I started a Legal LPA role at a law firm last July.

18 Comments

1. AnonymousMay 14,2025 at 5:32PM UTC

   I'm having a really hard time following this narrative. Also can't tell what your chief complaint is: the temp that was hired, you getting called out for poor performance, or the HR person.

   My read: I don't know what the temp has to do with this story. Sounds like you're angry that the first attorney that complained about you got reassigned to her. This has nothing to do with your performance issues. She's not going to decline this assignment to spare you a hurt feeling.

   Time for you to take a long hard look at your performance record with this firm. One complaint about your performance, maybe an anomaly. Two times...that's a pattern. The conversation with HR should have been about specifics and what each attorney's complaint was about...and the steps you'd take to course correct. I applaud you visiting with HR periodically, this is the right thing to do.

   I'm sorry to hear about your anxiety and ADHD. Not sure how that is relevant to anything in this post unless you're looking to divert attention away from the performance issue.

   Bottom line: if HR is documenting these meetings with you, you're seriously on their radar. Do yourself a favor and aggressively start to look for a new job. This one is unfortunately coming to an end.

2. AnonymousMay 14,2025 at 6:18PM UTC

   It sounds like someone is trying to stir up trouble if the HR person is going to people, soliciting feedback, and blowing it out of proportion.

   It sounds like there's not quite enough work to go around with the new person hired, and the HR person or someone else has decided the new person is a favorite. Favorite in the workplace doesn't mean that the person does better work.

   You are also most likely someone without adhd and anxiety, which are both worsened badly by stress. We work twice as hard for maybe almost as much if we are lucky and go home beating ourselves up for not working hard enough.

3. AnonymousMay 14,2025 at 10:38PM UTC

   I’ve had a 30+ year old diagnosis of generalized anxiety disorder and panic disorder. I’m also a recovering alcoholic. I take mental health issues very seriously. My circumstances don’t change my responsibility in the workplace, however.

4. AnonymousMay 16,2025 at 12:18AM UTC

   Glad you are in recovery, congratulations. I do not believe the OP is using ADHD or anxiety as any excuse. It is a real response when one is being accused of wrongdoing on the job whern they are innocent. I have been in this situation myself and my MD prescribed xanax for a short period of time. I was fine again once I left that job for one I loved where I was appreciated for my hard work.

5. AnonymousMay 16,2025 at 12:27PM UTC

   Hmm, are you an HR person? Sounds like it! I agree that the OP has not necessarily filled in all the gaps in her description of her situation, but it’s an internet post. It’s easy to miss details that seem vital to outsiders when you’re the one in the situation. Ask questions rather than being accusatory. Just because the OP has been called in twice does NOT mean she should “take a hard look at [her] performance”. Any attorney worth their salt would let an underperforming employee know this in no uncertain terms (I mean, have you MET any attorneys?) - they would not sneak off to HR. So this is likely toxic HR/toxic management, sadly. It could be questionable attorneys, too, but I doubt this.

   Next, I’m guessing you don’t have ADHD or anxiety yourself or you wouldn’t write such an inappropriate comment. Telling the OP that they are trying to “divert attention away from the performance issues” by citing their legitimate disability is why the ADA was created. You need to do some serious research into the effects of ADHD and anxiety in the workplace, particularly when the environment turns sour.

   The one thing you’re right about is that the OP should look for a new job. It sounds like, whether it’s HR or a rogue attorney, there’s some toxicity in this workplace and she should get some great references from the attorneys she knows like her and find a new job. To the OP, if you feel like you’re being discriminated against, go talk to a lawyer. It’s not an easy job market and getting pushed out could be difficult. Get your ducks in a row, particularly if you genuinely believe they are pushing you out because of your disability.

6. AnonymousMay 17,2025 at 2:12PM UTC

   Damn you dense. It's clear as the nose on your face that HR wanted the to OP spot and give it to the person she favored. Since there were no open spots, their was about to be one, OP's

7. AnonymousMay 18,2025 at 3:03PM UTC

   The HR person has entered the chat.

8. LauraMay 14,2025 at 10:07PM UTC

   It is odd to go from no complaints to a write up without any previous warning. I would make sure to be documenting everything on your end from making sure you have copies of your performance evaluations to any correspondences that you've had with your attorneys regarding your performance. I also feel like I'm missing something as I'm not understanding why a new HR person would be trying to get rid of you out of the blue.

9. AnonymousMay 15,2025 at 2:04AM UTC

   You go directly to said attorneys she mentioned and remove her (HR lady) from the picture. She’s the problem and needs to go. Ask your attorneys to assist you with how better you can improve. And ask them to support you.

10. AnonymousMay 15,2025 at 7:21PM UTC

    Go to each attorney you work with and make them aware of the "trend" with this person in HR and request each attorney come to you if they have any concerns with you performance so you can proactively correct the complaints.

    In the meantime, keep communication open and stop going to HR. They clearly want you out.

11. Tina MorenoMay 15,2025 at 7:37PM UTC

    First off, I’m really sorry you're going through this—it sounds incredibly frustrating, especially when you're putting in the effort, getting positive feedback from your attorneys, and still being blindsided by vague HR conversations. You're not imagining things: being called into HR with no prior feedback or opportunity to improve feels unfair, and it is destabilizing—especially in an environment that should be focused on collaboration and transparency.

    That said, a few things may help you regain some control here. First, try to keep your mindset grounded in facts, not feelings. You can’t control office politics or how others move, but you can protect your peace through clear documentation and calm professionalism.

    If you’re called into HR again, it’s more than fair to ask, “Can you clarify the specific concerns? Who raised them, and when? I want to improve, but I need details in order to do that.” Don’t shy away from requesting a plan for improvement or asking how this documentation might affect your standing.

    You’re also right to speak directly with the attorneys you support. If your attorney trusts you, she may be willing to help set the record straight—or at least keep you in the loop going forward. Whether or not she wants to deal with HR herself, her verbal support still matters. Just keep those conversations professional and focused on performance, not office drama.

    As for the HR person—it’s okay to hold her accountable. If she’s presenting things as formal complaints without offering a path forward or context, that’s not how good HR operates. You can calmly say, “I’d like to request that any future conversations be followed up with clear, written expectations and an opportunity for response.” That signals that you’re paying attention, and you’re not afraid to advocate for yourself respectfully.

    One last thing: if your anxiety or ADHD isn’t relevant to the concerns raised, there’s no need to bring it into the conversation. It can come across as deflective, even if that’s not your intention. You’ve clearly shown resilience and professionalism—lean into that.

    Keep your head up, keep doing your job well, and document everything. You don’t have to be perfect—you just have to be proactive. You've got this.

12. Colleen HansonMay 17,2025 at 3:12PM UTC

    I have been in a very similar situation, the only difference is the other employee was a friend of the woman in HR. My story almost mirrors yours! When I questioned the attorneys, after being called by HR that was not on site, none of them knew what I was talking about. My direct manager and the head attorney for our company said that he gave me rave reviews, so he was confused. He personally called HR to find out what was going on and was told that I "must have misunderstood the conversation." I was able to show him the email I received from HR that I was required to sign. He advised me not to sign it, saying it was inaccurate, and contacted HR again. About a month later I received another request from HR for another phone conference. The same thing happened. I again notified the head attorney, and he again told me not to sign anything. He said that he was getting seperate stories from HR so he advised me to let him know the next time I was contacted by HR. The next time it happened I had HR on speaker phone and was joined by the head attorney, along with the other two attorneys I worked for. After listening to the spew of lies HR was telling me about "claims being made" about my poor work, all three attorneys spoke up immediately and told her that she was blatantly lying and they wanted to know why (she did not know they were with me). When she realized they had heard everything she tried to backtrack and renig on everything she had just said, then immediately ended the call. She and the other employee were terminated shortly afterward.

    So, long story short, my suggestion to you would be to have the people you report to join you the next time HR requests a meeting. If someone is lying, it will all come out when everyone is present.

13. AnonymousMay 17,2025 at 4:04PM UTC

    I hate it when people play these games. I suggest making your attorneys aware and checking in with them periodically. And unfortunately, I always coach my assistants by starting off with, there are no friends at work. Anyone is capable of taking your job even after you have mentored them. There is no loyalty. No mentoring unless it’s assigned, to you, this way it’s documented.

14. AnonymousMay 17,2025 at 4:41PM UTC

    Can you escalate this to the head of the firm and let them know that you are feeling targeted? It does not sound like a safe place for you and perhaps this other person is baiting the HR person to angle for your permanent role. Don't take the bait and hire an employment attorney or at least call FEHA or the EEOC and make a complaint if not.

15. AnonymousMay 19,2025 at 12:37AM UTC

    The head of this law firm is focused on one thing: billable hours. They’re going to tell a bunch of adults to figure it out.

16. AnonymousMay 18,2025 at 3:19PM UTC

    These are the steps I would take:

    1. Let your direct manager and your attorneys know what is going on and ask them if they have any advice on how to handle it. 2. Give your manager and the attorneys a heads up that you'll be sending an email to them, the HR woman, and her boss that includes the details of the situation and your concerns. The tone of the email should be "help me understand/I'm concerned/I want to get everyone on the same page," rather than accusatory. I'm sure your attorneys would help with this. 3. Note in the email that you want the email included in your employee file and that you want to redact your signature from your performance conversations. I would even print a copy of it and provide it to HR.

    This might seem extra, but what the HR person is doing to you seems extra, too. Good luck!

17. Rosa GoesMay 20,2025 at 5:32AM UTC

    Good advice from most posters. I applaud you for your resilience and steps you've taken thus far. I hope it all gets resolved soon. Take great care of yourself in the meantime!

18. AnonymousMay 21,2025 at 4:56PM UTC

    Tread lightly and always remember HR is for the company NOT the employees. Document every conversation and file a complaint with Dept. of Labor and BBB. Make sure to name the woman from HR directly. It looks as if the one you helped is working to get your job through this HR rep.