My husband has had prostate cancer for almost 8 years. It's coming back again and it will be terminal. He figures he has about 2-3 years left. Meanwhile, I'm trying to get back into the job market so I can have insurance and extra cash to cover for when he is no longer able to work.
Do I tell them that at a job interview? I've hired people before and I know I would appreciate knowing this, but at the same time, it could make me unemployable.
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I'm looking for some advice once again.
I fell at my last job in April. I left their employment in May. Just after leaving, I received a bill from one of the hospitals I went to after my fall. I sent the notice to the HR Director and she said emailed back that it was taken care of. Well, shame on me for not ensuring it was done. At the end of October, I received a letter from a debt collector for that bill. I immediately reached out to the HR Director. She said it was taken care of now and let her know if I get a bill. Well, I called the hospital and they did not hear from her. I've been going back and forth with her trying to get all the claim details since then. Continuously, she keeps pushing me back a day or two. Since this is a nonprofit, I reached out to the Board Director and haven't heard back. I don't think he checks the Board email too often, would it be unprofessional to reach out to him on LinkedIn to ask him to check the Board email? I know once he's involved it will be solved quickly. I just want this done ASAP and I'm not sure who outside the organization I can contact for help.
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POC Employee Harassing Caucasian and other POC Employees What Would you do?
My work is a nice mix of backgrounds, and we have enjoyed diversity and harmony until recently. I have a female POC employee who has experienced situations of racial discrimination and many negative personal experiences at other jobs and in her home life. Unfortunately since starting here, she has been targeting caucasian employees whom she believes are not suitable for the work. She insists that one in particular is unkind and treats her differently, that there is something wrong with him and she zeroes in on anything this person does that she deems is wrong (even if it isnt) and insists that conversations in writing and in person have been disrespectful to her. However the conversations that she complains about are conversations that others including POCs are in or have witnessed and they report that this person isnt acting out of sorts against her in any way. In fact they have gone to the employee she is targeting to make sure he is okay because of how she lashes out at him. She is also overriding and undermining another employee until they shut down and cried. She insists that situations, many of which I have been witness to went differently than it has. She has gone after and said rude things to other employees that are also POC and we have complaints from those employees too. She gets very aggressive and visibly angry when ever someone has a different opinion than her and has no tolerance for anyone other than those that agree with her completely. She will lash out, restage events and details that puts anyone that she disagrees with in a bad light. Every one of her coworkers except one have complained that they arent sure which of her they are going to get in a day as she fluxuates from very friendly to very callous, to very mean and suspicious of everyone. I have to let her go for bullying. I have complaints from caucasian and from POC employees about how she talks down to them. How would you handle this? What type of documentation would you make to protect the company from a wrongful claim of discrimination? I am very cautious with this employee and am working on an exit strategy for her. I cannot see any option or have any idea how to relay that it is her actions that see her out the door as she believes she is being discriminated against when we have counseled her on appropriate behaviour and how to act kind in the workplace. She backslides after a day or two of being nice and seems worse than she was before each time.
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Thoughts on this scenario:
Began interviewing for a senior-level position at a global marketing company at the end of October. After 5 interviews I was asked to meet the CEO, CTO, and Managing Director for breakfast in NYC (I live in CT). We discussed the role, the future of the company, and the optimism everyone at the table felt for the future with a few chuckles thrown in for good measure. We ended with big smiles, handshakes and a promise from the CEO that HR would be in touch.
That was last Tuesday and still not a peep. I was laid off in June and need to get back to work asap.
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Unpopular opinion: Holiday parties can be the BEST networking events.
I know the pushback on this one.
"It's a party! We shouldn't be talking business!"
"Don't make something fun very un-fun, Becca..."
"Why are you trying to make a stressful season even more stressful!"
But hear me out.
I'm NOT talking about walking around your work/neighborhood/family party laying your elevator pitch on thick.
Nope. ❌ You will not be popular at that party if you do that.
What I mean by creating wonderful opportunities for networking at a holiday party is that this is a time for you to get CURIOUS about people.
You could spend the holiday party talking to strangers/friends/family about where they parked and how the traffic was getting in.
OR you could ask them about...
✅ What they are working on right now
✅ What they are reading
✅ What they are listening to
You could follow those questions up with more questions and LEARN something new and build a genuine connection.
Then when your party friend asks YOU about what you're working on/reading/listening to, be honest!
Talk about the fact that you're...
✅ Working on making a transition in your career
✅ Reading about a new industry
✅ Listening to a podcast about entrepreneurship
You'll be AMAZED at what cool conversations you can have because you talked with people about real things, and how those real thing conversations can lead to introductions/new companies/more clients/exciting opportunities.
Don't take my word for it. Try it once, just once. Then see what happens.
I have a feeling you'll be jingle bell rocking your way into the New Year and a new chapter in your career!
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One of our faculty often berates and belittles my supervisor to the point that it's an abusive workplace for her.
I'd like to report him, but it is complicated because she is my supervisor, and he hasn't been outright abusive to me. And technically, she probably shouldn't have shown the messages he sent her to me. I've voiced to her that it's absolutely not okay and not normal for someone to treat her like that, but she is convinced it's "just how it is" with faculty (despite him being the only one who treats her like this and to this extent). I'm sure the way to navigate this will be different depending on what universities you work at, but does anyone have experience with this kind of situation? I find it extremely demoralizing, and it's incredibly hard to focus on my job having to deal with him and the way he treats my supervisor. Any advice or recommendations are appreciated!
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Reaching out for a helping hand :(.
I was seeing if there was anyone on this platform who has had experience of an appeal process with an employer and Unemployment before that can offer a quick chat or or share advise/suggestions a part from getting all my paperwork together.
-Resigned due to toxic environment
-Tried my luck with UI and got approved
-Employer is now appealing
I am nervous and I absolutely suck at advocating for myself and really could use a helping hand.
If you are open please let me know if I can send a message to you directly.
ANY HELP would be much appreciated.