So I’m in treatment for an illness. I go to treatment 3X a week. My doctor did the paperwork for intermittent leave so I can attend my appointments. My job accepted it and told me my FMLA was approved. A few days after, my job tells me that they need a doctors note of every appointment that I go to. I’m not comfortable with this. I’m already in a vulnerable spot. I just got this new diagnoses. I don’t feel comfortable asking for additional paperwork every time I go. After my treatment yesterday I decided to ask and it took the staff a hour to get me the note which I understand they are busy. But I’m tired and sick after treatment, I just want to go home. Is this legally required?

I’m hoping to submit for a leave with my company. It would be medical (although, it’s also burn-out, but I don’t think that matters). I’m remote and work 8-9 or 10 hour days on a computer, and my arm/hand has unfortunately developed nerve issues. My doc is out til first week of Aug and has said we can fill out the form then, since we’ll also have some new test results.

It’s been hurting so bad that I called out for two days in a row. They’re very lenient and understanding, but I don’t want to push it. At the same time, I have to take pain meds that turn me into a sleepy zombie.

Should I submit the leave to start next week even though my doctor hasn’t filled out the paperwork with me?
Cocoon makes it pretty easy for the physician to do so and I’d have about 15 days after the leave starts. I just don’t know if I should wait until I have the paperwork for sure. I’m sorry if this is all over the place. Maybe I’m overthinking - I’ve never taken a leave before. Thank you all in advance.

Hi all, looking for some insight if others have taken FMLA while caregiving for a loved one in hospice. My father has been fighting colon cancer for the past 3 years and I have been one of his main caretakers through it all. The journey has been exhausting and hard on our family.

Mainly, I am curious on what life looks like during FMLA. Are there checkins or continued paperwork while on leave?

He has a quality of life appointment coming up this week and I believe they will transition him into hospice care. I dont know how long he has left but my gut is telling me he may pass within the next month.

When I was researching, I came across this:
FMLA generally covers caring for a living family member with a serious health condition. Once a parent passes away, FMLA itself typically ends because there is no longer an eligible caregiving reason. Employer may offer bereavement leave or other options afterward, but that’s separate from FMLA.

I was under the impression that I would return to work when ready or at the 12 week mark when FMLA is no longer supported.

Has anyone else gone through this and can share what the process was like when a parent or loved one passed away while on FMLA? Candidly, is documentation like a death certificate part of the FMLA process? Or how would my employer know when I should be returning to work?

With the time he has left, I am worried about jumping through hoops to get FMLA and then feeling like he will pass soon after approval with only 3 days of bereavement to grieve. I have started going to grief therapy as well so my other option might be to request FMLA for my mental heath instead.

Any insight would be greatly appreciated!

I’m asking for a coworker, but would a manager be able to write up an employee for choosing to use the paid public parking over the employee parking lot?

This sounds so crazy but she received an email from our manager today demanding the receipts for the paid lot. Does she actually need to give her the receipts?? That seems invasive honestly. There’s nothing in our policy that says we can’t use that lot, and she already has a pending HR case open for this manager concerning targeting.

Just looking for some thoughts, really.

(TX - privately owned medical company - only full employee)

I work at a privately owned company (was hired at the beginning of July) - one dr, everyone else is a temp - husband is office manager - wife is Dr

Some things have happened that others tell me are not ok/unusual and I am feeling concerned and would like some advice or direction.

I was temping through a 3rd party fairly regularly until the office manager asked if I would be interested in full time work. I said I would, but they were about to start a two week hiatus for a vacation, so we planned to meet up before 4th of July to check voicemails, schedule appointments, do A/R, etc…

The day that I went in to work I unfortunately did not write my time down because I was expecting he would Zelle me for my work for that day (as he had done after he stopped booking me 3rd party).

When I went for my first day of full time employment he asked me to bring in my birth certificate & DL and make copies, fill out a w4. I brought the originals but they also insisted the CPA requires copies. NBD.

He also stated at this time he would “roll my hours into my first pay check”

About a week later he tells me he accidentally shredded all of that and needs me to do it again. So again, brought my documentation in and copied it and gave it to him.

Then he asked for my social security card - I do not have a copy of it (car was stolen with it in there - two per lifetime unless I go in - it’s a whole thing but no one ever needs it so I’ve never taken care of it) and said the CPA couldn’t process payroll without my card. He asked for my previous years W-2 (I provided) and he said since my full social wasn’t on it that wouldn’t work and asked for my W-4. I sent it.

The following Monday they (office) asked again for my social security card saying the CPA needs it. I stated the same thing as before, I don’t have it. I’ve provided my W-2, w-4, birth certificate and drivers license in copy format.

From July 1 - July 22 (today) I have not gotten paid. I was told my first pay check would be July 23rd (tomorrow). They have never collected my direct deposit information so obviously it would be paper check and I asked if he would be bringing it in.

I’ve asked for my time sheet to be printed so I could review it and was told there was a “system issue” and it couldn’t be. Well, I googled how to do it on our system and printed it, so I know that’s false.

I asked today about being paid tomorrow and was told that he had a meeting with his “payroll company” (previously he said CPA) and would let me know how it works out.

I’ve never gotten an offer letter (again, NBD) - but he also never confirmed with me my pay rate.

I’ve asked and been told it’s being discussed - but I’ve been working 3 weeks with no concrete answers about my pay, how I get paid, when I get paid.

I don’t know what to do in this situation or how I should handle it.

I’ve sent a text tonight when I got home to follow up and again ask about my pay for tomorrow and my hourly rate - no response.

Please help 😩 I know this is a lot so if I can provide further answers or clarification please let me know.

Thank you so much in advance.

ETA: they had me fill out an application yesterday

I interviewed for a job recently and I’m waiting to hear back. During the HR phone screen they asked what I was looking to make so I said somewhere around $25-$30 an hour.
Right before we got off the call they mentioned the position is permanent nights. The job posting never mentioned that so when I gave my range I was thinking it was a day shift position.
I still went to the in person interview because I liked everything else about the job and I honestly think it went well.
Now I’m thinking ahead. If they offer me $25 an hour including the night shift differential is it reasonable to bring up that I didn’t know it was a night shift job when I gave my wage expectations? My current job is on days and going to permanent nights is a much bigger commitment.
I don’t want to come across like I’m changing my number after the fact but at the same time I feel like I answered the wage question without having all the information.

Hi everyone, this subreddit was very helpful to me a few months back and I am running into another predicament where I don’t know what to do.

I was promoted to a part time role in March with the opportunity to do additional hours with the same company but in a different location. These extra hours were not part of the original offer but suggested as a way to get me more work. The role has similar responsibilities but varies slightly. In June I realized HR never sent me over a new contract and I asked them to. The new offer letter does not include the hours I spend in the other location. I was told by my supervisors they cannot give me an offer letter that properly describes my role because it is a “legal document”. My question is how can I work at this second location and ensure I don’t get screwed over? Thank you again!

I received a job offer recently. It will be a 20% pay cut and, being unemployed, I realize that I'm not in a position to be extremely picky. However, I do need to have an understanding of the benefits package to understand the full financial picture to know if this is even remotely feasible long term. The company is being a little shifty about the healthcare costs and I don't know if this is normal or not.

In the offer letter, they provided a brief summary of the plan details. It's a very high deductible plan with 50% coinsurance. They contribute $4,000/year into a HSA, which certainly takes the edge off, but it's not a stellar plan by any means. Most importantly, I don't know what the monthly premium is and I've already asked them twice. Now they're kinda getting prickly because I haven't accepted the offer yet.

I feel like, healthcare costs being what they are, this is important information! Is the premium $150 a month or $1,500 a month? The difference could be thousands of dollars of year.

Is this normal?

Edit: They finally got back to me. The employee half of the premium is $873/month for employee + spouse.

In the perspective of a large corp, why would they demote people rather than just laying people off?
St

Hello
I have been with my current employer for almost 7 years. A couple of months ago I found out that I needed surgery with a 8-10 week recovery so I went on short term disabilityo and on PFML. I am in MA.

With my leave about to end, I have decided I don’t want to go back there for various reasons. While not terrible, this surgery has made me reevaluate my priorities and I don’t want to continue with the stress and some of the negatives that came along with my job. I intend to take a break (have some savings) and start looking for new opportunities.

How best to handle this situation without any contention or animosity? Should I say I am coming back and then immediately put in my notice or should I inform them now, while on leave that I am resigning/not planning on being back?

Thank you

My husband got fired recently because of ego clashes with his manager.

My husband was working in this company since 2023, 6 months back a new manager joined his company everything was good until after 2 months of his joining my husband was put on PIP so called easy way to kick out an employee. He followed all the steps mentioned in PIP and was successful but his manager had ego clashes with him because sometimes he challenged his ideas and gave better ideas which he did not like and used to tell him that your ideas are not good and you are being offensive.

Long story short after completing all steps mentioned by him in PIP my husband got kicked out by saying your performance did not match our standards.

Do we have some kind of laws in The UK which can help us out in these situations or its just corporate way of people putting their stress on us ?

My manager asked me these questions and I didn't understand what she meant by it..

For context I am an HR intern, and though we legally don't have to, we pay for 30 min lunch breaks. My manager gave me a hypothetical on what we should do if it was overlooked that an employee has been taking hour breaks, but because they clocked out for a full hour. The system automatically runs the 30 minute lunch breaks, so theres no need to clock out. So basically: they've missed out alot of free 30 minute paid lunch breaks, so how should we move on from here?

I talked to my coworker about this hypothetical and she didn't give me a straight answer either, but just told me you at least need a good amount of experience to fully grasp this and understand how to move on with this sort of situation.

I just feel kind of awkward because I got this role as an intern to help payroll as an accounting major, and now I'm helping out with the update of our handbook, which is why she asked me this question, because it was written on the handbook that we pay for 30 min lunch breaks.

Another question she also asked me was how we should move on if it was required to give a 2 week notice for termination on both ends (employee/employer), and the employee gives a 2 weeks, and just runs off within like 1 week. [Context: the handbook stated we would have to pay them for their 2 week notice + their unused vacation and PTO]

I had like really bad answers to both of those questions, and I was like for both questions, just pay them for the time theyre obligated for. Like for the lunch break, pay for lunch break, and make the other half of hour unpaid, and for the 2 weeks, I was like just pay them for the one week, and extra vacation and PTO. I genuinely had no idea on what she wanted my answer to be, and I feel like I've disappointed her greatly in this matter..

Hi Reddit,

I’m looking for some advice about a job I’m due to start in a few weeks.

After interviewing, I was offered the role, but the starting salary was at the bottom of the advertised pay scale. Given my experience, I didn’t think it fairly reflected my background, so I asked whether there was any flexibility.

A few weeks later, HR came back with an increased offer of around £4,000 per year. I was delighted, as the original offer would have meant taking a pay cut, whereas the revised salary was an improvement on my previous role.

I thanked HR, asked them to update the offer letter and contract, and then signed the revised contract. The higher salary is stated in three places: an email from HR, the offer letter, and the signed contract.

I’ve now been contacted by my new employer and told that the salary increase was a mistake. They say the figure they offered falls outside the pay range for the role and have apologised for the error, but they’re asking me to sign a new contract with a lower salary.

I’m feeling really disheartened. I’m relocating for this job and had made plans based on the salary I agreed to. I’m also worried that if I refuse to sign a new contract or challenge their position, they could withdraw the job before I even start.

What are my options here? Can they legally do this, even after issuing and signing a contract with the higher salary? Has anyone been in a similar situation?

TIA.

Hi everyone! , I have accepted a new job offer at a company on July 6th , The company has received the background check results back on the 13th but it’s already the 22nd and no one has contacted me. I have a tentative start date of August 3rd and I am starting to worry something is up, my workday profile still says in progress on my application. What do you think is happening?

I’m going through a thorough background check with a financial company, run through First Advantage. Last week I submitted all my information and references.

One of my three listed employers (from 8 years ago) is where things get complicated. I was hired through a staffing agency but actually worked for an individual (a celebrity). My resume lists the person I worked for, not the agency, since that’s who I actually worked for day to day. On the background check form, I noted this discrepancy and also listed my supervisor from that time, who could vouch for the arrangement.

However, First Advantage didn’t contact my supervisor, they went straight to the agency, which only answered three basic questions: job title, dates of employment, and confirmation that I was employed. Nothing more. They also wouldn’t let me upload the documentation I have proving I was hired through the agency to work for that individual.

The background check hasn’t been sent to the hiring company yet, I’ve confirmed this FirstAdvantage. But I’m worried that when they see “agency” instead of the celebrity’s name, they’ll think I lied on my resume and rescind the offer.

Should I wait on go ahead and send it to the hiring company?

My the company Accounting and HR Manager. I only worked at the company for 1 year and 9 months. I didn’t give 2 weeks notice and quit same day. I’m afraid that will affect my future employment but I know from HR and financial professionals, I have to exit the company immediately.
The amount of stress I received is insane.
Previously employees suing the company, also company is having financial difficulties. Vendors asked payments. Owner still continues living under company and keeps all the customers’ cash payments and sold company’s vehicles’ cash payments in his own pocket. Redeem company credit cards cash rewards to himself. Company restructuring to different company under one of company managers’ name to avoid the lawsuits, vendors debts and trying to file chapter 11. Even know the managers fired people with targeting and retaliation the workers, I can’t tell the truth.
Two companies owned by different owners on the table but the new company is owned by original owner and another manager. Two companies money involved together.
I told myself I had to leave, I can’t do running payroll every week anymore. When sick, I can’t take sick days. I know if I continue to work, I will have mental illness.
I can’t look for a new job right away because I am so burnt out, also I have a little baby I want to take care of by myself for a while. I’m also afraid of the gap and the same day resignation will affect my future career.
What should I do to protect myself?

So my mother had went out the country to get some medical work done since its cheaper she uninsured and works as a custodian. She got an MRI done and the docter told her her the bone connecting her leg to hip is black meaning it is dead and she needs to have hip replacement surgery. She's already having pain and limping. The other day she went to work to request the FMLA forms but she hasn't filled them out since she also applied for medical assistance in our county but that takes 15-30 days for a response. If the 15 days she was given to turn in the FMLA form expire can she go back and request another form after shes been denied or accepted for medical assistance? And if so can she go back to work within the 15 days of the original form request.

I’m a marketing professional based in Toronto. I currently have two overlapping roles:

• Co-Founder of an online business since September 2024
• Marketing Manager at a nonprofit organisation since September 2025

The nonprofit role is part-time. I accepted it partly because I was told there was the prospect of long-term employment, and I believed it would provide professional stability and strengthen the consistency of my résumé.

However, the organisation is now short of both work and funding, and my position is being discontinued on 1 September 2026. The role has also not given me much substantial experience or many measurable achievements that would strengthen future job applications.

I am therefore considering removing the nonprofit role entirely from both my résumé and LinkedIn. My co-founder role would still show continuous experience from September 2024 to the present, so there would be no apparent employment gap.

My main concern is whether excluding the nonprofit position could cause an issue during an employment background check in Canada. I would disclose it honestly if a background-check form asked for all employment, all current roles or a complete employment history. However, it would not appear on the résumé or LinkedIn profile submitted with my application.

Would recruiters or background-screening companies view this as a discrepancy? Is it acceptable to leave out a short, part-time position that ended because the organisation lacked sufficient work and funding, particularly when the role did not add much value to my professional experience?

I would especially appreciate perspectives from Canadian recruiters, HR professionals, hiring managers or anyone familiar with employment verification.

Would you take an unpaid internship in this situation?

I’m a college student and recently received an offer for a part-time, remote internship at a PR/marketing agency. I have to make a decision by the end of the week, and I'm really torn.

**Pros:**
It seems like it would be a solid resume builder and could help me break into PR/branding (which is the direction I want my career to go).

It's remote and relatively flexible around my class schedule.

Small agency, so I feel like I'd probably get more mentorship and hands-on experience than at a huge company.

I wouldn't have to keep stressing about finding an internship for next semester.

There's a chance I could receive academic credit for it (although that's not guaranteed yet).

It seems like former interns have gone on to work there full-time, which is encouraging.

**Cons:**
It's completely unpaid.

Between classes and the internship, I probably won't have much time to work a paid job.

The academic credit isn't guaranteed, and I won't know for sure until after the internship has already started.

If I do get credit, it comes with extra coursework (meetings, assignments, and a research paper), so it becomes more than just the internship.

The schedule would require two early mornings every week, which would cut into my routine and free time.

I've seen some mixed reviews online saying the workload can be heavy because it's a smaller agency handling larger clients. I don't mind working hard, but I do worry about getting overwhelmed while balancing school.

For context, I already have leadership experience, campus involvement, and some relevant creative experience, so this wouldn't be my first thing on my resume. I'm mostly trying to decide whether the experience is worth giving up a semester of flexibility and income.

Would you take it? Or would you keep looking and hope for a paid opportunity?

I'm especially interested in hearing from people who have worked unpaid internships or in PR/marketing agencies.

Yesterday I received news that I was to be promoted and got glowing reviews from the head of my department.

Today, I received feedback from the projects portfolio manager regarding my soft skills that need some work. I am in engineering. I have been working 24 hour cycles and am honestly just sleep deprived and drowning in the workload I have. I sent an email a few weeks ago which looking back, I would not have sent had I got a full nights sleep. I recognize that I have work to do and I’m taking the steps to correct my actions via udemy courses and soft skill books.

However, the wording that was used in the discussion toward my soft skills and emotional intelligence were written down ( I have screenshots ) and shown to me used the following phrases and expressions:

“X is a smartass and needs to know their place in the company.”, “X has a terrible personality”, “x needs to get off their high horse”.

I take full responsibility for any actions that led to this feedback, however the wording of the feedback is concerning to me because it doesn’t come across as constructive, and I’m concerned that leadership feels comfortable to speak about employees this way, let alone the feedback itself being presented to me - what does that mean in the future?

I have broken core values and that deserves attention, but this feedback feels like I’m in a pit that I cant crawl out of.

Any advice?

Hi all! Coming on here because I have yet to find someone (in person or online) who has been in my situation. I am due in August with my first baby. I work as a private school teacher in NY State. I am quite literally the first person in my entire school who’s ever applied for some sort of leave (most women just stay home unpaid at my school).

Being in NY, STD and NY PFL available for recovery from birth and then bonding time. Since I’ll be giving birth in August, about 3-4 weeks before school starts, I’ll still be on summer break. My plan was to not take short term disability at all and just take paid family leave starting in September. This was my plan because it’s financially better for us since I know that STD doesn’t offer much. I’ll still be on summer break for most of that recovery time anyway and I know that I can’t be paid for that off time anyway since I’m technically not working. I’ve already been in contact with my company’s insurance provider, but I want to make sure I have information correct. My questions are:

1. As the parent giving birth, do I have to take short term disability in NY or can I choose not to take it at all and simply only take the 12 weeks of paid family leave?

2. If I am allowed to do this, can I finish up my summer break essentially unpaid (we run on a ten month schedule with payments spread out over 12 months) without taking any sort of leave or disability and start PFL in September when I return to school?

3. If I do have to take short term disability, would it start the day I give birth? How do payments work with it being summer and me not working and technically being unpaid?

Thanks so much!

I need to get this verified because it seems unlikely to be true. My wife gave birth to our second child in April. She’s perfect. I work in heavy civil construction on the management side. It’s a large international company. I was planning on using NY PFL in for the month of December but I was then told that:

A. I wouldn’t be eligible for it because I only started in March (Not true - I’m eligible in September).

B. I have to use any earned PTO balance when you apply for leave. They said there’s no way around that one (turns out there is - you schedule your PTO in the future like 2027 and just change it later - wrong again).

But just off the bat it felt incorrect. To be putting conditions on NY PFL. But I’m no expert so I wanted to ask the nice folk of AskHR.

Thanks!

So I mentioned the other day about the referral I had for a job I applied for. Well I’m pleased to say I was offered and accepted the position. I’ll be relocating (at my own expense). But I’m beyond happy and excited. So after reviewing the documents that were attached on workday it said I should be receiving a link to their background check vendor (hire right or something else) as soon as I accept the offer.

I’ve ensured that I accurately accepted the offer (accepted on Monday evening). Didn’t receive anything yesterday. So I’m hoping to today but what are the odds I don’t get the background check email to start the BC process? I have emailed the recruiter and explained what’s going on.

Have you seen candidates not get this and what would you have them do?