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.!

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?

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?

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?

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 ?

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?

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.

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.”

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

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

USA-CA

I have intermittent FMLA that was just renewed in March, I’ve had it for over 3 years now due to chronic migraines. I’ve been called in by management due to “unauthorized absences” which are all FMLA call outs and I never exceed the actual time on it. I’ve had my doctor update my FMLA when needed if my migraines get worse (which they have been). They are trying to write me up for “a pattern of absences” for my FMLA.

I checked to see if there’s a pattern, my migraines are pretty randomly spread out when I do call off. Most times I just power through it, but the days I’m vomiting in a dark bathroom, I will use it. I always call within the required time. What do I do? I don’t want to sign the form because it’ll go on my form and will affect performance evaluations (which I’m expecting them to use my absences against me in my evaluation because they’ve done it to others).

Any advice would be helpful!

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?

Question in title.

EDIT: it has been made very clear to me that this is not retaliation. I would change the title if I could. I am in an emotionally heightened state and was just looking for clarity.

I work on a small team in pretty close proximity. About a month or two into working my coworker blew up on me out of nowhere. Telling me to “focus on my own work” when I expressed surprise about something odd happening with the item he was fixing. I let it go but refrained from any unnecessary communication with him. He blew up on me and ranted at me after a few weeks of me not communicating with him. He was having a bad day so I let it slide even though it triggered a panic attack. The next time he blew up I reported it. Management had a conversation with him to get to the bottom of it. That was over 2 months ago and apparently there was nothing other than he thought I was bad at my job. Yesterday while I was out he accused me of staring at him and sexually harassing him. He claimed that I had been flirty with him and that it made him uncomfortable. I have done everything in my power to avoid contact and communication for months, including moving my work space away from his. This is the first time he brought it up. Is this because I reported him yelling at me and demeaning me? Luckily, I have an interview somewhere else tomorrow but I need to know what my rights are in this situation and if retaliation is something I need to add to my official complaint. Edit: I forgot to mention that HR required management to pull the two of us into a meeting under false pretenses in order to have us “talk it out.” I don’t think this was a safe or appropriate response to a situation where management has flagged his current erratic behavior.

Asking for a friend. Their employer has sent out a no arbitration agreement that states working and not replying in a month is an alternate form of concent. There have been signs their employer is going to be firing in CA to save money since minimum wage is higher than other states. My friend has medical leave for multiple diagnosed health issues and there is a very real concern they might fire them illegally for it. (They have been successfully sued multiple times for violating workers rights).

Does my friend have any other option than to lose their ability to pursue legal action?

Edit: My friend is a long time employee and the email is new. The due date hasn't passed yet.

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.

Throwaway.

As an intern, under 21, a coworker, over 30, invited me out for what I thought was networking. It turned into all-day drinking. I blacked out and woke up at his place knowing he'd had sex with me. I didn't report it because I was scared of retaliation and a coworker literally told me, "pick my battles wisely" in response to voicing concern over another very public incident. Another intern this happened to at a different site reported and her offer was deferred without pay for months.

After I was hired full time, over a year after my internship, I reported the assault through the anonymous ethics hotline. I gave the coworker's name and mentioned he had already left the company. Mostly I wanted better policies and an easier way for others to come forward.

An HR manager was assigned to investigate and asked me to send my number or call the investigator directly. We talked once. A few months later the case was closed: "we can't share details, but we're comfortable with how this was resolved."

I have no idea if anyone was interviewed or if the case was closed just because the coworker was gone. I've since left the company too.

Questions: - If the accused already left, is there anything for HR to investigate? Is it normal to just wrap up the investigation? - Is it normal to close a case without really talking to the person who reported or their non-company contacts? I didn't report to coworkers at the time, just told friends immediately and my therapist when I returned back to campus. I was not asked for their contacts, just company employees who knew which was no one. - As a former employee, can I ask for anything about the investigation? I was told they cannot share details of the investigation but I can have a copy of my report to the hotline. I would want to know how many people they talked to because I feel like they didn't talk to anyone.

I really do not care about the individual that assaulted me, more the company response. I'm trying to understand because it's been years and it haunts me that the behavior and lack of company response is still likely happening to the next generation now.

Vague on purpose but will clarify any parts.

I used to work at a health center as a switchboard operator in a populated area in the city where a lot of the patients were financially struggling or had mental health issues. I had worked there for two and a half years by the time the layoffs rolled around at my company. I had struggled a bit at this job for a while, and always tried my best to help patients and keep up with my co-workers, as well as the demands of our managers. They wanted us to get numbers in the 80 to 100+ range when it came to the number of patient calls we would get. I often struggled to get those numbers and only would be able to get higher numbers in the 80s to 90s range on some really good days. On some rare occasions I got to the 100s.

A lot of times, though I would be struggling to get calls because of the fact that calls would not be coming to my lines as much and I would have multiple times throughout the day with minutes would go by and there would be no calls on my line for me to take. Other times, I would get a call where a patient needed aid and instead of helping right away when I explained the situation to them, the triage nurses would make me ask more questions to the patients to see if the patients qualify for a triage, or if she was not present, I would have to call a nurse in one of the pods at the health center to see if they could help me.

Some of them would either not pick up the phone (Something that they were caught doing at times and notorious for) or make up some excuse for why they couldn't take the phone call right now to help the patient even if they weren't busy. I tried to explain the situation to my managers, one of which left at the beginning of October of 2023, but I was always met with public shouting and scolding (She would do this in front of all of my co-workers) or a condescending remark from the manager who took over after she left, stating "It's not fair" for me to have low numbers while other co-workers are getting higher call numbers, as if I was slacking and getting low numbers on purpose, even though that was not the case at all. I would be met with eyerolls and had a documented warning from each manager in two separate years.

Around September of 2024, I had gotten a mammogram because I was having on-and-off breast pain that year that got more bothersome at the end of the summer and wanted to see my new doctor about it. I got referred to a hospital to get it done later that month, and by October 2024, I got results that said I had stage 0 breast cancer. I ended up having to deal with a stressful back and forth trying to find the best place to get my breast surgery done because that hospital proved to not have a good oncology department I could go to and they kept trying to push the idea of hormones on me really early.

I ended up having my surgery in late February of 2025, but was told I would have to have radiation therapy a couple of months afterwards. By the way, a couple of weeks before the surgery I told my manager about what I had been going through and that's when he decided to lessen up on me and hear me out, but he had already submitted the written warning about me with all of his accusations by then. He had also made me switch seats with another co-worker so I could be in view of the assistant manager up front by then, too. It was so humiliating.

On the afternoon of April 15th, our switchboard department had gotten briefed by our manager that there would be layoffs starting the next day. While he was talking to everyone in the room, I noticed him periodically shifting his eyes to me, and I assumed at the time, it was because I was sitting on his left and he wanted to make sure he looked like he was talking to everyone. I also thought that since I had requested a medical leave that day, which was sent to him and the head of our department through e-mail and through our private health center messaging system. I believe there were some papers signed as part of the request, too. he came back to me, stating that she had approved my request for medical leave where I would be off for the following week until early May for my radiation therapy.

I saw the approved message on my e-mail, too. The next day, right before lunch time, I was laid off, and when I tell you how I noticed one of the department heads who is friends with my aunt, by the way, looked like she was smirking while the main head of our departments was giving me the bad news and my layoff letter, I was stunned. When I was expressing sadness to a co-worker in another department. I noticed in the corner of my eye my switchboard manager down the hallway looking in my direction while he was talking to a work buddy and he seemed to be laughing about *something*. This is the same guy who I hugged goodbye and said was a "good manager" when I was sadly bidding all of my other co-workers in that room goodbye before leaving.

These days, I regret saying those words because, in all honesty, he really wasn't. He always actively accused me of slacking with my patient calls when I was trying my best to help the patients just because my numbers were not as high as the other co-workers. Any time I explained what was going on and what I observed, he would dismiss it and fall back on the same tired phrase meanwhile he gave his work bestie special treatment as soon as he became manager. He often let her work from home, even though she literally did not need to and everyone knew she had no familial and medical reasons at home to justify working from home because a lot of those women regularly shared their business and gossiped while in that office and she, herself, would sometimes brag about getting to work from home.

Not to mention, sometimes he would come in and gossip with her about random stuff happening at work and he let her get away with re-decorating her desk at work and adding wall paper to her company-owned desk. He also let her getting away with arguing with another co-worker for an hour during one of our earliest department meetings with him as the new manager, letting her and this other co-worker take up so much of the meeting time being petty and only chiming in near the end of their argument. He had no control of the room or the situation at that time. Meanwhile, I tried my best at that office to keep up with everyone and make sure I have the correct information to help patients, AND I submitted my request for a medical leave to him and the head department manager and I still got laid off when I likely should not have.

I came here because I wanted to know if I should ask lawyer if I have a case against the health center who laid me off the day after accepting my medical leave request despite my job history. I have been told by some family members that what they did was fishy and might be a legitimate case worthy of suing them for, but since it has now been a year since that layoff, I don't know if I should. I still have not been able to find a job and I was also told by another co-worker who works in management that I should qualify for benefits that I should have received by now since I had worked there for two and a half years, but earlier this year when I was told this, and was told to speak to the financial manager at the health center about this, she denied that being the case and immediately after I got off the phone with her, the Paycom account that I still had access to suddenly wasn't accepting the username and password that was working a day ago. I genuinely think that that finance manager locked me out of the Paycom account once she was made aware that I still had access to it and was asking to have access to my company benefits.

Also, any time I spoke to HR about some questions I had about the health center and who I should talk to before this happened, they conveniently forgot who I was, even though the person I was speaking to literally greeted me by name out of the blue when I was at lunch during my first week as a switchboard operator. She knows who I am. Pretending she doesn't after I get laid off is not gonna work on me.

I would like some genuine advice from a lawyer on what I should do going forward and how I should handle this issue. Can anyone tell me if I should consider suing the health center or if it's too late to do so since it's been a year. Do I have a legitimate case against them that I should move forward with? Thank you in advance for your legal advice.

I'll be going on fmla in a few months for medical leave and will most likely be off the full 3 months. Hopefully not more. My company already hired a temp for my role and I haven't even gotten them dates yet as the medical system keeps playing the game of passing me around to different dr's. What are my rights if they chose to replace me before my fmla protection rights are? I know that's an eeoc claim at that point. What I don't get is our last person out on fmla for 12 months wasn't even replaced until almost replaced until 15 months. Advice for this situation? Usually they don't hire in temps for my role as nobody wants to work them. I'm kroger, union protected role. wa state. My union has a just cause firing clause as well.

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?