I am so tired of the rejection and tomorrow's interview seems like such a great position. I am trying hard to stay confident but it is not easy, since I have been rejected for so many roles.
Part of me wants to celebrate and jump up and down, and then the other part of me is cautiously optimistic. The offer is contingent upon a successful background check. I have a misdemeanor back in 2009 when I was young and stupid. This misdemeanor has nothing to do with banking, theft, …
Strategically timing your questions is a crucial factor in achieving interview success.
https://open.substack.com/pub/artoffindingwork/p/the-timing-of-your-questions-during?r=4s382&utm_campaign=post&…
This week’s edition of Tuesday Tea with V brings together two themes that might seem unrelated at first — internet memes and personal milestones — but both offer insight into how we connect, communicate, and grow.
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If the company less interesting to you offers you a position, you should alert the other hiring manager to let him/her know that they are expecting a response in x days. (No company would expect a response on the spot; it is perfectly reasonable to take time to think about it). If they are truly…
I am depressed because of all the uncertainty and lack of support I am experiencing now.
How do you stay motivated and not depressed when so much is out of your control?
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Anonymous
It's unclear what your role is in the company, but the only people who should be made aware of another employees' work restrictions are strictly need-to-know, in order to accommodate said restrictions. This is likely limited to HR and the person's direct supervisor. You shouldn't have shared about the employee's restrictions; being a nosey-body doesn't qualify as "need", so the loudmouth should not have been told anything. The loudmouth should be told in no uncertain terms to stop making unfounded accusations. If she has a legitimate concern, she's allowed to raise it, once, with HR, and then needs to mind her own business. This is not impacting her in any way, based on your post, so it's none of her concern.
Anonymous
Unfortunately, she is in the chain of need to know, or I wouldn't have. She is not the direct supervisor, but has been allowed this access by the higher ups. Therefore, I was following the protocol already established.
Anonymous
In that case, my suggestion is to ensure those higher ups are aware of what she's doing. No reasonable manager would allow her behavior to continue unchecked.
Anonymous
Anonymous
The messaging system used is actually the preferred method of communication for the company, and is secure.
Anonymous
If that's the case, then the latter part of my response holds. The person should stay in their lane, and if they have evidence of WC fraud, they need to present it through the proper channels. I'm unsure how ethics are defined in HR, but check your professional ethics to see how much you can share about a person's WC accommodation agreements. You may have overstepped there.
I agree with the other poster who suggested you speak directly with the immediate supervisor since they are not in your chain of command. All of this is entirely out of their lane.