u2019t value your skill set in the position you want in. Either way you are unlikely to advance any further in your current organisation. The fact you climbed your way up from admin indicates you have a strong track record. You should leverage that for a position with more opportunities elsewhere. 2. Choose the hill you wanna die on. I don\u2019t know about your company culture, but \u201cgoing against directive\u201d would not be considered a serious offence in most situations in most organisations. The fact your exec even informed HR is surprising to me. The first time my manager brought this up verbally, I would have just said, \u201coh no, that\u2019s not what I meant at all - can we clarify this?\u201d and move on. There\u2019s nothing to gain from presenting evidence and demanding an apology, and everything to lose: win an argument, burn a bridge. Not worth it. 3. As someone who also suffers from anxiety disorder, I\u2019d like to remind you that we tend to catastrophise things. It\u2019s possibly, maybe even likely, that your exec and manager simply didn\u2019t see it as a big issue. It\u2019s not really appropriate to bring this up with your manager or exec. You need to get a diagnosis and speak to HR, and let them do the negotiation for you. Even then, I don\u2019t think limiting their ability to give you feedback is in any way \u201creasonable\u201d accommodation.  To sum up, \u201csucking up\u201d, move on, and look for another job would be your best option.  Good luck.","human_ref_B":"Alright I'm not going to discuss the legal aspect of things. I think the other commenters have already made some really good suggestions on what your next steps should be. I would not go into the details, however all I can say is that I have been in a similar situation as you. I have sympathy for you. But we also have to put the emotions aside and see what is really happening. I trust what you said, you sound like a good person, and you have proof for what you think is the case. As an outsider, I don't have a good idea of what is going on. But I can say for sure that you do not get along with your manager. It is not the time to say who is right or who is wrong. You are not in the position of power. Put it simply, you are on the chopping block, whatever the reason is. In my opinion, the fact that you have mentioned your anxiety disorder doesn't really help the situation either. As it can be used against you. It makes you look like you're the one causing the trouble and now you can't face it, you do not know how to deal with it. Not saying it is true. Just saying how the situation can be manipulated to make you look bad. So do not get tricked. Going forward, I don't think it is a battle of who has the evidence. This is not the game. If you know a senior colleague that can speak for you, then you can reach out and see if you can get some help. If they've got your back then you don't have to fight this battle alone. Or you can complain to someone higher up. But you have to know that now is not a good time for you to make big moves. You're already in enough trouble so you don't want to burn more bridges. If I were you, honestly I would start looking for another job. It seems that things are not working in your favour.","labels":1,"seconds_difference":196.0,"score_ratio":3.75}
{"post_id":"zki6pp","domain":"askhr_validation","upvote_ratio":0.84,"history":"[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.","c_root_id_A":"j0007ta","c_root_id_B":"j002hxu","created_at_utc_A":1670897759,"created_at_utc_B":1670898772,"score_A":9,"score_B":13,"human_ref_A":"I would make sure to send yourself copies of the email information to a personal email (just in case you need it for unemployment claims). You are not going to get an apology or any kind of recourse from what happened- will you be able to move past that, or will this be something that bothers you if you get passed over or do not agree with a company move?  My guess is this is something that is significant enough to stick with you, and is a sign to look for other opportunities.","human_ref_B":"Like other commenters have said, your employer is not a court of law and there is no due process.  They do not need to offer up any evidence and that can\u2019t be compelled to take your evidence into account.  In fact, they may be factually wrong in their assumptions \/ conclusions and you can still be terminated. That is at will employment for you.     You just cannot be discriminated against SOLEY because you are in a protected class or engaged in a legally protected activity\u2014which it doesn\u2019t sound like that was the case here.   Also, you mentioned you \u201cdeclared\u201d your disability in your disciplinary meeting.  That is fine going forward, but it won\u2019t excuse past actions against you.","labels":0,"seconds_difference":1013.0,"score_ratio":1.4444444444}
{"post_id":"zki6pp","domain":"askhr_validation","upvote_ratio":0.84,"history":"[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.","c_root_id_A":"j011unt","c_root_id_B":"j01ne4x","created_at_utc_A":1670919966,"created_at_utc_B":1670936175,"score_A":4,"score_B":5,"human_ref_A":"Alright I'm not going to discuss the legal aspect of things. I think the other commenters have already made some really good suggestions on what your next steps should be. I would not go into the details, however all I can say is that I have been in a similar situation as you. I have sympathy for you. But we also have to put the emotions aside and see what is really happening. I trust what you said, you sound like a good person, and you have proof for what you think is the case. As an outsider, I don't have a good idea of what is going on. But I can say for sure that you do not get along with your manager. It is not the time to say who is right or who is wrong. You are not in the position of power. Put it simply, you are on the chopping block, whatever the reason is. In my opinion, the fact that you have mentioned your anxiety disorder doesn't really help the situation either. As it can be used against you. It makes you look like you're the one causing the trouble and now you can't face it, you do not know how to deal with it. Not saying it is true. Just saying how the situation can be manipulated to make you look bad. So do not get tricked. Going forward, I don't think it is a battle of who has the evidence. This is not the game. If you know a senior colleague that can speak for you, then you can reach out and see if you can get some help. If they've got your back then you don't have to fight this battle alone. Or you can complain to someone higher up. But you have to know that now is not a good time for you to make big moves. You're already in enough trouble so you don't want to burn more bridges. If I were you, honestly I would start looking for another job. It seems that things are not working in your favour.","human_ref_B":"Start looking for a new job.  As for handing the situation you\u2019re in now, be a pragmatic realist.   These ppl are assholes and obviously you\u2019re on thin ice.  You need the job and paycheck.  They seem like they\u2019re willing to let you stay.  Stay.  Suck up your pride and stay until you find a new job.  Do your work, do it diligently, but be wary of where you step. Pull back on your own autonomy; ask for permission instead of forgiveness.","labels":0,"seconds_difference":16209.0,"score_ratio":1.25}
{"post_id":"zki6pp","domain":"askhr_validation","upvote_ratio":0.84,"history":"[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.","c_root_id_A":"j01ne4x","c_root_id_B":"j01d0wf","created_at_utc_A":1670936175,"created_at_utc_B":1670929400,"score_A":5,"score_B":2,"human_ref_A":"Start looking for a new job.  As for handing the situation you\u2019re in now, be a pragmatic realist.   These ppl are assholes and obviously you\u2019re on thin ice.  You need the job and paycheck.  They seem like they\u2019re willing to let you stay.  Stay.  Suck up your pride and stay until you find a new job.  Do your work, do it diligently, but be wary of where you step. Pull back on your own autonomy; ask for permission instead of forgiveness.","human_ref_B":"You work in a corporation. There isn\u2019t right or wrong across the ranks. There is power, less power, and no power.   You found yourself on a collision course with an executive, you are done. It doesn\u2019t matter who lied. The executive has power over you, not the other way around.   You need to start looking for another job **yesterday**.   It doesn\u2019t matter if he accused you first of something false. A corporation isn\u2019t a democracy, isn\u2019t a court of law.   Executives do lie. Executives do retaliate. Executives can make your life miserable and hope they don\u2019t make their mission to ruin you, because often they have the resources and network to do so.   Look at the reports about the 737 MAX. That\u2019s pretty recent. Or the challenger disaster.  Squeaky wheels at the bottom, regardless of being right, have been squished. Lost their jobs and their career. The lying executives eventually got a golden parachute.   This is going to end in two ways.   You lose your job in your own terms.   You lose your job in the company terms.   The best line of action is to get out of there and hope they forget about you as quickly as possible.","labels":1,"seconds_difference":6775.0,"score_ratio":2.5}
{"post_id":"zki6pp","domain":"askhr_validation","upvote_ratio":0.84,"history":"[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.","c_root_id_A":"j01ne4x","c_root_id_B":"j01ioix","created_at_utc_A":1670936175,"created_at_utc_B":1670933419,"score_A":5,"score_B":3,"human_ref_A":"Start looking for a new job.  As for handing the situation you\u2019re in now, be a pragmatic realist.   These ppl are assholes and obviously you\u2019re on thin ice.  You need the job and paycheck.  They seem like they\u2019re willing to let you stay.  Stay.  Suck up your pride and stay until you find a new job.  Do your work, do it diligently, but be wary of where you step. Pull back on your own autonomy; ask for permission instead of forgiveness.","human_ref_B":">I asked for a retraction and an apology for the distress.  You threw down the gauntlet in front of people eager to pick it up. Now, you've lost the duel.  If I were a single mom who needed $ to pay my bills, I wouldn't get into pitched battles with my manager and top executives. Because that's just... I mean what did you think was going to happen? The fact that you don't like the new management and they are younger than you is meaningless.  Try to transfer or start looking for another job. (Sorry, but that's the way the world works. You don't poke the bear.)  ETA: Your anxiety disorder is probably interfering with your ability to manage the situation in the moment. If you've had it for awhile, you know the risks of acting on what seems like a good idea at the moment. Work with your therapists if possible. And try to find a calm moment to work out a safe exit plan from this situation.","labels":1,"seconds_difference":2756.0,"score_ratio":1.6666666667}
{"post_id":"zki6pp","domain":"askhr_validation","upvote_ratio":0.84,"history":"[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.","c_root_id_A":"j02krhk","c_root_id_B":"j021kiw","created_at_utc_A":1670951136,"created_at_utc_B":1670942944,"score_A":5,"score_B":4,"human_ref_A":"I speak from personal experience. When you\u2019ve spent a long time at a company, have been successful and a great contributor you tend to think of it as \u201cmy company, my job\u201d etc. you feel a sense of pride and ownership. The truth is though that it\u2019s not yours, it\u2019s theirs. Every day you come to work it\u2019s at their will. You do the work that they need done the way they want it done. Any day you don\u2019t do that you are no longer providing value to THEM. In my opinion it\u2019s time for you to back off and care less. Come in, take their directives and do the work when and how they ask. You need to get the spotlight off of you and that is to not rock the boat. Feel free to look for something else but in the meantime concentrate on preserving your income because as a single Mom that really is your priority. Over the last week my long time employer released a whole bunch of high performers. For the most part they were favored by leadership and promoted within the last year. In the end it\u2019s all about the $ and in this economy that means jobs are constantly at risk. In my opinion preserving yours is your number 1 priority and pissing off the decision makers isn\u2019t the way to do that. Best of luck to you.","human_ref_B":"There's a lengthy, drama filled backstory we're not getting here lol","labels":1,"seconds_difference":8192.0,"score_ratio":1.25}
{"post_id":"zki6pp","domain":"askhr_validation","upvote_ratio":0.84,"history":"[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.","c_root_id_A":"j01d0wf","c_root_id_B":"j021kiw","created_at_utc_A":1670929400,"created_at_utc_B":1670942944,"score_A":2,"score_B":4,"human_ref_A":"You work in a corporation. There isn\u2019t right or wrong across the ranks. There is power, less power, and no power.   You found yourself on a collision course with an executive, you are done. It doesn\u2019t matter who lied. The executive has power over you, not the other way around.   You need to start looking for another job **yesterday**.   It doesn\u2019t matter if he accused you first of something false. A corporation isn\u2019t a democracy, isn\u2019t a court of law.   Executives do lie. Executives do retaliate. Executives can make your life miserable and hope they don\u2019t make their mission to ruin you, because often they have the resources and network to do so.   Look at the reports about the 737 MAX. That\u2019s pretty recent. Or the challenger disaster.  Squeaky wheels at the bottom, regardless of being right, have been squished. Lost their jobs and their career. The lying executives eventually got a golden parachute.   This is going to end in two ways.   You lose your job in your own terms.   You lose your job in the company terms.   The best line of action is to get out of there and hope they forget about you as quickly as possible.","human_ref_B":"There's a lengthy, drama filled backstory we're not getting here lol","labels":0,"seconds_difference":13544.0,"score_ratio":2.0}
{"post_id":"zki6pp","domain":"askhr_validation","upvote_ratio":0.84,"history":"[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.","c_root_id_A":"j021kiw","c_root_id_B":"j01ioix","created_at_utc_A":1670942944,"created_at_utc_B":1670933419,"score_A":4,"score_B":3,"human_ref_A":"There's a lengthy, drama filled backstory we're not getting here lol","human_ref_B":">I asked for a retraction and an apology for the distress.  You threw down the gauntlet in front of people eager to pick it up. Now, you've lost the duel.  If I were a single mom who needed $ to pay my bills, I wouldn't get into pitched battles with my manager and top executives. Because that's just... I mean what did you think was going to happen? The fact that you don't like the new management and they are younger than you is meaningless.  Try to transfer or start looking for another job. (Sorry, but that's the way the world works. You don't poke the bear.)  ETA: Your anxiety disorder is probably interfering with your ability to manage the situation in the moment. If you've had it for awhile, you know the risks of acting on what seems like a good idea at the moment. Work with your therapists if possible. And try to find a calm moment to work out a safe exit plan from this situation.","labels":1,"seconds_difference":9525.0,"score_ratio":1.3333333333}
{"post_id":"zki6pp","domain":"askhr_validation","upvote_ratio":0.84,"history":"[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.","c_root_id_A":"j02krhk","c_root_id_B":"j011unt","created_at_utc_A":1670951136,"created_at_utc_B":1670919966,"score_A":5,"score_B":4,"human_ref_A":"I speak from personal experience. When you\u2019ve spent a long time at a company, have been successful and a great contributor you tend to think of it as \u201cmy company, my job\u201d etc. you feel a sense of pride and ownership. The truth is though that it\u2019s not yours, it\u2019s theirs. Every day you come to work it\u2019s at their will. You do the work that they need done the way they want it done. Any day you don\u2019t do that you are no longer providing value to THEM. In my opinion it\u2019s time for you to back off and care less. Come in, take their directives and do the work when and how they ask. You need to get the spotlight off of you and that is to not rock the boat. Feel free to look for something else but in the meantime concentrate on preserving your income because as a single Mom that really is your priority. Over the last week my long time employer released a whole bunch of high performers. For the most part they were favored by leadership and promoted within the last year. In the end it\u2019s all about the $ and in this economy that means jobs are constantly at risk. In my opinion preserving yours is your number 1 priority and pissing off the decision makers isn\u2019t the way to do that. Best of luck to you.","human_ref_B":"Alright I'm not going to discuss the legal aspect of things. I think the other commenters have already made some really good suggestions on what your next steps should be. I would not go into the details, however all I can say is that I have been in a similar situation as you. I have sympathy for you. But we also have to put the emotions aside and see what is really happening. I trust what you said, you sound like a good person, and you have proof for what you think is the case. As an outsider, I don't have a good idea of what is going on. But I can say for sure that you do not get along with your manager. It is not the time to say who is right or who is wrong. You are not in the position of power. Put it simply, you are on the chopping block, whatever the reason is. In my opinion, the fact that you have mentioned your anxiety disorder doesn't really help the situation either. As it can be used against you. It makes you look like you're the one causing the trouble and now you can't face it, you do not know how to deal with it. Not saying it is true. Just saying how the situation can be manipulated to make you look bad. So do not get tricked. Going forward, I don't think it is a battle of who has the evidence. This is not the game. If you know a senior colleague that can speak for you, then you can reach out and see if you can get some help. If they've got your back then you don't have to fight this battle alone. Or you can complain to someone higher up. But you have to know that now is not a good time for you to make big moves. You're already in enough trouble so you don't want to burn more bridges. If I were you, honestly I would start looking for another job. It seems that things are not working in your favour.","labels":1,"seconds_difference":31170.0,"score_ratio":1.25}
{"post_id":"zki6pp","domain":"askhr_validation","upvote_ratio":0.84,"history":"[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.","c_root_id_A":"j01d0wf","c_root_id_B":"j02krhk","created_at_utc_A":1670929400,"created_at_utc_B":1670951136,"score_A":2,"score_B":5,"human_ref_A":"You work in a corporation. There isn\u2019t right or wrong across the ranks. There is power, less power, and no power.   You found yourself on a collision course with an executive, you are done. It doesn\u2019t matter who lied. The executive has power over you, not the other way around.   You need to start looking for another job **yesterday**.   It doesn\u2019t matter if he accused you first of something false. A corporation isn\u2019t a democracy, isn\u2019t a court of law.   Executives do lie. Executives do retaliate. Executives can make your life miserable and hope they don\u2019t make their mission to ruin you, because often they have the resources and network to do so.   Look at the reports about the 737 MAX. That\u2019s pretty recent. Or the challenger disaster.  Squeaky wheels at the bottom, regardless of being right, have been squished. Lost their jobs and their career. The lying executives eventually got a golden parachute.   This is going to end in two ways.   You lose your job in your own terms.   You lose your job in the company terms.   The best line of action is to get out of there and hope they forget about you as quickly as possible.","human_ref_B":"I speak from personal experience. When you\u2019ve spent a long time at a company, have been successful and a great contributor you tend to think of it as \u201cmy company, my job\u201d etc. you feel a sense of pride and ownership. The truth is though that it\u2019s not yours, it\u2019s theirs. Every day you come to work it\u2019s at their will. You do the work that they need done the way they want it done. Any day you don\u2019t do that you are no longer providing value to THEM. In my opinion it\u2019s time for you to back off and care less. Come in, take their directives and do the work when and how they ask. You need to get the spotlight off of you and that is to not rock the boat. Feel free to look for something else but in the meantime concentrate on preserving your income because as a single Mom that really is your priority. Over the last week my long time employer released a whole bunch of high performers. For the most part they were favored by leadership and promoted within the last year. In the end it\u2019s all about the $ and in this economy that means jobs are constantly at risk. In my opinion preserving yours is your number 1 priority and pissing off the decision makers isn\u2019t the way to do that. Best of luck to you.","labels":0,"seconds_difference":21736.0,"score_ratio":2.5}
{"post_id":"zki6pp","domain":"askhr_validation","upvote_ratio":0.84,"history":"[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.","c_root_id_A":"j02krhk","c_root_id_B":"j01ioix","created_at_utc_A":1670951136,"created_at_utc_B":1670933419,"score_A":5,"score_B":3,"human_ref_A":"I speak from personal experience. When you\u2019ve spent a long time at a company, have been successful and a great contributor you tend to think of it as \u201cmy company, my job\u201d etc. you feel a sense of pride and ownership. The truth is though that it\u2019s not yours, it\u2019s theirs. Every day you come to work it\u2019s at their will. You do the work that they need done the way they want it done. Any day you don\u2019t do that you are no longer providing value to THEM. In my opinion it\u2019s time for you to back off and care less. Come in, take their directives and do the work when and how they ask. You need to get the spotlight off of you and that is to not rock the boat. Feel free to look for something else but in the meantime concentrate on preserving your income because as a single Mom that really is your priority. Over the last week my long time employer released a whole bunch of high performers. For the most part they were favored by leadership and promoted within the last year. In the end it\u2019s all about the $ and in this economy that means jobs are constantly at risk. In my opinion preserving yours is your number 1 priority and pissing off the decision makers isn\u2019t the way to do that. Best of luck to you.","human_ref_B":">I asked for a retraction and an apology for the distress.  You threw down the gauntlet in front of people eager to pick it up. Now, you've lost the duel.  If I were a single mom who needed $ to pay my bills, I wouldn't get into pitched battles with my manager and top executives. Because that's just... I mean what did you think was going to happen? The fact that you don't like the new management and they are younger than you is meaningless.  Try to transfer or start looking for another job. (Sorry, but that's the way the world works. You don't poke the bear.)  ETA: Your anxiety disorder is probably interfering with your ability to manage the situation in the moment. If you've had it for awhile, you know the risks of acting on what seems like a good idea at the moment. Work with your therapists if possible. And try to find a calm moment to work out a safe exit plan from this situation.","labels":1,"seconds_difference":17717.0,"score_ratio":1.6666666667}
{"post_id":"zki6pp","domain":"askhr_validation","upvote_ratio":0.84,"history":"[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.","c_root_id_A":"j024or9","c_root_id_B":"j02krhk","created_at_utc_A":1670944290,"created_at_utc_B":1670951136,"score_A":2,"score_B":5,"human_ref_A":"You're being thrown under the bus.  Get out.","human_ref_B":"I speak from personal experience. When you\u2019ve spent a long time at a company, have been successful and a great contributor you tend to think of it as \u201cmy company, my job\u201d etc. you feel a sense of pride and ownership. The truth is though that it\u2019s not yours, it\u2019s theirs. Every day you come to work it\u2019s at their will. You do the work that they need done the way they want it done. Any day you don\u2019t do that you are no longer providing value to THEM. In my opinion it\u2019s time for you to back off and care less. Come in, take their directives and do the work when and how they ask. You need to get the spotlight off of you and that is to not rock the boat. Feel free to look for something else but in the meantime concentrate on preserving your income because as a single Mom that really is your priority. Over the last week my long time employer released a whole bunch of high performers. For the most part they were favored by leadership and promoted within the last year. In the end it\u2019s all about the $ and in this economy that means jobs are constantly at risk. In my opinion preserving yours is your number 1 priority and pissing off the decision makers isn\u2019t the way to do that. Best of luck to you.","labels":0,"seconds_difference":6846.0,"score_ratio":2.5}
{"post_id":"zki6pp","domain":"askhr_validation","upvote_ratio":0.84,"history":"[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.","c_root_id_A":"j01d0wf","c_root_id_B":"j01ioix","created_at_utc_A":1670929400,"created_at_utc_B":1670933419,"score_A":2,"score_B":3,"human_ref_A":"You work in a corporation. There isn\u2019t right or wrong across the ranks. There is power, less power, and no power.   You found yourself on a collision course with an executive, you are done. It doesn\u2019t matter who lied. The executive has power over you, not the other way around.   You need to start looking for another job **yesterday**.   It doesn\u2019t matter if he accused you first of something false. A corporation isn\u2019t a democracy, isn\u2019t a court of law.   Executives do lie. Executives do retaliate. Executives can make your life miserable and hope they don\u2019t make their mission to ruin you, because often they have the resources and network to do so.   Look at the reports about the 737 MAX. That\u2019s pretty recent. Or the challenger disaster.  Squeaky wheels at the bottom, regardless of being right, have been squished. Lost their jobs and their career. The lying executives eventually got a golden parachute.   This is going to end in two ways.   You lose your job in your own terms.   You lose your job in the company terms.   The best line of action is to get out of there and hope they forget about you as quickly as possible.","human_ref_B":">I asked for a retraction and an apology for the distress.  You threw down the gauntlet in front of people eager to pick it up. Now, you've lost the duel.  If I were a single mom who needed $ to pay my bills, I wouldn't get into pitched battles with my manager and top executives. Because that's just... I mean what did you think was going to happen? The fact that you don't like the new management and they are younger than you is meaningless.  Try to transfer or start looking for another job. (Sorry, but that's the way the world works. You don't poke the bear.)  ETA: Your anxiety disorder is probably interfering with your ability to manage the situation in the moment. If you've had it for awhile, you know the risks of acting on what seems like a good idea at the moment. Work with your therapists if possible. And try to find a calm moment to work out a safe exit plan from this situation.","labels":0,"seconds_difference":4019.0,"score_ratio":1.5}
{"post_id":"mxg0cj","domain":"askhr_validation","upvote_ratio":0.98,"history":"[TX] At what point do I tell my manager about my mean coworker? Should I even say anything?  I've recently got a job taking pictures for a small business' online store. I've only been working there for two weeks and the girl who I'm supposed to be working with for 90% of my shifts is so unbelievably mean. On my first day, she told me nasty things about almost everyone who worked there. She's also been very passive aggressive with me when I do something wrong or has given me disgusted looks when I ask questions. Also, even though this only suspicion - whenever I see her talking with someone she always side eyes me or keeps her eye on me, like she's waiting for me to leave so she can talk about me. Which is exactly what she would do to other people before she'd talk badly about them to me. I would address her about it, but she's so hostile - I'm afraid I'd set her off. I could ignore her, but when my training is over - I'm going to have to directly work with her for 90% of my shifts. And I don't want to have to spend 7 hours a day being glared at or passive aggressively belittled.  I feel a little silly even considering the idea of talking to my manager about her since I've only been working a couple weeks, but being treated so hostilely only 2 weeks into the job just feels ridiculous. But I'm also quite meek, and I've been second guessing myself - wondering if mentioning her behavior to my manager will just be me \"rocking the boat\" unnecessarily. I'm also afraid that if I say anything, it'll get back to her and she'll know that I was complaining about her.  I just feel so disheartened because this is a job that lets me be creative, the management is so nice, and the pay is great, but just having to endure this coworker for nearly all my shifts is just ruining the job I was looking forward to.  Am I being a baby about this? Should I try and just cope with her mean behavior? Should I wait before I do anything? Or is this something worth telling management about now? I just want to be able to deal with this situation in the most peaceful way possible.","c_root_id_A":"gvqbg9x","c_root_id_B":"gvqekbm","created_at_utc_A":1619286032,"created_at_utc_B":1619287538,"score_A":3,"score_B":5,"human_ref_A":"Right now, part of her job is teaching you. If she gets under your skin you can ask her pointed questions, such as:  Q:  You don't seem to like your job. Is there anything about it you enjoy?  If she come back with  'I like the job but not some (side eye) of the people.'  Just say, 'But isn't that part of your job? And a big part of it?'  And frame any questions about that coworker in that same manner. \"She's okay but she doesn't seem to like working with people much.\" Or, 'She's really not a people-person.\"  This puts the responsibility for her behavior right where it belongs, and indicates you are mature enough to not get into conflict over your coworker's failings.","human_ref_B":"I honestly don't understand this hesitation people keep feeling about rocking the boat or being a narc. I mean, it is not like you're the common man\/woman and your boss is the FBI.   If you have a good healthy work environment, it is everyone's job to nip these toxic behaviors in the bud. Right away. You don't do that by putting up with it until your boss hopefully magically intuitively understands the real problem or the real source of issues.","labels":0,"seconds_difference":1506.0,"score_ratio":1.6666666667}
{"post_id":"zijk4z","domain":"askhr_validation","upvote_ratio":0.92,"history":"[MI] Can my old job delete my paylocity account? Hi everyone, I recently left a retail job last month and for our pay stubs\/ W2 we used paylocity. I just tried to get on my paylocity account to look at my check stubs and check out when I will receive my pay for my last 2 days of work. Basically when I tried to sign in, it kept saying \u201cincorrect credentials.\u201d I tried to reset my password, received the email for the one time code and it said my login is not active. Can a previous employer just completely take away your access to important info like that? I\u2019m going to contact HR on Monday and find out what\u2019s going on but I\u2019m just a little confused","c_root_id_A":"izte2y7","c_root_id_B":"izscfns","created_at_utc_A":1670784034,"created_at_utc_B":1670768306,"score_A":10,"score_B":9,"human_ref_A":"I\u2019ve used Paylocity in the past. There\u2019s a setting to allow terminated employees to access their records without being able to change anything. Contact HR and ask for access, this should not be a problem.","human_ref_B":"With these electronic pay logs, I think they ought to have them set up so you can only access pay stubs and w2s for 12 months after ending employment, so you can get your next year's w2 and any paystubs you want to download, but have no other access. It should have a big notice on the screen when you log in, that this is the only access you have - \"archived paystub and tax data\" until 'x' date.  I had one employer that did that and gave 18 months access before they cut you off. If you didn't download what you wanted by then...","labels":1,"seconds_difference":15728.0,"score_ratio":1.1111111111}
{"post_id":"zijk4z","domain":"askhr_validation","upvote_ratio":0.92,"history":"[MI] Can my old job delete my paylocity account? Hi everyone, I recently left a retail job last month and for our pay stubs\/ W2 we used paylocity. I just tried to get on my paylocity account to look at my check stubs and check out when I will receive my pay for my last 2 days of work. Basically when I tried to sign in, it kept saying \u201cincorrect credentials.\u201d I tried to reset my password, received the email for the one time code and it said my login is not active. Can a previous employer just completely take away your access to important info like that? I\u2019m going to contact HR on Monday and find out what\u2019s going on but I\u2019m just a little confused","c_root_id_A":"izte2y7","c_root_id_B":"izsfb6k","created_at_utc_A":1670784034,"created_at_utc_B":1670769620,"score_A":10,"score_B":7,"human_ref_A":"I\u2019ve used Paylocity in the past. There\u2019s a setting to allow terminated employees to access their records without being able to change anything. Contact HR and ask for access, this should not be a problem.","human_ref_B":"The retailer I used to work for actually had a process in place for former employees to get W-2s. You had to call HR and they would give you a login for a special website for prior employees to retrieve W-2s. Maybe they have something similar? You could also call and ask if they could mail you one.","labels":1,"seconds_difference":14414.0,"score_ratio":1.4285714286}
{"post_id":"ww8y2b","domain":"askhr_validation","upvote_ratio":0.85,"history":"[TN] doctor\u2019s note for a reasonable accommodation for psychiatric disorder I have left that job already, but this may be an issue with future employers. I disclosed to my last employer that I have bipolar disorder and needed a modified schedule (flexible in-times and time for appointments). It was a WFH job, and I was fully capable of excelling with this small accommodation. My boss asked me for a note from my psychiatrist who said that she had never gotten that request for any other patient and that I didn\u2019t have to fulfill it. I was fired 6 months later and accepted severance, so I don\u2019t think I have any kind of legal recourse.  Here are my questions: if in the future I have to disclose to receive reasonable accommodations, am I obligated to get a note from my doctor? What would have to be in the note?","c_root_id_A":"iljud7y","c_root_id_B":"iljv6pz","created_at_utc_A":1661312983,"created_at_utc_B":1661313421,"score_A":13,"score_B":44,"human_ref_A":"You can get a note from doctor, therapist, Certified Rehab Counselor, you can look on askjan.org for an accommodation request form template.  No, no recourse since you have accepted the severance. But looking at future jobs, and reasonable accommodations, how many appointments a week are you talking about? How flexible were you needing times to be? We\u2019re you going to stay later or work other hours to make up the time? What kind of field are you in?  You, of course have no reason to answer any of that, but I\u2019m happy to help with the information. The website I mentioned will also recommend accommodations.","human_ref_B":"In short, your employer is legally allowed to request a note if asked to provide accommodation. They cannot ask you to provide details about your diagnosis, severity of the condition or your treatment plan, and my advice would be not to volunteer that information either.   A doctor\u2019s note should include validation that accommodation is needed, describe limitations and recommend specific accommodations.","labels":0,"seconds_difference":438.0,"score_ratio":3.3846153846}
{"post_id":"ww8y2b","domain":"askhr_validation","upvote_ratio":0.85,"history":"[TN] doctor\u2019s note for a reasonable accommodation for psychiatric disorder I have left that job already, but this may be an issue with future employers. I disclosed to my last employer that I have bipolar disorder and needed a modified schedule (flexible in-times and time for appointments). It was a WFH job, and I was fully capable of excelling with this small accommodation. My boss asked me for a note from my psychiatrist who said that she had never gotten that request for any other patient and that I didn\u2019t have to fulfill it. I was fired 6 months later and accepted severance, so I don\u2019t think I have any kind of legal recourse.  Here are my questions: if in the future I have to disclose to receive reasonable accommodations, am I obligated to get a note from my doctor? What would have to be in the note?","c_root_id_A":"illbxmz","c_root_id_B":"iljud7y","created_at_utc_A":1661348040,"created_at_utc_B":1661312983,"score_A":22,"score_B":13,"human_ref_A":"Your psychiatrists response was strange. They never got a request for an accommodation for a patient? They \u201cdon\u2019t have\u201d to fulfill it? That psychiatrist basically got you fired. Find someone different if you didn\u2019t already. Future psychiatrists should have no issue with this request. It\u2019s very common. There are templates they can use if they\u2019ve truly never done it before.","human_ref_B":"You can get a note from doctor, therapist, Certified Rehab Counselor, you can look on askjan.org for an accommodation request form template.  No, no recourse since you have accepted the severance. But looking at future jobs, and reasonable accommodations, how many appointments a week are you talking about? How flexible were you needing times to be? We\u2019re you going to stay later or work other hours to make up the time? What kind of field are you in?  You, of course have no reason to answer any of that, but I\u2019m happy to help with the information. The website I mentioned will also recommend accommodations.","labels":1,"seconds_difference":35057.0,"score_ratio":1.6923076923}
{"post_id":"s24zgt","domain":"askhr_validation","upvote_ratio":0.82,"history":"[UK] Boss sent me and another a colleague a screenshot of his web browser, one of the tabs was a porn site. Hi all,   As the title says, my boss sent me a screenshot of his web browser, one of the tabs shows a porn site. I have spoken with the other colleague since and they didn\u2019t mention it, so I\u2019m assuming they didn\u2019t notice.   My boss is the director of the company which is part of a larger group of companies.   I am not interested in reporting him but was unsure whether or not I should make him aware of the slip up incase IT pick up on the email or it flags as an in appropriate website, or whether I should just pretend I didn\u2019t see it.   Based in North East UK.   Thanks in advance!","c_root_id_A":"hsd08xh","c_root_id_B":"hscajvb","created_at_utc_A":1642002895,"created_at_utc_B":1641991191,"score_A":25,"score_B":19,"human_ref_A":"No!!!!  Not even  face to face. While you feel like be \"helping him out\" he might perceive it as some sort of threat. If you do anything electronic, that's even worse.  Also it is not even *slightly* your responsibility to help him out with his porn thing and  he may take that very badly. Let him manage his own browser tabs it's not  your problem.  Also any action or conversation then makes you complicit. Why did you not tell HR? Why did you let the behavior slide? Etc. I assume  you both have access to the same employee manual.  No.","human_ref_B":"Unless there was something spesifically inappropriate like the professor that had open \u00abbusty college girls\u00bb during a class with students, or something illegal I would let it fly. It is not your business really.   IT probably keep tabs on certain keywords, but where I live it is not illegal to access porn on your work devices, as long as it is legal and outside office hours.","labels":1,"seconds_difference":11704.0,"score_ratio":1.3157894737}
{"post_id":"s24zgt","domain":"askhr_validation","upvote_ratio":0.82,"history":"[UK] Boss sent me and another a colleague a screenshot of his web browser, one of the tabs was a porn site. Hi all,   As the title says, my boss sent me a screenshot of his web browser, one of the tabs shows a porn site. I have spoken with the other colleague since and they didn\u2019t mention it, so I\u2019m assuming they didn\u2019t notice.   My boss is the director of the company which is part of a larger group of companies.   I am not interested in reporting him but was unsure whether or not I should make him aware of the slip up incase IT pick up on the email or it flags as an in appropriate website, or whether I should just pretend I didn\u2019t see it.   Based in North East UK.   Thanks in advance!","c_root_id_A":"hsdmrul","c_root_id_B":"hscajvb","created_at_utc_A":1642011342,"created_at_utc_B":1641991191,"score_A":21,"score_B":19,"human_ref_A":"I would just let it go (and maybe keep it just in case).  I once logged into my Google account from my work computer and it synced all of my personal bookmarks.  I once was in an interview and someone typed \"p\" in the address bar it autocompleted to porn hub.  These things happen. I would let it go and believe in good karma.","human_ref_B":"Unless there was something spesifically inappropriate like the professor that had open \u00abbusty college girls\u00bb during a class with students, or something illegal I would let it fly. It is not your business really.   IT probably keep tabs on certain keywords, but where I live it is not illegal to access porn on your work devices, as long as it is legal and outside office hours.","labels":1,"seconds_difference":20151.0,"score_ratio":1.1052631579}
{"post_id":"s24zgt","domain":"askhr_validation","upvote_ratio":0.82,"history":"[UK] Boss sent me and another a colleague a screenshot of his web browser, one of the tabs was a porn site. Hi all,   As the title says, my boss sent me a screenshot of his web browser, one of the tabs shows a porn site. I have spoken with the other colleague since and they didn\u2019t mention it, so I\u2019m assuming they didn\u2019t notice.   My boss is the director of the company which is part of a larger group of companies.   I am not interested in reporting him but was unsure whether or not I should make him aware of the slip up incase IT pick up on the email or it flags as an in appropriate website, or whether I should just pretend I didn\u2019t see it.   Based in North East UK.   Thanks in advance!","c_root_id_A":"hsdc7q5","c_root_id_B":"hsdmrul","created_at_utc_A":1642007437,"created_at_utc_B":1642011342,"score_A":4,"score_B":21,"human_ref_A":"Don't bring it up...but ensure you flag that email and keep it as evidence until needed in your email archive.","human_ref_B":"I would just let it go (and maybe keep it just in case).  I once logged into my Google account from my work computer and it synced all of my personal bookmarks.  I once was in an interview and someone typed \"p\" in the address bar it autocompleted to porn hub.  These things happen. I would let it go and believe in good karma.","labels":0,"seconds_difference":3905.0,"score_ratio":5.25}
{"post_id":"p3r25d","domain":"askhr_validation","upvote_ratio":0.81,"history":"[CA] Is it considered religious discrimination to require all employees, religious or not, to acknowledge the preferred pronouns and preferred names of others? As the title says.  &#x200B;  My company is working out how to ensure we are respecting the pronouns of all people we work with, and at least one employee is arguing that it's a matter of respect to opt to *not* acknowledge a persons preferred pronouns if it does not align with that persons biological sex, in accordance to her religion. She claims it is a matter of *mutual* respect - respecting that that person has the right to be treated fairly, and that her religion has the right to not be erased. Her proposed solution is to simply refer to their name at all times, and avoid pronoun usage altogether... I have several thoughts on this, but in all actuality, is her argument actually protected? Is her stance actually considered a matter of religious discrimination to make her use preferred pronouns in the workplace? Thank you in advance.","c_root_id_A":"h8tkhf3","c_root_id_B":"h8tmmbf","created_at_utc_A":1628883228,"created_at_utc_B":1628884069,"score_A":30,"score_B":36,"human_ref_A":"Lmao where in the Bible does it say fuck your neighbors pronouns? Well guess what it doesn't. Case closed fire the person who is misgendering people because that person doesn't have a case.","human_ref_B":"Most human rights constitutions protect the rights of the individual to be not discriminated against by sex, gender, religion, age or disability.  It does not grant the right to use one's religion to curb the rights of another person. \\*\\*Remember the KKK burned Christian crosses on the lawns of African Americans in the united states; this is deemed a hate crime by todays standards.\\*\\*\\*   Therefore this concerned person in fear of their religion is free to abide by how their religion dictates to their person in relation to dress, name, gender etc; they can not force their religious views on other people.   Moreover, names are related to culture and not to religion.  So one can have a man's name and be a woman, or a woman's name and be a man. This is legal.  Bruce Lee actually is not Bruce's legal name, his birth name Lee Jun-fan ( a woman's name). Bruce identified as a man and there was no issue.   A way to diplomatically respect her religion is to remind her that you welcome her beliefs but she is not welcome to project or control others by that standard.  For all she knows that person of a different identifying religion can be practicing their religion by thier actions.   &#x200B;  Also I would get her out of there.","labels":0,"seconds_difference":841.0,"score_ratio":1.2}
{"post_id":"p3r25d","domain":"askhr_validation","upvote_ratio":0.81,"history":"[CA] Is it considered religious discrimination to require all employees, religious or not, to acknowledge the preferred pronouns and preferred names of others? As the title says.  &#x200B;  My company is working out how to ensure we are respecting the pronouns of all people we work with, and at least one employee is arguing that it's a matter of respect to opt to *not* acknowledge a persons preferred pronouns if it does not align with that persons biological sex, in accordance to her religion. She claims it is a matter of *mutual* respect - respecting that that person has the right to be treated fairly, and that her religion has the right to not be erased. Her proposed solution is to simply refer to their name at all times, and avoid pronoun usage altogether... I have several thoughts on this, but in all actuality, is her argument actually protected? Is her stance actually considered a matter of religious discrimination to make her use preferred pronouns in the workplace? Thank you in advance.","c_root_id_A":"h8thxzl","c_root_id_B":"h8tmmbf","created_at_utc_A":1628882221,"created_at_utc_B":1628884069,"score_A":6,"score_B":36,"human_ref_A":"Easy, fire the Karen.","human_ref_B":"Most human rights constitutions protect the rights of the individual to be not discriminated against by sex, gender, religion, age or disability.  It does not grant the right to use one's religion to curb the rights of another person. \\*\\*Remember the KKK burned Christian crosses on the lawns of African Americans in the united states; this is deemed a hate crime by todays standards.\\*\\*\\*   Therefore this concerned person in fear of their religion is free to abide by how their religion dictates to their person in relation to dress, name, gender etc; they can not force their religious views on other people.   Moreover, names are related to culture and not to religion.  So one can have a man's name and be a woman, or a woman's name and be a man. This is legal.  Bruce Lee actually is not Bruce's legal name, his birth name Lee Jun-fan ( a woman's name). Bruce identified as a man and there was no issue.   A way to diplomatically respect her religion is to remind her that you welcome her beliefs but she is not welcome to project or control others by that standard.  For all she knows that person of a different identifying religion can be practicing their religion by thier actions.   &#x200B;  Also I would get her out of there.","labels":0,"seconds_difference":1848.0,"score_ratio":6.0}
{"post_id":"p3r25d","domain":"askhr_validation","upvote_ratio":0.81,"history":"[CA] Is it considered religious discrimination to require all employees, religious or not, to acknowledge the preferred pronouns and preferred names of others? As the title says.  &#x200B;  My company is working out how to ensure we are respecting the pronouns of all people we work with, and at least one employee is arguing that it's a matter of respect to opt to *not* acknowledge a persons preferred pronouns if it does not align with that persons biological sex, in accordance to her religion. She claims it is a matter of *mutual* respect - respecting that that person has the right to be treated fairly, and that her religion has the right to not be erased. Her proposed solution is to simply refer to their name at all times, and avoid pronoun usage altogether... I have several thoughts on this, but in all actuality, is her argument actually protected? Is her stance actually considered a matter of religious discrimination to make her use preferred pronouns in the workplace? Thank you in advance.","c_root_id_A":"h8trk99","c_root_id_B":"h8tkhf3","created_at_utc_A":1628885979,"created_at_utc_B":1628883228,"score_A":33,"score_B":30,"human_ref_A":"I\u2019d not argue with her, but allow her to use the full name tat the person is using. (Not going to get into whether it\u2019s protected or not). If she\u2019s messes up and misgenders the pronoun, discipline her like you would someone calling a coworker a slur or offensive word.","human_ref_B":"Lmao where in the Bible does it say fuck your neighbors pronouns? Well guess what it doesn't. Case closed fire the person who is misgendering people because that person doesn't have a case.","labels":1,"seconds_difference":2751.0,"score_ratio":1.1}
{"post_id":"p3r25d","domain":"askhr_validation","upvote_ratio":0.81,"history":"[CA] Is it considered religious discrimination to require all employees, religious or not, to acknowledge the preferred pronouns and preferred names of others? As the title says.  &#x200B;  My company is working out how to ensure we are respecting the pronouns of all people we work with, and at least one employee is arguing that it's a matter of respect to opt to *not* acknowledge a persons preferred pronouns if it does not align with that persons biological sex, in accordance to her religion. She claims it is a matter of *mutual* respect - respecting that that person has the right to be treated fairly, and that her religion has the right to not be erased. Her proposed solution is to simply refer to their name at all times, and avoid pronoun usage altogether... I have several thoughts on this, but in all actuality, is her argument actually protected? Is her stance actually considered a matter of religious discrimination to make her use preferred pronouns in the workplace? Thank you in advance.","c_root_id_A":"h8trk99","c_root_id_B":"h8thxzl","created_at_utc_A":1628885979,"created_at_utc_B":1628882221,"score_A":33,"score_B":6,"human_ref_A":"I\u2019d not argue with her, but allow her to use the full name tat the person is using. (Not going to get into whether it\u2019s protected or not). If she\u2019s messes up and misgenders the pronoun, discipline her like you would someone calling a coworker a slur or offensive word.","human_ref_B":"Easy, fire the Karen.","labels":1,"seconds_difference":3758.0,"score_ratio":5.5}
{"post_id":"p3r25d","domain":"askhr_validation","upvote_ratio":0.81,"history":"[CA] Is it considered religious discrimination to require all employees, religious or not, to acknowledge the preferred pronouns and preferred names of others? As the title says.  &#x200B;  My company is working out how to ensure we are respecting the pronouns of all people we work with, and at least one employee is arguing that it's a matter of respect to opt to *not* acknowledge a persons preferred pronouns if it does not align with that persons biological sex, in accordance to her religion. She claims it is a matter of *mutual* respect - respecting that that person has the right to be treated fairly, and that her religion has the right to not be erased. Her proposed solution is to simply refer to their name at all times, and avoid pronoun usage altogether... I have several thoughts on this, but in all actuality, is her argument actually protected? Is her stance actually considered a matter of religious discrimination to make her use preferred pronouns in the workplace? Thank you in advance.","c_root_id_A":"h8tkhf3","c_root_id_B":"h8thxzl","created_at_utc_A":1628883228,"created_at_utc_B":1628882221,"score_A":30,"score_B":6,"human_ref_A":"Lmao where in the Bible does it say fuck your neighbors pronouns? Well guess what it doesn't. Case closed fire the person who is misgendering people because that person doesn't have a case.","human_ref_B":"Easy, fire the Karen.","labels":1,"seconds_difference":1007.0,"score_ratio":5.0}
{"post_id":"p3r25d","domain":"askhr_validation","upvote_ratio":0.81,"history":"[CA] Is it considered religious discrimination to require all employees, religious or not, to acknowledge the preferred pronouns and preferred names of others? As the title says.  &#x200B;  My company is working out how to ensure we are respecting the pronouns of all people we work with, and at least one employee is arguing that it's a matter of respect to opt to *not* acknowledge a persons preferred pronouns if it does not align with that persons biological sex, in accordance to her religion. She claims it is a matter of *mutual* respect - respecting that that person has the right to be treated fairly, and that her religion has the right to not be erased. Her proposed solution is to simply refer to their name at all times, and avoid pronoun usage altogether... I have several thoughts on this, but in all actuality, is her argument actually protected? Is her stance actually considered a matter of religious discrimination to make her use preferred pronouns in the workplace? Thank you in advance.","c_root_id_A":"h8u9g8u","c_root_id_B":"h8uebvh","created_at_utc_A":1628893234,"created_at_utc_B":1628895400,"score_A":14,"score_B":15,"human_ref_A":"The Bible says \u201cEverything also on which she lies during her menstrual impurity shall be unclean, and everything on which she sits shall be unclean.\u201d  And none of the places I\u2019ve worked have forbidden women from sitting while menstruating, and none of them have required menstruating women to work in some sort of annex of uncleanliness.   If someone comes to HR and asks that all menstruating women be banned from the premises, or at least banned from sitting, due to their religious beliefs, I\u2019m pretty sure they\u2019re going to be told to pound sand.","human_ref_B":"Ah, yes, the old, \"I get to do whatever I want in the name of religion and you can't say otherwise or else you're persecuting me\" defense.  The rationale doesn't fly for a couple of reasons.  The first is that being an asshole to your coworker isn't a requirement of any bona fide religion that I'm aware of.  You can't just invent new religious tenets as an individual and expect them to have the full protection of the law.  (\"My religion says I don't have to work during the Superbowl.\")  The second is that--even if being an asshole to transgendered folk *was* a true requirement of the employee's religion--any accommodation must be \"reasonable.\"  Wearing a turban despite the dress code is reasonable.  Scheduling around the Sabbath is reasonable.  Free rein to antagonize your coworkers is *not* reasonable.","labels":0,"seconds_difference":2166.0,"score_ratio":1.0714285714}
{"post_id":"p3r25d","domain":"askhr_validation","upvote_ratio":0.81,"history":"[CA] Is it considered religious discrimination to require all employees, religious or not, to acknowledge the preferred pronouns and preferred names of others? As the title says.  &#x200B;  My company is working out how to ensure we are respecting the pronouns of all people we work with, and at least one employee is arguing that it's a matter of respect to opt to *not* acknowledge a persons preferred pronouns if it does not align with that persons biological sex, in accordance to her religion. She claims it is a matter of *mutual* respect - respecting that that person has the right to be treated fairly, and that her religion has the right to not be erased. Her proposed solution is to simply refer to their name at all times, and avoid pronoun usage altogether... I have several thoughts on this, but in all actuality, is her argument actually protected? Is her stance actually considered a matter of religious discrimination to make her use preferred pronouns in the workplace? Thank you in advance.","c_root_id_A":"h8uebvh","c_root_id_B":"h8thxzl","created_at_utc_A":1628895400,"created_at_utc_B":1628882221,"score_A":15,"score_B":6,"human_ref_A":"Ah, yes, the old, \"I get to do whatever I want in the name of religion and you can't say otherwise or else you're persecuting me\" defense.  The rationale doesn't fly for a couple of reasons.  The first is that being an asshole to your coworker isn't a requirement of any bona fide religion that I'm aware of.  You can't just invent new religious tenets as an individual and expect them to have the full protection of the law.  (\"My religion says I don't have to work during the Superbowl.\")  The second is that--even if being an asshole to transgendered folk *was* a true requirement of the employee's religion--any accommodation must be \"reasonable.\"  Wearing a turban despite the dress code is reasonable.  Scheduling around the Sabbath is reasonable.  Free rein to antagonize your coworkers is *not* reasonable.","human_ref_B":"Easy, fire the Karen.","labels":1,"seconds_difference":13179.0,"score_ratio":2.5}
{"post_id":"p3r25d","domain":"askhr_validation","upvote_ratio":0.81,"history":"[CA] Is it considered religious discrimination to require all employees, religious or not, to acknowledge the preferred pronouns and preferred names of others? As the title says.  &#x200B;  My company is working out how to ensure we are respecting the pronouns of all people we work with, and at least one employee is arguing that it's a matter of respect to opt to *not* acknowledge a persons preferred pronouns if it does not align with that persons biological sex, in accordance to her religion. She claims it is a matter of *mutual* respect - respecting that that person has the right to be treated fairly, and that her religion has the right to not be erased. Her proposed solution is to simply refer to their name at all times, and avoid pronoun usage altogether... I have several thoughts on this, but in all actuality, is her argument actually protected? Is her stance actually considered a matter of religious discrimination to make her use preferred pronouns in the workplace? Thank you in advance.","c_root_id_A":"h8thxzl","c_root_id_B":"h8u9g8u","created_at_utc_A":1628882221,"created_at_utc_B":1628893234,"score_A":6,"score_B":14,"human_ref_A":"Easy, fire the Karen.","human_ref_B":"The Bible says \u201cEverything also on which she lies during her menstrual impurity shall be unclean, and everything on which she sits shall be unclean.\u201d  And none of the places I\u2019ve worked have forbidden women from sitting while menstruating, and none of them have required menstruating women to work in some sort of annex of uncleanliness.   If someone comes to HR and asks that all menstruating women be banned from the premises, or at least banned from sitting, due to their religious beliefs, I\u2019m pretty sure they\u2019re going to be told to pound sand.","labels":0,"seconds_difference":11013.0,"score_ratio":2.3333333333}
{"post_id":"p3r25d","domain":"askhr_validation","upvote_ratio":0.81,"history":"[CA] Is it considered religious discrimination to require all employees, religious or not, to acknowledge the preferred pronouns and preferred names of others? As the title says.  &#x200B;  My company is working out how to ensure we are respecting the pronouns of all people we work with, and at least one employee is arguing that it's a matter of respect to opt to *not* acknowledge a persons preferred pronouns if it does not align with that persons biological sex, in accordance to her religion. She claims it is a matter of *mutual* respect - respecting that that person has the right to be treated fairly, and that her religion has the right to not be erased. Her proposed solution is to simply refer to their name at all times, and avoid pronoun usage altogether... I have several thoughts on this, but in all actuality, is her argument actually protected? Is her stance actually considered a matter of religious discrimination to make her use preferred pronouns in the workplace? Thank you in advance.","c_root_id_A":"h8uety0","c_root_id_B":"h8thxzl","created_at_utc_A":1628895631,"created_at_utc_B":1628882221,"score_A":9,"score_B":6,"human_ref_A":"Her religion is not being \"erased\". What a pain in the butt.   Furthermore, she will only refer to *one* person by their name, but will refer to all others using their pronouns? Such a busybody.","human_ref_B":"Easy, fire the Karen.","labels":1,"seconds_difference":13410.0,"score_ratio":1.5}
{"post_id":"p3r25d","domain":"askhr_validation","upvote_ratio":0.81,"history":"[CA] Is it considered religious discrimination to require all employees, religious or not, to acknowledge the preferred pronouns and preferred names of others? As the title says.  &#x200B;  My company is working out how to ensure we are respecting the pronouns of all people we work with, and at least one employee is arguing that it's a matter of respect to opt to *not* acknowledge a persons preferred pronouns if it does not align with that persons biological sex, in accordance to her religion. She claims it is a matter of *mutual* respect - respecting that that person has the right to be treated fairly, and that her religion has the right to not be erased. Her proposed solution is to simply refer to their name at all times, and avoid pronoun usage altogether... I have several thoughts on this, but in all actuality, is her argument actually protected? Is her stance actually considered a matter of religious discrimination to make her use preferred pronouns in the workplace? Thank you in advance.","c_root_id_A":"h8ugleh","c_root_id_B":"h8v9qen","created_at_utc_A":1628896436,"created_at_utc_B":1628910751,"score_A":2,"score_B":5,"human_ref_A":"I'm noticing an increasing trend to accommodate personal pronouns in the workplace, which I tend to encourage, but as we are seeing, some people's expectations don't align.  I prefer to use impersonal pronouns (they\/them) when speaking to and of people in the workplace.  This gives me the latitude of not misgendering those whom I may have in the past, but also not lets me distance myself from those who haven't really caught on yet.","human_ref_B":"I was just thinking about this recently. Quite honestly, unless your employee has actually seen another employee's genitalia, how on earth does she actually know that their gender and pronouns are different than their sex?","labels":0,"seconds_difference":14315.0,"score_ratio":2.5}
{"post_id":"sh6lfk","domain":"askhr_validation","upvote_ratio":0.86,"history":"[NC] not allowed to use my preferred name?  My workplace puts everyone\u2019s legal name on their badge, but my manager told me that since I was using my preferred name to introduce myself, I could go get it changed on my badge. I went to HR, and told them this, and they said since my name is not a \u201cdirect derivative\u201d of my legal name, I can\u2019t use it. (My legal name is Katherine, but I go my Kasia, which is the Polish derivative of my name). Now, my manager is telling me that I\u2019m not allowed to use my preferred name at all, and only get to use my legal name. Is this allowed, especially since my preferred name is a derivative, just in another language? TIA","c_root_id_A":"hv0wn9y","c_root_id_B":"hv135a8","created_at_utc_A":1643653581,"created_at_utc_B":1643655965,"score_A":18,"score_B":22,"human_ref_A":"I work in HR and make badges for new ee's and I'll put whatever name they want to go by. Shorten version of your name? Fine. Completely different name? Ohkay. Want to go by your last name, I can do that.   As for their employee file, tax documents, benefits\/insurance, or what's in our HRIS - that will go by your legal name.   I can't believe people still get their panties bunched over someone else's name.","human_ref_B":"Are you a health care provider or worker with licensures?  They may have a policy that your badge has to follow whatever your certs\/registrations are.  When I worked in healthcare our badges had to follow our licensures.","labels":0,"seconds_difference":2384.0,"score_ratio":1.2222222222}
{"post_id":"sh6lfk","domain":"askhr_validation","upvote_ratio":0.86,"history":"[NC] not allowed to use my preferred name?  My workplace puts everyone\u2019s legal name on their badge, but my manager told me that since I was using my preferred name to introduce myself, I could go get it changed on my badge. I went to HR, and told them this, and they said since my name is not a \u201cdirect derivative\u201d of my legal name, I can\u2019t use it. (My legal name is Katherine, but I go my Kasia, which is the Polish derivative of my name). Now, my manager is telling me that I\u2019m not allowed to use my preferred name at all, and only get to use my legal name. Is this allowed, especially since my preferred name is a derivative, just in another language? TIA","c_root_id_A":"hv135a8","c_root_id_B":"hv0pihl","created_at_utc_A":1643655965,"created_at_utc_B":1643650961,"score_A":22,"score_B":8,"human_ref_A":"Are you a health care provider or worker with licensures?  They may have a policy that your badge has to follow whatever your certs\/registrations are.  When I worked in healthcare our badges had to follow our licensures.","human_ref_B":"Like they're saying you can't be known by Kasia even if you leave your badge as is?","labels":1,"seconds_difference":5004.0,"score_ratio":2.75}
{"post_id":"sh6lfk","domain":"askhr_validation","upvote_ratio":0.86,"history":"[NC] not allowed to use my preferred name?  My workplace puts everyone\u2019s legal name on their badge, but my manager told me that since I was using my preferred name to introduce myself, I could go get it changed on my badge. I went to HR, and told them this, and they said since my name is not a \u201cdirect derivative\u201d of my legal name, I can\u2019t use it. (My legal name is Katherine, but I go my Kasia, which is the Polish derivative of my name). Now, my manager is telling me that I\u2019m not allowed to use my preferred name at all, and only get to use my legal name. Is this allowed, especially since my preferred name is a derivative, just in another language? TIA","c_root_id_A":"hv135a8","c_root_id_B":"hv0xpf2","created_at_utc_A":1643655965,"created_at_utc_B":1643653971,"score_A":22,"score_B":2,"human_ref_A":"Are you a health care provider or worker with licensures?  They may have a policy that your badge has to follow whatever your certs\/registrations are.  When I worked in healthcare our badges had to follow our licensures.","human_ref_B":"Is there a place to note in the HRIS what your preferred name is?  I'm also in healthcare and we have a \"preferred name\" field in our system. As long as we have it noted in the system, we are fine having employees use their preferred name and make IDs with them. I'd go back to HR and ask again. The whole English derivative reason doesnt make sense.","labels":1,"seconds_difference":1994.0,"score_ratio":11.0}
{"post_id":"sh6lfk","domain":"askhr_validation","upvote_ratio":0.86,"history":"[NC] not allowed to use my preferred name?  My workplace puts everyone\u2019s legal name on their badge, but my manager told me that since I was using my preferred name to introduce myself, I could go get it changed on my badge. I went to HR, and told them this, and they said since my name is not a \u201cdirect derivative\u201d of my legal name, I can\u2019t use it. (My legal name is Katherine, but I go my Kasia, which is the Polish derivative of my name). Now, my manager is telling me that I\u2019m not allowed to use my preferred name at all, and only get to use my legal name. Is this allowed, especially since my preferred name is a derivative, just in another language? TIA","c_root_id_A":"hv0wn9y","c_root_id_B":"hv0pihl","created_at_utc_A":1643653581,"created_at_utc_B":1643650961,"score_A":18,"score_B":8,"human_ref_A":"I work in HR and make badges for new ee's and I'll put whatever name they want to go by. Shorten version of your name? Fine. Completely different name? Ohkay. Want to go by your last name, I can do that.   As for their employee file, tax documents, benefits\/insurance, or what's in our HRIS - that will go by your legal name.   I can't believe people still get their panties bunched over someone else's name.","human_ref_B":"Like they're saying you can't be known by Kasia even if you leave your badge as is?","labels":1,"seconds_difference":2620.0,"score_ratio":2.25}
{"post_id":"sh6lfk","domain":"askhr_validation","upvote_ratio":0.86,"history":"[NC] not allowed to use my preferred name?  My workplace puts everyone\u2019s legal name on their badge, but my manager told me that since I was using my preferred name to introduce myself, I could go get it changed on my badge. I went to HR, and told them this, and they said since my name is not a \u201cdirect derivative\u201d of my legal name, I can\u2019t use it. (My legal name is Katherine, but I go my Kasia, which is the Polish derivative of my name). Now, my manager is telling me that I\u2019m not allowed to use my preferred name at all, and only get to use my legal name. Is this allowed, especially since my preferred name is a derivative, just in another language? TIA","c_root_id_A":"hv0xpf2","c_root_id_B":"hv22fnq","created_at_utc_A":1643653971,"created_at_utc_B":1643669426,"score_A":2,"score_B":8,"human_ref_A":"Is there a place to note in the HRIS what your preferred name is?  I'm also in healthcare and we have a \"preferred name\" field in our system. As long as we have it noted in the system, we are fine having employees use their preferred name and make IDs with them. I'd go back to HR and ask again. The whole English derivative reason doesnt make sense.","human_ref_B":"You said you work in healthcare. Depending upon your licensure - your legal name needs to be on your badge along with your licensure\u2026MD, DO, RN, PA-C, whatever. There is no reason why you can\u2019t use your preferred name. Also\u2026you work in healthcare\u2026.you have options. Exercise them. With the amount of people leaving healthcare..I suspect you will win this game of chicken. If it helps\u2026I work in Administration in healthcare. I would blow my HR up if they gave someone problems for this.","labels":0,"seconds_difference":15455.0,"score_ratio":4.0}
{"post_id":"sh6lfk","domain":"askhr_validation","upvote_ratio":0.86,"history":"[NC] not allowed to use my preferred name?  My workplace puts everyone\u2019s legal name on their badge, but my manager told me that since I was using my preferred name to introduce myself, I could go get it changed on my badge. I went to HR, and told them this, and they said since my name is not a \u201cdirect derivative\u201d of my legal name, I can\u2019t use it. (My legal name is Katherine, but I go my Kasia, which is the Polish derivative of my name). Now, my manager is telling me that I\u2019m not allowed to use my preferred name at all, and only get to use my legal name. Is this allowed, especially since my preferred name is a derivative, just in another language? TIA","c_root_id_A":"hv22fnq","c_root_id_B":"hv1tc03","created_at_utc_A":1643669426,"created_at_utc_B":1643665835,"score_A":8,"score_B":2,"human_ref_A":"You said you work in healthcare. Depending upon your licensure - your legal name needs to be on your badge along with your licensure\u2026MD, DO, RN, PA-C, whatever. There is no reason why you can\u2019t use your preferred name. Also\u2026you work in healthcare\u2026.you have options. Exercise them. With the amount of people leaving healthcare..I suspect you will win this game of chicken. If it helps\u2026I work in Administration in healthcare. I would blow my HR up if they gave someone problems for this.","human_ref_B":"what is the badge actually used for? It could be there is a great reason other than preference and they just dont' understand or explain it well. Like someone else said it could have to do with certification\/accreditation of your healthcare location, etc.","labels":1,"seconds_difference":3591.0,"score_ratio":4.0}
{"post_id":"sh6lfk","domain":"askhr_validation","upvote_ratio":0.86,"history":"[NC] not allowed to use my preferred name?  My workplace puts everyone\u2019s legal name on their badge, but my manager told me that since I was using my preferred name to introduce myself, I could go get it changed on my badge. I went to HR, and told them this, and they said since my name is not a \u201cdirect derivative\u201d of my legal name, I can\u2019t use it. (My legal name is Katherine, but I go my Kasia, which is the Polish derivative of my name). Now, my manager is telling me that I\u2019m not allowed to use my preferred name at all, and only get to use my legal name. Is this allowed, especially since my preferred name is a derivative, just in another language? TIA","c_root_id_A":"hv28xvw","c_root_id_B":"hv0xpf2","created_at_utc_A":1643672115,"created_at_utc_B":1643653971,"score_A":5,"score_B":2,"human_ref_A":"why don't you just change your name legally and tell them to stuff it?  https:\/\/info.legalzoom.com\/article\/how-legally-change-your-name-north-carolina","human_ref_B":"Is there a place to note in the HRIS what your preferred name is?  I'm also in healthcare and we have a \"preferred name\" field in our system. As long as we have it noted in the system, we are fine having employees use their preferred name and make IDs with them. I'd go back to HR and ask again. The whole English derivative reason doesnt make sense.","labels":1,"seconds_difference":18144.0,"score_ratio":2.5}
{"post_id":"sh6lfk","domain":"askhr_validation","upvote_ratio":0.86,"history":"[NC] not allowed to use my preferred name?  My workplace puts everyone\u2019s legal name on their badge, but my manager told me that since I was using my preferred name to introduce myself, I could go get it changed on my badge. I went to HR, and told them this, and they said since my name is not a \u201cdirect derivative\u201d of my legal name, I can\u2019t use it. (My legal name is Katherine, but I go my Kasia, which is the Polish derivative of my name). Now, my manager is telling me that I\u2019m not allowed to use my preferred name at all, and only get to use my legal name. Is this allowed, especially since my preferred name is a derivative, just in another language? TIA","c_root_id_A":"hv1tc03","c_root_id_B":"hv28xvw","created_at_utc_A":1643665835,"created_at_utc_B":1643672115,"score_A":2,"score_B":5,"human_ref_A":"what is the badge actually used for? It could be there is a great reason other than preference and they just dont' understand or explain it well. Like someone else said it could have to do with certification\/accreditation of your healthcare location, etc.","human_ref_B":"why don't you just change your name legally and tell them to stuff it?  https:\/\/info.legalzoom.com\/article\/how-legally-change-your-name-north-carolina","labels":0,"seconds_difference":6280.0,"score_ratio":2.5}
{"post_id":"ulv435","domain":"askhr_validation","upvote_ratio":0.84,"history":"[FL]Boss wants me (a financial analyst) to bring in and operate my drone for a work event Throwaway account since this is specific enough to identify myself.  I work as a financial analyst for a multi-billion dollar company. I mentioned offhand in one of our meetings that I bought a nice drone because I almost fell off my roof the last time I was up there, so sending up a drone would be safer.  On Friday, the district head (not the manager I report to) says we're having an office party on May 30th in the park by our office complex. The district head asks me to bring in my drone to film the \"festivities.\" I say no because I'm not comfortable operating a drone in public as my experience so far has been just flying the thing over my roof. Plus, I don't want the hassle of dealing with uploading and sending footage. The district head says to bring in my drone and someone else will operate it. It's a $700 drone and I'm not going to let anyone else operate it since it will be an unpleasant issue trying to get a coworker to pay for the damages.  Anyway, I figure this will all be forgotten over the weekend. However, the first thing this morning my manager (who I report to) comes into my office to discuss the drone and how the district head is pushing on it. I explain my concerns but my manager brushes them off saying that it will be less of a headache for everyone if I just bring in the drone.  My question is, can they legally fire me for not bringing in and\/or operating the drone for the event? I'm a financial analyst, not a drone operator. There's nothing about supplying your own drones and operating them in my job description, but reading here it doesn't appear that \"not in my job description\" is a get out of jail card.","c_root_id_A":"i7xryb1","c_root_id_B":"i7y10y0","created_at_utc_A":1652114223,"created_at_utc_B":1652117839,"score_A":7,"score_B":10,"human_ref_A":"If you are in an \u201cat  will\u201d state you can be let go for any reason or no reason  Your concern about the drone are valid. It takes time to become competent with a drone.  Let a stranger operate your drone? Hell no.   Your boss and the district head are, well, AHs. No matter what happens, I\u2019d be looking for another job.","human_ref_B":"Not addressing if they can fire you because 'at-will'... other than that:  Do you have your Part-107? If not, tell them it would not be legal for you to fly for this purpose.  If it violates any of the basic principles - VLOS, over people - or could impact your personal insurance\/liability, there's no reason to place yourself in legal jeopardy.","labels":0,"seconds_difference":3616.0,"score_ratio":1.4285714286}
{"post_id":"ulv435","domain":"askhr_validation","upvote_ratio":0.84,"history":"[FL]Boss wants me (a financial analyst) to bring in and operate my drone for a work event Throwaway account since this is specific enough to identify myself.  I work as a financial analyst for a multi-billion dollar company. I mentioned offhand in one of our meetings that I bought a nice drone because I almost fell off my roof the last time I was up there, so sending up a drone would be safer.  On Friday, the district head (not the manager I report to) says we're having an office party on May 30th in the park by our office complex. The district head asks me to bring in my drone to film the \"festivities.\" I say no because I'm not comfortable operating a drone in public as my experience so far has been just flying the thing over my roof. Plus, I don't want the hassle of dealing with uploading and sending footage. The district head says to bring in my drone and someone else will operate it. It's a $700 drone and I'm not going to let anyone else operate it since it will be an unpleasant issue trying to get a coworker to pay for the damages.  Anyway, I figure this will all be forgotten over the weekend. However, the first thing this morning my manager (who I report to) comes into my office to discuss the drone and how the district head is pushing on it. I explain my concerns but my manager brushes them off saying that it will be less of a headache for everyone if I just bring in the drone.  My question is, can they legally fire me for not bringing in and\/or operating the drone for the event? I'm a financial analyst, not a drone operator. There's nothing about supplying your own drones and operating them in my job description, but reading here it doesn't appear that \"not in my job description\" is a get out of jail card.","c_root_id_A":"i7y10y0","c_root_id_B":"i7xycc3","created_at_utc_A":1652117839,"created_at_utc_B":1652116771,"score_A":10,"score_B":7,"human_ref_A":"Not addressing if they can fire you because 'at-will'... other than that:  Do you have your Part-107? If not, tell them it would not be legal for you to fly for this purpose.  If it violates any of the basic principles - VLOS, over people - or could impact your personal insurance\/liability, there's no reason to place yourself in legal jeopardy.","human_ref_B":"\"Sorry, man.  Sold it on Craigslist.\"   Problem solved.","labels":1,"seconds_difference":1068.0,"score_ratio":1.4285714286}
{"post_id":"ulv435","domain":"askhr_validation","upvote_ratio":0.84,"history":"[FL]Boss wants me (a financial analyst) to bring in and operate my drone for a work event Throwaway account since this is specific enough to identify myself.  I work as a financial analyst for a multi-billion dollar company. I mentioned offhand in one of our meetings that I bought a nice drone because I almost fell off my roof the last time I was up there, so sending up a drone would be safer.  On Friday, the district head (not the manager I report to) says we're having an office party on May 30th in the park by our office complex. The district head asks me to bring in my drone to film the \"festivities.\" I say no because I'm not comfortable operating a drone in public as my experience so far has been just flying the thing over my roof. Plus, I don't want the hassle of dealing with uploading and sending footage. The district head says to bring in my drone and someone else will operate it. It's a $700 drone and I'm not going to let anyone else operate it since it will be an unpleasant issue trying to get a coworker to pay for the damages.  Anyway, I figure this will all be forgotten over the weekend. However, the first thing this morning my manager (who I report to) comes into my office to discuss the drone and how the district head is pushing on it. I explain my concerns but my manager brushes them off saying that it will be less of a headache for everyone if I just bring in the drone.  My question is, can they legally fire me for not bringing in and\/or operating the drone for the event? I'm a financial analyst, not a drone operator. There's nothing about supplying your own drones and operating them in my job description, but reading here it doesn't appear that \"not in my job description\" is a get out of jail card.","c_root_id_A":"i7y10y0","c_root_id_B":"i7xvzyz","created_at_utc_A":1652117839,"created_at_utc_B":1652115831,"score_A":10,"score_B":6,"human_ref_A":"Not addressing if they can fire you because 'at-will'... other than that:  Do you have your Part-107? If not, tell them it would not be legal for you to fly for this purpose.  If it violates any of the basic principles - VLOS, over people - or could impact your personal insurance\/liability, there's no reason to place yourself in legal jeopardy.","human_ref_B":"Bring it. Pull a fuse or something else that will make it appear to be broken.","labels":1,"seconds_difference":2008.0,"score_ratio":1.6666666667}
{"post_id":"ulv435","domain":"askhr_validation","upvote_ratio":0.84,"history":"[FL]Boss wants me (a financial analyst) to bring in and operate my drone for a work event Throwaway account since this is specific enough to identify myself.  I work as a financial analyst for a multi-billion dollar company. I mentioned offhand in one of our meetings that I bought a nice drone because I almost fell off my roof the last time I was up there, so sending up a drone would be safer.  On Friday, the district head (not the manager I report to) says we're having an office party on May 30th in the park by our office complex. The district head asks me to bring in my drone to film the \"festivities.\" I say no because I'm not comfortable operating a drone in public as my experience so far has been just flying the thing over my roof. Plus, I don't want the hassle of dealing with uploading and sending footage. The district head says to bring in my drone and someone else will operate it. It's a $700 drone and I'm not going to let anyone else operate it since it will be an unpleasant issue trying to get a coworker to pay for the damages.  Anyway, I figure this will all be forgotten over the weekend. However, the first thing this morning my manager (who I report to) comes into my office to discuss the drone and how the district head is pushing on it. I explain my concerns but my manager brushes them off saying that it will be less of a headache for everyone if I just bring in the drone.  My question is, can they legally fire me for not bringing in and\/or operating the drone for the event? I'm a financial analyst, not a drone operator. There's nothing about supplying your own drones and operating them in my job description, but reading here it doesn't appear that \"not in my job description\" is a get out of jail card.","c_root_id_A":"i7xvzyz","c_root_id_B":"i7xycc3","created_at_utc_A":1652115831,"created_at_utc_B":1652116771,"score_A":6,"score_B":7,"human_ref_A":"Bring it. Pull a fuse or something else that will make it appear to be broken.","human_ref_B":"\"Sorry, man.  Sold it on Craigslist.\"   Problem solved.","labels":0,"seconds_difference":940.0,"score_ratio":1.1666666667}
{"post_id":"ulv435","domain":"askhr_validation","upvote_ratio":0.84,"history":"[FL]Boss wants me (a financial analyst) to bring in and operate my drone for a work event Throwaway account since this is specific enough to identify myself.  I work as a financial analyst for a multi-billion dollar company. I mentioned offhand in one of our meetings that I bought a nice drone because I almost fell off my roof the last time I was up there, so sending up a drone would be safer.  On Friday, the district head (not the manager I report to) says we're having an office party on May 30th in the park by our office complex. The district head asks me to bring in my drone to film the \"festivities.\" I say no because I'm not comfortable operating a drone in public as my experience so far has been just flying the thing over my roof. Plus, I don't want the hassle of dealing with uploading and sending footage. The district head says to bring in my drone and someone else will operate it. It's a $700 drone and I'm not going to let anyone else operate it since it will be an unpleasant issue trying to get a coworker to pay for the damages.  Anyway, I figure this will all be forgotten over the weekend. However, the first thing this morning my manager (who I report to) comes into my office to discuss the drone and how the district head is pushing on it. I explain my concerns but my manager brushes them off saying that it will be less of a headache for everyone if I just bring in the drone.  My question is, can they legally fire me for not bringing in and\/or operating the drone for the event? I'm a financial analyst, not a drone operator. There's nothing about supplying your own drones and operating them in my job description, but reading here it doesn't appear that \"not in my job description\" is a get out of jail card.","c_root_id_A":"i804sdc","c_root_id_B":"i7xvzyz","created_at_utc_A":1652150673,"created_at_utc_B":1652115831,"score_A":7,"score_B":6,"human_ref_A":"Do you have a license to operate a drone for commercial purposes?  It's a federal requirement and only recreational drone flying can be exempt from some licensing requirements.  You absolutely should not be operating a drone around people without extensive experience, those suckered can go 80mph and really hurt someone if you drop out of the sky.   https:\/\/www.faa.gov\/uas\/commercial_operators\/","human_ref_B":"Bring it. Pull a fuse or something else that will make it appear to be broken.","labels":1,"seconds_difference":34842.0,"score_ratio":1.1666666667}
{"post_id":"ulv435","domain":"askhr_validation","upvote_ratio":0.84,"history":"[FL]Boss wants me (a financial analyst) to bring in and operate my drone for a work event Throwaway account since this is specific enough to identify myself.  I work as a financial analyst for a multi-billion dollar company. I mentioned offhand in one of our meetings that I bought a nice drone because I almost fell off my roof the last time I was up there, so sending up a drone would be safer.  On Friday, the district head (not the manager I report to) says we're having an office party on May 30th in the park by our office complex. The district head asks me to bring in my drone to film the \"festivities.\" I say no because I'm not comfortable operating a drone in public as my experience so far has been just flying the thing over my roof. Plus, I don't want the hassle of dealing with uploading and sending footage. The district head says to bring in my drone and someone else will operate it. It's a $700 drone and I'm not going to let anyone else operate it since it will be an unpleasant issue trying to get a coworker to pay for the damages.  Anyway, I figure this will all be forgotten over the weekend. However, the first thing this morning my manager (who I report to) comes into my office to discuss the drone and how the district head is pushing on it. I explain my concerns but my manager brushes them off saying that it will be less of a headache for everyone if I just bring in the drone.  My question is, can they legally fire me for not bringing in and\/or operating the drone for the event? I'm a financial analyst, not a drone operator. There's nothing about supplying your own drones and operating them in my job description, but reading here it doesn't appear that \"not in my job description\" is a get out of jail card.","c_root_id_A":"i804sdc","c_root_id_B":"i7ycram","created_at_utc_A":1652150673,"created_at_utc_B":1652122623,"score_A":7,"score_B":5,"human_ref_A":"Do you have a license to operate a drone for commercial purposes?  It's a federal requirement and only recreational drone flying can be exempt from some licensing requirements.  You absolutely should not be operating a drone around people without extensive experience, those suckered can go 80mph and really hurt someone if you drop out of the sky.   https:\/\/www.faa.gov\/uas\/commercial_operators\/","human_ref_B":"Tell them you can't because it would be illegal operations as a commercial drone pilot.","labels":1,"seconds_difference":28050.0,"score_ratio":1.4}
{"post_id":"ulv435","domain":"askhr_validation","upvote_ratio":0.84,"history":"[FL]Boss wants me (a financial analyst) to bring in and operate my drone for a work event Throwaway account since this is specific enough to identify myself.  I work as a financial analyst for a multi-billion dollar company. I mentioned offhand in one of our meetings that I bought a nice drone because I almost fell off my roof the last time I was up there, so sending up a drone would be safer.  On Friday, the district head (not the manager I report to) says we're having an office party on May 30th in the park by our office complex. The district head asks me to bring in my drone to film the \"festivities.\" I say no because I'm not comfortable operating a drone in public as my experience so far has been just flying the thing over my roof. Plus, I don't want the hassle of dealing with uploading and sending footage. The district head says to bring in my drone and someone else will operate it. It's a $700 drone and I'm not going to let anyone else operate it since it will be an unpleasant issue trying to get a coworker to pay for the damages.  Anyway, I figure this will all be forgotten over the weekend. However, the first thing this morning my manager (who I report to) comes into my office to discuss the drone and how the district head is pushing on it. I explain my concerns but my manager brushes them off saying that it will be less of a headache for everyone if I just bring in the drone.  My question is, can they legally fire me for not bringing in and\/or operating the drone for the event? I'm a financial analyst, not a drone operator. There's nothing about supplying your own drones and operating them in my job description, but reading here it doesn't appear that \"not in my job description\" is a get out of jail card.","c_root_id_A":"i804sdc","c_root_id_B":"i7yu4fh","created_at_utc_A":1652150673,"created_at_utc_B":1652129737,"score_A":7,"score_B":5,"human_ref_A":"Do you have a license to operate a drone for commercial purposes?  It's a federal requirement and only recreational drone flying can be exempt from some licensing requirements.  You absolutely should not be operating a drone around people without extensive experience, those suckered can go 80mph and really hurt someone if you drop out of the sky.   https:\/\/www.faa.gov\/uas\/commercial_operators\/","human_ref_B":"Not HR here, but had someone want to fly a drone at a company event inside a hotel ballroom.  This was an employee who wanted to do it for a demo related to a project.  Hotel said no.  Liabilities were cited.  Can you use liability insurance as an excuse not to do this? What if something goes wrong? Who gets sued?  Can you force them to write a contract for your services where they are liable?  In our case, the employee was such an aggressive pest about trying to obtain a drone to fly at this event it nearly got them fired. They were trying to go over everyone\u2019s head to get this accomplished.  The hotel owned the space, so it was their call.  End of story.","labels":1,"seconds_difference":20936.0,"score_ratio":1.4}
{"post_id":"sv5qwo","domain":"askhr_validation","upvote_ratio":0.93,"history":"[KY] When do work requests become excessive for salaried employees? [KY] 4 months ago, I accepted a job with what seemed like a lower salary than it should be, but with a company whose reputation is strong. It required 70-80% travel, and heavy work during peak times but otherwise seemed like a fairly normal situation. I'm not afraid of hard work or long hours.   So far in 2022, I've been home for 7 days total, averaged 60 hours per week (with 2 weeks having 30 hours due to weather and other issues), and I'm now essentially doing the work of 2-3 people. I can expect to work 6 days per week for the next month, and 7 the following. If you were to calculate my hourly rate from my salary based on the hours I'm working, it has been cut to 60% of what it should be.  Peak will mean I can't be with my family for a major event. I'll likely be 100% travel for 4-6 weeks, amd working 80+ hrs per week.  I'm being told that I need to request PTO for a Saturday (not a normal work day), but will otherwise not be able to use my PTO before losing it.   I am miserable. And I honestly believe going to HR will lead to retaliation, regardless of what any law or policy says. I have a strong reputation in my profession and have been brought in to analyze amd then fix issues with several of my company's locations. Now, literally everything I say is questioned or dismissed, even when it comes directly from the client paying our bills. I've somehow gone from the guy people rely on to being treated like an idiot who can't say or do anything right.  Other than walking, do I have any legitimate options to address my situation? I used to love this company. Now? I'd rather work the drive thru at any fast food joint for half of what my current hourly rate is, and I'm pretty sure I'd make more than that.","c_root_id_A":"hxeb6pd","c_root_id_B":"hxf6qnr","created_at_utc_A":1645152618,"created_at_utc_B":1645170777,"score_A":22,"score_B":33,"human_ref_A":"Some employers see salaried positions as slave labor. This is why we are one of the only countrys that allows them. Salaried positions are outlawed in almost all developed nations . If I were you I would switch jobs you will burn out with a schedule like that , then you will be in to bad of a shape to get another job for a long time.","human_ref_B":"We both know this isn\u2019t likely fixable.   How do we know that? Because a decent company wouldn\u2019t even think of asking you to work like that. It\u2019s out of the question. (Yes, I have worked jobs with long hours and large travel components)  Go to HR and tell them \u201cI need your help. I assume you\u2019re not really aware but here\u2019s what\u2019s happening \u2026\u201d  And lay it out for them. PTO to get a Saturday off is particularly appalling.   If they\u2019re complicit and tell you to just suck it up, then start interviewing. If they\u2019re appalled and start asking detailed questions to stop it then go that path with them.","labels":0,"seconds_difference":18159.0,"score_ratio":1.5}
{"post_id":"sv5qwo","domain":"askhr_validation","upvote_ratio":0.93,"history":"[KY] When do work requests become excessive for salaried employees? [KY] 4 months ago, I accepted a job with what seemed like a lower salary than it should be, but with a company whose reputation is strong. It required 70-80% travel, and heavy work during peak times but otherwise seemed like a fairly normal situation. I'm not afraid of hard work or long hours.   So far in 2022, I've been home for 7 days total, averaged 60 hours per week (with 2 weeks having 30 hours due to weather and other issues), and I'm now essentially doing the work of 2-3 people. I can expect to work 6 days per week for the next month, and 7 the following. If you were to calculate my hourly rate from my salary based on the hours I'm working, it has been cut to 60% of what it should be.  Peak will mean I can't be with my family for a major event. I'll likely be 100% travel for 4-6 weeks, amd working 80+ hrs per week.  I'm being told that I need to request PTO for a Saturday (not a normal work day), but will otherwise not be able to use my PTO before losing it.   I am miserable. And I honestly believe going to HR will lead to retaliation, regardless of what any law or policy says. I have a strong reputation in my profession and have been brought in to analyze amd then fix issues with several of my company's locations. Now, literally everything I say is questioned or dismissed, even when it comes directly from the client paying our bills. I've somehow gone from the guy people rely on to being treated like an idiot who can't say or do anything right.  Other than walking, do I have any legitimate options to address my situation? I used to love this company. Now? I'd rather work the drive thru at any fast food joint for half of what my current hourly rate is, and I'm pretty sure I'd make more than that.","c_root_id_A":"hxf5sc2","c_root_id_B":"hxf6qnr","created_at_utc_A":1645170054,"created_at_utc_B":1645170777,"score_A":16,"score_B":33,"human_ref_A":"Sounds like you are asking people in this sub for permission to find another job and quit the one you have.   Do it. It also sounds like your skills and abilities are valued in your industry. Find another company that treats you right and pays you what you're really worth for the commitment you put in.","human_ref_B":"We both know this isn\u2019t likely fixable.   How do we know that? Because a decent company wouldn\u2019t even think of asking you to work like that. It\u2019s out of the question. (Yes, I have worked jobs with long hours and large travel components)  Go to HR and tell them \u201cI need your help. I assume you\u2019re not really aware but here\u2019s what\u2019s happening \u2026\u201d  And lay it out for them. PTO to get a Saturday off is particularly appalling.   If they\u2019re complicit and tell you to just suck it up, then start interviewing. If they\u2019re appalled and start asking detailed questions to stop it then go that path with them.","labels":0,"seconds_difference":723.0,"score_ratio":2.0625}
{"post_id":"sv5qwo","domain":"askhr_validation","upvote_ratio":0.93,"history":"[KY] When do work requests become excessive for salaried employees? [KY] 4 months ago, I accepted a job with what seemed like a lower salary than it should be, but with a company whose reputation is strong. It required 70-80% travel, and heavy work during peak times but otherwise seemed like a fairly normal situation. I'm not afraid of hard work or long hours.   So far in 2022, I've been home for 7 days total, averaged 60 hours per week (with 2 weeks having 30 hours due to weather and other issues), and I'm now essentially doing the work of 2-3 people. I can expect to work 6 days per week for the next month, and 7 the following. If you were to calculate my hourly rate from my salary based on the hours I'm working, it has been cut to 60% of what it should be.  Peak will mean I can't be with my family for a major event. I'll likely be 100% travel for 4-6 weeks, amd working 80+ hrs per week.  I'm being told that I need to request PTO for a Saturday (not a normal work day), but will otherwise not be able to use my PTO before losing it.   I am miserable. And I honestly believe going to HR will lead to retaliation, regardless of what any law or policy says. I have a strong reputation in my profession and have been brought in to analyze amd then fix issues with several of my company's locations. Now, literally everything I say is questioned or dismissed, even when it comes directly from the client paying our bills. I've somehow gone from the guy people rely on to being treated like an idiot who can't say or do anything right.  Other than walking, do I have any legitimate options to address my situation? I used to love this company. Now? I'd rather work the drive thru at any fast food joint for half of what my current hourly rate is, and I'm pretty sure I'd make more than that.","c_root_id_A":"hxex8lf","c_root_id_B":"hxf6qnr","created_at_utc_A":1645164114,"created_at_utc_B":1645170777,"score_A":5,"score_B":33,"human_ref_A":"Your compensation was negotiated on the premise of a 40 hour work week. If every week is significantly longer then yeah its rather ridiculous. I'd try renegotiate your salary and walk away if you can't get a better balance or much great pay.","human_ref_B":"We both know this isn\u2019t likely fixable.   How do we know that? Because a decent company wouldn\u2019t even think of asking you to work like that. It\u2019s out of the question. (Yes, I have worked jobs with long hours and large travel components)  Go to HR and tell them \u201cI need your help. I assume you\u2019re not really aware but here\u2019s what\u2019s happening \u2026\u201d  And lay it out for them. PTO to get a Saturday off is particularly appalling.   If they\u2019re complicit and tell you to just suck it up, then start interviewing. If they\u2019re appalled and start asking detailed questions to stop it then go that path with them.","labels":0,"seconds_difference":6663.0,"score_ratio":6.6}
{"post_id":"sv5qwo","domain":"askhr_validation","upvote_ratio":0.93,"history":"[KY] When do work requests become excessive for salaried employees? [KY] 4 months ago, I accepted a job with what seemed like a lower salary than it should be, but with a company whose reputation is strong. It required 70-80% travel, and heavy work during peak times but otherwise seemed like a fairly normal situation. I'm not afraid of hard work or long hours.   So far in 2022, I've been home for 7 days total, averaged 60 hours per week (with 2 weeks having 30 hours due to weather and other issues), and I'm now essentially doing the work of 2-3 people. I can expect to work 6 days per week for the next month, and 7 the following. If you were to calculate my hourly rate from my salary based on the hours I'm working, it has been cut to 60% of what it should be.  Peak will mean I can't be with my family for a major event. I'll likely be 100% travel for 4-6 weeks, amd working 80+ hrs per week.  I'm being told that I need to request PTO for a Saturday (not a normal work day), but will otherwise not be able to use my PTO before losing it.   I am miserable. And I honestly believe going to HR will lead to retaliation, regardless of what any law or policy says. I have a strong reputation in my profession and have been brought in to analyze amd then fix issues with several of my company's locations. Now, literally everything I say is questioned or dismissed, even when it comes directly from the client paying our bills. I've somehow gone from the guy people rely on to being treated like an idiot who can't say or do anything right.  Other than walking, do I have any legitimate options to address my situation? I used to love this company. Now? I'd rather work the drive thru at any fast food joint for half of what my current hourly rate is, and I'm pretty sure I'd make more than that.","c_root_id_A":"hxex8lf","c_root_id_B":"hxf5sc2","created_at_utc_A":1645164114,"created_at_utc_B":1645170054,"score_A":5,"score_B":16,"human_ref_A":"Your compensation was negotiated on the premise of a 40 hour work week. If every week is significantly longer then yeah its rather ridiculous. I'd try renegotiate your salary and walk away if you can't get a better balance or much great pay.","human_ref_B":"Sounds like you are asking people in this sub for permission to find another job and quit the one you have.   Do it. It also sounds like your skills and abilities are valued in your industry. Find another company that treats you right and pays you what you're really worth for the commitment you put in.","labels":0,"seconds_difference":5940.0,"score_ratio":3.2}
{"post_id":"vghfyn","domain":"askhr_validation","upvote_ratio":0.97,"history":"[NY] I Received an unsolicited offer from a firm despised by my current employer. I am a financial service professional with 20+ years of experience. I recently notified my current supervisor of an unsolicited offer I received without specifying the offering company. My current employer would like to counter but has asked for a copy of the offer letter. I feel very uncomfortable divulging this information due to a current sensitive relationship between the two firms. I would like to stay in my current firm though the pay increase is significant. Is there a fair way to negotiate with my current employer without divulging the identity of the offering firm? Can I just black out the offering company\u2019s identifying details when sending the letter to my current supervisor?","c_root_id_A":"id2anrx","c_root_id_B":"id203iw","created_at_utc_A":1655735851,"created_at_utc_B":1655730547,"score_A":24,"score_B":7,"human_ref_A":"If you make it clear the offer was unsolicited, they shouldn\u2019t be mad at you for going to a competitor because you didn\u2019t go to them, they came to you. However, I\u2019d be careful trying to negotiate if you\u2019re really happy in your job. Usually they\u2019ll want to give you a raise because you\u2019ve increased value for them, not because a competitor is willing to pay more. People do use counter offers to increase their pay all the time, but it can be risky because then the company has it in their mind that you\u2019re looking and you\u2019re considering other offers. It could put you at the top of a layoff list. I would just ignore the offer if you\u2019re happy in your job and didn\u2019t otherwise have an issue with your compensation.","human_ref_B":"No... if you want to use the info, I suspect they will want to see the full offer letter. That said, I\u2019m not sure this isn\u2019t a career limiting move ... what happens if they don\u2019t counter to the same level?    Be very careful...","labels":1,"seconds_difference":5304.0,"score_ratio":3.4285714286}
{"post_id":"vghfyn","domain":"askhr_validation","upvote_ratio":0.97,"history":"[NY] I Received an unsolicited offer from a firm despised by my current employer. I am a financial service professional with 20+ years of experience. I recently notified my current supervisor of an unsolicited offer I received without specifying the offering company. My current employer would like to counter but has asked for a copy of the offer letter. I feel very uncomfortable divulging this information due to a current sensitive relationship between the two firms. I would like to stay in my current firm though the pay increase is significant. Is there a fair way to negotiate with my current employer without divulging the identity of the offering firm? Can I just black out the offering company\u2019s identifying details when sending the letter to my current supervisor?","c_root_id_A":"id280rm","c_root_id_B":"id2anrx","created_at_utc_A":1655734616,"created_at_utc_B":1655735851,"score_A":2,"score_B":24,"human_ref_A":"Has this come up similarly for one of your subordinates that you countered?   I don\u2019t really have advice, just thinking through what I would do in your situation is remove any identifying information from the offer letter to provide it to your current company.","human_ref_B":"If you make it clear the offer was unsolicited, they shouldn\u2019t be mad at you for going to a competitor because you didn\u2019t go to them, they came to you. However, I\u2019d be careful trying to negotiate if you\u2019re really happy in your job. Usually they\u2019ll want to give you a raise because you\u2019ve increased value for them, not because a competitor is willing to pay more. People do use counter offers to increase their pay all the time, but it can be risky because then the company has it in their mind that you\u2019re looking and you\u2019re considering other offers. It could put you at the top of a layoff list. I would just ignore the offer if you\u2019re happy in your job and didn\u2019t otherwise have an issue with your compensation.","labels":0,"seconds_difference":1235.0,"score_ratio":12.0}
{"post_id":"vghfyn","domain":"askhr_validation","upvote_ratio":0.97,"history":"[NY] I Received an unsolicited offer from a firm despised by my current employer. I am a financial service professional with 20+ years of experience. I recently notified my current supervisor of an unsolicited offer I received without specifying the offering company. My current employer would like to counter but has asked for a copy of the offer letter. I feel very uncomfortable divulging this information due to a current sensitive relationship between the two firms. I would like to stay in my current firm though the pay increase is significant. Is there a fair way to negotiate with my current employer without divulging the identity of the offering firm? Can I just black out the offering company\u2019s identifying details when sending the letter to my current supervisor?","c_root_id_A":"id2umdz","c_root_id_B":"id203iw","created_at_utc_A":1655744558,"created_at_utc_B":1655730547,"score_A":8,"score_B":7,"human_ref_A":"There\u2019s a reason everyone is so wary of the counters. We\u2019ve seen it go wrong more than it went right. (Which was almost never)  That said, you are a free person. Start with just the text of the offer letter and see if they object.   If they do, be open like you were here: you are concerned you\u2019ll be seen as a traitor if they see the name, but 20% is meaningful for you and your family and it would have been a bad business decision to ignore the letter.   Then show them and hope the position at the other company is still available in six months.","human_ref_B":"No... if you want to use the info, I suspect they will want to see the full offer letter. That said, I\u2019m not sure this isn\u2019t a career limiting move ... what happens if they don\u2019t counter to the same level?    Be very careful...","labels":1,"seconds_difference":14011.0,"score_ratio":1.1428571429}
{"post_id":"vghfyn","domain":"askhr_validation","upvote_ratio":0.97,"history":"[NY] I Received an unsolicited offer from a firm despised by my current employer. I am a financial service professional with 20+ years of experience. I recently notified my current supervisor of an unsolicited offer I received without specifying the offering company. My current employer would like to counter but has asked for a copy of the offer letter. I feel very uncomfortable divulging this information due to a current sensitive relationship between the two firms. I would like to stay in my current firm though the pay increase is significant. Is there a fair way to negotiate with my current employer without divulging the identity of the offering firm? Can I just black out the offering company\u2019s identifying details when sending the letter to my current supervisor?","c_root_id_A":"id280rm","c_root_id_B":"id2umdz","created_at_utc_A":1655734616,"created_at_utc_B":1655744558,"score_A":2,"score_B":8,"human_ref_A":"Has this come up similarly for one of your subordinates that you countered?   I don\u2019t really have advice, just thinking through what I would do in your situation is remove any identifying information from the offer letter to provide it to your current company.","human_ref_B":"There\u2019s a reason everyone is so wary of the counters. We\u2019ve seen it go wrong more than it went right. (Which was almost never)  That said, you are a free person. Start with just the text of the offer letter and see if they object.   If they do, be open like you were here: you are concerned you\u2019ll be seen as a traitor if they see the name, but 20% is meaningful for you and your family and it would have been a bad business decision to ignore the letter.   Then show them and hope the position at the other company is still available in six months.","labels":0,"seconds_difference":9942.0,"score_ratio":4.0}
{"post_id":"z1w39v","domain":"askhr_validation","upvote_ratio":0.93,"history":"Unmotivated long term employee with very valuable skills. [GR] Before explaining the problem, I have to provide the context.  My friend has had the company for almost 30 years, small in terms of employees; around 10 full time right now. This employee has been in the business for 20 years and recently my friend also gifted him and two others with 10% of the company each for the next three years - simply a compensation scheme for their hard work over the years, also has always given bonuses and been very generous with his earnings - all his other employees are content with their compensations.  However, he is constantly complaining about how he is not making enough money and the people getting paid overtime are making more money than him - company not going to turn a positive profit this year. He is also refusing to do his job ( highly specialised carpenter ) and delegating all his tasks to his subordinates while he is in the office performing tasks that could be allocated to other employees to maximize efficiency. Due to his specialisation and expertise in the field he can't be dismissed right now, so its not really an option.  I was curious what could be ways to motivate  \/ control him\/ utilise his skills better without antagonising him considering that if he condemns\/ threatens him and simply forces him to do his tasks the boost in productivity will only be temporary and he will from now on resent my friend.  Thanks in advance for your time and replies!","c_root_id_A":"ixd5uei","c_root_id_B":"ixd5v9u","created_at_utc_A":1669131491,"created_at_utc_B":1669131500,"score_A":10,"score_B":16,"human_ref_A":"You can't motivate or change someone at their core. He's made it clear he's disgruntled and this is the point of no return. He's burned out, friend.   But 10% for 3 years of a stagnant business is not great incentive. He's not being managed and has been allowed to fall into the habit of being vocally disgruntled and is now rotting out your morale on top of it all.","human_ref_B":"If he continues to delegate all of his tasks, then there should soon be people who have the skills to match his speciliasation. If the tasks are getting done effectively, why is maximizing efficiency a concern.  His compensation could be changed to align with the actual work, but that won't prevent resentment.   He could be offered extra work at overtime rates to make more money, but he might not want to put in the extra hours.   If the most important thing is making this guy happy, he has already stated how to do that.","labels":0,"seconds_difference":9.0,"score_ratio":1.6}
{"post_id":"ttslgy","domain":"askhr_validation","upvote_ratio":0.97,"history":"[CAN] How do I disclose that I may need to go on parental leave during interviews ? I recently lost my job this week and I am starting to interview for different jobs, however I also found out that my wife is 6 weeks pregnant and I'll likely need to go on a parental leave in November.  I know great timing, lol.   Is this something I should disclose to the interviewers? I am concerned they are not going to hire me.  I don't want to be deceiving but I also kind of feel like it's none of their business but I could imagine they would be disappointed if soon after I started I took a parental leave.    What's the best way to go about this?","c_root_id_A":"i3002yf","c_root_id_B":"i2zxb2n","created_at_utc_A":1648829877,"created_at_utc_B":1648828773,"score_A":132,"score_B":14,"human_ref_A":"Do not mention it in the interview.","human_ref_B":"You should not mention anything during the interview, as you said it is none of their business.   I see that you are in Canada.  You can just allow your spouse to take the full paternal leave and you continue working.  You can take some PTO when the baby is born to bond with the baby.  At this point, you should just focus on getting a job as you are going to need an income to support your growing family.","labels":1,"seconds_difference":1104.0,"score_ratio":9.4285714286}
{"post_id":"ttslgy","domain":"askhr_validation","upvote_ratio":0.97,"history":"[CAN] How do I disclose that I may need to go on parental leave during interviews ? I recently lost my job this week and I am starting to interview for different jobs, however I also found out that my wife is 6 weeks pregnant and I'll likely need to go on a parental leave in November.  I know great timing, lol.   Is this something I should disclose to the interviewers? I am concerned they are not going to hire me.  I don't want to be deceiving but I also kind of feel like it's none of their business but I could imagine they would be disappointed if soon after I started I took a parental leave.    What's the best way to go about this?","c_root_id_A":"i2zxb2n","c_root_id_B":"i30tgnz","created_at_utc_A":1648828773,"created_at_utc_B":1648841617,"score_A":14,"score_B":23,"human_ref_A":"You should not mention anything during the interview, as you said it is none of their business.   I see that you are in Canada.  You can just allow your spouse to take the full paternal leave and you continue working.  You can take some PTO when the baby is born to bond with the baby.  At this point, you should just focus on getting a job as you are going to need an income to support your growing family.","human_ref_B":"It's not relevant to your ability to do the job, which is the point of the interview. And parental leave is protected anyway. So it's extra not relevant. Just focus on doing a good job and preparing for baby. Remember EI and your employer leave rules are different, so if you want to know how parental leave works from EI, call EI directly.  If you want to know employer policies, call HR. But don't do it until you get that job on lock.","labels":0,"seconds_difference":12844.0,"score_ratio":1.6428571429}
{"post_id":"ttslgy","domain":"askhr_validation","upvote_ratio":0.97,"history":"[CAN] How do I disclose that I may need to go on parental leave during interviews ? I recently lost my job this week and I am starting to interview for different jobs, however I also found out that my wife is 6 weeks pregnant and I'll likely need to go on a parental leave in November.  I know great timing, lol.   Is this something I should disclose to the interviewers? I am concerned they are not going to hire me.  I don't want to be deceiving but I also kind of feel like it's none of their business but I could imagine they would be disappointed if soon after I started I took a parental leave.    What's the best way to go about this?","c_root_id_A":"i315hoj","c_root_id_B":"i31hcr5","created_at_utc_A":1648846673,"created_at_utc_B":1648851994,"score_A":8,"score_B":12,"human_ref_A":"Don\u2019t mention it in the interview. There\u2019s no need to. If you are thinking of taking parental leave, I would bring it up after you\u2019ve completed the probationary period.","human_ref_B":"NO for all the reasons everyone else said","labels":0,"seconds_difference":5321.0,"score_ratio":1.5}
{"post_id":"ttslgy","domain":"askhr_validation","upvote_ratio":0.97,"history":"[CAN] How do I disclose that I may need to go on parental leave during interviews ? I recently lost my job this week and I am starting to interview for different jobs, however I also found out that my wife is 6 weeks pregnant and I'll likely need to go on a parental leave in November.  I know great timing, lol.   Is this something I should disclose to the interviewers? I am concerned they are not going to hire me.  I don't want to be deceiving but I also kind of feel like it's none of their business but I could imagine they would be disappointed if soon after I started I took a parental leave.    What's the best way to go about this?","c_root_id_A":"i31rxib","c_root_id_B":"i31vgyq","created_at_utc_A":1648857109,"created_at_utc_B":1648858891,"score_A":5,"score_B":6,"human_ref_A":"All the feels. I was laid off march 11th and start my new job next week. I just found out I am 5 weeks pregnant. I don't plan on disclosing any information until after the first trimester. \ud83d\ude0a Hope that helps! Good luck!","human_ref_B":"Don't disclose. You're not pregnant. Your wife is.  Let whoever know after the three months when you should tell people.","labels":0,"seconds_difference":1782.0,"score_ratio":1.2}
{"post_id":"ttslgy","domain":"askhr_validation","upvote_ratio":0.97,"history":"[CAN] How do I disclose that I may need to go on parental leave during interviews ? I recently lost my job this week and I am starting to interview for different jobs, however I also found out that my wife is 6 weeks pregnant and I'll likely need to go on a parental leave in November.  I know great timing, lol.   Is this something I should disclose to the interviewers? I am concerned they are not going to hire me.  I don't want to be deceiving but I also kind of feel like it's none of their business but I could imagine they would be disappointed if soon after I started I took a parental leave.    What's the best way to go about this?","c_root_id_A":"i31vgyq","c_root_id_B":"i31swr5","created_at_utc_A":1648858891,"created_at_utc_B":1648857603,"score_A":6,"score_B":3,"human_ref_A":"Don't disclose. You're not pregnant. Your wife is.  Let whoever know after the three months when you should tell people.","human_ref_B":"You don't need to disclose this at all. It's really early in the process and, while family status is protected everywhere in Canada, it can be so easy to discriminate during the hiring process.   If you would like to or feel it's important to you for some reason, you can let them know once you have an offer in hand. If they rescind the offer after that, it's very obviously discrimination. Obviously, it would not be great because you wouldn't have the job, but it would be good to know up front if you're working for the kind of employer that is matter of fact about discrimination.","labels":1,"seconds_difference":1288.0,"score_ratio":2.0}
{"post_id":"ttslgy","domain":"askhr_validation","upvote_ratio":0.97,"history":"[CAN] How do I disclose that I may need to go on parental leave during interviews ? I recently lost my job this week and I am starting to interview for different jobs, however I also found out that my wife is 6 weeks pregnant and I'll likely need to go on a parental leave in November.  I know great timing, lol.   Is this something I should disclose to the interviewers? I am concerned they are not going to hire me.  I don't want to be deceiving but I also kind of feel like it's none of their business but I could imagine they would be disappointed if soon after I started I took a parental leave.    What's the best way to go about this?","c_root_id_A":"i31rxib","c_root_id_B":"i31samw","created_at_utc_A":1648857109,"created_at_utc_B":1648857293,"score_A":5,"score_B":6,"human_ref_A":"All the feels. I was laid off march 11th and start my new job next week. I just found out I am 5 weeks pregnant. I don't plan on disclosing any information until after the first trimester. \ud83d\ude0a Hope that helps! Good luck!","human_ref_B":"Don't mention it. They technically are not \"owed\" this information.","labels":0,"seconds_difference":184.0,"score_ratio":1.2}
{"post_id":"ttslgy","domain":"askhr_validation","upvote_ratio":0.97,"history":"[CAN] How do I disclose that I may need to go on parental leave during interviews ? I recently lost my job this week and I am starting to interview for different jobs, however I also found out that my wife is 6 weeks pregnant and I'll likely need to go on a parental leave in November.  I know great timing, lol.   Is this something I should disclose to the interviewers? I am concerned they are not going to hire me.  I don't want to be deceiving but I also kind of feel like it's none of their business but I could imagine they would be disappointed if soon after I started I took a parental leave.    What's the best way to go about this?","c_root_id_A":"i32at63","c_root_id_B":"i3374eq","created_at_utc_A":1648866761,"created_at_utc_B":1648889625,"score_A":2,"score_B":3,"human_ref_A":"Absolutely not. Don\u2019t mention it in interviews\u2026 and do not mention it immediately after getting hired. This can wait, it\u2019s still so early, she\u2019s not even past first trimester.","human_ref_B":"You dont","labels":0,"seconds_difference":22864.0,"score_ratio":1.5}
{"post_id":"7wmg6e","domain":"askhr_validation","upvote_ratio":0.85,"history":"I got a call from the HR telling me they were putting an offer letter together for me. When I asked her for joining bonus, she said they don't give that. They only give joining bonus if the applicant is losing money from the transfer of employees. Does this seem normal? Should I insist on joining bonus or should I not push.","c_root_id_A":"du1gqw9","c_root_id_B":"du1ghv5","created_at_utc_A":1518281403,"created_at_utc_B":1518281119,"score_A":14,"score_B":6,"human_ref_A":"Yes, very normal.  Not all companies give joining bonuses and only when they absolutely have to do so to fill a tight\/hard position.   Others do it to make the initial offer seem better, but overall it is worse because they offer a lower ongoigng base salary.  And there are companies (like mine) that don't negotiate the offer at all.  We research market pay, look at their experience, etc and decide what they are worth to us.  If they choose not to take the offer, that's on them.    We once posted a position with a stated pay range of $36-48K and actually offered the candidate $48k starting salary and they chose to try to negotiate even though I as the HR person told them it was not negotiable.  They then told us they couldn't afford to live on that amount because they had $100k in student loans. I was like WOW..... called into question their character since they knew the pay range when they applied.","human_ref_B":"That is pretty normal.  If they didn't advertise a signing bonus they probably won't offer one.  When you negotiate after they present the offer  you could ask again.  We sometimes give then when people want a higher salary and we can't give it.","labels":1,"seconds_difference":284.0,"score_ratio":2.3333333333}
{"post_id":"7wmg6e","domain":"askhr_validation","upvote_ratio":0.85,"history":"I got a call from the HR telling me they were putting an offer letter together for me. When I asked her for joining bonus, she said they don't give that. They only give joining bonus if the applicant is losing money from the transfer of employees. Does this seem normal? Should I insist on joining bonus or should I not push.","c_root_id_A":"du1gnxi","c_root_id_B":"du1gqw9","created_at_utc_A":1518281310,"created_at_utc_B":1518281403,"score_A":6,"score_B":14,"human_ref_A":"We generally give signing bonuses for hard to fill positions or when we are trying to make up for total comp, i.e. lower annual bonus target, lower 401k match, etc.","human_ref_B":"Yes, very normal.  Not all companies give joining bonuses and only when they absolutely have to do so to fill a tight\/hard position.   Others do it to make the initial offer seem better, but overall it is worse because they offer a lower ongoigng base salary.  And there are companies (like mine) that don't negotiate the offer at all.  We research market pay, look at their experience, etc and decide what they are worth to us.  If they choose not to take the offer, that's on them.    We once posted a position with a stated pay range of $36-48K and actually offered the candidate $48k starting salary and they chose to try to negotiate even though I as the HR person told them it was not negotiable.  They then told us they couldn't afford to live on that amount because they had $100k in student loans. I was like WOW..... called into question their character since they knew the pay range when they applied.","labels":0,"seconds_difference":93.0,"score_ratio":2.3333333333}
{"post_id":"7wmg6e","domain":"askhr_validation","upvote_ratio":0.85,"history":"I got a call from the HR telling me they were putting an offer letter together for me. When I asked her for joining bonus, she said they don't give that. They only give joining bonus if the applicant is losing money from the transfer of employees. Does this seem normal? Should I insist on joining bonus or should I not push.","c_root_id_A":"du1gqw9","c_root_id_B":"du1giu9","created_at_utc_A":1518281403,"created_at_utc_B":1518281149,"score_A":14,"score_B":5,"human_ref_A":"Yes, very normal.  Not all companies give joining bonuses and only when they absolutely have to do so to fill a tight\/hard position.   Others do it to make the initial offer seem better, but overall it is worse because they offer a lower ongoigng base salary.  And there are companies (like mine) that don't negotiate the offer at all.  We research market pay, look at their experience, etc and decide what they are worth to us.  If they choose not to take the offer, that's on them.    We once posted a position with a stated pay range of $36-48K and actually offered the candidate $48k starting salary and they chose to try to negotiate even though I as the HR person told them it was not negotiable.  They then told us they couldn't afford to live on that amount because they had $100k in student loans. I was like WOW..... called into question their character since they knew the pay range when they applied.","human_ref_B":"Have never heard of such of thing. What does a joining bonus usually look like?","labels":1,"seconds_difference":254.0,"score_ratio":2.8}
{"post_id":"7wmg6e","domain":"askhr_validation","upvote_ratio":0.85,"history":"I got a call from the HR telling me they were putting an offer letter together for me. When I asked her for joining bonus, she said they don't give that. They only give joining bonus if the applicant is losing money from the transfer of employees. Does this seem normal? Should I insist on joining bonus or should I not push.","c_root_id_A":"du1giu9","c_root_id_B":"du1gnxi","created_at_utc_A":1518281149,"created_at_utc_B":1518281310,"score_A":5,"score_B":6,"human_ref_A":"Have never heard of such of thing. What does a joining bonus usually look like?","human_ref_B":"We generally give signing bonuses for hard to fill positions or when we are trying to make up for total comp, i.e. lower annual bonus target, lower 401k match, etc.","labels":0,"seconds_difference":161.0,"score_ratio":1.2}
{"post_id":"mqr4pc","domain":"askhr_validation","upvote_ratio":0.97,"history":"[UK] Am I being ghosted after a job offer? I have been interviewing for a role at one of the biggest advertising agencies in London this past 3 weeks.  My first interview was a zoom call with the recruiter, the second one was another zoom call with the business director and agency partner and third one was with 2 account directors. All 3 interviews went very well and I was offered the job and went through salary negotiations which went smoothly. I was then sent an offer letter and a reference form to fill out and sign.   Given one of the last companies I have worked for closed down a couple of years ago, I asked them if it was okay to provide my line manager\u2019s information for the previous 2 roles. Ever since it\u2019s been radio silence, I followed up twice by email. I called and left a voicemail to the recruiter just to find out what is happening and I haven\u2019t heard back from anyone. It\u2019s been almost a week now.   Am I being ghosted? How should I move forward?","c_root_id_A":"guhlf5m","c_root_id_B":"guhsbsl","created_at_utc_A":1618409069,"created_at_utc_B":1618412237,"score_A":6,"score_B":59,"human_ref_A":"Were you provided a start date?   Who did your follow up emails go to?   Since you mention it's been a week, my first thought is, could the person you are reaching out to be on vacation? Not sure in the UK but in the states, school's have spring break from mid march-end of april (varies by city\/state).   If you've contacted the recruiter only, I would reach out to the person you interviewed with that would be your boss. Hey person, tried to reach out to so and so but haven't heard back. Wanted to confirm we are all set for my start date of xxx. Please let me know if there is anything I need to bring with my first day or anything else I need to be aware of - dress code, parking, etc.","human_ref_B":"\"It's been almost a week\", you say. So, three or four days? Relax and remember people have other things to do. Communicating with you will be just one part of their role. This is an exceptionally busy time for most companies and they're likely doing it with most of their people working remotely, some processes get slowed down. You've got a written job offer, you've got people processing your onboarding, you've got senior people waiting for that person they approved to start. This is perfectly normal.","labels":0,"seconds_difference":3168.0,"score_ratio":9.8333333333}
{"post_id":"mqr4pc","domain":"askhr_validation","upvote_ratio":0.97,"history":"[UK] Am I being ghosted after a job offer? I have been interviewing for a role at one of the biggest advertising agencies in London this past 3 weeks.  My first interview was a zoom call with the recruiter, the second one was another zoom call with the business director and agency partner and third one was with 2 account directors. All 3 interviews went very well and I was offered the job and went through salary negotiations which went smoothly. I was then sent an offer letter and a reference form to fill out and sign.   Given one of the last companies I have worked for closed down a couple of years ago, I asked them if it was okay to provide my line manager\u2019s information for the previous 2 roles. Ever since it\u2019s been radio silence, I followed up twice by email. I called and left a voicemail to the recruiter just to find out what is happening and I haven\u2019t heard back from anyone. It\u2019s been almost a week now.   Am I being ghosted? How should I move forward?","c_root_id_A":"guiavch","c_root_id_B":"guhlf5m","created_at_utc_A":1618420286,"created_at_utc_B":1618409069,"score_A":32,"score_B":6,"human_ref_A":"I agree with emailing the hiring manager. Just say you are checking in.  But the reality is that a week as a candidate feels like forever but as a hiring manager it goes by in a blink of an eye (same for HR). A client emergency, a day out of the office, or really anything can screw up a week. Not to mention, references can be slow to respond.   A polite email checking in is appropriate but i wouldn't sweat it.","human_ref_B":"Were you provided a start date?   Who did your follow up emails go to?   Since you mention it's been a week, my first thought is, could the person you are reaching out to be on vacation? Not sure in the UK but in the states, school's have spring break from mid march-end of april (varies by city\/state).   If you've contacted the recruiter only, I would reach out to the person you interviewed with that would be your boss. Hey person, tried to reach out to so and so but haven't heard back. Wanted to confirm we are all set for my start date of xxx. Please let me know if there is anything I need to bring with my first day or anything else I need to be aware of - dress code, parking, etc.","labels":1,"seconds_difference":11217.0,"score_ratio":5.3333333333}
{"post_id":"mqr4pc","domain":"askhr_validation","upvote_ratio":0.97,"history":"[UK] Am I being ghosted after a job offer? I have been interviewing for a role at one of the biggest advertising agencies in London this past 3 weeks.  My first interview was a zoom call with the recruiter, the second one was another zoom call with the business director and agency partner and third one was with 2 account directors. All 3 interviews went very well and I was offered the job and went through salary negotiations which went smoothly. I was then sent an offer letter and a reference form to fill out and sign.   Given one of the last companies I have worked for closed down a couple of years ago, I asked them if it was okay to provide my line manager\u2019s information for the previous 2 roles. Ever since it\u2019s been radio silence, I followed up twice by email. I called and left a voicemail to the recruiter just to find out what is happening and I haven\u2019t heard back from anyone. It\u2019s been almost a week now.   Am I being ghosted? How should I move forward?","c_root_id_A":"gui3q2h","c_root_id_B":"guiavch","created_at_utc_A":1618417194,"created_at_utc_B":1618420286,"score_A":6,"score_B":32,"human_ref_A":"After the voice mail - switch to email. It leave a paper trail. Good luck - it\u2019s not over yet!","human_ref_B":"I agree with emailing the hiring manager. Just say you are checking in.  But the reality is that a week as a candidate feels like forever but as a hiring manager it goes by in a blink of an eye (same for HR). A client emergency, a day out of the office, or really anything can screw up a week. Not to mention, references can be slow to respond.   A polite email checking in is appropriate but i wouldn't sweat it.","labels":0,"seconds_difference":3092.0,"score_ratio":5.3333333333}
{"post_id":"w5n9gm","domain":"askhr_validation","upvote_ratio":0.7,"history":"[CA] Can you fire someone for calling in sick most of the times? I work in a midsize restaurant that makes $25,000-$30,000 and has about 80 employees  for FOH and BOH combined. I\u2019m a mid level employee, a floor supervisor. I don\u2019t have the power to fire people but I manage the floor and shift every time and there\u2019s this employee who would call in atleast once or twice a week because he says he\u2019s \u201csick\u201d. My manager allows it and never asks for doctors note but its inconvenient for me since I assign tasks and shift on day to day basis. This pretty much affects our operation by a little bit since other people would cover his assigned position that day. If I\u2019m the manager, I would fire him since he\u2019s not performing well due to \u201csickness\u201d he\u2019s saying. My question is is it legal to fire someone for calling in sick several times no matter if they\u2019re really sick or not?","c_root_id_A":"ih9czgl","c_root_id_B":"ih9epz7","created_at_utc_A":1658534653,"created_at_utc_B":1658535472,"score_A":50,"score_B":61,"human_ref_A":"unless FMLA or ADA applies, it's just a management decision.  You may not be privy to why this is allowed, so I'd be careful about making judgments or doing anything that could be seen as retaliation.","human_ref_B":"So many variables.  1. This person could have a valid reason that is understood between them and their supervisor..or even them and HR.   2. You are not this person's supervisor, you are a resource manager. Talk to their supervisor specifically about the operational impact them calling out causes.   3. Their supervisor could be avoiding confrontation around attendance. That is on them, not you...go back to #2. Idk if you pull and provide regular reports but a quick \"we did well today, unfortunately there was a staff call out which required significant shifts in tasks and X,Y,Z did not get completed due to this absence, yada yada\".","labels":0,"seconds_difference":819.0,"score_ratio":1.22}
{"post_id":"w5n9gm","domain":"askhr_validation","upvote_ratio":0.7,"history":"[CA] Can you fire someone for calling in sick most of the times? I work in a midsize restaurant that makes $25,000-$30,000 and has about 80 employees  for FOH and BOH combined. I\u2019m a mid level employee, a floor supervisor. I don\u2019t have the power to fire people but I manage the floor and shift every time and there\u2019s this employee who would call in atleast once or twice a week because he says he\u2019s \u201csick\u201d. My manager allows it and never asks for doctors note but its inconvenient for me since I assign tasks and shift on day to day basis. This pretty much affects our operation by a little bit since other people would cover his assigned position that day. If I\u2019m the manager, I would fire him since he\u2019s not performing well due to \u201csickness\u201d he\u2019s saying. My question is is it legal to fire someone for calling in sick several times no matter if they\u2019re really sick or not?","c_root_id_A":"ih9epz7","c_root_id_B":"ih9atwk","created_at_utc_A":1658535472,"created_at_utc_B":1658533647,"score_A":61,"score_B":28,"human_ref_A":"So many variables.  1. This person could have a valid reason that is understood between them and their supervisor..or even them and HR.   2. You are not this person's supervisor, you are a resource manager. Talk to their supervisor specifically about the operational impact them calling out causes.   3. Their supervisor could be avoiding confrontation around attendance. That is on them, not you...go back to #2. Idk if you pull and provide regular reports but a quick \"we did well today, unfortunately there was a staff call out which required significant shifts in tasks and X,Y,Z did not get completed due to this absence, yada yada\".","human_ref_B":"Or you know you have a chat with him like you\u2019re both adults and say, do you wanna change you\u2019re schedule? Cos Mondays (or whatever) don\u2019t seem to be your thing- but when you\u2019re here, your great- and there\u2019s an extra shift someone could pick up permanently that seems like you aren\u2019t coping with at the moment. Showing you give a shit isn\u2019t illegal.","labels":1,"seconds_difference":1825.0,"score_ratio":2.1785714286}
{"post_id":"w5n9gm","domain":"askhr_validation","upvote_ratio":0.7,"history":"[CA] Can you fire someone for calling in sick most of the times? I work in a midsize restaurant that makes $25,000-$30,000 and has about 80 employees  for FOH and BOH combined. I\u2019m a mid level employee, a floor supervisor. I don\u2019t have the power to fire people but I manage the floor and shift every time and there\u2019s this employee who would call in atleast once or twice a week because he says he\u2019s \u201csick\u201d. My manager allows it and never asks for doctors note but its inconvenient for me since I assign tasks and shift on day to day basis. This pretty much affects our operation by a little bit since other people would cover his assigned position that day. If I\u2019m the manager, I would fire him since he\u2019s not performing well due to \u201csickness\u201d he\u2019s saying. My question is is it legal to fire someone for calling in sick several times no matter if they\u2019re really sick or not?","c_root_id_A":"ih9epz7","c_root_id_B":"ih97257","created_at_utc_A":1658535472,"created_at_utc_B":1658531933,"score_A":61,"score_B":7,"human_ref_A":"So many variables.  1. This person could have a valid reason that is understood between them and their supervisor..or even them and HR.   2. You are not this person's supervisor, you are a resource manager. Talk to their supervisor specifically about the operational impact them calling out causes.   3. Their supervisor could be avoiding confrontation around attendance. That is on them, not you...go back to #2. Idk if you pull and provide regular reports but a quick \"we did well today, unfortunately there was a staff call out which required significant shifts in tasks and X,Y,Z did not get completed due to this absence, yada yada\".","human_ref_B":"Usually this shit doesn't fly in food service. You don't fire them, you just take the dude off the schedule and let him figure it out himself. He's unreliable, cut his hours and stop depending on him.   It's fine to fire someone who is constantly absent, as long as they aren't on some kind of protected leave [FMLA] or it's somehow an accommodation [this is not a standard accommodation to just be able to call in whenever].","labels":1,"seconds_difference":3539.0,"score_ratio":8.7142857143}
{"post_id":"w5n9gm","domain":"askhr_validation","upvote_ratio":0.7,"history":"[CA] Can you fire someone for calling in sick most of the times? I work in a midsize restaurant that makes $25,000-$30,000 and has about 80 employees  for FOH and BOH combined. I\u2019m a mid level employee, a floor supervisor. I don\u2019t have the power to fire people but I manage the floor and shift every time and there\u2019s this employee who would call in atleast once or twice a week because he says he\u2019s \u201csick\u201d. My manager allows it and never asks for doctors note but its inconvenient for me since I assign tasks and shift on day to day basis. This pretty much affects our operation by a little bit since other people would cover his assigned position that day. If I\u2019m the manager, I would fire him since he\u2019s not performing well due to \u201csickness\u201d he\u2019s saying. My question is is it legal to fire someone for calling in sick several times no matter if they\u2019re really sick or not?","c_root_id_A":"ih9czgl","c_root_id_B":"ih9atwk","created_at_utc_A":1658534653,"created_at_utc_B":1658533647,"score_A":50,"score_B":28,"human_ref_A":"unless FMLA or ADA applies, it's just a management decision.  You may not be privy to why this is allowed, so I'd be careful about making judgments or doing anything that could be seen as retaliation.","human_ref_B":"Or you know you have a chat with him like you\u2019re both adults and say, do you wanna change you\u2019re schedule? Cos Mondays (or whatever) don\u2019t seem to be your thing- but when you\u2019re here, your great- and there\u2019s an extra shift someone could pick up permanently that seems like you aren\u2019t coping with at the moment. Showing you give a shit isn\u2019t illegal.","labels":1,"seconds_difference":1006.0,"score_ratio":1.7857142857}
{"post_id":"w5n9gm","domain":"askhr_validation","upvote_ratio":0.7,"history":"[CA] Can you fire someone for calling in sick most of the times? I work in a midsize restaurant that makes $25,000-$30,000 and has about 80 employees  for FOH and BOH combined. I\u2019m a mid level employee, a floor supervisor. I don\u2019t have the power to fire people but I manage the floor and shift every time and there\u2019s this employee who would call in atleast once or twice a week because he says he\u2019s \u201csick\u201d. My manager allows it and never asks for doctors note but its inconvenient for me since I assign tasks and shift on day to day basis. This pretty much affects our operation by a little bit since other people would cover his assigned position that day. If I\u2019m the manager, I would fire him since he\u2019s not performing well due to \u201csickness\u201d he\u2019s saying. My question is is it legal to fire someone for calling in sick several times no matter if they\u2019re really sick or not?","c_root_id_A":"ih97257","c_root_id_B":"ih9czgl","created_at_utc_A":1658531933,"created_at_utc_B":1658534653,"score_A":7,"score_B":50,"human_ref_A":"Usually this shit doesn't fly in food service. You don't fire them, you just take the dude off the schedule and let him figure it out himself. He's unreliable, cut his hours and stop depending on him.   It's fine to fire someone who is constantly absent, as long as they aren't on some kind of protected leave [FMLA] or it's somehow an accommodation [this is not a standard accommodation to just be able to call in whenever].","human_ref_B":"unless FMLA or ADA applies, it's just a management decision.  You may not be privy to why this is allowed, so I'd be careful about making judgments or doing anything that could be seen as retaliation.","labels":0,"seconds_difference":2720.0,"score_ratio":7.1428571429}
{"post_id":"w5n9gm","domain":"askhr_validation","upvote_ratio":0.7,"history":"[CA] Can you fire someone for calling in sick most of the times? I work in a midsize restaurant that makes $25,000-$30,000 and has about 80 employees  for FOH and BOH combined. I\u2019m a mid level employee, a floor supervisor. I don\u2019t have the power to fire people but I manage the floor and shift every time and there\u2019s this employee who would call in atleast once or twice a week because he says he\u2019s \u201csick\u201d. My manager allows it and never asks for doctors note but its inconvenient for me since I assign tasks and shift on day to day basis. This pretty much affects our operation by a little bit since other people would cover his assigned position that day. If I\u2019m the manager, I would fire him since he\u2019s not performing well due to \u201csickness\u201d he\u2019s saying. My question is is it legal to fire someone for calling in sick several times no matter if they\u2019re really sick or not?","c_root_id_A":"ih9atwk","c_root_id_B":"ih9nk78","created_at_utc_A":1658533647,"created_at_utc_B":1658539617,"score_A":28,"score_B":43,"human_ref_A":"Or you know you have a chat with him like you\u2019re both adults and say, do you wanna change you\u2019re schedule? Cos Mondays (or whatever) don\u2019t seem to be your thing- but when you\u2019re here, your great- and there\u2019s an extra shift someone could pick up permanently that seems like you aren\u2019t coping with at the moment. Showing you give a shit isn\u2019t illegal.","human_ref_B":"> but it\u2019s inconvenient for me since I assign tasks and shift on a day to day basis.   That\u2019s part of the responsibility of being in a position of authority, and specifically the one you\u2019ve been put in.   Employees are always going to get sick and call in. If you fire this one, another one *will* come along that you think has excessive absences and inconveniences you. Then another and another.   Whatever happens with this employee, you should be aware of the fact that you\u2019re saying you having to do your job is inconvenient. If I was the manager and you came to me with this, I\u2019d be concerned about you feeling a vital function of your job (covering absences) is an inconvenience.  I understand your frustrations. I used to get them too until I stopped letting it bother me. However I suggest trying to find a change of perspective. It will only benefit you in the long run.","labels":0,"seconds_difference":5970.0,"score_ratio":1.5357142857}
{"post_id":"w5n9gm","domain":"askhr_validation","upvote_ratio":0.7,"history":"[CA] Can you fire someone for calling in sick most of the times? I work in a midsize restaurant that makes $25,000-$30,000 and has about 80 employees  for FOH and BOH combined. I\u2019m a mid level employee, a floor supervisor. I don\u2019t have the power to fire people but I manage the floor and shift every time and there\u2019s this employee who would call in atleast once or twice a week because he says he\u2019s \u201csick\u201d. My manager allows it and never asks for doctors note but its inconvenient for me since I assign tasks and shift on day to day basis. This pretty much affects our operation by a little bit since other people would cover his assigned position that day. If I\u2019m the manager, I would fire him since he\u2019s not performing well due to \u201csickness\u201d he\u2019s saying. My question is is it legal to fire someone for calling in sick several times no matter if they\u2019re really sick or not?","c_root_id_A":"ih9nk78","c_root_id_B":"ih97257","created_at_utc_A":1658539617,"created_at_utc_B":1658531933,"score_A":43,"score_B":7,"human_ref_A":"> but it\u2019s inconvenient for me since I assign tasks and shift on a day to day basis.   That\u2019s part of the responsibility of being in a position of authority, and specifically the one you\u2019ve been put in.   Employees are always going to get sick and call in. If you fire this one, another one *will* come along that you think has excessive absences and inconveniences you. Then another and another.   Whatever happens with this employee, you should be aware of the fact that you\u2019re saying you having to do your job is inconvenient. If I was the manager and you came to me with this, I\u2019d be concerned about you feeling a vital function of your job (covering absences) is an inconvenience.  I understand your frustrations. I used to get them too until I stopped letting it bother me. However I suggest trying to find a change of perspective. It will only benefit you in the long run.","human_ref_B":"Usually this shit doesn't fly in food service. You don't fire them, you just take the dude off the schedule and let him figure it out himself. He's unreliable, cut his hours and stop depending on him.   It's fine to fire someone who is constantly absent, as long as they aren't on some kind of protected leave [FMLA] or it's somehow an accommodation [this is not a standard accommodation to just be able to call in whenever].","labels":1,"seconds_difference":7684.0,"score_ratio":6.1428571429}
{"post_id":"w5n9gm","domain":"askhr_validation","upvote_ratio":0.7,"history":"[CA] Can you fire someone for calling in sick most of the times? I work in a midsize restaurant that makes $25,000-$30,000 and has about 80 employees  for FOH and BOH combined. I\u2019m a mid level employee, a floor supervisor. I don\u2019t have the power to fire people but I manage the floor and shift every time and there\u2019s this employee who would call in atleast once or twice a week because he says he\u2019s \u201csick\u201d. My manager allows it and never asks for doctors note but its inconvenient for me since I assign tasks and shift on day to day basis. This pretty much affects our operation by a little bit since other people would cover his assigned position that day. If I\u2019m the manager, I would fire him since he\u2019s not performing well due to \u201csickness\u201d he\u2019s saying. My question is is it legal to fire someone for calling in sick several times no matter if they\u2019re really sick or not?","c_root_id_A":"ih9atwk","c_root_id_B":"ih97257","created_at_utc_A":1658533647,"created_at_utc_B":1658531933,"score_A":28,"score_B":7,"human_ref_A":"Or you know you have a chat with him like you\u2019re both adults and say, do you wanna change you\u2019re schedule? Cos Mondays (or whatever) don\u2019t seem to be your thing- but when you\u2019re here, your great- and there\u2019s an extra shift someone could pick up permanently that seems like you aren\u2019t coping with at the moment. Showing you give a shit isn\u2019t illegal.","human_ref_B":"Usually this shit doesn't fly in food service. You don't fire them, you just take the dude off the schedule and let him figure it out himself. He's unreliable, cut his hours and stop depending on him.   It's fine to fire someone who is constantly absent, as long as they aren't on some kind of protected leave [FMLA] or it's somehow an accommodation [this is not a standard accommodation to just be able to call in whenever].","labels":1,"seconds_difference":1714.0,"score_ratio":4.0}
{"post_id":"w5n9gm","domain":"askhr_validation","upvote_ratio":0.7,"history":"[CA] Can you fire someone for calling in sick most of the times? I work in a midsize restaurant that makes $25,000-$30,000 and has about 80 employees  for FOH and BOH combined. I\u2019m a mid level employee, a floor supervisor. I don\u2019t have the power to fire people but I manage the floor and shift every time and there\u2019s this employee who would call in atleast once or twice a week because he says he\u2019s \u201csick\u201d. My manager allows it and never asks for doctors note but its inconvenient for me since I assign tasks and shift on day to day basis. This pretty much affects our operation by a little bit since other people would cover his assigned position that day. If I\u2019m the manager, I would fire him since he\u2019s not performing well due to \u201csickness\u201d he\u2019s saying. My question is is it legal to fire someone for calling in sick several times no matter if they\u2019re really sick or not?","c_root_id_A":"ihbds0i","c_root_id_B":"ihbform","created_at_utc_A":1658579827,"created_at_utc_B":1658580917,"score_A":4,"score_B":6,"human_ref_A":"Have you spoken to your manager? Usually there is a reason if someone let\u2019s things slide  Have you spoken to the employee to see if there is something you can do to support them given the absences for example changing their shifts to different days\/times?  If you aren\u2019t in a position to fire someone and management doesn\u2019t want to let the person go, well then frankly there isn\u2019t anything else you can do aside from talking to your manager about the situation and dealing with the absences as and when they happen","human_ref_B":">I\u2019m a mid level employee, a floor supervisor. I don\u2019t have the power to fire people.  Good to know, probably best to focus on helping staff that have trouble, rather than looking to get them fired, especially when you're not in a position of power.  &#x200B;  >My manager allows it and never asks for doctors note  Then they probably know the reason for his regular absence and are keeping it on a need-to-know basis.  &#x200B;  >but its inconvenient for me since I assign tasks and shift on day to day basis.  That's your job.  &#x200B;  >If I\u2019m the manager, I would fire him since he\u2019s not performing well due to \u201csickness\u201d he\u2019s saying.  This may well be why you're not a manager. People have their issues, you may want to focus on giving them support, and definitely avoid retaliating, cutting their hours, or suggesting that they may be fired. Also, be careful with your speculations by saying they're \"sick\", they may well be, and sickness can take many forms.  You could approach the manager and ask what's up, although if they don't outright tell you, you need to drop it because it may be a private\/protected reason that's none of your buisness.","labels":0,"seconds_difference":1090.0,"score_ratio":1.5}
{"post_id":"w5n9gm","domain":"askhr_validation","upvote_ratio":0.7,"history":"[CA] Can you fire someone for calling in sick most of the times? I work in a midsize restaurant that makes $25,000-$30,000 and has about 80 employees  for FOH and BOH combined. I\u2019m a mid level employee, a floor supervisor. I don\u2019t have the power to fire people but I manage the floor and shift every time and there\u2019s this employee who would call in atleast once or twice a week because he says he\u2019s \u201csick\u201d. My manager allows it and never asks for doctors note but its inconvenient for me since I assign tasks and shift on day to day basis. This pretty much affects our operation by a little bit since other people would cover his assigned position that day. If I\u2019m the manager, I would fire him since he\u2019s not performing well due to \u201csickness\u201d he\u2019s saying. My question is is it legal to fire someone for calling in sick several times no matter if they\u2019re really sick or not?","c_root_id_A":"ihbform","c_root_id_B":"ihasri4","created_at_utc_A":1658580917,"created_at_utc_B":1658564218,"score_A":6,"score_B":3,"human_ref_A":">I\u2019m a mid level employee, a floor supervisor. I don\u2019t have the power to fire people.  Good to know, probably best to focus on helping staff that have trouble, rather than looking to get them fired, especially when you're not in a position of power.  &#x200B;  >My manager allows it and never asks for doctors note  Then they probably know the reason for his regular absence and are keeping it on a need-to-know basis.  &#x200B;  >but its inconvenient for me since I assign tasks and shift on day to day basis.  That's your job.  &#x200B;  >If I\u2019m the manager, I would fire him since he\u2019s not performing well due to \u201csickness\u201d he\u2019s saying.  This may well be why you're not a manager. People have their issues, you may want to focus on giving them support, and definitely avoid retaliating, cutting their hours, or suggesting that they may be fired. Also, be careful with your speculations by saying they're \"sick\", they may well be, and sickness can take many forms.  You could approach the manager and ask what's up, although if they don't outright tell you, you need to drop it because it may be a private\/protected reason that's none of your buisness.","human_ref_B":"If it were mental health perhaps being proactive\/ a friend would be better instead of cold.","labels":1,"seconds_difference":16699.0,"score_ratio":2.0}
{"post_id":"w5n9gm","domain":"askhr_validation","upvote_ratio":0.7,"history":"[CA] Can you fire someone for calling in sick most of the times? I work in a midsize restaurant that makes $25,000-$30,000 and has about 80 employees  for FOH and BOH combined. I\u2019m a mid level employee, a floor supervisor. I don\u2019t have the power to fire people but I manage the floor and shift every time and there\u2019s this employee who would call in atleast once or twice a week because he says he\u2019s \u201csick\u201d. My manager allows it and never asks for doctors note but its inconvenient for me since I assign tasks and shift on day to day basis. This pretty much affects our operation by a little bit since other people would cover his assigned position that day. If I\u2019m the manager, I would fire him since he\u2019s not performing well due to \u201csickness\u201d he\u2019s saying. My question is is it legal to fire someone for calling in sick several times no matter if they\u2019re really sick or not?","c_root_id_A":"ihbform","c_root_id_B":"ihbfn8h","created_at_utc_A":1658580917,"created_at_utc_B":1658580893,"score_A":6,"score_B":2,"human_ref_A":">I\u2019m a mid level employee, a floor supervisor. I don\u2019t have the power to fire people.  Good to know, probably best to focus on helping staff that have trouble, rather than looking to get them fired, especially when you're not in a position of power.  &#x200B;  >My manager allows it and never asks for doctors note  Then they probably know the reason for his regular absence and are keeping it on a need-to-know basis.  &#x200B;  >but its inconvenient for me since I assign tasks and shift on day to day basis.  That's your job.  &#x200B;  >If I\u2019m the manager, I would fire him since he\u2019s not performing well due to \u201csickness\u201d he\u2019s saying.  This may well be why you're not a manager. People have their issues, you may want to focus on giving them support, and definitely avoid retaliating, cutting their hours, or suggesting that they may be fired. Also, be careful with your speculations by saying they're \"sick\", they may well be, and sickness can take many forms.  You could approach the manager and ask what's up, although if they don't outright tell you, you need to drop it because it may be a private\/protected reason that's none of your buisness.","human_ref_B":"We have a girl like this where I work. It's due to her mental health that she calls in so much. It really shafts the rest of us, but she's super nice and fun, so whatever.","labels":1,"seconds_difference":24.0,"score_ratio":3.0}
{"post_id":"w5n9gm","domain":"askhr_validation","upvote_ratio":0.7,"history":"[CA] Can you fire someone for calling in sick most of the times? I work in a midsize restaurant that makes $25,000-$30,000 and has about 80 employees  for FOH and BOH combined. I\u2019m a mid level employee, a floor supervisor. I don\u2019t have the power to fire people but I manage the floor and shift every time and there\u2019s this employee who would call in atleast once or twice a week because he says he\u2019s \u201csick\u201d. My manager allows it and never asks for doctors note but its inconvenient for me since I assign tasks and shift on day to day basis. This pretty much affects our operation by a little bit since other people would cover his assigned position that day. If I\u2019m the manager, I would fire him since he\u2019s not performing well due to \u201csickness\u201d he\u2019s saying. My question is is it legal to fire someone for calling in sick several times no matter if they\u2019re really sick or not?","c_root_id_A":"ihbds0i","c_root_id_B":"ihasri4","created_at_utc_A":1658579827,"created_at_utc_B":1658564218,"score_A":4,"score_B":3,"human_ref_A":"Have you spoken to your manager? Usually there is a reason if someone let\u2019s things slide  Have you spoken to the employee to see if there is something you can do to support them given the absences for example changing their shifts to different days\/times?  If you aren\u2019t in a position to fire someone and management doesn\u2019t want to let the person go, well then frankly there isn\u2019t anything else you can do aside from talking to your manager about the situation and dealing with the absences as and when they happen","human_ref_B":"If it were mental health perhaps being proactive\/ a friend would be better instead of cold.","labels":1,"seconds_difference":15609.0,"score_ratio":1.3333333333}
{"post_id":"obllg5","domain":"askhr_validation","upvote_ratio":1.0,"history":"Not eligible for FMLA, but HR still wants my doctor to fill out FMLA paperwork? [PA] Hello all,  I am located in Pennsylvania and my company's headquarters are in California (not sure if that information really matters, but figured I would throw it in). I recently found out that I need to have surgery at the end of July. I informed my manager and HR as soon as I had the surgery date scheduled, because I wanted everyone to have as much notice as possible.   HR went over a few things with me, and because I have not been at the company for a year (at the time of my surgery I will be 10 days short of a year) I am not eligible for FMLA. However, they told me that I could apply for personal unpaid leave, which is totally fine with me.   So, HR sent me over some paperwork to fill out. There is one form that I am sort of confused by, it is titled \"Certification of health care provider for employee's serious health condition.\" It is a form that they want my doctor to fill out, which makes sense, but all over the form, it is talking about FMLA. It literally says:\"your patient has requested leave under the FMLA\" right on it. And as I said before, I do not qualify for FMLA, and I will be applying for personal leave.   So, my question is, is this form really necessary since I am not applying for FMLA? The way the form is worded kind of concerns me, but the information the doctor needs to fill out seems innocent enough. And I understand that they would need some kind of medical information, I just thought that a note from the doctor would be enough. I just don't want them to try to find a way to deny me this leave for my surgery! Thank you for any advice!","c_root_id_A":"h3ohybf","c_root_id_B":"h3oj2jx","created_at_utc_A":1625145938,"created_at_utc_B":1625146501,"score_A":26,"score_B":35,"human_ref_A":"If you\u2019re only 10 days short wouldn\u2019t you become eligible while you were still recovering? I\u2019m guess that\u2019s why they are having you fill it out. Even if you don\u2019t expect to need it you could end up out longer and they\u2019d have to try to get the paperwork done.","human_ref_B":"It's just a useful form. I've collected it regularly for medical leaves that aren't FMLA-eligible. One of the biggest problems I've experienced with doctors' notes is that they're usually incredibly vague, especially when it comes to expected duration of the leave. (*We know* they can't  predict the future, but we still need *some* estimated dates to work with!)   Trust me, it's easier for you to tell your doc \"don't skip any of these blanks\" than it is to tell them \"you need to write me another note.\" Nobody is going to think you're trying to fraudulently claim FMLA, they just want all the relevant info to be as complete as possible.","labels":0,"seconds_difference":563.0,"score_ratio":1.3461538462}
{"post_id":"obllg5","domain":"askhr_validation","upvote_ratio":1.0,"history":"Not eligible for FMLA, but HR still wants my doctor to fill out FMLA paperwork? [PA] Hello all,  I am located in Pennsylvania and my company's headquarters are in California (not sure if that information really matters, but figured I would throw it in). I recently found out that I need to have surgery at the end of July. I informed my manager and HR as soon as I had the surgery date scheduled, because I wanted everyone to have as much notice as possible.   HR went over a few things with me, and because I have not been at the company for a year (at the time of my surgery I will be 10 days short of a year) I am not eligible for FMLA. However, they told me that I could apply for personal unpaid leave, which is totally fine with me.   So, HR sent me over some paperwork to fill out. There is one form that I am sort of confused by, it is titled \"Certification of health care provider for employee's serious health condition.\" It is a form that they want my doctor to fill out, which makes sense, but all over the form, it is talking about FMLA. It literally says:\"your patient has requested leave under the FMLA\" right on it. And as I said before, I do not qualify for FMLA, and I will be applying for personal leave.   So, my question is, is this form really necessary since I am not applying for FMLA? The way the form is worded kind of concerns me, but the information the doctor needs to fill out seems innocent enough. And I understand that they would need some kind of medical information, I just thought that a note from the doctor would be enough. I just don't want them to try to find a way to deny me this leave for my surgery! Thank you for any advice!","c_root_id_A":"h3ok50r","c_root_id_B":"h3ok9k9","created_at_utc_A":1625147028,"created_at_utc_B":1625147093,"score_A":9,"score_B":10,"human_ref_A":"It's just easier to use the same form for everyone.  That's all there is to it.  The doctors are used to filling that specific form out and it has all the information needed.","human_ref_B":"They are most likely just trying to get the same information to approve the personal leave and use the same form.  A simple note may not provide enough and consistent information.","labels":0,"seconds_difference":65.0,"score_ratio":1.1111111111}
{"post_id":"obllg5","domain":"askhr_validation","upvote_ratio":1.0,"history":"Not eligible for FMLA, but HR still wants my doctor to fill out FMLA paperwork? [PA] Hello all,  I am located in Pennsylvania and my company's headquarters are in California (not sure if that information really matters, but figured I would throw it in). I recently found out that I need to have surgery at the end of July. I informed my manager and HR as soon as I had the surgery date scheduled, because I wanted everyone to have as much notice as possible.   HR went over a few things with me, and because I have not been at the company for a year (at the time of my surgery I will be 10 days short of a year) I am not eligible for FMLA. However, they told me that I could apply for personal unpaid leave, which is totally fine with me.   So, HR sent me over some paperwork to fill out. There is one form that I am sort of confused by, it is titled \"Certification of health care provider for employee's serious health condition.\" It is a form that they want my doctor to fill out, which makes sense, but all over the form, it is talking about FMLA. It literally says:\"your patient has requested leave under the FMLA\" right on it. And as I said before, I do not qualify for FMLA, and I will be applying for personal leave.   So, my question is, is this form really necessary since I am not applying for FMLA? The way the form is worded kind of concerns me, but the information the doctor needs to fill out seems innocent enough. And I understand that they would need some kind of medical information, I just thought that a note from the doctor would be enough. I just don't want them to try to find a way to deny me this leave for my surgery! Thank you for any advice!","c_root_id_A":"h3pz20t","c_root_id_B":"h3oosk1","created_at_utc_A":1625169526,"created_at_utc_B":1625149227,"score_A":4,"score_B":2,"human_ref_A":"As already stated, you may become eligible for FMLA while you are out since you're only 10 days short now.  Also, I always ask employees to fill out the FMLA form so that there is documentation that I informed them about it even if I know they aren't eligible.  However, I wouldn't have them go through with getting the medical certification if they were absolutely not eligible.  But again, it sounds like you will become eligible.","human_ref_B":"This is a more thorough note.  They want to make sure they have the same info from everyone taking medical leave.","labels":1,"seconds_difference":20299.0,"score_ratio":2.0}
{"post_id":"obllg5","domain":"askhr_validation","upvote_ratio":1.0,"history":"Not eligible for FMLA, but HR still wants my doctor to fill out FMLA paperwork? [PA] Hello all,  I am located in Pennsylvania and my company's headquarters are in California (not sure if that information really matters, but figured I would throw it in). I recently found out that I need to have surgery at the end of July. I informed my manager and HR as soon as I had the surgery date scheduled, because I wanted everyone to have as much notice as possible.   HR went over a few things with me, and because I have not been at the company for a year (at the time of my surgery I will be 10 days short of a year) I am not eligible for FMLA. However, they told me that I could apply for personal unpaid leave, which is totally fine with me.   So, HR sent me over some paperwork to fill out. There is one form that I am sort of confused by, it is titled \"Certification of health care provider for employee's serious health condition.\" It is a form that they want my doctor to fill out, which makes sense, but all over the form, it is talking about FMLA. It literally says:\"your patient has requested leave under the FMLA\" right on it. And as I said before, I do not qualify for FMLA, and I will be applying for personal leave.   So, my question is, is this form really necessary since I am not applying for FMLA? The way the form is worded kind of concerns me, but the information the doctor needs to fill out seems innocent enough. And I understand that they would need some kind of medical information, I just thought that a note from the doctor would be enough. I just don't want them to try to find a way to deny me this leave for my surgery! Thank you for any advice!","c_root_id_A":"h3ryt3n","c_root_id_B":"h3oosk1","created_at_utc_A":1625207790,"created_at_utc_B":1625149227,"score_A":3,"score_B":2,"human_ref_A":"Under the ADA, you are eligible for \u201cleave as a reasonable accommodation.\u201d  The ADA does not have a one-year requirement or a minimum of 1250 hours. The ADA starts on day one and it covers all employees, full-time and part-time. If you were in my organization, I would treat both leave entitlements the same way and use the same form.   Also, state and local FMLA laws can exceed the requirements of the federal FMLA, so that may well explain your employer\u2019s actions. I am not familiar with California law, but if any state would lower the one year threshold, it would be California.  It appears you have a good, compassionate employer. Don't look a gift horse in the mouth. I hope your surgery goes well, and you have a speedy recovery.","human_ref_B":"This is a more thorough note.  They want to make sure they have the same info from everyone taking medical leave.","labels":1,"seconds_difference":58563.0,"score_ratio":1.5}
{"post_id":"qe1fd0","domain":"askhr_validation","upvote_ratio":0.92,"history":"[UK] Can my employer make me work 12 days in a row? I\u2019m contracted for Monday-Friday, however in my contract there is written \u201cwe may require you to work outside of these hours\u201d long story short, I am being told I have to work 12 days in a row for an upcoming event, meaning I will have to work on my two days off, I have also been told these won\u2019t be reallocated to a different week due to the contract saying \u201cwe may require you to work outside of office hours\u201d is this actually allowed? Thanks in advance.","c_root_id_A":"hhqcga1","c_root_id_B":"hhq83od","created_at_utc_A":1634988219,"created_at_utc_B":1634984637,"score_A":6,"score_B":2,"human_ref_A":"Yep, that's generally legal as long as you still get your 48 consecutive hours off during that fortnight (e.g. two days off in a row either before or after your 12-day stint). Since your contract allows for the possibility of having to work outside your contracted days, you likely have no recourse there, and as it is just a one-off event and not something that happens every week, you likely won't exceed the maximum 48-hour weekly average over 17 weeks (and that's assuming you didn't opt out of that restriction anyway).","human_ref_B":"Yup I'm sure they can. Hope you get time off after those 12 days.","labels":1,"seconds_difference":3582.0,"score_ratio":3.0}
{"post_id":"773iqy","domain":"askhr_validation","upvote_ratio":1.0,"history":"Canadian, here. I read a LPT a couple of days ago that said HR is not your friend, and not meant to stand up for you (as the employee), but is meant to protect the company\/organization. Is that true? If so, what\u2019s the point in doing exit interviews?","c_root_id_A":"doj11cw","c_root_id_B":"doj0tmc","created_at_utc_A":1508306161,"created_at_utc_B":1508305719,"score_A":10,"score_B":9,"human_ref_A":"Your first question: Protecting employees and protecting the organisation are often synonymous.  Your second: Exit interviews gather data that can be used to improve the employee experience (by changing\/developing particular aspects of the organisation, such as the remuneration\/benefits, reward\/recognition, training\/development, leadership, etc). They can bring to light negative things about the organisation (such as faulty processes or culture blocking strategy) that were otherwise unknown or unappreciated. Addressing these issues - when they present as themes - can improve various metrics such as retention, employee engagement, absenteeism, and so on, which all have an impact on the bottom line ($$$). They can also be used as a means to placate an otherwise frustrated employee by giving them space to vent, which can often be more about avoiding someone in the labour market giving you bad press as opposed to avoiding legal issues.   Many people on reddit don\u2019t understand anything other than a \u2018hiring\/firing, deal with lawsuits\u2019 model of HR. I don\u2019t like to make assumptions but to be honest I think that\u2019s because reddit is full to the brim with people working entry level jobs regardless of age (no real \u2018professional\u2019 experience), and the socially inept (incapable of understanding their own faults, so blame an organisation). Oh, and conspiracy theorists (\u2018a department designed to improve an organisations people power? They must be out to get us!\u2019).  All that being said: no, HR is not your friend. It\u2019s work, not high school. Colleagues, not friends.","human_ref_B":"I work in Payroll, which is next to HR.  Much like my job is to comply with company policy and government regulations to give you your earned wages minus the proper taxes, it is HR's job to comply with company policy and government regulations to keep you in or out of a job.  Most of what I see in HR is a bunch of whiny 40 year old children who can't get along with the other 40 year old children crying about how this guy bullied this guy and stole their juice box. And we mediate those conversations until we find something fair, which means that nobody leaves happy and they badmouth us.  The other scenario I see is either a supervisor not knowing some law and us having to remind him (temp employees can't work above a certain number of hours in my state and when I tell people, I become the bad guy who is forcing a temp to take two months off, not the legislature or the guys who tailored our FLSA), or the employee being a bad employee and trying to get fired.  There's some times when we have to hire people, and either we don't have applicants or we have to follow company policy and state laws of getting background checks and allowing time for applicants to submit apps or go through hiring committees and it takes time from when the department tells us they need a person to us giving an offer letter, and the department views every day that we aren't handing jobs out to randos on the street as us sitting in our offices laughing at how much we love not doing our jobs.   None if the scenarios above, or any others I can think of, really paint us in a good light. I've gotten thanked maybe once for helping a person fill out a W4 when he was working out of state and didn't know that some states require different W4s. I've been cursed at by some who think I'm stealing all their money because we are obligated to garnish their wages or withhold extra taxes for a bonus. Everyone else treats dealing with us as a chore, because it kinda is one.","labels":1,"seconds_difference":442.0,"score_ratio":1.1111111111}
{"post_id":"773iqy","domain":"askhr_validation","upvote_ratio":1.0,"history":"Canadian, here. I read a LPT a couple of days ago that said HR is not your friend, and not meant to stand up for you (as the employee), but is meant to protect the company\/organization. Is that true? If so, what\u2019s the point in doing exit interviews?","c_root_id_A":"doiu651","c_root_id_B":"doj0tmc","created_at_utc_A":1508295718,"created_at_utc_B":1508305719,"score_A":3,"score_B":9,"human_ref_A":"Gathering data on potential liability, conducting an orderly termination process and gathering data on retention and engagement","human_ref_B":"I work in Payroll, which is next to HR.  Much like my job is to comply with company policy and government regulations to give you your earned wages minus the proper taxes, it is HR's job to comply with company policy and government regulations to keep you in or out of a job.  Most of what I see in HR is a bunch of whiny 40 year old children who can't get along with the other 40 year old children crying about how this guy bullied this guy and stole their juice box. And we mediate those conversations until we find something fair, which means that nobody leaves happy and they badmouth us.  The other scenario I see is either a supervisor not knowing some law and us having to remind him (temp employees can't work above a certain number of hours in my state and when I tell people, I become the bad guy who is forcing a temp to take two months off, not the legislature or the guys who tailored our FLSA), or the employee being a bad employee and trying to get fired.  There's some times when we have to hire people, and either we don't have applicants or we have to follow company policy and state laws of getting background checks and allowing time for applicants to submit apps or go through hiring committees and it takes time from when the department tells us they need a person to us giving an offer letter, and the department views every day that we aren't handing jobs out to randos on the street as us sitting in our offices laughing at how much we love not doing our jobs.   None if the scenarios above, or any others I can think of, really paint us in a good light. I've gotten thanked maybe once for helping a person fill out a W4 when he was working out of state and didn't know that some states require different W4s. I've been cursed at by some who think I'm stealing all their money because we are obligated to garnish their wages or withhold extra taxes for a bonus. Everyone else treats dealing with us as a chore, because it kinda is one.","labels":0,"seconds_difference":10001.0,"score_ratio":3.0}
{"post_id":"773iqy","domain":"askhr_validation","upvote_ratio":1.0,"history":"Canadian, here. I read a LPT a couple of days ago that said HR is not your friend, and not meant to stand up for you (as the employee), but is meant to protect the company\/organization. Is that true? If so, what\u2019s the point in doing exit interviews?","c_root_id_A":"doj11cw","c_root_id_B":"doiu651","created_at_utc_A":1508306161,"created_at_utc_B":1508295718,"score_A":10,"score_B":3,"human_ref_A":"Your first question: Protecting employees and protecting the organisation are often synonymous.  Your second: Exit interviews gather data that can be used to improve the employee experience (by changing\/developing particular aspects of the organisation, such as the remuneration\/benefits, reward\/recognition, training\/development, leadership, etc). They can bring to light negative things about the organisation (such as faulty processes or culture blocking strategy) that were otherwise unknown or unappreciated. Addressing these issues - when they present as themes - can improve various metrics such as retention, employee engagement, absenteeism, and so on, which all have an impact on the bottom line ($$$). They can also be used as a means to placate an otherwise frustrated employee by giving them space to vent, which can often be more about avoiding someone in the labour market giving you bad press as opposed to avoiding legal issues.   Many people on reddit don\u2019t understand anything other than a \u2018hiring\/firing, deal with lawsuits\u2019 model of HR. I don\u2019t like to make assumptions but to be honest I think that\u2019s because reddit is full to the brim with people working entry level jobs regardless of age (no real \u2018professional\u2019 experience), and the socially inept (incapable of understanding their own faults, so blame an organisation). Oh, and conspiracy theorists (\u2018a department designed to improve an organisations people power? They must be out to get us!\u2019).  All that being said: no, HR is not your friend. It\u2019s work, not high school. Colleagues, not friends.","human_ref_B":"Gathering data on potential liability, conducting an orderly termination process and gathering data on retention and engagement","labels":1,"seconds_difference":10443.0,"score_ratio":3.3333333333}
{"post_id":"8zaawe","domain":"askhr_validation","upvote_ratio":0.92,"history":"\"Please outline briefly, your motivations for applying for this position (casino trainee dealer)\"- does my response sound too cheesy to you guys? \"I come from a family where card games were the heart of a lot entertainment and many hours of enjoyment. Growing up, I always wished to broaden my knowledge and skillset in this area. With my decision to take a study leave for a semester from University, I think now is a perfect time for me to apply for this position. I have the time and would be fully committed to being a dealer but most of all, I really see myself enjoying and valuing this job.\"  It's all true but I'm worried it sounds too..corny?","c_root_id_A":"e2h65ku","c_root_id_B":"e2h77xe","created_at_utc_A":1531742567,"created_at_utc_B":1531744128,"score_A":3,"score_B":9,"human_ref_A":"it's fine.. maybe not add school leave info.. raises more questions.. depends on situation","human_ref_B":"I'd leave of the \"take a study leave for a semester\" because you are telling them you have a limited availability eventually when you change your mind and go back to school after the end of the semester break.  Maybe say take a \"study leave\" but even that suggests that you want to go back to that and that you view this as temporary","labels":0,"seconds_difference":1561.0,"score_ratio":3.0}
{"post_id":"9mjixs","domain":"askhr_validation","upvote_ratio":0.95,"history":"How do I speak to HR about my gay coworker? I am a chap accepting of all people (hell I was one of the 2 best men at my brothers wedding to his husband), and I have a joy for my job. However my gay coworker is now beginning to make me feel extremely uncomfortable.  What is frustrating is that he is nice as a person, but his actions at work, have made shockwaves and frankly, I'm sick of it. He spends a large portion of his time, openly on grindr and asking straight men (myself included), for opinions on other men. I've told him numerous times I don't care for it, he's free to do as he chooses but please don't involve me, as I have certain tasks to accomplish.  There are also times where he plays snapchat videos, of either himself or his \"friends\" having full penetrative sex with other men. And lastly, he sits on the laps of, and playfully touches many guys in the office (again I'm one of these on the receiving end).  We've had a few of us tell him to stop but he continues, but I feel if I go to HR they'll perceive me as homophobic. What do I do here and how can I structure what I say?","c_root_id_A":"e7f3zh4","c_root_id_B":"e7f3fki","created_at_utc_A":1539039403,"created_at_utc_B":1539038870,"score_A":81,"score_B":17,"human_ref_A":"Step One: Don't constantly refer to him as \"my gay co-worker\".  Nothing screams \"This is definitely about Characteristic X\" like constantly pointing out that the person you have an issue with has that characteristic, apropos of nothing.    Step Two: Pull together the issues you have about how he behaves at work that impact you to bring to HR.  Make sure to stick to things that other people don't do.  If everyone in your office is on Tinder all day, you can't complain that he's on Grindr, right?  Some of these are very straightforward, and don't require any mention of his sexuality.  Like \"He spends all day on dating apps instead of working and it had Impact XYZ\" and \"He showed me a video of two people having sex\".  It doesn't matter what his gender or sexual preference is to bring that up.    Step Three: Critically evaluate your position on all of these behaviors relative to his sexuality.  Do other people do similar things in the office?  Or direct them towards you?  Do you care if women or staight men talk about dating apps?  Do other people make excessive physical contact with you at work?  Do you personally do any of these things?  Because if you go to HR and complain about something that you're also guilty of, or that you ignore in 10 other people, it's not going to look great, and even if they don't think you're a homophobe, you're not going to get great results playing the \"Do as I say, not as I do\" game.  Step Four: Decide if this is an issue to bring to his manager first, or HR first.  Once you've gone through everything else, figure out if this is something you want to involve HR in or if it's better to let his manager handle it directly.  That's a company and departmental culture check as much as anything else.  You don't want to sandbag your solution by going over a manager's head and pissing them off unnecessarily.  On the other side of the coin, maybe it's not a receptive manager, or not someone who would take it personally if you go straight to HR","human_ref_B":"I would frame it more sexual harassment or toxic work environment. Say its becoming toxic because you can see and hear videos of people having sex. Also I would say that its distracting to your own work when you have to stop and see and hear people having sex as well as him wanting to sit in your lap. Never mention any homophobic things when you complain, this is straight up toxic work environment and even sexual harassment. Doesn\u2019t matter if you are gay, straight, male or female  if you are showing coworkers videos of full penetrative sex or asking people to judge grindr men as well as trying to sit in peoples laps, that is extremely serious. Go to HR tomorrow please.","labels":1,"seconds_difference":533.0,"score_ratio":4.7647058824}
{"post_id":"9mjixs","domain":"askhr_validation","upvote_ratio":0.95,"history":"How do I speak to HR about my gay coworker? I am a chap accepting of all people (hell I was one of the 2 best men at my brothers wedding to his husband), and I have a joy for my job. However my gay coworker is now beginning to make me feel extremely uncomfortable.  What is frustrating is that he is nice as a person, but his actions at work, have made shockwaves and frankly, I'm sick of it. He spends a large portion of his time, openly on grindr and asking straight men (myself included), for opinions on other men. I've told him numerous times I don't care for it, he's free to do as he chooses but please don't involve me, as I have certain tasks to accomplish.  There are also times where he plays snapchat videos, of either himself or his \"friends\" having full penetrative sex with other men. And lastly, he sits on the laps of, and playfully touches many guys in the office (again I'm one of these on the receiving end).  We've had a few of us tell him to stop but he continues, but I feel if I go to HR they'll perceive me as homophobic. What do I do here and how can I structure what I say?","c_root_id_A":"e7f3zh4","c_root_id_B":"e7f39gs","created_at_utc_A":1539039403,"created_at_utc_B":1539038710,"score_A":81,"score_B":6,"human_ref_A":"Step One: Don't constantly refer to him as \"my gay co-worker\".  Nothing screams \"This is definitely about Characteristic X\" like constantly pointing out that the person you have an issue with has that characteristic, apropos of nothing.    Step Two: Pull together the issues you have about how he behaves at work that impact you to bring to HR.  Make sure to stick to things that other people don't do.  If everyone in your office is on Tinder all day, you can't complain that he's on Grindr, right?  Some of these are very straightforward, and don't require any mention of his sexuality.  Like \"He spends all day on dating apps instead of working and it had Impact XYZ\" and \"He showed me a video of two people having sex\".  It doesn't matter what his gender or sexual preference is to bring that up.    Step Three: Critically evaluate your position on all of these behaviors relative to his sexuality.  Do other people do similar things in the office?  Or direct them towards you?  Do you care if women or staight men talk about dating apps?  Do other people make excessive physical contact with you at work?  Do you personally do any of these things?  Because if you go to HR and complain about something that you're also guilty of, or that you ignore in 10 other people, it's not going to look great, and even if they don't think you're a homophobe, you're not going to get great results playing the \"Do as I say, not as I do\" game.  Step Four: Decide if this is an issue to bring to his manager first, or HR first.  Once you've gone through everything else, figure out if this is something you want to involve HR in or if it's better to let his manager handle it directly.  That's a company and departmental culture check as much as anything else.  You don't want to sandbag your solution by going over a manager's head and pissing them off unnecessarily.  On the other side of the coin, maybe it's not a receptive manager, or not someone who would take it personally if you go straight to HR","human_ref_B":">We've had a few of us tell him to stop but he continues, but I feel if I go to HR they'll perceive me as homophobic. What do I do here and how can I structure what I say?   Report it to HR. Stick to the facts. Have names ready for the other people who've asked him to stop.  Does your company have an acceptable use policy that prohibits viewing pornography in the office? If so, his sexual orientation should be irrelevant.  Same idea when it comes to touching people or sitting on their laps. That sounds like inappropriate conduct for anyone in the office regardless of gender or sexual orientation.","labels":1,"seconds_difference":693.0,"score_ratio":13.5}
{"post_id":"9mjixs","domain":"askhr_validation","upvote_ratio":0.95,"history":"How do I speak to HR about my gay coworker? I am a chap accepting of all people (hell I was one of the 2 best men at my brothers wedding to his husband), and I have a joy for my job. However my gay coworker is now beginning to make me feel extremely uncomfortable.  What is frustrating is that he is nice as a person, but his actions at work, have made shockwaves and frankly, I'm sick of it. He spends a large portion of his time, openly on grindr and asking straight men (myself included), for opinions on other men. I've told him numerous times I don't care for it, he's free to do as he chooses but please don't involve me, as I have certain tasks to accomplish.  There are also times where he plays snapchat videos, of either himself or his \"friends\" having full penetrative sex with other men. And lastly, he sits on the laps of, and playfully touches many guys in the office (again I'm one of these on the receiving end).  We've had a few of us tell him to stop but he continues, but I feel if I go to HR they'll perceive me as homophobic. What do I do here and how can I structure what I say?","c_root_id_A":"e7f3fki","c_root_id_B":"e7f7wc1","created_at_utc_A":1539038870,"created_at_utc_B":1539043205,"score_A":17,"score_B":66,"human_ref_A":"I would frame it more sexual harassment or toxic work environment. Say its becoming toxic because you can see and hear videos of people having sex. Also I would say that its distracting to your own work when you have to stop and see and hear people having sex as well as him wanting to sit in your lap. Never mention any homophobic things when you complain, this is straight up toxic work environment and even sexual harassment. Doesn\u2019t matter if you are gay, straight, male or female  if you are showing coworkers videos of full penetrative sex or asking people to judge grindr men as well as trying to sit in peoples laps, that is extremely serious. Go to HR tomorrow please.","human_ref_B":"This is sexual harassment, it is not a question of his or your sexuality. It\u2019s not appropriate at all to be playing videos of people having sex at work. I would speak with your manager and\/or HR if manager doesn\u2019t escalate.","labels":0,"seconds_difference":4335.0,"score_ratio":3.8823529412}
{"post_id":"9mjixs","domain":"askhr_validation","upvote_ratio":0.95,"history":"How do I speak to HR about my gay coworker? I am a chap accepting of all people (hell I was one of the 2 best men at my brothers wedding to his husband), and I have a joy for my job. However my gay coworker is now beginning to make me feel extremely uncomfortable.  What is frustrating is that he is nice as a person, but his actions at work, have made shockwaves and frankly, I'm sick of it. He spends a large portion of his time, openly on grindr and asking straight men (myself included), for opinions on other men. I've told him numerous times I don't care for it, he's free to do as he chooses but please don't involve me, as I have certain tasks to accomplish.  There are also times where he plays snapchat videos, of either himself or his \"friends\" having full penetrative sex with other men. And lastly, he sits on the laps of, and playfully touches many guys in the office (again I'm one of these on the receiving end).  We've had a few of us tell him to stop but he continues, but I feel if I go to HR they'll perceive me as homophobic. What do I do here and how can I structure what I say?","c_root_id_A":"e7f7wc1","c_root_id_B":"e7f39gs","created_at_utc_A":1539043205,"created_at_utc_B":1539038710,"score_A":66,"score_B":6,"human_ref_A":"This is sexual harassment, it is not a question of his or your sexuality. It\u2019s not appropriate at all to be playing videos of people having sex at work. I would speak with your manager and\/or HR if manager doesn\u2019t escalate.","human_ref_B":">We've had a few of us tell him to stop but he continues, but I feel if I go to HR they'll perceive me as homophobic. What do I do here and how can I structure what I say?   Report it to HR. Stick to the facts. Have names ready for the other people who've asked him to stop.  Does your company have an acceptable use policy that prohibits viewing pornography in the office? If so, his sexual orientation should be irrelevant.  Same idea when it comes to touching people or sitting on their laps. That sounds like inappropriate conduct for anyone in the office regardless of gender or sexual orientation.","labels":1,"seconds_difference":4495.0,"score_ratio":11.0}
{"post_id":"9mjixs","domain":"askhr_validation","upvote_ratio":0.95,"history":"How do I speak to HR about my gay coworker? I am a chap accepting of all people (hell I was one of the 2 best men at my brothers wedding to his husband), and I have a joy for my job. However my gay coworker is now beginning to make me feel extremely uncomfortable.  What is frustrating is that he is nice as a person, but his actions at work, have made shockwaves and frankly, I'm sick of it. He spends a large portion of his time, openly on grindr and asking straight men (myself included), for opinions on other men. I've told him numerous times I don't care for it, he's free to do as he chooses but please don't involve me, as I have certain tasks to accomplish.  There are also times where he plays snapchat videos, of either himself or his \"friends\" having full penetrative sex with other men. And lastly, he sits on the laps of, and playfully touches many guys in the office (again I'm one of these on the receiving end).  We've had a few of us tell him to stop but he continues, but I feel if I go to HR they'll perceive me as homophobic. What do I do here and how can I structure what I say?","c_root_id_A":"e7f3fki","c_root_id_B":"e7f39gs","created_at_utc_A":1539038870,"created_at_utc_B":1539038710,"score_A":17,"score_B":6,"human_ref_A":"I would frame it more sexual harassment or toxic work environment. Say its becoming toxic because you can see and hear videos of people having sex. Also I would say that its distracting to your own work when you have to stop and see and hear people having sex as well as him wanting to sit in your lap. Never mention any homophobic things when you complain, this is straight up toxic work environment and even sexual harassment. Doesn\u2019t matter if you are gay, straight, male or female  if you are showing coworkers videos of full penetrative sex or asking people to judge grindr men as well as trying to sit in peoples laps, that is extremely serious. Go to HR tomorrow please.","human_ref_B":">We've had a few of us tell him to stop but he continues, but I feel if I go to HR they'll perceive me as homophobic. What do I do here and how can I structure what I say?   Report it to HR. Stick to the facts. Have names ready for the other people who've asked him to stop.  Does your company have an acceptable use policy that prohibits viewing pornography in the office? If so, his sexual orientation should be irrelevant.  Same idea when it comes to touching people or sitting on their laps. That sounds like inappropriate conduct for anyone in the office regardless of gender or sexual orientation.","labels":1,"seconds_difference":160.0,"score_ratio":2.8333333333}
{"post_id":"9mjixs","domain":"askhr_validation","upvote_ratio":0.95,"history":"How do I speak to HR about my gay coworker? I am a chap accepting of all people (hell I was one of the 2 best men at my brothers wedding to his husband), and I have a joy for my job. However my gay coworker is now beginning to make me feel extremely uncomfortable.  What is frustrating is that he is nice as a person, but his actions at work, have made shockwaves and frankly, I'm sick of it. He spends a large portion of his time, openly on grindr and asking straight men (myself included), for opinions on other men. I've told him numerous times I don't care for it, he's free to do as he chooses but please don't involve me, as I have certain tasks to accomplish.  There are also times where he plays snapchat videos, of either himself or his \"friends\" having full penetrative sex with other men. And lastly, he sits on the laps of, and playfully touches many guys in the office (again I'm one of these on the receiving end).  We've had a few of us tell him to stop but he continues, but I feel if I go to HR they'll perceive me as homophobic. What do I do here and how can I structure what I say?","c_root_id_A":"e7f39gs","c_root_id_B":"e7f86wu","created_at_utc_A":1539038710,"created_at_utc_B":1539043495,"score_A":6,"score_B":8,"human_ref_A":">We've had a few of us tell him to stop but he continues, but I feel if I go to HR they'll perceive me as homophobic. What do I do here and how can I structure what I say?   Report it to HR. Stick to the facts. Have names ready for the other people who've asked him to stop.  Does your company have an acceptable use policy that prohibits viewing pornography in the office? If so, his sexual orientation should be irrelevant.  Same idea when it comes to touching people or sitting on their laps. That sounds like inappropriate conduct for anyone in the office regardless of gender or sexual orientation.","human_ref_B":"I always advise to first go to your manager. You want to give your manager a chance or two to solve the problem before going over their head to HR. This is to stay on your manager's good side. What your co-worker is doing is sexual harassment and it is illegal in the US (and I imagine it is in the UK too if that's where you're from). Showing pornography to a co-worker when it is unwanted is harassment whether it's LGBT or Q, and is not appropriate workplace behavior. You won't be seen as homophobic for not wanting to be shown pornography during your workday. I would go to your manager and say exactly what you said here, even about how you have a gay brother and the wedding. List the problems. Then tell your manager you'll send him a follow up email with all the details (this is for documentation purposes). If your manager is aware of the problem and hasn't done anything, ask them to. If they don't do anything, tell your manager you're thinking of going to HR because the situation is making you and other employees very comfortable. Always try to stay on your manager's good side.","labels":0,"seconds_difference":4785.0,"score_ratio":1.3333333333}
{"post_id":"9mjixs","domain":"askhr_validation","upvote_ratio":0.95,"history":"How do I speak to HR about my gay coworker? I am a chap accepting of all people (hell I was one of the 2 best men at my brothers wedding to his husband), and I have a joy for my job. However my gay coworker is now beginning to make me feel extremely uncomfortable.  What is frustrating is that he is nice as a person, but his actions at work, have made shockwaves and frankly, I'm sick of it. He spends a large portion of his time, openly on grindr and asking straight men (myself included), for opinions on other men. I've told him numerous times I don't care for it, he's free to do as he chooses but please don't involve me, as I have certain tasks to accomplish.  There are also times where he plays snapchat videos, of either himself or his \"friends\" having full penetrative sex with other men. And lastly, he sits on the laps of, and playfully touches many guys in the office (again I'm one of these on the receiving end).  We've had a few of us tell him to stop but he continues, but I feel if I go to HR they'll perceive me as homophobic. What do I do here and how can I structure what I say?","c_root_id_A":"e7fvly0","c_root_id_B":"e7fs00m","created_at_utc_A":1539071991,"created_at_utc_B":1539065131,"score_A":3,"score_B":2,"human_ref_A":"He sits on your lap and plays x rated videos of himself having sex. That is sexual harassment go right to HR. Explain the things that make you uncomfortable not the person.","human_ref_B":"as a gay man i give you permission to go to hr.  that is not ok.","labels":1,"seconds_difference":6860.0,"score_ratio":1.5}
{"post_id":"9mjixs","domain":"askhr_validation","upvote_ratio":0.95,"history":"How do I speak to HR about my gay coworker? I am a chap accepting of all people (hell I was one of the 2 best men at my brothers wedding to his husband), and I have a joy for my job. However my gay coworker is now beginning to make me feel extremely uncomfortable.  What is frustrating is that he is nice as a person, but his actions at work, have made shockwaves and frankly, I'm sick of it. He spends a large portion of his time, openly on grindr and asking straight men (myself included), for opinions on other men. I've told him numerous times I don't care for it, he's free to do as he chooses but please don't involve me, as I have certain tasks to accomplish.  There are also times where he plays snapchat videos, of either himself or his \"friends\" having full penetrative sex with other men. And lastly, he sits on the laps of, and playfully touches many guys in the office (again I'm one of these on the receiving end).  We've had a few of us tell him to stop but he continues, but I feel if I go to HR they'll perceive me as homophobic. What do I do here and how can I structure what I say?","c_root_id_A":"e7g21a0","c_root_id_B":"e7fs00m","created_at_utc_A":1539085014,"created_at_utc_B":1539065131,"score_A":3,"score_B":2,"human_ref_A":"It's moved past this point now, and you need go talk with HR. You are being sexually harassed.  That said, this guy sounds like he's in the recently out \"slut phase\" most gay men go though (we all do it to some degree).  After we come out, suddenly all that awful behavior we watched in HS and shit but couldn't participate in bubbles up and we go a little crazy.  Be careful.  The slut phase is also the \"I am an oppressed minority!\" phase.","human_ref_B":"as a gay man i give you permission to go to hr.  that is not ok.","labels":1,"seconds_difference":19883.0,"score_ratio":1.5}
{"post_id":"nwee2o","domain":"askhr_validation","upvote_ratio":0.89,"history":"[DE] manager accuses employee of milking\/faking injury... My fianc\u00e9 shattered her toe a couple months ago. She has not been able to perform certain aspects of her job efficiently as a result, but took no time off other than the day it happened.   Today her coworker (who is a good friend of my fianc\u00e9) had a review with their manager. During the review the manager bashed several other employees at the workplace, and during the conversation accused my fianc\u00e9 of milking\/faking the injury.  My fianc\u00e9 did try to supply a note for the first day, but it was refused because she did not take as much time as the doctor noted on the form.  Is what the manager did in any way illegal? I know it is unethical of course.  My fianc\u00e9 is planning on requesting that the regional manager be present for her own review, as she plans on bringing it up.","c_root_id_A":"h19a4zf","c_root_id_B":"h18pew8","created_at_utc_A":1623313408,"created_at_utc_B":1623297517,"score_A":19,"score_B":17,"human_ref_A":"I cannot advise you strongly enough that your fianc\u00e9e should not include the regional manager in her review or bring this up at all.  Right now, this is just workplace drama. Even if the manager said it, there's no proof--it'd be the manager's word vs the coworker's. So, dialing this situation up to 11 isn't going to get your fianc\u00e9e anywhere. At best, she'll look childish and unprofessional. At worst, it'll look like she's roped her good friend into a scheme against their manager in order to get out of a poor review. Either way, it's going to very negatively impact both her and her friend's relationship with their manager.  What your fianc\u00e9e needs to do instead is record her review. DE is a one-party consent state, so she doesn't have to disclose to her manager that she's doing so. This will provide proof if there is an issue that needs to be addressed. However, overall, the manager's personal opinion about your fianc\u00e9e's injury doesn't matter at all unless her rights are violated because of it.  Her employer had a responsibility to start the interactive process for accommodation when they received notice of the injury and found that it was impairing her performance. Did they offer to make accommodations for her injury, such as additional time off work to heal, a leave of absence, or assistance with or changes to her responsibilities?","human_ref_B":"This sounds like workplace drama to me. I wouldn\u2019t take anything said word of mouth seriously, unless you\u2019ve also heard the same feedback directly from the source.","labels":1,"seconds_difference":15891.0,"score_ratio":1.1176470588}
{"post_id":"8doyx7","domain":"askhr_validation","upvote_ratio":0.95,"history":"My employer has been \"late\" to pay us 4 times in 8 paychecks this year, blames it on the bank everytime. As the title says, my employer has been late to pay us 4 times in the last 8 paychecks this year. Each time our finance person blames this either on our bank triggering \"fraud\" alerts and flagging the funds for review before they will release the ACH transfer or some other issue with the bank completing the transfer despite having submitted everything properly \"on our side\".   I've been working for 20 years at various jobs and have never had late paychecks like this. My question is - is this a real thing people deal with at companies? We have roughly 100 employees so we're not super small. To me, it feels like the company doesn't have the money and are delaying, as it's always the same excuse. I know they used Chase previously and then switched to Silicon Valley Bank.   Any insight from someone who works behind the scenes would be appreciated.","c_root_id_A":"dxozkzt","c_root_id_B":"dxoyot3","created_at_utc_A":1524248043,"created_at_utc_B":1524247222,"score_A":16,"score_B":10,"human_ref_A":"How late are the checks?  This does happen when a company is experiencing cash flow problems and it's not a good sign.","human_ref_B":"Well there is a 2-3 turnaround on direct deposit transfers so it is possible they aren't transmitting the data on time for it to hit on paycheck date.  How late has it been each time? One day or more?  If you are in California (silicon valley bank)  https:\/\/www.dir.ca.gov\/dlse\/FAQ_Paydays.htm","labels":1,"seconds_difference":821.0,"score_ratio":1.6}
{"post_id":"8doyx7","domain":"askhr_validation","upvote_ratio":0.95,"history":"My employer has been \"late\" to pay us 4 times in 8 paychecks this year, blames it on the bank everytime. As the title says, my employer has been late to pay us 4 times in the last 8 paychecks this year. Each time our finance person blames this either on our bank triggering \"fraud\" alerts and flagging the funds for review before they will release the ACH transfer or some other issue with the bank completing the transfer despite having submitted everything properly \"on our side\".   I've been working for 20 years at various jobs and have never had late paychecks like this. My question is - is this a real thing people deal with at companies? We have roughly 100 employees so we're not super small. To me, it feels like the company doesn't have the money and are delaying, as it's always the same excuse. I know they used Chase previously and then switched to Silicon Valley Bank.   Any insight from someone who works behind the scenes would be appreciated.","c_root_id_A":"dxp05lp","c_root_id_B":"dxoyot3","created_at_utc_A":1524248578,"created_at_utc_B":1524247222,"score_A":15,"score_B":10,"human_ref_A":"Start looking for another job before you are forced to","human_ref_B":"Well there is a 2-3 turnaround on direct deposit transfers so it is possible they aren't transmitting the data on time for it to hit on paycheck date.  How late has it been each time? One day or more?  If you are in California (silicon valley bank)  https:\/\/www.dir.ca.gov\/dlse\/FAQ_Paydays.htm","labels":1,"seconds_difference":1356.0,"score_ratio":1.5}
{"post_id":"8doyx7","domain":"askhr_validation","upvote_ratio":0.95,"history":"My employer has been \"late\" to pay us 4 times in 8 paychecks this year, blames it on the bank everytime. As the title says, my employer has been late to pay us 4 times in the last 8 paychecks this year. Each time our finance person blames this either on our bank triggering \"fraud\" alerts and flagging the funds for review before they will release the ACH transfer or some other issue with the bank completing the transfer despite having submitted everything properly \"on our side\".   I've been working for 20 years at various jobs and have never had late paychecks like this. My question is - is this a real thing people deal with at companies? We have roughly 100 employees so we're not super small. To me, it feels like the company doesn't have the money and are delaying, as it's always the same excuse. I know they used Chase previously and then switched to Silicon Valley Bank.   Any insight from someone who works behind the scenes would be appreciated.","c_root_id_A":"dxp5f3r","c_root_id_B":"dxoyot3","created_at_utc_A":1524253601,"created_at_utc_B":1524247222,"score_A":11,"score_B":10,"human_ref_A":"There's 2 realistic explanations for this, unless you work somewhere that's engaged in a business that would regularly trigger fraud alerts like a Marijuana dispensary  1) The person in treasury\/accounting responsible for funding the payroll account is a lazy idiot who doesn't actually do things correctly or on time, leading to delays and a risk of bounced checks  2) The company is hanging on by a thread, financially, and can barely scrape the money together to pay you guys.","human_ref_B":"Well there is a 2-3 turnaround on direct deposit transfers so it is possible they aren't transmitting the data on time for it to hit on paycheck date.  How late has it been each time? One day or more?  If you are in California (silicon valley bank)  https:\/\/www.dir.ca.gov\/dlse\/FAQ_Paydays.htm","labels":1,"seconds_difference":6379.0,"score_ratio":1.1}
{"post_id":"8doyx7","domain":"askhr_validation","upvote_ratio":0.95,"history":"My employer has been \"late\" to pay us 4 times in 8 paychecks this year, blames it on the bank everytime. As the title says, my employer has been late to pay us 4 times in the last 8 paychecks this year. Each time our finance person blames this either on our bank triggering \"fraud\" alerts and flagging the funds for review before they will release the ACH transfer or some other issue with the bank completing the transfer despite having submitted everything properly \"on our side\".   I've been working for 20 years at various jobs and have never had late paychecks like this. My question is - is this a real thing people deal with at companies? We have roughly 100 employees so we're not super small. To me, it feels like the company doesn't have the money and are delaying, as it's always the same excuse. I know they used Chase previously and then switched to Silicon Valley Bank.   Any insight from someone who works behind the scenes would be appreciated.","c_root_id_A":"dxpiqnj","c_root_id_B":"dxpetr6","created_at_utc_A":1524267948,"created_at_utc_B":1524263407,"score_A":4,"score_B":2,"human_ref_A":"Get out now. I worked for an employer for 3 years who made me tell the employees that it was the \u201cbanks fault\u201d I knew better, since I always submitted the payroll reports to him on time (he did the actual payments). You can do better somewhere else, or at least the same. Don\u2019t go down with a sinking ship.","human_ref_B":"If you're in California, you can report a labor law violation, specifically late paychecks.  That will trigger an investigation by the office of the labor commissioner. An investigation of that sort might prompt the company to be more conscientious about paying everyone on time.","labels":1,"seconds_difference":4541.0,"score_ratio":2.0}
{"post_id":"wjk961","domain":"askhr_validation","upvote_ratio":0.87,"history":"[TX] Work during PTO Can an employer state that you are \"expected to engage with email and answer your work phone\" during PTO.  Although it's common to stay in touch with a busy work environment, can they mandate this activity?","c_root_id_A":"ijigja8","c_root_id_B":"ijhujd2","created_at_utc_A":1660003247,"created_at_utc_B":1659994130,"score_A":47,"score_B":17,"human_ref_A":"Take a cruise where you don\u2019t have phone or internet service\u2026","human_ref_B":"Yes. PTO is not protected by law.","labels":1,"seconds_difference":9117.0,"score_ratio":2.7647058824}
{"post_id":"wjk961","domain":"askhr_validation","upvote_ratio":0.87,"history":"[TX] Work during PTO Can an employer state that you are \"expected to engage with email and answer your work phone\" during PTO.  Although it's common to stay in touch with a busy work environment, can they mandate this activity?","c_root_id_A":"ijigja8","c_root_id_B":"iji8gjj","created_at_utc_A":1660003247,"created_at_utc_B":1659999800,"score_A":47,"score_B":18,"human_ref_A":"Take a cruise where you don\u2019t have phone or internet service\u2026","human_ref_B":"Time to find a better workplace.","labels":1,"seconds_difference":3447.0,"score_ratio":2.6111111111}
{"post_id":"wjk961","domain":"askhr_validation","upvote_ratio":0.87,"history":"[TX] Work during PTO Can an employer state that you are \"expected to engage with email and answer your work phone\" during PTO.  Although it's common to stay in touch with a busy work environment, can they mandate this activity?","c_root_id_A":"ijigja8","c_root_id_B":"ijhyj6u","created_at_utc_A":1660003247,"created_at_utc_B":1659995714,"score_A":47,"score_B":4,"human_ref_A":"Take a cruise where you don\u2019t have phone or internet service\u2026","human_ref_B":"Yes they can","labels":1,"seconds_difference":7533.0,"score_ratio":11.75}
{"post_id":"wjk961","domain":"askhr_validation","upvote_ratio":0.87,"history":"[TX] Work during PTO Can an employer state that you are \"expected to engage with email and answer your work phone\" during PTO.  Although it's common to stay in touch with a busy work environment, can they mandate this activity?","c_root_id_A":"ijinysv","c_root_id_B":"ijhujd2","created_at_utc_A":1660006429,"created_at_utc_B":1659994130,"score_A":43,"score_B":17,"human_ref_A":"You mean \u201cPretend Time Off?\u201d","human_ref_B":"Yes. PTO is not protected by law.","labels":1,"seconds_difference":12299.0,"score_ratio":2.5294117647}
{"post_id":"wjk961","domain":"askhr_validation","upvote_ratio":0.87,"history":"[TX] Work during PTO Can an employer state that you are \"expected to engage with email and answer your work phone\" during PTO.  Although it's common to stay in touch with a busy work environment, can they mandate this activity?","c_root_id_A":"ijinysv","c_root_id_B":"iji8gjj","created_at_utc_A":1660006429,"created_at_utc_B":1659999800,"score_A":43,"score_B":18,"human_ref_A":"You mean \u201cPretend Time Off?\u201d","human_ref_B":"Time to find a better workplace.","labels":1,"seconds_difference":6629.0,"score_ratio":2.3888888889}
{"post_id":"wjk961","domain":"askhr_validation","upvote_ratio":0.87,"history":"[TX] Work during PTO Can an employer state that you are \"expected to engage with email and answer your work phone\" during PTO.  Although it's common to stay in touch with a busy work environment, can they mandate this activity?","c_root_id_A":"ijhyj6u","c_root_id_B":"ijinysv","created_at_utc_A":1659995714,"created_at_utc_B":1660006429,"score_A":4,"score_B":43,"human_ref_A":"Yes they can","human_ref_B":"You mean \u201cPretend Time Off?\u201d","labels":0,"seconds_difference":10715.0,"score_ratio":10.75}
{"post_id":"wjk961","domain":"askhr_validation","upvote_ratio":0.87,"history":"[TX] Work during PTO Can an employer state that you are \"expected to engage with email and answer your work phone\" during PTO.  Although it's common to stay in touch with a busy work environment, can they mandate this activity?","c_root_id_A":"ijhujd2","c_root_id_B":"iji8gjj","created_at_utc_A":1659994130,"created_at_utc_B":1659999800,"score_A":17,"score_B":18,"human_ref_A":"Yes. PTO is not protected by law.","human_ref_B":"Time to find a better workplace.","labels":0,"seconds_difference":5670.0,"score_ratio":1.0588235294}
{"post_id":"wjk961","domain":"askhr_validation","upvote_ratio":0.87,"history":"[TX] Work during PTO Can an employer state that you are \"expected to engage with email and answer your work phone\" during PTO.  Although it's common to stay in touch with a busy work environment, can they mandate this activity?","c_root_id_A":"iji8gjj","c_root_id_B":"ijhyj6u","created_at_utc_A":1659999800,"created_at_utc_B":1659995714,"score_A":18,"score_B":4,"human_ref_A":"Time to find a better workplace.","human_ref_B":"Yes they can","labels":1,"seconds_difference":4086.0,"score_ratio":4.5}
{"post_id":"wjk961","domain":"askhr_validation","upvote_ratio":0.87,"history":"[TX] Work during PTO Can an employer state that you are \"expected to engage with email and answer your work phone\" during PTO.  Although it's common to stay in touch with a busy work environment, can they mandate this activity?","c_root_id_A":"ijjj549","c_root_id_B":"ijhyj6u","created_at_utc_A":1660021247,"created_at_utc_B":1659995714,"score_A":14,"score_B":4,"human_ref_A":"Find a better job. I get in trouble with my boss if I respond to an email while on vacation.  Time of by definition is OFF.","human_ref_B":"Yes they can","labels":1,"seconds_difference":25533.0,"score_ratio":3.5}
{"post_id":"wjk961","domain":"askhr_validation","upvote_ratio":0.87,"history":"[TX] Work during PTO Can an employer state that you are \"expected to engage with email and answer your work phone\" during PTO.  Although it's common to stay in touch with a busy work environment, can they mandate this activity?","c_root_id_A":"ijjj549","c_root_id_B":"ijj3j7j","created_at_utc_A":1660021247,"created_at_utc_B":1660013125,"score_A":14,"score_B":4,"human_ref_A":"Find a better job. I get in trouble with my boss if I respond to an email while on vacation.  Time of by definition is OFF.","human_ref_B":"It can happen, especially during peak times.  Instead of blacking out PTO availability during peak, our directors will allow PTO, as long as you\u2019re available in emergent situations.  Most of our staff prefer this, because our competitors black out peak instead of allowing people to manage their work as they see fit.  I personally don\u2019t take time off during peak (maybe a day or two) because I\u2019d rather save my PTO, but a lot of my peers want the week between Christmas and New Years off\u2026 so they are somewhat available while on PTO during that time.  They will check in once or twice a day but are definately not glued to their phones.","labels":1,"seconds_difference":8122.0,"score_ratio":3.5}
{"post_id":"wjk961","domain":"askhr_validation","upvote_ratio":0.87,"history":"[TX] Work during PTO Can an employer state that you are \"expected to engage with email and answer your work phone\" during PTO.  Although it's common to stay in touch with a busy work environment, can they mandate this activity?","c_root_id_A":"ijjj549","c_root_id_B":"ijj6iyq","created_at_utc_A":1660021247,"created_at_utc_B":1660014500,"score_A":14,"score_B":3,"human_ref_A":"Find a better job. I get in trouble with my boss if I respond to an email while on vacation.  Time of by definition is OFF.","human_ref_B":"Sure they can.  Is it reasonable for the industry\/work you do? Do you travel to other countries where your employer will need to purchase a travel plan for you to have access? Do you ever take a weekend trip to the mountains?  Being inaccessible sometimes is absolutely going to happen and would need to be discussed....or you'd have to be okay working for an employer where you are limited in where you can travel for the rest of your employment with them.","labels":1,"seconds_difference":6747.0,"score_ratio":4.6666666667}
{"post_id":"wjk961","domain":"askhr_validation","upvote_ratio":0.87,"history":"[TX] Work during PTO Can an employer state that you are \"expected to engage with email and answer your work phone\" during PTO.  Although it's common to stay in touch with a busy work environment, can they mandate this activity?","c_root_id_A":"ijjj549","c_root_id_B":"ijjfrnv","created_at_utc_A":1660021247,"created_at_utc_B":1660019275,"score_A":14,"score_B":2,"human_ref_A":"Find a better job. I get in trouble with my boss if I respond to an email while on vacation.  Time of by definition is OFF.","human_ref_B":"Yes. No federal requirements for employers to provide paid time off. It\u2019s discretionary and they can establish many of their own rules. And based upon where you\u2019re located, I imagine your state didn\u2019t step in and pass stricter protections for worker rights \ud83e\udd23","labels":1,"seconds_difference":1972.0,"score_ratio":7.0}
{"post_id":"wjk961","domain":"askhr_validation","upvote_ratio":0.87,"history":"[TX] Work during PTO Can an employer state that you are \"expected to engage with email and answer your work phone\" during PTO.  Although it's common to stay in touch with a busy work environment, can they mandate this activity?","c_root_id_A":"ijl25uc","c_root_id_B":"ijkrnsi","created_at_utc_A":1660055775,"created_at_utc_B":1660051342,"score_A":8,"score_B":6,"human_ref_A":"Can they?  Yes.  Is it a sign of bad management?  Double yes.  Unless you have emergency\/specialized duties that absolutely could not be monitored by literally any other human in the org, they shouldn't request you do anything while your on vacation.","human_ref_B":"Everything I read on here just makes me feel more and more sympathy for Americans. We\u2019re significantly more protected in Australia","labels":1,"seconds_difference":4433.0,"score_ratio":1.3333333333}
{"post_id":"wjk961","domain":"askhr_validation","upvote_ratio":0.87,"history":"[TX] Work during PTO Can an employer state that you are \"expected to engage with email and answer your work phone\" during PTO.  Although it's common to stay in touch with a busy work environment, can they mandate this activity?","c_root_id_A":"ijhyj6u","c_root_id_B":"ijl25uc","created_at_utc_A":1659995714,"created_at_utc_B":1660055775,"score_A":4,"score_B":8,"human_ref_A":"Yes they can","human_ref_B":"Can they?  Yes.  Is it a sign of bad management?  Double yes.  Unless you have emergency\/specialized duties that absolutely could not be monitored by literally any other human in the org, they shouldn't request you do anything while your on vacation.","labels":0,"seconds_difference":60061.0,"score_ratio":2.0}
{"post_id":"wjk961","domain":"askhr_validation","upvote_ratio":0.87,"history":"[TX] Work during PTO Can an employer state that you are \"expected to engage with email and answer your work phone\" during PTO.  Although it's common to stay in touch with a busy work environment, can they mandate this activity?","c_root_id_A":"ijl25uc","c_root_id_B":"ijj3j7j","created_at_utc_A":1660055775,"created_at_utc_B":1660013125,"score_A":8,"score_B":4,"human_ref_A":"Can they?  Yes.  Is it a sign of bad management?  Double yes.  Unless you have emergency\/specialized duties that absolutely could not be monitored by literally any other human in the org, they shouldn't request you do anything while your on vacation.","human_ref_B":"It can happen, especially during peak times.  Instead of blacking out PTO availability during peak, our directors will allow PTO, as long as you\u2019re available in emergent situations.  Most of our staff prefer this, because our competitors black out peak instead of allowing people to manage their work as they see fit.  I personally don\u2019t take time off during peak (maybe a day or two) because I\u2019d rather save my PTO, but a lot of my peers want the week between Christmas and New Years off\u2026 so they are somewhat available while on PTO during that time.  They will check in once or twice a day but are definately not glued to their phones.","labels":1,"seconds_difference":42650.0,"score_ratio":2.0}
{"post_id":"wjk961","domain":"askhr_validation","upvote_ratio":0.87,"history":"[TX] Work during PTO Can an employer state that you are \"expected to engage with email and answer your work phone\" during PTO.  Although it's common to stay in touch with a busy work environment, can they mandate this activity?","c_root_id_A":"ijl25uc","c_root_id_B":"ijj6iyq","created_at_utc_A":1660055775,"created_at_utc_B":1660014500,"score_A":8,"score_B":3,"human_ref_A":"Can they?  Yes.  Is it a sign of bad management?  Double yes.  Unless you have emergency\/specialized duties that absolutely could not be monitored by literally any other human in the org, they shouldn't request you do anything while your on vacation.","human_ref_B":"Sure they can.  Is it reasonable for the industry\/work you do? Do you travel to other countries where your employer will need to purchase a travel plan for you to have access? Do you ever take a weekend trip to the mountains?  Being inaccessible sometimes is absolutely going to happen and would need to be discussed....or you'd have to be okay working for an employer where you are limited in where you can travel for the rest of your employment with them.","labels":1,"seconds_difference":41275.0,"score_ratio":2.6666666667}
{"post_id":"wjk961","domain":"askhr_validation","upvote_ratio":0.87,"history":"[TX] Work during PTO Can an employer state that you are \"expected to engage with email and answer your work phone\" during PTO.  Although it's common to stay in touch with a busy work environment, can they mandate this activity?","c_root_id_A":"ijjsnb4","c_root_id_B":"ijl25uc","created_at_utc_A":1660027706,"created_at_utc_B":1660055775,"score_A":3,"score_B":8,"human_ref_A":"This is why i set the expectation from day one that I am not available after hours unless there's a catastrophic emergency only i can fix or that i will be entirely mia on time off","human_ref_B":"Can they?  Yes.  Is it a sign of bad management?  Double yes.  Unless you have emergency\/specialized duties that absolutely could not be monitored by literally any other human in the org, they shouldn't request you do anything while your on vacation.","labels":0,"seconds_difference":28069.0,"score_ratio":2.6666666667}
{"post_id":"wjk961","domain":"askhr_validation","upvote_ratio":0.87,"history":"[TX] Work during PTO Can an employer state that you are \"expected to engage with email and answer your work phone\" during PTO.  Although it's common to stay in touch with a busy work environment, can they mandate this activity?","c_root_id_A":"ijjfrnv","c_root_id_B":"ijl25uc","created_at_utc_A":1660019275,"created_at_utc_B":1660055775,"score_A":2,"score_B":8,"human_ref_A":"Yes. No federal requirements for employers to provide paid time off. It\u2019s discretionary and they can establish many of their own rules. And based upon where you\u2019re located, I imagine your state didn\u2019t step in and pass stricter protections for worker rights \ud83e\udd23","human_ref_B":"Can they?  Yes.  Is it a sign of bad management?  Double yes.  Unless you have emergency\/specialized duties that absolutely could not be monitored by literally any other human in the org, they shouldn't request you do anything while your on vacation.","labels":0,"seconds_difference":36500.0,"score_ratio":4.0}
{"post_id":"wjk961","domain":"askhr_validation","upvote_ratio":0.87,"history":"[TX] Work during PTO Can an employer state that you are \"expected to engage with email and answer your work phone\" during PTO.  Although it's common to stay in touch with a busy work environment, can they mandate this activity?","c_root_id_A":"ijl25uc","c_root_id_B":"ijl1b37","created_at_utc_A":1660055775,"created_at_utc_B":1660055432,"score_A":8,"score_B":2,"human_ref_A":"Can they?  Yes.  Is it a sign of bad management?  Double yes.  Unless you have emergency\/specialized duties that absolutely could not be monitored by literally any other human in the org, they shouldn't request you do anything while your on vacation.","human_ref_B":"In my company we get PTO by the hour so instead of taking 8 hours for the occasional day, we take 7.5 with the other half hour for staying on top of things, waiting for something that is urgent etc. Those half hours add up and gives you an extra day or two of PTO by the end of the year. We let it be known if we will be off the grid and not checking email such as when we are actually going away and leaving the laptop home. For the most part this is never an issue and not checking email is encouraged.","labels":1,"seconds_difference":343.0,"score_ratio":4.0}
{"post_id":"wjk961","domain":"askhr_validation","upvote_ratio":0.87,"history":"[TX] Work during PTO Can an employer state that you are \"expected to engage with email and answer your work phone\" during PTO.  Although it's common to stay in touch with a busy work environment, can they mandate this activity?","c_root_id_A":"ijkrnsi","c_root_id_B":"ijhyj6u","created_at_utc_A":1660051342,"created_at_utc_B":1659995714,"score_A":6,"score_B":4,"human_ref_A":"Everything I read on here just makes me feel more and more sympathy for Americans. We\u2019re significantly more protected in Australia","human_ref_B":"Yes they can","labels":1,"seconds_difference":55628.0,"score_ratio":1.5}
{"post_id":"wjk961","domain":"askhr_validation","upvote_ratio":0.87,"history":"[TX] Work during PTO Can an employer state that you are \"expected to engage with email and answer your work phone\" during PTO.  Although it's common to stay in touch with a busy work environment, can they mandate this activity?","c_root_id_A":"ijj3j7j","c_root_id_B":"ijkrnsi","created_at_utc_A":1660013125,"created_at_utc_B":1660051342,"score_A":4,"score_B":6,"human_ref_A":"It can happen, especially during peak times.  Instead of blacking out PTO availability during peak, our directors will allow PTO, as long as you\u2019re available in emergent situations.  Most of our staff prefer this, because our competitors black out peak instead of allowing people to manage their work as they see fit.  I personally don\u2019t take time off during peak (maybe a day or two) because I\u2019d rather save my PTO, but a lot of my peers want the week between Christmas and New Years off\u2026 so they are somewhat available while on PTO during that time.  They will check in once or twice a day but are definately not glued to their phones.","human_ref_B":"Everything I read on here just makes me feel more and more sympathy for Americans. We\u2019re significantly more protected in Australia","labels":0,"seconds_difference":38217.0,"score_ratio":1.5}
{"post_id":"wjk961","domain":"askhr_validation","upvote_ratio":0.87,"history":"[TX] Work during PTO Can an employer state that you are \"expected to engage with email and answer your work phone\" during PTO.  Although it's common to stay in touch with a busy work environment, can they mandate this activity?","c_root_id_A":"ijj6iyq","c_root_id_B":"ijkrnsi","created_at_utc_A":1660014500,"created_at_utc_B":1660051342,"score_A":3,"score_B":6,"human_ref_A":"Sure they can.  Is it reasonable for the industry\/work you do? Do you travel to other countries where your employer will need to purchase a travel plan for you to have access? Do you ever take a weekend trip to the mountains?  Being inaccessible sometimes is absolutely going to happen and would need to be discussed....or you'd have to be okay working for an employer where you are limited in where you can travel for the rest of your employment with them.","human_ref_B":"Everything I read on here just makes me feel more and more sympathy for Americans. We\u2019re significantly more protected in Australia","labels":0,"seconds_difference":36842.0,"score_ratio":2.0}
{"post_id":"wjk961","domain":"askhr_validation","upvote_ratio":0.87,"history":"[TX] Work during PTO Can an employer state that you are \"expected to engage with email and answer your work phone\" during PTO.  Although it's common to stay in touch with a busy work environment, can they mandate this activity?","c_root_id_A":"ijkrnsi","c_root_id_B":"ijjsnb4","created_at_utc_A":1660051342,"created_at_utc_B":1660027706,"score_A":6,"score_B":3,"human_ref_A":"Everything I read on here just makes me feel more and more sympathy for Americans. We\u2019re significantly more protected in Australia","human_ref_B":"This is why i set the expectation from day one that I am not available after hours unless there's a catastrophic emergency only i can fix or that i will be entirely mia on time off","labels":1,"seconds_difference":23636.0,"score_ratio":2.0}
{"post_id":"wjk961","domain":"askhr_validation","upvote_ratio":0.87,"history":"[TX] Work during PTO Can an employer state that you are \"expected to engage with email and answer your work phone\" during PTO.  Although it's common to stay in touch with a busy work environment, can they mandate this activity?","c_root_id_A":"ijkrnsi","c_root_id_B":"ijjfrnv","created_at_utc_A":1660051342,"created_at_utc_B":1660019275,"score_A":6,"score_B":2,"human_ref_A":"Everything I read on here just makes me feel more and more sympathy for Americans. We\u2019re significantly more protected in Australia","human_ref_B":"Yes. No federal requirements for employers to provide paid time off. It\u2019s discretionary and they can establish many of their own rules. And based upon where you\u2019re located, I imagine your state didn\u2019t step in and pass stricter protections for worker rights \ud83e\udd23","labels":1,"seconds_difference":32067.0,"score_ratio":3.0}
{"post_id":"wjk961","domain":"askhr_validation","upvote_ratio":0.87,"history":"[TX] Work during PTO Can an employer state that you are \"expected to engage with email and answer your work phone\" during PTO.  Although it's common to stay in touch with a busy work environment, can they mandate this activity?","c_root_id_A":"ijl4wcj","c_root_id_B":"ijhyj6u","created_at_utc_A":1660056842,"created_at_utc_B":1659995714,"score_A":5,"score_B":4,"human_ref_A":"I read a story of this guy who always told his coworkers he was going camping on his PTO and wouldn\u2019t have signal. Worked like a charm","human_ref_B":"Yes they can","labels":1,"seconds_difference":61128.0,"score_ratio":1.25}
{"post_id":"wjk961","domain":"askhr_validation","upvote_ratio":0.87,"history":"[TX] Work during PTO Can an employer state that you are \"expected to engage with email and answer your work phone\" during PTO.  Although it's common to stay in touch with a busy work environment, can they mandate this activity?","c_root_id_A":"ijl4wcj","c_root_id_B":"ijj3j7j","created_at_utc_A":1660056842,"created_at_utc_B":1660013125,"score_A":5,"score_B":4,"human_ref_A":"I read a story of this guy who always told his coworkers he was going camping on his PTO and wouldn\u2019t have signal. Worked like a charm","human_ref_B":"It can happen, especially during peak times.  Instead of blacking out PTO availability during peak, our directors will allow PTO, as long as you\u2019re available in emergent situations.  Most of our staff prefer this, because our competitors black out peak instead of allowing people to manage their work as they see fit.  I personally don\u2019t take time off during peak (maybe a day or two) because I\u2019d rather save my PTO, but a lot of my peers want the week between Christmas and New Years off\u2026 so they are somewhat available while on PTO during that time.  They will check in once or twice a day but are definately not glued to their phones.","labels":1,"seconds_difference":43717.0,"score_ratio":1.25}
{"post_id":"wjk961","domain":"askhr_validation","upvote_ratio":0.87,"history":"[TX] Work during PTO Can an employer state that you are \"expected to engage with email and answer your work phone\" during PTO.  Although it's common to stay in touch with a busy work environment, can they mandate this activity?","c_root_id_A":"ijj6iyq","c_root_id_B":"ijl4wcj","created_at_utc_A":1660014500,"created_at_utc_B":1660056842,"score_A":3,"score_B":5,"human_ref_A":"Sure they can.  Is it reasonable for the industry\/work you do? Do you travel to other countries where your employer will need to purchase a travel plan for you to have access? Do you ever take a weekend trip to the mountains?  Being inaccessible sometimes is absolutely going to happen and would need to be discussed....or you'd have to be okay working for an employer where you are limited in where you can travel for the rest of your employment with them.","human_ref_B":"I read a story of this guy who always told his coworkers he was going camping on his PTO and wouldn\u2019t have signal. Worked like a charm","labels":0,"seconds_difference":42342.0,"score_ratio":1.6666666667}
{"post_id":"wjk961","domain":"askhr_validation","upvote_ratio":0.87,"history":"[TX] Work during PTO Can an employer state that you are \"expected to engage with email and answer your work phone\" during PTO.  Although it's common to stay in touch with a busy work environment, can they mandate this activity?","c_root_id_A":"ijjsnb4","c_root_id_B":"ijl4wcj","created_at_utc_A":1660027706,"created_at_utc_B":1660056842,"score_A":3,"score_B":5,"human_ref_A":"This is why i set the expectation from day one that I am not available after hours unless there's a catastrophic emergency only i can fix or that i will be entirely mia on time off","human_ref_B":"I read a story of this guy who always told his coworkers he was going camping on his PTO and wouldn\u2019t have signal. Worked like a charm","labels":0,"seconds_difference":29136.0,"score_ratio":1.6666666667}
{"post_id":"wjk961","domain":"askhr_validation","upvote_ratio":0.87,"history":"[TX] Work during PTO Can an employer state that you are \"expected to engage with email and answer your work phone\" during PTO.  Although it's common to stay in touch with a busy work environment, can they mandate this activity?","c_root_id_A":"ijjfrnv","c_root_id_B":"ijl4wcj","created_at_utc_A":1660019275,"created_at_utc_B":1660056842,"score_A":2,"score_B":5,"human_ref_A":"Yes. No federal requirements for employers to provide paid time off. It\u2019s discretionary and they can establish many of their own rules. And based upon where you\u2019re located, I imagine your state didn\u2019t step in and pass stricter protections for worker rights \ud83e\udd23","human_ref_B":"I read a story of this guy who always told his coworkers he was going camping on his PTO and wouldn\u2019t have signal. Worked like a charm","labels":0,"seconds_difference":37567.0,"score_ratio":2.5}
{"post_id":"wjk961","domain":"askhr_validation","upvote_ratio":0.87,"history":"[TX] Work during PTO Can an employer state that you are \"expected to engage with email and answer your work phone\" during PTO.  Although it's common to stay in touch with a busy work environment, can they mandate this activity?","c_root_id_A":"ijl1b37","c_root_id_B":"ijl4wcj","created_at_utc_A":1660055432,"created_at_utc_B":1660056842,"score_A":2,"score_B":5,"human_ref_A":"In my company we get PTO by the hour so instead of taking 8 hours for the occasional day, we take 7.5 with the other half hour for staying on top of things, waiting for something that is urgent etc. Those half hours add up and gives you an extra day or two of PTO by the end of the year. We let it be known if we will be off the grid and not checking email such as when we are actually going away and leaving the laptop home. For the most part this is never an issue and not checking email is encouraged.","human_ref_B":"I read a story of this guy who always told his coworkers he was going camping on his PTO and wouldn\u2019t have signal. Worked like a charm","labels":0,"seconds_difference":1410.0,"score_ratio":2.5}
{"post_id":"wjk961","domain":"askhr_validation","upvote_ratio":0.87,"history":"[TX] Work during PTO Can an employer state that you are \"expected to engage with email and answer your work phone\" during PTO.  Although it's common to stay in touch with a busy work environment, can they mandate this activity?","c_root_id_A":"ijj6iyq","c_root_id_B":"ijla6vh","created_at_utc_A":1660014500,"created_at_utc_B":1660058893,"score_A":3,"score_B":4,"human_ref_A":"Sure they can.  Is it reasonable for the industry\/work you do? Do you travel to other countries where your employer will need to purchase a travel plan for you to have access? Do you ever take a weekend trip to the mountains?  Being inaccessible sometimes is absolutely going to happen and would need to be discussed....or you'd have to be okay working for an employer where you are limited in where you can travel for the rest of your employment with them.","human_ref_B":"Take your PTO, just email blast EVERYONE that you will not be available and are taking approved PTO .","labels":0,"seconds_difference":44393.0,"score_ratio":1.3333333333}
{"post_id":"wjk961","domain":"askhr_validation","upvote_ratio":0.87,"history":"[TX] Work during PTO Can an employer state that you are \"expected to engage with email and answer your work phone\" during PTO.  Although it's common to stay in touch with a busy work environment, can they mandate this activity?","c_root_id_A":"ijla6vh","c_root_id_B":"ijjsnb4","created_at_utc_A":1660058893,"created_at_utc_B":1660027706,"score_A":4,"score_B":3,"human_ref_A":"Take your PTO, just email blast EVERYONE that you will not be available and are taking approved PTO .","human_ref_B":"This is why i set the expectation from day one that I am not available after hours unless there's a catastrophic emergency only i can fix or that i will be entirely mia on time off","labels":1,"seconds_difference":31187.0,"score_ratio":1.3333333333}
{"post_id":"wjk961","domain":"askhr_validation","upvote_ratio":0.87,"history":"[TX] Work during PTO Can an employer state that you are \"expected to engage with email and answer your work phone\" during PTO.  Although it's common to stay in touch with a busy work environment, can they mandate this activity?","c_root_id_A":"ijla6vh","c_root_id_B":"ijjfrnv","created_at_utc_A":1660058893,"created_at_utc_B":1660019275,"score_A":4,"score_B":2,"human_ref_A":"Take your PTO, just email blast EVERYONE that you will not be available and are taking approved PTO .","human_ref_B":"Yes. No federal requirements for employers to provide paid time off. It\u2019s discretionary and they can establish many of their own rules. And based upon where you\u2019re located, I imagine your state didn\u2019t step in and pass stricter protections for worker rights \ud83e\udd23","labels":1,"seconds_difference":39618.0,"score_ratio":2.0}
{"post_id":"wjk961","domain":"askhr_validation","upvote_ratio":0.87,"history":"[TX] Work during PTO Can an employer state that you are \"expected to engage with email and answer your work phone\" during PTO.  Although it's common to stay in touch with a busy work environment, can they mandate this activity?","c_root_id_A":"ijl1b37","c_root_id_B":"ijla6vh","created_at_utc_A":1660055432,"created_at_utc_B":1660058893,"score_A":2,"score_B":4,"human_ref_A":"In my company we get PTO by the hour so instead of taking 8 hours for the occasional day, we take 7.5 with the other half hour for staying on top of things, waiting for something that is urgent etc. Those half hours add up and gives you an extra day or two of PTO by the end of the year. We let it be known if we will be off the grid and not checking email such as when we are actually going away and leaving the laptop home. For the most part this is never an issue and not checking email is encouraged.","human_ref_B":"Take your PTO, just email blast EVERYONE that you will not be available and are taking approved PTO .","labels":0,"seconds_difference":3461.0,"score_ratio":2.0}
{"post_id":"wjk961","domain":"askhr_validation","upvote_ratio":0.87,"history":"[TX] Work during PTO Can an employer state that you are \"expected to engage with email and answer your work phone\" during PTO.  Although it's common to stay in touch with a busy work environment, can they mandate this activity?","c_root_id_A":"ijjfrnv","c_root_id_B":"ijjsnb4","created_at_utc_A":1660019275,"created_at_utc_B":1660027706,"score_A":2,"score_B":3,"human_ref_A":"Yes. No federal requirements for employers to provide paid time off. It\u2019s discretionary and they can establish many of their own rules. And based upon where you\u2019re located, I imagine your state didn\u2019t step in and pass stricter protections for worker rights \ud83e\udd23","human_ref_B":"This is why i set the expectation from day one that I am not available after hours unless there's a catastrophic emergency only i can fix or that i will be entirely mia on time off","labels":0,"seconds_difference":8431.0,"score_ratio":1.5}
{"post_id":"94bo7c","domain":"askhr_validation","upvote_ratio":0.99,"history":"[NC] Help dealing with emotional employee This morning I was providing coaching to an employee asking here to correct some minor errors in her work. While asking me some questions she started to break down and cry. I tried to gently ask if everything was ok and if she wanted to go into a conference room to talk.  She shock her head no that everything was not ok and did not want to talk about. She composed herself as much as she could and proceeded to ask her questions.  She has been emotional in the past and I gather from comments on prior reviews under other managers this is not uncommon and she perhaps deals with some underlying mental problems.  I am not a very emotional intelligent person and get very uncomfortable with other people's displays of emotion.  I am not sure how to handle these situations.   Any advice?","c_root_id_A":"e3jurbi","c_root_id_B":"e3kgka3","created_at_utc_A":1533321182,"created_at_utc_B":1533341226,"score_A":8,"score_B":11,"human_ref_A":"Ask her to go for a walk and get out of the office. Say you notice that she is holding a lot in, and that it starts to quite literally leak out in stressful situations. Add that you understand that those moments get compounded by embarrassment when she can't hold it together. Let her know she can talk to you about anything she is frustrated with in the workplace. Let her vent without offering much in return. Bring a lot of tissue.","human_ref_B":"I was definitely a crier when I was younger (partly because I wasn't very happy in my old line of work) and trust me, it's just mortifying for the person crying.  I think the best way to deal with it is to give them a tissue (I believe all meeting rooms should have tissues, both for criers and for people who sniff irritatingly or think it's ok to sneeze on their coworkers). Then go and get them a glass of water - don't ask if they want one, just go and get one for them and take a couple of minutes about it.  By the time you come back with the water they should have composed themselves and you can carry on as though nothing had happened.  I don't think it's a great idea to ask the employee to leave the room as they really don't want to face their coworkers while crying, that just makes it worse.","labels":0,"seconds_difference":20044.0,"score_ratio":1.375}
{"post_id":"94bo7c","domain":"askhr_validation","upvote_ratio":0.99,"history":"[NC] Help dealing with emotional employee This morning I was providing coaching to an employee asking here to correct some minor errors in her work. While asking me some questions she started to break down and cry. I tried to gently ask if everything was ok and if she wanted to go into a conference room to talk.  She shock her head no that everything was not ok and did not want to talk about. She composed herself as much as she could and proceeded to ask her questions.  She has been emotional in the past and I gather from comments on prior reviews under other managers this is not uncommon and she perhaps deals with some underlying mental problems.  I am not a very emotional intelligent person and get very uncomfortable with other people's displays of emotion.  I am not sure how to handle these situations.   Any advice?","c_root_id_A":"e3kgka3","c_root_id_B":"e3k7rdv","created_at_utc_A":1533341226,"created_at_utc_B":1533332614,"score_A":11,"score_B":10,"human_ref_A":"I was definitely a crier when I was younger (partly because I wasn't very happy in my old line of work) and trust me, it's just mortifying for the person crying.  I think the best way to deal with it is to give them a tissue (I believe all meeting rooms should have tissues, both for criers and for people who sniff irritatingly or think it's ok to sneeze on their coworkers). Then go and get them a glass of water - don't ask if they want one, just go and get one for them and take a couple of minutes about it.  By the time you come back with the water they should have composed themselves and you can carry on as though nothing had happened.  I don't think it's a great idea to ask the employee to leave the room as they really don't want to face their coworkers while crying, that just makes it worse.","human_ref_B":"Does your company offer an EAP? Might be smart to remind her what your company offers on top of what others are saying.","labels":1,"seconds_difference":8612.0,"score_ratio":1.1}
{"post_id":"94bo7c","domain":"askhr_validation","upvote_ratio":0.99,"history":"[NC] Help dealing with emotional employee This morning I was providing coaching to an employee asking here to correct some minor errors in her work. While asking me some questions she started to break down and cry. I tried to gently ask if everything was ok and if she wanted to go into a conference room to talk.  She shock her head no that everything was not ok and did not want to talk about. She composed herself as much as she could and proceeded to ask her questions.  She has been emotional in the past and I gather from comments on prior reviews under other managers this is not uncommon and she perhaps deals with some underlying mental problems.  I am not a very emotional intelligent person and get very uncomfortable with other people's displays of emotion.  I am not sure how to handle these situations.   Any advice?","c_root_id_A":"e3kgka3","c_root_id_B":"e3k77k4","created_at_utc_A":1533341226,"created_at_utc_B":1533332113,"score_A":11,"score_B":5,"human_ref_A":"I was definitely a crier when I was younger (partly because I wasn't very happy in my old line of work) and trust me, it's just mortifying for the person crying.  I think the best way to deal with it is to give them a tissue (I believe all meeting rooms should have tissues, both for criers and for people who sniff irritatingly or think it's ok to sneeze on their coworkers). Then go and get them a glass of water - don't ask if they want one, just go and get one for them and take a couple of minutes about it.  By the time you come back with the water they should have composed themselves and you can carry on as though nothing had happened.  I don't think it's a great idea to ask the employee to leave the room as they really don't want to face their coworkers while crying, that just makes it worse.","human_ref_B":"Give her a moment to compose herself and continue. Every time.","labels":1,"seconds_difference":9113.0,"score_ratio":2.2}
{"post_id":"94bo7c","domain":"askhr_validation","upvote_ratio":0.99,"history":"[NC] Help dealing with emotional employee This morning I was providing coaching to an employee asking here to correct some minor errors in her work. While asking me some questions she started to break down and cry. I tried to gently ask if everything was ok and if she wanted to go into a conference room to talk.  She shock her head no that everything was not ok and did not want to talk about. She composed herself as much as she could and proceeded to ask her questions.  She has been emotional in the past and I gather from comments on prior reviews under other managers this is not uncommon and she perhaps deals with some underlying mental problems.  I am not a very emotional intelligent person and get very uncomfortable with other people's displays of emotion.  I am not sure how to handle these situations.   Any advice?","c_root_id_A":"e3kgka3","c_root_id_B":"e3k8kq4","created_at_utc_A":1533341226,"created_at_utc_B":1533333367,"score_A":11,"score_B":4,"human_ref_A":"I was definitely a crier when I was younger (partly because I wasn't very happy in my old line of work) and trust me, it's just mortifying for the person crying.  I think the best way to deal with it is to give them a tissue (I believe all meeting rooms should have tissues, both for criers and for people who sniff irritatingly or think it's ok to sneeze on their coworkers). Then go and get them a glass of water - don't ask if they want one, just go and get one for them and take a couple of minutes about it.  By the time you come back with the water they should have composed themselves and you can carry on as though nothing had happened.  I don't think it's a great idea to ask the employee to leave the room as they really don't want to face their coworkers while crying, that just makes it worse.","human_ref_B":"Don't underestimate the role that female hormones play. You didn't specify how old she is but menopause can be hell on the emotions,  as can the menstrual cycle on younger women. Just acknowledge it, be kind, and move on. She's probably already beating herself up.for losing control. It will pass.","labels":1,"seconds_difference":7859.0,"score_ratio":2.75}
{"post_id":"94bo7c","domain":"askhr_validation","upvote_ratio":0.99,"history":"[NC] Help dealing with emotional employee This morning I was providing coaching to an employee asking here to correct some minor errors in her work. While asking me some questions she started to break down and cry. I tried to gently ask if everything was ok and if she wanted to go into a conference room to talk.  She shock her head no that everything was not ok and did not want to talk about. She composed herself as much as she could and proceeded to ask her questions.  She has been emotional in the past and I gather from comments on prior reviews under other managers this is not uncommon and she perhaps deals with some underlying mental problems.  I am not a very emotional intelligent person and get very uncomfortable with other people's displays of emotion.  I am not sure how to handle these situations.   Any advice?","c_root_id_A":"e3kgka3","c_root_id_B":"e3k7o1r","created_at_utc_A":1533341226,"created_at_utc_B":1533332531,"score_A":11,"score_B":2,"human_ref_A":"I was definitely a crier when I was younger (partly because I wasn't very happy in my old line of work) and trust me, it's just mortifying for the person crying.  I think the best way to deal with it is to give them a tissue (I believe all meeting rooms should have tissues, both for criers and for people who sniff irritatingly or think it's ok to sneeze on their coworkers). Then go and get them a glass of water - don't ask if they want one, just go and get one for them and take a couple of minutes about it.  By the time you come back with the water they should have composed themselves and you can carry on as though nothing had happened.  I don't think it's a great idea to ask the employee to leave the room as they really don't want to face their coworkers while crying, that just makes it worse.","human_ref_B":"Sometimes people handle stressful situations with tears. I also recommend what \/u\/Hrgooglefu said, talk to her without it being a coaching session.  There's been a handful of times I was brought to tears after being coached and it wasn't related to the coaching, it was a at home issue. Once my manager talked to me on the side and kept repeating this was just a check in, not a coaching session I felt freer to talk with her and advise there was an issue.  Trying to get composed again, it probably isn't work that's causing her to be upset.  I would not assume they have underlying mental problems, if the employee hears that they could take you to an ethics review.  You do not know.","labels":1,"seconds_difference":8695.0,"score_ratio":5.5}
{"post_id":"94bo7c","domain":"askhr_validation","upvote_ratio":0.99,"history":"[NC] Help dealing with emotional employee This morning I was providing coaching to an employee asking here to correct some minor errors in her work. While asking me some questions she started to break down and cry. I tried to gently ask if everything was ok and if she wanted to go into a conference room to talk.  She shock her head no that everything was not ok and did not want to talk about. She composed herself as much as she could and proceeded to ask her questions.  She has been emotional in the past and I gather from comments on prior reviews under other managers this is not uncommon and she perhaps deals with some underlying mental problems.  I am not a very emotional intelligent person and get very uncomfortable with other people's displays of emotion.  I am not sure how to handle these situations.   Any advice?","c_root_id_A":"e3jurbi","c_root_id_B":"e3k7rdv","created_at_utc_A":1533321182,"created_at_utc_B":1533332614,"score_A":8,"score_B":10,"human_ref_A":"Ask her to go for a walk and get out of the office. Say you notice that she is holding a lot in, and that it starts to quite literally leak out in stressful situations. Add that you understand that those moments get compounded by embarrassment when she can't hold it together. Let her know she can talk to you about anything she is frustrated with in the workplace. Let her vent without offering much in return. Bring a lot of tissue.","human_ref_B":"Does your company offer an EAP? Might be smart to remind her what your company offers on top of what others are saying.","labels":0,"seconds_difference":11432.0,"score_ratio":1.25}
{"post_id":"94bo7c","domain":"askhr_validation","upvote_ratio":0.99,"history":"[NC] Help dealing with emotional employee This morning I was providing coaching to an employee asking here to correct some minor errors in her work. While asking me some questions she started to break down and cry. I tried to gently ask if everything was ok and if she wanted to go into a conference room to talk.  She shock her head no that everything was not ok and did not want to talk about. She composed herself as much as she could and proceeded to ask her questions.  She has been emotional in the past and I gather from comments on prior reviews under other managers this is not uncommon and she perhaps deals with some underlying mental problems.  I am not a very emotional intelligent person and get very uncomfortable with other people's displays of emotion.  I am not sure how to handle these situations.   Any advice?","c_root_id_A":"e3k7rdv","c_root_id_B":"e3k77k4","created_at_utc_A":1533332614,"created_at_utc_B":1533332113,"score_A":10,"score_B":5,"human_ref_A":"Does your company offer an EAP? Might be smart to remind her what your company offers on top of what others are saying.","human_ref_B":"Give her a moment to compose herself and continue. Every time.","labels":1,"seconds_difference":501.0,"score_ratio":2.0}
{"post_id":"94bo7c","domain":"askhr_validation","upvote_ratio":0.99,"history":"[NC] Help dealing with emotional employee This morning I was providing coaching to an employee asking here to correct some minor errors in her work. While asking me some questions she started to break down and cry. I tried to gently ask if everything was ok and if she wanted to go into a conference room to talk.  She shock her head no that everything was not ok and did not want to talk about. She composed herself as much as she could and proceeded to ask her questions.  She has been emotional in the past and I gather from comments on prior reviews under other managers this is not uncommon and she perhaps deals with some underlying mental problems.  I am not a very emotional intelligent person and get very uncomfortable with other people's displays of emotion.  I am not sure how to handle these situations.   Any advice?","c_root_id_A":"e3k7rdv","c_root_id_B":"e3k7o1r","created_at_utc_A":1533332614,"created_at_utc_B":1533332531,"score_A":10,"score_B":2,"human_ref_A":"Does your company offer an EAP? Might be smart to remind her what your company offers on top of what others are saying.","human_ref_B":"Sometimes people handle stressful situations with tears. I also recommend what \/u\/Hrgooglefu said, talk to her without it being a coaching session.  There's been a handful of times I was brought to tears after being coached and it wasn't related to the coaching, it was a at home issue. Once my manager talked to me on the side and kept repeating this was just a check in, not a coaching session I felt freer to talk with her and advise there was an issue.  Trying to get composed again, it probably isn't work that's causing her to be upset.  I would not assume they have underlying mental problems, if the employee hears that they could take you to an ethics review.  You do not know.","labels":1,"seconds_difference":83.0,"score_ratio":5.0}
{"post_id":"94bo7c","domain":"askhr_validation","upvote_ratio":0.99,"history":"[NC] Help dealing with emotional employee This morning I was providing coaching to an employee asking here to correct some minor errors in her work. While asking me some questions she started to break down and cry. I tried to gently ask if everything was ok and if she wanted to go into a conference room to talk.  She shock her head no that everything was not ok and did not want to talk about. She composed herself as much as she could and proceeded to ask her questions.  She has been emotional in the past and I gather from comments on prior reviews under other managers this is not uncommon and she perhaps deals with some underlying mental problems.  I am not a very emotional intelligent person and get very uncomfortable with other people's displays of emotion.  I am not sure how to handle these situations.   Any advice?","c_root_id_A":"e3k7o1r","c_root_id_B":"e3k8kq4","created_at_utc_A":1533332531,"created_at_utc_B":1533333367,"score_A":2,"score_B":4,"human_ref_A":"Sometimes people handle stressful situations with tears. I also recommend what \/u\/Hrgooglefu said, talk to her without it being a coaching session.  There's been a handful of times I was brought to tears after being coached and it wasn't related to the coaching, it was a at home issue. Once my manager talked to me on the side and kept repeating this was just a check in, not a coaching session I felt freer to talk with her and advise there was an issue.  Trying to get composed again, it probably isn't work that's causing her to be upset.  I would not assume they have underlying mental problems, if the employee hears that they could take you to an ethics review.  You do not know.","human_ref_B":"Don't underestimate the role that female hormones play. You didn't specify how old she is but menopause can be hell on the emotions,  as can the menstrual cycle on younger women. Just acknowledge it, be kind, and move on. She's probably already beating herself up.for losing control. It will pass.","labels":0,"seconds_difference":836.0,"score_ratio":2.0}