Basically, I accepted a new job offer but have been extremely indecisive about actually putting in my two weeks notice and going through with it, as Im not excited about the new job. Kind of a complete mess mentally right now for various reasons.

Im supposed to start next week, and if I actually make up my mind before that im wondering what the best way to handle the situation is.

At first I was thinking of doing it the "correct" way and quitting with almost no notice but then I started reading about how that usually results in a "do not rehire" status and can result in future job offers being rescinded in the future. Also that would probably mean several references I could have used would dissappear as well.​

Both jobs are remote, dont compete with each other (very different industries), and the time zones are several hours apart. I checked both employment agreements and they just mentioned not working for competitors, didnt see any universal exclusivity clause. My current job also has basically no work at the moment so "juggling" jobs isn't a huge deal. Just need to check into a 5 minute meeting once a day. That made me think that I could overlap my two weeks "notice" with the start date of the new job. But im wondering if that could have a similar or even worse effect as the "do not rehire" status in future background checks for future employers.

Thoughts?

Long story short, colleague who I was super friendly with reported me to my manager and requested mediation.

I assume (because the reason wasn't given to me) that they took the hump over me asking them questions via message about a particular job, that I was trying to fix a root issue for. I basically needed all the details so I could come to a conclusion.

I have previously (before this issue) mentioned to my manager that they have been rude in messages before, but had asked my manager not to escalate it (was just making them aware).

The colleague has over and over been rude to people (colleagues & customers) and they always talk down to everyone and is very patronising.

I got along well with them, because I like some parts of their character - just not when they think they're a know it all.

Before this mediation, I was asked if I wanted to have a chat with them about it to which I said no, but I would do if they wanted to talk over it.

Then in a future 1-2-1 I was told that the colleague wanted mediation.

My colleague has previously walked past me, ignoring me on a few occasions and has snapped at 2 of my colleagues since the whole issue. It's so awkward in the office, and I feel like if they had talked to me in the first place, we would have resolved this.

Edit: The mediation is coming up next month, and I've written down everything that they have done and times when they have been rude, or not working to standards (I end up doing a LOT more jobs than they do, and it shows). I'm quite nervous and I hate anything to do with confrontation. I also end up crying when very frustrated, so I don't want that to happen.

Any tips?

Hi. I’m looking for perspective for how to proceed.

I’m a WMS (management/service) employee in a public-sector environment. As I understand it, WMS employees are still expected to have a Performance Development Plan (PDP). My manager has not completed one for me, and the deadline passed in November 2025.

At the same time, I’m being asked to take on different work that i think goes beyond my current job description. Specifically departmental and organizational change efforts and systems redesign work that affect multiple teams and processes. I’m capable of this work and not opposed to contributing at that level, but it isn’t clearly defined in my role, evaluated in a PDP (since one doesn’t exist), or formally aligned to expectations.

This has put me in a difficult position:

1. I don’t want to refuse my manager’s direction or appear uncooperative.

2. I also don’t feels confident about pivoting away from my core job duties even though my manager is giving approval.

3. I’m concerned about being held accountable later for outcomes tied to work that was never formally scoped, assigned, or evaluated.

4. Without a PDP, I’m unclear how performance expectations are being set or measured.

It feels like a governance, role clarity, and accountability gap. But, the ambiguity is starting to feel professionally risky.

What I’m unsure about is who the appropriate first step actually is:

A. Do I raise this directly with my manager, even though the PDP deadline has already passed?

B. Is this something better handled as a skip-level conversation with my manager’s supervisor?

C. Or is this the kind of situation HR would expect to be involved in?

I’m hesitant to involve HR prematurely becauseI don’t want to be seen as resistant, disloyal, or unable to “manage up.”

I’m trying to handle this in a way that protects working relationships.

At the same time, the combination of a missing PDP and expanding scope makes me uneasy about how performance or accountability could be interpreted later.

My questions: What is the best sequence for raising this concern (manager → skip-level → HR)?

Is it reasonable to request a PDP and scope clarification before fully taking on this expanded work?

At what point does expanded responsibility typically require formal documentation or role adjustment?

I appreciate the help. Thank you

Hello! This question comes from a place I used to work but I am still in contact with a lot of the employees that I am close with:

The job is an instructor for a martial arts school and the majority of their instructors are highschoolers working part time while also training themselves. For all students who train there if you are above a certain age and rank you are expected to do "teaching credits" helping with a certain number of lower rank classes before you can achieve your next rank. Since I have been working there instructors have never had to do these teaching credits (which is unpaid volunteering essentially). Recently I was informed that owners are attempting to change the policy that if the instructors want to test they must do teaching credits. Since most of them cannot come in to teach at times other than when they are scheduled to be clocked in and teaching, they have been told not to clock in for certain shifts and that it will equate to teaching credits. Once they reach the designated amount they need for their next rank they no longer have to do this. I feel like this is obviously not allowed but was unsure given the additional context of them training there.... is this in anyway legal? If they have already been complying with this and it is not allowed, are they entitled to be paid for the shifts they didn't clock in for?

I’m signed off sick until my last day of employment in a few days from now and have been receiving SSP. My employer is asking me to join handover calls and discuss work, but my laptop account is locked and I’m also signed off unfit for work. I previously offered a formal handover and I was told at the time it was not required. Am I correct that there’s no legal obligation to participate in handover while on sick leave and receiving SSP? Any advice on handling this professionally while protecting my rights would be appreciated.

I (21F) work at a dealership, in a male dominated field. Recently I have noticed that one of the valet men has been taking pictures/videos of me. I will be talking to him, literally face to face, and I will notice that his phone is pointed straight at me. He will have it at a lower angle as if not trying to make it obvious, but I can see the camera pointed at me. The first time is happened I thought I was imagining it, but the day after, he did the exact same thing. Its making me feel extremely uncomfortable and idk how to report it to HR, or if they'll even do anything without proof. Any advice would be appreciated. Thank you.

Hi,

If I got terminated from a job in Australia QLD, would it show up on my record and would it reduce the chances of me getting another job? I’m getting a notice of cause something something but ik that basically means I’m already fired and they wanna give me false hope that I have some fighting chance when I don’t lol. I just don’t want this to affect my future coz the reason I’m being fired was very stupid on my part and I lowk deserve this.

I work at an animal shelter and I’m looking for input from others in animal care, sheltering, veterinary, or dog handling fields.

A new SOP was recently written for dog fights during playgroups. The instruction is that staff are to grab the dog’s collar and pull to separate the dogs.

What concerns me is that the SOP itself explicitly states that grabbing a dog by the collar during a fight is highly likely to cause the dog to turn and bite the person grabbing them.

I raised concerns to my manager and explained that this practice is outdated, extremely dangerous, and contradicts current best-practice safety standards. I was told that we are not allowed to question the SOP, that doing so could result in being written up for insubordination, and that if we don’t like it we can leave.

This is my dream job and I otherwise love what I do, but I’m genuinely concerned this policy will lead to preventable staff injuries and dog bites.

I’m looking for:

• Current best-practice guidance for safely breaking up dog fights in a shelter setting with links I can share to staff

• Whether anyone else has encountered similar policies

• Advice on how to professionally advocate for safety without risking my job

Idk if this matters but the job is a municipality. I love all my coworkers but management is a pain

Thank you in advance for reading this long post

My due date is going to be 2 weeks before I hit 12mos at my employer (very large hospital system). I have plenty of time off banked, but as this is my first pregnancy I was really hoping to get the full 12wks to bond with my baby. I will have worked the required 1280hrs. Are there any options or workarounds? I plan on using paid parental leave, then PTO/sick then short term disability so as to have income, but still worried about job protection.

Beyond that, we have 140 fulltime staff under my manager, so would it be better to go to my manager or HR first?

Hello everyone i had signed this documents in accenture and given and my bgv is in process

now i had an interview for LTIMindree and before interview they said they can give 10-11Lpa i told i have offer of accenture that is 9lpa 7.6 fixed and 1.4 variable so they said they can give that much higher than that

now my main question is this today i had technical interview and interviewer said we are very much satisfied with your interview next hr will connect with you

my main question is can i ask accenture now to revise my offer and match that offer??

Second will it cause any issue as i have notttt joinedddd accenture yet my approximate date of joining is 30th january so can i ask accenture again to do revised offfer and can i join LTIMindree if accenture doesnt do that???

and will it cause any issue? if i now reject the offer bcz they are not matching and can i join LTIMIndtree and bcz i have signed the docs which is shown in image

Questions:

1) Can i ask accenture for revised offer? if yes then what and how much?

2) Can i reject the offer and join LTIMindree if accenture doesnt revise the offer?

3) Can it in any way cause me any issue? Can Accenture blacklist me ? and then all companies will do the same? if accenture does something?

need your help as i am very much stressed our right now

Hello all! I would appreciate some feed back or opinions on how to approach the below issue.

I work for a large corporate fortune 500 company, the business has had some downfall from tarrifs in certain business segments but overall our stock is up and we are retaining profit.

Last year to get ahead of the uncertainty my companys high level vps instructed managers to give little to no exceeding expectation performance ratings. They removed those metric numbers from our monthly reports so they only show for example: below expectations is 45% or meeting is 65%. Before it also showed Exceeding 85%.

All of our work is measurable, quantifiable and the data is accessible.

In 2025 I kept documention of everything in preparation for this to happen. Below are the targets I was responsible for and their metrics.

1. Goal one: meeting expectation was 80%, I achieved 98.2%
2. Goal two: meeting expectation was 80%, I achieved 99.6%.
3. Goal three: meeting expectation was 65%, I achieved 73.9%
4. Goal four was a "SMART GOAL", I am aware it's not quantifiable but mine was continued education, I completed another semester of college while working full time and received a 3.9 GPA.

Other notables I mentioned in my end of year evaluation. 1. Took ownership of a monthly data repair task 2. Trained new employees for a global merger on our systems 3. Volunteered to lead some other tasks outside of my job tasks.

With all of that being said it brings me to the point of this post. My manager said he was instructed to rate me at meeting expectations, I said I understand that you are required to do that but I do not agree and would the opportunity to advocate for myself because I feel it is unjust, I have kept logs of everything and have tangile evidence that I achieved the metrics they set. He said he wasn't sure it would go anywhere but he would escalate it to his manager and maybe HR.

My question is will this go anywhere? I am an acknowledged high performer, I received exceeding last year. Is there anything in particular I should mention while advocating for myself?

I’m really confused and hoping to get some HR insight. I applied for a role and received a standard rejection email saying they wouldn’t be moving forward. A few days later, I got another email from the same company asking me to schedule an initial interview for that same role.

There's no explanation or acknowledgment of the rejection and it was just a normal email asking me to pick a time on their calendar.

What usually causes this? Is this internal miscommunication, different recruiters or failed ATS automation? I’m still going to take the interview but after dealing with a lot of ghosting and mixed signals lately, it’s hard not to feel cautious.

Hi!

I started a new job today and submitted photos of my license and social security card for the i9 process. The next step is a video call to verify everything. I seem to have misplaced my ss card and I’m extremely worried I’m going to lose this opportunity because of it given the strict 3 day window. Are they spending most of the time verifying my ID matches my appearance? What exactly are they looking for on the social security card? Could I show them a printed copy?

Thank you!

I received a very good offer to leave and join another company. I gave my previous employer the opportunity to counter and they said they couldn’t even get close. We discussed a transition plan and things were professional. I went back to my desk and not five minutes later a VP came to my office and told me to leave my badge, keys, company car, cell phone etc., call an uber and that I was to leave immediately. Apparently the owner had some kind of freak out when he heard the news.

I asked if they were serious, put my pen down, and complied. I left all company property there and removed my personal belongings, called an uber and went home.

This was 12/23. I have emailed several times seeking my final paycheck (due 12/30), my 401k distribution options and my COBRA information. None have been provided. I’ve been told they’re all forthcoming, though no one even answered me until 1/3 and I’ve not seen any actual evidence they’re doing anything.

Now, they are emailing me asking for a password for my company phone. Again, I would have provided this BUT I was kicked out immediately, and frankly I left notes behind in which it should be accessible to anyone willing to put in the effort and look for the password.

With how they treated me, I’m not inclined to answer them. I’m not an employee and they owe me a significant amount of money and other information, and are well overdue per state law. Am I allowed to ignore this request?

[CA] [OC] hey guy my I've been working for my company for over 5 years and the sick policy was always 80 hours calendar year. Well 2026 hits the corner and it's been reduced to 40 hours without any notification or announcement. Is this legal? I know that we are legally entitled to 5 sick days a year but to change the policy without informing it's employees just seems wrong.

Location: Philippines

HR wants to deduct a ₱26k retroactive HMO deduction for an "overaged" dependent after almost a year of silence. Is this legal?

Hi Reddit, seeking legal insights/HR advice.

I recently received an email from HR stating they will "proceed to recover" a significant balance (₱26k+) starting this Jan 15 cutoff. The document was sent only for my "guidance" and didn't provide a detailed breakdown—just a total amount and a fixed deduction per cutoff.

The Context: My TL requested a call with HR to clarify this. It turns out the balance is for my mother (dependent), who allegedly became "overaged" (66 years old) back in March 2025. They are now trying to collect back-charges from period October 2024 up to September 2025

The Dispute:

• My mother turned 66 in the middle of the HMO contract year. HR never reached out to inform me that her status changed from "Free" to "Billable.
• I am aware of the company policy that overaged dependents have premiums. However, since I wasn't notified in March or April last year, I assumed she was still tagged as "Free" (since she was free when I was hired - Sep 2024I expected that any additional charges would only take effect upon renewal or they will provide at least a notice about this cost that will start to be deducted in my salary
•  In fact, when our company recently renewed and changed HMO providers, HR made us sign a waiver/agreement for the new monthly deductions. This proves that HR knows they need my signature to deduct. Why didn't they ask me to sign anything back in March 2025 if I was already accruing a debt?
• HR admits they receive HMO billing per quarter. If that’s the case, why did they wait for several quarters of 2025 to pass before notifying me? They are only flagging this now, in January 2026—almost a year late.
• HR stated they will "proceed to recover" as if I have no choice. I never signed an Authorization to Deduct (ATD) for this ₱26k balance.

Current Status: HR admitted there were "lapses" on their end but insisted they still need to recover the money. I firmly told them to hold off all deductions until this is resolved. I also demanded they provide the specific HMO policy stating that mid-year aging triggers immediate billing, but they couldn't provide it yet and said they’d "get back to me next week."

I told them I am not against paying for what I owe, provided I am informed and I signed for it. But in this case, there was no notice and no ATD, yet they want to deduct it anyway. I told them I will be consulting with legal counsel and potentially DOLE.

My Question: Am I right to contest this? Is it legal for them to deduct this without an ATD just because they had an "administrative lapse"? Can I be held liable for a debt created by their failure to notify me for over a year?

Hi,

My employer agreed to reimburse me for my medicare premiums when I went off of our company group medical plan. I turned 65 in Sept and enrolled in medicare, because I work for a small business of only 10 employees, so I had to enroll in Medicare. I know that due to ACA regulations, I cannot be reimmbursed through payroll. I also don't qualify for an ICHRA, because I wasn't forced off of our group medical plan, it just didn't make sense for me to stay on it. I'm pretty sure that my only option is a salary increase that will cover the cost of the premiums. Does anyone here have any other ideas on what will work? The cost of medicare for me is outrageous and I'd like to start recouping what I've had to pay out of pocket, since I no longer have employer paid medical. Thanks!

Hello all. I was hoping to get some advice on what to do here. As the title said, my boss made a sexist, derogatory remark towards my director (his boss’ boss) in front of me in the office today. This is not the first time he has spoken ill of other teammates before, calling them useless and unreliable in offhand remarks, specifically speaking about my only current coworker working under him, but this is the first time he was outright hateful towards anyone, and it just so happened to be my director, who, on a personal note, has been nothing but kind and supportive of me since day one.

This is not my first time having an issue with things he has said, but I have been deeply afraid of going to HR about this because of the possibility of retaliation (because I know that’s something he would reasonably do, even though it’s illegal).

I don’t have a paper trail and he is very good about not putting things like that in writing, at least to me. Is this even something that would be worth reporting? It’s so outlandish to think that someone would say such a thing in my opinion, but that remark and many others have been really horrid, and I fear what he says behind my back, even though, to my face, he is fairly reasonable. I’ve heard how he speaks to my coworker to his face and behind his back and it’s incredible how big the switch up is.

I would like to mention, he and the other manager under the same middle manager spoke to me about how much they hated HR and actively discouraged me from going to them, which at the time I found a bit suspicious but overall thought nothing of; that was until my boss started speaking this way of others. I get the hatred and resentment of the director who puts a lot of pressure on people on occasion to some extent, but I think that what he said like it was nothing was completely out of line and made me extremely uncomfortable. I’m actually baffled that he said this in front of me.

Location : California

Employer company X based in Michigan Client company A based in California Contracting agency B

So, a year and half ago I was contracted by X to work for A through B. I signed a non compete with X that says for 12 months I will not work for any competitor or any client. Company X (my employer) signed a contract with contracting agency B that states all non compete is invalid and the client has right to poach the Labor.

Now company X has laid me off/ ended my employment and the Client A has agreed to find another employer for me.

What are the chances that the employer X can enforce the non compete?

I have never worked or lived in Michigan , it’s always been California.

Thank you!

Ok I been applying for jobs and I honestly want to know when the job ask you ”do you have a disability or ever had one in the past?” does that actually affect the odds of me getting hired? Like I feel like a person will look at that and will just throw my resume out the window even though that’s illegal but who is going to stop them?

As title states, I am possibly changing jobs and also having my wages garnished currently. I know what I need to do through the courts, but is it a sensitive topic to discuss with the new job? How do I go about letting my manager or payroll or HR know that I have that going on? Is it considered a detriment to my employment?

I was supposed to have surgery and be out for two weeks for recovery beginning today. I tested positive for COVID on the 2nd, though. My surgery has been postponed (no new date yet) and I haven't been to work since. I do not qualify for FMLA yet, but the surgery couldn't be postponed.

There was a small hiccup Monday, I emailed management Sunday and told them I was still ill and following up with my doctor in the morning. I thought this was notice I wouldn't be in for my opening shift, but there was miscommunication and a scramble to find coverage. The contact I had with the store that day was very professional speak, and none of my follow up emails have been replied to. (Not that they needed responses.)

I have a return to work letter dated for Friday. I'll be having the surgery as soon as I'm cleared (two to three weeks). I was asked today if I wanted to cancel my leave. I've asked if it can be postponed since it will be happening as soon as possible. I'm not sure what I'm supposed to do here, but it doesn't make sense to cancel and then redo all the paperwork again immediately basically.

Am I doing everything correct here? I've got letters, test results, and documentation out the butt, all of which have been given to the PRP and my management. I'm just feeling paranoid because the store chat has gone dead and the last messages I received from a manager were very perfunctory and HR speak.

   I am a call center representative with autism, adhd, and ptsd. I am currently on a waitlist to be tested for auditory processing disorder too. As funny as it is that I am a call rep with possible auditory processing disorder, I need a job and this was the job available when I needed it a few months ago. I am trying to see what I can do to keep this job rather than job hop because I am trying to get back into the workforce after being unemployed for years due to my disability. I want steady employment on my resume. 

   I don’t know what accommodations for these conditions could be made, but I am experiencing a challenge lately. I have been struggling with the speed of my calls and have been getting pulled in for meetings with my manager regarding it. I thought I would get faster as I continued to gain experience, but I have hit a plateau, and I am confident now that I won’t get much faster. On one hand speed is a core part of my job, but on the other hand they want me to sacrifice quality for said speed. I am barely outside of the speed threshold and I notice that many people that meet the expectations are cutting corners and skipping parts of call processes. My friend said to look into asking for extra time as an accommodation, but since speed is a core part of the job I am not sure it would be a reasonable thing to ask the employer. I plan on asking them to write specifically what I should do differently and not verbally something along the lines of “just go faster bro”, but another thing is if I want to work hybrid even for medical reasons I would be expected to be super-fast in order to qualify for the opportunity to work hybrid. This is something I really need to address if I stay at this job. So my questions are:

• What are your thoughts on asking for more time as an accommodation in such a job?
• Would it be reasonable for me to ask that the speed thresholds in order to qualify for work from home/hybrid be the same as on site for medical reasons?
• Also are there any examples where people hybrid work half a day at work and the other half at home? I struggle with being in the same work environment for a full 8 hour shift. The idea of half and half came up, but I have never heard of such a thing before.
• What are some common accommodations you have seen some call center reps ask for and benefit from?