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209

First, do not sign anything. You should have signed any relevant paperwork before the recruiter got you the job...why would they have more for you now that the job is secured? Second, do not sign anything. Yes, two points to very much reinforce the point. At this point you have signed paperwork with the company in question and the recruiter is out of the ...


179

If you built these tools at the office, and against existing corporate systems, then they belong to the company. Accept that. You are worried about getting "credit," which tells me you're part of the toxicity problem, albeit probably a secondary part, and not a "source" of toxicity. If you're worried about "credit," make a department-wide announcement ...


156

In the article you posted it says "57% of employers will NOT interview someone without a social media presence." Yet in the survey it links to it says "57 percent are less likely to interview a candidate they can't find online". It also says "54 percent have decided not to hire a candidate based on their social media profiles". So you could argue that not ...


139

Red flag. In fact, multiple red flags. Don't give notice without the signed contract in hand. You only have this mans word that you have a position to go to. Red flag. In this day and age, that is not enough. It is like buying something with IOU-notes, it is just not how things are done. A company should be professional enough to know this. Red flag 9 ...


135

A resignation letter, at least in my experience, is the official record that you are leaving an organization, not the start of a negotiation. If you've already spoken to them and told them that you have another offer, they haven't responded, and you are running out of time on your new offer, you need to make a decision. You can either accept the offer and ...


133

It is highly unlikely that they are going to provide you with a sample of the code, so really what you need to figure out is how you can answer your questions without seeing the code. You're trying to make sure that they value good coding practices, so ask them about that. Here are some example questions that should help you understand how much value the ...


90

If you are hourly, you tell him, "Excuse me, let me clock back in until we are done with this." If he pushes back on that, a good response is "We could get in trouble if we don't track my time correctly." Emphasize the "we" - together we are working to find a good and legal solution. If you are salaried (and in the US), it's a bit fuzzier, because you're ...


89

Frame-challenge: Unless the thought of having to pay back for that course makes you seriously reconsider accepting the new job offer - don't ask at all. Asking makes it possible that someone will think about it when they may not have done so before. If you'd accept the new job even if you have to pay back for the course, then just accept the new offer, ...


86

You can't retract work done while being employed at X. Your pitched ideas, I assume under your current laws, are part of this work. That being said, talk to a lawyer. If the law says you own 100% of your invention, you can approach your boss notifying them about that. And get ready to lose your job. If the law says your employer have special rights (e.g. ...


83

The primary (if not only) alternative to US employment law you will have access to is simply a written employment contract, which both the employer and employee sign and thus agree to be bound by. These employment contracts are relatively common at higher-level positions, and are commonly used to define severance packages, minimum notice periods, the time ...


77

So should I request a counter offer in the resignation letter since my current employer is aware of that desire? If so what is the best way to go about that? No. A resignation letter (and even a verbal resignation notice) is about resigning, not about negotiating a counter-offer. The time for a negotiation with your current employer is before ...


70

Produce graphs showing conversion rates for the last 12 months. Overlay them with graphs for the previous 12 months, so that annual trends are shown (or not). Indicate where you ended your data driven workflow and moved to the new 'finger in the air' workflow. Let the graphs do the talking. You're then not attacking the manager directly, but saying that ...


62

If you are employed by the takeaway, then as you are in the UK, you are covered by minimum wage legislation. Your employer should be paying you the costs of doing the deliveries, plus the national minimum wage (which varies by age). If they're not, you should demand this - which may in practice result in you losing your job, but either way you'll be owed ...


59

Obviously there is some kind of disconnect. Your perception is that you're not abrasive, abusive, nor a perfectionist. Your staff may disagree with your self-assessment. You're going to have to talk to the folks on your team with an open mind. If you're lucky, they will open up to you at least a little. You need to shut up and take whatever feedback they ...


55

Run. Some answers already told you about red flags, but were a bit unspecific what these red flags are. 9 months probation time. This is comparatively long (and in some countries even illegal). Why does an employer need such a long time to make up their mind? You will know after a few months if a person is fitting or not, so it is no explanation such a ...


50

I cannot see any harm coming from simply telling the truth. It was convenient for you to have a key; you asked for it, and you got it. If your superior is really trying to pick on you, the easiest way to make it hard for her is not providing any attack surface. Be helpful, truthful and productive. You did nothing wrong. Smile and cooperate.


50

What are delivery charges? From what I remember working delivery we had 3 values - my rate (very low), fuel price and tips. At the end of the week I showed distance I travelled, my MpG and received money to cover this expense I made at the beginning of workweek. So my employer paid for my time and resources. Tips were mine to keep (as in I didn't enclosed ...


48

What can i tell them? You left company X for a good reason, and that reason almost certainly hasn't changed in the couple of weeks since you've been gone. HR is concerned that if you are brought back, you'll just leave again soon, most likely for the same reasons as before. And thus the company would have to go through the whole exit-and-replacement ...


43

What would be the best approach in this situation? Approach your line manager about this additional contract since you do not want to sign it and discuss what next steps should be taken. You have been hired. You don't need to sign anything for the recruiter if you don't want to do so. it states I have to keep him informed of any technical solutions I ...


42

...However the employer expects me and the other to talk with him and fix some things with him after 18:00. So I usually end leaving at 19:00 at best... You have a cultural problem. Those are hard to solve, especially if "everyone" and "usually" are involved. You have to fight those two. Usually: start tracking your overtime, you need a metric to know if ...


41

First, the person would actually have to get into the building. To do this, they typically need to pass the front desk, and there is no reason for the front desk to let them in. That's neither rude nor inappropriate, but perfectly normal when someone shows up without an appointment for whatever reason (interview related or not). "Sorry, the people you want ...


39

In the UK it is expected that you will not hand in your notice until you've got a signed contract from your new employer. There are many reasons an employer may withdraw an offer. You must make sure that you don't find yourself unemployed if they do (you'll find many questions here from people who have had offers withdrawn).


39

Yes, you need to explain your methodology if asked. First because the data and the proprietary tool you are querying belongs to the company not you and second because, you need to make sure your query methodology is correct. No analysis tool should EVER be used without full QA to make sure that it is not misleading. No analysis tool should ever be built to ...


39

First of all, let me tell you online presence IS NOT THE SAME AS social media presence. I cannot certify / discard the authenticity and applicability of a(ny) specific post (the article, not the survey) found on internet, but given the practical experience, I'd say, it really does not matter much if you do not have social media presence. Yes, it's ...


37

Are Employers Allowed to access/search through one's personal email outside work hours? No Employers are allowed to use their own equipment. Read everything stored on their computers, on their email servers or similar. If you stored private information there, you have no right to privacy. But, they are not allowed to make any use of it. If they find your ...


36

Obviously you made a mistake continuing with the visa and employing after his lacklustre performance as an intern. You certainly don't have to pay him - he's already broken the employment contract by refusing to work. Payment is commensurate to that work. Not sure about the visa - but your first stop should be to read the UK government website regarding ...


34

I'm sorry you had to go through that situation. I'd include the working experience and the name of the company in your CV. Otherwise, it will look either like a 3.5 years gap or that you are trying to hide something. They are going to ask you the name of your previous employer straight away, and why you haven't included it. As suggested by Joe Strazzere, ...


34

If not a scam: They might have balanced the books over the past few years and their accountant got very angry about a pay discrepancy of $2,23 over 2018. So they decided to correct that discrepancy and someone built a neat excel sheet to calculate the amounts everyone should get. So you got your fair part out of all 12.536 employees. The CEO might have ...


34

A wolf remains a wolf, even if he has not eaten your sheep The ex-employer has been abusive, was nasty, and even went so far to tell your friend that finding a replacement would be no problem. You are dealing with a wolf, and you know that. Up until this point, your friend was a victim. Going back to that situation would make your friend a volunteer. ...


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