I could use an honest answer.

85 Comments

1. tiffany birchJuly 17,2023 at 5:59PM UTC

   It sounds like you were on automatic pilot, and forgot to review the HR manual for emergencies, and speaking to your manager and the HR manager when the situation arose. It may be wiser to take your outstanding performance reviews to another company, as they could hire someone else with the same letter content you received when you applied for the two other positions. If it were me, I'd move on.

2. AnonymousJuly 17,2023 at 6:11PM UTC

   I would have to say that you are on a list called “not eligible for rehire”. Put them behind you and look elsewhere.

3. AnonymousJuly 17,2023 at 6:32PM UTC

   You might get a second chance but this is a highly competitive market right now and you are nit guaranteed a position. I don't think you are on any not to re-hire list. I think you need to manage your expectations and understand that you will also not receive preferential consideration so it will take time.

4. KatJuly 17,2023 at 7:20PM UTC

   I'm not sure I understand what happened. Did the HR manager take the blame for your termination? Or did you? If you didn't follow proper procedures for notifying HR/your manager about a family emergency and the time off you needed, that's on you. Consider it a lesson learned. Certainly re-apply if there's something you qualify for, but it doesn't sound like they will give you preferential treatment or put you on the "short list" for a job automatically. While you may have wanted to work for this one place for the rest of your career, it's not the only company out there you might be a good fit for. Look for companies that offer similar things that attracted you to the previous one.

5. Sarah SwannJuly 18,2023 at 12:20PM UTC

   Even if OP did give them some notice, a lot of places are unable to sustain operations when employees have prolonged or unexpected absences. If the work requires being in person to answer phones or check patients in, that work still needs to be done and all the grace in the world won't necessarily ease the burden on the workplace.

   I was once the employee who was terminated for too many absences during my probationary period, and it felt awful, especially because I had similarly complicated reasons but otherwise was a good worker. On the other hand, I had missed enough time in my first few months to create issues with coverage, and I eventually understood that.

   I've also been the manager, trying to balance compassion with deadlines and operational needs and budgets and a VP who understandably questioned if keeping on an employee who had missed so much time at the very beginning of their employment with us made sense.

6. AnonymousJuly 17,2023 at 8:02PM UTC

   Doesn't make sense, HR Mgr took full blame? Regardless, within 11 months you had performance reviews? Sounds like you were separated and not in an adverse action way. As long as you left in a good way, no investigations, etc aside from attendance issues it could just be timing at this point. New leaders with new hiring decision makers. Aside from serious egregious acts is there really any 'do not hire back ever' list out there. Theft, harassment, racism, will get you on that list ALL DAY LONG, but attendance? Not usually.

7. Cindy GloverJuly 17,2023 at 10:11PM UTC

   See - I lack advice in this area because it simply pisses me off

   LIFE HAPPENS

   If you were coming in hungover and it was obvious you were not a good fit for the position - then I get it - but not this - never

8. AnonymousJuly 18,2023 at 1:07AM UTC

   I wouldn't apply for anything there. I'm sorry what happened to your mom, hopefully she's doing better.A place where a decision like this is being made, without a bit of compassion, can't be a good place to stay.

9. Sarah SwannJuly 18,2023 at 12:12PM UTC

   That's not necessarily true. Policies have to be applied consistently and fairly in the workplace or else businesses can find themselves in a lot of trouble. We don't know any of the circumstances other than what the OP wrote, but if there are any unions involved, there's often even more strictness around "an absence is an absence is an absence" (aka, when you find out that you paid a $20 copay for a doctor's note and then found out that you're still going to be penalized for being out. It's just an excused absence rather than an unexcused one...)

10. AnonymousJuly 18,2023 at 2:37AM UTC

    so you worked there eleven months...did you have a good track record prior to your mother's stroke, or was this an ongoing absence issue since the beginning there? My vibe is that you should let this place go. We don't know the details but they aren't working too hard at being "sorry and taking blame" regarding your termination. You are viewed as expendable. I know it hurts, but that's corporate America.

11. Sarah SwannJuly 18,2023 at 12:07PM UTC

    I don't know about taking blame -- that's very specific wording for an HR person to give -- but the fact that OP hasn't advanced in the process does not mean the company is being disingenuous. It just means other candidates were better suited or more qualified.

    But your line about being expendable? I 100% agree with that, unfortunately.

12. Joan Williams, Senior Talent Acquisition SpecialistJuly 18,2023 at 8:33AM UTC

    YOU SAID: "The HR Manager told me I could reapply in 6 months."

    Chances are, if you were not eligible for rehire, the HR Manager would not have told you that.

    That said, that doesn't mean there will be an open position you're a fit for nor does it mean you will be able to beat out the other candidates to land a position.

    Please tell me that you are applying to other companies besides your previous employer.

13. Sarah SwannJuly 18,2023 at 12:03PM UTC

    It's quite possible that they will offer you a position when you are the best candidate for that position. Even if you are a good fit and worked there previously, all it takes is for one other candidate to be a BETTER fit. I have mostly worked places where people returned under a variety of circumstances, but I've never worked anywhere that encouraged a terminated employee to reapply (after a specific interval, no less) if they were not eligible for rehire.

    I'd apply to jobs there if I met at least 75% of the qualifications and the job seemed like something I'd be interested in and good at, but I wouldn't apply only to that company, and I wouldn't apply to so many jobs that I looked as though I was trying to just get anything (not saying that you are doing that! But for others reading)

14. AnonymousJuly 18,2023 at 1:26PM UTC

    There are some companies that administer policies agnostic of circumstance. This could have been one such situation, where the policy is X, the violation looks like X but contextually it is X+Y. However, the context is not factored into administering the policy.

    If that is the case, then reapplying for a position for which you are a match would be like reapplying for a position at any company - regardless of your professional history there.

    That's a hard thing to do, but it might help from the perspective of looking at all opportunities as new opportunities instead of a different one with your old company.

    Position yourself to be the strongest candidate - and your past performance at that company can back you up.

    As Joan Williams said below - if you were told you were a candidate for rehire - then you would be considered if you are a match for the role.

15. AnonymousJuly 18,2023 at 2:06PM UTC

    So my first question is HOW did HR MESS UP? Weren’t you able to apply for FMLA or word remotely while on the west coast? How can they fire you for this?

    sounds like they offered you a rehire as a cover up for a wrong termination. I would confer with EEOC or legal firm on this one - good luck!

16. AnonymousJuly 18,2023 at 11:49PM UTC

    Companies CAN fire you, even if you are on FMLA - I know this because it happened to me. I got legal representation, but after 4 years of back and forth and mediation, ended up settling because I did not see this going anywhere positive, mainly because I felt like it was David vs Goliath. I am so happy to be gone from there now - but it took me a while to get to a place where I felt at peace again. My confidence was shattered. And I will NEVER go on FMLA again if I can help it.

17. AnonymousJuly 19,2023 at 12:32AM UTC

    FMLA doesn't kick in until you've been there for a year. If there were any kind of issues at all (beyond a couple of weeks absence for an unavoidable and traumatic illness), it's pretty standard to fire during probation instead of waiting for improvement. And plenty of crappy managers don't have the guts to clearly call out poor performance, so hearing there was a recent positive review doesn't mean much.

    Someone on probation doesn't have much of a case unless something was blatantly discriminatory based on a protected status.

18. AnonymousJuly 19,2023 at 12:28PM UTC

    She said she was there 11 months, so she would not be eligible for FMLA

19. E CJuly 19,2023 at 1:45PM UTC

    FMLA is an out of date law. It applies to people who have been employed for a year AND work for an organization of 50+ people. It leaves a lot of people, like the OP, out of luck.

20. AnonymousJuly 18,2023 at 8:37PM UTC

    The company would have advocated for your return if they wanted you back.

    Sorry but it's time to move on.

21. AnonymousJuly 18,2023 at 10:24PM UTC

    Was your mother's death your only absence if you were terminated for attendance after 11 months? Were you still on probation and released right after you got back? I had an employee like this that had several absences within her first six months, and by the time I terminated her, she had been so distracted that she couldn't do any of her duties. None of her absences were as traumatic as yours. All were planned family events. I would have to have a world full of proof that she had gotten her head back together before I would even consider her for any position anywhere.

22. AnonymousJuly 19,2023 at 12:09PM UTC

    This honestly sounds like unfair dismissal. Did you request for time-off well in advance and they were approved? If not, did you let your immediate supervisor and HR know when you dealt with your emergency? If you did either of the two, this was not grounds to terminate your appointment and them "taking full blame" does not translate into them sitting at home or advocating for your return. Check with your labour Dept in your country if you can force them to rehire you, or give you severance pay for 3 months.

23. Lisa KahlerJuly 19,2023 at 12:27PM UTC

    Her mother had a stroke on the complete other side of the country...how is she supposed to "request time off well in advance" for a family emergency??

24. AnonymousJuly 19,2023 at 6:34PM UTC

    Please read the rest of the comment. Different scenarios could have been at play. Just because it was an emergency the first time doesn't mean follow up visits could not be planned ahead of time. A person that suffers a stroke can need up to a years rehabilitation if not lifetime.

25. Tasha CampbellJuly 19,2023 at 12:11PM UTC

    U can sue it sounds like that's family emergency . I would contact OSHA OR EEOC

26. AnonymousJuly 19,2023 at 12:42PM UTC

    Absolutely ridiculous response - sue for what exactly? What is the labor law that says you can take time off for a family emergency? And how much time does that law allow?

27. Chriscodyc1July 19,2023 at 3:12PM UTC

    This is not a case for litigious action. There is no precedent for that on a federal or state level or labor law especially when someone has worked less than one calendar year for the company.

28. rgstaffing@bellsouth.netJuly 19,2023 at 12:28PM UTC

    You don't say how many absences you took in those 11 months. While I am sure they are compassionate, they have a business to run. I would move on and hopefully join a company where you can commit to being there every day.

29. AnonymousJuly 19,2023 at 1:16PM UTC

    i am sure the OP committed to being at the job she was terminated from. She couldn’t have anticipated her Mom having a stroke. Unfortunately, illness- yours or a parent’s- rarely happens when it is convenient.

30. AnonymousJuly 20,2023 at 3:48AM UTC

    Hey, her mom had a freaking stroke. Don’t act like OP is lazy or not “committed’ because she prioritized her MOTHER over a job.

31. AnonymousJuly 19,2023 at 12:31PM UTC

    Some states are employer based where the employer, especially during the probation period, can terminate employment without cause. Some states are more employee based and you may be able to bring action due to the family emergency. If you truly want back in with this company, I would not try to bring action, as they will definitely not hire you again. Do you have any contacts within the company who would be able to put in a good word for you and help you? If not, keep applying, but don't close off chances with other companies, as you may find one you like even better.

32. AnonymousJuly 19,2023 at 12:35PM UTC

    Unfortunately you are not eligible for FMLA until after 1 full year of service. You did not provide any details as to the amount of dates you were out or how many occurrences there were in 11 months. What is the company’s attendance policy? Was there a verbal or written warning prior to the term? There are a lot of unknowns here. Most states are right to work states and you can be terminated for virtually any reason except discriminatory.

    Typically when a termination takes place those employees are not eligible for rehire. Move on

33. rgstaffing@bellsouth.netJuly 19,2023 at 6:23PM UTC

    I agree with this. Many missing details...

34. AnonymousJuly 19,2023 at 12:47PM UTC

    Keep applying if you want but look elsewhere too. For your own benefit, mentally move on. If something opens up that's a good fit and you get a callback, great. If not, it wasn't meant to be. Sometimes leaving what you think is the "perfect" or "last" job leads to something much better. Good luck.

35. Maggie StoneJuly 19,2023 at 12:57PM UTC

    Sorry that you went through all this change and loss. It may be time to let this one go. Keep applying everywhere. The perfect opportunity for you may be in the next set of applications.

36. Afo Ogbeyalu KaluJuly 19,2023 at 12:57PM UTC

    Move on. The absenteeism during a probationary period is a tough hurdle to clear. Accept the situation as a learning experience, and open yourself up to other opportunities. In the future, before taking leave, examine your rights under an organization's employee code of conduct guidelines.

37. AnonymousJuly 19,2023 at 1:06PM UTC

    It depends. How many absences and how long were you there when you started taking them ? You said you were there 11 months, you were still on probation? Most times it’s 90 days, so that seems long. But on that time, didn’t you earn any vacation days? I know some companies make you wait a year (that’s a red flag for me, but I know not for everyone). Many times you start accruing them when you start, even if you can’t take them the first 3 months. Did your work slip while you were out?
    Eitner way, I’d start looking elsewhere. If your boss wanted you back, they’d do something.

38. rgstaffing@bellsouth.netJuly 19,2023 at 6:20PM UTC

    This to me is the only comment that is reality based. Absolutely probationary periods are typically 90 days. Maybe they extended hers to 11 months due to poor performance due to excessive absenteeism. Yes, PTO is accrued and it sounds like she used hers all up. In addition, she does not mention how long she was gone for. The 11 month probationary period is a big red flag and possibly she had an attendance problem before the family crises. More than likely, this was the tip of the iceberg. Again, she does not mention how long she was gone....

39. AnonymousJuly 19,2023 at 1:06PM UTC

    Why wouldn’t you get a chance to come back… you know the answer. The HR Manager was trying to let you go easy. They have no intention of hiring you again. How good of a place is it to work when they don’t support you when you have a sick parent?

40. AnonymousJuly 19,2023 at 1:08PM UTC

    Any company who isn’t compassionate enough to understand why you needed the time off for this isn’t a company worth working for. Life happens, it’s such a ridiculous policy to hold people to. Was the probationary period a result of your work performance, or due to previous absenteeism? If so, then that’s a little different. But either way, this isn’t the place for you.

41. Chriscodyc1July 19,2023 at 3:09PM UTC

    Probationary was probably when first hired which can range from 30 days to 12 months depending on company. OP only worked 11 months so it was probably that and not performance related.

42. Sarah SwannJuly 22,2023 at 1:31AM UTC

    She said they extended it, though, which means she was not performing at the level they expected people to be after their usual probation period (whatever that is).

    I know it sounds awful, but we don't know how much time she'd already taken and whether she told them she had to travel to her mom before she was next supposed to be at work. I know that to a business we're usually cogs in a machine and they just look at us a means to their bottom line, but the op is not forthcoming with the details of her absence

43. Chriscodyc1July 22,2023 at 10:12PM UTC

    I agree with your comment ?. Too much missing info from OP leads me to wonder same.

44. Michele DarleyJuly 19,2023 at 1:23PM UTC

    Personally, I wouldn't try to come back. They didn't treat you right and that isn't likely to change if you go back there, Find another company that has a better culture.

45. AnonymousJuly 19,2023 at 1:33PM UTC

    Honestly look for another job , wether it was deserved or not doesn’t look like your getting a second chance , better to look for a new position in a new company

46. AnonymousJuly 19,2023 at 1:38PM UTC

    My thought is that they didn't want you there. I have seen managers make provisions for people with special circumstances. If they know you need them they will never treat you right if you go back.

47. Marcia SmithJuly 19,2023 at 1:40PM UTC

    It is time to let that job and organization go and find greener pastures. I'm not clear on why you would want to return to a company that fired you for taking care of your mother, which is REALLy shameful. Move on and look elsewhere. Find an employer that cares about you AND your family!!!

48. Kim RaperJuly 19,2023 at 1:45PM UTC

    Trust me, You do not want to work there - they let you go for reasons you need to remember. No support of you during the crisis with your mother, etc. so there will be no support going forward either. They will likely not rehire you but gave you the company speech about eligibility. I would seek elsewhere. I doubt your performance makes any difference.. They were not focused on that when they terminated you. Brush off your resume and find a place that will support you during crisis as well as you perform for them.

49. AnonymousJuly 19,2023 at 2:10PM UTC

    I agree with the comments that this isn’t a company you want to work for. It’s absolutely abhorrent that they let you go for taking care of your sick mother. What happens if you’re sick? Or have a death in the family? No company is worth sacrificing yourself or your family for. At my current job, about 45 days into employment, my dad was in the hospital for what we thought was a stroke. My boss was super supportive and allowed me to take the time off I needed. It turned out to just be three days. Due to company policy, I wasn’t eligible for PTO yet. Having a supportive boss and company means so much don’t sell yourself short.

50. AnonymousJuly 19,2023 at 2:56PM UTC

    Move on.

51. AnonymousJuly 19,2023 at 3:40PM UTC

    Why would you want to work there? When someone shows you who they are, believe them the first time.

52. AnonymousJuly 19,2023 at 4:04PM UTC

    Did you burn up all of your PTO/Vacation days to tend to your Mother? You might try to write a letter to the CEO or Head of Company and let them know about your committment to the company and how difficult it was to have to manage your Mother long distance. If they read it and reconsider then you should consider going back. If not move on to other places where the level of empathy and care corresponds to real life situations for which you have no control. I hope your Mother is doing better and that you are going to find a wonderful new employer who will also take care of you.

53. Julie EJuly 19,2023 at 4:33PM UTC

    Personally I would not want to work for a company who terminated my employment for taking care of family in a situation like yours. I would apply elsewhere and I hope you are too. Life happens and that is not something you could control. My ex-husband sent me a text asking for a divorce my first week and I called my manager because I was so spun. She told me to take the rest of the day off and go to happy hour with my friends and take Monday off if I needed to. That is how you treat employees. I hope you find a better company to work for. You deserve it!

54. LadeybuggJuly 22,2023 at 12:26AM UTC

    I want to work for your company. It sounds like a great place.

55. Audrey KirschJuly 19,2023 at 4:37PM UTC

    Why did you have to apologize? Did you rush off to take care of your mom without advising anyone? And if it was during your probationary period, why did they keep you for 11 months before terminating you. If you gave them a heads up explaining why you had to take off, only a very callous employer would have let you go for that. HR may feel you need a 2nd chance but they don't make the hiring decisions so I'd take the hint and move on.

56. AnonymousJuly 19,2023 at 6:02PM UTC

    Why would you even apply to go back? The company screwed you. Leave and find another one!

57. rgstaffing@bellsouth.netJuly 19,2023 at 6:09PM UTC

    Unless I am missing something and I may be, how long did she take off?? Was it two weeks, two months...Don't slam the company until the time for this leave is revealed.

58. AnonymousJuly 20,2023 at 12:43PM UTC

    That’s what I was thinking too…I have a colleague whose mother passed and she used the bereavement the company allows but it wasn’t enough so she said she would use her PTO for the rest, but she never put in for the PTO. So she was just not working as an hourly employee which is job abandonment. She could have been fired but her manager eventually called her and made her put in the time off request. It was a tragic situation but it was handled very poorly by her and she continues to take time off despite now being in the negatives. My company is smaller and newer which is the only reason why that’s been allowed. Any other company she would be gone for getting into the negatives

59. AnonymousJuly 19,2023 at 7:15PM UTC

    I would move on and find a different company.

60. AnonymousJuly 19,2023 at 9:15PM UTC

    They terminated you, rightly or wrongly. Unless you have someone specifically helping you inside, it's not likely you will be hired again. The fact that you worked there for nearly a year, with glowing performance, and don't have an advocate helping you is potentially a sign that you have been given polite responses rather than honest ones. I'm not one to give up, but this feels like you need closure and to move on. Honest answer: staff that are valued don't get let go for breaking rules. That doesn't mean you are not valuable, just that your value did not make an impact on the right people. Move on.

61. Kelly ClarkeJuly 20,2023 at 3:43AM UTC

    WHY would you want to go back to a company that fired you for visiting your MOM after she had a damn stroke?

    They showed you who they are - believe them!

    I wish you and your family all the best.

62. Amy GeffenJuly 20,2023 at 12:56PM UTC

    Time to put it behind you. Recharge your job search abd network. Write directly to hiring managers at other companies where you would like to work.

63. Erin BeemerJuly 20,2023 at 12:57PM UTC

    The missing piece for me is how you communicated this time away at the time it happened. If they fired you and only then found out why you were away, then the blame is with you. In this case, regardless of the nice sentiment from HR, I think you have no real opportunity. If you requested the time off and then they later fired you anyway, why work for a place that doesn't value their employees or recognize that we all have lives, family, and other personal priorities? Either way, time to move on but make sure to draw the right lesson learned for the future.

64. Milissa JacobsJuly 20,2023 at 3:36PM UTC

    It sounds like it is time to go to your plan B. Yes, there are companies that keep lists of people that they will not rehire. You may have luck in a few years if you can show that this was a one-off, but I would not count on working there again.

65. rgstaffing@bellsouth.netJuly 20,2023 at 6:45PM UTC

    That is absolutely true. I know i keep a list of candidates that I will not work with again and trust me, they resurface.

66. Bradford McCormickJuly 20,2023 at 5:33PM UTC

    I am ignorant. But it sounds like you were going good work and you had a genuine emergency. Any reasonable person would have recognized that a person's mother is more important than a job in a corporaton, and I'm guessing they got by during your absence. If it was literally the company staying in business or you helping your mother that would be a really difficult situation and if the job really was important to you, too, maybe the company would have paid for home health aides for your mother. That would have been a no-win situation. But as you describe it it wasn't a Sophie's choice. Your manager made a choice he (she, other) did not ***need*** to make, right?

    So it sounds from what you write that the HR person sincerely does feel for you but is powerless. If I was you I would be looking for another job. Ask yourself if you want to work in a place that treated you this way even they do "take you back. What are you? Damaged goods?

    Maybe I'm wrong but the HR person seems to have been telling you that you had been wrongly treated but the company was not going to do anything about it. Again, do you want to work for a place which has treated you this shabby way?

67. rgstaffing@bellsouth.netJuly 20,2023 at 6:44PM UTC

    You see--i think that maybe you are not seeing something. She will not reveal how long she was gone. There is much more than meets the eye with this and more than likely they were planning to terminate her and wanted to make sure that all their i's were dotted and t's crossed to avoid a suit and that is why they extended her probation period.

68. Michelle Van Sickle GarrisJuly 20,2023 at 8:09PM UTC

    You should have gone to HR in the beginning and applied for FMLA beforehand. I'm not guessing they will rehire someone with attendance issues. Sorry.

69. Olivia LimónJuly 20,2023 at 9:21PM UTC

    You need to be employed at an organization for 12 months before you can claim FMLA. Unless the state you're in has a less restrictive family/medical leave protection, you can't take FMLA for the first year. For example, I live in Oregon, and we have OFLA which an employee can take after only 6 months with an employer.

70. Angela LancasterJuly 23,2023 at 6:11PM UTC

    I wasn't eligible for FMLA I had just started November 15th my mother had the stroke in December

71. AnonymousJuly 20,2023 at 8:10PM UTC

    Too much info missing here, to give you much of a response. Did you meet deadlines? How much time was missed overall in the time you were there (the extended probationary period)? Need more info.

72. AnonymousJuly 21,2023 at 12:21AM UTC

    No we have enough. They were awful because she had a sick mother. End of story.

73. Milissa JacobsSeptember 15,2023 at 12:41PM UTC

    Were people having to cover for her work while she was out? Were deadlines missed? Her sick mother is tragic and sad, but that is most definitely NOT the end of the story. As harsh as it sounds, companies can't care if mothers are sick or if there are personal problems. That's what FMLA is there to do. However, if I had just hired an employee who had this significant absenteeism, I would terminate their employment during the probation period also. I agree with the other posts. Move closer to your mother and look for work in the same area there.

74. rgstaffing@bellsouth.netJuly 22,2023 at 6:40PM UTC

    You are absolutely right and if I was a betting woman, I would say there was excessive absenteeism as she refuses to disclose how long she was gone. Probably they extended the probationary period to dot every i and cross every t. as they were getting ready to terminate her. This seems to trigger so many people and i find it so odd that no one else seems to get it. I am sure there is much more to this story---it would be interesting to hear the company side of things. There is way too much info missing here.

75. AnonymousJuly 20,2023 at 9:53PM UTC

    I would look for job with another company. I was a good employee and had the same happen to me last month, and they told me I could reapply. They had my job reposted by the next day. I knew if they let me go, there was no way they would rehire. That is the America we live in. Sorry for your bad experience and your mother's health. Time to look for a new company.

76. AnonymousJuly 21,2023 at 12:21AM UTC

    This happened to me. After I spoke with HR about the serious issues and violations they said I could apply to other jobs, I can’t even get an interview and now I’m out of a job. Thank you UPMC

77. Angela LancasterJuly 23,2023 at 6:04PM UTC

    It just seems to me the HR Manager lead me to believe after 6 months I could apply again to job openings, which I have done, but it was when she , I hope you understand that there are no guarantees, however second chances are not unknown to happen.

    Here's my question if I'm eligible to reapply for any position even my old position and I'm already qualified for that and I can reapply why did she say there's no guarantees if I can reapply am I being treated like another person that would apply or am I being treated differently I feel that I'm being treated differently there's no sense to reapply because the people that they've hired I know for a fact I have better skills than they do I've done this line of work for 30 years and I'm a damn good operator I just feel that that she lied. And I would have just appreciated it if they were honest and saying we're not going to rehire you back I just want to be treated honestly. Good luck to you also and your job hunt I'm sorry it happened to you too

78. Janet ParkhurstJuly 21,2023 at 2:26AM UTC

    Who would want to work for such a Nazi company? You did an excellent job, but your mother--your own mother--fell seriously ill and you had to care for her. Who could NOT understand that? We are people, first, workers, second. Period.

    You were there for 11 months--long enough to "prove yourself." Just look relentlessly for another opportunity and put this company behind you--forever. Frankly, two things make me seethe:

    First: your "apologizing" for putting your mother's needs before the company. !!!

    Second: them giving YOU a "second chance" for WHAT?

    Frankly, this company stinks. They are sub-human. As for "HR?" I think we're all familiar with the "joke" that they're NOT human and they're NOT a resource.

    Good luck to you and, as they say, don't let the bastards get you down.

    PS: Hope your mom recovered and that she is well.

79. Anantha PadmanabhanJuly 21,2023 at 3:18AM UTC

    Not likely.

    ALSO

    assuming that the HR manager was serious, the offered opportunity would be for the same position only (ie. probationer) and if you did not follow up your re-application personally, you should have.

    BUT even then, not likely.

80. AnonymousJuly 21,2023 at 1:22PM UTC

    Why would you want to go back to a company that has no compassion or understanding for your mother having a stroke? Your family and the time you spend with them is much more valuable than any job. Value your time and relationships and YOURSELF more than they do and move on to something better. Stick with it. It's out there.

81. AnonymousJuly 22,2023 at 3:23AM UTC

    You can be persistent, of course, and keep reapplying but as long as there is competition, they most likely will go with another applicant. Sadly, they look at you as someone who took off more time during the probationary period, which is usually 90 days. Yes, it was your mother, and your mother comes first, but in corporate America, at the end of the day, the facts win. It was unfortunate that the timing went the way it did, but obviously you made the right decision and if they cannot give you grace the second time around, it is time to move on.

82. AnonymousJuly 25,2023 at 2:19PM UTC

    If the company has put you on a "black-list", this is illegal, but you need to prove this.

    One way maybe to do this is to put in a "subject request", asking for access to your records, as well as copies of emails between your manager and your HR dept. that have you as the subject any personal notes your manager has on you.

83. Maria Paula CalvoJuly 25,2023 at 3:33PM UTC

    If you feel really motivated to try going back to this company, do it! But please keep in mind that you already know how they make decisions and that this may be a pattern embedded in the company´s culture you may run the risk to face again if they take you back. Having said that, I would strongly recommend to keep up searching in other companies because as far as I read from your comment, HR did not asume any formal commitment to re-hire you at any time. You know that you are valuable and how much you value, so I am positive that you can contribute to many companies in an outstanding manner. Don´t get discouraged!!!!!

84. AnonymousJuly 28,2023 at 2:04AM UTC

    If your mom is still in poor health, maybe move to the city where she is living? Then apply for jobs there?... I would move on to another company.

85. Kimberly AnneJuly 31,2023 at 12:42PM UTC

    You don’t want to work for that company again. What they did was awful and told me all I need to know about whoever they are. I would try to enlist help from others for your mom, so it’s not all on you. If you’re the only one and can afford to move to be with her- I would. Live with her maybe and cut your costs and apply for assistance to be her caretaker. You can be paid for that.