I'm currently in the hiring process for a contract position with a company and I got an email from their workforce management administrator telling me to provide an updated resume and confirm that all employers and employment dates from the past five years are accurate.
After reviewing the resume that was forwarded to them by the company, I noticed two employment periods were listed incorrectly.
I want to correct the resume and send an accurate version before the background check proceeds. I'm concerned about whether the discrepancy could jeopardize the opportunity, even though I'm correcting it now.
I just wanted to ask how would it be viewed if I sent a corrected resume and how should I communicate these corrections to the staffing provider ?

My girlfriend works in a popular restaurant chain in the UK. Her role is assistant manager so she’s responsible for cash handling and recording safe figures etc.

She recently has had two new managers and has noticed the safe keeps being down during her shifts, despite her due diligence. This has been ongoing for a few weeks…

Today, the safe was down almost one hundred pound and feeling like she was going crazy she checked the CCTV only to see the manager that lives above the restaurant grab the safe key suspiciously (in his body language, and he had no reason to go in the safe) and head towards the safe. He spent two minutes in the safe area (not long enough to check/count money) which isn’t captured by the CCTV before returning and again suspiciously returning the keys. Later on he wrote in the managers group that nobody had been in the safe all day.

My girlfriend feels that her bosses are conspiring against her as these losses are going through the system in her name. She’s worried that at the moment there’s not enough proof and understandably is freaked out.

She’s worked there for many years and only since these new bosses has she regularly had to declare money down. For more context; her two bosses have a child together and came over from a neighbouring city for the job(s) which would make it easier for them to conspire against colleagues they want to get rid of.

What are her options? Can someone please advise us who has experience with a situation like this?

Hi all,

I'm often applying through SEEK. I tailor my resume for every role, and thus upload a different resume to SEEK every time, but unfortunately, SEEK let us store only 10 resumes on personal profiles.

What happens to the resumes I've deleted to make room for new applications? Have they been sent to the recruiter as attachments and/or will remain accessible as links even though I deleted them from my profile? Will recruiters face a broken link when reviewing my application? 😱

Couldn't find any definitive answer so far, thanks a lot for any insight from recruiters using SEEK, SEEK admins, etc.!

US company, 14 people. Our first hire abroad, a developer in Portugal, has accepted, so now we need a company to actually employ her. I have a shortlist and calls booked next week, and I'd rather not spend them asking questions their own marketing already answers. The shortlist is Deel, Remote and Borderless, which somebody recommended in an older thread. No preference between them yet.

What I think I've picked up from reading this sub: ask them to split the platform fee from the employer contributions instead of quoting one blended number and ask who legally owns the company doing the employing in the specific country I care about, because apparently that changes country to country inside a single provider.

What I still have no way to find out is whether any of them are decent to deal with in month eight, when nobody's trying to win the deal any more. A sales call isn't going to tell me that. If you've run payroll through one of these for a year or more: would you pick the same one again and what did you not think to ask?

This person who works in the same workspace that I do continues to complain to my coworkers and manager about the weirdest things. I’m not on this person’s team. They have a higher title than I do, but I do not report to them. I don’t want to give specific examples of what they have said and/or asked others about me. But suffice it to say, they are really nit picky/trivial things that have nothing to do with my work. Nonetheless, it gives me anxiety every time I hear something new that this person said about me. Does this constitute bullying and/or harassment? What should I do?

I was terminated while on maternity leave, for a reason that is entirely false. My employer stated i didn’t show up to work for four days while i was on said leave.

I had an abundance of hours of pto, never missed a day of work nor showed up late so this really hurt. All around reliable and respectful worker.

The biggest thing I’m worried about is being deemed a “not eligible for rehire” when my future employers reach out to this company. What can i do????

Hey everyone, looking for some advice and peace of mind regarding an upcoming background check.
Here is the timeline of what happened:
Got laid from Company A. A month later, I accepted an offer at Company B because I needed income. A couple of weeks after starting at Company B, Company A (my original employer) reached out and offered me a better position. I genuinely loved the culture and my manager there, so I took it and left Company B.
Because Company B was literally just a month long, I didn't include it on my resume or mention it during my recent interview process. On my resume, it just looks like a continuous timeline without the layoff gap.
Now, that i’ve accepted the new offer, and they are going to run a background check. Will that gap pop up in the check?
TYIA

I received an offer for an entry level job with a federal contractor, and I’m worried about the employment verification.
My resume lists a previous job as Nov 2024-April 2026, but my actual employment and payroll dates were April 2025-Dec 2025. The business has since closed. I originally gave the longer dates because I was afraid that gaps in my resume would prevent me from getting an interview, and I regret misrepresenting them now. I also assumed that, because the company had closed, there would be no way to verify the dates, but I now realize that assumption was incorrect.
This job was in a completely different role and industry from the position I’ve been offered. I submitted my resume with my initial application. I then received a request to schedule an interview and a link to complete an additional “application,” which was really a form asking for my five most recent jobs. I entered the same longer dates on that form as well.
When the recruiter, who works for the company, called to give me the offer, she asked to review the second application/form with me to make sure the information was accurate and matched my resume. She explained that this was the form that would be submitted to the third party background check company and that any discrepancies could delay the process. She also said that, if there were discrepancies, I might need to provide pay stubs or W2s.
During that review, I confirmed that the dates on the form were accurate. I also needed to add one job, change one employer’s name to its legal entity, and include another job that I had omitted from the form because I could list only five jobs and my older job was more relevant. The recruiter sent me a link so I could make those changes and ensure that the information was accurate.
My concern is that the dates on my resume are inaccurate at both ends, while the employment history form contains the correct dates. I’m not sure whether HR will compare the background check form with my original resume and application. The recruiter seemed primarily focused on making sure the background check went smoothly, and she gave me an opportunity to correct the information. However, I understand that submitting accurate dates on the background check form does not erase what I put on my resume.
I’m afraid of losing the offer, and I’m embarrassed about having this conversation with the company’s recruiter. Should I proactively contact her and explain that the dates on my resume and the earlier form were inaccurate, or should I submit the accurate background check information and address the resume discrepancy only if it comes up?
Has anyone in recruiting or HR handled a situation like this? Would you recommend contacting the recruiter before the background check starts? How would you explain the discrepancies?

Hi,

I got promoted almost two years ago.

This year early on my manager told me I was getting a 40% raise and I had been below the pay band.

It turned out I had been below the bottom end of the pay band for my level the year before under a different manager. That went on for the entire year after I had been promoted.

I’m realizing I should’ve gotten like 30-40% more for being in my pay band last year instead of this.

I feel robbed by the last manager. My manager now is saying that shouldn’t have happened and he doesn’t know why.

Is there anything I can do but just accept I was underpaid for the work I was doing for over a year?

So i've finished my final round interviews and it looks like I will be getting an offer soon based on what my directors have told me. I have completed all my degree requirements but I had a pending charge that I was not able to pay until recently. Thus I was not awarded my degree, and probably wont be until December. Will this be a problem later when the background check comes? I also do not think my start date will be until around December or late November

Question in title.

I was really excited about an interview for my dream job, but unfortunately, my phone and other belongings were stolen just one day before the interview, and I ended up missing it. I emailed the HR manager to explain what happened, but I haven’t received a response yet.
I’m worried that she might be ignoring me, but I genuinely want this opportunity and would really appreciate a second chance to interview.
What should I do in this situation? Should I send another follow-up email, contact someone else from the organization, or just wait? Has anyone experienced something similar? I’d really appreciate any advice.

The company is about 15 people in the US, light HR function. I handle this alongside operations.

We want to hire a software engineer in Germany, full-time. My first thought was to pay her as a contractor, since we already do that with two people here. Our outside counsel told me, unprompted and without billing us for it, that once someone works full time on our schedule and our equipment, the arrangement stops looking like contracting, and that the exposure sits with us rather than with her. Somebody else told me the same thing a week later.

The other route I keep reading about is paying a company in Germany to be her legal employer and invoice us monthly. More per head. Moves the compliance work onto someone who does it for a living.

What I can't work out is whether one hire justifies that, or whether most people in my position start with a contractor agreement and switch once there are three or four people in country. If you've converted someone later, what did that actually involve?

Second question, and I realize it may not be answerable here: roughly what should I budget? Every provider site I've opened (four so far) wants me to book a call before it shows a number.

Almost 6 months into the company, probation extended by another 2 months. After signing probation extension letter, not even 2 weeks later, was told that the role is going to be made redundant and employment will be terminated with 1 month notice.

Mutually agreed to resign and serve extended notice till original probation extension end date. Resignation Acceptance letter signed.

Then, a request came through to revert back to the original notice period of 1 month. Business wants to use the cost savings in other areas asap.

What would you do if you have not secured a new role yet?

Looking from advice from HR/Lawyers or person in similar situation.

I am on an H-1B.

Previously spent many years at a large consulting company before being recruited into a senior role at a top 30 consulting firm
Let go after less than a year. no prior written warnings or PIP plan.

Offer:
2 weeks of base pay as a lump sum, in exchange for a general release of claims
About 10 days to sign
Health insurance ends at the end of the month

Questions:
Is 2 weeks typical for a senior level role with short tenure, and has anyone successfully negotiated more or COBRA coverage?

Did anyone successfully negotiated the separation and what terms?

Any tips for finding a new sponsor within the 60-day grace period? How quickly did transfers go for you?

Thanks in advance.

[Florida, US] I was recently hired as a cashier for a convenience store/gas station that is a national corporation. I was offered a job and told to come in for training last Tuesday. I arrived at training to be told I wasn’t on the training list. I contacted my manager and he looked into. Although I signed all of my intake forms, I didn’t sign a HIPAA release form, which stated that I was not required to sign it. My manager said that my on-boarding hadn’t been complete, because I didn’t sign the HIPAA form, and that’s why I hadn’t been added to the training list. I told him I wasn’t comfortable signing the form, as it is a blanket release, and he said he would contact corporate for further direction.
Today he texted me: “Hi [my name], it seems we have an issue submitting your Paycor onboarding. I have contacted our corporate office and they said HIPAA agreement is required to sign for associates. You would have to log back in from a desktop PC. Let me know if this is okay with you.”
I told him I would get back to him. I’m not comfortable with signing the release period. As stated, it seems to give unbridled access to my medical history without cause to whomever wants access to it within the company. I also feel that requirement for signing this form goes against ADA compliance, and that it’s unlawful to have this requirement. The form itself states that I am not required to sign it, and that I will not be penalized for non-signing. I have done my drug screen and other new-hire requirements except this. Please advice!!

This is the text of the form:

“AUTHORIZATION FOR RELEASE OF HEALTH INFORMATION

I, the person signing below, hereby authorize, upon presentation of this authorization ("Authorization"), any
physician, medical practitioner, hospital, clinic or other health facility, as well as any employer, and any of its or their business associates, to release to the Company and its authorized employees and agents, copies of all records relating to me including, without limitation, records of treatment and care. The purpose for the release of documents is based on my request.
This Authorization expires upon any termination of my employment with the Company.

I understand that the information disclosed under this Authorization may be re-disclosed by the Company and may no longer be subject to the same protection the information is currently given.

I understand that the information to be disclosed is confidential. I also understand that by signing this Authorization, I am specifically authorizing the release of health information and records that may be protected by state or federal law or regulations.

I understand that I may revoke this Authorization at any time as explained by the disclosing entity in its Notice of
Privacy Practices, except to the extent that action has already been taken in reliance upon this Authorization. I also understand that I have the right to refuse to sign this Authorization. I also understand that the provision of
treatment, payment or enrollment in a health plan or eligibility for benefits may not be withheld based on my refusal to sign this Authorization except in the following cases:
(i) when the release of information under this Authorization is required for a health plan during initial enrollment; (ii) as part of my participation in a research study; or (iii) when treatment is provided solely for the purpose of disclosing it to a third party such as a work-related physical done at my employer’s request. Please advise!! Must I sign this?

A copy of this Authorization may be used in place of, and with the same force and effect as, the original.

I HAVE READ AND UNDERSTAND THIS AUTHORIZATION. I HAVE RECEIVED A COPY OF THIS FORM, AND I AM THE INDIVIDUAL
OR AM AUTHORIZED TO ACT ON BEHALF OF THE INDIVIDUAL TO SIGN THIS DOCUMENT.”

Bonjour,

Dans mon corps de métier, il est possible que j'ai des propositions de CDI chantier, étant junior je veux comprendre tous les aspects liés à ce contrat:

- Le délais de mission : peut-il être écourté ? Quand se finit-il, ex. 6 mois mais on veut partir et l'entreprise ne veut pas ?

- Les avantages et inconvénient ?

- Des primes comme en CDD à la fin du contrat ?

- Le statut au sein de l'entreprise, est-on vu comme un consultant ou plutôt un remplaçant ? A-t-on le droit aux bénéfices d'ancienneté etc.

Bref en vrai j'ai besoin d'éclaircissement dessus...

Merci d'avance,

​

Q1. Is the starting date calculated from the date of joining or the date when we received the first salary (which included the relocation bonus)?

Q2. Which is considered the end date, the LWD or date of resignation?

Hi,

I’ve been at my workplace since July 2025.

So I’ve been off sick from 2nd September and I’m due to come back to work on the 7th October, and I am being referred back to neurology to which I even sent them this letter.

From March 2024 I have been diagnosed with IIH (Idiopathic Inter cranial Hypertension)

On my fit notes my doctor have ticked that I am not fit for work, and have crossed out all the sections.
Prior to being off, I was invited to a performance review to which I was told might be fired (I was verbally then told I won’t be after the meeting) to which some issues were raised by an external HR coordinator, these issues after I defended myself (two of which I wasn’t in the office because I was on holiday) were then swept under her carpet, and the solution was a PIP for 4 weeks which would be reviewed every 2 weeks.

I was allowed to bring my coworker who tried to defend me but was told he’s just a companion, in the meeting notes this part was omitted. A few days after the meeting is when I’ve been off sick. Since then they have said another meeting took place whilst I was sick with me (when I’ve been out of office obviously) and they wanted me to come in again for the two week review or the performance (so a formal performance review) where in the email was stated that termination could be an outcome of the meeting.

I also noticed that in the email the dates were all incorrect too, besides stating meeting they did not happen. I said that I cannot attend work-related meetings as I am off sick.

And the HR coordinator has tried to ask me to ask my doctor for a report stating I can’t attend work related meetings, and has tried to call me a few times despite me replying by email to keep a paper trail.

A few days ago she then sent me a letter saying she has called me and has attached an access to medical records form and attached the email she sent (that I replied to) with the letter.

I’m going to try and speak with citizens advice to see what I can do before I go back. But what can I do I really don’t feel comfortable at all.

I don’t understand how a performance review meeting can take place when there’s been no performance to assess?

EDIT: I was fired 8th October when I was due back in, they had me in for a meeting and fired me. When I received my letter I noticed the letter was dated 7th October too.

Over the past month or so I have been employed at half time due to an injury that limited my ability to work. Apparently I was supposed to be receiving half time pay during this time but I was actually receiving full time pay. I recently accepted an offer for a new position and am leaving my current job tomorrow, but I was informed that HR had caught the payroll error and that I would likely owe money. Am I responsible for paying this money back? And if so, what are my options? (I've spent as I usually do so I don't really have any money left in my bank account). I'm based in California. Thank you!

Edit: Wanted to add that HR has told me they will be withholding my final paycheck and vacation hours to help cover the overpayments. Is this allowed?

Hi everyone,

I hope I chose the correct dropdown, I am in NY state

I currently work in a corporate setting. Receive bi-weekly PTO, and can use it for any reason, as long as I request it through our portal.

My question is - I am going back to school to be a teacher and will need to use some recurring PTO to do observations in a school setting. Then, in about a year and a half (all things going well) I will need to leave to student teach full time.

At what point do I notify my manager about my recurring PTO this spring? They have been supportive of me throughout my five years here, and I know I don’t OWE them anything, but I also don’t feel right blindsiding them.

There’s also a small far-fetched hope that somehow I could do an unpaid leave of absence for student teaching and then return. And I know that would take time to set up with our HR dept.

Thank you in advance for your advice.