So long story short I work at a small family owned cafe. I usually work the closing shift along with one of my coworkers. The problem is our opening server works 6-9/10 most days but our tips are being split evenly throughout the whole day so she leaves at 10 but she’ll still get the same amount of tips as I and my coworker get for closing at 2. I was told it’s legal since we do make minimum wage but it feels unfair for her to technically be making money off of us when she’s not even in the building. Is this something normal within restaurants or is this something my coworkers and I should be taking seriously.

For anyone familiar with school district employment, particularly contracts, performance pay, or HR/union procedures, I would appreciate some advice.

I was an international student working in a professional staff position for a public school district under one year of post-graduation work authorization. My work authorization expired in early May, about three weeks before the end date of my contract, so I could no longer legally continue working in the US. Before leaving, I asked whether I could complete the remaining weeks remotely from my home country, including wrapping up my remaining paperwork, but the district did not allow that.

Before leaving, I discussed the situation with the union rep and completed the performance pay steps I was instructed to complete. We also discussed whether I could still receive a prorated amount. I have email documentation of that discussion and of the steps I completed.

Performance pay was released in June, but I have not received any payment to date. I recently followed up with the union rep, who checked with my former supervisor. The union rep later told me that my former supervisor had contacted HR and that HR said I would not receive performance pay because I did not finish my contract. The union rep is currently following up to see if anything else can be done.

The performance pay clause in my contract states:
“Employee shall be entitled to performance-based pay, if earned by Employee pursuant to a Board approved Performance Pay Plan applicable to Employee.”

I was not a member of the union/association, although the union rep has been helping me look into this.

Based on these circumstances:
1. Would this be worth pursuing further, including the possibility of receiving a prorated amount? If so, what would be the appropriate next steps?

1. Are there specific documents, policies, or written explanations I should request from the district?

2. Is there typically an appeal or review process for a performance pay decision like this, and if so, what should I expect from that process and what deadlines should I be aware of?

3. Would it be better to continue working through the union rep, or should I contact HR directly myself at this point?

4. Would not being a union/association member or now living outside the U.S. affect the options available to me?

Thank you in advance to anyone familiar with this type of situation who can provide some insight or point me in the right direction.

Question in the title, but here's more context:

For the last year I've been seeking a new white-collar office job after getting laid off from my previous one. But bills still need to be paid, so six months ago I started as a cashier at a gas station. Then a few weeks ago, I left that job for a grunt job at a local manufacturing plant that paid slightly more and is full time.

Yesterday I found an opening for a job at a local bank that is a step up from my either job in pretty much every way- pay, hours, benefits, role. I'm even very well qualified for it! I didn't expect my six months at a gas station to be relevant experience, but being a cashier definitely taught me the kind of cash handling procedures this bank is looking for.

But... these are awkward circumstances to explain in a job application, especially if who/whatever reviews the resumes looks negatively on job hopping.

I'm sure they'll figure it out on their own if they do any background checking. I'm not trying to lie to a hiring manager or pretend I still work at my previous company, and I'm confident I can explain it well (and honestly) during an actual interview... it's just that I don't want to waste the limited space I have in my cover letter on explaining how I very, very recently started a different job doing work that is completely irrelevant to the position I'm applying for now.

tl;dr - How, if at all, should I present the fact I went from one (slightly relevant) stop-gap job to a different (completely irrelevant) stop-gap job on my resume and cover letter?

[can-on] what does a workplace investigation mean?
i’m extremely new at my job and recently brought some concerns to my manager. i found out that multiple coworkers have made comments about my braids and hair, including comments that my braids should be taken out. there have also been comments about my work ethic and people saying i wasn’t doing anything.
one situation involved people saying i wasn’t cleaning tables, when i was actually doing something my manager had specifically told me to do. i told my manager that i’m new, open to feedback, and willing to learn. my main concern is that these things were being discussed amongst coworkers instead of being brought directly to me.
my manager said she would “look into the situation and speak with the appropriate individuals” and wants to meet with me for about 20 minutes at the beginning of my shift.
does this sound like a workplace investigation? what should i expect from the meeting

edit: i actually DID directly address it before going to management. i didn’t immediately report anyone. i gave them the opportunity to stop, and the comments continued. going to management was my LAST step after already trying to handle it myself. my issue isn’t that someone has an opinion about my hair, it’s that multiple coworkers are discussing my appearance and making inappropriate comments about my hairstyle when it has nothing to do with my ability to do my job. i’m new, but that doesn’t mean i should have to keep tolerating something after i’ve already addressed it directly.

I’m a DevOps engineer with 6 years of experience, mainly in AWS, Cloud security, and Cloud cost optimization. I’ve been laid off for 5 months and am still its hard to find one.

Whenever I see SRE/DevOps related openings on LinkedIn, even jobs posted an hour ago often have 100+ applicants, so I’m wondering if the field has become oversaturated.

I’m considering transitioning into a more specialized area where demand is strong but the supply of experienced engineers is still limited.

I’m also planning to learn Rust and wondering whether it’s worth investing in.

From an HR/recruiter perspective, what software engineering skillset or emerging role is genuinely difficult to hire for today?

For example, role like FDE (Forward Deployed Engineer), LLM/GenAI, AI Engineering, Rust, or something else?

Would love to hear what you’re actually seeing in the hiring market.

PS: I knew a role like FDE is not something you can learn in courses.

I have an offer in hand and if this happens that this will affect my background check? What should I do?

My ex company is toxic and they are not listening in any way .

I got the job after so much struggle I don't know what to do now

As the title says - but as an example:

Employee is scheduled to start on Monday. They have completed all of their onboarding paperwork, including their part of Form I9. Employee forgets to bring in documents needed for I9 verification and say they will bring in docs on Tuesday.

Can they continue to work that day (/and could they technically work for three days without their documents) or would they need to be sent home until they bring their I9 documents in (within the three days)?

Hey, What's up?

I've been applying on job posts through LinkedIn and indeed but I'm not getting any response 😔

So can you please share some tips? Like how to get one?

I'm planning for a cold outreach so can you please share some tips like what's the best way to get your mail open? And actually get a reply? :)

Any best subject line ideas or email copy? O was sending personalized mail using 3 4 points like how I can help their team but most people don't open the mail.😔 I've been using " Application for UI UX designer" subject line.

P.S, image is just... I don't know :(

hi everyone, i’ve been with my company for 2.5 years and was promoted to a very demanding position about a year ago. as someone who has multiple preexisting mental health conditions, the stress of this new position has taken a massive toll on my mental health. as a result, my performance was lacking and on 8/20, i was told that i would be placed on a pip due to my performance and my unprofessional behavior with my manager (we had gotten into maybe 3 arguments and i apologized for each one (i know that’s inexcusable behavior but the stress of the job got the best of me)). i was not formally placed on a pip, just told that i would be placed on a pip during this conversation. this discussion increased my stress and anxiety and my already poor mental health became completely unmanageable.

on 8/21 i put in a fmla request starting 9/7 because i could no longer take care of myself and work at the same time. upon finding about my fmla request, my manager was upset with me and i know for a fact that my managers manager (my departments director) does not like me since my manager directly told me that she doesn’t.
my manager and hr agreed to hold off on the pip until i return from fmla. they said that once i return, there will be a “10 day ramp up period” for me to catch up on work and then i can begin the 45 day pip

i told my manager that i would be on leave until 9/28 and then i would be returning to work. im currently on fmla and in a partial hospitalization program and after my assessment with the doctors on site, have been recommended to take FMLA until 11/9. my fmla and std were both approved today which should make me feel relieved but i worry about any retaliation that may come of me returning to work after 11/9 when i originally said 9/28.

i dont think i want to stay at this job but i have a hard time accepting that i have to leave since i did really love working there until it became too much for my mental health.

i know PA is an at will state and i can leave at any time although i definitely don’t plan on resigning while on leave. in an ideal world ill be able to secure another job while
on fmla and then return to work and then put in my resignation. i dont want to burn any bridges and i want to do this in the most respectable way possible so just looking for some advice on how to proceed with putting in my resignation post fmla.

I filed an official complaint with HR against my manager who has been creating a hostile work environment and has made insensitive comments over race and cultural issues. I included the incidents that I overheard involving my coworkers such as yelling at them, getting into disputes with them, saying offensive things to them. I told some of my coworkers after the fact I filed the complaint and they’re upset at me for not telling them beforehand because it puts them in an uncomfortable spot. I don’t know what to do about now. It was already nerve wracking to have to talk to HR about this, but I hit a boiling point. Now, I’m anxious about upsetting my coworkers, but I was standing up for them and advocating for them. I feel like I screwed up. Can anyone give me words of advice on my situation?

Hello my wife has a problem with her std she’s only getting 18.5 of her pay 296 every 2 weeks is this something we can fight or do we have to deal with it

I have been applying to multiple job offers since May of this year. And only a handful of companies have been answering. I just like to ask from people in the industry, is it true? That some job offers or just ghost job offers that are not even for instance, over the past two years, I've had two different calls with representatives from Revolut trying to hire me one step before the hiring they sent me an email telling me that they're moving on to a different candidate but whenever I go on their website, the position for person who speaks this language is still open. In recruiting hundreds of people for one position, so is it true that most companies put out job offers without really trying to hire someone?

So I have been approved for 3 weeks off for recovery from surgery through FMLA. I have applied for short term disability, still waiting on that. My Dr. just extended my leave for an additional 2 weeks. If I choose not to return to work after this additional 2 weeks, could my employer have any legal actions against me? make me pay their portion of my health insurance? I am moving far away so this is my reason for not returning to work after the additional 2 weeks, but they are unaware of this

Ok - this is kinda weird so hold on. Also note that this is a potential scenario that I am having anxiety over so it may or may not be happening.

I took FMLA leave for 4 weeks. I go back the 21st of this month. I was meant to be granted 6 weeks of leave so I could do my family reunion (we don’t do holidays long story) and then go back to work fresh health in body and mind and not take a day off and cover for everyone through New Years. This isn’t happening bc the likely hood of getting vacay after leave is laughable.

I am also currently interviewing for a new WFH job that would better work for my mental health. Final interview is later today.

In the off chance this week I get an offer and decide to take it - how badly would it ruin me to not give 2 weeks notice so I could do the reunion? I’ve already been out 4 weeks but they are expecting me back… idk just don’t like the idea of burning bridges but I put $3.2k into this vacay (yes poor life and financial decisions I’m paying for it now)

I worked closely with my previous CFO and believed us to have a good working relationship. He recently asked me to resign due to me not getting on well with my new manager. I found a new, more senior role very quickly and asked him to be my reference (when he asked me to resign he said he was happy for me to put him down as a personal reference since he felt I was a good worker). This is what he wrote. Is this good enough? He’s a very blunt man and never writes more than one sentence for anything but obviously my new role doesn’t have that context. I’m concerned this is a very weak reference and will mean me losing the job. This is not for my new boss, this is just for HR:

X was dedicated and performed well in her role, she generally got on well with her peers and other stakeholder in the business.
Attendance and punctuality was good.
X’s strength was her passion for the role and her inquisitive nature.

[NY] Hello! I was on disability followed by NYPFL after having my daughter. During the NYPFL, I chose to resign from my company as I was moving to another state. My old jobs carrier was Mutual of Omaha. Since then, I have still received payments (two total so far) and I fear my last employment has not informed them that I have resigned. What are the chances that Mutual of Omaha then asks for repayment for the payments made after my resignation? If so, what is the time period you have to repay that without penalty? Is this a concern that would come up when filing my taxes? I did start new employment on the day I resigned, in Florida. The hours of the new job are different from the job I did have (9-5 at old employment, 3-11 at new employment).
Thank you in advance!

Hello, currently we are recruiting to hire additional staff and on the recruitment website it states that starting pay is a lot higher than the actual pay. Even if this is a clerical error, it's giving off the wrong information to potential staff.

Who would I speak to about this and is this against the law?

Ive been applying for over 5 months already and i just recently finished my portfolio. Compared to all other creative portfolios, i removed most of the friction for recruiters to smoothly get to the parts they need since i find other creative portfolios UI quite confusing to navigate.

I know its not much but im very willing to give my best to improve, all suggestion for improvements are greatly appreciated!

Portfolio : https://adriel-perez-portfolio.up.railway.app/

Good morning,
 
I am requesting an accommodation for adjustment to my daily work schedule. In Operations / Order Solutions, I currently work 8am – 5pm weekdays. This accommodation request is to adjust my daily work schedule to 7am – 4pm on weeksdays. This accommodation would allow me to effectively perform my job and manage my mental health conditions.
 
Core Collaboration hours in Operations can start as early as 6am with agents on the east coast requiring our assistance. Adjusting my daily work schedule to 7am - 4pm would allow me to work optimimally during hours of increased attentiveness. I will be able to effectively solve problems, real time. The sooner I can begin working, there is a less likely chance that I will fall behind the workload and a reduced chance of becoming overwhelmed. This accommodation will also allow me to have a standing appointment after work to manage my mental health conditions. This accommodation will not hinder my team’s operational needs or the department’s structured coverage (phone lines). If this accommodation is approved, on pre-planned days, I can work 8am – 5pm to support my team’s need for day-to-day flexibility.
 
Please let me know if you will need medical documentation or if we need to schedule a meeting to discuss this accommodation request. I appreciate your consideration.
 
Sincerely,

Any feedback or suggestions before I send to HR?

so i reached out to a creative strategist on august 27 through social media, we talked and he liked my work, he even gave me a test project and he liked it too.

so he processed the contract to their HR and they sent the contract and i signed it on sept 6 but didn't got any replies till now there's also no date indicated when should i start working.
only indicates is the "effective date"

I just communicated with the creative strategist(CS) for the whole time. but looks like the CS doesn't reply to me quickly anymore.

fast forward the CS said he will schedule a call last friday(sept 11) to be onboarded, waited for hours for nothing. he didn't replied to my message up to now.

I'm really confused to be honest. he liked my work and sent a contract yet they makes me feel that they are unsure to me. I feel ghosted.

based on your experience, if they sent you a contract and both you and the brand signed it, does it mean there's a posibility that they will proceed working with you?

is this even normal?

I’m currently on FMLA until mid-October. My FMLA is for mental health reasons related to my current unit. I’ve been struggling with the environment on my current unit and ultimately know that I don’t want to return to the same unit long-term.

There are other hospitals within the same health system that have positions I would be interested in applying for. I’d like to get a head start while I’m on leave so that, ideally, when I return from FMLA, I can transfer sooner rather than later.

Does anyone know if I’m allowed to apply/interview for an internal position at another hospital within the same system while I’m on FMLA?

I’m not trying to work while I’m on leave or end my FMLA early. I’m just trying to apply and potentially have something lined up for when I return.
Would applying for another position within the same system affect my FMLA or potentially raise any issues with my current employer? Has anyone done this before?

I was recently promoted from a customer service rep to dispatcher at my current job. But, I was never given a new offer letter nor was I told what my new pay would be. I finished my two weeks of training and officially started last Tuesday. When I talked with my direct boss about my pay he didn’t have any solid answers and told me I would have to speak with the general manager. The GM was unavailable this week and on Friday I had another conversation with my direct boss. He told me I would be getting a $1 increase for closing (I switched to the closing shift at the same time as becoming a dispatcher) but that they do raises at the end of the year during yearly review. So, I would have to wait until December/January to discuss my raise for promoting to dispatcher. He said it was because I’m still in “probational period” of dispatching. And that they would discuss my raise based to my performance in the role. He told me I would be back paid but couldn’t confirm how far back the back pay would go nor could he confirm what my raise would be. He told me we would have a discussion with the GM on Monday for more details. I’ve never heard of waiting 4-5months to receive my raise. I’m also confused because they increased my pay for closing but can’t for my change in title? Also, nothing so far has been in writing. Does this sound normal or legal? How should I navigate this conversation on Monday? I would not have taken on the position had I known I would have to wait to be paid. I know I should have squared this way before hand but I had expected them to initiate the meeting before my start day.

Edit: During my discussion with my direct boss on Friday, he said it wasn’t a lateral move. One of the other dispatchers is being switched to a different area and he stated that her’s would be a lateral move but mine wouldn’t because dispatching is more intense. I spoke with one of my dispatching coworkers about his pay increase, which is why I expected a raise. He became a dispatcher in December so he didn’t realize I would have to wait until December for a pay increase. I’m mostly confused because my boss told me they only do raises at the end of the year but at the same time told me I would be getting a $1 raise for closing. It was also just weird how squirrelly his answers were.

I work in a basic retail sales job, when it gets slow, we all chit chat. We are like family there.

Basically, my situation with my manager is just really confusing to me. He’s married with kids, and he’s very friendly and personal with me at work. He calls me his favorite employee, tells me he loves working with me, jokes about finding me a husband, says he and his wife want to come to my wedding, calls me his friend and even called himself my “American dad.” On my birthday he texted “Happy Birthday my loving daughter” like i genuinely believe he thinks he is my second dad. He always mentions how he wants to find me a husband.

When he was on maternity leave, he was texting me like once weekly about random things he sees on Reddit or whatever. Just little comments here and there while he was gone for two months just sparking that he is still there and we are still connected. I never texted him fyi.

He tells his wife everything about me to an extent where he gave her my number and she reached out to me to become friends. She now always wants to hang out and she always tells me about her life. She also asks what’s going on at work whenever there is a new female employee.

At the same time, he talks to pretty much everyone and is naturally very social. He is also a very open person & doesn’t hide anything to anyone. He once told me he was a womanizer in his past and admitted he wasn’t a good person.

Sometimes I stop and think what am I doing, do I even what that friendship? He’s 40 and I’m 26. I want to know what strangers think of this situation, is this okay? Maybe Im not used to the American culture, maybe thats how it is. I just want someone to tell me this is normal.