287

We can not tell you what you did wrong (that sounds odd to me too), but your HR person has given you the hook you need by claiming that the employee handbook forbids it. This means you can (politely) ask the HR person to point out the relevant policy, so you can review it and make sure you understand it. If you'd thought of this during the meeting you ...


279

My usual answer is, "I don't ever disclose my current compensation package, but I can tell you that I need a total compensation figure of $###,000.00 to leave my current role." That statement ends the conversation more often than not (which is what it is supposed to do). If they balk at my requirement, what's the point of continuing talks? Only serious ...


273

Yes you are in danger. However, anything your manager does (like printing a new letter over the signature) is fraud, and quite the bad variety too. As she was doing what she was doing in the capacity of your manager, this is now the problem of your school/company/district or whatever the organisation is where you work. HR is not your friend but in this ...


236

After graduating I had about 15 interviews at different companies. I was prepared for all of them: I knew the way, I knew what message I wanted to convey. I still ended up getting lost awfully while going to one interview. It was a short, easy way, so I've no idea how this could have happened. I called them to excuse the delay telling them I would be there ...


228

The incident you described is unethical, unprofessional, abusive and borderline harassment. Irrespective of the facts about the efficiency, technical capability, time management etc or that person's "importance" in the organization (or whatever you are assuming by saying "greater asset").- this is about work ethics. Time to have a talk with HR, without any ...


221

This might be a good reason to consider remote work - that way you won't have to deal with other people working beside you. You say you don't want to appear to be the person who "causes problems", but that's exactly what you are. Really, you should work on your ability to tolerate other people living around you in a workspace.


211

Speak to HR immediately, you signed a blank piece of paper - make sure it stays blank Normally advice around speaking to HR is "HR are not your friend". However, this is in the context of bringing up general workplace greivances - as HR's remit is to protect the company, not the employees. In this case, you have a manager who plans to break the law - by ...


210

Is it a good idea to contact him separately on LinkedIn to tell him that he has nothing to be afraid of and confidentially matters are kept strictly, or just to forget about it? You're making a lot of assumptions about this candidate based on nothing more than what you suspect. You need to forget about what you think may have happened and only worry about ...


205

A simple follow-up email would be sufficient: Hey boss, just wanted to thank you again for the pay rise before Christmas, definitely came as a very welcome surprise! Happy holidays, Sirence. Even if you are indifferent, he's gone out of his way (ie 2nd time interacting with you) to give you a raise. It doesn't cost anything to thank him, and it'll keep ...


194

Note down as much detail as you can recall about the private call, and report it to the manager and HR of the company. Calling potential candidate privately is extremely unprofessional, not mentioning in your case it's actually pretty rude and rather naive. You should reconsider if you still want to be onboard with the company according to their response to ...


156

Don't think about them. That company is living rent free in your head right now. Just throw them out and move on. I too have given free rent to a former company, and it was hard to forget them. But I mostly have now, and I am better for it. That company will likely go belly up soon anyways if they can't keep any talent at all. And the problem with ...


154

While I won't answer the original problem directly I wish to tackle something tangent to this. And I feel it is important enough to warrant an answer and not a comment. From a comment (and the post) it is established that GPL'ed code is modified and distributed, without distributing also the modifications: We are selling a product with a "custom linux ...


146

I think that there is a different point of view that's not being considered here, but it's difficult to know for sure with the little detail that you provided in your question. It seems very unusual and unlikely that HR would have a policy that prohibits something as simple as a visit to a co-worker in the hospital. Obviously, I'm basing this off of my ...


145

This situation is spiraling out of control out of anger and frustration. I can't speak to the legal aspect, but it should not have gotten to this stage. You basically gave him nothing in negotiation and then now that he wants to leave, you are acting to trap him in his current position. He is a wounded animal fighting back. The promotion (we'd consider ...


144

So the first question is whether or not this is a drop-dead requirement. Are you willing to simply discard any job that does not offer this out of hand? How will you handle it if there are no potential openings that offer a sufficiently strict no-eating policy? This is an unusual personal hangup. You can tell it's an unusual personal hangup because no ...


128

I think rather than trying to find out what the eating policy is, you need to find a way to work around this. I don't believe I have ever worked in an office where eating at your desk is prohibited (with the exception of certain foods due to allergies). There are plenty of ways to block sounds such as ear plugs or headphones. Hearing people chew or crunch ...


114

Frankly your accusation of being unprofessional is pure conjecture and you don’t have any idea what was going on. Life is life and things happen. Maybe the guy was in a hospital on the operating table when your HR tried to reach him. Worst case, he found out something about your company that you never found out and decided that no contact with that company ...


110

What should I do? You should maybe take an hour or so to get your version of events clear in your head so you know exactly what happened, then go straight to the police and file a report, clearly stating the facts, and leaving emotion out of it. You should file the same version of events with HR, advise that you have filed a police report, and state that ...


101

I'll focus on the work-related issue. Bill never wanted to do something he didn't come with. Got a solution about that problem that bugs everyone for 6 months, too bad, Bill doesn't like it, Bill doesn't do it. As a consultant you're in a much better position to deal with this. If you ask Bill to do something, he's expected to do it unless he has a good ...


101

According to you and your experience, is this an acceptable sentence under some circumstances? It is always wrong in the workplace? When someone says "You are not paid to think, but to do X", you should not take that literally. In every case you are paid to think at least a little, otherwise a robot would be doing your job. Normally that phrase is used ...


93

Given that his past behaviour was unprofessional, what should I be doing in this case? Assume good intentions. Don't draw conclusions about a person from a single instance of past behaviour. Give the candidate the benefit of the doubt and another chance to impress you. Generally when you do this with people you'll be rewarded for it. Should I highlight ...


89

Do nothing. Anything you do would contribute to validating the story she possibly could tell. That story now would be "I watched through the closed blinds of the office of a co-worker, and I thought he may be masturbating" and then it could be followed by "so I watched long enough to be sure" or "I turned away quickly". No matter how inappropriate or ...


84

Toughen up a bit. At this level, it's been one comment, poking fun at something you posted. It's obnoxious, but it's certainly not HR-level, and the fact that you think it is suggests that your sensitivity meter is dialed up too high by at least a few notches. You can offer cogent argument in the comments about how what you're suggesting is not the same ...


82

Wow. The senior dev sounds like a complete creep. Are her weirded-out, uncomfortable feelings justified? Yes, I think you'd struggle to find anyone who would consider this as reasonable or normal behaviour. It's not standard practice in the industry - far from it. If (as a senior dev), I want to review work, I sit with the intern and we go through ...


80

I know you did not ask anything on behalf of yourself but humanitarian considerations compel me to strongly advise you to avoid hanging around anywhere near the ass end of your company because that is where it is about to be badly bitten. Your company has made some serious blunders. Not only have they irreparably mangled their relations with their ...


71

I would suggest that you have a meeting with your manager and HR and explain the situation - giving them your reasons is one thing - that should stay private between them and you. However, what is said to the customer is up to your manager - he may say "oh, for X reason we have had to change engineer"... I don't think you should tell Bill's employer your ...


70

Amplifying what the other answers already said: Talking to HR is NOT enough, you MUST file a written report. Write exactly down what happened with as much detail (time, location, names, quotes) as you can recall. Stick to the facts, don't put any emotion or interpretation into it. Take this report to HR make a copy for yourself. Make HR sign your copy and ...


70

They're on the ceiling overlooking the stalls so you can see into them. So they're overlooking the stalls even when the stalls are closed? The law in Washington seems pretty clear-cut to me. https://www.washemploymentlaw.com/employee-rights/workplace-surveillance#1 I would call the police. Don't call 911. It's not an emergency. But find out what the ...


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