{"post_id": "weuaw9", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[TN] Office manager made a point to leave their office to come to mine (cancer patient) to criticize my wig  So I have cancer.  The office manager (not my direct supervisor I report to our VP of sales) came to my office to tell me how bad my wig looked.  It is a natural color and professional looking, I get a lot of compliments on my \u201chair\u201d when out generally.I literally sat at my desk and cried.  The office manager made a point to do it in front of others and it was downright humiliating.   I\u2019ve been with the company less than a year  (10 months) the office manager has been with the company nearly 20 years.  I\u2019m afraid to say anything to HR (who was actually here and upstairs from our corporate headquarters as this took place) because I don\u2019t want to look like a whiny baby but it was really hurtful and felt like an attack.    I\u2019m going through hell right now with breast cancer in my 30\u2019s, along with dealing with my brother dying of bone cancer and in hospice care and losing my fertility.  I also have rheumatoid arthritis and severe anxiety so this comment has me so messed up I don\u2019t even want to go back to work.  It was so hateful and snarky I can\u2019t even believe it was said.  Wigs are expensive and I can\u2019t just go out and replace mine because the office manager doesn\u2019t like it.    Any advice? I wanted to tell send her an email stating that I hope she is never in my position and if she ever did find herself in my position she wouldn\u2019t be treated as cruelly as she treated me and state that if there is future comments I would have to file a complaint with HR for disability harassment but I also don\u2019t want to escalate the situation to where work becomes even more uncomfortable.  I\u2019m at a loss here either way I look at it. I need to keep my job strictly to keep my insurance but I also can\u2019t not stand up for myself", "c_root_id_A": "iiqgwga", "c_root_id_B": "iiqeuhh", "created_at_utc_A": 1659496135, "created_at_utc_B": 1659495156, "score_A": 87, "score_B": 58, "human_ref_A": "I\u2019m so sorry this happened. What a horrible thing to say to you, or anyone. I am sensitive to this topic because of a family history of cancer and I recovered from thyroid cancer several years ago. I\u2019m not in HR at all FYI.   I\u2019d draft something like   Hello office manager,  Yesterday at 3pm you came into my office and said \u201cabc\u201d\u2026  This behavior was shocking and unwelcome. As you are aware I am going through treatment for cancer and your comment was inappropriate. You said \u201cxyz\u201d which was not appropriate at work.   I hope you never have to experience\u2026 (insert comments about it being cruel\u2026)  Please do not speak this way to me again. I am looking forward for our professional relationship to continue and grow in a positive direction.   I have included\u2026.My Manager Name and Your Manager Name on this email so they are aware of the incident that occurred yesterday.   Best, Name  Obviously my message above is very simplified but I hope you can see the clear structure. I hope this outline gives you some ideas. As others are saying, you should (politely) firmly document this and state the behavior was unwelcome. Absolutely alert your manager and theirs. Don\u2019t open the door for a conversation - this event happened, I disapprove, please don\u2019t do it again, now our managers are aware. Boom.   The comments and light gossip about my cancer at my workplace was so shockingly hurtful and unwelcome. I really feel you here. As long as you keep this hyper professional, I know you have the power to shut it down. Sending peace and hugs your way.", "human_ref_B": "Does HR and your direct supervisor know about your disability?  If not you should inform them.  I don\u2019t believe you\u2019re in a protected class unless they have been made aware of your disability.  Personally, I would send the office manager a letter, AND cc your direct supervisor and HR. Also, BCC yourself at your own personal home email address , as things of this nature can get \u201clost\u201d on a company server. This NEEDS to be on the record in case she pulls anything else on you.", "labels": 1, "seconds_difference": 979.0, "score_ratio": 1.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "weuaw9", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[TN] Office manager made a point to leave their office to come to mine (cancer patient) to criticize my wig  So I have cancer.  The office manager (not my direct supervisor I report to our VP of sales) came to my office to tell me how bad my wig looked.  It is a natural color and professional looking, I get a lot of compliments on my \u201chair\u201d when out generally.I literally sat at my desk and cried.  The office manager made a point to do it in front of others and it was downright humiliating.   I\u2019ve been with the company less than a year  (10 months) the office manager has been with the company nearly 20 years.  I\u2019m afraid to say anything to HR (who was actually here and upstairs from our corporate headquarters as this took place) because I don\u2019t want to look like a whiny baby but it was really hurtful and felt like an attack.    I\u2019m going through hell right now with breast cancer in my 30\u2019s, along with dealing with my brother dying of bone cancer and in hospice care and losing my fertility.  I also have rheumatoid arthritis and severe anxiety so this comment has me so messed up I don\u2019t even want to go back to work.  It was so hateful and snarky I can\u2019t even believe it was said.  Wigs are expensive and I can\u2019t just go out and replace mine because the office manager doesn\u2019t like it.    Any advice? I wanted to tell send her an email stating that I hope she is never in my position and if she ever did find herself in my position she wouldn\u2019t be treated as cruelly as she treated me and state that if there is future comments I would have to file a complaint with HR for disability harassment but I also don\u2019t want to escalate the situation to where work becomes even more uncomfortable.  I\u2019m at a loss here either way I look at it. I need to keep my job strictly to keep my insurance but I also can\u2019t not stand up for myself", "c_root_id_A": "iiqgwga", "c_root_id_B": "iiqegw4", "created_at_utc_A": 1659496135, "created_at_utc_B": 1659494980, "score_A": 87, "score_B": 26, "human_ref_A": "I\u2019m so sorry this happened. What a horrible thing to say to you, or anyone. I am sensitive to this topic because of a family history of cancer and I recovered from thyroid cancer several years ago. I\u2019m not in HR at all FYI.   I\u2019d draft something like   Hello office manager,  Yesterday at 3pm you came into my office and said \u201cabc\u201d\u2026  This behavior was shocking and unwelcome. As you are aware I am going through treatment for cancer and your comment was inappropriate. You said \u201cxyz\u201d which was not appropriate at work.   I hope you never have to experience\u2026 (insert comments about it being cruel\u2026)  Please do not speak this way to me again. I am looking forward for our professional relationship to continue and grow in a positive direction.   I have included\u2026.My Manager Name and Your Manager Name on this email so they are aware of the incident that occurred yesterday.   Best, Name  Obviously my message above is very simplified but I hope you can see the clear structure. I hope this outline gives you some ideas. As others are saying, you should (politely) firmly document this and state the behavior was unwelcome. Absolutely alert your manager and theirs. Don\u2019t open the door for a conversation - this event happened, I disapprove, please don\u2019t do it again, now our managers are aware. Boom.   The comments and light gossip about my cancer at my workplace was so shockingly hurtful and unwelcome. I really feel you here. As long as you keep this hyper professional, I know you have the power to shut it down. Sending peace and hugs your way.", "human_ref_B": "Confront her directly?  Tell her how what she said made you feel, and the first half of the email you were going to write (\u201cI hope she is never in my position and if she ever did find herself in my position she wouldn\u2019t be treated as cruelly as she treated me\u201d) you should explain to her too.  See how she reacts and responds before you escalate. If she doesn\u2019t apologize then you\u2019re done with her and then you escalate. But speak to your manager before HR.  Sorry to hear what you\u2019re going through, OP.", "labels": 1, "seconds_difference": 1155.0, "score_ratio": 3.3461538462, "metadata_A": "", "metadata_B": ""}
{"post_id": "weuaw9", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[TN] Office manager made a point to leave their office to come to mine (cancer patient) to criticize my wig  So I have cancer.  The office manager (not my direct supervisor I report to our VP of sales) came to my office to tell me how bad my wig looked.  It is a natural color and professional looking, I get a lot of compliments on my \u201chair\u201d when out generally.I literally sat at my desk and cried.  The office manager made a point to do it in front of others and it was downright humiliating.   I\u2019ve been with the company less than a year  (10 months) the office manager has been with the company nearly 20 years.  I\u2019m afraid to say anything to HR (who was actually here and upstairs from our corporate headquarters as this took place) because I don\u2019t want to look like a whiny baby but it was really hurtful and felt like an attack.    I\u2019m going through hell right now with breast cancer in my 30\u2019s, along with dealing with my brother dying of bone cancer and in hospice care and losing my fertility.  I also have rheumatoid arthritis and severe anxiety so this comment has me so messed up I don\u2019t even want to go back to work.  It was so hateful and snarky I can\u2019t even believe it was said.  Wigs are expensive and I can\u2019t just go out and replace mine because the office manager doesn\u2019t like it.    Any advice? I wanted to tell send her an email stating that I hope she is never in my position and if she ever did find herself in my position she wouldn\u2019t be treated as cruelly as she treated me and state that if there is future comments I would have to file a complaint with HR for disability harassment but I also don\u2019t want to escalate the situation to where work becomes even more uncomfortable.  I\u2019m at a loss here either way I look at it. I need to keep my job strictly to keep my insurance but I also can\u2019t not stand up for myself", "c_root_id_A": "iiqeuhh", "c_root_id_B": "iiqegw4", "created_at_utc_A": 1659495156, "created_at_utc_B": 1659494980, "score_A": 58, "score_B": 26, "human_ref_A": "Does HR and your direct supervisor know about your disability?  If not you should inform them.  I don\u2019t believe you\u2019re in a protected class unless they have been made aware of your disability.  Personally, I would send the office manager a letter, AND cc your direct supervisor and HR. Also, BCC yourself at your own personal home email address , as things of this nature can get \u201clost\u201d on a company server. This NEEDS to be on the record in case she pulls anything else on you.", "human_ref_B": "Confront her directly?  Tell her how what she said made you feel, and the first half of the email you were going to write (\u201cI hope she is never in my position and if she ever did find herself in my position she wouldn\u2019t be treated as cruelly as she treated me\u201d) you should explain to her too.  See how she reacts and responds before you escalate. If she doesn\u2019t apologize then you\u2019re done with her and then you escalate. But speak to your manager before HR.  Sorry to hear what you\u2019re going through, OP.", "labels": 1, "seconds_difference": 176.0, "score_ratio": 2.2307692308, "metadata_A": "", "metadata_B": ""}
{"post_id": "weuaw9", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[TN] Office manager made a point to leave their office to come to mine (cancer patient) to criticize my wig  So I have cancer.  The office manager (not my direct supervisor I report to our VP of sales) came to my office to tell me how bad my wig looked.  It is a natural color and professional looking, I get a lot of compliments on my \u201chair\u201d when out generally.I literally sat at my desk and cried.  The office manager made a point to do it in front of others and it was downright humiliating.   I\u2019ve been with the company less than a year  (10 months) the office manager has been with the company nearly 20 years.  I\u2019m afraid to say anything to HR (who was actually here and upstairs from our corporate headquarters as this took place) because I don\u2019t want to look like a whiny baby but it was really hurtful and felt like an attack.    I\u2019m going through hell right now with breast cancer in my 30\u2019s, along with dealing with my brother dying of bone cancer and in hospice care and losing my fertility.  I also have rheumatoid arthritis and severe anxiety so this comment has me so messed up I don\u2019t even want to go back to work.  It was so hateful and snarky I can\u2019t even believe it was said.  Wigs are expensive and I can\u2019t just go out and replace mine because the office manager doesn\u2019t like it.    Any advice? I wanted to tell send her an email stating that I hope she is never in my position and if she ever did find herself in my position she wouldn\u2019t be treated as cruelly as she treated me and state that if there is future comments I would have to file a complaint with HR for disability harassment but I also don\u2019t want to escalate the situation to where work becomes even more uncomfortable.  I\u2019m at a loss here either way I look at it. I need to keep my job strictly to keep my insurance but I also can\u2019t not stand up for myself", "c_root_id_A": "iir5xh0", "c_root_id_B": "iiqhce8", "created_at_utc_A": 1659511759, "created_at_utc_B": 1659496354, "score_A": 33, "score_B": 32, "human_ref_A": "Is this the first time they've gone out of their way to do or say something to you?  Whether it is or is not, you need to start keeping a log of every interaction where something like this had happened.  Keep it in a notebook, a private email, your phone notepad.  \"On (date) at (time), (Boss's name) approached my desk and said (statement).\"  Keep it clear, concise, to the point.  Don't include needless information.  You *do* need to start building a case.  If you choose to send an email to HR, same thing. Keep it short and concise unless they ask for more info.  \"(Boss's name) approached my desk at (time) on (date) to criticize my wig.  As I am a cancer patient and the loss of my hair is beyond my control,, I feel this was out of line and inappropriate. I'm not asking for any consequence or disciplinary action to come from this email but I am asking that a file be made and kept on this in case anything happens in the future.\"  My mom had cancer, stage 4 pancreatic cancer, and she also lost her hair toward the end of her time.  She had a wig she liked. It wasn't natural for her since she initially had longer hair, but we all told her it looked amazing and she always smiled from it.  Your boss is out of line for criticizing you. And I'm sorry for what you're going through.", "human_ref_B": "Talk to hr.  Confronting her directly will achieve nothing and will make you feel bad.", "labels": 1, "seconds_difference": 15405.0, "score_ratio": 1.03125, "metadata_A": "", "metadata_B": ""}
{"post_id": "weuaw9", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[TN] Office manager made a point to leave their office to come to mine (cancer patient) to criticize my wig  So I have cancer.  The office manager (not my direct supervisor I report to our VP of sales) came to my office to tell me how bad my wig looked.  It is a natural color and professional looking, I get a lot of compliments on my \u201chair\u201d when out generally.I literally sat at my desk and cried.  The office manager made a point to do it in front of others and it was downright humiliating.   I\u2019ve been with the company less than a year  (10 months) the office manager has been with the company nearly 20 years.  I\u2019m afraid to say anything to HR (who was actually here and upstairs from our corporate headquarters as this took place) because I don\u2019t want to look like a whiny baby but it was really hurtful and felt like an attack.    I\u2019m going through hell right now with breast cancer in my 30\u2019s, along with dealing with my brother dying of bone cancer and in hospice care and losing my fertility.  I also have rheumatoid arthritis and severe anxiety so this comment has me so messed up I don\u2019t even want to go back to work.  It was so hateful and snarky I can\u2019t even believe it was said.  Wigs are expensive and I can\u2019t just go out and replace mine because the office manager doesn\u2019t like it.    Any advice? I wanted to tell send her an email stating that I hope she is never in my position and if she ever did find herself in my position she wouldn\u2019t be treated as cruelly as she treated me and state that if there is future comments I would have to file a complaint with HR for disability harassment but I also don\u2019t want to escalate the situation to where work becomes even more uncomfortable.  I\u2019m at a loss here either way I look at it. I need to keep my job strictly to keep my insurance but I also can\u2019t not stand up for myself", "c_root_id_A": "iir5xh0", "c_root_id_B": "iiqegw4", "created_at_utc_A": 1659511759, "created_at_utc_B": 1659494980, "score_A": 33, "score_B": 26, "human_ref_A": "Is this the first time they've gone out of their way to do or say something to you?  Whether it is or is not, you need to start keeping a log of every interaction where something like this had happened.  Keep it in a notebook, a private email, your phone notepad.  \"On (date) at (time), (Boss's name) approached my desk and said (statement).\"  Keep it clear, concise, to the point.  Don't include needless information.  You *do* need to start building a case.  If you choose to send an email to HR, same thing. Keep it short and concise unless they ask for more info.  \"(Boss's name) approached my desk at (time) on (date) to criticize my wig.  As I am a cancer patient and the loss of my hair is beyond my control,, I feel this was out of line and inappropriate. I'm not asking for any consequence or disciplinary action to come from this email but I am asking that a file be made and kept on this in case anything happens in the future.\"  My mom had cancer, stage 4 pancreatic cancer, and she also lost her hair toward the end of her time.  She had a wig she liked. It wasn't natural for her since she initially had longer hair, but we all told her it looked amazing and she always smiled from it.  Your boss is out of line for criticizing you. And I'm sorry for what you're going through.", "human_ref_B": "Confront her directly?  Tell her how what she said made you feel, and the first half of the email you were going to write (\u201cI hope she is never in my position and if she ever did find herself in my position she wouldn\u2019t be treated as cruelly as she treated me\u201d) you should explain to her too.  See how she reacts and responds before you escalate. If she doesn\u2019t apologize then you\u2019re done with her and then you escalate. But speak to your manager before HR.  Sorry to hear what you\u2019re going through, OP.", "labels": 1, "seconds_difference": 16779.0, "score_ratio": 1.2692307692, "metadata_A": "", "metadata_B": ""}
{"post_id": "weuaw9", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[TN] Office manager made a point to leave their office to come to mine (cancer patient) to criticize my wig  So I have cancer.  The office manager (not my direct supervisor I report to our VP of sales) came to my office to tell me how bad my wig looked.  It is a natural color and professional looking, I get a lot of compliments on my \u201chair\u201d when out generally.I literally sat at my desk and cried.  The office manager made a point to do it in front of others and it was downright humiliating.   I\u2019ve been with the company less than a year  (10 months) the office manager has been with the company nearly 20 years.  I\u2019m afraid to say anything to HR (who was actually here and upstairs from our corporate headquarters as this took place) because I don\u2019t want to look like a whiny baby but it was really hurtful and felt like an attack.    I\u2019m going through hell right now with breast cancer in my 30\u2019s, along with dealing with my brother dying of bone cancer and in hospice care and losing my fertility.  I also have rheumatoid arthritis and severe anxiety so this comment has me so messed up I don\u2019t even want to go back to work.  It was so hateful and snarky I can\u2019t even believe it was said.  Wigs are expensive and I can\u2019t just go out and replace mine because the office manager doesn\u2019t like it.    Any advice? I wanted to tell send her an email stating that I hope she is never in my position and if she ever did find herself in my position she wouldn\u2019t be treated as cruelly as she treated me and state that if there is future comments I would have to file a complaint with HR for disability harassment but I also don\u2019t want to escalate the situation to where work becomes even more uncomfortable.  I\u2019m at a loss here either way I look at it. I need to keep my job strictly to keep my insurance but I also can\u2019t not stand up for myself", "c_root_id_A": "iir076h", "c_root_id_B": "iir5xh0", "created_at_utc_A": 1659507464, "created_at_utc_B": 1659511759, "score_A": 24, "score_B": 33, "human_ref_A": "It\u2019s difficult to know the best advice to give here.  In theory, going to HR isn\u2019t a bad idea. However, if she\u2019s been there 20 years, my bet is  she\u2019s done this, or similar before, and she\u2019s still there, being bad. You can interpret that as either HR holds no power, or she holds a lot.  Go to your boss? Maybe, but it can\u2019t be like you\u2019re going crying. Could you approach it\u2019s a mentoring conversation? \u201cI\u2019d love your advice on how to navigate this situation\u201d. It accomplishes two things - gets it on their radar, but also in a way that helps you with organizational norms.  Speak to her directly? Based on what you write, the least good option. I\u2019d put money on her attacking you at least in part because she knows you\u2019re not great with conflict. Emailing or speaking to her about it runs the risk of her escalating it, and I bet I can write the script now:  \u201cI did it out of kindness. You may not be aware\u2026we have standards\u2026you need to take feedback better\u2026\u201d.  Of the three, I\u2019d favor the mentor conversation with your boss.", "human_ref_B": "Is this the first time they've gone out of their way to do or say something to you?  Whether it is or is not, you need to start keeping a log of every interaction where something like this had happened.  Keep it in a notebook, a private email, your phone notepad.  \"On (date) at (time), (Boss's name) approached my desk and said (statement).\"  Keep it clear, concise, to the point.  Don't include needless information.  You *do* need to start building a case.  If you choose to send an email to HR, same thing. Keep it short and concise unless they ask for more info.  \"(Boss's name) approached my desk at (time) on (date) to criticize my wig.  As I am a cancer patient and the loss of my hair is beyond my control,, I feel this was out of line and inappropriate. I'm not asking for any consequence or disciplinary action to come from this email but I am asking that a file be made and kept on this in case anything happens in the future.\"  My mom had cancer, stage 4 pancreatic cancer, and she also lost her hair toward the end of her time.  She had a wig she liked. It wasn't natural for her since she initially had longer hair, but we all told her it looked amazing and she always smiled from it.  Your boss is out of line for criticizing you. And I'm sorry for what you're going through.", "labels": 0, "seconds_difference": 4295.0, "score_ratio": 1.375, "metadata_A": "", "metadata_B": ""}
{"post_id": "weuaw9", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[TN] Office manager made a point to leave their office to come to mine (cancer patient) to criticize my wig  So I have cancer.  The office manager (not my direct supervisor I report to our VP of sales) came to my office to tell me how bad my wig looked.  It is a natural color and professional looking, I get a lot of compliments on my \u201chair\u201d when out generally.I literally sat at my desk and cried.  The office manager made a point to do it in front of others and it was downright humiliating.   I\u2019ve been with the company less than a year  (10 months) the office manager has been with the company nearly 20 years.  I\u2019m afraid to say anything to HR (who was actually here and upstairs from our corporate headquarters as this took place) because I don\u2019t want to look like a whiny baby but it was really hurtful and felt like an attack.    I\u2019m going through hell right now with breast cancer in my 30\u2019s, along with dealing with my brother dying of bone cancer and in hospice care and losing my fertility.  I also have rheumatoid arthritis and severe anxiety so this comment has me so messed up I don\u2019t even want to go back to work.  It was so hateful and snarky I can\u2019t even believe it was said.  Wigs are expensive and I can\u2019t just go out and replace mine because the office manager doesn\u2019t like it.    Any advice? I wanted to tell send her an email stating that I hope she is never in my position and if she ever did find herself in my position she wouldn\u2019t be treated as cruelly as she treated me and state that if there is future comments I would have to file a complaint with HR for disability harassment but I also don\u2019t want to escalate the situation to where work becomes even more uncomfortable.  I\u2019m at a loss here either way I look at it. I need to keep my job strictly to keep my insurance but I also can\u2019t not stand up for myself", "c_root_id_A": "iir4xsc", "c_root_id_B": "iir5xh0", "created_at_utc_A": 1659511003, "created_at_utc_B": 1659511759, "score_A": 6, "score_B": 33, "human_ref_A": "\\[IANHR\\]  If  you are going to address her directly, then you are already triggering any potential consequences. You might as well get the issue on record with HR as well. You don't have to make it a \"complaint\" so much as an FYI, this happened and I'm going to speak with manager about it.   (HR may *treat* it as a complaint but you don't have to *request* that. I think you should loop them in though.)", "human_ref_B": "Is this the first time they've gone out of their way to do or say something to you?  Whether it is or is not, you need to start keeping a log of every interaction where something like this had happened.  Keep it in a notebook, a private email, your phone notepad.  \"On (date) at (time), (Boss's name) approached my desk and said (statement).\"  Keep it clear, concise, to the point.  Don't include needless information.  You *do* need to start building a case.  If you choose to send an email to HR, same thing. Keep it short and concise unless they ask for more info.  \"(Boss's name) approached my desk at (time) on (date) to criticize my wig.  As I am a cancer patient and the loss of my hair is beyond my control,, I feel this was out of line and inappropriate. I'm not asking for any consequence or disciplinary action to come from this email but I am asking that a file be made and kept on this in case anything happens in the future.\"  My mom had cancer, stage 4 pancreatic cancer, and she also lost her hair toward the end of her time.  She had a wig she liked. It wasn't natural for her since she initially had longer hair, but we all told her it looked amazing and she always smiled from it.  Your boss is out of line for criticizing you. And I'm sorry for what you're going through.", "labels": 0, "seconds_difference": 756.0, "score_ratio": 5.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "weuaw9", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[TN] Office manager made a point to leave their office to come to mine (cancer patient) to criticize my wig  So I have cancer.  The office manager (not my direct supervisor I report to our VP of sales) came to my office to tell me how bad my wig looked.  It is a natural color and professional looking, I get a lot of compliments on my \u201chair\u201d when out generally.I literally sat at my desk and cried.  The office manager made a point to do it in front of others and it was downright humiliating.   I\u2019ve been with the company less than a year  (10 months) the office manager has been with the company nearly 20 years.  I\u2019m afraid to say anything to HR (who was actually here and upstairs from our corporate headquarters as this took place) because I don\u2019t want to look like a whiny baby but it was really hurtful and felt like an attack.    I\u2019m going through hell right now with breast cancer in my 30\u2019s, along with dealing with my brother dying of bone cancer and in hospice care and losing my fertility.  I also have rheumatoid arthritis and severe anxiety so this comment has me so messed up I don\u2019t even want to go back to work.  It was so hateful and snarky I can\u2019t even believe it was said.  Wigs are expensive and I can\u2019t just go out and replace mine because the office manager doesn\u2019t like it.    Any advice? I wanted to tell send her an email stating that I hope she is never in my position and if she ever did find herself in my position she wouldn\u2019t be treated as cruelly as she treated me and state that if there is future comments I would have to file a complaint with HR for disability harassment but I also don\u2019t want to escalate the situation to where work becomes even more uncomfortable.  I\u2019m at a loss here either way I look at it. I need to keep my job strictly to keep my insurance but I also can\u2019t not stand up for myself", "c_root_id_A": "iir5xh0", "c_root_id_B": "iiqnwy2", "created_at_utc_A": 1659511759, "created_at_utc_B": 1659499735, "score_A": 33, "score_B": 3, "human_ref_A": "Is this the first time they've gone out of their way to do or say something to you?  Whether it is or is not, you need to start keeping a log of every interaction where something like this had happened.  Keep it in a notebook, a private email, your phone notepad.  \"On (date) at (time), (Boss's name) approached my desk and said (statement).\"  Keep it clear, concise, to the point.  Don't include needless information.  You *do* need to start building a case.  If you choose to send an email to HR, same thing. Keep it short and concise unless they ask for more info.  \"(Boss's name) approached my desk at (time) on (date) to criticize my wig.  As I am a cancer patient and the loss of my hair is beyond my control,, I feel this was out of line and inappropriate. I'm not asking for any consequence or disciplinary action to come from this email but I am asking that a file be made and kept on this in case anything happens in the future.\"  My mom had cancer, stage 4 pancreatic cancer, and she also lost her hair toward the end of her time.  She had a wig she liked. It wasn't natural for her since she initially had longer hair, but we all told her it looked amazing and she always smiled from it.  Your boss is out of line for criticizing you. And I'm sorry for what you're going through.", "human_ref_B": "Go to HR about what happened.", "labels": 1, "seconds_difference": 12024.0, "score_ratio": 11.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "weuaw9", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[TN] Office manager made a point to leave their office to come to mine (cancer patient) to criticize my wig  So I have cancer.  The office manager (not my direct supervisor I report to our VP of sales) came to my office to tell me how bad my wig looked.  It is a natural color and professional looking, I get a lot of compliments on my \u201chair\u201d when out generally.I literally sat at my desk and cried.  The office manager made a point to do it in front of others and it was downright humiliating.   I\u2019ve been with the company less than a year  (10 months) the office manager has been with the company nearly 20 years.  I\u2019m afraid to say anything to HR (who was actually here and upstairs from our corporate headquarters as this took place) because I don\u2019t want to look like a whiny baby but it was really hurtful and felt like an attack.    I\u2019m going through hell right now with breast cancer in my 30\u2019s, along with dealing with my brother dying of bone cancer and in hospice care and losing my fertility.  I also have rheumatoid arthritis and severe anxiety so this comment has me so messed up I don\u2019t even want to go back to work.  It was so hateful and snarky I can\u2019t even believe it was said.  Wigs are expensive and I can\u2019t just go out and replace mine because the office manager doesn\u2019t like it.    Any advice? I wanted to tell send her an email stating that I hope she is never in my position and if she ever did find herself in my position she wouldn\u2019t be treated as cruelly as she treated me and state that if there is future comments I would have to file a complaint with HR for disability harassment but I also don\u2019t want to escalate the situation to where work becomes even more uncomfortable.  I\u2019m at a loss here either way I look at it. I need to keep my job strictly to keep my insurance but I also can\u2019t not stand up for myself", "c_root_id_A": "iiqegw4", "c_root_id_B": "iiqhce8", "created_at_utc_A": 1659494980, "created_at_utc_B": 1659496354, "score_A": 26, "score_B": 32, "human_ref_A": "Confront her directly?  Tell her how what she said made you feel, and the first half of the email you were going to write (\u201cI hope she is never in my position and if she ever did find herself in my position she wouldn\u2019t be treated as cruelly as she treated me\u201d) you should explain to her too.  See how she reacts and responds before you escalate. If she doesn\u2019t apologize then you\u2019re done with her and then you escalate. But speak to your manager before HR.  Sorry to hear what you\u2019re going through, OP.", "human_ref_B": "Talk to hr.  Confronting her directly will achieve nothing and will make you feel bad.", "labels": 0, "seconds_difference": 1374.0, "score_ratio": 1.2307692308, "metadata_A": "", "metadata_B": ""}
{"post_id": "weuaw9", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[TN] Office manager made a point to leave their office to come to mine (cancer patient) to criticize my wig  So I have cancer.  The office manager (not my direct supervisor I report to our VP of sales) came to my office to tell me how bad my wig looked.  It is a natural color and professional looking, I get a lot of compliments on my \u201chair\u201d when out generally.I literally sat at my desk and cried.  The office manager made a point to do it in front of others and it was downright humiliating.   I\u2019ve been with the company less than a year  (10 months) the office manager has been with the company nearly 20 years.  I\u2019m afraid to say anything to HR (who was actually here and upstairs from our corporate headquarters as this took place) because I don\u2019t want to look like a whiny baby but it was really hurtful and felt like an attack.    I\u2019m going through hell right now with breast cancer in my 30\u2019s, along with dealing with my brother dying of bone cancer and in hospice care and losing my fertility.  I also have rheumatoid arthritis and severe anxiety so this comment has me so messed up I don\u2019t even want to go back to work.  It was so hateful and snarky I can\u2019t even believe it was said.  Wigs are expensive and I can\u2019t just go out and replace mine because the office manager doesn\u2019t like it.    Any advice? I wanted to tell send her an email stating that I hope she is never in my position and if she ever did find herself in my position she wouldn\u2019t be treated as cruelly as she treated me and state that if there is future comments I would have to file a complaint with HR for disability harassment but I also don\u2019t want to escalate the situation to where work becomes even more uncomfortable.  I\u2019m at a loss here either way I look at it. I need to keep my job strictly to keep my insurance but I also can\u2019t not stand up for myself", "c_root_id_A": "iiqnwy2", "c_root_id_B": "iir076h", "created_at_utc_A": 1659499735, "created_at_utc_B": 1659507464, "score_A": 3, "score_B": 24, "human_ref_A": "Go to HR about what happened.", "human_ref_B": "It\u2019s difficult to know the best advice to give here.  In theory, going to HR isn\u2019t a bad idea. However, if she\u2019s been there 20 years, my bet is  she\u2019s done this, or similar before, and she\u2019s still there, being bad. You can interpret that as either HR holds no power, or she holds a lot.  Go to your boss? Maybe, but it can\u2019t be like you\u2019re going crying. Could you approach it\u2019s a mentoring conversation? \u201cI\u2019d love your advice on how to navigate this situation\u201d. It accomplishes two things - gets it on their radar, but also in a way that helps you with organizational norms.  Speak to her directly? Based on what you write, the least good option. I\u2019d put money on her attacking you at least in part because she knows you\u2019re not great with conflict. Emailing or speaking to her about it runs the risk of her escalating it, and I bet I can write the script now:  \u201cI did it out of kindness. You may not be aware\u2026we have standards\u2026you need to take feedback better\u2026\u201d.  Of the three, I\u2019d favor the mentor conversation with your boss.", "labels": 0, "seconds_difference": 7729.0, "score_ratio": 8.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "weuaw9", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[TN] Office manager made a point to leave their office to come to mine (cancer patient) to criticize my wig  So I have cancer.  The office manager (not my direct supervisor I report to our VP of sales) came to my office to tell me how bad my wig looked.  It is a natural color and professional looking, I get a lot of compliments on my \u201chair\u201d when out generally.I literally sat at my desk and cried.  The office manager made a point to do it in front of others and it was downright humiliating.   I\u2019ve been with the company less than a year  (10 months) the office manager has been with the company nearly 20 years.  I\u2019m afraid to say anything to HR (who was actually here and upstairs from our corporate headquarters as this took place) because I don\u2019t want to look like a whiny baby but it was really hurtful and felt like an attack.    I\u2019m going through hell right now with breast cancer in my 30\u2019s, along with dealing with my brother dying of bone cancer and in hospice care and losing my fertility.  I also have rheumatoid arthritis and severe anxiety so this comment has me so messed up I don\u2019t even want to go back to work.  It was so hateful and snarky I can\u2019t even believe it was said.  Wigs are expensive and I can\u2019t just go out and replace mine because the office manager doesn\u2019t like it.    Any advice? I wanted to tell send her an email stating that I hope she is never in my position and if she ever did find herself in my position she wouldn\u2019t be treated as cruelly as she treated me and state that if there is future comments I would have to file a complaint with HR for disability harassment but I also don\u2019t want to escalate the situation to where work becomes even more uncomfortable.  I\u2019m at a loss here either way I look at it. I need to keep my job strictly to keep my insurance but I also can\u2019t not stand up for myself", "c_root_id_A": "iitacam", "c_root_id_B": "iirsmxh", "created_at_utc_A": 1659550642, "created_at_utc_B": 1659528401, "score_A": 19, "score_B": 18, "human_ref_A": "As an HR person, please tell me. One, you never should have had to deal with that. Two, I love nothing more than to tell folks not to be a dick to everyone else.  Literally one of my favorite conversations when the person is a dick to everyone and I finally have something actionable.", "human_ref_B": "Lol Tennessee has a statewide law against hairstyle discrimination. Go to your fucking HR Team and state DOL if you\u2019re not happy with the outcome. The person who did this deserves to learn a MUCH harder lesson than you trying to make them understand empathy. I\u2019m livid for you, fighter.", "labels": 1, "seconds_difference": 22241.0, "score_ratio": 1.0555555556, "metadata_A": "", "metadata_B": ""}
{"post_id": "weuaw9", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[TN] Office manager made a point to leave their office to come to mine (cancer patient) to criticize my wig  So I have cancer.  The office manager (not my direct supervisor I report to our VP of sales) came to my office to tell me how bad my wig looked.  It is a natural color and professional looking, I get a lot of compliments on my \u201chair\u201d when out generally.I literally sat at my desk and cried.  The office manager made a point to do it in front of others and it was downright humiliating.   I\u2019ve been with the company less than a year  (10 months) the office manager has been with the company nearly 20 years.  I\u2019m afraid to say anything to HR (who was actually here and upstairs from our corporate headquarters as this took place) because I don\u2019t want to look like a whiny baby but it was really hurtful and felt like an attack.    I\u2019m going through hell right now with breast cancer in my 30\u2019s, along with dealing with my brother dying of bone cancer and in hospice care and losing my fertility.  I also have rheumatoid arthritis and severe anxiety so this comment has me so messed up I don\u2019t even want to go back to work.  It was so hateful and snarky I can\u2019t even believe it was said.  Wigs are expensive and I can\u2019t just go out and replace mine because the office manager doesn\u2019t like it.    Any advice? I wanted to tell send her an email stating that I hope she is never in my position and if she ever did find herself in my position she wouldn\u2019t be treated as cruelly as she treated me and state that if there is future comments I would have to file a complaint with HR for disability harassment but I also don\u2019t want to escalate the situation to where work becomes even more uncomfortable.  I\u2019m at a loss here either way I look at it. I need to keep my job strictly to keep my insurance but I also can\u2019t not stand up for myself", "c_root_id_A": "iir4xsc", "c_root_id_B": "iitacam", "created_at_utc_A": 1659511003, "created_at_utc_B": 1659550642, "score_A": 6, "score_B": 19, "human_ref_A": "\\[IANHR\\]  If  you are going to address her directly, then you are already triggering any potential consequences. You might as well get the issue on record with HR as well. You don't have to make it a \"complaint\" so much as an FYI, this happened and I'm going to speak with manager about it.   (HR may *treat* it as a complaint but you don't have to *request* that. I think you should loop them in though.)", "human_ref_B": "As an HR person, please tell me. One, you never should have had to deal with that. Two, I love nothing more than to tell folks not to be a dick to everyone else.  Literally one of my favorite conversations when the person is a dick to everyone and I finally have something actionable.", "labels": 0, "seconds_difference": 39639.0, "score_ratio": 3.1666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "weuaw9", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[TN] Office manager made a point to leave their office to come to mine (cancer patient) to criticize my wig  So I have cancer.  The office manager (not my direct supervisor I report to our VP of sales) came to my office to tell me how bad my wig looked.  It is a natural color and professional looking, I get a lot of compliments on my \u201chair\u201d when out generally.I literally sat at my desk and cried.  The office manager made a point to do it in front of others and it was downright humiliating.   I\u2019ve been with the company less than a year  (10 months) the office manager has been with the company nearly 20 years.  I\u2019m afraid to say anything to HR (who was actually here and upstairs from our corporate headquarters as this took place) because I don\u2019t want to look like a whiny baby but it was really hurtful and felt like an attack.    I\u2019m going through hell right now with breast cancer in my 30\u2019s, along with dealing with my brother dying of bone cancer and in hospice care and losing my fertility.  I also have rheumatoid arthritis and severe anxiety so this comment has me so messed up I don\u2019t even want to go back to work.  It was so hateful and snarky I can\u2019t even believe it was said.  Wigs are expensive and I can\u2019t just go out and replace mine because the office manager doesn\u2019t like it.    Any advice? I wanted to tell send her an email stating that I hope she is never in my position and if she ever did find herself in my position she wouldn\u2019t be treated as cruelly as she treated me and state that if there is future comments I would have to file a complaint with HR for disability harassment but I also don\u2019t want to escalate the situation to where work becomes even more uncomfortable.  I\u2019m at a loss here either way I look at it. I need to keep my job strictly to keep my insurance but I also can\u2019t not stand up for myself", "c_root_id_A": "iitacam", "c_root_id_B": "iisfd4d", "created_at_utc_A": 1659550642, "created_at_utc_B": 1659538662, "score_A": 19, "score_B": 5, "human_ref_A": "As an HR person, please tell me. One, you never should have had to deal with that. Two, I love nothing more than to tell folks not to be a dick to everyone else.  Literally one of my favorite conversations when the person is a dick to everyone and I finally have something actionable.", "human_ref_B": "You absolutely do not need to confront the office manager or handle this yourself. Let HR know, they should take it from there. They will NOT think you are being whiny or difficult. The office manager MOCKED a CANCER PATIENT. HR should handle this promptly.", "labels": 1, "seconds_difference": 11980.0, "score_ratio": 3.8, "metadata_A": "", "metadata_B": ""}
{"post_id": "weuaw9", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[TN] Office manager made a point to leave their office to come to mine (cancer patient) to criticize my wig  So I have cancer.  The office manager (not my direct supervisor I report to our VP of sales) came to my office to tell me how bad my wig looked.  It is a natural color and professional looking, I get a lot of compliments on my \u201chair\u201d when out generally.I literally sat at my desk and cried.  The office manager made a point to do it in front of others and it was downright humiliating.   I\u2019ve been with the company less than a year  (10 months) the office manager has been with the company nearly 20 years.  I\u2019m afraid to say anything to HR (who was actually here and upstairs from our corporate headquarters as this took place) because I don\u2019t want to look like a whiny baby but it was really hurtful and felt like an attack.    I\u2019m going through hell right now with breast cancer in my 30\u2019s, along with dealing with my brother dying of bone cancer and in hospice care and losing my fertility.  I also have rheumatoid arthritis and severe anxiety so this comment has me so messed up I don\u2019t even want to go back to work.  It was so hateful and snarky I can\u2019t even believe it was said.  Wigs are expensive and I can\u2019t just go out and replace mine because the office manager doesn\u2019t like it.    Any advice? I wanted to tell send her an email stating that I hope she is never in my position and if she ever did find herself in my position she wouldn\u2019t be treated as cruelly as she treated me and state that if there is future comments I would have to file a complaint with HR for disability harassment but I also don\u2019t want to escalate the situation to where work becomes even more uncomfortable.  I\u2019m at a loss here either way I look at it. I need to keep my job strictly to keep my insurance but I also can\u2019t not stand up for myself", "c_root_id_A": "iis2mek", "c_root_id_B": "iitacam", "created_at_utc_A": 1659533379, "created_at_utc_B": 1659550642, "score_A": 5, "score_B": 19, "human_ref_A": "Go to HR.. doesn't matter how long they've been there..", "human_ref_B": "As an HR person, please tell me. One, you never should have had to deal with that. Two, I love nothing more than to tell folks not to be a dick to everyone else.  Literally one of my favorite conversations when the person is a dick to everyone and I finally have something actionable.", "labels": 0, "seconds_difference": 17263.0, "score_ratio": 3.8, "metadata_A": "", "metadata_B": ""}
{"post_id": "weuaw9", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[TN] Office manager made a point to leave their office to come to mine (cancer patient) to criticize my wig  So I have cancer.  The office manager (not my direct supervisor I report to our VP of sales) came to my office to tell me how bad my wig looked.  It is a natural color and professional looking, I get a lot of compliments on my \u201chair\u201d when out generally.I literally sat at my desk and cried.  The office manager made a point to do it in front of others and it was downright humiliating.   I\u2019ve been with the company less than a year  (10 months) the office manager has been with the company nearly 20 years.  I\u2019m afraid to say anything to HR (who was actually here and upstairs from our corporate headquarters as this took place) because I don\u2019t want to look like a whiny baby but it was really hurtful and felt like an attack.    I\u2019m going through hell right now with breast cancer in my 30\u2019s, along with dealing with my brother dying of bone cancer and in hospice care and losing my fertility.  I also have rheumatoid arthritis and severe anxiety so this comment has me so messed up I don\u2019t even want to go back to work.  It was so hateful and snarky I can\u2019t even believe it was said.  Wigs are expensive and I can\u2019t just go out and replace mine because the office manager doesn\u2019t like it.    Any advice? I wanted to tell send her an email stating that I hope she is never in my position and if she ever did find herself in my position she wouldn\u2019t be treated as cruelly as she treated me and state that if there is future comments I would have to file a complaint with HR for disability harassment but I also don\u2019t want to escalate the situation to where work becomes even more uncomfortable.  I\u2019m at a loss here either way I look at it. I need to keep my job strictly to keep my insurance but I also can\u2019t not stand up for myself", "c_root_id_A": "iiqnwy2", "c_root_id_B": "iitacam", "created_at_utc_A": 1659499735, "created_at_utc_B": 1659550642, "score_A": 3, "score_B": 19, "human_ref_A": "Go to HR about what happened.", "human_ref_B": "As an HR person, please tell me. One, you never should have had to deal with that. Two, I love nothing more than to tell folks not to be a dick to everyone else.  Literally one of my favorite conversations when the person is a dick to everyone and I finally have something actionable.", "labels": 0, "seconds_difference": 50907.0, "score_ratio": 6.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "weuaw9", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[TN] Office manager made a point to leave their office to come to mine (cancer patient) to criticize my wig  So I have cancer.  The office manager (not my direct supervisor I report to our VP of sales) came to my office to tell me how bad my wig looked.  It is a natural color and professional looking, I get a lot of compliments on my \u201chair\u201d when out generally.I literally sat at my desk and cried.  The office manager made a point to do it in front of others and it was downright humiliating.   I\u2019ve been with the company less than a year  (10 months) the office manager has been with the company nearly 20 years.  I\u2019m afraid to say anything to HR (who was actually here and upstairs from our corporate headquarters as this took place) because I don\u2019t want to look like a whiny baby but it was really hurtful and felt like an attack.    I\u2019m going through hell right now with breast cancer in my 30\u2019s, along with dealing with my brother dying of bone cancer and in hospice care and losing my fertility.  I also have rheumatoid arthritis and severe anxiety so this comment has me so messed up I don\u2019t even want to go back to work.  It was so hateful and snarky I can\u2019t even believe it was said.  Wigs are expensive and I can\u2019t just go out and replace mine because the office manager doesn\u2019t like it.    Any advice? I wanted to tell send her an email stating that I hope she is never in my position and if she ever did find herself in my position she wouldn\u2019t be treated as cruelly as she treated me and state that if there is future comments I would have to file a complaint with HR for disability harassment but I also don\u2019t want to escalate the situation to where work becomes even more uncomfortable.  I\u2019m at a loss here either way I look at it. I need to keep my job strictly to keep my insurance but I also can\u2019t not stand up for myself", "c_root_id_A": "iitacam", "c_root_id_B": "iis1r68", "created_at_utc_A": 1659550642, "created_at_utc_B": 1659532991, "score_A": 19, "score_B": 3, "human_ref_A": "As an HR person, please tell me. One, you never should have had to deal with that. Two, I love nothing more than to tell folks not to be a dick to everyone else.  Literally one of my favorite conversations when the person is a dick to everyone and I finally have something actionable.", "human_ref_B": "Shave your head, fly that flag proudly, and DARE them to say a single f@#!ng word!  Wow. Thats is entirely unacceptable. I am so sorry that happened to you.   Lady at my old job went through chemo, shaved her head, and had her daughter put little rhinestones on her skull in different patterns every day. It was AWESOME!", "labels": 1, "seconds_difference": 17651.0, "score_ratio": 6.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "weuaw9", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[TN] Office manager made a point to leave their office to come to mine (cancer patient) to criticize my wig  So I have cancer.  The office manager (not my direct supervisor I report to our VP of sales) came to my office to tell me how bad my wig looked.  It is a natural color and professional looking, I get a lot of compliments on my \u201chair\u201d when out generally.I literally sat at my desk and cried.  The office manager made a point to do it in front of others and it was downright humiliating.   I\u2019ve been with the company less than a year  (10 months) the office manager has been with the company nearly 20 years.  I\u2019m afraid to say anything to HR (who was actually here and upstairs from our corporate headquarters as this took place) because I don\u2019t want to look like a whiny baby but it was really hurtful and felt like an attack.    I\u2019m going through hell right now with breast cancer in my 30\u2019s, along with dealing with my brother dying of bone cancer and in hospice care and losing my fertility.  I also have rheumatoid arthritis and severe anxiety so this comment has me so messed up I don\u2019t even want to go back to work.  It was so hateful and snarky I can\u2019t even believe it was said.  Wigs are expensive and I can\u2019t just go out and replace mine because the office manager doesn\u2019t like it.    Any advice? I wanted to tell send her an email stating that I hope she is never in my position and if she ever did find herself in my position she wouldn\u2019t be treated as cruelly as she treated me and state that if there is future comments I would have to file a complaint with HR for disability harassment but I also don\u2019t want to escalate the situation to where work becomes even more uncomfortable.  I\u2019m at a loss here either way I look at it. I need to keep my job strictly to keep my insurance but I also can\u2019t not stand up for myself", "c_root_id_A": "iit59s0", "c_root_id_B": "iitacam", "created_at_utc_A": 1659548624, "created_at_utc_B": 1659550642, "score_A": 2, "score_B": 19, "human_ref_A": "Ask the office manager to buy you an appropriate wig. I bet he will get sticker shock if he gives a half a try.", "human_ref_B": "As an HR person, please tell me. One, you never should have had to deal with that. Two, I love nothing more than to tell folks not to be a dick to everyone else.  Literally one of my favorite conversations when the person is a dick to everyone and I finally have something actionable.", "labels": 0, "seconds_difference": 2018.0, "score_ratio": 9.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "weuaw9", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[TN] Office manager made a point to leave their office to come to mine (cancer patient) to criticize my wig  So I have cancer.  The office manager (not my direct supervisor I report to our VP of sales) came to my office to tell me how bad my wig looked.  It is a natural color and professional looking, I get a lot of compliments on my \u201chair\u201d when out generally.I literally sat at my desk and cried.  The office manager made a point to do it in front of others and it was downright humiliating.   I\u2019ve been with the company less than a year  (10 months) the office manager has been with the company nearly 20 years.  I\u2019m afraid to say anything to HR (who was actually here and upstairs from our corporate headquarters as this took place) because I don\u2019t want to look like a whiny baby but it was really hurtful and felt like an attack.    I\u2019m going through hell right now with breast cancer in my 30\u2019s, along with dealing with my brother dying of bone cancer and in hospice care and losing my fertility.  I also have rheumatoid arthritis and severe anxiety so this comment has me so messed up I don\u2019t even want to go back to work.  It was so hateful and snarky I can\u2019t even believe it was said.  Wigs are expensive and I can\u2019t just go out and replace mine because the office manager doesn\u2019t like it.    Any advice? I wanted to tell send her an email stating that I hope she is never in my position and if she ever did find herself in my position she wouldn\u2019t be treated as cruelly as she treated me and state that if there is future comments I would have to file a complaint with HR for disability harassment but I also don\u2019t want to escalate the situation to where work becomes even more uncomfortable.  I\u2019m at a loss here either way I look at it. I need to keep my job strictly to keep my insurance but I also can\u2019t not stand up for myself", "c_root_id_A": "iirsmxh", "c_root_id_B": "iir4xsc", "created_at_utc_A": 1659528401, "created_at_utc_B": 1659511003, "score_A": 18, "score_B": 6, "human_ref_A": "Lol Tennessee has a statewide law against hairstyle discrimination. Go to your fucking HR Team and state DOL if you\u2019re not happy with the outcome. The person who did this deserves to learn a MUCH harder lesson than you trying to make them understand empathy. I\u2019m livid for you, fighter.", "human_ref_B": "\\[IANHR\\]  If  you are going to address her directly, then you are already triggering any potential consequences. You might as well get the issue on record with HR as well. You don't have to make it a \"complaint\" so much as an FYI, this happened and I'm going to speak with manager about it.   (HR may *treat* it as a complaint but you don't have to *request* that. I think you should loop them in though.)", "labels": 1, "seconds_difference": 17398.0, "score_ratio": 3.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "weuaw9", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[TN] Office manager made a point to leave their office to come to mine (cancer patient) to criticize my wig  So I have cancer.  The office manager (not my direct supervisor I report to our VP of sales) came to my office to tell me how bad my wig looked.  It is a natural color and professional looking, I get a lot of compliments on my \u201chair\u201d when out generally.I literally sat at my desk and cried.  The office manager made a point to do it in front of others and it was downright humiliating.   I\u2019ve been with the company less than a year  (10 months) the office manager has been with the company nearly 20 years.  I\u2019m afraid to say anything to HR (who was actually here and upstairs from our corporate headquarters as this took place) because I don\u2019t want to look like a whiny baby but it was really hurtful and felt like an attack.    I\u2019m going through hell right now with breast cancer in my 30\u2019s, along with dealing with my brother dying of bone cancer and in hospice care and losing my fertility.  I also have rheumatoid arthritis and severe anxiety so this comment has me so messed up I don\u2019t even want to go back to work.  It was so hateful and snarky I can\u2019t even believe it was said.  Wigs are expensive and I can\u2019t just go out and replace mine because the office manager doesn\u2019t like it.    Any advice? I wanted to tell send her an email stating that I hope she is never in my position and if she ever did find herself in my position she wouldn\u2019t be treated as cruelly as she treated me and state that if there is future comments I would have to file a complaint with HR for disability harassment but I also don\u2019t want to escalate the situation to where work becomes even more uncomfortable.  I\u2019m at a loss here either way I look at it. I need to keep my job strictly to keep my insurance but I also can\u2019t not stand up for myself", "c_root_id_A": "iirsmxh", "c_root_id_B": "iiqnwy2", "created_at_utc_A": 1659528401, "created_at_utc_B": 1659499735, "score_A": 18, "score_B": 3, "human_ref_A": "Lol Tennessee has a statewide law against hairstyle discrimination. Go to your fucking HR Team and state DOL if you\u2019re not happy with the outcome. The person who did this deserves to learn a MUCH harder lesson than you trying to make them understand empathy. I\u2019m livid for you, fighter.", "human_ref_B": "Go to HR about what happened.", "labels": 1, "seconds_difference": 28666.0, "score_ratio": 6.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "weuaw9", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[TN] Office manager made a point to leave their office to come to mine (cancer patient) to criticize my wig  So I have cancer.  The office manager (not my direct supervisor I report to our VP of sales) came to my office to tell me how bad my wig looked.  It is a natural color and professional looking, I get a lot of compliments on my \u201chair\u201d when out generally.I literally sat at my desk and cried.  The office manager made a point to do it in front of others and it was downright humiliating.   I\u2019ve been with the company less than a year  (10 months) the office manager has been with the company nearly 20 years.  I\u2019m afraid to say anything to HR (who was actually here and upstairs from our corporate headquarters as this took place) because I don\u2019t want to look like a whiny baby but it was really hurtful and felt like an attack.    I\u2019m going through hell right now with breast cancer in my 30\u2019s, along with dealing with my brother dying of bone cancer and in hospice care and losing my fertility.  I also have rheumatoid arthritis and severe anxiety so this comment has me so messed up I don\u2019t even want to go back to work.  It was so hateful and snarky I can\u2019t even believe it was said.  Wigs are expensive and I can\u2019t just go out and replace mine because the office manager doesn\u2019t like it.    Any advice? I wanted to tell send her an email stating that I hope she is never in my position and if she ever did find herself in my position she wouldn\u2019t be treated as cruelly as she treated me and state that if there is future comments I would have to file a complaint with HR for disability harassment but I also don\u2019t want to escalate the situation to where work becomes even more uncomfortable.  I\u2019m at a loss here either way I look at it. I need to keep my job strictly to keep my insurance but I also can\u2019t not stand up for myself", "c_root_id_A": "iiqnwy2", "c_root_id_B": "iir4xsc", "created_at_utc_A": 1659499735, "created_at_utc_B": 1659511003, "score_A": 3, "score_B": 6, "human_ref_A": "Go to HR about what happened.", "human_ref_B": "\\[IANHR\\]  If  you are going to address her directly, then you are already triggering any potential consequences. You might as well get the issue on record with HR as well. You don't have to make it a \"complaint\" so much as an FYI, this happened and I'm going to speak with manager about it.   (HR may *treat* it as a complaint but you don't have to *request* that. I think you should loop them in though.)", "labels": 0, "seconds_difference": 11268.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "weuaw9", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[TN] Office manager made a point to leave their office to come to mine (cancer patient) to criticize my wig  So I have cancer.  The office manager (not my direct supervisor I report to our VP of sales) came to my office to tell me how bad my wig looked.  It is a natural color and professional looking, I get a lot of compliments on my \u201chair\u201d when out generally.I literally sat at my desk and cried.  The office manager made a point to do it in front of others and it was downright humiliating.   I\u2019ve been with the company less than a year  (10 months) the office manager has been with the company nearly 20 years.  I\u2019m afraid to say anything to HR (who was actually here and upstairs from our corporate headquarters as this took place) because I don\u2019t want to look like a whiny baby but it was really hurtful and felt like an attack.    I\u2019m going through hell right now with breast cancer in my 30\u2019s, along with dealing with my brother dying of bone cancer and in hospice care and losing my fertility.  I also have rheumatoid arthritis and severe anxiety so this comment has me so messed up I don\u2019t even want to go back to work.  It was so hateful and snarky I can\u2019t even believe it was said.  Wigs are expensive and I can\u2019t just go out and replace mine because the office manager doesn\u2019t like it.    Any advice? I wanted to tell send her an email stating that I hope she is never in my position and if she ever did find herself in my position she wouldn\u2019t be treated as cruelly as she treated me and state that if there is future comments I would have to file a complaint with HR for disability harassment but I also don\u2019t want to escalate the situation to where work becomes even more uncomfortable.  I\u2019m at a loss here either way I look at it. I need to keep my job strictly to keep my insurance but I also can\u2019t not stand up for myself", "c_root_id_A": "iisfd4d", "c_root_id_B": "iiqnwy2", "created_at_utc_A": 1659538662, "created_at_utc_B": 1659499735, "score_A": 5, "score_B": 3, "human_ref_A": "You absolutely do not need to confront the office manager or handle this yourself. Let HR know, they should take it from there. They will NOT think you are being whiny or difficult. The office manager MOCKED a CANCER PATIENT. HR should handle this promptly.", "human_ref_B": "Go to HR about what happened.", "labels": 1, "seconds_difference": 38927.0, "score_ratio": 1.6666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "weuaw9", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[TN] Office manager made a point to leave their office to come to mine (cancer patient) to criticize my wig  So I have cancer.  The office manager (not my direct supervisor I report to our VP of sales) came to my office to tell me how bad my wig looked.  It is a natural color and professional looking, I get a lot of compliments on my \u201chair\u201d when out generally.I literally sat at my desk and cried.  The office manager made a point to do it in front of others and it was downright humiliating.   I\u2019ve been with the company less than a year  (10 months) the office manager has been with the company nearly 20 years.  I\u2019m afraid to say anything to HR (who was actually here and upstairs from our corporate headquarters as this took place) because I don\u2019t want to look like a whiny baby but it was really hurtful and felt like an attack.    I\u2019m going through hell right now with breast cancer in my 30\u2019s, along with dealing with my brother dying of bone cancer and in hospice care and losing my fertility.  I also have rheumatoid arthritis and severe anxiety so this comment has me so messed up I don\u2019t even want to go back to work.  It was so hateful and snarky I can\u2019t even believe it was said.  Wigs are expensive and I can\u2019t just go out and replace mine because the office manager doesn\u2019t like it.    Any advice? I wanted to tell send her an email stating that I hope she is never in my position and if she ever did find herself in my position she wouldn\u2019t be treated as cruelly as she treated me and state that if there is future comments I would have to file a complaint with HR for disability harassment but I also don\u2019t want to escalate the situation to where work becomes even more uncomfortable.  I\u2019m at a loss here either way I look at it. I need to keep my job strictly to keep my insurance but I also can\u2019t not stand up for myself", "c_root_id_A": "iisfd4d", "c_root_id_B": "iis1r68", "created_at_utc_A": 1659538662, "created_at_utc_B": 1659532991, "score_A": 5, "score_B": 3, "human_ref_A": "You absolutely do not need to confront the office manager or handle this yourself. Let HR know, they should take it from there. They will NOT think you are being whiny or difficult. The office manager MOCKED a CANCER PATIENT. HR should handle this promptly.", "human_ref_B": "Shave your head, fly that flag proudly, and DARE them to say a single f@#!ng word!  Wow. Thats is entirely unacceptable. I am so sorry that happened to you.   Lady at my old job went through chemo, shaved her head, and had her daughter put little rhinestones on her skull in different patterns every day. It was AWESOME!", "labels": 1, "seconds_difference": 5671.0, "score_ratio": 1.6666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "weuaw9", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[TN] Office manager made a point to leave their office to come to mine (cancer patient) to criticize my wig  So I have cancer.  The office manager (not my direct supervisor I report to our VP of sales) came to my office to tell me how bad my wig looked.  It is a natural color and professional looking, I get a lot of compliments on my \u201chair\u201d when out generally.I literally sat at my desk and cried.  The office manager made a point to do it in front of others and it was downright humiliating.   I\u2019ve been with the company less than a year  (10 months) the office manager has been with the company nearly 20 years.  I\u2019m afraid to say anything to HR (who was actually here and upstairs from our corporate headquarters as this took place) because I don\u2019t want to look like a whiny baby but it was really hurtful and felt like an attack.    I\u2019m going through hell right now with breast cancer in my 30\u2019s, along with dealing with my brother dying of bone cancer and in hospice care and losing my fertility.  I also have rheumatoid arthritis and severe anxiety so this comment has me so messed up I don\u2019t even want to go back to work.  It was so hateful and snarky I can\u2019t even believe it was said.  Wigs are expensive and I can\u2019t just go out and replace mine because the office manager doesn\u2019t like it.    Any advice? I wanted to tell send her an email stating that I hope she is never in my position and if she ever did find herself in my position she wouldn\u2019t be treated as cruelly as she treated me and state that if there is future comments I would have to file a complaint with HR for disability harassment but I also don\u2019t want to escalate the situation to where work becomes even more uncomfortable.  I\u2019m at a loss here either way I look at it. I need to keep my job strictly to keep my insurance but I also can\u2019t not stand up for myself", "c_root_id_A": "iiqnwy2", "c_root_id_B": "iis2mek", "created_at_utc_A": 1659499735, "created_at_utc_B": 1659533379, "score_A": 3, "score_B": 5, "human_ref_A": "Go to HR about what happened.", "human_ref_B": "Go to HR.. doesn't matter how long they've been there..", "labels": 0, "seconds_difference": 33644.0, "score_ratio": 1.6666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "weuaw9", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[TN] Office manager made a point to leave their office to come to mine (cancer patient) to criticize my wig  So I have cancer.  The office manager (not my direct supervisor I report to our VP of sales) came to my office to tell me how bad my wig looked.  It is a natural color and professional looking, I get a lot of compliments on my \u201chair\u201d when out generally.I literally sat at my desk and cried.  The office manager made a point to do it in front of others and it was downright humiliating.   I\u2019ve been with the company less than a year  (10 months) the office manager has been with the company nearly 20 years.  I\u2019m afraid to say anything to HR (who was actually here and upstairs from our corporate headquarters as this took place) because I don\u2019t want to look like a whiny baby but it was really hurtful and felt like an attack.    I\u2019m going through hell right now with breast cancer in my 30\u2019s, along with dealing with my brother dying of bone cancer and in hospice care and losing my fertility.  I also have rheumatoid arthritis and severe anxiety so this comment has me so messed up I don\u2019t even want to go back to work.  It was so hateful and snarky I can\u2019t even believe it was said.  Wigs are expensive and I can\u2019t just go out and replace mine because the office manager doesn\u2019t like it.    Any advice? I wanted to tell send her an email stating that I hope she is never in my position and if she ever did find herself in my position she wouldn\u2019t be treated as cruelly as she treated me and state that if there is future comments I would have to file a complaint with HR for disability harassment but I also don\u2019t want to escalate the situation to where work becomes even more uncomfortable.  I\u2019m at a loss here either way I look at it. I need to keep my job strictly to keep my insurance but I also can\u2019t not stand up for myself", "c_root_id_A": "iis2mek", "c_root_id_B": "iis1r68", "created_at_utc_A": 1659533379, "created_at_utc_B": 1659532991, "score_A": 5, "score_B": 3, "human_ref_A": "Go to HR.. doesn't matter how long they've been there..", "human_ref_B": "Shave your head, fly that flag proudly, and DARE them to say a single f@#!ng word!  Wow. Thats is entirely unacceptable. I am so sorry that happened to you.   Lady at my old job went through chemo, shaved her head, and had her daughter put little rhinestones on her skull in different patterns every day. It was AWESOME!", "labels": 1, "seconds_difference": 388.0, "score_ratio": 1.6666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "weuaw9", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[TN] Office manager made a point to leave their office to come to mine (cancer patient) to criticize my wig  So I have cancer.  The office manager (not my direct supervisor I report to our VP of sales) came to my office to tell me how bad my wig looked.  It is a natural color and professional looking, I get a lot of compliments on my \u201chair\u201d when out generally.I literally sat at my desk and cried.  The office manager made a point to do it in front of others and it was downright humiliating.   I\u2019ve been with the company less than a year  (10 months) the office manager has been with the company nearly 20 years.  I\u2019m afraid to say anything to HR (who was actually here and upstairs from our corporate headquarters as this took place) because I don\u2019t want to look like a whiny baby but it was really hurtful and felt like an attack.    I\u2019m going through hell right now with breast cancer in my 30\u2019s, along with dealing with my brother dying of bone cancer and in hospice care and losing my fertility.  I also have rheumatoid arthritis and severe anxiety so this comment has me so messed up I don\u2019t even want to go back to work.  It was so hateful and snarky I can\u2019t even believe it was said.  Wigs are expensive and I can\u2019t just go out and replace mine because the office manager doesn\u2019t like it.    Any advice? I wanted to tell send her an email stating that I hope she is never in my position and if she ever did find herself in my position she wouldn\u2019t be treated as cruelly as she treated me and state that if there is future comments I would have to file a complaint with HR for disability harassment but I also don\u2019t want to escalate the situation to where work becomes even more uncomfortable.  I\u2019m at a loss here either way I look at it. I need to keep my job strictly to keep my insurance but I also can\u2019t not stand up for myself", "c_root_id_A": "iit59s0", "c_root_id_B": "iitx335", "created_at_utc_A": 1659548624, "created_at_utc_B": 1659559970, "score_A": 2, "score_B": 3, "human_ref_A": "Ask the office manager to buy you an appropriate wig. I bet he will get sticker shock if he gives a half a try.", "human_ref_B": "I see a lot of mixed advice here. I hope it's okay for me to add my two cents. Being on a team that investigates these types of interactions at a major company, it is really important for you to tell someone. (More about that in a moment)  I think the easiest and least stressful path for you would be to set up a quick Teams or phone meeting with your direct supervisor (can just be 10-15 min impromptu this afternoon) and, as a couple folks have suggested, ask for advice in handling the situation. (If it were me, I would write a short script explaining the circumstance and what was said so that I could read that out to avoid getting emotional about it).  The reason it is important for you to tell someone is because often times at my company we hear about atrocious behaviors such as this, and it is super common when the report comes in for people to add on \"and I heard she did all this other stuff to my friend two years ago too\". Well, unless the other incidents were reported and a pattern of bad behavior was documented, we have to follow the normal steps of discipline for the behavior at hand which could be less than ideal. The point is even if all that occurs with her this time is a coaching to not make personal comments, it helps set a pattern of behavior in case/when she does this to other people in the future. With enough instances documented, it won't matter that she's been there 20 years. Besides, you never know what discipline she may already be on and/or what else was documented previously. I have a feeling your supervisor won't be all that surprised once you tell them. I hope they are supportive of you as you deserve to feel safe at work.   Anyway, just my take. I wish you the best and hope you never have to experience anything like that in the workplace again. You are obviously a very strong person - we support you!! If you think of it, let us know how it turns out.", "labels": 0, "seconds_difference": 11346.0, "score_ratio": 1.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "weuaw9", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[TN] Office manager made a point to leave their office to come to mine (cancer patient) to criticize my wig  So I have cancer.  The office manager (not my direct supervisor I report to our VP of sales) came to my office to tell me how bad my wig looked.  It is a natural color and professional looking, I get a lot of compliments on my \u201chair\u201d when out generally.I literally sat at my desk and cried.  The office manager made a point to do it in front of others and it was downright humiliating.   I\u2019ve been with the company less than a year  (10 months) the office manager has been with the company nearly 20 years.  I\u2019m afraid to say anything to HR (who was actually here and upstairs from our corporate headquarters as this took place) because I don\u2019t want to look like a whiny baby but it was really hurtful and felt like an attack.    I\u2019m going through hell right now with breast cancer in my 30\u2019s, along with dealing with my brother dying of bone cancer and in hospice care and losing my fertility.  I also have rheumatoid arthritis and severe anxiety so this comment has me so messed up I don\u2019t even want to go back to work.  It was so hateful and snarky I can\u2019t even believe it was said.  Wigs are expensive and I can\u2019t just go out and replace mine because the office manager doesn\u2019t like it.    Any advice? I wanted to tell send her an email stating that I hope she is never in my position and if she ever did find herself in my position she wouldn\u2019t be treated as cruelly as she treated me and state that if there is future comments I would have to file a complaint with HR for disability harassment but I also don\u2019t want to escalate the situation to where work becomes even more uncomfortable.  I\u2019m at a loss here either way I look at it. I need to keep my job strictly to keep my insurance but I also can\u2019t not stand up for myself", "c_root_id_A": "iitq1uf", "c_root_id_B": "iitx335", "created_at_utc_A": 1659557029, "created_at_utc_B": 1659559970, "score_A": 2, "score_B": 3, "human_ref_A": "I would consult with an employment attorney.  You have witnesses and she caused you emotional distress through her humiliation.  Write down the exact words she said so you don't forget (believe me, if you have more time go by, you'll forget some of the details).  Ask to record any conversations for your own reference if you have any meetings, or ask for a co worker or supervisor to be a witness for you during any meetings should they deny you're request to record the meeting.  Take notes while anyone is talking during a meeting.  Make them nervous - they messed with the wrong person!       Another thought is to send this person an email recapping what she said to everyone and cc HR, but I would ask an attorney first.      If they term you, then you have a retaliation suit, too.  (I am not HR, however, I have sat in on many employment attorney conferences in IL so we were educated in how to cover our a\\*\\*es).", "human_ref_B": "I see a lot of mixed advice here. I hope it's okay for me to add my two cents. Being on a team that investigates these types of interactions at a major company, it is really important for you to tell someone. (More about that in a moment)  I think the easiest and least stressful path for you would be to set up a quick Teams or phone meeting with your direct supervisor (can just be 10-15 min impromptu this afternoon) and, as a couple folks have suggested, ask for advice in handling the situation. (If it were me, I would write a short script explaining the circumstance and what was said so that I could read that out to avoid getting emotional about it).  The reason it is important for you to tell someone is because often times at my company we hear about atrocious behaviors such as this, and it is super common when the report comes in for people to add on \"and I heard she did all this other stuff to my friend two years ago too\". Well, unless the other incidents were reported and a pattern of bad behavior was documented, we have to follow the normal steps of discipline for the behavior at hand which could be less than ideal. The point is even if all that occurs with her this time is a coaching to not make personal comments, it helps set a pattern of behavior in case/when she does this to other people in the future. With enough instances documented, it won't matter that she's been there 20 years. Besides, you never know what discipline she may already be on and/or what else was documented previously. I have a feeling your supervisor won't be all that surprised once you tell them. I hope they are supportive of you as you deserve to feel safe at work.   Anyway, just my take. I wish you the best and hope you never have to experience anything like that in the workplace again. You are obviously a very strong person - we support you!! If you think of it, let us know how it turns out.", "labels": 0, "seconds_difference": 2941.0, "score_ratio": 1.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "weuaw9", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[TN] Office manager made a point to leave their office to come to mine (cancer patient) to criticize my wig  So I have cancer.  The office manager (not my direct supervisor I report to our VP of sales) came to my office to tell me how bad my wig looked.  It is a natural color and professional looking, I get a lot of compliments on my \u201chair\u201d when out generally.I literally sat at my desk and cried.  The office manager made a point to do it in front of others and it was downright humiliating.   I\u2019ve been with the company less than a year  (10 months) the office manager has been with the company nearly 20 years.  I\u2019m afraid to say anything to HR (who was actually here and upstairs from our corporate headquarters as this took place) because I don\u2019t want to look like a whiny baby but it was really hurtful and felt like an attack.    I\u2019m going through hell right now with breast cancer in my 30\u2019s, along with dealing with my brother dying of bone cancer and in hospice care and losing my fertility.  I also have rheumatoid arthritis and severe anxiety so this comment has me so messed up I don\u2019t even want to go back to work.  It was so hateful and snarky I can\u2019t even believe it was said.  Wigs are expensive and I can\u2019t just go out and replace mine because the office manager doesn\u2019t like it.    Any advice? I wanted to tell send her an email stating that I hope she is never in my position and if she ever did find herself in my position she wouldn\u2019t be treated as cruelly as she treated me and state that if there is future comments I would have to file a complaint with HR for disability harassment but I also don\u2019t want to escalate the situation to where work becomes even more uncomfortable.  I\u2019m at a loss here either way I look at it. I need to keep my job strictly to keep my insurance but I also can\u2019t not stand up for myself", "c_root_id_A": "iitswpl", "c_root_id_B": "iitx335", "created_at_utc_A": 1659558214, "created_at_utc_B": 1659559970, "score_A": 2, "score_B": 3, "human_ref_A": "I\u2019m so sorry for your experience. The comments were unnecessary, cruel and inhuman.   Please strongly consider going to HR. If not for yourself, but to ensure this AH is unable to treat anyone else this way, ever again!  The next person may not have the inner strength that you have to battle this jerk.", "human_ref_B": "I see a lot of mixed advice here. I hope it's okay for me to add my two cents. Being on a team that investigates these types of interactions at a major company, it is really important for you to tell someone. (More about that in a moment)  I think the easiest and least stressful path for you would be to set up a quick Teams or phone meeting with your direct supervisor (can just be 10-15 min impromptu this afternoon) and, as a couple folks have suggested, ask for advice in handling the situation. (If it were me, I would write a short script explaining the circumstance and what was said so that I could read that out to avoid getting emotional about it).  The reason it is important for you to tell someone is because often times at my company we hear about atrocious behaviors such as this, and it is super common when the report comes in for people to add on \"and I heard she did all this other stuff to my friend two years ago too\". Well, unless the other incidents were reported and a pattern of bad behavior was documented, we have to follow the normal steps of discipline for the behavior at hand which could be less than ideal. The point is even if all that occurs with her this time is a coaching to not make personal comments, it helps set a pattern of behavior in case/when she does this to other people in the future. With enough instances documented, it won't matter that she's been there 20 years. Besides, you never know what discipline she may already be on and/or what else was documented previously. I have a feeling your supervisor won't be all that surprised once you tell them. I hope they are supportive of you as you deserve to feel safe at work.   Anyway, just my take. I wish you the best and hope you never have to experience anything like that in the workplace again. You are obviously a very strong person - we support you!! If you think of it, let us know how it turns out.", "labels": 0, "seconds_difference": 1756.0, "score_ratio": 1.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "vt72r8", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[CAN] Had heart attack at work now boss has blocked me So I had a heart attack at work on Monday. And now my boss's have blocked me on everything and I am not sure what to do now. I am still in the hospital and just had a Stent put in my heart and now don't know what is the next step. I live in Vancouver", "c_root_id_A": "if5oevn", "c_root_id_B": "if5rnyt", "created_at_utc_A": 1657161002, "created_at_utc_B": 1657162576, "score_A": 74, "score_B": 181, "human_ref_A": "do not think about it right now. Your health is waaaay more important than anything else. Deal with the situation after you get out of hospital, your boss legally cannot do anything for getting a heart attack.", "human_ref_B": "Get a note from your doctor and send to HR requesting medical leave. If you have disability, apply for it, if not apply for EI medical benefits.", "labels": 0, "seconds_difference": 1574.0, "score_ratio": 2.4459459459, "metadata_A": "", "metadata_B": ""}
{"post_id": "vt72r8", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[CAN] Had heart attack at work now boss has blocked me So I had a heart attack at work on Monday. And now my boss's have blocked me on everything and I am not sure what to do now. I am still in the hospital and just had a Stent put in my heart and now don't know what is the next step. I live in Vancouver", "c_root_id_A": "if5sifx", "c_root_id_B": "if5zals", "created_at_utc_A": 1657162994, "created_at_utc_B": 1657166509, "score_A": 32, "score_B": 51, "human_ref_A": "What do you mean by blocked you ? Email ?", "human_ref_B": "Since your boss blocked you, I would apply for EI sickness benefits if you do not have short term disability coverage. If you do, start a claim with them. For EI sickness benefits, you can get up to 15 weeks of paid coverage. You'll find more info on the EI website but just know that it'll be fine even if your boss is ignoring you. Your boss has the responsibility of sending Service Canada your ROE. If he doesn't do that, you can fill out a form on the EI website to ask for them to contact your employer to request it. Just make sure you get a doctor to give you a sick note and keep this for your application and for afterwards as well.   Do you have any disability insurance of any kind for payments you're making? For example, you might have them for a mortgage or a car. If so, contact them. It'll stop the payments so that might give you some relief in the meantime.   I hope this helps.", "labels": 0, "seconds_difference": 3515.0, "score_ratio": 1.59375, "metadata_A": "", "metadata_B": ""}
{"post_id": "vt72r8", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[CAN] Had heart attack at work now boss has blocked me So I had a heart attack at work on Monday. And now my boss's have blocked me on everything and I am not sure what to do now. I am still in the hospital and just had a Stent put in my heart and now don't know what is the next step. I live in Vancouver", "c_root_id_A": "if7o64m", "c_root_id_B": "if5sifx", "created_at_utc_A": 1657205124, "created_at_utc_B": 1657162994, "score_A": 34, "score_B": 32, "human_ref_A": "Since you had a heart attack at work, also contact WorkSafeBC and file a WCB claim.", "human_ref_B": "What do you mean by blocked you ? Email ?", "labels": 1, "seconds_difference": 42130.0, "score_ratio": 1.0625, "metadata_A": "", "metadata_B": ""}
{"post_id": "vt72r8", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[CAN] Had heart attack at work now boss has blocked me So I had a heart attack at work on Monday. And now my boss's have blocked me on everything and I am not sure what to do now. I am still in the hospital and just had a Stent put in my heart and now don't know what is the next step. I live in Vancouver", "c_root_id_A": "if7ik7y", "c_root_id_B": "if7o64m", "created_at_utc_A": 1657202743, "created_at_utc_B": 1657205124, "score_A": 14, "score_B": 34, "human_ref_A": "In addition to applying for sickness benefits through EI, send your boss an email or text letting them know that they need to submit a sick leave ROE with code D as the reason. I would also mention, in a helpful way, \"just in case you didn't know, BC ESA requires that this is done within 5 business days\". If he does not submit the ROE, you can submit a copy of this documented note to Service Canada; they will pursue your employer to provide this.   Next, as soon as any owed pay is late, file a complaint with the Employment Standards Branch. It does not cost you anything to do this and you do not need a lawyer. The onus will be on the employer to provide proof. You should keep any documentation showing that they aren't responding to you. If your employer does terminate your employment, Employment Standards will also help you get your termination pay. Additional recourse for termination related to an illness can be sought via the human rights tribunal or through common law though that would be more expensive.", "human_ref_B": "Since you had a heart attack at work, also contact WorkSafeBC and file a WCB claim.", "labels": 0, "seconds_difference": 2381.0, "score_ratio": 2.4285714286, "metadata_A": "", "metadata_B": ""}
{"post_id": "vt72r8", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[CAN] Had heart attack at work now boss has blocked me So I had a heart attack at work on Monday. And now my boss's have blocked me on everything and I am not sure what to do now. I am still in the hospital and just had a Stent put in my heart and now don't know what is the next step. I live in Vancouver", "c_root_id_A": "if767lu", "c_root_id_B": "if7o64m", "created_at_utc_A": 1657196806, "created_at_utc_B": 1657205124, "score_A": -14, "score_B": 34, "human_ref_A": "They may decided to go over cautious to try not to run afoul of FMLA  If you contact an employee on FMLA about work it can be considered a violation of FMLA", "human_ref_B": "Since you had a heart attack at work, also contact WorkSafeBC and file a WCB claim.", "labels": 0, "seconds_difference": 8318.0, "score_ratio": -2.4285714286, "metadata_A": "", "metadata_B": ""}
{"post_id": "vt72r8", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[CAN] Had heart attack at work now boss has blocked me So I had a heart attack at work on Monday. And now my boss's have blocked me on everything and I am not sure what to do now. I am still in the hospital and just had a Stent put in my heart and now don't know what is the next step. I live in Vancouver", "c_root_id_A": "if7o64m", "c_root_id_B": "if62pz4", "created_at_utc_A": 1657205124, "created_at_utc_B": 1657168478, "score_A": 34, "score_B": -30, "human_ref_A": "Since you had a heart attack at work, also contact WorkSafeBC and file a WCB claim.", "human_ref_B": "Mate some bosses do this so that you don\u2019t try to work. They want you to focus on recovery.", "labels": 1, "seconds_difference": 36646.0, "score_ratio": -1.1333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "vt72r8", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[CAN] Had heart attack at work now boss has blocked me So I had a heart attack at work on Monday. And now my boss's have blocked me on everything and I am not sure what to do now. I am still in the hospital and just had a Stent put in my heart and now don't know what is the next step. I live in Vancouver", "c_root_id_A": "if767lu", "c_root_id_B": "if7ik7y", "created_at_utc_A": 1657196806, "created_at_utc_B": 1657202743, "score_A": -14, "score_B": 14, "human_ref_A": "They may decided to go over cautious to try not to run afoul of FMLA  If you contact an employee on FMLA about work it can be considered a violation of FMLA", "human_ref_B": "In addition to applying for sickness benefits through EI, send your boss an email or text letting them know that they need to submit a sick leave ROE with code D as the reason. I would also mention, in a helpful way, \"just in case you didn't know, BC ESA requires that this is done within 5 business days\". If he does not submit the ROE, you can submit a copy of this documented note to Service Canada; they will pursue your employer to provide this.   Next, as soon as any owed pay is late, file a complaint with the Employment Standards Branch. It does not cost you anything to do this and you do not need a lawyer. The onus will be on the employer to provide proof. You should keep any documentation showing that they aren't responding to you. If your employer does terminate your employment, Employment Standards will also help you get your termination pay. Additional recourse for termination related to an illness can be sought via the human rights tribunal or through common law though that would be more expensive.", "labels": 0, "seconds_difference": 5937.0, "score_ratio": -1.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "vt72r8", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[CAN] Had heart attack at work now boss has blocked me So I had a heart attack at work on Monday. And now my boss's have blocked me on everything and I am not sure what to do now. I am still in the hospital and just had a Stent put in my heart and now don't know what is the next step. I live in Vancouver", "c_root_id_A": "if62pz4", "c_root_id_B": "if7ik7y", "created_at_utc_A": 1657168478, "created_at_utc_B": 1657202743, "score_A": -30, "score_B": 14, "human_ref_A": "Mate some bosses do this so that you don\u2019t try to work. They want you to focus on recovery.", "human_ref_B": "In addition to applying for sickness benefits through EI, send your boss an email or text letting them know that they need to submit a sick leave ROE with code D as the reason. I would also mention, in a helpful way, \"just in case you didn't know, BC ESA requires that this is done within 5 business days\". If he does not submit the ROE, you can submit a copy of this documented note to Service Canada; they will pursue your employer to provide this.   Next, as soon as any owed pay is late, file a complaint with the Employment Standards Branch. It does not cost you anything to do this and you do not need a lawyer. The onus will be on the employer to provide proof. You should keep any documentation showing that they aren't responding to you. If your employer does terminate your employment, Employment Standards will also help you get your termination pay. Additional recourse for termination related to an illness can be sought via the human rights tribunal or through common law though that would be more expensive.", "labels": 0, "seconds_difference": 34265.0, "score_ratio": -0.4666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "vt72r8", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[CAN] Had heart attack at work now boss has blocked me So I had a heart attack at work on Monday. And now my boss's have blocked me on everything and I am not sure what to do now. I am still in the hospital and just had a Stent put in my heart and now don't know what is the next step. I live in Vancouver", "c_root_id_A": "if8as8x", "c_root_id_B": "if767lu", "created_at_utc_A": 1657214022, "created_at_utc_B": 1657196806, "score_A": 5, "score_B": -14, "human_ref_A": "If your hospital has a patient advocate, request to see them and see about resources or other. I\u2019m willing to bet that this isn\u2019t the first time they have come across something like this", "human_ref_B": "They may decided to go over cautious to try not to run afoul of FMLA  If you contact an employee on FMLA about work it can be considered a violation of FMLA", "labels": 1, "seconds_difference": 17216.0, "score_ratio": -0.3571428571, "metadata_A": "", "metadata_B": ""}
{"post_id": "vt72r8", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[CAN] Had heart attack at work now boss has blocked me So I had a heart attack at work on Monday. And now my boss's have blocked me on everything and I am not sure what to do now. I am still in the hospital and just had a Stent put in my heart and now don't know what is the next step. I live in Vancouver", "c_root_id_A": "if62pz4", "c_root_id_B": "if8as8x", "created_at_utc_A": 1657168478, "created_at_utc_B": 1657214022, "score_A": -30, "score_B": 5, "human_ref_A": "Mate some bosses do this so that you don\u2019t try to work. They want you to focus on recovery.", "human_ref_B": "If your hospital has a patient advocate, request to see them and see about resources or other. I\u2019m willing to bet that this isn\u2019t the first time they have come across something like this", "labels": 0, "seconds_difference": 45544.0, "score_ratio": -0.1666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "vt72r8", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[CAN] Had heart attack at work now boss has blocked me So I had a heart attack at work on Monday. And now my boss's have blocked me on everything and I am not sure what to do now. I am still in the hospital and just had a Stent put in my heart and now don't know what is the next step. I live in Vancouver", "c_root_id_A": "if8ykcb", "c_root_id_B": "if767lu", "created_at_utc_A": 1657223171, "created_at_utc_B": 1657196806, "score_A": 3, "score_B": -14, "human_ref_A": "Are you getting blocked messages or are the messages just showing they haven\u2019t gone thru? It may be silly, but I spent a lot of time with my son in hospitals and they have very terrible reception. Is it possible the messages aren\u2019t getting to him?", "human_ref_B": "They may decided to go over cautious to try not to run afoul of FMLA  If you contact an employee on FMLA about work it can be considered a violation of FMLA", "labels": 1, "seconds_difference": 26365.0, "score_ratio": -0.2142857143, "metadata_A": "", "metadata_B": ""}
{"post_id": "vt72r8", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[CAN] Had heart attack at work now boss has blocked me So I had a heart attack at work on Monday. And now my boss's have blocked me on everything and I am not sure what to do now. I am still in the hospital and just had a Stent put in my heart and now don't know what is the next step. I live in Vancouver", "c_root_id_A": "if62pz4", "c_root_id_B": "if8ykcb", "created_at_utc_A": 1657168478, "created_at_utc_B": 1657223171, "score_A": -30, "score_B": 3, "human_ref_A": "Mate some bosses do this so that you don\u2019t try to work. They want you to focus on recovery.", "human_ref_B": "Are you getting blocked messages or are the messages just showing they haven\u2019t gone thru? It may be silly, but I spent a lot of time with my son in hospitals and they have very terrible reception. Is it possible the messages aren\u2019t getting to him?", "labels": 0, "seconds_difference": 54693.0, "score_ratio": -0.1, "metadata_A": "", "metadata_B": ""}
{"post_id": "vt72r8", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[CAN] Had heart attack at work now boss has blocked me So I had a heart attack at work on Monday. And now my boss's have blocked me on everything and I am not sure what to do now. I am still in the hospital and just had a Stent put in my heart and now don't know what is the next step. I live in Vancouver", "c_root_id_A": "if767lu", "c_root_id_B": "if9a8tx", "created_at_utc_A": 1657196806, "created_at_utc_B": 1657227604, "score_A": -14, "score_B": 2, "human_ref_A": "They may decided to go over cautious to try not to run afoul of FMLA  If you contact an employee on FMLA about work it can be considered a violation of FMLA", "human_ref_B": "I don't know about canada but here in the usa this is definitely grounds for an unlawful termination lawsuit. They can't just fire you for a medical reason and it would easily be argued that they did it for medical reasons.", "labels": 0, "seconds_difference": 30798.0, "score_ratio": -0.1428571429, "metadata_A": "", "metadata_B": ""}
{"post_id": "vt72r8", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[CAN] Had heart attack at work now boss has blocked me So I had a heart attack at work on Monday. And now my boss's have blocked me on everything and I am not sure what to do now. I am still in the hospital and just had a Stent put in my heart and now don't know what is the next step. I live in Vancouver", "c_root_id_A": "if62pz4", "c_root_id_B": "if9a8tx", "created_at_utc_A": 1657168478, "created_at_utc_B": 1657227604, "score_A": -30, "score_B": 2, "human_ref_A": "Mate some bosses do this so that you don\u2019t try to work. They want you to focus on recovery.", "human_ref_B": "I don't know about canada but here in the usa this is definitely grounds for an unlawful termination lawsuit. They can't just fire you for a medical reason and it would easily be argued that they did it for medical reasons.", "labels": 0, "seconds_difference": 59126.0, "score_ratio": -0.0666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "vt72r8", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[CAN] Had heart attack at work now boss has blocked me So I had a heart attack at work on Monday. And now my boss's have blocked me on everything and I am not sure what to do now. I am still in the hospital and just had a Stent put in my heart and now don't know what is the next step. I live in Vancouver", "c_root_id_A": "ifa092f", "c_root_id_B": "if9enfj", "created_at_utc_A": 1657238570, "created_at_utc_B": 1657229337, "score_A": 2, "score_B": 1, "human_ref_A": "Get legal counsel ASAP!", "human_ref_B": "Id say concentrate on your health, fuck your bosses.  Right now your job should have fallen WAAAY down the priority list.  If it hasnt, it better well get there.", "labels": 1, "seconds_difference": 9233.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "vt72r8", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[CAN] Had heart attack at work now boss has blocked me So I had a heart attack at work on Monday. And now my boss's have blocked me on everything and I am not sure what to do now. I am still in the hospital and just had a Stent put in my heart and now don't know what is the next step. I live in Vancouver", "c_root_id_A": "if767lu", "c_root_id_B": "ifa092f", "created_at_utc_A": 1657196806, "created_at_utc_B": 1657238570, "score_A": -14, "score_B": 2, "human_ref_A": "They may decided to go over cautious to try not to run afoul of FMLA  If you contact an employee on FMLA about work it can be considered a violation of FMLA", "human_ref_B": "Get legal counsel ASAP!", "labels": 0, "seconds_difference": 41764.0, "score_ratio": -0.1428571429, "metadata_A": "", "metadata_B": ""}
{"post_id": "vt72r8", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[CAN] Had heart attack at work now boss has blocked me So I had a heart attack at work on Monday. And now my boss's have blocked me on everything and I am not sure what to do now. I am still in the hospital and just had a Stent put in my heart and now don't know what is the next step. I live in Vancouver", "c_root_id_A": "if62pz4", "c_root_id_B": "ifa092f", "created_at_utc_A": 1657168478, "created_at_utc_B": 1657238570, "score_A": -30, "score_B": 2, "human_ref_A": "Mate some bosses do this so that you don\u2019t try to work. They want you to focus on recovery.", "human_ref_B": "Get legal counsel ASAP!", "labels": 0, "seconds_difference": 70092.0, "score_ratio": -0.0666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "vt72r8", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[CAN] Had heart attack at work now boss has blocked me So I had a heart attack at work on Monday. And now my boss's have blocked me on everything and I am not sure what to do now. I am still in the hospital and just had a Stent put in my heart and now don't know what is the next step. I live in Vancouver", "c_root_id_A": "if9enfj", "c_root_id_B": "if767lu", "created_at_utc_A": 1657229337, "created_at_utc_B": 1657196806, "score_A": 1, "score_B": -14, "human_ref_A": "Id say concentrate on your health, fuck your bosses.  Right now your job should have fallen WAAAY down the priority list.  If it hasnt, it better well get there.", "human_ref_B": "They may decided to go over cautious to try not to run afoul of FMLA  If you contact an employee on FMLA about work it can be considered a violation of FMLA", "labels": 1, "seconds_difference": 32531.0, "score_ratio": -0.0714285714, "metadata_A": "", "metadata_B": ""}
{"post_id": "vt72r8", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[CAN] Had heart attack at work now boss has blocked me So I had a heart attack at work on Monday. And now my boss's have blocked me on everything and I am not sure what to do now. I am still in the hospital and just had a Stent put in my heart and now don't know what is the next step. I live in Vancouver", "c_root_id_A": "if9enfj", "c_root_id_B": "if62pz4", "created_at_utc_A": 1657229337, "created_at_utc_B": 1657168478, "score_A": 1, "score_B": -30, "human_ref_A": "Id say concentrate on your health, fuck your bosses.  Right now your job should have fallen WAAAY down the priority list.  If it hasnt, it better well get there.", "human_ref_B": "Mate some bosses do this so that you don\u2019t try to work. They want you to focus on recovery.", "labels": 1, "seconds_difference": 60859.0, "score_ratio": -0.0333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "vt72r8", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[CAN] Had heart attack at work now boss has blocked me So I had a heart attack at work on Monday. And now my boss's have blocked me on everything and I am not sure what to do now. I am still in the hospital and just had a Stent put in my heart and now don't know what is the next step. I live in Vancouver", "c_root_id_A": "if62pz4", "c_root_id_B": "if767lu", "created_at_utc_A": 1657168478, "created_at_utc_B": 1657196806, "score_A": -30, "score_B": -14, "human_ref_A": "Mate some bosses do this so that you don\u2019t try to work. They want you to focus on recovery.", "human_ref_B": "They may decided to go over cautious to try not to run afoul of FMLA  If you contact an employee on FMLA about work it can be considered a violation of FMLA", "labels": 0, "seconds_difference": 28328.0, "score_ratio": 0.4666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "y1km6n", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[WI] Female VP repeatedly tells people in meetings she doesn't wash her hands after using the bathroom. Everybody seems to find this funny, I think it's disgusting? Is this worth going to HR over? At my work, a disturbing trend has started.  Meeting scheduled to start at 9:00am  A female colleague comes in at 8:59am. She'll go \"Hold on, I have to go to the bathroom quick!\"  She'll leave and I'll admit she does come back quickly, for a bathroom break for a man or woman. Like 60 seconds tops.   Somebody will make reference to her quick bathroom break.  She says \"oh yeah, I save time by not washing my hands when I pee.\"  And usually a few people will chuckle.  I thought it was disgusting once but she's done it four times total now.  She does it in meetings with C-suite executives and meetings with her direct reports.  This woman is our VP of operations and has an MBA.  Am I a prude? I just find this topic of conversation disgusting. Nobody needs to know your bathroom habits. I know some people don't wash their hands after going Number 1. Whatever fine, I side on you're touching bathroom surfaces covered in god knows what. But whatever, fine. Why does she need to disclose this, repeatedly. I think it's unbecoming for anybody in a professional setting, let alone a vice president in the organization.  Is this worth mentioning to HR or do I just need to get over it? Really don't want to hear about her bathroom habits.", "c_root_id_A": "irysa1s", "c_root_id_B": "irz5kqj", "created_at_utc_A": 1665537191, "created_at_utc_B": 1665543568, "score_A": 5, "score_B": 25, "human_ref_A": "First: extremely unprofessional. Second: fluffing eww", "human_ref_B": "Why are people commenting on how long someone is in the bathroom? Grow up.", "labels": 0, "seconds_difference": 6377.0, "score_ratio": 5.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "y1km6n", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[WI] Female VP repeatedly tells people in meetings she doesn't wash her hands after using the bathroom. Everybody seems to find this funny, I think it's disgusting? Is this worth going to HR over? At my work, a disturbing trend has started.  Meeting scheduled to start at 9:00am  A female colleague comes in at 8:59am. She'll go \"Hold on, I have to go to the bathroom quick!\"  She'll leave and I'll admit she does come back quickly, for a bathroom break for a man or woman. Like 60 seconds tops.   Somebody will make reference to her quick bathroom break.  She says \"oh yeah, I save time by not washing my hands when I pee.\"  And usually a few people will chuckle.  I thought it was disgusting once but she's done it four times total now.  She does it in meetings with C-suite executives and meetings with her direct reports.  This woman is our VP of operations and has an MBA.  Am I a prude? I just find this topic of conversation disgusting. Nobody needs to know your bathroom habits. I know some people don't wash their hands after going Number 1. Whatever fine, I side on you're touching bathroom surfaces covered in god knows what. But whatever, fine. Why does she need to disclose this, repeatedly. I think it's unbecoming for anybody in a professional setting, let alone a vice president in the organization.  Is this worth mentioning to HR or do I just need to get over it? Really don't want to hear about her bathroom habits.", "c_root_id_A": "iryktk2", "c_root_id_B": "irz5kqj", "created_at_utc_A": 1665533766, "created_at_utc_B": 1665543568, "score_A": -2, "score_B": 25, "human_ref_A": "HR works for her more then they work for you.", "human_ref_B": "Why are people commenting on how long someone is in the bathroom? Grow up.", "labels": 0, "seconds_difference": 9802.0, "score_ratio": -12.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "y1km6n", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[WI] Female VP repeatedly tells people in meetings she doesn't wash her hands after using the bathroom. Everybody seems to find this funny, I think it's disgusting? Is this worth going to HR over? At my work, a disturbing trend has started.  Meeting scheduled to start at 9:00am  A female colleague comes in at 8:59am. She'll go \"Hold on, I have to go to the bathroom quick!\"  She'll leave and I'll admit she does come back quickly, for a bathroom break for a man or woman. Like 60 seconds tops.   Somebody will make reference to her quick bathroom break.  She says \"oh yeah, I save time by not washing my hands when I pee.\"  And usually a few people will chuckle.  I thought it was disgusting once but she's done it four times total now.  She does it in meetings with C-suite executives and meetings with her direct reports.  This woman is our VP of operations and has an MBA.  Am I a prude? I just find this topic of conversation disgusting. Nobody needs to know your bathroom habits. I know some people don't wash their hands after going Number 1. Whatever fine, I side on you're touching bathroom surfaces covered in god knows what. But whatever, fine. Why does she need to disclose this, repeatedly. I think it's unbecoming for anybody in a professional setting, let alone a vice president in the organization.  Is this worth mentioning to HR or do I just need to get over it? Really don't want to hear about her bathroom habits.", "c_root_id_A": "irz0msb", "c_root_id_B": "irz5kqj", "created_at_utc_A": 1665541093, "created_at_utc_B": 1665543568, "score_A": -4, "score_B": 25, "human_ref_A": "Yes, yes you are a prude. Either get a sense of humor or just keep to yourself.", "human_ref_B": "Why are people commenting on how long someone is in the bathroom? Grow up.", "labels": 0, "seconds_difference": 2475.0, "score_ratio": -6.25, "metadata_A": "", "metadata_B": ""}
{"post_id": "y1km6n", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[WI] Female VP repeatedly tells people in meetings she doesn't wash her hands after using the bathroom. Everybody seems to find this funny, I think it's disgusting? Is this worth going to HR over? At my work, a disturbing trend has started.  Meeting scheduled to start at 9:00am  A female colleague comes in at 8:59am. She'll go \"Hold on, I have to go to the bathroom quick!\"  She'll leave and I'll admit she does come back quickly, for a bathroom break for a man or woman. Like 60 seconds tops.   Somebody will make reference to her quick bathroom break.  She says \"oh yeah, I save time by not washing my hands when I pee.\"  And usually a few people will chuckle.  I thought it was disgusting once but she's done it four times total now.  She does it in meetings with C-suite executives and meetings with her direct reports.  This woman is our VP of operations and has an MBA.  Am I a prude? I just find this topic of conversation disgusting. Nobody needs to know your bathroom habits. I know some people don't wash their hands after going Number 1. Whatever fine, I side on you're touching bathroom surfaces covered in god knows what. But whatever, fine. Why does she need to disclose this, repeatedly. I think it's unbecoming for anybody in a professional setting, let alone a vice president in the organization.  Is this worth mentioning to HR or do I just need to get over it? Really don't want to hear about her bathroom habits.", "c_root_id_A": "irz6pzb", "c_root_id_B": "irzkqm8", "created_at_utc_A": 1665544166, "created_at_utc_B": 1665552630, "score_A": 15, "score_B": 21, "human_ref_A": "This isn't an HR issue...lots of people don't wash their hands, she's just telling you she doesn't. You're being too sensitive and need to loosen up a bit. That said, it sounds like she's making a joke to me.", "human_ref_B": "Is there a possibility she has a medical condition that requires her to go to a private location?   I could see something like that being the reason for the quick trips, and not wanting to talk about it could lead to the type of responses she is giving when asked about the restroom trips.", "labels": 0, "seconds_difference": 8464.0, "score_ratio": 1.4, "metadata_A": "", "metadata_B": ""}
{"post_id": "y1km6n", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[WI] Female VP repeatedly tells people in meetings she doesn't wash her hands after using the bathroom. Everybody seems to find this funny, I think it's disgusting? Is this worth going to HR over? At my work, a disturbing trend has started.  Meeting scheduled to start at 9:00am  A female colleague comes in at 8:59am. She'll go \"Hold on, I have to go to the bathroom quick!\"  She'll leave and I'll admit she does come back quickly, for a bathroom break for a man or woman. Like 60 seconds tops.   Somebody will make reference to her quick bathroom break.  She says \"oh yeah, I save time by not washing my hands when I pee.\"  And usually a few people will chuckle.  I thought it was disgusting once but she's done it four times total now.  She does it in meetings with C-suite executives and meetings with her direct reports.  This woman is our VP of operations and has an MBA.  Am I a prude? I just find this topic of conversation disgusting. Nobody needs to know your bathroom habits. I know some people don't wash their hands after going Number 1. Whatever fine, I side on you're touching bathroom surfaces covered in god knows what. But whatever, fine. Why does she need to disclose this, repeatedly. I think it's unbecoming for anybody in a professional setting, let alone a vice president in the organization.  Is this worth mentioning to HR or do I just need to get over it? Really don't want to hear about her bathroom habits.", "c_root_id_A": "irz81qn", "c_root_id_B": "irzkqm8", "created_at_utc_A": 1665544869, "created_at_utc_B": 1665552630, "score_A": 11, "score_B": 21, "human_ref_A": "I\u2019ve been in HR for over 10 years at this point and I thought I\u2019ve seen/heard it all. Announcing publicly you purposely don\u2019t wash your hands to \u201csave time\u201d. Imagine all the pot lucks she\u2019s showed up to with pissy hands. It\u2019s employees like this that show me why I will never work in an office setting again.", "human_ref_B": "Is there a possibility she has a medical condition that requires her to go to a private location?   I could see something like that being the reason for the quick trips, and not wanting to talk about it could lead to the type of responses she is giving when asked about the restroom trips.", "labels": 0, "seconds_difference": 7761.0, "score_ratio": 1.9090909091, "metadata_A": "", "metadata_B": ""}
{"post_id": "y1km6n", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[WI] Female VP repeatedly tells people in meetings she doesn't wash her hands after using the bathroom. Everybody seems to find this funny, I think it's disgusting? Is this worth going to HR over? At my work, a disturbing trend has started.  Meeting scheduled to start at 9:00am  A female colleague comes in at 8:59am. She'll go \"Hold on, I have to go to the bathroom quick!\"  She'll leave and I'll admit she does come back quickly, for a bathroom break for a man or woman. Like 60 seconds tops.   Somebody will make reference to her quick bathroom break.  She says \"oh yeah, I save time by not washing my hands when I pee.\"  And usually a few people will chuckle.  I thought it was disgusting once but she's done it four times total now.  She does it in meetings with C-suite executives and meetings with her direct reports.  This woman is our VP of operations and has an MBA.  Am I a prude? I just find this topic of conversation disgusting. Nobody needs to know your bathroom habits. I know some people don't wash their hands after going Number 1. Whatever fine, I side on you're touching bathroom surfaces covered in god knows what. But whatever, fine. Why does she need to disclose this, repeatedly. I think it's unbecoming for anybody in a professional setting, let alone a vice president in the organization.  Is this worth mentioning to HR or do I just need to get over it? Really don't want to hear about her bathroom habits.", "c_root_id_A": "irzkqm8", "c_root_id_B": "irysa1s", "created_at_utc_A": 1665552630, "created_at_utc_B": 1665537191, "score_A": 21, "score_B": 5, "human_ref_A": "Is there a possibility she has a medical condition that requires her to go to a private location?   I could see something like that being the reason for the quick trips, and not wanting to talk about it could lead to the type of responses she is giving when asked about the restroom trips.", "human_ref_B": "First: extremely unprofessional. Second: fluffing eww", "labels": 1, "seconds_difference": 15439.0, "score_ratio": 4.2, "metadata_A": "", "metadata_B": ""}
{"post_id": "y1km6n", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[WI] Female VP repeatedly tells people in meetings she doesn't wash her hands after using the bathroom. Everybody seems to find this funny, I think it's disgusting? Is this worth going to HR over? At my work, a disturbing trend has started.  Meeting scheduled to start at 9:00am  A female colleague comes in at 8:59am. She'll go \"Hold on, I have to go to the bathroom quick!\"  She'll leave and I'll admit she does come back quickly, for a bathroom break for a man or woman. Like 60 seconds tops.   Somebody will make reference to her quick bathroom break.  She says \"oh yeah, I save time by not washing my hands when I pee.\"  And usually a few people will chuckle.  I thought it was disgusting once but she's done it four times total now.  She does it in meetings with C-suite executives and meetings with her direct reports.  This woman is our VP of operations and has an MBA.  Am I a prude? I just find this topic of conversation disgusting. Nobody needs to know your bathroom habits. I know some people don't wash their hands after going Number 1. Whatever fine, I side on you're touching bathroom surfaces covered in god knows what. But whatever, fine. Why does she need to disclose this, repeatedly. I think it's unbecoming for anybody in a professional setting, let alone a vice president in the organization.  Is this worth mentioning to HR or do I just need to get over it? Really don't want to hear about her bathroom habits.", "c_root_id_A": "irzkqm8", "c_root_id_B": "iryktk2", "created_at_utc_A": 1665552630, "created_at_utc_B": 1665533766, "score_A": 21, "score_B": -2, "human_ref_A": "Is there a possibility she has a medical condition that requires her to go to a private location?   I could see something like that being the reason for the quick trips, and not wanting to talk about it could lead to the type of responses she is giving when asked about the restroom trips.", "human_ref_B": "HR works for her more then they work for you.", "labels": 1, "seconds_difference": 18864.0, "score_ratio": -10.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "y1km6n", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[WI] Female VP repeatedly tells people in meetings she doesn't wash her hands after using the bathroom. Everybody seems to find this funny, I think it's disgusting? Is this worth going to HR over? At my work, a disturbing trend has started.  Meeting scheduled to start at 9:00am  A female colleague comes in at 8:59am. She'll go \"Hold on, I have to go to the bathroom quick!\"  She'll leave and I'll admit she does come back quickly, for a bathroom break for a man or woman. Like 60 seconds tops.   Somebody will make reference to her quick bathroom break.  She says \"oh yeah, I save time by not washing my hands when I pee.\"  And usually a few people will chuckle.  I thought it was disgusting once but she's done it four times total now.  She does it in meetings with C-suite executives and meetings with her direct reports.  This woman is our VP of operations and has an MBA.  Am I a prude? I just find this topic of conversation disgusting. Nobody needs to know your bathroom habits. I know some people don't wash their hands after going Number 1. Whatever fine, I side on you're touching bathroom surfaces covered in god knows what. But whatever, fine. Why does she need to disclose this, repeatedly. I think it's unbecoming for anybody in a professional setting, let alone a vice president in the organization.  Is this worth mentioning to HR or do I just need to get over it? Really don't want to hear about her bathroom habits.", "c_root_id_A": "irzkqm8", "c_root_id_B": "irz0msb", "created_at_utc_A": 1665552630, "created_at_utc_B": 1665541093, "score_A": 21, "score_B": -4, "human_ref_A": "Is there a possibility she has a medical condition that requires her to go to a private location?   I could see something like that being the reason for the quick trips, and not wanting to talk about it could lead to the type of responses she is giving when asked about the restroom trips.", "human_ref_B": "Yes, yes you are a prude. Either get a sense of humor or just keep to yourself.", "labels": 1, "seconds_difference": 11537.0, "score_ratio": -5.25, "metadata_A": "", "metadata_B": ""}
{"post_id": "y1km6n", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[WI] Female VP repeatedly tells people in meetings she doesn't wash her hands after using the bathroom. Everybody seems to find this funny, I think it's disgusting? Is this worth going to HR over? At my work, a disturbing trend has started.  Meeting scheduled to start at 9:00am  A female colleague comes in at 8:59am. She'll go \"Hold on, I have to go to the bathroom quick!\"  She'll leave and I'll admit she does come back quickly, for a bathroom break for a man or woman. Like 60 seconds tops.   Somebody will make reference to her quick bathroom break.  She says \"oh yeah, I save time by not washing my hands when I pee.\"  And usually a few people will chuckle.  I thought it was disgusting once but she's done it four times total now.  She does it in meetings with C-suite executives and meetings with her direct reports.  This woman is our VP of operations and has an MBA.  Am I a prude? I just find this topic of conversation disgusting. Nobody needs to know your bathroom habits. I know some people don't wash their hands after going Number 1. Whatever fine, I side on you're touching bathroom surfaces covered in god knows what. But whatever, fine. Why does she need to disclose this, repeatedly. I think it's unbecoming for anybody in a professional setting, let alone a vice president in the organization.  Is this worth mentioning to HR or do I just need to get over it? Really don't want to hear about her bathroom habits.", "c_root_id_A": "irysa1s", "c_root_id_B": "irz6pzb", "created_at_utc_A": 1665537191, "created_at_utc_B": 1665544166, "score_A": 5, "score_B": 15, "human_ref_A": "First: extremely unprofessional. Second: fluffing eww", "human_ref_B": "This isn't an HR issue...lots of people don't wash their hands, she's just telling you she doesn't. You're being too sensitive and need to loosen up a bit. That said, it sounds like she's making a joke to me.", "labels": 0, "seconds_difference": 6975.0, "score_ratio": 3.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "y1km6n", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[WI] Female VP repeatedly tells people in meetings she doesn't wash her hands after using the bathroom. Everybody seems to find this funny, I think it's disgusting? Is this worth going to HR over? At my work, a disturbing trend has started.  Meeting scheduled to start at 9:00am  A female colleague comes in at 8:59am. She'll go \"Hold on, I have to go to the bathroom quick!\"  She'll leave and I'll admit she does come back quickly, for a bathroom break for a man or woman. Like 60 seconds tops.   Somebody will make reference to her quick bathroom break.  She says \"oh yeah, I save time by not washing my hands when I pee.\"  And usually a few people will chuckle.  I thought it was disgusting once but she's done it four times total now.  She does it in meetings with C-suite executives and meetings with her direct reports.  This woman is our VP of operations and has an MBA.  Am I a prude? I just find this topic of conversation disgusting. Nobody needs to know your bathroom habits. I know some people don't wash their hands after going Number 1. Whatever fine, I side on you're touching bathroom surfaces covered in god knows what. But whatever, fine. Why does she need to disclose this, repeatedly. I think it's unbecoming for anybody in a professional setting, let alone a vice president in the organization.  Is this worth mentioning to HR or do I just need to get over it? Really don't want to hear about her bathroom habits.", "c_root_id_A": "irz6pzb", "c_root_id_B": "iryktk2", "created_at_utc_A": 1665544166, "created_at_utc_B": 1665533766, "score_A": 15, "score_B": -2, "human_ref_A": "This isn't an HR issue...lots of people don't wash their hands, she's just telling you she doesn't. You're being too sensitive and need to loosen up a bit. That said, it sounds like she's making a joke to me.", "human_ref_B": "HR works for her more then they work for you.", "labels": 1, "seconds_difference": 10400.0, "score_ratio": -7.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "y1km6n", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[WI] Female VP repeatedly tells people in meetings she doesn't wash her hands after using the bathroom. Everybody seems to find this funny, I think it's disgusting? Is this worth going to HR over? At my work, a disturbing trend has started.  Meeting scheduled to start at 9:00am  A female colleague comes in at 8:59am. She'll go \"Hold on, I have to go to the bathroom quick!\"  She'll leave and I'll admit she does come back quickly, for a bathroom break for a man or woman. Like 60 seconds tops.   Somebody will make reference to her quick bathroom break.  She says \"oh yeah, I save time by not washing my hands when I pee.\"  And usually a few people will chuckle.  I thought it was disgusting once but she's done it four times total now.  She does it in meetings with C-suite executives and meetings with her direct reports.  This woman is our VP of operations and has an MBA.  Am I a prude? I just find this topic of conversation disgusting. Nobody needs to know your bathroom habits. I know some people don't wash their hands after going Number 1. Whatever fine, I side on you're touching bathroom surfaces covered in god knows what. But whatever, fine. Why does she need to disclose this, repeatedly. I think it's unbecoming for anybody in a professional setting, let alone a vice president in the organization.  Is this worth mentioning to HR or do I just need to get over it? Really don't want to hear about her bathroom habits.", "c_root_id_A": "irz6pzb", "c_root_id_B": "irz0msb", "created_at_utc_A": 1665544166, "created_at_utc_B": 1665541093, "score_A": 15, "score_B": -4, "human_ref_A": "This isn't an HR issue...lots of people don't wash their hands, she's just telling you she doesn't. You're being too sensitive and need to loosen up a bit. That said, it sounds like she's making a joke to me.", "human_ref_B": "Yes, yes you are a prude. Either get a sense of humor or just keep to yourself.", "labels": 1, "seconds_difference": 3073.0, "score_ratio": -3.75, "metadata_A": "", "metadata_B": ""}
{"post_id": "y1km6n", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[WI] Female VP repeatedly tells people in meetings she doesn't wash her hands after using the bathroom. Everybody seems to find this funny, I think it's disgusting? Is this worth going to HR over? At my work, a disturbing trend has started.  Meeting scheduled to start at 9:00am  A female colleague comes in at 8:59am. She'll go \"Hold on, I have to go to the bathroom quick!\"  She'll leave and I'll admit she does come back quickly, for a bathroom break for a man or woman. Like 60 seconds tops.   Somebody will make reference to her quick bathroom break.  She says \"oh yeah, I save time by not washing my hands when I pee.\"  And usually a few people will chuckle.  I thought it was disgusting once but she's done it four times total now.  She does it in meetings with C-suite executives and meetings with her direct reports.  This woman is our VP of operations and has an MBA.  Am I a prude? I just find this topic of conversation disgusting. Nobody needs to know your bathroom habits. I know some people don't wash their hands after going Number 1. Whatever fine, I side on you're touching bathroom surfaces covered in god knows what. But whatever, fine. Why does she need to disclose this, repeatedly. I think it's unbecoming for anybody in a professional setting, let alone a vice president in the organization.  Is this worth mentioning to HR or do I just need to get over it? Really don't want to hear about her bathroom habits.", "c_root_id_A": "irysa1s", "c_root_id_B": "irz81qn", "created_at_utc_A": 1665537191, "created_at_utc_B": 1665544869, "score_A": 5, "score_B": 11, "human_ref_A": "First: extremely unprofessional. Second: fluffing eww", "human_ref_B": "I\u2019ve been in HR for over 10 years at this point and I thought I\u2019ve seen/heard it all. Announcing publicly you purposely don\u2019t wash your hands to \u201csave time\u201d. Imagine all the pot lucks she\u2019s showed up to with pissy hands. It\u2019s employees like this that show me why I will never work in an office setting again.", "labels": 0, "seconds_difference": 7678.0, "score_ratio": 2.2, "metadata_A": "", "metadata_B": ""}
{"post_id": "y1km6n", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[WI] Female VP repeatedly tells people in meetings she doesn't wash her hands after using the bathroom. Everybody seems to find this funny, I think it's disgusting? Is this worth going to HR over? At my work, a disturbing trend has started.  Meeting scheduled to start at 9:00am  A female colleague comes in at 8:59am. She'll go \"Hold on, I have to go to the bathroom quick!\"  She'll leave and I'll admit she does come back quickly, for a bathroom break for a man or woman. Like 60 seconds tops.   Somebody will make reference to her quick bathroom break.  She says \"oh yeah, I save time by not washing my hands when I pee.\"  And usually a few people will chuckle.  I thought it was disgusting once but she's done it four times total now.  She does it in meetings with C-suite executives and meetings with her direct reports.  This woman is our VP of operations and has an MBA.  Am I a prude? I just find this topic of conversation disgusting. Nobody needs to know your bathroom habits. I know some people don't wash their hands after going Number 1. Whatever fine, I side on you're touching bathroom surfaces covered in god knows what. But whatever, fine. Why does she need to disclose this, repeatedly. I think it's unbecoming for anybody in a professional setting, let alone a vice president in the organization.  Is this worth mentioning to HR or do I just need to get over it? Really don't want to hear about her bathroom habits.", "c_root_id_A": "irz81qn", "c_root_id_B": "iryktk2", "created_at_utc_A": 1665544869, "created_at_utc_B": 1665533766, "score_A": 11, "score_B": -2, "human_ref_A": "I\u2019ve been in HR for over 10 years at this point and I thought I\u2019ve seen/heard it all. Announcing publicly you purposely don\u2019t wash your hands to \u201csave time\u201d. Imagine all the pot lucks she\u2019s showed up to with pissy hands. It\u2019s employees like this that show me why I will never work in an office setting again.", "human_ref_B": "HR works for her more then they work for you.", "labels": 1, "seconds_difference": 11103.0, "score_ratio": -5.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "y1km6n", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[WI] Female VP repeatedly tells people in meetings she doesn't wash her hands after using the bathroom. Everybody seems to find this funny, I think it's disgusting? Is this worth going to HR over? At my work, a disturbing trend has started.  Meeting scheduled to start at 9:00am  A female colleague comes in at 8:59am. She'll go \"Hold on, I have to go to the bathroom quick!\"  She'll leave and I'll admit she does come back quickly, for a bathroom break for a man or woman. Like 60 seconds tops.   Somebody will make reference to her quick bathroom break.  She says \"oh yeah, I save time by not washing my hands when I pee.\"  And usually a few people will chuckle.  I thought it was disgusting once but she's done it four times total now.  She does it in meetings with C-suite executives and meetings with her direct reports.  This woman is our VP of operations and has an MBA.  Am I a prude? I just find this topic of conversation disgusting. Nobody needs to know your bathroom habits. I know some people don't wash their hands after going Number 1. Whatever fine, I side on you're touching bathroom surfaces covered in god knows what. But whatever, fine. Why does she need to disclose this, repeatedly. I think it's unbecoming for anybody in a professional setting, let alone a vice president in the organization.  Is this worth mentioning to HR or do I just need to get over it? Really don't want to hear about her bathroom habits.", "c_root_id_A": "irz0msb", "c_root_id_B": "irz81qn", "created_at_utc_A": 1665541093, "created_at_utc_B": 1665544869, "score_A": -4, "score_B": 11, "human_ref_A": "Yes, yes you are a prude. Either get a sense of humor or just keep to yourself.", "human_ref_B": "I\u2019ve been in HR for over 10 years at this point and I thought I\u2019ve seen/heard it all. Announcing publicly you purposely don\u2019t wash your hands to \u201csave time\u201d. Imagine all the pot lucks she\u2019s showed up to with pissy hands. It\u2019s employees like this that show me why I will never work in an office setting again.", "labels": 0, "seconds_difference": 3776.0, "score_ratio": -2.75, "metadata_A": "", "metadata_B": ""}
{"post_id": "y1km6n", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[WI] Female VP repeatedly tells people in meetings she doesn't wash her hands after using the bathroom. Everybody seems to find this funny, I think it's disgusting? Is this worth going to HR over? At my work, a disturbing trend has started.  Meeting scheduled to start at 9:00am  A female colleague comes in at 8:59am. She'll go \"Hold on, I have to go to the bathroom quick!\"  She'll leave and I'll admit she does come back quickly, for a bathroom break for a man or woman. Like 60 seconds tops.   Somebody will make reference to her quick bathroom break.  She says \"oh yeah, I save time by not washing my hands when I pee.\"  And usually a few people will chuckle.  I thought it was disgusting once but she's done it four times total now.  She does it in meetings with C-suite executives and meetings with her direct reports.  This woman is our VP of operations and has an MBA.  Am I a prude? I just find this topic of conversation disgusting. Nobody needs to know your bathroom habits. I know some people don't wash their hands after going Number 1. Whatever fine, I side on you're touching bathroom surfaces covered in god knows what. But whatever, fine. Why does she need to disclose this, repeatedly. I think it's unbecoming for anybody in a professional setting, let alone a vice president in the organization.  Is this worth mentioning to HR or do I just need to get over it? Really don't want to hear about her bathroom habits.", "c_root_id_A": "is1dsxm", "c_root_id_B": "irysa1s", "created_at_utc_A": 1665591870, "created_at_utc_B": 1665537191, "score_A": 6, "score_B": 5, "human_ref_A": "What kind of professional arrives at a meeting, leaves, then comes back and talks about urine? Leaving out the hand washing thing, which is disgusting, what kind of hillbilly shit is that? Zero class, zero hygiene.", "human_ref_B": "First: extremely unprofessional. Second: fluffing eww", "labels": 1, "seconds_difference": 54679.0, "score_ratio": 1.2, "metadata_A": "", "metadata_B": ""}
{"post_id": "y1km6n", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[WI] Female VP repeatedly tells people in meetings she doesn't wash her hands after using the bathroom. Everybody seems to find this funny, I think it's disgusting? Is this worth going to HR over? At my work, a disturbing trend has started.  Meeting scheduled to start at 9:00am  A female colleague comes in at 8:59am. She'll go \"Hold on, I have to go to the bathroom quick!\"  She'll leave and I'll admit she does come back quickly, for a bathroom break for a man or woman. Like 60 seconds tops.   Somebody will make reference to her quick bathroom break.  She says \"oh yeah, I save time by not washing my hands when I pee.\"  And usually a few people will chuckle.  I thought it was disgusting once but she's done it four times total now.  She does it in meetings with C-suite executives and meetings with her direct reports.  This woman is our VP of operations and has an MBA.  Am I a prude? I just find this topic of conversation disgusting. Nobody needs to know your bathroom habits. I know some people don't wash their hands after going Number 1. Whatever fine, I side on you're touching bathroom surfaces covered in god knows what. But whatever, fine. Why does she need to disclose this, repeatedly. I think it's unbecoming for anybody in a professional setting, let alone a vice president in the organization.  Is this worth mentioning to HR or do I just need to get over it? Really don't want to hear about her bathroom habits.", "c_root_id_A": "irysa1s", "c_root_id_B": "iryktk2", "created_at_utc_A": 1665537191, "created_at_utc_B": 1665533766, "score_A": 5, "score_B": -2, "human_ref_A": "First: extremely unprofessional. Second: fluffing eww", "human_ref_B": "HR works for her more then they work for you.", "labels": 1, "seconds_difference": 3425.0, "score_ratio": -2.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "y1km6n", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[WI] Female VP repeatedly tells people in meetings she doesn't wash her hands after using the bathroom. Everybody seems to find this funny, I think it's disgusting? Is this worth going to HR over? At my work, a disturbing trend has started.  Meeting scheduled to start at 9:00am  A female colleague comes in at 8:59am. She'll go \"Hold on, I have to go to the bathroom quick!\"  She'll leave and I'll admit she does come back quickly, for a bathroom break for a man or woman. Like 60 seconds tops.   Somebody will make reference to her quick bathroom break.  She says \"oh yeah, I save time by not washing my hands when I pee.\"  And usually a few people will chuckle.  I thought it was disgusting once but she's done it four times total now.  She does it in meetings with C-suite executives and meetings with her direct reports.  This woman is our VP of operations and has an MBA.  Am I a prude? I just find this topic of conversation disgusting. Nobody needs to know your bathroom habits. I know some people don't wash their hands after going Number 1. Whatever fine, I side on you're touching bathroom surfaces covered in god knows what. But whatever, fine. Why does she need to disclose this, repeatedly. I think it's unbecoming for anybody in a professional setting, let alone a vice president in the organization.  Is this worth mentioning to HR or do I just need to get over it? Really don't want to hear about her bathroom habits.", "c_root_id_A": "irzrl2h", "c_root_id_B": "is1dsxm", "created_at_utc_A": 1665557968, "created_at_utc_B": 1665591870, "score_A": 3, "score_B": 6, "human_ref_A": "One more reason to fist bump. No no no to hand shaking.", "human_ref_B": "What kind of professional arrives at a meeting, leaves, then comes back and talks about urine? Leaving out the hand washing thing, which is disgusting, what kind of hillbilly shit is that? Zero class, zero hygiene.", "labels": 0, "seconds_difference": 33902.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "y1km6n", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[WI] Female VP repeatedly tells people in meetings she doesn't wash her hands after using the bathroom. Everybody seems to find this funny, I think it's disgusting? Is this worth going to HR over? At my work, a disturbing trend has started.  Meeting scheduled to start at 9:00am  A female colleague comes in at 8:59am. She'll go \"Hold on, I have to go to the bathroom quick!\"  She'll leave and I'll admit she does come back quickly, for a bathroom break for a man or woman. Like 60 seconds tops.   Somebody will make reference to her quick bathroom break.  She says \"oh yeah, I save time by not washing my hands when I pee.\"  And usually a few people will chuckle.  I thought it was disgusting once but she's done it four times total now.  She does it in meetings with C-suite executives and meetings with her direct reports.  This woman is our VP of operations and has an MBA.  Am I a prude? I just find this topic of conversation disgusting. Nobody needs to know your bathroom habits. I know some people don't wash their hands after going Number 1. Whatever fine, I side on you're touching bathroom surfaces covered in god knows what. But whatever, fine. Why does she need to disclose this, repeatedly. I think it's unbecoming for anybody in a professional setting, let alone a vice president in the organization.  Is this worth mentioning to HR or do I just need to get over it? Really don't want to hear about her bathroom habits.", "c_root_id_A": "is1dsxm", "c_root_id_B": "is06txy", "created_at_utc_A": 1665591870, "created_at_utc_B": 1665571169, "score_A": 6, "score_B": 1, "human_ref_A": "What kind of professional arrives at a meeting, leaves, then comes back and talks about urine? Leaving out the hand washing thing, which is disgusting, what kind of hillbilly shit is that? Zero class, zero hygiene.", "human_ref_B": "Plot twist:  You see your coworker peeing in the urinal in the bathroom and then not washing their hands and then leaving the bathroom\u2026.  Now what do you do? (I don\u2019t work at a restaurant)", "labels": 1, "seconds_difference": 20701.0, "score_ratio": 6.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "y1km6n", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[WI] Female VP repeatedly tells people in meetings she doesn't wash her hands after using the bathroom. Everybody seems to find this funny, I think it's disgusting? Is this worth going to HR over? At my work, a disturbing trend has started.  Meeting scheduled to start at 9:00am  A female colleague comes in at 8:59am. She'll go \"Hold on, I have to go to the bathroom quick!\"  She'll leave and I'll admit she does come back quickly, for a bathroom break for a man or woman. Like 60 seconds tops.   Somebody will make reference to her quick bathroom break.  She says \"oh yeah, I save time by not washing my hands when I pee.\"  And usually a few people will chuckle.  I thought it was disgusting once but she's done it four times total now.  She does it in meetings with C-suite executives and meetings with her direct reports.  This woman is our VP of operations and has an MBA.  Am I a prude? I just find this topic of conversation disgusting. Nobody needs to know your bathroom habits. I know some people don't wash their hands after going Number 1. Whatever fine, I side on you're touching bathroom surfaces covered in god knows what. But whatever, fine. Why does she need to disclose this, repeatedly. I think it's unbecoming for anybody in a professional setting, let alone a vice president in the organization.  Is this worth mentioning to HR or do I just need to get over it? Really don't want to hear about her bathroom habits.", "c_root_id_A": "is12bxu", "c_root_id_B": "is1dsxm", "created_at_utc_A": 1665587291, "created_at_utc_B": 1665591870, "score_A": 0, "score_B": 6, "human_ref_A": "Ok, I\u2019ve worked in some toxic environments, with some mental people (not now I work with normal people where I\u2019m at and it\u2019s remote). But this is just on a whole different level of weird, entitled, gross and inappropriate. Like what the actual F!!!!!   So I have worked with really ineffective HR people plus the politics of the org so this is your call.   Or I would do something funny like being hand wipes and be like \u201cI got you\u201d.. I have seen colleagues do things like this to lightly joke back at someone\u2019s weirdness \u2026 she\u2019s def got no manners.   I worked with a VP who only got the title because the CEO liked her aesthetic (blonde, white). The woman in her role previously got moved out due to a merger. She was black and never made it past a manager title .. the blonde VP was toxic and started so much drama and gossiping I was shocked how she even got that title \u2026", "human_ref_B": "What kind of professional arrives at a meeting, leaves, then comes back and talks about urine? Leaving out the hand washing thing, which is disgusting, what kind of hillbilly shit is that? Zero class, zero hygiene.", "labels": 0, "seconds_difference": 4579.0, "score_ratio": 6000.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "y1km6n", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[WI] Female VP repeatedly tells people in meetings she doesn't wash her hands after using the bathroom. Everybody seems to find this funny, I think it's disgusting? Is this worth going to HR over? At my work, a disturbing trend has started.  Meeting scheduled to start at 9:00am  A female colleague comes in at 8:59am. She'll go \"Hold on, I have to go to the bathroom quick!\"  She'll leave and I'll admit she does come back quickly, for a bathroom break for a man or woman. Like 60 seconds tops.   Somebody will make reference to her quick bathroom break.  She says \"oh yeah, I save time by not washing my hands when I pee.\"  And usually a few people will chuckle.  I thought it was disgusting once but she's done it four times total now.  She does it in meetings with C-suite executives and meetings with her direct reports.  This woman is our VP of operations and has an MBA.  Am I a prude? I just find this topic of conversation disgusting. Nobody needs to know your bathroom habits. I know some people don't wash their hands after going Number 1. Whatever fine, I side on you're touching bathroom surfaces covered in god knows what. But whatever, fine. Why does she need to disclose this, repeatedly. I think it's unbecoming for anybody in a professional setting, let alone a vice president in the organization.  Is this worth mentioning to HR or do I just need to get over it? Really don't want to hear about her bathroom habits.", "c_root_id_A": "iryktk2", "c_root_id_B": "is1dsxm", "created_at_utc_A": 1665533766, "created_at_utc_B": 1665591870, "score_A": -2, "score_B": 6, "human_ref_A": "HR works for her more then they work for you.", "human_ref_B": "What kind of professional arrives at a meeting, leaves, then comes back and talks about urine? Leaving out the hand washing thing, which is disgusting, what kind of hillbilly shit is that? Zero class, zero hygiene.", "labels": 0, "seconds_difference": 58104.0, "score_ratio": -3.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "y1km6n", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[WI] Female VP repeatedly tells people in meetings she doesn't wash her hands after using the bathroom. Everybody seems to find this funny, I think it's disgusting? Is this worth going to HR over? At my work, a disturbing trend has started.  Meeting scheduled to start at 9:00am  A female colleague comes in at 8:59am. She'll go \"Hold on, I have to go to the bathroom quick!\"  She'll leave and I'll admit she does come back quickly, for a bathroom break for a man or woman. Like 60 seconds tops.   Somebody will make reference to her quick bathroom break.  She says \"oh yeah, I save time by not washing my hands when I pee.\"  And usually a few people will chuckle.  I thought it was disgusting once but she's done it four times total now.  She does it in meetings with C-suite executives and meetings with her direct reports.  This woman is our VP of operations and has an MBA.  Am I a prude? I just find this topic of conversation disgusting. Nobody needs to know your bathroom habits. I know some people don't wash their hands after going Number 1. Whatever fine, I side on you're touching bathroom surfaces covered in god knows what. But whatever, fine. Why does she need to disclose this, repeatedly. I think it's unbecoming for anybody in a professional setting, let alone a vice president in the organization.  Is this worth mentioning to HR or do I just need to get over it? Really don't want to hear about her bathroom habits.", "c_root_id_A": "irz0msb", "c_root_id_B": "is1dsxm", "created_at_utc_A": 1665541093, "created_at_utc_B": 1665591870, "score_A": -4, "score_B": 6, "human_ref_A": "Yes, yes you are a prude. Either get a sense of humor or just keep to yourself.", "human_ref_B": "What kind of professional arrives at a meeting, leaves, then comes back and talks about urine? Leaving out the hand washing thing, which is disgusting, what kind of hillbilly shit is that? Zero class, zero hygiene.", "labels": 0, "seconds_difference": 50777.0, "score_ratio": -1.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "y1km6n", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[WI] Female VP repeatedly tells people in meetings she doesn't wash her hands after using the bathroom. Everybody seems to find this funny, I think it's disgusting? Is this worth going to HR over? At my work, a disturbing trend has started.  Meeting scheduled to start at 9:00am  A female colleague comes in at 8:59am. She'll go \"Hold on, I have to go to the bathroom quick!\"  She'll leave and I'll admit she does come back quickly, for a bathroom break for a man or woman. Like 60 seconds tops.   Somebody will make reference to her quick bathroom break.  She says \"oh yeah, I save time by not washing my hands when I pee.\"  And usually a few people will chuckle.  I thought it was disgusting once but she's done it four times total now.  She does it in meetings with C-suite executives and meetings with her direct reports.  This woman is our VP of operations and has an MBA.  Am I a prude? I just find this topic of conversation disgusting. Nobody needs to know your bathroom habits. I know some people don't wash their hands after going Number 1. Whatever fine, I side on you're touching bathroom surfaces covered in god knows what. But whatever, fine. Why does she need to disclose this, repeatedly. I think it's unbecoming for anybody in a professional setting, let alone a vice president in the organization.  Is this worth mentioning to HR or do I just need to get over it? Really don't want to hear about her bathroom habits.", "c_root_id_A": "irzrl2h", "c_root_id_B": "iryktk2", "created_at_utc_A": 1665557968, "created_at_utc_B": 1665533766, "score_A": 3, "score_B": -2, "human_ref_A": "One more reason to fist bump. No no no to hand shaking.", "human_ref_B": "HR works for her more then they work for you.", "labels": 1, "seconds_difference": 24202.0, "score_ratio": -1.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "y1km6n", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[WI] Female VP repeatedly tells people in meetings she doesn't wash her hands after using the bathroom. Everybody seems to find this funny, I think it's disgusting? Is this worth going to HR over? At my work, a disturbing trend has started.  Meeting scheduled to start at 9:00am  A female colleague comes in at 8:59am. She'll go \"Hold on, I have to go to the bathroom quick!\"  She'll leave and I'll admit she does come back quickly, for a bathroom break for a man or woman. Like 60 seconds tops.   Somebody will make reference to her quick bathroom break.  She says \"oh yeah, I save time by not washing my hands when I pee.\"  And usually a few people will chuckle.  I thought it was disgusting once but she's done it four times total now.  She does it in meetings with C-suite executives and meetings with her direct reports.  This woman is our VP of operations and has an MBA.  Am I a prude? I just find this topic of conversation disgusting. Nobody needs to know your bathroom habits. I know some people don't wash their hands after going Number 1. Whatever fine, I side on you're touching bathroom surfaces covered in god knows what. But whatever, fine. Why does she need to disclose this, repeatedly. I think it's unbecoming for anybody in a professional setting, let alone a vice president in the organization.  Is this worth mentioning to HR or do I just need to get over it? Really don't want to hear about her bathroom habits.", "c_root_id_A": "irz0msb", "c_root_id_B": "irzrl2h", "created_at_utc_A": 1665541093, "created_at_utc_B": 1665557968, "score_A": -4, "score_B": 3, "human_ref_A": "Yes, yes you are a prude. Either get a sense of humor or just keep to yourself.", "human_ref_B": "One more reason to fist bump. No no no to hand shaking.", "labels": 0, "seconds_difference": 16875.0, "score_ratio": -0.75, "metadata_A": "", "metadata_B": ""}
{"post_id": "y1km6n", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[WI] Female VP repeatedly tells people in meetings she doesn't wash her hands after using the bathroom. Everybody seems to find this funny, I think it's disgusting? Is this worth going to HR over? At my work, a disturbing trend has started.  Meeting scheduled to start at 9:00am  A female colleague comes in at 8:59am. She'll go \"Hold on, I have to go to the bathroom quick!\"  She'll leave and I'll admit she does come back quickly, for a bathroom break for a man or woman. Like 60 seconds tops.   Somebody will make reference to her quick bathroom break.  She says \"oh yeah, I save time by not washing my hands when I pee.\"  And usually a few people will chuckle.  I thought it was disgusting once but she's done it four times total now.  She does it in meetings with C-suite executives and meetings with her direct reports.  This woman is our VP of operations and has an MBA.  Am I a prude? I just find this topic of conversation disgusting. Nobody needs to know your bathroom habits. I know some people don't wash their hands after going Number 1. Whatever fine, I side on you're touching bathroom surfaces covered in god knows what. But whatever, fine. Why does she need to disclose this, repeatedly. I think it's unbecoming for anybody in a professional setting, let alone a vice president in the organization.  Is this worth mentioning to HR or do I just need to get over it? Really don't want to hear about her bathroom habits.", "c_root_id_A": "iryktk2", "c_root_id_B": "is06txy", "created_at_utc_A": 1665533766, "created_at_utc_B": 1665571169, "score_A": -2, "score_B": 1, "human_ref_A": "HR works for her more then they work for you.", "human_ref_B": "Plot twist:  You see your coworker peeing in the urinal in the bathroom and then not washing their hands and then leaving the bathroom\u2026.  Now what do you do? (I don\u2019t work at a restaurant)", "labels": 0, "seconds_difference": 37403.0, "score_ratio": -0.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "y1km6n", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[WI] Female VP repeatedly tells people in meetings she doesn't wash her hands after using the bathroom. Everybody seems to find this funny, I think it's disgusting? Is this worth going to HR over? At my work, a disturbing trend has started.  Meeting scheduled to start at 9:00am  A female colleague comes in at 8:59am. She'll go \"Hold on, I have to go to the bathroom quick!\"  She'll leave and I'll admit she does come back quickly, for a bathroom break for a man or woman. Like 60 seconds tops.   Somebody will make reference to her quick bathroom break.  She says \"oh yeah, I save time by not washing my hands when I pee.\"  And usually a few people will chuckle.  I thought it was disgusting once but she's done it four times total now.  She does it in meetings with C-suite executives and meetings with her direct reports.  This woman is our VP of operations and has an MBA.  Am I a prude? I just find this topic of conversation disgusting. Nobody needs to know your bathroom habits. I know some people don't wash their hands after going Number 1. Whatever fine, I side on you're touching bathroom surfaces covered in god knows what. But whatever, fine. Why does she need to disclose this, repeatedly. I think it's unbecoming for anybody in a professional setting, let alone a vice president in the organization.  Is this worth mentioning to HR or do I just need to get over it? Really don't want to hear about her bathroom habits.", "c_root_id_A": "irz0msb", "c_root_id_B": "is06txy", "created_at_utc_A": 1665541093, "created_at_utc_B": 1665571169, "score_A": -4, "score_B": 1, "human_ref_A": "Yes, yes you are a prude. Either get a sense of humor or just keep to yourself.", "human_ref_B": "Plot twist:  You see your coworker peeing in the urinal in the bathroom and then not washing their hands and then leaving the bathroom\u2026.  Now what do you do? (I don\u2019t work at a restaurant)", "labels": 0, "seconds_difference": 30076.0, "score_ratio": -0.25, "metadata_A": "", "metadata_B": ""}
{"post_id": "y1km6n", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[WI] Female VP repeatedly tells people in meetings she doesn't wash her hands after using the bathroom. Everybody seems to find this funny, I think it's disgusting? Is this worth going to HR over? At my work, a disturbing trend has started.  Meeting scheduled to start at 9:00am  A female colleague comes in at 8:59am. She'll go \"Hold on, I have to go to the bathroom quick!\"  She'll leave and I'll admit she does come back quickly, for a bathroom break for a man or woman. Like 60 seconds tops.   Somebody will make reference to her quick bathroom break.  She says \"oh yeah, I save time by not washing my hands when I pee.\"  And usually a few people will chuckle.  I thought it was disgusting once but she's done it four times total now.  She does it in meetings with C-suite executives and meetings with her direct reports.  This woman is our VP of operations and has an MBA.  Am I a prude? I just find this topic of conversation disgusting. Nobody needs to know your bathroom habits. I know some people don't wash their hands after going Number 1. Whatever fine, I side on you're touching bathroom surfaces covered in god knows what. But whatever, fine. Why does she need to disclose this, repeatedly. I think it's unbecoming for anybody in a professional setting, let alone a vice president in the organization.  Is this worth mentioning to HR or do I just need to get over it? Really don't want to hear about her bathroom habits.", "c_root_id_A": "is12bxu", "c_root_id_B": "is1snv7", "created_at_utc_A": 1665587291, "created_at_utc_B": 1665597669, "score_A": 0, "score_B": 1, "human_ref_A": "Ok, I\u2019ve worked in some toxic environments, with some mental people (not now I work with normal people where I\u2019m at and it\u2019s remote). But this is just on a whole different level of weird, entitled, gross and inappropriate. Like what the actual F!!!!!   So I have worked with really ineffective HR people plus the politics of the org so this is your call.   Or I would do something funny like being hand wipes and be like \u201cI got you\u201d.. I have seen colleagues do things like this to lightly joke back at someone\u2019s weirdness \u2026 she\u2019s def got no manners.   I worked with a VP who only got the title because the CEO liked her aesthetic (blonde, white). The woman in her role previously got moved out due to a merger. She was black and never made it past a manager title .. the blonde VP was toxic and started so much drama and gossiping I was shocked how she even got that title \u2026", "human_ref_B": "She probably don\u2019t wipe either. Ugh", "labels": 0, "seconds_difference": 10378.0, "score_ratio": 1000.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "y1km6n", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[WI] Female VP repeatedly tells people in meetings she doesn't wash her hands after using the bathroom. Everybody seems to find this funny, I think it's disgusting? Is this worth going to HR over? At my work, a disturbing trend has started.  Meeting scheduled to start at 9:00am  A female colleague comes in at 8:59am. She'll go \"Hold on, I have to go to the bathroom quick!\"  She'll leave and I'll admit she does come back quickly, for a bathroom break for a man or woman. Like 60 seconds tops.   Somebody will make reference to her quick bathroom break.  She says \"oh yeah, I save time by not washing my hands when I pee.\"  And usually a few people will chuckle.  I thought it was disgusting once but she's done it four times total now.  She does it in meetings with C-suite executives and meetings with her direct reports.  This woman is our VP of operations and has an MBA.  Am I a prude? I just find this topic of conversation disgusting. Nobody needs to know your bathroom habits. I know some people don't wash their hands after going Number 1. Whatever fine, I side on you're touching bathroom surfaces covered in god knows what. But whatever, fine. Why does she need to disclose this, repeatedly. I think it's unbecoming for anybody in a professional setting, let alone a vice president in the organization.  Is this worth mentioning to HR or do I just need to get over it? Really don't want to hear about her bathroom habits.", "c_root_id_A": "is2217l", "c_root_id_B": "is12bxu", "created_at_utc_A": 1665601323, "created_at_utc_B": 1665587291, "score_A": 1, "score_B": 0, "human_ref_A": "Don't overthink it. If it bothers your put hand sanitizer in every room.", "human_ref_B": "Ok, I\u2019ve worked in some toxic environments, with some mental people (not now I work with normal people where I\u2019m at and it\u2019s remote). But this is just on a whole different level of weird, entitled, gross and inappropriate. Like what the actual F!!!!!   So I have worked with really ineffective HR people plus the politics of the org so this is your call.   Or I would do something funny like being hand wipes and be like \u201cI got you\u201d.. I have seen colleagues do things like this to lightly joke back at someone\u2019s weirdness \u2026 she\u2019s def got no manners.   I worked with a VP who only got the title because the CEO liked her aesthetic (blonde, white). The woman in her role previously got moved out due to a merger. She was black and never made it past a manager title .. the blonde VP was toxic and started so much drama and gossiping I was shocked how she even got that title \u2026", "labels": 1, "seconds_difference": 14032.0, "score_ratio": 1000.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "y1km6n", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[WI] Female VP repeatedly tells people in meetings she doesn't wash her hands after using the bathroom. Everybody seems to find this funny, I think it's disgusting? Is this worth going to HR over? At my work, a disturbing trend has started.  Meeting scheduled to start at 9:00am  A female colleague comes in at 8:59am. She'll go \"Hold on, I have to go to the bathroom quick!\"  She'll leave and I'll admit she does come back quickly, for a bathroom break for a man or woman. Like 60 seconds tops.   Somebody will make reference to her quick bathroom break.  She says \"oh yeah, I save time by not washing my hands when I pee.\"  And usually a few people will chuckle.  I thought it was disgusting once but she's done it four times total now.  She does it in meetings with C-suite executives and meetings with her direct reports.  This woman is our VP of operations and has an MBA.  Am I a prude? I just find this topic of conversation disgusting. Nobody needs to know your bathroom habits. I know some people don't wash their hands after going Number 1. Whatever fine, I side on you're touching bathroom surfaces covered in god knows what. But whatever, fine. Why does she need to disclose this, repeatedly. I think it's unbecoming for anybody in a professional setting, let alone a vice president in the organization.  Is this worth mentioning to HR or do I just need to get over it? Really don't want to hear about her bathroom habits.", "c_root_id_A": "is28t8r", "c_root_id_B": "is12bxu", "created_at_utc_A": 1665603928, "created_at_utc_B": 1665587291, "score_A": 1, "score_B": 0, "human_ref_A": "Maybe she doesn\u2019t like shaking hands and finds it effective to say that or some other weird thing.  An attempt to end the tell me an interesting fact about you at the start of meetings? Either way it really isn\u2019t a go to HR thing unless you talk to her about it and then she makes fun of you for complaining as part of the story.", "human_ref_B": "Ok, I\u2019ve worked in some toxic environments, with some mental people (not now I work with normal people where I\u2019m at and it\u2019s remote). But this is just on a whole different level of weird, entitled, gross and inappropriate. Like what the actual F!!!!!   So I have worked with really ineffective HR people plus the politics of the org so this is your call.   Or I would do something funny like being hand wipes and be like \u201cI got you\u201d.. I have seen colleagues do things like this to lightly joke back at someone\u2019s weirdness \u2026 she\u2019s def got no manners.   I worked with a VP who only got the title because the CEO liked her aesthetic (blonde, white). The woman in her role previously got moved out due to a merger. She was black and never made it past a manager title .. the blonde VP was toxic and started so much drama and gossiping I was shocked how she even got that title \u2026", "labels": 1, "seconds_difference": 16637.0, "score_ratio": 1000.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "y1km6n", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[WI] Female VP repeatedly tells people in meetings she doesn't wash her hands after using the bathroom. Everybody seems to find this funny, I think it's disgusting? Is this worth going to HR over? At my work, a disturbing trend has started.  Meeting scheduled to start at 9:00am  A female colleague comes in at 8:59am. She'll go \"Hold on, I have to go to the bathroom quick!\"  She'll leave and I'll admit she does come back quickly, for a bathroom break for a man or woman. Like 60 seconds tops.   Somebody will make reference to her quick bathroom break.  She says \"oh yeah, I save time by not washing my hands when I pee.\"  And usually a few people will chuckle.  I thought it was disgusting once but she's done it four times total now.  She does it in meetings with C-suite executives and meetings with her direct reports.  This woman is our VP of operations and has an MBA.  Am I a prude? I just find this topic of conversation disgusting. Nobody needs to know your bathroom habits. I know some people don't wash their hands after going Number 1. Whatever fine, I side on you're touching bathroom surfaces covered in god knows what. But whatever, fine. Why does she need to disclose this, repeatedly. I think it's unbecoming for anybody in a professional setting, let alone a vice president in the organization.  Is this worth mentioning to HR or do I just need to get over it? Really don't want to hear about her bathroom habits.", "c_root_id_A": "is12bxu", "c_root_id_B": "is2hnuw", "created_at_utc_A": 1665587291, "created_at_utc_B": 1665607270, "score_A": 0, "score_B": 1, "human_ref_A": "Ok, I\u2019ve worked in some toxic environments, with some mental people (not now I work with normal people where I\u2019m at and it\u2019s remote). But this is just on a whole different level of weird, entitled, gross and inappropriate. Like what the actual F!!!!!   So I have worked with really ineffective HR people plus the politics of the org so this is your call.   Or I would do something funny like being hand wipes and be like \u201cI got you\u201d.. I have seen colleagues do things like this to lightly joke back at someone\u2019s weirdness \u2026 she\u2019s def got no manners.   I worked with a VP who only got the title because the CEO liked her aesthetic (blonde, white). The woman in her role previously got moved out due to a merger. She was black and never made it past a manager title .. the blonde VP was toxic and started so much drama and gossiping I was shocked how she even got that title \u2026", "human_ref_B": "Has anyone asked if she\u2019s joking?", "labels": 0, "seconds_difference": 19979.0, "score_ratio": 1000.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "y1km6n", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[WI] Female VP repeatedly tells people in meetings she doesn't wash her hands after using the bathroom. Everybody seems to find this funny, I think it's disgusting? Is this worth going to HR over? At my work, a disturbing trend has started.  Meeting scheduled to start at 9:00am  A female colleague comes in at 8:59am. She'll go \"Hold on, I have to go to the bathroom quick!\"  She'll leave and I'll admit she does come back quickly, for a bathroom break for a man or woman. Like 60 seconds tops.   Somebody will make reference to her quick bathroom break.  She says \"oh yeah, I save time by not washing my hands when I pee.\"  And usually a few people will chuckle.  I thought it was disgusting once but she's done it four times total now.  She does it in meetings with C-suite executives and meetings with her direct reports.  This woman is our VP of operations and has an MBA.  Am I a prude? I just find this topic of conversation disgusting. Nobody needs to know your bathroom habits. I know some people don't wash their hands after going Number 1. Whatever fine, I side on you're touching bathroom surfaces covered in god knows what. But whatever, fine. Why does she need to disclose this, repeatedly. I think it's unbecoming for anybody in a professional setting, let alone a vice president in the organization.  Is this worth mentioning to HR or do I just need to get over it? Really don't want to hear about her bathroom habits.", "c_root_id_A": "is2jxdn", "c_root_id_B": "is12bxu", "created_at_utc_A": 1665608106, "created_at_utc_B": 1665587291, "score_A": 1, "score_B": 0, "human_ref_A": "You sure this isn\u2019t a joke?", "human_ref_B": "Ok, I\u2019ve worked in some toxic environments, with some mental people (not now I work with normal people where I\u2019m at and it\u2019s remote). But this is just on a whole different level of weird, entitled, gross and inappropriate. Like what the actual F!!!!!   So I have worked with really ineffective HR people plus the politics of the org so this is your call.   Or I would do something funny like being hand wipes and be like \u201cI got you\u201d.. I have seen colleagues do things like this to lightly joke back at someone\u2019s weirdness \u2026 she\u2019s def got no manners.   I worked with a VP who only got the title because the CEO liked her aesthetic (blonde, white). The woman in her role previously got moved out due to a merger. She was black and never made it past a manager title .. the blonde VP was toxic and started so much drama and gossiping I was shocked how she even got that title \u2026", "labels": 1, "seconds_difference": 20815.0, "score_ratio": 1000.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "y1km6n", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[WI] Female VP repeatedly tells people in meetings she doesn't wash her hands after using the bathroom. Everybody seems to find this funny, I think it's disgusting? Is this worth going to HR over? At my work, a disturbing trend has started.  Meeting scheduled to start at 9:00am  A female colleague comes in at 8:59am. She'll go \"Hold on, I have to go to the bathroom quick!\"  She'll leave and I'll admit she does come back quickly, for a bathroom break for a man or woman. Like 60 seconds tops.   Somebody will make reference to her quick bathroom break.  She says \"oh yeah, I save time by not washing my hands when I pee.\"  And usually a few people will chuckle.  I thought it was disgusting once but she's done it four times total now.  She does it in meetings with C-suite executives and meetings with her direct reports.  This woman is our VP of operations and has an MBA.  Am I a prude? I just find this topic of conversation disgusting. Nobody needs to know your bathroom habits. I know some people don't wash their hands after going Number 1. Whatever fine, I side on you're touching bathroom surfaces covered in god knows what. But whatever, fine. Why does she need to disclose this, repeatedly. I think it's unbecoming for anybody in a professional setting, let alone a vice president in the organization.  Is this worth mentioning to HR or do I just need to get over it? Really don't want to hear about her bathroom habits.", "c_root_id_A": "is12bxu", "c_root_id_B": "ivanhjp", "created_at_utc_A": 1665587291, "created_at_utc_B": 1667750418, "score_A": 0, "score_B": 1, "human_ref_A": "Ok, I\u2019ve worked in some toxic environments, with some mental people (not now I work with normal people where I\u2019m at and it\u2019s remote). But this is just on a whole different level of weird, entitled, gross and inappropriate. Like what the actual F!!!!!   So I have worked with really ineffective HR people plus the politics of the org so this is your call.   Or I would do something funny like being hand wipes and be like \u201cI got you\u201d.. I have seen colleagues do things like this to lightly joke back at someone\u2019s weirdness \u2026 she\u2019s def got no manners.   I worked with a VP who only got the title because the CEO liked her aesthetic (blonde, white). The woman in her role previously got moved out due to a merger. She was black and never made it past a manager title .. the blonde VP was toxic and started so much drama and gossiping I was shocked how she even got that title \u2026", "human_ref_B": "What about you go to the bathroom with her? As if you needed a quick trip there too? OR you can be in the bathroom waiting for her as if you were there to handle your business and see if it is actually true? To my knowledge, her position doesn't include telling who should go to the bathroom and when. That'll put your mind at ease OR you will have to buy a bigger bottle of hand sanitizer", "labels": 0, "seconds_difference": 2163127.0, "score_ratio": 1000.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "y1km6n", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[WI] Female VP repeatedly tells people in meetings she doesn't wash her hands after using the bathroom. Everybody seems to find this funny, I think it's disgusting? Is this worth going to HR over? At my work, a disturbing trend has started.  Meeting scheduled to start at 9:00am  A female colleague comes in at 8:59am. She'll go \"Hold on, I have to go to the bathroom quick!\"  She'll leave and I'll admit she does come back quickly, for a bathroom break for a man or woman. Like 60 seconds tops.   Somebody will make reference to her quick bathroom break.  She says \"oh yeah, I save time by not washing my hands when I pee.\"  And usually a few people will chuckle.  I thought it was disgusting once but she's done it four times total now.  She does it in meetings with C-suite executives and meetings with her direct reports.  This woman is our VP of operations and has an MBA.  Am I a prude? I just find this topic of conversation disgusting. Nobody needs to know your bathroom habits. I know some people don't wash their hands after going Number 1. Whatever fine, I side on you're touching bathroom surfaces covered in god knows what. But whatever, fine. Why does she need to disclose this, repeatedly. I think it's unbecoming for anybody in a professional setting, let alone a vice president in the organization.  Is this worth mentioning to HR or do I just need to get over it? Really don't want to hear about her bathroom habits.", "c_root_id_A": "is12bxu", "c_root_id_B": "iryktk2", "created_at_utc_A": 1665587291, "created_at_utc_B": 1665533766, "score_A": 0, "score_B": -2, "human_ref_A": "Ok, I\u2019ve worked in some toxic environments, with some mental people (not now I work with normal people where I\u2019m at and it\u2019s remote). But this is just on a whole different level of weird, entitled, gross and inappropriate. Like what the actual F!!!!!   So I have worked with really ineffective HR people plus the politics of the org so this is your call.   Or I would do something funny like being hand wipes and be like \u201cI got you\u201d.. I have seen colleagues do things like this to lightly joke back at someone\u2019s weirdness \u2026 she\u2019s def got no manners.   I worked with a VP who only got the title because the CEO liked her aesthetic (blonde, white). The woman in her role previously got moved out due to a merger. She was black and never made it past a manager title .. the blonde VP was toxic and started so much drama and gossiping I was shocked how she even got that title \u2026", "human_ref_B": "HR works for her more then they work for you.", "labels": 1, "seconds_difference": 53525.0, "score_ratio": 0.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "y1km6n", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[WI] Female VP repeatedly tells people in meetings she doesn't wash her hands after using the bathroom. Everybody seems to find this funny, I think it's disgusting? Is this worth going to HR over? At my work, a disturbing trend has started.  Meeting scheduled to start at 9:00am  A female colleague comes in at 8:59am. She'll go \"Hold on, I have to go to the bathroom quick!\"  She'll leave and I'll admit she does come back quickly, for a bathroom break for a man or woman. Like 60 seconds tops.   Somebody will make reference to her quick bathroom break.  She says \"oh yeah, I save time by not washing my hands when I pee.\"  And usually a few people will chuckle.  I thought it was disgusting once but she's done it four times total now.  She does it in meetings with C-suite executives and meetings with her direct reports.  This woman is our VP of operations and has an MBA.  Am I a prude? I just find this topic of conversation disgusting. Nobody needs to know your bathroom habits. I know some people don't wash their hands after going Number 1. Whatever fine, I side on you're touching bathroom surfaces covered in god knows what. But whatever, fine. Why does she need to disclose this, repeatedly. I think it's unbecoming for anybody in a professional setting, let alone a vice president in the organization.  Is this worth mentioning to HR or do I just need to get over it? Really don't want to hear about her bathroom habits.", "c_root_id_A": "is12bxu", "c_root_id_B": "irz0msb", "created_at_utc_A": 1665587291, "created_at_utc_B": 1665541093, "score_A": 0, "score_B": -4, "human_ref_A": "Ok, I\u2019ve worked in some toxic environments, with some mental people (not now I work with normal people where I\u2019m at and it\u2019s remote). But this is just on a whole different level of weird, entitled, gross and inappropriate. Like what the actual F!!!!!   So I have worked with really ineffective HR people plus the politics of the org so this is your call.   Or I would do something funny like being hand wipes and be like \u201cI got you\u201d.. I have seen colleagues do things like this to lightly joke back at someone\u2019s weirdness \u2026 she\u2019s def got no manners.   I worked with a VP who only got the title because the CEO liked her aesthetic (blonde, white). The woman in her role previously got moved out due to a merger. She was black and never made it past a manager title .. the blonde VP was toxic and started so much drama and gossiping I was shocked how she even got that title \u2026", "human_ref_B": "Yes, yes you are a prude. Either get a sense of humor or just keep to yourself.", "labels": 1, "seconds_difference": 46198.0, "score_ratio": 0.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "y1km6n", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[WI] Female VP repeatedly tells people in meetings she doesn't wash her hands after using the bathroom. Everybody seems to find this funny, I think it's disgusting? Is this worth going to HR over? At my work, a disturbing trend has started.  Meeting scheduled to start at 9:00am  A female colleague comes in at 8:59am. She'll go \"Hold on, I have to go to the bathroom quick!\"  She'll leave and I'll admit she does come back quickly, for a bathroom break for a man or woman. Like 60 seconds tops.   Somebody will make reference to her quick bathroom break.  She says \"oh yeah, I save time by not washing my hands when I pee.\"  And usually a few people will chuckle.  I thought it was disgusting once but she's done it four times total now.  She does it in meetings with C-suite executives and meetings with her direct reports.  This woman is our VP of operations and has an MBA.  Am I a prude? I just find this topic of conversation disgusting. Nobody needs to know your bathroom habits. I know some people don't wash their hands after going Number 1. Whatever fine, I side on you're touching bathroom surfaces covered in god knows what. But whatever, fine. Why does she need to disclose this, repeatedly. I think it's unbecoming for anybody in a professional setting, let alone a vice president in the organization.  Is this worth mentioning to HR or do I just need to get over it? Really don't want to hear about her bathroom habits.", "c_root_id_A": "is1snv7", "c_root_id_B": "iryktk2", "created_at_utc_A": 1665597669, "created_at_utc_B": 1665533766, "score_A": 1, "score_B": -2, "human_ref_A": "She probably don\u2019t wipe either. Ugh", "human_ref_B": "HR works for her more then they work for you.", "labels": 1, "seconds_difference": 63903.0, "score_ratio": -0.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "y1km6n", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[WI] Female VP repeatedly tells people in meetings she doesn't wash her hands after using the bathroom. Everybody seems to find this funny, I think it's disgusting? Is this worth going to HR over? At my work, a disturbing trend has started.  Meeting scheduled to start at 9:00am  A female colleague comes in at 8:59am. She'll go \"Hold on, I have to go to the bathroom quick!\"  She'll leave and I'll admit she does come back quickly, for a bathroom break for a man or woman. Like 60 seconds tops.   Somebody will make reference to her quick bathroom break.  She says \"oh yeah, I save time by not washing my hands when I pee.\"  And usually a few people will chuckle.  I thought it was disgusting once but she's done it four times total now.  She does it in meetings with C-suite executives and meetings with her direct reports.  This woman is our VP of operations and has an MBA.  Am I a prude? I just find this topic of conversation disgusting. Nobody needs to know your bathroom habits. I know some people don't wash their hands after going Number 1. Whatever fine, I side on you're touching bathroom surfaces covered in god knows what. But whatever, fine. Why does she need to disclose this, repeatedly. I think it's unbecoming for anybody in a professional setting, let alone a vice president in the organization.  Is this worth mentioning to HR or do I just need to get over it? Really don't want to hear about her bathroom habits.", "c_root_id_A": "irz0msb", "c_root_id_B": "is1snv7", "created_at_utc_A": 1665541093, "created_at_utc_B": 1665597669, "score_A": -4, "score_B": 1, "human_ref_A": "Yes, yes you are a prude. Either get a sense of humor or just keep to yourself.", "human_ref_B": "She probably don\u2019t wipe either. Ugh", "labels": 0, "seconds_difference": 56576.0, "score_ratio": -0.25, "metadata_A": "", "metadata_B": ""}
{"post_id": "y1km6n", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[WI] Female VP repeatedly tells people in meetings she doesn't wash her hands after using the bathroom. Everybody seems to find this funny, I think it's disgusting? Is this worth going to HR over? At my work, a disturbing trend has started.  Meeting scheduled to start at 9:00am  A female colleague comes in at 8:59am. She'll go \"Hold on, I have to go to the bathroom quick!\"  She'll leave and I'll admit she does come back quickly, for a bathroom break for a man or woman. Like 60 seconds tops.   Somebody will make reference to her quick bathroom break.  She says \"oh yeah, I save time by not washing my hands when I pee.\"  And usually a few people will chuckle.  I thought it was disgusting once but she's done it four times total now.  She does it in meetings with C-suite executives and meetings with her direct reports.  This woman is our VP of operations and has an MBA.  Am I a prude? I just find this topic of conversation disgusting. Nobody needs to know your bathroom habits. I know some people don't wash their hands after going Number 1. Whatever fine, I side on you're touching bathroom surfaces covered in god knows what. But whatever, fine. Why does she need to disclose this, repeatedly. I think it's unbecoming for anybody in a professional setting, let alone a vice president in the organization.  Is this worth mentioning to HR or do I just need to get over it? Really don't want to hear about her bathroom habits.", "c_root_id_A": "is2217l", "c_root_id_B": "iryktk2", "created_at_utc_A": 1665601323, "created_at_utc_B": 1665533766, "score_A": 1, "score_B": -2, "human_ref_A": "Don't overthink it. If it bothers your put hand sanitizer in every room.", "human_ref_B": "HR works for her more then they work for you.", "labels": 1, "seconds_difference": 67557.0, "score_ratio": -0.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "y1km6n", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[WI] Female VP repeatedly tells people in meetings she doesn't wash her hands after using the bathroom. Everybody seems to find this funny, I think it's disgusting? Is this worth going to HR over? At my work, a disturbing trend has started.  Meeting scheduled to start at 9:00am  A female colleague comes in at 8:59am. She'll go \"Hold on, I have to go to the bathroom quick!\"  She'll leave and I'll admit she does come back quickly, for a bathroom break for a man or woman. Like 60 seconds tops.   Somebody will make reference to her quick bathroom break.  She says \"oh yeah, I save time by not washing my hands when I pee.\"  And usually a few people will chuckle.  I thought it was disgusting once but she's done it four times total now.  She does it in meetings with C-suite executives and meetings with her direct reports.  This woman is our VP of operations and has an MBA.  Am I a prude? I just find this topic of conversation disgusting. Nobody needs to know your bathroom habits. I know some people don't wash their hands after going Number 1. Whatever fine, I side on you're touching bathroom surfaces covered in god knows what. But whatever, fine. Why does she need to disclose this, repeatedly. I think it's unbecoming for anybody in a professional setting, let alone a vice president in the organization.  Is this worth mentioning to HR or do I just need to get over it? Really don't want to hear about her bathroom habits.", "c_root_id_A": "is2217l", "c_root_id_B": "irz0msb", "created_at_utc_A": 1665601323, "created_at_utc_B": 1665541093, "score_A": 1, "score_B": -4, "human_ref_A": "Don't overthink it. If it bothers your put hand sanitizer in every room.", "human_ref_B": "Yes, yes you are a prude. Either get a sense of humor or just keep to yourself.", "labels": 1, "seconds_difference": 60230.0, "score_ratio": -0.25, "metadata_A": "", "metadata_B": ""}
{"post_id": "y1km6n", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[WI] Female VP repeatedly tells people in meetings she doesn't wash her hands after using the bathroom. Everybody seems to find this funny, I think it's disgusting? Is this worth going to HR over? At my work, a disturbing trend has started.  Meeting scheduled to start at 9:00am  A female colleague comes in at 8:59am. She'll go \"Hold on, I have to go to the bathroom quick!\"  She'll leave and I'll admit she does come back quickly, for a bathroom break for a man or woman. Like 60 seconds tops.   Somebody will make reference to her quick bathroom break.  She says \"oh yeah, I save time by not washing my hands when I pee.\"  And usually a few people will chuckle.  I thought it was disgusting once but she's done it four times total now.  She does it in meetings with C-suite executives and meetings with her direct reports.  This woman is our VP of operations and has an MBA.  Am I a prude? I just find this topic of conversation disgusting. Nobody needs to know your bathroom habits. I know some people don't wash their hands after going Number 1. Whatever fine, I side on you're touching bathroom surfaces covered in god knows what. But whatever, fine. Why does she need to disclose this, repeatedly. I think it's unbecoming for anybody in a professional setting, let alone a vice president in the organization.  Is this worth mentioning to HR or do I just need to get over it? Really don't want to hear about her bathroom habits.", "c_root_id_A": "iryktk2", "c_root_id_B": "is28t8r", "created_at_utc_A": 1665533766, "created_at_utc_B": 1665603928, "score_A": -2, "score_B": 1, "human_ref_A": "HR works for her more then they work for you.", "human_ref_B": "Maybe she doesn\u2019t like shaking hands and finds it effective to say that or some other weird thing.  An attempt to end the tell me an interesting fact about you at the start of meetings? Either way it really isn\u2019t a go to HR thing unless you talk to her about it and then she makes fun of you for complaining as part of the story.", "labels": 0, "seconds_difference": 70162.0, "score_ratio": -0.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "y1km6n", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[WI] Female VP repeatedly tells people in meetings she doesn't wash her hands after using the bathroom. Everybody seems to find this funny, I think it's disgusting? Is this worth going to HR over? At my work, a disturbing trend has started.  Meeting scheduled to start at 9:00am  A female colleague comes in at 8:59am. She'll go \"Hold on, I have to go to the bathroom quick!\"  She'll leave and I'll admit she does come back quickly, for a bathroom break for a man or woman. Like 60 seconds tops.   Somebody will make reference to her quick bathroom break.  She says \"oh yeah, I save time by not washing my hands when I pee.\"  And usually a few people will chuckle.  I thought it was disgusting once but she's done it four times total now.  She does it in meetings with C-suite executives and meetings with her direct reports.  This woman is our VP of operations and has an MBA.  Am I a prude? I just find this topic of conversation disgusting. Nobody needs to know your bathroom habits. I know some people don't wash their hands after going Number 1. Whatever fine, I side on you're touching bathroom surfaces covered in god knows what. But whatever, fine. Why does she need to disclose this, repeatedly. I think it's unbecoming for anybody in a professional setting, let alone a vice president in the organization.  Is this worth mentioning to HR or do I just need to get over it? Really don't want to hear about her bathroom habits.", "c_root_id_A": "is28t8r", "c_root_id_B": "irz0msb", "created_at_utc_A": 1665603928, "created_at_utc_B": 1665541093, "score_A": 1, "score_B": -4, "human_ref_A": "Maybe she doesn\u2019t like shaking hands and finds it effective to say that or some other weird thing.  An attempt to end the tell me an interesting fact about you at the start of meetings? Either way it really isn\u2019t a go to HR thing unless you talk to her about it and then she makes fun of you for complaining as part of the story.", "human_ref_B": "Yes, yes you are a prude. Either get a sense of humor or just keep to yourself.", "labels": 1, "seconds_difference": 62835.0, "score_ratio": -0.25, "metadata_A": "", "metadata_B": ""}
{"post_id": "y1km6n", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[WI] Female VP repeatedly tells people in meetings she doesn't wash her hands after using the bathroom. Everybody seems to find this funny, I think it's disgusting? Is this worth going to HR over? At my work, a disturbing trend has started.  Meeting scheduled to start at 9:00am  A female colleague comes in at 8:59am. She'll go \"Hold on, I have to go to the bathroom quick!\"  She'll leave and I'll admit she does come back quickly, for a bathroom break for a man or woman. Like 60 seconds tops.   Somebody will make reference to her quick bathroom break.  She says \"oh yeah, I save time by not washing my hands when I pee.\"  And usually a few people will chuckle.  I thought it was disgusting once but she's done it four times total now.  She does it in meetings with C-suite executives and meetings with her direct reports.  This woman is our VP of operations and has an MBA.  Am I a prude? I just find this topic of conversation disgusting. Nobody needs to know your bathroom habits. I know some people don't wash their hands after going Number 1. Whatever fine, I side on you're touching bathroom surfaces covered in god knows what. But whatever, fine. Why does she need to disclose this, repeatedly. I think it's unbecoming for anybody in a professional setting, let alone a vice president in the organization.  Is this worth mentioning to HR or do I just need to get over it? Really don't want to hear about her bathroom habits.", "c_root_id_A": "iryktk2", "c_root_id_B": "is2hnuw", "created_at_utc_A": 1665533766, "created_at_utc_B": 1665607270, "score_A": -2, "score_B": 1, "human_ref_A": "HR works for her more then they work for you.", "human_ref_B": "Has anyone asked if she\u2019s joking?", "labels": 0, "seconds_difference": 73504.0, "score_ratio": -0.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "y1km6n", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[WI] Female VP repeatedly tells people in meetings she doesn't wash her hands after using the bathroom. Everybody seems to find this funny, I think it's disgusting? Is this worth going to HR over? At my work, a disturbing trend has started.  Meeting scheduled to start at 9:00am  A female colleague comes in at 8:59am. She'll go \"Hold on, I have to go to the bathroom quick!\"  She'll leave and I'll admit she does come back quickly, for a bathroom break for a man or woman. Like 60 seconds tops.   Somebody will make reference to her quick bathroom break.  She says \"oh yeah, I save time by not washing my hands when I pee.\"  And usually a few people will chuckle.  I thought it was disgusting once but she's done it four times total now.  She does it in meetings with C-suite executives and meetings with her direct reports.  This woman is our VP of operations and has an MBA.  Am I a prude? I just find this topic of conversation disgusting. Nobody needs to know your bathroom habits. I know some people don't wash their hands after going Number 1. Whatever fine, I side on you're touching bathroom surfaces covered in god knows what. But whatever, fine. Why does she need to disclose this, repeatedly. I think it's unbecoming for anybody in a professional setting, let alone a vice president in the organization.  Is this worth mentioning to HR or do I just need to get over it? Really don't want to hear about her bathroom habits.", "c_root_id_A": "is2hnuw", "c_root_id_B": "irz0msb", "created_at_utc_A": 1665607270, "created_at_utc_B": 1665541093, "score_A": 1, "score_B": -4, "human_ref_A": "Has anyone asked if she\u2019s joking?", "human_ref_B": "Yes, yes you are a prude. Either get a sense of humor or just keep to yourself.", "labels": 1, "seconds_difference": 66177.0, "score_ratio": -0.25, "metadata_A": "", "metadata_B": ""}
{"post_id": "y1km6n", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[WI] Female VP repeatedly tells people in meetings she doesn't wash her hands after using the bathroom. Everybody seems to find this funny, I think it's disgusting? Is this worth going to HR over? At my work, a disturbing trend has started.  Meeting scheduled to start at 9:00am  A female colleague comes in at 8:59am. She'll go \"Hold on, I have to go to the bathroom quick!\"  She'll leave and I'll admit she does come back quickly, for a bathroom break for a man or woman. Like 60 seconds tops.   Somebody will make reference to her quick bathroom break.  She says \"oh yeah, I save time by not washing my hands when I pee.\"  And usually a few people will chuckle.  I thought it was disgusting once but she's done it four times total now.  She does it in meetings with C-suite executives and meetings with her direct reports.  This woman is our VP of operations and has an MBA.  Am I a prude? I just find this topic of conversation disgusting. Nobody needs to know your bathroom habits. I know some people don't wash their hands after going Number 1. Whatever fine, I side on you're touching bathroom surfaces covered in god knows what. But whatever, fine. Why does she need to disclose this, repeatedly. I think it's unbecoming for anybody in a professional setting, let alone a vice president in the organization.  Is this worth mentioning to HR or do I just need to get over it? Really don't want to hear about her bathroom habits.", "c_root_id_A": "iryktk2", "c_root_id_B": "is2jxdn", "created_at_utc_A": 1665533766, "created_at_utc_B": 1665608106, "score_A": -2, "score_B": 1, "human_ref_A": "HR works for her more then they work for you.", "human_ref_B": "You sure this isn\u2019t a joke?", "labels": 0, "seconds_difference": 74340.0, "score_ratio": -0.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "y1km6n", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[WI] Female VP repeatedly tells people in meetings she doesn't wash her hands after using the bathroom. Everybody seems to find this funny, I think it's disgusting? Is this worth going to HR over? At my work, a disturbing trend has started.  Meeting scheduled to start at 9:00am  A female colleague comes in at 8:59am. She'll go \"Hold on, I have to go to the bathroom quick!\"  She'll leave and I'll admit she does come back quickly, for a bathroom break for a man or woman. Like 60 seconds tops.   Somebody will make reference to her quick bathroom break.  She says \"oh yeah, I save time by not washing my hands when I pee.\"  And usually a few people will chuckle.  I thought it was disgusting once but she's done it four times total now.  She does it in meetings with C-suite executives and meetings with her direct reports.  This woman is our VP of operations and has an MBA.  Am I a prude? I just find this topic of conversation disgusting. Nobody needs to know your bathroom habits. I know some people don't wash their hands after going Number 1. Whatever fine, I side on you're touching bathroom surfaces covered in god knows what. But whatever, fine. Why does she need to disclose this, repeatedly. I think it's unbecoming for anybody in a professional setting, let alone a vice president in the organization.  Is this worth mentioning to HR or do I just need to get over it? Really don't want to hear about her bathroom habits.", "c_root_id_A": "is2jxdn", "c_root_id_B": "irz0msb", "created_at_utc_A": 1665608106, "created_at_utc_B": 1665541093, "score_A": 1, "score_B": -4, "human_ref_A": "You sure this isn\u2019t a joke?", "human_ref_B": "Yes, yes you are a prude. Either get a sense of humor or just keep to yourself.", "labels": 1, "seconds_difference": 67013.0, "score_ratio": -0.25, "metadata_A": "", "metadata_B": ""}
{"post_id": "y1km6n", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[WI] Female VP repeatedly tells people in meetings she doesn't wash her hands after using the bathroom. Everybody seems to find this funny, I think it's disgusting? Is this worth going to HR over? At my work, a disturbing trend has started.  Meeting scheduled to start at 9:00am  A female colleague comes in at 8:59am. She'll go \"Hold on, I have to go to the bathroom quick!\"  She'll leave and I'll admit she does come back quickly, for a bathroom break for a man or woman. Like 60 seconds tops.   Somebody will make reference to her quick bathroom break.  She says \"oh yeah, I save time by not washing my hands when I pee.\"  And usually a few people will chuckle.  I thought it was disgusting once but she's done it four times total now.  She does it in meetings with C-suite executives and meetings with her direct reports.  This woman is our VP of operations and has an MBA.  Am I a prude? I just find this topic of conversation disgusting. Nobody needs to know your bathroom habits. I know some people don't wash their hands after going Number 1. Whatever fine, I side on you're touching bathroom surfaces covered in god knows what. But whatever, fine. Why does she need to disclose this, repeatedly. I think it's unbecoming for anybody in a professional setting, let alone a vice president in the organization.  Is this worth mentioning to HR or do I just need to get over it? Really don't want to hear about her bathroom habits.", "c_root_id_A": "iryktk2", "c_root_id_B": "ivanhjp", "created_at_utc_A": 1665533766, "created_at_utc_B": 1667750418, "score_A": -2, "score_B": 1, "human_ref_A": "HR works for her more then they work for you.", "human_ref_B": "What about you go to the bathroom with her? As if you needed a quick trip there too? OR you can be in the bathroom waiting for her as if you were there to handle your business and see if it is actually true? To my knowledge, her position doesn't include telling who should go to the bathroom and when. That'll put your mind at ease OR you will have to buy a bigger bottle of hand sanitizer", "labels": 0, "seconds_difference": 2216652.0, "score_ratio": -0.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "y1km6n", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[WI] Female VP repeatedly tells people in meetings she doesn't wash her hands after using the bathroom. Everybody seems to find this funny, I think it's disgusting? Is this worth going to HR over? At my work, a disturbing trend has started.  Meeting scheduled to start at 9:00am  A female colleague comes in at 8:59am. She'll go \"Hold on, I have to go to the bathroom quick!\"  She'll leave and I'll admit she does come back quickly, for a bathroom break for a man or woman. Like 60 seconds tops.   Somebody will make reference to her quick bathroom break.  She says \"oh yeah, I save time by not washing my hands when I pee.\"  And usually a few people will chuckle.  I thought it was disgusting once but she's done it four times total now.  She does it in meetings with C-suite executives and meetings with her direct reports.  This woman is our VP of operations and has an MBA.  Am I a prude? I just find this topic of conversation disgusting. Nobody needs to know your bathroom habits. I know some people don't wash their hands after going Number 1. Whatever fine, I side on you're touching bathroom surfaces covered in god knows what. But whatever, fine. Why does she need to disclose this, repeatedly. I think it's unbecoming for anybody in a professional setting, let alone a vice president in the organization.  Is this worth mentioning to HR or do I just need to get over it? Really don't want to hear about her bathroom habits.", "c_root_id_A": "irz0msb", "c_root_id_B": "ivanhjp", "created_at_utc_A": 1665541093, "created_at_utc_B": 1667750418, "score_A": -4, "score_B": 1, "human_ref_A": "Yes, yes you are a prude. Either get a sense of humor or just keep to yourself.", "human_ref_B": "What about you go to the bathroom with her? As if you needed a quick trip there too? OR you can be in the bathroom waiting for her as if you were there to handle your business and see if it is actually true? To my knowledge, her position doesn't include telling who should go to the bathroom and when. That'll put your mind at ease OR you will have to buy a bigger bottle of hand sanitizer", "labels": 0, "seconds_difference": 2209325.0, "score_ratio": -0.25, "metadata_A": "", "metadata_B": ""}
{"post_id": "fs72m2", "domain": "askhr_test", "upvote_ratio": 0.96, "history": "Retail pharmacist forced not to wear mask, gloves or eye protection (PPE) or else no pay and removed from pharmacy I am a retail pharmacist in south Florida. I wore my own gloves, n95 mask and eye protection on two of my 12 hour shifts a week ago. My patients were happy that I did to protect my health and decrease the risk. My district manager called me on my day off to tell me that if I wore my mask, gloves, and eye protection to work again I will be removed from the pharmacy and given no pay, even if I had worked for multiple hours. I let her know I recorded the conversations I had with my district manager.  She told me that I must speak to Human Resources. Human Resources gave me an ultimatum of take all my vacation or take unpaid time off. Human Resources stated that the company is following cdc guidelines. Unless cdc guidelines change, I cannot wear my mask or gloves. I am being forced to take no pay. What can I do legally?  As a pharmacist I get coughed on in the consultation window during recommendations and I must be right up next to patients when I give immunizations. It is imperative that I protect my health at work to not infect my family at home. What can I do? Any advice would be helpful.", "c_root_id_A": "fm05e2g", "c_root_id_B": "flzupo9", "created_at_utc_A": 1585645386, "created_at_utc_B": 1585634162, "score_A": 33, "score_B": 31, "human_ref_A": "I would take the 4 weeks vacation and find another job.", "human_ref_B": "You should post the name of your company at some point so that we can vote with our wallets.", "labels": 1, "seconds_difference": 11224.0, "score_ratio": 1.064516129, "metadata_A": "", "metadata_B": ""}
{"post_id": "fs72m2", "domain": "askhr_test", "upvote_ratio": 0.96, "history": "Retail pharmacist forced not to wear mask, gloves or eye protection (PPE) or else no pay and removed from pharmacy I am a retail pharmacist in south Florida. I wore my own gloves, n95 mask and eye protection on two of my 12 hour shifts a week ago. My patients were happy that I did to protect my health and decrease the risk. My district manager called me on my day off to tell me that if I wore my mask, gloves, and eye protection to work again I will be removed from the pharmacy and given no pay, even if I had worked for multiple hours. I let her know I recorded the conversations I had with my district manager.  She told me that I must speak to Human Resources. Human Resources gave me an ultimatum of take all my vacation or take unpaid time off. Human Resources stated that the company is following cdc guidelines. Unless cdc guidelines change, I cannot wear my mask or gloves. I am being forced to take no pay. What can I do legally?  As a pharmacist I get coughed on in the consultation window during recommendations and I must be right up next to patients when I give immunizations. It is imperative that I protect my health at work to not infect my family at home. What can I do? Any advice would be helpful.", "c_root_id_A": "fm10k8w", "c_root_id_B": "fm0n2da", "created_at_utc_A": 1585669761, "created_at_utc_B": 1585661968, "score_A": 4, "score_B": 3, "human_ref_A": "I would continue to follow safety best practice. When they dismiss you FOR being safe, they\u2019ll run out of pharmacists soon enough and beg you back to keep doing the job because you\u2019re the only one not sick.  Bureaucracy can be a hindrance to safety - the Chernobyl miniseries on HBO is a good metaphor for this. Follow best practice and get sent home for being safe... it\u2019s a win/win. The more people stand up and remind employers that they will do the right thing despite threats of \u2018not getting paid\u2019, the quicker employers will hear the message and get their act together.   Thanks for your work, and your advocacy. My friend, a retail pharmacist, has been making it known that they don\u2019t have cleaning supplies, don\u2019t have gloves, could cough on the medicines they\u2019re preparing from a lack of protection, and are regularly being physically exposed to customers in ways that could be limited. It seems like the retail pharmacies are still in a \u201cMoney First\u201d capitalist mindset, not realizing there\u2019s an infectious disease out there. Stay safe, and wear your PPE.", "human_ref_B": "Thank you for being there for all of us who need your essential services. You are literally risking your life to make sure that we get the meds that we need. I put you pharmacy workers and retail workers up there as heroes along with the medical personnel on the front lines.    That said , please do what you need to do to keep yourself, your co-workers and customers safe. I would contact the media, health department and anyone else that you can think of that can help back you up. You are doing everything correctly and I am sorry that you are going thru this shit with your employer. I would let them fire you, take unemployment until this calms down and find a new job that respects you, staff and customers (don't forget many are immune compromised and are relieved to see you and them protected).", "labels": 1, "seconds_difference": 7793.0, "score_ratio": 1.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "fs72m2", "domain": "askhr_test", "upvote_ratio": 0.96, "history": "Retail pharmacist forced not to wear mask, gloves or eye protection (PPE) or else no pay and removed from pharmacy I am a retail pharmacist in south Florida. I wore my own gloves, n95 mask and eye protection on two of my 12 hour shifts a week ago. My patients were happy that I did to protect my health and decrease the risk. My district manager called me on my day off to tell me that if I wore my mask, gloves, and eye protection to work again I will be removed from the pharmacy and given no pay, even if I had worked for multiple hours. I let her know I recorded the conversations I had with my district manager.  She told me that I must speak to Human Resources. Human Resources gave me an ultimatum of take all my vacation or take unpaid time off. Human Resources stated that the company is following cdc guidelines. Unless cdc guidelines change, I cannot wear my mask or gloves. I am being forced to take no pay. What can I do legally?  As a pharmacist I get coughed on in the consultation window during recommendations and I must be right up next to patients when I give immunizations. It is imperative that I protect my health at work to not infect my family at home. What can I do? Any advice would be helpful.", "c_root_id_A": "fm0n2da", "c_root_id_B": "fm13ty3", "created_at_utc_A": 1585661968, "created_at_utc_B": 1585671492, "score_A": 3, "score_B": 4, "human_ref_A": "Thank you for being there for all of us who need your essential services. You are literally risking your life to make sure that we get the meds that we need. I put you pharmacy workers and retail workers up there as heroes along with the medical personnel on the front lines.    That said , please do what you need to do to keep yourself, your co-workers and customers safe. I would contact the media, health department and anyone else that you can think of that can help back you up. You are doing everything correctly and I am sorry that you are going thru this shit with your employer. I would let them fire you, take unemployment until this calms down and find a new job that respects you, staff and customers (don't forget many are immune compromised and are relieved to see you and them protected).", "human_ref_B": "Have you contacted FL BoP for guidance ?", "labels": 0, "seconds_difference": 9524.0, "score_ratio": 1.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhorrk", "c_root_id_B": "gnhmwoa", "created_at_utc_A": 1613354805, "created_at_utc_B": 1613353744, "score_A": 181, "score_B": 54, "human_ref_A": "It's not wrong to put your safety above your company making money.", "human_ref_B": "I\u2019m a nurse, and have never called in due to weather. I leave early when it\u2019s bad. I have been late before because of weather, but not unusually so. I love 45 minutes from work on a normal day, sometimes it takes 1.5-2 hours to get to and from work. I live in Michigan, but I\u2019m from Georgia and have only been here for about 4 years, so it took some getting used to driving in this type of weather. The best advice I can give is to leave early, and make sure your tires are good. Drive slowly and don\u2019t create the need to have to try to break quickly. Good luck!", "labels": 1, "seconds_difference": 1061.0, "score_ratio": 3.3518518519, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhlxin", "c_root_id_B": "gnhorrk", "created_at_utc_A": 1613353192, "created_at_utc_B": 1613354805, "score_A": 26, "score_B": 181, "human_ref_A": "If you work in an essential type job, I think you should at least try to make it in. If you live in an area that gets bad weather you should be a bit prepared for this. Keep a shovel in your car, use floor mats to get un stuck. If you try and you either get stuck or know you are gonna get stuck, I think it's ok to call in at that point and let them know your situation. Also if you live in that rural of an area, perhaps your next vehicle is something that can handle this weather better. I think it really depends on the job and circumstances.", "human_ref_B": "It's not wrong to put your safety above your company making money.", "labels": 0, "seconds_difference": 1613.0, "score_ratio": 6.9615384615, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhorrk", "c_root_id_B": "gnhnp6g", "created_at_utc_A": 1613354805, "created_at_utc_B": 1613354194, "score_A": 181, "score_B": 18, "human_ref_A": "It's not wrong to put your safety above your company making money.", "human_ref_B": "Hr manager for an essential business. If you are an essential workers and need to be on site for your business to run or make it\u2019s money then you need to be there. You can call off and your manager might understand but don\u2019t get upset if you get a point for calling out if that\u2019s how your attendance policy lines up.   On the other hand if you have all the ability to work from home then do that and make sure you\u2019re at least available anytime during the workday.", "labels": 1, "seconds_difference": 611.0, "score_ratio": 10.0555555556, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhkjb7", "c_root_id_B": "gnhorrk", "created_at_utc_A": 1613352394, "created_at_utc_B": 1613354805, "score_A": 18, "score_B": 181, "human_ref_A": "Not in Canada. Maybe it\u2019s acceptable in IN? \ud83d\ude02", "human_ref_B": "It's not wrong to put your safety above your company making money.", "labels": 0, "seconds_difference": 2411.0, "score_ratio": 10.0555555556, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhorrk", "c_root_id_B": "gnhol4a", "created_at_utc_A": 1613354805, "created_at_utc_B": 1613354700, "score_A": 181, "score_B": 16, "human_ref_A": "It's not wrong to put your safety above your company making money.", "human_ref_B": "I see both sides of this issue. Safety matters. However, your employer doesn\u2019t mandate that you live on some road that isn\u2019t plowed. Management may just assume you\u2019re exaggerating because you want the day off. They\u2019re unlikely to have much sympathy if they made it in just fine, so conditions matter.   At the end of the day, you should just know that a weather day isn\u2019t necessarily a consequence free day off. If you\u2019re going to call out for days when there is some snow on the ground, you better have squeaky clean attendance otherwise. The person who gets fired for calling out on a snow event wasn\u2019t missing their first day. They probably abused sick time and had terrible attendance long before that.", "labels": 1, "seconds_difference": 105.0, "score_ratio": 11.3125, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhogex", "c_root_id_B": "gnhorrk", "created_at_utc_A": 1613354624, "created_at_utc_B": 1613354805, "score_A": 7, "score_B": 181, "human_ref_A": "I live in Indiana as well and am bracing for the same storm you are. This is part of life here. Leave early and take your time.  If you truly are that remote I\u2019m not sure why you\u2019d have that sort of job. Good luck though. It\u2019s so cold tonight!", "human_ref_B": "It's not wrong to put your safety above your company making money.", "labels": 0, "seconds_difference": 181.0, "score_ratio": 25.8571428571, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhorrk", "c_root_id_B": "gnhl5vt", "created_at_utc_A": 1613354805, "created_at_utc_B": 1613352750, "score_A": 181, "score_B": 5, "human_ref_A": "It's not wrong to put your safety above your company making money.", "human_ref_B": "Leave early and get to work.", "labels": 1, "seconds_difference": 2055.0, "score_ratio": 36.2, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhur7a", "c_root_id_B": "gnhmwoa", "created_at_utc_A": 1613358156, "created_at_utc_B": 1613353744, "score_A": 158, "score_B": 54, "human_ref_A": "If you think you can make it in SAFELY by leaving early & your local government has taken the necessary steps to help make the roads safer, then I say try to go in.   BUT if you don\u2019t think roads are properly prepared for traffic & don\u2019t feel safe driving even leaving early to give yourself time to go slow, take a longer/safer route to work, then call in. Don\u2019t just leave a message. Speak with a supervisor, explain the situation.   A cold snap in 2017 where I live caused the roads to ice over. We do not deal with this on a regular basis. Our local government isn\u2019t used to properly preparing roads to drive on in this type of weather. A woman\u2019s car slid off the road & into a canal, she made it out but her baby died. She was on her way to drop the baby off at daycare so she could go to work bc her boss threatened to fire her if she called off.   Your life is worth more than your company\u2019s inconvenience.", "human_ref_B": "I\u2019m a nurse, and have never called in due to weather. I leave early when it\u2019s bad. I have been late before because of weather, but not unusually so. I love 45 minutes from work on a normal day, sometimes it takes 1.5-2 hours to get to and from work. I live in Michigan, but I\u2019m from Georgia and have only been here for about 4 years, so it took some getting used to driving in this type of weather. The best advice I can give is to leave early, and make sure your tires are good. Drive slowly and don\u2019t create the need to have to try to break quickly. Good luck!", "labels": 1, "seconds_difference": 4412.0, "score_ratio": 2.9259259259, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhq7wb", "c_root_id_B": "gnhur7a", "created_at_utc_A": 1613355634, "created_at_utc_B": 1613358156, "score_A": 54, "score_B": 158, "human_ref_A": "I dont drive in bad weather for any reason. my job is not worth it.   it depends on your employer. some employers will fire you over it.", "human_ref_B": "If you think you can make it in SAFELY by leaving early & your local government has taken the necessary steps to help make the roads safer, then I say try to go in.   BUT if you don\u2019t think roads are properly prepared for traffic & don\u2019t feel safe driving even leaving early to give yourself time to go slow, take a longer/safer route to work, then call in. Don\u2019t just leave a message. Speak with a supervisor, explain the situation.   A cold snap in 2017 where I live caused the roads to ice over. We do not deal with this on a regular basis. Our local government isn\u2019t used to properly preparing roads to drive on in this type of weather. A woman\u2019s car slid off the road & into a canal, she made it out but her baby died. She was on her way to drop the baby off at daycare so she could go to work bc her boss threatened to fire her if she called off.   Your life is worth more than your company\u2019s inconvenience.", "labels": 0, "seconds_difference": 2522.0, "score_ratio": 2.9259259259, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhlxin", "c_root_id_B": "gnhur7a", "created_at_utc_A": 1613353192, "created_at_utc_B": 1613358156, "score_A": 26, "score_B": 158, "human_ref_A": "If you work in an essential type job, I think you should at least try to make it in. If you live in an area that gets bad weather you should be a bit prepared for this. Keep a shovel in your car, use floor mats to get un stuck. If you try and you either get stuck or know you are gonna get stuck, I think it's ok to call in at that point and let them know your situation. Also if you live in that rural of an area, perhaps your next vehicle is something that can handle this weather better. I think it really depends on the job and circumstances.", "human_ref_B": "If you think you can make it in SAFELY by leaving early & your local government has taken the necessary steps to help make the roads safer, then I say try to go in.   BUT if you don\u2019t think roads are properly prepared for traffic & don\u2019t feel safe driving even leaving early to give yourself time to go slow, take a longer/safer route to work, then call in. Don\u2019t just leave a message. Speak with a supervisor, explain the situation.   A cold snap in 2017 where I live caused the roads to ice over. We do not deal with this on a regular basis. Our local government isn\u2019t used to properly preparing roads to drive on in this type of weather. A woman\u2019s car slid off the road & into a canal, she made it out but her baby died. She was on her way to drop the baby off at daycare so she could go to work bc her boss threatened to fire her if she called off.   Your life is worth more than your company\u2019s inconvenience.", "labels": 0, "seconds_difference": 4964.0, "score_ratio": 6.0769230769, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhtfe7", "c_root_id_B": "gnhur7a", "created_at_utc_A": 1613357405, "created_at_utc_B": 1613358156, "score_A": 24, "score_B": 158, "human_ref_A": "My life and my vehicle is worth more than a days work so if there's a foot of snow or an ice storm I'm not going to work. If you ever tried to drive down hilly county (not country) roads in a winter/ice storm you would understand.   If I wreck I won't be at work anyway. Who will pay the deductible on my auto insurance when I run into something or someone? Who will pay the years of increased insurance because of the accident?  My job sure as heck won't. Oh and this isn't even taking into consideration that someone else might hit you first because they slide on ice.", "human_ref_B": "If you think you can make it in SAFELY by leaving early & your local government has taken the necessary steps to help make the roads safer, then I say try to go in.   BUT if you don\u2019t think roads are properly prepared for traffic & don\u2019t feel safe driving even leaving early to give yourself time to go slow, take a longer/safer route to work, then call in. Don\u2019t just leave a message. Speak with a supervisor, explain the situation.   A cold snap in 2017 where I live caused the roads to ice over. We do not deal with this on a regular basis. Our local government isn\u2019t used to properly preparing roads to drive on in this type of weather. A woman\u2019s car slid off the road & into a canal, she made it out but her baby died. She was on her way to drop the baby off at daycare so she could go to work bc her boss threatened to fire her if she called off.   Your life is worth more than your company\u2019s inconvenience.", "labels": 0, "seconds_difference": 751.0, "score_ratio": 6.5833333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhnp6g", "c_root_id_B": "gnhur7a", "created_at_utc_A": 1613354194, "created_at_utc_B": 1613358156, "score_A": 18, "score_B": 158, "human_ref_A": "Hr manager for an essential business. If you are an essential workers and need to be on site for your business to run or make it\u2019s money then you need to be there. You can call off and your manager might understand but don\u2019t get upset if you get a point for calling out if that\u2019s how your attendance policy lines up.   On the other hand if you have all the ability to work from home then do that and make sure you\u2019re at least available anytime during the workday.", "human_ref_B": "If you think you can make it in SAFELY by leaving early & your local government has taken the necessary steps to help make the roads safer, then I say try to go in.   BUT if you don\u2019t think roads are properly prepared for traffic & don\u2019t feel safe driving even leaving early to give yourself time to go slow, take a longer/safer route to work, then call in. Don\u2019t just leave a message. Speak with a supervisor, explain the situation.   A cold snap in 2017 where I live caused the roads to ice over. We do not deal with this on a regular basis. Our local government isn\u2019t used to properly preparing roads to drive on in this type of weather. A woman\u2019s car slid off the road & into a canal, she made it out but her baby died. She was on her way to drop the baby off at daycare so she could go to work bc her boss threatened to fire her if she called off.   Your life is worth more than your company\u2019s inconvenience.", "labels": 0, "seconds_difference": 3962.0, "score_ratio": 8.7777777778, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhkjb7", "c_root_id_B": "gnhur7a", "created_at_utc_A": 1613352394, "created_at_utc_B": 1613358156, "score_A": 18, "score_B": 158, "human_ref_A": "Not in Canada. Maybe it\u2019s acceptable in IN? \ud83d\ude02", "human_ref_B": "If you think you can make it in SAFELY by leaving early & your local government has taken the necessary steps to help make the roads safer, then I say try to go in.   BUT if you don\u2019t think roads are properly prepared for traffic & don\u2019t feel safe driving even leaving early to give yourself time to go slow, take a longer/safer route to work, then call in. Don\u2019t just leave a message. Speak with a supervisor, explain the situation.   A cold snap in 2017 where I live caused the roads to ice over. We do not deal with this on a regular basis. Our local government isn\u2019t used to properly preparing roads to drive on in this type of weather. A woman\u2019s car slid off the road & into a canal, she made it out but her baby died. She was on her way to drop the baby off at daycare so she could go to work bc her boss threatened to fire her if she called off.   Your life is worth more than your company\u2019s inconvenience.", "labels": 0, "seconds_difference": 5762.0, "score_ratio": 8.7777777778, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhur7a", "c_root_id_B": "gnhol4a", "created_at_utc_A": 1613358156, "created_at_utc_B": 1613354700, "score_A": 158, "score_B": 16, "human_ref_A": "If you think you can make it in SAFELY by leaving early & your local government has taken the necessary steps to help make the roads safer, then I say try to go in.   BUT if you don\u2019t think roads are properly prepared for traffic & don\u2019t feel safe driving even leaving early to give yourself time to go slow, take a longer/safer route to work, then call in. Don\u2019t just leave a message. Speak with a supervisor, explain the situation.   A cold snap in 2017 where I live caused the roads to ice over. We do not deal with this on a regular basis. Our local government isn\u2019t used to properly preparing roads to drive on in this type of weather. A woman\u2019s car slid off the road & into a canal, she made it out but her baby died. She was on her way to drop the baby off at daycare so she could go to work bc her boss threatened to fire her if she called off.   Your life is worth more than your company\u2019s inconvenience.", "human_ref_B": "I see both sides of this issue. Safety matters. However, your employer doesn\u2019t mandate that you live on some road that isn\u2019t plowed. Management may just assume you\u2019re exaggerating because you want the day off. They\u2019re unlikely to have much sympathy if they made it in just fine, so conditions matter.   At the end of the day, you should just know that a weather day isn\u2019t necessarily a consequence free day off. If you\u2019re going to call out for days when there is some snow on the ground, you better have squeaky clean attendance otherwise. The person who gets fired for calling out on a snow event wasn\u2019t missing their first day. They probably abused sick time and had terrible attendance long before that.", "labels": 1, "seconds_difference": 3456.0, "score_ratio": 9.875, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhur7a", "c_root_id_B": "gnhpa6j", "created_at_utc_A": 1613358156, "created_at_utc_B": 1613355104, "score_A": 158, "score_B": 13, "human_ref_A": "If you think you can make it in SAFELY by leaving early & your local government has taken the necessary steps to help make the roads safer, then I say try to go in.   BUT if you don\u2019t think roads are properly prepared for traffic & don\u2019t feel safe driving even leaving early to give yourself time to go slow, take a longer/safer route to work, then call in. Don\u2019t just leave a message. Speak with a supervisor, explain the situation.   A cold snap in 2017 where I live caused the roads to ice over. We do not deal with this on a regular basis. Our local government isn\u2019t used to properly preparing roads to drive on in this type of weather. A woman\u2019s car slid off the road & into a canal, she made it out but her baby died. She was on her way to drop the baby off at daycare so she could go to work bc her boss threatened to fire her if she called off.   Your life is worth more than your company\u2019s inconvenience.", "human_ref_B": "Plan ahead. That may mean staying at a friend\u2019s house that lives closer to your job. That may mean talking to your boss BEFORE the storm hits and find out how you should handle it. It may mean leaving yourself twice the amount of time to drive in to work. It may mean trading shifts if possible. Plan ahead. It\u2019s Indiana and not unusual to have bad winter weather.", "labels": 1, "seconds_difference": 3052.0, "score_ratio": 12.1538461538, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhogex", "c_root_id_B": "gnhur7a", "created_at_utc_A": 1613354624, "created_at_utc_B": 1613358156, "score_A": 7, "score_B": 158, "human_ref_A": "I live in Indiana as well and am bracing for the same storm you are. This is part of life here. Leave early and take your time.  If you truly are that remote I\u2019m not sure why you\u2019d have that sort of job. Good luck though. It\u2019s so cold tonight!", "human_ref_B": "If you think you can make it in SAFELY by leaving early & your local government has taken the necessary steps to help make the roads safer, then I say try to go in.   BUT if you don\u2019t think roads are properly prepared for traffic & don\u2019t feel safe driving even leaving early to give yourself time to go slow, take a longer/safer route to work, then call in. Don\u2019t just leave a message. Speak with a supervisor, explain the situation.   A cold snap in 2017 where I live caused the roads to ice over. We do not deal with this on a regular basis. Our local government isn\u2019t used to properly preparing roads to drive on in this type of weather. A woman\u2019s car slid off the road & into a canal, she made it out but her baby died. She was on her way to drop the baby off at daycare so she could go to work bc her boss threatened to fire her if she called off.   Your life is worth more than your company\u2019s inconvenience.", "labels": 0, "seconds_difference": 3532.0, "score_ratio": 22.5714285714, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhur7a", "c_root_id_B": "gnhqxq7", "created_at_utc_A": 1613358156, "created_at_utc_B": 1613356035, "score_A": 158, "score_B": 6, "human_ref_A": "If you think you can make it in SAFELY by leaving early & your local government has taken the necessary steps to help make the roads safer, then I say try to go in.   BUT if you don\u2019t think roads are properly prepared for traffic & don\u2019t feel safe driving even leaving early to give yourself time to go slow, take a longer/safer route to work, then call in. Don\u2019t just leave a message. Speak with a supervisor, explain the situation.   A cold snap in 2017 where I live caused the roads to ice over. We do not deal with this on a regular basis. Our local government isn\u2019t used to properly preparing roads to drive on in this type of weather. A woman\u2019s car slid off the road & into a canal, she made it out but her baby died. She was on her way to drop the baby off at daycare so she could go to work bc her boss threatened to fire her if she called off.   Your life is worth more than your company\u2019s inconvenience.", "human_ref_B": "Been there done that. I have called out because I didn\u2019t want to be stuck in work when it got bad because I would be forced to either drive home on terrible roads when I lived in the sticks, or stay at work sometimes for 2-3 days at a time. (I worked in a hotel, so this was easy to do, and management was tolerant of this policy if we got prior approval but weren\u2019t crazy about it if we were getting close to full). Yeah it\u2019s unprofessional, but it\u2019s worse if you get into an accident and have expensive bills to pay, or worse, end up hurt. Choose yourself, work would replace you in a week.  At my work our options are either work from home, or use PTO. Previously we were allowed to call off, but had to use PTO. Your company may make you burn a vacation day, mine did.", "labels": 1, "seconds_difference": 2121.0, "score_ratio": 26.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhszlx", "c_root_id_B": "gnhur7a", "created_at_utc_A": 1613357163, "created_at_utc_B": 1613358156, "score_A": 7, "score_B": 158, "human_ref_A": "I think it depends on you, your job, and your manager. I personally have made unsafe drives during snow storms, and I will not do it again. I have had managers that expect you to be in no matter what. And I have managers that totally understand.   Many businesses are slower during bad weather, but that really depends on your job.   I personally think that most businesses should close during inclement weather, so that those who have to get in can do so safely (i.e. cops, 9-11 operators).   Also, where i live (Colorado) it is fairly common that no one goes in except texans on bald tires during major storms. that only happens once a year though, if that. You are expected to go in, if it is only a couple of inches. The storm going through the midwest is not a couple of inches though. it is 6-10 inches of snow on top of ice.", "human_ref_B": "If you think you can make it in SAFELY by leaving early & your local government has taken the necessary steps to help make the roads safer, then I say try to go in.   BUT if you don\u2019t think roads are properly prepared for traffic & don\u2019t feel safe driving even leaving early to give yourself time to go slow, take a longer/safer route to work, then call in. Don\u2019t just leave a message. Speak with a supervisor, explain the situation.   A cold snap in 2017 where I live caused the roads to ice over. We do not deal with this on a regular basis. Our local government isn\u2019t used to properly preparing roads to drive on in this type of weather. A woman\u2019s car slid off the road & into a canal, she made it out but her baby died. She was on her way to drop the baby off at daycare so she could go to work bc her boss threatened to fire her if she called off.   Your life is worth more than your company\u2019s inconvenience.", "labels": 0, "seconds_difference": 993.0, "score_ratio": 22.5714285714, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhqjdy", "c_root_id_B": "gnhur7a", "created_at_utc_A": 1613355811, "created_at_utc_B": 1613358156, "score_A": 6, "score_B": 158, "human_ref_A": "If the towns I have to drive through and work in declare emergencies and ask everyone to stay off the road then I would call out. It\u2019s for other people\u2019s safety and I sit at a desk every day pressing a keyboard. I\u2019m not essential and my presence on the roads put others at risk.", "human_ref_B": "If you think you can make it in SAFELY by leaving early & your local government has taken the necessary steps to help make the roads safer, then I say try to go in.   BUT if you don\u2019t think roads are properly prepared for traffic & don\u2019t feel safe driving even leaving early to give yourself time to go slow, take a longer/safer route to work, then call in. Don\u2019t just leave a message. Speak with a supervisor, explain the situation.   A cold snap in 2017 where I live caused the roads to ice over. We do not deal with this on a regular basis. Our local government isn\u2019t used to properly preparing roads to drive on in this type of weather. A woman\u2019s car slid off the road & into a canal, she made it out but her baby died. She was on her way to drop the baby off at daycare so she could go to work bc her boss threatened to fire her if she called off.   Your life is worth more than your company\u2019s inconvenience.", "labels": 0, "seconds_difference": 2345.0, "score_ratio": 26.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhl5vt", "c_root_id_B": "gnhur7a", "created_at_utc_A": 1613352750, "created_at_utc_B": 1613358156, "score_A": 5, "score_B": 158, "human_ref_A": "Leave early and get to work.", "human_ref_B": "If you think you can make it in SAFELY by leaving early & your local government has taken the necessary steps to help make the roads safer, then I say try to go in.   BUT if you don\u2019t think roads are properly prepared for traffic & don\u2019t feel safe driving even leaving early to give yourself time to go slow, take a longer/safer route to work, then call in. Don\u2019t just leave a message. Speak with a supervisor, explain the situation.   A cold snap in 2017 where I live caused the roads to ice over. We do not deal with this on a regular basis. Our local government isn\u2019t used to properly preparing roads to drive on in this type of weather. A woman\u2019s car slid off the road & into a canal, she made it out but her baby died. She was on her way to drop the baby off at daycare so she could go to work bc her boss threatened to fire her if she called off.   Your life is worth more than your company\u2019s inconvenience.", "labels": 0, "seconds_difference": 5406.0, "score_ratio": 31.6, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhur7a", "c_root_id_B": "gnhqfwe", "created_at_utc_A": 1613358156, "created_at_utc_B": 1613355757, "score_A": 158, "score_B": 3, "human_ref_A": "If you think you can make it in SAFELY by leaving early & your local government has taken the necessary steps to help make the roads safer, then I say try to go in.   BUT if you don\u2019t think roads are properly prepared for traffic & don\u2019t feel safe driving even leaving early to give yourself time to go slow, take a longer/safer route to work, then call in. Don\u2019t just leave a message. Speak with a supervisor, explain the situation.   A cold snap in 2017 where I live caused the roads to ice over. We do not deal with this on a regular basis. Our local government isn\u2019t used to properly preparing roads to drive on in this type of weather. A woman\u2019s car slid off the road & into a canal, she made it out but her baby died. She was on her way to drop the baby off at daycare so she could go to work bc her boss threatened to fire her if she called off.   Your life is worth more than your company\u2019s inconvenience.", "human_ref_B": "While I don\u2019t think anyone should put themselves in danger commuting to work, i think most people could make the commute even in icy/snowy conditions with the proper preparations.   Studded snow tires work great in icy conditions. Even better than 4 wheel drive in my experience.", "labels": 1, "seconds_difference": 2399.0, "score_ratio": 52.6666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhur7a", "c_root_id_B": "gnhrz3w", "created_at_utc_A": 1613358156, "created_at_utc_B": 1613356603, "score_A": 158, "score_B": 3, "human_ref_A": "If you think you can make it in SAFELY by leaving early & your local government has taken the necessary steps to help make the roads safer, then I say try to go in.   BUT if you don\u2019t think roads are properly prepared for traffic & don\u2019t feel safe driving even leaving early to give yourself time to go slow, take a longer/safer route to work, then call in. Don\u2019t just leave a message. Speak with a supervisor, explain the situation.   A cold snap in 2017 where I live caused the roads to ice over. We do not deal with this on a regular basis. Our local government isn\u2019t used to properly preparing roads to drive on in this type of weather. A woman\u2019s car slid off the road & into a canal, she made it out but her baby died. She was on her way to drop the baby off at daycare so she could go to work bc her boss threatened to fire her if she called off.   Your life is worth more than your company\u2019s inconvenience.", "human_ref_B": "Ask you company what their policy is about bad weather and calling out, that's whose opinion matters here.", "labels": 1, "seconds_difference": 1553.0, "score_ratio": 52.6666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhur7a", "c_root_id_B": "gnhtbe0", "created_at_utc_A": 1613358156, "created_at_utc_B": 1613357344, "score_A": 158, "score_B": 2, "human_ref_A": "If you think you can make it in SAFELY by leaving early & your local government has taken the necessary steps to help make the roads safer, then I say try to go in.   BUT if you don\u2019t think roads are properly prepared for traffic & don\u2019t feel safe driving even leaving early to give yourself time to go slow, take a longer/safer route to work, then call in. Don\u2019t just leave a message. Speak with a supervisor, explain the situation.   A cold snap in 2017 where I live caused the roads to ice over. We do not deal with this on a regular basis. Our local government isn\u2019t used to properly preparing roads to drive on in this type of weather. A woman\u2019s car slid off the road & into a canal, she made it out but her baby died. She was on her way to drop the baby off at daycare so she could go to work bc her boss threatened to fire her if she called off.   Your life is worth more than your company\u2019s inconvenience.", "human_ref_B": "I live in the middle of nowhere Kentucky. Last Thursday, after a night of ice and freezing rain, I left early for work. Then I texted my sister (who lives on the same road as I do) about the road conditions and she left early for work. (We work for the same company, different departments) then a guy who also lives on our road but lives closer to the end and doesn\u2019t have any hills called in because his \u201croad was impassable\u201d.   I think it boils down to planning ahead, leaving yourself extra time to get to work and driving super carefully.", "labels": 1, "seconds_difference": 812.0, "score_ratio": 79.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhur7a", "c_root_id_B": "gnhqbar", "created_at_utc_A": 1613358156, "created_at_utc_B": 1613355686, "score_A": 158, "score_B": 1, "human_ref_A": "If you think you can make it in SAFELY by leaving early & your local government has taken the necessary steps to help make the roads safer, then I say try to go in.   BUT if you don\u2019t think roads are properly prepared for traffic & don\u2019t feel safe driving even leaving early to give yourself time to go slow, take a longer/safer route to work, then call in. Don\u2019t just leave a message. Speak with a supervisor, explain the situation.   A cold snap in 2017 where I live caused the roads to ice over. We do not deal with this on a regular basis. Our local government isn\u2019t used to properly preparing roads to drive on in this type of weather. A woman\u2019s car slid off the road & into a canal, she made it out but her baby died. She was on her way to drop the baby off at daycare so she could go to work bc her boss threatened to fire her if she called off.   Your life is worth more than your company\u2019s inconvenience.", "human_ref_B": "Fuck no", "labels": 1, "seconds_difference": 2470.0, "score_ratio": 158.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhstyj", "c_root_id_B": "gnhur7a", "created_at_utc_A": 1613357076, "created_at_utc_B": 1613358156, "score_A": 1, "score_B": 158, "human_ref_A": "Nurses get hotel rooms closer to work if there\u2019s a really really bad storm expected. If you\u2019re essential, you\u2019re expected to be at work. Leave plenty of time to get to work. When I worked in the hospital I gave myself an extra 45 min in the mornings. Usually plows are out and highways are ok (in ct)", "human_ref_B": "If you think you can make it in SAFELY by leaving early & your local government has taken the necessary steps to help make the roads safer, then I say try to go in.   BUT if you don\u2019t think roads are properly prepared for traffic & don\u2019t feel safe driving even leaving early to give yourself time to go slow, take a longer/safer route to work, then call in. Don\u2019t just leave a message. Speak with a supervisor, explain the situation.   A cold snap in 2017 where I live caused the roads to ice over. We do not deal with this on a regular basis. Our local government isn\u2019t used to properly preparing roads to drive on in this type of weather. A woman\u2019s car slid off the road & into a canal, she made it out but her baby died. She was on her way to drop the baby off at daycare so she could go to work bc her boss threatened to fire her if she called off.   Your life is worth more than your company\u2019s inconvenience.", "labels": 0, "seconds_difference": 1080.0, "score_ratio": 158.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhmwoa", "c_root_id_B": "gnhlxin", "created_at_utc_A": 1613353744, "created_at_utc_B": 1613353192, "score_A": 54, "score_B": 26, "human_ref_A": "I\u2019m a nurse, and have never called in due to weather. I leave early when it\u2019s bad. I have been late before because of weather, but not unusually so. I love 45 minutes from work on a normal day, sometimes it takes 1.5-2 hours to get to and from work. I live in Michigan, but I\u2019m from Georgia and have only been here for about 4 years, so it took some getting used to driving in this type of weather. The best advice I can give is to leave early, and make sure your tires are good. Drive slowly and don\u2019t create the need to have to try to break quickly. Good luck!", "human_ref_B": "If you work in an essential type job, I think you should at least try to make it in. If you live in an area that gets bad weather you should be a bit prepared for this. Keep a shovel in your car, use floor mats to get un stuck. If you try and you either get stuck or know you are gonna get stuck, I think it's ok to call in at that point and let them know your situation. Also if you live in that rural of an area, perhaps your next vehicle is something that can handle this weather better. I think it really depends on the job and circumstances.", "labels": 1, "seconds_difference": 552.0, "score_ratio": 2.0769230769, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhmwoa", "c_root_id_B": "gnhkjb7", "created_at_utc_A": 1613353744, "created_at_utc_B": 1613352394, "score_A": 54, "score_B": 18, "human_ref_A": "I\u2019m a nurse, and have never called in due to weather. I leave early when it\u2019s bad. I have been late before because of weather, but not unusually so. I love 45 minutes from work on a normal day, sometimes it takes 1.5-2 hours to get to and from work. I live in Michigan, but I\u2019m from Georgia and have only been here for about 4 years, so it took some getting used to driving in this type of weather. The best advice I can give is to leave early, and make sure your tires are good. Drive slowly and don\u2019t create the need to have to try to break quickly. Good luck!", "human_ref_B": "Not in Canada. Maybe it\u2019s acceptable in IN? \ud83d\ude02", "labels": 1, "seconds_difference": 1350.0, "score_ratio": 3.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhmwoa", "c_root_id_B": "gnhl5vt", "created_at_utc_A": 1613353744, "created_at_utc_B": 1613352750, "score_A": 54, "score_B": 5, "human_ref_A": "I\u2019m a nurse, and have never called in due to weather. I leave early when it\u2019s bad. I have been late before because of weather, but not unusually so. I love 45 minutes from work on a normal day, sometimes it takes 1.5-2 hours to get to and from work. I live in Michigan, but I\u2019m from Georgia and have only been here for about 4 years, so it took some getting used to driving in this type of weather. The best advice I can give is to leave early, and make sure your tires are good. Drive slowly and don\u2019t create the need to have to try to break quickly. Good luck!", "human_ref_B": "Leave early and get to work.", "labels": 1, "seconds_difference": 994.0, "score_ratio": 10.8, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhq7wb", "c_root_id_B": "gnhlxin", "created_at_utc_A": 1613355634, "created_at_utc_B": 1613353192, "score_A": 54, "score_B": 26, "human_ref_A": "I dont drive in bad weather for any reason. my job is not worth it.   it depends on your employer. some employers will fire you over it.", "human_ref_B": "If you work in an essential type job, I think you should at least try to make it in. If you live in an area that gets bad weather you should be a bit prepared for this. Keep a shovel in your car, use floor mats to get un stuck. If you try and you either get stuck or know you are gonna get stuck, I think it's ok to call in at that point and let them know your situation. Also if you live in that rural of an area, perhaps your next vehicle is something that can handle this weather better. I think it really depends on the job and circumstances.", "labels": 1, "seconds_difference": 2442.0, "score_ratio": 2.0769230769, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhq7wb", "c_root_id_B": "gnhnp6g", "created_at_utc_A": 1613355634, "created_at_utc_B": 1613354194, "score_A": 54, "score_B": 18, "human_ref_A": "I dont drive in bad weather for any reason. my job is not worth it.   it depends on your employer. some employers will fire you over it.", "human_ref_B": "Hr manager for an essential business. If you are an essential workers and need to be on site for your business to run or make it\u2019s money then you need to be there. You can call off and your manager might understand but don\u2019t get upset if you get a point for calling out if that\u2019s how your attendance policy lines up.   On the other hand if you have all the ability to work from home then do that and make sure you\u2019re at least available anytime during the workday.", "labels": 1, "seconds_difference": 1440.0, "score_ratio": 3.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhq7wb", "c_root_id_B": "gnhkjb7", "created_at_utc_A": 1613355634, "created_at_utc_B": 1613352394, "score_A": 54, "score_B": 18, "human_ref_A": "I dont drive in bad weather for any reason. my job is not worth it.   it depends on your employer. some employers will fire you over it.", "human_ref_B": "Not in Canada. Maybe it\u2019s acceptable in IN? \ud83d\ude02", "labels": 1, "seconds_difference": 3240.0, "score_ratio": 3.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhq7wb", "c_root_id_B": "gnhol4a", "created_at_utc_A": 1613355634, "created_at_utc_B": 1613354700, "score_A": 54, "score_B": 16, "human_ref_A": "I dont drive in bad weather for any reason. my job is not worth it.   it depends on your employer. some employers will fire you over it.", "human_ref_B": "I see both sides of this issue. Safety matters. However, your employer doesn\u2019t mandate that you live on some road that isn\u2019t plowed. Management may just assume you\u2019re exaggerating because you want the day off. They\u2019re unlikely to have much sympathy if they made it in just fine, so conditions matter.   At the end of the day, you should just know that a weather day isn\u2019t necessarily a consequence free day off. If you\u2019re going to call out for days when there is some snow on the ground, you better have squeaky clean attendance otherwise. The person who gets fired for calling out on a snow event wasn\u2019t missing their first day. They probably abused sick time and had terrible attendance long before that.", "labels": 1, "seconds_difference": 934.0, "score_ratio": 3.375, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhpa6j", "c_root_id_B": "gnhq7wb", "created_at_utc_A": 1613355104, "created_at_utc_B": 1613355634, "score_A": 13, "score_B": 54, "human_ref_A": "Plan ahead. That may mean staying at a friend\u2019s house that lives closer to your job. That may mean talking to your boss BEFORE the storm hits and find out how you should handle it. It may mean leaving yourself twice the amount of time to drive in to work. It may mean trading shifts if possible. Plan ahead. It\u2019s Indiana and not unusual to have bad winter weather.", "human_ref_B": "I dont drive in bad weather for any reason. my job is not worth it.   it depends on your employer. some employers will fire you over it.", "labels": 0, "seconds_difference": 530.0, "score_ratio": 4.1538461538, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhogex", "c_root_id_B": "gnhq7wb", "created_at_utc_A": 1613354624, "created_at_utc_B": 1613355634, "score_A": 7, "score_B": 54, "human_ref_A": "I live in Indiana as well and am bracing for the same storm you are. This is part of life here. Leave early and take your time.  If you truly are that remote I\u2019m not sure why you\u2019d have that sort of job. Good luck though. It\u2019s so cold tonight!", "human_ref_B": "I dont drive in bad weather for any reason. my job is not worth it.   it depends on your employer. some employers will fire you over it.", "labels": 0, "seconds_difference": 1010.0, "score_ratio": 7.7142857143, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhq7wb", "c_root_id_B": "gnhl5vt", "created_at_utc_A": 1613355634, "created_at_utc_B": 1613352750, "score_A": 54, "score_B": 5, "human_ref_A": "I dont drive in bad weather for any reason. my job is not worth it.   it depends on your employer. some employers will fire you over it.", "human_ref_B": "Leave early and get to work.", "labels": 1, "seconds_difference": 2884.0, "score_ratio": 10.8, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhlxin", "c_root_id_B": "gnhkjb7", "created_at_utc_A": 1613353192, "created_at_utc_B": 1613352394, "score_A": 26, "score_B": 18, "human_ref_A": "If you work in an essential type job, I think you should at least try to make it in. If you live in an area that gets bad weather you should be a bit prepared for this. Keep a shovel in your car, use floor mats to get un stuck. If you try and you either get stuck or know you are gonna get stuck, I think it's ok to call in at that point and let them know your situation. Also if you live in that rural of an area, perhaps your next vehicle is something that can handle this weather better. I think it really depends on the job and circumstances.", "human_ref_B": "Not in Canada. Maybe it\u2019s acceptable in IN? \ud83d\ude02", "labels": 1, "seconds_difference": 798.0, "score_ratio": 1.4444444444, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhlxin", "c_root_id_B": "gnhl5vt", "created_at_utc_A": 1613353192, "created_at_utc_B": 1613352750, "score_A": 26, "score_B": 5, "human_ref_A": "If you work in an essential type job, I think you should at least try to make it in. If you live in an area that gets bad weather you should be a bit prepared for this. Keep a shovel in your car, use floor mats to get un stuck. If you try and you either get stuck or know you are gonna get stuck, I think it's ok to call in at that point and let them know your situation. Also if you live in that rural of an area, perhaps your next vehicle is something that can handle this weather better. I think it really depends on the job and circumstances.", "human_ref_B": "Leave early and get to work.", "labels": 1, "seconds_difference": 442.0, "score_ratio": 5.2, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhtfe7", "c_root_id_B": "gnhnp6g", "created_at_utc_A": 1613357405, "created_at_utc_B": 1613354194, "score_A": 24, "score_B": 18, "human_ref_A": "My life and my vehicle is worth more than a days work so if there's a foot of snow or an ice storm I'm not going to work. If you ever tried to drive down hilly county (not country) roads in a winter/ice storm you would understand.   If I wreck I won't be at work anyway. Who will pay the deductible on my auto insurance when I run into something or someone? Who will pay the years of increased insurance because of the accident?  My job sure as heck won't. Oh and this isn't even taking into consideration that someone else might hit you first because they slide on ice.", "human_ref_B": "Hr manager for an essential business. If you are an essential workers and need to be on site for your business to run or make it\u2019s money then you need to be there. You can call off and your manager might understand but don\u2019t get upset if you get a point for calling out if that\u2019s how your attendance policy lines up.   On the other hand if you have all the ability to work from home then do that and make sure you\u2019re at least available anytime during the workday.", "labels": 1, "seconds_difference": 3211.0, "score_ratio": 1.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhkjb7", "c_root_id_B": "gnhtfe7", "created_at_utc_A": 1613352394, "created_at_utc_B": 1613357405, "score_A": 18, "score_B": 24, "human_ref_A": "Not in Canada. Maybe it\u2019s acceptable in IN? \ud83d\ude02", "human_ref_B": "My life and my vehicle is worth more than a days work so if there's a foot of snow or an ice storm I'm not going to work. If you ever tried to drive down hilly county (not country) roads in a winter/ice storm you would understand.   If I wreck I won't be at work anyway. Who will pay the deductible on my auto insurance when I run into something or someone? Who will pay the years of increased insurance because of the accident?  My job sure as heck won't. Oh and this isn't even taking into consideration that someone else might hit you first because they slide on ice.", "labels": 0, "seconds_difference": 5011.0, "score_ratio": 1.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhol4a", "c_root_id_B": "gnhtfe7", "created_at_utc_A": 1613354700, "created_at_utc_B": 1613357405, "score_A": 16, "score_B": 24, "human_ref_A": "I see both sides of this issue. Safety matters. However, your employer doesn\u2019t mandate that you live on some road that isn\u2019t plowed. Management may just assume you\u2019re exaggerating because you want the day off. They\u2019re unlikely to have much sympathy if they made it in just fine, so conditions matter.   At the end of the day, you should just know that a weather day isn\u2019t necessarily a consequence free day off. If you\u2019re going to call out for days when there is some snow on the ground, you better have squeaky clean attendance otherwise. The person who gets fired for calling out on a snow event wasn\u2019t missing their first day. They probably abused sick time and had terrible attendance long before that.", "human_ref_B": "My life and my vehicle is worth more than a days work so if there's a foot of snow or an ice storm I'm not going to work. If you ever tried to drive down hilly county (not country) roads in a winter/ice storm you would understand.   If I wreck I won't be at work anyway. Who will pay the deductible on my auto insurance when I run into something or someone? Who will pay the years of increased insurance because of the accident?  My job sure as heck won't. Oh and this isn't even taking into consideration that someone else might hit you first because they slide on ice.", "labels": 0, "seconds_difference": 2705.0, "score_ratio": 1.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhtfe7", "c_root_id_B": "gnhpa6j", "created_at_utc_A": 1613357405, "created_at_utc_B": 1613355104, "score_A": 24, "score_B": 13, "human_ref_A": "My life and my vehicle is worth more than a days work so if there's a foot of snow or an ice storm I'm not going to work. If you ever tried to drive down hilly county (not country) roads in a winter/ice storm you would understand.   If I wreck I won't be at work anyway. Who will pay the deductible on my auto insurance when I run into something or someone? Who will pay the years of increased insurance because of the accident?  My job sure as heck won't. Oh and this isn't even taking into consideration that someone else might hit you first because they slide on ice.", "human_ref_B": "Plan ahead. That may mean staying at a friend\u2019s house that lives closer to your job. That may mean talking to your boss BEFORE the storm hits and find out how you should handle it. It may mean leaving yourself twice the amount of time to drive in to work. It may mean trading shifts if possible. Plan ahead. It\u2019s Indiana and not unusual to have bad winter weather.", "labels": 1, "seconds_difference": 2301.0, "score_ratio": 1.8461538462, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhtfe7", "c_root_id_B": "gnhogex", "created_at_utc_A": 1613357405, "created_at_utc_B": 1613354624, "score_A": 24, "score_B": 7, "human_ref_A": "My life and my vehicle is worth more than a days work so if there's a foot of snow or an ice storm I'm not going to work. If you ever tried to drive down hilly county (not country) roads in a winter/ice storm you would understand.   If I wreck I won't be at work anyway. Who will pay the deductible on my auto insurance when I run into something or someone? Who will pay the years of increased insurance because of the accident?  My job sure as heck won't. Oh and this isn't even taking into consideration that someone else might hit you first because they slide on ice.", "human_ref_B": "I live in Indiana as well and am bracing for the same storm you are. This is part of life here. Leave early and take your time.  If you truly are that remote I\u2019m not sure why you\u2019d have that sort of job. Good luck though. It\u2019s so cold tonight!", "labels": 1, "seconds_difference": 2781.0, "score_ratio": 3.4285714286, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhqxq7", "c_root_id_B": "gnhtfe7", "created_at_utc_A": 1613356035, "created_at_utc_B": 1613357405, "score_A": 6, "score_B": 24, "human_ref_A": "Been there done that. I have called out because I didn\u2019t want to be stuck in work when it got bad because I would be forced to either drive home on terrible roads when I lived in the sticks, or stay at work sometimes for 2-3 days at a time. (I worked in a hotel, so this was easy to do, and management was tolerant of this policy if we got prior approval but weren\u2019t crazy about it if we were getting close to full). Yeah it\u2019s unprofessional, but it\u2019s worse if you get into an accident and have expensive bills to pay, or worse, end up hurt. Choose yourself, work would replace you in a week.  At my work our options are either work from home, or use PTO. Previously we were allowed to call off, but had to use PTO. Your company may make you burn a vacation day, mine did.", "human_ref_B": "My life and my vehicle is worth more than a days work so if there's a foot of snow or an ice storm I'm not going to work. If you ever tried to drive down hilly county (not country) roads in a winter/ice storm you would understand.   If I wreck I won't be at work anyway. Who will pay the deductible on my auto insurance when I run into something or someone? Who will pay the years of increased insurance because of the accident?  My job sure as heck won't. Oh and this isn't even taking into consideration that someone else might hit you first because they slide on ice.", "labels": 0, "seconds_difference": 1370.0, "score_ratio": 4.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhszlx", "c_root_id_B": "gnhtfe7", "created_at_utc_A": 1613357163, "created_at_utc_B": 1613357405, "score_A": 7, "score_B": 24, "human_ref_A": "I think it depends on you, your job, and your manager. I personally have made unsafe drives during snow storms, and I will not do it again. I have had managers that expect you to be in no matter what. And I have managers that totally understand.   Many businesses are slower during bad weather, but that really depends on your job.   I personally think that most businesses should close during inclement weather, so that those who have to get in can do so safely (i.e. cops, 9-11 operators).   Also, where i live (Colorado) it is fairly common that no one goes in except texans on bald tires during major storms. that only happens once a year though, if that. You are expected to go in, if it is only a couple of inches. The storm going through the midwest is not a couple of inches though. it is 6-10 inches of snow on top of ice.", "human_ref_B": "My life and my vehicle is worth more than a days work so if there's a foot of snow or an ice storm I'm not going to work. If you ever tried to drive down hilly county (not country) roads in a winter/ice storm you would understand.   If I wreck I won't be at work anyway. Who will pay the deductible on my auto insurance when I run into something or someone? Who will pay the years of increased insurance because of the accident?  My job sure as heck won't. Oh and this isn't even taking into consideration that someone else might hit you first because they slide on ice.", "labels": 0, "seconds_difference": 242.0, "score_ratio": 3.4285714286, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhqjdy", "c_root_id_B": "gnhtfe7", "created_at_utc_A": 1613355811, "created_at_utc_B": 1613357405, "score_A": 6, "score_B": 24, "human_ref_A": "If the towns I have to drive through and work in declare emergencies and ask everyone to stay off the road then I would call out. It\u2019s for other people\u2019s safety and I sit at a desk every day pressing a keyboard. I\u2019m not essential and my presence on the roads put others at risk.", "human_ref_B": "My life and my vehicle is worth more than a days work so if there's a foot of snow or an ice storm I'm not going to work. If you ever tried to drive down hilly county (not country) roads in a winter/ice storm you would understand.   If I wreck I won't be at work anyway. Who will pay the deductible on my auto insurance when I run into something or someone? Who will pay the years of increased insurance because of the accident?  My job sure as heck won't. Oh and this isn't even taking into consideration that someone else might hit you first because they slide on ice.", "labels": 0, "seconds_difference": 1594.0, "score_ratio": 4.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhl5vt", "c_root_id_B": "gnhtfe7", "created_at_utc_A": 1613352750, "created_at_utc_B": 1613357405, "score_A": 5, "score_B": 24, "human_ref_A": "Leave early and get to work.", "human_ref_B": "My life and my vehicle is worth more than a days work so if there's a foot of snow or an ice storm I'm not going to work. If you ever tried to drive down hilly county (not country) roads in a winter/ice storm you would understand.   If I wreck I won't be at work anyway. Who will pay the deductible on my auto insurance when I run into something or someone? Who will pay the years of increased insurance because of the accident?  My job sure as heck won't. Oh and this isn't even taking into consideration that someone else might hit you first because they slide on ice.", "labels": 0, "seconds_difference": 4655.0, "score_ratio": 4.8, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhqfwe", "c_root_id_B": "gnhtfe7", "created_at_utc_A": 1613355757, "created_at_utc_B": 1613357405, "score_A": 3, "score_B": 24, "human_ref_A": "While I don\u2019t think anyone should put themselves in danger commuting to work, i think most people could make the commute even in icy/snowy conditions with the proper preparations.   Studded snow tires work great in icy conditions. Even better than 4 wheel drive in my experience.", "human_ref_B": "My life and my vehicle is worth more than a days work so if there's a foot of snow or an ice storm I'm not going to work. If you ever tried to drive down hilly county (not country) roads in a winter/ice storm you would understand.   If I wreck I won't be at work anyway. Who will pay the deductible on my auto insurance when I run into something or someone? Who will pay the years of increased insurance because of the accident?  My job sure as heck won't. Oh and this isn't even taking into consideration that someone else might hit you first because they slide on ice.", "labels": 0, "seconds_difference": 1648.0, "score_ratio": 8.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhtfe7", "c_root_id_B": "gnhrz3w", "created_at_utc_A": 1613357405, "created_at_utc_B": 1613356603, "score_A": 24, "score_B": 3, "human_ref_A": "My life and my vehicle is worth more than a days work so if there's a foot of snow or an ice storm I'm not going to work. If you ever tried to drive down hilly county (not country) roads in a winter/ice storm you would understand.   If I wreck I won't be at work anyway. Who will pay the deductible on my auto insurance when I run into something or someone? Who will pay the years of increased insurance because of the accident?  My job sure as heck won't. Oh and this isn't even taking into consideration that someone else might hit you first because they slide on ice.", "human_ref_B": "Ask you company what their policy is about bad weather and calling out, that's whose opinion matters here.", "labels": 1, "seconds_difference": 802.0, "score_ratio": 8.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhtbe0", "c_root_id_B": "gnhtfe7", "created_at_utc_A": 1613357344, "created_at_utc_B": 1613357405, "score_A": 2, "score_B": 24, "human_ref_A": "I live in the middle of nowhere Kentucky. Last Thursday, after a night of ice and freezing rain, I left early for work. Then I texted my sister (who lives on the same road as I do) about the road conditions and she left early for work. (We work for the same company, different departments) then a guy who also lives on our road but lives closer to the end and doesn\u2019t have any hills called in because his \u201croad was impassable\u201d.   I think it boils down to planning ahead, leaving yourself extra time to get to work and driving super carefully.", "human_ref_B": "My life and my vehicle is worth more than a days work so if there's a foot of snow or an ice storm I'm not going to work. If you ever tried to drive down hilly county (not country) roads in a winter/ice storm you would understand.   If I wreck I won't be at work anyway. Who will pay the deductible on my auto insurance when I run into something or someone? Who will pay the years of increased insurance because of the accident?  My job sure as heck won't. Oh and this isn't even taking into consideration that someone else might hit you first because they slide on ice.", "labels": 0, "seconds_difference": 61.0, "score_ratio": 12.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhqbar", "c_root_id_B": "gnhtfe7", "created_at_utc_A": 1613355686, "created_at_utc_B": 1613357405, "score_A": 1, "score_B": 24, "human_ref_A": "Fuck no", "human_ref_B": "My life and my vehicle is worth more than a days work so if there's a foot of snow or an ice storm I'm not going to work. If you ever tried to drive down hilly county (not country) roads in a winter/ice storm you would understand.   If I wreck I won't be at work anyway. Who will pay the deductible on my auto insurance when I run into something or someone? Who will pay the years of increased insurance because of the accident?  My job sure as heck won't. Oh and this isn't even taking into consideration that someone else might hit you first because they slide on ice.", "labels": 0, "seconds_difference": 1719.0, "score_ratio": 24.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhtfe7", "c_root_id_B": "gnhstyj", "created_at_utc_A": 1613357405, "created_at_utc_B": 1613357076, "score_A": 24, "score_B": 1, "human_ref_A": "My life and my vehicle is worth more than a days work so if there's a foot of snow or an ice storm I'm not going to work. If you ever tried to drive down hilly county (not country) roads in a winter/ice storm you would understand.   If I wreck I won't be at work anyway. Who will pay the deductible on my auto insurance when I run into something or someone? Who will pay the years of increased insurance because of the accident?  My job sure as heck won't. Oh and this isn't even taking into consideration that someone else might hit you first because they slide on ice.", "human_ref_B": "Nurses get hotel rooms closer to work if there\u2019s a really really bad storm expected. If you\u2019re essential, you\u2019re expected to be at work. Leave plenty of time to get to work. When I worked in the hospital I gave myself an extra 45 min in the mornings. Usually plows are out and highways are ok (in ct)", "labels": 1, "seconds_difference": 329.0, "score_ratio": 24.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhnp6g", "c_root_id_B": "gnhl5vt", "created_at_utc_A": 1613354194, "created_at_utc_B": 1613352750, "score_A": 18, "score_B": 5, "human_ref_A": "Hr manager for an essential business. If you are an essential workers and need to be on site for your business to run or make it\u2019s money then you need to be there. You can call off and your manager might understand but don\u2019t get upset if you get a point for calling out if that\u2019s how your attendance policy lines up.   On the other hand if you have all the ability to work from home then do that and make sure you\u2019re at least available anytime during the workday.", "human_ref_B": "Leave early and get to work.", "labels": 1, "seconds_difference": 1444.0, "score_ratio": 3.6, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhogex", "c_root_id_B": "gnhol4a", "created_at_utc_A": 1613354624, "created_at_utc_B": 1613354700, "score_A": 7, "score_B": 16, "human_ref_A": "I live in Indiana as well and am bracing for the same storm you are. This is part of life here. Leave early and take your time.  If you truly are that remote I\u2019m not sure why you\u2019d have that sort of job. Good luck though. It\u2019s so cold tonight!", "human_ref_B": "I see both sides of this issue. Safety matters. However, your employer doesn\u2019t mandate that you live on some road that isn\u2019t plowed. Management may just assume you\u2019re exaggerating because you want the day off. They\u2019re unlikely to have much sympathy if they made it in just fine, so conditions matter.   At the end of the day, you should just know that a weather day isn\u2019t necessarily a consequence free day off. If you\u2019re going to call out for days when there is some snow on the ground, you better have squeaky clean attendance otherwise. The person who gets fired for calling out on a snow event wasn\u2019t missing their first day. They probably abused sick time and had terrible attendance long before that.", "labels": 0, "seconds_difference": 76.0, "score_ratio": 2.2857142857, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhol4a", "c_root_id_B": "gnhl5vt", "created_at_utc_A": 1613354700, "created_at_utc_B": 1613352750, "score_A": 16, "score_B": 5, "human_ref_A": "I see both sides of this issue. Safety matters. However, your employer doesn\u2019t mandate that you live on some road that isn\u2019t plowed. Management may just assume you\u2019re exaggerating because you want the day off. They\u2019re unlikely to have much sympathy if they made it in just fine, so conditions matter.   At the end of the day, you should just know that a weather day isn\u2019t necessarily a consequence free day off. If you\u2019re going to call out for days when there is some snow on the ground, you better have squeaky clean attendance otherwise. The person who gets fired for calling out on a snow event wasn\u2019t missing their first day. They probably abused sick time and had terrible attendance long before that.", "human_ref_B": "Leave early and get to work.", "labels": 1, "seconds_difference": 1950.0, "score_ratio": 3.2, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhogex", "c_root_id_B": "gnhpa6j", "created_at_utc_A": 1613354624, "created_at_utc_B": 1613355104, "score_A": 7, "score_B": 13, "human_ref_A": "I live in Indiana as well and am bracing for the same storm you are. This is part of life here. Leave early and take your time.  If you truly are that remote I\u2019m not sure why you\u2019d have that sort of job. Good luck though. It\u2019s so cold tonight!", "human_ref_B": "Plan ahead. That may mean staying at a friend\u2019s house that lives closer to your job. That may mean talking to your boss BEFORE the storm hits and find out how you should handle it. It may mean leaving yourself twice the amount of time to drive in to work. It may mean trading shifts if possible. Plan ahead. It\u2019s Indiana and not unusual to have bad winter weather.", "labels": 0, "seconds_difference": 480.0, "score_ratio": 1.8571428571, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhpa6j", "c_root_id_B": "gnhl5vt", "created_at_utc_A": 1613355104, "created_at_utc_B": 1613352750, "score_A": 13, "score_B": 5, "human_ref_A": "Plan ahead. That may mean staying at a friend\u2019s house that lives closer to your job. That may mean talking to your boss BEFORE the storm hits and find out how you should handle it. It may mean leaving yourself twice the amount of time to drive in to work. It may mean trading shifts if possible. Plan ahead. It\u2019s Indiana and not unusual to have bad winter weather.", "human_ref_B": "Leave early and get to work.", "labels": 1, "seconds_difference": 2354.0, "score_ratio": 2.6, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhogex", "c_root_id_B": "gnhxvgn", "created_at_utc_A": 1613354624, "created_at_utc_B": 1613359981, "score_A": 7, "score_B": 10, "human_ref_A": "I live in Indiana as well and am bracing for the same storm you are. This is part of life here. Leave early and take your time.  If you truly are that remote I\u2019m not sure why you\u2019d have that sort of job. Good luck though. It\u2019s so cold tonight!", "human_ref_B": "Hi, fellow Hoosier! I would wait and see how bad it actually is. It wouldn\u2019t be the first time that severe weather has been predicted and the actual precipitation was underwhelming. That said, if it is bad, do not be afraid to call off. If your job had to choose between you missing one day due to an abundance of caution versus missing forever because you were in a fatal accident, I would hope they wouldn\u2019t mind your temporary absence. If there is simply a dusting of snow and it\u2019s cold, I would still go. If you are concerned about making it back home, is there a place in town you could potentially crash for a night as a backup plan? Hotel, friend\u2019s house?", "labels": 0, "seconds_difference": 5357.0, "score_ratio": 1.4285714286, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhqxq7", "c_root_id_B": "gnhxvgn", "created_at_utc_A": 1613356035, "created_at_utc_B": 1613359981, "score_A": 6, "score_B": 10, "human_ref_A": "Been there done that. I have called out because I didn\u2019t want to be stuck in work when it got bad because I would be forced to either drive home on terrible roads when I lived in the sticks, or stay at work sometimes for 2-3 days at a time. (I worked in a hotel, so this was easy to do, and management was tolerant of this policy if we got prior approval but weren\u2019t crazy about it if we were getting close to full). Yeah it\u2019s unprofessional, but it\u2019s worse if you get into an accident and have expensive bills to pay, or worse, end up hurt. Choose yourself, work would replace you in a week.  At my work our options are either work from home, or use PTO. Previously we were allowed to call off, but had to use PTO. Your company may make you burn a vacation day, mine did.", "human_ref_B": "Hi, fellow Hoosier! I would wait and see how bad it actually is. It wouldn\u2019t be the first time that severe weather has been predicted and the actual precipitation was underwhelming. That said, if it is bad, do not be afraid to call off. If your job had to choose between you missing one day due to an abundance of caution versus missing forever because you were in a fatal accident, I would hope they wouldn\u2019t mind your temporary absence. If there is simply a dusting of snow and it\u2019s cold, I would still go. If you are concerned about making it back home, is there a place in town you could potentially crash for a night as a backup plan? Hotel, friend\u2019s house?", "labels": 0, "seconds_difference": 3946.0, "score_ratio": 1.6666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhxvgn", "c_root_id_B": "gnhszlx", "created_at_utc_A": 1613359981, "created_at_utc_B": 1613357163, "score_A": 10, "score_B": 7, "human_ref_A": "Hi, fellow Hoosier! I would wait and see how bad it actually is. It wouldn\u2019t be the first time that severe weather has been predicted and the actual precipitation was underwhelming. That said, if it is bad, do not be afraid to call off. If your job had to choose between you missing one day due to an abundance of caution versus missing forever because you were in a fatal accident, I would hope they wouldn\u2019t mind your temporary absence. If there is simply a dusting of snow and it\u2019s cold, I would still go. If you are concerned about making it back home, is there a place in town you could potentially crash for a night as a backup plan? Hotel, friend\u2019s house?", "human_ref_B": "I think it depends on you, your job, and your manager. I personally have made unsafe drives during snow storms, and I will not do it again. I have had managers that expect you to be in no matter what. And I have managers that totally understand.   Many businesses are slower during bad weather, but that really depends on your job.   I personally think that most businesses should close during inclement weather, so that those who have to get in can do so safely (i.e. cops, 9-11 operators).   Also, where i live (Colorado) it is fairly common that no one goes in except texans on bald tires during major storms. that only happens once a year though, if that. You are expected to go in, if it is only a couple of inches. The storm going through the midwest is not a couple of inches though. it is 6-10 inches of snow on top of ice.", "labels": 1, "seconds_difference": 2818.0, "score_ratio": 1.4285714286, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhxvgn", "c_root_id_B": "gnhqjdy", "created_at_utc_A": 1613359981, "created_at_utc_B": 1613355811, "score_A": 10, "score_B": 6, "human_ref_A": "Hi, fellow Hoosier! I would wait and see how bad it actually is. It wouldn\u2019t be the first time that severe weather has been predicted and the actual precipitation was underwhelming. That said, if it is bad, do not be afraid to call off. If your job had to choose between you missing one day due to an abundance of caution versus missing forever because you were in a fatal accident, I would hope they wouldn\u2019t mind your temporary absence. If there is simply a dusting of snow and it\u2019s cold, I would still go. If you are concerned about making it back home, is there a place in town you could potentially crash for a night as a backup plan? Hotel, friend\u2019s house?", "human_ref_B": "If the towns I have to drive through and work in declare emergencies and ask everyone to stay off the road then I would call out. It\u2019s for other people\u2019s safety and I sit at a desk every day pressing a keyboard. I\u2019m not essential and my presence on the roads put others at risk.", "labels": 1, "seconds_difference": 4170.0, "score_ratio": 1.6666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhxvgn", "c_root_id_B": "gnhl5vt", "created_at_utc_A": 1613359981, "created_at_utc_B": 1613352750, "score_A": 10, "score_B": 5, "human_ref_A": "Hi, fellow Hoosier! I would wait and see how bad it actually is. It wouldn\u2019t be the first time that severe weather has been predicted and the actual precipitation was underwhelming. That said, if it is bad, do not be afraid to call off. If your job had to choose between you missing one day due to an abundance of caution versus missing forever because you were in a fatal accident, I would hope they wouldn\u2019t mind your temporary absence. If there is simply a dusting of snow and it\u2019s cold, I would still go. If you are concerned about making it back home, is there a place in town you could potentially crash for a night as a backup plan? Hotel, friend\u2019s house?", "human_ref_B": "Leave early and get to work.", "labels": 1, "seconds_difference": 7231.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhqfwe", "c_root_id_B": "gnhxvgn", "created_at_utc_A": 1613355757, "created_at_utc_B": 1613359981, "score_A": 3, "score_B": 10, "human_ref_A": "While I don\u2019t think anyone should put themselves in danger commuting to work, i think most people could make the commute even in icy/snowy conditions with the proper preparations.   Studded snow tires work great in icy conditions. Even better than 4 wheel drive in my experience.", "human_ref_B": "Hi, fellow Hoosier! I would wait and see how bad it actually is. It wouldn\u2019t be the first time that severe weather has been predicted and the actual precipitation was underwhelming. That said, if it is bad, do not be afraid to call off. If your job had to choose between you missing one day due to an abundance of caution versus missing forever because you were in a fatal accident, I would hope they wouldn\u2019t mind your temporary absence. If there is simply a dusting of snow and it\u2019s cold, I would still go. If you are concerned about making it back home, is there a place in town you could potentially crash for a night as a backup plan? Hotel, friend\u2019s house?", "labels": 0, "seconds_difference": 4224.0, "score_ratio": 3.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhxvgn", "c_root_id_B": "gnhuyna", "created_at_utc_A": 1613359981, "created_at_utc_B": 1613358275, "score_A": 10, "score_B": 4, "human_ref_A": "Hi, fellow Hoosier! I would wait and see how bad it actually is. It wouldn\u2019t be the first time that severe weather has been predicted and the actual precipitation was underwhelming. That said, if it is bad, do not be afraid to call off. If your job had to choose between you missing one day due to an abundance of caution versus missing forever because you were in a fatal accident, I would hope they wouldn\u2019t mind your temporary absence. If there is simply a dusting of snow and it\u2019s cold, I would still go. If you are concerned about making it back home, is there a place in town you could potentially crash for a night as a backup plan? Hotel, friend\u2019s house?", "human_ref_B": "It is reasonable to call off for bad weather for your own safety. It is however unprofessional to not give fair warning so your employer can cover for you if you know bad weather is coming that is likely to make you call off, so make sure if you know the night before you are going to call off, that you reach out as soon as possible to see if they can cover your shift. If you are essential (depending on the definition of essential) and irreplacable - and you don't know ahead - then you should notify that you'll be late and drive in as slowly as needed to be safe, but get yourself there on the day.", "labels": 1, "seconds_difference": 1706.0, "score_ratio": 2.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhrz3w", "c_root_id_B": "gnhxvgn", "created_at_utc_A": 1613356603, "created_at_utc_B": 1613359981, "score_A": 3, "score_B": 10, "human_ref_A": "Ask you company what their policy is about bad weather and calling out, that's whose opinion matters here.", "human_ref_B": "Hi, fellow Hoosier! I would wait and see how bad it actually is. It wouldn\u2019t be the first time that severe weather has been predicted and the actual precipitation was underwhelming. That said, if it is bad, do not be afraid to call off. If your job had to choose between you missing one day due to an abundance of caution versus missing forever because you were in a fatal accident, I would hope they wouldn\u2019t mind your temporary absence. If there is simply a dusting of snow and it\u2019s cold, I would still go. If you are concerned about making it back home, is there a place in town you could potentially crash for a night as a backup plan? Hotel, friend\u2019s house?", "labels": 0, "seconds_difference": 3378.0, "score_ratio": 3.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhtbe0", "c_root_id_B": "gnhxvgn", "created_at_utc_A": 1613357344, "created_at_utc_B": 1613359981, "score_A": 2, "score_B": 10, "human_ref_A": "I live in the middle of nowhere Kentucky. Last Thursday, after a night of ice and freezing rain, I left early for work. Then I texted my sister (who lives on the same road as I do) about the road conditions and she left early for work. (We work for the same company, different departments) then a guy who also lives on our road but lives closer to the end and doesn\u2019t have any hills called in because his \u201croad was impassable\u201d.   I think it boils down to planning ahead, leaving yourself extra time to get to work and driving super carefully.", "human_ref_B": "Hi, fellow Hoosier! I would wait and see how bad it actually is. It wouldn\u2019t be the first time that severe weather has been predicted and the actual precipitation was underwhelming. That said, if it is bad, do not be afraid to call off. If your job had to choose between you missing one day due to an abundance of caution versus missing forever because you were in a fatal accident, I would hope they wouldn\u2019t mind your temporary absence. If there is simply a dusting of snow and it\u2019s cold, I would still go. If you are concerned about making it back home, is there a place in town you could potentially crash for a night as a backup plan? Hotel, friend\u2019s house?", "labels": 0, "seconds_difference": 2637.0, "score_ratio": 5.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhqbar", "c_root_id_B": "gnhxvgn", "created_at_utc_A": 1613355686, "created_at_utc_B": 1613359981, "score_A": 1, "score_B": 10, "human_ref_A": "Fuck no", "human_ref_B": "Hi, fellow Hoosier! I would wait and see how bad it actually is. It wouldn\u2019t be the first time that severe weather has been predicted and the actual precipitation was underwhelming. That said, if it is bad, do not be afraid to call off. If your job had to choose between you missing one day due to an abundance of caution versus missing forever because you were in a fatal accident, I would hope they wouldn\u2019t mind your temporary absence. If there is simply a dusting of snow and it\u2019s cold, I would still go. If you are concerned about making it back home, is there a place in town you could potentially crash for a night as a backup plan? Hotel, friend\u2019s house?", "labels": 0, "seconds_difference": 4295.0, "score_ratio": 10.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhxvgn", "c_root_id_B": "gnhstyj", "created_at_utc_A": 1613359981, "created_at_utc_B": 1613357076, "score_A": 10, "score_B": 1, "human_ref_A": "Hi, fellow Hoosier! I would wait and see how bad it actually is. It wouldn\u2019t be the first time that severe weather has been predicted and the actual precipitation was underwhelming. That said, if it is bad, do not be afraid to call off. If your job had to choose between you missing one day due to an abundance of caution versus missing forever because you were in a fatal accident, I would hope they wouldn\u2019t mind your temporary absence. If there is simply a dusting of snow and it\u2019s cold, I would still go. If you are concerned about making it back home, is there a place in town you could potentially crash for a night as a backup plan? Hotel, friend\u2019s house?", "human_ref_B": "Nurses get hotel rooms closer to work if there\u2019s a really really bad storm expected. If you\u2019re essential, you\u2019re expected to be at work. Leave plenty of time to get to work. When I worked in the hospital I gave myself an extra 45 min in the mornings. Usually plows are out and highways are ok (in ct)", "labels": 1, "seconds_difference": 2905.0, "score_ratio": 10.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhl5vt", "c_root_id_B": "gnhogex", "created_at_utc_A": 1613352750, "created_at_utc_B": 1613354624, "score_A": 5, "score_B": 7, "human_ref_A": "Leave early and get to work.", "human_ref_B": "I live in Indiana as well and am bracing for the same storm you are. This is part of life here. Leave early and take your time.  If you truly are that remote I\u2019m not sure why you\u2019d have that sort of job. Good luck though. It\u2019s so cold tonight!", "labels": 0, "seconds_difference": 1874.0, "score_ratio": 1.4, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhqxq7", "c_root_id_B": "gnhszlx", "created_at_utc_A": 1613356035, "created_at_utc_B": 1613357163, "score_A": 6, "score_B": 7, "human_ref_A": "Been there done that. I have called out because I didn\u2019t want to be stuck in work when it got bad because I would be forced to either drive home on terrible roads when I lived in the sticks, or stay at work sometimes for 2-3 days at a time. (I worked in a hotel, so this was easy to do, and management was tolerant of this policy if we got prior approval but weren\u2019t crazy about it if we were getting close to full). Yeah it\u2019s unprofessional, but it\u2019s worse if you get into an accident and have expensive bills to pay, or worse, end up hurt. Choose yourself, work would replace you in a week.  At my work our options are either work from home, or use PTO. Previously we were allowed to call off, but had to use PTO. Your company may make you burn a vacation day, mine did.", "human_ref_B": "I think it depends on you, your job, and your manager. I personally have made unsafe drives during snow storms, and I will not do it again. I have had managers that expect you to be in no matter what. And I have managers that totally understand.   Many businesses are slower during bad weather, but that really depends on your job.   I personally think that most businesses should close during inclement weather, so that those who have to get in can do so safely (i.e. cops, 9-11 operators).   Also, where i live (Colorado) it is fairly common that no one goes in except texans on bald tires during major storms. that only happens once a year though, if that. You are expected to go in, if it is only a couple of inches. The storm going through the midwest is not a couple of inches though. it is 6-10 inches of snow on top of ice.", "labels": 0, "seconds_difference": 1128.0, "score_ratio": 1.1666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhl5vt", "c_root_id_B": "gnhqxq7", "created_at_utc_A": 1613352750, "created_at_utc_B": 1613356035, "score_A": 5, "score_B": 6, "human_ref_A": "Leave early and get to work.", "human_ref_B": "Been there done that. I have called out because I didn\u2019t want to be stuck in work when it got bad because I would be forced to either drive home on terrible roads when I lived in the sticks, or stay at work sometimes for 2-3 days at a time. (I worked in a hotel, so this was easy to do, and management was tolerant of this policy if we got prior approval but weren\u2019t crazy about it if we were getting close to full). Yeah it\u2019s unprofessional, but it\u2019s worse if you get into an accident and have expensive bills to pay, or worse, end up hurt. Choose yourself, work would replace you in a week.  At my work our options are either work from home, or use PTO. Previously we were allowed to call off, but had to use PTO. Your company may make you burn a vacation day, mine did.", "labels": 0, "seconds_difference": 3285.0, "score_ratio": 1.2, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhqxq7", "c_root_id_B": "gnhqfwe", "created_at_utc_A": 1613356035, "created_at_utc_B": 1613355757, "score_A": 6, "score_B": 3, "human_ref_A": "Been there done that. I have called out because I didn\u2019t want to be stuck in work when it got bad because I would be forced to either drive home on terrible roads when I lived in the sticks, or stay at work sometimes for 2-3 days at a time. (I worked in a hotel, so this was easy to do, and management was tolerant of this policy if we got prior approval but weren\u2019t crazy about it if we were getting close to full). Yeah it\u2019s unprofessional, but it\u2019s worse if you get into an accident and have expensive bills to pay, or worse, end up hurt. Choose yourself, work would replace you in a week.  At my work our options are either work from home, or use PTO. Previously we were allowed to call off, but had to use PTO. Your company may make you burn a vacation day, mine did.", "human_ref_B": "While I don\u2019t think anyone should put themselves in danger commuting to work, i think most people could make the commute even in icy/snowy conditions with the proper preparations.   Studded snow tires work great in icy conditions. Even better than 4 wheel drive in my experience.", "labels": 1, "seconds_difference": 278.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhqbar", "c_root_id_B": "gnhqxq7", "created_at_utc_A": 1613355686, "created_at_utc_B": 1613356035, "score_A": 1, "score_B": 6, "human_ref_A": "Fuck no", "human_ref_B": "Been there done that. I have called out because I didn\u2019t want to be stuck in work when it got bad because I would be forced to either drive home on terrible roads when I lived in the sticks, or stay at work sometimes for 2-3 days at a time. (I worked in a hotel, so this was easy to do, and management was tolerant of this policy if we got prior approval but weren\u2019t crazy about it if we were getting close to full). Yeah it\u2019s unprofessional, but it\u2019s worse if you get into an accident and have expensive bills to pay, or worse, end up hurt. Choose yourself, work would replace you in a week.  At my work our options are either work from home, or use PTO. Previously we were allowed to call off, but had to use PTO. Your company may make you burn a vacation day, mine did.", "labels": 0, "seconds_difference": 349.0, "score_ratio": 6.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhszlx", "c_root_id_B": "gnhqjdy", "created_at_utc_A": 1613357163, "created_at_utc_B": 1613355811, "score_A": 7, "score_B": 6, "human_ref_A": "I think it depends on you, your job, and your manager. I personally have made unsafe drives during snow storms, and I will not do it again. I have had managers that expect you to be in no matter what. And I have managers that totally understand.   Many businesses are slower during bad weather, but that really depends on your job.   I personally think that most businesses should close during inclement weather, so that those who have to get in can do so safely (i.e. cops, 9-11 operators).   Also, where i live (Colorado) it is fairly common that no one goes in except texans on bald tires during major storms. that only happens once a year though, if that. You are expected to go in, if it is only a couple of inches. The storm going through the midwest is not a couple of inches though. it is 6-10 inches of snow on top of ice.", "human_ref_B": "If the towns I have to drive through and work in declare emergencies and ask everyone to stay off the road then I would call out. It\u2019s for other people\u2019s safety and I sit at a desk every day pressing a keyboard. I\u2019m not essential and my presence on the roads put others at risk.", "labels": 1, "seconds_difference": 1352.0, "score_ratio": 1.1666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhl5vt", "c_root_id_B": "gnhszlx", "created_at_utc_A": 1613352750, "created_at_utc_B": 1613357163, "score_A": 5, "score_B": 7, "human_ref_A": "Leave early and get to work.", "human_ref_B": "I think it depends on you, your job, and your manager. I personally have made unsafe drives during snow storms, and I will not do it again. I have had managers that expect you to be in no matter what. And I have managers that totally understand.   Many businesses are slower during bad weather, but that really depends on your job.   I personally think that most businesses should close during inclement weather, so that those who have to get in can do so safely (i.e. cops, 9-11 operators).   Also, where i live (Colorado) it is fairly common that no one goes in except texans on bald tires during major storms. that only happens once a year though, if that. You are expected to go in, if it is only a couple of inches. The storm going through the midwest is not a couple of inches though. it is 6-10 inches of snow on top of ice.", "labels": 0, "seconds_difference": 4413.0, "score_ratio": 1.4, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhqfwe", "c_root_id_B": "gnhszlx", "created_at_utc_A": 1613355757, "created_at_utc_B": 1613357163, "score_A": 3, "score_B": 7, "human_ref_A": "While I don\u2019t think anyone should put themselves in danger commuting to work, i think most people could make the commute even in icy/snowy conditions with the proper preparations.   Studded snow tires work great in icy conditions. Even better than 4 wheel drive in my experience.", "human_ref_B": "I think it depends on you, your job, and your manager. I personally have made unsafe drives during snow storms, and I will not do it again. I have had managers that expect you to be in no matter what. And I have managers that totally understand.   Many businesses are slower during bad weather, but that really depends on your job.   I personally think that most businesses should close during inclement weather, so that those who have to get in can do so safely (i.e. cops, 9-11 operators).   Also, where i live (Colorado) it is fairly common that no one goes in except texans on bald tires during major storms. that only happens once a year though, if that. You are expected to go in, if it is only a couple of inches. The storm going through the midwest is not a couple of inches though. it is 6-10 inches of snow on top of ice.", "labels": 0, "seconds_difference": 1406.0, "score_ratio": 2.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhszlx", "c_root_id_B": "gnhrz3w", "created_at_utc_A": 1613357163, "created_at_utc_B": 1613356603, "score_A": 7, "score_B": 3, "human_ref_A": "I think it depends on you, your job, and your manager. I personally have made unsafe drives during snow storms, and I will not do it again. I have had managers that expect you to be in no matter what. And I have managers that totally understand.   Many businesses are slower during bad weather, but that really depends on your job.   I personally think that most businesses should close during inclement weather, so that those who have to get in can do so safely (i.e. cops, 9-11 operators).   Also, where i live (Colorado) it is fairly common that no one goes in except texans on bald tires during major storms. that only happens once a year though, if that. You are expected to go in, if it is only a couple of inches. The storm going through the midwest is not a couple of inches though. it is 6-10 inches of snow on top of ice.", "human_ref_B": "Ask you company what their policy is about bad weather and calling out, that's whose opinion matters here.", "labels": 1, "seconds_difference": 560.0, "score_ratio": 2.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhszlx", "c_root_id_B": "gnhqbar", "created_at_utc_A": 1613357163, "created_at_utc_B": 1613355686, "score_A": 7, "score_B": 1, "human_ref_A": "I think it depends on you, your job, and your manager. I personally have made unsafe drives during snow storms, and I will not do it again. I have had managers that expect you to be in no matter what. And I have managers that totally understand.   Many businesses are slower during bad weather, but that really depends on your job.   I personally think that most businesses should close during inclement weather, so that those who have to get in can do so safely (i.e. cops, 9-11 operators).   Also, where i live (Colorado) it is fairly common that no one goes in except texans on bald tires during major storms. that only happens once a year though, if that. You are expected to go in, if it is only a couple of inches. The storm going through the midwest is not a couple of inches though. it is 6-10 inches of snow on top of ice.", "human_ref_B": "Fuck no", "labels": 1, "seconds_difference": 1477.0, "score_ratio": 7.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhszlx", "c_root_id_B": "gnhstyj", "created_at_utc_A": 1613357163, "created_at_utc_B": 1613357076, "score_A": 7, "score_B": 1, "human_ref_A": "I think it depends on you, your job, and your manager. I personally have made unsafe drives during snow storms, and I will not do it again. I have had managers that expect you to be in no matter what. And I have managers that totally understand.   Many businesses are slower during bad weather, but that really depends on your job.   I personally think that most businesses should close during inclement weather, so that those who have to get in can do so safely (i.e. cops, 9-11 operators).   Also, where i live (Colorado) it is fairly common that no one goes in except texans on bald tires during major storms. that only happens once a year though, if that. You are expected to go in, if it is only a couple of inches. The storm going through the midwest is not a couple of inches though. it is 6-10 inches of snow on top of ice.", "human_ref_B": "Nurses get hotel rooms closer to work if there\u2019s a really really bad storm expected. If you\u2019re essential, you\u2019re expected to be at work. Leave plenty of time to get to work. When I worked in the hospital I gave myself an extra 45 min in the mornings. Usually plows are out and highways are ok (in ct)", "labels": 1, "seconds_difference": 87.0, "score_ratio": 7.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhl5vt", "c_root_id_B": "gnhqjdy", "created_at_utc_A": 1613352750, "created_at_utc_B": 1613355811, "score_A": 5, "score_B": 6, "human_ref_A": "Leave early and get to work.", "human_ref_B": "If the towns I have to drive through and work in declare emergencies and ask everyone to stay off the road then I would call out. It\u2019s for other people\u2019s safety and I sit at a desk every day pressing a keyboard. I\u2019m not essential and my presence on the roads put others at risk.", "labels": 0, "seconds_difference": 3061.0, "score_ratio": 1.2, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhqfwe", "c_root_id_B": "gnhqjdy", "created_at_utc_A": 1613355757, "created_at_utc_B": 1613355811, "score_A": 3, "score_B": 6, "human_ref_A": "While I don\u2019t think anyone should put themselves in danger commuting to work, i think most people could make the commute even in icy/snowy conditions with the proper preparations.   Studded snow tires work great in icy conditions. Even better than 4 wheel drive in my experience.", "human_ref_B": "If the towns I have to drive through and work in declare emergencies and ask everyone to stay off the road then I would call out. It\u2019s for other people\u2019s safety and I sit at a desk every day pressing a keyboard. I\u2019m not essential and my presence on the roads put others at risk.", "labels": 0, "seconds_difference": 54.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhqbar", "c_root_id_B": "gnhqjdy", "created_at_utc_A": 1613355686, "created_at_utc_B": 1613355811, "score_A": 1, "score_B": 6, "human_ref_A": "Fuck no", "human_ref_B": "If the towns I have to drive through and work in declare emergencies and ask everyone to stay off the road then I would call out. It\u2019s for other people\u2019s safety and I sit at a desk every day pressing a keyboard. I\u2019m not essential and my presence on the roads put others at risk.", "labels": 0, "seconds_difference": 125.0, "score_ratio": 6.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhqfwe", "c_root_id_B": "gni1ioc", "created_at_utc_A": 1613355757, "created_at_utc_B": 1613362179, "score_A": 3, "score_B": 5, "human_ref_A": "While I don\u2019t think anyone should put themselves in danger commuting to work, i think most people could make the commute even in icy/snowy conditions with the proper preparations.   Studded snow tires work great in icy conditions. Even better than 4 wheel drive in my experience.", "human_ref_B": "This sub is called \u201caskHR\u201d so I think you\u2019re looking for an HR type answer. Not my personal opinion of what you should or shouldn\u2019t do.   HR answer - calling out for weather is not necessarily \u201cexcusable\u201d. If others can make it in, you should be able to too. Inclement weather is not a reason an absence would be protected, like your own illness that could be covered by ADA or FMLA.   That said, calling out once or twice for bad weather or road conditions shouldn\u2019t get your fired. That is, if you\u2019re not also calling out for a ton of other reasons.", "labels": 0, "seconds_difference": 6422.0, "score_ratio": 1.6666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhuyna", "c_root_id_B": "gni1ioc", "created_at_utc_A": 1613358275, "created_at_utc_B": 1613362179, "score_A": 4, "score_B": 5, "human_ref_A": "It is reasonable to call off for bad weather for your own safety. It is however unprofessional to not give fair warning so your employer can cover for you if you know bad weather is coming that is likely to make you call off, so make sure if you know the night before you are going to call off, that you reach out as soon as possible to see if they can cover your shift. If you are essential (depending on the definition of essential) and irreplacable - and you don't know ahead - then you should notify that you'll be late and drive in as slowly as needed to be safe, but get yourself there on the day.", "human_ref_B": "This sub is called \u201caskHR\u201d so I think you\u2019re looking for an HR type answer. Not my personal opinion of what you should or shouldn\u2019t do.   HR answer - calling out for weather is not necessarily \u201cexcusable\u201d. If others can make it in, you should be able to too. Inclement weather is not a reason an absence would be protected, like your own illness that could be covered by ADA or FMLA.   That said, calling out once or twice for bad weather or road conditions shouldn\u2019t get your fired. That is, if you\u2019re not also calling out for a ton of other reasons.", "labels": 0, "seconds_difference": 3904.0, "score_ratio": 1.25, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhrz3w", "c_root_id_B": "gni1ioc", "created_at_utc_A": 1613356603, "created_at_utc_B": 1613362179, "score_A": 3, "score_B": 5, "human_ref_A": "Ask you company what their policy is about bad weather and calling out, that's whose opinion matters here.", "human_ref_B": "This sub is called \u201caskHR\u201d so I think you\u2019re looking for an HR type answer. Not my personal opinion of what you should or shouldn\u2019t do.   HR answer - calling out for weather is not necessarily \u201cexcusable\u201d. If others can make it in, you should be able to too. Inclement weather is not a reason an absence would be protected, like your own illness that could be covered by ADA or FMLA.   That said, calling out once or twice for bad weather or road conditions shouldn\u2019t get your fired. That is, if you\u2019re not also calling out for a ton of other reasons.", "labels": 0, "seconds_difference": 5576.0, "score_ratio": 1.6666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gni1ioc", "c_root_id_B": "gnhtbe0", "created_at_utc_A": 1613362179, "created_at_utc_B": 1613357344, "score_A": 5, "score_B": 2, "human_ref_A": "This sub is called \u201caskHR\u201d so I think you\u2019re looking for an HR type answer. Not my personal opinion of what you should or shouldn\u2019t do.   HR answer - calling out for weather is not necessarily \u201cexcusable\u201d. If others can make it in, you should be able to too. Inclement weather is not a reason an absence would be protected, like your own illness that could be covered by ADA or FMLA.   That said, calling out once or twice for bad weather or road conditions shouldn\u2019t get your fired. That is, if you\u2019re not also calling out for a ton of other reasons.", "human_ref_B": "I live in the middle of nowhere Kentucky. Last Thursday, after a night of ice and freezing rain, I left early for work. Then I texted my sister (who lives on the same road as I do) about the road conditions and she left early for work. (We work for the same company, different departments) then a guy who also lives on our road but lives closer to the end and doesn\u2019t have any hills called in because his \u201croad was impassable\u201d.   I think it boils down to planning ahead, leaving yourself extra time to get to work and driving super carefully.", "labels": 1, "seconds_difference": 4835.0, "score_ratio": 2.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gni1ioc", "c_root_id_B": "gnhqbar", "created_at_utc_A": 1613362179, "created_at_utc_B": 1613355686, "score_A": 5, "score_B": 1, "human_ref_A": "This sub is called \u201caskHR\u201d so I think you\u2019re looking for an HR type answer. Not my personal opinion of what you should or shouldn\u2019t do.   HR answer - calling out for weather is not necessarily \u201cexcusable\u201d. If others can make it in, you should be able to too. Inclement weather is not a reason an absence would be protected, like your own illness that could be covered by ADA or FMLA.   That said, calling out once or twice for bad weather or road conditions shouldn\u2019t get your fired. That is, if you\u2019re not also calling out for a ton of other reasons.", "human_ref_B": "Fuck no", "labels": 1, "seconds_difference": 6493.0, "score_ratio": 5.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gni1ioc", "c_root_id_B": "gnhstyj", "created_at_utc_A": 1613362179, "created_at_utc_B": 1613357076, "score_A": 5, "score_B": 1, "human_ref_A": "This sub is called \u201caskHR\u201d so I think you\u2019re looking for an HR type answer. Not my personal opinion of what you should or shouldn\u2019t do.   HR answer - calling out for weather is not necessarily \u201cexcusable\u201d. If others can make it in, you should be able to too. Inclement weather is not a reason an absence would be protected, like your own illness that could be covered by ADA or FMLA.   That said, calling out once or twice for bad weather or road conditions shouldn\u2019t get your fired. That is, if you\u2019re not also calling out for a ton of other reasons.", "human_ref_B": "Nurses get hotel rooms closer to work if there\u2019s a really really bad storm expected. If you\u2019re essential, you\u2019re expected to be at work. Leave plenty of time to get to work. When I worked in the hospital I gave myself an extra 45 min in the mornings. Usually plows are out and highways are ok (in ct)", "labels": 1, "seconds_difference": 5103.0, "score_ratio": 5.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhuyna", "c_root_id_B": "gnhqfwe", "created_at_utc_A": 1613358275, "created_at_utc_B": 1613355757, "score_A": 4, "score_B": 3, "human_ref_A": "It is reasonable to call off for bad weather for your own safety. It is however unprofessional to not give fair warning so your employer can cover for you if you know bad weather is coming that is likely to make you call off, so make sure if you know the night before you are going to call off, that you reach out as soon as possible to see if they can cover your shift. If you are essential (depending on the definition of essential) and irreplacable - and you don't know ahead - then you should notify that you'll be late and drive in as slowly as needed to be safe, but get yourself there on the day.", "human_ref_B": "While I don\u2019t think anyone should put themselves in danger commuting to work, i think most people could make the commute even in icy/snowy conditions with the proper preparations.   Studded snow tires work great in icy conditions. Even better than 4 wheel drive in my experience.", "labels": 1, "seconds_difference": 2518.0, "score_ratio": 1.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhqbar", "c_root_id_B": "gnhqfwe", "created_at_utc_A": 1613355686, "created_at_utc_B": 1613355757, "score_A": 1, "score_B": 3, "human_ref_A": "Fuck no", "human_ref_B": "While I don\u2019t think anyone should put themselves in danger commuting to work, i think most people could make the commute even in icy/snowy conditions with the proper preparations.   Studded snow tires work great in icy conditions. Even better than 4 wheel drive in my experience.", "labels": 0, "seconds_difference": 71.0, "score_ratio": 3.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhuyna", "c_root_id_B": "gnhrz3w", "created_at_utc_A": 1613358275, "created_at_utc_B": 1613356603, "score_A": 4, "score_B": 3, "human_ref_A": "It is reasonable to call off for bad weather for your own safety. It is however unprofessional to not give fair warning so your employer can cover for you if you know bad weather is coming that is likely to make you call off, so make sure if you know the night before you are going to call off, that you reach out as soon as possible to see if they can cover your shift. If you are essential (depending on the definition of essential) and irreplacable - and you don't know ahead - then you should notify that you'll be late and drive in as slowly as needed to be safe, but get yourself there on the day.", "human_ref_B": "Ask you company what their policy is about bad weather and calling out, that's whose opinion matters here.", "labels": 1, "seconds_difference": 1672.0, "score_ratio": 1.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhtbe0", "c_root_id_B": "gnhuyna", "created_at_utc_A": 1613357344, "created_at_utc_B": 1613358275, "score_A": 2, "score_B": 4, "human_ref_A": "I live in the middle of nowhere Kentucky. Last Thursday, after a night of ice and freezing rain, I left early for work. Then I texted my sister (who lives on the same road as I do) about the road conditions and she left early for work. (We work for the same company, different departments) then a guy who also lives on our road but lives closer to the end and doesn\u2019t have any hills called in because his \u201croad was impassable\u201d.   I think it boils down to planning ahead, leaving yourself extra time to get to work and driving super carefully.", "human_ref_B": "It is reasonable to call off for bad weather for your own safety. It is however unprofessional to not give fair warning so your employer can cover for you if you know bad weather is coming that is likely to make you call off, so make sure if you know the night before you are going to call off, that you reach out as soon as possible to see if they can cover your shift. If you are essential (depending on the definition of essential) and irreplacable - and you don't know ahead - then you should notify that you'll be late and drive in as slowly as needed to be safe, but get yourself there on the day.", "labels": 0, "seconds_difference": 931.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhuyna", "c_root_id_B": "gnhqbar", "created_at_utc_A": 1613358275, "created_at_utc_B": 1613355686, "score_A": 4, "score_B": 1, "human_ref_A": "It is reasonable to call off for bad weather for your own safety. It is however unprofessional to not give fair warning so your employer can cover for you if you know bad weather is coming that is likely to make you call off, so make sure if you know the night before you are going to call off, that you reach out as soon as possible to see if they can cover your shift. If you are essential (depending on the definition of essential) and irreplacable - and you don't know ahead - then you should notify that you'll be late and drive in as slowly as needed to be safe, but get yourself there on the day.", "human_ref_B": "Fuck no", "labels": 1, "seconds_difference": 2589.0, "score_ratio": 4.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhstyj", "c_root_id_B": "gnhuyna", "created_at_utc_A": 1613357076, "created_at_utc_B": 1613358275, "score_A": 1, "score_B": 4, "human_ref_A": "Nurses get hotel rooms closer to work if there\u2019s a really really bad storm expected. If you\u2019re essential, you\u2019re expected to be at work. Leave plenty of time to get to work. When I worked in the hospital I gave myself an extra 45 min in the mornings. Usually plows are out and highways are ok (in ct)", "human_ref_B": "It is reasonable to call off for bad weather for your own safety. It is however unprofessional to not give fair warning so your employer can cover for you if you know bad weather is coming that is likely to make you call off, so make sure if you know the night before you are going to call off, that you reach out as soon as possible to see if they can cover your shift. If you are essential (depending on the definition of essential) and irreplacable - and you don't know ahead - then you should notify that you'll be late and drive in as slowly as needed to be safe, but get yourself there on the day.", "labels": 0, "seconds_difference": 1199.0, "score_ratio": 4.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhtbe0", "c_root_id_B": "gni56of", "created_at_utc_A": 1613357344, "created_at_utc_B": 1613364459, "score_A": 2, "score_B": 3, "human_ref_A": "I live in the middle of nowhere Kentucky. Last Thursday, after a night of ice and freezing rain, I left early for work. Then I texted my sister (who lives on the same road as I do) about the road conditions and she left early for work. (We work for the same company, different departments) then a guy who also lives on our road but lives closer to the end and doesn\u2019t have any hills called in because his \u201croad was impassable\u201d.   I think it boils down to planning ahead, leaving yourself extra time to get to work and driving super carefully.", "human_ref_B": "If your position is legitimately essential, then your employer should make assurances that your ability to be present at work is assured. Storm coming up? They can pay for a hotel nearby and childcare, as well as pay you accordingly.", "labels": 0, "seconds_difference": 7115.0, "score_ratio": 1.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gni2oun", "c_root_id_B": "gni56of", "created_at_utc_A": 1613362894, "created_at_utc_B": 1613364459, "score_A": 2, "score_B": 3, "human_ref_A": "Tell them it's too cold and your car won't start", "human_ref_B": "If your position is legitimately essential, then your employer should make assurances that your ability to be present at work is assured. Storm coming up? They can pay for a hotel nearby and childcare, as well as pay you accordingly.", "labels": 0, "seconds_difference": 1565.0, "score_ratio": 1.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gni56of", "c_root_id_B": "gnhqbar", "created_at_utc_A": 1613364459, "created_at_utc_B": 1613355686, "score_A": 3, "score_B": 1, "human_ref_A": "If your position is legitimately essential, then your employer should make assurances that your ability to be present at work is assured. Storm coming up? They can pay for a hotel nearby and childcare, as well as pay you accordingly.", "human_ref_B": "Fuck no", "labels": 1, "seconds_difference": 8773.0, "score_ratio": 3.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gni56of", "c_root_id_B": "gnhstyj", "created_at_utc_A": 1613364459, "created_at_utc_B": 1613357076, "score_A": 3, "score_B": 1, "human_ref_A": "If your position is legitimately essential, then your employer should make assurances that your ability to be present at work is assured. Storm coming up? They can pay for a hotel nearby and childcare, as well as pay you accordingly.", "human_ref_B": "Nurses get hotel rooms closer to work if there\u2019s a really really bad storm expected. If you\u2019re essential, you\u2019re expected to be at work. Leave plenty of time to get to work. When I worked in the hospital I gave myself an extra 45 min in the mornings. Usually plows are out and highways are ok (in ct)", "labels": 1, "seconds_difference": 7383.0, "score_ratio": 3.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhqbar", "c_root_id_B": "gnhrz3w", "created_at_utc_A": 1613355686, "created_at_utc_B": 1613356603, "score_A": 1, "score_B": 3, "human_ref_A": "Fuck no", "human_ref_B": "Ask you company what their policy is about bad weather and calling out, that's whose opinion matters here.", "labels": 0, "seconds_difference": 917.0, "score_ratio": 3.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhqbar", "c_root_id_B": "gnhtbe0", "created_at_utc_A": 1613355686, "created_at_utc_B": 1613357344, "score_A": 1, "score_B": 2, "human_ref_A": "Fuck no", "human_ref_B": "I live in the middle of nowhere Kentucky. Last Thursday, after a night of ice and freezing rain, I left early for work. Then I texted my sister (who lives on the same road as I do) about the road conditions and she left early for work. (We work for the same company, different departments) then a guy who also lives on our road but lives closer to the end and doesn\u2019t have any hills called in because his \u201croad was impassable\u201d.   I think it boils down to planning ahead, leaving yourself extra time to get to work and driving super carefully.", "labels": 0, "seconds_difference": 1658.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhstyj", "c_root_id_B": "gnhtbe0", "created_at_utc_A": 1613357076, "created_at_utc_B": 1613357344, "score_A": 1, "score_B": 2, "human_ref_A": "Nurses get hotel rooms closer to work if there\u2019s a really really bad storm expected. If you\u2019re essential, you\u2019re expected to be at work. Leave plenty of time to get to work. When I worked in the hospital I gave myself an extra 45 min in the mornings. Usually plows are out and highways are ok (in ct)", "human_ref_B": "I live in the middle of nowhere Kentucky. Last Thursday, after a night of ice and freezing rain, I left early for work. Then I texted my sister (who lives on the same road as I do) about the road conditions and she left early for work. (We work for the same company, different departments) then a guy who also lives on our road but lives closer to the end and doesn\u2019t have any hills called in because his \u201croad was impassable\u201d.   I think it boils down to planning ahead, leaving yourself extra time to get to work and driving super carefully.", "labels": 0, "seconds_difference": 268.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhqbar", "c_root_id_B": "gni2oun", "created_at_utc_A": 1613355686, "created_at_utc_B": 1613362894, "score_A": 1, "score_B": 2, "human_ref_A": "Fuck no", "human_ref_B": "Tell them it's too cold and your car won't start", "labels": 0, "seconds_difference": 7208.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhstyj", "c_root_id_B": "gni2oun", "created_at_utc_A": 1613357076, "created_at_utc_B": 1613362894, "score_A": 1, "score_B": 2, "human_ref_A": "Nurses get hotel rooms closer to work if there\u2019s a really really bad storm expected. If you\u2019re essential, you\u2019re expected to be at work. Leave plenty of time to get to work. When I worked in the hospital I gave myself an extra 45 min in the mornings. Usually plows are out and highways are ok (in ct)", "human_ref_B": "Tell them it's too cold and your car won't start", "labels": 0, "seconds_difference": 5818.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnik9rm", "c_root_id_B": "gnhqbar", "created_at_utc_A": 1613375914, "created_at_utc_B": 1613355686, "score_A": 2, "score_B": 1, "human_ref_A": "If the storm is bad enough, your county might demand the roads be closed, in which case it\u2019s out of your hands.   If you can go into work early to avoid the worst of it, that might be the way to do it. You might be stuck at work, but if it\u2019s an essential job you might be working over anyway.", "human_ref_B": "Fuck no", "labels": 1, "seconds_difference": 20228.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnik9rm", "c_root_id_B": "gnhstyj", "created_at_utc_A": 1613375914, "created_at_utc_B": 1613357076, "score_A": 2, "score_B": 1, "human_ref_A": "If the storm is bad enough, your county might demand the roads be closed, in which case it\u2019s out of your hands.   If you can go into work early to avoid the worst of it, that might be the way to do it. You might be stuck at work, but if it\u2019s an essential job you might be working over anyway.", "human_ref_B": "Nurses get hotel rooms closer to work if there\u2019s a really really bad storm expected. If you\u2019re essential, you\u2019re expected to be at work. Leave plenty of time to get to work. When I worked in the hospital I gave myself an extra 45 min in the mornings. Usually plows are out and highways are ok (in ct)", "labels": 1, "seconds_difference": 18838.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gni9gpw", "c_root_id_B": "gnik9rm", "created_at_utc_A": 1613367298, "created_at_utc_B": 1613375914, "score_A": 1, "score_B": 2, "human_ref_A": "According to Maslow's hierarchy of needs, if your safety needs aren't met, you wouldn't care your belonging, esteem, or self-actualization needs. It isn't wrong or unprofessional to feel like the way you did. But it is important to communicate this to your direct superior, and ask him/her for advice to prevent miscommunication. Ask in a manner that you are seeking for his or her advice, and you are genuinely concerned over safety reasons.", "human_ref_B": "If the storm is bad enough, your county might demand the roads be closed, in which case it\u2019s out of your hands.   If you can go into work early to avoid the worst of it, that might be the way to do it. You might be stuck at work, but if it\u2019s an essential job you might be working over anyway.", "labels": 0, "seconds_difference": 8616.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhqbar", "c_root_id_B": "gnj3ibv", "created_at_utc_A": 1613355686, "created_at_utc_B": 1613393648, "score_A": 1, "score_B": 2, "human_ref_A": "Fuck no", "human_ref_B": "There was a recent snowpocolypse in Chicago maybe 5 yrs ago.  We all knew it was coming. We all knew the timing was such that it would hit mid day through rush hour.  The storm closed down a major North-South road and stranded people in their cars for hours. It buried cars, trucks, fire engines etc.  so much snow fell that people began to abandon their vehicles and collectively sought to help others out of the feet-deep Thunder!Snow! .  People had to overnight wherever they could find shelter. Their cars remained buried on that road for a few days and then randomly impounded in lots all over the City for MONTHS until cars & owners could be matched.  Their employers should have called either a half-day or a full snow day. Chicagoians are used to winter. The conditions were extraordinary even for the hardiest of northerners.  My 2cents is if your employer isn\u2019t going to call it, take. PTO or sick day.  Your welfare and safety is not worth the risk.", "labels": 0, "seconds_difference": 37962.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhstyj", "c_root_id_B": "gnj3ibv", "created_at_utc_A": 1613357076, "created_at_utc_B": 1613393648, "score_A": 1, "score_B": 2, "human_ref_A": "Nurses get hotel rooms closer to work if there\u2019s a really really bad storm expected. If you\u2019re essential, you\u2019re expected to be at work. Leave plenty of time to get to work. When I worked in the hospital I gave myself an extra 45 min in the mornings. Usually plows are out and highways are ok (in ct)", "human_ref_B": "There was a recent snowpocolypse in Chicago maybe 5 yrs ago.  We all knew it was coming. We all knew the timing was such that it would hit mid day through rush hour.  The storm closed down a major North-South road and stranded people in their cars for hours. It buried cars, trucks, fire engines etc.  so much snow fell that people began to abandon their vehicles and collectively sought to help others out of the feet-deep Thunder!Snow! .  People had to overnight wherever they could find shelter. Their cars remained buried on that road for a few days and then randomly impounded in lots all over the City for MONTHS until cars & owners could be matched.  Their employers should have called either a half-day or a full snow day. Chicagoians are used to winter. The conditions were extraordinary even for the hardiest of northerners.  My 2cents is if your employer isn\u2019t going to call it, take. PTO or sick day.  Your welfare and safety is not worth the risk.", "labels": 0, "seconds_difference": 36572.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnj3ibv", "c_root_id_B": "gni9gpw", "created_at_utc_A": 1613393648, "created_at_utc_B": 1613367298, "score_A": 2, "score_B": 1, "human_ref_A": "There was a recent snowpocolypse in Chicago maybe 5 yrs ago.  We all knew it was coming. We all knew the timing was such that it would hit mid day through rush hour.  The storm closed down a major North-South road and stranded people in their cars for hours. It buried cars, trucks, fire engines etc.  so much snow fell that people began to abandon their vehicles and collectively sought to help others out of the feet-deep Thunder!Snow! .  People had to overnight wherever they could find shelter. Their cars remained buried on that road for a few days and then randomly impounded in lots all over the City for MONTHS until cars & owners could be matched.  Their employers should have called either a half-day or a full snow day. Chicagoians are used to winter. The conditions were extraordinary even for the hardiest of northerners.  My 2cents is if your employer isn\u2019t going to call it, take. PTO or sick day.  Your welfare and safety is not worth the risk.", "human_ref_B": "According to Maslow's hierarchy of needs, if your safety needs aren't met, you wouldn't care your belonging, esteem, or self-actualization needs. It isn't wrong or unprofessional to feel like the way you did. But it is important to communicate this to your direct superior, and ask him/her for advice to prevent miscommunication. Ask in a manner that you are seeking for his or her advice, and you are genuinely concerned over safety reasons.", "labels": 1, "seconds_difference": 26350.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnjehx0", "c_root_id_B": "gnhqbar", "created_at_utc_A": 1613400879, "created_at_utc_B": 1613355686, "score_A": 2, "score_B": 1, "human_ref_A": "It is fine. I believe that your line manager should be calling you to tell you to stay home if he/she are good managers :) Your safety first!", "human_ref_B": "Fuck no", "labels": 1, "seconds_difference": 45193.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnjehx0", "c_root_id_B": "gnhstyj", "created_at_utc_A": 1613400879, "created_at_utc_B": 1613357076, "score_A": 2, "score_B": 1, "human_ref_A": "It is fine. I believe that your line manager should be calling you to tell you to stay home if he/she are good managers :) Your safety first!", "human_ref_B": "Nurses get hotel rooms closer to work if there\u2019s a really really bad storm expected. If you\u2019re essential, you\u2019re expected to be at work. Leave plenty of time to get to work. When I worked in the hospital I gave myself an extra 45 min in the mornings. Usually plows are out and highways are ok (in ct)", "labels": 1, "seconds_difference": 43803.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gni9gpw", "c_root_id_B": "gnjehx0", "created_at_utc_A": 1613367298, "created_at_utc_B": 1613400879, "score_A": 1, "score_B": 2, "human_ref_A": "According to Maslow's hierarchy of needs, if your safety needs aren't met, you wouldn't care your belonging, esteem, or self-actualization needs. It isn't wrong or unprofessional to feel like the way you did. But it is important to communicate this to your direct superior, and ask him/her for advice to prevent miscommunication. Ask in a manner that you are seeking for his or her advice, and you are genuinely concerned over safety reasons.", "human_ref_B": "It is fine. I believe that your line manager should be calling you to tell you to stay home if he/she are good managers :) Your safety first!", "labels": 0, "seconds_difference": 33581.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhqbar", "c_root_id_B": "gnjodd2", "created_at_utc_A": 1613355686, "created_at_utc_B": 1613406077, "score_A": 1, "score_B": 2, "human_ref_A": "Fuck no", "human_ref_B": "I also live in IN and I know how absolute shit the roads can be. I've lived around here my entire life and I can only remember a handful of times where work didn't penalize you for calling off due to weather. I work in a hospital so pretty important to get your ass in every shift. In over 15yrs of working, I can count on one hand how many times late/call offs were fine with \"no points\" this current weather we're having isn't going to cut it. Your going to need to leave early and drive carefully and slowly to get there if your considered \"essential.\" Most companies will excuse lateness with weather like this but they won't excuse calling off. The last bad storm was 3yrs ago that our network didn't penalize anyone calling off or being late, prior to that it was maybe 7ish years ago. It was that time everything was shut down for a couple days and businesses were told not to open unless they were essential. You live around these parts and choose to stay, so this type of weather isn't new and you should know how to drive in it. If you are new to it, you'll need to get used to it because it's just part of the crazy midwest you now live in.", "labels": 0, "seconds_difference": 50391.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhstyj", "c_root_id_B": "gnjodd2", "created_at_utc_A": 1613357076, "created_at_utc_B": 1613406077, "score_A": 1, "score_B": 2, "human_ref_A": "Nurses get hotel rooms closer to work if there\u2019s a really really bad storm expected. If you\u2019re essential, you\u2019re expected to be at work. Leave plenty of time to get to work. When I worked in the hospital I gave myself an extra 45 min in the mornings. Usually plows are out and highways are ok (in ct)", "human_ref_B": "I also live in IN and I know how absolute shit the roads can be. I've lived around here my entire life and I can only remember a handful of times where work didn't penalize you for calling off due to weather. I work in a hospital so pretty important to get your ass in every shift. In over 15yrs of working, I can count on one hand how many times late/call offs were fine with \"no points\" this current weather we're having isn't going to cut it. Your going to need to leave early and drive carefully and slowly to get there if your considered \"essential.\" Most companies will excuse lateness with weather like this but they won't excuse calling off. The last bad storm was 3yrs ago that our network didn't penalize anyone calling off or being late, prior to that it was maybe 7ish years ago. It was that time everything was shut down for a couple days and businesses were told not to open unless they were essential. You live around these parts and choose to stay, so this type of weather isn't new and you should know how to drive in it. If you are new to it, you'll need to get used to it because it's just part of the crazy midwest you now live in.", "labels": 0, "seconds_difference": 49001.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnjodd2", "c_root_id_B": "gni9gpw", "created_at_utc_A": 1613406077, "created_at_utc_B": 1613367298, "score_A": 2, "score_B": 1, "human_ref_A": "I also live in IN and I know how absolute shit the roads can be. I've lived around here my entire life and I can only remember a handful of times where work didn't penalize you for calling off due to weather. I work in a hospital so pretty important to get your ass in every shift. In over 15yrs of working, I can count on one hand how many times late/call offs were fine with \"no points\" this current weather we're having isn't going to cut it. Your going to need to leave early and drive carefully and slowly to get there if your considered \"essential.\" Most companies will excuse lateness with weather like this but they won't excuse calling off. The last bad storm was 3yrs ago that our network didn't penalize anyone calling off or being late, prior to that it was maybe 7ish years ago. It was that time everything was shut down for a couple days and businesses were told not to open unless they were essential. You live around these parts and choose to stay, so this type of weather isn't new and you should know how to drive in it. If you are new to it, you'll need to get used to it because it's just part of the crazy midwest you now live in.", "human_ref_B": "According to Maslow's hierarchy of needs, if your safety needs aren't met, you wouldn't care your belonging, esteem, or self-actualization needs. It isn't wrong or unprofessional to feel like the way you did. But it is important to communicate this to your direct superior, and ask him/her for advice to prevent miscommunication. Ask in a manner that you are seeking for his or her advice, and you are genuinely concerned over safety reasons.", "labels": 1, "seconds_difference": 38779.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnjil11", "c_root_id_B": "gnjodd2", "created_at_utc_A": 1613403130, "created_at_utc_B": 1613406077, "score_A": 1, "score_B": 2, "human_ref_A": "It's totally ok to call in due to inclement weather especially if the conditions are dangerous and uncontrollable. It's not worth risking your life to get to your job under bad weather conditions. I've called in during the worst snow storm this year from work and I don't feel bad at all. I'd rather be in one piece for my family and sacrifice a day at work than to risk it and not make it.", "human_ref_B": "I also live in IN and I know how absolute shit the roads can be. I've lived around here my entire life and I can only remember a handful of times where work didn't penalize you for calling off due to weather. I work in a hospital so pretty important to get your ass in every shift. In over 15yrs of working, I can count on one hand how many times late/call offs were fine with \"no points\" this current weather we're having isn't going to cut it. Your going to need to leave early and drive carefully and slowly to get there if your considered \"essential.\" Most companies will excuse lateness with weather like this but they won't excuse calling off. The last bad storm was 3yrs ago that our network didn't penalize anyone calling off or being late, prior to that it was maybe 7ish years ago. It was that time everything was shut down for a couple days and businesses were told not to open unless they were essential. You live around these parts and choose to stay, so this type of weather isn't new and you should know how to drive in it. If you are new to it, you'll need to get used to it because it's just part of the crazy midwest you now live in.", "labels": 0, "seconds_difference": 2947.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnk11tj", "c_root_id_B": "gnhqbar", "created_at_utc_A": 1613412124, "created_at_utc_B": 1613355686, "score_A": 2, "score_B": 1, "human_ref_A": "I think this is somewhat situation dependent. From what you describe, living in a remote area where roads aren't treated well and there is an actual risk to your safety, is a justified reason to call off. Especially if you live somewhere extreme snow is a rarity and not the norm. If it frequently snows where you live, there is more of an obligation on the employee to be prepared - snow tires, comfort driving in snow, etc.   But to give the flip side:  I live in a city with good snow removal and have an employee who I know walks six blocks to work and still takes the opportunity to call off anytime even an inch of snow falls. As an employer I find that deeply frustrating.  Or my mother who is also an employer in an area that gets A LOT of snow every winter who has an employee who uses the excuse that her driveway is \"snowed in\" to call off of work frequently. If you can't figure out how to plow/shovel your driveway in a climate where it literally snows weekly that's a problem.", "human_ref_B": "Fuck no", "labels": 1, "seconds_difference": 56438.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnk11tj", "c_root_id_B": "gnhstyj", "created_at_utc_A": 1613412124, "created_at_utc_B": 1613357076, "score_A": 2, "score_B": 1, "human_ref_A": "I think this is somewhat situation dependent. From what you describe, living in a remote area where roads aren't treated well and there is an actual risk to your safety, is a justified reason to call off. Especially if you live somewhere extreme snow is a rarity and not the norm. If it frequently snows where you live, there is more of an obligation on the employee to be prepared - snow tires, comfort driving in snow, etc.   But to give the flip side:  I live in a city with good snow removal and have an employee who I know walks six blocks to work and still takes the opportunity to call off anytime even an inch of snow falls. As an employer I find that deeply frustrating.  Or my mother who is also an employer in an area that gets A LOT of snow every winter who has an employee who uses the excuse that her driveway is \"snowed in\" to call off of work frequently. If you can't figure out how to plow/shovel your driveway in a climate where it literally snows weekly that's a problem.", "human_ref_B": "Nurses get hotel rooms closer to work if there\u2019s a really really bad storm expected. If you\u2019re essential, you\u2019re expected to be at work. Leave plenty of time to get to work. When I worked in the hospital I gave myself an extra 45 min in the mornings. Usually plows are out and highways are ok (in ct)", "labels": 1, "seconds_difference": 55048.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnk11tj", "c_root_id_B": "gni9gpw", "created_at_utc_A": 1613412124, "created_at_utc_B": 1613367298, "score_A": 2, "score_B": 1, "human_ref_A": "I think this is somewhat situation dependent. From what you describe, living in a remote area where roads aren't treated well and there is an actual risk to your safety, is a justified reason to call off. Especially if you live somewhere extreme snow is a rarity and not the norm. If it frequently snows where you live, there is more of an obligation on the employee to be prepared - snow tires, comfort driving in snow, etc.   But to give the flip side:  I live in a city with good snow removal and have an employee who I know walks six blocks to work and still takes the opportunity to call off anytime even an inch of snow falls. As an employer I find that deeply frustrating.  Or my mother who is also an employer in an area that gets A LOT of snow every winter who has an employee who uses the excuse that her driveway is \"snowed in\" to call off of work frequently. If you can't figure out how to plow/shovel your driveway in a climate where it literally snows weekly that's a problem.", "human_ref_B": "According to Maslow's hierarchy of needs, if your safety needs aren't met, you wouldn't care your belonging, esteem, or self-actualization needs. It isn't wrong or unprofessional to feel like the way you did. But it is important to communicate this to your direct superior, and ask him/her for advice to prevent miscommunication. Ask in a manner that you are seeking for his or her advice, and you are genuinely concerned over safety reasons.", "labels": 1, "seconds_difference": 44826.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnk11tj", "c_root_id_B": "gnjil11", "created_at_utc_A": 1613412124, "created_at_utc_B": 1613403130, "score_A": 2, "score_B": 1, "human_ref_A": "I think this is somewhat situation dependent. From what you describe, living in a remote area where roads aren't treated well and there is an actual risk to your safety, is a justified reason to call off. Especially if you live somewhere extreme snow is a rarity and not the norm. If it frequently snows where you live, there is more of an obligation on the employee to be prepared - snow tires, comfort driving in snow, etc.   But to give the flip side:  I live in a city with good snow removal and have an employee who I know walks six blocks to work and still takes the opportunity to call off anytime even an inch of snow falls. As an employer I find that deeply frustrating.  Or my mother who is also an employer in an area that gets A LOT of snow every winter who has an employee who uses the excuse that her driveway is \"snowed in\" to call off of work frequently. If you can't figure out how to plow/shovel your driveway in a climate where it literally snows weekly that's a problem.", "human_ref_B": "It's totally ok to call in due to inclement weather especially if the conditions are dangerous and uncontrollable. It's not worth risking your life to get to your job under bad weather conditions. I've called in during the worst snow storm this year from work and I don't feel bad at all. I'd rather be in one piece for my family and sacrifice a day at work than to risk it and not make it.", "labels": 1, "seconds_difference": 8994.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnlets6", "c_root_id_B": "gnhqbar", "created_at_utc_A": 1613436658, "created_at_utc_B": 1613355686, "score_A": 2, "score_B": 1, "human_ref_A": "Hoosier that didn\u2019t care and texted the Boss that I\u2019m not leaving my kids alone in a snowstorm. Not even sorry!", "human_ref_B": "Fuck no", "labels": 1, "seconds_difference": 80972.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhstyj", "c_root_id_B": "gnlets6", "created_at_utc_A": 1613357076, "created_at_utc_B": 1613436658, "score_A": 1, "score_B": 2, "human_ref_A": "Nurses get hotel rooms closer to work if there\u2019s a really really bad storm expected. If you\u2019re essential, you\u2019re expected to be at work. Leave plenty of time to get to work. When I worked in the hospital I gave myself an extra 45 min in the mornings. Usually plows are out and highways are ok (in ct)", "human_ref_B": "Hoosier that didn\u2019t care and texted the Boss that I\u2019m not leaving my kids alone in a snowstorm. Not even sorry!", "labels": 0, "seconds_difference": 79582.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gni9gpw", "c_root_id_B": "gnlets6", "created_at_utc_A": 1613367298, "created_at_utc_B": 1613436658, "score_A": 1, "score_B": 2, "human_ref_A": "According to Maslow's hierarchy of needs, if your safety needs aren't met, you wouldn't care your belonging, esteem, or self-actualization needs. It isn't wrong or unprofessional to feel like the way you did. But it is important to communicate this to your direct superior, and ask him/her for advice to prevent miscommunication. Ask in a manner that you are seeking for his or her advice, and you are genuinely concerned over safety reasons.", "human_ref_B": "Hoosier that didn\u2019t care and texted the Boss that I\u2019m not leaving my kids alone in a snowstorm. Not even sorry!", "labels": 0, "seconds_difference": 69360.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnlets6", "c_root_id_B": "gnjil11", "created_at_utc_A": 1613436658, "created_at_utc_B": 1613403130, "score_A": 2, "score_B": 1, "human_ref_A": "Hoosier that didn\u2019t care and texted the Boss that I\u2019m not leaving my kids alone in a snowstorm. Not even sorry!", "human_ref_B": "It's totally ok to call in due to inclement weather especially if the conditions are dangerous and uncontrollable. It's not worth risking your life to get to your job under bad weather conditions. I've called in during the worst snow storm this year from work and I don't feel bad at all. I'd rather be in one piece for my family and sacrifice a day at work than to risk it and not make it.", "labels": 1, "seconds_difference": 33528.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnlja8c", "c_root_id_B": "gnhqbar", "created_at_utc_A": 1613439031, "created_at_utc_B": 1613355686, "score_A": 2, "score_B": 1, "human_ref_A": "There is nothing wrong with calling off because you feel unsafe driving. Especially if you have a smaller car and have rear wheel drive. Stay safe and don\u2019t risk your own safety. It\u2019s not worth the stress! I thought it would be a good idea to go into work and I got stuck. Eventually I got out and got home safely but I was praying all the way home. My car was sliding on the road so bad I thought I\u2019d get into an accident. Your managers should be understanding and if they aren\u2019t then that shows you they don\u2019t care.", "human_ref_B": "Fuck no", "labels": 1, "seconds_difference": 83345.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnhstyj", "c_root_id_B": "gnlja8c", "created_at_utc_A": 1613357076, "created_at_utc_B": 1613439031, "score_A": 1, "score_B": 2, "human_ref_A": "Nurses get hotel rooms closer to work if there\u2019s a really really bad storm expected. If you\u2019re essential, you\u2019re expected to be at work. Leave plenty of time to get to work. When I worked in the hospital I gave myself an extra 45 min in the mornings. Usually plows are out and highways are ok (in ct)", "human_ref_B": "There is nothing wrong with calling off because you feel unsafe driving. Especially if you have a smaller car and have rear wheel drive. Stay safe and don\u2019t risk your own safety. It\u2019s not worth the stress! I thought it would be a good idea to go into work and I got stuck. Eventually I got out and got home safely but I was praying all the way home. My car was sliding on the road so bad I thought I\u2019d get into an accident. Your managers should be understanding and if they aren\u2019t then that shows you they don\u2019t care.", "labels": 0, "seconds_difference": 81955.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnlja8c", "c_root_id_B": "gni9gpw", "created_at_utc_A": 1613439031, "created_at_utc_B": 1613367298, "score_A": 2, "score_B": 1, "human_ref_A": "There is nothing wrong with calling off because you feel unsafe driving. Especially if you have a smaller car and have rear wheel drive. Stay safe and don\u2019t risk your own safety. It\u2019s not worth the stress! I thought it would be a good idea to go into work and I got stuck. Eventually I got out and got home safely but I was praying all the way home. My car was sliding on the road so bad I thought I\u2019d get into an accident. Your managers should be understanding and if they aren\u2019t then that shows you they don\u2019t care.", "human_ref_B": "According to Maslow's hierarchy of needs, if your safety needs aren't met, you wouldn't care your belonging, esteem, or self-actualization needs. It isn't wrong or unprofessional to feel like the way you did. But it is important to communicate this to your direct superior, and ask him/her for advice to prevent miscommunication. Ask in a manner that you are seeking for his or her advice, and you are genuinely concerned over safety reasons.", "labels": 1, "seconds_difference": 71733.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lk29cq", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[IN] Is it \u201cwrong\u201d or \u201cunprofessional\u201d to call off of work due to inclement weather? We\u2019re about to get hit with a winter storm including snow and ice. I live out in the country on the back roads in which our county never treats the roads like they would out in the city, so there\u2019s always a risk of getting stuck or ending up in a ditch while trying to commute to work. Is it acceptable to call off work just because of that? When we get hit with snow or ice, my mom typically has no choice but to call off because she can\u2019t back out of our driveway and make it up and over these country road hills...but I work more of an \u201cessential\u201d type of job.", "c_root_id_A": "gnlja8c", "c_root_id_B": "gnjil11", "created_at_utc_A": 1613439031, "created_at_utc_B": 1613403130, "score_A": 2, "score_B": 1, "human_ref_A": "There is nothing wrong with calling off because you feel unsafe driving. Especially if you have a smaller car and have rear wheel drive. Stay safe and don\u2019t risk your own safety. It\u2019s not worth the stress! I thought it would be a good idea to go into work and I got stuck. Eventually I got out and got home safely but I was praying all the way home. My car was sliding on the road so bad I thought I\u2019d get into an accident. Your managers should be understanding and if they aren\u2019t then that shows you they don\u2019t care.", "human_ref_B": "It's totally ok to call in due to inclement weather especially if the conditions are dangerous and uncontrollable. It's not worth risking your life to get to your job under bad weather conditions. I've called in during the worst snow storm this year from work and I don't feel bad at all. I'd rather be in one piece for my family and sacrifice a day at work than to risk it and not make it.", "labels": 1, "seconds_difference": 35901.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "b9ldn4", "domain": "askhr_test", "upvote_ratio": 0.96, "history": "Department head accidentally published schedule with everyone's pay rate including her sister who makes 3.00 more per hour than anyone else in the same position The entire staff is completely livid by the blatant nepotism.  Should the department head be fired.  What should be done? This is in Washington State, USA", "c_root_id_A": "ek5cy0x", "c_root_id_B": "ek5fag2", "created_at_utc_A": 1554430251, "created_at_utc_B": 1554432157, "score_A": 54, "score_B": 91, "human_ref_A": "It's not illegal, but I expect HR won't look to kindly on them.", "human_ref_B": "Man it\u2019s gonna be an awkward Friday lol. Cheers.", "labels": 0, "seconds_difference": 1906.0, "score_ratio": 1.6851851852, "metadata_A": "", "metadata_B": ""}
{"post_id": "b9ldn4", "domain": "askhr_test", "upvote_ratio": 0.96, "history": "Department head accidentally published schedule with everyone's pay rate including her sister who makes 3.00 more per hour than anyone else in the same position The entire staff is completely livid by the blatant nepotism.  Should the department head be fired.  What should be done? This is in Washington State, USA", "c_root_id_A": "ek5hpxs", "c_root_id_B": "ek5qgvf", "created_at_utc_A": 1554434276, "created_at_utc_B": 1554443715, "score_A": 13, "score_B": 15, "human_ref_A": "Honestly I am in the camp of a company can pay as it sees fit (as long as not illegal). If you don\u2019t like getting paid less then leave and try the free market.", "human_ref_B": "Honestly, I don't see why anyone would be fired.", "labels": 0, "seconds_difference": 9439.0, "score_ratio": 1.1538461538, "metadata_A": "", "metadata_B": ""}
{"post_id": "b9ldn4", "domain": "askhr_test", "upvote_ratio": 0.96, "history": "Department head accidentally published schedule with everyone's pay rate including her sister who makes 3.00 more per hour than anyone else in the same position The entire staff is completely livid by the blatant nepotism.  Should the department head be fired.  What should be done? This is in Washington State, USA", "c_root_id_A": "ek5qgvf", "c_root_id_B": "ek5k98h", "created_at_utc_A": 1554443715, "created_at_utc_B": 1554436627, "score_A": 15, "score_B": 8, "human_ref_A": "Honestly, I don't see why anyone would be fired.", "human_ref_B": "Why my company has a policy that says family can't be a superior to anyone else in their family or have a relationship with a subordinate.", "labels": 1, "seconds_difference": 7088.0, "score_ratio": 1.875, "metadata_A": "", "metadata_B": ""}
{"post_id": "b9ldn4", "domain": "askhr_test", "upvote_ratio": 0.96, "history": "Department head accidentally published schedule with everyone's pay rate including her sister who makes 3.00 more per hour than anyone else in the same position The entire staff is completely livid by the blatant nepotism.  Should the department head be fired.  What should be done? This is in Washington State, USA", "c_root_id_A": "ek60o6n", "c_root_id_B": "ek5k98h", "created_at_utc_A": 1554459797, "created_at_utc_B": 1554436627, "score_A": 10, "score_B": 8, "human_ref_A": "Unless you\u2019re intimately aware of everyone\u2019s experience, you don\u2019t know nepotism is at play. Maybe she\u2019s more experienced and that\u2019s why she\u2019s paid more. Obviously it\u2019ll always be a question and that\u2019s the reason why nepotism is never a good idea. Stop comparing yourself to others and just move on.", "human_ref_B": "Why my company has a policy that says family can't be a superior to anyone else in their family or have a relationship with a subordinate.", "labels": 1, "seconds_difference": 23170.0, "score_ratio": 1.25, "metadata_A": "", "metadata_B": ""}
{"post_id": "b9ldn4", "domain": "askhr_test", "upvote_ratio": 0.96, "history": "Department head accidentally published schedule with everyone's pay rate including her sister who makes 3.00 more per hour than anyone else in the same position The entire staff is completely livid by the blatant nepotism.  Should the department head be fired.  What should be done? This is in Washington State, USA", "c_root_id_A": "ek6k10b", "c_root_id_B": "ek6je2o", "created_at_utc_A": 1554477907, "created_at_utc_B": 1554477457, "score_A": 6, "score_B": 2, "human_ref_A": "What a lot of other commenters are missing when they say this isn't unlawful is that you are in Washington which has the Washington Equal Pay Act.  Is every single employee in the sister's position or a similar position *also* a woman?  If not, then pay differences between the men and the sister must be explainable by appealing to bona fide factors such as seniority, merit, education, etc.  Nepotism is NOT a bona fide factor.  The burden of proof is on the company to document and show exactly why the pay difference exists, and if they fail to do that then they will be in violation of the law.  Here's more info and a link to how to file a complaint wtih WA Labor & Industries: http://www.lni.wa.gov/WorkplaceRights/Wages/PayReq/EqualPay/default.asp", "human_ref_B": "Reading your comments makes me think of one of my subordinates. She always complains and whines about other people and then wonders why she is never promoted or rewarded with a raise. Just food for thought. Sometimes it pays to concentrate on your own job rather than everyone else\u2019s.", "labels": 1, "seconds_difference": 450.0, "score_ratio": 3.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "mk6814", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[TX] Can my employer still require I wear one inch heels even if I have hip and knee problems? I\u2019m early 20s F and have had weak hips and knees for years. I just started a receptionist job that actually has a dress code requiring business professional wear, including we wear heels that are at least 1 inch tall. I was informed this at the interview and I said I could manage that.  Now I\u2019m one week in and my hips are killing me. I had to move furniture last week for a few hours in those heels for crying out loud. Would it be a reasonable accommodation for me to ask to wear professional flat shoes? Or am I screwed because Texas is an At-Will state and I agreed to the dress code? I do really need this job so I don\u2019t want to make a fuss if there\u2019s a chance I could lose it.", "c_root_id_A": "gteie8j", "c_root_id_B": "gte93s5", "created_at_utc_A": 1617582893, "created_at_utc_B": 1617577634, "score_A": 52, "score_B": 47, "human_ref_A": "This company sounds like it\u2019s stuck in the 1960s.", "human_ref_B": "If trying shoes like u/IhaveN0thingN0thing suggested don't work, then you can request an accommodation under the ADA. I can't see how wearing 1\" heels (instead of professional looking flats--I only wear flats and I have many cute/professional ones) would be an essential function of the job.", "labels": 1, "seconds_difference": 5259.0, "score_ratio": 1.1063829787, "metadata_A": "", "metadata_B": ""}
{"post_id": "mk6814", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[TX] Can my employer still require I wear one inch heels even if I have hip and knee problems? I\u2019m early 20s F and have had weak hips and knees for years. I just started a receptionist job that actually has a dress code requiring business professional wear, including we wear heels that are at least 1 inch tall. I was informed this at the interview and I said I could manage that.  Now I\u2019m one week in and my hips are killing me. I had to move furniture last week for a few hours in those heels for crying out loud. Would it be a reasonable accommodation for me to ask to wear professional flat shoes? Or am I screwed because Texas is an At-Will state and I agreed to the dress code? I do really need this job so I don\u2019t want to make a fuss if there\u2019s a chance I could lose it.", "c_root_id_A": "gte9q0z", "c_root_id_B": "gteie8j", "created_at_utc_A": 1617577981, "created_at_utc_B": 1617582893, "score_A": 47, "score_B": 52, "human_ref_A": "Do you have a documented medical condition that is aggravated by wearing the heels?  If so, you probably have grounds to request an accommodation.  If not, you need to speak with your doctor first about your hips and see if there is anything you can do to treat it.   FWIW, my mom had terrible back and hip pain for years, was diagnosed with MS, and just before she was ready to accept the diagnosis, another doctor had the thought to measure her legs.  Turns out, one leg was about 6 inches shorter than the other.  It caused her hips to be misaligned.  A corrective shoe and PT helped alleviate years of suffering.", "human_ref_B": "This company sounds like it\u2019s stuck in the 1960s.", "labels": 0, "seconds_difference": 4912.0, "score_ratio": 1.1063829787, "metadata_A": "", "metadata_B": ""}
{"post_id": "mk6814", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[TX] Can my employer still require I wear one inch heels even if I have hip and knee problems? I\u2019m early 20s F and have had weak hips and knees for years. I just started a receptionist job that actually has a dress code requiring business professional wear, including we wear heels that are at least 1 inch tall. I was informed this at the interview and I said I could manage that.  Now I\u2019m one week in and my hips are killing me. I had to move furniture last week for a few hours in those heels for crying out loud. Would it be a reasonable accommodation for me to ask to wear professional flat shoes? Or am I screwed because Texas is an At-Will state and I agreed to the dress code? I do really need this job so I don\u2019t want to make a fuss if there\u2019s a chance I could lose it.", "c_root_id_A": "gteie8j", "c_root_id_B": "gteay18", "created_at_utc_A": 1617582893, "created_at_utc_B": 1617578669, "score_A": 52, "score_B": 36, "human_ref_A": "This company sounds like it\u2019s stuck in the 1960s.", "human_ref_B": "Sheesh requiring heels?! Is that even legal? It\u2019s not the heel that makes something biz professional, there surely are other options!", "labels": 1, "seconds_difference": 4224.0, "score_ratio": 1.4444444444, "metadata_A": "", "metadata_B": ""}
{"post_id": "mk6814", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[TX] Can my employer still require I wear one inch heels even if I have hip and knee problems? I\u2019m early 20s F and have had weak hips and knees for years. I just started a receptionist job that actually has a dress code requiring business professional wear, including we wear heels that are at least 1 inch tall. I was informed this at the interview and I said I could manage that.  Now I\u2019m one week in and my hips are killing me. I had to move furniture last week for a few hours in those heels for crying out loud. Would it be a reasonable accommodation for me to ask to wear professional flat shoes? Or am I screwed because Texas is an At-Will state and I agreed to the dress code? I do really need this job so I don\u2019t want to make a fuss if there\u2019s a chance I could lose it.", "c_root_id_A": "gtefcng", "c_root_id_B": "gteie8j", "created_at_utc_A": 1617581174, "created_at_utc_B": 1617582893, "score_A": 21, "score_B": 52, "human_ref_A": "Omg. They actually have a law about this in Europe, you can\u2019t make someone wear heels. Wow.   Europe\u2019s Dress code, heels", "human_ref_B": "This company sounds like it\u2019s stuck in the 1960s.", "labels": 0, "seconds_difference": 1719.0, "score_ratio": 2.4761904762, "metadata_A": "", "metadata_B": ""}
{"post_id": "mk6814", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[TX] Can my employer still require I wear one inch heels even if I have hip and knee problems? I\u2019m early 20s F and have had weak hips and knees for years. I just started a receptionist job that actually has a dress code requiring business professional wear, including we wear heels that are at least 1 inch tall. I was informed this at the interview and I said I could manage that.  Now I\u2019m one week in and my hips are killing me. I had to move furniture last week for a few hours in those heels for crying out loud. Would it be a reasonable accommodation for me to ask to wear professional flat shoes? Or am I screwed because Texas is an At-Will state and I agreed to the dress code? I do really need this job so I don\u2019t want to make a fuss if there\u2019s a chance I could lose it.", "c_root_id_A": "gteie8j", "c_root_id_B": "gteh343", "created_at_utc_A": 1617582893, "created_at_utc_B": 1617582156, "score_A": 52, "score_B": 20, "human_ref_A": "This company sounds like it\u2019s stuck in the 1960s.", "human_ref_B": "I think I'd be looking for a different job, your current one has lost touch with reality.  But, before you leave- make sure you take a day for a nice set of clear plastic platform hooker heels. You know, because heel height = professional \ud83d\ude09", "labels": 1, "seconds_difference": 737.0, "score_ratio": 2.6, "metadata_A": "", "metadata_B": ""}
{"post_id": "mk6814", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[TX] Can my employer still require I wear one inch heels even if I have hip and knee problems? I\u2019m early 20s F and have had weak hips and knees for years. I just started a receptionist job that actually has a dress code requiring business professional wear, including we wear heels that are at least 1 inch tall. I was informed this at the interview and I said I could manage that.  Now I\u2019m one week in and my hips are killing me. I had to move furniture last week for a few hours in those heels for crying out loud. Would it be a reasonable accommodation for me to ask to wear professional flat shoes? Or am I screwed because Texas is an At-Will state and I agreed to the dress code? I do really need this job so I don\u2019t want to make a fuss if there\u2019s a chance I could lose it.", "c_root_id_A": "gteie8j", "c_root_id_B": "gtefugf", "created_at_utc_A": 1617582893, "created_at_utc_B": 1617581458, "score_A": 52, "score_B": 15, "human_ref_A": "This company sounds like it\u2019s stuck in the 1960s.", "human_ref_B": "Yes you can start the process to request a reasonable accommodation if this is a documented medical condition a doctor will sign off on.  That said, are men also required to wear heels, im not as familiar with Texas law, but this seems like we\u2019re moving into gender discrimination territory.", "labels": 1, "seconds_difference": 1435.0, "score_ratio": 3.4666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "mk6814", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[TX] Can my employer still require I wear one inch heels even if I have hip and knee problems? I\u2019m early 20s F and have had weak hips and knees for years. I just started a receptionist job that actually has a dress code requiring business professional wear, including we wear heels that are at least 1 inch tall. I was informed this at the interview and I said I could manage that.  Now I\u2019m one week in and my hips are killing me. I had to move furniture last week for a few hours in those heels for crying out loud. Would it be a reasonable accommodation for me to ask to wear professional flat shoes? Or am I screwed because Texas is an At-Will state and I agreed to the dress code? I do really need this job so I don\u2019t want to make a fuss if there\u2019s a chance I could lose it.", "c_root_id_A": "gteie8j", "c_root_id_B": "gtecus3", "created_at_utc_A": 1617582893, "created_at_utc_B": 1617579751, "score_A": 52, "score_B": 11, "human_ref_A": "This company sounds like it\u2019s stuck in the 1960s.", "human_ref_B": "Can you wear wedges or platforms?", "labels": 1, "seconds_difference": 3142.0, "score_ratio": 4.7272727273, "metadata_A": "", "metadata_B": ""}
{"post_id": "mk6814", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[TX] Can my employer still require I wear one inch heels even if I have hip and knee problems? I\u2019m early 20s F and have had weak hips and knees for years. I just started a receptionist job that actually has a dress code requiring business professional wear, including we wear heels that are at least 1 inch tall. I was informed this at the interview and I said I could manage that.  Now I\u2019m one week in and my hips are killing me. I had to move furniture last week for a few hours in those heels for crying out loud. Would it be a reasonable accommodation for me to ask to wear professional flat shoes? Or am I screwed because Texas is an At-Will state and I agreed to the dress code? I do really need this job so I don\u2019t want to make a fuss if there\u2019s a chance I could lose it.", "c_root_id_A": "gteg34v", "c_root_id_B": "gteie8j", "created_at_utc_A": 1617581597, "created_at_utc_B": 1617582893, "score_A": 0, "score_B": 52, "human_ref_A": "Do you have a disability?", "human_ref_B": "This company sounds like it\u2019s stuck in the 1960s.", "labels": 0, "seconds_difference": 1296.0, "score_ratio": 52000.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "mk6814", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[TX] Can my employer still require I wear one inch heels even if I have hip and knee problems? I\u2019m early 20s F and have had weak hips and knees for years. I just started a receptionist job that actually has a dress code requiring business professional wear, including we wear heels that are at least 1 inch tall. I was informed this at the interview and I said I could manage that.  Now I\u2019m one week in and my hips are killing me. I had to move furniture last week for a few hours in those heels for crying out loud. Would it be a reasonable accommodation for me to ask to wear professional flat shoes? Or am I screwed because Texas is an At-Will state and I agreed to the dress code? I do really need this job so I don\u2019t want to make a fuss if there\u2019s a chance I could lose it.", "c_root_id_A": "gteotgs", "c_root_id_B": "gteay18", "created_at_utc_A": 1617586530, "created_at_utc_B": 1617578669, "score_A": 45, "score_B": 36, "human_ref_A": "But are the men required to wear one inch heels, too? https://www.eeoc.gov/sex-based-discrimination", "human_ref_B": "Sheesh requiring heels?! Is that even legal? It\u2019s not the heel that makes something biz professional, there surely are other options!", "labels": 1, "seconds_difference": 7861.0, "score_ratio": 1.25, "metadata_A": "", "metadata_B": ""}
{"post_id": "mk6814", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[TX] Can my employer still require I wear one inch heels even if I have hip and knee problems? I\u2019m early 20s F and have had weak hips and knees for years. I just started a receptionist job that actually has a dress code requiring business professional wear, including we wear heels that are at least 1 inch tall. I was informed this at the interview and I said I could manage that.  Now I\u2019m one week in and my hips are killing me. I had to move furniture last week for a few hours in those heels for crying out loud. Would it be a reasonable accommodation for me to ask to wear professional flat shoes? Or am I screwed because Texas is an At-Will state and I agreed to the dress code? I do really need this job so I don\u2019t want to make a fuss if there\u2019s a chance I could lose it.", "c_root_id_A": "gteotgs", "c_root_id_B": "gtefcng", "created_at_utc_A": 1617586530, "created_at_utc_B": 1617581174, "score_A": 45, "score_B": 21, "human_ref_A": "But are the men required to wear one inch heels, too? https://www.eeoc.gov/sex-based-discrimination", "human_ref_B": "Omg. They actually have a law about this in Europe, you can\u2019t make someone wear heels. Wow.   Europe\u2019s Dress code, heels", "labels": 1, "seconds_difference": 5356.0, "score_ratio": 2.1428571429, "metadata_A": "", "metadata_B": ""}
{"post_id": "mk6814", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[TX] Can my employer still require I wear one inch heels even if I have hip and knee problems? I\u2019m early 20s F and have had weak hips and knees for years. I just started a receptionist job that actually has a dress code requiring business professional wear, including we wear heels that are at least 1 inch tall. I was informed this at the interview and I said I could manage that.  Now I\u2019m one week in and my hips are killing me. I had to move furniture last week for a few hours in those heels for crying out loud. Would it be a reasonable accommodation for me to ask to wear professional flat shoes? Or am I screwed because Texas is an At-Will state and I agreed to the dress code? I do really need this job so I don\u2019t want to make a fuss if there\u2019s a chance I could lose it.", "c_root_id_A": "gteh343", "c_root_id_B": "gteotgs", "created_at_utc_A": 1617582156, "created_at_utc_B": 1617586530, "score_A": 20, "score_B": 45, "human_ref_A": "I think I'd be looking for a different job, your current one has lost touch with reality.  But, before you leave- make sure you take a day for a nice set of clear plastic platform hooker heels. You know, because heel height = professional \ud83d\ude09", "human_ref_B": "But are the men required to wear one inch heels, too? https://www.eeoc.gov/sex-based-discrimination", "labels": 0, "seconds_difference": 4374.0, "score_ratio": 2.25, "metadata_A": "", "metadata_B": ""}
{"post_id": "mk6814", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[TX] Can my employer still require I wear one inch heels even if I have hip and knee problems? I\u2019m early 20s F and have had weak hips and knees for years. I just started a receptionist job that actually has a dress code requiring business professional wear, including we wear heels that are at least 1 inch tall. I was informed this at the interview and I said I could manage that.  Now I\u2019m one week in and my hips are killing me. I had to move furniture last week for a few hours in those heels for crying out loud. Would it be a reasonable accommodation for me to ask to wear professional flat shoes? Or am I screwed because Texas is an At-Will state and I agreed to the dress code? I do really need this job so I don\u2019t want to make a fuss if there\u2019s a chance I could lose it.", "c_root_id_A": "gtefugf", "c_root_id_B": "gteotgs", "created_at_utc_A": 1617581458, "created_at_utc_B": 1617586530, "score_A": 15, "score_B": 45, "human_ref_A": "Yes you can start the process to request a reasonable accommodation if this is a documented medical condition a doctor will sign off on.  That said, are men also required to wear heels, im not as familiar with Texas law, but this seems like we\u2019re moving into gender discrimination territory.", "human_ref_B": "But are the men required to wear one inch heels, too? https://www.eeoc.gov/sex-based-discrimination", "labels": 0, "seconds_difference": 5072.0, "score_ratio": 3.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "mk6814", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[TX] Can my employer still require I wear one inch heels even if I have hip and knee problems? I\u2019m early 20s F and have had weak hips and knees for years. I just started a receptionist job that actually has a dress code requiring business professional wear, including we wear heels that are at least 1 inch tall. I was informed this at the interview and I said I could manage that.  Now I\u2019m one week in and my hips are killing me. I had to move furniture last week for a few hours in those heels for crying out loud. Would it be a reasonable accommodation for me to ask to wear professional flat shoes? Or am I screwed because Texas is an At-Will state and I agreed to the dress code? I do really need this job so I don\u2019t want to make a fuss if there\u2019s a chance I could lose it.", "c_root_id_A": "gteotgs", "c_root_id_B": "gteldbh", "created_at_utc_A": 1617586530, "created_at_utc_B": 1617584576, "score_A": 45, "score_B": 14, "human_ref_A": "But are the men required to wear one inch heels, too? https://www.eeoc.gov/sex-based-discrimination", "human_ref_B": "You need to get clear guidance from your doctor about what you can and cannot do. (You probably shouldn't be moving furniture.) If your condition qualifies under the ADA, then you could ask for an exemption from the heel height requirement as an accommodation.", "labels": 1, "seconds_difference": 1954.0, "score_ratio": 3.2142857143, "metadata_A": "", "metadata_B": ""}
{"post_id": "mk6814", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[TX] Can my employer still require I wear one inch heels even if I have hip and knee problems? I\u2019m early 20s F and have had weak hips and knees for years. I just started a receptionist job that actually has a dress code requiring business professional wear, including we wear heels that are at least 1 inch tall. I was informed this at the interview and I said I could manage that.  Now I\u2019m one week in and my hips are killing me. I had to move furniture last week for a few hours in those heels for crying out loud. Would it be a reasonable accommodation for me to ask to wear professional flat shoes? Or am I screwed because Texas is an At-Will state and I agreed to the dress code? I do really need this job so I don\u2019t want to make a fuss if there\u2019s a chance I could lose it.", "c_root_id_A": "gtecus3", "c_root_id_B": "gteotgs", "created_at_utc_A": 1617579751, "created_at_utc_B": 1617586530, "score_A": 11, "score_B": 45, "human_ref_A": "Can you wear wedges or platforms?", "human_ref_B": "But are the men required to wear one inch heels, too? https://www.eeoc.gov/sex-based-discrimination", "labels": 0, "seconds_difference": 6779.0, "score_ratio": 4.0909090909, "metadata_A": "", "metadata_B": ""}
{"post_id": "mk6814", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[TX] Can my employer still require I wear one inch heels even if I have hip and knee problems? I\u2019m early 20s F and have had weak hips and knees for years. I just started a receptionist job that actually has a dress code requiring business professional wear, including we wear heels that are at least 1 inch tall. I was informed this at the interview and I said I could manage that.  Now I\u2019m one week in and my hips are killing me. I had to move furniture last week for a few hours in those heels for crying out loud. Would it be a reasonable accommodation for me to ask to wear professional flat shoes? Or am I screwed because Texas is an At-Will state and I agreed to the dress code? I do really need this job so I don\u2019t want to make a fuss if there\u2019s a chance I could lose it.", "c_root_id_A": "gteotgs", "c_root_id_B": "gteg34v", "created_at_utc_A": 1617586530, "created_at_utc_B": 1617581597, "score_A": 45, "score_B": 0, "human_ref_A": "But are the men required to wear one inch heels, too? https://www.eeoc.gov/sex-based-discrimination", "human_ref_B": "Do you have a disability?", "labels": 1, "seconds_difference": 4933.0, "score_ratio": 45000.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "mk6814", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[TX] Can my employer still require I wear one inch heels even if I have hip and knee problems? I\u2019m early 20s F and have had weak hips and knees for years. I just started a receptionist job that actually has a dress code requiring business professional wear, including we wear heels that are at least 1 inch tall. I was informed this at the interview and I said I could manage that.  Now I\u2019m one week in and my hips are killing me. I had to move furniture last week for a few hours in those heels for crying out loud. Would it be a reasonable accommodation for me to ask to wear professional flat shoes? Or am I screwed because Texas is an At-Will state and I agreed to the dress code? I do really need this job so I don\u2019t want to make a fuss if there\u2019s a chance I could lose it.", "c_root_id_A": "gtecus3", "c_root_id_B": "gtefcng", "created_at_utc_A": 1617579751, "created_at_utc_B": 1617581174, "score_A": 11, "score_B": 21, "human_ref_A": "Can you wear wedges or platforms?", "human_ref_B": "Omg. They actually have a law about this in Europe, you can\u2019t make someone wear heels. Wow.   Europe\u2019s Dress code, heels", "labels": 0, "seconds_difference": 1423.0, "score_ratio": 1.9090909091, "metadata_A": "", "metadata_B": ""}
{"post_id": "mk6814", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[TX] Can my employer still require I wear one inch heels even if I have hip and knee problems? I\u2019m early 20s F and have had weak hips and knees for years. I just started a receptionist job that actually has a dress code requiring business professional wear, including we wear heels that are at least 1 inch tall. I was informed this at the interview and I said I could manage that.  Now I\u2019m one week in and my hips are killing me. I had to move furniture last week for a few hours in those heels for crying out loud. Would it be a reasonable accommodation for me to ask to wear professional flat shoes? Or am I screwed because Texas is an At-Will state and I agreed to the dress code? I do really need this job so I don\u2019t want to make a fuss if there\u2019s a chance I could lose it.", "c_root_id_A": "gteh343", "c_root_id_B": "gtefugf", "created_at_utc_A": 1617582156, "created_at_utc_B": 1617581458, "score_A": 20, "score_B": 15, "human_ref_A": "I think I'd be looking for a different job, your current one has lost touch with reality.  But, before you leave- make sure you take a day for a nice set of clear plastic platform hooker heels. You know, because heel height = professional \ud83d\ude09", "human_ref_B": "Yes you can start the process to request a reasonable accommodation if this is a documented medical condition a doctor will sign off on.  That said, are men also required to wear heels, im not as familiar with Texas law, but this seems like we\u2019re moving into gender discrimination territory.", "labels": 1, "seconds_difference": 698.0, "score_ratio": 1.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "mk6814", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[TX] Can my employer still require I wear one inch heels even if I have hip and knee problems? I\u2019m early 20s F and have had weak hips and knees for years. I just started a receptionist job that actually has a dress code requiring business professional wear, including we wear heels that are at least 1 inch tall. I was informed this at the interview and I said I could manage that.  Now I\u2019m one week in and my hips are killing me. I had to move furniture last week for a few hours in those heels for crying out loud. Would it be a reasonable accommodation for me to ask to wear professional flat shoes? Or am I screwed because Texas is an At-Will state and I agreed to the dress code? I do really need this job so I don\u2019t want to make a fuss if there\u2019s a chance I could lose it.", "c_root_id_A": "gtecus3", "c_root_id_B": "gteh343", "created_at_utc_A": 1617579751, "created_at_utc_B": 1617582156, "score_A": 11, "score_B": 20, "human_ref_A": "Can you wear wedges or platforms?", "human_ref_B": "I think I'd be looking for a different job, your current one has lost touch with reality.  But, before you leave- make sure you take a day for a nice set of clear plastic platform hooker heels. You know, because heel height = professional \ud83d\ude09", "labels": 0, "seconds_difference": 2405.0, "score_ratio": 1.8181818182, "metadata_A": "", "metadata_B": ""}
{"post_id": "mk6814", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[TX] Can my employer still require I wear one inch heels even if I have hip and knee problems? I\u2019m early 20s F and have had weak hips and knees for years. I just started a receptionist job that actually has a dress code requiring business professional wear, including we wear heels that are at least 1 inch tall. I was informed this at the interview and I said I could manage that.  Now I\u2019m one week in and my hips are killing me. I had to move furniture last week for a few hours in those heels for crying out loud. Would it be a reasonable accommodation for me to ask to wear professional flat shoes? Or am I screwed because Texas is an At-Will state and I agreed to the dress code? I do really need this job so I don\u2019t want to make a fuss if there\u2019s a chance I could lose it.", "c_root_id_A": "gteg34v", "c_root_id_B": "gteh343", "created_at_utc_A": 1617581597, "created_at_utc_B": 1617582156, "score_A": 0, "score_B": 20, "human_ref_A": "Do you have a disability?", "human_ref_B": "I think I'd be looking for a different job, your current one has lost touch with reality.  But, before you leave- make sure you take a day for a nice set of clear plastic platform hooker heels. You know, because heel height = professional \ud83d\ude09", "labels": 0, "seconds_difference": 559.0, "score_ratio": 20000.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "mk6814", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[TX] Can my employer still require I wear one inch heels even if I have hip and knee problems? I\u2019m early 20s F and have had weak hips and knees for years. I just started a receptionist job that actually has a dress code requiring business professional wear, including we wear heels that are at least 1 inch tall. I was informed this at the interview and I said I could manage that.  Now I\u2019m one week in and my hips are killing me. I had to move furniture last week for a few hours in those heels for crying out loud. Would it be a reasonable accommodation for me to ask to wear professional flat shoes? Or am I screwed because Texas is an At-Will state and I agreed to the dress code? I do really need this job so I don\u2019t want to make a fuss if there\u2019s a chance I could lose it.", "c_root_id_A": "gtefugf", "c_root_id_B": "gtecus3", "created_at_utc_A": 1617581458, "created_at_utc_B": 1617579751, "score_A": 15, "score_B": 11, "human_ref_A": "Yes you can start the process to request a reasonable accommodation if this is a documented medical condition a doctor will sign off on.  That said, are men also required to wear heels, im not as familiar with Texas law, but this seems like we\u2019re moving into gender discrimination territory.", "human_ref_B": "Can you wear wedges or platforms?", "labels": 1, "seconds_difference": 1707.0, "score_ratio": 1.3636363636, "metadata_A": "", "metadata_B": ""}
{"post_id": "mk6814", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[TX] Can my employer still require I wear one inch heels even if I have hip and knee problems? I\u2019m early 20s F and have had weak hips and knees for years. I just started a receptionist job that actually has a dress code requiring business professional wear, including we wear heels that are at least 1 inch tall. I was informed this at the interview and I said I could manage that.  Now I\u2019m one week in and my hips are killing me. I had to move furniture last week for a few hours in those heels for crying out loud. Would it be a reasonable accommodation for me to ask to wear professional flat shoes? Or am I screwed because Texas is an At-Will state and I agreed to the dress code? I do really need this job so I don\u2019t want to make a fuss if there\u2019s a chance I could lose it.", "c_root_id_A": "gteldbh", "c_root_id_B": "gtecus3", "created_at_utc_A": 1617584576, "created_at_utc_B": 1617579751, "score_A": 14, "score_B": 11, "human_ref_A": "You need to get clear guidance from your doctor about what you can and cannot do. (You probably shouldn't be moving furniture.) If your condition qualifies under the ADA, then you could ask for an exemption from the heel height requirement as an accommodation.", "human_ref_B": "Can you wear wedges or platforms?", "labels": 1, "seconds_difference": 4825.0, "score_ratio": 1.2727272727, "metadata_A": "", "metadata_B": ""}
{"post_id": "mk6814", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[TX] Can my employer still require I wear one inch heels even if I have hip and knee problems? I\u2019m early 20s F and have had weak hips and knees for years. I just started a receptionist job that actually has a dress code requiring business professional wear, including we wear heels that are at least 1 inch tall. I was informed this at the interview and I said I could manage that.  Now I\u2019m one week in and my hips are killing me. I had to move furniture last week for a few hours in those heels for crying out loud. Would it be a reasonable accommodation for me to ask to wear professional flat shoes? Or am I screwed because Texas is an At-Will state and I agreed to the dress code? I do really need this job so I don\u2019t want to make a fuss if there\u2019s a chance I could lose it.", "c_root_id_A": "gteg34v", "c_root_id_B": "gteldbh", "created_at_utc_A": 1617581597, "created_at_utc_B": 1617584576, "score_A": 0, "score_B": 14, "human_ref_A": "Do you have a disability?", "human_ref_B": "You need to get clear guidance from your doctor about what you can and cannot do. (You probably shouldn't be moving furniture.) If your condition qualifies under the ADA, then you could ask for an exemption from the heel height requirement as an accommodation.", "labels": 0, "seconds_difference": 2979.0, "score_ratio": 14000.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "mk6814", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[TX] Can my employer still require I wear one inch heels even if I have hip and knee problems? I\u2019m early 20s F and have had weak hips and knees for years. I just started a receptionist job that actually has a dress code requiring business professional wear, including we wear heels that are at least 1 inch tall. I was informed this at the interview and I said I could manage that.  Now I\u2019m one week in and my hips are killing me. I had to move furniture last week for a few hours in those heels for crying out loud. Would it be a reasonable accommodation for me to ask to wear professional flat shoes? Or am I screwed because Texas is an At-Will state and I agreed to the dress code? I do really need this job so I don\u2019t want to make a fuss if there\u2019s a chance I could lose it.", "c_root_id_A": "gtecus3", "c_root_id_B": "gtepzp2", "created_at_utc_A": 1617579751, "created_at_utc_B": 1617587212, "score_A": 11, "score_B": 14, "human_ref_A": "Can you wear wedges or platforms?", "human_ref_B": "I'd LOVE to hear the justification for how wearing one inch heels helps you do your job and appear more professional.", "labels": 0, "seconds_difference": 7461.0, "score_ratio": 1.2727272727, "metadata_A": "", "metadata_B": ""}
{"post_id": "mk6814", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[TX] Can my employer still require I wear one inch heels even if I have hip and knee problems? I\u2019m early 20s F and have had weak hips and knees for years. I just started a receptionist job that actually has a dress code requiring business professional wear, including we wear heels that are at least 1 inch tall. I was informed this at the interview and I said I could manage that.  Now I\u2019m one week in and my hips are killing me. I had to move furniture last week for a few hours in those heels for crying out loud. Would it be a reasonable accommodation for me to ask to wear professional flat shoes? Or am I screwed because Texas is an At-Will state and I agreed to the dress code? I do really need this job so I don\u2019t want to make a fuss if there\u2019s a chance I could lose it.", "c_root_id_A": "gtepzp2", "c_root_id_B": "gtephke", "created_at_utc_A": 1617587212, "created_at_utc_B": 1617586920, "score_A": 14, "score_B": 5, "human_ref_A": "I'd LOVE to hear the justification for how wearing one inch heels helps you do your job and appear more professional.", "human_ref_B": "The question here is whether you are disabled.   There mere fact that you have \"weak hips and knees\" doesn't mean you are disabled. You might be, you might not.  The legal standard is are you \"substantially limited in a major life activity\" like walking.  The mere inability to walk in heels isn't a disability. You would need a doctor to certify that you are substantially limited in a major life activity like walking.", "labels": 1, "seconds_difference": 292.0, "score_ratio": 2.8, "metadata_A": "", "metadata_B": ""}
{"post_id": "mk6814", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[TX] Can my employer still require I wear one inch heels even if I have hip and knee problems? I\u2019m early 20s F and have had weak hips and knees for years. I just started a receptionist job that actually has a dress code requiring business professional wear, including we wear heels that are at least 1 inch tall. I was informed this at the interview and I said I could manage that.  Now I\u2019m one week in and my hips are killing me. I had to move furniture last week for a few hours in those heels for crying out loud. Would it be a reasonable accommodation for me to ask to wear professional flat shoes? Or am I screwed because Texas is an At-Will state and I agreed to the dress code? I do really need this job so I don\u2019t want to make a fuss if there\u2019s a chance I could lose it.", "c_root_id_A": "gteg34v", "c_root_id_B": "gtepzp2", "created_at_utc_A": 1617581597, "created_at_utc_B": 1617587212, "score_A": 0, "score_B": 14, "human_ref_A": "Do you have a disability?", "human_ref_B": "I'd LOVE to hear the justification for how wearing one inch heels helps you do your job and appear more professional.", "labels": 0, "seconds_difference": 5615.0, "score_ratio": 14000.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "mk6814", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[TX] Can my employer still require I wear one inch heels even if I have hip and knee problems? I\u2019m early 20s F and have had weak hips and knees for years. I just started a receptionist job that actually has a dress code requiring business professional wear, including we wear heels that are at least 1 inch tall. I was informed this at the interview and I said I could manage that.  Now I\u2019m one week in and my hips are killing me. I had to move furniture last week for a few hours in those heels for crying out loud. Would it be a reasonable accommodation for me to ask to wear professional flat shoes? Or am I screwed because Texas is an At-Will state and I agreed to the dress code? I do really need this job so I don\u2019t want to make a fuss if there\u2019s a chance I could lose it.", "c_root_id_A": "gtephke", "c_root_id_B": "gteg34v", "created_at_utc_A": 1617586920, "created_at_utc_B": 1617581597, "score_A": 5, "score_B": 0, "human_ref_A": "The question here is whether you are disabled.   There mere fact that you have \"weak hips and knees\" doesn't mean you are disabled. You might be, you might not.  The legal standard is are you \"substantially limited in a major life activity\" like walking.  The mere inability to walk in heels isn't a disability. You would need a doctor to certify that you are substantially limited in a major life activity like walking.", "human_ref_B": "Do you have a disability?", "labels": 1, "seconds_difference": 5323.0, "score_ratio": 5000.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "mk6814", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[TX] Can my employer still require I wear one inch heels even if I have hip and knee problems? I\u2019m early 20s F and have had weak hips and knees for years. I just started a receptionist job that actually has a dress code requiring business professional wear, including we wear heels that are at least 1 inch tall. I was informed this at the interview and I said I could manage that.  Now I\u2019m one week in and my hips are killing me. I had to move furniture last week for a few hours in those heels for crying out loud. Would it be a reasonable accommodation for me to ask to wear professional flat shoes? Or am I screwed because Texas is an At-Will state and I agreed to the dress code? I do really need this job so I don\u2019t want to make a fuss if there\u2019s a chance I could lose it.", "c_root_id_A": "gteg34v", "c_root_id_B": "gtgpedu", "created_at_utc_A": 1617581597, "created_at_utc_B": 1617637131, "score_A": 0, "score_B": 3, "human_ref_A": "Do you have a disability?", "human_ref_B": "https://www.vionicshoes.com/josie-kitten-heel.html?76=492?", "labels": 0, "seconds_difference": 55534.0, "score_ratio": 3000.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "mr5ywu", "domain": "askhr_test", "upvote_ratio": 0.99, "history": "[MO] Employer fired me, but still has me listed as active employee My husband was fired from his job around the end of February for something out of his control. He filed for unemployment benefits the next day. His unemployment claim has been stuck as pending ever since. He has been actively applying for jobs and submitting everything required to the unemployment office. Today he got a call from his unemployment case worker and found out that his old employer had left him on the books as an active employee with reduced hours. He assured them he was indeed let go and had no access to his benefits or any company property.  He was working from home and has already returned his equipment back to them with the shipping labels and instructions they provided. They shut off his FSA card and other benefits. He has even received calls and mail about Cobra even though our insurance is through my employer.  I definitely feel like something fishy is going on, like the company is trying to avoid paying unemployment benefits or other things. Is this legal? Any recommendations on what next steps he should take to make sure he gets proper back pay for his unemployment benefits?", "c_root_id_A": "gukjn03", "c_root_id_B": "gukk043", "created_at_utc_A": 1618459908, "created_at_utc_B": 1618460151, "score_A": 8, "score_B": 22, "human_ref_A": "This sounds more like an issue with an overburdened unemployment system than the business fighting things. UI claims can take time, because the state has to review them, give the employer time to respond, allow the employee to appeal, and possible other rounds of appeals. The state is also reviewing every claim extra hard right now because of all the BILLIONS in UI fraud we\u2019ve seen over the last year.   Be reassured, the company has the ability to appeal the unemployment charge against them, but they don\u2019t get to decide the outcome. The state UI judges make the final decision based on the facts of the dismissal. You just have to follow the process.", "human_ref_B": "I assume you probably have already, but just confirming he has contacted the old employer asking about why he is shown in their HRIS system as active-reduced hours?  It is not common, but can be easy to have an error when terminating an employee in the system and not transferred to full terminated status.  Depending on how his prior employer responds/responded can tell you a lot of if this is fishy or not.    Both a reduction in hours and termination can/will result in COBRA eligible and other benefits terminated.  It does however depend on on the employer's look-back period and the reduction in hours (under 30 hours/week) putting you below benefit eligible and depending . So, I wouldn't necessarily question why he received the COBRA packet and FSA deactivated but not terminated.", "labels": 0, "seconds_difference": 243.0, "score_ratio": 2.75, "metadata_A": "", "metadata_B": ""}
{"post_id": "mr5ywu", "domain": "askhr_test", "upvote_ratio": 0.99, "history": "[MO] Employer fired me, but still has me listed as active employee My husband was fired from his job around the end of February for something out of his control. He filed for unemployment benefits the next day. His unemployment claim has been stuck as pending ever since. He has been actively applying for jobs and submitting everything required to the unemployment office. Today he got a call from his unemployment case worker and found out that his old employer had left him on the books as an active employee with reduced hours. He assured them he was indeed let go and had no access to his benefits or any company property.  He was working from home and has already returned his equipment back to them with the shipping labels and instructions they provided. They shut off his FSA card and other benefits. He has even received calls and mail about Cobra even though our insurance is through my employer.  I definitely feel like something fishy is going on, like the company is trying to avoid paying unemployment benefits or other things. Is this legal? Any recommendations on what next steps he should take to make sure he gets proper back pay for his unemployment benefits?", "c_root_id_A": "gukjn03", "c_root_id_B": "gulkmv7", "created_at_utc_A": 1618459908, "created_at_utc_B": 1618490966, "score_A": 8, "score_B": 12, "human_ref_A": "This sounds more like an issue with an overburdened unemployment system than the business fighting things. UI claims can take time, because the state has to review them, give the employer time to respond, allow the employee to appeal, and possible other rounds of appeals. The state is also reviewing every claim extra hard right now because of all the BILLIONS in UI fraud we\u2019ve seen over the last year.   Be reassured, the company has the ability to appeal the unemployment charge against them, but they don\u2019t get to decide the outcome. The state UI judges make the final decision based on the facts of the dismissal. You just have to follow the process.", "human_ref_B": "The only shady reason they would have is if they filed for Covid employer loan and stated to keep their employees to receive it. That\u2019s a long shot and highly unlikely and more like an error in the HRIS system. Email the HR department.", "labels": 0, "seconds_difference": 31058.0, "score_ratio": 1.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "wg7eqz", "domain": "askhr_test", "upvote_ratio": 0.94, "history": "[CA] I feel pressured to work during my 30 min unpaid lunch break Posted this on another sub yesterday but wanted to get some feedback before I decide to take it further. To add to the story, I haven\u2019t received my review in writing but plan to ask on Monday. Im also going to email a response to the review on Monday as well. Not sure how to move forward if I cant prove what was said. Im also debating whether or not I should speak to Amy\u2019s boss when they come on Monday and how shes creating issues at work.   I am an hourly employee in CA and recently I had to set boundaries with my coworkers regarding my breaks and lunches. I don\u2019t want to give too much info in fear of being identified but my job is basically a glorified secretary. I acknowledge my mistakes of being a people pleaser and doing the most to help people, but I am doing a lot better at respecting my boundaries.   I am pretty friendly with a lot of people there, including the mail clerk \u201cAmy\u201d. Last week I was eating lunch in the office (which I rarely do due to never being able to eat in peace) when Amy comes in to tell me the vendor needed a signature. I was surprised she did this because I have lamented to Amy about people constantly bugging me on my lunches in the past. The first time she interrupted me, I let her know to let a supervisor or someone else in the office to sign for it. She came in a second time to ask about the vendor again, this time I had to be firm and remind her I am at lunch. She walked away embarrassed and I did feel bad but I was not disrespectful and did not raise my voice.  Yesterday I had a review and despite my good marks, I only get docked for not being \u201cempathetic\u201d to my peers and was given the interaction with Amy as an example. According to my director, Amy said that I yelled at her that I was on my lunch and refused to help or give direction. Which was just not true and a twisted version of events. I explained to my director my side and they were shocked at how different the two stories were. I defended myself by telling her that I was just enforcing my boundaries and gave a few examples of my own of situations where people just walked all over me. Again they were shocked and I could tell embarrassed from not knowing the full story and being so quick to judge.   So now I feel like Im seen as a jerk at work for just wanting to take my 30 min uninterrupted lunch according to CA law. I want to reiterate that I was professional when speaking to Amy and don\u2019t feel its just to penalize me for maintaining a reasonable boundary.", "c_root_id_A": "iiyb6p0", "c_root_id_B": "iiy0gpu", "created_at_utc_A": 1659639452, "created_at_utc_B": 1659635439, "score_A": 65, "score_B": 43, "human_ref_A": "I would ask for a meeting with your director and Amy to discuss your lunch breaks and who to talk to about vendors, etc. so this can stop happening. Maybe your director's presence will make a difference?", "human_ref_B": ">I explained to my director my side and they were shocked at how different the two stories were. I defended myself by telling her that I was just enforcing my boundaries and gave a few examples of my own of situations where people just walked all over me. Again they were shocked and I could tell embarrassed from not knowing the full story and being so quick to judge.  If your director responded favorably to your explanation, why do you still feel pressured?", "labels": 1, "seconds_difference": 4013.0, "score_ratio": 1.511627907, "metadata_A": "", "metadata_B": ""}
{"post_id": "wg7eqz", "domain": "askhr_test", "upvote_ratio": 0.94, "history": "[CA] I feel pressured to work during my 30 min unpaid lunch break Posted this on another sub yesterday but wanted to get some feedback before I decide to take it further. To add to the story, I haven\u2019t received my review in writing but plan to ask on Monday. Im also going to email a response to the review on Monday as well. Not sure how to move forward if I cant prove what was said. Im also debating whether or not I should speak to Amy\u2019s boss when they come on Monday and how shes creating issues at work.   I am an hourly employee in CA and recently I had to set boundaries with my coworkers regarding my breaks and lunches. I don\u2019t want to give too much info in fear of being identified but my job is basically a glorified secretary. I acknowledge my mistakes of being a people pleaser and doing the most to help people, but I am doing a lot better at respecting my boundaries.   I am pretty friendly with a lot of people there, including the mail clerk \u201cAmy\u201d. Last week I was eating lunch in the office (which I rarely do due to never being able to eat in peace) when Amy comes in to tell me the vendor needed a signature. I was surprised she did this because I have lamented to Amy about people constantly bugging me on my lunches in the past. The first time she interrupted me, I let her know to let a supervisor or someone else in the office to sign for it. She came in a second time to ask about the vendor again, this time I had to be firm and remind her I am at lunch. She walked away embarrassed and I did feel bad but I was not disrespectful and did not raise my voice.  Yesterday I had a review and despite my good marks, I only get docked for not being \u201cempathetic\u201d to my peers and was given the interaction with Amy as an example. According to my director, Amy said that I yelled at her that I was on my lunch and refused to help or give direction. Which was just not true and a twisted version of events. I explained to my director my side and they were shocked at how different the two stories were. I defended myself by telling her that I was just enforcing my boundaries and gave a few examples of my own of situations where people just walked all over me. Again they were shocked and I could tell embarrassed from not knowing the full story and being so quick to judge.   So now I feel like Im seen as a jerk at work for just wanting to take my 30 min uninterrupted lunch according to CA law. I want to reiterate that I was professional when speaking to Amy and don\u2019t feel its just to penalize me for maintaining a reasonable boundary.", "c_root_id_A": "iiyb6p0", "c_root_id_B": "iiy481x", "created_at_utc_A": 1659639452, "created_at_utc_B": 1659636834, "score_A": 65, "score_B": 33, "human_ref_A": "I would ask for a meeting with your director and Amy to discuss your lunch breaks and who to talk to about vendors, etc. so this can stop happening. Maybe your director's presence will make a difference?", "human_ref_B": "Whew CA labor laws don\u2019t play about meal time. File a labor complaint. I bet that will teach Amy", "labels": 1, "seconds_difference": 2618.0, "score_ratio": 1.9696969697, "metadata_A": "", "metadata_B": ""}
{"post_id": "wg7eqz", "domain": "askhr_test", "upvote_ratio": 0.94, "history": "[CA] I feel pressured to work during my 30 min unpaid lunch break Posted this on another sub yesterday but wanted to get some feedback before I decide to take it further. To add to the story, I haven\u2019t received my review in writing but plan to ask on Monday. Im also going to email a response to the review on Monday as well. Not sure how to move forward if I cant prove what was said. Im also debating whether or not I should speak to Amy\u2019s boss when they come on Monday and how shes creating issues at work.   I am an hourly employee in CA and recently I had to set boundaries with my coworkers regarding my breaks and lunches. I don\u2019t want to give too much info in fear of being identified but my job is basically a glorified secretary. I acknowledge my mistakes of being a people pleaser and doing the most to help people, but I am doing a lot better at respecting my boundaries.   I am pretty friendly with a lot of people there, including the mail clerk \u201cAmy\u201d. Last week I was eating lunch in the office (which I rarely do due to never being able to eat in peace) when Amy comes in to tell me the vendor needed a signature. I was surprised she did this because I have lamented to Amy about people constantly bugging me on my lunches in the past. The first time she interrupted me, I let her know to let a supervisor or someone else in the office to sign for it. She came in a second time to ask about the vendor again, this time I had to be firm and remind her I am at lunch. She walked away embarrassed and I did feel bad but I was not disrespectful and did not raise my voice.  Yesterday I had a review and despite my good marks, I only get docked for not being \u201cempathetic\u201d to my peers and was given the interaction with Amy as an example. According to my director, Amy said that I yelled at her that I was on my lunch and refused to help or give direction. Which was just not true and a twisted version of events. I explained to my director my side and they were shocked at how different the two stories were. I defended myself by telling her that I was just enforcing my boundaries and gave a few examples of my own of situations where people just walked all over me. Again they were shocked and I could tell embarrassed from not knowing the full story and being so quick to judge.   So now I feel like Im seen as a jerk at work for just wanting to take my 30 min uninterrupted lunch according to CA law. I want to reiterate that I was professional when speaking to Amy and don\u2019t feel its just to penalize me for maintaining a reasonable boundary.", "c_root_id_A": "iiyb6p0", "c_root_id_B": "iiy19l1", "created_at_utc_A": 1659639452, "created_at_utc_B": 1659635734, "score_A": 65, "score_B": 9, "human_ref_A": "I would ask for a meeting with your director and Amy to discuss your lunch breaks and who to talk to about vendors, etc. so this can stop happening. Maybe your director's presence will make a difference?", "human_ref_B": "So something came up, produced a reasonable discussion, and as a result you feel you can't take your lunch break?", "labels": 1, "seconds_difference": 3718.0, "score_ratio": 7.2222222222, "metadata_A": "", "metadata_B": ""}
{"post_id": "wg7eqz", "domain": "askhr_test", "upvote_ratio": 0.94, "history": "[CA] I feel pressured to work during my 30 min unpaid lunch break Posted this on another sub yesterday but wanted to get some feedback before I decide to take it further. To add to the story, I haven\u2019t received my review in writing but plan to ask on Monday. Im also going to email a response to the review on Monday as well. Not sure how to move forward if I cant prove what was said. Im also debating whether or not I should speak to Amy\u2019s boss when they come on Monday and how shes creating issues at work.   I am an hourly employee in CA and recently I had to set boundaries with my coworkers regarding my breaks and lunches. I don\u2019t want to give too much info in fear of being identified but my job is basically a glorified secretary. I acknowledge my mistakes of being a people pleaser and doing the most to help people, but I am doing a lot better at respecting my boundaries.   I am pretty friendly with a lot of people there, including the mail clerk \u201cAmy\u201d. Last week I was eating lunch in the office (which I rarely do due to never being able to eat in peace) when Amy comes in to tell me the vendor needed a signature. I was surprised she did this because I have lamented to Amy about people constantly bugging me on my lunches in the past. The first time she interrupted me, I let her know to let a supervisor or someone else in the office to sign for it. She came in a second time to ask about the vendor again, this time I had to be firm and remind her I am at lunch. She walked away embarrassed and I did feel bad but I was not disrespectful and did not raise my voice.  Yesterday I had a review and despite my good marks, I only get docked for not being \u201cempathetic\u201d to my peers and was given the interaction with Amy as an example. According to my director, Amy said that I yelled at her that I was on my lunch and refused to help or give direction. Which was just not true and a twisted version of events. I explained to my director my side and they were shocked at how different the two stories were. I defended myself by telling her that I was just enforcing my boundaries and gave a few examples of my own of situations where people just walked all over me. Again they were shocked and I could tell embarrassed from not knowing the full story and being so quick to judge.   So now I feel like Im seen as a jerk at work for just wanting to take my 30 min uninterrupted lunch according to CA law. I want to reiterate that I was professional when speaking to Amy and don\u2019t feel its just to penalize me for maintaining a reasonable boundary.", "c_root_id_A": "iiy9yn0", "c_root_id_B": "iiyb6p0", "created_at_utc_A": 1659638997, "created_at_utc_B": 1659639452, "score_A": 8, "score_B": 65, "human_ref_A": "Here's my POV on what went wrong. You were eating lunch in the office. You need to fully remove yourself from view so that people cannot bother you.  Is it fair? No. They should know better than to bother someone who says \"Sorry, I'm on lunch right now, someone else will need to help you.\" But it's going to be the real response they give you if you take this to LNI and make it a real issue that they will have to deal with you.   You don't have the right to eat in the office, it's not the appropriate place to eat in many places. You need to find another option and this will settle the whole thing.", "human_ref_B": "I would ask for a meeting with your director and Amy to discuss your lunch breaks and who to talk to about vendors, etc. so this can stop happening. Maybe your director's presence will make a difference?", "labels": 0, "seconds_difference": 455.0, "score_ratio": 8.125, "metadata_A": "", "metadata_B": ""}
{"post_id": "wg7eqz", "domain": "askhr_test", "upvote_ratio": 0.94, "history": "[CA] I feel pressured to work during my 30 min unpaid lunch break Posted this on another sub yesterday but wanted to get some feedback before I decide to take it further. To add to the story, I haven\u2019t received my review in writing but plan to ask on Monday. Im also going to email a response to the review on Monday as well. Not sure how to move forward if I cant prove what was said. Im also debating whether or not I should speak to Amy\u2019s boss when they come on Monday and how shes creating issues at work.   I am an hourly employee in CA and recently I had to set boundaries with my coworkers regarding my breaks and lunches. I don\u2019t want to give too much info in fear of being identified but my job is basically a glorified secretary. I acknowledge my mistakes of being a people pleaser and doing the most to help people, but I am doing a lot better at respecting my boundaries.   I am pretty friendly with a lot of people there, including the mail clerk \u201cAmy\u201d. Last week I was eating lunch in the office (which I rarely do due to never being able to eat in peace) when Amy comes in to tell me the vendor needed a signature. I was surprised she did this because I have lamented to Amy about people constantly bugging me on my lunches in the past. The first time she interrupted me, I let her know to let a supervisor or someone else in the office to sign for it. She came in a second time to ask about the vendor again, this time I had to be firm and remind her I am at lunch. She walked away embarrassed and I did feel bad but I was not disrespectful and did not raise my voice.  Yesterday I had a review and despite my good marks, I only get docked for not being \u201cempathetic\u201d to my peers and was given the interaction with Amy as an example. According to my director, Amy said that I yelled at her that I was on my lunch and refused to help or give direction. Which was just not true and a twisted version of events. I explained to my director my side and they were shocked at how different the two stories were. I defended myself by telling her that I was just enforcing my boundaries and gave a few examples of my own of situations where people just walked all over me. Again they were shocked and I could tell embarrassed from not knowing the full story and being so quick to judge.   So now I feel like Im seen as a jerk at work for just wanting to take my 30 min uninterrupted lunch according to CA law. I want to reiterate that I was professional when speaking to Amy and don\u2019t feel its just to penalize me for maintaining a reasonable boundary.", "c_root_id_A": "iiy481x", "c_root_id_B": "iiy19l1", "created_at_utc_A": 1659636834, "created_at_utc_B": 1659635734, "score_A": 33, "score_B": 9, "human_ref_A": "Whew CA labor laws don\u2019t play about meal time. File a labor complaint. I bet that will teach Amy", "human_ref_B": "So something came up, produced a reasonable discussion, and as a result you feel you can't take your lunch break?", "labels": 1, "seconds_difference": 1100.0, "score_ratio": 3.6666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "wg7eqz", "domain": "askhr_test", "upvote_ratio": 0.94, "history": "[CA] I feel pressured to work during my 30 min unpaid lunch break Posted this on another sub yesterday but wanted to get some feedback before I decide to take it further. To add to the story, I haven\u2019t received my review in writing but plan to ask on Monday. Im also going to email a response to the review on Monday as well. Not sure how to move forward if I cant prove what was said. Im also debating whether or not I should speak to Amy\u2019s boss when they come on Monday and how shes creating issues at work.   I am an hourly employee in CA and recently I had to set boundaries with my coworkers regarding my breaks and lunches. I don\u2019t want to give too much info in fear of being identified but my job is basically a glorified secretary. I acknowledge my mistakes of being a people pleaser and doing the most to help people, but I am doing a lot better at respecting my boundaries.   I am pretty friendly with a lot of people there, including the mail clerk \u201cAmy\u201d. Last week I was eating lunch in the office (which I rarely do due to never being able to eat in peace) when Amy comes in to tell me the vendor needed a signature. I was surprised she did this because I have lamented to Amy about people constantly bugging me on my lunches in the past. The first time she interrupted me, I let her know to let a supervisor or someone else in the office to sign for it. She came in a second time to ask about the vendor again, this time I had to be firm and remind her I am at lunch. She walked away embarrassed and I did feel bad but I was not disrespectful and did not raise my voice.  Yesterday I had a review and despite my good marks, I only get docked for not being \u201cempathetic\u201d to my peers and was given the interaction with Amy as an example. According to my director, Amy said that I yelled at her that I was on my lunch and refused to help or give direction. Which was just not true and a twisted version of events. I explained to my director my side and they were shocked at how different the two stories were. I defended myself by telling her that I was just enforcing my boundaries and gave a few examples of my own of situations where people just walked all over me. Again they were shocked and I could tell embarrassed from not knowing the full story and being so quick to judge.   So now I feel like Im seen as a jerk at work for just wanting to take my 30 min uninterrupted lunch according to CA law. I want to reiterate that I was professional when speaking to Amy and don\u2019t feel its just to penalize me for maintaining a reasonable boundary.", "c_root_id_A": "iizjhit", "c_root_id_B": "iiy19l1", "created_at_utc_A": 1659657246, "created_at_utc_B": 1659635734, "score_A": 21, "score_B": 9, "human_ref_A": "There's a reason I always left the office for my lunch, even if was to go and sit in my car a block away.  As long as you are in the office, people will think you're on the clock or that you won't mind doing \"just this one thing.\"", "human_ref_B": "So something came up, produced a reasonable discussion, and as a result you feel you can't take your lunch break?", "labels": 1, "seconds_difference": 21512.0, "score_ratio": 2.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "wg7eqz", "domain": "askhr_test", "upvote_ratio": 0.94, "history": "[CA] I feel pressured to work during my 30 min unpaid lunch break Posted this on another sub yesterday but wanted to get some feedback before I decide to take it further. To add to the story, I haven\u2019t received my review in writing but plan to ask on Monday. Im also going to email a response to the review on Monday as well. Not sure how to move forward if I cant prove what was said. Im also debating whether or not I should speak to Amy\u2019s boss when they come on Monday and how shes creating issues at work.   I am an hourly employee in CA and recently I had to set boundaries with my coworkers regarding my breaks and lunches. I don\u2019t want to give too much info in fear of being identified but my job is basically a glorified secretary. I acknowledge my mistakes of being a people pleaser and doing the most to help people, but I am doing a lot better at respecting my boundaries.   I am pretty friendly with a lot of people there, including the mail clerk \u201cAmy\u201d. Last week I was eating lunch in the office (which I rarely do due to never being able to eat in peace) when Amy comes in to tell me the vendor needed a signature. I was surprised she did this because I have lamented to Amy about people constantly bugging me on my lunches in the past. The first time she interrupted me, I let her know to let a supervisor or someone else in the office to sign for it. She came in a second time to ask about the vendor again, this time I had to be firm and remind her I am at lunch. She walked away embarrassed and I did feel bad but I was not disrespectful and did not raise my voice.  Yesterday I had a review and despite my good marks, I only get docked for not being \u201cempathetic\u201d to my peers and was given the interaction with Amy as an example. According to my director, Amy said that I yelled at her that I was on my lunch and refused to help or give direction. Which was just not true and a twisted version of events. I explained to my director my side and they were shocked at how different the two stories were. I defended myself by telling her that I was just enforcing my boundaries and gave a few examples of my own of situations where people just walked all over me. Again they were shocked and I could tell embarrassed from not knowing the full story and being so quick to judge.   So now I feel like Im seen as a jerk at work for just wanting to take my 30 min uninterrupted lunch according to CA law. I want to reiterate that I was professional when speaking to Amy and don\u2019t feel its just to penalize me for maintaining a reasonable boundary.", "c_root_id_A": "iizjhit", "c_root_id_B": "iiy9yn0", "created_at_utc_A": 1659657246, "created_at_utc_B": 1659638997, "score_A": 21, "score_B": 8, "human_ref_A": "There's a reason I always left the office for my lunch, even if was to go and sit in my car a block away.  As long as you are in the office, people will think you're on the clock or that you won't mind doing \"just this one thing.\"", "human_ref_B": "Here's my POV on what went wrong. You were eating lunch in the office. You need to fully remove yourself from view so that people cannot bother you.  Is it fair? No. They should know better than to bother someone who says \"Sorry, I'm on lunch right now, someone else will need to help you.\" But it's going to be the real response they give you if you take this to LNI and make it a real issue that they will have to deal with you.   You don't have the right to eat in the office, it's not the appropriate place to eat in many places. You need to find another option and this will settle the whole thing.", "labels": 1, "seconds_difference": 18249.0, "score_ratio": 2.625, "metadata_A": "", "metadata_B": ""}
{"post_id": "wg7eqz", "domain": "askhr_test", "upvote_ratio": 0.94, "history": "[CA] I feel pressured to work during my 30 min unpaid lunch break Posted this on another sub yesterday but wanted to get some feedback before I decide to take it further. To add to the story, I haven\u2019t received my review in writing but plan to ask on Monday. Im also going to email a response to the review on Monday as well. Not sure how to move forward if I cant prove what was said. Im also debating whether or not I should speak to Amy\u2019s boss when they come on Monday and how shes creating issues at work.   I am an hourly employee in CA and recently I had to set boundaries with my coworkers regarding my breaks and lunches. I don\u2019t want to give too much info in fear of being identified but my job is basically a glorified secretary. I acknowledge my mistakes of being a people pleaser and doing the most to help people, but I am doing a lot better at respecting my boundaries.   I am pretty friendly with a lot of people there, including the mail clerk \u201cAmy\u201d. Last week I was eating lunch in the office (which I rarely do due to never being able to eat in peace) when Amy comes in to tell me the vendor needed a signature. I was surprised she did this because I have lamented to Amy about people constantly bugging me on my lunches in the past. The first time she interrupted me, I let her know to let a supervisor or someone else in the office to sign for it. She came in a second time to ask about the vendor again, this time I had to be firm and remind her I am at lunch. She walked away embarrassed and I did feel bad but I was not disrespectful and did not raise my voice.  Yesterday I had a review and despite my good marks, I only get docked for not being \u201cempathetic\u201d to my peers and was given the interaction with Amy as an example. According to my director, Amy said that I yelled at her that I was on my lunch and refused to help or give direction. Which was just not true and a twisted version of events. I explained to my director my side and they were shocked at how different the two stories were. I defended myself by telling her that I was just enforcing my boundaries and gave a few examples of my own of situations where people just walked all over me. Again they were shocked and I could tell embarrassed from not knowing the full story and being so quick to judge.   So now I feel like Im seen as a jerk at work for just wanting to take my 30 min uninterrupted lunch according to CA law. I want to reiterate that I was professional when speaking to Amy and don\u2019t feel its just to penalize me for maintaining a reasonable boundary.", "c_root_id_A": "iizjhit", "c_root_id_B": "iiz0jh3", "created_at_utc_A": 1659657246, "created_at_utc_B": 1659649259, "score_A": 21, "score_B": 2, "human_ref_A": "There's a reason I always left the office for my lunch, even if was to go and sit in my car a block away.  As long as you are in the office, people will think you're on the clock or that you won't mind doing \"just this one thing.\"", "human_ref_B": "I don't know much about CA law since it's a little different than the rest of the country. But since you are hourly, you are to be paid for the hours you work. When someone interrups my lunch I either extend my lunch by the minutes I'm interrupted or I add it to my timesheet. Most places don't like unscheduled OT, so if you have a place thst you can get away for your lunch, do that.  Also, I would have a sit down with Amy and your boss(es) and let them know that when it's your lunch time, you're not working unless you are getting paid (that's legal). Amy can eithet wait or find someone else.  IMHO, Amy is a passive aggressive asshole.", "labels": 1, "seconds_difference": 7987.0, "score_ratio": 10.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "wg7eqz", "domain": "askhr_test", "upvote_ratio": 0.94, "history": "[CA] I feel pressured to work during my 30 min unpaid lunch break Posted this on another sub yesterday but wanted to get some feedback before I decide to take it further. To add to the story, I haven\u2019t received my review in writing but plan to ask on Monday. Im also going to email a response to the review on Monday as well. Not sure how to move forward if I cant prove what was said. Im also debating whether or not I should speak to Amy\u2019s boss when they come on Monday and how shes creating issues at work.   I am an hourly employee in CA and recently I had to set boundaries with my coworkers regarding my breaks and lunches. I don\u2019t want to give too much info in fear of being identified but my job is basically a glorified secretary. I acknowledge my mistakes of being a people pleaser and doing the most to help people, but I am doing a lot better at respecting my boundaries.   I am pretty friendly with a lot of people there, including the mail clerk \u201cAmy\u201d. Last week I was eating lunch in the office (which I rarely do due to never being able to eat in peace) when Amy comes in to tell me the vendor needed a signature. I was surprised she did this because I have lamented to Amy about people constantly bugging me on my lunches in the past. The first time she interrupted me, I let her know to let a supervisor or someone else in the office to sign for it. She came in a second time to ask about the vendor again, this time I had to be firm and remind her I am at lunch. She walked away embarrassed and I did feel bad but I was not disrespectful and did not raise my voice.  Yesterday I had a review and despite my good marks, I only get docked for not being \u201cempathetic\u201d to my peers and was given the interaction with Amy as an example. According to my director, Amy said that I yelled at her that I was on my lunch and refused to help or give direction. Which was just not true and a twisted version of events. I explained to my director my side and they were shocked at how different the two stories were. I defended myself by telling her that I was just enforcing my boundaries and gave a few examples of my own of situations where people just walked all over me. Again they were shocked and I could tell embarrassed from not knowing the full story and being so quick to judge.   So now I feel like Im seen as a jerk at work for just wanting to take my 30 min uninterrupted lunch according to CA law. I want to reiterate that I was professional when speaking to Amy and don\u2019t feel its just to penalize me for maintaining a reasonable boundary.", "c_root_id_A": "iizjhit", "c_root_id_B": "iiz4uvz", "created_at_utc_A": 1659657246, "created_at_utc_B": 1659650981, "score_A": 21, "score_B": 0, "human_ref_A": "There's a reason I always left the office for my lunch, even if was to go and sit in my car a block away.  As long as you are in the office, people will think you're on the clock or that you won't mind doing \"just this one thing.\"", "human_ref_B": "How long have you been at the company and has Amy been there a lot longer or is she newer?", "labels": 1, "seconds_difference": 6265.0, "score_ratio": 21000.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "wg7eqz", "domain": "askhr_test", "upvote_ratio": 0.94, "history": "[CA] I feel pressured to work during my 30 min unpaid lunch break Posted this on another sub yesterday but wanted to get some feedback before I decide to take it further. To add to the story, I haven\u2019t received my review in writing but plan to ask on Monday. Im also going to email a response to the review on Monday as well. Not sure how to move forward if I cant prove what was said. Im also debating whether or not I should speak to Amy\u2019s boss when they come on Monday and how shes creating issues at work.   I am an hourly employee in CA and recently I had to set boundaries with my coworkers regarding my breaks and lunches. I don\u2019t want to give too much info in fear of being identified but my job is basically a glorified secretary. I acknowledge my mistakes of being a people pleaser and doing the most to help people, but I am doing a lot better at respecting my boundaries.   I am pretty friendly with a lot of people there, including the mail clerk \u201cAmy\u201d. Last week I was eating lunch in the office (which I rarely do due to never being able to eat in peace) when Amy comes in to tell me the vendor needed a signature. I was surprised she did this because I have lamented to Amy about people constantly bugging me on my lunches in the past. The first time she interrupted me, I let her know to let a supervisor or someone else in the office to sign for it. She came in a second time to ask about the vendor again, this time I had to be firm and remind her I am at lunch. She walked away embarrassed and I did feel bad but I was not disrespectful and did not raise my voice.  Yesterday I had a review and despite my good marks, I only get docked for not being \u201cempathetic\u201d to my peers and was given the interaction with Amy as an example. According to my director, Amy said that I yelled at her that I was on my lunch and refused to help or give direction. Which was just not true and a twisted version of events. I explained to my director my side and they were shocked at how different the two stories were. I defended myself by telling her that I was just enforcing my boundaries and gave a few examples of my own of situations where people just walked all over me. Again they were shocked and I could tell embarrassed from not knowing the full story and being so quick to judge.   So now I feel like Im seen as a jerk at work for just wanting to take my 30 min uninterrupted lunch according to CA law. I want to reiterate that I was professional when speaking to Amy and don\u2019t feel its just to penalize me for maintaining a reasonable boundary.", "c_root_id_A": "iiy19l1", "c_root_id_B": "iizss40", "created_at_utc_A": 1659635734, "created_at_utc_B": 1659661410, "score_A": 9, "score_B": 14, "human_ref_A": "So something came up, produced a reasonable discussion, and as a result you feel you can't take your lunch break?", "human_ref_B": "get a copy of your review as soon as possible, if they don't remove the bit about being docked for trying to take your break, file a claim.", "labels": 0, "seconds_difference": 25676.0, "score_ratio": 1.5555555556, "metadata_A": "", "metadata_B": ""}
{"post_id": "wg7eqz", "domain": "askhr_test", "upvote_ratio": 0.94, "history": "[CA] I feel pressured to work during my 30 min unpaid lunch break Posted this on another sub yesterday but wanted to get some feedback before I decide to take it further. To add to the story, I haven\u2019t received my review in writing but plan to ask on Monday. Im also going to email a response to the review on Monday as well. Not sure how to move forward if I cant prove what was said. Im also debating whether or not I should speak to Amy\u2019s boss when they come on Monday and how shes creating issues at work.   I am an hourly employee in CA and recently I had to set boundaries with my coworkers regarding my breaks and lunches. I don\u2019t want to give too much info in fear of being identified but my job is basically a glorified secretary. I acknowledge my mistakes of being a people pleaser and doing the most to help people, but I am doing a lot better at respecting my boundaries.   I am pretty friendly with a lot of people there, including the mail clerk \u201cAmy\u201d. Last week I was eating lunch in the office (which I rarely do due to never being able to eat in peace) when Amy comes in to tell me the vendor needed a signature. I was surprised she did this because I have lamented to Amy about people constantly bugging me on my lunches in the past. The first time she interrupted me, I let her know to let a supervisor or someone else in the office to sign for it. She came in a second time to ask about the vendor again, this time I had to be firm and remind her I am at lunch. She walked away embarrassed and I did feel bad but I was not disrespectful and did not raise my voice.  Yesterday I had a review and despite my good marks, I only get docked for not being \u201cempathetic\u201d to my peers and was given the interaction with Amy as an example. According to my director, Amy said that I yelled at her that I was on my lunch and refused to help or give direction. Which was just not true and a twisted version of events. I explained to my director my side and they were shocked at how different the two stories were. I defended myself by telling her that I was just enforcing my boundaries and gave a few examples of my own of situations where people just walked all over me. Again they were shocked and I could tell embarrassed from not knowing the full story and being so quick to judge.   So now I feel like Im seen as a jerk at work for just wanting to take my 30 min uninterrupted lunch according to CA law. I want to reiterate that I was professional when speaking to Amy and don\u2019t feel its just to penalize me for maintaining a reasonable boundary.", "c_root_id_A": "iizss40", "c_root_id_B": "iiy9yn0", "created_at_utc_A": 1659661410, "created_at_utc_B": 1659638997, "score_A": 14, "score_B": 8, "human_ref_A": "get a copy of your review as soon as possible, if they don't remove the bit about being docked for trying to take your break, file a claim.", "human_ref_B": "Here's my POV on what went wrong. You were eating lunch in the office. You need to fully remove yourself from view so that people cannot bother you.  Is it fair? No. They should know better than to bother someone who says \"Sorry, I'm on lunch right now, someone else will need to help you.\" But it's going to be the real response they give you if you take this to LNI and make it a real issue that they will have to deal with you.   You don't have the right to eat in the office, it's not the appropriate place to eat in many places. You need to find another option and this will settle the whole thing.", "labels": 1, "seconds_difference": 22413.0, "score_ratio": 1.75, "metadata_A": "", "metadata_B": ""}
{"post_id": "wg7eqz", "domain": "askhr_test", "upvote_ratio": 0.94, "history": "[CA] I feel pressured to work during my 30 min unpaid lunch break Posted this on another sub yesterday but wanted to get some feedback before I decide to take it further. To add to the story, I haven\u2019t received my review in writing but plan to ask on Monday. Im also going to email a response to the review on Monday as well. Not sure how to move forward if I cant prove what was said. Im also debating whether or not I should speak to Amy\u2019s boss when they come on Monday and how shes creating issues at work.   I am an hourly employee in CA and recently I had to set boundaries with my coworkers regarding my breaks and lunches. I don\u2019t want to give too much info in fear of being identified but my job is basically a glorified secretary. I acknowledge my mistakes of being a people pleaser and doing the most to help people, but I am doing a lot better at respecting my boundaries.   I am pretty friendly with a lot of people there, including the mail clerk \u201cAmy\u201d. Last week I was eating lunch in the office (which I rarely do due to never being able to eat in peace) when Amy comes in to tell me the vendor needed a signature. I was surprised she did this because I have lamented to Amy about people constantly bugging me on my lunches in the past. The first time she interrupted me, I let her know to let a supervisor or someone else in the office to sign for it. She came in a second time to ask about the vendor again, this time I had to be firm and remind her I am at lunch. She walked away embarrassed and I did feel bad but I was not disrespectful and did not raise my voice.  Yesterday I had a review and despite my good marks, I only get docked for not being \u201cempathetic\u201d to my peers and was given the interaction with Amy as an example. According to my director, Amy said that I yelled at her that I was on my lunch and refused to help or give direction. Which was just not true and a twisted version of events. I explained to my director my side and they were shocked at how different the two stories were. I defended myself by telling her that I was just enforcing my boundaries and gave a few examples of my own of situations where people just walked all over me. Again they were shocked and I could tell embarrassed from not knowing the full story and being so quick to judge.   So now I feel like Im seen as a jerk at work for just wanting to take my 30 min uninterrupted lunch according to CA law. I want to reiterate that I was professional when speaking to Amy and don\u2019t feel its just to penalize me for maintaining a reasonable boundary.", "c_root_id_A": "iizss40", "c_root_id_B": "iiz0jh3", "created_at_utc_A": 1659661410, "created_at_utc_B": 1659649259, "score_A": 14, "score_B": 2, "human_ref_A": "get a copy of your review as soon as possible, if they don't remove the bit about being docked for trying to take your break, file a claim.", "human_ref_B": "I don't know much about CA law since it's a little different than the rest of the country. But since you are hourly, you are to be paid for the hours you work. When someone interrups my lunch I either extend my lunch by the minutes I'm interrupted or I add it to my timesheet. Most places don't like unscheduled OT, so if you have a place thst you can get away for your lunch, do that.  Also, I would have a sit down with Amy and your boss(es) and let them know that when it's your lunch time, you're not working unless you are getting paid (that's legal). Amy can eithet wait or find someone else.  IMHO, Amy is a passive aggressive asshole.", "labels": 1, "seconds_difference": 12151.0, "score_ratio": 7.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "wg7eqz", "domain": "askhr_test", "upvote_ratio": 0.94, "history": "[CA] I feel pressured to work during my 30 min unpaid lunch break Posted this on another sub yesterday but wanted to get some feedback before I decide to take it further. To add to the story, I haven\u2019t received my review in writing but plan to ask on Monday. Im also going to email a response to the review on Monday as well. Not sure how to move forward if I cant prove what was said. Im also debating whether or not I should speak to Amy\u2019s boss when they come on Monday and how shes creating issues at work.   I am an hourly employee in CA and recently I had to set boundaries with my coworkers regarding my breaks and lunches. I don\u2019t want to give too much info in fear of being identified but my job is basically a glorified secretary. I acknowledge my mistakes of being a people pleaser and doing the most to help people, but I am doing a lot better at respecting my boundaries.   I am pretty friendly with a lot of people there, including the mail clerk \u201cAmy\u201d. Last week I was eating lunch in the office (which I rarely do due to never being able to eat in peace) when Amy comes in to tell me the vendor needed a signature. I was surprised she did this because I have lamented to Amy about people constantly bugging me on my lunches in the past. The first time she interrupted me, I let her know to let a supervisor or someone else in the office to sign for it. She came in a second time to ask about the vendor again, this time I had to be firm and remind her I am at lunch. She walked away embarrassed and I did feel bad but I was not disrespectful and did not raise my voice.  Yesterday I had a review and despite my good marks, I only get docked for not being \u201cempathetic\u201d to my peers and was given the interaction with Amy as an example. According to my director, Amy said that I yelled at her that I was on my lunch and refused to help or give direction. Which was just not true and a twisted version of events. I explained to my director my side and they were shocked at how different the two stories were. I defended myself by telling her that I was just enforcing my boundaries and gave a few examples of my own of situations where people just walked all over me. Again they were shocked and I could tell embarrassed from not knowing the full story and being so quick to judge.   So now I feel like Im seen as a jerk at work for just wanting to take my 30 min uninterrupted lunch according to CA law. I want to reiterate that I was professional when speaking to Amy and don\u2019t feel its just to penalize me for maintaining a reasonable boundary.", "c_root_id_A": "iizss40", "c_root_id_B": "iiz4uvz", "created_at_utc_A": 1659661410, "created_at_utc_B": 1659650981, "score_A": 14, "score_B": 0, "human_ref_A": "get a copy of your review as soon as possible, if they don't remove the bit about being docked for trying to take your break, file a claim.", "human_ref_B": "How long have you been at the company and has Amy been there a lot longer or is she newer?", "labels": 1, "seconds_difference": 10429.0, "score_ratio": 14000.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "wg7eqz", "domain": "askhr_test", "upvote_ratio": 0.94, "history": "[CA] I feel pressured to work during my 30 min unpaid lunch break Posted this on another sub yesterday but wanted to get some feedback before I decide to take it further. To add to the story, I haven\u2019t received my review in writing but plan to ask on Monday. Im also going to email a response to the review on Monday as well. Not sure how to move forward if I cant prove what was said. Im also debating whether or not I should speak to Amy\u2019s boss when they come on Monday and how shes creating issues at work.   I am an hourly employee in CA and recently I had to set boundaries with my coworkers regarding my breaks and lunches. I don\u2019t want to give too much info in fear of being identified but my job is basically a glorified secretary. I acknowledge my mistakes of being a people pleaser and doing the most to help people, but I am doing a lot better at respecting my boundaries.   I am pretty friendly with a lot of people there, including the mail clerk \u201cAmy\u201d. Last week I was eating lunch in the office (which I rarely do due to never being able to eat in peace) when Amy comes in to tell me the vendor needed a signature. I was surprised she did this because I have lamented to Amy about people constantly bugging me on my lunches in the past. The first time she interrupted me, I let her know to let a supervisor or someone else in the office to sign for it. She came in a second time to ask about the vendor again, this time I had to be firm and remind her I am at lunch. She walked away embarrassed and I did feel bad but I was not disrespectful and did not raise my voice.  Yesterday I had a review and despite my good marks, I only get docked for not being \u201cempathetic\u201d to my peers and was given the interaction with Amy as an example. According to my director, Amy said that I yelled at her that I was on my lunch and refused to help or give direction. Which was just not true and a twisted version of events. I explained to my director my side and they were shocked at how different the two stories were. I defended myself by telling her that I was just enforcing my boundaries and gave a few examples of my own of situations where people just walked all over me. Again they were shocked and I could tell embarrassed from not knowing the full story and being so quick to judge.   So now I feel like Im seen as a jerk at work for just wanting to take my 30 min uninterrupted lunch according to CA law. I want to reiterate that I was professional when speaking to Amy and don\u2019t feel its just to penalize me for maintaining a reasonable boundary.", "c_root_id_A": "ij2z006", "c_root_id_B": "ij2j5w5", "created_at_utc_A": 1659721991, "created_at_utc_B": 1659715950, "score_A": 5, "score_B": 3, "human_ref_A": "I feel for you and I need you to hear this. First of all. Great job setting boundaries for yourself. You need to pat yourself on the back. Staff are upset because they are not used to you setting boundaries. You have to set the tone because your management is weak. Continue advocating for yourself. You are not doing anything wrong.  Voice your concerns/issues to management. PUT IT ALL IN WRITING/EMAIL or when Sh!t hits the fan, they will pretend the in-person conversation never happened. THEN LEAVE IT UP TO THEM TO FIND A SOLUTION FOR YOU! They are getting paid to be managers/supervisors to fix these types of problems. If they cannot find a solution, they need to be demoted. Again...IT IS THEIR JOB TO FIND A SOLUTION FOR YOU, NOT YOUR'S! They cannot throw their hands up or sweep this under the rug. 100% file a complaint if they do not help you ! File a labor grievance with your labor relations analyst, go to your union, file a complaint on line with the state of California industrial relations. The process will take time but it will work in your favor. You have options. And DO NOT LET ANYONE MAKE YOU FEEL GUILTY! If your coworkers were in your shoes, the would not have lasted as long as you. Continue to be a strong advocate for yourself.  \\- Experience (CA HR employee, admin employee and Staff Services Manager I Supervisor)", "human_ref_B": "Oh hell nah. Fuck Amy.", "labels": 1, "seconds_difference": 6041.0, "score_ratio": 1.6666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "wg7eqz", "domain": "askhr_test", "upvote_ratio": 0.94, "history": "[CA] I feel pressured to work during my 30 min unpaid lunch break Posted this on another sub yesterday but wanted to get some feedback before I decide to take it further. To add to the story, I haven\u2019t received my review in writing but plan to ask on Monday. Im also going to email a response to the review on Monday as well. Not sure how to move forward if I cant prove what was said. Im also debating whether or not I should speak to Amy\u2019s boss when they come on Monday and how shes creating issues at work.   I am an hourly employee in CA and recently I had to set boundaries with my coworkers regarding my breaks and lunches. I don\u2019t want to give too much info in fear of being identified but my job is basically a glorified secretary. I acknowledge my mistakes of being a people pleaser and doing the most to help people, but I am doing a lot better at respecting my boundaries.   I am pretty friendly with a lot of people there, including the mail clerk \u201cAmy\u201d. Last week I was eating lunch in the office (which I rarely do due to never being able to eat in peace) when Amy comes in to tell me the vendor needed a signature. I was surprised she did this because I have lamented to Amy about people constantly bugging me on my lunches in the past. The first time she interrupted me, I let her know to let a supervisor or someone else in the office to sign for it. She came in a second time to ask about the vendor again, this time I had to be firm and remind her I am at lunch. She walked away embarrassed and I did feel bad but I was not disrespectful and did not raise my voice.  Yesterday I had a review and despite my good marks, I only get docked for not being \u201cempathetic\u201d to my peers and was given the interaction with Amy as an example. According to my director, Amy said that I yelled at her that I was on my lunch and refused to help or give direction. Which was just not true and a twisted version of events. I explained to my director my side and they were shocked at how different the two stories were. I defended myself by telling her that I was just enforcing my boundaries and gave a few examples of my own of situations where people just walked all over me. Again they were shocked and I could tell embarrassed from not knowing the full story and being so quick to judge.   So now I feel like Im seen as a jerk at work for just wanting to take my 30 min uninterrupted lunch according to CA law. I want to reiterate that I was professional when speaking to Amy and don\u2019t feel its just to penalize me for maintaining a reasonable boundary.", "c_root_id_A": "iiz0jh3", "c_root_id_B": "ij2z006", "created_at_utc_A": 1659649259, "created_at_utc_B": 1659721991, "score_A": 2, "score_B": 5, "human_ref_A": "I don't know much about CA law since it's a little different than the rest of the country. But since you are hourly, you are to be paid for the hours you work. When someone interrups my lunch I either extend my lunch by the minutes I'm interrupted or I add it to my timesheet. Most places don't like unscheduled OT, so if you have a place thst you can get away for your lunch, do that.  Also, I would have a sit down with Amy and your boss(es) and let them know that when it's your lunch time, you're not working unless you are getting paid (that's legal). Amy can eithet wait or find someone else.  IMHO, Amy is a passive aggressive asshole.", "human_ref_B": "I feel for you and I need you to hear this. First of all. Great job setting boundaries for yourself. You need to pat yourself on the back. Staff are upset because they are not used to you setting boundaries. You have to set the tone because your management is weak. Continue advocating for yourself. You are not doing anything wrong.  Voice your concerns/issues to management. PUT IT ALL IN WRITING/EMAIL or when Sh!t hits the fan, they will pretend the in-person conversation never happened. THEN LEAVE IT UP TO THEM TO FIND A SOLUTION FOR YOU! They are getting paid to be managers/supervisors to fix these types of problems. If they cannot find a solution, they need to be demoted. Again...IT IS THEIR JOB TO FIND A SOLUTION FOR YOU, NOT YOUR'S! They cannot throw their hands up or sweep this under the rug. 100% file a complaint if they do not help you ! File a labor grievance with your labor relations analyst, go to your union, file a complaint on line with the state of California industrial relations. The process will take time but it will work in your favor. You have options. And DO NOT LET ANYONE MAKE YOU FEEL GUILTY! If your coworkers were in your shoes, the would not have lasted as long as you. Continue to be a strong advocate for yourself.  \\- Experience (CA HR employee, admin employee and Staff Services Manager I Supervisor)", "labels": 0, "seconds_difference": 72732.0, "score_ratio": 2.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "wg7eqz", "domain": "askhr_test", "upvote_ratio": 0.94, "history": "[CA] I feel pressured to work during my 30 min unpaid lunch break Posted this on another sub yesterday but wanted to get some feedback before I decide to take it further. To add to the story, I haven\u2019t received my review in writing but plan to ask on Monday. Im also going to email a response to the review on Monday as well. Not sure how to move forward if I cant prove what was said. Im also debating whether or not I should speak to Amy\u2019s boss when they come on Monday and how shes creating issues at work.   I am an hourly employee in CA and recently I had to set boundaries with my coworkers regarding my breaks and lunches. I don\u2019t want to give too much info in fear of being identified but my job is basically a glorified secretary. I acknowledge my mistakes of being a people pleaser and doing the most to help people, but I am doing a lot better at respecting my boundaries.   I am pretty friendly with a lot of people there, including the mail clerk \u201cAmy\u201d. Last week I was eating lunch in the office (which I rarely do due to never being able to eat in peace) when Amy comes in to tell me the vendor needed a signature. I was surprised she did this because I have lamented to Amy about people constantly bugging me on my lunches in the past. The first time she interrupted me, I let her know to let a supervisor or someone else in the office to sign for it. She came in a second time to ask about the vendor again, this time I had to be firm and remind her I am at lunch. She walked away embarrassed and I did feel bad but I was not disrespectful and did not raise my voice.  Yesterday I had a review and despite my good marks, I only get docked for not being \u201cempathetic\u201d to my peers and was given the interaction with Amy as an example. According to my director, Amy said that I yelled at her that I was on my lunch and refused to help or give direction. Which was just not true and a twisted version of events. I explained to my director my side and they were shocked at how different the two stories were. I defended myself by telling her that I was just enforcing my boundaries and gave a few examples of my own of situations where people just walked all over me. Again they were shocked and I could tell embarrassed from not knowing the full story and being so quick to judge.   So now I feel like Im seen as a jerk at work for just wanting to take my 30 min uninterrupted lunch according to CA law. I want to reiterate that I was professional when speaking to Amy and don\u2019t feel its just to penalize me for maintaining a reasonable boundary.", "c_root_id_A": "ij2z006", "c_root_id_B": "iizulsl", "created_at_utc_A": 1659721991, "created_at_utc_B": 1659662221, "score_A": 5, "score_B": 1, "human_ref_A": "I feel for you and I need you to hear this. First of all. Great job setting boundaries for yourself. You need to pat yourself on the back. Staff are upset because they are not used to you setting boundaries. You have to set the tone because your management is weak. Continue advocating for yourself. You are not doing anything wrong.  Voice your concerns/issues to management. PUT IT ALL IN WRITING/EMAIL or when Sh!t hits the fan, they will pretend the in-person conversation never happened. THEN LEAVE IT UP TO THEM TO FIND A SOLUTION FOR YOU! They are getting paid to be managers/supervisors to fix these types of problems. If they cannot find a solution, they need to be demoted. Again...IT IS THEIR JOB TO FIND A SOLUTION FOR YOU, NOT YOUR'S! They cannot throw their hands up or sweep this under the rug. 100% file a complaint if they do not help you ! File a labor grievance with your labor relations analyst, go to your union, file a complaint on line with the state of California industrial relations. The process will take time but it will work in your favor. You have options. And DO NOT LET ANYONE MAKE YOU FEEL GUILTY! If your coworkers were in your shoes, the would not have lasted as long as you. Continue to be a strong advocate for yourself.  \\- Experience (CA HR employee, admin employee and Staff Services Manager I Supervisor)", "human_ref_B": "Don't feel like a jerk. I'm not sure where you work, but, on your lunch, you should just go somewhere not in-office....or find your special spot where no one will bother you.   If you're not exempt and you gotta take an unpaid lunch break, don't let anyone tell you s**t during that time. That's your time.   If you catch heat from random work people, simply state the facts:   * Since I'm hourly, my lunch breaks are unpaid * when I'm on break, like Bernie Mac said, \"i'm on break!\"", "labels": 1, "seconds_difference": 59770.0, "score_ratio": 5.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "wg7eqz", "domain": "askhr_test", "upvote_ratio": 0.94, "history": "[CA] I feel pressured to work during my 30 min unpaid lunch break Posted this on another sub yesterday but wanted to get some feedback before I decide to take it further. To add to the story, I haven\u2019t received my review in writing but plan to ask on Monday. Im also going to email a response to the review on Monday as well. Not sure how to move forward if I cant prove what was said. Im also debating whether or not I should speak to Amy\u2019s boss when they come on Monday and how shes creating issues at work.   I am an hourly employee in CA and recently I had to set boundaries with my coworkers regarding my breaks and lunches. I don\u2019t want to give too much info in fear of being identified but my job is basically a glorified secretary. I acknowledge my mistakes of being a people pleaser and doing the most to help people, but I am doing a lot better at respecting my boundaries.   I am pretty friendly with a lot of people there, including the mail clerk \u201cAmy\u201d. Last week I was eating lunch in the office (which I rarely do due to never being able to eat in peace) when Amy comes in to tell me the vendor needed a signature. I was surprised she did this because I have lamented to Amy about people constantly bugging me on my lunches in the past. The first time she interrupted me, I let her know to let a supervisor or someone else in the office to sign for it. She came in a second time to ask about the vendor again, this time I had to be firm and remind her I am at lunch. She walked away embarrassed and I did feel bad but I was not disrespectful and did not raise my voice.  Yesterday I had a review and despite my good marks, I only get docked for not being \u201cempathetic\u201d to my peers and was given the interaction with Amy as an example. According to my director, Amy said that I yelled at her that I was on my lunch and refused to help or give direction. Which was just not true and a twisted version of events. I explained to my director my side and they were shocked at how different the two stories were. I defended myself by telling her that I was just enforcing my boundaries and gave a few examples of my own of situations where people just walked all over me. Again they were shocked and I could tell embarrassed from not knowing the full story and being so quick to judge.   So now I feel like Im seen as a jerk at work for just wanting to take my 30 min uninterrupted lunch according to CA law. I want to reiterate that I was professional when speaking to Amy and don\u2019t feel its just to penalize me for maintaining a reasonable boundary.", "c_root_id_A": "ij0chf6", "c_root_id_B": "ij2z006", "created_at_utc_A": 1659670583, "created_at_utc_B": 1659721991, "score_A": 2, "score_B": 5, "human_ref_A": "Here\u2019s my petty \u201cdon\u2019t do this but also maybe do this\u201d response since others have the HR side covered.   Make a sign that says \u201cat lunch, I\u2019ll be back at X time\u201d and put it up in front of your desk while at lunch. When people ignore it simply point to your sign with a sympathetic smile a \u201csorry\u201d. Then let them walk away because you just keep repeating \u201csorry\u201d and pointing at the sign until they shut up and leave.   Amy sounds unobservant, inconsiderate, wildly unprofessional, and like a big exaggerator who cooks up drama to cover their own failures. Best go to hr with concerns about your behavior (and off the clock behavior at that!) being misrepresented to your boss and your professionalism attacked by a coworker who felt comfortable lying in an official work capacity. Your character and professionalism is being officially maligned to your boss in ways that are both untrue and intended to be unflattering as well as result in artificially lowered review score, which may impact your future earnings and promotions position at this company. Request coworker cease spreading falsehoods about you and that their misrepresentations about your behavior be stricken from your review at it will negatively impact your career path. Because fuck amy.", "human_ref_B": "I feel for you and I need you to hear this. First of all. Great job setting boundaries for yourself. You need to pat yourself on the back. Staff are upset because they are not used to you setting boundaries. You have to set the tone because your management is weak. Continue advocating for yourself. You are not doing anything wrong.  Voice your concerns/issues to management. PUT IT ALL IN WRITING/EMAIL or when Sh!t hits the fan, they will pretend the in-person conversation never happened. THEN LEAVE IT UP TO THEM TO FIND A SOLUTION FOR YOU! They are getting paid to be managers/supervisors to fix these types of problems. If they cannot find a solution, they need to be demoted. Again...IT IS THEIR JOB TO FIND A SOLUTION FOR YOU, NOT YOUR'S! They cannot throw their hands up or sweep this under the rug. 100% file a complaint if they do not help you ! File a labor grievance with your labor relations analyst, go to your union, file a complaint on line with the state of California industrial relations. The process will take time but it will work in your favor. You have options. And DO NOT LET ANYONE MAKE YOU FEEL GUILTY! If your coworkers were in your shoes, the would not have lasted as long as you. Continue to be a strong advocate for yourself.  \\- Experience (CA HR employee, admin employee and Staff Services Manager I Supervisor)", "labels": 0, "seconds_difference": 51408.0, "score_ratio": 2.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "wg7eqz", "domain": "askhr_test", "upvote_ratio": 0.94, "history": "[CA] I feel pressured to work during my 30 min unpaid lunch break Posted this on another sub yesterday but wanted to get some feedback before I decide to take it further. To add to the story, I haven\u2019t received my review in writing but plan to ask on Monday. Im also going to email a response to the review on Monday as well. Not sure how to move forward if I cant prove what was said. Im also debating whether or not I should speak to Amy\u2019s boss when they come on Monday and how shes creating issues at work.   I am an hourly employee in CA and recently I had to set boundaries with my coworkers regarding my breaks and lunches. I don\u2019t want to give too much info in fear of being identified but my job is basically a glorified secretary. I acknowledge my mistakes of being a people pleaser and doing the most to help people, but I am doing a lot better at respecting my boundaries.   I am pretty friendly with a lot of people there, including the mail clerk \u201cAmy\u201d. Last week I was eating lunch in the office (which I rarely do due to never being able to eat in peace) when Amy comes in to tell me the vendor needed a signature. I was surprised she did this because I have lamented to Amy about people constantly bugging me on my lunches in the past. The first time she interrupted me, I let her know to let a supervisor or someone else in the office to sign for it. She came in a second time to ask about the vendor again, this time I had to be firm and remind her I am at lunch. She walked away embarrassed and I did feel bad but I was not disrespectful and did not raise my voice.  Yesterday I had a review and despite my good marks, I only get docked for not being \u201cempathetic\u201d to my peers and was given the interaction with Amy as an example. According to my director, Amy said that I yelled at her that I was on my lunch and refused to help or give direction. Which was just not true and a twisted version of events. I explained to my director my side and they were shocked at how different the two stories were. I defended myself by telling her that I was just enforcing my boundaries and gave a few examples of my own of situations where people just walked all over me. Again they were shocked and I could tell embarrassed from not knowing the full story and being so quick to judge.   So now I feel like Im seen as a jerk at work for just wanting to take my 30 min uninterrupted lunch according to CA law. I want to reiterate that I was professional when speaking to Amy and don\u2019t feel its just to penalize me for maintaining a reasonable boundary.", "c_root_id_A": "ij2z006", "c_root_id_B": "ij062cw", "created_at_utc_A": 1659721991, "created_at_utc_B": 1659667390, "score_A": 5, "score_B": 1, "human_ref_A": "I feel for you and I need you to hear this. First of all. Great job setting boundaries for yourself. You need to pat yourself on the back. Staff are upset because they are not used to you setting boundaries. You have to set the tone because your management is weak. Continue advocating for yourself. You are not doing anything wrong.  Voice your concerns/issues to management. PUT IT ALL IN WRITING/EMAIL or when Sh!t hits the fan, they will pretend the in-person conversation never happened. THEN LEAVE IT UP TO THEM TO FIND A SOLUTION FOR YOU! They are getting paid to be managers/supervisors to fix these types of problems. If they cannot find a solution, they need to be demoted. Again...IT IS THEIR JOB TO FIND A SOLUTION FOR YOU, NOT YOUR'S! They cannot throw their hands up or sweep this under the rug. 100% file a complaint if they do not help you ! File a labor grievance with your labor relations analyst, go to your union, file a complaint on line with the state of California industrial relations. The process will take time but it will work in your favor. You have options. And DO NOT LET ANYONE MAKE YOU FEEL GUILTY! If your coworkers were in your shoes, the would not have lasted as long as you. Continue to be a strong advocate for yourself.  \\- Experience (CA HR employee, admin employee and Staff Services Manager I Supervisor)", "human_ref_B": "I think not !  You deserve \ud83d\udc4f  that break. I would tell them that this is your personal time to de-stress from toxicity.", "labels": 1, "seconds_difference": 54601.0, "score_ratio": 5.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "wg7eqz", "domain": "askhr_test", "upvote_ratio": 0.94, "history": "[CA] I feel pressured to work during my 30 min unpaid lunch break Posted this on another sub yesterday but wanted to get some feedback before I decide to take it further. To add to the story, I haven\u2019t received my review in writing but plan to ask on Monday. Im also going to email a response to the review on Monday as well. Not sure how to move forward if I cant prove what was said. Im also debating whether or not I should speak to Amy\u2019s boss when they come on Monday and how shes creating issues at work.   I am an hourly employee in CA and recently I had to set boundaries with my coworkers regarding my breaks and lunches. I don\u2019t want to give too much info in fear of being identified but my job is basically a glorified secretary. I acknowledge my mistakes of being a people pleaser and doing the most to help people, but I am doing a lot better at respecting my boundaries.   I am pretty friendly with a lot of people there, including the mail clerk \u201cAmy\u201d. Last week I was eating lunch in the office (which I rarely do due to never being able to eat in peace) when Amy comes in to tell me the vendor needed a signature. I was surprised she did this because I have lamented to Amy about people constantly bugging me on my lunches in the past. The first time she interrupted me, I let her know to let a supervisor or someone else in the office to sign for it. She came in a second time to ask about the vendor again, this time I had to be firm and remind her I am at lunch. She walked away embarrassed and I did feel bad but I was not disrespectful and did not raise my voice.  Yesterday I had a review and despite my good marks, I only get docked for not being \u201cempathetic\u201d to my peers and was given the interaction with Amy as an example. According to my director, Amy said that I yelled at her that I was on my lunch and refused to help or give direction. Which was just not true and a twisted version of events. I explained to my director my side and they were shocked at how different the two stories were. I defended myself by telling her that I was just enforcing my boundaries and gave a few examples of my own of situations where people just walked all over me. Again they were shocked and I could tell embarrassed from not knowing the full story and being so quick to judge.   So now I feel like Im seen as a jerk at work for just wanting to take my 30 min uninterrupted lunch according to CA law. I want to reiterate that I was professional when speaking to Amy and don\u2019t feel its just to penalize me for maintaining a reasonable boundary.", "c_root_id_A": "iiz4uvz", "c_root_id_B": "ij2z006", "created_at_utc_A": 1659650981, "created_at_utc_B": 1659721991, "score_A": 0, "score_B": 5, "human_ref_A": "How long have you been at the company and has Amy been there a lot longer or is she newer?", "human_ref_B": "I feel for you and I need you to hear this. First of all. Great job setting boundaries for yourself. You need to pat yourself on the back. Staff are upset because they are not used to you setting boundaries. You have to set the tone because your management is weak. Continue advocating for yourself. You are not doing anything wrong.  Voice your concerns/issues to management. PUT IT ALL IN WRITING/EMAIL or when Sh!t hits the fan, they will pretend the in-person conversation never happened. THEN LEAVE IT UP TO THEM TO FIND A SOLUTION FOR YOU! They are getting paid to be managers/supervisors to fix these types of problems. If they cannot find a solution, they need to be demoted. Again...IT IS THEIR JOB TO FIND A SOLUTION FOR YOU, NOT YOUR'S! They cannot throw their hands up or sweep this under the rug. 100% file a complaint if they do not help you ! File a labor grievance with your labor relations analyst, go to your union, file a complaint on line with the state of California industrial relations. The process will take time but it will work in your favor. You have options. And DO NOT LET ANYONE MAKE YOU FEEL GUILTY! If your coworkers were in your shoes, the would not have lasted as long as you. Continue to be a strong advocate for yourself.  \\- Experience (CA HR employee, admin employee and Staff Services Manager I Supervisor)", "labels": 0, "seconds_difference": 71010.0, "score_ratio": 5000.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "wg7eqz", "domain": "askhr_test", "upvote_ratio": 0.94, "history": "[CA] I feel pressured to work during my 30 min unpaid lunch break Posted this on another sub yesterday but wanted to get some feedback before I decide to take it further. To add to the story, I haven\u2019t received my review in writing but plan to ask on Monday. Im also going to email a response to the review on Monday as well. Not sure how to move forward if I cant prove what was said. Im also debating whether or not I should speak to Amy\u2019s boss when they come on Monday and how shes creating issues at work.   I am an hourly employee in CA and recently I had to set boundaries with my coworkers regarding my breaks and lunches. I don\u2019t want to give too much info in fear of being identified but my job is basically a glorified secretary. I acknowledge my mistakes of being a people pleaser and doing the most to help people, but I am doing a lot better at respecting my boundaries.   I am pretty friendly with a lot of people there, including the mail clerk \u201cAmy\u201d. Last week I was eating lunch in the office (which I rarely do due to never being able to eat in peace) when Amy comes in to tell me the vendor needed a signature. I was surprised she did this because I have lamented to Amy about people constantly bugging me on my lunches in the past. The first time she interrupted me, I let her know to let a supervisor or someone else in the office to sign for it. She came in a second time to ask about the vendor again, this time I had to be firm and remind her I am at lunch. She walked away embarrassed and I did feel bad but I was not disrespectful and did not raise my voice.  Yesterday I had a review and despite my good marks, I only get docked for not being \u201cempathetic\u201d to my peers and was given the interaction with Amy as an example. According to my director, Amy said that I yelled at her that I was on my lunch and refused to help or give direction. Which was just not true and a twisted version of events. I explained to my director my side and they were shocked at how different the two stories were. I defended myself by telling her that I was just enforcing my boundaries and gave a few examples of my own of situations where people just walked all over me. Again they were shocked and I could tell embarrassed from not knowing the full story and being so quick to judge.   So now I feel like Im seen as a jerk at work for just wanting to take my 30 min uninterrupted lunch according to CA law. I want to reiterate that I was professional when speaking to Amy and don\u2019t feel its just to penalize me for maintaining a reasonable boundary.", "c_root_id_A": "ij0bswa", "c_root_id_B": "ij2z006", "created_at_utc_A": 1659670239, "created_at_utc_B": 1659721991, "score_A": 0, "score_B": 5, "human_ref_A": "It sounds to me like you know what to do - talk it out and be transparent with all parties involved. I don\u2019t think you did anything wrong by setting a boundary, but in my experience working in an office, if you\u2019re at your desk, you\u2019re considered fair game. When I would eat at my desk folks would interrupt me all the time - they\u2019d usually acknowledge \u201cI\u2019m so sorry you\u2019re eating lunch\u201d but then would proceed with their ask. If you don\u2019t want to be bothered, eat in your car, a break room, outside the building somewhere for your break time.  I just left a work from home job where almost no one took lunches. It was a \u201csqueeze it in between zoom meetings\u201d type of environment and everyone seemed to be ok with it. Meetings would get scheduled over the lunch hour frequently (in a variety of differing time zones) and no one was ever unreachable because they were \u201cat lunch\u201d. It was a very odd culture to me considering a break is a right, but it was a right that no one seemed to observe (perhaps because of work from home?) so make your lunches count!   I also feel like a great passive aggressive approach here is to have some kind of sign on your desk or door or whatever that says you\u2019re \u201ctaking lunch\u201d and will be available after blank time. I get that it\u2019s kind of a baby move, but another way to set a boundary with people who are going to be sensitive like Amy.", "human_ref_B": "I feel for you and I need you to hear this. First of all. Great job setting boundaries for yourself. You need to pat yourself on the back. Staff are upset because they are not used to you setting boundaries. You have to set the tone because your management is weak. Continue advocating for yourself. You are not doing anything wrong.  Voice your concerns/issues to management. PUT IT ALL IN WRITING/EMAIL or when Sh!t hits the fan, they will pretend the in-person conversation never happened. THEN LEAVE IT UP TO THEM TO FIND A SOLUTION FOR YOU! They are getting paid to be managers/supervisors to fix these types of problems. If they cannot find a solution, they need to be demoted. Again...IT IS THEIR JOB TO FIND A SOLUTION FOR YOU, NOT YOUR'S! They cannot throw their hands up or sweep this under the rug. 100% file a complaint if they do not help you ! File a labor grievance with your labor relations analyst, go to your union, file a complaint on line with the state of California industrial relations. The process will take time but it will work in your favor. You have options. And DO NOT LET ANYONE MAKE YOU FEEL GUILTY! If your coworkers were in your shoes, the would not have lasted as long as you. Continue to be a strong advocate for yourself.  \\- Experience (CA HR employee, admin employee and Staff Services Manager I Supervisor)", "labels": 0, "seconds_difference": 51752.0, "score_ratio": 5000.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "wg7eqz", "domain": "askhr_test", "upvote_ratio": 0.94, "history": "[CA] I feel pressured to work during my 30 min unpaid lunch break Posted this on another sub yesterday but wanted to get some feedback before I decide to take it further. To add to the story, I haven\u2019t received my review in writing but plan to ask on Monday. Im also going to email a response to the review on Monday as well. Not sure how to move forward if I cant prove what was said. Im also debating whether or not I should speak to Amy\u2019s boss when they come on Monday and how shes creating issues at work.   I am an hourly employee in CA and recently I had to set boundaries with my coworkers regarding my breaks and lunches. I don\u2019t want to give too much info in fear of being identified but my job is basically a glorified secretary. I acknowledge my mistakes of being a people pleaser and doing the most to help people, but I am doing a lot better at respecting my boundaries.   I am pretty friendly with a lot of people there, including the mail clerk \u201cAmy\u201d. Last week I was eating lunch in the office (which I rarely do due to never being able to eat in peace) when Amy comes in to tell me the vendor needed a signature. I was surprised she did this because I have lamented to Amy about people constantly bugging me on my lunches in the past. The first time she interrupted me, I let her know to let a supervisor or someone else in the office to sign for it. She came in a second time to ask about the vendor again, this time I had to be firm and remind her I am at lunch. She walked away embarrassed and I did feel bad but I was not disrespectful and did not raise my voice.  Yesterday I had a review and despite my good marks, I only get docked for not being \u201cempathetic\u201d to my peers and was given the interaction with Amy as an example. According to my director, Amy said that I yelled at her that I was on my lunch and refused to help or give direction. Which was just not true and a twisted version of events. I explained to my director my side and they were shocked at how different the two stories were. I defended myself by telling her that I was just enforcing my boundaries and gave a few examples of my own of situations where people just walked all over me. Again they were shocked and I could tell embarrassed from not knowing the full story and being so quick to judge.   So now I feel like Im seen as a jerk at work for just wanting to take my 30 min uninterrupted lunch according to CA law. I want to reiterate that I was professional when speaking to Amy and don\u2019t feel its just to penalize me for maintaining a reasonable boundary.", "c_root_id_A": "ij2j5w5", "c_root_id_B": "iiz0jh3", "created_at_utc_A": 1659715950, "created_at_utc_B": 1659649259, "score_A": 3, "score_B": 2, "human_ref_A": "Oh hell nah. Fuck Amy.", "human_ref_B": "I don't know much about CA law since it's a little different than the rest of the country. But since you are hourly, you are to be paid for the hours you work. When someone interrups my lunch I either extend my lunch by the minutes I'm interrupted or I add it to my timesheet. Most places don't like unscheduled OT, so if you have a place thst you can get away for your lunch, do that.  Also, I would have a sit down with Amy and your boss(es) and let them know that when it's your lunch time, you're not working unless you are getting paid (that's legal). Amy can eithet wait or find someone else.  IMHO, Amy is a passive aggressive asshole.", "labels": 1, "seconds_difference": 66691.0, "score_ratio": 1.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "wg7eqz", "domain": "askhr_test", "upvote_ratio": 0.94, "history": "[CA] I feel pressured to work during my 30 min unpaid lunch break Posted this on another sub yesterday but wanted to get some feedback before I decide to take it further. To add to the story, I haven\u2019t received my review in writing but plan to ask on Monday. Im also going to email a response to the review on Monday as well. Not sure how to move forward if I cant prove what was said. Im also debating whether or not I should speak to Amy\u2019s boss when they come on Monday and how shes creating issues at work.   I am an hourly employee in CA and recently I had to set boundaries with my coworkers regarding my breaks and lunches. I don\u2019t want to give too much info in fear of being identified but my job is basically a glorified secretary. I acknowledge my mistakes of being a people pleaser and doing the most to help people, but I am doing a lot better at respecting my boundaries.   I am pretty friendly with a lot of people there, including the mail clerk \u201cAmy\u201d. Last week I was eating lunch in the office (which I rarely do due to never being able to eat in peace) when Amy comes in to tell me the vendor needed a signature. I was surprised she did this because I have lamented to Amy about people constantly bugging me on my lunches in the past. The first time she interrupted me, I let her know to let a supervisor or someone else in the office to sign for it. She came in a second time to ask about the vendor again, this time I had to be firm and remind her I am at lunch. She walked away embarrassed and I did feel bad but I was not disrespectful and did not raise my voice.  Yesterday I had a review and despite my good marks, I only get docked for not being \u201cempathetic\u201d to my peers and was given the interaction with Amy as an example. According to my director, Amy said that I yelled at her that I was on my lunch and refused to help or give direction. Which was just not true and a twisted version of events. I explained to my director my side and they were shocked at how different the two stories were. I defended myself by telling her that I was just enforcing my boundaries and gave a few examples of my own of situations where people just walked all over me. Again they were shocked and I could tell embarrassed from not knowing the full story and being so quick to judge.   So now I feel like Im seen as a jerk at work for just wanting to take my 30 min uninterrupted lunch according to CA law. I want to reiterate that I was professional when speaking to Amy and don\u2019t feel its just to penalize me for maintaining a reasonable boundary.", "c_root_id_A": "ij2j5w5", "c_root_id_B": "iizulsl", "created_at_utc_A": 1659715950, "created_at_utc_B": 1659662221, "score_A": 3, "score_B": 1, "human_ref_A": "Oh hell nah. Fuck Amy.", "human_ref_B": "Don't feel like a jerk. I'm not sure where you work, but, on your lunch, you should just go somewhere not in-office....or find your special spot where no one will bother you.   If you're not exempt and you gotta take an unpaid lunch break, don't let anyone tell you s**t during that time. That's your time.   If you catch heat from random work people, simply state the facts:   * Since I'm hourly, my lunch breaks are unpaid * when I'm on break, like Bernie Mac said, \"i'm on break!\"", "labels": 1, "seconds_difference": 53729.0, "score_ratio": 3.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "wg7eqz", "domain": "askhr_test", "upvote_ratio": 0.94, "history": "[CA] I feel pressured to work during my 30 min unpaid lunch break Posted this on another sub yesterday but wanted to get some feedback before I decide to take it further. To add to the story, I haven\u2019t received my review in writing but plan to ask on Monday. Im also going to email a response to the review on Monday as well. Not sure how to move forward if I cant prove what was said. Im also debating whether or not I should speak to Amy\u2019s boss when they come on Monday and how shes creating issues at work.   I am an hourly employee in CA and recently I had to set boundaries with my coworkers regarding my breaks and lunches. I don\u2019t want to give too much info in fear of being identified but my job is basically a glorified secretary. I acknowledge my mistakes of being a people pleaser and doing the most to help people, but I am doing a lot better at respecting my boundaries.   I am pretty friendly with a lot of people there, including the mail clerk \u201cAmy\u201d. Last week I was eating lunch in the office (which I rarely do due to never being able to eat in peace) when Amy comes in to tell me the vendor needed a signature. I was surprised she did this because I have lamented to Amy about people constantly bugging me on my lunches in the past. The first time she interrupted me, I let her know to let a supervisor or someone else in the office to sign for it. She came in a second time to ask about the vendor again, this time I had to be firm and remind her I am at lunch. She walked away embarrassed and I did feel bad but I was not disrespectful and did not raise my voice.  Yesterday I had a review and despite my good marks, I only get docked for not being \u201cempathetic\u201d to my peers and was given the interaction with Amy as an example. According to my director, Amy said that I yelled at her that I was on my lunch and refused to help or give direction. Which was just not true and a twisted version of events. I explained to my director my side and they were shocked at how different the two stories were. I defended myself by telling her that I was just enforcing my boundaries and gave a few examples of my own of situations where people just walked all over me. Again they were shocked and I could tell embarrassed from not knowing the full story and being so quick to judge.   So now I feel like Im seen as a jerk at work for just wanting to take my 30 min uninterrupted lunch according to CA law. I want to reiterate that I was professional when speaking to Amy and don\u2019t feel its just to penalize me for maintaining a reasonable boundary.", "c_root_id_A": "ij2j5w5", "c_root_id_B": "ij0chf6", "created_at_utc_A": 1659715950, "created_at_utc_B": 1659670583, "score_A": 3, "score_B": 2, "human_ref_A": "Oh hell nah. Fuck Amy.", "human_ref_B": "Here\u2019s my petty \u201cdon\u2019t do this but also maybe do this\u201d response since others have the HR side covered.   Make a sign that says \u201cat lunch, I\u2019ll be back at X time\u201d and put it up in front of your desk while at lunch. When people ignore it simply point to your sign with a sympathetic smile a \u201csorry\u201d. Then let them walk away because you just keep repeating \u201csorry\u201d and pointing at the sign until they shut up and leave.   Amy sounds unobservant, inconsiderate, wildly unprofessional, and like a big exaggerator who cooks up drama to cover their own failures. Best go to hr with concerns about your behavior (and off the clock behavior at that!) being misrepresented to your boss and your professionalism attacked by a coworker who felt comfortable lying in an official work capacity. Your character and professionalism is being officially maligned to your boss in ways that are both untrue and intended to be unflattering as well as result in artificially lowered review score, which may impact your future earnings and promotions position at this company. Request coworker cease spreading falsehoods about you and that their misrepresentations about your behavior be stricken from your review at it will negatively impact your career path. Because fuck amy.", "labels": 1, "seconds_difference": 45367.0, "score_ratio": 1.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "wg7eqz", "domain": "askhr_test", "upvote_ratio": 0.94, "history": "[CA] I feel pressured to work during my 30 min unpaid lunch break Posted this on another sub yesterday but wanted to get some feedback before I decide to take it further. To add to the story, I haven\u2019t received my review in writing but plan to ask on Monday. Im also going to email a response to the review on Monday as well. Not sure how to move forward if I cant prove what was said. Im also debating whether or not I should speak to Amy\u2019s boss when they come on Monday and how shes creating issues at work.   I am an hourly employee in CA and recently I had to set boundaries with my coworkers regarding my breaks and lunches. I don\u2019t want to give too much info in fear of being identified but my job is basically a glorified secretary. I acknowledge my mistakes of being a people pleaser and doing the most to help people, but I am doing a lot better at respecting my boundaries.   I am pretty friendly with a lot of people there, including the mail clerk \u201cAmy\u201d. Last week I was eating lunch in the office (which I rarely do due to never being able to eat in peace) when Amy comes in to tell me the vendor needed a signature. I was surprised she did this because I have lamented to Amy about people constantly bugging me on my lunches in the past. The first time she interrupted me, I let her know to let a supervisor or someone else in the office to sign for it. She came in a second time to ask about the vendor again, this time I had to be firm and remind her I am at lunch. She walked away embarrassed and I did feel bad but I was not disrespectful and did not raise my voice.  Yesterday I had a review and despite my good marks, I only get docked for not being \u201cempathetic\u201d to my peers and was given the interaction with Amy as an example. According to my director, Amy said that I yelled at her that I was on my lunch and refused to help or give direction. Which was just not true and a twisted version of events. I explained to my director my side and they were shocked at how different the two stories were. I defended myself by telling her that I was just enforcing my boundaries and gave a few examples of my own of situations where people just walked all over me. Again they were shocked and I could tell embarrassed from not knowing the full story and being so quick to judge.   So now I feel like Im seen as a jerk at work for just wanting to take my 30 min uninterrupted lunch according to CA law. I want to reiterate that I was professional when speaking to Amy and don\u2019t feel its just to penalize me for maintaining a reasonable boundary.", "c_root_id_A": "ij2j5w5", "c_root_id_B": "ij062cw", "created_at_utc_A": 1659715950, "created_at_utc_B": 1659667390, "score_A": 3, "score_B": 1, "human_ref_A": "Oh hell nah. Fuck Amy.", "human_ref_B": "I think not !  You deserve \ud83d\udc4f  that break. I would tell them that this is your personal time to de-stress from toxicity.", "labels": 1, "seconds_difference": 48560.0, "score_ratio": 3.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "wg7eqz", "domain": "askhr_test", "upvote_ratio": 0.94, "history": "[CA] I feel pressured to work during my 30 min unpaid lunch break Posted this on another sub yesterday but wanted to get some feedback before I decide to take it further. To add to the story, I haven\u2019t received my review in writing but plan to ask on Monday. Im also going to email a response to the review on Monday as well. Not sure how to move forward if I cant prove what was said. Im also debating whether or not I should speak to Amy\u2019s boss when they come on Monday and how shes creating issues at work.   I am an hourly employee in CA and recently I had to set boundaries with my coworkers regarding my breaks and lunches. I don\u2019t want to give too much info in fear of being identified but my job is basically a glorified secretary. I acknowledge my mistakes of being a people pleaser and doing the most to help people, but I am doing a lot better at respecting my boundaries.   I am pretty friendly with a lot of people there, including the mail clerk \u201cAmy\u201d. Last week I was eating lunch in the office (which I rarely do due to never being able to eat in peace) when Amy comes in to tell me the vendor needed a signature. I was surprised she did this because I have lamented to Amy about people constantly bugging me on my lunches in the past. The first time she interrupted me, I let her know to let a supervisor or someone else in the office to sign for it. She came in a second time to ask about the vendor again, this time I had to be firm and remind her I am at lunch. She walked away embarrassed and I did feel bad but I was not disrespectful and did not raise my voice.  Yesterday I had a review and despite my good marks, I only get docked for not being \u201cempathetic\u201d to my peers and was given the interaction with Amy as an example. According to my director, Amy said that I yelled at her that I was on my lunch and refused to help or give direction. Which was just not true and a twisted version of events. I explained to my director my side and they were shocked at how different the two stories were. I defended myself by telling her that I was just enforcing my boundaries and gave a few examples of my own of situations where people just walked all over me. Again they were shocked and I could tell embarrassed from not knowing the full story and being so quick to judge.   So now I feel like Im seen as a jerk at work for just wanting to take my 30 min uninterrupted lunch according to CA law. I want to reiterate that I was professional when speaking to Amy and don\u2019t feel its just to penalize me for maintaining a reasonable boundary.", "c_root_id_A": "iiz4uvz", "c_root_id_B": "ij2j5w5", "created_at_utc_A": 1659650981, "created_at_utc_B": 1659715950, "score_A": 0, "score_B": 3, "human_ref_A": "How long have you been at the company and has Amy been there a lot longer or is she newer?", "human_ref_B": "Oh hell nah. Fuck Amy.", "labels": 0, "seconds_difference": 64969.0, "score_ratio": 3000.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "wg7eqz", "domain": "askhr_test", "upvote_ratio": 0.94, "history": "[CA] I feel pressured to work during my 30 min unpaid lunch break Posted this on another sub yesterday but wanted to get some feedback before I decide to take it further. To add to the story, I haven\u2019t received my review in writing but plan to ask on Monday. Im also going to email a response to the review on Monday as well. Not sure how to move forward if I cant prove what was said. Im also debating whether or not I should speak to Amy\u2019s boss when they come on Monday and how shes creating issues at work.   I am an hourly employee in CA and recently I had to set boundaries with my coworkers regarding my breaks and lunches. I don\u2019t want to give too much info in fear of being identified but my job is basically a glorified secretary. I acknowledge my mistakes of being a people pleaser and doing the most to help people, but I am doing a lot better at respecting my boundaries.   I am pretty friendly with a lot of people there, including the mail clerk \u201cAmy\u201d. Last week I was eating lunch in the office (which I rarely do due to never being able to eat in peace) when Amy comes in to tell me the vendor needed a signature. I was surprised she did this because I have lamented to Amy about people constantly bugging me on my lunches in the past. The first time she interrupted me, I let her know to let a supervisor or someone else in the office to sign for it. She came in a second time to ask about the vendor again, this time I had to be firm and remind her I am at lunch. She walked away embarrassed and I did feel bad but I was not disrespectful and did not raise my voice.  Yesterday I had a review and despite my good marks, I only get docked for not being \u201cempathetic\u201d to my peers and was given the interaction with Amy as an example. According to my director, Amy said that I yelled at her that I was on my lunch and refused to help or give direction. Which was just not true and a twisted version of events. I explained to my director my side and they were shocked at how different the two stories were. I defended myself by telling her that I was just enforcing my boundaries and gave a few examples of my own of situations where people just walked all over me. Again they were shocked and I could tell embarrassed from not knowing the full story and being so quick to judge.   So now I feel like Im seen as a jerk at work for just wanting to take my 30 min uninterrupted lunch according to CA law. I want to reiterate that I was professional when speaking to Amy and don\u2019t feel its just to penalize me for maintaining a reasonable boundary.", "c_root_id_A": "ij0bswa", "c_root_id_B": "ij2j5w5", "created_at_utc_A": 1659670239, "created_at_utc_B": 1659715950, "score_A": 0, "score_B": 3, "human_ref_A": "It sounds to me like you know what to do - talk it out and be transparent with all parties involved. I don\u2019t think you did anything wrong by setting a boundary, but in my experience working in an office, if you\u2019re at your desk, you\u2019re considered fair game. When I would eat at my desk folks would interrupt me all the time - they\u2019d usually acknowledge \u201cI\u2019m so sorry you\u2019re eating lunch\u201d but then would proceed with their ask. If you don\u2019t want to be bothered, eat in your car, a break room, outside the building somewhere for your break time.  I just left a work from home job where almost no one took lunches. It was a \u201csqueeze it in between zoom meetings\u201d type of environment and everyone seemed to be ok with it. Meetings would get scheduled over the lunch hour frequently (in a variety of differing time zones) and no one was ever unreachable because they were \u201cat lunch\u201d. It was a very odd culture to me considering a break is a right, but it was a right that no one seemed to observe (perhaps because of work from home?) so make your lunches count!   I also feel like a great passive aggressive approach here is to have some kind of sign on your desk or door or whatever that says you\u2019re \u201ctaking lunch\u201d and will be available after blank time. I get that it\u2019s kind of a baby move, but another way to set a boundary with people who are going to be sensitive like Amy.", "human_ref_B": "Oh hell nah. Fuck Amy.", "labels": 0, "seconds_difference": 45711.0, "score_ratio": 3000.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "wg7eqz", "domain": "askhr_test", "upvote_ratio": 0.94, "history": "[CA] I feel pressured to work during my 30 min unpaid lunch break Posted this on another sub yesterday but wanted to get some feedback before I decide to take it further. To add to the story, I haven\u2019t received my review in writing but plan to ask on Monday. Im also going to email a response to the review on Monday as well. Not sure how to move forward if I cant prove what was said. Im also debating whether or not I should speak to Amy\u2019s boss when they come on Monday and how shes creating issues at work.   I am an hourly employee in CA and recently I had to set boundaries with my coworkers regarding my breaks and lunches. I don\u2019t want to give too much info in fear of being identified but my job is basically a glorified secretary. I acknowledge my mistakes of being a people pleaser and doing the most to help people, but I am doing a lot better at respecting my boundaries.   I am pretty friendly with a lot of people there, including the mail clerk \u201cAmy\u201d. Last week I was eating lunch in the office (which I rarely do due to never being able to eat in peace) when Amy comes in to tell me the vendor needed a signature. I was surprised she did this because I have lamented to Amy about people constantly bugging me on my lunches in the past. The first time she interrupted me, I let her know to let a supervisor or someone else in the office to sign for it. She came in a second time to ask about the vendor again, this time I had to be firm and remind her I am at lunch. She walked away embarrassed and I did feel bad but I was not disrespectful and did not raise my voice.  Yesterday I had a review and despite my good marks, I only get docked for not being \u201cempathetic\u201d to my peers and was given the interaction with Amy as an example. According to my director, Amy said that I yelled at her that I was on my lunch and refused to help or give direction. Which was just not true and a twisted version of events. I explained to my director my side and they were shocked at how different the two stories were. I defended myself by telling her that I was just enforcing my boundaries and gave a few examples of my own of situations where people just walked all over me. Again they were shocked and I could tell embarrassed from not knowing the full story and being so quick to judge.   So now I feel like Im seen as a jerk at work for just wanting to take my 30 min uninterrupted lunch according to CA law. I want to reiterate that I was professional when speaking to Amy and don\u2019t feel its just to penalize me for maintaining a reasonable boundary.", "c_root_id_A": "ij0chf6", "c_root_id_B": "iizulsl", "created_at_utc_A": 1659670583, "created_at_utc_B": 1659662221, "score_A": 2, "score_B": 1, "human_ref_A": "Here\u2019s my petty \u201cdon\u2019t do this but also maybe do this\u201d response since others have the HR side covered.   Make a sign that says \u201cat lunch, I\u2019ll be back at X time\u201d and put it up in front of your desk while at lunch. When people ignore it simply point to your sign with a sympathetic smile a \u201csorry\u201d. Then let them walk away because you just keep repeating \u201csorry\u201d and pointing at the sign until they shut up and leave.   Amy sounds unobservant, inconsiderate, wildly unprofessional, and like a big exaggerator who cooks up drama to cover their own failures. Best go to hr with concerns about your behavior (and off the clock behavior at that!) being misrepresented to your boss and your professionalism attacked by a coworker who felt comfortable lying in an official work capacity. Your character and professionalism is being officially maligned to your boss in ways that are both untrue and intended to be unflattering as well as result in artificially lowered review score, which may impact your future earnings and promotions position at this company. Request coworker cease spreading falsehoods about you and that their misrepresentations about your behavior be stricken from your review at it will negatively impact your career path. Because fuck amy.", "human_ref_B": "Don't feel like a jerk. I'm not sure where you work, but, on your lunch, you should just go somewhere not in-office....or find your special spot where no one will bother you.   If you're not exempt and you gotta take an unpaid lunch break, don't let anyone tell you s**t during that time. That's your time.   If you catch heat from random work people, simply state the facts:   * Since I'm hourly, my lunch breaks are unpaid * when I'm on break, like Bernie Mac said, \"i'm on break!\"", "labels": 1, "seconds_difference": 8362.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "wg7eqz", "domain": "askhr_test", "upvote_ratio": 0.94, "history": "[CA] I feel pressured to work during my 30 min unpaid lunch break Posted this on another sub yesterday but wanted to get some feedback before I decide to take it further. To add to the story, I haven\u2019t received my review in writing but plan to ask on Monday. Im also going to email a response to the review on Monday as well. Not sure how to move forward if I cant prove what was said. Im also debating whether or not I should speak to Amy\u2019s boss when they come on Monday and how shes creating issues at work.   I am an hourly employee in CA and recently I had to set boundaries with my coworkers regarding my breaks and lunches. I don\u2019t want to give too much info in fear of being identified but my job is basically a glorified secretary. I acknowledge my mistakes of being a people pleaser and doing the most to help people, but I am doing a lot better at respecting my boundaries.   I am pretty friendly with a lot of people there, including the mail clerk \u201cAmy\u201d. Last week I was eating lunch in the office (which I rarely do due to never being able to eat in peace) when Amy comes in to tell me the vendor needed a signature. I was surprised she did this because I have lamented to Amy about people constantly bugging me on my lunches in the past. The first time she interrupted me, I let her know to let a supervisor or someone else in the office to sign for it. She came in a second time to ask about the vendor again, this time I had to be firm and remind her I am at lunch. She walked away embarrassed and I did feel bad but I was not disrespectful and did not raise my voice.  Yesterday I had a review and despite my good marks, I only get docked for not being \u201cempathetic\u201d to my peers and was given the interaction with Amy as an example. According to my director, Amy said that I yelled at her that I was on my lunch and refused to help or give direction. Which was just not true and a twisted version of events. I explained to my director my side and they were shocked at how different the two stories were. I defended myself by telling her that I was just enforcing my boundaries and gave a few examples of my own of situations where people just walked all over me. Again they were shocked and I could tell embarrassed from not knowing the full story and being so quick to judge.   So now I feel like Im seen as a jerk at work for just wanting to take my 30 min uninterrupted lunch according to CA law. I want to reiterate that I was professional when speaking to Amy and don\u2019t feel its just to penalize me for maintaining a reasonable boundary.", "c_root_id_A": "iiz4uvz", "c_root_id_B": "iizulsl", "created_at_utc_A": 1659650981, "created_at_utc_B": 1659662221, "score_A": 0, "score_B": 1, "human_ref_A": "How long have you been at the company and has Amy been there a lot longer or is she newer?", "human_ref_B": "Don't feel like a jerk. I'm not sure where you work, but, on your lunch, you should just go somewhere not in-office....or find your special spot where no one will bother you.   If you're not exempt and you gotta take an unpaid lunch break, don't let anyone tell you s**t during that time. That's your time.   If you catch heat from random work people, simply state the facts:   * Since I'm hourly, my lunch breaks are unpaid * when I'm on break, like Bernie Mac said, \"i'm on break!\"", "labels": 0, "seconds_difference": 11240.0, "score_ratio": 1000.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "wg7eqz", "domain": "askhr_test", "upvote_ratio": 0.94, "history": "[CA] I feel pressured to work during my 30 min unpaid lunch break Posted this on another sub yesterday but wanted to get some feedback before I decide to take it further. To add to the story, I haven\u2019t received my review in writing but plan to ask on Monday. Im also going to email a response to the review on Monday as well. Not sure how to move forward if I cant prove what was said. Im also debating whether or not I should speak to Amy\u2019s boss when they come on Monday and how shes creating issues at work.   I am an hourly employee in CA and recently I had to set boundaries with my coworkers regarding my breaks and lunches. I don\u2019t want to give too much info in fear of being identified but my job is basically a glorified secretary. I acknowledge my mistakes of being a people pleaser and doing the most to help people, but I am doing a lot better at respecting my boundaries.   I am pretty friendly with a lot of people there, including the mail clerk \u201cAmy\u201d. Last week I was eating lunch in the office (which I rarely do due to never being able to eat in peace) when Amy comes in to tell me the vendor needed a signature. I was surprised she did this because I have lamented to Amy about people constantly bugging me on my lunches in the past. The first time she interrupted me, I let her know to let a supervisor or someone else in the office to sign for it. She came in a second time to ask about the vendor again, this time I had to be firm and remind her I am at lunch. She walked away embarrassed and I did feel bad but I was not disrespectful and did not raise my voice.  Yesterday I had a review and despite my good marks, I only get docked for not being \u201cempathetic\u201d to my peers and was given the interaction with Amy as an example. According to my director, Amy said that I yelled at her that I was on my lunch and refused to help or give direction. Which was just not true and a twisted version of events. I explained to my director my side and they were shocked at how different the two stories were. I defended myself by telling her that I was just enforcing my boundaries and gave a few examples of my own of situations where people just walked all over me. Again they were shocked and I could tell embarrassed from not knowing the full story and being so quick to judge.   So now I feel like Im seen as a jerk at work for just wanting to take my 30 min uninterrupted lunch according to CA law. I want to reiterate that I was professional when speaking to Amy and don\u2019t feel its just to penalize me for maintaining a reasonable boundary.", "c_root_id_A": "ij0chf6", "c_root_id_B": "ij062cw", "created_at_utc_A": 1659670583, "created_at_utc_B": 1659667390, "score_A": 2, "score_B": 1, "human_ref_A": "Here\u2019s my petty \u201cdon\u2019t do this but also maybe do this\u201d response since others have the HR side covered.   Make a sign that says \u201cat lunch, I\u2019ll be back at X time\u201d and put it up in front of your desk while at lunch. When people ignore it simply point to your sign with a sympathetic smile a \u201csorry\u201d. Then let them walk away because you just keep repeating \u201csorry\u201d and pointing at the sign until they shut up and leave.   Amy sounds unobservant, inconsiderate, wildly unprofessional, and like a big exaggerator who cooks up drama to cover their own failures. Best go to hr with concerns about your behavior (and off the clock behavior at that!) being misrepresented to your boss and your professionalism attacked by a coworker who felt comfortable lying in an official work capacity. Your character and professionalism is being officially maligned to your boss in ways that are both untrue and intended to be unflattering as well as result in artificially lowered review score, which may impact your future earnings and promotions position at this company. Request coworker cease spreading falsehoods about you and that their misrepresentations about your behavior be stricken from your review at it will negatively impact your career path. Because fuck amy.", "human_ref_B": "I think not !  You deserve \ud83d\udc4f  that break. I would tell them that this is your personal time to de-stress from toxicity.", "labels": 1, "seconds_difference": 3193.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "wg7eqz", "domain": "askhr_test", "upvote_ratio": 0.94, "history": "[CA] I feel pressured to work during my 30 min unpaid lunch break Posted this on another sub yesterday but wanted to get some feedback before I decide to take it further. To add to the story, I haven\u2019t received my review in writing but plan to ask on Monday. Im also going to email a response to the review on Monday as well. Not sure how to move forward if I cant prove what was said. Im also debating whether or not I should speak to Amy\u2019s boss when they come on Monday and how shes creating issues at work.   I am an hourly employee in CA and recently I had to set boundaries with my coworkers regarding my breaks and lunches. I don\u2019t want to give too much info in fear of being identified but my job is basically a glorified secretary. I acknowledge my mistakes of being a people pleaser and doing the most to help people, but I am doing a lot better at respecting my boundaries.   I am pretty friendly with a lot of people there, including the mail clerk \u201cAmy\u201d. Last week I was eating lunch in the office (which I rarely do due to never being able to eat in peace) when Amy comes in to tell me the vendor needed a signature. I was surprised she did this because I have lamented to Amy about people constantly bugging me on my lunches in the past. The first time she interrupted me, I let her know to let a supervisor or someone else in the office to sign for it. She came in a second time to ask about the vendor again, this time I had to be firm and remind her I am at lunch. She walked away embarrassed and I did feel bad but I was not disrespectful and did not raise my voice.  Yesterday I had a review and despite my good marks, I only get docked for not being \u201cempathetic\u201d to my peers and was given the interaction with Amy as an example. According to my director, Amy said that I yelled at her that I was on my lunch and refused to help or give direction. Which was just not true and a twisted version of events. I explained to my director my side and they were shocked at how different the two stories were. I defended myself by telling her that I was just enforcing my boundaries and gave a few examples of my own of situations where people just walked all over me. Again they were shocked and I could tell embarrassed from not knowing the full story and being so quick to judge.   So now I feel like Im seen as a jerk at work for just wanting to take my 30 min uninterrupted lunch according to CA law. I want to reiterate that I was professional when speaking to Amy and don\u2019t feel its just to penalize me for maintaining a reasonable boundary.", "c_root_id_A": "ij0chf6", "c_root_id_B": "iiz4uvz", "created_at_utc_A": 1659670583, "created_at_utc_B": 1659650981, "score_A": 2, "score_B": 0, "human_ref_A": "Here\u2019s my petty \u201cdon\u2019t do this but also maybe do this\u201d response since others have the HR side covered.   Make a sign that says \u201cat lunch, I\u2019ll be back at X time\u201d and put it up in front of your desk while at lunch. When people ignore it simply point to your sign with a sympathetic smile a \u201csorry\u201d. Then let them walk away because you just keep repeating \u201csorry\u201d and pointing at the sign until they shut up and leave.   Amy sounds unobservant, inconsiderate, wildly unprofessional, and like a big exaggerator who cooks up drama to cover their own failures. Best go to hr with concerns about your behavior (and off the clock behavior at that!) being misrepresented to your boss and your professionalism attacked by a coworker who felt comfortable lying in an official work capacity. Your character and professionalism is being officially maligned to your boss in ways that are both untrue and intended to be unflattering as well as result in artificially lowered review score, which may impact your future earnings and promotions position at this company. Request coworker cease spreading falsehoods about you and that their misrepresentations about your behavior be stricken from your review at it will negatively impact your career path. Because fuck amy.", "human_ref_B": "How long have you been at the company and has Amy been there a lot longer or is she newer?", "labels": 1, "seconds_difference": 19602.0, "score_ratio": 2000.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "wg7eqz", "domain": "askhr_test", "upvote_ratio": 0.94, "history": "[CA] I feel pressured to work during my 30 min unpaid lunch break Posted this on another sub yesterday but wanted to get some feedback before I decide to take it further. To add to the story, I haven\u2019t received my review in writing but plan to ask on Monday. Im also going to email a response to the review on Monday as well. Not sure how to move forward if I cant prove what was said. Im also debating whether or not I should speak to Amy\u2019s boss when they come on Monday and how shes creating issues at work.   I am an hourly employee in CA and recently I had to set boundaries with my coworkers regarding my breaks and lunches. I don\u2019t want to give too much info in fear of being identified but my job is basically a glorified secretary. I acknowledge my mistakes of being a people pleaser and doing the most to help people, but I am doing a lot better at respecting my boundaries.   I am pretty friendly with a lot of people there, including the mail clerk \u201cAmy\u201d. Last week I was eating lunch in the office (which I rarely do due to never being able to eat in peace) when Amy comes in to tell me the vendor needed a signature. I was surprised she did this because I have lamented to Amy about people constantly bugging me on my lunches in the past. The first time she interrupted me, I let her know to let a supervisor or someone else in the office to sign for it. She came in a second time to ask about the vendor again, this time I had to be firm and remind her I am at lunch. She walked away embarrassed and I did feel bad but I was not disrespectful and did not raise my voice.  Yesterday I had a review and despite my good marks, I only get docked for not being \u201cempathetic\u201d to my peers and was given the interaction with Amy as an example. According to my director, Amy said that I yelled at her that I was on my lunch and refused to help or give direction. Which was just not true and a twisted version of events. I explained to my director my side and they were shocked at how different the two stories were. I defended myself by telling her that I was just enforcing my boundaries and gave a few examples of my own of situations where people just walked all over me. Again they were shocked and I could tell embarrassed from not knowing the full story and being so quick to judge.   So now I feel like Im seen as a jerk at work for just wanting to take my 30 min uninterrupted lunch according to CA law. I want to reiterate that I was professional when speaking to Amy and don\u2019t feel its just to penalize me for maintaining a reasonable boundary.", "c_root_id_A": "ij0bswa", "c_root_id_B": "ij0chf6", "created_at_utc_A": 1659670239, "created_at_utc_B": 1659670583, "score_A": 0, "score_B": 2, "human_ref_A": "It sounds to me like you know what to do - talk it out and be transparent with all parties involved. I don\u2019t think you did anything wrong by setting a boundary, but in my experience working in an office, if you\u2019re at your desk, you\u2019re considered fair game. When I would eat at my desk folks would interrupt me all the time - they\u2019d usually acknowledge \u201cI\u2019m so sorry you\u2019re eating lunch\u201d but then would proceed with their ask. If you don\u2019t want to be bothered, eat in your car, a break room, outside the building somewhere for your break time.  I just left a work from home job where almost no one took lunches. It was a \u201csqueeze it in between zoom meetings\u201d type of environment and everyone seemed to be ok with it. Meetings would get scheduled over the lunch hour frequently (in a variety of differing time zones) and no one was ever unreachable because they were \u201cat lunch\u201d. It was a very odd culture to me considering a break is a right, but it was a right that no one seemed to observe (perhaps because of work from home?) so make your lunches count!   I also feel like a great passive aggressive approach here is to have some kind of sign on your desk or door or whatever that says you\u2019re \u201ctaking lunch\u201d and will be available after blank time. I get that it\u2019s kind of a baby move, but another way to set a boundary with people who are going to be sensitive like Amy.", "human_ref_B": "Here\u2019s my petty \u201cdon\u2019t do this but also maybe do this\u201d response since others have the HR side covered.   Make a sign that says \u201cat lunch, I\u2019ll be back at X time\u201d and put it up in front of your desk while at lunch. When people ignore it simply point to your sign with a sympathetic smile a \u201csorry\u201d. Then let them walk away because you just keep repeating \u201csorry\u201d and pointing at the sign until they shut up and leave.   Amy sounds unobservant, inconsiderate, wildly unprofessional, and like a big exaggerator who cooks up drama to cover their own failures. Best go to hr with concerns about your behavior (and off the clock behavior at that!) being misrepresented to your boss and your professionalism attacked by a coworker who felt comfortable lying in an official work capacity. Your character and professionalism is being officially maligned to your boss in ways that are both untrue and intended to be unflattering as well as result in artificially lowered review score, which may impact your future earnings and promotions position at this company. Request coworker cease spreading falsehoods about you and that their misrepresentations about your behavior be stricken from your review at it will negatively impact your career path. Because fuck amy.", "labels": 0, "seconds_difference": 344.0, "score_ratio": 2000.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "wg7eqz", "domain": "askhr_test", "upvote_ratio": 0.94, "history": "[CA] I feel pressured to work during my 30 min unpaid lunch break Posted this on another sub yesterday but wanted to get some feedback before I decide to take it further. To add to the story, I haven\u2019t received my review in writing but plan to ask on Monday. Im also going to email a response to the review on Monday as well. Not sure how to move forward if I cant prove what was said. Im also debating whether or not I should speak to Amy\u2019s boss when they come on Monday and how shes creating issues at work.   I am an hourly employee in CA and recently I had to set boundaries with my coworkers regarding my breaks and lunches. I don\u2019t want to give too much info in fear of being identified but my job is basically a glorified secretary. I acknowledge my mistakes of being a people pleaser and doing the most to help people, but I am doing a lot better at respecting my boundaries.   I am pretty friendly with a lot of people there, including the mail clerk \u201cAmy\u201d. Last week I was eating lunch in the office (which I rarely do due to never being able to eat in peace) when Amy comes in to tell me the vendor needed a signature. I was surprised she did this because I have lamented to Amy about people constantly bugging me on my lunches in the past. The first time she interrupted me, I let her know to let a supervisor or someone else in the office to sign for it. She came in a second time to ask about the vendor again, this time I had to be firm and remind her I am at lunch. She walked away embarrassed and I did feel bad but I was not disrespectful and did not raise my voice.  Yesterday I had a review and despite my good marks, I only get docked for not being \u201cempathetic\u201d to my peers and was given the interaction with Amy as an example. According to my director, Amy said that I yelled at her that I was on my lunch and refused to help or give direction. Which was just not true and a twisted version of events. I explained to my director my side and they were shocked at how different the two stories were. I defended myself by telling her that I was just enforcing my boundaries and gave a few examples of my own of situations where people just walked all over me. Again they were shocked and I could tell embarrassed from not knowing the full story and being so quick to judge.   So now I feel like Im seen as a jerk at work for just wanting to take my 30 min uninterrupted lunch according to CA law. I want to reiterate that I was professional when speaking to Amy and don\u2019t feel its just to penalize me for maintaining a reasonable boundary.", "c_root_id_A": "iiz4uvz", "c_root_id_B": "ij062cw", "created_at_utc_A": 1659650981, "created_at_utc_B": 1659667390, "score_A": 0, "score_B": 1, "human_ref_A": "How long have you been at the company and has Amy been there a lot longer or is she newer?", "human_ref_B": "I think not !  You deserve \ud83d\udc4f  that break. I would tell them that this is your personal time to de-stress from toxicity.", "labels": 0, "seconds_difference": 16409.0, "score_ratio": 1000.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "wv20hd", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[NY] Coworker asked to see photos I took of a work event on my phone. I naively handed him my phone, 2 minutes later caught him in my hidden folder looking at my nude photos. What are the potential pros and cons of bringing this to leadership attention?   Context : after a celebratory work event for a colleague that was moving to another job. A few of us ended up going out for a cigar after the event and the conversations became personal. Talking about college, experimenting, past lovers and exes etc.   These conversations were all consensual and felt like genuine connecting/sharing/laughing etc.   At one point after looking over the photos from the celebration earlier that night, my coworker asked if he could see them. After having my phone for a couple minutes I looked over to see that he was in my hidden album looking at intimate photos and videos of me.   Is this worth taking to leadership? I feel violated, but also stupid for trusting someone else with my phone. I can\u2019t believe how brazen this person was to do this while I\u2019m sitting a person away from him.   He was sober, so this feels calculated and predatory.", "c_root_id_A": "ilf3qzg", "c_root_id_B": "ildv8rs", "created_at_utc_A": 1661231197, "created_at_utc_B": 1661209382, "score_A": 54, "score_B": 30, "human_ref_A": "OP - I think the pros and cons have been covered pretty well, but do you have a sense of what you would want HR/leadership to do? Would you be satisfied if they had a conversation with him, or if they suspended him?  I ask because folks don't always think through the likelihood what outcome they want, and it's important because so many things you don't want could also happen.   By the way, I am so sorry this happened to you. Your work colleague is an asshole. I would not expect someone to go roaming in my photos if I gave them my phone, any more than I would expect them to go roaming through my house and garden if I had walked them to the bathroom. I don't know why folks are suggesting that you did something wrong or should have known better.   This person has shown you who they are. Unless they prove differently, remain professional and remain distant from them from here on out. Snakes are gonna snake.", "human_ref_B": "Lesson learned. Next time tell them you\u2019ll text it to them. I have nothing explicit on my phone but I\u2019m a private person and wouldn\u2019t want anyone seeing pictures of my life outside of work.", "labels": 1, "seconds_difference": 21815.0, "score_ratio": 1.8, "metadata_A": "", "metadata_B": ""}
{"post_id": "wv20hd", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[NY] Coworker asked to see photos I took of a work event on my phone. I naively handed him my phone, 2 minutes later caught him in my hidden folder looking at my nude photos. What are the potential pros and cons of bringing this to leadership attention?   Context : after a celebratory work event for a colleague that was moving to another job. A few of us ended up going out for a cigar after the event and the conversations became personal. Talking about college, experimenting, past lovers and exes etc.   These conversations were all consensual and felt like genuine connecting/sharing/laughing etc.   At one point after looking over the photos from the celebration earlier that night, my coworker asked if he could see them. After having my phone for a couple minutes I looked over to see that he was in my hidden album looking at intimate photos and videos of me.   Is this worth taking to leadership? I feel violated, but also stupid for trusting someone else with my phone. I can\u2019t believe how brazen this person was to do this while I\u2019m sitting a person away from him.   He was sober, so this feels calculated and predatory.", "c_root_id_A": "ileoqkc", "c_root_id_B": "ilf3qzg", "created_at_utc_A": 1661222867, "created_at_utc_B": 1661231197, "score_A": 18, "score_B": 54, "human_ref_A": "Tell him he needs to quit or you\u2019ll hire a hit man", "human_ref_B": "OP - I think the pros and cons have been covered pretty well, but do you have a sense of what you would want HR/leadership to do? Would you be satisfied if they had a conversation with him, or if they suspended him?  I ask because folks don't always think through the likelihood what outcome they want, and it's important because so many things you don't want could also happen.   By the way, I am so sorry this happened to you. Your work colleague is an asshole. I would not expect someone to go roaming in my photos if I gave them my phone, any more than I would expect them to go roaming through my house and garden if I had walked them to the bathroom. I don't know why folks are suggesting that you did something wrong or should have known better.   This person has shown you who they are. Unless they prove differently, remain professional and remain distant from them from here on out. Snakes are gonna snake.", "labels": 0, "seconds_difference": 8330.0, "score_ratio": 3.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "wv20hd", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[NY] Coworker asked to see photos I took of a work event on my phone. I naively handed him my phone, 2 minutes later caught him in my hidden folder looking at my nude photos. What are the potential pros and cons of bringing this to leadership attention?   Context : after a celebratory work event for a colleague that was moving to another job. A few of us ended up going out for a cigar after the event and the conversations became personal. Talking about college, experimenting, past lovers and exes etc.   These conversations were all consensual and felt like genuine connecting/sharing/laughing etc.   At one point after looking over the photos from the celebration earlier that night, my coworker asked if he could see them. After having my phone for a couple minutes I looked over to see that he was in my hidden album looking at intimate photos and videos of me.   Is this worth taking to leadership? I feel violated, but also stupid for trusting someone else with my phone. I can\u2019t believe how brazen this person was to do this while I\u2019m sitting a person away from him.   He was sober, so this feels calculated and predatory.", "c_root_id_A": "ilf3qzg", "c_root_id_B": "ile9vkq", "created_at_utc_A": 1661231197, "created_at_utc_B": 1661216123, "score_A": 54, "score_B": 12, "human_ref_A": "OP - I think the pros and cons have been covered pretty well, but do you have a sense of what you would want HR/leadership to do? Would you be satisfied if they had a conversation with him, or if they suspended him?  I ask because folks don't always think through the likelihood what outcome they want, and it's important because so many things you don't want could also happen.   By the way, I am so sorry this happened to you. Your work colleague is an asshole. I would not expect someone to go roaming in my photos if I gave them my phone, any more than I would expect them to go roaming through my house and garden if I had walked them to the bathroom. I don't know why folks are suggesting that you did something wrong or should have known better.   This person has shown you who they are. Unless they prove differently, remain professional and remain distant from them from here on out. Snakes are gonna snake.", "human_ref_B": "IANAL but as far as I can tell leadership would be concerned more about the liability the both of you have created than anything else.  You had a device with office inappropriate images on it, apparently fairly readily accessible (the co-worker likely did not hack the phone, rather simply clicked on another folder that was \"hidden\" but not) and handed that device to a co-worker to browse through. Although you did not intend for them to view images that were not in that folder, you gave unrestricted access to that person. Yeah, that's a crappy thing for them to do, no doubt, but they didn't take your phone without your permission.  I'm not victim blaming, I'm presenting the employer's point of view.  They are now going to worry about personnel issues between the two of you. In fact, the inappropriate source material was provided by the OP (albeit not intentionally.)  OPs situation stinks. Co-worker is a jerk. No good will come of this, I can't see how reporting it will help anyone, other than possibly letting co-worker know that he is a jerk.", "labels": 1, "seconds_difference": 15074.0, "score_ratio": 4.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "wv20hd", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[NY] Coworker asked to see photos I took of a work event on my phone. I naively handed him my phone, 2 minutes later caught him in my hidden folder looking at my nude photos. What are the potential pros and cons of bringing this to leadership attention?   Context : after a celebratory work event for a colleague that was moving to another job. A few of us ended up going out for a cigar after the event and the conversations became personal. Talking about college, experimenting, past lovers and exes etc.   These conversations were all consensual and felt like genuine connecting/sharing/laughing etc.   At one point after looking over the photos from the celebration earlier that night, my coworker asked if he could see them. After having my phone for a couple minutes I looked over to see that he was in my hidden album looking at intimate photos and videos of me.   Is this worth taking to leadership? I feel violated, but also stupid for trusting someone else with my phone. I can\u2019t believe how brazen this person was to do this while I\u2019m sitting a person away from him.   He was sober, so this feels calculated and predatory.", "c_root_id_A": "ilf3qzg", "c_root_id_B": "ile19oy", "created_at_utc_A": 1661231197, "created_at_utc_B": 1661212166, "score_A": 54, "score_B": 8, "human_ref_A": "OP - I think the pros and cons have been covered pretty well, but do you have a sense of what you would want HR/leadership to do? Would you be satisfied if they had a conversation with him, or if they suspended him?  I ask because folks don't always think through the likelihood what outcome they want, and it's important because so many things you don't want could also happen.   By the way, I am so sorry this happened to you. Your work colleague is an asshole. I would not expect someone to go roaming in my photos if I gave them my phone, any more than I would expect them to go roaming through my house and garden if I had walked them to the bathroom. I don't know why folks are suggesting that you did something wrong or should have known better.   This person has shown you who they are. Unless they prove differently, remain professional and remain distant from them from here on out. Snakes are gonna snake.", "human_ref_B": "What did you do after you realized that s/he was looking at your private photos? How did s/he respond to what you did? Were there any witnesses?  Her/His likely defense was that s/he accidentally got into your private photos, and was in shock. The credibility of this defense is dependent on her/his other actions.  In any case, proving that s/he intended to use the ruse of looking at company event photos in order to access your private photos will be challenging. If you can prove that then s/he is in trouble, especially if there are other prior acts.  If you have no other additional evidence, then going to leadership will force them to address it. This will send a message to your co-worker and probably have the effect of separating you two. But it will also may be viewed negatively as overreacting.  My initial reaction is to question why you gave a phone with private photos to a co-worker to view. You are going to experience some of that if you push this up the chain.", "labels": 1, "seconds_difference": 19031.0, "score_ratio": 6.75, "metadata_A": "", "metadata_B": ""}
{"post_id": "wv20hd", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[NY] Coworker asked to see photos I took of a work event on my phone. I naively handed him my phone, 2 minutes later caught him in my hidden folder looking at my nude photos. What are the potential pros and cons of bringing this to leadership attention?   Context : after a celebratory work event for a colleague that was moving to another job. A few of us ended up going out for a cigar after the event and the conversations became personal. Talking about college, experimenting, past lovers and exes etc.   These conversations were all consensual and felt like genuine connecting/sharing/laughing etc.   At one point after looking over the photos from the celebration earlier that night, my coworker asked if he could see them. After having my phone for a couple minutes I looked over to see that he was in my hidden album looking at intimate photos and videos of me.   Is this worth taking to leadership? I feel violated, but also stupid for trusting someone else with my phone. I can\u2019t believe how brazen this person was to do this while I\u2019m sitting a person away from him.   He was sober, so this feels calculated and predatory.", "c_root_id_A": "ildh5p5", "c_root_id_B": "ilf3qzg", "created_at_utc_A": 1661203281, "created_at_utc_B": 1661231197, "score_A": 4, "score_B": 54, "human_ref_A": "This is not an HR issue.     You can't have it both ways.   The after event was nit company sponsored,  you were actively engaging in conversations that are clearly not work appropriate.   You have responsibility here for your own items.   If you were foolish enough to bring this to HR, and they decided to investigate... well think it through,  you want them to get in some sort of trouble for looking at your personal photos.   But at the same time, you probably don't want to get in trouble for your clearly not work appropriate conversations.", "human_ref_B": "OP - I think the pros and cons have been covered pretty well, but do you have a sense of what you would want HR/leadership to do? Would you be satisfied if they had a conversation with him, or if they suspended him?  I ask because folks don't always think through the likelihood what outcome they want, and it's important because so many things you don't want could also happen.   By the way, I am so sorry this happened to you. Your work colleague is an asshole. I would not expect someone to go roaming in my photos if I gave them my phone, any more than I would expect them to go roaming through my house and garden if I had walked them to the bathroom. I don't know why folks are suggesting that you did something wrong or should have known better.   This person has shown you who they are. Unless they prove differently, remain professional and remain distant from them from here on out. Snakes are gonna snake.", "labels": 0, "seconds_difference": 27916.0, "score_ratio": 13.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "wv20hd", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[NY] Coworker asked to see photos I took of a work event on my phone. I naively handed him my phone, 2 minutes later caught him in my hidden folder looking at my nude photos. What are the potential pros and cons of bringing this to leadership attention?   Context : after a celebratory work event for a colleague that was moving to another job. A few of us ended up going out for a cigar after the event and the conversations became personal. Talking about college, experimenting, past lovers and exes etc.   These conversations were all consensual and felt like genuine connecting/sharing/laughing etc.   At one point after looking over the photos from the celebration earlier that night, my coworker asked if he could see them. After having my phone for a couple minutes I looked over to see that he was in my hidden album looking at intimate photos and videos of me.   Is this worth taking to leadership? I feel violated, but also stupid for trusting someone else with my phone. I can\u2019t believe how brazen this person was to do this while I\u2019m sitting a person away from him.   He was sober, so this feels calculated and predatory.", "c_root_id_A": "ile5zwx", "c_root_id_B": "ilf3qzg", "created_at_utc_A": 1661214379, "created_at_utc_B": 1661231197, "score_A": 5, "score_B": 54, "human_ref_A": "This is an interpersonal issue, rather than an HR issue. I can\u2019t think of any pros, but I would not think well of an employee who brought something like this to management. I\u2019m here to supervise and direct your work, not intervene when you and a coworker don\u2019t get along. What he did is inappropriate but this is why you don\u2019t give other people your phone. You hold it and show them what you want to show them.", "human_ref_B": "OP - I think the pros and cons have been covered pretty well, but do you have a sense of what you would want HR/leadership to do? Would you be satisfied if they had a conversation with him, or if they suspended him?  I ask because folks don't always think through the likelihood what outcome they want, and it's important because so many things you don't want could also happen.   By the way, I am so sorry this happened to you. Your work colleague is an asshole. I would not expect someone to go roaming in my photos if I gave them my phone, any more than I would expect them to go roaming through my house and garden if I had walked them to the bathroom. I don't know why folks are suggesting that you did something wrong or should have known better.   This person has shown you who they are. Unless they prove differently, remain professional and remain distant from them from here on out. Snakes are gonna snake.", "labels": 0, "seconds_difference": 16818.0, "score_ratio": 10.8, "metadata_A": "", "metadata_B": ""}
{"post_id": "wv20hd", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[NY] Coworker asked to see photos I took of a work event on my phone. I naively handed him my phone, 2 minutes later caught him in my hidden folder looking at my nude photos. What are the potential pros and cons of bringing this to leadership attention?   Context : after a celebratory work event for a colleague that was moving to another job. A few of us ended up going out for a cigar after the event and the conversations became personal. Talking about college, experimenting, past lovers and exes etc.   These conversations were all consensual and felt like genuine connecting/sharing/laughing etc.   At one point after looking over the photos from the celebration earlier that night, my coworker asked if he could see them. After having my phone for a couple minutes I looked over to see that he was in my hidden album looking at intimate photos and videos of me.   Is this worth taking to leadership? I feel violated, but also stupid for trusting someone else with my phone. I can\u2019t believe how brazen this person was to do this while I\u2019m sitting a person away from him.   He was sober, so this feels calculated and predatory.", "c_root_id_A": "ildh5p5", "c_root_id_B": "ildv8rs", "created_at_utc_A": 1661203281, "created_at_utc_B": 1661209382, "score_A": 4, "score_B": 30, "human_ref_A": "This is not an HR issue.     You can't have it both ways.   The after event was nit company sponsored,  you were actively engaging in conversations that are clearly not work appropriate.   You have responsibility here for your own items.   If you were foolish enough to bring this to HR, and they decided to investigate... well think it through,  you want them to get in some sort of trouble for looking at your personal photos.   But at the same time, you probably don't want to get in trouble for your clearly not work appropriate conversations.", "human_ref_B": "Lesson learned. Next time tell them you\u2019ll text it to them. I have nothing explicit on my phone but I\u2019m a private person and wouldn\u2019t want anyone seeing pictures of my life outside of work.", "labels": 0, "seconds_difference": 6101.0, "score_ratio": 7.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "wv20hd", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[NY] Coworker asked to see photos I took of a work event on my phone. I naively handed him my phone, 2 minutes later caught him in my hidden folder looking at my nude photos. What are the potential pros and cons of bringing this to leadership attention?   Context : after a celebratory work event for a colleague that was moving to another job. A few of us ended up going out for a cigar after the event and the conversations became personal. Talking about college, experimenting, past lovers and exes etc.   These conversations were all consensual and felt like genuine connecting/sharing/laughing etc.   At one point after looking over the photos from the celebration earlier that night, my coworker asked if he could see them. After having my phone for a couple minutes I looked over to see that he was in my hidden album looking at intimate photos and videos of me.   Is this worth taking to leadership? I feel violated, but also stupid for trusting someone else with my phone. I can\u2019t believe how brazen this person was to do this while I\u2019m sitting a person away from him.   He was sober, so this feels calculated and predatory.", "c_root_id_A": "ileoqkc", "c_root_id_B": "ile9vkq", "created_at_utc_A": 1661222867, "created_at_utc_B": 1661216123, "score_A": 18, "score_B": 12, "human_ref_A": "Tell him he needs to quit or you\u2019ll hire a hit man", "human_ref_B": "IANAL but as far as I can tell leadership would be concerned more about the liability the both of you have created than anything else.  You had a device with office inappropriate images on it, apparently fairly readily accessible (the co-worker likely did not hack the phone, rather simply clicked on another folder that was \"hidden\" but not) and handed that device to a co-worker to browse through. Although you did not intend for them to view images that were not in that folder, you gave unrestricted access to that person. Yeah, that's a crappy thing for them to do, no doubt, but they didn't take your phone without your permission.  I'm not victim blaming, I'm presenting the employer's point of view.  They are now going to worry about personnel issues between the two of you. In fact, the inappropriate source material was provided by the OP (albeit not intentionally.)  OPs situation stinks. Co-worker is a jerk. No good will come of this, I can't see how reporting it will help anyone, other than possibly letting co-worker know that he is a jerk.", "labels": 1, "seconds_difference": 6744.0, "score_ratio": 1.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "wv20hd", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[NY] Coworker asked to see photos I took of a work event on my phone. I naively handed him my phone, 2 minutes later caught him in my hidden folder looking at my nude photos. What are the potential pros and cons of bringing this to leadership attention?   Context : after a celebratory work event for a colleague that was moving to another job. A few of us ended up going out for a cigar after the event and the conversations became personal. Talking about college, experimenting, past lovers and exes etc.   These conversations were all consensual and felt like genuine connecting/sharing/laughing etc.   At one point after looking over the photos from the celebration earlier that night, my coworker asked if he could see them. After having my phone for a couple minutes I looked over to see that he was in my hidden album looking at intimate photos and videos of me.   Is this worth taking to leadership? I feel violated, but also stupid for trusting someone else with my phone. I can\u2019t believe how brazen this person was to do this while I\u2019m sitting a person away from him.   He was sober, so this feels calculated and predatory.", "c_root_id_A": "ileoqkc", "c_root_id_B": "ile19oy", "created_at_utc_A": 1661222867, "created_at_utc_B": 1661212166, "score_A": 18, "score_B": 8, "human_ref_A": "Tell him he needs to quit or you\u2019ll hire a hit man", "human_ref_B": "What did you do after you realized that s/he was looking at your private photos? How did s/he respond to what you did? Were there any witnesses?  Her/His likely defense was that s/he accidentally got into your private photos, and was in shock. The credibility of this defense is dependent on her/his other actions.  In any case, proving that s/he intended to use the ruse of looking at company event photos in order to access your private photos will be challenging. If you can prove that then s/he is in trouble, especially if there are other prior acts.  If you have no other additional evidence, then going to leadership will force them to address it. This will send a message to your co-worker and probably have the effect of separating you two. But it will also may be viewed negatively as overreacting.  My initial reaction is to question why you gave a phone with private photos to a co-worker to view. You are going to experience some of that if you push this up the chain.", "labels": 1, "seconds_difference": 10701.0, "score_ratio": 2.25, "metadata_A": "", "metadata_B": ""}
{"post_id": "wv20hd", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[NY] Coworker asked to see photos I took of a work event on my phone. I naively handed him my phone, 2 minutes later caught him in my hidden folder looking at my nude photos. What are the potential pros and cons of bringing this to leadership attention?   Context : after a celebratory work event for a colleague that was moving to another job. A few of us ended up going out for a cigar after the event and the conversations became personal. Talking about college, experimenting, past lovers and exes etc.   These conversations were all consensual and felt like genuine connecting/sharing/laughing etc.   At one point after looking over the photos from the celebration earlier that night, my coworker asked if he could see them. After having my phone for a couple minutes I looked over to see that he was in my hidden album looking at intimate photos and videos of me.   Is this worth taking to leadership? I feel violated, but also stupid for trusting someone else with my phone. I can\u2019t believe how brazen this person was to do this while I\u2019m sitting a person away from him.   He was sober, so this feels calculated and predatory.", "c_root_id_A": "ildh5p5", "c_root_id_B": "ileoqkc", "created_at_utc_A": 1661203281, "created_at_utc_B": 1661222867, "score_A": 4, "score_B": 18, "human_ref_A": "This is not an HR issue.     You can't have it both ways.   The after event was nit company sponsored,  you were actively engaging in conversations that are clearly not work appropriate.   You have responsibility here for your own items.   If you were foolish enough to bring this to HR, and they decided to investigate... well think it through,  you want them to get in some sort of trouble for looking at your personal photos.   But at the same time, you probably don't want to get in trouble for your clearly not work appropriate conversations.", "human_ref_B": "Tell him he needs to quit or you\u2019ll hire a hit man", "labels": 0, "seconds_difference": 19586.0, "score_ratio": 4.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "wv20hd", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[NY] Coworker asked to see photos I took of a work event on my phone. I naively handed him my phone, 2 minutes later caught him in my hidden folder looking at my nude photos. What are the potential pros and cons of bringing this to leadership attention?   Context : after a celebratory work event for a colleague that was moving to another job. A few of us ended up going out for a cigar after the event and the conversations became personal. Talking about college, experimenting, past lovers and exes etc.   These conversations were all consensual and felt like genuine connecting/sharing/laughing etc.   At one point after looking over the photos from the celebration earlier that night, my coworker asked if he could see them. After having my phone for a couple minutes I looked over to see that he was in my hidden album looking at intimate photos and videos of me.   Is this worth taking to leadership? I feel violated, but also stupid for trusting someone else with my phone. I can\u2019t believe how brazen this person was to do this while I\u2019m sitting a person away from him.   He was sober, so this feels calculated and predatory.", "c_root_id_A": "ile5zwx", "c_root_id_B": "ileoqkc", "created_at_utc_A": 1661214379, "created_at_utc_B": 1661222867, "score_A": 5, "score_B": 18, "human_ref_A": "This is an interpersonal issue, rather than an HR issue. I can\u2019t think of any pros, but I would not think well of an employee who brought something like this to management. I\u2019m here to supervise and direct your work, not intervene when you and a coworker don\u2019t get along. What he did is inappropriate but this is why you don\u2019t give other people your phone. You hold it and show them what you want to show them.", "human_ref_B": "Tell him he needs to quit or you\u2019ll hire a hit man", "labels": 0, "seconds_difference": 8488.0, "score_ratio": 3.6, "metadata_A": "", "metadata_B": ""}
{"post_id": "wv20hd", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[NY] Coworker asked to see photos I took of a work event on my phone. I naively handed him my phone, 2 minutes later caught him in my hidden folder looking at my nude photos. What are the potential pros and cons of bringing this to leadership attention?   Context : after a celebratory work event for a colleague that was moving to another job. A few of us ended up going out for a cigar after the event and the conversations became personal. Talking about college, experimenting, past lovers and exes etc.   These conversations were all consensual and felt like genuine connecting/sharing/laughing etc.   At one point after looking over the photos from the celebration earlier that night, my coworker asked if he could see them. After having my phone for a couple minutes I looked over to see that he was in my hidden album looking at intimate photos and videos of me.   Is this worth taking to leadership? I feel violated, but also stupid for trusting someone else with my phone. I can\u2019t believe how brazen this person was to do this while I\u2019m sitting a person away from him.   He was sober, so this feels calculated and predatory.", "c_root_id_A": "ile19oy", "c_root_id_B": "ile9vkq", "created_at_utc_A": 1661212166, "created_at_utc_B": 1661216123, "score_A": 8, "score_B": 12, "human_ref_A": "What did you do after you realized that s/he was looking at your private photos? How did s/he respond to what you did? Were there any witnesses?  Her/His likely defense was that s/he accidentally got into your private photos, and was in shock. The credibility of this defense is dependent on her/his other actions.  In any case, proving that s/he intended to use the ruse of looking at company event photos in order to access your private photos will be challenging. If you can prove that then s/he is in trouble, especially if there are other prior acts.  If you have no other additional evidence, then going to leadership will force them to address it. This will send a message to your co-worker and probably have the effect of separating you two. But it will also may be viewed negatively as overreacting.  My initial reaction is to question why you gave a phone with private photos to a co-worker to view. You are going to experience some of that if you push this up the chain.", "human_ref_B": "IANAL but as far as I can tell leadership would be concerned more about the liability the both of you have created than anything else.  You had a device with office inappropriate images on it, apparently fairly readily accessible (the co-worker likely did not hack the phone, rather simply clicked on another folder that was \"hidden\" but not) and handed that device to a co-worker to browse through. Although you did not intend for them to view images that were not in that folder, you gave unrestricted access to that person. Yeah, that's a crappy thing for them to do, no doubt, but they didn't take your phone without your permission.  I'm not victim blaming, I'm presenting the employer's point of view.  They are now going to worry about personnel issues between the two of you. In fact, the inappropriate source material was provided by the OP (albeit not intentionally.)  OPs situation stinks. Co-worker is a jerk. No good will come of this, I can't see how reporting it will help anyone, other than possibly letting co-worker know that he is a jerk.", "labels": 0, "seconds_difference": 3957.0, "score_ratio": 1.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "wv20hd", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[NY] Coworker asked to see photos I took of a work event on my phone. I naively handed him my phone, 2 minutes later caught him in my hidden folder looking at my nude photos. What are the potential pros and cons of bringing this to leadership attention?   Context : after a celebratory work event for a colleague that was moving to another job. A few of us ended up going out for a cigar after the event and the conversations became personal. Talking about college, experimenting, past lovers and exes etc.   These conversations were all consensual and felt like genuine connecting/sharing/laughing etc.   At one point after looking over the photos from the celebration earlier that night, my coworker asked if he could see them. After having my phone for a couple minutes I looked over to see that he was in my hidden album looking at intimate photos and videos of me.   Is this worth taking to leadership? I feel violated, but also stupid for trusting someone else with my phone. I can\u2019t believe how brazen this person was to do this while I\u2019m sitting a person away from him.   He was sober, so this feels calculated and predatory.", "c_root_id_A": "ile9vkq", "c_root_id_B": "ildh5p5", "created_at_utc_A": 1661216123, "created_at_utc_B": 1661203281, "score_A": 12, "score_B": 4, "human_ref_A": "IANAL but as far as I can tell leadership would be concerned more about the liability the both of you have created than anything else.  You had a device with office inappropriate images on it, apparently fairly readily accessible (the co-worker likely did not hack the phone, rather simply clicked on another folder that was \"hidden\" but not) and handed that device to a co-worker to browse through. Although you did not intend for them to view images that were not in that folder, you gave unrestricted access to that person. Yeah, that's a crappy thing for them to do, no doubt, but they didn't take your phone without your permission.  I'm not victim blaming, I'm presenting the employer's point of view.  They are now going to worry about personnel issues between the two of you. In fact, the inappropriate source material was provided by the OP (albeit not intentionally.)  OPs situation stinks. Co-worker is a jerk. No good will come of this, I can't see how reporting it will help anyone, other than possibly letting co-worker know that he is a jerk.", "human_ref_B": "This is not an HR issue.     You can't have it both ways.   The after event was nit company sponsored,  you were actively engaging in conversations that are clearly not work appropriate.   You have responsibility here for your own items.   If you were foolish enough to bring this to HR, and they decided to investigate... well think it through,  you want them to get in some sort of trouble for looking at your personal photos.   But at the same time, you probably don't want to get in trouble for your clearly not work appropriate conversations.", "labels": 1, "seconds_difference": 12842.0, "score_ratio": 3.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "wv20hd", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[NY] Coworker asked to see photos I took of a work event on my phone. I naively handed him my phone, 2 minutes later caught him in my hidden folder looking at my nude photos. What are the potential pros and cons of bringing this to leadership attention?   Context : after a celebratory work event for a colleague that was moving to another job. A few of us ended up going out for a cigar after the event and the conversations became personal. Talking about college, experimenting, past lovers and exes etc.   These conversations were all consensual and felt like genuine connecting/sharing/laughing etc.   At one point after looking over the photos from the celebration earlier that night, my coworker asked if he could see them. After having my phone for a couple minutes I looked over to see that he was in my hidden album looking at intimate photos and videos of me.   Is this worth taking to leadership? I feel violated, but also stupid for trusting someone else with my phone. I can\u2019t believe how brazen this person was to do this while I\u2019m sitting a person away from him.   He was sober, so this feels calculated and predatory.", "c_root_id_A": "ile9vkq", "c_root_id_B": "ile5zwx", "created_at_utc_A": 1661216123, "created_at_utc_B": 1661214379, "score_A": 12, "score_B": 5, "human_ref_A": "IANAL but as far as I can tell leadership would be concerned more about the liability the both of you have created than anything else.  You had a device with office inappropriate images on it, apparently fairly readily accessible (the co-worker likely did not hack the phone, rather simply clicked on another folder that was \"hidden\" but not) and handed that device to a co-worker to browse through. Although you did not intend for them to view images that were not in that folder, you gave unrestricted access to that person. Yeah, that's a crappy thing for them to do, no doubt, but they didn't take your phone without your permission.  I'm not victim blaming, I'm presenting the employer's point of view.  They are now going to worry about personnel issues between the two of you. In fact, the inappropriate source material was provided by the OP (albeit not intentionally.)  OPs situation stinks. Co-worker is a jerk. No good will come of this, I can't see how reporting it will help anyone, other than possibly letting co-worker know that he is a jerk.", "human_ref_B": "This is an interpersonal issue, rather than an HR issue. I can\u2019t think of any pros, but I would not think well of an employee who brought something like this to management. I\u2019m here to supervise and direct your work, not intervene when you and a coworker don\u2019t get along. What he did is inappropriate but this is why you don\u2019t give other people your phone. You hold it and show them what you want to show them.", "labels": 1, "seconds_difference": 1744.0, "score_ratio": 2.4, "metadata_A": "", "metadata_B": ""}
{"post_id": "wv20hd", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[NY] Coworker asked to see photos I took of a work event on my phone. I naively handed him my phone, 2 minutes later caught him in my hidden folder looking at my nude photos. What are the potential pros and cons of bringing this to leadership attention?   Context : after a celebratory work event for a colleague that was moving to another job. A few of us ended up going out for a cigar after the event and the conversations became personal. Talking about college, experimenting, past lovers and exes etc.   These conversations were all consensual and felt like genuine connecting/sharing/laughing etc.   At one point after looking over the photos from the celebration earlier that night, my coworker asked if he could see them. After having my phone for a couple minutes I looked over to see that he was in my hidden album looking at intimate photos and videos of me.   Is this worth taking to leadership? I feel violated, but also stupid for trusting someone else with my phone. I can\u2019t believe how brazen this person was to do this while I\u2019m sitting a person away from him.   He was sober, so this feels calculated and predatory.", "c_root_id_A": "ile19oy", "c_root_id_B": "ildh5p5", "created_at_utc_A": 1661212166, "created_at_utc_B": 1661203281, "score_A": 8, "score_B": 4, "human_ref_A": "What did you do after you realized that s/he was looking at your private photos? How did s/he respond to what you did? Were there any witnesses?  Her/His likely defense was that s/he accidentally got into your private photos, and was in shock. The credibility of this defense is dependent on her/his other actions.  In any case, proving that s/he intended to use the ruse of looking at company event photos in order to access your private photos will be challenging. If you can prove that then s/he is in trouble, especially if there are other prior acts.  If you have no other additional evidence, then going to leadership will force them to address it. This will send a message to your co-worker and probably have the effect of separating you two. But it will also may be viewed negatively as overreacting.  My initial reaction is to question why you gave a phone with private photos to a co-worker to view. You are going to experience some of that if you push this up the chain.", "human_ref_B": "This is not an HR issue.     You can't have it both ways.   The after event was nit company sponsored,  you were actively engaging in conversations that are clearly not work appropriate.   You have responsibility here for your own items.   If you were foolish enough to bring this to HR, and they decided to investigate... well think it through,  you want them to get in some sort of trouble for looking at your personal photos.   But at the same time, you probably don't want to get in trouble for your clearly not work appropriate conversations.", "labels": 1, "seconds_difference": 8885.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "wv20hd", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[NY] Coworker asked to see photos I took of a work event on my phone. I naively handed him my phone, 2 minutes later caught him in my hidden folder looking at my nude photos. What are the potential pros and cons of bringing this to leadership attention?   Context : after a celebratory work event for a colleague that was moving to another job. A few of us ended up going out for a cigar after the event and the conversations became personal. Talking about college, experimenting, past lovers and exes etc.   These conversations were all consensual and felt like genuine connecting/sharing/laughing etc.   At one point after looking over the photos from the celebration earlier that night, my coworker asked if he could see them. After having my phone for a couple minutes I looked over to see that he was in my hidden album looking at intimate photos and videos of me.   Is this worth taking to leadership? I feel violated, but also stupid for trusting someone else with my phone. I can\u2019t believe how brazen this person was to do this while I\u2019m sitting a person away from him.   He was sober, so this feels calculated and predatory.", "c_root_id_A": "ile5zwx", "c_root_id_B": "ildh5p5", "created_at_utc_A": 1661214379, "created_at_utc_B": 1661203281, "score_A": 5, "score_B": 4, "human_ref_A": "This is an interpersonal issue, rather than an HR issue. I can\u2019t think of any pros, but I would not think well of an employee who brought something like this to management. I\u2019m here to supervise and direct your work, not intervene when you and a coworker don\u2019t get along. What he did is inappropriate but this is why you don\u2019t give other people your phone. You hold it and show them what you want to show them.", "human_ref_B": "This is not an HR issue.     You can't have it both ways.   The after event was nit company sponsored,  you were actively engaging in conversations that are clearly not work appropriate.   You have responsibility here for your own items.   If you were foolish enough to bring this to HR, and they decided to investigate... well think it through,  you want them to get in some sort of trouble for looking at your personal photos.   But at the same time, you probably don't want to get in trouble for your clearly not work appropriate conversations.", "labels": 1, "seconds_difference": 11098.0, "score_ratio": 1.25, "metadata_A": "", "metadata_B": ""}
{"post_id": "wv20hd", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[NY] Coworker asked to see photos I took of a work event on my phone. I naively handed him my phone, 2 minutes later caught him in my hidden folder looking at my nude photos. What are the potential pros and cons of bringing this to leadership attention?   Context : after a celebratory work event for a colleague that was moving to another job. A few of us ended up going out for a cigar after the event and the conversations became personal. Talking about college, experimenting, past lovers and exes etc.   These conversations were all consensual and felt like genuine connecting/sharing/laughing etc.   At one point after looking over the photos from the celebration earlier that night, my coworker asked if he could see them. After having my phone for a couple minutes I looked over to see that he was in my hidden album looking at intimate photos and videos of me.   Is this worth taking to leadership? I feel violated, but also stupid for trusting someone else with my phone. I can\u2019t believe how brazen this person was to do this while I\u2019m sitting a person away from him.   He was sober, so this feels calculated and predatory.", "c_root_id_A": "ilhrhkb", "c_root_id_B": "ilgh1b7", "created_at_utc_A": 1661281398, "created_at_utc_B": 1661263457, "score_A": 4, "score_B": 2, "human_ref_A": "It would be interesting if this situation was reversed, and the coworker had handed OP their phone with nudes clearly in the album screen/recent pics. OP could claim it was intentional and the owner of the phone would be the one who was potentially going to be disciplined or fired. This isn't a good situation for either side.", "human_ref_B": "Tell him you will be happy to be a workreference when he ever needs one.", "labels": 1, "seconds_difference": 17941.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "fyze0r", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "How often do you check to see if people got a degree from the school they wrote on their resume? (Bay Area) Entirely a curiosity thing. I like school and will very much be finishing lol", "c_root_id_A": "fn3aayq", "c_root_id_B": "fn34p8o", "created_at_utc_A": 1586616509, "created_at_utc_B": 1586612770, "score_A": 40, "score_B": 12, "human_ref_A": "A very good friend of mine lied because they were just a few credits away from their degree but never finished... he worked at the company for years, then got a promotion to VP, and they rechecked his resume.  The leadership team was heartbroken to find out he lied and had to be let go, because he was a rockstar employee and very talented. They said once he finished his program they would be open to working with him again but this is a VERY uncommon to be considered again.", "human_ref_B": "Never, unless it\u2019s a legal requirement for the role", "labels": 1, "seconds_difference": 3739.0, "score_ratio": 3.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "fyze0r", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "How often do you check to see if people got a degree from the school they wrote on their resume? (Bay Area) Entirely a curiosity thing. I like school and will very much be finishing lol", "c_root_id_A": "fn3aayq", "c_root_id_B": "fn35qyu", "created_at_utc_A": 1586616509, "created_at_utc_B": 1586613527, "score_A": 40, "score_B": 4, "human_ref_A": "A very good friend of mine lied because they were just a few credits away from their degree but never finished... he worked at the company for years, then got a promotion to VP, and they rechecked his resume.  The leadership team was heartbroken to find out he lied and had to be let go, because he was a rockstar employee and very talented. They said once he finished his program they would be open to working with him again but this is a VERY uncommon to be considered again.", "human_ref_B": "Check it 100% of the time. Some positions it\u2019s pretty irrelevant anyway. But, it shows integrity (or lack of) when someone writes it on their resume or application and it can be confirmed.", "labels": 1, "seconds_difference": 2982.0, "score_ratio": 10.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "fyze0r", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "How often do you check to see if people got a degree from the school they wrote on their resume? (Bay Area) Entirely a curiosity thing. I like school and will very much be finishing lol", "c_root_id_A": "fn381id", "c_root_id_B": "fn3aayq", "created_at_utc_A": 1586615074, "created_at_utc_B": 1586616509, "score_A": 4, "score_B": 40, "human_ref_A": "Where I am we contract our checking education and employment history to a vendor who does this stuff for a lot of companies. They will 100% check it.", "human_ref_B": "A very good friend of mine lied because they were just a few credits away from their degree but never finished... he worked at the company for years, then got a promotion to VP, and they rechecked his resume.  The leadership team was heartbroken to find out he lied and had to be let go, because he was a rockstar employee and very talented. They said once he finished his program they would be open to working with him again but this is a VERY uncommon to be considered again.", "labels": 0, "seconds_difference": 1435.0, "score_ratio": 10.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "fyze0r", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "How often do you check to see if people got a degree from the school they wrote on their resume? (Bay Area) Entirely a curiosity thing. I like school and will very much be finishing lol", "c_root_id_A": "fn3d2rd", "c_root_id_B": "fn3bsc1", "created_at_utc_A": 1586618221, "created_at_utc_B": 1586617429, "score_A": 4, "score_B": 3, "human_ref_A": "We are doing backgound checks after the recruiting process. Basically you cannot lie about anything on your resume \ud83e\udd23. As we are handling confidential informations from customer it\u2019s a requirement to work in our company. I rarely saw a problem in the background checks.", "human_ref_B": "Always", "labels": 1, "seconds_difference": 792.0, "score_ratio": 1.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "fyze0r", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "How often do you check to see if people got a degree from the school they wrote on their resume? (Bay Area) Entirely a curiosity thing. I like school and will very much be finishing lol", "c_root_id_A": "fn3bsc1", "c_root_id_B": "fn3l9mc", "created_at_utc_A": 1586617429, "created_at_utc_B": 1586623003, "score_A": 3, "score_B": 4, "human_ref_A": "Always", "human_ref_B": "I\u2019m in the Bay Area and never check. Granted, I\u2019m in HR for a hotel so we look more at the experience of candidates vs. their educational background.", "labels": 0, "seconds_difference": 5574.0, "score_ratio": 1.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "fyze0r", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "How often do you check to see if people got a degree from the school they wrote on their resume? (Bay Area) Entirely a curiosity thing. I like school and will very much be finishing lol", "c_root_id_A": "fn48mud", "c_root_id_B": "fn3tyyw", "created_at_utc_A": 1586636292, "created_at_utc_B": 1586627865, "score_A": 3, "score_B": 2, "human_ref_A": "I know someone that worked several customer care positions at financial companies. He never graduated from our school; he could have completed at another school but wanted only the prestige from the original university so he refused to take classes elsewhere to complete his degree. Upon being laid off, he spent a long time trying to find a new position, and was relieved and thrilled when he was hired by a new company, similar position as previous. Fast forward to first couple weeks of the job when they were doing all the on boarding and finalizing paperwork and he discovered they really were going to check on his information. He actually went to the university to ask (a student at the desk?) to cover for him and say he graduated (!) even though I had told him that it would be ridiculous for him to do that.   Anyway, he promptly lost the job. They basically said sorry, it\u2019s policy. (Personally I think in addition to having a strict policy about what degrees you earned is probably added to policy of not lying on your resume!) So many people work very hard and spend a lot of money to get a degree, and it\u2019s not fair to just write it on your resume if it isn\u2019t true. If you have some education but didn\u2019t graduate, just write your dates of attendance.", "human_ref_B": "All the time. I also check certifications. I\u2019ve had too many applicants come in that completely falsify their credentials because they think hiring managers are too busy to care. When I\u2019m filling a position that pays $100-200k, yeah, I care. The one I\u2019ve seen most people lie about is their PMP which is grueling to get (I have one myself) but not worth losing an opportunity over because it\u2019s less and less relevant as time goes on.", "labels": 1, "seconds_difference": 8427.0, "score_ratio": 1.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "fyze0r", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "How often do you check to see if people got a degree from the school they wrote on their resume? (Bay Area) Entirely a curiosity thing. I like school and will very much be finishing lol", "c_root_id_A": "fn3mpgb", "c_root_id_B": "fn48mud", "created_at_utc_A": 1586623805, "created_at_utc_B": 1586636292, "score_A": 1, "score_B": 3, "human_ref_A": "I was curious about this as well. I just watched this video  where they talked about diploma mills.", "human_ref_B": "I know someone that worked several customer care positions at financial companies. He never graduated from our school; he could have completed at another school but wanted only the prestige from the original university so he refused to take classes elsewhere to complete his degree. Upon being laid off, he spent a long time trying to find a new position, and was relieved and thrilled when he was hired by a new company, similar position as previous. Fast forward to first couple weeks of the job when they were doing all the on boarding and finalizing paperwork and he discovered they really were going to check on his information. He actually went to the university to ask (a student at the desk?) to cover for him and say he graduated (!) even though I had told him that it would be ridiculous for him to do that.   Anyway, he promptly lost the job. They basically said sorry, it\u2019s policy. (Personally I think in addition to having a strict policy about what degrees you earned is probably added to policy of not lying on your resume!) So many people work very hard and spend a lot of money to get a degree, and it\u2019s not fair to just write it on your resume if it isn\u2019t true. If you have some education but didn\u2019t graduate, just write your dates of attendance.", "labels": 0, "seconds_difference": 12487.0, "score_ratio": 3.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "fyze0r", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "How often do you check to see if people got a degree from the school they wrote on their resume? (Bay Area) Entirely a curiosity thing. I like school and will very much be finishing lol", "c_root_id_A": "fn48mud", "c_root_id_B": "fn3zhj4", "created_at_utc_A": 1586636292, "created_at_utc_B": 1586630987, "score_A": 3, "score_B": 1, "human_ref_A": "I know someone that worked several customer care positions at financial companies. He never graduated from our school; he could have completed at another school but wanted only the prestige from the original university so he refused to take classes elsewhere to complete his degree. Upon being laid off, he spent a long time trying to find a new position, and was relieved and thrilled when he was hired by a new company, similar position as previous. Fast forward to first couple weeks of the job when they were doing all the on boarding and finalizing paperwork and he discovered they really were going to check on his information. He actually went to the university to ask (a student at the desk?) to cover for him and say he graduated (!) even though I had told him that it would be ridiculous for him to do that.   Anyway, he promptly lost the job. They basically said sorry, it\u2019s policy. (Personally I think in addition to having a strict policy about what degrees you earned is probably added to policy of not lying on your resume!) So many people work very hard and spend a lot of money to get a degree, and it\u2019s not fair to just write it on your resume if it isn\u2019t true. If you have some education but didn\u2019t graduate, just write your dates of attendance.", "human_ref_B": "Always. And I\u2019m sad to say around 10% of people (in my non-scientific personal estimate) lie about their education.", "labels": 1, "seconds_difference": 5305.0, "score_ratio": 3.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "fyze0r", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "How often do you check to see if people got a degree from the school they wrote on their resume? (Bay Area) Entirely a curiosity thing. I like school and will very much be finishing lol", "c_root_id_A": "fn48mud", "c_root_id_B": "fn44235", "created_at_utc_A": 1586636292, "created_at_utc_B": 1586633629, "score_A": 3, "score_B": 1, "human_ref_A": "I know someone that worked several customer care positions at financial companies. He never graduated from our school; he could have completed at another school but wanted only the prestige from the original university so he refused to take classes elsewhere to complete his degree. Upon being laid off, he spent a long time trying to find a new position, and was relieved and thrilled when he was hired by a new company, similar position as previous. Fast forward to first couple weeks of the job when they were doing all the on boarding and finalizing paperwork and he discovered they really were going to check on his information. He actually went to the university to ask (a student at the desk?) to cover for him and say he graduated (!) even though I had told him that it would be ridiculous for him to do that.   Anyway, he promptly lost the job. They basically said sorry, it\u2019s policy. (Personally I think in addition to having a strict policy about what degrees you earned is probably added to policy of not lying on your resume!) So many people work very hard and spend a lot of money to get a degree, and it\u2019s not fair to just write it on your resume if it isn\u2019t true. If you have some education but didn\u2019t graduate, just write your dates of attendance.", "human_ref_B": "EVERY SINGLE TIME!", "labels": 1, "seconds_difference": 2663.0, "score_ratio": 3.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "fyze0r", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "How often do you check to see if people got a degree from the school they wrote on their resume? (Bay Area) Entirely a curiosity thing. I like school and will very much be finishing lol", "c_root_id_A": "fn3mpgb", "c_root_id_B": "fn3tyyw", "created_at_utc_A": 1586623805, "created_at_utc_B": 1586627865, "score_A": 1, "score_B": 2, "human_ref_A": "I was curious about this as well. I just watched this video  where they talked about diploma mills.", "human_ref_B": "All the time. I also check certifications. I\u2019ve had too many applicants come in that completely falsify their credentials because they think hiring managers are too busy to care. When I\u2019m filling a position that pays $100-200k, yeah, I care. The one I\u2019ve seen most people lie about is their PMP which is grueling to get (I have one myself) but not worth losing an opportunity over because it\u2019s less and less relevant as time goes on.", "labels": 0, "seconds_difference": 4060.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "fyze0r", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "How often do you check to see if people got a degree from the school they wrote on their resume? (Bay Area) Entirely a curiosity thing. I like school and will very much be finishing lol", "c_root_id_A": "fn3mpgb", "c_root_id_B": "fn4y8ny", "created_at_utc_A": 1586623805, "created_at_utc_B": 1586651603, "score_A": 1, "score_B": 2, "human_ref_A": "I was curious about this as well. I just watched this video  where they talked about diploma mills.", "human_ref_B": "Most corporate size business do a background check. They usually hire a 3rd party to do it.", "labels": 0, "seconds_difference": 27798.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "fyze0r", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "How often do you check to see if people got a degree from the school they wrote on their resume? (Bay Area) Entirely a curiosity thing. I like school and will very much be finishing lol", "c_root_id_A": "fn3zhj4", "c_root_id_B": "fn4y8ny", "created_at_utc_A": 1586630987, "created_at_utc_B": 1586651603, "score_A": 1, "score_B": 2, "human_ref_A": "Always. And I\u2019m sad to say around 10% of people (in my non-scientific personal estimate) lie about their education.", "human_ref_B": "Most corporate size business do a background check. They usually hire a 3rd party to do it.", "labels": 0, "seconds_difference": 20616.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "fyze0r", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "How often do you check to see if people got a degree from the school they wrote on their resume? (Bay Area) Entirely a curiosity thing. I like school and will very much be finishing lol", "c_root_id_A": "fn44235", "c_root_id_B": "fn4y8ny", "created_at_utc_A": 1586633629, "created_at_utc_B": 1586651603, "score_A": 1, "score_B": 2, "human_ref_A": "EVERY SINGLE TIME!", "human_ref_B": "Most corporate size business do a background check. They usually hire a 3rd party to do it.", "labels": 0, "seconds_difference": 17974.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "gi89k7", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "Is it mean to HR woman bin your CV in front of you? Young HR woman, did it to me after interview. She binned my CV and I saw it.  Is there any reason why she would do it?", "c_root_id_A": "fqd9a63", "c_root_id_B": "fqd9bs1", "created_at_utc_A": 1589283882, "created_at_utc_B": 1589283921, "score_A": 52, "score_B": 176, "human_ref_A": "It means she doesn't have a job for you now or even later. But she shouldn't have done it in front of you. At least she could have waited until all applicants have left.", "human_ref_B": "If that company\u2019s HR person is doing bullshit like that, you dodged a bullet. Sorry, friend.", "labels": 0, "seconds_difference": 39.0, "score_ratio": 3.3846153846, "metadata_A": "", "metadata_B": ""}
{"post_id": "gi89k7", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "Is it mean to HR woman bin your CV in front of you? Young HR woman, did it to me after interview. She binned my CV and I saw it.  Is there any reason why she would do it?", "c_root_id_A": "fqd4gxb", "c_root_id_B": "fqd9bs1", "created_at_utc_A": 1589279424, "created_at_utc_B": 1589283921, "score_A": 45, "score_B": 176, "human_ref_A": "A professional person never do this. It is a unprofessional but people do it when they find resume not relevant for their industry or sometimes to do housekeeping of their unorganized desk.", "human_ref_B": "If that company\u2019s HR person is doing bullshit like that, you dodged a bullet. Sorry, friend.", "labels": 0, "seconds_difference": 4497.0, "score_ratio": 3.9111111111, "metadata_A": "", "metadata_B": ""}
{"post_id": "gi89k7", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "Is it mean to HR woman bin your CV in front of you? Young HR woman, did it to me after interview. She binned my CV and I saw it.  Is there any reason why she would do it?", "c_root_id_A": "fqd9bs1", "c_root_id_B": "fqd6tr3", "created_at_utc_A": 1589283921, "created_at_utc_B": 1589281719, "score_A": 176, "score_B": -5, "human_ref_A": "If that company\u2019s HR person is doing bullshit like that, you dodged a bullet. Sorry, friend.", "human_ref_B": "What\u2019s CV mean?  Anyways... thats rude. Any person would know this. Unprofessional", "labels": 1, "seconds_difference": 2202.0, "score_ratio": -35.2, "metadata_A": "", "metadata_B": ""}
{"post_id": "gi89k7", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "Is it mean to HR woman bin your CV in front of you? Young HR woman, did it to me after interview. She binned my CV and I saw it.  Is there any reason why she would do it?", "c_root_id_A": "fqd9a63", "c_root_id_B": "fqddhhj", "created_at_utc_A": 1589283882, "created_at_utc_B": 1589287171, "score_A": 52, "score_B": 120, "human_ref_A": "It means she doesn't have a job for you now or even later. But she shouldn't have done it in front of you. At least she could have waited until all applicants have left.", "human_ref_B": "I print CVs for the interview and then throw them out... I wouldn\u2019t bin it in front of you (it actually would go in the secure shredder as it has personal info) but also it\u2019s not necessarily a sign that you\u2019re being rejected!", "labels": 0, "seconds_difference": 3289.0, "score_ratio": 2.3076923077, "metadata_A": "", "metadata_B": ""}
{"post_id": "gi89k7", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "Is it mean to HR woman bin your CV in front of you? Young HR woman, did it to me after interview. She binned my CV and I saw it.  Is there any reason why she would do it?", "c_root_id_A": "fqd4gxb", "c_root_id_B": "fqddhhj", "created_at_utc_A": 1589279424, "created_at_utc_B": 1589287171, "score_A": 45, "score_B": 120, "human_ref_A": "A professional person never do this. It is a unprofessional but people do it when they find resume not relevant for their industry or sometimes to do housekeeping of their unorganized desk.", "human_ref_B": "I print CVs for the interview and then throw them out... I wouldn\u2019t bin it in front of you (it actually would go in the secure shredder as it has personal info) but also it\u2019s not necessarily a sign that you\u2019re being rejected!", "labels": 0, "seconds_difference": 7747.0, "score_ratio": 2.6666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "gi89k7", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "Is it mean to HR woman bin your CV in front of you? Young HR woman, did it to me after interview. She binned my CV and I saw it.  Is there any reason why she would do it?", "c_root_id_A": "fqddhhj", "c_root_id_B": "fqdbhtu", "created_at_utc_A": 1589287171, "created_at_utc_B": 1589285693, "score_A": 120, "score_B": 23, "human_ref_A": "I print CVs for the interview and then throw them out... I wouldn\u2019t bin it in front of you (it actually would go in the secure shredder as it has personal info) but also it\u2019s not necessarily a sign that you\u2019re being rejected!", "human_ref_B": "Is it possible that it was a secondary copy and she had one stored digitally for the file?", "labels": 1, "seconds_difference": 1478.0, "score_ratio": 5.2173913043, "metadata_A": "", "metadata_B": ""}
{"post_id": "gi89k7", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "Is it mean to HR woman bin your CV in front of you? Young HR woman, did it to me after interview. She binned my CV and I saw it.  Is there any reason why she would do it?", "c_root_id_A": "fqdbsm5", "c_root_id_B": "fqddhhj", "created_at_utc_A": 1589285925, "created_at_utc_B": 1589287171, "score_A": 11, "score_B": 120, "human_ref_A": "So I agree with everyone saying this is super unprofessional and I would never do this in front of an applicant. But I\u2019ll also say that I always recycle the CVs candidates bring after an interview because I already have it digitally.   Is it possible she thought you already left? Or do you think she did it deliberately?", "human_ref_B": "I print CVs for the interview and then throw them out... I wouldn\u2019t bin it in front of you (it actually would go in the secure shredder as it has personal info) but also it\u2019s not necessarily a sign that you\u2019re being rejected!", "labels": 0, "seconds_difference": 1246.0, "score_ratio": 10.9090909091, "metadata_A": "", "metadata_B": ""}
{"post_id": "gi89k7", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "Is it mean to HR woman bin your CV in front of you? Young HR woman, did it to me after interview. She binned my CV and I saw it.  Is there any reason why she would do it?", "c_root_id_A": "fqddf5c", "c_root_id_B": "fqddhhj", "created_at_utc_A": 1589287124, "created_at_utc_B": 1589287171, "score_A": 2, "score_B": 120, "human_ref_A": "It\u2019s extremely rude, but, don\u2019t let that demotivate you in your job search! Keep on going!", "human_ref_B": "I print CVs for the interview and then throw them out... I wouldn\u2019t bin it in front of you (it actually would go in the secure shredder as it has personal info) but also it\u2019s not necessarily a sign that you\u2019re being rejected!", "labels": 0, "seconds_difference": 47.0, "score_ratio": 60.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "gi89k7", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "Is it mean to HR woman bin your CV in front of you? Young HR woman, did it to me after interview. She binned my CV and I saw it.  Is there any reason why she would do it?", "c_root_id_A": "fqdcrts", "c_root_id_B": "fqddhhj", "created_at_utc_A": 1589286657, "created_at_utc_B": 1589287171, "score_A": -4, "score_B": 120, "human_ref_A": "That is terrible and I would ensure that her boss heard of it.  I agree with someone else who said that you dodged a bullet there.  Sorry that happened to you.  People can be mean.", "human_ref_B": "I print CVs for the interview and then throw them out... I wouldn\u2019t bin it in front of you (it actually would go in the secure shredder as it has personal info) but also it\u2019s not necessarily a sign that you\u2019re being rejected!", "labels": 0, "seconds_difference": 514.0, "score_ratio": -30.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "gi89k7", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "Is it mean to HR woman bin your CV in front of you? Young HR woman, did it to me after interview. She binned my CV and I saw it.  Is there any reason why she would do it?", "c_root_id_A": "fqddhhj", "c_root_id_B": "fqd6tr3", "created_at_utc_A": 1589287171, "created_at_utc_B": 1589281719, "score_A": 120, "score_B": -5, "human_ref_A": "I print CVs for the interview and then throw them out... I wouldn\u2019t bin it in front of you (it actually would go in the secure shredder as it has personal info) but also it\u2019s not necessarily a sign that you\u2019re being rejected!", "human_ref_B": "What\u2019s CV mean?  Anyways... thats rude. Any person would know this. Unprofessional", "labels": 1, "seconds_difference": 5452.0, "score_ratio": -24.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "gi89k7", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "Is it mean to HR woman bin your CV in front of you? Young HR woman, did it to me after interview. She binned my CV and I saw it.  Is there any reason why she would do it?", "c_root_id_A": "fqd4gxb", "c_root_id_B": "fqd9a63", "created_at_utc_A": 1589279424, "created_at_utc_B": 1589283882, "score_A": 45, "score_B": 52, "human_ref_A": "A professional person never do this. It is a unprofessional but people do it when they find resume not relevant for their industry or sometimes to do housekeeping of their unorganized desk.", "human_ref_B": "It means she doesn't have a job for you now or even later. But she shouldn't have done it in front of you. At least she could have waited until all applicants have left.", "labels": 0, "seconds_difference": 4458.0, "score_ratio": 1.1555555556, "metadata_A": "", "metadata_B": ""}
{"post_id": "gi89k7", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "Is it mean to HR woman bin your CV in front of you? Young HR woman, did it to me after interview. She binned my CV and I saw it.  Is there any reason why she would do it?", "c_root_id_A": "fqd6tr3", "c_root_id_B": "fqd9a63", "created_at_utc_A": 1589281719, "created_at_utc_B": 1589283882, "score_A": -5, "score_B": 52, "human_ref_A": "What\u2019s CV mean?  Anyways... thats rude. Any person would know this. Unprofessional", "human_ref_B": "It means she doesn't have a job for you now or even later. But she shouldn't have done it in front of you. At least she could have waited until all applicants have left.", "labels": 0, "seconds_difference": 2163.0, "score_ratio": -10.4, "metadata_A": "", "metadata_B": ""}
{"post_id": "gi89k7", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "Is it mean to HR woman bin your CV in front of you? Young HR woman, did it to me after interview. She binned my CV and I saw it.  Is there any reason why she would do it?", "c_root_id_A": "fqd6tr3", "c_root_id_B": "fqdbhtu", "created_at_utc_A": 1589281719, "created_at_utc_B": 1589285693, "score_A": -5, "score_B": 23, "human_ref_A": "What\u2019s CV mean?  Anyways... thats rude. Any person would know this. Unprofessional", "human_ref_B": "Is it possible that it was a secondary copy and she had one stored digitally for the file?", "labels": 0, "seconds_difference": 3974.0, "score_ratio": -4.6, "metadata_A": "", "metadata_B": ""}
{"post_id": "gi89k7", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "Is it mean to HR woman bin your CV in front of you? Young HR woman, did it to me after interview. She binned my CV and I saw it.  Is there any reason why she would do it?", "c_root_id_A": "fqdbsm5", "c_root_id_B": "fqdfy7x", "created_at_utc_A": 1589285925, "created_at_utc_B": 1589288804, "score_A": 11, "score_B": 16, "human_ref_A": "So I agree with everyone saying this is super unprofessional and I would never do this in front of an applicant. But I\u2019ll also say that I always recycle the CVs candidates bring after an interview because I already have it digitally.   Is it possible she thought you already left? Or do you think she did it deliberately?", "human_ref_B": "Post history is interesting. Your other post is about an interview with a woman you have a crush on who knows someone who recently fired you.   Any reasonable person would as a mutual friend about someone they were interviewing, so I'm not sure why you would think they wouldn't have spoken about it. I guess I'm wondering if you normally have trouble reading people? Perhaps you did something rude in the interview?  It is no excuse for her behavior, but it might be the reason.", "labels": 0, "seconds_difference": 2879.0, "score_ratio": 1.4545454545, "metadata_A": "", "metadata_B": ""}
{"post_id": "gi89k7", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "Is it mean to HR woman bin your CV in front of you? Young HR woman, did it to me after interview. She binned my CV and I saw it.  Is there any reason why she would do it?", "c_root_id_A": "fqddiei", "c_root_id_B": "fqdfy7x", "created_at_utc_A": 1589287190, "created_at_utc_B": 1589288804, "score_A": 8, "score_B": 16, "human_ref_A": "I print CVs for the interview and then throw them out... I wouldn\u2019t bin it in front of you (it actually would go in the secure shredder as it has personal info) but also it\u2019s not necessarily a sign that you\u2019re being rejected!", "human_ref_B": "Post history is interesting. Your other post is about an interview with a woman you have a crush on who knows someone who recently fired you.   Any reasonable person would as a mutual friend about someone they were interviewing, so I'm not sure why you would think they wouldn't have spoken about it. I guess I'm wondering if you normally have trouble reading people? Perhaps you did something rude in the interview?  It is no excuse for her behavior, but it might be the reason.", "labels": 0, "seconds_difference": 1614.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "gi89k7", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "Is it mean to HR woman bin your CV in front of you? Young HR woman, did it to me after interview. She binned my CV and I saw it.  Is there any reason why she would do it?", "c_root_id_A": "fqdfy7x", "c_root_id_B": "fqddf5c", "created_at_utc_A": 1589288804, "created_at_utc_B": 1589287124, "score_A": 16, "score_B": 2, "human_ref_A": "Post history is interesting. Your other post is about an interview with a woman you have a crush on who knows someone who recently fired you.   Any reasonable person would as a mutual friend about someone they were interviewing, so I'm not sure why you would think they wouldn't have spoken about it. I guess I'm wondering if you normally have trouble reading people? Perhaps you did something rude in the interview?  It is no excuse for her behavior, but it might be the reason.", "human_ref_B": "It\u2019s extremely rude, but, don\u2019t let that demotivate you in your job search! Keep on going!", "labels": 1, "seconds_difference": 1680.0, "score_ratio": 8.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "gi89k7", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "Is it mean to HR woman bin your CV in front of you? Young HR woman, did it to me after interview. She binned my CV and I saw it.  Is there any reason why she would do it?", "c_root_id_A": "fqdfy7x", "c_root_id_B": "fqdcrts", "created_at_utc_A": 1589288804, "created_at_utc_B": 1589286657, "score_A": 16, "score_B": -4, "human_ref_A": "Post history is interesting. Your other post is about an interview with a woman you have a crush on who knows someone who recently fired you.   Any reasonable person would as a mutual friend about someone they were interviewing, so I'm not sure why you would think they wouldn't have spoken about it. I guess I'm wondering if you normally have trouble reading people? Perhaps you did something rude in the interview?  It is no excuse for her behavior, but it might be the reason.", "human_ref_B": "That is terrible and I would ensure that her boss heard of it.  I agree with someone else who said that you dodged a bullet there.  Sorry that happened to you.  People can be mean.", "labels": 1, "seconds_difference": 2147.0, "score_ratio": -4.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "gi89k7", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "Is it mean to HR woman bin your CV in front of you? Young HR woman, did it to me after interview. She binned my CV and I saw it.  Is there any reason why she would do it?", "c_root_id_A": "fqd6tr3", "c_root_id_B": "fqdfy7x", "created_at_utc_A": 1589281719, "created_at_utc_B": 1589288804, "score_A": -5, "score_B": 16, "human_ref_A": "What\u2019s CV mean?  Anyways... thats rude. Any person would know this. Unprofessional", "human_ref_B": "Post history is interesting. Your other post is about an interview with a woman you have a crush on who knows someone who recently fired you.   Any reasonable person would as a mutual friend about someone they were interviewing, so I'm not sure why you would think they wouldn't have spoken about it. I guess I'm wondering if you normally have trouble reading people? Perhaps you did something rude in the interview?  It is no excuse for her behavior, but it might be the reason.", "labels": 0, "seconds_difference": 7085.0, "score_ratio": -3.2, "metadata_A": "", "metadata_B": ""}
{"post_id": "gi89k7", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "Is it mean to HR woman bin your CV in front of you? Young HR woman, did it to me after interview. She binned my CV and I saw it.  Is there any reason why she would do it?", "c_root_id_A": "fqd6tr3", "c_root_id_B": "fqdbsm5", "created_at_utc_A": 1589281719, "created_at_utc_B": 1589285925, "score_A": -5, "score_B": 11, "human_ref_A": "What\u2019s CV mean?  Anyways... thats rude. Any person would know this. Unprofessional", "human_ref_B": "So I agree with everyone saying this is super unprofessional and I would never do this in front of an applicant. But I\u2019ll also say that I always recycle the CVs candidates bring after an interview because I already have it digitally.   Is it possible she thought you already left? Or do you think she did it deliberately?", "labels": 0, "seconds_difference": 4206.0, "score_ratio": -2.2, "metadata_A": "", "metadata_B": ""}
{"post_id": "gi89k7", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "Is it mean to HR woman bin your CV in front of you? Young HR woman, did it to me after interview. She binned my CV and I saw it.  Is there any reason why she would do it?", "c_root_id_A": "fqddf5c", "c_root_id_B": "fqddiei", "created_at_utc_A": 1589287124, "created_at_utc_B": 1589287190, "score_A": 2, "score_B": 8, "human_ref_A": "It\u2019s extremely rude, but, don\u2019t let that demotivate you in your job search! Keep on going!", "human_ref_B": "I print CVs for the interview and then throw them out... I wouldn\u2019t bin it in front of you (it actually would go in the secure shredder as it has personal info) but also it\u2019s not necessarily a sign that you\u2019re being rejected!", "labels": 0, "seconds_difference": 66.0, "score_ratio": 4.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "gi89k7", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "Is it mean to HR woman bin your CV in front of you? Young HR woman, did it to me after interview. She binned my CV and I saw it.  Is there any reason why she would do it?", "c_root_id_A": "fqddiei", "c_root_id_B": "fqdcrts", "created_at_utc_A": 1589287190, "created_at_utc_B": 1589286657, "score_A": 8, "score_B": -4, "human_ref_A": "I print CVs for the interview and then throw them out... I wouldn\u2019t bin it in front of you (it actually would go in the secure shredder as it has personal info) but also it\u2019s not necessarily a sign that you\u2019re being rejected!", "human_ref_B": "That is terrible and I would ensure that her boss heard of it.  I agree with someone else who said that you dodged a bullet there.  Sorry that happened to you.  People can be mean.", "labels": 1, "seconds_difference": 533.0, "score_ratio": -2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "gi89k7", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "Is it mean to HR woman bin your CV in front of you? Young HR woman, did it to me after interview. She binned my CV and I saw it.  Is there any reason why she would do it?", "c_root_id_A": "fqddiei", "c_root_id_B": "fqd6tr3", "created_at_utc_A": 1589287190, "created_at_utc_B": 1589281719, "score_A": 8, "score_B": -5, "human_ref_A": "I print CVs for the interview and then throw them out... I wouldn\u2019t bin it in front of you (it actually would go in the secure shredder as it has personal info) but also it\u2019s not necessarily a sign that you\u2019re being rejected!", "human_ref_B": "What\u2019s CV mean?  Anyways... thats rude. Any person would know this. Unprofessional", "labels": 1, "seconds_difference": 5471.0, "score_ratio": -1.6, "metadata_A": "", "metadata_B": ""}
{"post_id": "gi89k7", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "Is it mean to HR woman bin your CV in front of you? Young HR woman, did it to me after interview. She binned my CV and I saw it.  Is there any reason why she would do it?", "c_root_id_A": "fqddf5c", "c_root_id_B": "fqdcrts", "created_at_utc_A": 1589287124, "created_at_utc_B": 1589286657, "score_A": 2, "score_B": -4, "human_ref_A": "It\u2019s extremely rude, but, don\u2019t let that demotivate you in your job search! Keep on going!", "human_ref_B": "That is terrible and I would ensure that her boss heard of it.  I agree with someone else who said that you dodged a bullet there.  Sorry that happened to you.  People can be mean.", "labels": 1, "seconds_difference": 467.0, "score_ratio": -0.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "gi89k7", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "Is it mean to HR woman bin your CV in front of you? Young HR woman, did it to me after interview. She binned my CV and I saw it.  Is there any reason why she would do it?", "c_root_id_A": "fqddf5c", "c_root_id_B": "fqd6tr3", "created_at_utc_A": 1589287124, "created_at_utc_B": 1589281719, "score_A": 2, "score_B": -5, "human_ref_A": "It\u2019s extremely rude, but, don\u2019t let that demotivate you in your job search! Keep on going!", "human_ref_B": "What\u2019s CV mean?  Anyways... thats rude. Any person would know this. Unprofessional", "labels": 1, "seconds_difference": 5405.0, "score_ratio": -0.4, "metadata_A": "", "metadata_B": ""}
{"post_id": "gi89k7", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "Is it mean to HR woman bin your CV in front of you? Young HR woman, did it to me after interview. She binned my CV and I saw it.  Is there any reason why she would do it?", "c_root_id_A": "fqdcrts", "c_root_id_B": "fqdjfzb", "created_at_utc_A": 1589286657, "created_at_utc_B": 1589290964, "score_A": -4, "score_B": 2, "human_ref_A": "That is terrible and I would ensure that her boss heard of it.  I agree with someone else who said that you dodged a bullet there.  Sorry that happened to you.  People can be mean.", "human_ref_B": "did she already have a copy that she had printed/written on and didn't need an extra?  that's the positive take on the situation.  Otherwise, you didnt' really give enough details for any of us to know.  eta: based on your other postings, it is possible she did this on purpose....if she knew your background - terminated from her friend's employer, I'm a bit surprised she interviewed you at all (or do you mean you were a walk-in?)  Not professional, but you should just move on.", "labels": 0, "seconds_difference": 4307.0, "score_ratio": -0.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "gi89k7", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "Is it mean to HR woman bin your CV in front of you? Young HR woman, did it to me after interview. She binned my CV and I saw it.  Is there any reason why she would do it?", "c_root_id_A": "fqdjfzb", "c_root_id_B": "fqd6tr3", "created_at_utc_A": 1589290964, "created_at_utc_B": 1589281719, "score_A": 2, "score_B": -5, "human_ref_A": "did she already have a copy that she had printed/written on and didn't need an extra?  that's the positive take on the situation.  Otherwise, you didnt' really give enough details for any of us to know.  eta: based on your other postings, it is possible she did this on purpose....if she knew your background - terminated from her friend's employer, I'm a bit surprised she interviewed you at all (or do you mean you were a walk-in?)  Not professional, but you should just move on.", "human_ref_B": "What\u2019s CV mean?  Anyways... thats rude. Any person would know this. Unprofessional", "labels": 1, "seconds_difference": 9245.0, "score_ratio": -0.4, "metadata_A": "", "metadata_B": ""}
{"post_id": "gi89k7", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "Is it mean to HR woman bin your CV in front of you? Young HR woman, did it to me after interview. She binned my CV and I saw it.  Is there any reason why she would do it?", "c_root_id_A": "fqdcrts", "c_root_id_B": "fqdky3i", "created_at_utc_A": 1589286657, "created_at_utc_B": 1589291828, "score_A": -4, "score_B": 1, "human_ref_A": "That is terrible and I would ensure that her boss heard of it.  I agree with someone else who said that you dodged a bullet there.  Sorry that happened to you.  People can be mean.", "human_ref_B": "This reminds me of a TIFU from a while ago... https://www.reddit.com/r/tifu/comments/3ex772/tifu_on_a_job_interview_that_went_well_until_the/  It's possible it was just done absentmindedly without a second thought, but still rude nonethelesss!", "labels": 0, "seconds_difference": 5171.0, "score_ratio": -0.25, "metadata_A": "", "metadata_B": ""}
{"post_id": "gi89k7", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "Is it mean to HR woman bin your CV in front of you? Young HR woman, did it to me after interview. She binned my CV and I saw it.  Is there any reason why she would do it?", "c_root_id_A": "fqdky3i", "c_root_id_B": "fqd6tr3", "created_at_utc_A": 1589291828, "created_at_utc_B": 1589281719, "score_A": 1, "score_B": -5, "human_ref_A": "This reminds me of a TIFU from a while ago... https://www.reddit.com/r/tifu/comments/3ex772/tifu_on_a_job_interview_that_went_well_until_the/  It's possible it was just done absentmindedly without a second thought, but still rude nonethelesss!", "human_ref_B": "What\u2019s CV mean?  Anyways... thats rude. Any person would know this. Unprofessional", "labels": 1, "seconds_difference": 10109.0, "score_ratio": -0.2, "metadata_A": "", "metadata_B": ""}
{"post_id": "gi89k7", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "Is it mean to HR woman bin your CV in front of you? Young HR woman, did it to me after interview. She binned my CV and I saw it.  Is there any reason why she would do it?", "c_root_id_A": "fqes22f", "c_root_id_B": "fqechal", "created_at_utc_A": 1589312654, "created_at_utc_B": 1589305289, "score_A": 1, "score_B": -2, "human_ref_A": "This HR person was wrong. Even if they had a digital copy and only printed for the interview it should have been shredded not put in the bin.", "human_ref_B": "You really don't want to work here, if that's how the company treats candidates.", "labels": 1, "seconds_difference": 7365.0, "score_ratio": -0.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "gi89k7", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "Is it mean to HR woman bin your CV in front of you? Young HR woman, did it to me after interview. She binned my CV and I saw it.  Is there any reason why she would do it?", "c_root_id_A": "fqes22f", "c_root_id_B": "fqdcrts", "created_at_utc_A": 1589312654, "created_at_utc_B": 1589286657, "score_A": 1, "score_B": -4, "human_ref_A": "This HR person was wrong. Even if they had a digital copy and only printed for the interview it should have been shredded not put in the bin.", "human_ref_B": "That is terrible and I would ensure that her boss heard of it.  I agree with someone else who said that you dodged a bullet there.  Sorry that happened to you.  People can be mean.", "labels": 1, "seconds_difference": 25997.0, "score_ratio": -0.25, "metadata_A": "", "metadata_B": ""}
{"post_id": "gi89k7", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "Is it mean to HR woman bin your CV in front of you? Young HR woman, did it to me after interview. She binned my CV and I saw it.  Is there any reason why she would do it?", "c_root_id_A": "fqes22f", "c_root_id_B": "fqdx5eq", "created_at_utc_A": 1589312654, "created_at_utc_B": 1589298131, "score_A": 1, "score_B": -3, "human_ref_A": "This HR person was wrong. Even if they had a digital copy and only printed for the interview it should have been shredded not put in the bin.", "human_ref_B": "It's rather rude and bitchy...", "labels": 1, "seconds_difference": 14523.0, "score_ratio": -0.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "gi89k7", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "Is it mean to HR woman bin your CV in front of you? Young HR woman, did it to me after interview. She binned my CV and I saw it.  Is there any reason why she would do it?", "c_root_id_A": "fqes22f", "c_root_id_B": "fqdtbii", "created_at_utc_A": 1589312654, "created_at_utc_B": 1589296232, "score_A": 1, "score_B": -3, "human_ref_A": "This HR person was wrong. Even if they had a digital copy and only printed for the interview it should have been shredded not put in the bin.", "human_ref_B": "Good for you you didn\u2019t get that job. Imagine being in the same building with this person for 40 hours a week. Yikes.", "labels": 1, "seconds_difference": 16422.0, "score_ratio": -0.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "gi89k7", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "Is it mean to HR woman bin your CV in front of you? Young HR woman, did it to me after interview. She binned my CV and I saw it.  Is there any reason why she would do it?", "c_root_id_A": "fqes22f", "c_root_id_B": "fqd6tr3", "created_at_utc_A": 1589312654, "created_at_utc_B": 1589281719, "score_A": 1, "score_B": -5, "human_ref_A": "This HR person was wrong. Even if they had a digital copy and only printed for the interview it should have been shredded not put in the bin.", "human_ref_B": "What\u2019s CV mean?  Anyways... thats rude. Any person would know this. Unprofessional", "labels": 1, "seconds_difference": 30935.0, "score_ratio": -0.2, "metadata_A": "", "metadata_B": ""}
{"post_id": "gi89k7", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "Is it mean to HR woman bin your CV in front of you? Young HR woman, did it to me after interview. She binned my CV and I saw it.  Is there any reason why she would do it?", "c_root_id_A": "fqechal", "c_root_id_B": "fqfhs6s", "created_at_utc_A": 1589305289, "created_at_utc_B": 1589325125, "score_A": -2, "score_B": 0, "human_ref_A": "You really don't want to work here, if that's how the company treats candidates.", "human_ref_B": "At my company. I can\u2019t keep hardcopy either. I take notes on a hardcopy resume or cv during interview then shred. Certainly not in front of candidate.  Perhaps you are still in the running for a position.  I really hope so!!!!", "labels": 0, "seconds_difference": 19836.0, "score_ratio": 0.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "gi89k7", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "Is it mean to HR woman bin your CV in front of you? Young HR woman, did it to me after interview. She binned my CV and I saw it.  Is there any reason why she would do it?", "c_root_id_A": "fqfhs6s", "c_root_id_B": "fqdcrts", "created_at_utc_A": 1589325125, "created_at_utc_B": 1589286657, "score_A": 0, "score_B": -4, "human_ref_A": "At my company. I can\u2019t keep hardcopy either. I take notes on a hardcopy resume or cv during interview then shred. Certainly not in front of candidate.  Perhaps you are still in the running for a position.  I really hope so!!!!", "human_ref_B": "That is terrible and I would ensure that her boss heard of it.  I agree with someone else who said that you dodged a bullet there.  Sorry that happened to you.  People can be mean.", "labels": 1, "seconds_difference": 38468.0, "score_ratio": 0.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "gi89k7", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "Is it mean to HR woman bin your CV in front of you? Young HR woman, did it to me after interview. She binned my CV and I saw it.  Is there any reason why she would do it?", "c_root_id_A": "fqfhs6s", "c_root_id_B": "fqdx5eq", "created_at_utc_A": 1589325125, "created_at_utc_B": 1589298131, "score_A": 0, "score_B": -3, "human_ref_A": "At my company. I can\u2019t keep hardcopy either. I take notes on a hardcopy resume or cv during interview then shred. Certainly not in front of candidate.  Perhaps you are still in the running for a position.  I really hope so!!!!", "human_ref_B": "It's rather rude and bitchy...", "labels": 1, "seconds_difference": 26994.0, "score_ratio": 0.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "gi89k7", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "Is it mean to HR woman bin your CV in front of you? Young HR woman, did it to me after interview. She binned my CV and I saw it.  Is there any reason why she would do it?", "c_root_id_A": "fqdtbii", "c_root_id_B": "fqfhs6s", "created_at_utc_A": 1589296232, "created_at_utc_B": 1589325125, "score_A": -3, "score_B": 0, "human_ref_A": "Good for you you didn\u2019t get that job. Imagine being in the same building with this person for 40 hours a week. Yikes.", "human_ref_B": "At my company. I can\u2019t keep hardcopy either. I take notes on a hardcopy resume or cv during interview then shred. Certainly not in front of candidate.  Perhaps you are still in the running for a position.  I really hope so!!!!", "labels": 0, "seconds_difference": 28893.0, "score_ratio": 0.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "gi89k7", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "Is it mean to HR woman bin your CV in front of you? Young HR woman, did it to me after interview. She binned my CV and I saw it.  Is there any reason why she would do it?", "c_root_id_A": "fqfhs6s", "c_root_id_B": "fqd6tr3", "created_at_utc_A": 1589325125, "created_at_utc_B": 1589281719, "score_A": 0, "score_B": -5, "human_ref_A": "At my company. I can\u2019t keep hardcopy either. I take notes on a hardcopy resume or cv during interview then shred. Certainly not in front of candidate.  Perhaps you are still in the running for a position.  I really hope so!!!!", "human_ref_B": "What\u2019s CV mean?  Anyways... thats rude. Any person would know this. Unprofessional", "labels": 1, "seconds_difference": 43406.0, "score_ratio": 0.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "gi89k7", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "Is it mean to HR woman bin your CV in front of you? Young HR woman, did it to me after interview. She binned my CV and I saw it.  Is there any reason why she would do it?", "c_root_id_A": "fqgdeaf", "c_root_id_B": "fqechal", "created_at_utc_A": 1589343453, "created_at_utc_B": 1589305289, "score_A": 0, "score_B": -2, "human_ref_A": "That was not professional.", "human_ref_B": "You really don't want to work here, if that's how the company treats candidates.", "labels": 1, "seconds_difference": 38164.0, "score_ratio": 0.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "gi89k7", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "Is it mean to HR woman bin your CV in front of you? Young HR woman, did it to me after interview. She binned my CV and I saw it.  Is there any reason why she would do it?", "c_root_id_A": "fqdcrts", "c_root_id_B": "fqgdeaf", "created_at_utc_A": 1589286657, "created_at_utc_B": 1589343453, "score_A": -4, "score_B": 0, "human_ref_A": "That is terrible and I would ensure that her boss heard of it.  I agree with someone else who said that you dodged a bullet there.  Sorry that happened to you.  People can be mean.", "human_ref_B": "That was not professional.", "labels": 0, "seconds_difference": 56796.0, "score_ratio": 0.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "gi89k7", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "Is it mean to HR woman bin your CV in front of you? Young HR woman, did it to me after interview. She binned my CV and I saw it.  Is there any reason why she would do it?", "c_root_id_A": "fqgdeaf", "c_root_id_B": "fqdx5eq", "created_at_utc_A": 1589343453, "created_at_utc_B": 1589298131, "score_A": 0, "score_B": -3, "human_ref_A": "That was not professional.", "human_ref_B": "It's rather rude and bitchy...", "labels": 1, "seconds_difference": 45322.0, "score_ratio": 0.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "gi89k7", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "Is it mean to HR woman bin your CV in front of you? Young HR woman, did it to me after interview. She binned my CV and I saw it.  Is there any reason why she would do it?", "c_root_id_A": "fqgdeaf", "c_root_id_B": "fqdtbii", "created_at_utc_A": 1589343453, "created_at_utc_B": 1589296232, "score_A": 0, "score_B": -3, "human_ref_A": "That was not professional.", "human_ref_B": "Good for you you didn\u2019t get that job. Imagine being in the same building with this person for 40 hours a week. Yikes.", "labels": 1, "seconds_difference": 47221.0, "score_ratio": 0.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "gi89k7", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "Is it mean to HR woman bin your CV in front of you? Young HR woman, did it to me after interview. She binned my CV and I saw it.  Is there any reason why she would do it?", "c_root_id_A": "fqgdeaf", "c_root_id_B": "fqd6tr3", "created_at_utc_A": 1589343453, "created_at_utc_B": 1589281719, "score_A": 0, "score_B": -5, "human_ref_A": "That was not professional.", "human_ref_B": "What\u2019s CV mean?  Anyways... thats rude. Any person would know this. Unprofessional", "labels": 1, "seconds_difference": 61734.0, "score_ratio": 0.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "gi89k7", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "Is it mean to HR woman bin your CV in front of you? Young HR woman, did it to me after interview. She binned my CV and I saw it.  Is there any reason why she would do it?", "c_root_id_A": "fqdcrts", "c_root_id_B": "fqechal", "created_at_utc_A": 1589286657, "created_at_utc_B": 1589305289, "score_A": -4, "score_B": -2, "human_ref_A": "That is terrible and I would ensure that her boss heard of it.  I agree with someone else who said that you dodged a bullet there.  Sorry that happened to you.  People can be mean.", "human_ref_B": "You really don't want to work here, if that's how the company treats candidates.", "labels": 0, "seconds_difference": 18632.0, "score_ratio": 0.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "gi89k7", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "Is it mean to HR woman bin your CV in front of you? Young HR woman, did it to me after interview. She binned my CV and I saw it.  Is there any reason why she would do it?", "c_root_id_A": "fqechal", "c_root_id_B": "fqdx5eq", "created_at_utc_A": 1589305289, "created_at_utc_B": 1589298131, "score_A": -2, "score_B": -3, "human_ref_A": "You really don't want to work here, if that's how the company treats candidates.", "human_ref_B": "It's rather rude and bitchy...", "labels": 1, "seconds_difference": 7158.0, "score_ratio": 0.6666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "gi89k7", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "Is it mean to HR woman bin your CV in front of you? Young HR woman, did it to me after interview. She binned my CV and I saw it.  Is there any reason why she would do it?", "c_root_id_A": "fqdtbii", "c_root_id_B": "fqechal", "created_at_utc_A": 1589296232, "created_at_utc_B": 1589305289, "score_A": -3, "score_B": -2, "human_ref_A": "Good for you you didn\u2019t get that job. Imagine being in the same building with this person for 40 hours a week. Yikes.", "human_ref_B": "You really don't want to work here, if that's how the company treats candidates.", "labels": 0, "seconds_difference": 9057.0, "score_ratio": 0.6666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "gi89k7", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "Is it mean to HR woman bin your CV in front of you? Young HR woman, did it to me after interview. She binned my CV and I saw it.  Is there any reason why she would do it?", "c_root_id_A": "fqd6tr3", "c_root_id_B": "fqechal", "created_at_utc_A": 1589281719, "created_at_utc_B": 1589305289, "score_A": -5, "score_B": -2, "human_ref_A": "What\u2019s CV mean?  Anyways... thats rude. Any person would know this. Unprofessional", "human_ref_B": "You really don't want to work here, if that's how the company treats candidates.", "labels": 0, "seconds_difference": 23570.0, "score_ratio": 0.4, "metadata_A": "", "metadata_B": ""}
{"post_id": "gi89k7", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "Is it mean to HR woman bin your CV in front of you? Young HR woman, did it to me after interview. She binned my CV and I saw it.  Is there any reason why she would do it?", "c_root_id_A": "fqdx5eq", "c_root_id_B": "fqdcrts", "created_at_utc_A": 1589298131, "created_at_utc_B": 1589286657, "score_A": -3, "score_B": -4, "human_ref_A": "It's rather rude and bitchy...", "human_ref_B": "That is terrible and I would ensure that her boss heard of it.  I agree with someone else who said that you dodged a bullet there.  Sorry that happened to you.  People can be mean.", "labels": 1, "seconds_difference": 11474.0, "score_ratio": 0.75, "metadata_A": "", "metadata_B": ""}
{"post_id": "gi89k7", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "Is it mean to HR woman bin your CV in front of you? Young HR woman, did it to me after interview. She binned my CV and I saw it.  Is there any reason why she would do it?", "c_root_id_A": "fqdcrts", "c_root_id_B": "fqdtbii", "created_at_utc_A": 1589286657, "created_at_utc_B": 1589296232, "score_A": -4, "score_B": -3, "human_ref_A": "That is terrible and I would ensure that her boss heard of it.  I agree with someone else who said that you dodged a bullet there.  Sorry that happened to you.  People can be mean.", "human_ref_B": "Good for you you didn\u2019t get that job. Imagine being in the same building with this person for 40 hours a week. Yikes.", "labels": 0, "seconds_difference": 9575.0, "score_ratio": 0.75, "metadata_A": "", "metadata_B": ""}
{"post_id": "gi89k7", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "Is it mean to HR woman bin your CV in front of you? Young HR woman, did it to me after interview. She binned my CV and I saw it.  Is there any reason why she would do it?", "c_root_id_A": "fqd6tr3", "c_root_id_B": "fqdcrts", "created_at_utc_A": 1589281719, "created_at_utc_B": 1589286657, "score_A": -5, "score_B": -4, "human_ref_A": "What\u2019s CV mean?  Anyways... thats rude. Any person would know this. Unprofessional", "human_ref_B": "That is terrible and I would ensure that her boss heard of it.  I agree with someone else who said that you dodged a bullet there.  Sorry that happened to you.  People can be mean.", "labels": 0, "seconds_difference": 4938.0, "score_ratio": 0.8, "metadata_A": "", "metadata_B": ""}
{"post_id": "gi89k7", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "Is it mean to HR woman bin your CV in front of you? Young HR woman, did it to me after interview. She binned my CV and I saw it.  Is there any reason why she would do it?", "c_root_id_A": "fqdx5eq", "c_root_id_B": "fqd6tr3", "created_at_utc_A": 1589298131, "created_at_utc_B": 1589281719, "score_A": -3, "score_B": -5, "human_ref_A": "It's rather rude and bitchy...", "human_ref_B": "What\u2019s CV mean?  Anyways... thats rude. Any person would know this. Unprofessional", "labels": 1, "seconds_difference": 16412.0, "score_ratio": 0.6, "metadata_A": "", "metadata_B": ""}
{"post_id": "gi89k7", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "Is it mean to HR woman bin your CV in front of you? Young HR woman, did it to me after interview. She binned my CV and I saw it.  Is there any reason why she would do it?", "c_root_id_A": "fqd6tr3", "c_root_id_B": "fqdtbii", "created_at_utc_A": 1589281719, "created_at_utc_B": 1589296232, "score_A": -5, "score_B": -3, "human_ref_A": "What\u2019s CV mean?  Anyways... thats rude. Any person would know this. Unprofessional", "human_ref_B": "Good for you you didn\u2019t get that job. Imagine being in the same building with this person for 40 hours a week. Yikes.", "labels": 0, "seconds_difference": 14513.0, "score_ratio": 0.6, "metadata_A": "", "metadata_B": ""}
{"post_id": "minfac", "domain": "askhr_test", "upvote_ratio": 0.99, "history": "[TX] HR asking us to complete a form with details on pre-existing medical conditions to negotiate rates with a new insurance provider. Is this legal? I just tried posting this and it got automatically removed - I think it was because I didn't do the location  tag correctly, so I am trying again. I apologize if it comes through as a double post.   The HR manager of the company I work for sent the entire company a \"confidential\" form to fill out and send to an insurance representative that she has been working with. Apparently the forms will help them determine rates. The form asks for basic info like age, dependents, etc., but then goes on to ask - in quite a bit of detail - about medical history and medications. I can't imagine that this information is being used for anything other than to set our rates, which is illegal AFAIK.  Do I fill this thing out? Maybe it's just procedural and they'd need the info on file if they brought us on anyway? I do have a few medical conditions and have four or five monthly prescriptions, so I would hate for my medical history to make everyone's insurance more expensive.  Thank you!", "c_root_id_A": "gtc20ha", "c_root_id_B": "gt5ur1h", "created_at_utc_A": 1617531557, "created_at_utc_B": 1617385752, "score_A": 1, "score_B": -7, "human_ref_A": "This is a good topic/discussion and I thank those of you who have engaged in genuine discourse.  There is no need, however, for comments that attack someone - especially when comments are made doubting a persons  HR knowledge, integrity, position, etc.  We can review all post/comment history across Reddit and simply put, those in glass houses\u2026.    Please be civil and if you disagree with an opinion, refute the points of the post, provide your own argument/evidence, but do not personally attack the poster.   Thank you!", "human_ref_B": "You have no obligation to disclose this to them but there is no real risk in sharing given that you are already an employee and whoever is assigned to benefit administration already knows your medical issues because they have to haggle with the insurance companies and doctors when claims are filed and deadlines need to be met for filing or paying sick or injured out of pay workers. In general its just never good practice to disclose much of anything personal to HR. I went into talent recruitment because human resource personnel can't be trusted to use your information in any way that would benefit you and many HR managers do take full advantage of this. I have 10 years of first hand behind the scenes experience, so just exercise caution.", "labels": 1, "seconds_difference": 145805.0, "score_ratio": -0.1428571429, "metadata_A": "", "metadata_B": ""}
{"post_id": "minfac", "domain": "askhr_test", "upvote_ratio": 0.99, "history": "[TX] HR asking us to complete a form with details on pre-existing medical conditions to negotiate rates with a new insurance provider. Is this legal? I just tried posting this and it got automatically removed - I think it was because I didn't do the location  tag correctly, so I am trying again. I apologize if it comes through as a double post.   The HR manager of the company I work for sent the entire company a \"confidential\" form to fill out and send to an insurance representative that she has been working with. Apparently the forms will help them determine rates. The form asks for basic info like age, dependents, etc., but then goes on to ask - in quite a bit of detail - about medical history and medications. I can't imagine that this information is being used for anything other than to set our rates, which is illegal AFAIK.  Do I fill this thing out? Maybe it's just procedural and they'd need the info on file if they brought us on anyway? I do have a few medical conditions and have four or five monthly prescriptions, so I would hate for my medical history to make everyone's insurance more expensive.  Thank you!", "c_root_id_A": "gt5m188", "c_root_id_B": "gt5s6lz", "created_at_utc_A": 1617381462, "created_at_utc_B": 1617384488, "score_A": 16, "score_B": 27, "human_ref_A": "Valid for company plans, not valid for private plans...aka the ACA exchange plans.", "human_ref_B": "Reminds me of a very familiar episode of The Office.", "labels": 0, "seconds_difference": 3026.0, "score_ratio": 1.6875, "metadata_A": "", "metadata_B": ""}
{"post_id": "minfac", "domain": "askhr_test", "upvote_ratio": 0.99, "history": "[TX] HR asking us to complete a form with details on pre-existing medical conditions to negotiate rates with a new insurance provider. Is this legal? I just tried posting this and it got automatically removed - I think it was because I didn't do the location  tag correctly, so I am trying again. I apologize if it comes through as a double post.   The HR manager of the company I work for sent the entire company a \"confidential\" form to fill out and send to an insurance representative that she has been working with. Apparently the forms will help them determine rates. The form asks for basic info like age, dependents, etc., but then goes on to ask - in quite a bit of detail - about medical history and medications. I can't imagine that this information is being used for anything other than to set our rates, which is illegal AFAIK.  Do I fill this thing out? Maybe it's just procedural and they'd need the info on file if they brought us on anyway? I do have a few medical conditions and have four or five monthly prescriptions, so I would hate for my medical history to make everyone's insurance more expensive.  Thank you!", "c_root_id_A": "gt5nfvy", "c_root_id_B": "gt5s6lz", "created_at_utc_A": 1617382153, "created_at_utc_B": 1617384488, "score_A": 13, "score_B": 27, "human_ref_A": "There's nothing to stop you withholding information on the form. I suppose technically this could invalidate the policy, but who's going to know?", "human_ref_B": "Reminds me of a very familiar episode of The Office.", "labels": 0, "seconds_difference": 2335.0, "score_ratio": 2.0769230769, "metadata_A": "", "metadata_B": ""}
{"post_id": "minfac", "domain": "askhr_test", "upvote_ratio": 0.99, "history": "[TX] HR asking us to complete a form with details on pre-existing medical conditions to negotiate rates with a new insurance provider. Is this legal? I just tried posting this and it got automatically removed - I think it was because I didn't do the location  tag correctly, so I am trying again. I apologize if it comes through as a double post.   The HR manager of the company I work for sent the entire company a \"confidential\" form to fill out and send to an insurance representative that she has been working with. Apparently the forms will help them determine rates. The form asks for basic info like age, dependents, etc., but then goes on to ask - in quite a bit of detail - about medical history and medications. I can't imagine that this information is being used for anything other than to set our rates, which is illegal AFAIK.  Do I fill this thing out? Maybe it's just procedural and they'd need the info on file if they brought us on anyway? I do have a few medical conditions and have four or five monthly prescriptions, so I would hate for my medical history to make everyone's insurance more expensive.  Thank you!", "c_root_id_A": "gt5zl33", "c_root_id_B": "gt6c48a", "created_at_utc_A": 1617388169, "created_at_utc_B": 1617394455, "score_A": 7, "score_B": 10, "human_ref_A": "The big question is Would HR use this information when making lay off decisions....to \u201ccut costs\u201d on expensive employees?", "human_ref_B": "Yes, they can ask. However it should be going directly to the insurance carrier or broker and not through HR.   A couple years ago our org switched carriers and the new carrier required each employee to complete a health questionnaire for every dependent dating the past 5 years. However we made it clear to send the forms directly to xxx at (carrier name) and to not send to me.", "labels": 0, "seconds_difference": 6286.0, "score_ratio": 1.4285714286, "metadata_A": "", "metadata_B": ""}
{"post_id": "minfac", "domain": "askhr_test", "upvote_ratio": 0.99, "history": "[TX] HR asking us to complete a form with details on pre-existing medical conditions to negotiate rates with a new insurance provider. Is this legal? I just tried posting this and it got automatically removed - I think it was because I didn't do the location  tag correctly, so I am trying again. I apologize if it comes through as a double post.   The HR manager of the company I work for sent the entire company a \"confidential\" form to fill out and send to an insurance representative that she has been working with. Apparently the forms will help them determine rates. The form asks for basic info like age, dependents, etc., but then goes on to ask - in quite a bit of detail - about medical history and medications. I can't imagine that this information is being used for anything other than to set our rates, which is illegal AFAIK.  Do I fill this thing out? Maybe it's just procedural and they'd need the info on file if they brought us on anyway? I do have a few medical conditions and have four or five monthly prescriptions, so I would hate for my medical history to make everyone's insurance more expensive.  Thank you!", "c_root_id_A": "gt5ur1h", "c_root_id_B": "gt6c48a", "created_at_utc_A": 1617385752, "created_at_utc_B": 1617394455, "score_A": -7, "score_B": 10, "human_ref_A": "You have no obligation to disclose this to them but there is no real risk in sharing given that you are already an employee and whoever is assigned to benefit administration already knows your medical issues because they have to haggle with the insurance companies and doctors when claims are filed and deadlines need to be met for filing or paying sick or injured out of pay workers. In general its just never good practice to disclose much of anything personal to HR. I went into talent recruitment because human resource personnel can't be trusted to use your information in any way that would benefit you and many HR managers do take full advantage of this. I have 10 years of first hand behind the scenes experience, so just exercise caution.", "human_ref_B": "Yes, they can ask. However it should be going directly to the insurance carrier or broker and not through HR.   A couple years ago our org switched carriers and the new carrier required each employee to complete a health questionnaire for every dependent dating the past 5 years. However we made it clear to send the forms directly to xxx at (carrier name) and to not send to me.", "labels": 0, "seconds_difference": 8703.0, "score_ratio": -1.4285714286, "metadata_A": "", "metadata_B": ""}
{"post_id": "minfac", "domain": "askhr_test", "upvote_ratio": 0.99, "history": "[TX] HR asking us to complete a form with details on pre-existing medical conditions to negotiate rates with a new insurance provider. Is this legal? I just tried posting this and it got automatically removed - I think it was because I didn't do the location  tag correctly, so I am trying again. I apologize if it comes through as a double post.   The HR manager of the company I work for sent the entire company a \"confidential\" form to fill out and send to an insurance representative that she has been working with. Apparently the forms will help them determine rates. The form asks for basic info like age, dependents, etc., but then goes on to ask - in quite a bit of detail - about medical history and medications. I can't imagine that this information is being used for anything other than to set our rates, which is illegal AFAIK.  Do I fill this thing out? Maybe it's just procedural and they'd need the info on file if they brought us on anyway? I do have a few medical conditions and have four or five monthly prescriptions, so I would hate for my medical history to make everyone's insurance more expensive.  Thank you!", "c_root_id_A": "gt5ur1h", "c_root_id_B": "gt5zl33", "created_at_utc_A": 1617385752, "created_at_utc_B": 1617388169, "score_A": -7, "score_B": 7, "human_ref_A": "You have no obligation to disclose this to them but there is no real risk in sharing given that you are already an employee and whoever is assigned to benefit administration already knows your medical issues because they have to haggle with the insurance companies and doctors when claims are filed and deadlines need to be met for filing or paying sick or injured out of pay workers. In general its just never good practice to disclose much of anything personal to HR. I went into talent recruitment because human resource personnel can't be trusted to use your information in any way that would benefit you and many HR managers do take full advantage of this. I have 10 years of first hand behind the scenes experience, so just exercise caution.", "human_ref_B": "The big question is Would HR use this information when making lay off decisions....to \u201ccut costs\u201d on expensive employees?", "labels": 0, "seconds_difference": 2417.0, "score_ratio": -1.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "minfac", "domain": "askhr_test", "upvote_ratio": 0.99, "history": "[TX] HR asking us to complete a form with details on pre-existing medical conditions to negotiate rates with a new insurance provider. Is this legal? I just tried posting this and it got automatically removed - I think it was because I didn't do the location  tag correctly, so I am trying again. I apologize if it comes through as a double post.   The HR manager of the company I work for sent the entire company a \"confidential\" form to fill out and send to an insurance representative that she has been working with. Apparently the forms will help them determine rates. The form asks for basic info like age, dependents, etc., but then goes on to ask - in quite a bit of detail - about medical history and medications. I can't imagine that this information is being used for anything other than to set our rates, which is illegal AFAIK.  Do I fill this thing out? Maybe it's just procedural and they'd need the info on file if they brought us on anyway? I do have a few medical conditions and have four or five monthly prescriptions, so I would hate for my medical history to make everyone's insurance more expensive.  Thank you!", "c_root_id_A": "gt5ur1h", "c_root_id_B": "gt7ahcz", "created_at_utc_A": 1617385752, "created_at_utc_B": 1617413322, "score_A": -7, "score_B": 2, "human_ref_A": "You have no obligation to disclose this to them but there is no real risk in sharing given that you are already an employee and whoever is assigned to benefit administration already knows your medical issues because they have to haggle with the insurance companies and doctors when claims are filed and deadlines need to be met for filing or paying sick or injured out of pay workers. In general its just never good practice to disclose much of anything personal to HR. I went into talent recruitment because human resource personnel can't be trusted to use your information in any way that would benefit you and many HR managers do take full advantage of this. I have 10 years of first hand behind the scenes experience, so just exercise caution.", "human_ref_B": "We did this about a year ago when deciding whether or not to go from fully insured to partially self funded insurance. The info was all sent straight from the employees to the broker so that they could gauge how risky it would be for us to go partially self funded. It sounded squirrelly to me at first too, but does make since. HR was never in possession of any of the medical data.  And employees were told that (IF we ended up deciding to go partially self funded), they would not be eligible for insurance if they did not complete the survey BUT the information on the survey would not be used to determine eligibility.", "labels": 0, "seconds_difference": 27570.0, "score_ratio": -0.2857142857, "metadata_A": "", "metadata_B": ""}
{"post_id": "minfac", "domain": "askhr_test", "upvote_ratio": 0.99, "history": "[TX] HR asking us to complete a form with details on pre-existing medical conditions to negotiate rates with a new insurance provider. Is this legal? I just tried posting this and it got automatically removed - I think it was because I didn't do the location  tag correctly, so I am trying again. I apologize if it comes through as a double post.   The HR manager of the company I work for sent the entire company a \"confidential\" form to fill out and send to an insurance representative that she has been working with. Apparently the forms will help them determine rates. The form asks for basic info like age, dependents, etc., but then goes on to ask - in quite a bit of detail - about medical history and medications. I can't imagine that this information is being used for anything other than to set our rates, which is illegal AFAIK.  Do I fill this thing out? Maybe it's just procedural and they'd need the info on file if they brought us on anyway? I do have a few medical conditions and have four or five monthly prescriptions, so I would hate for my medical history to make everyone's insurance more expensive.  Thank you!", "c_root_id_A": "gt9c1jj", "c_root_id_B": "gt5ur1h", "created_at_utc_A": 1617467860, "created_at_utc_B": 1617385752, "score_A": 1, "score_B": -7, "human_ref_A": "They can't deny a claim based on pre-exisiting and they wouldn't be. They would deny coverage because it wasn't disclosed and the rates were based on the disclosure forms. You can absolutely be let go for lying or for failing to return a form which would mean that the company would be unable to get underwritten rates. If you don't want to disclose then waive the coverage and get your own personal policy.", "human_ref_B": "You have no obligation to disclose this to them but there is no real risk in sharing given that you are already an employee and whoever is assigned to benefit administration already knows your medical issues because they have to haggle with the insurance companies and doctors when claims are filed and deadlines need to be met for filing or paying sick or injured out of pay workers. In general its just never good practice to disclose much of anything personal to HR. I went into talent recruitment because human resource personnel can't be trusted to use your information in any way that would benefit you and many HR managers do take full advantage of this. I have 10 years of first hand behind the scenes experience, so just exercise caution.", "labels": 1, "seconds_difference": 82108.0, "score_ratio": -0.1428571429, "metadata_A": "", "metadata_B": ""}
{"post_id": "mzioqw", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[CO] Covering for a Coworker Gone Wrong I have been covering for a coworker who was out on a temporary leave in Fall of 2020. He decided to leave the company at the end of 8 weeks instead of returning. Meanwhile I was asked to cover his responsibilities temporarily which include Senior level management of a large team and several clients. I am in the same role so the new scope represents exactly double the responsibilities. I have been told there should be a backfill on the way, but it\u2019s been nearly 6 months now and I\u2019ve been doing both jobs. I am doing a good job and both teams are excelling so I am worried that my employer is comfortable with me maintaining all of it. I have been honest about the workload being a lot, but there hasn\u2019t been any rush to get someone in the role. I even agreed to continue overseeing everything if they included a pay increase which they promptly denied. I already fall below my peers in compensation.  I am not sure how much HR is involved right now, but is it worth summarizing my situation for them instead of just assuming my direct manager made them aware? What can I do? Are they allowed to double my responsibility without pay?", "c_root_id_A": "gw13k6e", "c_root_id_B": "gw15q0u", "created_at_utc_A": 1619513605, "created_at_utc_B": 1619515684, "score_A": 101, "score_B": 124, "human_ref_A": "Let me get this straight; you're working to cover two positions, managing to do well at it, and they refused you a raise?  Forgot HR or your boss, start looking for a new job.  You're looking for positions at the next level, at least. You're literally already doing it and are just getting taken advantaged of.   That raise will never come and there will never be another hire to offload the work as long as you're willing to cover the load until they realize you're leaving.   And when they make a counteroffer to keep you, remember how they've treated your loyalty before. Laugh, say no, and move on.", "human_ref_B": "HR can\u2019t help you.  We don\u2019t have any authority when it comes to pay.  That company is taking advantage of you and believe me, that\u2019s not going to change.  Your only option is to start looking for a new job that will give you a nice bump in pay.    And no matter what happens, when you eventually give notice, do not accept the counter offer that your current employer is going to give you to stay. They are the type of company that is sleazy enough to wait until you give notice to do anything for you financially.", "labels": 0, "seconds_difference": 2079.0, "score_ratio": 1.2277227723, "metadata_A": "", "metadata_B": ""}
{"post_id": "a5k5hk", "domain": "askhr_test", "upvote_ratio": 1.0, "history": "Co-Worker never, and I mean NEVER, stops talking. [removed]", "c_root_id_A": "ebn7j75", "c_root_id_B": "ebne4t8", "created_at_utc_A": 1544638045, "created_at_utc_B": 1544642833, "score_A": 13, "score_B": 28, "human_ref_A": "Have you tried talking to him?  Why does the effort have to be covert?", "human_ref_B": "u/xenokilla has a great suggestion: noise cancelling headphones.  I would also add to this saying the next time Loose Lips Louie starts talking, firmly but politely say, \"Louie, I have to get back to work. I unfortunately do not have the time to chat.\" Repeat as needed.  If you're talking in the break room with someone and he butts in, as hard as it can be to do so, ignore him. Eventually, unless he is completely clueless as to social cues, he'll get the hint. If he comes over, say, \"Louie, as you can see I'm speaking with Barbara. Please let us continue our **private** conversation. Thank you.\"  If it gets to the point where it is interfering with your job duties, speak to HR. I'd be willing to bet you aren't the only one with this issue.", "labels": 0, "seconds_difference": 4788.0, "score_ratio": 2.1538461538, "metadata_A": "", "metadata_B": ""}
{"post_id": "a5k5hk", "domain": "askhr_test", "upvote_ratio": 1.0, "history": "Co-Worker never, and I mean NEVER, stops talking. [removed]", "c_root_id_A": "ebne4t8", "c_root_id_B": "ebn9utj", "created_at_utc_A": 1544642833, "created_at_utc_B": 1544639747, "score_A": 28, "score_B": 8, "human_ref_A": "u/xenokilla has a great suggestion: noise cancelling headphones.  I would also add to this saying the next time Loose Lips Louie starts talking, firmly but politely say, \"Louie, I have to get back to work. I unfortunately do not have the time to chat.\" Repeat as needed.  If you're talking in the break room with someone and he butts in, as hard as it can be to do so, ignore him. Eventually, unless he is completely clueless as to social cues, he'll get the hint. If he comes over, say, \"Louie, as you can see I'm speaking with Barbara. Please let us continue our **private** conversation. Thank you.\"  If it gets to the point where it is interfering with your job duties, speak to HR. I'd be willing to bet you aren't the only one with this issue.", "human_ref_B": "I wonder about wearing earbuds and having some type of background noise going for you like an air purifier/space heater type of thing. The first step is likely to address it with him. Confrontation is always hard, and as always document how the conversation goes and if anything changes (for better or worse).", "labels": 1, "seconds_difference": 3086.0, "score_ratio": 3.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "a5k5hk", "domain": "askhr_test", "upvote_ratio": 1.0, "history": "Co-Worker never, and I mean NEVER, stops talking. [removed]", "c_root_id_A": "ebne4t8", "c_root_id_B": "ebn4x5u", "created_at_utc_A": 1544642833, "created_at_utc_B": 1544636128, "score_A": 28, "score_B": 8, "human_ref_A": "u/xenokilla has a great suggestion: noise cancelling headphones.  I would also add to this saying the next time Loose Lips Louie starts talking, firmly but politely say, \"Louie, I have to get back to work. I unfortunately do not have the time to chat.\" Repeat as needed.  If you're talking in the break room with someone and he butts in, as hard as it can be to do so, ignore him. Eventually, unless he is completely clueless as to social cues, he'll get the hint. If he comes over, say, \"Louie, as you can see I'm speaking with Barbara. Please let us continue our **private** conversation. Thank you.\"  If it gets to the point where it is interfering with your job duties, speak to HR. I'd be willing to bet you aren't the only one with this issue.", "human_ref_B": "noise canceling headphones? Go to HR anyway.", "labels": 1, "seconds_difference": 6705.0, "score_ratio": 3.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "a5k5hk", "domain": "askhr_test", "upvote_ratio": 1.0, "history": "Co-Worker never, and I mean NEVER, stops talking. [removed]", "c_root_id_A": "ebo2xde", "c_root_id_B": "ebn7j75", "created_at_utc_A": 1544662214, "created_at_utc_B": 1544638045, "score_A": 20, "score_B": 13, "human_ref_A": "I am IN Hr and feel your pain. We have one coworker who has to comment on everything in a ridiculously loud baby voice. Luckily she sits on the other side of our hallway (not in my suite).. I\u2019d have quit or killed her long before if we shared a suite.   Your best bet is to try and address it directly .. passive = making a couple jokes to give a hint or active = directly have a conversation in private with them. But you don\u2019t say how long you or they have worked there. If they have seniority.. or if you\u2019ve worked together for a long time, they won\u2019t understand where this is coming from \u2018suddenly.\u2019  And btw, not at all an HR issue. It\u2019s a workplace environment issue not against law or policy so therefore your boss should address it with or without advice of HR.", "human_ref_B": "Have you tried talking to him?  Why does the effort have to be covert?", "labels": 1, "seconds_difference": 24169.0, "score_ratio": 1.5384615385, "metadata_A": "", "metadata_B": ""}
{"post_id": "a5k5hk", "domain": "askhr_test", "upvote_ratio": 1.0, "history": "Co-Worker never, and I mean NEVER, stops talking. [removed]", "c_root_id_A": "ebo2xde", "c_root_id_B": "ebn9utj", "created_at_utc_A": 1544662214, "created_at_utc_B": 1544639747, "score_A": 20, "score_B": 8, "human_ref_A": "I am IN Hr and feel your pain. We have one coworker who has to comment on everything in a ridiculously loud baby voice. Luckily she sits on the other side of our hallway (not in my suite).. I\u2019d have quit or killed her long before if we shared a suite.   Your best bet is to try and address it directly .. passive = making a couple jokes to give a hint or active = directly have a conversation in private with them. But you don\u2019t say how long you or they have worked there. If they have seniority.. or if you\u2019ve worked together for a long time, they won\u2019t understand where this is coming from \u2018suddenly.\u2019  And btw, not at all an HR issue. It\u2019s a workplace environment issue not against law or policy so therefore your boss should address it with or without advice of HR.", "human_ref_B": "I wonder about wearing earbuds and having some type of background noise going for you like an air purifier/space heater type of thing. The first step is likely to address it with him. Confrontation is always hard, and as always document how the conversation goes and if anything changes (for better or worse).", "labels": 1, "seconds_difference": 22467.0, "score_ratio": 2.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "a5k5hk", "domain": "askhr_test", "upvote_ratio": 1.0, "history": "Co-Worker never, and I mean NEVER, stops talking. [removed]", "c_root_id_A": "ebo2xde", "c_root_id_B": "ebnwbmg", "created_at_utc_A": 1544662214, "created_at_utc_B": 1544656439, "score_A": 20, "score_B": 6, "human_ref_A": "I am IN Hr and feel your pain. We have one coworker who has to comment on everything in a ridiculously loud baby voice. Luckily she sits on the other side of our hallway (not in my suite).. I\u2019d have quit or killed her long before if we shared a suite.   Your best bet is to try and address it directly .. passive = making a couple jokes to give a hint or active = directly have a conversation in private with them. But you don\u2019t say how long you or they have worked there. If they have seniority.. or if you\u2019ve worked together for a long time, they won\u2019t understand where this is coming from \u2018suddenly.\u2019  And btw, not at all an HR issue. It\u2019s a workplace environment issue not against law or policy so therefore your boss should address it with or without advice of HR.", "human_ref_B": "Not an HR person but would it be feasible to talk with him & say something like you've been struggling with Auditory Processing Disorder (APD), a real issue that makes it difficult to pay attention to anything except a single conversation so his talking is causing you to struggle to get work done & would he please chill some", "labels": 1, "seconds_difference": 5775.0, "score_ratio": 3.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "a5k5hk", "domain": "askhr_test", "upvote_ratio": 1.0, "history": "Co-Worker never, and I mean NEVER, stops talking. [removed]", "c_root_id_A": "ebo2xde", "c_root_id_B": "ebn4x5u", "created_at_utc_A": 1544662214, "created_at_utc_B": 1544636128, "score_A": 20, "score_B": 8, "human_ref_A": "I am IN Hr and feel your pain. We have one coworker who has to comment on everything in a ridiculously loud baby voice. Luckily she sits on the other side of our hallway (not in my suite).. I\u2019d have quit or killed her long before if we shared a suite.   Your best bet is to try and address it directly .. passive = making a couple jokes to give a hint or active = directly have a conversation in private with them. But you don\u2019t say how long you or they have worked there. If they have seniority.. or if you\u2019ve worked together for a long time, they won\u2019t understand where this is coming from \u2018suddenly.\u2019  And btw, not at all an HR issue. It\u2019s a workplace environment issue not against law or policy so therefore your boss should address it with or without advice of HR.", "human_ref_B": "noise canceling headphones? Go to HR anyway.", "labels": 1, "seconds_difference": 26086.0, "score_ratio": 2.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "a5k5hk", "domain": "askhr_test", "upvote_ratio": 1.0, "history": "Co-Worker never, and I mean NEVER, stops talking. [removed]", "c_root_id_A": "ebo1iap", "c_root_id_B": "ebo2xde", "created_at_utc_A": 1544660932, "created_at_utc_B": 1544662214, "score_A": 3, "score_B": 20, "human_ref_A": "Can you book a conference room to work in for a break?", "human_ref_B": "I am IN Hr and feel your pain. We have one coworker who has to comment on everything in a ridiculously loud baby voice. Luckily she sits on the other side of our hallway (not in my suite).. I\u2019d have quit or killed her long before if we shared a suite.   Your best bet is to try and address it directly .. passive = making a couple jokes to give a hint or active = directly have a conversation in private with them. But you don\u2019t say how long you or they have worked there. If they have seniority.. or if you\u2019ve worked together for a long time, they won\u2019t understand where this is coming from \u2018suddenly.\u2019  And btw, not at all an HR issue. It\u2019s a workplace environment issue not against law or policy so therefore your boss should address it with or without advice of HR.", "labels": 0, "seconds_difference": 1282.0, "score_ratio": 6.6666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "a5k5hk", "domain": "askhr_test", "upvote_ratio": 1.0, "history": "Co-Worker never, and I mean NEVER, stops talking. [removed]", "c_root_id_A": "ebo2xde", "c_root_id_B": "ebo16td", "created_at_utc_A": 1544662214, "created_at_utc_B": 1544660648, "score_A": 20, "score_B": 2, "human_ref_A": "I am IN Hr and feel your pain. We have one coworker who has to comment on everything in a ridiculously loud baby voice. Luckily she sits on the other side of our hallway (not in my suite).. I\u2019d have quit or killed her long before if we shared a suite.   Your best bet is to try and address it directly .. passive = making a couple jokes to give a hint or active = directly have a conversation in private with them. But you don\u2019t say how long you or they have worked there. If they have seniority.. or if you\u2019ve worked together for a long time, they won\u2019t understand where this is coming from \u2018suddenly.\u2019  And btw, not at all an HR issue. It\u2019s a workplace environment issue not against law or policy so therefore your boss should address it with or without advice of HR.", "human_ref_B": "If no topic is off limits try to trick him into saying something that will get him fired. Something racist or incredibly sexist will do. I'm assuming he has before because I've never know one of his type to not say the wrong thing. It's a hazard of constant talking.", "labels": 1, "seconds_difference": 1566.0, "score_ratio": 10.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "a5k5hk", "domain": "askhr_test", "upvote_ratio": 1.0, "history": "Co-Worker never, and I mean NEVER, stops talking. [removed]", "c_root_id_A": "ebn7j75", "c_root_id_B": "ebn4x5u", "created_at_utc_A": 1544638045, "created_at_utc_B": 1544636128, "score_A": 13, "score_B": 8, "human_ref_A": "Have you tried talking to him?  Why does the effort have to be covert?", "human_ref_B": "noise canceling headphones? Go to HR anyway.", "labels": 1, "seconds_difference": 1917.0, "score_ratio": 1.625, "metadata_A": "", "metadata_B": ""}
{"post_id": "a5k5hk", "domain": "askhr_test", "upvote_ratio": 1.0, "history": "Co-Worker never, and I mean NEVER, stops talking. [removed]", "c_root_id_A": "ebo1iap", "c_root_id_B": "ebo16td", "created_at_utc_A": 1544660932, "created_at_utc_B": 1544660648, "score_A": 3, "score_B": 2, "human_ref_A": "Can you book a conference room to work in for a break?", "human_ref_B": "If no topic is off limits try to trick him into saying something that will get him fired. Something racist or incredibly sexist will do. I'm assuming he has before because I've never know one of his type to not say the wrong thing. It's a hazard of constant talking.", "labels": 1, "seconds_difference": 284.0, "score_ratio": 1.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "xf2kpr", "domain": "askhr_test", "upvote_ratio": 0.9, "history": "[CA] update to Boss Verbally approved me for relocation Original post: https://www.reddit.com/r/AskHR/comments/xe8493/ca_boss_verbally_approved_me_for_relocation/  Update on the follow up meeting:  I asked for an extension on the 9/30 date and they said no.  My boss asked me to say out loud that he never gave be verbal permission (which was very disappointing) saying \u201cI know I never said it, you know I never said it so stop saying it\u201d   I did not cave though, which felt good.  They really seemed to be discouraging me from moving back, telling me I will be placed on a PIP on 9/30 once I get back. I asked if the pip is punishment for me moving and they said partially, and then mentioned things about me not responding to an email in a timely manner.  I asked if there would be severance if I refused to move back and they said no.  I do think I have something though:  They erroneously had me in the system as living in CO for two years. In the Policy document they are saying I violated, it says clearly that \u201cmanager needs to have employee location accurately updated at all times\u201d which means my boss was also in violation of this specific documents policies. I haven\u2019t brought this up yet because I don\u2019t know what I would be trying to achieve with it (at this point, just want to set myself up for fair severance and unemployment)  I email followed up asking if there was anyway I could appeal the 9/30 date to HR, stating 2 weeks is not reasonable, but they said no and 9/30 is firm.  Do I even have any leverage here? When they terminate me on 9/30, should I refuse to sign the agreement?  What can I do between now and then to properly position myself?  Thanks", "c_root_id_A": "ioktp7o", "c_root_id_B": "ioka6bu", "created_at_utc_A": 1663274059, "created_at_utc_B": 1663266382, "score_A": 64, "score_B": 54, "human_ref_A": "Yeah OP you need to start looking for a new job ASAP. I wouldn't even bother moving back. Don't rearrange your entire life for this company. Your boss threw you so far under the bus you swallowed the engine, and I would never want to work under someone who treats me like that to cover up their own mistake.  Making you say it out loud... what kind of fucking childish behavior is that?!", "human_ref_B": ">They erroneously had me in the system as living in CO for two years.   I saw the other thread and I don't think you ever actually explained where you were, when.  Here's the timeline as I understand it:  1. In 2020 you lived in CO and joined a CO company 2. August 2022 you moved to CA 3. September 2022 your management flips out about you being in CA  Have you been outside of CO longer than a month?  Is there a third state somewhere?  You kept saying \"across the country\" but CA and CO are only about 20 hours apart (less by air).  >They really seemed to be discouraging me from moving back, telling me I will be placed on a PIP on 9/30 once I get back. I asked if the pip is punishment for me moving and they said partially, and then mentioned things about me not responding to an email in a timely manner.  They hate you and want you gone.  I don't think you're going to change that opinion.  >I asked if there would be severance if I refused to move back and they said no.  Severance is completely up to the company in both CA and CO.  >They erroneously had me in the system as living in CO for two years. In the Policy document they are saying I violated, it says clearly that \u201cmanager needs to have employee location accurately updated at all times\u201d which means my boss was also in violation of this specific documents policies. I haven\u2019t brought this up yet because I don\u2019t know what I would be trying to achieve with it (at this point, just want to set myself up for fair severance and unemployment)  This doesn't matter.  They can give unequal punishments to employees, and punish people for things they didn't do or weren't responsible for, as long as that unequal/unfair treatment isn't because you're part of a protected class (race, sex, religion, etc).  Moving between states is not a protected class.  The company needs to know where you actually are working.  First because the have to send the correct tax to the correct state government, and second because employment laws are different in each state (PTO payout, sick leave, overtime, etc).  >I email followed up asking if there was anyway I could appeal the 9/30 date to HR, stating 2 weeks is not reasonable, but they said no and 9/30 is firm.  They can fire you today instead.  2 weeks is reasonable.  >Do I even have any leverage here?  Nope.  >When they terminate me on 9/30, should I refuse to sign the agreement?  The only thing you should sign is an agreement for severance.  This may take the form of you agreeing not to bad-mouth the company (non-disparagement), in exchange for severance.  Don't sign anything that doesn't give you something in return.  For example they may write up a document giving their version of events, and ask you to sign it saying you agree that it's accurate.  Even outside of a job, if you don't gain something by signing, and there's no punishment for not signing, then don't sign.  A common tactic is to say they'll withhold your last paycheck unless you sign something.  This is illegal; don't fall for it.  >What can I do between now and then to properly position myself?  Start sending out resumes and scheduling interviews for a new job.", "labels": 1, "seconds_difference": 7677.0, "score_ratio": 1.1851851852, "metadata_A": "", "metadata_B": ""}
{"post_id": "xf2kpr", "domain": "askhr_test", "upvote_ratio": 0.9, "history": "[CA] update to Boss Verbally approved me for relocation Original post: https://www.reddit.com/r/AskHR/comments/xe8493/ca_boss_verbally_approved_me_for_relocation/  Update on the follow up meeting:  I asked for an extension on the 9/30 date and they said no.  My boss asked me to say out loud that he never gave be verbal permission (which was very disappointing) saying \u201cI know I never said it, you know I never said it so stop saying it\u201d   I did not cave though, which felt good.  They really seemed to be discouraging me from moving back, telling me I will be placed on a PIP on 9/30 once I get back. I asked if the pip is punishment for me moving and they said partially, and then mentioned things about me not responding to an email in a timely manner.  I asked if there would be severance if I refused to move back and they said no.  I do think I have something though:  They erroneously had me in the system as living in CO for two years. In the Policy document they are saying I violated, it says clearly that \u201cmanager needs to have employee location accurately updated at all times\u201d which means my boss was also in violation of this specific documents policies. I haven\u2019t brought this up yet because I don\u2019t know what I would be trying to achieve with it (at this point, just want to set myself up for fair severance and unemployment)  I email followed up asking if there was anyway I could appeal the 9/30 date to HR, stating 2 weeks is not reasonable, but they said no and 9/30 is firm.  Do I even have any leverage here? When they terminate me on 9/30, should I refuse to sign the agreement?  What can I do between now and then to properly position myself?  Thanks", "c_root_id_A": "ioktp7o", "c_root_id_B": "iok6u58", "created_at_utc_A": 1663274059, "created_at_utc_B": 1663265068, "score_A": 64, "score_B": 10, "human_ref_A": "Yeah OP you need to start looking for a new job ASAP. I wouldn't even bother moving back. Don't rearrange your entire life for this company. Your boss threw you so far under the bus you swallowed the engine, and I would never want to work under someone who treats me like that to cover up their own mistake.  Making you say it out loud... what kind of fucking childish behavior is that?!", "human_ref_B": "The best you can hope for is your boss gets fired too. They're not in control here now and it's super obvious. They'll probably be terminated for the location issue after they're done removing you!   I still highly doubt you'll see any severance.", "labels": 1, "seconds_difference": 8991.0, "score_ratio": 6.4, "metadata_A": "", "metadata_B": ""}
{"post_id": "xf2kpr", "domain": "askhr_test", "upvote_ratio": 0.9, "history": "[CA] update to Boss Verbally approved me for relocation Original post: https://www.reddit.com/r/AskHR/comments/xe8493/ca_boss_verbally_approved_me_for_relocation/  Update on the follow up meeting:  I asked for an extension on the 9/30 date and they said no.  My boss asked me to say out loud that he never gave be verbal permission (which was very disappointing) saying \u201cI know I never said it, you know I never said it so stop saying it\u201d   I did not cave though, which felt good.  They really seemed to be discouraging me from moving back, telling me I will be placed on a PIP on 9/30 once I get back. I asked if the pip is punishment for me moving and they said partially, and then mentioned things about me not responding to an email in a timely manner.  I asked if there would be severance if I refused to move back and they said no.  I do think I have something though:  They erroneously had me in the system as living in CO for two years. In the Policy document they are saying I violated, it says clearly that \u201cmanager needs to have employee location accurately updated at all times\u201d which means my boss was also in violation of this specific documents policies. I haven\u2019t brought this up yet because I don\u2019t know what I would be trying to achieve with it (at this point, just want to set myself up for fair severance and unemployment)  I email followed up asking if there was anyway I could appeal the 9/30 date to HR, stating 2 weeks is not reasonable, but they said no and 9/30 is firm.  Do I even have any leverage here? When they terminate me on 9/30, should I refuse to sign the agreement?  What can I do between now and then to properly position myself?  Thanks", "c_root_id_A": "ioktp7o", "c_root_id_B": "ioknk0l", "created_at_utc_A": 1663274059, "created_at_utc_B": 1663271628, "score_A": 64, "score_B": 8, "human_ref_A": "Yeah OP you need to start looking for a new job ASAP. I wouldn't even bother moving back. Don't rearrange your entire life for this company. Your boss threw you so far under the bus you swallowed the engine, and I would never want to work under someone who treats me like that to cover up their own mistake.  Making you say it out loud... what kind of fucking childish behavior is that?!", "human_ref_B": "Why ask if you can go to HR?  That isn't something that you have to have permission for.", "labels": 1, "seconds_difference": 2431.0, "score_ratio": 8.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "xf2kpr", "domain": "askhr_test", "upvote_ratio": 0.9, "history": "[CA] update to Boss Verbally approved me for relocation Original post: https://www.reddit.com/r/AskHR/comments/xe8493/ca_boss_verbally_approved_me_for_relocation/  Update on the follow up meeting:  I asked for an extension on the 9/30 date and they said no.  My boss asked me to say out loud that he never gave be verbal permission (which was very disappointing) saying \u201cI know I never said it, you know I never said it so stop saying it\u201d   I did not cave though, which felt good.  They really seemed to be discouraging me from moving back, telling me I will be placed on a PIP on 9/30 once I get back. I asked if the pip is punishment for me moving and they said partially, and then mentioned things about me not responding to an email in a timely manner.  I asked if there would be severance if I refused to move back and they said no.  I do think I have something though:  They erroneously had me in the system as living in CO for two years. In the Policy document they are saying I violated, it says clearly that \u201cmanager needs to have employee location accurately updated at all times\u201d which means my boss was also in violation of this specific documents policies. I haven\u2019t brought this up yet because I don\u2019t know what I would be trying to achieve with it (at this point, just want to set myself up for fair severance and unemployment)  I email followed up asking if there was anyway I could appeal the 9/30 date to HR, stating 2 weeks is not reasonable, but they said no and 9/30 is firm.  Do I even have any leverage here? When they terminate me on 9/30, should I refuse to sign the agreement?  What can I do between now and then to properly position myself?  Thanks", "c_root_id_A": "iok6u58", "c_root_id_B": "ioka6bu", "created_at_utc_A": 1663265068, "created_at_utc_B": 1663266382, "score_A": 10, "score_B": 54, "human_ref_A": "The best you can hope for is your boss gets fired too. They're not in control here now and it's super obvious. They'll probably be terminated for the location issue after they're done removing you!   I still highly doubt you'll see any severance.", "human_ref_B": ">They erroneously had me in the system as living in CO for two years.   I saw the other thread and I don't think you ever actually explained where you were, when.  Here's the timeline as I understand it:  1. In 2020 you lived in CO and joined a CO company 2. August 2022 you moved to CA 3. September 2022 your management flips out about you being in CA  Have you been outside of CO longer than a month?  Is there a third state somewhere?  You kept saying \"across the country\" but CA and CO are only about 20 hours apart (less by air).  >They really seemed to be discouraging me from moving back, telling me I will be placed on a PIP on 9/30 once I get back. I asked if the pip is punishment for me moving and they said partially, and then mentioned things about me not responding to an email in a timely manner.  They hate you and want you gone.  I don't think you're going to change that opinion.  >I asked if there would be severance if I refused to move back and they said no.  Severance is completely up to the company in both CA and CO.  >They erroneously had me in the system as living in CO for two years. In the Policy document they are saying I violated, it says clearly that \u201cmanager needs to have employee location accurately updated at all times\u201d which means my boss was also in violation of this specific documents policies. I haven\u2019t brought this up yet because I don\u2019t know what I would be trying to achieve with it (at this point, just want to set myself up for fair severance and unemployment)  This doesn't matter.  They can give unequal punishments to employees, and punish people for things they didn't do or weren't responsible for, as long as that unequal/unfair treatment isn't because you're part of a protected class (race, sex, religion, etc).  Moving between states is not a protected class.  The company needs to know where you actually are working.  First because the have to send the correct tax to the correct state government, and second because employment laws are different in each state (PTO payout, sick leave, overtime, etc).  >I email followed up asking if there was anyway I could appeal the 9/30 date to HR, stating 2 weeks is not reasonable, but they said no and 9/30 is firm.  They can fire you today instead.  2 weeks is reasonable.  >Do I even have any leverage here?  Nope.  >When they terminate me on 9/30, should I refuse to sign the agreement?  The only thing you should sign is an agreement for severance.  This may take the form of you agreeing not to bad-mouth the company (non-disparagement), in exchange for severance.  Don't sign anything that doesn't give you something in return.  For example they may write up a document giving their version of events, and ask you to sign it saying you agree that it's accurate.  Even outside of a job, if you don't gain something by signing, and there's no punishment for not signing, then don't sign.  A common tactic is to say they'll withhold your last paycheck unless you sign something.  This is illegal; don't fall for it.  >What can I do between now and then to properly position myself?  Start sending out resumes and scheduling interviews for a new job.", "labels": 0, "seconds_difference": 1314.0, "score_ratio": 5.4, "metadata_A": "", "metadata_B": ""}
{"post_id": "xf2kpr", "domain": "askhr_test", "upvote_ratio": 0.9, "history": "[CA] update to Boss Verbally approved me for relocation Original post: https://www.reddit.com/r/AskHR/comments/xe8493/ca_boss_verbally_approved_me_for_relocation/  Update on the follow up meeting:  I asked for an extension on the 9/30 date and they said no.  My boss asked me to say out loud that he never gave be verbal permission (which was very disappointing) saying \u201cI know I never said it, you know I never said it so stop saying it\u201d   I did not cave though, which felt good.  They really seemed to be discouraging me from moving back, telling me I will be placed on a PIP on 9/30 once I get back. I asked if the pip is punishment for me moving and they said partially, and then mentioned things about me not responding to an email in a timely manner.  I asked if there would be severance if I refused to move back and they said no.  I do think I have something though:  They erroneously had me in the system as living in CO for two years. In the Policy document they are saying I violated, it says clearly that \u201cmanager needs to have employee location accurately updated at all times\u201d which means my boss was also in violation of this specific documents policies. I haven\u2019t brought this up yet because I don\u2019t know what I would be trying to achieve with it (at this point, just want to set myself up for fair severance and unemployment)  I email followed up asking if there was anyway I could appeal the 9/30 date to HR, stating 2 weeks is not reasonable, but they said no and 9/30 is firm.  Do I even have any leverage here? When they terminate me on 9/30, should I refuse to sign the agreement?  What can I do between now and then to properly position myself?  Thanks", "c_root_id_A": "iok6u58", "c_root_id_B": "ioky806", "created_at_utc_A": 1663265068, "created_at_utc_B": 1663275849, "score_A": 10, "score_B": 25, "human_ref_A": "The best you can hope for is your boss gets fired too. They're not in control here now and it's super obvious. They'll probably be terminated for the location issue after they're done removing you!   I still highly doubt you'll see any severance.", "human_ref_B": "I have to say that the fact remains you moved across the country without written approval, which is crazy.   The manager seems to be throwing you under the bus by the way you tell it but there are two sides to every story. For example, an employee of mine wanted to move many states away and kept asking me about it as if it was a long ways off. My verbal response was \"I don't see a problem with it but let's talk more when it gets closer.\" The employee could have interpreted it as a verbal approval but I wouldn't have considered it so.   Next time, cover your ass and get it in writing. Just because in-person and customer meetings haven't existed due to the pandemic doesn't mean they won't start again, so working remote (especially when you're considered a \"hybrid\" role) should be considered temporary.", "labels": 0, "seconds_difference": 10781.0, "score_ratio": 2.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "xf2kpr", "domain": "askhr_test", "upvote_ratio": 0.9, "history": "[CA] update to Boss Verbally approved me for relocation Original post: https://www.reddit.com/r/AskHR/comments/xe8493/ca_boss_verbally_approved_me_for_relocation/  Update on the follow up meeting:  I asked for an extension on the 9/30 date and they said no.  My boss asked me to say out loud that he never gave be verbal permission (which was very disappointing) saying \u201cI know I never said it, you know I never said it so stop saying it\u201d   I did not cave though, which felt good.  They really seemed to be discouraging me from moving back, telling me I will be placed on a PIP on 9/30 once I get back. I asked if the pip is punishment for me moving and they said partially, and then mentioned things about me not responding to an email in a timely manner.  I asked if there would be severance if I refused to move back and they said no.  I do think I have something though:  They erroneously had me in the system as living in CO for two years. In the Policy document they are saying I violated, it says clearly that \u201cmanager needs to have employee location accurately updated at all times\u201d which means my boss was also in violation of this specific documents policies. I haven\u2019t brought this up yet because I don\u2019t know what I would be trying to achieve with it (at this point, just want to set myself up for fair severance and unemployment)  I email followed up asking if there was anyway I could appeal the 9/30 date to HR, stating 2 weeks is not reasonable, but they said no and 9/30 is firm.  Do I even have any leverage here? When they terminate me on 9/30, should I refuse to sign the agreement?  What can I do between now and then to properly position myself?  Thanks", "c_root_id_A": "ioknk0l", "c_root_id_B": "ioky806", "created_at_utc_A": 1663271628, "created_at_utc_B": 1663275849, "score_A": 8, "score_B": 25, "human_ref_A": "Why ask if you can go to HR?  That isn't something that you have to have permission for.", "human_ref_B": "I have to say that the fact remains you moved across the country without written approval, which is crazy.   The manager seems to be throwing you under the bus by the way you tell it but there are two sides to every story. For example, an employee of mine wanted to move many states away and kept asking me about it as if it was a long ways off. My verbal response was \"I don't see a problem with it but let's talk more when it gets closer.\" The employee could have interpreted it as a verbal approval but I wouldn't have considered it so.   Next time, cover your ass and get it in writing. Just because in-person and customer meetings haven't existed due to the pandemic doesn't mean they won't start again, so working remote (especially when you're considered a \"hybrid\" role) should be considered temporary.", "labels": 0, "seconds_difference": 4221.0, "score_ratio": 3.125, "metadata_A": "", "metadata_B": ""}
{"post_id": "xf2kpr", "domain": "askhr_test", "upvote_ratio": 0.9, "history": "[CA] update to Boss Verbally approved me for relocation Original post: https://www.reddit.com/r/AskHR/comments/xe8493/ca_boss_verbally_approved_me_for_relocation/  Update on the follow up meeting:  I asked for an extension on the 9/30 date and they said no.  My boss asked me to say out loud that he never gave be verbal permission (which was very disappointing) saying \u201cI know I never said it, you know I never said it so stop saying it\u201d   I did not cave though, which felt good.  They really seemed to be discouraging me from moving back, telling me I will be placed on a PIP on 9/30 once I get back. I asked if the pip is punishment for me moving and they said partially, and then mentioned things about me not responding to an email in a timely manner.  I asked if there would be severance if I refused to move back and they said no.  I do think I have something though:  They erroneously had me in the system as living in CO for two years. In the Policy document they are saying I violated, it says clearly that \u201cmanager needs to have employee location accurately updated at all times\u201d which means my boss was also in violation of this specific documents policies. I haven\u2019t brought this up yet because I don\u2019t know what I would be trying to achieve with it (at this point, just want to set myself up for fair severance and unemployment)  I email followed up asking if there was anyway I could appeal the 9/30 date to HR, stating 2 weeks is not reasonable, but they said no and 9/30 is firm.  Do I even have any leverage here? When they terminate me on 9/30, should I refuse to sign the agreement?  What can I do between now and then to properly position myself?  Thanks", "c_root_id_A": "ioku077", "c_root_id_B": "ioky806", "created_at_utc_A": 1663274179, "created_at_utc_B": 1663275849, "score_A": 1, "score_B": 25, "human_ref_A": "be professional about it but keep everything documented", "human_ref_B": "I have to say that the fact remains you moved across the country without written approval, which is crazy.   The manager seems to be throwing you under the bus by the way you tell it but there are two sides to every story. For example, an employee of mine wanted to move many states away and kept asking me about it as if it was a long ways off. My verbal response was \"I don't see a problem with it but let's talk more when it gets closer.\" The employee could have interpreted it as a verbal approval but I wouldn't have considered it so.   Next time, cover your ass and get it in writing. Just because in-person and customer meetings haven't existed due to the pandemic doesn't mean they won't start again, so working remote (especially when you're considered a \"hybrid\" role) should be considered temporary.", "labels": 0, "seconds_difference": 1670.0, "score_ratio": 25.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "xf2kpr", "domain": "askhr_test", "upvote_ratio": 0.9, "history": "[CA] update to Boss Verbally approved me for relocation Original post: https://www.reddit.com/r/AskHR/comments/xe8493/ca_boss_verbally_approved_me_for_relocation/  Update on the follow up meeting:  I asked for an extension on the 9/30 date and they said no.  My boss asked me to say out loud that he never gave be verbal permission (which was very disappointing) saying \u201cI know I never said it, you know I never said it so stop saying it\u201d   I did not cave though, which felt good.  They really seemed to be discouraging me from moving back, telling me I will be placed on a PIP on 9/30 once I get back. I asked if the pip is punishment for me moving and they said partially, and then mentioned things about me not responding to an email in a timely manner.  I asked if there would be severance if I refused to move back and they said no.  I do think I have something though:  They erroneously had me in the system as living in CO for two years. In the Policy document they are saying I violated, it says clearly that \u201cmanager needs to have employee location accurately updated at all times\u201d which means my boss was also in violation of this specific documents policies. I haven\u2019t brought this up yet because I don\u2019t know what I would be trying to achieve with it (at this point, just want to set myself up for fair severance and unemployment)  I email followed up asking if there was anyway I could appeal the 9/30 date to HR, stating 2 weeks is not reasonable, but they said no and 9/30 is firm.  Do I even have any leverage here? When they terminate me on 9/30, should I refuse to sign the agreement?  What can I do between now and then to properly position myself?  Thanks", "c_root_id_A": "iol5lj4", "c_root_id_B": "iok6u58", "created_at_utc_A": 1663278893, "created_at_utc_B": 1663265068, "score_A": 21, "score_B": 10, "human_ref_A": "1. Prepare to be let go on 9/30 at latest.    2. Finding a new job is your job now.  Need to cut out early for an interview? Do it.  What are they going to do - fire you?   3. Pull any personal documents off company servers.  Paystubs, tax statements. Get performance reviews too.  Any contacts you made - grab that too.    4. They will prob ask you to submit resignation.  Do no such thing.  Your stance is, I'm happy to continue working here.", "human_ref_B": "The best you can hope for is your boss gets fired too. They're not in control here now and it's super obvious. They'll probably be terminated for the location issue after they're done removing you!   I still highly doubt you'll see any severance.", "labels": 1, "seconds_difference": 13825.0, "score_ratio": 2.1, "metadata_A": "", "metadata_B": ""}
{"post_id": "xf2kpr", "domain": "askhr_test", "upvote_ratio": 0.9, "history": "[CA] update to Boss Verbally approved me for relocation Original post: https://www.reddit.com/r/AskHR/comments/xe8493/ca_boss_verbally_approved_me_for_relocation/  Update on the follow up meeting:  I asked for an extension on the 9/30 date and they said no.  My boss asked me to say out loud that he never gave be verbal permission (which was very disappointing) saying \u201cI know I never said it, you know I never said it so stop saying it\u201d   I did not cave though, which felt good.  They really seemed to be discouraging me from moving back, telling me I will be placed on a PIP on 9/30 once I get back. I asked if the pip is punishment for me moving and they said partially, and then mentioned things about me not responding to an email in a timely manner.  I asked if there would be severance if I refused to move back and they said no.  I do think I have something though:  They erroneously had me in the system as living in CO for two years. In the Policy document they are saying I violated, it says clearly that \u201cmanager needs to have employee location accurately updated at all times\u201d which means my boss was also in violation of this specific documents policies. I haven\u2019t brought this up yet because I don\u2019t know what I would be trying to achieve with it (at this point, just want to set myself up for fair severance and unemployment)  I email followed up asking if there was anyway I could appeal the 9/30 date to HR, stating 2 weeks is not reasonable, but they said no and 9/30 is firm.  Do I even have any leverage here? When they terminate me on 9/30, should I refuse to sign the agreement?  What can I do between now and then to properly position myself?  Thanks", "c_root_id_A": "ioknk0l", "c_root_id_B": "iol5lj4", "created_at_utc_A": 1663271628, "created_at_utc_B": 1663278893, "score_A": 8, "score_B": 21, "human_ref_A": "Why ask if you can go to HR?  That isn't something that you have to have permission for.", "human_ref_B": "1. Prepare to be let go on 9/30 at latest.    2. Finding a new job is your job now.  Need to cut out early for an interview? Do it.  What are they going to do - fire you?   3. Pull any personal documents off company servers.  Paystubs, tax statements. Get performance reviews too.  Any contacts you made - grab that too.    4. They will prob ask you to submit resignation.  Do no such thing.  Your stance is, I'm happy to continue working here.", "labels": 0, "seconds_difference": 7265.0, "score_ratio": 2.625, "metadata_A": "", "metadata_B": ""}
{"post_id": "xf2kpr", "domain": "askhr_test", "upvote_ratio": 0.9, "history": "[CA] update to Boss Verbally approved me for relocation Original post: https://www.reddit.com/r/AskHR/comments/xe8493/ca_boss_verbally_approved_me_for_relocation/  Update on the follow up meeting:  I asked for an extension on the 9/30 date and they said no.  My boss asked me to say out loud that he never gave be verbal permission (which was very disappointing) saying \u201cI know I never said it, you know I never said it so stop saying it\u201d   I did not cave though, which felt good.  They really seemed to be discouraging me from moving back, telling me I will be placed on a PIP on 9/30 once I get back. I asked if the pip is punishment for me moving and they said partially, and then mentioned things about me not responding to an email in a timely manner.  I asked if there would be severance if I refused to move back and they said no.  I do think I have something though:  They erroneously had me in the system as living in CO for two years. In the Policy document they are saying I violated, it says clearly that \u201cmanager needs to have employee location accurately updated at all times\u201d which means my boss was also in violation of this specific documents policies. I haven\u2019t brought this up yet because I don\u2019t know what I would be trying to achieve with it (at this point, just want to set myself up for fair severance and unemployment)  I email followed up asking if there was anyway I could appeal the 9/30 date to HR, stating 2 weeks is not reasonable, but they said no and 9/30 is firm.  Do I even have any leverage here? When they terminate me on 9/30, should I refuse to sign the agreement?  What can I do between now and then to properly position myself?  Thanks", "c_root_id_A": "iol5lj4", "c_root_id_B": "ioku077", "created_at_utc_A": 1663278893, "created_at_utc_B": 1663274179, "score_A": 21, "score_B": 1, "human_ref_A": "1. Prepare to be let go on 9/30 at latest.    2. Finding a new job is your job now.  Need to cut out early for an interview? Do it.  What are they going to do - fire you?   3. Pull any personal documents off company servers.  Paystubs, tax statements. Get performance reviews too.  Any contacts you made - grab that too.    4. They will prob ask you to submit resignation.  Do no such thing.  Your stance is, I'm happy to continue working here.", "human_ref_B": "be professional about it but keep everything documented", "labels": 1, "seconds_difference": 4714.0, "score_ratio": 21.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "xf2kpr", "domain": "askhr_test", "upvote_ratio": 0.9, "history": "[CA] update to Boss Verbally approved me for relocation Original post: https://www.reddit.com/r/AskHR/comments/xe8493/ca_boss_verbally_approved_me_for_relocation/  Update on the follow up meeting:  I asked for an extension on the 9/30 date and they said no.  My boss asked me to say out loud that he never gave be verbal permission (which was very disappointing) saying \u201cI know I never said it, you know I never said it so stop saying it\u201d   I did not cave though, which felt good.  They really seemed to be discouraging me from moving back, telling me I will be placed on a PIP on 9/30 once I get back. I asked if the pip is punishment for me moving and they said partially, and then mentioned things about me not responding to an email in a timely manner.  I asked if there would be severance if I refused to move back and they said no.  I do think I have something though:  They erroneously had me in the system as living in CO for two years. In the Policy document they are saying I violated, it says clearly that \u201cmanager needs to have employee location accurately updated at all times\u201d which means my boss was also in violation of this specific documents policies. I haven\u2019t brought this up yet because I don\u2019t know what I would be trying to achieve with it (at this point, just want to set myself up for fair severance and unemployment)  I email followed up asking if there was anyway I could appeal the 9/30 date to HR, stating 2 weeks is not reasonable, but they said no and 9/30 is firm.  Do I even have any leverage here? When they terminate me on 9/30, should I refuse to sign the agreement?  What can I do between now and then to properly position myself?  Thanks", "c_root_id_A": "iol8ar4", "c_root_id_B": "iom2skl", "created_at_utc_A": 1663280034, "created_at_utc_B": 1663293810, "score_A": 2, "score_B": 4, "human_ref_A": "The only way your boss screwing up could help you is if they had any control over getting you fired and you could hold that over their head.   But they obviously don\u2019t. So it doesn\u2019t help you at all.", "human_ref_B": "There's nothing you can do. You will be fired, and they don't need you to sign anything for thr termination.  They have no reason to offer a severance.", "labels": 0, "seconds_difference": 13776.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "xf2kpr", "domain": "askhr_test", "upvote_ratio": 0.9, "history": "[CA] update to Boss Verbally approved me for relocation Original post: https://www.reddit.com/r/AskHR/comments/xe8493/ca_boss_verbally_approved_me_for_relocation/  Update on the follow up meeting:  I asked for an extension on the 9/30 date and they said no.  My boss asked me to say out loud that he never gave be verbal permission (which was very disappointing) saying \u201cI know I never said it, you know I never said it so stop saying it\u201d   I did not cave though, which felt good.  They really seemed to be discouraging me from moving back, telling me I will be placed on a PIP on 9/30 once I get back. I asked if the pip is punishment for me moving and they said partially, and then mentioned things about me not responding to an email in a timely manner.  I asked if there would be severance if I refused to move back and they said no.  I do think I have something though:  They erroneously had me in the system as living in CO for two years. In the Policy document they are saying I violated, it says clearly that \u201cmanager needs to have employee location accurately updated at all times\u201d which means my boss was also in violation of this specific documents policies. I haven\u2019t brought this up yet because I don\u2019t know what I would be trying to achieve with it (at this point, just want to set myself up for fair severance and unemployment)  I email followed up asking if there was anyway I could appeal the 9/30 date to HR, stating 2 weeks is not reasonable, but they said no and 9/30 is firm.  Do I even have any leverage here? When they terminate me on 9/30, should I refuse to sign the agreement?  What can I do between now and then to properly position myself?  Thanks", "c_root_id_A": "iom2skl", "c_root_id_B": "iol6i0z", "created_at_utc_A": 1663293810, "created_at_utc_B": 1663279271, "score_A": 4, "score_B": 1, "human_ref_A": "There's nothing you can do. You will be fired, and they don't need you to sign anything for thr termination.  They have no reason to offer a severance.", "human_ref_B": "We are all rooting for you!!", "labels": 1, "seconds_difference": 14539.0, "score_ratio": 4.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "xf2kpr", "domain": "askhr_test", "upvote_ratio": 0.9, "history": "[CA] update to Boss Verbally approved me for relocation Original post: https://www.reddit.com/r/AskHR/comments/xe8493/ca_boss_verbally_approved_me_for_relocation/  Update on the follow up meeting:  I asked for an extension on the 9/30 date and they said no.  My boss asked me to say out loud that he never gave be verbal permission (which was very disappointing) saying \u201cI know I never said it, you know I never said it so stop saying it\u201d   I did not cave though, which felt good.  They really seemed to be discouraging me from moving back, telling me I will be placed on a PIP on 9/30 once I get back. I asked if the pip is punishment for me moving and they said partially, and then mentioned things about me not responding to an email in a timely manner.  I asked if there would be severance if I refused to move back and they said no.  I do think I have something though:  They erroneously had me in the system as living in CO for two years. In the Policy document they are saying I violated, it says clearly that \u201cmanager needs to have employee location accurately updated at all times\u201d which means my boss was also in violation of this specific documents policies. I haven\u2019t brought this up yet because I don\u2019t know what I would be trying to achieve with it (at this point, just want to set myself up for fair severance and unemployment)  I email followed up asking if there was anyway I could appeal the 9/30 date to HR, stating 2 weeks is not reasonable, but they said no and 9/30 is firm.  Do I even have any leverage here? When they terminate me on 9/30, should I refuse to sign the agreement?  What can I do between now and then to properly position myself?  Thanks", "c_root_id_A": "iom2skl", "c_root_id_B": "iolmy6x", "created_at_utc_A": 1663293810, "created_at_utc_B": 1663286688, "score_A": 4, "score_B": 1, "human_ref_A": "There's nothing you can do. You will be fired, and they don't need you to sign anything for thr termination.  They have no reason to offer a severance.", "human_ref_B": "Start looking for another job", "labels": 1, "seconds_difference": 7122.0, "score_ratio": 4.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "xf2kpr", "domain": "askhr_test", "upvote_ratio": 0.9, "history": "[CA] update to Boss Verbally approved me for relocation Original post: https://www.reddit.com/r/AskHR/comments/xe8493/ca_boss_verbally_approved_me_for_relocation/  Update on the follow up meeting:  I asked for an extension on the 9/30 date and they said no.  My boss asked me to say out loud that he never gave be verbal permission (which was very disappointing) saying \u201cI know I never said it, you know I never said it so stop saying it\u201d   I did not cave though, which felt good.  They really seemed to be discouraging me from moving back, telling me I will be placed on a PIP on 9/30 once I get back. I asked if the pip is punishment for me moving and they said partially, and then mentioned things about me not responding to an email in a timely manner.  I asked if there would be severance if I refused to move back and they said no.  I do think I have something though:  They erroneously had me in the system as living in CO for two years. In the Policy document they are saying I violated, it says clearly that \u201cmanager needs to have employee location accurately updated at all times\u201d which means my boss was also in violation of this specific documents policies. I haven\u2019t brought this up yet because I don\u2019t know what I would be trying to achieve with it (at this point, just want to set myself up for fair severance and unemployment)  I email followed up asking if there was anyway I could appeal the 9/30 date to HR, stating 2 weeks is not reasonable, but they said no and 9/30 is firm.  Do I even have any leverage here? When they terminate me on 9/30, should I refuse to sign the agreement?  What can I do between now and then to properly position myself?  Thanks", "c_root_id_A": "iom2skl", "c_root_id_B": "ioku077", "created_at_utc_A": 1663293810, "created_at_utc_B": 1663274179, "score_A": 4, "score_B": 1, "human_ref_A": "There's nothing you can do. You will be fired, and they don't need you to sign anything for thr termination.  They have no reason to offer a severance.", "human_ref_B": "be professional about it but keep everything documented", "labels": 1, "seconds_difference": 19631.0, "score_ratio": 4.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "xf2kpr", "domain": "askhr_test", "upvote_ratio": 0.9, "history": "[CA] update to Boss Verbally approved me for relocation Original post: https://www.reddit.com/r/AskHR/comments/xe8493/ca_boss_verbally_approved_me_for_relocation/  Update on the follow up meeting:  I asked for an extension on the 9/30 date and they said no.  My boss asked me to say out loud that he never gave be verbal permission (which was very disappointing) saying \u201cI know I never said it, you know I never said it so stop saying it\u201d   I did not cave though, which felt good.  They really seemed to be discouraging me from moving back, telling me I will be placed on a PIP on 9/30 once I get back. I asked if the pip is punishment for me moving and they said partially, and then mentioned things about me not responding to an email in a timely manner.  I asked if there would be severance if I refused to move back and they said no.  I do think I have something though:  They erroneously had me in the system as living in CO for two years. In the Policy document they are saying I violated, it says clearly that \u201cmanager needs to have employee location accurately updated at all times\u201d which means my boss was also in violation of this specific documents policies. I haven\u2019t brought this up yet because I don\u2019t know what I would be trying to achieve with it (at this point, just want to set myself up for fair severance and unemployment)  I email followed up asking if there was anyway I could appeal the 9/30 date to HR, stating 2 weeks is not reasonable, but they said no and 9/30 is firm.  Do I even have any leverage here? When they terminate me on 9/30, should I refuse to sign the agreement?  What can I do between now and then to properly position myself?  Thanks", "c_root_id_A": "iolr0uu", "c_root_id_B": "iom2skl", "created_at_utc_A": 1663288583, "created_at_utc_B": 1663293810, "score_A": 1, "score_B": 4, "human_ref_A": "I\u2019d find a new job ASAP. Once you\u2019re on a PIP the company is just going through the motions to terminate you", "human_ref_B": "There's nothing you can do. You will be fired, and they don't need you to sign anything for thr termination.  They have no reason to offer a severance.", "labels": 0, "seconds_difference": 5227.0, "score_ratio": 4.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "xf2kpr", "domain": "askhr_test", "upvote_ratio": 0.9, "history": "[CA] update to Boss Verbally approved me for relocation Original post: https://www.reddit.com/r/AskHR/comments/xe8493/ca_boss_verbally_approved_me_for_relocation/  Update on the follow up meeting:  I asked for an extension on the 9/30 date and they said no.  My boss asked me to say out loud that he never gave be verbal permission (which was very disappointing) saying \u201cI know I never said it, you know I never said it so stop saying it\u201d   I did not cave though, which felt good.  They really seemed to be discouraging me from moving back, telling me I will be placed on a PIP on 9/30 once I get back. I asked if the pip is punishment for me moving and they said partially, and then mentioned things about me not responding to an email in a timely manner.  I asked if there would be severance if I refused to move back and they said no.  I do think I have something though:  They erroneously had me in the system as living in CO for two years. In the Policy document they are saying I violated, it says clearly that \u201cmanager needs to have employee location accurately updated at all times\u201d which means my boss was also in violation of this specific documents policies. I haven\u2019t brought this up yet because I don\u2019t know what I would be trying to achieve with it (at this point, just want to set myself up for fair severance and unemployment)  I email followed up asking if there was anyway I could appeal the 9/30 date to HR, stating 2 weeks is not reasonable, but they said no and 9/30 is firm.  Do I even have any leverage here? When they terminate me on 9/30, should I refuse to sign the agreement?  What can I do between now and then to properly position myself?  Thanks", "c_root_id_A": "iom0w0t", "c_root_id_B": "iom2skl", "created_at_utc_A": 1663292978, "created_at_utc_B": 1663293810, "score_A": 0, "score_B": 4, "human_ref_A": "I\u2019d find a new job but it might be worth it to spend the money on a consultation with an attorney. I am guessing they will need to know the laws in whatever state the HQ is in as well as where you resided previously.   It does sound like your getting screwed however you got nothing in writing.  Did you update HR or payroll at least ?", "human_ref_B": "There's nothing you can do. You will be fired, and they don't need you to sign anything for thr termination.  They have no reason to offer a severance.", "labels": 0, "seconds_difference": 832.0, "score_ratio": 4000.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "xf2kpr", "domain": "askhr_test", "upvote_ratio": 0.9, "history": "[CA] update to Boss Verbally approved me for relocation Original post: https://www.reddit.com/r/AskHR/comments/xe8493/ca_boss_verbally_approved_me_for_relocation/  Update on the follow up meeting:  I asked for an extension on the 9/30 date and they said no.  My boss asked me to say out loud that he never gave be verbal permission (which was very disappointing) saying \u201cI know I never said it, you know I never said it so stop saying it\u201d   I did not cave though, which felt good.  They really seemed to be discouraging me from moving back, telling me I will be placed on a PIP on 9/30 once I get back. I asked if the pip is punishment for me moving and they said partially, and then mentioned things about me not responding to an email in a timely manner.  I asked if there would be severance if I refused to move back and they said no.  I do think I have something though:  They erroneously had me in the system as living in CO for two years. In the Policy document they are saying I violated, it says clearly that \u201cmanager needs to have employee location accurately updated at all times\u201d which means my boss was also in violation of this specific documents policies. I haven\u2019t brought this up yet because I don\u2019t know what I would be trying to achieve with it (at this point, just want to set myself up for fair severance and unemployment)  I email followed up asking if there was anyway I could appeal the 9/30 date to HR, stating 2 weeks is not reasonable, but they said no and 9/30 is firm.  Do I even have any leverage here? When they terminate me on 9/30, should I refuse to sign the agreement?  What can I do between now and then to properly position myself?  Thanks", "c_root_id_A": "iom2skl", "c_root_id_B": "iolz50y", "created_at_utc_A": 1663293810, "created_at_utc_B": 1663292189, "score_A": 4, "score_B": -1, "human_ref_A": "There's nothing you can do. You will be fired, and they don't need you to sign anything for thr termination.  They have no reason to offer a severance.", "human_ref_B": "I feel like this is weird and convoluted enough that it might be worth the fee for an hour talking to an employment lawyer and maybe engaging them if they say you could have a case. If it helps you get a severance, could be worth it. Good luck.", "labels": 1, "seconds_difference": 1621.0, "score_ratio": -4.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "xf2kpr", "domain": "askhr_test", "upvote_ratio": 0.9, "history": "[CA] update to Boss Verbally approved me for relocation Original post: https://www.reddit.com/r/AskHR/comments/xe8493/ca_boss_verbally_approved_me_for_relocation/  Update on the follow up meeting:  I asked for an extension on the 9/30 date and they said no.  My boss asked me to say out loud that he never gave be verbal permission (which was very disappointing) saying \u201cI know I never said it, you know I never said it so stop saying it\u201d   I did not cave though, which felt good.  They really seemed to be discouraging me from moving back, telling me I will be placed on a PIP on 9/30 once I get back. I asked if the pip is punishment for me moving and they said partially, and then mentioned things about me not responding to an email in a timely manner.  I asked if there would be severance if I refused to move back and they said no.  I do think I have something though:  They erroneously had me in the system as living in CO for two years. In the Policy document they are saying I violated, it says clearly that \u201cmanager needs to have employee location accurately updated at all times\u201d which means my boss was also in violation of this specific documents policies. I haven\u2019t brought this up yet because I don\u2019t know what I would be trying to achieve with it (at this point, just want to set myself up for fair severance and unemployment)  I email followed up asking if there was anyway I could appeal the 9/30 date to HR, stating 2 weeks is not reasonable, but they said no and 9/30 is firm.  Do I even have any leverage here? When they terminate me on 9/30, should I refuse to sign the agreement?  What can I do between now and then to properly position myself?  Thanks", "c_root_id_A": "iol6i0z", "c_root_id_B": "iol8ar4", "created_at_utc_A": 1663279271, "created_at_utc_B": 1663280034, "score_A": 1, "score_B": 2, "human_ref_A": "We are all rooting for you!!", "human_ref_B": "The only way your boss screwing up could help you is if they had any control over getting you fired and you could hold that over their head.   But they obviously don\u2019t. So it doesn\u2019t help you at all.", "labels": 0, "seconds_difference": 763.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "xf2kpr", "domain": "askhr_test", "upvote_ratio": 0.9, "history": "[CA] update to Boss Verbally approved me for relocation Original post: https://www.reddit.com/r/AskHR/comments/xe8493/ca_boss_verbally_approved_me_for_relocation/  Update on the follow up meeting:  I asked for an extension on the 9/30 date and they said no.  My boss asked me to say out loud that he never gave be verbal permission (which was very disappointing) saying \u201cI know I never said it, you know I never said it so stop saying it\u201d   I did not cave though, which felt good.  They really seemed to be discouraging me from moving back, telling me I will be placed on a PIP on 9/30 once I get back. I asked if the pip is punishment for me moving and they said partially, and then mentioned things about me not responding to an email in a timely manner.  I asked if there would be severance if I refused to move back and they said no.  I do think I have something though:  They erroneously had me in the system as living in CO for two years. In the Policy document they are saying I violated, it says clearly that \u201cmanager needs to have employee location accurately updated at all times\u201d which means my boss was also in violation of this specific documents policies. I haven\u2019t brought this up yet because I don\u2019t know what I would be trying to achieve with it (at this point, just want to set myself up for fair severance and unemployment)  I email followed up asking if there was anyway I could appeal the 9/30 date to HR, stating 2 weeks is not reasonable, but they said no and 9/30 is firm.  Do I even have any leverage here? When they terminate me on 9/30, should I refuse to sign the agreement?  What can I do between now and then to properly position myself?  Thanks", "c_root_id_A": "iol8ar4", "c_root_id_B": "ioku077", "created_at_utc_A": 1663280034, "created_at_utc_B": 1663274179, "score_A": 2, "score_B": 1, "human_ref_A": "The only way your boss screwing up could help you is if they had any control over getting you fired and you could hold that over their head.   But they obviously don\u2019t. So it doesn\u2019t help you at all.", "human_ref_B": "be professional about it but keep everything documented", "labels": 1, "seconds_difference": 5855.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "xf2kpr", "domain": "askhr_test", "upvote_ratio": 0.9, "history": "[CA] update to Boss Verbally approved me for relocation Original post: https://www.reddit.com/r/AskHR/comments/xe8493/ca_boss_verbally_approved_me_for_relocation/  Update on the follow up meeting:  I asked for an extension on the 9/30 date and they said no.  My boss asked me to say out loud that he never gave be verbal permission (which was very disappointing) saying \u201cI know I never said it, you know I never said it so stop saying it\u201d   I did not cave though, which felt good.  They really seemed to be discouraging me from moving back, telling me I will be placed on a PIP on 9/30 once I get back. I asked if the pip is punishment for me moving and they said partially, and then mentioned things about me not responding to an email in a timely manner.  I asked if there would be severance if I refused to move back and they said no.  I do think I have something though:  They erroneously had me in the system as living in CO for two years. In the Policy document they are saying I violated, it says clearly that \u201cmanager needs to have employee location accurately updated at all times\u201d which means my boss was also in violation of this specific documents policies. I haven\u2019t brought this up yet because I don\u2019t know what I would be trying to achieve with it (at this point, just want to set myself up for fair severance and unemployment)  I email followed up asking if there was anyway I could appeal the 9/30 date to HR, stating 2 weeks is not reasonable, but they said no and 9/30 is firm.  Do I even have any leverage here? When they terminate me on 9/30, should I refuse to sign the agreement?  What can I do between now and then to properly position myself?  Thanks", "c_root_id_A": "iomqo9v", "c_root_id_B": "iol6i0z", "created_at_utc_A": 1663307130, "created_at_utc_B": 1663279271, "score_A": 2, "score_B": 1, "human_ref_A": "To be sincerely honest in my humble opinion without being sentimental of course without offending anyone who thinks differently from my point of view and without hiding any thoughts in my mind and without lies,to the actual truth with my clear open mind and clean heart,expressing what ever is embedded inside me for a long time which I didn't say just because I was nervous, but today, by gathering all the courage and motivation, I just want to say that I actually feel and think that you should look for a new job.", "human_ref_B": "We are all rooting for you!!", "labels": 1, "seconds_difference": 27859.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "xf2kpr", "domain": "askhr_test", "upvote_ratio": 0.9, "history": "[CA] update to Boss Verbally approved me for relocation Original post: https://www.reddit.com/r/AskHR/comments/xe8493/ca_boss_verbally_approved_me_for_relocation/  Update on the follow up meeting:  I asked for an extension on the 9/30 date and they said no.  My boss asked me to say out loud that he never gave be verbal permission (which was very disappointing) saying \u201cI know I never said it, you know I never said it so stop saying it\u201d   I did not cave though, which felt good.  They really seemed to be discouraging me from moving back, telling me I will be placed on a PIP on 9/30 once I get back. I asked if the pip is punishment for me moving and they said partially, and then mentioned things about me not responding to an email in a timely manner.  I asked if there would be severance if I refused to move back and they said no.  I do think I have something though:  They erroneously had me in the system as living in CO for two years. In the Policy document they are saying I violated, it says clearly that \u201cmanager needs to have employee location accurately updated at all times\u201d which means my boss was also in violation of this specific documents policies. I haven\u2019t brought this up yet because I don\u2019t know what I would be trying to achieve with it (at this point, just want to set myself up for fair severance and unemployment)  I email followed up asking if there was anyway I could appeal the 9/30 date to HR, stating 2 weeks is not reasonable, but they said no and 9/30 is firm.  Do I even have any leverage here? When they terminate me on 9/30, should I refuse to sign the agreement?  What can I do between now and then to properly position myself?  Thanks", "c_root_id_A": "iolmy6x", "c_root_id_B": "iomqo9v", "created_at_utc_A": 1663286688, "created_at_utc_B": 1663307130, "score_A": 1, "score_B": 2, "human_ref_A": "Start looking for another job", "human_ref_B": "To be sincerely honest in my humble opinion without being sentimental of course without offending anyone who thinks differently from my point of view and without hiding any thoughts in my mind and without lies,to the actual truth with my clear open mind and clean heart,expressing what ever is embedded inside me for a long time which I didn't say just because I was nervous, but today, by gathering all the courage and motivation, I just want to say that I actually feel and think that you should look for a new job.", "labels": 0, "seconds_difference": 20442.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "xf2kpr", "domain": "askhr_test", "upvote_ratio": 0.9, "history": "[CA] update to Boss Verbally approved me for relocation Original post: https://www.reddit.com/r/AskHR/comments/xe8493/ca_boss_verbally_approved_me_for_relocation/  Update on the follow up meeting:  I asked for an extension on the 9/30 date and they said no.  My boss asked me to say out loud that he never gave be verbal permission (which was very disappointing) saying \u201cI know I never said it, you know I never said it so stop saying it\u201d   I did not cave though, which felt good.  They really seemed to be discouraging me from moving back, telling me I will be placed on a PIP on 9/30 once I get back. I asked if the pip is punishment for me moving and they said partially, and then mentioned things about me not responding to an email in a timely manner.  I asked if there would be severance if I refused to move back and they said no.  I do think I have something though:  They erroneously had me in the system as living in CO for two years. In the Policy document they are saying I violated, it says clearly that \u201cmanager needs to have employee location accurately updated at all times\u201d which means my boss was also in violation of this specific documents policies. I haven\u2019t brought this up yet because I don\u2019t know what I would be trying to achieve with it (at this point, just want to set myself up for fair severance and unemployment)  I email followed up asking if there was anyway I could appeal the 9/30 date to HR, stating 2 weeks is not reasonable, but they said no and 9/30 is firm.  Do I even have any leverage here? When they terminate me on 9/30, should I refuse to sign the agreement?  What can I do between now and then to properly position myself?  Thanks", "c_root_id_A": "iomqo9v", "c_root_id_B": "ioku077", "created_at_utc_A": 1663307130, "created_at_utc_B": 1663274179, "score_A": 2, "score_B": 1, "human_ref_A": "To be sincerely honest in my humble opinion without being sentimental of course without offending anyone who thinks differently from my point of view and without hiding any thoughts in my mind and without lies,to the actual truth with my clear open mind and clean heart,expressing what ever is embedded inside me for a long time which I didn't say just because I was nervous, but today, by gathering all the courage and motivation, I just want to say that I actually feel and think that you should look for a new job.", "human_ref_B": "be professional about it but keep everything documented", "labels": 1, "seconds_difference": 32951.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "xf2kpr", "domain": "askhr_test", "upvote_ratio": 0.9, "history": "[CA] update to Boss Verbally approved me for relocation Original post: https://www.reddit.com/r/AskHR/comments/xe8493/ca_boss_verbally_approved_me_for_relocation/  Update on the follow up meeting:  I asked for an extension on the 9/30 date and they said no.  My boss asked me to say out loud that he never gave be verbal permission (which was very disappointing) saying \u201cI know I never said it, you know I never said it so stop saying it\u201d   I did not cave though, which felt good.  They really seemed to be discouraging me from moving back, telling me I will be placed on a PIP on 9/30 once I get back. I asked if the pip is punishment for me moving and they said partially, and then mentioned things about me not responding to an email in a timely manner.  I asked if there would be severance if I refused to move back and they said no.  I do think I have something though:  They erroneously had me in the system as living in CO for two years. In the Policy document they are saying I violated, it says clearly that \u201cmanager needs to have employee location accurately updated at all times\u201d which means my boss was also in violation of this specific documents policies. I haven\u2019t brought this up yet because I don\u2019t know what I would be trying to achieve with it (at this point, just want to set myself up for fair severance and unemployment)  I email followed up asking if there was anyway I could appeal the 9/30 date to HR, stating 2 weeks is not reasonable, but they said no and 9/30 is firm.  Do I even have any leverage here? When they terminate me on 9/30, should I refuse to sign the agreement?  What can I do between now and then to properly position myself?  Thanks", "c_root_id_A": "iomqo9v", "c_root_id_B": "iolr0uu", "created_at_utc_A": 1663307130, "created_at_utc_B": 1663288583, "score_A": 2, "score_B": 1, "human_ref_A": "To be sincerely honest in my humble opinion without being sentimental of course without offending anyone who thinks differently from my point of view and without hiding any thoughts in my mind and without lies,to the actual truth with my clear open mind and clean heart,expressing what ever is embedded inside me for a long time which I didn't say just because I was nervous, but today, by gathering all the courage and motivation, I just want to say that I actually feel and think that you should look for a new job.", "human_ref_B": "I\u2019d find a new job ASAP. Once you\u2019re on a PIP the company is just going through the motions to terminate you", "labels": 1, "seconds_difference": 18547.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "xf2kpr", "domain": "askhr_test", "upvote_ratio": 0.9, "history": "[CA] update to Boss Verbally approved me for relocation Original post: https://www.reddit.com/r/AskHR/comments/xe8493/ca_boss_verbally_approved_me_for_relocation/  Update on the follow up meeting:  I asked for an extension on the 9/30 date and they said no.  My boss asked me to say out loud that he never gave be verbal permission (which was very disappointing) saying \u201cI know I never said it, you know I never said it so stop saying it\u201d   I did not cave though, which felt good.  They really seemed to be discouraging me from moving back, telling me I will be placed on a PIP on 9/30 once I get back. I asked if the pip is punishment for me moving and they said partially, and then mentioned things about me not responding to an email in a timely manner.  I asked if there would be severance if I refused to move back and they said no.  I do think I have something though:  They erroneously had me in the system as living in CO for two years. In the Policy document they are saying I violated, it says clearly that \u201cmanager needs to have employee location accurately updated at all times\u201d which means my boss was also in violation of this specific documents policies. I haven\u2019t brought this up yet because I don\u2019t know what I would be trying to achieve with it (at this point, just want to set myself up for fair severance and unemployment)  I email followed up asking if there was anyway I could appeal the 9/30 date to HR, stating 2 weeks is not reasonable, but they said no and 9/30 is firm.  Do I even have any leverage here? When they terminate me on 9/30, should I refuse to sign the agreement?  What can I do between now and then to properly position myself?  Thanks", "c_root_id_A": "iomqo9v", "c_root_id_B": "iom0w0t", "created_at_utc_A": 1663307130, "created_at_utc_B": 1663292978, "score_A": 2, "score_B": 0, "human_ref_A": "To be sincerely honest in my humble opinion without being sentimental of course without offending anyone who thinks differently from my point of view and without hiding any thoughts in my mind and without lies,to the actual truth with my clear open mind and clean heart,expressing what ever is embedded inside me for a long time which I didn't say just because I was nervous, but today, by gathering all the courage and motivation, I just want to say that I actually feel and think that you should look for a new job.", "human_ref_B": "I\u2019d find a new job but it might be worth it to spend the money on a consultation with an attorney. I am guessing they will need to know the laws in whatever state the HQ is in as well as where you resided previously.   It does sound like your getting screwed however you got nothing in writing.  Did you update HR or payroll at least ?", "labels": 1, "seconds_difference": 14152.0, "score_ratio": 2000.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "xf2kpr", "domain": "askhr_test", "upvote_ratio": 0.9, "history": "[CA] update to Boss Verbally approved me for relocation Original post: https://www.reddit.com/r/AskHR/comments/xe8493/ca_boss_verbally_approved_me_for_relocation/  Update on the follow up meeting:  I asked for an extension on the 9/30 date and they said no.  My boss asked me to say out loud that he never gave be verbal permission (which was very disappointing) saying \u201cI know I never said it, you know I never said it so stop saying it\u201d   I did not cave though, which felt good.  They really seemed to be discouraging me from moving back, telling me I will be placed on a PIP on 9/30 once I get back. I asked if the pip is punishment for me moving and they said partially, and then mentioned things about me not responding to an email in a timely manner.  I asked if there would be severance if I refused to move back and they said no.  I do think I have something though:  They erroneously had me in the system as living in CO for two years. In the Policy document they are saying I violated, it says clearly that \u201cmanager needs to have employee location accurately updated at all times\u201d which means my boss was also in violation of this specific documents policies. I haven\u2019t brought this up yet because I don\u2019t know what I would be trying to achieve with it (at this point, just want to set myself up for fair severance and unemployment)  I email followed up asking if there was anyway I could appeal the 9/30 date to HR, stating 2 weeks is not reasonable, but they said no and 9/30 is firm.  Do I even have any leverage here? When they terminate me on 9/30, should I refuse to sign the agreement?  What can I do between now and then to properly position myself?  Thanks", "c_root_id_A": "iolz50y", "c_root_id_B": "iomqo9v", "created_at_utc_A": 1663292189, "created_at_utc_B": 1663307130, "score_A": -1, "score_B": 2, "human_ref_A": "I feel like this is weird and convoluted enough that it might be worth the fee for an hour talking to an employment lawyer and maybe engaging them if they say you could have a case. If it helps you get a severance, could be worth it. Good luck.", "human_ref_B": "To be sincerely honest in my humble opinion without being sentimental of course without offending anyone who thinks differently from my point of view and without hiding any thoughts in my mind and without lies,to the actual truth with my clear open mind and clean heart,expressing what ever is embedded inside me for a long time which I didn't say just because I was nervous, but today, by gathering all the courage and motivation, I just want to say that I actually feel and think that you should look for a new job.", "labels": 0, "seconds_difference": 14941.0, "score_ratio": -2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "xf2kpr", "domain": "askhr_test", "upvote_ratio": 0.9, "history": "[CA] update to Boss Verbally approved me for relocation Original post: https://www.reddit.com/r/AskHR/comments/xe8493/ca_boss_verbally_approved_me_for_relocation/  Update on the follow up meeting:  I asked for an extension on the 9/30 date and they said no.  My boss asked me to say out loud that he never gave be verbal permission (which was very disappointing) saying \u201cI know I never said it, you know I never said it so stop saying it\u201d   I did not cave though, which felt good.  They really seemed to be discouraging me from moving back, telling me I will be placed on a PIP on 9/30 once I get back. I asked if the pip is punishment for me moving and they said partially, and then mentioned things about me not responding to an email in a timely manner.  I asked if there would be severance if I refused to move back and they said no.  I do think I have something though:  They erroneously had me in the system as living in CO for two years. In the Policy document they are saying I violated, it says clearly that \u201cmanager needs to have employee location accurately updated at all times\u201d which means my boss was also in violation of this specific documents policies. I haven\u2019t brought this up yet because I don\u2019t know what I would be trying to achieve with it (at this point, just want to set myself up for fair severance and unemployment)  I email followed up asking if there was anyway I could appeal the 9/30 date to HR, stating 2 weeks is not reasonable, but they said no and 9/30 is firm.  Do I even have any leverage here? When they terminate me on 9/30, should I refuse to sign the agreement?  What can I do between now and then to properly position myself?  Thanks", "c_root_id_A": "iomzhgb", "c_root_id_B": "iom0w0t", "created_at_utc_A": 1663313881, "created_at_utc_B": 1663292978, "score_A": 1, "score_B": 0, "human_ref_A": "Don\u2019t move back unless you want to for other reasons than this job, because they are saying without actually saying that they will fire you either way. You\u2019re not going to get severance. You stay, they fire you for having moved. You go back, they fire you for some made-up bs like not sending an email. Don\u2019t uproot your life again. Your time with this company is over soon, begin fresh in your new city.", "human_ref_B": "I\u2019d find a new job but it might be worth it to spend the money on a consultation with an attorney. I am guessing they will need to know the laws in whatever state the HQ is in as well as where you resided previously.   It does sound like your getting screwed however you got nothing in writing.  Did you update HR or payroll at least ?", "labels": 1, "seconds_difference": 20903.0, "score_ratio": 1000.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "xf2kpr", "domain": "askhr_test", "upvote_ratio": 0.9, "history": "[CA] update to Boss Verbally approved me for relocation Original post: https://www.reddit.com/r/AskHR/comments/xe8493/ca_boss_verbally_approved_me_for_relocation/  Update on the follow up meeting:  I asked for an extension on the 9/30 date and they said no.  My boss asked me to say out loud that he never gave be verbal permission (which was very disappointing) saying \u201cI know I never said it, you know I never said it so stop saying it\u201d   I did not cave though, which felt good.  They really seemed to be discouraging me from moving back, telling me I will be placed on a PIP on 9/30 once I get back. I asked if the pip is punishment for me moving and they said partially, and then mentioned things about me not responding to an email in a timely manner.  I asked if there would be severance if I refused to move back and they said no.  I do think I have something though:  They erroneously had me in the system as living in CO for two years. In the Policy document they are saying I violated, it says clearly that \u201cmanager needs to have employee location accurately updated at all times\u201d which means my boss was also in violation of this specific documents policies. I haven\u2019t brought this up yet because I don\u2019t know what I would be trying to achieve with it (at this point, just want to set myself up for fair severance and unemployment)  I email followed up asking if there was anyway I could appeal the 9/30 date to HR, stating 2 weeks is not reasonable, but they said no and 9/30 is firm.  Do I even have any leverage here? When they terminate me on 9/30, should I refuse to sign the agreement?  What can I do between now and then to properly position myself?  Thanks", "c_root_id_A": "iom0w0t", "c_root_id_B": "iolz50y", "created_at_utc_A": 1663292978, "created_at_utc_B": 1663292189, "score_A": 0, "score_B": -1, "human_ref_A": "I\u2019d find a new job but it might be worth it to spend the money on a consultation with an attorney. I am guessing they will need to know the laws in whatever state the HQ is in as well as where you resided previously.   It does sound like your getting screwed however you got nothing in writing.  Did you update HR or payroll at least ?", "human_ref_B": "I feel like this is weird and convoluted enough that it might be worth the fee for an hour talking to an employment lawyer and maybe engaging them if they say you could have a case. If it helps you get a severance, could be worth it. Good luck.", "labels": 1, "seconds_difference": 789.0, "score_ratio": 0.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "xf2kpr", "domain": "askhr_test", "upvote_ratio": 0.9, "history": "[CA] update to Boss Verbally approved me for relocation Original post: https://www.reddit.com/r/AskHR/comments/xe8493/ca_boss_verbally_approved_me_for_relocation/  Update on the follow up meeting:  I asked for an extension on the 9/30 date and they said no.  My boss asked me to say out loud that he never gave be verbal permission (which was very disappointing) saying \u201cI know I never said it, you know I never said it so stop saying it\u201d   I did not cave though, which felt good.  They really seemed to be discouraging me from moving back, telling me I will be placed on a PIP on 9/30 once I get back. I asked if the pip is punishment for me moving and they said partially, and then mentioned things about me not responding to an email in a timely manner.  I asked if there would be severance if I refused to move back and they said no.  I do think I have something though:  They erroneously had me in the system as living in CO for two years. In the Policy document they are saying I violated, it says clearly that \u201cmanager needs to have employee location accurately updated at all times\u201d which means my boss was also in violation of this specific documents policies. I haven\u2019t brought this up yet because I don\u2019t know what I would be trying to achieve with it (at this point, just want to set myself up for fair severance and unemployment)  I email followed up asking if there was anyway I could appeal the 9/30 date to HR, stating 2 weeks is not reasonable, but they said no and 9/30 is firm.  Do I even have any leverage here? When they terminate me on 9/30, should I refuse to sign the agreement?  What can I do between now and then to properly position myself?  Thanks", "c_root_id_A": "iomzhgb", "c_root_id_B": "iolz50y", "created_at_utc_A": 1663313881, "created_at_utc_B": 1663292189, "score_A": 1, "score_B": -1, "human_ref_A": "Don\u2019t move back unless you want to for other reasons than this job, because they are saying without actually saying that they will fire you either way. You\u2019re not going to get severance. You stay, they fire you for having moved. You go back, they fire you for some made-up bs like not sending an email. Don\u2019t uproot your life again. Your time with this company is over soon, begin fresh in your new city.", "human_ref_B": "I feel like this is weird and convoluted enough that it might be worth the fee for an hour talking to an employment lawyer and maybe engaging them if they say you could have a case. If it helps you get a severance, could be worth it. Good luck.", "labels": 1, "seconds_difference": 21692.0, "score_ratio": -1.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "bnbnlt", "domain": "askhr_test", "upvote_ratio": 0.94, "history": "Not talking to women in the work place because of religious beliefs. Is this discrimination? [Ireland]    Hey everyone,  One of my colleagues is a radical christian nut job who personally went around to each one of our female colleagues and told them that if they have a question for him they should not go to his desk, but contact him via Skye. According to him it is inappropriate for men and women to talk at such a close distance; i.e. face to face. I'm a guy so he hasn\u2019t said anything to me, but I still find this whole situation to be completely\u00a0**outrageous**\u00a0in this day and age.   For example, if anyone were to say\u00a0\"I don't want any *\\[Insert one of these minorities here: Black, Gay, Disabled, Jewish, Muslim, Atheist, LGBT, Democrat, Republican, etc\\]* employees to come to my desk...\"\u00a0surely that would count as discrimination. But how is it not discrimination to say you don't want to speak to someone because of their gender?  For the record, I'm saying \u201cnot discrimination\u201d because after this fact our HR team told the women in my office to respect his wishes and simply \"Avoid him, and only write him via Skype or e-mail\". It would seem that they are siding with him. I tried to informally speak to HR about this and I was told \"We have to be tolerant of his beliefs\".   By the way, he is a sort of \"senior\" agent. Meaning he is the person who is tasked with training newcomers and going on visits to other companies who buy our products. Of course they gave him that position before he became \"born again\". But still... He hasn\u2019t been demoted our moved to another position or anything.   Can any HR agent or anyone with legal expertise please confirm whether this is indeed discrimination or not? (In Ireland or any other EU country)", "c_root_id_A": "en47za3", "c_root_id_B": "en46i89", "created_at_utc_A": 1557580739, "created_at_utc_B": 1557579660, "score_A": 21, "score_B": 12, "human_ref_A": "Yikes. I mean if he\u2019s doing it for half the employees then he should be told to do it to all employees...at least that\u2019s my personal opinion.", "human_ref_B": "Jesus Christ", "labels": 1, "seconds_difference": 1079.0, "score_ratio": 1.75, "metadata_A": "", "metadata_B": ""}
{"post_id": "bnbnlt", "domain": "askhr_test", "upvote_ratio": 0.94, "history": "Not talking to women in the work place because of religious beliefs. Is this discrimination? [Ireland]    Hey everyone,  One of my colleagues is a radical christian nut job who personally went around to each one of our female colleagues and told them that if they have a question for him they should not go to his desk, but contact him via Skye. According to him it is inappropriate for men and women to talk at such a close distance; i.e. face to face. I'm a guy so he hasn\u2019t said anything to me, but I still find this whole situation to be completely\u00a0**outrageous**\u00a0in this day and age.   For example, if anyone were to say\u00a0\"I don't want any *\\[Insert one of these minorities here: Black, Gay, Disabled, Jewish, Muslim, Atheist, LGBT, Democrat, Republican, etc\\]* employees to come to my desk...\"\u00a0surely that would count as discrimination. But how is it not discrimination to say you don't want to speak to someone because of their gender?  For the record, I'm saying \u201cnot discrimination\u201d because after this fact our HR team told the women in my office to respect his wishes and simply \"Avoid him, and only write him via Skype or e-mail\". It would seem that they are siding with him. I tried to informally speak to HR about this and I was told \"We have to be tolerant of his beliefs\".   By the way, he is a sort of \"senior\" agent. Meaning he is the person who is tasked with training newcomers and going on visits to other companies who buy our products. Of course they gave him that position before he became \"born again\". But still... He hasn\u2019t been demoted our moved to another position or anything.   Can any HR agent or anyone with legal expertise please confirm whether this is indeed discrimination or not? (In Ireland or any other EU country)", "c_root_id_A": "en4gr2a", "c_root_id_B": "en4cfpv", "created_at_utc_A": 1557586842, "created_at_utc_B": 1557584061, "score_A": 20, "score_B": 19, "human_ref_A": "This doesn\u2019t seem like a reasonable religious accommodation. I\u2019m not familiar with eu laws but in the US I would have told him his wishes can not be accommodated and he\u2019s expected to be courteous and professional in the workplace regardless of gender, religion, etc. and failure to do so could result in corrective action up to and including termination of employment.", "human_ref_B": "I am not familiar with Irelands laws, but from an outsiders POV, there are two things in play (1) a religious accommodation for him and (2)gender discrimination for the females that interact with him.  I'd suggest that the females document any time they are unable to communicate with him for business-related reasons.  Skype/video and email are common ways for remote employees to communicate. OP didn't state if they could phone him.  If they can make a business case that his religious accommodation is adversely impacting them, there might be a change. Otherwise it is the conflict of two protections.", "labels": 1, "seconds_difference": 2781.0, "score_ratio": 1.0526315789, "metadata_A": "", "metadata_B": ""}
{"post_id": "bnbnlt", "domain": "askhr_test", "upvote_ratio": 0.94, "history": "Not talking to women in the work place because of religious beliefs. Is this discrimination? [Ireland]    Hey everyone,  One of my colleagues is a radical christian nut job who personally went around to each one of our female colleagues and told them that if they have a question for him they should not go to his desk, but contact him via Skye. According to him it is inappropriate for men and women to talk at such a close distance; i.e. face to face. I'm a guy so he hasn\u2019t said anything to me, but I still find this whole situation to be completely\u00a0**outrageous**\u00a0in this day and age.   For example, if anyone were to say\u00a0\"I don't want any *\\[Insert one of these minorities here: Black, Gay, Disabled, Jewish, Muslim, Atheist, LGBT, Democrat, Republican, etc\\]* employees to come to my desk...\"\u00a0surely that would count as discrimination. But how is it not discrimination to say you don't want to speak to someone because of their gender?  For the record, I'm saying \u201cnot discrimination\u201d because after this fact our HR team told the women in my office to respect his wishes and simply \"Avoid him, and only write him via Skype or e-mail\". It would seem that they are siding with him. I tried to informally speak to HR about this and I was told \"We have to be tolerant of his beliefs\".   By the way, he is a sort of \"senior\" agent. Meaning he is the person who is tasked with training newcomers and going on visits to other companies who buy our products. Of course they gave him that position before he became \"born again\". But still... He hasn\u2019t been demoted our moved to another position or anything.   Can any HR agent or anyone with legal expertise please confirm whether this is indeed discrimination or not? (In Ireland or any other EU country)", "c_root_id_A": "en4cfpv", "c_root_id_B": "en46i89", "created_at_utc_A": 1557584061, "created_at_utc_B": 1557579660, "score_A": 19, "score_B": 12, "human_ref_A": "I am not familiar with Irelands laws, but from an outsiders POV, there are two things in play (1) a religious accommodation for him and (2)gender discrimination for the females that interact with him.  I'd suggest that the females document any time they are unable to communicate with him for business-related reasons.  Skype/video and email are common ways for remote employees to communicate. OP didn't state if they could phone him.  If they can make a business case that his religious accommodation is adversely impacting them, there might be a change. Otherwise it is the conflict of two protections.", "human_ref_B": "Jesus Christ", "labels": 1, "seconds_difference": 4401.0, "score_ratio": 1.5833333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "bnbnlt", "domain": "askhr_test", "upvote_ratio": 0.94, "history": "Not talking to women in the work place because of religious beliefs. Is this discrimination? [Ireland]    Hey everyone,  One of my colleagues is a radical christian nut job who personally went around to each one of our female colleagues and told them that if they have a question for him they should not go to his desk, but contact him via Skye. According to him it is inappropriate for men and women to talk at such a close distance; i.e. face to face. I'm a guy so he hasn\u2019t said anything to me, but I still find this whole situation to be completely\u00a0**outrageous**\u00a0in this day and age.   For example, if anyone were to say\u00a0\"I don't want any *\\[Insert one of these minorities here: Black, Gay, Disabled, Jewish, Muslim, Atheist, LGBT, Democrat, Republican, etc\\]* employees to come to my desk...\"\u00a0surely that would count as discrimination. But how is it not discrimination to say you don't want to speak to someone because of their gender?  For the record, I'm saying \u201cnot discrimination\u201d because after this fact our HR team told the women in my office to respect his wishes and simply \"Avoid him, and only write him via Skype or e-mail\". It would seem that they are siding with him. I tried to informally speak to HR about this and I was told \"We have to be tolerant of his beliefs\".   By the way, he is a sort of \"senior\" agent. Meaning he is the person who is tasked with training newcomers and going on visits to other companies who buy our products. Of course they gave him that position before he became \"born again\". But still... He hasn\u2019t been demoted our moved to another position or anything.   Can any HR agent or anyone with legal expertise please confirm whether this is indeed discrimination or not? (In Ireland or any other EU country)", "c_root_id_A": "en4cfpv", "c_root_id_B": "en48iur", "created_at_utc_A": 1557584061, "created_at_utc_B": 1557581166, "score_A": 19, "score_B": 13, "human_ref_A": "I am not familiar with Irelands laws, but from an outsiders POV, there are two things in play (1) a religious accommodation for him and (2)gender discrimination for the females that interact with him.  I'd suggest that the females document any time they are unable to communicate with him for business-related reasons.  Skype/video and email are common ways for remote employees to communicate. OP didn't state if they could phone him.  If they can make a business case that his religious accommodation is adversely impacting them, there might be a change. Otherwise it is the conflict of two protections.", "human_ref_B": "Yikes...dude needs to find a job where A) he\u2019s only interacting with men, or B) he\u2019s not interacting with anyone regularly. As far as I\u2019m concerned, if you can\u2019t accept that women are in the workplace and can\u2019t bring yourself to treat them like you would any other man you work with, you\u2019re the one who should suffer/be out a job for it - not them.   EU law isn\u2019t my background, so I can\u2019t comment on that, but I\u2019m wondering if HR is responding the way they are because they think a religious discrimination lawsuit would be worse for them than what\u2019s actually going on.", "labels": 1, "seconds_difference": 2895.0, "score_ratio": 1.4615384615, "metadata_A": "", "metadata_B": ""}
{"post_id": "bnbnlt", "domain": "askhr_test", "upvote_ratio": 0.94, "history": "Not talking to women in the work place because of religious beliefs. Is this discrimination? [Ireland]    Hey everyone,  One of my colleagues is a radical christian nut job who personally went around to each one of our female colleagues and told them that if they have a question for him they should not go to his desk, but contact him via Skye. According to him it is inappropriate for men and women to talk at such a close distance; i.e. face to face. I'm a guy so he hasn\u2019t said anything to me, but I still find this whole situation to be completely\u00a0**outrageous**\u00a0in this day and age.   For example, if anyone were to say\u00a0\"I don't want any *\\[Insert one of these minorities here: Black, Gay, Disabled, Jewish, Muslim, Atheist, LGBT, Democrat, Republican, etc\\]* employees to come to my desk...\"\u00a0surely that would count as discrimination. But how is it not discrimination to say you don't want to speak to someone because of their gender?  For the record, I'm saying \u201cnot discrimination\u201d because after this fact our HR team told the women in my office to respect his wishes and simply \"Avoid him, and only write him via Skype or e-mail\". It would seem that they are siding with him. I tried to informally speak to HR about this and I was told \"We have to be tolerant of his beliefs\".   By the way, he is a sort of \"senior\" agent. Meaning he is the person who is tasked with training newcomers and going on visits to other companies who buy our products. Of course they gave him that position before he became \"born again\". But still... He hasn\u2019t been demoted our moved to another position or anything.   Can any HR agent or anyone with legal expertise please confirm whether this is indeed discrimination or not? (In Ireland or any other EU country)", "c_root_id_A": "en46i89", "c_root_id_B": "en4gr2a", "created_at_utc_A": 1557579660, "created_at_utc_B": 1557586842, "score_A": 12, "score_B": 20, "human_ref_A": "Jesus Christ", "human_ref_B": "This doesn\u2019t seem like a reasonable religious accommodation. I\u2019m not familiar with eu laws but in the US I would have told him his wishes can not be accommodated and he\u2019s expected to be courteous and professional in the workplace regardless of gender, religion, etc. and failure to do so could result in corrective action up to and including termination of employment.", "labels": 0, "seconds_difference": 7182.0, "score_ratio": 1.6666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "bnbnlt", "domain": "askhr_test", "upvote_ratio": 0.94, "history": "Not talking to women in the work place because of religious beliefs. Is this discrimination? [Ireland]    Hey everyone,  One of my colleagues is a radical christian nut job who personally went around to each one of our female colleagues and told them that if they have a question for him they should not go to his desk, but contact him via Skye. According to him it is inappropriate for men and women to talk at such a close distance; i.e. face to face. I'm a guy so he hasn\u2019t said anything to me, but I still find this whole situation to be completely\u00a0**outrageous**\u00a0in this day and age.   For example, if anyone were to say\u00a0\"I don't want any *\\[Insert one of these minorities here: Black, Gay, Disabled, Jewish, Muslim, Atheist, LGBT, Democrat, Republican, etc\\]* employees to come to my desk...\"\u00a0surely that would count as discrimination. But how is it not discrimination to say you don't want to speak to someone because of their gender?  For the record, I'm saying \u201cnot discrimination\u201d because after this fact our HR team told the women in my office to respect his wishes and simply \"Avoid him, and only write him via Skype or e-mail\". It would seem that they are siding with him. I tried to informally speak to HR about this and I was told \"We have to be tolerant of his beliefs\".   By the way, he is a sort of \"senior\" agent. Meaning he is the person who is tasked with training newcomers and going on visits to other companies who buy our products. Of course they gave him that position before he became \"born again\". But still... He hasn\u2019t been demoted our moved to another position or anything.   Can any HR agent or anyone with legal expertise please confirm whether this is indeed discrimination or not? (In Ireland or any other EU country)", "c_root_id_A": "en4gr2a", "c_root_id_B": "en48iur", "created_at_utc_A": 1557586842, "created_at_utc_B": 1557581166, "score_A": 20, "score_B": 13, "human_ref_A": "This doesn\u2019t seem like a reasonable religious accommodation. I\u2019m not familiar with eu laws but in the US I would have told him his wishes can not be accommodated and he\u2019s expected to be courteous and professional in the workplace regardless of gender, religion, etc. and failure to do so could result in corrective action up to and including termination of employment.", "human_ref_B": "Yikes...dude needs to find a job where A) he\u2019s only interacting with men, or B) he\u2019s not interacting with anyone regularly. As far as I\u2019m concerned, if you can\u2019t accept that women are in the workplace and can\u2019t bring yourself to treat them like you would any other man you work with, you\u2019re the one who should suffer/be out a job for it - not them.   EU law isn\u2019t my background, so I can\u2019t comment on that, but I\u2019m wondering if HR is responding the way they are because they think a religious discrimination lawsuit would be worse for them than what\u2019s actually going on.", "labels": 1, "seconds_difference": 5676.0, "score_ratio": 1.5384615385, "metadata_A": "", "metadata_B": ""}
{"post_id": "bnbnlt", "domain": "askhr_test", "upvote_ratio": 0.94, "history": "Not talking to women in the work place because of religious beliefs. Is this discrimination? [Ireland]    Hey everyone,  One of my colleagues is a radical christian nut job who personally went around to each one of our female colleagues and told them that if they have a question for him they should not go to his desk, but contact him via Skye. According to him it is inappropriate for men and women to talk at such a close distance; i.e. face to face. I'm a guy so he hasn\u2019t said anything to me, but I still find this whole situation to be completely\u00a0**outrageous**\u00a0in this day and age.   For example, if anyone were to say\u00a0\"I don't want any *\\[Insert one of these minorities here: Black, Gay, Disabled, Jewish, Muslim, Atheist, LGBT, Democrat, Republican, etc\\]* employees to come to my desk...\"\u00a0surely that would count as discrimination. But how is it not discrimination to say you don't want to speak to someone because of their gender?  For the record, I'm saying \u201cnot discrimination\u201d because after this fact our HR team told the women in my office to respect his wishes and simply \"Avoid him, and only write him via Skype or e-mail\". It would seem that they are siding with him. I tried to informally speak to HR about this and I was told \"We have to be tolerant of his beliefs\".   By the way, he is a sort of \"senior\" agent. Meaning he is the person who is tasked with training newcomers and going on visits to other companies who buy our products. Of course they gave him that position before he became \"born again\". But still... He hasn\u2019t been demoted our moved to another position or anything.   Can any HR agent or anyone with legal expertise please confirm whether this is indeed discrimination or not? (In Ireland or any other EU country)", "c_root_id_A": "en4fybq", "c_root_id_B": "en4gr2a", "created_at_utc_A": 1557586285, "created_at_utc_B": 1557586842, "score_A": 11, "score_B": 20, "human_ref_A": "How can he train newcomers and make sales visits if the contact is female? The company may need to find a job for him in a different capacity in order to honor his beliefs .  I don\u2019t see him being able to do his job if he has such restrictions.", "human_ref_B": "This doesn\u2019t seem like a reasonable religious accommodation. I\u2019m not familiar with eu laws but in the US I would have told him his wishes can not be accommodated and he\u2019s expected to be courteous and professional in the workplace regardless of gender, religion, etc. and failure to do so could result in corrective action up to and including termination of employment.", "labels": 0, "seconds_difference": 557.0, "score_ratio": 1.8181818182, "metadata_A": "", "metadata_B": ""}
{"post_id": "bnbnlt", "domain": "askhr_test", "upvote_ratio": 0.94, "history": "Not talking to women in the work place because of religious beliefs. Is this discrimination? [Ireland]    Hey everyone,  One of my colleagues is a radical christian nut job who personally went around to each one of our female colleagues and told them that if they have a question for him they should not go to his desk, but contact him via Skye. According to him it is inappropriate for men and women to talk at such a close distance; i.e. face to face. I'm a guy so he hasn\u2019t said anything to me, but I still find this whole situation to be completely\u00a0**outrageous**\u00a0in this day and age.   For example, if anyone were to say\u00a0\"I don't want any *\\[Insert one of these minorities here: Black, Gay, Disabled, Jewish, Muslim, Atheist, LGBT, Democrat, Republican, etc\\]* employees to come to my desk...\"\u00a0surely that would count as discrimination. But how is it not discrimination to say you don't want to speak to someone because of their gender?  For the record, I'm saying \u201cnot discrimination\u201d because after this fact our HR team told the women in my office to respect his wishes and simply \"Avoid him, and only write him via Skype or e-mail\". It would seem that they are siding with him. I tried to informally speak to HR about this and I was told \"We have to be tolerant of his beliefs\".   By the way, he is a sort of \"senior\" agent. Meaning he is the person who is tasked with training newcomers and going on visits to other companies who buy our products. Of course they gave him that position before he became \"born again\". But still... He hasn\u2019t been demoted our moved to another position or anything.   Can any HR agent or anyone with legal expertise please confirm whether this is indeed discrimination or not? (In Ireland or any other EU country)", "c_root_id_A": "en4fnlo", "c_root_id_B": "en4gr2a", "created_at_utc_A": 1557586089, "created_at_utc_B": 1557586842, "score_A": 1, "score_B": 20, "human_ref_A": "Post this on Legal eu", "human_ref_B": "This doesn\u2019t seem like a reasonable religious accommodation. I\u2019m not familiar with eu laws but in the US I would have told him his wishes can not be accommodated and he\u2019s expected to be courteous and professional in the workplace regardless of gender, religion, etc. and failure to do so could result in corrective action up to and including termination of employment.", "labels": 0, "seconds_difference": 753.0, "score_ratio": 20.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "bnbnlt", "domain": "askhr_test", "upvote_ratio": 0.94, "history": "Not talking to women in the work place because of religious beliefs. Is this discrimination? [Ireland]    Hey everyone,  One of my colleagues is a radical christian nut job who personally went around to each one of our female colleagues and told them that if they have a question for him they should not go to his desk, but contact him via Skye. According to him it is inappropriate for men and women to talk at such a close distance; i.e. face to face. I'm a guy so he hasn\u2019t said anything to me, but I still find this whole situation to be completely\u00a0**outrageous**\u00a0in this day and age.   For example, if anyone were to say\u00a0\"I don't want any *\\[Insert one of these minorities here: Black, Gay, Disabled, Jewish, Muslim, Atheist, LGBT, Democrat, Republican, etc\\]* employees to come to my desk...\"\u00a0surely that would count as discrimination. But how is it not discrimination to say you don't want to speak to someone because of their gender?  For the record, I'm saying \u201cnot discrimination\u201d because after this fact our HR team told the women in my office to respect his wishes and simply \"Avoid him, and only write him via Skype or e-mail\". It would seem that they are siding with him. I tried to informally speak to HR about this and I was told \"We have to be tolerant of his beliefs\".   By the way, he is a sort of \"senior\" agent. Meaning he is the person who is tasked with training newcomers and going on visits to other companies who buy our products. Of course they gave him that position before he became \"born again\". But still... He hasn\u2019t been demoted our moved to another position or anything.   Can any HR agent or anyone with legal expertise please confirm whether this is indeed discrimination or not? (In Ireland or any other EU country)", "c_root_id_A": "en4gny2", "c_root_id_B": "en4gr2a", "created_at_utc_A": 1557586781, "created_at_utc_B": 1557586842, "score_A": -1, "score_B": 20, "human_ref_A": "One more thing , in the US at least an employer can ask for documentation that it is in fact one of tenants of his religious beliefs . I don\u2019t know if any Christian religion that forbids face to face contact with women.   Again it\u2019s Ireland so things might be different but this borders on Bizarre.", "human_ref_B": "This doesn\u2019t seem like a reasonable religious accommodation. I\u2019m not familiar with eu laws but in the US I would have told him his wishes can not be accommodated and he\u2019s expected to be courteous and professional in the workplace regardless of gender, religion, etc. and failure to do so could result in corrective action up to and including termination of employment.", "labels": 0, "seconds_difference": 61.0, "score_ratio": -20.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "bnbnlt", "domain": "askhr_test", "upvote_ratio": 0.94, "history": "Not talking to women in the work place because of religious beliefs. Is this discrimination? [Ireland]    Hey everyone,  One of my colleagues is a radical christian nut job who personally went around to each one of our female colleagues and told them that if they have a question for him they should not go to his desk, but contact him via Skye. According to him it is inappropriate for men and women to talk at such a close distance; i.e. face to face. I'm a guy so he hasn\u2019t said anything to me, but I still find this whole situation to be completely\u00a0**outrageous**\u00a0in this day and age.   For example, if anyone were to say\u00a0\"I don't want any *\\[Insert one of these minorities here: Black, Gay, Disabled, Jewish, Muslim, Atheist, LGBT, Democrat, Republican, etc\\]* employees to come to my desk...\"\u00a0surely that would count as discrimination. But how is it not discrimination to say you don't want to speak to someone because of their gender?  For the record, I'm saying \u201cnot discrimination\u201d because after this fact our HR team told the women in my office to respect his wishes and simply \"Avoid him, and only write him via Skype or e-mail\". It would seem that they are siding with him. I tried to informally speak to HR about this and I was told \"We have to be tolerant of his beliefs\".   By the way, he is a sort of \"senior\" agent. Meaning he is the person who is tasked with training newcomers and going on visits to other companies who buy our products. Of course they gave him that position before he became \"born again\". But still... He hasn\u2019t been demoted our moved to another position or anything.   Can any HR agent or anyone with legal expertise please confirm whether this is indeed discrimination or not? (In Ireland or any other EU country)", "c_root_id_A": "en48iur", "c_root_id_B": "en46i89", "created_at_utc_A": 1557581166, "created_at_utc_B": 1557579660, "score_A": 13, "score_B": 12, "human_ref_A": "Yikes...dude needs to find a job where A) he\u2019s only interacting with men, or B) he\u2019s not interacting with anyone regularly. As far as I\u2019m concerned, if you can\u2019t accept that women are in the workplace and can\u2019t bring yourself to treat them like you would any other man you work with, you\u2019re the one who should suffer/be out a job for it - not them.   EU law isn\u2019t my background, so I can\u2019t comment on that, but I\u2019m wondering if HR is responding the way they are because they think a religious discrimination lawsuit would be worse for them than what\u2019s actually going on.", "human_ref_B": "Jesus Christ", "labels": 1, "seconds_difference": 1506.0, "score_ratio": 1.0833333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "bnbnlt", "domain": "askhr_test", "upvote_ratio": 0.94, "history": "Not talking to women in the work place because of religious beliefs. Is this discrimination? [Ireland]    Hey everyone,  One of my colleagues is a radical christian nut job who personally went around to each one of our female colleagues and told them that if they have a question for him they should not go to his desk, but contact him via Skye. According to him it is inappropriate for men and women to talk at such a close distance; i.e. face to face. I'm a guy so he hasn\u2019t said anything to me, but I still find this whole situation to be completely\u00a0**outrageous**\u00a0in this day and age.   For example, if anyone were to say\u00a0\"I don't want any *\\[Insert one of these minorities here: Black, Gay, Disabled, Jewish, Muslim, Atheist, LGBT, Democrat, Republican, etc\\]* employees to come to my desk...\"\u00a0surely that would count as discrimination. But how is it not discrimination to say you don't want to speak to someone because of their gender?  For the record, I'm saying \u201cnot discrimination\u201d because after this fact our HR team told the women in my office to respect his wishes and simply \"Avoid him, and only write him via Skype or e-mail\". It would seem that they are siding with him. I tried to informally speak to HR about this and I was told \"We have to be tolerant of his beliefs\".   By the way, he is a sort of \"senior\" agent. Meaning he is the person who is tasked with training newcomers and going on visits to other companies who buy our products. Of course they gave him that position before he became \"born again\". But still... He hasn\u2019t been demoted our moved to another position or anything.   Can any HR agent or anyone with legal expertise please confirm whether this is indeed discrimination or not? (In Ireland or any other EU country)", "c_root_id_A": "en4fnlo", "c_root_id_B": "en4fybq", "created_at_utc_A": 1557586089, "created_at_utc_B": 1557586285, "score_A": 1, "score_B": 11, "human_ref_A": "Post this on Legal eu", "human_ref_B": "How can he train newcomers and make sales visits if the contact is female? The company may need to find a job for him in a different capacity in order to honor his beliefs .  I don\u2019t see him being able to do his job if he has such restrictions.", "labels": 0, "seconds_difference": 196.0, "score_ratio": 11.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "bnbnlt", "domain": "askhr_test", "upvote_ratio": 0.94, "history": "Not talking to women in the work place because of religious beliefs. Is this discrimination? [Ireland]    Hey everyone,  One of my colleagues is a radical christian nut job who personally went around to each one of our female colleagues and told them that if they have a question for him they should not go to his desk, but contact him via Skye. According to him it is inappropriate for men and women to talk at such a close distance; i.e. face to face. I'm a guy so he hasn\u2019t said anything to me, but I still find this whole situation to be completely\u00a0**outrageous**\u00a0in this day and age.   For example, if anyone were to say\u00a0\"I don't want any *\\[Insert one of these minorities here: Black, Gay, Disabled, Jewish, Muslim, Atheist, LGBT, Democrat, Republican, etc\\]* employees to come to my desk...\"\u00a0surely that would count as discrimination. But how is it not discrimination to say you don't want to speak to someone because of their gender?  For the record, I'm saying \u201cnot discrimination\u201d because after this fact our HR team told the women in my office to respect his wishes and simply \"Avoid him, and only write him via Skype or e-mail\". It would seem that they are siding with him. I tried to informally speak to HR about this and I was told \"We have to be tolerant of his beliefs\".   By the way, he is a sort of \"senior\" agent. Meaning he is the person who is tasked with training newcomers and going on visits to other companies who buy our products. Of course they gave him that position before he became \"born again\". But still... He hasn\u2019t been demoted our moved to another position or anything.   Can any HR agent or anyone with legal expertise please confirm whether this is indeed discrimination or not? (In Ireland or any other EU country)", "c_root_id_A": "en4ip6l", "c_root_id_B": "en4fnlo", "created_at_utc_A": 1557588178, "created_at_utc_B": 1557586089, "score_A": 7, "score_B": 1, "human_ref_A": "Honestly as others have suggested the best course of action here is to have everyone contact this particular employee via skype, etc. Allowing men to continue to talk to him face to face allows for women to claim adverse impact on their career because of their gender.      At the same time, I would argue if I was the company that this is an \"unreasonable accommodation\" as one employee being unwilling to directly engage with half our workforce except in communication methods that are known for being slow, glitchy, etc would, most likely, negatively impact the business. Especially know his role requires meeting with clients - what happens if a client/customer is female? Can he sell to them?      Note: This is all written from a context of US labor law. Ireland/EU could be different, I am not familiar. Sorry if this isn't helpful.", "human_ref_B": "Post this on Legal eu", "labels": 1, "seconds_difference": 2089.0, "score_ratio": 7.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "bnbnlt", "domain": "askhr_test", "upvote_ratio": 0.94, "history": "Not talking to women in the work place because of religious beliefs. Is this discrimination? [Ireland]    Hey everyone,  One of my colleagues is a radical christian nut job who personally went around to each one of our female colleagues and told them that if they have a question for him they should not go to his desk, but contact him via Skye. According to him it is inappropriate for men and women to talk at such a close distance; i.e. face to face. I'm a guy so he hasn\u2019t said anything to me, but I still find this whole situation to be completely\u00a0**outrageous**\u00a0in this day and age.   For example, if anyone were to say\u00a0\"I don't want any *\\[Insert one of these minorities here: Black, Gay, Disabled, Jewish, Muslim, Atheist, LGBT, Democrat, Republican, etc\\]* employees to come to my desk...\"\u00a0surely that would count as discrimination. But how is it not discrimination to say you don't want to speak to someone because of their gender?  For the record, I'm saying \u201cnot discrimination\u201d because after this fact our HR team told the women in my office to respect his wishes and simply \"Avoid him, and only write him via Skype or e-mail\". It would seem that they are siding with him. I tried to informally speak to HR about this and I was told \"We have to be tolerant of his beliefs\".   By the way, he is a sort of \"senior\" agent. Meaning he is the person who is tasked with training newcomers and going on visits to other companies who buy our products. Of course they gave him that position before he became \"born again\". But still... He hasn\u2019t been demoted our moved to another position or anything.   Can any HR agent or anyone with legal expertise please confirm whether this is indeed discrimination or not? (In Ireland or any other EU country)", "c_root_id_A": "en4ip6l", "c_root_id_B": "en4gny2", "created_at_utc_A": 1557588178, "created_at_utc_B": 1557586781, "score_A": 7, "score_B": -1, "human_ref_A": "Honestly as others have suggested the best course of action here is to have everyone contact this particular employee via skype, etc. Allowing men to continue to talk to him face to face allows for women to claim adverse impact on their career because of their gender.      At the same time, I would argue if I was the company that this is an \"unreasonable accommodation\" as one employee being unwilling to directly engage with half our workforce except in communication methods that are known for being slow, glitchy, etc would, most likely, negatively impact the business. Especially know his role requires meeting with clients - what happens if a client/customer is female? Can he sell to them?      Note: This is all written from a context of US labor law. Ireland/EU could be different, I am not familiar. Sorry if this isn't helpful.", "human_ref_B": "One more thing , in the US at least an employer can ask for documentation that it is in fact one of tenants of his religious beliefs . I don\u2019t know if any Christian religion that forbids face to face contact with women.   Again it\u2019s Ireland so things might be different but this borders on Bizarre.", "labels": 1, "seconds_difference": 1397.0, "score_ratio": -7.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "bnbnlt", "domain": "askhr_test", "upvote_ratio": 0.94, "history": "Not talking to women in the work place because of religious beliefs. Is this discrimination? [Ireland]    Hey everyone,  One of my colleagues is a radical christian nut job who personally went around to each one of our female colleagues and told them that if they have a question for him they should not go to his desk, but contact him via Skye. According to him it is inappropriate for men and women to talk at such a close distance; i.e. face to face. I'm a guy so he hasn\u2019t said anything to me, but I still find this whole situation to be completely\u00a0**outrageous**\u00a0in this day and age.   For example, if anyone were to say\u00a0\"I don't want any *\\[Insert one of these minorities here: Black, Gay, Disabled, Jewish, Muslim, Atheist, LGBT, Democrat, Republican, etc\\]* employees to come to my desk...\"\u00a0surely that would count as discrimination. But how is it not discrimination to say you don't want to speak to someone because of their gender?  For the record, I'm saying \u201cnot discrimination\u201d because after this fact our HR team told the women in my office to respect his wishes and simply \"Avoid him, and only write him via Skype or e-mail\". It would seem that they are siding with him. I tried to informally speak to HR about this and I was told \"We have to be tolerant of his beliefs\".   By the way, he is a sort of \"senior\" agent. Meaning he is the person who is tasked with training newcomers and going on visits to other companies who buy our products. Of course they gave him that position before he became \"born again\". But still... He hasn\u2019t been demoted our moved to another position or anything.   Can any HR agent or anyone with legal expertise please confirm whether this is indeed discrimination or not? (In Ireland or any other EU country)", "c_root_id_A": "en4fnlo", "c_root_id_B": "en4sal4", "created_at_utc_A": 1557586089, "created_at_utc_B": 1557594469, "score_A": 1, "score_B": 2, "human_ref_A": "Post this on Legal eu", "human_ref_B": "You don't know that your company hasn't already but for me I would have went to my legal team (and if I didn't have one paid the $500-1000) to have this reviewed by an attorney for advice.  You don't know that they are not in the process of moving him away from the role or just away from sales and training but have you asked what the plan is when they get a female new hire or sales rep?  That is a legitimate concern. They may have already thought this through and have contingencies, they may not.   They may have already worked through and ensured they are in compliance with local law already.  This is a very US specific sub. You would be best off to go to a EU legal specific sub.", "labels": 0, "seconds_difference": 8380.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "bnbnlt", "domain": "askhr_test", "upvote_ratio": 0.94, "history": "Not talking to women in the work place because of religious beliefs. Is this discrimination? [Ireland]    Hey everyone,  One of my colleagues is a radical christian nut job who personally went around to each one of our female colleagues and told them that if they have a question for him they should not go to his desk, but contact him via Skye. According to him it is inappropriate for men and women to talk at such a close distance; i.e. face to face. I'm a guy so he hasn\u2019t said anything to me, but I still find this whole situation to be completely\u00a0**outrageous**\u00a0in this day and age.   For example, if anyone were to say\u00a0\"I don't want any *\\[Insert one of these minorities here: Black, Gay, Disabled, Jewish, Muslim, Atheist, LGBT, Democrat, Republican, etc\\]* employees to come to my desk...\"\u00a0surely that would count as discrimination. But how is it not discrimination to say you don't want to speak to someone because of their gender?  For the record, I'm saying \u201cnot discrimination\u201d because after this fact our HR team told the women in my office to respect his wishes and simply \"Avoid him, and only write him via Skype or e-mail\". It would seem that they are siding with him. I tried to informally speak to HR about this and I was told \"We have to be tolerant of his beliefs\".   By the way, he is a sort of \"senior\" agent. Meaning he is the person who is tasked with training newcomers and going on visits to other companies who buy our products. Of course they gave him that position before he became \"born again\". But still... He hasn\u2019t been demoted our moved to another position or anything.   Can any HR agent or anyone with legal expertise please confirm whether this is indeed discrimination or not? (In Ireland or any other EU country)", "c_root_id_A": "en4gny2", "c_root_id_B": "en4sal4", "created_at_utc_A": 1557586781, "created_at_utc_B": 1557594469, "score_A": -1, "score_B": 2, "human_ref_A": "One more thing , in the US at least an employer can ask for documentation that it is in fact one of tenants of his religious beliefs . I don\u2019t know if any Christian religion that forbids face to face contact with women.   Again it\u2019s Ireland so things might be different but this borders on Bizarre.", "human_ref_B": "You don't know that your company hasn't already but for me I would have went to my legal team (and if I didn't have one paid the $500-1000) to have this reviewed by an attorney for advice.  You don't know that they are not in the process of moving him away from the role or just away from sales and training but have you asked what the plan is when they get a female new hire or sales rep?  That is a legitimate concern. They may have already thought this through and have contingencies, they may not.   They may have already worked through and ensured they are in compliance with local law already.  This is a very US specific sub. You would be best off to go to a EU legal specific sub.", "labels": 0, "seconds_difference": 7688.0, "score_ratio": -2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "bnbnlt", "domain": "askhr_test", "upvote_ratio": 0.94, "history": "Not talking to women in the work place because of religious beliefs. Is this discrimination? [Ireland]    Hey everyone,  One of my colleagues is a radical christian nut job who personally went around to each one of our female colleagues and told them that if they have a question for him they should not go to his desk, but contact him via Skye. According to him it is inappropriate for men and women to talk at such a close distance; i.e. face to face. I'm a guy so he hasn\u2019t said anything to me, but I still find this whole situation to be completely\u00a0**outrageous**\u00a0in this day and age.   For example, if anyone were to say\u00a0\"I don't want any *\\[Insert one of these minorities here: Black, Gay, Disabled, Jewish, Muslim, Atheist, LGBT, Democrat, Republican, etc\\]* employees to come to my desk...\"\u00a0surely that would count as discrimination. But how is it not discrimination to say you don't want to speak to someone because of their gender?  For the record, I'm saying \u201cnot discrimination\u201d because after this fact our HR team told the women in my office to respect his wishes and simply \"Avoid him, and only write him via Skype or e-mail\". It would seem that they are siding with him. I tried to informally speak to HR about this and I was told \"We have to be tolerant of his beliefs\".   By the way, he is a sort of \"senior\" agent. Meaning he is the person who is tasked with training newcomers and going on visits to other companies who buy our products. Of course they gave him that position before he became \"born again\". But still... He hasn\u2019t been demoted our moved to another position or anything.   Can any HR agent or anyone with legal expertise please confirm whether this is indeed discrimination or not? (In Ireland or any other EU country)", "c_root_id_A": "en4fnlo", "c_root_id_B": "en522x0", "created_at_utc_A": 1557586089, "created_at_utc_B": 1557600151, "score_A": 1, "score_B": 2, "human_ref_A": "Post this on Legal eu", "human_ref_B": "Seems like more than what should be considered reasonable accommodation but idk how Ireland's laws differ from US. In the States this wouldn't fly", "labels": 0, "seconds_difference": 14062.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "bnbnlt", "domain": "askhr_test", "upvote_ratio": 0.94, "history": "Not talking to women in the work place because of religious beliefs. Is this discrimination? [Ireland]    Hey everyone,  One of my colleagues is a radical christian nut job who personally went around to each one of our female colleagues and told them that if they have a question for him they should not go to his desk, but contact him via Skye. According to him it is inappropriate for men and women to talk at such a close distance; i.e. face to face. I'm a guy so he hasn\u2019t said anything to me, but I still find this whole situation to be completely\u00a0**outrageous**\u00a0in this day and age.   For example, if anyone were to say\u00a0\"I don't want any *\\[Insert one of these minorities here: Black, Gay, Disabled, Jewish, Muslim, Atheist, LGBT, Democrat, Republican, etc\\]* employees to come to my desk...\"\u00a0surely that would count as discrimination. But how is it not discrimination to say you don't want to speak to someone because of their gender?  For the record, I'm saying \u201cnot discrimination\u201d because after this fact our HR team told the women in my office to respect his wishes and simply \"Avoid him, and only write him via Skype or e-mail\". It would seem that they are siding with him. I tried to informally speak to HR about this and I was told \"We have to be tolerant of his beliefs\".   By the way, he is a sort of \"senior\" agent. Meaning he is the person who is tasked with training newcomers and going on visits to other companies who buy our products. Of course they gave him that position before he became \"born again\". But still... He hasn\u2019t been demoted our moved to another position or anything.   Can any HR agent or anyone with legal expertise please confirm whether this is indeed discrimination or not? (In Ireland or any other EU country)", "c_root_id_A": "en4gny2", "c_root_id_B": "en522x0", "created_at_utc_A": 1557586781, "created_at_utc_B": 1557600151, "score_A": -1, "score_B": 2, "human_ref_A": "One more thing , in the US at least an employer can ask for documentation that it is in fact one of tenants of his religious beliefs . I don\u2019t know if any Christian religion that forbids face to face contact with women.   Again it\u2019s Ireland so things might be different but this borders on Bizarre.", "human_ref_B": "Seems like more than what should be considered reasonable accommodation but idk how Ireland's laws differ from US. In the States this wouldn't fly", "labels": 0, "seconds_difference": 13370.0, "score_ratio": -2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "bnbnlt", "domain": "askhr_test", "upvote_ratio": 0.94, "history": "Not talking to women in the work place because of religious beliefs. Is this discrimination? [Ireland]    Hey everyone,  One of my colleagues is a radical christian nut job who personally went around to each one of our female colleagues and told them that if they have a question for him they should not go to his desk, but contact him via Skye. According to him it is inappropriate for men and women to talk at such a close distance; i.e. face to face. I'm a guy so he hasn\u2019t said anything to me, but I still find this whole situation to be completely\u00a0**outrageous**\u00a0in this day and age.   For example, if anyone were to say\u00a0\"I don't want any *\\[Insert one of these minorities here: Black, Gay, Disabled, Jewish, Muslim, Atheist, LGBT, Democrat, Republican, etc\\]* employees to come to my desk...\"\u00a0surely that would count as discrimination. But how is it not discrimination to say you don't want to speak to someone because of their gender?  For the record, I'm saying \u201cnot discrimination\u201d because after this fact our HR team told the women in my office to respect his wishes and simply \"Avoid him, and only write him via Skype or e-mail\". It would seem that they are siding with him. I tried to informally speak to HR about this and I was told \"We have to be tolerant of his beliefs\".   By the way, he is a sort of \"senior\" agent. Meaning he is the person who is tasked with training newcomers and going on visits to other companies who buy our products. Of course they gave him that position before he became \"born again\". But still... He hasn\u2019t been demoted our moved to another position or anything.   Can any HR agent or anyone with legal expertise please confirm whether this is indeed discrimination or not? (In Ireland or any other EU country)", "c_root_id_A": "en4gny2", "c_root_id_B": "en5se59", "created_at_utc_A": 1557586781, "created_at_utc_B": 1557614611, "score_A": -1, "score_B": 1, "human_ref_A": "One more thing , in the US at least an employer can ask for documentation that it is in fact one of tenants of his religious beliefs . I don\u2019t know if any Christian religion that forbids face to face contact with women.   Again it\u2019s Ireland so things might be different but this borders on Bizarre.", "human_ref_B": "In Canada, undue hardship against an accommodation can be in the accommodation violates the rights of other persons.  It is called gender discrimination and is forbidden by the Canadian Human Rights Act.  Lots of things need to be considered.  Is the belief \"sincere\"?  Did the employee inform or discuss with the employer when he first felt this religious calling?  How does his new faith authorities deal with this?  Should he as a religious observance not also move to different employ?   For another take of an employee not shaking hands with the opposite gender, see https://www.hrlawmatters.com/2017/05/handling-employee-wont-shake-hands-religious-reasons/    Here is an interesting aside about orthodox Jewish men requesting accommodation of not sitting next to women. https://www.insider.com/el-al-moving-women-orthodox-jewish-2018-6", "labels": 0, "seconds_difference": 27830.0, "score_ratio": -1.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "bnbnlt", "domain": "askhr_test", "upvote_ratio": 0.94, "history": "Not talking to women in the work place because of religious beliefs. Is this discrimination? [Ireland]    Hey everyone,  One of my colleagues is a radical christian nut job who personally went around to each one of our female colleagues and told them that if they have a question for him they should not go to his desk, but contact him via Skye. According to him it is inappropriate for men and women to talk at such a close distance; i.e. face to face. I'm a guy so he hasn\u2019t said anything to me, but I still find this whole situation to be completely\u00a0**outrageous**\u00a0in this day and age.   For example, if anyone were to say\u00a0\"I don't want any *\\[Insert one of these minorities here: Black, Gay, Disabled, Jewish, Muslim, Atheist, LGBT, Democrat, Republican, etc\\]* employees to come to my desk...\"\u00a0surely that would count as discrimination. But how is it not discrimination to say you don't want to speak to someone because of their gender?  For the record, I'm saying \u201cnot discrimination\u201d because after this fact our HR team told the women in my office to respect his wishes and simply \"Avoid him, and only write him via Skype or e-mail\". It would seem that they are siding with him. I tried to informally speak to HR about this and I was told \"We have to be tolerant of his beliefs\".   By the way, he is a sort of \"senior\" agent. Meaning he is the person who is tasked with training newcomers and going on visits to other companies who buy our products. Of course they gave him that position before he became \"born again\". But still... He hasn\u2019t been demoted our moved to another position or anything.   Can any HR agent or anyone with legal expertise please confirm whether this is indeed discrimination or not? (In Ireland or any other EU country)", "c_root_id_A": "en7oqzb", "c_root_id_B": "en4gny2", "created_at_utc_A": 1557666150, "created_at_utc_B": 1557586781, "score_A": 1, "score_B": -1, "human_ref_A": "You should get in touch with the workplace relations commission and ask their opinion. I'm Irish and work in HR, and tbh while both are potential pains in the arse, the difficulty is stemming from the religious guy and could be seen to be making a difficult workplace. What level of HR did you speak to?", "human_ref_B": "One more thing , in the US at least an employer can ask for documentation that it is in fact one of tenants of his religious beliefs . I don\u2019t know if any Christian religion that forbids face to face contact with women.   Again it\u2019s Ireland so things might be different but this borders on Bizarre.", "labels": 1, "seconds_difference": 79369.0, "score_ratio": -1.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "yzkpx1", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[IN] Intern seems oblivious to professional norms and it's hurting his job search and burning bridges everywhere At my organization, I'm partly in charge of a man who's near halfway through his year-long paid internship with us.  He's not performing well and has alienated almost everyone, and the direct feedback we've been giving him doesn't seem to be making much impact.  Here are some reasons why:  \\- he is given a list of tasks to do and instructions for how to do them, but he ignores these tasks and claims he was never told about them.  \\- he is not a considerate officemate.  I have received a lot of feedback from people who sit near him that he is extremely loud, talks on his phone for hours in his native language while sitting at his desk, and isn't mindful that others need to do work (their roles are such that they cannot wear noise-canceling headphones while doing their jobs)  \\- he doesn't respect his higher-ups.  My industry is pretty hierarchical, with deference expected while interfacing with people above you in the org chart.  He will knock on higher-ups' office doors or walk right in, ask if they have five minutes for a quick question, and proceed to talk on and on until he is asked to leave, about a range of topics that, frankly, he should be researching for himself.  He does this to me often.  I have stopped him and told him it's not a good time, and ask him to come back at a specific time later in the day, which he does not do.  Even when I send him a calendar invite for later in the day and he accepts it, he still won't show up at the appointed time, and does not apologize when I next see him.  This man was born and raised outside the US and is on a temporary visitor visa in the US.  In order to stay in the US after his visa ends, he will need a full-time job offer by an employer who is willing to sponsor him (at much cost to them) to eventually get a green card.  As it happens, we have an internal opening in our organization, which he interviewed for, but due to his performance so far, he will not be hired.  So, he has been interviewing externally, and while there's a lot of demand for his skill set, he's had no offers.  He will come talk to me after almost every interview and complain about the slightest things -- how someone made an offhand remark that offended him, how one of his interviewers told him that the role was quite busy and he didn't like that, how he didn't like that he had to interview with a specific person and he complained to the person organizing the interview about this (!!!), how a hiring manager asked him to meet her at a Starbucks for a preliminary conversation prior to a formal interview day and he felt that was inappropriate, how a hiring manager tried to sell him a job by talking about the generous compensation and he didn't like that (!!!), etc.  I have been listening patiently and offering impartial advice.  I have also tried to be very frank with him that no job is perfect, especially not the very first job you get right out of internship training, and that his visa status may be a hindrance for some employers.  As the months drag by and he continues having apparently negatively experiences everywhere he interviews, it's clear he's not taking my advice on board, and he's probably showing up to them the same way he's showing up to us -- basically, making a poor impression and torching his chances of getting hired anywhere.  My industry is pretty small, and I've heard unofficially from some other colleagues at different organizations that he's indeed not interviewing well and turning people off.  I've also heard indirectly that his references from other organizations are not giving him good reviews.  (Thankfully, he has not asked me to be a reference for him -- and I do not think I could be, in good conscience.)  I'm struggling with how to manage this situation going forward.  Any resources for how to instill professionalism and self-awareness into someone like this, since direct and pointed feedback isn't working?   (Sadly, I don't have the authority to put him on a PIP or terminate him -- the person who hired him is very unlikely to be on board with either of these plans.)  I'm also worried about my own professional reputation in this small industry, in the high likelihood that he won't change if/when he finds a full-time job and burns bridges at his next organization too.", "c_root_id_A": "ix17ly4", "c_root_id_B": "ix0yraw", "created_at_utc_A": 1668900112, "created_at_utc_B": 1668896033, "score_A": 69, "score_B": 14, "human_ref_A": "You\u2019re being way too nice.  He\u2019s given tasks to do and doesn\u2019t do them?  What\u2019s he still doing there.  That\u2019s not about professionalism, that\u2019s just being an entitled jerk.  If another manager came to you and said their employee wasn\u2019t doing the work they\u2019re asked to do, what would you do? You would keep record and this would be grounds for firing, at minimum.  So what\u2019s different here?", "human_ref_B": "Your professional reputation is not going to be affected because you supervised an asshat. It\u2019s OK for people to fail, and sometimes that\u2019s the only way they\u2019ll learn.  That said, one item in here jumped out at me - talking on the phone for hours in his native language. Is the complaint that he\u2019s talking on the phone too much or too loudly, or that he\u2019s talking in another language? The first is legit, the second is bigotry. Be careful not to mix the two.", "labels": 1, "seconds_difference": 4079.0, "score_ratio": 4.9285714286, "metadata_A": "", "metadata_B": ""}
{"post_id": "yzkpx1", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[IN] Intern seems oblivious to professional norms and it's hurting his job search and burning bridges everywhere At my organization, I'm partly in charge of a man who's near halfway through his year-long paid internship with us.  He's not performing well and has alienated almost everyone, and the direct feedback we've been giving him doesn't seem to be making much impact.  Here are some reasons why:  \\- he is given a list of tasks to do and instructions for how to do them, but he ignores these tasks and claims he was never told about them.  \\- he is not a considerate officemate.  I have received a lot of feedback from people who sit near him that he is extremely loud, talks on his phone for hours in his native language while sitting at his desk, and isn't mindful that others need to do work (their roles are such that they cannot wear noise-canceling headphones while doing their jobs)  \\- he doesn't respect his higher-ups.  My industry is pretty hierarchical, with deference expected while interfacing with people above you in the org chart.  He will knock on higher-ups' office doors or walk right in, ask if they have five minutes for a quick question, and proceed to talk on and on until he is asked to leave, about a range of topics that, frankly, he should be researching for himself.  He does this to me often.  I have stopped him and told him it's not a good time, and ask him to come back at a specific time later in the day, which he does not do.  Even when I send him a calendar invite for later in the day and he accepts it, he still won't show up at the appointed time, and does not apologize when I next see him.  This man was born and raised outside the US and is on a temporary visitor visa in the US.  In order to stay in the US after his visa ends, he will need a full-time job offer by an employer who is willing to sponsor him (at much cost to them) to eventually get a green card.  As it happens, we have an internal opening in our organization, which he interviewed for, but due to his performance so far, he will not be hired.  So, he has been interviewing externally, and while there's a lot of demand for his skill set, he's had no offers.  He will come talk to me after almost every interview and complain about the slightest things -- how someone made an offhand remark that offended him, how one of his interviewers told him that the role was quite busy and he didn't like that, how he didn't like that he had to interview with a specific person and he complained to the person organizing the interview about this (!!!), how a hiring manager asked him to meet her at a Starbucks for a preliminary conversation prior to a formal interview day and he felt that was inappropriate, how a hiring manager tried to sell him a job by talking about the generous compensation and he didn't like that (!!!), etc.  I have been listening patiently and offering impartial advice.  I have also tried to be very frank with him that no job is perfect, especially not the very first job you get right out of internship training, and that his visa status may be a hindrance for some employers.  As the months drag by and he continues having apparently negatively experiences everywhere he interviews, it's clear he's not taking my advice on board, and he's probably showing up to them the same way he's showing up to us -- basically, making a poor impression and torching his chances of getting hired anywhere.  My industry is pretty small, and I've heard unofficially from some other colleagues at different organizations that he's indeed not interviewing well and turning people off.  I've also heard indirectly that his references from other organizations are not giving him good reviews.  (Thankfully, he has not asked me to be a reference for him -- and I do not think I could be, in good conscience.)  I'm struggling with how to manage this situation going forward.  Any resources for how to instill professionalism and self-awareness into someone like this, since direct and pointed feedback isn't working?   (Sadly, I don't have the authority to put him on a PIP or terminate him -- the person who hired him is very unlikely to be on board with either of these plans.)  I'm also worried about my own professional reputation in this small industry, in the high likelihood that he won't change if/when he finds a full-time job and burns bridges at his next organization too.", "c_root_id_A": "ix17ly4", "c_root_id_B": "ix16rfs", "created_at_utc_A": 1668900112, "created_at_utc_B": 1668899720, "score_A": 69, "score_B": 12, "human_ref_A": "You\u2019re being way too nice.  He\u2019s given tasks to do and doesn\u2019t do them?  What\u2019s he still doing there.  That\u2019s not about professionalism, that\u2019s just being an entitled jerk.  If another manager came to you and said their employee wasn\u2019t doing the work they\u2019re asked to do, what would you do? You would keep record and this would be grounds for firing, at minimum.  So what\u2019s different here?", "human_ref_B": "Honestly, you\u2019re being too nice.   Put him on a PIP for both his office behavior and performance.   And when he is exhibiting rude behavior like talking on the phone loudly or for hours, tell him to go home. Literally lock him out of the office.   Go to his school and tell them that if he doesn\u2019t straighten up on 30 days (the length of the PIP) they will have him back.   Just because he is an intern doesn\u2019t mean he can\u2019t get fired.   The best thing you can do is kick his entitles butt out and let him learn the hard way that you have to listen to people. Or he doesn\u2019t have to learn it and can go back to wherever.   If someone\u2019s calls as a ref do not recommend him. Just say you wouldn\u2019t hire again you don\u2019t have to say why.", "labels": 1, "seconds_difference": 392.0, "score_ratio": 5.75, "metadata_A": "", "metadata_B": ""}
{"post_id": "yzkpx1", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[IN] Intern seems oblivious to professional norms and it's hurting his job search and burning bridges everywhere At my organization, I'm partly in charge of a man who's near halfway through his year-long paid internship with us.  He's not performing well and has alienated almost everyone, and the direct feedback we've been giving him doesn't seem to be making much impact.  Here are some reasons why:  \\- he is given a list of tasks to do and instructions for how to do them, but he ignores these tasks and claims he was never told about them.  \\- he is not a considerate officemate.  I have received a lot of feedback from people who sit near him that he is extremely loud, talks on his phone for hours in his native language while sitting at his desk, and isn't mindful that others need to do work (their roles are such that they cannot wear noise-canceling headphones while doing their jobs)  \\- he doesn't respect his higher-ups.  My industry is pretty hierarchical, with deference expected while interfacing with people above you in the org chart.  He will knock on higher-ups' office doors or walk right in, ask if they have five minutes for a quick question, and proceed to talk on and on until he is asked to leave, about a range of topics that, frankly, he should be researching for himself.  He does this to me often.  I have stopped him and told him it's not a good time, and ask him to come back at a specific time later in the day, which he does not do.  Even when I send him a calendar invite for later in the day and he accepts it, he still won't show up at the appointed time, and does not apologize when I next see him.  This man was born and raised outside the US and is on a temporary visitor visa in the US.  In order to stay in the US after his visa ends, he will need a full-time job offer by an employer who is willing to sponsor him (at much cost to them) to eventually get a green card.  As it happens, we have an internal opening in our organization, which he interviewed for, but due to his performance so far, he will not be hired.  So, he has been interviewing externally, and while there's a lot of demand for his skill set, he's had no offers.  He will come talk to me after almost every interview and complain about the slightest things -- how someone made an offhand remark that offended him, how one of his interviewers told him that the role was quite busy and he didn't like that, how he didn't like that he had to interview with a specific person and he complained to the person organizing the interview about this (!!!), how a hiring manager asked him to meet her at a Starbucks for a preliminary conversation prior to a formal interview day and he felt that was inappropriate, how a hiring manager tried to sell him a job by talking about the generous compensation and he didn't like that (!!!), etc.  I have been listening patiently and offering impartial advice.  I have also tried to be very frank with him that no job is perfect, especially not the very first job you get right out of internship training, and that his visa status may be a hindrance for some employers.  As the months drag by and he continues having apparently negatively experiences everywhere he interviews, it's clear he's not taking my advice on board, and he's probably showing up to them the same way he's showing up to us -- basically, making a poor impression and torching his chances of getting hired anywhere.  My industry is pretty small, and I've heard unofficially from some other colleagues at different organizations that he's indeed not interviewing well and turning people off.  I've also heard indirectly that his references from other organizations are not giving him good reviews.  (Thankfully, he has not asked me to be a reference for him -- and I do not think I could be, in good conscience.)  I'm struggling with how to manage this situation going forward.  Any resources for how to instill professionalism and self-awareness into someone like this, since direct and pointed feedback isn't working?   (Sadly, I don't have the authority to put him on a PIP or terminate him -- the person who hired him is very unlikely to be on board with either of these plans.)  I'm also worried about my own professional reputation in this small industry, in the high likelihood that he won't change if/when he finds a full-time job and burns bridges at his next organization too.", "c_root_id_A": "ix0yraw", "c_root_id_B": "ix1as90", "created_at_utc_A": 1668896033, "created_at_utc_B": 1668901590, "score_A": 14, "score_B": 23, "human_ref_A": "Your professional reputation is not going to be affected because you supervised an asshat. It\u2019s OK for people to fail, and sometimes that\u2019s the only way they\u2019ll learn.  That said, one item in here jumped out at me - talking on the phone for hours in his native language. Is the complaint that he\u2019s talking on the phone too much or too loudly, or that he\u2019s talking in another language? The first is legit, the second is bigotry. Be careful not to mix the two.", "human_ref_B": "Agree re PIP. He needs this in writing with a timelines and a clear list of what needs to change. I assume it won't. Sometimes you just can't help people. Don't feel bad for him..I'm dealing with rhe same thing in the office (loud and not using headphones)...it's not a cultural thing, it's an asshole thing. Good luck.", "labels": 0, "seconds_difference": 5557.0, "score_ratio": 1.6428571429, "metadata_A": "", "metadata_B": ""}
{"post_id": "yzkpx1", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[IN] Intern seems oblivious to professional norms and it's hurting his job search and burning bridges everywhere At my organization, I'm partly in charge of a man who's near halfway through his year-long paid internship with us.  He's not performing well and has alienated almost everyone, and the direct feedback we've been giving him doesn't seem to be making much impact.  Here are some reasons why:  \\- he is given a list of tasks to do and instructions for how to do them, but he ignores these tasks and claims he was never told about them.  \\- he is not a considerate officemate.  I have received a lot of feedback from people who sit near him that he is extremely loud, talks on his phone for hours in his native language while sitting at his desk, and isn't mindful that others need to do work (their roles are such that they cannot wear noise-canceling headphones while doing their jobs)  \\- he doesn't respect his higher-ups.  My industry is pretty hierarchical, with deference expected while interfacing with people above you in the org chart.  He will knock on higher-ups' office doors or walk right in, ask if they have five minutes for a quick question, and proceed to talk on and on until he is asked to leave, about a range of topics that, frankly, he should be researching for himself.  He does this to me often.  I have stopped him and told him it's not a good time, and ask him to come back at a specific time later in the day, which he does not do.  Even when I send him a calendar invite for later in the day and he accepts it, he still won't show up at the appointed time, and does not apologize when I next see him.  This man was born and raised outside the US and is on a temporary visitor visa in the US.  In order to stay in the US after his visa ends, he will need a full-time job offer by an employer who is willing to sponsor him (at much cost to them) to eventually get a green card.  As it happens, we have an internal opening in our organization, which he interviewed for, but due to his performance so far, he will not be hired.  So, he has been interviewing externally, and while there's a lot of demand for his skill set, he's had no offers.  He will come talk to me after almost every interview and complain about the slightest things -- how someone made an offhand remark that offended him, how one of his interviewers told him that the role was quite busy and he didn't like that, how he didn't like that he had to interview with a specific person and he complained to the person organizing the interview about this (!!!), how a hiring manager asked him to meet her at a Starbucks for a preliminary conversation prior to a formal interview day and he felt that was inappropriate, how a hiring manager tried to sell him a job by talking about the generous compensation and he didn't like that (!!!), etc.  I have been listening patiently and offering impartial advice.  I have also tried to be very frank with him that no job is perfect, especially not the very first job you get right out of internship training, and that his visa status may be a hindrance for some employers.  As the months drag by and he continues having apparently negatively experiences everywhere he interviews, it's clear he's not taking my advice on board, and he's probably showing up to them the same way he's showing up to us -- basically, making a poor impression and torching his chances of getting hired anywhere.  My industry is pretty small, and I've heard unofficially from some other colleagues at different organizations that he's indeed not interviewing well and turning people off.  I've also heard indirectly that his references from other organizations are not giving him good reviews.  (Thankfully, he has not asked me to be a reference for him -- and I do not think I could be, in good conscience.)  I'm struggling with how to manage this situation going forward.  Any resources for how to instill professionalism and self-awareness into someone like this, since direct and pointed feedback isn't working?   (Sadly, I don't have the authority to put him on a PIP or terminate him -- the person who hired him is very unlikely to be on board with either of these plans.)  I'm also worried about my own professional reputation in this small industry, in the high likelihood that he won't change if/when he finds a full-time job and burns bridges at his next organization too.", "c_root_id_A": "ix1as90", "c_root_id_B": "ix16rfs", "created_at_utc_A": 1668901590, "created_at_utc_B": 1668899720, "score_A": 23, "score_B": 12, "human_ref_A": "Agree re PIP. He needs this in writing with a timelines and a clear list of what needs to change. I assume it won't. Sometimes you just can't help people. Don't feel bad for him..I'm dealing with rhe same thing in the office (loud and not using headphones)...it's not a cultural thing, it's an asshole thing. Good luck.", "human_ref_B": "Honestly, you\u2019re being too nice.   Put him on a PIP for both his office behavior and performance.   And when he is exhibiting rude behavior like talking on the phone loudly or for hours, tell him to go home. Literally lock him out of the office.   Go to his school and tell them that if he doesn\u2019t straighten up on 30 days (the length of the PIP) they will have him back.   Just because he is an intern doesn\u2019t mean he can\u2019t get fired.   The best thing you can do is kick his entitles butt out and let him learn the hard way that you have to listen to people. Or he doesn\u2019t have to learn it and can go back to wherever.   If someone\u2019s calls as a ref do not recommend him. Just say you wouldn\u2019t hire again you don\u2019t have to say why.", "labels": 1, "seconds_difference": 1870.0, "score_ratio": 1.9166666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "yzkpx1", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[IN] Intern seems oblivious to professional norms and it's hurting his job search and burning bridges everywhere At my organization, I'm partly in charge of a man who's near halfway through his year-long paid internship with us.  He's not performing well and has alienated almost everyone, and the direct feedback we've been giving him doesn't seem to be making much impact.  Here are some reasons why:  \\- he is given a list of tasks to do and instructions for how to do them, but he ignores these tasks and claims he was never told about them.  \\- he is not a considerate officemate.  I have received a lot of feedback from people who sit near him that he is extremely loud, talks on his phone for hours in his native language while sitting at his desk, and isn't mindful that others need to do work (their roles are such that they cannot wear noise-canceling headphones while doing their jobs)  \\- he doesn't respect his higher-ups.  My industry is pretty hierarchical, with deference expected while interfacing with people above you in the org chart.  He will knock on higher-ups' office doors or walk right in, ask if they have five minutes for a quick question, and proceed to talk on and on until he is asked to leave, about a range of topics that, frankly, he should be researching for himself.  He does this to me often.  I have stopped him and told him it's not a good time, and ask him to come back at a specific time later in the day, which he does not do.  Even when I send him a calendar invite for later in the day and he accepts it, he still won't show up at the appointed time, and does not apologize when I next see him.  This man was born and raised outside the US and is on a temporary visitor visa in the US.  In order to stay in the US after his visa ends, he will need a full-time job offer by an employer who is willing to sponsor him (at much cost to them) to eventually get a green card.  As it happens, we have an internal opening in our organization, which he interviewed for, but due to his performance so far, he will not be hired.  So, he has been interviewing externally, and while there's a lot of demand for his skill set, he's had no offers.  He will come talk to me after almost every interview and complain about the slightest things -- how someone made an offhand remark that offended him, how one of his interviewers told him that the role was quite busy and he didn't like that, how he didn't like that he had to interview with a specific person and he complained to the person organizing the interview about this (!!!), how a hiring manager asked him to meet her at a Starbucks for a preliminary conversation prior to a formal interview day and he felt that was inappropriate, how a hiring manager tried to sell him a job by talking about the generous compensation and he didn't like that (!!!), etc.  I have been listening patiently and offering impartial advice.  I have also tried to be very frank with him that no job is perfect, especially not the very first job you get right out of internship training, and that his visa status may be a hindrance for some employers.  As the months drag by and he continues having apparently negatively experiences everywhere he interviews, it's clear he's not taking my advice on board, and he's probably showing up to them the same way he's showing up to us -- basically, making a poor impression and torching his chances of getting hired anywhere.  My industry is pretty small, and I've heard unofficially from some other colleagues at different organizations that he's indeed not interviewing well and turning people off.  I've also heard indirectly that his references from other organizations are not giving him good reviews.  (Thankfully, he has not asked me to be a reference for him -- and I do not think I could be, in good conscience.)  I'm struggling with how to manage this situation going forward.  Any resources for how to instill professionalism and self-awareness into someone like this, since direct and pointed feedback isn't working?   (Sadly, I don't have the authority to put him on a PIP or terminate him -- the person who hired him is very unlikely to be on board with either of these plans.)  I'm also worried about my own professional reputation in this small industry, in the high likelihood that he won't change if/when he finds a full-time job and burns bridges at his next organization too.", "c_root_id_A": "ix1as90", "c_root_id_B": "ix18wrt", "created_at_utc_A": 1668901590, "created_at_utc_B": 1668900717, "score_A": 23, "score_B": 10, "human_ref_A": "Agree re PIP. He needs this in writing with a timelines and a clear list of what needs to change. I assume it won't. Sometimes you just can't help people. Don't feel bad for him..I'm dealing with rhe same thing in the office (loud and not using headphones)...it's not a cultural thing, it's an asshole thing. Good luck.", "human_ref_B": "Why are you still employing him? PIP, then out the door.", "labels": 1, "seconds_difference": 873.0, "score_ratio": 2.3, "metadata_A": "", "metadata_B": ""}
{"post_id": "yzkpx1", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[IN] Intern seems oblivious to professional norms and it's hurting his job search and burning bridges everywhere At my organization, I'm partly in charge of a man who's near halfway through his year-long paid internship with us.  He's not performing well and has alienated almost everyone, and the direct feedback we've been giving him doesn't seem to be making much impact.  Here are some reasons why:  \\- he is given a list of tasks to do and instructions for how to do them, but he ignores these tasks and claims he was never told about them.  \\- he is not a considerate officemate.  I have received a lot of feedback from people who sit near him that he is extremely loud, talks on his phone for hours in his native language while sitting at his desk, and isn't mindful that others need to do work (their roles are such that they cannot wear noise-canceling headphones while doing their jobs)  \\- he doesn't respect his higher-ups.  My industry is pretty hierarchical, with deference expected while interfacing with people above you in the org chart.  He will knock on higher-ups' office doors or walk right in, ask if they have five minutes for a quick question, and proceed to talk on and on until he is asked to leave, about a range of topics that, frankly, he should be researching for himself.  He does this to me often.  I have stopped him and told him it's not a good time, and ask him to come back at a specific time later in the day, which he does not do.  Even when I send him a calendar invite for later in the day and he accepts it, he still won't show up at the appointed time, and does not apologize when I next see him.  This man was born and raised outside the US and is on a temporary visitor visa in the US.  In order to stay in the US after his visa ends, he will need a full-time job offer by an employer who is willing to sponsor him (at much cost to them) to eventually get a green card.  As it happens, we have an internal opening in our organization, which he interviewed for, but due to his performance so far, he will not be hired.  So, he has been interviewing externally, and while there's a lot of demand for his skill set, he's had no offers.  He will come talk to me after almost every interview and complain about the slightest things -- how someone made an offhand remark that offended him, how one of his interviewers told him that the role was quite busy and he didn't like that, how he didn't like that he had to interview with a specific person and he complained to the person organizing the interview about this (!!!), how a hiring manager asked him to meet her at a Starbucks for a preliminary conversation prior to a formal interview day and he felt that was inappropriate, how a hiring manager tried to sell him a job by talking about the generous compensation and he didn't like that (!!!), etc.  I have been listening patiently and offering impartial advice.  I have also tried to be very frank with him that no job is perfect, especially not the very first job you get right out of internship training, and that his visa status may be a hindrance for some employers.  As the months drag by and he continues having apparently negatively experiences everywhere he interviews, it's clear he's not taking my advice on board, and he's probably showing up to them the same way he's showing up to us -- basically, making a poor impression and torching his chances of getting hired anywhere.  My industry is pretty small, and I've heard unofficially from some other colleagues at different organizations that he's indeed not interviewing well and turning people off.  I've also heard indirectly that his references from other organizations are not giving him good reviews.  (Thankfully, he has not asked me to be a reference for him -- and I do not think I could be, in good conscience.)  I'm struggling with how to manage this situation going forward.  Any resources for how to instill professionalism and self-awareness into someone like this, since direct and pointed feedback isn't working?   (Sadly, I don't have the authority to put him on a PIP or terminate him -- the person who hired him is very unlikely to be on board with either of these plans.)  I'm also worried about my own professional reputation in this small industry, in the high likelihood that he won't change if/when he finds a full-time job and burns bridges at his next organization too.", "c_root_id_A": "ix0yraw", "c_root_id_B": "ix229n7", "created_at_utc_A": 1668896033, "created_at_utc_B": 1668915116, "score_A": 14, "score_B": 18, "human_ref_A": "Your professional reputation is not going to be affected because you supervised an asshat. It\u2019s OK for people to fail, and sometimes that\u2019s the only way they\u2019ll learn.  That said, one item in here jumped out at me - talking on the phone for hours in his native language. Is the complaint that he\u2019s talking on the phone too much or too loudly, or that he\u2019s talking in another language? The first is legit, the second is bigotry. Be careful not to mix the two.", "human_ref_B": "How much of this visa issue is your problem? I understand you feel bad for the guy but there\u2019s little you can do for a man in his mid-30s who behaves like this.   I understand it\u2019s cultural, i could even hazard a guess as to where he\u2019s from based on my own experiences, but as someone who\u2019s worked in several countries and has tried (and failed) to get a US Visa sponsor, this dude is probably just never going to get there unless he shapes up and makes amends FAST.   There are tough requirements for companies looking to hire foreigners (before even getting into the financials), a huge part of an employees\u2019 success is the ability to integrate into the local culture, forging professional relationships as well as acquire a competitive skill set (which few interns have unfortunately). This guy may just not be cut out for it. He may even see getting a visa sponsored job as his right instead of a privilege, with huge numbers international competitors all gunning for a limited amount of visas.   Putting him on a PIP, and him failing to get a visa and going back home and trying a different way to get into the country may not be such a bad thing. And even then, if he\u2019s from a country where they get jobs and promotions based on who you know and not your work ethic and performance, and that mentality is deeply ingrained in him, this guy could just not be a great fit for your company or the US.", "labels": 0, "seconds_difference": 19083.0, "score_ratio": 1.2857142857, "metadata_A": "", "metadata_B": ""}
{"post_id": "yzkpx1", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[IN] Intern seems oblivious to professional norms and it's hurting his job search and burning bridges everywhere At my organization, I'm partly in charge of a man who's near halfway through his year-long paid internship with us.  He's not performing well and has alienated almost everyone, and the direct feedback we've been giving him doesn't seem to be making much impact.  Here are some reasons why:  \\- he is given a list of tasks to do and instructions for how to do them, but he ignores these tasks and claims he was never told about them.  \\- he is not a considerate officemate.  I have received a lot of feedback from people who sit near him that he is extremely loud, talks on his phone for hours in his native language while sitting at his desk, and isn't mindful that others need to do work (their roles are such that they cannot wear noise-canceling headphones while doing their jobs)  \\- he doesn't respect his higher-ups.  My industry is pretty hierarchical, with deference expected while interfacing with people above you in the org chart.  He will knock on higher-ups' office doors or walk right in, ask if they have five minutes for a quick question, and proceed to talk on and on until he is asked to leave, about a range of topics that, frankly, he should be researching for himself.  He does this to me often.  I have stopped him and told him it's not a good time, and ask him to come back at a specific time later in the day, which he does not do.  Even when I send him a calendar invite for later in the day and he accepts it, he still won't show up at the appointed time, and does not apologize when I next see him.  This man was born and raised outside the US and is on a temporary visitor visa in the US.  In order to stay in the US after his visa ends, he will need a full-time job offer by an employer who is willing to sponsor him (at much cost to them) to eventually get a green card.  As it happens, we have an internal opening in our organization, which he interviewed for, but due to his performance so far, he will not be hired.  So, he has been interviewing externally, and while there's a lot of demand for his skill set, he's had no offers.  He will come talk to me after almost every interview and complain about the slightest things -- how someone made an offhand remark that offended him, how one of his interviewers told him that the role was quite busy and he didn't like that, how he didn't like that he had to interview with a specific person and he complained to the person organizing the interview about this (!!!), how a hiring manager asked him to meet her at a Starbucks for a preliminary conversation prior to a formal interview day and he felt that was inappropriate, how a hiring manager tried to sell him a job by talking about the generous compensation and he didn't like that (!!!), etc.  I have been listening patiently and offering impartial advice.  I have also tried to be very frank with him that no job is perfect, especially not the very first job you get right out of internship training, and that his visa status may be a hindrance for some employers.  As the months drag by and he continues having apparently negatively experiences everywhere he interviews, it's clear he's not taking my advice on board, and he's probably showing up to them the same way he's showing up to us -- basically, making a poor impression and torching his chances of getting hired anywhere.  My industry is pretty small, and I've heard unofficially from some other colleagues at different organizations that he's indeed not interviewing well and turning people off.  I've also heard indirectly that his references from other organizations are not giving him good reviews.  (Thankfully, he has not asked me to be a reference for him -- and I do not think I could be, in good conscience.)  I'm struggling with how to manage this situation going forward.  Any resources for how to instill professionalism and self-awareness into someone like this, since direct and pointed feedback isn't working?   (Sadly, I don't have the authority to put him on a PIP or terminate him -- the person who hired him is very unlikely to be on board with either of these plans.)  I'm also worried about my own professional reputation in this small industry, in the high likelihood that he won't change if/when he finds a full-time job and burns bridges at his next organization too.", "c_root_id_A": "ix16rfs", "c_root_id_B": "ix229n7", "created_at_utc_A": 1668899720, "created_at_utc_B": 1668915116, "score_A": 12, "score_B": 18, "human_ref_A": "Honestly, you\u2019re being too nice.   Put him on a PIP for both his office behavior and performance.   And when he is exhibiting rude behavior like talking on the phone loudly or for hours, tell him to go home. Literally lock him out of the office.   Go to his school and tell them that if he doesn\u2019t straighten up on 30 days (the length of the PIP) they will have him back.   Just because he is an intern doesn\u2019t mean he can\u2019t get fired.   The best thing you can do is kick his entitles butt out and let him learn the hard way that you have to listen to people. Or he doesn\u2019t have to learn it and can go back to wherever.   If someone\u2019s calls as a ref do not recommend him. Just say you wouldn\u2019t hire again you don\u2019t have to say why.", "human_ref_B": "How much of this visa issue is your problem? I understand you feel bad for the guy but there\u2019s little you can do for a man in his mid-30s who behaves like this.   I understand it\u2019s cultural, i could even hazard a guess as to where he\u2019s from based on my own experiences, but as someone who\u2019s worked in several countries and has tried (and failed) to get a US Visa sponsor, this dude is probably just never going to get there unless he shapes up and makes amends FAST.   There are tough requirements for companies looking to hire foreigners (before even getting into the financials), a huge part of an employees\u2019 success is the ability to integrate into the local culture, forging professional relationships as well as acquire a competitive skill set (which few interns have unfortunately). This guy may just not be cut out for it. He may even see getting a visa sponsored job as his right instead of a privilege, with huge numbers international competitors all gunning for a limited amount of visas.   Putting him on a PIP, and him failing to get a visa and going back home and trying a different way to get into the country may not be such a bad thing. And even then, if he\u2019s from a country where they get jobs and promotions based on who you know and not your work ethic and performance, and that mentality is deeply ingrained in him, this guy could just not be a great fit for your company or the US.", "labels": 0, "seconds_difference": 15396.0, "score_ratio": 1.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "yzkpx1", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[IN] Intern seems oblivious to professional norms and it's hurting his job search and burning bridges everywhere At my organization, I'm partly in charge of a man who's near halfway through his year-long paid internship with us.  He's not performing well and has alienated almost everyone, and the direct feedback we've been giving him doesn't seem to be making much impact.  Here are some reasons why:  \\- he is given a list of tasks to do and instructions for how to do them, but he ignores these tasks and claims he was never told about them.  \\- he is not a considerate officemate.  I have received a lot of feedback from people who sit near him that he is extremely loud, talks on his phone for hours in his native language while sitting at his desk, and isn't mindful that others need to do work (their roles are such that they cannot wear noise-canceling headphones while doing their jobs)  \\- he doesn't respect his higher-ups.  My industry is pretty hierarchical, with deference expected while interfacing with people above you in the org chart.  He will knock on higher-ups' office doors or walk right in, ask if they have five minutes for a quick question, and proceed to talk on and on until he is asked to leave, about a range of topics that, frankly, he should be researching for himself.  He does this to me often.  I have stopped him and told him it's not a good time, and ask him to come back at a specific time later in the day, which he does not do.  Even when I send him a calendar invite for later in the day and he accepts it, he still won't show up at the appointed time, and does not apologize when I next see him.  This man was born and raised outside the US and is on a temporary visitor visa in the US.  In order to stay in the US after his visa ends, he will need a full-time job offer by an employer who is willing to sponsor him (at much cost to them) to eventually get a green card.  As it happens, we have an internal opening in our organization, which he interviewed for, but due to his performance so far, he will not be hired.  So, he has been interviewing externally, and while there's a lot of demand for his skill set, he's had no offers.  He will come talk to me after almost every interview and complain about the slightest things -- how someone made an offhand remark that offended him, how one of his interviewers told him that the role was quite busy and he didn't like that, how he didn't like that he had to interview with a specific person and he complained to the person organizing the interview about this (!!!), how a hiring manager asked him to meet her at a Starbucks for a preliminary conversation prior to a formal interview day and he felt that was inappropriate, how a hiring manager tried to sell him a job by talking about the generous compensation and he didn't like that (!!!), etc.  I have been listening patiently and offering impartial advice.  I have also tried to be very frank with him that no job is perfect, especially not the very first job you get right out of internship training, and that his visa status may be a hindrance for some employers.  As the months drag by and he continues having apparently negatively experiences everywhere he interviews, it's clear he's not taking my advice on board, and he's probably showing up to them the same way he's showing up to us -- basically, making a poor impression and torching his chances of getting hired anywhere.  My industry is pretty small, and I've heard unofficially from some other colleagues at different organizations that he's indeed not interviewing well and turning people off.  I've also heard indirectly that his references from other organizations are not giving him good reviews.  (Thankfully, he has not asked me to be a reference for him -- and I do not think I could be, in good conscience.)  I'm struggling with how to manage this situation going forward.  Any resources for how to instill professionalism and self-awareness into someone like this, since direct and pointed feedback isn't working?   (Sadly, I don't have the authority to put him on a PIP or terminate him -- the person who hired him is very unlikely to be on board with either of these plans.)  I'm also worried about my own professional reputation in this small industry, in the high likelihood that he won't change if/when he finds a full-time job and burns bridges at his next organization too.", "c_root_id_A": "ix18wrt", "c_root_id_B": "ix229n7", "created_at_utc_A": 1668900717, "created_at_utc_B": 1668915116, "score_A": 10, "score_B": 18, "human_ref_A": "Why are you still employing him? PIP, then out the door.", "human_ref_B": "How much of this visa issue is your problem? I understand you feel bad for the guy but there\u2019s little you can do for a man in his mid-30s who behaves like this.   I understand it\u2019s cultural, i could even hazard a guess as to where he\u2019s from based on my own experiences, but as someone who\u2019s worked in several countries and has tried (and failed) to get a US Visa sponsor, this dude is probably just never going to get there unless he shapes up and makes amends FAST.   There are tough requirements for companies looking to hire foreigners (before even getting into the financials), a huge part of an employees\u2019 success is the ability to integrate into the local culture, forging professional relationships as well as acquire a competitive skill set (which few interns have unfortunately). This guy may just not be cut out for it. He may even see getting a visa sponsored job as his right instead of a privilege, with huge numbers international competitors all gunning for a limited amount of visas.   Putting him on a PIP, and him failing to get a visa and going back home and trying a different way to get into the country may not be such a bad thing. And even then, if he\u2019s from a country where they get jobs and promotions based on who you know and not your work ethic and performance, and that mentality is deeply ingrained in him, this guy could just not be a great fit for your company or the US.", "labels": 0, "seconds_difference": 14399.0, "score_ratio": 1.8, "metadata_A": "", "metadata_B": ""}
{"post_id": "yzkpx1", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[IN] Intern seems oblivious to professional norms and it's hurting his job search and burning bridges everywhere At my organization, I'm partly in charge of a man who's near halfway through his year-long paid internship with us.  He's not performing well and has alienated almost everyone, and the direct feedback we've been giving him doesn't seem to be making much impact.  Here are some reasons why:  \\- he is given a list of tasks to do and instructions for how to do them, but he ignores these tasks and claims he was never told about them.  \\- he is not a considerate officemate.  I have received a lot of feedback from people who sit near him that he is extremely loud, talks on his phone for hours in his native language while sitting at his desk, and isn't mindful that others need to do work (their roles are such that they cannot wear noise-canceling headphones while doing their jobs)  \\- he doesn't respect his higher-ups.  My industry is pretty hierarchical, with deference expected while interfacing with people above you in the org chart.  He will knock on higher-ups' office doors or walk right in, ask if they have five minutes for a quick question, and proceed to talk on and on until he is asked to leave, about a range of topics that, frankly, he should be researching for himself.  He does this to me often.  I have stopped him and told him it's not a good time, and ask him to come back at a specific time later in the day, which he does not do.  Even when I send him a calendar invite for later in the day and he accepts it, he still won't show up at the appointed time, and does not apologize when I next see him.  This man was born and raised outside the US and is on a temporary visitor visa in the US.  In order to stay in the US after his visa ends, he will need a full-time job offer by an employer who is willing to sponsor him (at much cost to them) to eventually get a green card.  As it happens, we have an internal opening in our organization, which he interviewed for, but due to his performance so far, he will not be hired.  So, he has been interviewing externally, and while there's a lot of demand for his skill set, he's had no offers.  He will come talk to me after almost every interview and complain about the slightest things -- how someone made an offhand remark that offended him, how one of his interviewers told him that the role was quite busy and he didn't like that, how he didn't like that he had to interview with a specific person and he complained to the person organizing the interview about this (!!!), how a hiring manager asked him to meet her at a Starbucks for a preliminary conversation prior to a formal interview day and he felt that was inappropriate, how a hiring manager tried to sell him a job by talking about the generous compensation and he didn't like that (!!!), etc.  I have been listening patiently and offering impartial advice.  I have also tried to be very frank with him that no job is perfect, especially not the very first job you get right out of internship training, and that his visa status may be a hindrance for some employers.  As the months drag by and he continues having apparently negatively experiences everywhere he interviews, it's clear he's not taking my advice on board, and he's probably showing up to them the same way he's showing up to us -- basically, making a poor impression and torching his chances of getting hired anywhere.  My industry is pretty small, and I've heard unofficially from some other colleagues at different organizations that he's indeed not interviewing well and turning people off.  I've also heard indirectly that his references from other organizations are not giving him good reviews.  (Thankfully, he has not asked me to be a reference for him -- and I do not think I could be, in good conscience.)  I'm struggling with how to manage this situation going forward.  Any resources for how to instill professionalism and self-awareness into someone like this, since direct and pointed feedback isn't working?   (Sadly, I don't have the authority to put him on a PIP or terminate him -- the person who hired him is very unlikely to be on board with either of these plans.)  I'm also worried about my own professional reputation in this small industry, in the high likelihood that he won't change if/when he finds a full-time job and burns bridges at his next organization too.", "c_root_id_A": "ix1juyj", "c_root_id_B": "ix229n7", "created_at_utc_A": 1668905944, "created_at_utc_B": 1668915116, "score_A": 5, "score_B": 18, "human_ref_A": "Have you been sugar coating your feedback for him? Sometimes we take the soft approach and hope the person connects the dots. It sounds like brutally honest might be the only thing to get through to this guy. If that doesn\u2019t work, oh well. He torched his own chances.", "human_ref_B": "How much of this visa issue is your problem? I understand you feel bad for the guy but there\u2019s little you can do for a man in his mid-30s who behaves like this.   I understand it\u2019s cultural, i could even hazard a guess as to where he\u2019s from based on my own experiences, but as someone who\u2019s worked in several countries and has tried (and failed) to get a US Visa sponsor, this dude is probably just never going to get there unless he shapes up and makes amends FAST.   There are tough requirements for companies looking to hire foreigners (before even getting into the financials), a huge part of an employees\u2019 success is the ability to integrate into the local culture, forging professional relationships as well as acquire a competitive skill set (which few interns have unfortunately). This guy may just not be cut out for it. He may even see getting a visa sponsored job as his right instead of a privilege, with huge numbers international competitors all gunning for a limited amount of visas.   Putting him on a PIP, and him failing to get a visa and going back home and trying a different way to get into the country may not be such a bad thing. And even then, if he\u2019s from a country where they get jobs and promotions based on who you know and not your work ethic and performance, and that mentality is deeply ingrained in him, this guy could just not be a great fit for your company or the US.", "labels": 0, "seconds_difference": 9172.0, "score_ratio": 3.6, "metadata_A": "", "metadata_B": ""}
{"post_id": "yzkpx1", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[IN] Intern seems oblivious to professional norms and it's hurting his job search and burning bridges everywhere At my organization, I'm partly in charge of a man who's near halfway through his year-long paid internship with us.  He's not performing well and has alienated almost everyone, and the direct feedback we've been giving him doesn't seem to be making much impact.  Here are some reasons why:  \\- he is given a list of tasks to do and instructions for how to do them, but he ignores these tasks and claims he was never told about them.  \\- he is not a considerate officemate.  I have received a lot of feedback from people who sit near him that he is extremely loud, talks on his phone for hours in his native language while sitting at his desk, and isn't mindful that others need to do work (their roles are such that they cannot wear noise-canceling headphones while doing their jobs)  \\- he doesn't respect his higher-ups.  My industry is pretty hierarchical, with deference expected while interfacing with people above you in the org chart.  He will knock on higher-ups' office doors or walk right in, ask if they have five minutes for a quick question, and proceed to talk on and on until he is asked to leave, about a range of topics that, frankly, he should be researching for himself.  He does this to me often.  I have stopped him and told him it's not a good time, and ask him to come back at a specific time later in the day, which he does not do.  Even when I send him a calendar invite for later in the day and he accepts it, he still won't show up at the appointed time, and does not apologize when I next see him.  This man was born and raised outside the US and is on a temporary visitor visa in the US.  In order to stay in the US after his visa ends, he will need a full-time job offer by an employer who is willing to sponsor him (at much cost to them) to eventually get a green card.  As it happens, we have an internal opening in our organization, which he interviewed for, but due to his performance so far, he will not be hired.  So, he has been interviewing externally, and while there's a lot of demand for his skill set, he's had no offers.  He will come talk to me after almost every interview and complain about the slightest things -- how someone made an offhand remark that offended him, how one of his interviewers told him that the role was quite busy and he didn't like that, how he didn't like that he had to interview with a specific person and he complained to the person organizing the interview about this (!!!), how a hiring manager asked him to meet her at a Starbucks for a preliminary conversation prior to a formal interview day and he felt that was inappropriate, how a hiring manager tried to sell him a job by talking about the generous compensation and he didn't like that (!!!), etc.  I have been listening patiently and offering impartial advice.  I have also tried to be very frank with him that no job is perfect, especially not the very first job you get right out of internship training, and that his visa status may be a hindrance for some employers.  As the months drag by and he continues having apparently negatively experiences everywhere he interviews, it's clear he's not taking my advice on board, and he's probably showing up to them the same way he's showing up to us -- basically, making a poor impression and torching his chances of getting hired anywhere.  My industry is pretty small, and I've heard unofficially from some other colleagues at different organizations that he's indeed not interviewing well and turning people off.  I've also heard indirectly that his references from other organizations are not giving him good reviews.  (Thankfully, he has not asked me to be a reference for him -- and I do not think I could be, in good conscience.)  I'm struggling with how to manage this situation going forward.  Any resources for how to instill professionalism and self-awareness into someone like this, since direct and pointed feedback isn't working?   (Sadly, I don't have the authority to put him on a PIP or terminate him -- the person who hired him is very unlikely to be on board with either of these plans.)  I'm also worried about my own professional reputation in this small industry, in the high likelihood that he won't change if/when he finds a full-time job and burns bridges at his next organization too.", "c_root_id_A": "ix27utx", "c_root_id_B": "ix16rfs", "created_at_utc_A": 1668918126, "created_at_utc_B": 1668899720, "score_A": 14, "score_B": 12, "human_ref_A": "Be very clear about documenting his performance and conduct issues, and be sure that none of it references his race or national origin. There is potential liability if the decision to release him or not to hire him for the opening in your company is based on those protected categories.", "human_ref_B": "Honestly, you\u2019re being too nice.   Put him on a PIP for both his office behavior and performance.   And when he is exhibiting rude behavior like talking on the phone loudly or for hours, tell him to go home. Literally lock him out of the office.   Go to his school and tell them that if he doesn\u2019t straighten up on 30 days (the length of the PIP) they will have him back.   Just because he is an intern doesn\u2019t mean he can\u2019t get fired.   The best thing you can do is kick his entitles butt out and let him learn the hard way that you have to listen to people. Or he doesn\u2019t have to learn it and can go back to wherever.   If someone\u2019s calls as a ref do not recommend him. Just say you wouldn\u2019t hire again you don\u2019t have to say why.", "labels": 1, "seconds_difference": 18406.0, "score_ratio": 1.1666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "yzkpx1", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[IN] Intern seems oblivious to professional norms and it's hurting his job search and burning bridges everywhere At my organization, I'm partly in charge of a man who's near halfway through his year-long paid internship with us.  He's not performing well and has alienated almost everyone, and the direct feedback we've been giving him doesn't seem to be making much impact.  Here are some reasons why:  \\- he is given a list of tasks to do and instructions for how to do them, but he ignores these tasks and claims he was never told about them.  \\- he is not a considerate officemate.  I have received a lot of feedback from people who sit near him that he is extremely loud, talks on his phone for hours in his native language while sitting at his desk, and isn't mindful that others need to do work (their roles are such that they cannot wear noise-canceling headphones while doing their jobs)  \\- he doesn't respect his higher-ups.  My industry is pretty hierarchical, with deference expected while interfacing with people above you in the org chart.  He will knock on higher-ups' office doors or walk right in, ask if they have five minutes for a quick question, and proceed to talk on and on until he is asked to leave, about a range of topics that, frankly, he should be researching for himself.  He does this to me often.  I have stopped him and told him it's not a good time, and ask him to come back at a specific time later in the day, which he does not do.  Even when I send him a calendar invite for later in the day and he accepts it, he still won't show up at the appointed time, and does not apologize when I next see him.  This man was born and raised outside the US and is on a temporary visitor visa in the US.  In order to stay in the US after his visa ends, he will need a full-time job offer by an employer who is willing to sponsor him (at much cost to them) to eventually get a green card.  As it happens, we have an internal opening in our organization, which he interviewed for, but due to his performance so far, he will not be hired.  So, he has been interviewing externally, and while there's a lot of demand for his skill set, he's had no offers.  He will come talk to me after almost every interview and complain about the slightest things -- how someone made an offhand remark that offended him, how one of his interviewers told him that the role was quite busy and he didn't like that, how he didn't like that he had to interview with a specific person and he complained to the person organizing the interview about this (!!!), how a hiring manager asked him to meet her at a Starbucks for a preliminary conversation prior to a formal interview day and he felt that was inappropriate, how a hiring manager tried to sell him a job by talking about the generous compensation and he didn't like that (!!!), etc.  I have been listening patiently and offering impartial advice.  I have also tried to be very frank with him that no job is perfect, especially not the very first job you get right out of internship training, and that his visa status may be a hindrance for some employers.  As the months drag by and he continues having apparently negatively experiences everywhere he interviews, it's clear he's not taking my advice on board, and he's probably showing up to them the same way he's showing up to us -- basically, making a poor impression and torching his chances of getting hired anywhere.  My industry is pretty small, and I've heard unofficially from some other colleagues at different organizations that he's indeed not interviewing well and turning people off.  I've also heard indirectly that his references from other organizations are not giving him good reviews.  (Thankfully, he has not asked me to be a reference for him -- and I do not think I could be, in good conscience.)  I'm struggling with how to manage this situation going forward.  Any resources for how to instill professionalism and self-awareness into someone like this, since direct and pointed feedback isn't working?   (Sadly, I don't have the authority to put him on a PIP or terminate him -- the person who hired him is very unlikely to be on board with either of these plans.)  I'm also worried about my own professional reputation in this small industry, in the high likelihood that he won't change if/when he finds a full-time job and burns bridges at his next organization too.", "c_root_id_A": "ix18wrt", "c_root_id_B": "ix27utx", "created_at_utc_A": 1668900717, "created_at_utc_B": 1668918126, "score_A": 10, "score_B": 14, "human_ref_A": "Why are you still employing him? PIP, then out the door.", "human_ref_B": "Be very clear about documenting his performance and conduct issues, and be sure that none of it references his race or national origin. There is potential liability if the decision to release him or not to hire him for the opening in your company is based on those protected categories.", "labels": 0, "seconds_difference": 17409.0, "score_ratio": 1.4, "metadata_A": "", "metadata_B": ""}
{"post_id": "yzkpx1", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[IN] Intern seems oblivious to professional norms and it's hurting his job search and burning bridges everywhere At my organization, I'm partly in charge of a man who's near halfway through his year-long paid internship with us.  He's not performing well and has alienated almost everyone, and the direct feedback we've been giving him doesn't seem to be making much impact.  Here are some reasons why:  \\- he is given a list of tasks to do and instructions for how to do them, but he ignores these tasks and claims he was never told about them.  \\- he is not a considerate officemate.  I have received a lot of feedback from people who sit near him that he is extremely loud, talks on his phone for hours in his native language while sitting at his desk, and isn't mindful that others need to do work (their roles are such that they cannot wear noise-canceling headphones while doing their jobs)  \\- he doesn't respect his higher-ups.  My industry is pretty hierarchical, with deference expected while interfacing with people above you in the org chart.  He will knock on higher-ups' office doors or walk right in, ask if they have five minutes for a quick question, and proceed to talk on and on until he is asked to leave, about a range of topics that, frankly, he should be researching for himself.  He does this to me often.  I have stopped him and told him it's not a good time, and ask him to come back at a specific time later in the day, which he does not do.  Even when I send him a calendar invite for later in the day and he accepts it, he still won't show up at the appointed time, and does not apologize when I next see him.  This man was born and raised outside the US and is on a temporary visitor visa in the US.  In order to stay in the US after his visa ends, he will need a full-time job offer by an employer who is willing to sponsor him (at much cost to them) to eventually get a green card.  As it happens, we have an internal opening in our organization, which he interviewed for, but due to his performance so far, he will not be hired.  So, he has been interviewing externally, and while there's a lot of demand for his skill set, he's had no offers.  He will come talk to me after almost every interview and complain about the slightest things -- how someone made an offhand remark that offended him, how one of his interviewers told him that the role was quite busy and he didn't like that, how he didn't like that he had to interview with a specific person and he complained to the person organizing the interview about this (!!!), how a hiring manager asked him to meet her at a Starbucks for a preliminary conversation prior to a formal interview day and he felt that was inappropriate, how a hiring manager tried to sell him a job by talking about the generous compensation and he didn't like that (!!!), etc.  I have been listening patiently and offering impartial advice.  I have also tried to be very frank with him that no job is perfect, especially not the very first job you get right out of internship training, and that his visa status may be a hindrance for some employers.  As the months drag by and he continues having apparently negatively experiences everywhere he interviews, it's clear he's not taking my advice on board, and he's probably showing up to them the same way he's showing up to us -- basically, making a poor impression and torching his chances of getting hired anywhere.  My industry is pretty small, and I've heard unofficially from some other colleagues at different organizations that he's indeed not interviewing well and turning people off.  I've also heard indirectly that his references from other organizations are not giving him good reviews.  (Thankfully, he has not asked me to be a reference for him -- and I do not think I could be, in good conscience.)  I'm struggling with how to manage this situation going forward.  Any resources for how to instill professionalism and self-awareness into someone like this, since direct and pointed feedback isn't working?   (Sadly, I don't have the authority to put him on a PIP or terminate him -- the person who hired him is very unlikely to be on board with either of these plans.)  I'm also worried about my own professional reputation in this small industry, in the high likelihood that he won't change if/when he finds a full-time job and burns bridges at his next organization too.", "c_root_id_A": "ix27utx", "c_root_id_B": "ix1juyj", "created_at_utc_A": 1668918126, "created_at_utc_B": 1668905944, "score_A": 14, "score_B": 5, "human_ref_A": "Be very clear about documenting his performance and conduct issues, and be sure that none of it references his race or national origin. There is potential liability if the decision to release him or not to hire him for the opening in your company is based on those protected categories.", "human_ref_B": "Have you been sugar coating your feedback for him? Sometimes we take the soft approach and hope the person connects the dots. It sounds like brutally honest might be the only thing to get through to this guy. If that doesn\u2019t work, oh well. He torched his own chances.", "labels": 1, "seconds_difference": 12182.0, "score_ratio": 2.8, "metadata_A": "", "metadata_B": ""}
{"post_id": "yzkpx1", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[IN] Intern seems oblivious to professional norms and it's hurting his job search and burning bridges everywhere At my organization, I'm partly in charge of a man who's near halfway through his year-long paid internship with us.  He's not performing well and has alienated almost everyone, and the direct feedback we've been giving him doesn't seem to be making much impact.  Here are some reasons why:  \\- he is given a list of tasks to do and instructions for how to do them, but he ignores these tasks and claims he was never told about them.  \\- he is not a considerate officemate.  I have received a lot of feedback from people who sit near him that he is extremely loud, talks on his phone for hours in his native language while sitting at his desk, and isn't mindful that others need to do work (their roles are such that they cannot wear noise-canceling headphones while doing their jobs)  \\- he doesn't respect his higher-ups.  My industry is pretty hierarchical, with deference expected while interfacing with people above you in the org chart.  He will knock on higher-ups' office doors or walk right in, ask if they have five minutes for a quick question, and proceed to talk on and on until he is asked to leave, about a range of topics that, frankly, he should be researching for himself.  He does this to me often.  I have stopped him and told him it's not a good time, and ask him to come back at a specific time later in the day, which he does not do.  Even when I send him a calendar invite for later in the day and he accepts it, he still won't show up at the appointed time, and does not apologize when I next see him.  This man was born and raised outside the US and is on a temporary visitor visa in the US.  In order to stay in the US after his visa ends, he will need a full-time job offer by an employer who is willing to sponsor him (at much cost to them) to eventually get a green card.  As it happens, we have an internal opening in our organization, which he interviewed for, but due to his performance so far, he will not be hired.  So, he has been interviewing externally, and while there's a lot of demand for his skill set, he's had no offers.  He will come talk to me after almost every interview and complain about the slightest things -- how someone made an offhand remark that offended him, how one of his interviewers told him that the role was quite busy and he didn't like that, how he didn't like that he had to interview with a specific person and he complained to the person organizing the interview about this (!!!), how a hiring manager asked him to meet her at a Starbucks for a preliminary conversation prior to a formal interview day and he felt that was inappropriate, how a hiring manager tried to sell him a job by talking about the generous compensation and he didn't like that (!!!), etc.  I have been listening patiently and offering impartial advice.  I have also tried to be very frank with him that no job is perfect, especially not the very first job you get right out of internship training, and that his visa status may be a hindrance for some employers.  As the months drag by and he continues having apparently negatively experiences everywhere he interviews, it's clear he's not taking my advice on board, and he's probably showing up to them the same way he's showing up to us -- basically, making a poor impression and torching his chances of getting hired anywhere.  My industry is pretty small, and I've heard unofficially from some other colleagues at different organizations that he's indeed not interviewing well and turning people off.  I've also heard indirectly that his references from other organizations are not giving him good reviews.  (Thankfully, he has not asked me to be a reference for him -- and I do not think I could be, in good conscience.)  I'm struggling with how to manage this situation going forward.  Any resources for how to instill professionalism and self-awareness into someone like this, since direct and pointed feedback isn't working?   (Sadly, I don't have the authority to put him on a PIP or terminate him -- the person who hired him is very unlikely to be on board with either of these plans.)  I'm also worried about my own professional reputation in this small industry, in the high likelihood that he won't change if/when he finds a full-time job and burns bridges at his next organization too.", "c_root_id_A": "ix1juyj", "c_root_id_B": "ix323c8", "created_at_utc_A": 1668905944, "created_at_utc_B": 1668941201, "score_A": 5, "score_B": 6, "human_ref_A": "Have you been sugar coating your feedback for him? Sometimes we take the soft approach and hope the person connects the dots. It sounds like brutally honest might be the only thing to get through to this guy. If that doesn\u2019t work, oh well. He torched his own chances.", "human_ref_B": "Distance yourself from that sinking ship, you can't save those who don't want it. Obviously the guy has just not found his niche yet, you can't force success on people but you can work on your own, good luck.", "labels": 0, "seconds_difference": 35257.0, "score_ratio": 1.2, "metadata_A": "", "metadata_B": ""}
{"post_id": "yzkpx1", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[IN] Intern seems oblivious to professional norms and it's hurting his job search and burning bridges everywhere At my organization, I'm partly in charge of a man who's near halfway through his year-long paid internship with us.  He's not performing well and has alienated almost everyone, and the direct feedback we've been giving him doesn't seem to be making much impact.  Here are some reasons why:  \\- he is given a list of tasks to do and instructions for how to do them, but he ignores these tasks and claims he was never told about them.  \\- he is not a considerate officemate.  I have received a lot of feedback from people who sit near him that he is extremely loud, talks on his phone for hours in his native language while sitting at his desk, and isn't mindful that others need to do work (their roles are such that they cannot wear noise-canceling headphones while doing their jobs)  \\- he doesn't respect his higher-ups.  My industry is pretty hierarchical, with deference expected while interfacing with people above you in the org chart.  He will knock on higher-ups' office doors or walk right in, ask if they have five minutes for a quick question, and proceed to talk on and on until he is asked to leave, about a range of topics that, frankly, he should be researching for himself.  He does this to me often.  I have stopped him and told him it's not a good time, and ask him to come back at a specific time later in the day, which he does not do.  Even when I send him a calendar invite for later in the day and he accepts it, he still won't show up at the appointed time, and does not apologize when I next see him.  This man was born and raised outside the US and is on a temporary visitor visa in the US.  In order to stay in the US after his visa ends, he will need a full-time job offer by an employer who is willing to sponsor him (at much cost to them) to eventually get a green card.  As it happens, we have an internal opening in our organization, which he interviewed for, but due to his performance so far, he will not be hired.  So, he has been interviewing externally, and while there's a lot of demand for his skill set, he's had no offers.  He will come talk to me after almost every interview and complain about the slightest things -- how someone made an offhand remark that offended him, how one of his interviewers told him that the role was quite busy and he didn't like that, how he didn't like that he had to interview with a specific person and he complained to the person organizing the interview about this (!!!), how a hiring manager asked him to meet her at a Starbucks for a preliminary conversation prior to a formal interview day and he felt that was inappropriate, how a hiring manager tried to sell him a job by talking about the generous compensation and he didn't like that (!!!), etc.  I have been listening patiently and offering impartial advice.  I have also tried to be very frank with him that no job is perfect, especially not the very first job you get right out of internship training, and that his visa status may be a hindrance for some employers.  As the months drag by and he continues having apparently negatively experiences everywhere he interviews, it's clear he's not taking my advice on board, and he's probably showing up to them the same way he's showing up to us -- basically, making a poor impression and torching his chances of getting hired anywhere.  My industry is pretty small, and I've heard unofficially from some other colleagues at different organizations that he's indeed not interviewing well and turning people off.  I've also heard indirectly that his references from other organizations are not giving him good reviews.  (Thankfully, he has not asked me to be a reference for him -- and I do not think I could be, in good conscience.)  I'm struggling with how to manage this situation going forward.  Any resources for how to instill professionalism and self-awareness into someone like this, since direct and pointed feedback isn't working?   (Sadly, I don't have the authority to put him on a PIP or terminate him -- the person who hired him is very unlikely to be on board with either of these plans.)  I'm also worried about my own professional reputation in this small industry, in the high likelihood that he won't change if/when he finds a full-time job and burns bridges at his next organization too.", "c_root_id_A": "ix2ogmw", "c_root_id_B": "ix323c8", "created_at_utc_A": 1668929402, "created_at_utc_B": 1668941201, "score_A": 5, "score_B": 6, "human_ref_A": "> He's not performing well and has alienated almost everyone, and the direct feedback we've been giving him doesn't seem to be making much impact.   I think this guy is failing himself, but you all are *contributing* to it too. Seems like a 60/40 situation.  Maybe you have not gone into detail here but if his behavior had been like this from the beginning, that would have indicated a **rigorous** amount of direction & oversight needed from those in charge of him.  That should have been within the first several weeks of him joining.  My experience both as someone who has worked with good leadership as well as mentoring junior staff is you provide a great deal of oversight at the beginning (almost to the point of micromanagement), giving more discretion as the person proves up to it.  This guy does not sound like he got the oversight it would have benefited him to receive.", "human_ref_B": "Distance yourself from that sinking ship, you can't save those who don't want it. Obviously the guy has just not found his niche yet, you can't force success on people but you can work on your own, good luck.", "labels": 0, "seconds_difference": 11799.0, "score_ratio": 1.2, "metadata_A": "", "metadata_B": ""}
{"post_id": "vgti1a", "domain": "askhr_test", "upvote_ratio": 0.91, "history": "[CO]- Whats the burden of proof for Sexual Harassment when a superior engages in sex with an employee? TLDR: My married team lead slept with me while I was very intoxicated and I do not remember most details of what happened. What is the process for reporting? How will it be handled? What do I need to prove? Is there a way to ask a hypothetical question to HR?  \u2014\u2014\u2014  My married team lead (33F) asked me (21F) to go out for drinks with her after work. This is my first month in my new position and I said yes, as I had been an intern prior and thought it could be a good way to learn more about the team. I also didn\u2019t have any red flags because she\u2019s a woman who is married to a man.  A few days before going out, she asked whether she could stay the night in my guest room if she drank too much because she lives over an hour away and couldn\u2019t Uber & I (hesitantly) said yes [I have this in texts].  After we went to the bar we went back to my place and she went to the spare bedroom and got into bed & I went to my room around 11pm. I felt sick so I got undressed and took off all of my clothes to puke in the toilet. I\u2019m unclear how long I was in there, but at some point later I turned around and she was standing in my bedroom. I asked what she was doing in my room and pointed out that I was naked, and she explained she felt lonely and should\u2019ve knocked. I quickly grabbed a sweatshirt from my closet and when I came back to my room she was in my bed.  At this point things get hazy, I remember sitting on my bed and asking if she was okay/wanted me to call her husband/ was going to be sick. I remember her playing with the hem of my sweatshirt and saying the material felt weird. I also remember some of the key aspects of sexual intercourse. I know she left afterwards, I remember hearing my front door close and she texted me when she got home, which puts her leaving my place at around ~1am. Since the encounter, she has texted me about nearly everything (none of which has been important) and told me what a great night she had.  Her reaching out makes my stomach flip and I feel sick. I\u2019ve showered a dozen times this weekend. I may not remember exactly what happened but my body does and I sob at random times. I\u2019ve had regrettable sex, but this is not that.   For external reasons, and how recently I joined the company as a full-timer, moving teams would be pretty hard. I also know she is scheduled to leave the team in August.  I\u2019m not sure if I feel safe enough to go to HR and I\u2019m pretty scared about this whole situation. I just turned 22 and this is my first job after college. This is also a Fortune 50 company which has historically been an old school boys club. I don\u2019t want this to affect my job or how I can move forward in the company. Here are my questions so I can plan how to move forward:  1) Does this situation counts as sexual harassment?  2) What process I can expect if I do report it (will we still have to work together throughout the investigation)?  3) What proof will HR want from me during an investigation? I\u2019m starting to remember more of what happened, but since I can\u2019t provide a full account is it her word against mine?  4) Is there a way to approach HR with this scenario as a \u2018hypothetical\u2019 to ask how they would proceed, or would it automatically be filed as a report?  Thank you in advance for your help :)", "c_root_id_A": "id3ha4n", "c_root_id_B": "id3hjuv", "created_at_utc_A": 1655754409, "created_at_utc_B": 1655754528, "score_A": 146, "score_B": 166, "human_ref_A": "It sounds like you were raped so I would recommend going to go to the police and report it.  The next thing I would recommend is finding if your company has an EAP service to help provide you assistance in finding some therapy for it.  Or you could look up groups/networks in your town for assistance too.", "human_ref_B": "This sounds more like rape then simple sexual harrassment", "labels": 0, "seconds_difference": 119.0, "score_ratio": 1.1369863014, "metadata_A": "", "metadata_B": ""}
{"post_id": "vgti1a", "domain": "askhr_test", "upvote_ratio": 0.91, "history": "[CO]- Whats the burden of proof for Sexual Harassment when a superior engages in sex with an employee? TLDR: My married team lead slept with me while I was very intoxicated and I do not remember most details of what happened. What is the process for reporting? How will it be handled? What do I need to prove? Is there a way to ask a hypothetical question to HR?  \u2014\u2014\u2014  My married team lead (33F) asked me (21F) to go out for drinks with her after work. This is my first month in my new position and I said yes, as I had been an intern prior and thought it could be a good way to learn more about the team. I also didn\u2019t have any red flags because she\u2019s a woman who is married to a man.  A few days before going out, she asked whether she could stay the night in my guest room if she drank too much because she lives over an hour away and couldn\u2019t Uber & I (hesitantly) said yes [I have this in texts].  After we went to the bar we went back to my place and she went to the spare bedroom and got into bed & I went to my room around 11pm. I felt sick so I got undressed and took off all of my clothes to puke in the toilet. I\u2019m unclear how long I was in there, but at some point later I turned around and she was standing in my bedroom. I asked what she was doing in my room and pointed out that I was naked, and she explained she felt lonely and should\u2019ve knocked. I quickly grabbed a sweatshirt from my closet and when I came back to my room she was in my bed.  At this point things get hazy, I remember sitting on my bed and asking if she was okay/wanted me to call her husband/ was going to be sick. I remember her playing with the hem of my sweatshirt and saying the material felt weird. I also remember some of the key aspects of sexual intercourse. I know she left afterwards, I remember hearing my front door close and she texted me when she got home, which puts her leaving my place at around ~1am. Since the encounter, she has texted me about nearly everything (none of which has been important) and told me what a great night she had.  Her reaching out makes my stomach flip and I feel sick. I\u2019ve showered a dozen times this weekend. I may not remember exactly what happened but my body does and I sob at random times. I\u2019ve had regrettable sex, but this is not that.   For external reasons, and how recently I joined the company as a full-timer, moving teams would be pretty hard. I also know she is scheduled to leave the team in August.  I\u2019m not sure if I feel safe enough to go to HR and I\u2019m pretty scared about this whole situation. I just turned 22 and this is my first job after college. This is also a Fortune 50 company which has historically been an old school boys club. I don\u2019t want this to affect my job or how I can move forward in the company. Here are my questions so I can plan how to move forward:  1) Does this situation counts as sexual harassment?  2) What process I can expect if I do report it (will we still have to work together throughout the investigation)?  3) What proof will HR want from me during an investigation? I\u2019m starting to remember more of what happened, but since I can\u2019t provide a full account is it her word against mine?  4) Is there a way to approach HR with this scenario as a \u2018hypothetical\u2019 to ask how they would proceed, or would it automatically be filed as a report?  Thank you in advance for your help :)", "c_root_id_A": "id3x1mi", "c_root_id_B": "id3rruf", "created_at_utc_A": 1655761314, "created_at_utc_B": 1655758980, "score_A": 70, "score_B": 54, "human_ref_A": "Why were you throwing up? Did you get hammered? Is it at all possible you were drugged?  Darling, this is more than sexual harassment. This sounds like pre-meditated rape.  She    (a) invited you out on your own (just you? not the team?)    (b) Pre-planned to stay at your house (this is an extremely weird ask! This is not normal! This is a red flag! It is improper to get so drunk you can't drive home after an hour or two for work drinks. And if you do, a hotel would be the plan, not stay with your brand new young employee)   (c) Walked into your bedroom in the middle of the night   (d) Left anyway, after asking to stay at your place.     I think she planned this. I also think that there is a very strong possibility that you were drugged. I don't know how long it has been, but see if you can go to the ER and get a drug test to look for date rape drugs.  I would consider going to the police instead of HR. But yes, HR should be very interested in a superior getting so drunk with a new employee and asking to stay at her house. That is BEYOND inappropriate (imagine if a male superior asked you that). The sex, or rape, is just another level.   And please update us. I am very sorry that this happened to you. She planned this and preyed upon you.", "human_ref_B": "I would recommend seeking out some sexual assault resources. I am in CO so please feel free to PM me and I can send you some info. I've been in your position before.", "labels": 1, "seconds_difference": 2334.0, "score_ratio": 1.2962962963, "metadata_A": "", "metadata_B": ""}
{"post_id": "vgti1a", "domain": "askhr_test", "upvote_ratio": 0.91, "history": "[CO]- Whats the burden of proof for Sexual Harassment when a superior engages in sex with an employee? TLDR: My married team lead slept with me while I was very intoxicated and I do not remember most details of what happened. What is the process for reporting? How will it be handled? What do I need to prove? Is there a way to ask a hypothetical question to HR?  \u2014\u2014\u2014  My married team lead (33F) asked me (21F) to go out for drinks with her after work. This is my first month in my new position and I said yes, as I had been an intern prior and thought it could be a good way to learn more about the team. I also didn\u2019t have any red flags because she\u2019s a woman who is married to a man.  A few days before going out, she asked whether she could stay the night in my guest room if she drank too much because she lives over an hour away and couldn\u2019t Uber & I (hesitantly) said yes [I have this in texts].  After we went to the bar we went back to my place and she went to the spare bedroom and got into bed & I went to my room around 11pm. I felt sick so I got undressed and took off all of my clothes to puke in the toilet. I\u2019m unclear how long I was in there, but at some point later I turned around and she was standing in my bedroom. I asked what she was doing in my room and pointed out that I was naked, and she explained she felt lonely and should\u2019ve knocked. I quickly grabbed a sweatshirt from my closet and when I came back to my room she was in my bed.  At this point things get hazy, I remember sitting on my bed and asking if she was okay/wanted me to call her husband/ was going to be sick. I remember her playing with the hem of my sweatshirt and saying the material felt weird. I also remember some of the key aspects of sexual intercourse. I know she left afterwards, I remember hearing my front door close and she texted me when she got home, which puts her leaving my place at around ~1am. Since the encounter, she has texted me about nearly everything (none of which has been important) and told me what a great night she had.  Her reaching out makes my stomach flip and I feel sick. I\u2019ve showered a dozen times this weekend. I may not remember exactly what happened but my body does and I sob at random times. I\u2019ve had regrettable sex, but this is not that.   For external reasons, and how recently I joined the company as a full-timer, moving teams would be pretty hard. I also know she is scheduled to leave the team in August.  I\u2019m not sure if I feel safe enough to go to HR and I\u2019m pretty scared about this whole situation. I just turned 22 and this is my first job after college. This is also a Fortune 50 company which has historically been an old school boys club. I don\u2019t want this to affect my job or how I can move forward in the company. Here are my questions so I can plan how to move forward:  1) Does this situation counts as sexual harassment?  2) What process I can expect if I do report it (will we still have to work together throughout the investigation)?  3) What proof will HR want from me during an investigation? I\u2019m starting to remember more of what happened, but since I can\u2019t provide a full account is it her word against mine?  4) Is there a way to approach HR with this scenario as a \u2018hypothetical\u2019 to ask how they would proceed, or would it automatically be filed as a report?  Thank you in advance for your help :)", "c_root_id_A": "id3vnkb", "c_root_id_B": "id3x1mi", "created_at_utc_A": 1655760697, "created_at_utc_B": 1655761314, "score_A": 26, "score_B": 70, "human_ref_A": "I agree with everyone else here saying this sounds like a criminal act and the police should be your first recourse.  *However,* that doesn't answer your questions:    (1)  Yes, this would be considered sexual harassment.  (2)  You would likely be asked a lot of questions by someone in HR.  If anyone is taken off of work for the investigation, it would be much more likely that the person removed would be your manager.  (3)  HR will want any proof you have (such as the texts).  Keep in mind this isn't a court of law; you don't need overwhelming evidence of the supervisor's guilt.  Just enough that the company believes you over her.  The texts are plenty incriminating and are enough to keep this from being simply her word against yours.  You also don't know what else HR knows (this could be the third complaint against her for all you know).  (4) The only way to do this \"hypothetically\" would be anonymously, because anyone in HR who gets wind of this would be bound to investigate further.  I don't think anonymous hypothetical questions would be very productive, though.  By far the most likely outcome of going to HR would be that your boss is fired and you resume your normal work under a new boss.  They will keep it as \"need-to-know\" as possible and it *shouldn't* affect your career with the company.  (If so, that would be unlawful retaliation.)", "human_ref_B": "Why were you throwing up? Did you get hammered? Is it at all possible you were drugged?  Darling, this is more than sexual harassment. This sounds like pre-meditated rape.  She    (a) invited you out on your own (just you? not the team?)    (b) Pre-planned to stay at your house (this is an extremely weird ask! This is not normal! This is a red flag! It is improper to get so drunk you can't drive home after an hour or two for work drinks. And if you do, a hotel would be the plan, not stay with your brand new young employee)   (c) Walked into your bedroom in the middle of the night   (d) Left anyway, after asking to stay at your place.     I think she planned this. I also think that there is a very strong possibility that you were drugged. I don't know how long it has been, but see if you can go to the ER and get a drug test to look for date rape drugs.  I would consider going to the police instead of HR. But yes, HR should be very interested in a superior getting so drunk with a new employee and asking to stay at her house. That is BEYOND inappropriate (imagine if a male superior asked you that). The sex, or rape, is just another level.   And please update us. I am very sorry that this happened to you. She planned this and preyed upon you.", "labels": 0, "seconds_difference": 617.0, "score_ratio": 2.6923076923, "metadata_A": "", "metadata_B": ""}
{"post_id": "vgti1a", "domain": "askhr_test", "upvote_ratio": 0.91, "history": "[CO]- Whats the burden of proof for Sexual Harassment when a superior engages in sex with an employee? TLDR: My married team lead slept with me while I was very intoxicated and I do not remember most details of what happened. What is the process for reporting? How will it be handled? What do I need to prove? Is there a way to ask a hypothetical question to HR?  \u2014\u2014\u2014  My married team lead (33F) asked me (21F) to go out for drinks with her after work. This is my first month in my new position and I said yes, as I had been an intern prior and thought it could be a good way to learn more about the team. I also didn\u2019t have any red flags because she\u2019s a woman who is married to a man.  A few days before going out, she asked whether she could stay the night in my guest room if she drank too much because she lives over an hour away and couldn\u2019t Uber & I (hesitantly) said yes [I have this in texts].  After we went to the bar we went back to my place and she went to the spare bedroom and got into bed & I went to my room around 11pm. I felt sick so I got undressed and took off all of my clothes to puke in the toilet. I\u2019m unclear how long I was in there, but at some point later I turned around and she was standing in my bedroom. I asked what she was doing in my room and pointed out that I was naked, and she explained she felt lonely and should\u2019ve knocked. I quickly grabbed a sweatshirt from my closet and when I came back to my room she was in my bed.  At this point things get hazy, I remember sitting on my bed and asking if she was okay/wanted me to call her husband/ was going to be sick. I remember her playing with the hem of my sweatshirt and saying the material felt weird. I also remember some of the key aspects of sexual intercourse. I know she left afterwards, I remember hearing my front door close and she texted me when she got home, which puts her leaving my place at around ~1am. Since the encounter, she has texted me about nearly everything (none of which has been important) and told me what a great night she had.  Her reaching out makes my stomach flip and I feel sick. I\u2019ve showered a dozen times this weekend. I may not remember exactly what happened but my body does and I sob at random times. I\u2019ve had regrettable sex, but this is not that.   For external reasons, and how recently I joined the company as a full-timer, moving teams would be pretty hard. I also know she is scheduled to leave the team in August.  I\u2019m not sure if I feel safe enough to go to HR and I\u2019m pretty scared about this whole situation. I just turned 22 and this is my first job after college. This is also a Fortune 50 company which has historically been an old school boys club. I don\u2019t want this to affect my job or how I can move forward in the company. Here are my questions so I can plan how to move forward:  1) Does this situation counts as sexual harassment?  2) What process I can expect if I do report it (will we still have to work together throughout the investigation)?  3) What proof will HR want from me during an investigation? I\u2019m starting to remember more of what happened, but since I can\u2019t provide a full account is it her word against mine?  4) Is there a way to approach HR with this scenario as a \u2018hypothetical\u2019 to ask how they would proceed, or would it automatically be filed as a report?  Thank you in advance for your help :)", "c_root_id_A": "id3vnkb", "c_root_id_B": "id451nw", "created_at_utc_A": 1655760697, "created_at_utc_B": 1655765014, "score_A": 26, "score_B": 30, "human_ref_A": "I agree with everyone else here saying this sounds like a criminal act and the police should be your first recourse.  *However,* that doesn't answer your questions:    (1)  Yes, this would be considered sexual harassment.  (2)  You would likely be asked a lot of questions by someone in HR.  If anyone is taken off of work for the investigation, it would be much more likely that the person removed would be your manager.  (3)  HR will want any proof you have (such as the texts).  Keep in mind this isn't a court of law; you don't need overwhelming evidence of the supervisor's guilt.  Just enough that the company believes you over her.  The texts are plenty incriminating and are enough to keep this from being simply her word against yours.  You also don't know what else HR knows (this could be the third complaint against her for all you know).  (4) The only way to do this \"hypothetically\" would be anonymously, because anyone in HR who gets wind of this would be bound to investigate further.  I don't think anonymous hypothetical questions would be very productive, though.  By far the most likely outcome of going to HR would be that your boss is fired and you resume your normal work under a new boss.  They will keep it as \"need-to-know\" as possible and it *shouldn't* affect your career with the company.  (If so, that would be unlawful retaliation.)", "human_ref_B": "I would first and foremost report that to local law enforcement. HR doesn\u2019t conduct *criminal* investigations.   Here is the Colorado law on this issue, called Unlawful Sexual Behavior.  Here\u2019s an agency that works directly with the State of Colorado and explains your options: medical reporting, reporting to police, etc.  This page describes your reporting options. https://youhavetherightco.org/support-services-2-2/  And this page walks through: \u201cWas there consent?\u201d (In the state of Colorado, you could not give consent in your intoxicated condition.) https://youhavetherightco.org/services/was-i-assaulted/  Warning about this next paragraph (it describes a hypothetical that includes something you don\u2019t want, you haven\u2019t consented to. I\u2019ve written it because it\u2019s how my brain would want to process it, but I know people see it differently.) > If your boss wanted to sleep with you, to begin to do that *legally*, they should have done it in the daytime without alcohol present.  > Then they would *still* be breaking workplace sexual harassment regulations (in sleeping with someone who had given full consent), but it would not have added the unlawful sexual conduct criminal element to their actions: it would be a civil/financial issue, not a criminal one.   By not only crossing workplace sexual harassment norms by heading over to an employee\u2019s house while drunk, but then doing what they did *after you had puked from alcohol*, it\u2019s extremely criminal.  This is unfortunately a fairly commonplace scenario - you are not alone in experiencing it.   I\u2019ve had it happen to me (minus the boss element), but there\u2019s been plenty of these stories where bosses use their power to do that. They do what they do expecting that they will not get reported for it.   Please consider reporting it.   You have text-message evidence that it took place. You\u2019re in a strong position.  It being a Fortune 50 company means that this boss is likely replaceable to the company.   If you report it to HR, you can consider sharing the basics you feel comfortable with (employer asked to come stay at my house: here\u2019s the text), that should begin their HR investigation.   You do not owe anything to your company\u2019s HR, so don\u2019t overshare to them.   You also have the ability to resign at this point or any point, should you feel unsafe. The company has committed criminal acts against you.   You do not owe them anything.   HR is not supposed to retaliate against you. (This is the real world, where bosses aren\u2019t supposed to commit crimes. So if retaliation happens, record and document it. That would open the company\u2019s liability up massively. Ideally, you should be treated very respectfully, given space and resources to heal, and they should be hoping you don\u2019t pursue further recourse.   I\u2019d describe it like: \u201cWe just hit you with a bus. Would you like complimentary snacks? Here, let me put your feet up. Tea, crackers? A ride to the hospital?\u201d   The HR will want you to like them, to think of them as friendly and your friend, so you don\u2019t realize that you\u2019ve been criminally assaulted, that workplace norms have been grossly violated by their supervising employee, that you move on from holding them responsible.   Here\u2019s some information on Sexual Harassment in the workplace, from the US Equal Employment Opportunity Commission. You have 180 days to file (less than 6 months) your claim with the EEOC. https://www.eeoc.gov/sexual-harassment (you can call or do a walk-in appointment. This step is far less time sensitive than the initial action of reporting it for criminal investigation.)  You should absolutely consider finding a lawyer - to deal with the HR investigation, to file the EEOC complaint, and to best help represent your interests when filing with and communicating with the police.  There\u2019s a lot of good district attorneys, police officers in the sexual crimes division now. It is really heartening to see them process these crimes, to protect victims.   This of course is not uniformly true everywhere, and different areas have different levels of police response. Some local divisions are very poorly run. If you run into a bad officer when you are reporting what happened, or are not being taken seriously in the precinct, and it feels very archaic in response, do move up to the state level to report. Let state level authorities, like the Attorney General, know that the small-town PD didn\u2019t listen to your report. Hopefully you won\u2019t need to use this step - it should go well for you in the initial reporting stage.  Also, please get some counseling for your mental health, do see a therapist. Your employer has an EAP program, your health insurance should also cover some visits.   I do know this a lot of steps to put on you. You are doing great no matter how little or lot you make it through this list. One step at a time.    Another thing that has been extremely helpful to victims of assault: Can you find 2 supportive people in your life to help you offload your worries? To share safely the situation of what has happened to you?   These 2 loved ones may provide different roles - caretaking for you, allowing you to complain/cry, being your legal advocate champion in matters, etc. but *helping you feel not alone* is the big first step they provide.   You also may need to cycle through people. In my situation, the first person I told did not have the appropriate response. We\u2019ve never talked again.  But person 2, 3, and 4 were amazingly supportive, one getting me to a safe location, one giving me the reassurance that what happened to me was inappropriate, and one caring for me for subsequent months whenever I needed to talk about it, so I wasn\u2019t carrying around a secret. Sharing that response to harm done to you to others is a really good thing, it helps people know how to help you, and it makes you realize you are not alone.", "labels": 0, "seconds_difference": 4317.0, "score_ratio": 1.1538461538, "metadata_A": "", "metadata_B": ""}
{"post_id": "vgti1a", "domain": "askhr_test", "upvote_ratio": 0.91, "history": "[CO]- Whats the burden of proof for Sexual Harassment when a superior engages in sex with an employee? TLDR: My married team lead slept with me while I was very intoxicated and I do not remember most details of what happened. What is the process for reporting? How will it be handled? What do I need to prove? Is there a way to ask a hypothetical question to HR?  \u2014\u2014\u2014  My married team lead (33F) asked me (21F) to go out for drinks with her after work. This is my first month in my new position and I said yes, as I had been an intern prior and thought it could be a good way to learn more about the team. I also didn\u2019t have any red flags because she\u2019s a woman who is married to a man.  A few days before going out, she asked whether she could stay the night in my guest room if she drank too much because she lives over an hour away and couldn\u2019t Uber & I (hesitantly) said yes [I have this in texts].  After we went to the bar we went back to my place and she went to the spare bedroom and got into bed & I went to my room around 11pm. I felt sick so I got undressed and took off all of my clothes to puke in the toilet. I\u2019m unclear how long I was in there, but at some point later I turned around and she was standing in my bedroom. I asked what she was doing in my room and pointed out that I was naked, and she explained she felt lonely and should\u2019ve knocked. I quickly grabbed a sweatshirt from my closet and when I came back to my room she was in my bed.  At this point things get hazy, I remember sitting on my bed and asking if she was okay/wanted me to call her husband/ was going to be sick. I remember her playing with the hem of my sweatshirt and saying the material felt weird. I also remember some of the key aspects of sexual intercourse. I know she left afterwards, I remember hearing my front door close and she texted me when she got home, which puts her leaving my place at around ~1am. Since the encounter, she has texted me about nearly everything (none of which has been important) and told me what a great night she had.  Her reaching out makes my stomach flip and I feel sick. I\u2019ve showered a dozen times this weekend. I may not remember exactly what happened but my body does and I sob at random times. I\u2019ve had regrettable sex, but this is not that.   For external reasons, and how recently I joined the company as a full-timer, moving teams would be pretty hard. I also know she is scheduled to leave the team in August.  I\u2019m not sure if I feel safe enough to go to HR and I\u2019m pretty scared about this whole situation. I just turned 22 and this is my first job after college. This is also a Fortune 50 company which has historically been an old school boys club. I don\u2019t want this to affect my job or how I can move forward in the company. Here are my questions so I can plan how to move forward:  1) Does this situation counts as sexual harassment?  2) What process I can expect if I do report it (will we still have to work together throughout the investigation)?  3) What proof will HR want from me during an investigation? I\u2019m starting to remember more of what happened, but since I can\u2019t provide a full account is it her word against mine?  4) Is there a way to approach HR with this scenario as a \u2018hypothetical\u2019 to ask how they would proceed, or would it automatically be filed as a report?  Thank you in advance for your help :)", "c_root_id_A": "id43h9i", "c_root_id_B": "id451nw", "created_at_utc_A": 1655764274, "created_at_utc_B": 1655765014, "score_A": -5, "score_B": 30, "human_ref_A": "Absolutely go to HR. It maybe uncomfortable but trust me we\u2019ve heard worse. She\u2019s your boss and this screams misconduct and more. Be straightforward and honest what happened\u2014your not in the wrong.  Keep in my Ming HR won\u2019t tell you much during their investigation and you will need to keep doing your job business as usual as difficult as that may be. Once they fire her they will notify you she\u2019s no longer with the company. If your company doesn\u2019t treat you well during this process you don\u2019t want to work there. And document EVERYTHING!! Hopefully you don\u2019t need to sue them.", "human_ref_B": "I would first and foremost report that to local law enforcement. HR doesn\u2019t conduct *criminal* investigations.   Here is the Colorado law on this issue, called Unlawful Sexual Behavior.  Here\u2019s an agency that works directly with the State of Colorado and explains your options: medical reporting, reporting to police, etc.  This page describes your reporting options. https://youhavetherightco.org/support-services-2-2/  And this page walks through: \u201cWas there consent?\u201d (In the state of Colorado, you could not give consent in your intoxicated condition.) https://youhavetherightco.org/services/was-i-assaulted/  Warning about this next paragraph (it describes a hypothetical that includes something you don\u2019t want, you haven\u2019t consented to. I\u2019ve written it because it\u2019s how my brain would want to process it, but I know people see it differently.) > If your boss wanted to sleep with you, to begin to do that *legally*, they should have done it in the daytime without alcohol present.  > Then they would *still* be breaking workplace sexual harassment regulations (in sleeping with someone who had given full consent), but it would not have added the unlawful sexual conduct criminal element to their actions: it would be a civil/financial issue, not a criminal one.   By not only crossing workplace sexual harassment norms by heading over to an employee\u2019s house while drunk, but then doing what they did *after you had puked from alcohol*, it\u2019s extremely criminal.  This is unfortunately a fairly commonplace scenario - you are not alone in experiencing it.   I\u2019ve had it happen to me (minus the boss element), but there\u2019s been plenty of these stories where bosses use their power to do that. They do what they do expecting that they will not get reported for it.   Please consider reporting it.   You have text-message evidence that it took place. You\u2019re in a strong position.  It being a Fortune 50 company means that this boss is likely replaceable to the company.   If you report it to HR, you can consider sharing the basics you feel comfortable with (employer asked to come stay at my house: here\u2019s the text), that should begin their HR investigation.   You do not owe anything to your company\u2019s HR, so don\u2019t overshare to them.   You also have the ability to resign at this point or any point, should you feel unsafe. The company has committed criminal acts against you.   You do not owe them anything.   HR is not supposed to retaliate against you. (This is the real world, where bosses aren\u2019t supposed to commit crimes. So if retaliation happens, record and document it. That would open the company\u2019s liability up massively. Ideally, you should be treated very respectfully, given space and resources to heal, and they should be hoping you don\u2019t pursue further recourse.   I\u2019d describe it like: \u201cWe just hit you with a bus. Would you like complimentary snacks? Here, let me put your feet up. Tea, crackers? A ride to the hospital?\u201d   The HR will want you to like them, to think of them as friendly and your friend, so you don\u2019t realize that you\u2019ve been criminally assaulted, that workplace norms have been grossly violated by their supervising employee, that you move on from holding them responsible.   Here\u2019s some information on Sexual Harassment in the workplace, from the US Equal Employment Opportunity Commission. You have 180 days to file (less than 6 months) your claim with the EEOC. https://www.eeoc.gov/sexual-harassment (you can call or do a walk-in appointment. This step is far less time sensitive than the initial action of reporting it for criminal investigation.)  You should absolutely consider finding a lawyer - to deal with the HR investigation, to file the EEOC complaint, and to best help represent your interests when filing with and communicating with the police.  There\u2019s a lot of good district attorneys, police officers in the sexual crimes division now. It is really heartening to see them process these crimes, to protect victims.   This of course is not uniformly true everywhere, and different areas have different levels of police response. Some local divisions are very poorly run. If you run into a bad officer when you are reporting what happened, or are not being taken seriously in the precinct, and it feels very archaic in response, do move up to the state level to report. Let state level authorities, like the Attorney General, know that the small-town PD didn\u2019t listen to your report. Hopefully you won\u2019t need to use this step - it should go well for you in the initial reporting stage.  Also, please get some counseling for your mental health, do see a therapist. Your employer has an EAP program, your health insurance should also cover some visits.   I do know this a lot of steps to put on you. You are doing great no matter how little or lot you make it through this list. One step at a time.    Another thing that has been extremely helpful to victims of assault: Can you find 2 supportive people in your life to help you offload your worries? To share safely the situation of what has happened to you?   These 2 loved ones may provide different roles - caretaking for you, allowing you to complain/cry, being your legal advocate champion in matters, etc. but *helping you feel not alone* is the big first step they provide.   You also may need to cycle through people. In my situation, the first person I told did not have the appropriate response. We\u2019ve never talked again.  But person 2, 3, and 4 were amazingly supportive, one getting me to a safe location, one giving me the reassurance that what happened to me was inappropriate, and one caring for me for subsequent months whenever I needed to talk about it, so I wasn\u2019t carrying around a secret. Sharing that response to harm done to you to others is a really good thing, it helps people know how to help you, and it makes you realize you are not alone.", "labels": 0, "seconds_difference": 740.0, "score_ratio": -6.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "vgti1a", "domain": "askhr_test", "upvote_ratio": 0.91, "history": "[CO]- Whats the burden of proof for Sexual Harassment when a superior engages in sex with an employee? TLDR: My married team lead slept with me while I was very intoxicated and I do not remember most details of what happened. What is the process for reporting? How will it be handled? What do I need to prove? Is there a way to ask a hypothetical question to HR?  \u2014\u2014\u2014  My married team lead (33F) asked me (21F) to go out for drinks with her after work. This is my first month in my new position and I said yes, as I had been an intern prior and thought it could be a good way to learn more about the team. I also didn\u2019t have any red flags because she\u2019s a woman who is married to a man.  A few days before going out, she asked whether she could stay the night in my guest room if she drank too much because she lives over an hour away and couldn\u2019t Uber & I (hesitantly) said yes [I have this in texts].  After we went to the bar we went back to my place and she went to the spare bedroom and got into bed & I went to my room around 11pm. I felt sick so I got undressed and took off all of my clothes to puke in the toilet. I\u2019m unclear how long I was in there, but at some point later I turned around and she was standing in my bedroom. I asked what she was doing in my room and pointed out that I was naked, and she explained she felt lonely and should\u2019ve knocked. I quickly grabbed a sweatshirt from my closet and when I came back to my room she was in my bed.  At this point things get hazy, I remember sitting on my bed and asking if she was okay/wanted me to call her husband/ was going to be sick. I remember her playing with the hem of my sweatshirt and saying the material felt weird. I also remember some of the key aspects of sexual intercourse. I know she left afterwards, I remember hearing my front door close and she texted me when she got home, which puts her leaving my place at around ~1am. Since the encounter, she has texted me about nearly everything (none of which has been important) and told me what a great night she had.  Her reaching out makes my stomach flip and I feel sick. I\u2019ve showered a dozen times this weekend. I may not remember exactly what happened but my body does and I sob at random times. I\u2019ve had regrettable sex, but this is not that.   For external reasons, and how recently I joined the company as a full-timer, moving teams would be pretty hard. I also know she is scheduled to leave the team in August.  I\u2019m not sure if I feel safe enough to go to HR and I\u2019m pretty scared about this whole situation. I just turned 22 and this is my first job after college. This is also a Fortune 50 company which has historically been an old school boys club. I don\u2019t want this to affect my job or how I can move forward in the company. Here are my questions so I can plan how to move forward:  1) Does this situation counts as sexual harassment?  2) What process I can expect if I do report it (will we still have to work together throughout the investigation)?  3) What proof will HR want from me during an investigation? I\u2019m starting to remember more of what happened, but since I can\u2019t provide a full account is it her word against mine?  4) Is there a way to approach HR with this scenario as a \u2018hypothetical\u2019 to ask how they would proceed, or would it automatically be filed as a report?  Thank you in advance for your help :)", "c_root_id_A": "id43h9i", "c_root_id_B": "id4a24k", "created_at_utc_A": 1655764274, "created_at_utc_B": 1655767436, "score_A": -5, "score_B": 13, "human_ref_A": "Absolutely go to HR. It maybe uncomfortable but trust me we\u2019ve heard worse. She\u2019s your boss and this screams misconduct and more. Be straightforward and honest what happened\u2014your not in the wrong.  Keep in my Ming HR won\u2019t tell you much during their investigation and you will need to keep doing your job business as usual as difficult as that may be. Once they fire her they will notify you she\u2019s no longer with the company. If your company doesn\u2019t treat you well during this process you don\u2019t want to work there. And document EVERYTHING!! Hopefully you don\u2019t need to sue them.", "human_ref_B": "HR doesn\u2019t want any part of this. Until someone gets arrested, they\u2019re going to tell you to report the crime and go through the police. Your team lead will deny it after you report, and there will be no evidence beyond she said she said. I\u2019m sorry, but it\u2019ll likely end there. Your employer may separate you after a report, but may be afraid to take any action against her with no evidence, no arrest, and just the word of someone admittedly intoxicated. I\u2019m in no way victim blaming. Please don\u2019t take it as that. This is just a difficult path to start down. Please see if there is an EAP that can get you some free help.", "labels": 0, "seconds_difference": 3162.0, "score_ratio": -2.6, "metadata_A": "", "metadata_B": ""}
{"post_id": "vgti1a", "domain": "askhr_test", "upvote_ratio": 0.91, "history": "[CO]- Whats the burden of proof for Sexual Harassment when a superior engages in sex with an employee? TLDR: My married team lead slept with me while I was very intoxicated and I do not remember most details of what happened. What is the process for reporting? How will it be handled? What do I need to prove? Is there a way to ask a hypothetical question to HR?  \u2014\u2014\u2014  My married team lead (33F) asked me (21F) to go out for drinks with her after work. This is my first month in my new position and I said yes, as I had been an intern prior and thought it could be a good way to learn more about the team. I also didn\u2019t have any red flags because she\u2019s a woman who is married to a man.  A few days before going out, she asked whether she could stay the night in my guest room if she drank too much because she lives over an hour away and couldn\u2019t Uber & I (hesitantly) said yes [I have this in texts].  After we went to the bar we went back to my place and she went to the spare bedroom and got into bed & I went to my room around 11pm. I felt sick so I got undressed and took off all of my clothes to puke in the toilet. I\u2019m unclear how long I was in there, but at some point later I turned around and she was standing in my bedroom. I asked what she was doing in my room and pointed out that I was naked, and she explained she felt lonely and should\u2019ve knocked. I quickly grabbed a sweatshirt from my closet and when I came back to my room she was in my bed.  At this point things get hazy, I remember sitting on my bed and asking if she was okay/wanted me to call her husband/ was going to be sick. I remember her playing with the hem of my sweatshirt and saying the material felt weird. I also remember some of the key aspects of sexual intercourse. I know she left afterwards, I remember hearing my front door close and she texted me when she got home, which puts her leaving my place at around ~1am. Since the encounter, she has texted me about nearly everything (none of which has been important) and told me what a great night she had.  Her reaching out makes my stomach flip and I feel sick. I\u2019ve showered a dozen times this weekend. I may not remember exactly what happened but my body does and I sob at random times. I\u2019ve had regrettable sex, but this is not that.   For external reasons, and how recently I joined the company as a full-timer, moving teams would be pretty hard. I also know she is scheduled to leave the team in August.  I\u2019m not sure if I feel safe enough to go to HR and I\u2019m pretty scared about this whole situation. I just turned 22 and this is my first job after college. This is also a Fortune 50 company which has historically been an old school boys club. I don\u2019t want this to affect my job or how I can move forward in the company. Here are my questions so I can plan how to move forward:  1) Does this situation counts as sexual harassment?  2) What process I can expect if I do report it (will we still have to work together throughout the investigation)?  3) What proof will HR want from me during an investigation? I\u2019m starting to remember more of what happened, but since I can\u2019t provide a full account is it her word against mine?  4) Is there a way to approach HR with this scenario as a \u2018hypothetical\u2019 to ask how they would proceed, or would it automatically be filed as a report?  Thank you in advance for your help :)", "c_root_id_A": "id5gq9o", "c_root_id_B": "id5fw85", "created_at_utc_A": 1655790899, "created_at_utc_B": 1655790282, "score_A": 3, "score_B": 2, "human_ref_A": "No added advice, but simply wanted to say I\u2019m so sorry that this happened.", "human_ref_B": "Yea, it didn't happen at work. I don't think HR is enough.   It would be the police, but idk how you can prove it.", "labels": 1, "seconds_difference": 617.0, "score_ratio": 1.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "vgti1a", "domain": "askhr_test", "upvote_ratio": 0.91, "history": "[CO]- Whats the burden of proof for Sexual Harassment when a superior engages in sex with an employee? TLDR: My married team lead slept with me while I was very intoxicated and I do not remember most details of what happened. What is the process for reporting? How will it be handled? What do I need to prove? Is there a way to ask a hypothetical question to HR?  \u2014\u2014\u2014  My married team lead (33F) asked me (21F) to go out for drinks with her after work. This is my first month in my new position and I said yes, as I had been an intern prior and thought it could be a good way to learn more about the team. I also didn\u2019t have any red flags because she\u2019s a woman who is married to a man.  A few days before going out, she asked whether she could stay the night in my guest room if she drank too much because she lives over an hour away and couldn\u2019t Uber & I (hesitantly) said yes [I have this in texts].  After we went to the bar we went back to my place and she went to the spare bedroom and got into bed & I went to my room around 11pm. I felt sick so I got undressed and took off all of my clothes to puke in the toilet. I\u2019m unclear how long I was in there, but at some point later I turned around and she was standing in my bedroom. I asked what she was doing in my room and pointed out that I was naked, and she explained she felt lonely and should\u2019ve knocked. I quickly grabbed a sweatshirt from my closet and when I came back to my room she was in my bed.  At this point things get hazy, I remember sitting on my bed and asking if she was okay/wanted me to call her husband/ was going to be sick. I remember her playing with the hem of my sweatshirt and saying the material felt weird. I also remember some of the key aspects of sexual intercourse. I know she left afterwards, I remember hearing my front door close and she texted me when she got home, which puts her leaving my place at around ~1am. Since the encounter, she has texted me about nearly everything (none of which has been important) and told me what a great night she had.  Her reaching out makes my stomach flip and I feel sick. I\u2019ve showered a dozen times this weekend. I may not remember exactly what happened but my body does and I sob at random times. I\u2019ve had regrettable sex, but this is not that.   For external reasons, and how recently I joined the company as a full-timer, moving teams would be pretty hard. I also know she is scheduled to leave the team in August.  I\u2019m not sure if I feel safe enough to go to HR and I\u2019m pretty scared about this whole situation. I just turned 22 and this is my first job after college. This is also a Fortune 50 company which has historically been an old school boys club. I don\u2019t want this to affect my job or how I can move forward in the company. Here are my questions so I can plan how to move forward:  1) Does this situation counts as sexual harassment?  2) What process I can expect if I do report it (will we still have to work together throughout the investigation)?  3) What proof will HR want from me during an investigation? I\u2019m starting to remember more of what happened, but since I can\u2019t provide a full account is it her word against mine?  4) Is there a way to approach HR with this scenario as a \u2018hypothetical\u2019 to ask how they would proceed, or would it automatically be filed as a report?  Thank you in advance for your help :)", "c_root_id_A": "id5gq9o", "c_root_id_B": "id4tbh2", "created_at_utc_A": 1655790899, "created_at_utc_B": 1655776926, "score_A": 3, "score_B": 1, "human_ref_A": "No added advice, but simply wanted to say I\u2019m so sorry that this happened.", "human_ref_B": "That person is a disgusting human being who basically preyed on you and raped you !!! If I were you, I\u2019ll do just about anything to destroy her life !! She doesn\u2019t get to scar you like that and get away with it !!!!!   Do not wait to report this !!! The sooner you do it the better !!    I\u2019m so sorry this happened to you  These monsters hide behind their accolades and perfect lives but in reality they are disgusting shits I hope she pays for it dearly!!! Do not wait to report her I think she drugged you too !! Again please do not wait to report !!!", "labels": 1, "seconds_difference": 13973.0, "score_ratio": 3.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "vgti1a", "domain": "askhr_test", "upvote_ratio": 0.91, "history": "[CO]- Whats the burden of proof for Sexual Harassment when a superior engages in sex with an employee? TLDR: My married team lead slept with me while I was very intoxicated and I do not remember most details of what happened. What is the process for reporting? How will it be handled? What do I need to prove? Is there a way to ask a hypothetical question to HR?  \u2014\u2014\u2014  My married team lead (33F) asked me (21F) to go out for drinks with her after work. This is my first month in my new position and I said yes, as I had been an intern prior and thought it could be a good way to learn more about the team. I also didn\u2019t have any red flags because she\u2019s a woman who is married to a man.  A few days before going out, she asked whether she could stay the night in my guest room if she drank too much because she lives over an hour away and couldn\u2019t Uber & I (hesitantly) said yes [I have this in texts].  After we went to the bar we went back to my place and she went to the spare bedroom and got into bed & I went to my room around 11pm. I felt sick so I got undressed and took off all of my clothes to puke in the toilet. I\u2019m unclear how long I was in there, but at some point later I turned around and she was standing in my bedroom. I asked what she was doing in my room and pointed out that I was naked, and she explained she felt lonely and should\u2019ve knocked. I quickly grabbed a sweatshirt from my closet and when I came back to my room she was in my bed.  At this point things get hazy, I remember sitting on my bed and asking if she was okay/wanted me to call her husband/ was going to be sick. I remember her playing with the hem of my sweatshirt and saying the material felt weird. I also remember some of the key aspects of sexual intercourse. I know she left afterwards, I remember hearing my front door close and she texted me when she got home, which puts her leaving my place at around ~1am. Since the encounter, she has texted me about nearly everything (none of which has been important) and told me what a great night she had.  Her reaching out makes my stomach flip and I feel sick. I\u2019ve showered a dozen times this weekend. I may not remember exactly what happened but my body does and I sob at random times. I\u2019ve had regrettable sex, but this is not that.   For external reasons, and how recently I joined the company as a full-timer, moving teams would be pretty hard. I also know she is scheduled to leave the team in August.  I\u2019m not sure if I feel safe enough to go to HR and I\u2019m pretty scared about this whole situation. I just turned 22 and this is my first job after college. This is also a Fortune 50 company which has historically been an old school boys club. I don\u2019t want this to affect my job or how I can move forward in the company. Here are my questions so I can plan how to move forward:  1) Does this situation counts as sexual harassment?  2) What process I can expect if I do report it (will we still have to work together throughout the investigation)?  3) What proof will HR want from me during an investigation? I\u2019m starting to remember more of what happened, but since I can\u2019t provide a full account is it her word against mine?  4) Is there a way to approach HR with this scenario as a \u2018hypothetical\u2019 to ask how they would proceed, or would it automatically be filed as a report?  Thank you in advance for your help :)", "c_root_id_A": "id54zuy", "c_root_id_B": "id5gq9o", "created_at_utc_A": 1655783087, "created_at_utc_B": 1655790899, "score_A": 1, "score_B": 3, "human_ref_A": "It\u2019s not ok and you were raped. it happened and I\u2019m sorry for you. I am married and if a woman didn\u2019t take no for an answer or thought I was flirting with her while I\u2019m drunk behind cognitions then yeah I would be pissed too. It\u2019s not right I don\u2019t care if it\u2019s Beyonc\u00e9. No means no and if someone is intoxicated that means it\u2019s a no go", "human_ref_B": "No added advice, but simply wanted to say I\u2019m so sorry that this happened.", "labels": 0, "seconds_difference": 7812.0, "score_ratio": 3.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "vgti1a", "domain": "askhr_test", "upvote_ratio": 0.91, "history": "[CO]- Whats the burden of proof for Sexual Harassment when a superior engages in sex with an employee? TLDR: My married team lead slept with me while I was very intoxicated and I do not remember most details of what happened. What is the process for reporting? How will it be handled? What do I need to prove? Is there a way to ask a hypothetical question to HR?  \u2014\u2014\u2014  My married team lead (33F) asked me (21F) to go out for drinks with her after work. This is my first month in my new position and I said yes, as I had been an intern prior and thought it could be a good way to learn more about the team. I also didn\u2019t have any red flags because she\u2019s a woman who is married to a man.  A few days before going out, she asked whether she could stay the night in my guest room if she drank too much because she lives over an hour away and couldn\u2019t Uber & I (hesitantly) said yes [I have this in texts].  After we went to the bar we went back to my place and she went to the spare bedroom and got into bed & I went to my room around 11pm. I felt sick so I got undressed and took off all of my clothes to puke in the toilet. I\u2019m unclear how long I was in there, but at some point later I turned around and she was standing in my bedroom. I asked what she was doing in my room and pointed out that I was naked, and she explained she felt lonely and should\u2019ve knocked. I quickly grabbed a sweatshirt from my closet and when I came back to my room she was in my bed.  At this point things get hazy, I remember sitting on my bed and asking if she was okay/wanted me to call her husband/ was going to be sick. I remember her playing with the hem of my sweatshirt and saying the material felt weird. I also remember some of the key aspects of sexual intercourse. I know she left afterwards, I remember hearing my front door close and she texted me when she got home, which puts her leaving my place at around ~1am. Since the encounter, she has texted me about nearly everything (none of which has been important) and told me what a great night she had.  Her reaching out makes my stomach flip and I feel sick. I\u2019ve showered a dozen times this weekend. I may not remember exactly what happened but my body does and I sob at random times. I\u2019ve had regrettable sex, but this is not that.   For external reasons, and how recently I joined the company as a full-timer, moving teams would be pretty hard. I also know she is scheduled to leave the team in August.  I\u2019m not sure if I feel safe enough to go to HR and I\u2019m pretty scared about this whole situation. I just turned 22 and this is my first job after college. This is also a Fortune 50 company which has historically been an old school boys club. I don\u2019t want this to affect my job or how I can move forward in the company. Here are my questions so I can plan how to move forward:  1) Does this situation counts as sexual harassment?  2) What process I can expect if I do report it (will we still have to work together throughout the investigation)?  3) What proof will HR want from me during an investigation? I\u2019m starting to remember more of what happened, but since I can\u2019t provide a full account is it her word against mine?  4) Is there a way to approach HR with this scenario as a \u2018hypothetical\u2019 to ask how they would proceed, or would it automatically be filed as a report?  Thank you in advance for your help :)", "c_root_id_A": "id5gq9o", "c_root_id_B": "id43h9i", "created_at_utc_A": 1655790899, "created_at_utc_B": 1655764274, "score_A": 3, "score_B": -5, "human_ref_A": "No added advice, but simply wanted to say I\u2019m so sorry that this happened.", "human_ref_B": "Absolutely go to HR. It maybe uncomfortable but trust me we\u2019ve heard worse. She\u2019s your boss and this screams misconduct and more. Be straightforward and honest what happened\u2014your not in the wrong.  Keep in my Ming HR won\u2019t tell you much during their investigation and you will need to keep doing your job business as usual as difficult as that may be. Once they fire her they will notify you she\u2019s no longer with the company. If your company doesn\u2019t treat you well during this process you don\u2019t want to work there. And document EVERYTHING!! Hopefully you don\u2019t need to sue them.", "labels": 1, "seconds_difference": 26625.0, "score_ratio": -0.6, "metadata_A": "", "metadata_B": ""}
{"post_id": "vgti1a", "domain": "askhr_test", "upvote_ratio": 0.91, "history": "[CO]- Whats the burden of proof for Sexual Harassment when a superior engages in sex with an employee? TLDR: My married team lead slept with me while I was very intoxicated and I do not remember most details of what happened. What is the process for reporting? How will it be handled? What do I need to prove? Is there a way to ask a hypothetical question to HR?  \u2014\u2014\u2014  My married team lead (33F) asked me (21F) to go out for drinks with her after work. This is my first month in my new position and I said yes, as I had been an intern prior and thought it could be a good way to learn more about the team. I also didn\u2019t have any red flags because she\u2019s a woman who is married to a man.  A few days before going out, she asked whether she could stay the night in my guest room if she drank too much because she lives over an hour away and couldn\u2019t Uber & I (hesitantly) said yes [I have this in texts].  After we went to the bar we went back to my place and she went to the spare bedroom and got into bed & I went to my room around 11pm. I felt sick so I got undressed and took off all of my clothes to puke in the toilet. I\u2019m unclear how long I was in there, but at some point later I turned around and she was standing in my bedroom. I asked what she was doing in my room and pointed out that I was naked, and she explained she felt lonely and should\u2019ve knocked. I quickly grabbed a sweatshirt from my closet and when I came back to my room she was in my bed.  At this point things get hazy, I remember sitting on my bed and asking if she was okay/wanted me to call her husband/ was going to be sick. I remember her playing with the hem of my sweatshirt and saying the material felt weird. I also remember some of the key aspects of sexual intercourse. I know she left afterwards, I remember hearing my front door close and she texted me when she got home, which puts her leaving my place at around ~1am. Since the encounter, she has texted me about nearly everything (none of which has been important) and told me what a great night she had.  Her reaching out makes my stomach flip and I feel sick. I\u2019ve showered a dozen times this weekend. I may not remember exactly what happened but my body does and I sob at random times. I\u2019ve had regrettable sex, but this is not that.   For external reasons, and how recently I joined the company as a full-timer, moving teams would be pretty hard. I also know she is scheduled to leave the team in August.  I\u2019m not sure if I feel safe enough to go to HR and I\u2019m pretty scared about this whole situation. I just turned 22 and this is my first job after college. This is also a Fortune 50 company which has historically been an old school boys club. I don\u2019t want this to affect my job or how I can move forward in the company. Here are my questions so I can plan how to move forward:  1) Does this situation counts as sexual harassment?  2) What process I can expect if I do report it (will we still have to work together throughout the investigation)?  3) What proof will HR want from me during an investigation? I\u2019m starting to remember more of what happened, but since I can\u2019t provide a full account is it her word against mine?  4) Is there a way to approach HR with this scenario as a \u2018hypothetical\u2019 to ask how they would proceed, or would it automatically be filed as a report?  Thank you in advance for your help :)", "c_root_id_A": "id5fw85", "c_root_id_B": "id4tbh2", "created_at_utc_A": 1655790282, "created_at_utc_B": 1655776926, "score_A": 2, "score_B": 1, "human_ref_A": "Yea, it didn't happen at work. I don't think HR is enough.   It would be the police, but idk how you can prove it.", "human_ref_B": "That person is a disgusting human being who basically preyed on you and raped you !!! If I were you, I\u2019ll do just about anything to destroy her life !! She doesn\u2019t get to scar you like that and get away with it !!!!!   Do not wait to report this !!! The sooner you do it the better !!    I\u2019m so sorry this happened to you  These monsters hide behind their accolades and perfect lives but in reality they are disgusting shits I hope she pays for it dearly!!! Do not wait to report her I think she drugged you too !! Again please do not wait to report !!!", "labels": 1, "seconds_difference": 13356.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "vgti1a", "domain": "askhr_test", "upvote_ratio": 0.91, "history": "[CO]- Whats the burden of proof for Sexual Harassment when a superior engages in sex with an employee? TLDR: My married team lead slept with me while I was very intoxicated and I do not remember most details of what happened. What is the process for reporting? How will it be handled? What do I need to prove? Is there a way to ask a hypothetical question to HR?  \u2014\u2014\u2014  My married team lead (33F) asked me (21F) to go out for drinks with her after work. This is my first month in my new position and I said yes, as I had been an intern prior and thought it could be a good way to learn more about the team. I also didn\u2019t have any red flags because she\u2019s a woman who is married to a man.  A few days before going out, she asked whether she could stay the night in my guest room if she drank too much because she lives over an hour away and couldn\u2019t Uber & I (hesitantly) said yes [I have this in texts].  After we went to the bar we went back to my place and she went to the spare bedroom and got into bed & I went to my room around 11pm. I felt sick so I got undressed and took off all of my clothes to puke in the toilet. I\u2019m unclear how long I was in there, but at some point later I turned around and she was standing in my bedroom. I asked what she was doing in my room and pointed out that I was naked, and she explained she felt lonely and should\u2019ve knocked. I quickly grabbed a sweatshirt from my closet and when I came back to my room she was in my bed.  At this point things get hazy, I remember sitting on my bed and asking if she was okay/wanted me to call her husband/ was going to be sick. I remember her playing with the hem of my sweatshirt and saying the material felt weird. I also remember some of the key aspects of sexual intercourse. I know she left afterwards, I remember hearing my front door close and she texted me when she got home, which puts her leaving my place at around ~1am. Since the encounter, she has texted me about nearly everything (none of which has been important) and told me what a great night she had.  Her reaching out makes my stomach flip and I feel sick. I\u2019ve showered a dozen times this weekend. I may not remember exactly what happened but my body does and I sob at random times. I\u2019ve had regrettable sex, but this is not that.   For external reasons, and how recently I joined the company as a full-timer, moving teams would be pretty hard. I also know she is scheduled to leave the team in August.  I\u2019m not sure if I feel safe enough to go to HR and I\u2019m pretty scared about this whole situation. I just turned 22 and this is my first job after college. This is also a Fortune 50 company which has historically been an old school boys club. I don\u2019t want this to affect my job or how I can move forward in the company. Here are my questions so I can plan how to move forward:  1) Does this situation counts as sexual harassment?  2) What process I can expect if I do report it (will we still have to work together throughout the investigation)?  3) What proof will HR want from me during an investigation? I\u2019m starting to remember more of what happened, but since I can\u2019t provide a full account is it her word against mine?  4) Is there a way to approach HR with this scenario as a \u2018hypothetical\u2019 to ask how they would proceed, or would it automatically be filed as a report?  Thank you in advance for your help :)", "c_root_id_A": "id5fw85", "c_root_id_B": "id54zuy", "created_at_utc_A": 1655790282, "created_at_utc_B": 1655783087, "score_A": 2, "score_B": 1, "human_ref_A": "Yea, it didn't happen at work. I don't think HR is enough.   It would be the police, but idk how you can prove it.", "human_ref_B": "It\u2019s not ok and you were raped. it happened and I\u2019m sorry for you. I am married and if a woman didn\u2019t take no for an answer or thought I was flirting with her while I\u2019m drunk behind cognitions then yeah I would be pissed too. It\u2019s not right I don\u2019t care if it\u2019s Beyonc\u00e9. No means no and if someone is intoxicated that means it\u2019s a no go", "labels": 1, "seconds_difference": 7195.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "vgti1a", "domain": "askhr_test", "upvote_ratio": 0.91, "history": "[CO]- Whats the burden of proof for Sexual Harassment when a superior engages in sex with an employee? TLDR: My married team lead slept with me while I was very intoxicated and I do not remember most details of what happened. What is the process for reporting? How will it be handled? What do I need to prove? Is there a way to ask a hypothetical question to HR?  \u2014\u2014\u2014  My married team lead (33F) asked me (21F) to go out for drinks with her after work. This is my first month in my new position and I said yes, as I had been an intern prior and thought it could be a good way to learn more about the team. I also didn\u2019t have any red flags because she\u2019s a woman who is married to a man.  A few days before going out, she asked whether she could stay the night in my guest room if she drank too much because she lives over an hour away and couldn\u2019t Uber & I (hesitantly) said yes [I have this in texts].  After we went to the bar we went back to my place and she went to the spare bedroom and got into bed & I went to my room around 11pm. I felt sick so I got undressed and took off all of my clothes to puke in the toilet. I\u2019m unclear how long I was in there, but at some point later I turned around and she was standing in my bedroom. I asked what she was doing in my room and pointed out that I was naked, and she explained she felt lonely and should\u2019ve knocked. I quickly grabbed a sweatshirt from my closet and when I came back to my room she was in my bed.  At this point things get hazy, I remember sitting on my bed and asking if she was okay/wanted me to call her husband/ was going to be sick. I remember her playing with the hem of my sweatshirt and saying the material felt weird. I also remember some of the key aspects of sexual intercourse. I know she left afterwards, I remember hearing my front door close and she texted me when she got home, which puts her leaving my place at around ~1am. Since the encounter, she has texted me about nearly everything (none of which has been important) and told me what a great night she had.  Her reaching out makes my stomach flip and I feel sick. I\u2019ve showered a dozen times this weekend. I may not remember exactly what happened but my body does and I sob at random times. I\u2019ve had regrettable sex, but this is not that.   For external reasons, and how recently I joined the company as a full-timer, moving teams would be pretty hard. I also know she is scheduled to leave the team in August.  I\u2019m not sure if I feel safe enough to go to HR and I\u2019m pretty scared about this whole situation. I just turned 22 and this is my first job after college. This is also a Fortune 50 company which has historically been an old school boys club. I don\u2019t want this to affect my job or how I can move forward in the company. Here are my questions so I can plan how to move forward:  1) Does this situation counts as sexual harassment?  2) What process I can expect if I do report it (will we still have to work together throughout the investigation)?  3) What proof will HR want from me during an investigation? I\u2019m starting to remember more of what happened, but since I can\u2019t provide a full account is it her word against mine?  4) Is there a way to approach HR with this scenario as a \u2018hypothetical\u2019 to ask how they would proceed, or would it automatically be filed as a report?  Thank you in advance for your help :)", "c_root_id_A": "id43h9i", "c_root_id_B": "id5fw85", "created_at_utc_A": 1655764274, "created_at_utc_B": 1655790282, "score_A": -5, "score_B": 2, "human_ref_A": "Absolutely go to HR. It maybe uncomfortable but trust me we\u2019ve heard worse. She\u2019s your boss and this screams misconduct and more. Be straightforward and honest what happened\u2014your not in the wrong.  Keep in my Ming HR won\u2019t tell you much during their investigation and you will need to keep doing your job business as usual as difficult as that may be. Once they fire her they will notify you she\u2019s no longer with the company. If your company doesn\u2019t treat you well during this process you don\u2019t want to work there. And document EVERYTHING!! Hopefully you don\u2019t need to sue them.", "human_ref_B": "Yea, it didn't happen at work. I don't think HR is enough.   It would be the police, but idk how you can prove it.", "labels": 0, "seconds_difference": 26008.0, "score_ratio": -0.4, "metadata_A": "", "metadata_B": ""}
{"post_id": "vgti1a", "domain": "askhr_test", "upvote_ratio": 0.91, "history": "[CO]- Whats the burden of proof for Sexual Harassment when a superior engages in sex with an employee? TLDR: My married team lead slept with me while I was very intoxicated and I do not remember most details of what happened. What is the process for reporting? How will it be handled? What do I need to prove? Is there a way to ask a hypothetical question to HR?  \u2014\u2014\u2014  My married team lead (33F) asked me (21F) to go out for drinks with her after work. This is my first month in my new position and I said yes, as I had been an intern prior and thought it could be a good way to learn more about the team. I also didn\u2019t have any red flags because she\u2019s a woman who is married to a man.  A few days before going out, she asked whether she could stay the night in my guest room if she drank too much because she lives over an hour away and couldn\u2019t Uber & I (hesitantly) said yes [I have this in texts].  After we went to the bar we went back to my place and she went to the spare bedroom and got into bed & I went to my room around 11pm. I felt sick so I got undressed and took off all of my clothes to puke in the toilet. I\u2019m unclear how long I was in there, but at some point later I turned around and she was standing in my bedroom. I asked what she was doing in my room and pointed out that I was naked, and she explained she felt lonely and should\u2019ve knocked. I quickly grabbed a sweatshirt from my closet and when I came back to my room she was in my bed.  At this point things get hazy, I remember sitting on my bed and asking if she was okay/wanted me to call her husband/ was going to be sick. I remember her playing with the hem of my sweatshirt and saying the material felt weird. I also remember some of the key aspects of sexual intercourse. I know she left afterwards, I remember hearing my front door close and she texted me when she got home, which puts her leaving my place at around ~1am. Since the encounter, she has texted me about nearly everything (none of which has been important) and told me what a great night she had.  Her reaching out makes my stomach flip and I feel sick. I\u2019ve showered a dozen times this weekend. I may not remember exactly what happened but my body does and I sob at random times. I\u2019ve had regrettable sex, but this is not that.   For external reasons, and how recently I joined the company as a full-timer, moving teams would be pretty hard. I also know she is scheduled to leave the team in August.  I\u2019m not sure if I feel safe enough to go to HR and I\u2019m pretty scared about this whole situation. I just turned 22 and this is my first job after college. This is also a Fortune 50 company which has historically been an old school boys club. I don\u2019t want this to affect my job or how I can move forward in the company. Here are my questions so I can plan how to move forward:  1) Does this situation counts as sexual harassment?  2) What process I can expect if I do report it (will we still have to work together throughout the investigation)?  3) What proof will HR want from me during an investigation? I\u2019m starting to remember more of what happened, but since I can\u2019t provide a full account is it her word against mine?  4) Is there a way to approach HR with this scenario as a \u2018hypothetical\u2019 to ask how they would proceed, or would it automatically be filed as a report?  Thank you in advance for your help :)", "c_root_id_A": "id6cwql", "c_root_id_B": "id4tbh2", "created_at_utc_A": 1655815859, "created_at_utc_B": 1655776926, "score_A": 2, "score_B": 1, "human_ref_A": "Sorry this happened\u2026 it should never happen to anyone.    This is rape, not harassment, period.  This is also the real world, and it sucks.   This isn\u2019t the first time this person did it AND got away with it.   1) don\u2019t destroy possible sources of evidence. DNA is your friend here\u2026 don\u2019t wash the sheets, don\u2019t wash your clothes, don\u2019t vacuum the floors. This is unfortunately the first instinct in these cases, and why too many rapists get away with it.   2) lawyer up, immediately. Or, at least have a consultation, explain the scenario and see if the attorney thinks you might have a shot at it or not. Being woman raping (literally whoever), your odds are already lower, unfortunately.   A) === you have a case ====  If, and only if, you have a case you can actually win\u2026 then game over. F50 vs new employee? You\u2019ll be retired before you know it because the company best interest is to make this disappear very quietly. So, your career will be fine as well because you\u2019d get wonderful letters of recommendation if you want to leave the company for \u201cpersonal reasons\u201d.   B) === you don\u2019t have a case ====  If I was your boss I\u2019d play the entrapped person, claim plausible deniability (I\u2019m married.. yadda yadda yah)\u2026 you are dealing with a rapist, they will go the extra mile to avoid consequences here and they will come after you\u2026 remember, they (rapists) are predators by any means, they aren\u2019t scared preys even if cornered, they attack and they attack for their life.   So keep this in mind, if you ever think about talking to HR\u2026 they\u2019ll have your side of the story and her side of the story.   Either way I\u2019d say you have two choices here, one is bad, the other is worse.   1) start applying like crazy, find another job, the market is still doing ok, and hope you won\u2019t find another predator boss.   2) play like nothing happened, smile to your boss, use that to move up in your career (I couldn\u2019t do it, but it\u2019s an option).   If you report this to HR I\u2019d say there is a 95% of a chance you are going to be out of your job in the next 6 months to 1 year, and with a recession on the horizon you\u2019ll be at the very top of the layoff list.   For a F50 company this is an issue of reputation, and reputation is worth billions at that level. Keep this in mind when you plan your next actions.", "human_ref_B": "That person is a disgusting human being who basically preyed on you and raped you !!! If I were you, I\u2019ll do just about anything to destroy her life !! She doesn\u2019t get to scar you like that and get away with it !!!!!   Do not wait to report this !!! The sooner you do it the better !!    I\u2019m so sorry this happened to you  These monsters hide behind their accolades and perfect lives but in reality they are disgusting shits I hope she pays for it dearly!!! Do not wait to report her I think she drugged you too !! Again please do not wait to report !!!", "labels": 1, "seconds_difference": 38933.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "vgti1a", "domain": "askhr_test", "upvote_ratio": 0.91, "history": "[CO]- Whats the burden of proof for Sexual Harassment when a superior engages in sex with an employee? TLDR: My married team lead slept with me while I was very intoxicated and I do not remember most details of what happened. What is the process for reporting? How will it be handled? What do I need to prove? Is there a way to ask a hypothetical question to HR?  \u2014\u2014\u2014  My married team lead (33F) asked me (21F) to go out for drinks with her after work. This is my first month in my new position and I said yes, as I had been an intern prior and thought it could be a good way to learn more about the team. I also didn\u2019t have any red flags because she\u2019s a woman who is married to a man.  A few days before going out, she asked whether she could stay the night in my guest room if she drank too much because she lives over an hour away and couldn\u2019t Uber & I (hesitantly) said yes [I have this in texts].  After we went to the bar we went back to my place and she went to the spare bedroom and got into bed & I went to my room around 11pm. I felt sick so I got undressed and took off all of my clothes to puke in the toilet. I\u2019m unclear how long I was in there, but at some point later I turned around and she was standing in my bedroom. I asked what she was doing in my room and pointed out that I was naked, and she explained she felt lonely and should\u2019ve knocked. I quickly grabbed a sweatshirt from my closet and when I came back to my room she was in my bed.  At this point things get hazy, I remember sitting on my bed and asking if she was okay/wanted me to call her husband/ was going to be sick. I remember her playing with the hem of my sweatshirt and saying the material felt weird. I also remember some of the key aspects of sexual intercourse. I know she left afterwards, I remember hearing my front door close and she texted me when she got home, which puts her leaving my place at around ~1am. Since the encounter, she has texted me about nearly everything (none of which has been important) and told me what a great night she had.  Her reaching out makes my stomach flip and I feel sick. I\u2019ve showered a dozen times this weekend. I may not remember exactly what happened but my body does and I sob at random times. I\u2019ve had regrettable sex, but this is not that.   For external reasons, and how recently I joined the company as a full-timer, moving teams would be pretty hard. I also know she is scheduled to leave the team in August.  I\u2019m not sure if I feel safe enough to go to HR and I\u2019m pretty scared about this whole situation. I just turned 22 and this is my first job after college. This is also a Fortune 50 company which has historically been an old school boys club. I don\u2019t want this to affect my job or how I can move forward in the company. Here are my questions so I can plan how to move forward:  1) Does this situation counts as sexual harassment?  2) What process I can expect if I do report it (will we still have to work together throughout the investigation)?  3) What proof will HR want from me during an investigation? I\u2019m starting to remember more of what happened, but since I can\u2019t provide a full account is it her word against mine?  4) Is there a way to approach HR with this scenario as a \u2018hypothetical\u2019 to ask how they would proceed, or would it automatically be filed as a report?  Thank you in advance for your help :)", "c_root_id_A": "id54zuy", "c_root_id_B": "id6cwql", "created_at_utc_A": 1655783087, "created_at_utc_B": 1655815859, "score_A": 1, "score_B": 2, "human_ref_A": "It\u2019s not ok and you were raped. it happened and I\u2019m sorry for you. I am married and if a woman didn\u2019t take no for an answer or thought I was flirting with her while I\u2019m drunk behind cognitions then yeah I would be pissed too. It\u2019s not right I don\u2019t care if it\u2019s Beyonc\u00e9. No means no and if someone is intoxicated that means it\u2019s a no go", "human_ref_B": "Sorry this happened\u2026 it should never happen to anyone.    This is rape, not harassment, period.  This is also the real world, and it sucks.   This isn\u2019t the first time this person did it AND got away with it.   1) don\u2019t destroy possible sources of evidence. DNA is your friend here\u2026 don\u2019t wash the sheets, don\u2019t wash your clothes, don\u2019t vacuum the floors. This is unfortunately the first instinct in these cases, and why too many rapists get away with it.   2) lawyer up, immediately. Or, at least have a consultation, explain the scenario and see if the attorney thinks you might have a shot at it or not. Being woman raping (literally whoever), your odds are already lower, unfortunately.   A) === you have a case ====  If, and only if, you have a case you can actually win\u2026 then game over. F50 vs new employee? You\u2019ll be retired before you know it because the company best interest is to make this disappear very quietly. So, your career will be fine as well because you\u2019d get wonderful letters of recommendation if you want to leave the company for \u201cpersonal reasons\u201d.   B) === you don\u2019t have a case ====  If I was your boss I\u2019d play the entrapped person, claim plausible deniability (I\u2019m married.. yadda yadda yah)\u2026 you are dealing with a rapist, they will go the extra mile to avoid consequences here and they will come after you\u2026 remember, they (rapists) are predators by any means, they aren\u2019t scared preys even if cornered, they attack and they attack for their life.   So keep this in mind, if you ever think about talking to HR\u2026 they\u2019ll have your side of the story and her side of the story.   Either way I\u2019d say you have two choices here, one is bad, the other is worse.   1) start applying like crazy, find another job, the market is still doing ok, and hope you won\u2019t find another predator boss.   2) play like nothing happened, smile to your boss, use that to move up in your career (I couldn\u2019t do it, but it\u2019s an option).   If you report this to HR I\u2019d say there is a 95% of a chance you are going to be out of your job in the next 6 months to 1 year, and with a recession on the horizon you\u2019ll be at the very top of the layoff list.   For a F50 company this is an issue of reputation, and reputation is worth billions at that level. Keep this in mind when you plan your next actions.", "labels": 0, "seconds_difference": 32772.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "vgti1a", "domain": "askhr_test", "upvote_ratio": 0.91, "history": "[CO]- Whats the burden of proof for Sexual Harassment when a superior engages in sex with an employee? TLDR: My married team lead slept with me while I was very intoxicated and I do not remember most details of what happened. What is the process for reporting? How will it be handled? What do I need to prove? Is there a way to ask a hypothetical question to HR?  \u2014\u2014\u2014  My married team lead (33F) asked me (21F) to go out for drinks with her after work. This is my first month in my new position and I said yes, as I had been an intern prior and thought it could be a good way to learn more about the team. I also didn\u2019t have any red flags because she\u2019s a woman who is married to a man.  A few days before going out, she asked whether she could stay the night in my guest room if she drank too much because she lives over an hour away and couldn\u2019t Uber & I (hesitantly) said yes [I have this in texts].  After we went to the bar we went back to my place and she went to the spare bedroom and got into bed & I went to my room around 11pm. I felt sick so I got undressed and took off all of my clothes to puke in the toilet. I\u2019m unclear how long I was in there, but at some point later I turned around and she was standing in my bedroom. I asked what she was doing in my room and pointed out that I was naked, and she explained she felt lonely and should\u2019ve knocked. I quickly grabbed a sweatshirt from my closet and when I came back to my room she was in my bed.  At this point things get hazy, I remember sitting on my bed and asking if she was okay/wanted me to call her husband/ was going to be sick. I remember her playing with the hem of my sweatshirt and saying the material felt weird. I also remember some of the key aspects of sexual intercourse. I know she left afterwards, I remember hearing my front door close and she texted me when she got home, which puts her leaving my place at around ~1am. Since the encounter, she has texted me about nearly everything (none of which has been important) and told me what a great night she had.  Her reaching out makes my stomach flip and I feel sick. I\u2019ve showered a dozen times this weekend. I may not remember exactly what happened but my body does and I sob at random times. I\u2019ve had regrettable sex, but this is not that.   For external reasons, and how recently I joined the company as a full-timer, moving teams would be pretty hard. I also know she is scheduled to leave the team in August.  I\u2019m not sure if I feel safe enough to go to HR and I\u2019m pretty scared about this whole situation. I just turned 22 and this is my first job after college. This is also a Fortune 50 company which has historically been an old school boys club. I don\u2019t want this to affect my job or how I can move forward in the company. Here are my questions so I can plan how to move forward:  1) Does this situation counts as sexual harassment?  2) What process I can expect if I do report it (will we still have to work together throughout the investigation)?  3) What proof will HR want from me during an investigation? I\u2019m starting to remember more of what happened, but since I can\u2019t provide a full account is it her word against mine?  4) Is there a way to approach HR with this scenario as a \u2018hypothetical\u2019 to ask how they would proceed, or would it automatically be filed as a report?  Thank you in advance for your help :)", "c_root_id_A": "id43h9i", "c_root_id_B": "id6cwql", "created_at_utc_A": 1655764274, "created_at_utc_B": 1655815859, "score_A": -5, "score_B": 2, "human_ref_A": "Absolutely go to HR. It maybe uncomfortable but trust me we\u2019ve heard worse. She\u2019s your boss and this screams misconduct and more. Be straightforward and honest what happened\u2014your not in the wrong.  Keep in my Ming HR won\u2019t tell you much during their investigation and you will need to keep doing your job business as usual as difficult as that may be. Once they fire her they will notify you she\u2019s no longer with the company. If your company doesn\u2019t treat you well during this process you don\u2019t want to work there. And document EVERYTHING!! Hopefully you don\u2019t need to sue them.", "human_ref_B": "Sorry this happened\u2026 it should never happen to anyone.    This is rape, not harassment, period.  This is also the real world, and it sucks.   This isn\u2019t the first time this person did it AND got away with it.   1) don\u2019t destroy possible sources of evidence. DNA is your friend here\u2026 don\u2019t wash the sheets, don\u2019t wash your clothes, don\u2019t vacuum the floors. This is unfortunately the first instinct in these cases, and why too many rapists get away with it.   2) lawyer up, immediately. Or, at least have a consultation, explain the scenario and see if the attorney thinks you might have a shot at it or not. Being woman raping (literally whoever), your odds are already lower, unfortunately.   A) === you have a case ====  If, and only if, you have a case you can actually win\u2026 then game over. F50 vs new employee? You\u2019ll be retired before you know it because the company best interest is to make this disappear very quietly. So, your career will be fine as well because you\u2019d get wonderful letters of recommendation if you want to leave the company for \u201cpersonal reasons\u201d.   B) === you don\u2019t have a case ====  If I was your boss I\u2019d play the entrapped person, claim plausible deniability (I\u2019m married.. yadda yadda yah)\u2026 you are dealing with a rapist, they will go the extra mile to avoid consequences here and they will come after you\u2026 remember, they (rapists) are predators by any means, they aren\u2019t scared preys even if cornered, they attack and they attack for their life.   So keep this in mind, if you ever think about talking to HR\u2026 they\u2019ll have your side of the story and her side of the story.   Either way I\u2019d say you have two choices here, one is bad, the other is worse.   1) start applying like crazy, find another job, the market is still doing ok, and hope you won\u2019t find another predator boss.   2) play like nothing happened, smile to your boss, use that to move up in your career (I couldn\u2019t do it, but it\u2019s an option).   If you report this to HR I\u2019d say there is a 95% of a chance you are going to be out of your job in the next 6 months to 1 year, and with a recession on the horizon you\u2019ll be at the very top of the layoff list.   For a F50 company this is an issue of reputation, and reputation is worth billions at that level. Keep this in mind when you plan your next actions.", "labels": 0, "seconds_difference": 51585.0, "score_ratio": -0.4, "metadata_A": "", "metadata_B": ""}
{"post_id": "vgti1a", "domain": "askhr_test", "upvote_ratio": 0.91, "history": "[CO]- Whats the burden of proof for Sexual Harassment when a superior engages in sex with an employee? TLDR: My married team lead slept with me while I was very intoxicated and I do not remember most details of what happened. What is the process for reporting? How will it be handled? What do I need to prove? Is there a way to ask a hypothetical question to HR?  \u2014\u2014\u2014  My married team lead (33F) asked me (21F) to go out for drinks with her after work. This is my first month in my new position and I said yes, as I had been an intern prior and thought it could be a good way to learn more about the team. I also didn\u2019t have any red flags because she\u2019s a woman who is married to a man.  A few days before going out, she asked whether she could stay the night in my guest room if she drank too much because she lives over an hour away and couldn\u2019t Uber & I (hesitantly) said yes [I have this in texts].  After we went to the bar we went back to my place and she went to the spare bedroom and got into bed & I went to my room around 11pm. I felt sick so I got undressed and took off all of my clothes to puke in the toilet. I\u2019m unclear how long I was in there, but at some point later I turned around and she was standing in my bedroom. I asked what she was doing in my room and pointed out that I was naked, and she explained she felt lonely and should\u2019ve knocked. I quickly grabbed a sweatshirt from my closet and when I came back to my room she was in my bed.  At this point things get hazy, I remember sitting on my bed and asking if she was okay/wanted me to call her husband/ was going to be sick. I remember her playing with the hem of my sweatshirt and saying the material felt weird. I also remember some of the key aspects of sexual intercourse. I know she left afterwards, I remember hearing my front door close and she texted me when she got home, which puts her leaving my place at around ~1am. Since the encounter, she has texted me about nearly everything (none of which has been important) and told me what a great night she had.  Her reaching out makes my stomach flip and I feel sick. I\u2019ve showered a dozen times this weekend. I may not remember exactly what happened but my body does and I sob at random times. I\u2019ve had regrettable sex, but this is not that.   For external reasons, and how recently I joined the company as a full-timer, moving teams would be pretty hard. I also know she is scheduled to leave the team in August.  I\u2019m not sure if I feel safe enough to go to HR and I\u2019m pretty scared about this whole situation. I just turned 22 and this is my first job after college. This is also a Fortune 50 company which has historically been an old school boys club. I don\u2019t want this to affect my job or how I can move forward in the company. Here are my questions so I can plan how to move forward:  1) Does this situation counts as sexual harassment?  2) What process I can expect if I do report it (will we still have to work together throughout the investigation)?  3) What proof will HR want from me during an investigation? I\u2019m starting to remember more of what happened, but since I can\u2019t provide a full account is it her word against mine?  4) Is there a way to approach HR with this scenario as a \u2018hypothetical\u2019 to ask how they would proceed, or would it automatically be filed as a report?  Thank you in advance for your help :)", "c_root_id_A": "id6slb2", "c_root_id_B": "id4tbh2", "created_at_utc_A": 1655823339, "created_at_utc_B": 1655776926, "score_A": 2, "score_B": 1, "human_ref_A": "Get a lawyer before you do anything. You were raped, and you will be compensated", "human_ref_B": "That person is a disgusting human being who basically preyed on you and raped you !!! If I were you, I\u2019ll do just about anything to destroy her life !! She doesn\u2019t get to scar you like that and get away with it !!!!!   Do not wait to report this !!! The sooner you do it the better !!    I\u2019m so sorry this happened to you  These monsters hide behind their accolades and perfect lives but in reality they are disgusting shits I hope she pays for it dearly!!! Do not wait to report her I think she drugged you too !! Again please do not wait to report !!!", "labels": 1, "seconds_difference": 46413.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "vgti1a", "domain": "askhr_test", "upvote_ratio": 0.91, "history": "[CO]- Whats the burden of proof for Sexual Harassment when a superior engages in sex with an employee? TLDR: My married team lead slept with me while I was very intoxicated and I do not remember most details of what happened. What is the process for reporting? How will it be handled? What do I need to prove? Is there a way to ask a hypothetical question to HR?  \u2014\u2014\u2014  My married team lead (33F) asked me (21F) to go out for drinks with her after work. This is my first month in my new position and I said yes, as I had been an intern prior and thought it could be a good way to learn more about the team. I also didn\u2019t have any red flags because she\u2019s a woman who is married to a man.  A few days before going out, she asked whether she could stay the night in my guest room if she drank too much because she lives over an hour away and couldn\u2019t Uber & I (hesitantly) said yes [I have this in texts].  After we went to the bar we went back to my place and she went to the spare bedroom and got into bed & I went to my room around 11pm. I felt sick so I got undressed and took off all of my clothes to puke in the toilet. I\u2019m unclear how long I was in there, but at some point later I turned around and she was standing in my bedroom. I asked what she was doing in my room and pointed out that I was naked, and she explained she felt lonely and should\u2019ve knocked. I quickly grabbed a sweatshirt from my closet and when I came back to my room she was in my bed.  At this point things get hazy, I remember sitting on my bed and asking if she was okay/wanted me to call her husband/ was going to be sick. I remember her playing with the hem of my sweatshirt and saying the material felt weird. I also remember some of the key aspects of sexual intercourse. I know she left afterwards, I remember hearing my front door close and she texted me when she got home, which puts her leaving my place at around ~1am. Since the encounter, she has texted me about nearly everything (none of which has been important) and told me what a great night she had.  Her reaching out makes my stomach flip and I feel sick. I\u2019ve showered a dozen times this weekend. I may not remember exactly what happened but my body does and I sob at random times. I\u2019ve had regrettable sex, but this is not that.   For external reasons, and how recently I joined the company as a full-timer, moving teams would be pretty hard. I also know she is scheduled to leave the team in August.  I\u2019m not sure if I feel safe enough to go to HR and I\u2019m pretty scared about this whole situation. I just turned 22 and this is my first job after college. This is also a Fortune 50 company which has historically been an old school boys club. I don\u2019t want this to affect my job or how I can move forward in the company. Here are my questions so I can plan how to move forward:  1) Does this situation counts as sexual harassment?  2) What process I can expect if I do report it (will we still have to work together throughout the investigation)?  3) What proof will HR want from me during an investigation? I\u2019m starting to remember more of what happened, but since I can\u2019t provide a full account is it her word against mine?  4) Is there a way to approach HR with this scenario as a \u2018hypothetical\u2019 to ask how they would proceed, or would it automatically be filed as a report?  Thank you in advance for your help :)", "c_root_id_A": "id54zuy", "c_root_id_B": "id6slb2", "created_at_utc_A": 1655783087, "created_at_utc_B": 1655823339, "score_A": 1, "score_B": 2, "human_ref_A": "It\u2019s not ok and you were raped. it happened and I\u2019m sorry for you. I am married and if a woman didn\u2019t take no for an answer or thought I was flirting with her while I\u2019m drunk behind cognitions then yeah I would be pissed too. It\u2019s not right I don\u2019t care if it\u2019s Beyonc\u00e9. No means no and if someone is intoxicated that means it\u2019s a no go", "human_ref_B": "Get a lawyer before you do anything. You were raped, and you will be compensated", "labels": 0, "seconds_difference": 40252.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "vgti1a", "domain": "askhr_test", "upvote_ratio": 0.91, "history": "[CO]- Whats the burden of proof for Sexual Harassment when a superior engages in sex with an employee? TLDR: My married team lead slept with me while I was very intoxicated and I do not remember most details of what happened. What is the process for reporting? How will it be handled? What do I need to prove? Is there a way to ask a hypothetical question to HR?  \u2014\u2014\u2014  My married team lead (33F) asked me (21F) to go out for drinks with her after work. This is my first month in my new position and I said yes, as I had been an intern prior and thought it could be a good way to learn more about the team. I also didn\u2019t have any red flags because she\u2019s a woman who is married to a man.  A few days before going out, she asked whether she could stay the night in my guest room if she drank too much because she lives over an hour away and couldn\u2019t Uber & I (hesitantly) said yes [I have this in texts].  After we went to the bar we went back to my place and she went to the spare bedroom and got into bed & I went to my room around 11pm. I felt sick so I got undressed and took off all of my clothes to puke in the toilet. I\u2019m unclear how long I was in there, but at some point later I turned around and she was standing in my bedroom. I asked what she was doing in my room and pointed out that I was naked, and she explained she felt lonely and should\u2019ve knocked. I quickly grabbed a sweatshirt from my closet and when I came back to my room she was in my bed.  At this point things get hazy, I remember sitting on my bed and asking if she was okay/wanted me to call her husband/ was going to be sick. I remember her playing with the hem of my sweatshirt and saying the material felt weird. I also remember some of the key aspects of sexual intercourse. I know she left afterwards, I remember hearing my front door close and she texted me when she got home, which puts her leaving my place at around ~1am. Since the encounter, she has texted me about nearly everything (none of which has been important) and told me what a great night she had.  Her reaching out makes my stomach flip and I feel sick. I\u2019ve showered a dozen times this weekend. I may not remember exactly what happened but my body does and I sob at random times. I\u2019ve had regrettable sex, but this is not that.   For external reasons, and how recently I joined the company as a full-timer, moving teams would be pretty hard. I also know she is scheduled to leave the team in August.  I\u2019m not sure if I feel safe enough to go to HR and I\u2019m pretty scared about this whole situation. I just turned 22 and this is my first job after college. This is also a Fortune 50 company which has historically been an old school boys club. I don\u2019t want this to affect my job or how I can move forward in the company. Here are my questions so I can plan how to move forward:  1) Does this situation counts as sexual harassment?  2) What process I can expect if I do report it (will we still have to work together throughout the investigation)?  3) What proof will HR want from me during an investigation? I\u2019m starting to remember more of what happened, but since I can\u2019t provide a full account is it her word against mine?  4) Is there a way to approach HR with this scenario as a \u2018hypothetical\u2019 to ask how they would proceed, or would it automatically be filed as a report?  Thank you in advance for your help :)", "c_root_id_A": "id6g6mx", "c_root_id_B": "id6slb2", "created_at_utc_A": 1655817605, "created_at_utc_B": 1655823339, "score_A": 1, "score_B": 2, "human_ref_A": "I am so sorry this happened to you and it is rape, not just harassment. There is a lot of sound advice on how to approach the situation, esp. the EAP and EEOC.    I have a few things to add:  1. Use written correspondence with HR and anyone else that gets involved as much as possible and bcc your personal email so you have documentation in case of retaliation.   2. Make copies of all of your records and emails that reflect satisfactory performance. This will be helpful in case they retaliate and fire you.  3. Ask HR if you can record the conversation, CO is a two party consent state and they might be dumb enough to say yes. Or, see #1 and default to written as much as possible. If you do talk in person, start a handwritten journal/notebook of any relevant conversation. This will help you recall facts and conversations at a later date and in some cases can be used as supporting evidence.   4. Take a couple days off to consider what you really want job wise. You are not her first victim and might not be the first at that workplace. Assume that there have been prior incidents with others, perhaps not as severe as yours but there's been something. I would also bet she abuses her power in other ways. Do you want to work somewhere that empowers/keeps someone like that in a leadership position?  5. How much energy do you want to put into the legal side of this? You already have a tough road ahead to process and heal from the trauma. A legal proceeding will be exhausting and might yield nothing. You don't owe anyone your time and energy, full stop. I watched my dad go through a wrongful termination suit (for a different reason) and he's never been the same. He even had union support behind him but it still took 3 years to resolve.  6. Be kind to yourself. This is an awful situation and you did nothing wrong. And again, you don't owe anyone your time and energy.", "human_ref_B": "Get a lawyer before you do anything. You were raped, and you will be compensated", "labels": 0, "seconds_difference": 5734.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "vgti1a", "domain": "askhr_test", "upvote_ratio": 0.91, "history": "[CO]- Whats the burden of proof for Sexual Harassment when a superior engages in sex with an employee? TLDR: My married team lead slept with me while I was very intoxicated and I do not remember most details of what happened. What is the process for reporting? How will it be handled? What do I need to prove? Is there a way to ask a hypothetical question to HR?  \u2014\u2014\u2014  My married team lead (33F) asked me (21F) to go out for drinks with her after work. This is my first month in my new position and I said yes, as I had been an intern prior and thought it could be a good way to learn more about the team. I also didn\u2019t have any red flags because she\u2019s a woman who is married to a man.  A few days before going out, she asked whether she could stay the night in my guest room if she drank too much because she lives over an hour away and couldn\u2019t Uber & I (hesitantly) said yes [I have this in texts].  After we went to the bar we went back to my place and she went to the spare bedroom and got into bed & I went to my room around 11pm. I felt sick so I got undressed and took off all of my clothes to puke in the toilet. I\u2019m unclear how long I was in there, but at some point later I turned around and she was standing in my bedroom. I asked what she was doing in my room and pointed out that I was naked, and she explained she felt lonely and should\u2019ve knocked. I quickly grabbed a sweatshirt from my closet and when I came back to my room she was in my bed.  At this point things get hazy, I remember sitting on my bed and asking if she was okay/wanted me to call her husband/ was going to be sick. I remember her playing with the hem of my sweatshirt and saying the material felt weird. I also remember some of the key aspects of sexual intercourse. I know she left afterwards, I remember hearing my front door close and she texted me when she got home, which puts her leaving my place at around ~1am. Since the encounter, she has texted me about nearly everything (none of which has been important) and told me what a great night she had.  Her reaching out makes my stomach flip and I feel sick. I\u2019ve showered a dozen times this weekend. I may not remember exactly what happened but my body does and I sob at random times. I\u2019ve had regrettable sex, but this is not that.   For external reasons, and how recently I joined the company as a full-timer, moving teams would be pretty hard. I also know she is scheduled to leave the team in August.  I\u2019m not sure if I feel safe enough to go to HR and I\u2019m pretty scared about this whole situation. I just turned 22 and this is my first job after college. This is also a Fortune 50 company which has historically been an old school boys club. I don\u2019t want this to affect my job or how I can move forward in the company. Here are my questions so I can plan how to move forward:  1) Does this situation counts as sexual harassment?  2) What process I can expect if I do report it (will we still have to work together throughout the investigation)?  3) What proof will HR want from me during an investigation? I\u2019m starting to remember more of what happened, but since I can\u2019t provide a full account is it her word against mine?  4) Is there a way to approach HR with this scenario as a \u2018hypothetical\u2019 to ask how they would proceed, or would it automatically be filed as a report?  Thank you in advance for your help :)", "c_root_id_A": "id6me3d", "c_root_id_B": "id6slb2", "created_at_utc_A": 1655820595, "created_at_utc_B": 1655823339, "score_A": 1, "score_B": 2, "human_ref_A": "First of all, I am sorry for what you are experiencing.  You are young and were taken advantage of by a predator.  As a first step, I would write everything down in as much detail as possible (even what may seem trivial now).  I hope that you have a good support system to get you through this.", "human_ref_B": "Get a lawyer before you do anything. You were raped, and you will be compensated", "labels": 0, "seconds_difference": 2744.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "vgti1a", "domain": "askhr_test", "upvote_ratio": 0.91, "history": "[CO]- Whats the burden of proof for Sexual Harassment when a superior engages in sex with an employee? TLDR: My married team lead slept with me while I was very intoxicated and I do not remember most details of what happened. What is the process for reporting? How will it be handled? What do I need to prove? Is there a way to ask a hypothetical question to HR?  \u2014\u2014\u2014  My married team lead (33F) asked me (21F) to go out for drinks with her after work. This is my first month in my new position and I said yes, as I had been an intern prior and thought it could be a good way to learn more about the team. I also didn\u2019t have any red flags because she\u2019s a woman who is married to a man.  A few days before going out, she asked whether she could stay the night in my guest room if she drank too much because she lives over an hour away and couldn\u2019t Uber & I (hesitantly) said yes [I have this in texts].  After we went to the bar we went back to my place and she went to the spare bedroom and got into bed & I went to my room around 11pm. I felt sick so I got undressed and took off all of my clothes to puke in the toilet. I\u2019m unclear how long I was in there, but at some point later I turned around and she was standing in my bedroom. I asked what she was doing in my room and pointed out that I was naked, and she explained she felt lonely and should\u2019ve knocked. I quickly grabbed a sweatshirt from my closet and when I came back to my room she was in my bed.  At this point things get hazy, I remember sitting on my bed and asking if she was okay/wanted me to call her husband/ was going to be sick. I remember her playing with the hem of my sweatshirt and saying the material felt weird. I also remember some of the key aspects of sexual intercourse. I know she left afterwards, I remember hearing my front door close and she texted me when she got home, which puts her leaving my place at around ~1am. Since the encounter, she has texted me about nearly everything (none of which has been important) and told me what a great night she had.  Her reaching out makes my stomach flip and I feel sick. I\u2019ve showered a dozen times this weekend. I may not remember exactly what happened but my body does and I sob at random times. I\u2019ve had regrettable sex, but this is not that.   For external reasons, and how recently I joined the company as a full-timer, moving teams would be pretty hard. I also know she is scheduled to leave the team in August.  I\u2019m not sure if I feel safe enough to go to HR and I\u2019m pretty scared about this whole situation. I just turned 22 and this is my first job after college. This is also a Fortune 50 company which has historically been an old school boys club. I don\u2019t want this to affect my job or how I can move forward in the company. Here are my questions so I can plan how to move forward:  1) Does this situation counts as sexual harassment?  2) What process I can expect if I do report it (will we still have to work together throughout the investigation)?  3) What proof will HR want from me during an investigation? I\u2019m starting to remember more of what happened, but since I can\u2019t provide a full account is it her word against mine?  4) Is there a way to approach HR with this scenario as a \u2018hypothetical\u2019 to ask how they would proceed, or would it automatically be filed as a report?  Thank you in advance for your help :)", "c_root_id_A": "id43h9i", "c_root_id_B": "id6slb2", "created_at_utc_A": 1655764274, "created_at_utc_B": 1655823339, "score_A": -5, "score_B": 2, "human_ref_A": "Absolutely go to HR. It maybe uncomfortable but trust me we\u2019ve heard worse. She\u2019s your boss and this screams misconduct and more. Be straightforward and honest what happened\u2014your not in the wrong.  Keep in my Ming HR won\u2019t tell you much during their investigation and you will need to keep doing your job business as usual as difficult as that may be. Once they fire her they will notify you she\u2019s no longer with the company. If your company doesn\u2019t treat you well during this process you don\u2019t want to work there. And document EVERYTHING!! Hopefully you don\u2019t need to sue them.", "human_ref_B": "Get a lawyer before you do anything. You were raped, and you will be compensated", "labels": 0, "seconds_difference": 59065.0, "score_ratio": -0.4, "metadata_A": "", "metadata_B": ""}
{"post_id": "vgti1a", "domain": "askhr_test", "upvote_ratio": 0.91, "history": "[CO]- Whats the burden of proof for Sexual Harassment when a superior engages in sex with an employee? TLDR: My married team lead slept with me while I was very intoxicated and I do not remember most details of what happened. What is the process for reporting? How will it be handled? What do I need to prove? Is there a way to ask a hypothetical question to HR?  \u2014\u2014\u2014  My married team lead (33F) asked me (21F) to go out for drinks with her after work. This is my first month in my new position and I said yes, as I had been an intern prior and thought it could be a good way to learn more about the team. I also didn\u2019t have any red flags because she\u2019s a woman who is married to a man.  A few days before going out, she asked whether she could stay the night in my guest room if she drank too much because she lives over an hour away and couldn\u2019t Uber & I (hesitantly) said yes [I have this in texts].  After we went to the bar we went back to my place and she went to the spare bedroom and got into bed & I went to my room around 11pm. I felt sick so I got undressed and took off all of my clothes to puke in the toilet. I\u2019m unclear how long I was in there, but at some point later I turned around and she was standing in my bedroom. I asked what she was doing in my room and pointed out that I was naked, and she explained she felt lonely and should\u2019ve knocked. I quickly grabbed a sweatshirt from my closet and when I came back to my room she was in my bed.  At this point things get hazy, I remember sitting on my bed and asking if she was okay/wanted me to call her husband/ was going to be sick. I remember her playing with the hem of my sweatshirt and saying the material felt weird. I also remember some of the key aspects of sexual intercourse. I know she left afterwards, I remember hearing my front door close and she texted me when she got home, which puts her leaving my place at around ~1am. Since the encounter, she has texted me about nearly everything (none of which has been important) and told me what a great night she had.  Her reaching out makes my stomach flip and I feel sick. I\u2019ve showered a dozen times this weekend. I may not remember exactly what happened but my body does and I sob at random times. I\u2019ve had regrettable sex, but this is not that.   For external reasons, and how recently I joined the company as a full-timer, moving teams would be pretty hard. I also know she is scheduled to leave the team in August.  I\u2019m not sure if I feel safe enough to go to HR and I\u2019m pretty scared about this whole situation. I just turned 22 and this is my first job after college. This is also a Fortune 50 company which has historically been an old school boys club. I don\u2019t want this to affect my job or how I can move forward in the company. Here are my questions so I can plan how to move forward:  1) Does this situation counts as sexual harassment?  2) What process I can expect if I do report it (will we still have to work together throughout the investigation)?  3) What proof will HR want from me during an investigation? I\u2019m starting to remember more of what happened, but since I can\u2019t provide a full account is it her word against mine?  4) Is there a way to approach HR with this scenario as a \u2018hypothetical\u2019 to ask how they would proceed, or would it automatically be filed as a report?  Thank you in advance for your help :)", "c_root_id_A": "id43h9i", "c_root_id_B": "id4tbh2", "created_at_utc_A": 1655764274, "created_at_utc_B": 1655776926, "score_A": -5, "score_B": 1, "human_ref_A": "Absolutely go to HR. It maybe uncomfortable but trust me we\u2019ve heard worse. She\u2019s your boss and this screams misconduct and more. Be straightforward and honest what happened\u2014your not in the wrong.  Keep in my Ming HR won\u2019t tell you much during their investigation and you will need to keep doing your job business as usual as difficult as that may be. Once they fire her they will notify you she\u2019s no longer with the company. If your company doesn\u2019t treat you well during this process you don\u2019t want to work there. And document EVERYTHING!! Hopefully you don\u2019t need to sue them.", "human_ref_B": "That person is a disgusting human being who basically preyed on you and raped you !!! If I were you, I\u2019ll do just about anything to destroy her life !! She doesn\u2019t get to scar you like that and get away with it !!!!!   Do not wait to report this !!! The sooner you do it the better !!    I\u2019m so sorry this happened to you  These monsters hide behind their accolades and perfect lives but in reality they are disgusting shits I hope she pays for it dearly!!! Do not wait to report her I think she drugged you too !! Again please do not wait to report !!!", "labels": 0, "seconds_difference": 12652.0, "score_ratio": -0.2, "metadata_A": "", "metadata_B": ""}
{"post_id": "vgti1a", "domain": "askhr_test", "upvote_ratio": 0.91, "history": "[CO]- Whats the burden of proof for Sexual Harassment when a superior engages in sex with an employee? TLDR: My married team lead slept with me while I was very intoxicated and I do not remember most details of what happened. What is the process for reporting? How will it be handled? What do I need to prove? Is there a way to ask a hypothetical question to HR?  \u2014\u2014\u2014  My married team lead (33F) asked me (21F) to go out for drinks with her after work. This is my first month in my new position and I said yes, as I had been an intern prior and thought it could be a good way to learn more about the team. I also didn\u2019t have any red flags because she\u2019s a woman who is married to a man.  A few days before going out, she asked whether she could stay the night in my guest room if she drank too much because she lives over an hour away and couldn\u2019t Uber & I (hesitantly) said yes [I have this in texts].  After we went to the bar we went back to my place and she went to the spare bedroom and got into bed & I went to my room around 11pm. I felt sick so I got undressed and took off all of my clothes to puke in the toilet. I\u2019m unclear how long I was in there, but at some point later I turned around and she was standing in my bedroom. I asked what she was doing in my room and pointed out that I was naked, and she explained she felt lonely and should\u2019ve knocked. I quickly grabbed a sweatshirt from my closet and when I came back to my room she was in my bed.  At this point things get hazy, I remember sitting on my bed and asking if she was okay/wanted me to call her husband/ was going to be sick. I remember her playing with the hem of my sweatshirt and saying the material felt weird. I also remember some of the key aspects of sexual intercourse. I know she left afterwards, I remember hearing my front door close and she texted me when she got home, which puts her leaving my place at around ~1am. Since the encounter, she has texted me about nearly everything (none of which has been important) and told me what a great night she had.  Her reaching out makes my stomach flip and I feel sick. I\u2019ve showered a dozen times this weekend. I may not remember exactly what happened but my body does and I sob at random times. I\u2019ve had regrettable sex, but this is not that.   For external reasons, and how recently I joined the company as a full-timer, moving teams would be pretty hard. I also know she is scheduled to leave the team in August.  I\u2019m not sure if I feel safe enough to go to HR and I\u2019m pretty scared about this whole situation. I just turned 22 and this is my first job after college. This is also a Fortune 50 company which has historically been an old school boys club. I don\u2019t want this to affect my job or how I can move forward in the company. Here are my questions so I can plan how to move forward:  1) Does this situation counts as sexual harassment?  2) What process I can expect if I do report it (will we still have to work together throughout the investigation)?  3) What proof will HR want from me during an investigation? I\u2019m starting to remember more of what happened, but since I can\u2019t provide a full account is it her word against mine?  4) Is there a way to approach HR with this scenario as a \u2018hypothetical\u2019 to ask how they would proceed, or would it automatically be filed as a report?  Thank you in advance for your help :)", "c_root_id_A": "id43h9i", "c_root_id_B": "id54zuy", "created_at_utc_A": 1655764274, "created_at_utc_B": 1655783087, "score_A": -5, "score_B": 1, "human_ref_A": "Absolutely go to HR. It maybe uncomfortable but trust me we\u2019ve heard worse. She\u2019s your boss and this screams misconduct and more. Be straightforward and honest what happened\u2014your not in the wrong.  Keep in my Ming HR won\u2019t tell you much during their investigation and you will need to keep doing your job business as usual as difficult as that may be. Once they fire her they will notify you she\u2019s no longer with the company. If your company doesn\u2019t treat you well during this process you don\u2019t want to work there. And document EVERYTHING!! Hopefully you don\u2019t need to sue them.", "human_ref_B": "It\u2019s not ok and you were raped. it happened and I\u2019m sorry for you. I am married and if a woman didn\u2019t take no for an answer or thought I was flirting with her while I\u2019m drunk behind cognitions then yeah I would be pissed too. It\u2019s not right I don\u2019t care if it\u2019s Beyonc\u00e9. No means no and if someone is intoxicated that means it\u2019s a no go", "labels": 0, "seconds_difference": 18813.0, "score_ratio": -0.2, "metadata_A": "", "metadata_B": ""}
{"post_id": "vgti1a", "domain": "askhr_test", "upvote_ratio": 0.91, "history": "[CO]- Whats the burden of proof for Sexual Harassment when a superior engages in sex with an employee? TLDR: My married team lead slept with me while I was very intoxicated and I do not remember most details of what happened. What is the process for reporting? How will it be handled? What do I need to prove? Is there a way to ask a hypothetical question to HR?  \u2014\u2014\u2014  My married team lead (33F) asked me (21F) to go out for drinks with her after work. This is my first month in my new position and I said yes, as I had been an intern prior and thought it could be a good way to learn more about the team. I also didn\u2019t have any red flags because she\u2019s a woman who is married to a man.  A few days before going out, she asked whether she could stay the night in my guest room if she drank too much because she lives over an hour away and couldn\u2019t Uber & I (hesitantly) said yes [I have this in texts].  After we went to the bar we went back to my place and she went to the spare bedroom and got into bed & I went to my room around 11pm. I felt sick so I got undressed and took off all of my clothes to puke in the toilet. I\u2019m unclear how long I was in there, but at some point later I turned around and she was standing in my bedroom. I asked what she was doing in my room and pointed out that I was naked, and she explained she felt lonely and should\u2019ve knocked. I quickly grabbed a sweatshirt from my closet and when I came back to my room she was in my bed.  At this point things get hazy, I remember sitting on my bed and asking if she was okay/wanted me to call her husband/ was going to be sick. I remember her playing with the hem of my sweatshirt and saying the material felt weird. I also remember some of the key aspects of sexual intercourse. I know she left afterwards, I remember hearing my front door close and she texted me when she got home, which puts her leaving my place at around ~1am. Since the encounter, she has texted me about nearly everything (none of which has been important) and told me what a great night she had.  Her reaching out makes my stomach flip and I feel sick. I\u2019ve showered a dozen times this weekend. I may not remember exactly what happened but my body does and I sob at random times. I\u2019ve had regrettable sex, but this is not that.   For external reasons, and how recently I joined the company as a full-timer, moving teams would be pretty hard. I also know she is scheduled to leave the team in August.  I\u2019m not sure if I feel safe enough to go to HR and I\u2019m pretty scared about this whole situation. I just turned 22 and this is my first job after college. This is also a Fortune 50 company which has historically been an old school boys club. I don\u2019t want this to affect my job or how I can move forward in the company. Here are my questions so I can plan how to move forward:  1) Does this situation counts as sexual harassment?  2) What process I can expect if I do report it (will we still have to work together throughout the investigation)?  3) What proof will HR want from me during an investigation? I\u2019m starting to remember more of what happened, but since I can\u2019t provide a full account is it her word against mine?  4) Is there a way to approach HR with this scenario as a \u2018hypothetical\u2019 to ask how they would proceed, or would it automatically be filed as a report?  Thank you in advance for your help :)", "c_root_id_A": "id6g6mx", "c_root_id_B": "id43h9i", "created_at_utc_A": 1655817605, "created_at_utc_B": 1655764274, "score_A": 1, "score_B": -5, "human_ref_A": "I am so sorry this happened to you and it is rape, not just harassment. There is a lot of sound advice on how to approach the situation, esp. the EAP and EEOC.    I have a few things to add:  1. Use written correspondence with HR and anyone else that gets involved as much as possible and bcc your personal email so you have documentation in case of retaliation.   2. Make copies of all of your records and emails that reflect satisfactory performance. This will be helpful in case they retaliate and fire you.  3. Ask HR if you can record the conversation, CO is a two party consent state and they might be dumb enough to say yes. Or, see #1 and default to written as much as possible. If you do talk in person, start a handwritten journal/notebook of any relevant conversation. This will help you recall facts and conversations at a later date and in some cases can be used as supporting evidence.   4. Take a couple days off to consider what you really want job wise. You are not her first victim and might not be the first at that workplace. Assume that there have been prior incidents with others, perhaps not as severe as yours but there's been something. I would also bet she abuses her power in other ways. Do you want to work somewhere that empowers/keeps someone like that in a leadership position?  5. How much energy do you want to put into the legal side of this? You already have a tough road ahead to process and heal from the trauma. A legal proceeding will be exhausting and might yield nothing. You don't owe anyone your time and energy, full stop. I watched my dad go through a wrongful termination suit (for a different reason) and he's never been the same. He even had union support behind him but it still took 3 years to resolve.  6. Be kind to yourself. This is an awful situation and you did nothing wrong. And again, you don't owe anyone your time and energy.", "human_ref_B": "Absolutely go to HR. It maybe uncomfortable but trust me we\u2019ve heard worse. She\u2019s your boss and this screams misconduct and more. Be straightforward and honest what happened\u2014your not in the wrong.  Keep in my Ming HR won\u2019t tell you much during their investigation and you will need to keep doing your job business as usual as difficult as that may be. Once they fire her they will notify you she\u2019s no longer with the company. If your company doesn\u2019t treat you well during this process you don\u2019t want to work there. And document EVERYTHING!! Hopefully you don\u2019t need to sue them.", "labels": 1, "seconds_difference": 53331.0, "score_ratio": -0.2, "metadata_A": "", "metadata_B": ""}
{"post_id": "vgti1a", "domain": "askhr_test", "upvote_ratio": 0.91, "history": "[CO]- Whats the burden of proof for Sexual Harassment when a superior engages in sex with an employee? TLDR: My married team lead slept with me while I was very intoxicated and I do not remember most details of what happened. What is the process for reporting? How will it be handled? What do I need to prove? Is there a way to ask a hypothetical question to HR?  \u2014\u2014\u2014  My married team lead (33F) asked me (21F) to go out for drinks with her after work. This is my first month in my new position and I said yes, as I had been an intern prior and thought it could be a good way to learn more about the team. I also didn\u2019t have any red flags because she\u2019s a woman who is married to a man.  A few days before going out, she asked whether she could stay the night in my guest room if she drank too much because she lives over an hour away and couldn\u2019t Uber & I (hesitantly) said yes [I have this in texts].  After we went to the bar we went back to my place and she went to the spare bedroom and got into bed & I went to my room around 11pm. I felt sick so I got undressed and took off all of my clothes to puke in the toilet. I\u2019m unclear how long I was in there, but at some point later I turned around and she was standing in my bedroom. I asked what she was doing in my room and pointed out that I was naked, and she explained she felt lonely and should\u2019ve knocked. I quickly grabbed a sweatshirt from my closet and when I came back to my room she was in my bed.  At this point things get hazy, I remember sitting on my bed and asking if she was okay/wanted me to call her husband/ was going to be sick. I remember her playing with the hem of my sweatshirt and saying the material felt weird. I also remember some of the key aspects of sexual intercourse. I know she left afterwards, I remember hearing my front door close and she texted me when she got home, which puts her leaving my place at around ~1am. Since the encounter, she has texted me about nearly everything (none of which has been important) and told me what a great night she had.  Her reaching out makes my stomach flip and I feel sick. I\u2019ve showered a dozen times this weekend. I may not remember exactly what happened but my body does and I sob at random times. I\u2019ve had regrettable sex, but this is not that.   For external reasons, and how recently I joined the company as a full-timer, moving teams would be pretty hard. I also know she is scheduled to leave the team in August.  I\u2019m not sure if I feel safe enough to go to HR and I\u2019m pretty scared about this whole situation. I just turned 22 and this is my first job after college. This is also a Fortune 50 company which has historically been an old school boys club. I don\u2019t want this to affect my job or how I can move forward in the company. Here are my questions so I can plan how to move forward:  1) Does this situation counts as sexual harassment?  2) What process I can expect if I do report it (will we still have to work together throughout the investigation)?  3) What proof will HR want from me during an investigation? I\u2019m starting to remember more of what happened, but since I can\u2019t provide a full account is it her word against mine?  4) Is there a way to approach HR with this scenario as a \u2018hypothetical\u2019 to ask how they would proceed, or would it automatically be filed as a report?  Thank you in advance for your help :)", "c_root_id_A": "id43h9i", "c_root_id_B": "id6me3d", "created_at_utc_A": 1655764274, "created_at_utc_B": 1655820595, "score_A": -5, "score_B": 1, "human_ref_A": "Absolutely go to HR. It maybe uncomfortable but trust me we\u2019ve heard worse. She\u2019s your boss and this screams misconduct and more. Be straightforward and honest what happened\u2014your not in the wrong.  Keep in my Ming HR won\u2019t tell you much during their investigation and you will need to keep doing your job business as usual as difficult as that may be. Once they fire her they will notify you she\u2019s no longer with the company. If your company doesn\u2019t treat you well during this process you don\u2019t want to work there. And document EVERYTHING!! Hopefully you don\u2019t need to sue them.", "human_ref_B": "First of all, I am sorry for what you are experiencing.  You are young and were taken advantage of by a predator.  As a first step, I would write everything down in as much detail as possible (even what may seem trivial now).  I hope that you have a good support system to get you through this.", "labels": 0, "seconds_difference": 56321.0, "score_ratio": -0.2, "metadata_A": "", "metadata_B": ""}
{"post_id": "vgti1a", "domain": "askhr_test", "upvote_ratio": 0.91, "history": "[CO]- Whats the burden of proof for Sexual Harassment when a superior engages in sex with an employee? TLDR: My married team lead slept with me while I was very intoxicated and I do not remember most details of what happened. What is the process for reporting? How will it be handled? What do I need to prove? Is there a way to ask a hypothetical question to HR?  \u2014\u2014\u2014  My married team lead (33F) asked me (21F) to go out for drinks with her after work. This is my first month in my new position and I said yes, as I had been an intern prior and thought it could be a good way to learn more about the team. I also didn\u2019t have any red flags because she\u2019s a woman who is married to a man.  A few days before going out, she asked whether she could stay the night in my guest room if she drank too much because she lives over an hour away and couldn\u2019t Uber & I (hesitantly) said yes [I have this in texts].  After we went to the bar we went back to my place and she went to the spare bedroom and got into bed & I went to my room around 11pm. I felt sick so I got undressed and took off all of my clothes to puke in the toilet. I\u2019m unclear how long I was in there, but at some point later I turned around and she was standing in my bedroom. I asked what she was doing in my room and pointed out that I was naked, and she explained she felt lonely and should\u2019ve knocked. I quickly grabbed a sweatshirt from my closet and when I came back to my room she was in my bed.  At this point things get hazy, I remember sitting on my bed and asking if she was okay/wanted me to call her husband/ was going to be sick. I remember her playing with the hem of my sweatshirt and saying the material felt weird. I also remember some of the key aspects of sexual intercourse. I know she left afterwards, I remember hearing my front door close and she texted me when she got home, which puts her leaving my place at around ~1am. Since the encounter, she has texted me about nearly everything (none of which has been important) and told me what a great night she had.  Her reaching out makes my stomach flip and I feel sick. I\u2019ve showered a dozen times this weekend. I may not remember exactly what happened but my body does and I sob at random times. I\u2019ve had regrettable sex, but this is not that.   For external reasons, and how recently I joined the company as a full-timer, moving teams would be pretty hard. I also know she is scheduled to leave the team in August.  I\u2019m not sure if I feel safe enough to go to HR and I\u2019m pretty scared about this whole situation. I just turned 22 and this is my first job after college. This is also a Fortune 50 company which has historically been an old school boys club. I don\u2019t want this to affect my job or how I can move forward in the company. Here are my questions so I can plan how to move forward:  1) Does this situation counts as sexual harassment?  2) What process I can expect if I do report it (will we still have to work together throughout the investigation)?  3) What proof will HR want from me during an investigation? I\u2019m starting to remember more of what happened, but since I can\u2019t provide a full account is it her word against mine?  4) Is there a way to approach HR with this scenario as a \u2018hypothetical\u2019 to ask how they would proceed, or would it automatically be filed as a report?  Thank you in advance for your help :)", "c_root_id_A": "id6vsi9", "c_root_id_B": "id43h9i", "created_at_utc_A": 1655824720, "created_at_utc_B": 1655764274, "score_A": 1, "score_B": -5, "human_ref_A": "I feel you don't have a case. It will be tough to prove she assaulted you. She could say \"we both were drinking\". In your heart of hearts if you think she assaulted you, FILE A POLICE REPORT! At least let HR know, Then record everything between you two!", "human_ref_B": "Absolutely go to HR. It maybe uncomfortable but trust me we\u2019ve heard worse. She\u2019s your boss and this screams misconduct and more. Be straightforward and honest what happened\u2014your not in the wrong.  Keep in my Ming HR won\u2019t tell you much during their investigation and you will need to keep doing your job business as usual as difficult as that may be. Once they fire her they will notify you she\u2019s no longer with the company. If your company doesn\u2019t treat you well during this process you don\u2019t want to work there. And document EVERYTHING!! Hopefully you don\u2019t need to sue them.", "labels": 1, "seconds_difference": 60446.0, "score_ratio": -0.2, "metadata_A": "", "metadata_B": ""}
{"post_id": "breee2", "domain": "askhr_test", "upvote_ratio": 0.96, "history": "Speaking a different language at work I got in trouble. Location :pa  I recently found out another coworker speaks German so he asked if we could talk in German while we are working so he could keep up on his German and practice a little bit. I did not think it was a big deal but some of the dishwashers got all upset thinking that we were talking about them. Keep in mind they speak in Spanish all day long even though they know English. So I got called to the HR office and was asked not to speak German in the kitchen and I said that was ridiculous because we are also speaking Spanish in the kitchen. So after refusing to do so I got written up. Can they do this? I suggested if they would ban one language then they should ban all the languages.  I dunno. Hey silly question I am sure but I feel like I am being discriminated against to an extent.", "c_root_id_A": "eode2k4", "c_root_id_B": "eodaarj", "created_at_utc_A": 1558472402, "created_at_utc_B": 1558470788, "score_A": 42, "score_B": 5, "human_ref_A": "Discrimination is treating similarly situated individuals differently based on a protected class. Language isn't a protected class. Are you and the other German speaker white, while the kitchen staff are Hispanic? If so, then you might have a discrimination case in that white employees aren't allowed to speak a separate language while Hispanic employees are.", "human_ref_B": "Is German or Spanish anyone's native languages?  Because it could make a difference.    If for example you and your coworker are practicing a foreign language while on the clock whereas the Spanish speakers are simply talking in their native language, then this would not be a case of unlawful discrimination.  However, if you are all practicing a second language or are all speaking your native tongues, then it would seem unlawful to single out a specific language to prohibit.", "labels": 1, "seconds_difference": 1614.0, "score_ratio": 8.4, "metadata_A": "", "metadata_B": ""}
{"post_id": "breee2", "domain": "askhr_test", "upvote_ratio": 0.96, "history": "Speaking a different language at work I got in trouble. Location :pa  I recently found out another coworker speaks German so he asked if we could talk in German while we are working so he could keep up on his German and practice a little bit. I did not think it was a big deal but some of the dishwashers got all upset thinking that we were talking about them. Keep in mind they speak in Spanish all day long even though they know English. So I got called to the HR office and was asked not to speak German in the kitchen and I said that was ridiculous because we are also speaking Spanish in the kitchen. So after refusing to do so I got written up. Can they do this? I suggested if they would ban one language then they should ban all the languages.  I dunno. Hey silly question I am sure but I feel like I am being discriminated against to an extent.", "c_root_id_A": "eode2k4", "c_root_id_B": "eocyhat", "created_at_utc_A": 1558472402, "created_at_utc_B": 1558465887, "score_A": 42, "score_B": 3, "human_ref_A": "Discrimination is treating similarly situated individuals differently based on a protected class. Language isn't a protected class. Are you and the other German speaker white, while the kitchen staff are Hispanic? If so, then you might have a discrimination case in that white employees aren't allowed to speak a separate language while Hispanic employees are.", "human_ref_B": "Can they, in this situation no. Will they, probably. Should they, no.   All in all what are you hoping for. Is this the hill you want to die on?", "labels": 1, "seconds_difference": 6515.0, "score_ratio": 14.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "breee2", "domain": "askhr_test", "upvote_ratio": 0.96, "history": "Speaking a different language at work I got in trouble. Location :pa  I recently found out another coworker speaks German so he asked if we could talk in German while we are working so he could keep up on his German and practice a little bit. I did not think it was a big deal but some of the dishwashers got all upset thinking that we were talking about them. Keep in mind they speak in Spanish all day long even though they know English. So I got called to the HR office and was asked not to speak German in the kitchen and I said that was ridiculous because we are also speaking Spanish in the kitchen. So after refusing to do so I got written up. Can they do this? I suggested if they would ban one language then they should ban all the languages.  I dunno. Hey silly question I am sure but I feel like I am being discriminated against to an extent.", "c_root_id_A": "eodaarj", "c_root_id_B": "eodntca", "created_at_utc_A": 1558470788, "created_at_utc_B": 1558476964, "score_A": 5, "score_B": 10, "human_ref_A": "Is German or Spanish anyone's native languages?  Because it could make a difference.    If for example you and your coworker are practicing a foreign language while on the clock whereas the Spanish speakers are simply talking in their native language, then this would not be a case of unlawful discrimination.  However, if you are all practicing a second language or are all speaking your native tongues, then it would seem unlawful to single out a specific language to prohibit.", "human_ref_B": "If you are being barred from speaking your native language, this may be discrimination based on national origin. If you are being barred from speaking another language for fun or to build your German skills, then it isn\u2019t discrimination.", "labels": 0, "seconds_difference": 6176.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "breee2", "domain": "askhr_test", "upvote_ratio": 0.96, "history": "Speaking a different language at work I got in trouble. Location :pa  I recently found out another coworker speaks German so he asked if we could talk in German while we are working so he could keep up on his German and practice a little bit. I did not think it was a big deal but some of the dishwashers got all upset thinking that we were talking about them. Keep in mind they speak in Spanish all day long even though they know English. So I got called to the HR office and was asked not to speak German in the kitchen and I said that was ridiculous because we are also speaking Spanish in the kitchen. So after refusing to do so I got written up. Can they do this? I suggested if they would ban one language then they should ban all the languages.  I dunno. Hey silly question I am sure but I feel like I am being discriminated against to an extent.", "c_root_id_A": "eocyhat", "c_root_id_B": "eodntca", "created_at_utc_A": 1558465887, "created_at_utc_B": 1558476964, "score_A": 3, "score_B": 10, "human_ref_A": "Can they, in this situation no. Will they, probably. Should they, no.   All in all what are you hoping for. Is this the hill you want to die on?", "human_ref_B": "If you are being barred from speaking your native language, this may be discrimination based on national origin. If you are being barred from speaking another language for fun or to build your German skills, then it isn\u2019t discrimination.", "labels": 0, "seconds_difference": 11077.0, "score_ratio": 3.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "breee2", "domain": "askhr_test", "upvote_ratio": 0.96, "history": "Speaking a different language at work I got in trouble. Location :pa  I recently found out another coworker speaks German so he asked if we could talk in German while we are working so he could keep up on his German and practice a little bit. I did not think it was a big deal but some of the dishwashers got all upset thinking that we were talking about them. Keep in mind they speak in Spanish all day long even though they know English. So I got called to the HR office and was asked not to speak German in the kitchen and I said that was ridiculous because we are also speaking Spanish in the kitchen. So after refusing to do so I got written up. Can they do this? I suggested if they would ban one language then they should ban all the languages.  I dunno. Hey silly question I am sure but I feel like I am being discriminated against to an extent.", "c_root_id_A": "eodm7db", "c_root_id_B": "eodntca", "created_at_utc_A": 1558475950, "created_at_utc_B": 1558476964, "score_A": -1, "score_B": 10, "human_ref_A": "As long as everybody can speak and understand the same language when doing core job tasks (espicaly the more complex tasks and / or the tasks with the greater health and safety risks) then is should be a non issue for you and your coworker to speak in German about a non-work topic while cutting vegetables or scrubbing the kitchen's pots and pans together.  You should be golden as long as all work related instructions / directions are given in the workplace's common language.", "human_ref_B": "If you are being barred from speaking your native language, this may be discrimination based on national origin. If you are being barred from speaking another language for fun or to build your German skills, then it isn\u2019t discrimination.", "labels": 0, "seconds_difference": 1014.0, "score_ratio": -10.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "breee2", "domain": "askhr_test", "upvote_ratio": 0.96, "history": "Speaking a different language at work I got in trouble. Location :pa  I recently found out another coworker speaks German so he asked if we could talk in German while we are working so he could keep up on his German and practice a little bit. I did not think it was a big deal but some of the dishwashers got all upset thinking that we were talking about them. Keep in mind they speak in Spanish all day long even though they know English. So I got called to the HR office and was asked not to speak German in the kitchen and I said that was ridiculous because we are also speaking Spanish in the kitchen. So after refusing to do so I got written up. Can they do this? I suggested if they would ban one language then they should ban all the languages.  I dunno. Hey silly question I am sure but I feel like I am being discriminated against to an extent.", "c_root_id_A": "eodaarj", "c_root_id_B": "eodz7k6", "created_at_utc_A": 1558470788, "created_at_utc_B": 1558484468, "score_A": 5, "score_B": 7, "human_ref_A": "Is German or Spanish anyone's native languages?  Because it could make a difference.    If for example you and your coworker are practicing a foreign language while on the clock whereas the Spanish speakers are simply talking in their native language, then this would not be a case of unlawful discrimination.  However, if you are all practicing a second language or are all speaking your native tongues, then it would seem unlawful to single out a specific language to prohibit.", "human_ref_B": "Immediately refusing and arguing was probably not your best move. Maybe you could have *politely* requested that HR enforce an English only rule. You were probably written up for insubordination.", "labels": 0, "seconds_difference": 13680.0, "score_ratio": 1.4, "metadata_A": "", "metadata_B": ""}
{"post_id": "breee2", "domain": "askhr_test", "upvote_ratio": 0.96, "history": "Speaking a different language at work I got in trouble. Location :pa  I recently found out another coworker speaks German so he asked if we could talk in German while we are working so he could keep up on his German and practice a little bit. I did not think it was a big deal but some of the dishwashers got all upset thinking that we were talking about them. Keep in mind they speak in Spanish all day long even though they know English. So I got called to the HR office and was asked not to speak German in the kitchen and I said that was ridiculous because we are also speaking Spanish in the kitchen. So after refusing to do so I got written up. Can they do this? I suggested if they would ban one language then they should ban all the languages.  I dunno. Hey silly question I am sure but I feel like I am being discriminated against to an extent.", "c_root_id_A": "eodaarj", "c_root_id_B": "eocyhat", "created_at_utc_A": 1558470788, "created_at_utc_B": 1558465887, "score_A": 5, "score_B": 3, "human_ref_A": "Is German or Spanish anyone's native languages?  Because it could make a difference.    If for example you and your coworker are practicing a foreign language while on the clock whereas the Spanish speakers are simply talking in their native language, then this would not be a case of unlawful discrimination.  However, if you are all practicing a second language or are all speaking your native tongues, then it would seem unlawful to single out a specific language to prohibit.", "human_ref_B": "Can they, in this situation no. Will they, probably. Should they, no.   All in all what are you hoping for. Is this the hill you want to die on?", "labels": 1, "seconds_difference": 4901.0, "score_ratio": 1.6666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "breee2", "domain": "askhr_test", "upvote_ratio": 0.96, "history": "Speaking a different language at work I got in trouble. Location :pa  I recently found out another coworker speaks German so he asked if we could talk in German while we are working so he could keep up on his German and practice a little bit. I did not think it was a big deal but some of the dishwashers got all upset thinking that we were talking about them. Keep in mind they speak in Spanish all day long even though they know English. So I got called to the HR office and was asked not to speak German in the kitchen and I said that was ridiculous because we are also speaking Spanish in the kitchen. So after refusing to do so I got written up. Can they do this? I suggested if they would ban one language then they should ban all the languages.  I dunno. Hey silly question I am sure but I feel like I am being discriminated against to an extent.", "c_root_id_A": "eodz7k6", "c_root_id_B": "eocyhat", "created_at_utc_A": 1558484468, "created_at_utc_B": 1558465887, "score_A": 7, "score_B": 3, "human_ref_A": "Immediately refusing and arguing was probably not your best move. Maybe you could have *politely* requested that HR enforce an English only rule. You were probably written up for insubordination.", "human_ref_B": "Can they, in this situation no. Will they, probably. Should they, no.   All in all what are you hoping for. Is this the hill you want to die on?", "labels": 1, "seconds_difference": 18581.0, "score_ratio": 2.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "breee2", "domain": "askhr_test", "upvote_ratio": 0.96, "history": "Speaking a different language at work I got in trouble. Location :pa  I recently found out another coworker speaks German so he asked if we could talk in German while we are working so he could keep up on his German and practice a little bit. I did not think it was a big deal but some of the dishwashers got all upset thinking that we were talking about them. Keep in mind they speak in Spanish all day long even though they know English. So I got called to the HR office and was asked not to speak German in the kitchen and I said that was ridiculous because we are also speaking Spanish in the kitchen. So after refusing to do so I got written up. Can they do this? I suggested if they would ban one language then they should ban all the languages.  I dunno. Hey silly question I am sure but I feel like I am being discriminated against to an extent.", "c_root_id_A": "eodz7k6", "c_root_id_B": "eodxdf0", "created_at_utc_A": 1558484468, "created_at_utc_B": 1558483231, "score_A": 7, "score_B": 1, "human_ref_A": "Immediately refusing and arguing was probably not your best move. Maybe you could have *politely* requested that HR enforce an English only rule. You were probably written up for insubordination.", "human_ref_B": "This reads like a troll...oh wait Donald poster", "labels": 1, "seconds_difference": 1237.0, "score_ratio": 7.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "breee2", "domain": "askhr_test", "upvote_ratio": 0.96, "history": "Speaking a different language at work I got in trouble. Location :pa  I recently found out another coworker speaks German so he asked if we could talk in German while we are working so he could keep up on his German and practice a little bit. I did not think it was a big deal but some of the dishwashers got all upset thinking that we were talking about them. Keep in mind they speak in Spanish all day long even though they know English. So I got called to the HR office and was asked not to speak German in the kitchen and I said that was ridiculous because we are also speaking Spanish in the kitchen. So after refusing to do so I got written up. Can they do this? I suggested if they would ban one language then they should ban all the languages.  I dunno. Hey silly question I am sure but I feel like I am being discriminated against to an extent.", "c_root_id_A": "eodz7k6", "c_root_id_B": "eodm7db", "created_at_utc_A": 1558484468, "created_at_utc_B": 1558475950, "score_A": 7, "score_B": -1, "human_ref_A": "Immediately refusing and arguing was probably not your best move. Maybe you could have *politely* requested that HR enforce an English only rule. You were probably written up for insubordination.", "human_ref_B": "As long as everybody can speak and understand the same language when doing core job tasks (espicaly the more complex tasks and / or the tasks with the greater health and safety risks) then is should be a non issue for you and your coworker to speak in German about a non-work topic while cutting vegetables or scrubbing the kitchen's pots and pans together.  You should be golden as long as all work related instructions / directions are given in the workplace's common language.", "labels": 1, "seconds_difference": 8518.0, "score_ratio": -7.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "breee2", "domain": "askhr_test", "upvote_ratio": 0.96, "history": "Speaking a different language at work I got in trouble. Location :pa  I recently found out another coworker speaks German so he asked if we could talk in German while we are working so he could keep up on his German and practice a little bit. I did not think it was a big deal but some of the dishwashers got all upset thinking that we were talking about them. Keep in mind they speak in Spanish all day long even though they know English. So I got called to the HR office and was asked not to speak German in the kitchen and I said that was ridiculous because we are also speaking Spanish in the kitchen. So after refusing to do so I got written up. Can they do this? I suggested if they would ban one language then they should ban all the languages.  I dunno. Hey silly question I am sure but I feel like I am being discriminated against to an extent.", "c_root_id_A": "eodxdf0", "c_root_id_B": "eodm7db", "created_at_utc_A": 1558483231, "created_at_utc_B": 1558475950, "score_A": 1, "score_B": -1, "human_ref_A": "This reads like a troll...oh wait Donald poster", "human_ref_B": "As long as everybody can speak and understand the same language when doing core job tasks (espicaly the more complex tasks and / or the tasks with the greater health and safety risks) then is should be a non issue for you and your coworker to speak in German about a non-work topic while cutting vegetables or scrubbing the kitchen's pots and pans together.  You should be golden as long as all work related instructions / directions are given in the workplace's common language.", "labels": 1, "seconds_difference": 7281.0, "score_ratio": -1.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "breee2", "domain": "askhr_test", "upvote_ratio": 0.96, "history": "Speaking a different language at work I got in trouble. Location :pa  I recently found out another coworker speaks German so he asked if we could talk in German while we are working so he could keep up on his German and practice a little bit. I did not think it was a big deal but some of the dishwashers got all upset thinking that we were talking about them. Keep in mind they speak in Spanish all day long even though they know English. So I got called to the HR office and was asked not to speak German in the kitchen and I said that was ridiculous because we are also speaking Spanish in the kitchen. So after refusing to do so I got written up. Can they do this? I suggested if they would ban one language then they should ban all the languages.  I dunno. Hey silly question I am sure but I feel like I am being discriminated against to an extent.", "c_root_id_A": "eofjzuw", "c_root_id_B": "eodm7db", "created_at_utc_A": 1558536422, "created_at_utc_B": 1558475950, "score_A": 0, "score_B": -1, "human_ref_A": "I\u2019m not an HR person but am a fluent Spanish speaker and have Spanish speakers reporting to me. Living in an area with a large hispanic population this has always been an issue dealing with my people. My policy is you don\u2019t speak a foreign language when there are others that don\u2019t understand the language; period.   If they come to my office and speak Spanish, that\u2019s fine or if they are outside etc.   The Spanish speakers probably haven\u2019t been reported bc no one has filed a complaint with HR previously. And of course they seem like hypocrites.", "human_ref_B": "As long as everybody can speak and understand the same language when doing core job tasks (espicaly the more complex tasks and / or the tasks with the greater health and safety risks) then is should be a non issue for you and your coworker to speak in German about a non-work topic while cutting vegetables or scrubbing the kitchen's pots and pans together.  You should be golden as long as all work related instructions / directions are given in the workplace's common language.", "labels": 1, "seconds_difference": 60472.0, "score_ratio": 0.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "bxex5y", "domain": "askhr_test", "upvote_ratio": 1.0, "history": "Handing in my resignation today Just signed an amazing offer last night for my dream job!  I'm having a total panic attack about resigning my current job though because they have no idea it's coming, my boss loves me, and I do a huge amount of specialized work - replacing me is going to suck for them. No real question here, I know what I have to do. Any words of encouragement?", "c_root_id_A": "eq6b9rw", "c_root_id_B": "eq6ll3i", "created_at_utc_A": 1559825917, "created_at_utc_B": 1559831311, "score_A": 6, "score_B": 8, "human_ref_A": "There's a good chance I'll be resigning soon as well as I think I'll be offered a better job.  Pretty worried about how that will go but you gotta do what's best for you.  All I can say is give the required notice obviously and offer any help you can with the transition", "human_ref_B": "Just explain that you\u2019ve put a lot of thought into this decision and at this time it\u2019s what is right for your future, your family, and yourself", "labels": 0, "seconds_difference": 5394.0, "score_ratio": 1.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "nkk0s6", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[CA] Should I tell my boss I\u2019ve been struggling to be productive because of my mental health?  I\u2019ve been struggling to be productive at work because of recurring mental health issues. I haven\u2019t drawn any attention to myself as of yet, but I\u2019m worried I\u2019ll soon be confronted for my suffering work performance.   The same scenario happened at my last job in which I (regrettably) opened up and shared my struggles with my boss. Needless to say he wasn\u2019t accommodating and I was fired for poor performance soon after.   Is there a way to bring up my mental health issues in a proper way, or should I keep them to myself and try to push through them? I\u2019m so nervous I\u2019ll be reprimanded for my work performance but I also dread the awkwardness off opening up to another manager only to be disregarded and fired again.", "c_root_id_A": "gzdh8cv", "c_root_id_B": "gzdlc8u", "created_at_utc_A": 1621936109, "created_at_utc_B": 1621939708, "score_A": -30, "score_B": 22, "human_ref_A": "You need to do your job. If your mental health issues require an accommodation for you to do your job, then discuss that with your supervisor. If it doesn\u2019t then there is no reason to discuss it since it shouldn\u2019t impact your work.", "human_ref_B": "So sorry you have been struggling with mental health. It is such a challenging time right now, and I know many who have been in similar situations. I would agree with the idea of applying for FMLA on an intermittent basis or for a few weeks to get time away from work to reset and focus on you. FMLA does require documentation from a healthcare provider, so you may need to disclose some information about your mental health in order for HR to properly assess your specific FMLA request. But HR should keep this information confidential and communicate the stipulations of your leave to your manager if approved. FMLA is unpaid, so you will also want to consult HR about how you will be compensated during your FMLA such as using accrued PTO, leave bank time (if your employer has that type of arrangement), or if the leave will be unpaid.", "labels": 0, "seconds_difference": 3599.0, "score_ratio": -0.7333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "nkk0s6", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[CA] Should I tell my boss I\u2019ve been struggling to be productive because of my mental health?  I\u2019ve been struggling to be productive at work because of recurring mental health issues. I haven\u2019t drawn any attention to myself as of yet, but I\u2019m worried I\u2019ll soon be confronted for my suffering work performance.   The same scenario happened at my last job in which I (regrettably) opened up and shared my struggles with my boss. Needless to say he wasn\u2019t accommodating and I was fired for poor performance soon after.   Is there a way to bring up my mental health issues in a proper way, or should I keep them to myself and try to push through them? I\u2019m so nervous I\u2019ll be reprimanded for my work performance but I also dread the awkwardness off opening up to another manager only to be disregarded and fired again.", "c_root_id_A": "gzdxzpu", "c_root_id_B": "gze0ly1", "created_at_utc_A": 1621947852, "created_at_utc_B": 1621949238, "score_A": 11, "score_B": 22, "human_ref_A": "If it's a temporary thing, you can try to let them know that you're having issues at home that have been impacting your performance but you expect things to improve without going into detail and impacting perceptions.  Otherwise it's best to keep it to yourself and seek treatment outside of work.  While your boss may be sympathetic, at the end of the day your performance is what's important to them and your boss will only tolerate so much before your life starts making their life difficult.  Speaking up about it will just bring more scrutiny.", "human_ref_B": "I would not disclose.   If you need time off and can\u2019t or don\u2019t want to use PTO or sick time, you may be eligible for FMLA.    Also, please reach out to your Employer Assistance Program (EAP) if your employer offers that benefit.  It may be helpful for therapy, tools and apps, and other resources.", "labels": 0, "seconds_difference": 1386.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "nkk0s6", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[CA] Should I tell my boss I\u2019ve been struggling to be productive because of my mental health?  I\u2019ve been struggling to be productive at work because of recurring mental health issues. I haven\u2019t drawn any attention to myself as of yet, but I\u2019m worried I\u2019ll soon be confronted for my suffering work performance.   The same scenario happened at my last job in which I (regrettably) opened up and shared my struggles with my boss. Needless to say he wasn\u2019t accommodating and I was fired for poor performance soon after.   Is there a way to bring up my mental health issues in a proper way, or should I keep them to myself and try to push through them? I\u2019m so nervous I\u2019ll be reprimanded for my work performance but I also dread the awkwardness off opening up to another manager only to be disregarded and fired again.", "c_root_id_A": "gze0ly1", "c_root_id_B": "gzdyp5u", "created_at_utc_A": 1621949238, "created_at_utc_B": 1621948230, "score_A": 22, "score_B": 13, "human_ref_A": "I would not disclose.   If you need time off and can\u2019t or don\u2019t want to use PTO or sick time, you may be eligible for FMLA.    Also, please reach out to your Employer Assistance Program (EAP) if your employer offers that benefit.  It may be helpful for therapy, tools and apps, and other resources.", "human_ref_B": "Depending on how obtrusive you feel your mental health issue is on your daily life (sounds like it's impacting a lot), and how long you've been with your employer, you may qualify for FMLA. Also look into ADA as well; there may be some reasonable accommodations available to you in order to let you get the help you need and stay employed. If I were you, I'd reach out to my HR department and supervisor to get the ball rolling on this before the situation gets out of control.", "labels": 1, "seconds_difference": 1008.0, "score_ratio": 1.6923076923, "metadata_A": "", "metadata_B": ""}
{"post_id": "nkk0s6", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[CA] Should I tell my boss I\u2019ve been struggling to be productive because of my mental health?  I\u2019ve been struggling to be productive at work because of recurring mental health issues. I haven\u2019t drawn any attention to myself as of yet, but I\u2019m worried I\u2019ll soon be confronted for my suffering work performance.   The same scenario happened at my last job in which I (regrettably) opened up and shared my struggles with my boss. Needless to say he wasn\u2019t accommodating and I was fired for poor performance soon after.   Is there a way to bring up my mental health issues in a proper way, or should I keep them to myself and try to push through them? I\u2019m so nervous I\u2019ll be reprimanded for my work performance but I also dread the awkwardness off opening up to another manager only to be disregarded and fired again.", "c_root_id_A": "gze0ly1", "c_root_id_B": "gzdxe0q", "created_at_utc_A": 1621949238, "created_at_utc_B": 1621947523, "score_A": 22, "score_B": 4, "human_ref_A": "I would not disclose.   If you need time off and can\u2019t or don\u2019t want to use PTO or sick time, you may be eligible for FMLA.    Also, please reach out to your Employer Assistance Program (EAP) if your employer offers that benefit.  It may be helpful for therapy, tools and apps, and other resources.", "human_ref_B": "Your mental health is important so if you can, take a break or level of absence for a little while.", "labels": 1, "seconds_difference": 1715.0, "score_ratio": 5.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "nkk0s6", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[CA] Should I tell my boss I\u2019ve been struggling to be productive because of my mental health?  I\u2019ve been struggling to be productive at work because of recurring mental health issues. I haven\u2019t drawn any attention to myself as of yet, but I\u2019m worried I\u2019ll soon be confronted for my suffering work performance.   The same scenario happened at my last job in which I (regrettably) opened up and shared my struggles with my boss. Needless to say he wasn\u2019t accommodating and I was fired for poor performance soon after.   Is there a way to bring up my mental health issues in a proper way, or should I keep them to myself and try to push through them? I\u2019m so nervous I\u2019ll be reprimanded for my work performance but I also dread the awkwardness off opening up to another manager only to be disregarded and fired again.", "c_root_id_A": "gzdh8cv", "c_root_id_B": "gze0ly1", "created_at_utc_A": 1621936109, "created_at_utc_B": 1621949238, "score_A": -30, "score_B": 22, "human_ref_A": "You need to do your job. If your mental health issues require an accommodation for you to do your job, then discuss that with your supervisor. If it doesn\u2019t then there is no reason to discuss it since it shouldn\u2019t impact your work.", "human_ref_B": "I would not disclose.   If you need time off and can\u2019t or don\u2019t want to use PTO or sick time, you may be eligible for FMLA.    Also, please reach out to your Employer Assistance Program (EAP) if your employer offers that benefit.  It may be helpful for therapy, tools and apps, and other resources.", "labels": 0, "seconds_difference": 13129.0, "score_ratio": -0.7333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "nkk0s6", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[CA] Should I tell my boss I\u2019ve been struggling to be productive because of my mental health?  I\u2019ve been struggling to be productive at work because of recurring mental health issues. I haven\u2019t drawn any attention to myself as of yet, but I\u2019m worried I\u2019ll soon be confronted for my suffering work performance.   The same scenario happened at my last job in which I (regrettably) opened up and shared my struggles with my boss. Needless to say he wasn\u2019t accommodating and I was fired for poor performance soon after.   Is there a way to bring up my mental health issues in a proper way, or should I keep them to myself and try to push through them? I\u2019m so nervous I\u2019ll be reprimanded for my work performance but I also dread the awkwardness off opening up to another manager only to be disregarded and fired again.", "c_root_id_A": "gzdxzpu", "c_root_id_B": "gze3aoc", "created_at_utc_A": 1621947852, "created_at_utc_B": 1621950559, "score_A": 11, "score_B": 12, "human_ref_A": "If it's a temporary thing, you can try to let them know that you're having issues at home that have been impacting your performance but you expect things to improve without going into detail and impacting perceptions.  Otherwise it's best to keep it to yourself and seek treatment outside of work.  While your boss may be sympathetic, at the end of the day your performance is what's important to them and your boss will only tolerate so much before your life starts making their life difficult.  Speaking up about it will just bring more scrutiny.", "human_ref_B": "I would definitely look into FMLA. I had it for mental health reasons too and it DID help me stay on track. I'd also wait until they said something. Maybe you feel this way because of your health and perhaps they don't see it. If you did really feel the need to tell them, don't say it's mental. I'm only saying that became there is still a stigma, as you know too. BUT reframe this. This is due to a medical condition. So say that, if anything at all.   Get FMLA if you can, pay into STD, and utilize any of your EAP at work.   Take care of yourself.", "labels": 0, "seconds_difference": 2707.0, "score_ratio": 1.0909090909, "metadata_A": "", "metadata_B": ""}
{"post_id": "nkk0s6", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[CA] Should I tell my boss I\u2019ve been struggling to be productive because of my mental health?  I\u2019ve been struggling to be productive at work because of recurring mental health issues. I haven\u2019t drawn any attention to myself as of yet, but I\u2019m worried I\u2019ll soon be confronted for my suffering work performance.   The same scenario happened at my last job in which I (regrettably) opened up and shared my struggles with my boss. Needless to say he wasn\u2019t accommodating and I was fired for poor performance soon after.   Is there a way to bring up my mental health issues in a proper way, or should I keep them to myself and try to push through them? I\u2019m so nervous I\u2019ll be reprimanded for my work performance but I also dread the awkwardness off opening up to another manager only to be disregarded and fired again.", "c_root_id_A": "gze3aoc", "c_root_id_B": "gze37a0", "created_at_utc_A": 1621950559, "created_at_utc_B": 1621950515, "score_A": 12, "score_B": 8, "human_ref_A": "I would definitely look into FMLA. I had it for mental health reasons too and it DID help me stay on track. I'd also wait until they said something. Maybe you feel this way because of your health and perhaps they don't see it. If you did really feel the need to tell them, don't say it's mental. I'm only saying that became there is still a stigma, as you know too. BUT reframe this. This is due to a medical condition. So say that, if anything at all.   Get FMLA if you can, pay into STD, and utilize any of your EAP at work.   Take care of yourself.", "human_ref_B": "A lot of this depends on how big and how sophisticated your employer is... but in general... I wouldn't go to your manager directly, if you can avoid it, unless you absolutely know they're a caring and understanding person. If possible, work with a therapist to help address your ability to be productive at work - what's keeping you from being productive; could a change in the workplace help? Once you have this you may be able to apply for a reasonable accommodation under the ADA. At the same time, request FMLA (assuming they're large enough) paperwork from your employer's HR dept if they have one. Discuss with your healthcare provider what you might need it terms of time off to assist with your mental health situation. Submit that FMLA paperwork to your HR person and discuss with them how to go about requesting time off per your needs. Once you have all that 'paperwork' in place (creating a record if you ever do get discriminated against due to your illness), then I'd discuss the performance issues with your HR person first, if your performance issues still exist. The HR person should then start that discussion with your manager.    I'm not familiar with CA laws, but if you're in a small workplace that doesn't have an HR person/dept, or isn't large enough for FMLA to apply (generally 50 or more employees)... you may just seek medical assistance/therapy on your own, discussing with them your work performance problems, and work on them yourself without informing your employer. Unfortunately a lot of supervisors/managers are straight up hacks and will not treat you fairly/compassionately.", "labels": 1, "seconds_difference": 44.0, "score_ratio": 1.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "nkk0s6", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[CA] Should I tell my boss I\u2019ve been struggling to be productive because of my mental health?  I\u2019ve been struggling to be productive at work because of recurring mental health issues. I haven\u2019t drawn any attention to myself as of yet, but I\u2019m worried I\u2019ll soon be confronted for my suffering work performance.   The same scenario happened at my last job in which I (regrettably) opened up and shared my struggles with my boss. Needless to say he wasn\u2019t accommodating and I was fired for poor performance soon after.   Is there a way to bring up my mental health issues in a proper way, or should I keep them to myself and try to push through them? I\u2019m so nervous I\u2019ll be reprimanded for my work performance but I also dread the awkwardness off opening up to another manager only to be disregarded and fired again.", "c_root_id_A": "gzdxe0q", "c_root_id_B": "gze3aoc", "created_at_utc_A": 1621947523, "created_at_utc_B": 1621950559, "score_A": 4, "score_B": 12, "human_ref_A": "Your mental health is important so if you can, take a break or level of absence for a little while.", "human_ref_B": "I would definitely look into FMLA. I had it for mental health reasons too and it DID help me stay on track. I'd also wait until they said something. Maybe you feel this way because of your health and perhaps they don't see it. If you did really feel the need to tell them, don't say it's mental. I'm only saying that became there is still a stigma, as you know too. BUT reframe this. This is due to a medical condition. So say that, if anything at all.   Get FMLA if you can, pay into STD, and utilize any of your EAP at work.   Take care of yourself.", "labels": 0, "seconds_difference": 3036.0, "score_ratio": 3.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "nkk0s6", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[CA] Should I tell my boss I\u2019ve been struggling to be productive because of my mental health?  I\u2019ve been struggling to be productive at work because of recurring mental health issues. I haven\u2019t drawn any attention to myself as of yet, but I\u2019m worried I\u2019ll soon be confronted for my suffering work performance.   The same scenario happened at my last job in which I (regrettably) opened up and shared my struggles with my boss. Needless to say he wasn\u2019t accommodating and I was fired for poor performance soon after.   Is there a way to bring up my mental health issues in a proper way, or should I keep them to myself and try to push through them? I\u2019m so nervous I\u2019ll be reprimanded for my work performance but I also dread the awkwardness off opening up to another manager only to be disregarded and fired again.", "c_root_id_A": "gzdh8cv", "c_root_id_B": "gze3aoc", "created_at_utc_A": 1621936109, "created_at_utc_B": 1621950559, "score_A": -30, "score_B": 12, "human_ref_A": "You need to do your job. If your mental health issues require an accommodation for you to do your job, then discuss that with your supervisor. If it doesn\u2019t then there is no reason to discuss it since it shouldn\u2019t impact your work.", "human_ref_B": "I would definitely look into FMLA. I had it for mental health reasons too and it DID help me stay on track. I'd also wait until they said something. Maybe you feel this way because of your health and perhaps they don't see it. If you did really feel the need to tell them, don't say it's mental. I'm only saying that became there is still a stigma, as you know too. BUT reframe this. This is due to a medical condition. So say that, if anything at all.   Get FMLA if you can, pay into STD, and utilize any of your EAP at work.   Take care of yourself.", "labels": 0, "seconds_difference": 14450.0, "score_ratio": -0.4, "metadata_A": "", "metadata_B": ""}
{"post_id": "nkk0s6", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[CA] Should I tell my boss I\u2019ve been struggling to be productive because of my mental health?  I\u2019ve been struggling to be productive at work because of recurring mental health issues. I haven\u2019t drawn any attention to myself as of yet, but I\u2019m worried I\u2019ll soon be confronted for my suffering work performance.   The same scenario happened at my last job in which I (regrettably) opened up and shared my struggles with my boss. Needless to say he wasn\u2019t accommodating and I was fired for poor performance soon after.   Is there a way to bring up my mental health issues in a proper way, or should I keep them to myself and try to push through them? I\u2019m so nervous I\u2019ll be reprimanded for my work performance but I also dread the awkwardness off opening up to another manager only to be disregarded and fired again.", "c_root_id_A": "gzdxzpu", "c_root_id_B": "gzdyp5u", "created_at_utc_A": 1621947852, "created_at_utc_B": 1621948230, "score_A": 11, "score_B": 13, "human_ref_A": "If it's a temporary thing, you can try to let them know that you're having issues at home that have been impacting your performance but you expect things to improve without going into detail and impacting perceptions.  Otherwise it's best to keep it to yourself and seek treatment outside of work.  While your boss may be sympathetic, at the end of the day your performance is what's important to them and your boss will only tolerate so much before your life starts making their life difficult.  Speaking up about it will just bring more scrutiny.", "human_ref_B": "Depending on how obtrusive you feel your mental health issue is on your daily life (sounds like it's impacting a lot), and how long you've been with your employer, you may qualify for FMLA. Also look into ADA as well; there may be some reasonable accommodations available to you in order to let you get the help you need and stay employed. If I were you, I'd reach out to my HR department and supervisor to get the ball rolling on this before the situation gets out of control.", "labels": 0, "seconds_difference": 378.0, "score_ratio": 1.1818181818, "metadata_A": "", "metadata_B": ""}
{"post_id": "nkk0s6", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[CA] Should I tell my boss I\u2019ve been struggling to be productive because of my mental health?  I\u2019ve been struggling to be productive at work because of recurring mental health issues. I haven\u2019t drawn any attention to myself as of yet, but I\u2019m worried I\u2019ll soon be confronted for my suffering work performance.   The same scenario happened at my last job in which I (regrettably) opened up and shared my struggles with my boss. Needless to say he wasn\u2019t accommodating and I was fired for poor performance soon after.   Is there a way to bring up my mental health issues in a proper way, or should I keep them to myself and try to push through them? I\u2019m so nervous I\u2019ll be reprimanded for my work performance but I also dread the awkwardness off opening up to another manager only to be disregarded and fired again.", "c_root_id_A": "gzdxzpu", "c_root_id_B": "gzdxe0q", "created_at_utc_A": 1621947852, "created_at_utc_B": 1621947523, "score_A": 11, "score_B": 4, "human_ref_A": "If it's a temporary thing, you can try to let them know that you're having issues at home that have been impacting your performance but you expect things to improve without going into detail and impacting perceptions.  Otherwise it's best to keep it to yourself and seek treatment outside of work.  While your boss may be sympathetic, at the end of the day your performance is what's important to them and your boss will only tolerate so much before your life starts making their life difficult.  Speaking up about it will just bring more scrutiny.", "human_ref_B": "Your mental health is important so if you can, take a break or level of absence for a little while.", "labels": 1, "seconds_difference": 329.0, "score_ratio": 2.75, "metadata_A": "", "metadata_B": ""}
{"post_id": "nkk0s6", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[CA] Should I tell my boss I\u2019ve been struggling to be productive because of my mental health?  I\u2019ve been struggling to be productive at work because of recurring mental health issues. I haven\u2019t drawn any attention to myself as of yet, but I\u2019m worried I\u2019ll soon be confronted for my suffering work performance.   The same scenario happened at my last job in which I (regrettably) opened up and shared my struggles with my boss. Needless to say he wasn\u2019t accommodating and I was fired for poor performance soon after.   Is there a way to bring up my mental health issues in a proper way, or should I keep them to myself and try to push through them? I\u2019m so nervous I\u2019ll be reprimanded for my work performance but I also dread the awkwardness off opening up to another manager only to be disregarded and fired again.", "c_root_id_A": "gzdh8cv", "c_root_id_B": "gzdxzpu", "created_at_utc_A": 1621936109, "created_at_utc_B": 1621947852, "score_A": -30, "score_B": 11, "human_ref_A": "You need to do your job. If your mental health issues require an accommodation for you to do your job, then discuss that with your supervisor. If it doesn\u2019t then there is no reason to discuss it since it shouldn\u2019t impact your work.", "human_ref_B": "If it's a temporary thing, you can try to let them know that you're having issues at home that have been impacting your performance but you expect things to improve without going into detail and impacting perceptions.  Otherwise it's best to keep it to yourself and seek treatment outside of work.  While your boss may be sympathetic, at the end of the day your performance is what's important to them and your boss will only tolerate so much before your life starts making their life difficult.  Speaking up about it will just bring more scrutiny.", "labels": 0, "seconds_difference": 11743.0, "score_ratio": -0.3666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "nkk0s6", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[CA] Should I tell my boss I\u2019ve been struggling to be productive because of my mental health?  I\u2019ve been struggling to be productive at work because of recurring mental health issues. I haven\u2019t drawn any attention to myself as of yet, but I\u2019m worried I\u2019ll soon be confronted for my suffering work performance.   The same scenario happened at my last job in which I (regrettably) opened up and shared my struggles with my boss. Needless to say he wasn\u2019t accommodating and I was fired for poor performance soon after.   Is there a way to bring up my mental health issues in a proper way, or should I keep them to myself and try to push through them? I\u2019m so nervous I\u2019ll be reprimanded for my work performance but I also dread the awkwardness off opening up to another manager only to be disregarded and fired again.", "c_root_id_A": "gzdyp5u", "c_root_id_B": "gzdxe0q", "created_at_utc_A": 1621948230, "created_at_utc_B": 1621947523, "score_A": 13, "score_B": 4, "human_ref_A": "Depending on how obtrusive you feel your mental health issue is on your daily life (sounds like it's impacting a lot), and how long you've been with your employer, you may qualify for FMLA. Also look into ADA as well; there may be some reasonable accommodations available to you in order to let you get the help you need and stay employed. If I were you, I'd reach out to my HR department and supervisor to get the ball rolling on this before the situation gets out of control.", "human_ref_B": "Your mental health is important so if you can, take a break or level of absence for a little while.", "labels": 1, "seconds_difference": 707.0, "score_ratio": 3.25, "metadata_A": "", "metadata_B": ""}
{"post_id": "nkk0s6", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[CA] Should I tell my boss I\u2019ve been struggling to be productive because of my mental health?  I\u2019ve been struggling to be productive at work because of recurring mental health issues. I haven\u2019t drawn any attention to myself as of yet, but I\u2019m worried I\u2019ll soon be confronted for my suffering work performance.   The same scenario happened at my last job in which I (regrettably) opened up and shared my struggles with my boss. Needless to say he wasn\u2019t accommodating and I was fired for poor performance soon after.   Is there a way to bring up my mental health issues in a proper way, or should I keep them to myself and try to push through them? I\u2019m so nervous I\u2019ll be reprimanded for my work performance but I also dread the awkwardness off opening up to another manager only to be disregarded and fired again.", "c_root_id_A": "gzdyp5u", "c_root_id_B": "gzdh8cv", "created_at_utc_A": 1621948230, "created_at_utc_B": 1621936109, "score_A": 13, "score_B": -30, "human_ref_A": "Depending on how obtrusive you feel your mental health issue is on your daily life (sounds like it's impacting a lot), and how long you've been with your employer, you may qualify for FMLA. Also look into ADA as well; there may be some reasonable accommodations available to you in order to let you get the help you need and stay employed. If I were you, I'd reach out to my HR department and supervisor to get the ball rolling on this before the situation gets out of control.", "human_ref_B": "You need to do your job. If your mental health issues require an accommodation for you to do your job, then discuss that with your supervisor. If it doesn\u2019t then there is no reason to discuss it since it shouldn\u2019t impact your work.", "labels": 1, "seconds_difference": 12121.0, "score_ratio": -0.4333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "nkk0s6", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[CA] Should I tell my boss I\u2019ve been struggling to be productive because of my mental health?  I\u2019ve been struggling to be productive at work because of recurring mental health issues. I haven\u2019t drawn any attention to myself as of yet, but I\u2019m worried I\u2019ll soon be confronted for my suffering work performance.   The same scenario happened at my last job in which I (regrettably) opened up and shared my struggles with my boss. Needless to say he wasn\u2019t accommodating and I was fired for poor performance soon after.   Is there a way to bring up my mental health issues in a proper way, or should I keep them to myself and try to push through them? I\u2019m so nervous I\u2019ll be reprimanded for my work performance but I also dread the awkwardness off opening up to another manager only to be disregarded and fired again.", "c_root_id_A": "gzeiggd", "c_root_id_B": "gze37a0", "created_at_utc_A": 1621957385, "created_at_utc_B": 1621950515, "score_A": 10, "score_B": 8, "human_ref_A": "what accommodations do you think would help you perform better? I'd consider those PRIOR to bringing anything up...", "human_ref_B": "A lot of this depends on how big and how sophisticated your employer is... but in general... I wouldn't go to your manager directly, if you can avoid it, unless you absolutely know they're a caring and understanding person. If possible, work with a therapist to help address your ability to be productive at work - what's keeping you from being productive; could a change in the workplace help? Once you have this you may be able to apply for a reasonable accommodation under the ADA. At the same time, request FMLA (assuming they're large enough) paperwork from your employer's HR dept if they have one. Discuss with your healthcare provider what you might need it terms of time off to assist with your mental health situation. Submit that FMLA paperwork to your HR person and discuss with them how to go about requesting time off per your needs. Once you have all that 'paperwork' in place (creating a record if you ever do get discriminated against due to your illness), then I'd discuss the performance issues with your HR person first, if your performance issues still exist. The HR person should then start that discussion with your manager.    I'm not familiar with CA laws, but if you're in a small workplace that doesn't have an HR person/dept, or isn't large enough for FMLA to apply (generally 50 or more employees)... you may just seek medical assistance/therapy on your own, discussing with them your work performance problems, and work on them yourself without informing your employer. Unfortunately a lot of supervisors/managers are straight up hacks and will not treat you fairly/compassionately.", "labels": 1, "seconds_difference": 6870.0, "score_ratio": 1.25, "metadata_A": "", "metadata_B": ""}
{"post_id": "nkk0s6", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[CA] Should I tell my boss I\u2019ve been struggling to be productive because of my mental health?  I\u2019ve been struggling to be productive at work because of recurring mental health issues. I haven\u2019t drawn any attention to myself as of yet, but I\u2019m worried I\u2019ll soon be confronted for my suffering work performance.   The same scenario happened at my last job in which I (regrettably) opened up and shared my struggles with my boss. Needless to say he wasn\u2019t accommodating and I was fired for poor performance soon after.   Is there a way to bring up my mental health issues in a proper way, or should I keep them to myself and try to push through them? I\u2019m so nervous I\u2019ll be reprimanded for my work performance but I also dread the awkwardness off opening up to another manager only to be disregarded and fired again.", "c_root_id_A": "gzeiggd", "c_root_id_B": "gzdxe0q", "created_at_utc_A": 1621957385, "created_at_utc_B": 1621947523, "score_A": 10, "score_B": 4, "human_ref_A": "what accommodations do you think would help you perform better? I'd consider those PRIOR to bringing anything up...", "human_ref_B": "Your mental health is important so if you can, take a break or level of absence for a little while.", "labels": 1, "seconds_difference": 9862.0, "score_ratio": 2.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "nkk0s6", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[CA] Should I tell my boss I\u2019ve been struggling to be productive because of my mental health?  I\u2019ve been struggling to be productive at work because of recurring mental health issues. I haven\u2019t drawn any attention to myself as of yet, but I\u2019m worried I\u2019ll soon be confronted for my suffering work performance.   The same scenario happened at my last job in which I (regrettably) opened up and shared my struggles with my boss. Needless to say he wasn\u2019t accommodating and I was fired for poor performance soon after.   Is there a way to bring up my mental health issues in a proper way, or should I keep them to myself and try to push through them? I\u2019m so nervous I\u2019ll be reprimanded for my work performance but I also dread the awkwardness off opening up to another manager only to be disregarded and fired again.", "c_root_id_A": "gzeiggd", "c_root_id_B": "gzdh8cv", "created_at_utc_A": 1621957385, "created_at_utc_B": 1621936109, "score_A": 10, "score_B": -30, "human_ref_A": "what accommodations do you think would help you perform better? I'd consider those PRIOR to bringing anything up...", "human_ref_B": "You need to do your job. If your mental health issues require an accommodation for you to do your job, then discuss that with your supervisor. If it doesn\u2019t then there is no reason to discuss it since it shouldn\u2019t impact your work.", "labels": 1, "seconds_difference": 21276.0, "score_ratio": -0.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "nkk0s6", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[CA] Should I tell my boss I\u2019ve been struggling to be productive because of my mental health?  I\u2019ve been struggling to be productive at work because of recurring mental health issues. I haven\u2019t drawn any attention to myself as of yet, but I\u2019m worried I\u2019ll soon be confronted for my suffering work performance.   The same scenario happened at my last job in which I (regrettably) opened up and shared my struggles with my boss. Needless to say he wasn\u2019t accommodating and I was fired for poor performance soon after.   Is there a way to bring up my mental health issues in a proper way, or should I keep them to myself and try to push through them? I\u2019m so nervous I\u2019ll be reprimanded for my work performance but I also dread the awkwardness off opening up to another manager only to be disregarded and fired again.", "c_root_id_A": "gze37a0", "c_root_id_B": "gzdxe0q", "created_at_utc_A": 1621950515, "created_at_utc_B": 1621947523, "score_A": 8, "score_B": 4, "human_ref_A": "A lot of this depends on how big and how sophisticated your employer is... but in general... I wouldn't go to your manager directly, if you can avoid it, unless you absolutely know they're a caring and understanding person. If possible, work with a therapist to help address your ability to be productive at work - what's keeping you from being productive; could a change in the workplace help? Once you have this you may be able to apply for a reasonable accommodation under the ADA. At the same time, request FMLA (assuming they're large enough) paperwork from your employer's HR dept if they have one. Discuss with your healthcare provider what you might need it terms of time off to assist with your mental health situation. Submit that FMLA paperwork to your HR person and discuss with them how to go about requesting time off per your needs. Once you have all that 'paperwork' in place (creating a record if you ever do get discriminated against due to your illness), then I'd discuss the performance issues with your HR person first, if your performance issues still exist. The HR person should then start that discussion with your manager.    I'm not familiar with CA laws, but if you're in a small workplace that doesn't have an HR person/dept, or isn't large enough for FMLA to apply (generally 50 or more employees)... you may just seek medical assistance/therapy on your own, discussing with them your work performance problems, and work on them yourself without informing your employer. Unfortunately a lot of supervisors/managers are straight up hacks and will not treat you fairly/compassionately.", "human_ref_B": "Your mental health is important so if you can, take a break or level of absence for a little while.", "labels": 1, "seconds_difference": 2992.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "nkk0s6", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[CA] Should I tell my boss I\u2019ve been struggling to be productive because of my mental health?  I\u2019ve been struggling to be productive at work because of recurring mental health issues. I haven\u2019t drawn any attention to myself as of yet, but I\u2019m worried I\u2019ll soon be confronted for my suffering work performance.   The same scenario happened at my last job in which I (regrettably) opened up and shared my struggles with my boss. Needless to say he wasn\u2019t accommodating and I was fired for poor performance soon after.   Is there a way to bring up my mental health issues in a proper way, or should I keep them to myself and try to push through them? I\u2019m so nervous I\u2019ll be reprimanded for my work performance but I also dread the awkwardness off opening up to another manager only to be disregarded and fired again.", "c_root_id_A": "gzdh8cv", "c_root_id_B": "gze37a0", "created_at_utc_A": 1621936109, "created_at_utc_B": 1621950515, "score_A": -30, "score_B": 8, "human_ref_A": "You need to do your job. If your mental health issues require an accommodation for you to do your job, then discuss that with your supervisor. If it doesn\u2019t then there is no reason to discuss it since it shouldn\u2019t impact your work.", "human_ref_B": "A lot of this depends on how big and how sophisticated your employer is... but in general... I wouldn't go to your manager directly, if you can avoid it, unless you absolutely know they're a caring and understanding person. If possible, work with a therapist to help address your ability to be productive at work - what's keeping you from being productive; could a change in the workplace help? Once you have this you may be able to apply for a reasonable accommodation under the ADA. At the same time, request FMLA (assuming they're large enough) paperwork from your employer's HR dept if they have one. Discuss with your healthcare provider what you might need it terms of time off to assist with your mental health situation. Submit that FMLA paperwork to your HR person and discuss with them how to go about requesting time off per your needs. Once you have all that 'paperwork' in place (creating a record if you ever do get discriminated against due to your illness), then I'd discuss the performance issues with your HR person first, if your performance issues still exist. The HR person should then start that discussion with your manager.    I'm not familiar with CA laws, but if you're in a small workplace that doesn't have an HR person/dept, or isn't large enough for FMLA to apply (generally 50 or more employees)... you may just seek medical assistance/therapy on your own, discussing with them your work performance problems, and work on them yourself without informing your employer. Unfortunately a lot of supervisors/managers are straight up hacks and will not treat you fairly/compassionately.", "labels": 0, "seconds_difference": 14406.0, "score_ratio": -0.2666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "nkk0s6", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[CA] Should I tell my boss I\u2019ve been struggling to be productive because of my mental health?  I\u2019ve been struggling to be productive at work because of recurring mental health issues. I haven\u2019t drawn any attention to myself as of yet, but I\u2019m worried I\u2019ll soon be confronted for my suffering work performance.   The same scenario happened at my last job in which I (regrettably) opened up and shared my struggles with my boss. Needless to say he wasn\u2019t accommodating and I was fired for poor performance soon after.   Is there a way to bring up my mental health issues in a proper way, or should I keep them to myself and try to push through them? I\u2019m so nervous I\u2019ll be reprimanded for my work performance but I also dread the awkwardness off opening up to another manager only to be disregarded and fired again.", "c_root_id_A": "gzdxe0q", "c_root_id_B": "gzf7kxs", "created_at_utc_A": 1621947523, "created_at_utc_B": 1621968099, "score_A": 4, "score_B": 7, "human_ref_A": "Your mental health is important so if you can, take a break or level of absence for a little while.", "human_ref_B": "I had some abysmal mental health a year and a half ago. Worked for the government. I was a complete mess. I wound up seeking advice from employee services and they said to go on FMLA leave and get it figured out. The moment I got back from FMLA? Fired for job performance. Had so many medical bills and mental problems at the time that I couldn't fight it.   There is no winning here.", "labels": 0, "seconds_difference": 20576.0, "score_ratio": 1.75, "metadata_A": "", "metadata_B": ""}
{"post_id": "nkk0s6", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[CA] Should I tell my boss I\u2019ve been struggling to be productive because of my mental health?  I\u2019ve been struggling to be productive at work because of recurring mental health issues. I haven\u2019t drawn any attention to myself as of yet, but I\u2019m worried I\u2019ll soon be confronted for my suffering work performance.   The same scenario happened at my last job in which I (regrettably) opened up and shared my struggles with my boss. Needless to say he wasn\u2019t accommodating and I was fired for poor performance soon after.   Is there a way to bring up my mental health issues in a proper way, or should I keep them to myself and try to push through them? I\u2019m so nervous I\u2019ll be reprimanded for my work performance but I also dread the awkwardness off opening up to another manager only to be disregarded and fired again.", "c_root_id_A": "gzf7kxs", "c_root_id_B": "gzep2ao", "created_at_utc_A": 1621968099, "created_at_utc_B": 1621960217, "score_A": 7, "score_B": 3, "human_ref_A": "I had some abysmal mental health a year and a half ago. Worked for the government. I was a complete mess. I wound up seeking advice from employee services and they said to go on FMLA leave and get it figured out. The moment I got back from FMLA? Fired for job performance. Had so many medical bills and mental problems at the time that I couldn't fight it.   There is no winning here.", "human_ref_B": "I usually advocate for telling the truth, but in this case, I would mask it.  I think you would be quite successful in telling your manager that you are struggling with productivity because you are dealing with \"a health issue\".   Be prepared to offer a solution (don't make extra work for your boss).   For instance - I would like to reduce my hours to 25 for the next 2 weeks so that I can deal with this issue.     Depending on what kind of place you work. the manager may pass you to HR, or make arrangements with you directly.  As a manager,  I would be willing to work with a good employee who needs short term relief.", "labels": 1, "seconds_difference": 7882.0, "score_ratio": 2.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "nkk0s6", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[CA] Should I tell my boss I\u2019ve been struggling to be productive because of my mental health?  I\u2019ve been struggling to be productive at work because of recurring mental health issues. I haven\u2019t drawn any attention to myself as of yet, but I\u2019m worried I\u2019ll soon be confronted for my suffering work performance.   The same scenario happened at my last job in which I (regrettably) opened up and shared my struggles with my boss. Needless to say he wasn\u2019t accommodating and I was fired for poor performance soon after.   Is there a way to bring up my mental health issues in a proper way, or should I keep them to myself and try to push through them? I\u2019m so nervous I\u2019ll be reprimanded for my work performance but I also dread the awkwardness off opening up to another manager only to be disregarded and fired again.", "c_root_id_A": "gzf7kxs", "c_root_id_B": "gzeyfgg", "created_at_utc_A": 1621968099, "created_at_utc_B": 1621964254, "score_A": 7, "score_B": 5, "human_ref_A": "I had some abysmal mental health a year and a half ago. Worked for the government. I was a complete mess. I wound up seeking advice from employee services and they said to go on FMLA leave and get it figured out. The moment I got back from FMLA? Fired for job performance. Had so many medical bills and mental problems at the time that I couldn't fight it.   There is no winning here.", "human_ref_B": "Are you seeing a medical professional about this? I think you should talk to them about what your issues are with work and what they recommend. As far as the employer is concerned, once you've stated that there is a potential medical issues that are affecting your ability to do the job, they should work with you and  your medical professional to see if there is an accommodation they could make (which might be a leave of absence, or it might be something else).", "labels": 1, "seconds_difference": 3845.0, "score_ratio": 1.4, "metadata_A": "", "metadata_B": ""}
{"post_id": "nkk0s6", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[CA] Should I tell my boss I\u2019ve been struggling to be productive because of my mental health?  I\u2019ve been struggling to be productive at work because of recurring mental health issues. I haven\u2019t drawn any attention to myself as of yet, but I\u2019m worried I\u2019ll soon be confronted for my suffering work performance.   The same scenario happened at my last job in which I (regrettably) opened up and shared my struggles with my boss. Needless to say he wasn\u2019t accommodating and I was fired for poor performance soon after.   Is there a way to bring up my mental health issues in a proper way, or should I keep them to myself and try to push through them? I\u2019m so nervous I\u2019ll be reprimanded for my work performance but I also dread the awkwardness off opening up to another manager only to be disregarded and fired again.", "c_root_id_A": "gzf7kxs", "c_root_id_B": "gzf2b4l", "created_at_utc_A": 1621968099, "created_at_utc_B": 1621965940, "score_A": 7, "score_B": 2, "human_ref_A": "I had some abysmal mental health a year and a half ago. Worked for the government. I was a complete mess. I wound up seeking advice from employee services and they said to go on FMLA leave and get it figured out. The moment I got back from FMLA? Fired for job performance. Had so many medical bills and mental problems at the time that I couldn't fight it.   There is no winning here.", "human_ref_B": "Do not disclose, ever, but also advocate for yourself and don\u2019t compromise. If you need sick leave right then, you need sick leave right then - NOT in three months when they\u2019ve processed your paperwork and come to a decision. The time they waste deciding if your illness is an illness is time that could be the difference between a good and bad outcome for you. Just phrase it as a physical illness, every time. If asked for a doctors note, provide one but ensure it\u2019s only going to confidential HR, not your boss. If asked what your illness is, just say you don\u2019t like to talk about it or don\u2019t want to get into it. If people get up in your business, one option is to pile a bunch of requests on, like ask for mental health first aid suicide prevention training in the workplace that HR will organize. Like \u201coh these other companies are doing this, we really should look into this.\u201d People\u2019s lack of desire to get into this topic will keep them far away from you and your private business.", "labels": 1, "seconds_difference": 2159.0, "score_ratio": 3.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "nkk0s6", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[CA] Should I tell my boss I\u2019ve been struggling to be productive because of my mental health?  I\u2019ve been struggling to be productive at work because of recurring mental health issues. I haven\u2019t drawn any attention to myself as of yet, but I\u2019m worried I\u2019ll soon be confronted for my suffering work performance.   The same scenario happened at my last job in which I (regrettably) opened up and shared my struggles with my boss. Needless to say he wasn\u2019t accommodating and I was fired for poor performance soon after.   Is there a way to bring up my mental health issues in a proper way, or should I keep them to myself and try to push through them? I\u2019m so nervous I\u2019ll be reprimanded for my work performance but I also dread the awkwardness off opening up to another manager only to be disregarded and fired again.", "c_root_id_A": "gzf7kxs", "c_root_id_B": "gzdh8cv", "created_at_utc_A": 1621968099, "created_at_utc_B": 1621936109, "score_A": 7, "score_B": -30, "human_ref_A": "I had some abysmal mental health a year and a half ago. Worked for the government. I was a complete mess. I wound up seeking advice from employee services and they said to go on FMLA leave and get it figured out. The moment I got back from FMLA? Fired for job performance. Had so many medical bills and mental problems at the time that I couldn't fight it.   There is no winning here.", "human_ref_B": "You need to do your job. If your mental health issues require an accommodation for you to do your job, then discuss that with your supervisor. If it doesn\u2019t then there is no reason to discuss it since it shouldn\u2019t impact your work.", "labels": 1, "seconds_difference": 31990.0, "score_ratio": -0.2333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "nkk0s6", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[CA] Should I tell my boss I\u2019ve been struggling to be productive because of my mental health?  I\u2019ve been struggling to be productive at work because of recurring mental health issues. I haven\u2019t drawn any attention to myself as of yet, but I\u2019m worried I\u2019ll soon be confronted for my suffering work performance.   The same scenario happened at my last job in which I (regrettably) opened up and shared my struggles with my boss. Needless to say he wasn\u2019t accommodating and I was fired for poor performance soon after.   Is there a way to bring up my mental health issues in a proper way, or should I keep them to myself and try to push through them? I\u2019m so nervous I\u2019ll be reprimanded for my work performance but I also dread the awkwardness off opening up to another manager only to be disregarded and fired again.", "c_root_id_A": "gzep2ao", "c_root_id_B": "gzfbaqh", "created_at_utc_A": 1621960217, "created_at_utc_B": 1621969606, "score_A": 3, "score_B": 4, "human_ref_A": "I usually advocate for telling the truth, but in this case, I would mask it.  I think you would be quite successful in telling your manager that you are struggling with productivity because you are dealing with \"a health issue\".   Be prepared to offer a solution (don't make extra work for your boss).   For instance - I would like to reduce my hours to 25 for the next 2 weeks so that I can deal with this issue.     Depending on what kind of place you work. the manager may pass you to HR, or make arrangements with you directly.  As a manager,  I would be willing to work with a good employee who needs short term relief.", "human_ref_B": "As someone who was fired after a similar situation, I vote no.", "labels": 0, "seconds_difference": 9389.0, "score_ratio": 1.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "nkk0s6", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[CA] Should I tell my boss I\u2019ve been struggling to be productive because of my mental health?  I\u2019ve been struggling to be productive at work because of recurring mental health issues. I haven\u2019t drawn any attention to myself as of yet, but I\u2019m worried I\u2019ll soon be confronted for my suffering work performance.   The same scenario happened at my last job in which I (regrettably) opened up and shared my struggles with my boss. Needless to say he wasn\u2019t accommodating and I was fired for poor performance soon after.   Is there a way to bring up my mental health issues in a proper way, or should I keep them to myself and try to push through them? I\u2019m so nervous I\u2019ll be reprimanded for my work performance but I also dread the awkwardness off opening up to another manager only to be disregarded and fired again.", "c_root_id_A": "gzf2b4l", "c_root_id_B": "gzfbaqh", "created_at_utc_A": 1621965940, "created_at_utc_B": 1621969606, "score_A": 2, "score_B": 4, "human_ref_A": "Do not disclose, ever, but also advocate for yourself and don\u2019t compromise. If you need sick leave right then, you need sick leave right then - NOT in three months when they\u2019ve processed your paperwork and come to a decision. The time they waste deciding if your illness is an illness is time that could be the difference between a good and bad outcome for you. Just phrase it as a physical illness, every time. If asked for a doctors note, provide one but ensure it\u2019s only going to confidential HR, not your boss. If asked what your illness is, just say you don\u2019t like to talk about it or don\u2019t want to get into it. If people get up in your business, one option is to pile a bunch of requests on, like ask for mental health first aid suicide prevention training in the workplace that HR will organize. Like \u201coh these other companies are doing this, we really should look into this.\u201d People\u2019s lack of desire to get into this topic will keep them far away from you and your private business.", "human_ref_B": "As someone who was fired after a similar situation, I vote no.", "labels": 0, "seconds_difference": 3666.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "nkk0s6", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[CA] Should I tell my boss I\u2019ve been struggling to be productive because of my mental health?  I\u2019ve been struggling to be productive at work because of recurring mental health issues. I haven\u2019t drawn any attention to myself as of yet, but I\u2019m worried I\u2019ll soon be confronted for my suffering work performance.   The same scenario happened at my last job in which I (regrettably) opened up and shared my struggles with my boss. Needless to say he wasn\u2019t accommodating and I was fired for poor performance soon after.   Is there a way to bring up my mental health issues in a proper way, or should I keep them to myself and try to push through them? I\u2019m so nervous I\u2019ll be reprimanded for my work performance but I also dread the awkwardness off opening up to another manager only to be disregarded and fired again.", "c_root_id_A": "gzfbaqh", "c_root_id_B": "gzdh8cv", "created_at_utc_A": 1621969606, "created_at_utc_B": 1621936109, "score_A": 4, "score_B": -30, "human_ref_A": "As someone who was fired after a similar situation, I vote no.", "human_ref_B": "You need to do your job. If your mental health issues require an accommodation for you to do your job, then discuss that with your supervisor. If it doesn\u2019t then there is no reason to discuss it since it shouldn\u2019t impact your work.", "labels": 1, "seconds_difference": 33497.0, "score_ratio": -0.1333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "nkk0s6", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[CA] Should I tell my boss I\u2019ve been struggling to be productive because of my mental health?  I\u2019ve been struggling to be productive at work because of recurring mental health issues. I haven\u2019t drawn any attention to myself as of yet, but I\u2019m worried I\u2019ll soon be confronted for my suffering work performance.   The same scenario happened at my last job in which I (regrettably) opened up and shared my struggles with my boss. Needless to say he wasn\u2019t accommodating and I was fired for poor performance soon after.   Is there a way to bring up my mental health issues in a proper way, or should I keep them to myself and try to push through them? I\u2019m so nervous I\u2019ll be reprimanded for my work performance but I also dread the awkwardness off opening up to another manager only to be disregarded and fired again.", "c_root_id_A": "gzdxe0q", "c_root_id_B": "gzeyfgg", "created_at_utc_A": 1621947523, "created_at_utc_B": 1621964254, "score_A": 4, "score_B": 5, "human_ref_A": "Your mental health is important so if you can, take a break or level of absence for a little while.", "human_ref_B": "Are you seeing a medical professional about this? I think you should talk to them about what your issues are with work and what they recommend. As far as the employer is concerned, once you've stated that there is a potential medical issues that are affecting your ability to do the job, they should work with you and  your medical professional to see if there is an accommodation they could make (which might be a leave of absence, or it might be something else).", "labels": 0, "seconds_difference": 16731.0, "score_ratio": 1.25, "metadata_A": "", "metadata_B": ""}
{"post_id": "nkk0s6", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[CA] Should I tell my boss I\u2019ve been struggling to be productive because of my mental health?  I\u2019ve been struggling to be productive at work because of recurring mental health issues. I haven\u2019t drawn any attention to myself as of yet, but I\u2019m worried I\u2019ll soon be confronted for my suffering work performance.   The same scenario happened at my last job in which I (regrettably) opened up and shared my struggles with my boss. Needless to say he wasn\u2019t accommodating and I was fired for poor performance soon after.   Is there a way to bring up my mental health issues in a proper way, or should I keep them to myself and try to push through them? I\u2019m so nervous I\u2019ll be reprimanded for my work performance but I also dread the awkwardness off opening up to another manager only to be disregarded and fired again.", "c_root_id_A": "gzdh8cv", "c_root_id_B": "gzdxe0q", "created_at_utc_A": 1621936109, "created_at_utc_B": 1621947523, "score_A": -30, "score_B": 4, "human_ref_A": "You need to do your job. If your mental health issues require an accommodation for you to do your job, then discuss that with your supervisor. If it doesn\u2019t then there is no reason to discuss it since it shouldn\u2019t impact your work.", "human_ref_B": "Your mental health is important so if you can, take a break or level of absence for a little while.", "labels": 0, "seconds_difference": 11414.0, "score_ratio": -0.1333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "nkk0s6", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[CA] Should I tell my boss I\u2019ve been struggling to be productive because of my mental health?  I\u2019ve been struggling to be productive at work because of recurring mental health issues. I haven\u2019t drawn any attention to myself as of yet, but I\u2019m worried I\u2019ll soon be confronted for my suffering work performance.   The same scenario happened at my last job in which I (regrettably) opened up and shared my struggles with my boss. Needless to say he wasn\u2019t accommodating and I was fired for poor performance soon after.   Is there a way to bring up my mental health issues in a proper way, or should I keep them to myself and try to push through them? I\u2019m so nervous I\u2019ll be reprimanded for my work performance but I also dread the awkwardness off opening up to another manager only to be disregarded and fired again.", "c_root_id_A": "gzeyfgg", "c_root_id_B": "gzep2ao", "created_at_utc_A": 1621964254, "created_at_utc_B": 1621960217, "score_A": 5, "score_B": 3, "human_ref_A": "Are you seeing a medical professional about this? I think you should talk to them about what your issues are with work and what they recommend. As far as the employer is concerned, once you've stated that there is a potential medical issues that are affecting your ability to do the job, they should work with you and  your medical professional to see if there is an accommodation they could make (which might be a leave of absence, or it might be something else).", "human_ref_B": "I usually advocate for telling the truth, but in this case, I would mask it.  I think you would be quite successful in telling your manager that you are struggling with productivity because you are dealing with \"a health issue\".   Be prepared to offer a solution (don't make extra work for your boss).   For instance - I would like to reduce my hours to 25 for the next 2 weeks so that I can deal with this issue.     Depending on what kind of place you work. the manager may pass you to HR, or make arrangements with you directly.  As a manager,  I would be willing to work with a good employee who needs short term relief.", "labels": 1, "seconds_difference": 4037.0, "score_ratio": 1.6666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "nkk0s6", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[CA] Should I tell my boss I\u2019ve been struggling to be productive because of my mental health?  I\u2019ve been struggling to be productive at work because of recurring mental health issues. I haven\u2019t drawn any attention to myself as of yet, but I\u2019m worried I\u2019ll soon be confronted for my suffering work performance.   The same scenario happened at my last job in which I (regrettably) opened up and shared my struggles with my boss. Needless to say he wasn\u2019t accommodating and I was fired for poor performance soon after.   Is there a way to bring up my mental health issues in a proper way, or should I keep them to myself and try to push through them? I\u2019m so nervous I\u2019ll be reprimanded for my work performance but I also dread the awkwardness off opening up to another manager only to be disregarded and fired again.", "c_root_id_A": "gzep2ao", "c_root_id_B": "gzdh8cv", "created_at_utc_A": 1621960217, "created_at_utc_B": 1621936109, "score_A": 3, "score_B": -30, "human_ref_A": "I usually advocate for telling the truth, but in this case, I would mask it.  I think you would be quite successful in telling your manager that you are struggling with productivity because you are dealing with \"a health issue\".   Be prepared to offer a solution (don't make extra work for your boss).   For instance - I would like to reduce my hours to 25 for the next 2 weeks so that I can deal with this issue.     Depending on what kind of place you work. the manager may pass you to HR, or make arrangements with you directly.  As a manager,  I would be willing to work with a good employee who needs short term relief.", "human_ref_B": "You need to do your job. If your mental health issues require an accommodation for you to do your job, then discuss that with your supervisor. If it doesn\u2019t then there is no reason to discuss it since it shouldn\u2019t impact your work.", "labels": 1, "seconds_difference": 24108.0, "score_ratio": -0.1, "metadata_A": "", "metadata_B": ""}
{"post_id": "nkk0s6", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[CA] Should I tell my boss I\u2019ve been struggling to be productive because of my mental health?  I\u2019ve been struggling to be productive at work because of recurring mental health issues. I haven\u2019t drawn any attention to myself as of yet, but I\u2019m worried I\u2019ll soon be confronted for my suffering work performance.   The same scenario happened at my last job in which I (regrettably) opened up and shared my struggles with my boss. Needless to say he wasn\u2019t accommodating and I was fired for poor performance soon after.   Is there a way to bring up my mental health issues in a proper way, or should I keep them to myself and try to push through them? I\u2019m so nervous I\u2019ll be reprimanded for my work performance but I also dread the awkwardness off opening up to another manager only to be disregarded and fired again.", "c_root_id_A": "gzeyfgg", "c_root_id_B": "gzdh8cv", "created_at_utc_A": 1621964254, "created_at_utc_B": 1621936109, "score_A": 5, "score_B": -30, "human_ref_A": "Are you seeing a medical professional about this? I think you should talk to them about what your issues are with work and what they recommend. As far as the employer is concerned, once you've stated that there is a potential medical issues that are affecting your ability to do the job, they should work with you and  your medical professional to see if there is an accommodation they could make (which might be a leave of absence, or it might be something else).", "human_ref_B": "You need to do your job. If your mental health issues require an accommodation for you to do your job, then discuss that with your supervisor. If it doesn\u2019t then there is no reason to discuss it since it shouldn\u2019t impact your work.", "labels": 1, "seconds_difference": 28145.0, "score_ratio": -0.1666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "nkk0s6", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[CA] Should I tell my boss I\u2019ve been struggling to be productive because of my mental health?  I\u2019ve been struggling to be productive at work because of recurring mental health issues. I haven\u2019t drawn any attention to myself as of yet, but I\u2019m worried I\u2019ll soon be confronted for my suffering work performance.   The same scenario happened at my last job in which I (regrettably) opened up and shared my struggles with my boss. Needless to say he wasn\u2019t accommodating and I was fired for poor performance soon after.   Is there a way to bring up my mental health issues in a proper way, or should I keep them to myself and try to push through them? I\u2019m so nervous I\u2019ll be reprimanded for my work performance but I also dread the awkwardness off opening up to another manager only to be disregarded and fired again.", "c_root_id_A": "gzf2b4l", "c_root_id_B": "gzfrtia", "created_at_utc_A": 1621965940, "created_at_utc_B": 1621977002, "score_A": 2, "score_B": 3, "human_ref_A": "Do not disclose, ever, but also advocate for yourself and don\u2019t compromise. If you need sick leave right then, you need sick leave right then - NOT in three months when they\u2019ve processed your paperwork and come to a decision. The time they waste deciding if your illness is an illness is time that could be the difference between a good and bad outcome for you. Just phrase it as a physical illness, every time. If asked for a doctors note, provide one but ensure it\u2019s only going to confidential HR, not your boss. If asked what your illness is, just say you don\u2019t like to talk about it or don\u2019t want to get into it. If people get up in your business, one option is to pile a bunch of requests on, like ask for mental health first aid suicide prevention training in the workplace that HR will organize. Like \u201coh these other companies are doing this, we really should look into this.\u201d People\u2019s lack of desire to get into this topic will keep them far away from you and your private business.", "human_ref_B": "Ignore everyone else ITT. Never disclose mental health issues. No one gives a fuck, you'll be seen as a liability. Your boss will see you like that. HHRR will see you like that. Same with colleagues. Even people under your wing. Professional respect is lost.   >**The same scenario happened at my last job in which I (regrettably) opened up and shared my struggles with my boss. Needless to say he wasn\u2019t accommodating and I was fired for poor performance soon after.**  The same thing will keep happening again and again and again if you keep being honest. No guardian angel will help you. Learn to lie better. Had a flu, ate something bad, mom got sick, etc. \"This dude is such a liar\" is still 100 times better than \"this guy is a fucking loony\". \"Dude, but I just have major depression\". Doesn't matter, any psychiatric shit gets instantly piled up with severe schizophrenia.  Now, on struggling with mental illness and trying to lead a productive life. Seek treatment. Lifelong therapy is important. My doctor even treats me for free on his private practice, just because he sees something in me. And I value that a lot. I wouldn't be where I am if it wasn't for therapy. And I'm not even in a good place.", "labels": 0, "seconds_difference": 11062.0, "score_ratio": 1.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "nkk0s6", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[CA] Should I tell my boss I\u2019ve been struggling to be productive because of my mental health?  I\u2019ve been struggling to be productive at work because of recurring mental health issues. I haven\u2019t drawn any attention to myself as of yet, but I\u2019m worried I\u2019ll soon be confronted for my suffering work performance.   The same scenario happened at my last job in which I (regrettably) opened up and shared my struggles with my boss. Needless to say he wasn\u2019t accommodating and I was fired for poor performance soon after.   Is there a way to bring up my mental health issues in a proper way, or should I keep them to myself and try to push through them? I\u2019m so nervous I\u2019ll be reprimanded for my work performance but I also dread the awkwardness off opening up to another manager only to be disregarded and fired again.", "c_root_id_A": "gzdh8cv", "c_root_id_B": "gzfrtia", "created_at_utc_A": 1621936109, "created_at_utc_B": 1621977002, "score_A": -30, "score_B": 3, "human_ref_A": "You need to do your job. If your mental health issues require an accommodation for you to do your job, then discuss that with your supervisor. If it doesn\u2019t then there is no reason to discuss it since it shouldn\u2019t impact your work.", "human_ref_B": "Ignore everyone else ITT. Never disclose mental health issues. No one gives a fuck, you'll be seen as a liability. Your boss will see you like that. HHRR will see you like that. Same with colleagues. Even people under your wing. Professional respect is lost.   >**The same scenario happened at my last job in which I (regrettably) opened up and shared my struggles with my boss. Needless to say he wasn\u2019t accommodating and I was fired for poor performance soon after.**  The same thing will keep happening again and again and again if you keep being honest. No guardian angel will help you. Learn to lie better. Had a flu, ate something bad, mom got sick, etc. \"This dude is such a liar\" is still 100 times better than \"this guy is a fucking loony\". \"Dude, but I just have major depression\". Doesn't matter, any psychiatric shit gets instantly piled up with severe schizophrenia.  Now, on struggling with mental illness and trying to lead a productive life. Seek treatment. Lifelong therapy is important. My doctor even treats me for free on his private practice, just because he sees something in me. And I value that a lot. I wouldn't be where I am if it wasn't for therapy. And I'm not even in a good place.", "labels": 0, "seconds_difference": 40893.0, "score_ratio": -0.1, "metadata_A": "", "metadata_B": ""}
{"post_id": "nkk0s6", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[CA] Should I tell my boss I\u2019ve been struggling to be productive because of my mental health?  I\u2019ve been struggling to be productive at work because of recurring mental health issues. I haven\u2019t drawn any attention to myself as of yet, but I\u2019m worried I\u2019ll soon be confronted for my suffering work performance.   The same scenario happened at my last job in which I (regrettably) opened up and shared my struggles with my boss. Needless to say he wasn\u2019t accommodating and I was fired for poor performance soon after.   Is there a way to bring up my mental health issues in a proper way, or should I keep them to myself and try to push through them? I\u2019m so nervous I\u2019ll be reprimanded for my work performance but I also dread the awkwardness off opening up to another manager only to be disregarded and fired again.", "c_root_id_A": "gzf2b4l", "c_root_id_B": "gzdh8cv", "created_at_utc_A": 1621965940, "created_at_utc_B": 1621936109, "score_A": 2, "score_B": -30, "human_ref_A": "Do not disclose, ever, but also advocate for yourself and don\u2019t compromise. If you need sick leave right then, you need sick leave right then - NOT in three months when they\u2019ve processed your paperwork and come to a decision. The time they waste deciding if your illness is an illness is time that could be the difference between a good and bad outcome for you. Just phrase it as a physical illness, every time. If asked for a doctors note, provide one but ensure it\u2019s only going to confidential HR, not your boss. If asked what your illness is, just say you don\u2019t like to talk about it or don\u2019t want to get into it. If people get up in your business, one option is to pile a bunch of requests on, like ask for mental health first aid suicide prevention training in the workplace that HR will organize. Like \u201coh these other companies are doing this, we really should look into this.\u201d People\u2019s lack of desire to get into this topic will keep them far away from you and your private business.", "human_ref_B": "You need to do your job. If your mental health issues require an accommodation for you to do your job, then discuss that with your supervisor. If it doesn\u2019t then there is no reason to discuss it since it shouldn\u2019t impact your work.", "labels": 1, "seconds_difference": 29831.0, "score_ratio": -0.0666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "nkk0s6", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[CA] Should I tell my boss I\u2019ve been struggling to be productive because of my mental health?  I\u2019ve been struggling to be productive at work because of recurring mental health issues. I haven\u2019t drawn any attention to myself as of yet, but I\u2019m worried I\u2019ll soon be confronted for my suffering work performance.   The same scenario happened at my last job in which I (regrettably) opened up and shared my struggles with my boss. Needless to say he wasn\u2019t accommodating and I was fired for poor performance soon after.   Is there a way to bring up my mental health issues in a proper way, or should I keep them to myself and try to push through them? I\u2019m so nervous I\u2019ll be reprimanded for my work performance but I also dread the awkwardness off opening up to another manager only to be disregarded and fired again.", "c_root_id_A": "gzgwi6z", "c_root_id_B": "gzdh8cv", "created_at_utc_A": 1621997291, "created_at_utc_B": 1621936109, "score_A": 1, "score_B": -30, "human_ref_A": "There\u2019s some great advice in the comments already but I wanted to share something I read on askamanger.com earlier this week - not exactly the same situation but I think the principle applies here too:   Someone asked if they should tell their boss they\u2019re bored and \u201cout of it\u201d and Allison\u2019s advice was to consider what specific outcome would you be hoping for by telling your boss that. And that if you would be filling him in because it feels like he should know \u2026 no, don\u2019t tell him. He may assume you want him to act on that in some way and will start thinking about actions to take, and those actions may be ones you don\u2019t want. But if there\u2019s something specific you want \u2014 like an accommodation to your schedule or workload that may directly impact your productivity or work quality, that is actionable and focus on the specific things you want from him more than the feelings themselves.  Hope you find something here that\u2019s helpful and good luck!", "human_ref_B": "You need to do your job. If your mental health issues require an accommodation for you to do your job, then discuss that with your supervisor. If it doesn\u2019t then there is no reason to discuss it since it shouldn\u2019t impact your work.", "labels": 1, "seconds_difference": 61182.0, "score_ratio": -0.0333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "hbszi8", "domain": "askhr_test", "upvote_ratio": 0.99, "history": "Everything always ends up \u201cCan\u2019t do anything about it.\u201d How do I do something, anything?  I work as the junior HR at the private country club, I understand it\u2019s a more conservative culture but the things I hear are ridiculous. We recently had a sever come to my boss (sr HR manager) with sexual harassment/assault allegations. Our office is very close to our general managers and when he heard her crying and talking loudly, he unlocked the LOCKED door and inserted himself into the conversation and told her to be quite. She immediately began to apologize and honestly it felt like witnesses intimidation.   There have been multiple other allegations of harassment and each time the female is ultimately scheduled less to \u201cavoid\u201d conflict.   Another instance, our PR director was told by our boss to lie about the number of charitable donations were made to make an event look better. She refused due to general integrity and sent him a copy for approval which he blindly approved of. Once he realized his mistake, he berated her at the top of his lungs with the door open for everyone to hear. My SR manager was pulled in but at no point said anything. It even escalated to the point where he banged on the armrest of her chair with his fists.   Even at a corporate level I can\u2019t find relief. At a conference during a lunch break, a group of HR managers broke out into conversation about how they don\u2019t think trans ppl need to be called by their preferred pronoun. Why did this even come up unprompted???   Every time I bring it up to my SR HR manager she either says she\u2019ll find a good time to talk to the GM about it which there never is since she\u2019s always overwhelmed, can\u2019t do anything about it, or she just gives me her personal advice on the situation. She never actually helps the people that come to her and typically just redirects it to their more direct supervisor.   Please what do I do? Is this normal? It\u2019s so against all of my personal beliefs that it\u2019s suffocating.", "c_root_id_A": "fvbdjb3", "c_root_id_B": "fvayzf4", "created_at_utc_A": 1592550540, "created_at_utc_B": 1592539196, "score_A": 37, "score_B": 31, "human_ref_A": "1) File charges with the EEOC.  2) Find an employment lawyer.  They\u2019ll take you on contingency in a heartbeat.  Real change can happen because of you.  3)  Find a new job.  Your mental health and personal well being is clearly at stake.", "human_ref_B": "Refresh that resume. Start looking.", "labels": 1, "seconds_difference": 11344.0, "score_ratio": 1.1935483871, "metadata_A": "", "metadata_B": ""}
{"post_id": "hbszi8", "domain": "askhr_test", "upvote_ratio": 0.99, "history": "Everything always ends up \u201cCan\u2019t do anything about it.\u201d How do I do something, anything?  I work as the junior HR at the private country club, I understand it\u2019s a more conservative culture but the things I hear are ridiculous. We recently had a sever come to my boss (sr HR manager) with sexual harassment/assault allegations. Our office is very close to our general managers and when he heard her crying and talking loudly, he unlocked the LOCKED door and inserted himself into the conversation and told her to be quite. She immediately began to apologize and honestly it felt like witnesses intimidation.   There have been multiple other allegations of harassment and each time the female is ultimately scheduled less to \u201cavoid\u201d conflict.   Another instance, our PR director was told by our boss to lie about the number of charitable donations were made to make an event look better. She refused due to general integrity and sent him a copy for approval which he blindly approved of. Once he realized his mistake, he berated her at the top of his lungs with the door open for everyone to hear. My SR manager was pulled in but at no point said anything. It even escalated to the point where he banged on the armrest of her chair with his fists.   Even at a corporate level I can\u2019t find relief. At a conference during a lunch break, a group of HR managers broke out into conversation about how they don\u2019t think trans ppl need to be called by their preferred pronoun. Why did this even come up unprompted???   Every time I bring it up to my SR HR manager she either says she\u2019ll find a good time to talk to the GM about it which there never is since she\u2019s always overwhelmed, can\u2019t do anything about it, or she just gives me her personal advice on the situation. She never actually helps the people that come to her and typically just redirects it to their more direct supervisor.   Please what do I do? Is this normal? It\u2019s so against all of my personal beliefs that it\u2019s suffocating.", "c_root_id_A": "fvbdjb3", "c_root_id_B": "fvaytjy", "created_at_utc_A": 1592550540, "created_at_utc_B": 1592539086, "score_A": 37, "score_B": 0, "human_ref_A": "1) File charges with the EEOC.  2) Find an employment lawyer.  They\u2019ll take you on contingency in a heartbeat.  Real change can happen because of you.  3)  Find a new job.  Your mental health and personal well being is clearly at stake.", "human_ref_B": "Have you asked your manager about what is being done about the harassment allegations or why they took those actions? If they truly aren't doing anything, you can report it to the EEOC.   >e never actually helps the people that come to her and typically just redirects it to their more direct supervisor.   Lots of things that people think are HR problems aren't actually HR problems. Referring people back to their direct supervisor is common.   >they don\u2019t think trans ppl need to be called by their preferred pronoun. Why did this even come up unprompted???   Did you ask them? There's no way for us to know this.    >Please what do I do? Is this normal?   Some of this is normal. Some isn't (in the places I've worked). We only have limited information, so it's hard to say what you should do at work about these situations besides talk to your boss.   >It\u2019s so against all of my personal beliefs that it\u2019s suffocating.  It sounds like it's time to start looking for a new job. This one doesn't seem like a good fit.   Good luck to you.", "labels": 1, "seconds_difference": 11454.0, "score_ratio": 37000.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "hbszi8", "domain": "askhr_test", "upvote_ratio": 0.99, "history": "Everything always ends up \u201cCan\u2019t do anything about it.\u201d How do I do something, anything?  I work as the junior HR at the private country club, I understand it\u2019s a more conservative culture but the things I hear are ridiculous. We recently had a sever come to my boss (sr HR manager) with sexual harassment/assault allegations. Our office is very close to our general managers and when he heard her crying and talking loudly, he unlocked the LOCKED door and inserted himself into the conversation and told her to be quite. She immediately began to apologize and honestly it felt like witnesses intimidation.   There have been multiple other allegations of harassment and each time the female is ultimately scheduled less to \u201cavoid\u201d conflict.   Another instance, our PR director was told by our boss to lie about the number of charitable donations were made to make an event look better. She refused due to general integrity and sent him a copy for approval which he blindly approved of. Once he realized his mistake, he berated her at the top of his lungs with the door open for everyone to hear. My SR manager was pulled in but at no point said anything. It even escalated to the point where he banged on the armrest of her chair with his fists.   Even at a corporate level I can\u2019t find relief. At a conference during a lunch break, a group of HR managers broke out into conversation about how they don\u2019t think trans ppl need to be called by their preferred pronoun. Why did this even come up unprompted???   Every time I bring it up to my SR HR manager she either says she\u2019ll find a good time to talk to the GM about it which there never is since she\u2019s always overwhelmed, can\u2019t do anything about it, or she just gives me her personal advice on the situation. She never actually helps the people that come to her and typically just redirects it to their more direct supervisor.   Please what do I do? Is this normal? It\u2019s so against all of my personal beliefs that it\u2019s suffocating.", "c_root_id_A": "fvayzf4", "c_root_id_B": "fvaytjy", "created_at_utc_A": 1592539196, "created_at_utc_B": 1592539086, "score_A": 31, "score_B": 0, "human_ref_A": "Refresh that resume. Start looking.", "human_ref_B": "Have you asked your manager about what is being done about the harassment allegations or why they took those actions? If they truly aren't doing anything, you can report it to the EEOC.   >e never actually helps the people that come to her and typically just redirects it to their more direct supervisor.   Lots of things that people think are HR problems aren't actually HR problems. Referring people back to their direct supervisor is common.   >they don\u2019t think trans ppl need to be called by their preferred pronoun. Why did this even come up unprompted???   Did you ask them? There's no way for us to know this.    >Please what do I do? Is this normal?   Some of this is normal. Some isn't (in the places I've worked). We only have limited information, so it's hard to say what you should do at work about these situations besides talk to your boss.   >It\u2019s so against all of my personal beliefs that it\u2019s suffocating.  It sounds like it's time to start looking for a new job. This one doesn't seem like a good fit.   Good luck to you.", "labels": 1, "seconds_difference": 110.0, "score_ratio": 31000.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "dj7kdz", "domain": "askhr_test", "upvote_ratio": 0.76, "history": "Angry person at work that has guns South Carolina  I hate posting this but is the reality we live in.  I work with someone who is generally an angry person and has an anger problem to the point where he shakes when he's angry.  This same person has enough guns to fight a war.  He's never threatened anyone, or seems to be obsessed with violence, or any clear red flags.  However, I question his mental health over how angry he gets.  Right now he is convinced the company is trying to get him to quit and is fairly upset.   I don't want to be the next statistic bc if he came in one day and did the \"unthinkable\" I am not sure anyone would be surprised.  Being that he hasnt made any threats - just angry and borderline hostile sometimes - should this be brought up as a concern? I almost feel like this is a stupid question...", "c_root_id_A": "f41za3n", "c_root_id_B": "f424w4q", "created_at_utc_A": 1571325619, "created_at_utc_B": 1571327499, "score_A": 6, "score_B": 44, "human_ref_A": "Are you the only one who has this knowledge? What action would you expect to be taken if you shared it?", "human_ref_B": ">He's never threatened anyone, or seems to be obsessed with violence, or any clear red flags.   Unless you are a mental health professional, you need to be very careful about the following statement:  >However, I question his mental health over how angry he gets.  You can mention the issue to your manager or to HR, but it doesn't sound like he has done or said anything to cause an investigation.  If he is getting angry at work that is something the manager should know about and address.", "labels": 0, "seconds_difference": 1880.0, "score_ratio": 7.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "dj7kdz", "domain": "askhr_test", "upvote_ratio": 0.76, "history": "Angry person at work that has guns South Carolina  I hate posting this but is the reality we live in.  I work with someone who is generally an angry person and has an anger problem to the point where he shakes when he's angry.  This same person has enough guns to fight a war.  He's never threatened anyone, or seems to be obsessed with violence, or any clear red flags.  However, I question his mental health over how angry he gets.  Right now he is convinced the company is trying to get him to quit and is fairly upset.   I don't want to be the next statistic bc if he came in one day and did the \"unthinkable\" I am not sure anyone would be surprised.  Being that he hasnt made any threats - just angry and borderline hostile sometimes - should this be brought up as a concern? I almost feel like this is a stupid question...", "c_root_id_A": "f42b0q5", "c_root_id_B": "f41za3n", "created_at_utc_A": 1571329579, "created_at_utc_B": 1571325619, "score_A": 27, "score_B": 6, "human_ref_A": "I worked at a university for 7 years - we underwent extensive, annual training about recognizing and reporting potential threats. In my current role, I work for a federal contractor. Here, too, we take extensive annual training - on anti-terrorism (which includes recognizing threats - though of a slightly different nature). In total, I've received annual training on this sort of thing for nearly 14 years. You should speak to HR or someone in your safety/security office. Let them know the facts: this person gets angry easily - to the point of shaking, believes the company is trying to fire him, and has a cache of weapons. That's all you have to say, because it's all you know. Refrain from making judgments about mental health. If they ask you what you expect (they won't - because this is larger than just an HR issue) say \"increased security in the building\" or you could even ask to be moved to a different location (if that's possible).", "human_ref_B": "Are you the only one who has this knowledge? What action would you expect to be taken if you shared it?", "labels": 1, "seconds_difference": 3960.0, "score_ratio": 4.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "dj7kdz", "domain": "askhr_test", "upvote_ratio": 0.76, "history": "Angry person at work that has guns South Carolina  I hate posting this but is the reality we live in.  I work with someone who is generally an angry person and has an anger problem to the point where he shakes when he's angry.  This same person has enough guns to fight a war.  He's never threatened anyone, or seems to be obsessed with violence, or any clear red flags.  However, I question his mental health over how angry he gets.  Right now he is convinced the company is trying to get him to quit and is fairly upset.   I don't want to be the next statistic bc if he came in one day and did the \"unthinkable\" I am not sure anyone would be surprised.  Being that he hasnt made any threats - just angry and borderline hostile sometimes - should this be brought up as a concern? I almost feel like this is a stupid question...", "c_root_id_A": "f42hwx5", "c_root_id_B": "f41za3n", "created_at_utc_A": 1571331904, "created_at_utc_B": 1571325619, "score_A": 8, "score_B": 6, "human_ref_A": "If you have concerns about someone in the workplace you should bring it to your manager or HR.  Figuring out how to handle the situation is not your responsibility.    And if you are this person's manager or HR and still don't know what to do: then go to your manager.", "human_ref_B": "Are you the only one who has this knowledge? What action would you expect to be taken if you shared it?", "labels": 1, "seconds_difference": 6285.0, "score_ratio": 1.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "dj7kdz", "domain": "askhr_test", "upvote_ratio": 0.76, "history": "Angry person at work that has guns South Carolina  I hate posting this but is the reality we live in.  I work with someone who is generally an angry person and has an anger problem to the point where he shakes when he's angry.  This same person has enough guns to fight a war.  He's never threatened anyone, or seems to be obsessed with violence, or any clear red flags.  However, I question his mental health over how angry he gets.  Right now he is convinced the company is trying to get him to quit and is fairly upset.   I don't want to be the next statistic bc if he came in one day and did the \"unthinkable\" I am not sure anyone would be surprised.  Being that he hasnt made any threats - just angry and borderline hostile sometimes - should this be brought up as a concern? I almost feel like this is a stupid question...", "c_root_id_A": "f42wkgz", "c_root_id_B": "f42ok5w", "created_at_utc_A": 1571336269, "created_at_utc_B": 1571334174, "score_A": 4, "score_B": 3, "human_ref_A": "Befriend him.", "human_ref_B": "It's great that he's not making threats, but if his anger issues are making him hard to work with and scaring multiple coworkers, it's already an HR-worthy issue.  No need to wait to see if it gets worse.", "labels": 1, "seconds_difference": 2095.0, "score_ratio": 1.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "dj7kdz", "domain": "askhr_test", "upvote_ratio": 0.76, "history": "Angry person at work that has guns South Carolina  I hate posting this but is the reality we live in.  I work with someone who is generally an angry person and has an anger problem to the point where he shakes when he's angry.  This same person has enough guns to fight a war.  He's never threatened anyone, or seems to be obsessed with violence, or any clear red flags.  However, I question his mental health over how angry he gets.  Right now he is convinced the company is trying to get him to quit and is fairly upset.   I don't want to be the next statistic bc if he came in one day and did the \"unthinkable\" I am not sure anyone would be surprised.  Being that he hasnt made any threats - just angry and borderline hostile sometimes - should this be brought up as a concern? I almost feel like this is a stupid question...", "c_root_id_A": "f43swma", "c_root_id_B": "f43l8og", "created_at_utc_A": 1571344782, "created_at_utc_B": 1571342877, "score_A": 3, "score_B": -2, "human_ref_A": "Based on what you say here and in the comments, a discussion may be warranted with HR, your supervisor, or the employee himself. I would stay away from the gun ownership issue. That is not a crime, and would in no way be grounds to terminate him. The guy may just need some help in the form of the EAP. That said, Reddit is full of people you just described. Those who disagree with every policy and law, and things are always someone else\u2019 fault. That attitude is not uncommon. It usually just means those people have a hard time holding a job.", "human_ref_B": "Im seeing a lot of comments that are attacking OP for being concerned. I'm very pro 2-A and believe that the red flag laws are terrible and unconstitutional, but if this guy has such anger issues then OP should talk to the guy about his stress/anger, regardless of if he could outfit a militia or not. Just being a caring person can help tremendously.", "labels": 1, "seconds_difference": 1905.0, "score_ratio": -1.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "dj7kdz", "domain": "askhr_test", "upvote_ratio": 0.76, "history": "Angry person at work that has guns South Carolina  I hate posting this but is the reality we live in.  I work with someone who is generally an angry person and has an anger problem to the point where he shakes when he's angry.  This same person has enough guns to fight a war.  He's never threatened anyone, or seems to be obsessed with violence, or any clear red flags.  However, I question his mental health over how angry he gets.  Right now he is convinced the company is trying to get him to quit and is fairly upset.   I don't want to be the next statistic bc if he came in one day and did the \"unthinkable\" I am not sure anyone would be surprised.  Being that he hasnt made any threats - just angry and borderline hostile sometimes - should this be brought up as a concern? I almost feel like this is a stupid question...", "c_root_id_A": "f44b1a0", "c_root_id_B": "f44fs3u", "created_at_utc_A": 1571349969, "created_at_utc_B": 1571351746, "score_A": 1, "score_B": 2, "human_ref_A": "Shaking is a nervous habit. People don't get worked up in anger and start shaking. I hate to tell you but some people just naturally have more anxiety problems then other and being anxious and frustrated at the same time happens in many lines of work. You can report it to HR if you feel threatened, but outside of that they won't do anything unless you actually confront the individual and alleviate your fears. Because accusing someone of being violent and having guns is just as irrational and promotes a level of violence/fear where there might of never been.  You can't make someone guilty just because they scare you. They have to actually be guilty of something first.  That is why talking to this individual is the first and best approach. Just try and be friendly and talk, don't make it awkward to the point he thinks there is something wrong with you for asking weird questions...     Edit: also don't bring up guns... its clear that you feel threatened by guns. The last thing you wan't to do is make a conversation equating him as an evil person because you hate guns.", "human_ref_B": "how do you know he has that many guns?", "labels": 0, "seconds_difference": 1777.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "dj7kdz", "domain": "askhr_test", "upvote_ratio": 0.76, "history": "Angry person at work that has guns South Carolina  I hate posting this but is the reality we live in.  I work with someone who is generally an angry person and has an anger problem to the point where he shakes when he's angry.  This same person has enough guns to fight a war.  He's never threatened anyone, or seems to be obsessed with violence, or any clear red flags.  However, I question his mental health over how angry he gets.  Right now he is convinced the company is trying to get him to quit and is fairly upset.   I don't want to be the next statistic bc if he came in one day and did the \"unthinkable\" I am not sure anyone would be surprised.  Being that he hasnt made any threats - just angry and borderline hostile sometimes - should this be brought up as a concern? I almost feel like this is a stupid question...", "c_root_id_A": "f44fs3u", "c_root_id_B": "f43l8og", "created_at_utc_A": 1571351746, "created_at_utc_B": 1571342877, "score_A": 2, "score_B": -2, "human_ref_A": "how do you know he has that many guns?", "human_ref_B": "Im seeing a lot of comments that are attacking OP for being concerned. I'm very pro 2-A and believe that the red flag laws are terrible and unconstitutional, but if this guy has such anger issues then OP should talk to the guy about his stress/anger, regardless of if he could outfit a militia or not. Just being a caring person can help tremendously.", "labels": 1, "seconds_difference": 8869.0, "score_ratio": -1.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "dj7kdz", "domain": "askhr_test", "upvote_ratio": 0.76, "history": "Angry person at work that has guns South Carolina  I hate posting this but is the reality we live in.  I work with someone who is generally an angry person and has an anger problem to the point where he shakes when he's angry.  This same person has enough guns to fight a war.  He's never threatened anyone, or seems to be obsessed with violence, or any clear red flags.  However, I question his mental health over how angry he gets.  Right now he is convinced the company is trying to get him to quit and is fairly upset.   I don't want to be the next statistic bc if he came in one day and did the \"unthinkable\" I am not sure anyone would be surprised.  Being that he hasnt made any threats - just angry and borderline hostile sometimes - should this be brought up as a concern? I almost feel like this is a stupid question...", "c_root_id_A": "f44fs3u", "c_root_id_B": "f43yen1", "created_at_utc_A": 1571351746, "created_at_utc_B": 1571346320, "score_A": 2, "score_B": -10, "human_ref_A": "how do you know he has that many guns?", "human_ref_B": "You could call the police.  They might not be able to do much, but info would go into their system and if there are other reports, perhaps of things you are not aware of, then there could be a point where police do something.  The fact that he presents mental health issues and believes the company is out to get him is an important fact here, as is his obsession with violence.", "labels": 1, "seconds_difference": 5426.0, "score_ratio": -0.2, "metadata_A": "", "metadata_B": ""}
{"post_id": "dj7kdz", "domain": "askhr_test", "upvote_ratio": 0.76, "history": "Angry person at work that has guns South Carolina  I hate posting this but is the reality we live in.  I work with someone who is generally an angry person and has an anger problem to the point where he shakes when he's angry.  This same person has enough guns to fight a war.  He's never threatened anyone, or seems to be obsessed with violence, or any clear red flags.  However, I question his mental health over how angry he gets.  Right now he is convinced the company is trying to get him to quit and is fairly upset.   I don't want to be the next statistic bc if he came in one day and did the \"unthinkable\" I am not sure anyone would be surprised.  Being that he hasnt made any threats - just angry and borderline hostile sometimes - should this be brought up as a concern? I almost feel like this is a stupid question...", "c_root_id_A": "f43l8og", "c_root_id_B": "f43wuhc", "created_at_utc_A": 1571342877, "created_at_utc_B": 1571345982, "score_A": -2, "score_B": 2, "human_ref_A": "Im seeing a lot of comments that are attacking OP for being concerned. I'm very pro 2-A and believe that the red flag laws are terrible and unconstitutional, but if this guy has such anger issues then OP should talk to the guy about his stress/anger, regardless of if he could outfit a militia or not. Just being a caring person can help tremendously.", "human_ref_B": "Maybe Human Resources can direct him to some sort of employee assistance program that could guide him to counseling services covered by the health care provider.", "labels": 0, "seconds_difference": 3105.0, "score_ratio": -1.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "dj7kdz", "domain": "askhr_test", "upvote_ratio": 0.76, "history": "Angry person at work that has guns South Carolina  I hate posting this but is the reality we live in.  I work with someone who is generally an angry person and has an anger problem to the point where he shakes when he's angry.  This same person has enough guns to fight a war.  He's never threatened anyone, or seems to be obsessed with violence, or any clear red flags.  However, I question his mental health over how angry he gets.  Right now he is convinced the company is trying to get him to quit and is fairly upset.   I don't want to be the next statistic bc if he came in one day and did the \"unthinkable\" I am not sure anyone would be surprised.  Being that he hasnt made any threats - just angry and borderline hostile sometimes - should this be brought up as a concern? I almost feel like this is a stupid question...", "c_root_id_A": "f44b1a0", "c_root_id_B": "f43l8og", "created_at_utc_A": 1571349969, "created_at_utc_B": 1571342877, "score_A": 1, "score_B": -2, "human_ref_A": "Shaking is a nervous habit. People don't get worked up in anger and start shaking. I hate to tell you but some people just naturally have more anxiety problems then other and being anxious and frustrated at the same time happens in many lines of work. You can report it to HR if you feel threatened, but outside of that they won't do anything unless you actually confront the individual and alleviate your fears. Because accusing someone of being violent and having guns is just as irrational and promotes a level of violence/fear where there might of never been.  You can't make someone guilty just because they scare you. They have to actually be guilty of something first.  That is why talking to this individual is the first and best approach. Just try and be friendly and talk, don't make it awkward to the point he thinks there is something wrong with you for asking weird questions...     Edit: also don't bring up guns... its clear that you feel threatened by guns. The last thing you wan't to do is make a conversation equating him as an evil person because you hate guns.", "human_ref_B": "Im seeing a lot of comments that are attacking OP for being concerned. I'm very pro 2-A and believe that the red flag laws are terrible and unconstitutional, but if this guy has such anger issues then OP should talk to the guy about his stress/anger, regardless of if he could outfit a militia or not. Just being a caring person can help tremendously.", "labels": 1, "seconds_difference": 7092.0, "score_ratio": -0.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "dj7kdz", "domain": "askhr_test", "upvote_ratio": 0.76, "history": "Angry person at work that has guns South Carolina  I hate posting this but is the reality we live in.  I work with someone who is generally an angry person and has an anger problem to the point where he shakes when he's angry.  This same person has enough guns to fight a war.  He's never threatened anyone, or seems to be obsessed with violence, or any clear red flags.  However, I question his mental health over how angry he gets.  Right now he is convinced the company is trying to get him to quit and is fairly upset.   I don't want to be the next statistic bc if he came in one day and did the \"unthinkable\" I am not sure anyone would be surprised.  Being that he hasnt made any threats - just angry and borderline hostile sometimes - should this be brought up as a concern? I almost feel like this is a stupid question...", "c_root_id_A": "f43yen1", "c_root_id_B": "f44b1a0", "created_at_utc_A": 1571346320, "created_at_utc_B": 1571349969, "score_A": -10, "score_B": 1, "human_ref_A": "You could call the police.  They might not be able to do much, but info would go into their system and if there are other reports, perhaps of things you are not aware of, then there could be a point where police do something.  The fact that he presents mental health issues and believes the company is out to get him is an important fact here, as is his obsession with violence.", "human_ref_B": "Shaking is a nervous habit. People don't get worked up in anger and start shaking. I hate to tell you but some people just naturally have more anxiety problems then other and being anxious and frustrated at the same time happens in many lines of work. You can report it to HR if you feel threatened, but outside of that they won't do anything unless you actually confront the individual and alleviate your fears. Because accusing someone of being violent and having guns is just as irrational and promotes a level of violence/fear where there might of never been.  You can't make someone guilty just because they scare you. They have to actually be guilty of something first.  That is why talking to this individual is the first and best approach. Just try and be friendly and talk, don't make it awkward to the point he thinks there is something wrong with you for asking weird questions...     Edit: also don't bring up guns... its clear that you feel threatened by guns. The last thing you wan't to do is make a conversation equating him as an evil person because you hate guns.", "labels": 0, "seconds_difference": 3649.0, "score_ratio": -0.1, "metadata_A": "", "metadata_B": ""}
{"post_id": "koh4l1", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[UT] Is this discrimination? I am pretty sure I am being discriminated against at work because of my religion. I'm friendly at work, and I can show my hard work and great performance in numbers.  I was quickly promoted to team lead when I first started in the company. Since then, my old manager left the company. My new manager is very outspoken that he has negative feelings toward my religion. He would ask me questions about my religion (he'd be the one to bring it up) and then attack my answers (I've since stopped talking with him about it). He's called my temple recommend (a token of my church membership) a \"cult card\" and he'll make jokes about certain elements of my religion. That part doesn't actually bother me so much as the fact that I think that my job is actually being affected by how my manager feels about me and my religion. I have been passed up for a few promotions, despite having applied and being well-qualified, in favor of others who don't seem to perform as well. It is a pretty lax job and we are allowed to have phones, although I am the only one he gets upset at for using one. I've also just found out that he may be training someone else to take my job. I feel that there is no reason to replace or demote me, aside from his personal feelings toward me because of my religion. Of course, he would surely deny this. I can't prove much and I don't have evidence of those previous conversations we've had about my religion. What can I do, though? Do I have a case, and what kind of evidence should I gather to submit a complaint?", "c_root_id_A": "ghr15a2", "c_root_id_B": "ghr39wo", "created_at_utc_A": 1609529554, "created_at_utc_B": 1609530353, "score_A": 20, "score_B": 68, "human_ref_A": "Hard to prove discrimination here, but you can certainly report his comments about your religion to HR.  Which will also make it a lot more dicey to fire you.", "human_ref_B": "I highly, highly, highly recommend reaching out to HR in writing to address this harassment you\u2019ve been receiving, and how you feel it is adversely impacting your career and growth e.g. being passed over for promotions. If you call them or speak in person, follow up with an email to reiterate what you discussed.  Start a paper trail if you haven\u2019t already and the next time he makes these comments, talk to him about how you don\u2019t appreciate them/makes you uncomfortable and follow up to that with an email too. \u201cFollowing our conversation in the office today, I am uncomfortable discussing my religion in the workplace and respectfully ask that you do not continue to make such comments.\u201d  This documentation will make it difficult for retaliation or adverse employment action, and also show HR that you are being harassed and the manager is possibly creating a hostile work environment (could make bystanders uncomfortable too).", "labels": 0, "seconds_difference": 799.0, "score_ratio": 3.4, "metadata_A": "", "metadata_B": ""}
{"post_id": "koh4l1", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[UT] Is this discrimination? I am pretty sure I am being discriminated against at work because of my religion. I'm friendly at work, and I can show my hard work and great performance in numbers.  I was quickly promoted to team lead when I first started in the company. Since then, my old manager left the company. My new manager is very outspoken that he has negative feelings toward my religion. He would ask me questions about my religion (he'd be the one to bring it up) and then attack my answers (I've since stopped talking with him about it). He's called my temple recommend (a token of my church membership) a \"cult card\" and he'll make jokes about certain elements of my religion. That part doesn't actually bother me so much as the fact that I think that my job is actually being affected by how my manager feels about me and my religion. I have been passed up for a few promotions, despite having applied and being well-qualified, in favor of others who don't seem to perform as well. It is a pretty lax job and we are allowed to have phones, although I am the only one he gets upset at for using one. I've also just found out that he may be training someone else to take my job. I feel that there is no reason to replace or demote me, aside from his personal feelings toward me because of my religion. Of course, he would surely deny this. I can't prove much and I don't have evidence of those previous conversations we've had about my religion. What can I do, though? Do I have a case, and what kind of evidence should I gather to submit a complaint?", "c_root_id_A": "ghr023n", "c_root_id_B": "ghr39wo", "created_at_utc_A": 1609529163, "created_at_utc_B": 1609530353, "score_A": 9, "score_B": 68, "human_ref_A": "Maybe, but the burden of proof will be hard in any such word against word credibility. If you have any corrective action against you, critical notes or ratings on any recent annual reviews, etc... that could complicate things. When he has made those comments, did you speak with anyone about them at work (a good work friend, etc)?", "human_ref_B": "I highly, highly, highly recommend reaching out to HR in writing to address this harassment you\u2019ve been receiving, and how you feel it is adversely impacting your career and growth e.g. being passed over for promotions. If you call them or speak in person, follow up with an email to reiterate what you discussed.  Start a paper trail if you haven\u2019t already and the next time he makes these comments, talk to him about how you don\u2019t appreciate them/makes you uncomfortable and follow up to that with an email too. \u201cFollowing our conversation in the office today, I am uncomfortable discussing my religion in the workplace and respectfully ask that you do not continue to make such comments.\u201d  This documentation will make it difficult for retaliation or adverse employment action, and also show HR that you are being harassed and the manager is possibly creating a hostile work environment (could make bystanders uncomfortable too).", "labels": 0, "seconds_difference": 1190.0, "score_ratio": 7.5555555556, "metadata_A": "", "metadata_B": ""}
{"post_id": "koh4l1", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[UT] Is this discrimination? I am pretty sure I am being discriminated against at work because of my religion. I'm friendly at work, and I can show my hard work and great performance in numbers.  I was quickly promoted to team lead when I first started in the company. Since then, my old manager left the company. My new manager is very outspoken that he has negative feelings toward my religion. He would ask me questions about my religion (he'd be the one to bring it up) and then attack my answers (I've since stopped talking with him about it). He's called my temple recommend (a token of my church membership) a \"cult card\" and he'll make jokes about certain elements of my religion. That part doesn't actually bother me so much as the fact that I think that my job is actually being affected by how my manager feels about me and my religion. I have been passed up for a few promotions, despite having applied and being well-qualified, in favor of others who don't seem to perform as well. It is a pretty lax job and we are allowed to have phones, although I am the only one he gets upset at for using one. I've also just found out that he may be training someone else to take my job. I feel that there is no reason to replace or demote me, aside from his personal feelings toward me because of my religion. Of course, he would surely deny this. I can't prove much and I don't have evidence of those previous conversations we've had about my religion. What can I do, though? Do I have a case, and what kind of evidence should I gather to submit a complaint?", "c_root_id_A": "ghr023n", "c_root_id_B": "ghr15a2", "created_at_utc_A": 1609529163, "created_at_utc_B": 1609529554, "score_A": 9, "score_B": 20, "human_ref_A": "Maybe, but the burden of proof will be hard in any such word against word credibility. If you have any corrective action against you, critical notes or ratings on any recent annual reviews, etc... that could complicate things. When he has made those comments, did you speak with anyone about them at work (a good work friend, etc)?", "human_ref_B": "Hard to prove discrimination here, but you can certainly report his comments about your religion to HR.  Which will also make it a lot more dicey to fire you.", "labels": 0, "seconds_difference": 391.0, "score_ratio": 2.2222222222, "metadata_A": "", "metadata_B": ""}
{"post_id": "koh4l1", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[UT] Is this discrimination? I am pretty sure I am being discriminated against at work because of my religion. I'm friendly at work, and I can show my hard work and great performance in numbers.  I was quickly promoted to team lead when I first started in the company. Since then, my old manager left the company. My new manager is very outspoken that he has negative feelings toward my religion. He would ask me questions about my religion (he'd be the one to bring it up) and then attack my answers (I've since stopped talking with him about it). He's called my temple recommend (a token of my church membership) a \"cult card\" and he'll make jokes about certain elements of my religion. That part doesn't actually bother me so much as the fact that I think that my job is actually being affected by how my manager feels about me and my religion. I have been passed up for a few promotions, despite having applied and being well-qualified, in favor of others who don't seem to perform as well. It is a pretty lax job and we are allowed to have phones, although I am the only one he gets upset at for using one. I've also just found out that he may be training someone else to take my job. I feel that there is no reason to replace or demote me, aside from his personal feelings toward me because of my religion. Of course, he would surely deny this. I can't prove much and I don't have evidence of those previous conversations we've had about my religion. What can I do, though? Do I have a case, and what kind of evidence should I gather to submit a complaint?", "c_root_id_A": "ghr023n", "c_root_id_B": "ghr4lil", "created_at_utc_A": 1609529163, "created_at_utc_B": 1609530860, "score_A": 9, "score_B": 10, "human_ref_A": "Maybe, but the burden of proof will be hard in any such word against word credibility. If you have any corrective action against you, critical notes or ratings on any recent annual reviews, etc... that could complicate things. When he has made those comments, did you speak with anyone about them at work (a good work friend, etc)?", "human_ref_B": "> My new manager is very outspoken that he has negative feelings toward my religion. He would ask me questions about my religion (he'd be the one to bring it up) and then attack my answers (I've since stopped talking with him about it).  This is unprofessional behavior and probably crosses the line    > He's called my temple recommend (a token of my church membership) a \"cult card\" and he'll make jokes about certain elements of my religion.    That's definitely crossing the line  > That part doesn't actually bother me so much as the fact that I think that my job is actually being affected by how my manager feels about me and my religion. I have been passed up for a few promotions, despite having applied and being well-qualified, in favor of others who don't seem to perform as well.    This is a normal conclusion for folks to draw when they feel they've been subjected to unfair treatment in the workplace. A lot of things can go into a decision to promote someone and, while adverse action based on protected class absolutely cannot be one of them, it's (a) hard to know that's in play here for sure and (b) even if it was, extremely difficult to prove for any legal backing.    > It is a pretty lax job and we are allowed to have phones, although I am the only one he gets upset at for using one.     While you may be correct, don't take for granted that you may not be able to see everything this person does to enforce policies. Again, when it feels like you have eyes on you, you'll think every small thing is an attack against you. It's possible others are reprimanded as well and you're just not privy to it.   > I've also just found out that he may be training someone else to take my job.    Employees should look for this anyway; we're all replaceable and that's why you shouldn't sink too many feelings into the business.    I think you're the victim of a careless supervisor and you should communicate these concerns in privacy with your HR rep. I do not, however, think you're the victim of the legal definition of discrimination, which generally needs to be pervasive & targeted. While it's reprehensible, one-off locker room talk isn't enough to meet a legal burden for recompense and, though your supervisor sounds like a dick, reprimanding you for being on the phone or training a replacement is only legally indefensible if the sole reason for his sustained behavior is out of regard for your religion, which is your protected class.", "labels": 0, "seconds_difference": 1697.0, "score_ratio": 1.1111111111, "metadata_A": "", "metadata_B": ""}
{"post_id": "koh4l1", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "[UT] Is this discrimination? I am pretty sure I am being discriminated against at work because of my religion. I'm friendly at work, and I can show my hard work and great performance in numbers.  I was quickly promoted to team lead when I first started in the company. Since then, my old manager left the company. My new manager is very outspoken that he has negative feelings toward my religion. He would ask me questions about my religion (he'd be the one to bring it up) and then attack my answers (I've since stopped talking with him about it). He's called my temple recommend (a token of my church membership) a \"cult card\" and he'll make jokes about certain elements of my religion. That part doesn't actually bother me so much as the fact that I think that my job is actually being affected by how my manager feels about me and my religion. I have been passed up for a few promotions, despite having applied and being well-qualified, in favor of others who don't seem to perform as well. It is a pretty lax job and we are allowed to have phones, although I am the only one he gets upset at for using one. I've also just found out that he may be training someone else to take my job. I feel that there is no reason to replace or demote me, aside from his personal feelings toward me because of my religion. Of course, he would surely deny this. I can't prove much and I don't have evidence of those previous conversations we've had about my religion. What can I do, though? Do I have a case, and what kind of evidence should I gather to submit a complaint?", "c_root_id_A": "ghshvm0", "c_root_id_B": "ghr7w1l", "created_at_utc_A": 1609557421, "created_at_utc_B": 1609532311, "score_A": 3, "score_B": 1, "human_ref_A": "Utah is a one-party consent state. You can start recording these interactions if you feel comfortable.", "human_ref_B": "Has your pay changed in any way? No new raises, or bonuses? Have your hours changed? Can you use your phone to surreptitiously record conversations while you\u2019re at work?", "labels": 1, "seconds_difference": 25110.0, "score_ratio": 3.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "i4e9jy", "domain": "askhr_test", "upvote_ratio": 0.89, "history": "Should i tell interviewer i am working if i want to quit new job after 3 months? Need advice I have a phone call with a corporate recruiter tomorrow. I started a new job 3 months ago and i do not like the environment and culture of the company. Its a sink or swim environment and was provided barely any training.  Should i mention i am working and i want to quit this new job to the interviewer? I did not list this job in my resume. Maybe i should say i working a contract role?  The problem is that in january i quit another job after 3 months without anything lined up because i hated the place so much. I already have to explain that in my interview, so not sure if its convenient for me to mention i am currently working. Maybe i should say i am unemployed? Really confused. Any advice?", "c_root_id_A": "g0it1a3", "c_root_id_B": "g0i6ov3", "created_at_utc_A": 1596684769, "created_at_utc_B": 1596672440, "score_A": 25, "score_B": 5, "human_ref_A": "seems like disliking your place of employment is turning into a pattern. have you figured out what questions you should ask in interviews so that you don't run into the same situations again?", "human_ref_B": "So lucky, I\u2019m stuck in this shi*hole 6 months now and can\u2019t get a callback to get out.", "labels": 1, "seconds_difference": 12329.0, "score_ratio": 5.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "i4e9jy", "domain": "askhr_test", "upvote_ratio": 0.89, "history": "Should i tell interviewer i am working if i want to quit new job after 3 months? Need advice I have a phone call with a corporate recruiter tomorrow. I started a new job 3 months ago and i do not like the environment and culture of the company. Its a sink or swim environment and was provided barely any training.  Should i mention i am working and i want to quit this new job to the interviewer? I did not list this job in my resume. Maybe i should say i working a contract role?  The problem is that in january i quit another job after 3 months without anything lined up because i hated the place so much. I already have to explain that in my interview, so not sure if its convenient for me to mention i am currently working. Maybe i should say i am unemployed? Really confused. Any advice?", "c_root_id_A": "g0i8mch", "c_root_id_B": "g0it1a3", "created_at_utc_A": 1596673468, "created_at_utc_B": 1596684769, "score_A": -3, "score_B": 25, "human_ref_A": "Are you happy there?", "human_ref_B": "seems like disliking your place of employment is turning into a pattern. have you figured out what questions you should ask in interviews so that you don't run into the same situations again?", "labels": 0, "seconds_difference": 11301.0, "score_ratio": -8.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "i4e9jy", "domain": "askhr_test", "upvote_ratio": 0.89, "history": "Should i tell interviewer i am working if i want to quit new job after 3 months? Need advice I have a phone call with a corporate recruiter tomorrow. I started a new job 3 months ago and i do not like the environment and culture of the company. Its a sink or swim environment and was provided barely any training.  Should i mention i am working and i want to quit this new job to the interviewer? I did not list this job in my resume. Maybe i should say i working a contract role?  The problem is that in january i quit another job after 3 months without anything lined up because i hated the place so much. I already have to explain that in my interview, so not sure if its convenient for me to mention i am currently working. Maybe i should say i am unemployed? Really confused. Any advice?", "c_root_id_A": "g0it1a3", "c_root_id_B": "g0iowgb", "created_at_utc_A": 1596684769, "created_at_utc_B": 1596682346, "score_A": 25, "score_B": -4, "human_ref_A": "seems like disliking your place of employment is turning into a pattern. have you figured out what questions you should ask in interviews so that you don't run into the same situations again?", "human_ref_B": "no. they wont hire you.", "labels": 1, "seconds_difference": 2423.0, "score_ratio": -6.25, "metadata_A": "", "metadata_B": ""}
{"post_id": "i4e9jy", "domain": "askhr_test", "upvote_ratio": 0.89, "history": "Should i tell interviewer i am working if i want to quit new job after 3 months? Need advice I have a phone call with a corporate recruiter tomorrow. I started a new job 3 months ago and i do not like the environment and culture of the company. Its a sink or swim environment and was provided barely any training.  Should i mention i am working and i want to quit this new job to the interviewer? I did not list this job in my resume. Maybe i should say i working a contract role?  The problem is that in january i quit another job after 3 months without anything lined up because i hated the place so much. I already have to explain that in my interview, so not sure if its convenient for me to mention i am currently working. Maybe i should say i am unemployed? Really confused. Any advice?", "c_root_id_A": "g0i6ov3", "c_root_id_B": "g0j41um", "created_at_utc_A": 1596672440, "created_at_utc_B": 1596692409, "score_A": 5, "score_B": 17, "human_ref_A": "So lucky, I\u2019m stuck in this shi*hole 6 months now and can\u2019t get a callback to get out.", "human_ref_B": "People who are successful in their careers dig in and cope.   Don\u2019t ever tell an interviewer that you left because the environment was sink or swim and you didn\u2019t get enough training. They will hear, \u201cI expect my hand to be held and can\u2019t hack it if it isn\u2019t.\u201d", "labels": 0, "seconds_difference": 19969.0, "score_ratio": 3.4, "metadata_A": "", "metadata_B": ""}
{"post_id": "i4e9jy", "domain": "askhr_test", "upvote_ratio": 0.89, "history": "Should i tell interviewer i am working if i want to quit new job after 3 months? Need advice I have a phone call with a corporate recruiter tomorrow. I started a new job 3 months ago and i do not like the environment and culture of the company. Its a sink or swim environment and was provided barely any training.  Should i mention i am working and i want to quit this new job to the interviewer? I did not list this job in my resume. Maybe i should say i working a contract role?  The problem is that in january i quit another job after 3 months without anything lined up because i hated the place so much. I already have to explain that in my interview, so not sure if its convenient for me to mention i am currently working. Maybe i should say i am unemployed? Really confused. Any advice?", "c_root_id_A": "g0i8mch", "c_root_id_B": "g0j41um", "created_at_utc_A": 1596673468, "created_at_utc_B": 1596692409, "score_A": -3, "score_B": 17, "human_ref_A": "Are you happy there?", "human_ref_B": "People who are successful in their careers dig in and cope.   Don\u2019t ever tell an interviewer that you left because the environment was sink or swim and you didn\u2019t get enough training. They will hear, \u201cI expect my hand to be held and can\u2019t hack it if it isn\u2019t.\u201d", "labels": 0, "seconds_difference": 18941.0, "score_ratio": -5.6666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "i4e9jy", "domain": "askhr_test", "upvote_ratio": 0.89, "history": "Should i tell interviewer i am working if i want to quit new job after 3 months? Need advice I have a phone call with a corporate recruiter tomorrow. I started a new job 3 months ago and i do not like the environment and culture of the company. Its a sink or swim environment and was provided barely any training.  Should i mention i am working and i want to quit this new job to the interviewer? I did not list this job in my resume. Maybe i should say i working a contract role?  The problem is that in january i quit another job after 3 months without anything lined up because i hated the place so much. I already have to explain that in my interview, so not sure if its convenient for me to mention i am currently working. Maybe i should say i am unemployed? Really confused. Any advice?", "c_root_id_A": "g0iowgb", "c_root_id_B": "g0j41um", "created_at_utc_A": 1596682346, "created_at_utc_B": 1596692409, "score_A": -4, "score_B": 17, "human_ref_A": "no. they wont hire you.", "human_ref_B": "People who are successful in their careers dig in and cope.   Don\u2019t ever tell an interviewer that you left because the environment was sink or swim and you didn\u2019t get enough training. They will hear, \u201cI expect my hand to be held and can\u2019t hack it if it isn\u2019t.\u201d", "labels": 0, "seconds_difference": 10063.0, "score_ratio": -4.25, "metadata_A": "", "metadata_B": ""}
{"post_id": "i4e9jy", "domain": "askhr_test", "upvote_ratio": 0.89, "history": "Should i tell interviewer i am working if i want to quit new job after 3 months? Need advice I have a phone call with a corporate recruiter tomorrow. I started a new job 3 months ago and i do not like the environment and culture of the company. Its a sink or swim environment and was provided barely any training.  Should i mention i am working and i want to quit this new job to the interviewer? I did not list this job in my resume. Maybe i should say i working a contract role?  The problem is that in january i quit another job after 3 months without anything lined up because i hated the place so much. I already have to explain that in my interview, so not sure if its convenient for me to mention i am currently working. Maybe i should say i am unemployed? Really confused. Any advice?", "c_root_id_A": "g0i8mch", "c_root_id_B": "g0jmxp5", "created_at_utc_A": 1596673468, "created_at_utc_B": 1596710364, "score_A": -3, "score_B": 4, "human_ref_A": "Are you happy there?", "human_ref_B": "I wouldn't tell the recruiter about your current position. I do agree with the other comments about job hopping. 3 months is not enough time to determine if you like a job or not. Of course, after 3 months you might have an initial impression of how the job is going to be. But what if, after 6 months, you are now trained and you have enough knowledge to keep going? I work in the corporate world where it is sink or swim. That's life. Unless you join a company that champions its training program, you're going to find most jobs worth keeping will require you to remain proactive and resourceful in order to thrive.", "labels": 0, "seconds_difference": 36896.0, "score_ratio": -1.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "i4e9jy", "domain": "askhr_test", "upvote_ratio": 0.89, "history": "Should i tell interviewer i am working if i want to quit new job after 3 months? Need advice I have a phone call with a corporate recruiter tomorrow. I started a new job 3 months ago and i do not like the environment and culture of the company. Its a sink or swim environment and was provided barely any training.  Should i mention i am working and i want to quit this new job to the interviewer? I did not list this job in my resume. Maybe i should say i working a contract role?  The problem is that in january i quit another job after 3 months without anything lined up because i hated the place so much. I already have to explain that in my interview, so not sure if its convenient for me to mention i am currently working. Maybe i should say i am unemployed? Really confused. Any advice?", "c_root_id_A": "g0jmxp5", "c_root_id_B": "g0iowgb", "created_at_utc_A": 1596710364, "created_at_utc_B": 1596682346, "score_A": 4, "score_B": -4, "human_ref_A": "I wouldn't tell the recruiter about your current position. I do agree with the other comments about job hopping. 3 months is not enough time to determine if you like a job or not. Of course, after 3 months you might have an initial impression of how the job is going to be. But what if, after 6 months, you are now trained and you have enough knowledge to keep going? I work in the corporate world where it is sink or swim. That's life. Unless you join a company that champions its training program, you're going to find most jobs worth keeping will require you to remain proactive and resourceful in order to thrive.", "human_ref_B": "no. they wont hire you.", "labels": 1, "seconds_difference": 28018.0, "score_ratio": -1.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "i4e9jy", "domain": "askhr_test", "upvote_ratio": 0.89, "history": "Should i tell interviewer i am working if i want to quit new job after 3 months? Need advice I have a phone call with a corporate recruiter tomorrow. I started a new job 3 months ago and i do not like the environment and culture of the company. Its a sink or swim environment and was provided barely any training.  Should i mention i am working and i want to quit this new job to the interviewer? I did not list this job in my resume. Maybe i should say i working a contract role?  The problem is that in january i quit another job after 3 months without anything lined up because i hated the place so much. I already have to explain that in my interview, so not sure if its convenient for me to mention i am currently working. Maybe i should say i am unemployed? Really confused. Any advice?", "c_root_id_A": "g0jz2on", "c_root_id_B": "g0i8mch", "created_at_utc_A": 1596718232, "created_at_utc_B": 1596673468, "score_A": 1, "score_B": -3, "human_ref_A": "So, if you're interviewing, they know you want to change jobs.   If they ask if you're currently working, you should not lie.  That said, you're in an interesting predicament here. This is the second job you've left after a short period of time in less than a year because you didn't like it there.   If you don't tell them about it and they do ANY kind of background check etc, they're going to find it and wonder why you didn't mention your current employer.   If you do tell them about it, it's the second job in a row in less than a year where this has happened so you need to have a great explanation and \"lack of training and high expectations from management\" doesn't qualify.   I think there's a bigger problem here though. Assuming these jobs are all similar, it might be that you aren't cut out for it. You should examine that before you take another job that ends up being short term. You mentioned sales in one of your comments. A lot of sales jobs are high pressure (to sell) and not great on help or support from the company unless you're selling. That leads to toxicity in the office because you don't get support unless you're making your numbers and you feel like you can't make your numbers without support. If that's where you are, it might be time to get out of sales.", "human_ref_B": "Are you happy there?", "labels": 1, "seconds_difference": 44764.0, "score_ratio": -0.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "i4e9jy", "domain": "askhr_test", "upvote_ratio": 0.89, "history": "Should i tell interviewer i am working if i want to quit new job after 3 months? Need advice I have a phone call with a corporate recruiter tomorrow. I started a new job 3 months ago and i do not like the environment and culture of the company. Its a sink or swim environment and was provided barely any training.  Should i mention i am working and i want to quit this new job to the interviewer? I did not list this job in my resume. Maybe i should say i working a contract role?  The problem is that in january i quit another job after 3 months without anything lined up because i hated the place so much. I already have to explain that in my interview, so not sure if its convenient for me to mention i am currently working. Maybe i should say i am unemployed? Really confused. Any advice?", "c_root_id_A": "g0jz2on", "c_root_id_B": "g0iowgb", "created_at_utc_A": 1596718232, "created_at_utc_B": 1596682346, "score_A": 1, "score_B": -4, "human_ref_A": "So, if you're interviewing, they know you want to change jobs.   If they ask if you're currently working, you should not lie.  That said, you're in an interesting predicament here. This is the second job you've left after a short period of time in less than a year because you didn't like it there.   If you don't tell them about it and they do ANY kind of background check etc, they're going to find it and wonder why you didn't mention your current employer.   If you do tell them about it, it's the second job in a row in less than a year where this has happened so you need to have a great explanation and \"lack of training and high expectations from management\" doesn't qualify.   I think there's a bigger problem here though. Assuming these jobs are all similar, it might be that you aren't cut out for it. You should examine that before you take another job that ends up being short term. You mentioned sales in one of your comments. A lot of sales jobs are high pressure (to sell) and not great on help or support from the company unless you're selling. That leads to toxicity in the office because you don't get support unless you're making your numbers and you feel like you can't make your numbers without support. If that's where you are, it might be time to get out of sales.", "human_ref_B": "no. they wont hire you.", "labels": 1, "seconds_difference": 35886.0, "score_ratio": -0.25, "metadata_A": "", "metadata_B": ""}
{"post_id": "i4e9jy", "domain": "askhr_test", "upvote_ratio": 0.89, "history": "Should i tell interviewer i am working if i want to quit new job after 3 months? Need advice I have a phone call with a corporate recruiter tomorrow. I started a new job 3 months ago and i do not like the environment and culture of the company. Its a sink or swim environment and was provided barely any training.  Should i mention i am working and i want to quit this new job to the interviewer? I did not list this job in my resume. Maybe i should say i working a contract role?  The problem is that in january i quit another job after 3 months without anything lined up because i hated the place so much. I already have to explain that in my interview, so not sure if its convenient for me to mention i am currently working. Maybe i should say i am unemployed? Really confused. Any advice?", "c_root_id_A": "g0k9030", "c_root_id_B": "g0i8mch", "created_at_utc_A": 1596722758, "created_at_utc_B": 1596673468, "score_A": 1, "score_B": -3, "human_ref_A": "I mean, if you\u2019re interviewing then that probably insinuates that you\u2019re planning to switch jobs so they probably assume that you\u2019re planning to leave. You can justify only working there for three months by saying that you really want to work for the job you\u2019re applying for and wanted additional experience/to pay the bills while you waited for the new company to post an opening or while you waited to get in contact with them. If you can tell your current company that you\u2019re thinking of leaving and then tell the recruiter you told them, that would be helpful as well.", "human_ref_B": "Are you happy there?", "labels": 1, "seconds_difference": 49290.0, "score_ratio": -0.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "i4e9jy", "domain": "askhr_test", "upvote_ratio": 0.89, "history": "Should i tell interviewer i am working if i want to quit new job after 3 months? Need advice I have a phone call with a corporate recruiter tomorrow. I started a new job 3 months ago and i do not like the environment and culture of the company. Its a sink or swim environment and was provided barely any training.  Should i mention i am working and i want to quit this new job to the interviewer? I did not list this job in my resume. Maybe i should say i working a contract role?  The problem is that in january i quit another job after 3 months without anything lined up because i hated the place so much. I already have to explain that in my interview, so not sure if its convenient for me to mention i am currently working. Maybe i should say i am unemployed? Really confused. Any advice?", "c_root_id_A": "g0k9030", "c_root_id_B": "g0iowgb", "created_at_utc_A": 1596722758, "created_at_utc_B": 1596682346, "score_A": 1, "score_B": -4, "human_ref_A": "I mean, if you\u2019re interviewing then that probably insinuates that you\u2019re planning to switch jobs so they probably assume that you\u2019re planning to leave. You can justify only working there for three months by saying that you really want to work for the job you\u2019re applying for and wanted additional experience/to pay the bills while you waited for the new company to post an opening or while you waited to get in contact with them. If you can tell your current company that you\u2019re thinking of leaving and then tell the recruiter you told them, that would be helpful as well.", "human_ref_B": "no. they wont hire you.", "labels": 1, "seconds_difference": 40412.0, "score_ratio": -0.25, "metadata_A": "", "metadata_B": ""}
{"post_id": "i4e9jy", "domain": "askhr_test", "upvote_ratio": 0.89, "history": "Should i tell interviewer i am working if i want to quit new job after 3 months? Need advice I have a phone call with a corporate recruiter tomorrow. I started a new job 3 months ago and i do not like the environment and culture of the company. Its a sink or swim environment and was provided barely any training.  Should i mention i am working and i want to quit this new job to the interviewer? I did not list this job in my resume. Maybe i should say i working a contract role?  The problem is that in january i quit another job after 3 months without anything lined up because i hated the place so much. I already have to explain that in my interview, so not sure if its convenient for me to mention i am currently working. Maybe i should say i am unemployed? Really confused. Any advice?", "c_root_id_A": "g0kh4cb", "c_root_id_B": "g0i8mch", "created_at_utc_A": 1596726220, "created_at_utc_B": 1596673468, "score_A": 1, "score_B": -3, "human_ref_A": "There's nothing wrong with being in a bad situation but it is how you handle it that is important. A good interviewer will want to see some effort being made to improve the situation first such as working with your manager or reaching out to those making the environment toxic. They don't want to see the first step is to exit.", "human_ref_B": "Are you happy there?", "labels": 1, "seconds_difference": 52752.0, "score_ratio": -0.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "i4e9jy", "domain": "askhr_test", "upvote_ratio": 0.89, "history": "Should i tell interviewer i am working if i want to quit new job after 3 months? Need advice I have a phone call with a corporate recruiter tomorrow. I started a new job 3 months ago and i do not like the environment and culture of the company. Its a sink or swim environment and was provided barely any training.  Should i mention i am working and i want to quit this new job to the interviewer? I did not list this job in my resume. Maybe i should say i working a contract role?  The problem is that in january i quit another job after 3 months without anything lined up because i hated the place so much. I already have to explain that in my interview, so not sure if its convenient for me to mention i am currently working. Maybe i should say i am unemployed? Really confused. Any advice?", "c_root_id_A": "g0kh4cb", "c_root_id_B": "g0iowgb", "created_at_utc_A": 1596726220, "created_at_utc_B": 1596682346, "score_A": 1, "score_B": -4, "human_ref_A": "There's nothing wrong with being in a bad situation but it is how you handle it that is important. A good interviewer will want to see some effort being made to improve the situation first such as working with your manager or reaching out to those making the environment toxic. They don't want to see the first step is to exit.", "human_ref_B": "no. they wont hire you.", "labels": 1, "seconds_difference": 43874.0, "score_ratio": -0.25, "metadata_A": "", "metadata_B": ""}
{"post_id": "e5tva8", "domain": "askhr_test", "upvote_ratio": 0.93, "history": "Internal Hire was told job paid 100K, offered 30 less. Throw away account...  I have a bachelors degree in IT, one in Advertising and Graphic Design, and a masters in UX Development. I have 10+ years of experience. I was hired 2 years ago for a position I was over qualified for, editing simple HTML files in the marketing dept, I took it because I was burnt out/depressed and i needed a reason to get out of bed. Ive been promoted multiple times in the dept already.   Recently I applied for a position in the UX team and ended up getting an offer. The position was supposed to pay 100K. I currently make 60K. The offer they came with was 70K. Which puts me well under paid, and I would most def be the least paid person on an all-male team. (I'm a women, I know we get underpaid and under appreciated in the tech world). I tried negotiating and all I got was a hard \"No\".   They are calling it a promotion and they, under their own policies, can only give me a certain % increase. Even though it was told to me during my first interview that the salary was 100K, and this was already in the budget. The skills and knowledge needed for this position in no way match what I do now. Completely different dept, leadership, everything. HR even said they would pay me the 100K if I was an external candidate.   The company got bought out by a major, big name company and are in the process of a merger/synchronization of salaries and positions. I asked the HR rep im working with if the salary offered to me fits within the scope/grade that this position falls into. She said she didnt know...i still dont have an answer.   I know internal hires get hit with this issue, we have no leverage in negotiation...and I know I can not accept and stay in my mindless job or go to another company and make more money.   My main issue is, I was given a number...and they changed the number after I had already been offered the position. Is this ethical? I tried to be as concise and simple as i could in writing this, so im sorry for the huge wall of text. A lot of back and forth has gone on in the last week and I would like it all noted in my HR record that this happened. How would I go about doing that? Just writing a grievance letter and requesting it be put in my record? 100K to 70K is a huge difference.   Would appreciate any help...kind of lost on what to do.", "c_root_id_A": "f9lybks", "c_root_id_B": "f9m159r", "created_at_utc_A": 1575435368, "created_at_utc_B": 1575437876, "score_A": 12, "score_B": 85, "human_ref_A": "Well...you weren\u2019t offered 100k. You were told that the job pays 100k, there\u2019s an important distinction there. Most positions are budgeted UP TO a certain amount. Not getting the max is common. I don\u2019t know that it\u2019s unethical, someone may have just spoken prematurely or out of turn. In the end, if the company\u2019s policies limit the size of the increase then you might just be stuck. You might try a last-ditch effort to see if they\u2019d be willing to commit to an increase after, say, six months upon meeting performance goals. 80k is very low for experienced UX dev, HR acknowledged that when they told you they\u2019d pay 100k for an external candidate, there may be leverage there to get you closer, knowing they\u2019d have to shell it out if they hire from the outside.   They may be trying use this opportunity to preserve some of the budget for other positions or purposes.  Noting it for your file isn\u2019t really a thing. They don\u2019t have to do that - I\u2019d just keep my own records.", "human_ref_B": "Many companies have stupid internal policies that have a maximum increase allowed with a promotion. This probably has nothing to do with being female and everything to do with taking a low paying job in the first place and now you're stuck in this company.  That said, there are always exceptions and I'd go down that route.  \"Originally, you said you budgeted $100k for this job and you're offering me $70k. That's a big difference. I know there's a company policy of only allowing a maximum pay increase of $10k, but in this situation, the jobs are different and if I were an external hire you'd offer $100k. What can do to get this offer up to market rate?\"  If that doesn't budge them, I'd pull out the gender card. \"There will be a huge salary discrepancy between my coworkers and me. That will look like sex discrimination and when you do your government reporting, it will be clear that the female on the team is underpaid. \"  If that doesn't work and you want to do the work, take the position and immediately start looking for a company that treats you right.", "labels": 0, "seconds_difference": 2508.0, "score_ratio": 7.0833333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "e5tva8", "domain": "askhr_test", "upvote_ratio": 0.93, "history": "Internal Hire was told job paid 100K, offered 30 less. Throw away account...  I have a bachelors degree in IT, one in Advertising and Graphic Design, and a masters in UX Development. I have 10+ years of experience. I was hired 2 years ago for a position I was over qualified for, editing simple HTML files in the marketing dept, I took it because I was burnt out/depressed and i needed a reason to get out of bed. Ive been promoted multiple times in the dept already.   Recently I applied for a position in the UX team and ended up getting an offer. The position was supposed to pay 100K. I currently make 60K. The offer they came with was 70K. Which puts me well under paid, and I would most def be the least paid person on an all-male team. (I'm a women, I know we get underpaid and under appreciated in the tech world). I tried negotiating and all I got was a hard \"No\".   They are calling it a promotion and they, under their own policies, can only give me a certain % increase. Even though it was told to me during my first interview that the salary was 100K, and this was already in the budget. The skills and knowledge needed for this position in no way match what I do now. Completely different dept, leadership, everything. HR even said they would pay me the 100K if I was an external candidate.   The company got bought out by a major, big name company and are in the process of a merger/synchronization of salaries and positions. I asked the HR rep im working with if the salary offered to me fits within the scope/grade that this position falls into. She said she didnt know...i still dont have an answer.   I know internal hires get hit with this issue, we have no leverage in negotiation...and I know I can not accept and stay in my mindless job or go to another company and make more money.   My main issue is, I was given a number...and they changed the number after I had already been offered the position. Is this ethical? I tried to be as concise and simple as i could in writing this, so im sorry for the huge wall of text. A lot of back and forth has gone on in the last week and I would like it all noted in my HR record that this happened. How would I go about doing that? Just writing a grievance letter and requesting it be put in my record? 100K to 70K is a huge difference.   Would appreciate any help...kind of lost on what to do.", "c_root_id_A": "f9m1b71", "c_root_id_B": "f9m2km9", "created_at_utc_A": 1575438029, "created_at_utc_B": 1575439244, "score_A": 66, "score_B": 70, "human_ref_A": "How scorched earth are you willing to go?  You don\u2019t want them to put anything in your file.  Instead, you want them to put their reasoning in writing.  Take the position as offered, get your first paycheck...then go talk to the EEOC with as many detailed notes about every conversation, email, and interaction you\u2019ve had about this situation.  The \u201cinternal policy\u201d justification will need to have been followed in (virtually) all past instances.  If they\u2019ve made exceptions to it in the past (especially if it involved all/mostly men) you may have a case.  Note that if it comes to this it will likely create ill will and you may not have a long term future with them.  But in the all too common scenario that they take adverse action against you, it tacks on retaliation too - even if the gender discrimination portion were to fail.  (For the inevitable posters who come back opposed: yes, this is a harsh, pessimistic perspective but these policies are intrinsically detrimental to everyone but white males.  The more frequently they\u2019re challenged, the better).", "human_ref_B": "Yes, many companies discriminate against internal employees.  It's stupid but common.  If you qualify for this job, you qualify for the same job at another company - one that will pay you the correct salary.  It's usually the only way to overcome these idiotic raise cap policies.", "labels": 0, "seconds_difference": 1215.0, "score_ratio": 1.0606060606, "metadata_A": "", "metadata_B": ""}
{"post_id": "e5tva8", "domain": "askhr_test", "upvote_ratio": 0.93, "history": "Internal Hire was told job paid 100K, offered 30 less. Throw away account...  I have a bachelors degree in IT, one in Advertising and Graphic Design, and a masters in UX Development. I have 10+ years of experience. I was hired 2 years ago for a position I was over qualified for, editing simple HTML files in the marketing dept, I took it because I was burnt out/depressed and i needed a reason to get out of bed. Ive been promoted multiple times in the dept already.   Recently I applied for a position in the UX team and ended up getting an offer. The position was supposed to pay 100K. I currently make 60K. The offer they came with was 70K. Which puts me well under paid, and I would most def be the least paid person on an all-male team. (I'm a women, I know we get underpaid and under appreciated in the tech world). I tried negotiating and all I got was a hard \"No\".   They are calling it a promotion and they, under their own policies, can only give me a certain % increase. Even though it was told to me during my first interview that the salary was 100K, and this was already in the budget. The skills and knowledge needed for this position in no way match what I do now. Completely different dept, leadership, everything. HR even said they would pay me the 100K if I was an external candidate.   The company got bought out by a major, big name company and are in the process of a merger/synchronization of salaries and positions. I asked the HR rep im working with if the salary offered to me fits within the scope/grade that this position falls into. She said she didnt know...i still dont have an answer.   I know internal hires get hit with this issue, we have no leverage in negotiation...and I know I can not accept and stay in my mindless job or go to another company and make more money.   My main issue is, I was given a number...and they changed the number after I had already been offered the position. Is this ethical? I tried to be as concise and simple as i could in writing this, so im sorry for the huge wall of text. A lot of back and forth has gone on in the last week and I would like it all noted in my HR record that this happened. How would I go about doing that? Just writing a grievance letter and requesting it be put in my record? 100K to 70K is a huge difference.   Would appreciate any help...kind of lost on what to do.", "c_root_id_A": "f9m2km9", "c_root_id_B": "f9lybks", "created_at_utc_A": 1575439244, "created_at_utc_B": 1575435368, "score_A": 70, "score_B": 12, "human_ref_A": "Yes, many companies discriminate against internal employees.  It's stupid but common.  If you qualify for this job, you qualify for the same job at another company - one that will pay you the correct salary.  It's usually the only way to overcome these idiotic raise cap policies.", "human_ref_B": "Well...you weren\u2019t offered 100k. You were told that the job pays 100k, there\u2019s an important distinction there. Most positions are budgeted UP TO a certain amount. Not getting the max is common. I don\u2019t know that it\u2019s unethical, someone may have just spoken prematurely or out of turn. In the end, if the company\u2019s policies limit the size of the increase then you might just be stuck. You might try a last-ditch effort to see if they\u2019d be willing to commit to an increase after, say, six months upon meeting performance goals. 80k is very low for experienced UX dev, HR acknowledged that when they told you they\u2019d pay 100k for an external candidate, there may be leverage there to get you closer, knowing they\u2019d have to shell it out if they hire from the outside.   They may be trying use this opportunity to preserve some of the budget for other positions or purposes.  Noting it for your file isn\u2019t really a thing. They don\u2019t have to do that - I\u2019d just keep my own records.", "labels": 1, "seconds_difference": 3876.0, "score_ratio": 5.8333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "e5tva8", "domain": "askhr_test", "upvote_ratio": 0.93, "history": "Internal Hire was told job paid 100K, offered 30 less. Throw away account...  I have a bachelors degree in IT, one in Advertising and Graphic Design, and a masters in UX Development. I have 10+ years of experience. I was hired 2 years ago for a position I was over qualified for, editing simple HTML files in the marketing dept, I took it because I was burnt out/depressed and i needed a reason to get out of bed. Ive been promoted multiple times in the dept already.   Recently I applied for a position in the UX team and ended up getting an offer. The position was supposed to pay 100K. I currently make 60K. The offer they came with was 70K. Which puts me well under paid, and I would most def be the least paid person on an all-male team. (I'm a women, I know we get underpaid and under appreciated in the tech world). I tried negotiating and all I got was a hard \"No\".   They are calling it a promotion and they, under their own policies, can only give me a certain % increase. Even though it was told to me during my first interview that the salary was 100K, and this was already in the budget. The skills and knowledge needed for this position in no way match what I do now. Completely different dept, leadership, everything. HR even said they would pay me the 100K if I was an external candidate.   The company got bought out by a major, big name company and are in the process of a merger/synchronization of salaries and positions. I asked the HR rep im working with if the salary offered to me fits within the scope/grade that this position falls into. She said she didnt know...i still dont have an answer.   I know internal hires get hit with this issue, we have no leverage in negotiation...and I know I can not accept and stay in my mindless job or go to another company and make more money.   My main issue is, I was given a number...and they changed the number after I had already been offered the position. Is this ethical? I tried to be as concise and simple as i could in writing this, so im sorry for the huge wall of text. A lot of back and forth has gone on in the last week and I would like it all noted in my HR record that this happened. How would I go about doing that? Just writing a grievance letter and requesting it be put in my record? 100K to 70K is a huge difference.   Would appreciate any help...kind of lost on what to do.", "c_root_id_A": "f9m1b71", "c_root_id_B": "f9lybks", "created_at_utc_A": 1575438029, "created_at_utc_B": 1575435368, "score_A": 66, "score_B": 12, "human_ref_A": "How scorched earth are you willing to go?  You don\u2019t want them to put anything in your file.  Instead, you want them to put their reasoning in writing.  Take the position as offered, get your first paycheck...then go talk to the EEOC with as many detailed notes about every conversation, email, and interaction you\u2019ve had about this situation.  The \u201cinternal policy\u201d justification will need to have been followed in (virtually) all past instances.  If they\u2019ve made exceptions to it in the past (especially if it involved all/mostly men) you may have a case.  Note that if it comes to this it will likely create ill will and you may not have a long term future with them.  But in the all too common scenario that they take adverse action against you, it tacks on retaliation too - even if the gender discrimination portion were to fail.  (For the inevitable posters who come back opposed: yes, this is a harsh, pessimistic perspective but these policies are intrinsically detrimental to everyone but white males.  The more frequently they\u2019re challenged, the better).", "human_ref_B": "Well...you weren\u2019t offered 100k. You were told that the job pays 100k, there\u2019s an important distinction there. Most positions are budgeted UP TO a certain amount. Not getting the max is common. I don\u2019t know that it\u2019s unethical, someone may have just spoken prematurely or out of turn. In the end, if the company\u2019s policies limit the size of the increase then you might just be stuck. You might try a last-ditch effort to see if they\u2019d be willing to commit to an increase after, say, six months upon meeting performance goals. 80k is very low for experienced UX dev, HR acknowledged that when they told you they\u2019d pay 100k for an external candidate, there may be leverage there to get you closer, knowing they\u2019d have to shell it out if they hire from the outside.   They may be trying use this opportunity to preserve some of the budget for other positions or purposes.  Noting it for your file isn\u2019t really a thing. They don\u2019t have to do that - I\u2019d just keep my own records.", "labels": 1, "seconds_difference": 2661.0, "score_ratio": 5.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "e5tva8", "domain": "askhr_test", "upvote_ratio": 0.93, "history": "Internal Hire was told job paid 100K, offered 30 less. Throw away account...  I have a bachelors degree in IT, one in Advertising and Graphic Design, and a masters in UX Development. I have 10+ years of experience. I was hired 2 years ago for a position I was over qualified for, editing simple HTML files in the marketing dept, I took it because I was burnt out/depressed and i needed a reason to get out of bed. Ive been promoted multiple times in the dept already.   Recently I applied for a position in the UX team and ended up getting an offer. The position was supposed to pay 100K. I currently make 60K. The offer they came with was 70K. Which puts me well under paid, and I would most def be the least paid person on an all-male team. (I'm a women, I know we get underpaid and under appreciated in the tech world). I tried negotiating and all I got was a hard \"No\".   They are calling it a promotion and they, under their own policies, can only give me a certain % increase. Even though it was told to me during my first interview that the salary was 100K, and this was already in the budget. The skills and knowledge needed for this position in no way match what I do now. Completely different dept, leadership, everything. HR even said they would pay me the 100K if I was an external candidate.   The company got bought out by a major, big name company and are in the process of a merger/synchronization of salaries and positions. I asked the HR rep im working with if the salary offered to me fits within the scope/grade that this position falls into. She said she didnt know...i still dont have an answer.   I know internal hires get hit with this issue, we have no leverage in negotiation...and I know I can not accept and stay in my mindless job or go to another company and make more money.   My main issue is, I was given a number...and they changed the number after I had already been offered the position. Is this ethical? I tried to be as concise and simple as i could in writing this, so im sorry for the huge wall of text. A lot of back and forth has gone on in the last week and I would like it all noted in my HR record that this happened. How would I go about doing that? Just writing a grievance letter and requesting it be put in my record? 100K to 70K is a huge difference.   Would appreciate any help...kind of lost on what to do.", "c_root_id_A": "f9moywo", "c_root_id_B": "f9lybks", "created_at_utc_A": 1575466694, "created_at_utc_B": 1575435368, "score_A": 18, "score_B": 12, "human_ref_A": "Unfortunately, this is why most people need to leave their current company to achieve fair market compensation.  I led a large recruitment initiative for a Fortune 10 and they had a policy, no more than 10% salary increase on internal transfers.  It didn't matter if the range for external candidates was significantly higher.  Some people made the move for professional growth, but quite a few declined and eventually left the company after they realized there was no value to staying when they could earn significantly more somewhere else.  If you were my candidate I'd tell you to accept the job and title increase, use the opportunity to gain some resume building experience....but plan to make a move in the next year for better pay and advancement.  This way you're not under duress and can take your time finding the right fit.    This is the best win/win for someone in your situation.", "human_ref_B": "Well...you weren\u2019t offered 100k. You were told that the job pays 100k, there\u2019s an important distinction there. Most positions are budgeted UP TO a certain amount. Not getting the max is common. I don\u2019t know that it\u2019s unethical, someone may have just spoken prematurely or out of turn. In the end, if the company\u2019s policies limit the size of the increase then you might just be stuck. You might try a last-ditch effort to see if they\u2019d be willing to commit to an increase after, say, six months upon meeting performance goals. 80k is very low for experienced UX dev, HR acknowledged that when they told you they\u2019d pay 100k for an external candidate, there may be leverage there to get you closer, knowing they\u2019d have to shell it out if they hire from the outside.   They may be trying use this opportunity to preserve some of the budget for other positions or purposes.  Noting it for your file isn\u2019t really a thing. They don\u2019t have to do that - I\u2019d just keep my own records.", "labels": 1, "seconds_difference": 31326.0, "score_ratio": 1.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "e5tva8", "domain": "askhr_test", "upvote_ratio": 0.93, "history": "Internal Hire was told job paid 100K, offered 30 less. Throw away account...  I have a bachelors degree in IT, one in Advertising and Graphic Design, and a masters in UX Development. I have 10+ years of experience. I was hired 2 years ago for a position I was over qualified for, editing simple HTML files in the marketing dept, I took it because I was burnt out/depressed and i needed a reason to get out of bed. Ive been promoted multiple times in the dept already.   Recently I applied for a position in the UX team and ended up getting an offer. The position was supposed to pay 100K. I currently make 60K. The offer they came with was 70K. Which puts me well under paid, and I would most def be the least paid person on an all-male team. (I'm a women, I know we get underpaid and under appreciated in the tech world). I tried negotiating and all I got was a hard \"No\".   They are calling it a promotion and they, under their own policies, can only give me a certain % increase. Even though it was told to me during my first interview that the salary was 100K, and this was already in the budget. The skills and knowledge needed for this position in no way match what I do now. Completely different dept, leadership, everything. HR even said they would pay me the 100K if I was an external candidate.   The company got bought out by a major, big name company and are in the process of a merger/synchronization of salaries and positions. I asked the HR rep im working with if the salary offered to me fits within the scope/grade that this position falls into. She said she didnt know...i still dont have an answer.   I know internal hires get hit with this issue, we have no leverage in negotiation...and I know I can not accept and stay in my mindless job or go to another company and make more money.   My main issue is, I was given a number...and they changed the number after I had already been offered the position. Is this ethical? I tried to be as concise and simple as i could in writing this, so im sorry for the huge wall of text. A lot of back and forth has gone on in the last week and I would like it all noted in my HR record that this happened. How would I go about doing that? Just writing a grievance letter and requesting it be put in my record? 100K to 70K is a huge difference.   Would appreciate any help...kind of lost on what to do.", "c_root_id_A": "f9moywo", "c_root_id_B": "f9mltzt", "created_at_utc_A": 1575466694, "created_at_utc_B": 1575464052, "score_A": 18, "score_B": 3, "human_ref_A": "Unfortunately, this is why most people need to leave their current company to achieve fair market compensation.  I led a large recruitment initiative for a Fortune 10 and they had a policy, no more than 10% salary increase on internal transfers.  It didn't matter if the range for external candidates was significantly higher.  Some people made the move for professional growth, but quite a few declined and eventually left the company after they realized there was no value to staying when they could earn significantly more somewhere else.  If you were my candidate I'd tell you to accept the job and title increase, use the opportunity to gain some resume building experience....but plan to make a move in the next year for better pay and advancement.  This way you're not under duress and can take your time finding the right fit.    This is the best win/win for someone in your situation.", "human_ref_B": "You get the biggest raises when you change companies.  It absolutely sucks!   I also applied to internal IT jobs and they paid a fraction of the advertised rate.  I quit, went into consulting and doubled my income.  $28k to $60k. (25 yrs ago)", "labels": 1, "seconds_difference": 2642.0, "score_ratio": 6.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "e5tva8", "domain": "askhr_test", "upvote_ratio": 0.93, "history": "Internal Hire was told job paid 100K, offered 30 less. Throw away account...  I have a bachelors degree in IT, one in Advertising and Graphic Design, and a masters in UX Development. I have 10+ years of experience. I was hired 2 years ago for a position I was over qualified for, editing simple HTML files in the marketing dept, I took it because I was burnt out/depressed and i needed a reason to get out of bed. Ive been promoted multiple times in the dept already.   Recently I applied for a position in the UX team and ended up getting an offer. The position was supposed to pay 100K. I currently make 60K. The offer they came with was 70K. Which puts me well under paid, and I would most def be the least paid person on an all-male team. (I'm a women, I know we get underpaid and under appreciated in the tech world). I tried negotiating and all I got was a hard \"No\".   They are calling it a promotion and they, under their own policies, can only give me a certain % increase. Even though it was told to me during my first interview that the salary was 100K, and this was already in the budget. The skills and knowledge needed for this position in no way match what I do now. Completely different dept, leadership, everything. HR even said they would pay me the 100K if I was an external candidate.   The company got bought out by a major, big name company and are in the process of a merger/synchronization of salaries and positions. I asked the HR rep im working with if the salary offered to me fits within the scope/grade that this position falls into. She said she didnt know...i still dont have an answer.   I know internal hires get hit with this issue, we have no leverage in negotiation...and I know I can not accept and stay in my mindless job or go to another company and make more money.   My main issue is, I was given a number...and they changed the number after I had already been offered the position. Is this ethical? I tried to be as concise and simple as i could in writing this, so im sorry for the huge wall of text. A lot of back and forth has gone on in the last week and I would like it all noted in my HR record that this happened. How would I go about doing that? Just writing a grievance letter and requesting it be put in my record? 100K to 70K is a huge difference.   Would appreciate any help...kind of lost on what to do.", "c_root_id_A": "f9moi1c", "c_root_id_B": "f9moywo", "created_at_utc_A": 1575466352, "created_at_utc_B": 1575466694, "score_A": 1, "score_B": 18, "human_ref_A": "Is it unethical, no, is it unfortunate, yes.  There\u2019s never a specific number \u2018the job pays.\u2019 The number you get is always what\u2019s in the budget and sometimes there\u2019s room to stretch and sometimes not, but it\u2019s always whatever\u2019s in the best interest of the company, a company you said is also merging/making changes.  That said, you did say you would be making more than anyone else on the team at 70k? So there\u2019s also that working against you.  You can certainly create a write up or compilation of all related correspondence and tell HR you want that in your record, but I don\u2019t know that that\u2019s the best idea going forward.  Ultimately the best and often only way to get a 40k raise is to get another job at another company, if you were qualified for this at your company, why couldn\u2019t you be at others?", "human_ref_B": "Unfortunately, this is why most people need to leave their current company to achieve fair market compensation.  I led a large recruitment initiative for a Fortune 10 and they had a policy, no more than 10% salary increase on internal transfers.  It didn't matter if the range for external candidates was significantly higher.  Some people made the move for professional growth, but quite a few declined and eventually left the company after they realized there was no value to staying when they could earn significantly more somewhere else.  If you were my candidate I'd tell you to accept the job and title increase, use the opportunity to gain some resume building experience....but plan to make a move in the next year for better pay and advancement.  This way you're not under duress and can take your time finding the right fit.    This is the best win/win for someone in your situation.", "labels": 0, "seconds_difference": 342.0, "score_ratio": 18.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "e5tva8", "domain": "askhr_test", "upvote_ratio": 0.93, "history": "Internal Hire was told job paid 100K, offered 30 less. Throw away account...  I have a bachelors degree in IT, one in Advertising and Graphic Design, and a masters in UX Development. I have 10+ years of experience. I was hired 2 years ago for a position I was over qualified for, editing simple HTML files in the marketing dept, I took it because I was burnt out/depressed and i needed a reason to get out of bed. Ive been promoted multiple times in the dept already.   Recently I applied for a position in the UX team and ended up getting an offer. The position was supposed to pay 100K. I currently make 60K. The offer they came with was 70K. Which puts me well under paid, and I would most def be the least paid person on an all-male team. (I'm a women, I know we get underpaid and under appreciated in the tech world). I tried negotiating and all I got was a hard \"No\".   They are calling it a promotion and they, under their own policies, can only give me a certain % increase. Even though it was told to me during my first interview that the salary was 100K, and this was already in the budget. The skills and knowledge needed for this position in no way match what I do now. Completely different dept, leadership, everything. HR even said they would pay me the 100K if I was an external candidate.   The company got bought out by a major, big name company and are in the process of a merger/synchronization of salaries and positions. I asked the HR rep im working with if the salary offered to me fits within the scope/grade that this position falls into. She said she didnt know...i still dont have an answer.   I know internal hires get hit with this issue, we have no leverage in negotiation...and I know I can not accept and stay in my mindless job or go to another company and make more money.   My main issue is, I was given a number...and they changed the number after I had already been offered the position. Is this ethical? I tried to be as concise and simple as i could in writing this, so im sorry for the huge wall of text. A lot of back and forth has gone on in the last week and I would like it all noted in my HR record that this happened. How would I go about doing that? Just writing a grievance letter and requesting it be put in my record? 100K to 70K is a huge difference.   Would appreciate any help...kind of lost on what to do.", "c_root_id_A": "f9mltzt", "c_root_id_B": "f9msmrg", "created_at_utc_A": 1575464052, "created_at_utc_B": 1575469348, "score_A": 3, "score_B": 4, "human_ref_A": "You get the biggest raises when you change companies.  It absolutely sucks!   I also applied to internal IT jobs and they paid a fraction of the advertised rate.  I quit, went into consulting and doubled my income.  $28k to $60k. (25 yrs ago)", "human_ref_B": "To play devils advocate: it may be that they are giving you a chance at a position where you wouldn\u2019t normally make the cut, but as an internal employee they appreciate your personality/learning skills enough to let you \u201cgrow into the role\u201d.  I\u2019d accept and wait till next raise/review period (if your company has those). If your review is glowing and you don\u2019t see a significant bump, ask why. Then would be the time to mention you\u2019re underpaid for the same job comparing to men, but they may still play the seniority/years of experience card. If your output is equal to your male teammates and pay is drastically different, EEOC might be interested. Don\u2019t be afraid to use tools the law grants you.", "labels": 0, "seconds_difference": 5296.0, "score_ratio": 1.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "e5tva8", "domain": "askhr_test", "upvote_ratio": 0.93, "history": "Internal Hire was told job paid 100K, offered 30 less. Throw away account...  I have a bachelors degree in IT, one in Advertising and Graphic Design, and a masters in UX Development. I have 10+ years of experience. I was hired 2 years ago for a position I was over qualified for, editing simple HTML files in the marketing dept, I took it because I was burnt out/depressed and i needed a reason to get out of bed. Ive been promoted multiple times in the dept already.   Recently I applied for a position in the UX team and ended up getting an offer. The position was supposed to pay 100K. I currently make 60K. The offer they came with was 70K. Which puts me well under paid, and I would most def be the least paid person on an all-male team. (I'm a women, I know we get underpaid and under appreciated in the tech world). I tried negotiating and all I got was a hard \"No\".   They are calling it a promotion and they, under their own policies, can only give me a certain % increase. Even though it was told to me during my first interview that the salary was 100K, and this was already in the budget. The skills and knowledge needed for this position in no way match what I do now. Completely different dept, leadership, everything. HR even said they would pay me the 100K if I was an external candidate.   The company got bought out by a major, big name company and are in the process of a merger/synchronization of salaries and positions. I asked the HR rep im working with if the salary offered to me fits within the scope/grade that this position falls into. She said she didnt know...i still dont have an answer.   I know internal hires get hit with this issue, we have no leverage in negotiation...and I know I can not accept and stay in my mindless job or go to another company and make more money.   My main issue is, I was given a number...and they changed the number after I had already been offered the position. Is this ethical? I tried to be as concise and simple as i could in writing this, so im sorry for the huge wall of text. A lot of back and forth has gone on in the last week and I would like it all noted in my HR record that this happened. How would I go about doing that? Just writing a grievance letter and requesting it be put in my record? 100K to 70K is a huge difference.   Would appreciate any help...kind of lost on what to do.", "c_root_id_A": "f9msmrg", "c_root_id_B": "f9moi1c", "created_at_utc_A": 1575469348, "created_at_utc_B": 1575466352, "score_A": 4, "score_B": 1, "human_ref_A": "To play devils advocate: it may be that they are giving you a chance at a position where you wouldn\u2019t normally make the cut, but as an internal employee they appreciate your personality/learning skills enough to let you \u201cgrow into the role\u201d.  I\u2019d accept and wait till next raise/review period (if your company has those). If your review is glowing and you don\u2019t see a significant bump, ask why. Then would be the time to mention you\u2019re underpaid for the same job comparing to men, but they may still play the seniority/years of experience card. If your output is equal to your male teammates and pay is drastically different, EEOC might be interested. Don\u2019t be afraid to use tools the law grants you.", "human_ref_B": "Is it unethical, no, is it unfortunate, yes.  There\u2019s never a specific number \u2018the job pays.\u2019 The number you get is always what\u2019s in the budget and sometimes there\u2019s room to stretch and sometimes not, but it\u2019s always whatever\u2019s in the best interest of the company, a company you said is also merging/making changes.  That said, you did say you would be making more than anyone else on the team at 70k? So there\u2019s also that working against you.  You can certainly create a write up or compilation of all related correspondence and tell HR you want that in your record, but I don\u2019t know that that\u2019s the best idea going forward.  Ultimately the best and often only way to get a 40k raise is to get another job at another company, if you were qualified for this at your company, why couldn\u2019t you be at others?", "labels": 1, "seconds_difference": 2996.0, "score_ratio": 4.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "e5tva8", "domain": "askhr_test", "upvote_ratio": 0.93, "history": "Internal Hire was told job paid 100K, offered 30 less. Throw away account...  I have a bachelors degree in IT, one in Advertising and Graphic Design, and a masters in UX Development. I have 10+ years of experience. I was hired 2 years ago for a position I was over qualified for, editing simple HTML files in the marketing dept, I took it because I was burnt out/depressed and i needed a reason to get out of bed. Ive been promoted multiple times in the dept already.   Recently I applied for a position in the UX team and ended up getting an offer. The position was supposed to pay 100K. I currently make 60K. The offer they came with was 70K. Which puts me well under paid, and I would most def be the least paid person on an all-male team. (I'm a women, I know we get underpaid and under appreciated in the tech world). I tried negotiating and all I got was a hard \"No\".   They are calling it a promotion and they, under their own policies, can only give me a certain % increase. Even though it was told to me during my first interview that the salary was 100K, and this was already in the budget. The skills and knowledge needed for this position in no way match what I do now. Completely different dept, leadership, everything. HR even said they would pay me the 100K if I was an external candidate.   The company got bought out by a major, big name company and are in the process of a merger/synchronization of salaries and positions. I asked the HR rep im working with if the salary offered to me fits within the scope/grade that this position falls into. She said she didnt know...i still dont have an answer.   I know internal hires get hit with this issue, we have no leverage in negotiation...and I know I can not accept and stay in my mindless job or go to another company and make more money.   My main issue is, I was given a number...and they changed the number after I had already been offered the position. Is this ethical? I tried to be as concise and simple as i could in writing this, so im sorry for the huge wall of text. A lot of back and forth has gone on in the last week and I would like it all noted in my HR record that this happened. How would I go about doing that? Just writing a grievance letter and requesting it be put in my record? 100K to 70K is a huge difference.   Would appreciate any help...kind of lost on what to do.", "c_root_id_A": "f9moi1c", "c_root_id_B": "f9muvag", "created_at_utc_A": 1575466352, "created_at_utc_B": 1575470789, "score_A": 1, "score_B": 3, "human_ref_A": "Is it unethical, no, is it unfortunate, yes.  There\u2019s never a specific number \u2018the job pays.\u2019 The number you get is always what\u2019s in the budget and sometimes there\u2019s room to stretch and sometimes not, but it\u2019s always whatever\u2019s in the best interest of the company, a company you said is also merging/making changes.  That said, you did say you would be making more than anyone else on the team at 70k? So there\u2019s also that working against you.  You can certainly create a write up or compilation of all related correspondence and tell HR you want that in your record, but I don\u2019t know that that\u2019s the best idea going forward.  Ultimately the best and often only way to get a 40k raise is to get another job at another company, if you were qualified for this at your company, why couldn\u2019t you be at others?", "human_ref_B": "I know when I got promoted to a position I was expecting a 25% increase, but they were capped at only giving me 15%. Anything above that needed CEO approval, and the position just didn't warrant that. I will say that a few months later when discussing my compensation for the upcoming year, i got another 12% increase, which put me in line with what I had hoped to be making, and my boss even told me that that put my pay rate more in line with the role. So it's possible you maybe able to get larger raises annually, but it'll take longer to get up to the 100k mark. Or you can do like others said and get the correct pay rate another company.", "labels": 0, "seconds_difference": 4437.0, "score_ratio": 3.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "e5tva8", "domain": "askhr_test", "upvote_ratio": 0.93, "history": "Internal Hire was told job paid 100K, offered 30 less. Throw away account...  I have a bachelors degree in IT, one in Advertising and Graphic Design, and a masters in UX Development. I have 10+ years of experience. I was hired 2 years ago for a position I was over qualified for, editing simple HTML files in the marketing dept, I took it because I was burnt out/depressed and i needed a reason to get out of bed. Ive been promoted multiple times in the dept already.   Recently I applied for a position in the UX team and ended up getting an offer. The position was supposed to pay 100K. I currently make 60K. The offer they came with was 70K. Which puts me well under paid, and I would most def be the least paid person on an all-male team. (I'm a women, I know we get underpaid and under appreciated in the tech world). I tried negotiating and all I got was a hard \"No\".   They are calling it a promotion and they, under their own policies, can only give me a certain % increase. Even though it was told to me during my first interview that the salary was 100K, and this was already in the budget. The skills and knowledge needed for this position in no way match what I do now. Completely different dept, leadership, everything. HR even said they would pay me the 100K if I was an external candidate.   The company got bought out by a major, big name company and are in the process of a merger/synchronization of salaries and positions. I asked the HR rep im working with if the salary offered to me fits within the scope/grade that this position falls into. She said she didnt know...i still dont have an answer.   I know internal hires get hit with this issue, we have no leverage in negotiation...and I know I can not accept and stay in my mindless job or go to another company and make more money.   My main issue is, I was given a number...and they changed the number after I had already been offered the position. Is this ethical? I tried to be as concise and simple as i could in writing this, so im sorry for the huge wall of text. A lot of back and forth has gone on in the last week and I would like it all noted in my HR record that this happened. How would I go about doing that? Just writing a grievance letter and requesting it be put in my record? 100K to 70K is a huge difference.   Would appreciate any help...kind of lost on what to do.", "c_root_id_A": "f9mu09f", "c_root_id_B": "f9muvag", "created_at_utc_A": 1575470251, "created_at_utc_B": 1575470789, "score_A": -2, "score_B": 3, "human_ref_A": "If I were you. I have nothing to lose and I know my capabilities so I will just bring up the fact I\u2019m underpaid and they lied to me about the salary and slap me with a internal salary cap or what not. And that I will only accept the job if it\u2019s paying me 100k. Else, I\u2019ll leave.  I\u2019m not sure why you say working in tech is underpaid. Because at where I reside, in SG. Anything related to tech is always high sought for and well paid.  Don\u2019t put yourself down. Worst case scenario, if I resign, the time I will take to find a new job gets too long, just freelance or do odd jobs.   Win situation is either you get paid 100k or you get to go for a break - be it vacation or staying at home and rest :)", "human_ref_B": "I know when I got promoted to a position I was expecting a 25% increase, but they were capped at only giving me 15%. Anything above that needed CEO approval, and the position just didn't warrant that. I will say that a few months later when discussing my compensation for the upcoming year, i got another 12% increase, which put me in line with what I had hoped to be making, and my boss even told me that that put my pay rate more in line with the role. So it's possible you maybe able to get larger raises annually, but it'll take longer to get up to the 100k mark. Or you can do like others said and get the correct pay rate another company.", "labels": 0, "seconds_difference": 538.0, "score_ratio": -1.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "alpnif", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "Job took away work phones expects us to use personal phones I've been at my job for three years. Technical support. We do after-hours support as well and these calls can range from 3 hours a week to 40 hours a week. Recently my job took away the work-provided phones and is now expecting us to use our personal phones.   They will reimburse us up to a certain amount - however if the calls go over that amount we have to pay the remaining. I don't feel comfortable with that risk of losing money because of my job. What can I do? IS this legal? Any guidance would be great.", "c_root_id_A": "efg4pve", "c_root_id_B": "effuv6u", "created_at_utc_A": 1548949024, "created_at_utc_B": 1548943118, "score_A": 49, "score_B": 14, "human_ref_A": "Some companies factory reset phones that are connected to the company account as a matter of course when you leave.    There no way I'd risk my data like that.    If push came to shove I'd use a second phone for work use.", "human_ref_B": "Location please", "labels": 1, "seconds_difference": 5906.0, "score_ratio": 3.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "alpnif", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "Job took away work phones expects us to use personal phones I've been at my job for three years. Technical support. We do after-hours support as well and these calls can range from 3 hours a week to 40 hours a week. Recently my job took away the work-provided phones and is now expecting us to use our personal phones.   They will reimburse us up to a certain amount - however if the calls go over that amount we have to pay the remaining. I don't feel comfortable with that risk of losing money because of my job. What can I do? IS this legal? Any guidance would be great.", "c_root_id_A": "efg6o6c", "c_root_id_B": "efgmi92", "created_at_utc_A": 1548950075, "created_at_utc_B": 1548960055, "score_A": -14, "score_B": 6, "human_ref_A": "Do they not have unlimited minutes plans in Canada? Google voice? I don't see how this would really impact you financially if they are reimbursing you for the phone use.  Edit: Enough downvotes. I was ligitimately asking for clarification. My phone doesn\u2019t differentiate between long distance or local, and I have unlimited minutes. Sorry if that\u2019s not an option there. I didn\u2019t know that.", "human_ref_B": "While I am in little position to comment on Canadian labor law (location: US), this policy seems penny wise, pound foolish.  Are you required to take after hours calls? If so, are you compensated for this time?  What was the justification for taking away the work-provided phones? Given that the employer had (likely) already paid for the devices and had a contract in place with a cell phone company with negotiated corporate rates, the company must've felt that there was a substantial gain in removing these. (Ie. too many phones being broken and replaced, employees running overages, etc.). Any light to shed on that?", "labels": 0, "seconds_difference": 9980.0, "score_ratio": -0.4285714286, "metadata_A": "", "metadata_B": ""}
{"post_id": "alpnif", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "Job took away work phones expects us to use personal phones I've been at my job for three years. Technical support. We do after-hours support as well and these calls can range from 3 hours a week to 40 hours a week. Recently my job took away the work-provided phones and is now expecting us to use our personal phones.   They will reimburse us up to a certain amount - however if the calls go over that amount we have to pay the remaining. I don't feel comfortable with that risk of losing money because of my job. What can I do? IS this legal? Any guidance would be great.", "c_root_id_A": "efgtb2o", "c_root_id_B": "efgtmaj", "created_at_utc_A": 1548964564, "created_at_utc_B": 1548964779, "score_A": 3, "score_B": 6, "human_ref_A": "Not Canadian so grain of salt but; absolutely not. If you\u2019re an employee they give you the tools to get the job done. If they contract in someone / a third party company then that third party provides their own equipment. They\u2019re not just hiring you anymore, they\u2019re hiring you and your phone, putting you in a weird position. What if your phone breaks? What if you lose it? Are you responsible for setting up security on it? Who gets sued if client data gets made public because of a security issue?   If you\u2019re a genuine employee and not a contractor then no way. Check your employment contract though.   Was it a requirement (in your contract) that you had a phone?   If you blur the lines between employee and contractor you run the risk of losing other employee entitlements if they later argue you had been acting as a contractor. Would you risk losing accrued holidays or sick leave?", "human_ref_B": "I live in Ontario, I definitely be pushing back.  It's my phone, not the companies...", "labels": 0, "seconds_difference": 215.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "alpnif", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "Job took away work phones expects us to use personal phones I've been at my job for three years. Technical support. We do after-hours support as well and these calls can range from 3 hours a week to 40 hours a week. Recently my job took away the work-provided phones and is now expecting us to use our personal phones.   They will reimburse us up to a certain amount - however if the calls go over that amount we have to pay the remaining. I don't feel comfortable with that risk of losing money because of my job. What can I do? IS this legal? Any guidance would be great.", "c_root_id_A": "efgtmaj", "c_root_id_B": "efg6o6c", "created_at_utc_A": 1548964779, "created_at_utc_B": 1548950075, "score_A": 6, "score_B": -14, "human_ref_A": "I live in Ontario, I definitely be pushing back.  It's my phone, not the companies...", "human_ref_B": "Do they not have unlimited minutes plans in Canada? Google voice? I don't see how this would really impact you financially if they are reimbursing you for the phone use.  Edit: Enough downvotes. I was ligitimately asking for clarification. My phone doesn\u2019t differentiate between long distance or local, and I have unlimited minutes. Sorry if that\u2019s not an option there. I didn\u2019t know that.", "labels": 1, "seconds_difference": 14704.0, "score_ratio": -0.4285714286, "metadata_A": "", "metadata_B": ""}
{"post_id": "alpnif", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "Job took away work phones expects us to use personal phones I've been at my job for three years. Technical support. We do after-hours support as well and these calls can range from 3 hours a week to 40 hours a week. Recently my job took away the work-provided phones and is now expecting us to use our personal phones.   They will reimburse us up to a certain amount - however if the calls go over that amount we have to pay the remaining. I don't feel comfortable with that risk of losing money because of my job. What can I do? IS this legal? Any guidance would be great.", "c_root_id_A": "efgtb2o", "c_root_id_B": "efg6o6c", "created_at_utc_A": 1548964564, "created_at_utc_B": 1548950075, "score_A": 3, "score_B": -14, "human_ref_A": "Not Canadian so grain of salt but; absolutely not. If you\u2019re an employee they give you the tools to get the job done. If they contract in someone / a third party company then that third party provides their own equipment. They\u2019re not just hiring you anymore, they\u2019re hiring you and your phone, putting you in a weird position. What if your phone breaks? What if you lose it? Are you responsible for setting up security on it? Who gets sued if client data gets made public because of a security issue?   If you\u2019re a genuine employee and not a contractor then no way. Check your employment contract though.   Was it a requirement (in your contract) that you had a phone?   If you blur the lines between employee and contractor you run the risk of losing other employee entitlements if they later argue you had been acting as a contractor. Would you risk losing accrued holidays or sick leave?", "human_ref_B": "Do they not have unlimited minutes plans in Canada? Google voice? I don't see how this would really impact you financially if they are reimbursing you for the phone use.  Edit: Enough downvotes. I was ligitimately asking for clarification. My phone doesn\u2019t differentiate between long distance or local, and I have unlimited minutes. Sorry if that\u2019s not an option there. I didn\u2019t know that.", "labels": 1, "seconds_difference": 14489.0, "score_ratio": -0.2142857143, "metadata_A": "", "metadata_B": ""}
{"post_id": "alpnif", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "Job took away work phones expects us to use personal phones I've been at my job for three years. Technical support. We do after-hours support as well and these calls can range from 3 hours a week to 40 hours a week. Recently my job took away the work-provided phones and is now expecting us to use our personal phones.   They will reimburse us up to a certain amount - however if the calls go over that amount we have to pay the remaining. I don't feel comfortable with that risk of losing money because of my job. What can I do? IS this legal? Any guidance would be great.", "c_root_id_A": "efidu40", "c_root_id_B": "efth2uh", "created_at_utc_A": 1549018561, "created_at_utc_B": 1549397186, "score_A": 2, "score_B": 3, "human_ref_A": "I work for same the same company and they\u2019re dreaming if they think I\u2019m using my phone to conduct business.  I will use the soft phone they provided along with Skype or google hangouts to make outbound calls. I\u2019m not using my cell phone (which I paid over $700 for) plus pay for the long distance which they will not cover as an expense!  So we are stuck paying for long distance charges for calling their customers on OUR personal cell phones!  GTF OUTTA HERE!", "human_ref_B": "I would approach this from 3 directions:  1) This is a pattern as they already took away internet reimbursement, start looking for a new job. It\u2019s an employee\u2019s market right now, especially in tech support. You\u2019ll find something better than this garbage.   2) I\u2019d be talking to an employment lawyer. Just from this thread there\u2019s already another pissed off employee... go in for the legal fees as a group to get an opinion on the policy. Then take that to your employer. Off the top of my head there\u2019s implications with taxes (CRA has specific guidelines on contractors vs employees and who provides equipment) and hours of work, overtime, and whether that\u2019s all being paid properly.   3) Technically not complying with a new policy could be seen as insubordination and therefore grounds for dismissal. So as much as you\u2019d likely win a settlement in the long run, I know everyone has to eat, so buy a cheap phone, and keep copies of your receipts to use when fighting this later.", "labels": 0, "seconds_difference": 378625.0, "score_ratio": 1.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "alpnif", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "Job took away work phones expects us to use personal phones I've been at my job for three years. Technical support. We do after-hours support as well and these calls can range from 3 hours a week to 40 hours a week. Recently my job took away the work-provided phones and is now expecting us to use our personal phones.   They will reimburse us up to a certain amount - however if the calls go over that amount we have to pay the remaining. I don't feel comfortable with that risk of losing money because of my job. What can I do? IS this legal? Any guidance would be great.", "c_root_id_A": "efhzf9m", "c_root_id_B": "efth2uh", "created_at_utc_A": 1548998332, "created_at_utc_B": 1549397186, "score_A": 1, "score_B": 3, "human_ref_A": "Buy a cheap phone on a cheap plan within the reimbursement amount, and start looking for a new job.", "human_ref_B": "I would approach this from 3 directions:  1) This is a pattern as they already took away internet reimbursement, start looking for a new job. It\u2019s an employee\u2019s market right now, especially in tech support. You\u2019ll find something better than this garbage.   2) I\u2019d be talking to an employment lawyer. Just from this thread there\u2019s already another pissed off employee... go in for the legal fees as a group to get an opinion on the policy. Then take that to your employer. Off the top of my head there\u2019s implications with taxes (CRA has specific guidelines on contractors vs employees and who provides equipment) and hours of work, overtime, and whether that\u2019s all being paid properly.   3) Technically not complying with a new policy could be seen as insubordination and therefore grounds for dismissal. So as much as you\u2019d likely win a settlement in the long run, I know everyone has to eat, so buy a cheap phone, and keep copies of your receipts to use when fighting this later.", "labels": 0, "seconds_difference": 398854.0, "score_ratio": 3.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "alpnif", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "Job took away work phones expects us to use personal phones I've been at my job for three years. Technical support. We do after-hours support as well and these calls can range from 3 hours a week to 40 hours a week. Recently my job took away the work-provided phones and is now expecting us to use our personal phones.   They will reimburse us up to a certain amount - however if the calls go over that amount we have to pay the remaining. I don't feel comfortable with that risk of losing money because of my job. What can I do? IS this legal? Any guidance would be great.", "c_root_id_A": "efg6o6c", "c_root_id_B": "efth2uh", "created_at_utc_A": 1548950075, "created_at_utc_B": 1549397186, "score_A": -14, "score_B": 3, "human_ref_A": "Do they not have unlimited minutes plans in Canada? Google voice? I don't see how this would really impact you financially if they are reimbursing you for the phone use.  Edit: Enough downvotes. I was ligitimately asking for clarification. My phone doesn\u2019t differentiate between long distance or local, and I have unlimited minutes. Sorry if that\u2019s not an option there. I didn\u2019t know that.", "human_ref_B": "I would approach this from 3 directions:  1) This is a pattern as they already took away internet reimbursement, start looking for a new job. It\u2019s an employee\u2019s market right now, especially in tech support. You\u2019ll find something better than this garbage.   2) I\u2019d be talking to an employment lawyer. Just from this thread there\u2019s already another pissed off employee... go in for the legal fees as a group to get an opinion on the policy. Then take that to your employer. Off the top of my head there\u2019s implications with taxes (CRA has specific guidelines on contractors vs employees and who provides equipment) and hours of work, overtime, and whether that\u2019s all being paid properly.   3) Technically not complying with a new policy could be seen as insubordination and therefore grounds for dismissal. So as much as you\u2019d likely win a settlement in the long run, I know everyone has to eat, so buy a cheap phone, and keep copies of your receipts to use when fighting this later.", "labels": 0, "seconds_difference": 447111.0, "score_ratio": -0.2142857143, "metadata_A": "", "metadata_B": ""}
{"post_id": "alpnif", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "Job took away work phones expects us to use personal phones I've been at my job for three years. Technical support. We do after-hours support as well and these calls can range from 3 hours a week to 40 hours a week. Recently my job took away the work-provided phones and is now expecting us to use our personal phones.   They will reimburse us up to a certain amount - however if the calls go over that amount we have to pay the remaining. I don't feel comfortable with that risk of losing money because of my job. What can I do? IS this legal? Any guidance would be great.", "c_root_id_A": "efhzf9m", "c_root_id_B": "efidu40", "created_at_utc_A": 1548998332, "created_at_utc_B": 1549018561, "score_A": 1, "score_B": 2, "human_ref_A": "Buy a cheap phone on a cheap plan within the reimbursement amount, and start looking for a new job.", "human_ref_B": "I work for same the same company and they\u2019re dreaming if they think I\u2019m using my phone to conduct business.  I will use the soft phone they provided along with Skype or google hangouts to make outbound calls. I\u2019m not using my cell phone (which I paid over $700 for) plus pay for the long distance which they will not cover as an expense!  So we are stuck paying for long distance charges for calling their customers on OUR personal cell phones!  GTF OUTTA HERE!", "labels": 0, "seconds_difference": 20229.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "alpnif", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "Job took away work phones expects us to use personal phones I've been at my job for three years. Technical support. We do after-hours support as well and these calls can range from 3 hours a week to 40 hours a week. Recently my job took away the work-provided phones and is now expecting us to use our personal phones.   They will reimburse us up to a certain amount - however if the calls go over that amount we have to pay the remaining. I don't feel comfortable with that risk of losing money because of my job. What can I do? IS this legal? Any guidance would be great.", "c_root_id_A": "efg6o6c", "c_root_id_B": "efidu40", "created_at_utc_A": 1548950075, "created_at_utc_B": 1549018561, "score_A": -14, "score_B": 2, "human_ref_A": "Do they not have unlimited minutes plans in Canada? Google voice? I don't see how this would really impact you financially if they are reimbursing you for the phone use.  Edit: Enough downvotes. I was ligitimately asking for clarification. My phone doesn\u2019t differentiate between long distance or local, and I have unlimited minutes. Sorry if that\u2019s not an option there. I didn\u2019t know that.", "human_ref_B": "I work for same the same company and they\u2019re dreaming if they think I\u2019m using my phone to conduct business.  I will use the soft phone they provided along with Skype or google hangouts to make outbound calls. I\u2019m not using my cell phone (which I paid over $700 for) plus pay for the long distance which they will not cover as an expense!  So we are stuck paying for long distance charges for calling their customers on OUR personal cell phones!  GTF OUTTA HERE!", "labels": 0, "seconds_difference": 68486.0, "score_ratio": -0.1428571429, "metadata_A": "", "metadata_B": ""}
{"post_id": "alpnif", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "Job took away work phones expects us to use personal phones I've been at my job for three years. Technical support. We do after-hours support as well and these calls can range from 3 hours a week to 40 hours a week. Recently my job took away the work-provided phones and is now expecting us to use our personal phones.   They will reimburse us up to a certain amount - however if the calls go over that amount we have to pay the remaining. I don't feel comfortable with that risk of losing money because of my job. What can I do? IS this legal? Any guidance would be great.", "c_root_id_A": "efhzf9m", "c_root_id_B": "efg6o6c", "created_at_utc_A": 1548998332, "created_at_utc_B": 1548950075, "score_A": 1, "score_B": -14, "human_ref_A": "Buy a cheap phone on a cheap plan within the reimbursement amount, and start looking for a new job.", "human_ref_B": "Do they not have unlimited minutes plans in Canada? Google voice? I don't see how this would really impact you financially if they are reimbursing you for the phone use.  Edit: Enough downvotes. I was ligitimately asking for clarification. My phone doesn\u2019t differentiate between long distance or local, and I have unlimited minutes. Sorry if that\u2019s not an option there. I didn\u2019t know that.", "labels": 1, "seconds_difference": 48257.0, "score_ratio": -0.0714285714, "metadata_A": "", "metadata_B": ""}
{"post_id": "w85zcu", "domain": "askhr_test", "upvote_ratio": 0.89, "history": "[NY] Employee doesn\u2019t treat me like I\u2019m the boss bc they were written up for making a racist comment For context, I (25f) am a manager of 5 employees at a bank, there is one person above me in the branch that oversees other branches as well.   My head teller has been with the bank for over 10 years, myself for 6. This company I\u2019m with tends to shuffle around management to different branches so I\u2019ve only been at this branch for almost 2 years. A few months ago, she made a racist comment that resulted in a write up. Up to this point we were on ok terms. She didn\u2019t train our newest employees as well as she normally does out of spite because they ask me questions since they feel more comfortable asking me, I actually help them in a caring way and she treats them like an inconvenience. One of my employees booked an overage and she told told them \u201cask your buddy for help\u201d (meaning me) finding out why they were off. Every time I ask the person above me for help they say they can\u2019t do anything about it because the things she does weren\u2019t technically write up worthy.   I took a vacation day and got a call from one of my tellers saying she said I need to stop acting like I\u2019m above her. It\u2019s not the first time she\u2019s treated me like I\u2019m below her, she likes to pull me into the back room and talk to me like she\u2019s my boss. I\u2019ve been in my position for 4 years, prior to this I was a teller and then a head teller for a year. I\u2019ve mentioned to her before that I am her manager and she needs to respect that and she still continues to treat me like a child.  I want to a have a conversation with her establishing that I am her superior and she needs to respect that but I\u2019m unsure how to word it without sounding like I\u2019m demanding or throwing a tantrum.  Is this something I should get hr involved in? What should I be documenting? Anytime she\u2019s been talked to by someone higher than me she lies and uses the fact she\u2019s been here a long time she wouldn\u2019t compromise her job. Basically says I\u2019m out to get her.", "c_root_id_A": "ihof179", "c_root_id_B": "ihnq77i", "created_at_utc_A": 1658811870, "created_at_utc_B": 1658799354, "score_A": 4, "score_B": 2, "human_ref_A": "What are you going to do? \"HR, tell Marsha to respect me!\"  You're responding to gossip that isn't actionable. Engaging just makes you look like part of the problem.  Either you document enough *legitimate* problems to get her fired or you learn to accept that she'll never respect you and trash talk you behind your back.  Why are you going into rooms to meet with her. \"Marsha, I'm busy right now. If you have an issue we need to discuss let's set a time and I'll put it on my schedule.\"   And, if she claims you are out to get her fired, say, \"Yes. She's disruptive and refuses to train staff. I'd love to see her replaced by someone who is willing to work with the team instead of against them.\"", "human_ref_B": "First: respect is earned for both of you. Second: is she a trainer, or just the defacto trainer due to seniority?  Last I looked, management is a responsible for training in most businesses.", "labels": 1, "seconds_difference": 12516.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "w85zcu", "domain": "askhr_test", "upvote_ratio": 0.89, "history": "[NY] Employee doesn\u2019t treat me like I\u2019m the boss bc they were written up for making a racist comment For context, I (25f) am a manager of 5 employees at a bank, there is one person above me in the branch that oversees other branches as well.   My head teller has been with the bank for over 10 years, myself for 6. This company I\u2019m with tends to shuffle around management to different branches so I\u2019ve only been at this branch for almost 2 years. A few months ago, she made a racist comment that resulted in a write up. Up to this point we were on ok terms. She didn\u2019t train our newest employees as well as she normally does out of spite because they ask me questions since they feel more comfortable asking me, I actually help them in a caring way and she treats them like an inconvenience. One of my employees booked an overage and she told told them \u201cask your buddy for help\u201d (meaning me) finding out why they were off. Every time I ask the person above me for help they say they can\u2019t do anything about it because the things she does weren\u2019t technically write up worthy.   I took a vacation day and got a call from one of my tellers saying she said I need to stop acting like I\u2019m above her. It\u2019s not the first time she\u2019s treated me like I\u2019m below her, she likes to pull me into the back room and talk to me like she\u2019s my boss. I\u2019ve been in my position for 4 years, prior to this I was a teller and then a head teller for a year. I\u2019ve mentioned to her before that I am her manager and she needs to respect that and she still continues to treat me like a child.  I want to a have a conversation with her establishing that I am her superior and she needs to respect that but I\u2019m unsure how to word it without sounding like I\u2019m demanding or throwing a tantrum.  Is this something I should get hr involved in? What should I be documenting? Anytime she\u2019s been talked to by someone higher than me she lies and uses the fact she\u2019s been here a long time she wouldn\u2019t compromise her job. Basically says I\u2019m out to get her.", "c_root_id_A": "ihnq77i", "c_root_id_B": "ihpe6gz", "created_at_utc_A": 1658799354, "created_at_utc_B": 1658837389, "score_A": 2, "score_B": 3, "human_ref_A": "First: respect is earned for both of you. Second: is she a trainer, or just the defacto trainer due to seniority?  Last I looked, management is a responsible for training in most businesses.", "human_ref_B": "How are you even entertaining her 'discussions '  when she pulls you into a back room.  And the way to address the 'ask your buddy ' would have been to immediately ask her, 'did I get that correctly?  You, as new hires Trainor, told Mary to 'ask her buddy for help'... is this something that YOU need retraining on?  If so , I'll retraining you both on this\"  Additionally,  do you think that is appropriate?  If so, please explain how referencing your boss as 'her buddy' is acceptable.   I'll wait\"  By rolling over every time, you are acting like she's your boss.    You're her manager.   Act like it.", "labels": 0, "seconds_difference": 38035.0, "score_ratio": 1.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "w85zcu", "domain": "askhr_test", "upvote_ratio": 0.89, "history": "[NY] Employee doesn\u2019t treat me like I\u2019m the boss bc they were written up for making a racist comment For context, I (25f) am a manager of 5 employees at a bank, there is one person above me in the branch that oversees other branches as well.   My head teller has been with the bank for over 10 years, myself for 6. This company I\u2019m with tends to shuffle around management to different branches so I\u2019ve only been at this branch for almost 2 years. A few months ago, she made a racist comment that resulted in a write up. Up to this point we were on ok terms. She didn\u2019t train our newest employees as well as she normally does out of spite because they ask me questions since they feel more comfortable asking me, I actually help them in a caring way and she treats them like an inconvenience. One of my employees booked an overage and she told told them \u201cask your buddy for help\u201d (meaning me) finding out why they were off. Every time I ask the person above me for help they say they can\u2019t do anything about it because the things she does weren\u2019t technically write up worthy.   I took a vacation day and got a call from one of my tellers saying she said I need to stop acting like I\u2019m above her. It\u2019s not the first time she\u2019s treated me like I\u2019m below her, she likes to pull me into the back room and talk to me like she\u2019s my boss. I\u2019ve been in my position for 4 years, prior to this I was a teller and then a head teller for a year. I\u2019ve mentioned to her before that I am her manager and she needs to respect that and she still continues to treat me like a child.  I want to a have a conversation with her establishing that I am her superior and she needs to respect that but I\u2019m unsure how to word it without sounding like I\u2019m demanding or throwing a tantrum.  Is this something I should get hr involved in? What should I be documenting? Anytime she\u2019s been talked to by someone higher than me she lies and uses the fact she\u2019s been here a long time she wouldn\u2019t compromise her job. Basically says I\u2019m out to get her.", "c_root_id_A": "ihpe6gz", "c_root_id_B": "ihorf3q", "created_at_utc_A": 1658837389, "created_at_utc_B": 1658820679, "score_A": 3, "score_B": 2, "human_ref_A": "How are you even entertaining her 'discussions '  when she pulls you into a back room.  And the way to address the 'ask your buddy ' would have been to immediately ask her, 'did I get that correctly?  You, as new hires Trainor, told Mary to 'ask her buddy for help'... is this something that YOU need retraining on?  If so , I'll retraining you both on this\"  Additionally,  do you think that is appropriate?  If so, please explain how referencing your boss as 'her buddy' is acceptable.   I'll wait\"  By rolling over every time, you are acting like she's your boss.    You're her manager.   Act like it.", "human_ref_B": "u/FRELNCER is on the money, here.  I would also add that, tbh, it sounds like your ability to be this person's manager is being undermined by your organization. If neither you nor your manager has the authority to issue a disciplinary sanction without having it approved by HR, then it looks a lot like they don't trust you to manage without supervision. So obviously your subordinates will act accordingly.  It also sounds like you've had no formal training in management which would equip you with the procedural tools to handle this person's behaviour.  A red flag here is the expectation that people \"respect your authority\". It doesn't sound like you have any authority and you have no right to expect people to respect it, even if you do. There's a reason that this phrase is associated with a dysfunctional 8-year-old on a tricycle.  Authority is granted to you by your organization and, as mentioned, they are being parsimonious at best in such granting. Respect, meanwhile, is earned through how you deal with your team.  Take u/FRELNCER's advice, and maybe you'll earn it.", "labels": 1, "seconds_difference": 16710.0, "score_ratio": 1.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "w85zcu", "domain": "askhr_test", "upvote_ratio": 0.89, "history": "[NY] Employee doesn\u2019t treat me like I\u2019m the boss bc they were written up for making a racist comment For context, I (25f) am a manager of 5 employees at a bank, there is one person above me in the branch that oversees other branches as well.   My head teller has been with the bank for over 10 years, myself for 6. This company I\u2019m with tends to shuffle around management to different branches so I\u2019ve only been at this branch for almost 2 years. A few months ago, she made a racist comment that resulted in a write up. Up to this point we were on ok terms. She didn\u2019t train our newest employees as well as she normally does out of spite because they ask me questions since they feel more comfortable asking me, I actually help them in a caring way and she treats them like an inconvenience. One of my employees booked an overage and she told told them \u201cask your buddy for help\u201d (meaning me) finding out why they were off. Every time I ask the person above me for help they say they can\u2019t do anything about it because the things she does weren\u2019t technically write up worthy.   I took a vacation day and got a call from one of my tellers saying she said I need to stop acting like I\u2019m above her. It\u2019s not the first time she\u2019s treated me like I\u2019m below her, she likes to pull me into the back room and talk to me like she\u2019s my boss. I\u2019ve been in my position for 4 years, prior to this I was a teller and then a head teller for a year. I\u2019ve mentioned to her before that I am her manager and she needs to respect that and she still continues to treat me like a child.  I want to a have a conversation with her establishing that I am her superior and she needs to respect that but I\u2019m unsure how to word it without sounding like I\u2019m demanding or throwing a tantrum.  Is this something I should get hr involved in? What should I be documenting? Anytime she\u2019s been talked to by someone higher than me she lies and uses the fact she\u2019s been here a long time she wouldn\u2019t compromise her job. Basically says I\u2019m out to get her.", "c_root_id_A": "ihotc8o", "c_root_id_B": "ihpe6gz", "created_at_utc_A": 1658822208, "created_at_utc_B": 1658837389, "score_A": 2, "score_B": 3, "human_ref_A": "You can't force her to respect you. And she won't.   I'd say something like \"I am your superior and so you need to act like it\".", "human_ref_B": "How are you even entertaining her 'discussions '  when she pulls you into a back room.  And the way to address the 'ask your buddy ' would have been to immediately ask her, 'did I get that correctly?  You, as new hires Trainor, told Mary to 'ask her buddy for help'... is this something that YOU need retraining on?  If so , I'll retraining you both on this\"  Additionally,  do you think that is appropriate?  If so, please explain how referencing your boss as 'her buddy' is acceptable.   I'll wait\"  By rolling over every time, you are acting like she's your boss.    You're her manager.   Act like it.", "labels": 0, "seconds_difference": 15181.0, "score_ratio": 1.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "znkbv4", "domain": "askhr_test", "upvote_ratio": 0.76, "history": "[NY] Should I give holidays gifts to my coworkers and manager? Hi, i(female) wonder if I should gift my manager(male) and my 2 other coworkers (males) for this holiday season? I\u2019ve been on this job for 7 months so kinda new. I don\u2019t know the gifting culture in the company but there\u2019s no restrictions on gifting colleagues. I\u2019m the only female in my small team and with the lowest position as an entry level. I\u2019m not sure if i should give them any gifts or should i play safe by not gifting at all. I don\u2019t want to be extra and plus i make less than all of them. So i\u2019m not sure. I always think of giving gifts as a gesture of being grateful for they have been nice to me. Thank you.", "c_root_id_A": "j0hgpuv", "c_root_id_B": "j0hjlf0", "created_at_utc_A": 1671213039, "created_at_utc_B": 1671214161, "score_A": 13, "score_B": 21, "human_ref_A": "I use to bake cookies/cakes/etc. for the mail room, reception, my team, etc. and leave in the department because I like to bake.  I never, ever recommend gifting up.", "human_ref_B": "If you are the lowest rung on the ladder, which it sounds like from your post, I wouldn't recommend it. It's usually something when you're in management and you're gifting to your staff that report to you.   It's okay to usually bring in shared stuff, like cookies or peppermint bark, etc. That way you are still showing your generosity and kindness but it's not targeted. That will also show the same sentiments that you're trying to get across!   Giving out gifts to people who don't know you really well and are on the same wave length about it can cause pressure on others to do the same. Or can cause awkwardness that you want to avoid as someone who is new to the team. Some people are absolutely weird about gifts and you want to avoid uncovering that person in the group and fracturing a new fresh professional relationship!", "labels": 0, "seconds_difference": 1122.0, "score_ratio": 1.6153846154, "metadata_A": "", "metadata_B": ""}
{"post_id": "znkbv4", "domain": "askhr_test", "upvote_ratio": 0.76, "history": "[NY] Should I give holidays gifts to my coworkers and manager? Hi, i(female) wonder if I should gift my manager(male) and my 2 other coworkers (males) for this holiday season? I\u2019ve been on this job for 7 months so kinda new. I don\u2019t know the gifting culture in the company but there\u2019s no restrictions on gifting colleagues. I\u2019m the only female in my small team and with the lowest position as an entry level. I\u2019m not sure if i should give them any gifts or should i play safe by not gifting at all. I don\u2019t want to be extra and plus i make less than all of them. So i\u2019m not sure. I always think of giving gifts as a gesture of being grateful for they have been nice to me. Thank you.", "c_root_id_A": "j0irpln", "c_root_id_B": "j0k53gl", "created_at_utc_A": 1671232458, "created_at_utc_B": 1671258988, "score_A": 2, "score_B": 3, "human_ref_A": "It should never be *expected* to gift up (as in a subordinate giving a gift to a superior).  That doesn't mean it's prohibited at all, but no one should be offended when it doesn't happen.  Since you're new, maybe have something small available (candles, holiday cookies, etc.) in a gift bag.  If anyone drops off a gift for you, you can grab one of your bags with an \"oh, I got this for you\".  Another safe option is always home made baked goods - christmas cookies, muffins, chocolate dipped pretzel rods.  It's low cost and isn't the type of gift that someone is going to feel guilty about receiving if they didn't get you something.  You can do that in year 1 until you get a feel for what other people in the office do.", "human_ref_B": "Reminds me of when all my coworkers at an old job tried to pressure me into joining them in paying for some expensive-ish gift for our boss/supervisor/part-owner of the company. Yeah no thanks. That\u2019s not how this is supposed to work.   If you built up a great rapport with someone at your tier, it\u2019s be one thing to get tiny gifts. But otherwise none at all is your best bet. Thankfully now I\u2019m at a large corporation that actually has strict rules limiting possible gift giving. Works for me.", "labels": 0, "seconds_difference": 26530.0, "score_ratio": 1.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "znkbv4", "domain": "askhr_test", "upvote_ratio": 0.76, "history": "[NY] Should I give holidays gifts to my coworkers and manager? Hi, i(female) wonder if I should gift my manager(male) and my 2 other coworkers (males) for this holiday season? I\u2019ve been on this job for 7 months so kinda new. I don\u2019t know the gifting culture in the company but there\u2019s no restrictions on gifting colleagues. I\u2019m the only female in my small team and with the lowest position as an entry level. I\u2019m not sure if i should give them any gifts or should i play safe by not gifting at all. I don\u2019t want to be extra and plus i make less than all of them. So i\u2019m not sure. I always think of giving gifts as a gesture of being grateful for they have been nice to me. Thank you.", "c_root_id_A": "j0jakgg", "c_root_id_B": "j0k53gl", "created_at_utc_A": 1671241483, "created_at_utc_B": 1671258988, "score_A": 2, "score_B": 3, "human_ref_A": "I think if you genuinely want to do it, because it\u2019s who you are - yes.   As long as you don\u2019t feel obligated to. It\u2019s like decorating desks etc. you should be who you are so you can learn if you\u2019re at the right company or not :) that\u2019s like the most important thing I\u2019ve learned on my years of working.   I see someone else here says they don\u2019t care for gifts and being corporate over 20 years and that\u2019s ok. It can mean that they don\u2019t have an important role in the company that matters much on how they interface with peers.   If connections with colleagues are important to you, then do it.", "human_ref_B": "Reminds me of when all my coworkers at an old job tried to pressure me into joining them in paying for some expensive-ish gift for our boss/supervisor/part-owner of the company. Yeah no thanks. That\u2019s not how this is supposed to work.   If you built up a great rapport with someone at your tier, it\u2019s be one thing to get tiny gifts. But otherwise none at all is your best bet. Thankfully now I\u2019m at a large corporation that actually has strict rules limiting possible gift giving. Works for me.", "labels": 0, "seconds_difference": 17505.0, "score_ratio": 1.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "7gwhwx", "domain": "askhr_test", "upvote_ratio": 0.75, "history": "How to deal with jealous co-workers after receiving a promotion? Recently just got promoted to a supervisor position and I am searching for tips on how to deal with jealous co-workers who were interviewed but not promoted.", "c_root_id_A": "dqmu2gj", "c_root_id_B": "dqmn353", "created_at_utc_A": 1512171091, "created_at_utc_B": 1512163550, "score_A": 5, "score_B": 2, "human_ref_A": "Here is a great set of Manager Tools podcast that helped me. This is part 1.  \"This guidance recommends how to manage one of your directs who wanted the job you\u2019re in now, and you may have reason to believe that they will hold it against you.\"  * Episode Download Link (18 MB): http://podcasts.manager-tools.com/manager-tools-2011-04-04.mp3", "human_ref_B": "There are some good answers below, but to me the larger question is: What are you concerned about exactly?  What form are you anticipating this jealousy taking that you need advice handling?", "labels": 1, "seconds_difference": 7541.0, "score_ratio": 2.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "7gwhwx", "domain": "askhr_test", "upvote_ratio": 0.75, "history": "How to deal with jealous co-workers after receiving a promotion? Recently just got promoted to a supervisor position and I am searching for tips on how to deal with jealous co-workers who were interviewed but not promoted.", "c_root_id_A": "dqn10nh", "c_root_id_B": "dqmn353", "created_at_utc_A": 1512179823, "created_at_utc_B": 1512163550, "score_A": 4, "score_B": 2, "human_ref_A": "Don't change anything you don't have to for the first month or two. Lets them aclimate to your management style without upsetting the department balance too much. Worst thing you can do is come in and \"change the world.\"", "human_ref_B": "There are some good answers below, but to me the larger question is: What are you concerned about exactly?  What form are you anticipating this jealousy taking that you need advice handling?", "labels": 1, "seconds_difference": 16273.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "qzvddb", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "[NY] Can employers make you to sign an agreement that entitles them to any income you make outside your job? Even if the outside employment is unrelated to your job & you did not use employer resources or time to generate the income?  I\u2019ve never had an employee contract before outside of a code of conduct & did not know whether this is standard now.", "c_root_id_A": "hloswt2", "c_root_id_B": "hlot28l", "created_at_utc_A": 1637616416, "created_at_utc_B": 1637616476, "score_A": 3, "score_B": 14, "human_ref_A": "It really depends on what you do for them and what you are going to be doing for others.", "human_ref_B": "That's a ballsey new take on the usual prohibitions on moonlighting. There's most likely nothing legally prohibiting your employer from asking you to enter into such an agreement, per se, but how enforceable it would be is another question. It might be deemed void due to lack of consideration, if your employer gives you nothing in return, but courts in NY have found continued employment to be sufficient consideration for other types of contracts such as restrictive covenants, so that might not be an out. Such an agreement might be deemed unconscionable, especially if your employer threatened to fire you if you refused to sign it, but again, that isn't guaranteed and would depend on what the court finds based on all of the facts involved.   Your best bet would be to take the document to a lawyer in your jurisdiction to have it reviewed before signing it, and follow their advice on the matter.", "labels": 0, "seconds_difference": 60.0, "score_ratio": 4.6666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "qzvddb", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "[NY] Can employers make you to sign an agreement that entitles them to any income you make outside your job? Even if the outside employment is unrelated to your job & you did not use employer resources or time to generate the income?  I\u2019ve never had an employee contract before outside of a code of conduct & did not know whether this is standard now.", "c_root_id_A": "hlot28l", "c_root_id_B": "hlorgg9", "created_at_utc_A": 1637616476, "created_at_utc_B": 1637615829, "score_A": 14, "score_B": 2, "human_ref_A": "That's a ballsey new take on the usual prohibitions on moonlighting. There's most likely nothing legally prohibiting your employer from asking you to enter into such an agreement, per se, but how enforceable it would be is another question. It might be deemed void due to lack of consideration, if your employer gives you nothing in return, but courts in NY have found continued employment to be sufficient consideration for other types of contracts such as restrictive covenants, so that might not be an out. Such an agreement might be deemed unconscionable, especially if your employer threatened to fire you if you refused to sign it, but again, that isn't guaranteed and would depend on what the court finds based on all of the facts involved.   Your best bet would be to take the document to a lawyer in your jurisdiction to have it reviewed before signing it, and follow their advice on the matter.", "human_ref_B": "It really depends.  In general, no, unless there is some conflict, competitive issue or intellectual property involved.", "labels": 1, "seconds_difference": 647.0, "score_ratio": 7.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "qzvddb", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "[NY] Can employers make you to sign an agreement that entitles them to any income you make outside your job? Even if the outside employment is unrelated to your job & you did not use employer resources or time to generate the income?  I\u2019ve never had an employee contract before outside of a code of conduct & did not know whether this is standard now.", "c_root_id_A": "hloswt2", "c_root_id_B": "hlorgg9", "created_at_utc_A": 1637616416, "created_at_utc_B": 1637615829, "score_A": 3, "score_B": 2, "human_ref_A": "It really depends on what you do for them and what you are going to be doing for others.", "human_ref_B": "It really depends.  In general, no, unless there is some conflict, competitive issue or intellectual property involved.", "labels": 1, "seconds_difference": 587.0, "score_ratio": 1.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "47qk8f", "domain": "askhr_test", "upvote_ratio": 0.94, "history": "My former company just accidentally sent me every W2 for EVERY employee who worked there in 2015 (SSNs, addresses, DOB, etc. etc.) and aside from deleting it, what do I do? [OREGON] Pretty much says it in the title. I received an email chock-filled with enough personal information on everyone who worked for that company for a criminal to go nuts and commit extensive identity theft on hundreds of employees. I obviously don't plan to do that or use the information in any way (aside from printing my own W2 and deleting the email). I let my former employer know immediately that they had sent the wrong attachment and accidently disseminated a plethora of personal information on all their employees who worked for them in 2015.   However, I feel like there is probably someone I should report this to since it's such an egregious breech and if it was sent to me, it was likely sent to others as well. I feel like the current employees who work there should be notified by someone, or some branch of government should know so they can verify the \"oops\" stopped with me (and sign themselves up with some kind of credit monitoring system or something).  Aside from deleting the email and notifying the HR person (who likely made this mistake with others aside from myself), who do I report this to? I'm concerned the other employees information is out there and feel like they have a right to know, but I really don't want to get involved in any capacity which will make my life more difficult. The company is already sending me strongly worded emails telling me to delete the email (again, which I will and have no problem doing), but before I do, is there someone I should be reporting this to? Surely this violates some laws or regulations?  Thank you in advance.  xposted to legal advice.", "c_root_id_A": "d0fee8n", "c_root_id_B": "d0fxf4f", "created_at_utc_A": 1456540853, "created_at_utc_B": 1456593383, "score_A": -6, "score_B": 2, "human_ref_A": "I would blackmail the company. The shitstorm from a local news skit would be worth a lot of money for them to prevent", "human_ref_B": "I am an HR professional and can not imagine how the HR person is feeling at this point!  This is a horrible error.  Ok...now that I have said that....I say that they will probably try to sweep the error under the rug because it has very serious implications to the company.  If they are following the correct procedure, they MUST alert every employee that a data breach has occurred and exactly what it was and the scope of information erroneously released.  Most organizations that make this type of error also have to supply some sort of security monitoring to every employee.  It could be very costly.    I would seek some sort of legal advice because you dont want to be a scapegoat if, an employee indicates that their personal information was tampered with and the company somehow blames you.  Even if you delete the email, it is my understanding that it can be retrieved. So...shield yourself and go to an attorney to make sure you can not be held accountable for this grave error.  They are already threatening you...so legal advice is needed.", "labels": 0, "seconds_difference": 52530.0, "score_ratio": -0.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "62hdlo", "domain": "askhr_test", "upvote_ratio": 0.9, "history": "Coworker keeps taking WEEKS off and I have to cover for their responsibilities. I want this to end. What are my options? My coworker has been off inconsistently for weeks at a time and because I am familiar with her responsibilities, I have to cover her every time.   This is the 3rd time and within a span of 4 months, she would have been off for 10 weeks total.  My managers will only tell me to \"try my best\" and \"ask us if you need help\" (they will make someone else who is just as busy as me \"help\" me).  I am not okay with covering for her for a 3rd time. I have an important audit coming in 2 weeks and need to focus on that.  And no there is no one else who is as familiar with her responsibilities as I am.  I have 2 options:  1) quit (professionally; I gave them 1 month notice 2 weeks ago but they want to retain me. It is still up for negotiation) 2) discuss what management will do to stop having the pressure be put on me  Please lend your advice.  Thank you", "c_root_id_A": "dfmlmr3", "c_root_id_B": "dfn68nx", "created_at_utc_A": 1490915842, "created_at_utc_B": 1490951512, "score_A": 1, "score_B": 2, "human_ref_A": "How big is your company? How about your department? Have you ever voiced your concerns about taking on this person's work while they are out?   If not, I encourage you to have an open dialogue with them. Explain to them with justification/metrics/data (whatever you want to call it) that you cannot do both roles while this person is out and they need to look at other solutions. Maybe it is a part time person? Maybe they need to backfill them completely to cover these leaves? Maybe there is someone else to train?", "human_ref_B": "Why is your coworker allowed to take so much time off and still have a job?", "labels": 0, "seconds_difference": 35670.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "62hdlo", "domain": "askhr_test", "upvote_ratio": 0.9, "history": "Coworker keeps taking WEEKS off and I have to cover for their responsibilities. I want this to end. What are my options? My coworker has been off inconsistently for weeks at a time and because I am familiar with her responsibilities, I have to cover her every time.   This is the 3rd time and within a span of 4 months, she would have been off for 10 weeks total.  My managers will only tell me to \"try my best\" and \"ask us if you need help\" (they will make someone else who is just as busy as me \"help\" me).  I am not okay with covering for her for a 3rd time. I have an important audit coming in 2 weeks and need to focus on that.  And no there is no one else who is as familiar with her responsibilities as I am.  I have 2 options:  1) quit (professionally; I gave them 1 month notice 2 weeks ago but they want to retain me. It is still up for negotiation) 2) discuss what management will do to stop having the pressure be put on me  Please lend your advice.  Thank you", "c_root_id_A": "dfmv0nq", "c_root_id_B": "dfn68nx", "created_at_utc_A": 1490928125, "created_at_utc_B": 1490951512, "score_A": 1, "score_B": 2, "human_ref_A": "You can certainly quit but if you want to stay and just want it to stop, you gotta talk to your manager.  They're aware that it's a problem, and haven't been able to fix it, so give them some options for a solution.", "human_ref_B": "Why is your coworker allowed to take so much time off and still have a job?", "labels": 0, "seconds_difference": 23387.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "62hdlo", "domain": "askhr_test", "upvote_ratio": 0.9, "history": "Coworker keeps taking WEEKS off and I have to cover for their responsibilities. I want this to end. What are my options? My coworker has been off inconsistently for weeks at a time and because I am familiar with her responsibilities, I have to cover her every time.   This is the 3rd time and within a span of 4 months, she would have been off for 10 weeks total.  My managers will only tell me to \"try my best\" and \"ask us if you need help\" (they will make someone else who is just as busy as me \"help\" me).  I am not okay with covering for her for a 3rd time. I have an important audit coming in 2 weeks and need to focus on that.  And no there is no one else who is as familiar with her responsibilities as I am.  I have 2 options:  1) quit (professionally; I gave them 1 month notice 2 weeks ago but they want to retain me. It is still up for negotiation) 2) discuss what management will do to stop having the pressure be put on me  Please lend your advice.  Thank you", "c_root_id_A": "dfpf0ne", "c_root_id_B": "dfn7p4f", "created_at_utc_A": 1491081613, "created_at_utc_B": 1490955946, "score_A": 1, "score_B": -1, "human_ref_A": "Don't quit without discussing options first.  Setup a meeting or a one-2-one with your manager.  Explain that you have deadlines coming up and that you covering for her is getting in the way of your own work, namely your audit. Explain how you have tried to prioritise your workload in order to compensate and say it is not reasonable for you to do the work of two people and at the same time not be compensated for it/expect to deliver great results.  I don't know what's wrong exactly with your coworker but it sounds like your manager are missing a trick here. Poor employee relations.", "human_ref_B": "I can see that but how far can someone push things. Ten weeks in four months is ridiculous in itself but they're gone again now. I can't imagine. If you are doing all of that persons work you need to be compensated. It's not right for you to be the one stressed out just because you actually show up to work.", "labels": 1, "seconds_difference": 125667.0, "score_ratio": -1.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "zg7fmm", "domain": "askhr_test", "upvote_ratio": 1.0, "history": "[OH] One of my team members is struggling with her sobriety I\u2019m the leader of a small team, and one of my team members is struggling with her sobriety.  The only reason I know is that she accidentally revealed it to me when she forwarded the wrong email to me.  I\u2019ve held this information in confidence and don\u2019t feel it\u2019s appropriate to share.  But she\u2019s been behaving very erratically and my manager keeps commenting on how weird her behavior has been.  And it\u2019s been weird.  She scheduled a skip level with him and then didn\u2019t show up to it.  Her reason later was that her neighbor came over (we are remote workers).  I\u2019m not certain what to do.  Should I tell my manager?", "c_root_id_A": "izfr7me", "c_root_id_B": "izfiimt", "created_at_utc_A": 1670529404, "created_at_utc_B": 1670526001, "score_A": 13, "score_B": 5, "human_ref_A": "These are(for you) completely separate issues. Missing a meeting for any reason(without explanation) and particularly given what you know, her response and recent history is not OK. Would anyone else be allowed the same neighbor excuse. I'd no, address that. The alcohol problems isn't new and you've already addressed it through the prior leave. If there are other options to assist her formally, you could consult with others about these. If not, document and prepare to terminate if necessary", "human_ref_B": "Does your organization an EAP that may be available to her?  Maybe suggest those resources.  She\u2019s going to need professional help if her drinking is affecting her job.", "labels": 1, "seconds_difference": 3403.0, "score_ratio": 2.6, "metadata_A": "", "metadata_B": ""}
{"post_id": "elb5ub", "domain": "askhr_test", "upvote_ratio": 0.93, "history": "[USA, GA] Gave my resignation and my employer is asking if he can pay out remaining salary over a five month period Sorry for the long title as I couldn't figure out how else to word it.   I gave my boss a resignation letter and I asked him about a salary that I did not receive back in September 2019. The company was going through a hard time and he asked if I could help out. I was hoping that he would include it in the next salary but that didn't happen. During the little conversation he and I had, he asked if he could pay out what is owed to me over five months. I told him I'm not sure if I could do that as I need the money. He says give it some thought and get back to him.  Is there such a law that says employer must pay the resigned employee his dues by x number of days? If so, it would make my next conversation with him much easier.", "c_root_id_A": "fdgu5fy", "c_root_id_B": "fdh8d6m", "created_at_utc_A": 1578408394, "created_at_utc_B": 1578417581, "score_A": 30, "score_B": 43, "human_ref_A": "i would cross post to /r/legaladvice and i think you can file a wage complaint.", "human_ref_B": "No, he can\u2019t do that.  He\u2019s required to pay all final wages no later than next regular pay date after your last day of work.", "labels": 0, "seconds_difference": 9187.0, "score_ratio": 1.4333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "elb5ub", "domain": "askhr_test", "upvote_ratio": 0.93, "history": "[USA, GA] Gave my resignation and my employer is asking if he can pay out remaining salary over a five month period Sorry for the long title as I couldn't figure out how else to word it.   I gave my boss a resignation letter and I asked him about a salary that I did not receive back in September 2019. The company was going through a hard time and he asked if I could help out. I was hoping that he would include it in the next salary but that didn't happen. During the little conversation he and I had, he asked if he could pay out what is owed to me over five months. I told him I'm not sure if I could do that as I need the money. He says give it some thought and get back to him.  Is there such a law that says employer must pay the resigned employee his dues by x number of days? If so, it would make my next conversation with him much easier.", "c_root_id_A": "fdglzb9", "c_root_id_B": "fdh8d6m", "created_at_utc_A": 1578401800, "created_at_utc_B": 1578417581, "score_A": 25, "score_B": 43, "human_ref_A": "See the second FAQ here https://dol.georgia.gov/faqs-individuals/individuals-faqs-laws-and-regulations  I had to check cause some states require payment within X days of working but it appears Georgia doesn't have that. So your best bet might be small claims court. Make sure you have your documentation in order!", "human_ref_B": "No, he can\u2019t do that.  He\u2019s required to pay all final wages no later than next regular pay date after your last day of work.", "labels": 0, "seconds_difference": 15781.0, "score_ratio": 1.72, "metadata_A": "", "metadata_B": ""}
{"post_id": "elb5ub", "domain": "askhr_test", "upvote_ratio": 0.93, "history": "[USA, GA] Gave my resignation and my employer is asking if he can pay out remaining salary over a five month period Sorry for the long title as I couldn't figure out how else to word it.   I gave my boss a resignation letter and I asked him about a salary that I did not receive back in September 2019. The company was going through a hard time and he asked if I could help out. I was hoping that he would include it in the next salary but that didn't happen. During the little conversation he and I had, he asked if he could pay out what is owed to me over five months. I told him I'm not sure if I could do that as I need the money. He says give it some thought and get back to him.  Is there such a law that says employer must pay the resigned employee his dues by x number of days? If so, it would make my next conversation with him much easier.", "c_root_id_A": "fdgxkjx", "c_root_id_B": "fdh8d6m", "created_at_utc_A": 1578410798, "created_at_utc_B": 1578417581, "score_A": -4, "score_B": 43, "human_ref_A": "What state are you in?", "human_ref_B": "No, he can\u2019t do that.  He\u2019s required to pay all final wages no later than next regular pay date after your last day of work.", "labels": 0, "seconds_difference": 6783.0, "score_ratio": -10.75, "metadata_A": "", "metadata_B": ""}
{"post_id": "elb5ub", "domain": "askhr_test", "upvote_ratio": 0.93, "history": "[USA, GA] Gave my resignation and my employer is asking if he can pay out remaining salary over a five month period Sorry for the long title as I couldn't figure out how else to word it.   I gave my boss a resignation letter and I asked him about a salary that I did not receive back in September 2019. The company was going through a hard time and he asked if I could help out. I was hoping that he would include it in the next salary but that didn't happen. During the little conversation he and I had, he asked if he could pay out what is owed to me over five months. I told him I'm not sure if I could do that as I need the money. He says give it some thought and get back to him.  Is there such a law that says employer must pay the resigned employee his dues by x number of days? If so, it would make my next conversation with him much easier.", "c_root_id_A": "fdgu5fy", "c_root_id_B": "fdglzb9", "created_at_utc_A": 1578408394, "created_at_utc_B": 1578401800, "score_A": 30, "score_B": 25, "human_ref_A": "i would cross post to /r/legaladvice and i think you can file a wage complaint.", "human_ref_B": "See the second FAQ here https://dol.georgia.gov/faqs-individuals/individuals-faqs-laws-and-regulations  I had to check cause some states require payment within X days of working but it appears Georgia doesn't have that. So your best bet might be small claims court. Make sure you have your documentation in order!", "labels": 1, "seconds_difference": 6594.0, "score_ratio": 1.2, "metadata_A": "", "metadata_B": ""}
{"post_id": "elb5ub", "domain": "askhr_test", "upvote_ratio": 0.93, "history": "[USA, GA] Gave my resignation and my employer is asking if he can pay out remaining salary over a five month period Sorry for the long title as I couldn't figure out how else to word it.   I gave my boss a resignation letter and I asked him about a salary that I did not receive back in September 2019. The company was going through a hard time and he asked if I could help out. I was hoping that he would include it in the next salary but that didn't happen. During the little conversation he and I had, he asked if he could pay out what is owed to me over five months. I told him I'm not sure if I could do that as I need the money. He says give it some thought and get back to him.  Is there such a law that says employer must pay the resigned employee his dues by x number of days? If so, it would make my next conversation with him much easier.", "c_root_id_A": "fdgxkjx", "c_root_id_B": "fdhwuli", "created_at_utc_A": 1578410798, "created_at_utc_B": 1578431599, "score_A": -4, "score_B": 9, "human_ref_A": "What state are you in?", "human_ref_B": "If he's in this shape financially, don't count on having it in 5 months.  Now or never.  Don't fall for any sob stories.  You know he is getting his mortgage paid.", "labels": 0, "seconds_difference": 20801.0, "score_ratio": -2.25, "metadata_A": "", "metadata_B": ""}
{"post_id": "vkniil", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "I am going to receive a job offer, but I may need Chemotherapy. [MA] I should be receiving an offer from a good job that I am excited about. This job offers much better pay than I\u2019m currently getting and an opportunity to develop my skillset. They also offer healthcare. By all accounts the offer will be coming sometime early next week. The recruiter involved is very eager for me to sign and join the company as soon as possible. The company is desperate for this role to be filled it seems.  I also received news a week ago after a CT scan that one of my lymph nodes is suspiciously sized and this could indicate cancer. I had cancer in late 2020, and had the tumor surgically removed. The location of the newly suspicious lymph node is located where the type of cancer I had typically spreads to. The treatment for this if it is cancerous is about 6 weeks of chemotherapy and a month of recovery. The type of chemo is very intense, and it doesn\u2019t look like I will be available to work during that time.   The doctor said that the size of the lymph node is \u201cborderline\u201d suspicious. He wants to wait another 3-4 weeks (2-3 weeks at this point) for a PET scan to monitor if this lymph node will shrink down to a non-suspicious size. The PET scan will also allow him to see the tissues better to help determine malignancy. From what I can tell, it seems more likely than not that it is cancerous. I am not sure about that though.  I have been at my current job for 4 + years and would qualify for paid leave if I were to stay (I am in Massachusetts). I also have healthcare through my employer. I am quite sick of my current job, though it is bearable.  I am not sure how to handle this situation. I am excited about the new job opportunity. In a world where I am not sick, I would take the new job in an instant.  By my thinking, I have two options:  1. Wait for an offer to come in and then disclose to them that I have this pending health issue. I would recommend we wait until my test results to come in before I accept the offer. Then, if cancerous, I would request a possible delayed start or request an option to be hired in the future. I would then be able to take off paid time off at my current job and possibly start the job later. I believe this leaves me with the possibility that I will lose the job opportunity.  2. Not disclose my medical issue and start at the new job. A week or two in, I may have to take 2 \u00bd months off. I would get my foot in the door for the role. I know the company can\u2019t fire me for health reasons, but I\u2019m not sure if there could be any ramifications from this. One possible consequence is that taking the time off may cause resentments with a new employer after making their lives more difficult for those months. Also, I don\u2019t think paid leave would be available through my new employer since I would be brand new.  If anyone has any recommendations or ideas regarding how I can proceed with this issue, let me now. If anyone sees error in my thinking, please let me know as well.  I live in MA, my current company is based in NJ, and the new company is based in MO if that matters.", "c_root_id_A": "idreqns", "c_root_id_B": "idr3y4k", "created_at_utc_A": 1656210899, "created_at_utc_B": 1656205140, "score_A": 11, "score_B": 2, "human_ref_A": "As someone is is undergoing chemotherapy while working a full-time remote job, try to stay at your current company if you can. The chemo will make you very sick and you will need time off from work regularly.", "human_ref_B": "you could be eligible for MAPFML in which you have job protections that are separate from FMLA. i would look into it to see if you qualify.", "labels": 1, "seconds_difference": 5759.0, "score_ratio": 5.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "vkniil", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "I am going to receive a job offer, but I may need Chemotherapy. [MA] I should be receiving an offer from a good job that I am excited about. This job offers much better pay than I\u2019m currently getting and an opportunity to develop my skillset. They also offer healthcare. By all accounts the offer will be coming sometime early next week. The recruiter involved is very eager for me to sign and join the company as soon as possible. The company is desperate for this role to be filled it seems.  I also received news a week ago after a CT scan that one of my lymph nodes is suspiciously sized and this could indicate cancer. I had cancer in late 2020, and had the tumor surgically removed. The location of the newly suspicious lymph node is located where the type of cancer I had typically spreads to. The treatment for this if it is cancerous is about 6 weeks of chemotherapy and a month of recovery. The type of chemo is very intense, and it doesn\u2019t look like I will be available to work during that time.   The doctor said that the size of the lymph node is \u201cborderline\u201d suspicious. He wants to wait another 3-4 weeks (2-3 weeks at this point) for a PET scan to monitor if this lymph node will shrink down to a non-suspicious size. The PET scan will also allow him to see the tissues better to help determine malignancy. From what I can tell, it seems more likely than not that it is cancerous. I am not sure about that though.  I have been at my current job for 4 + years and would qualify for paid leave if I were to stay (I am in Massachusetts). I also have healthcare through my employer. I am quite sick of my current job, though it is bearable.  I am not sure how to handle this situation. I am excited about the new job opportunity. In a world where I am not sick, I would take the new job in an instant.  By my thinking, I have two options:  1. Wait for an offer to come in and then disclose to them that I have this pending health issue. I would recommend we wait until my test results to come in before I accept the offer. Then, if cancerous, I would request a possible delayed start or request an option to be hired in the future. I would then be able to take off paid time off at my current job and possibly start the job later. I believe this leaves me with the possibility that I will lose the job opportunity.  2. Not disclose my medical issue and start at the new job. A week or two in, I may have to take 2 \u00bd months off. I would get my foot in the door for the role. I know the company can\u2019t fire me for health reasons, but I\u2019m not sure if there could be any ramifications from this. One possible consequence is that taking the time off may cause resentments with a new employer after making their lives more difficult for those months. Also, I don\u2019t think paid leave would be available through my new employer since I would be brand new.  If anyone has any recommendations or ideas regarding how I can proceed with this issue, let me now. If anyone sees error in my thinking, please let me know as well.  I live in MA, my current company is based in NJ, and the new company is based in MO if that matters.", "c_root_id_A": "idr3y4k", "c_root_id_B": "idrwqzb", "created_at_utc_A": 1656205140, "created_at_utc_B": 1656221683, "score_A": 2, "score_B": 3, "human_ref_A": "you could be eligible for MAPFML in which you have job protections that are separate from FMLA. i would look into it to see if you qualify.", "human_ref_B": "I like some of the previous suggestions but just want to say that I would Only discuss this with HR, not any of your interviewers/ hiring manager. Also a reminder that you don\u2019t have to go into a lot of details. Discuss what you\u2019re comfortable with and let HR suggest what is reasonable for them to accommodate.", "labels": 0, "seconds_difference": 16543.0, "score_ratio": 1.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "8k029q", "domain": "askhr_test", "upvote_ratio": 0.87, "history": "(US, FL) New employer offers unlimited PTO, but what does this really mean? I'm beginning a new job in a few weeks, and \"unlimited PTO\" was part of the benefits package. This sounds pretty great, but I'm trying to figure out what it really means.   As I'm planning vacation for this year, I want a good idea of how many days I can realistically take off. I'm sure theres a sweet spot here and if I take too many days off itll look bad. Should I just stick to the 2 weeks a year PTO amount? Could I get away with a month? Is this something I would need to discuss with my manager?", "c_root_id_A": "dz3vqq7", "c_root_id_B": "dz3tvre", "created_at_utc_A": 1526520817, "created_at_utc_B": 1526518833, "score_A": 7, "score_B": 6, "human_ref_A": "Unlimited PTO is fantastic but if you get laid off or quit, there\u2019s no accumulated sick/vacation time to cash out.  Which is the point of having unlimited PTO. So use it as you need to but be cognizant of your workload and coworkers.", "human_ref_B": "Ask your co-workers what is normal.  But I would say 2 weeks MINIMUM. My company has 5 weeks and I argued against unlimited because then people are scared to take a lot.", "labels": 1, "seconds_difference": 1984.0, "score_ratio": 1.1666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "8k029q", "domain": "askhr_test", "upvote_ratio": 0.87, "history": "(US, FL) New employer offers unlimited PTO, but what does this really mean? I'm beginning a new job in a few weeks, and \"unlimited PTO\" was part of the benefits package. This sounds pretty great, but I'm trying to figure out what it really means.   As I'm planning vacation for this year, I want a good idea of how many days I can realistically take off. I'm sure theres a sweet spot here and if I take too many days off itll look bad. Should I just stick to the 2 weeks a year PTO amount? Could I get away with a month? Is this something I would need to discuss with my manager?", "c_root_id_A": "dz3vqq7", "c_root_id_B": "dz3tqh5", "created_at_utc_A": 1526520817, "created_at_utc_B": 1526518677, "score_A": 7, "score_B": 6, "human_ref_A": "Unlimited PTO is fantastic but if you get laid off or quit, there\u2019s no accumulated sick/vacation time to cash out.  Which is the point of having unlimited PTO. So use it as you need to but be cognizant of your workload and coworkers.", "human_ref_B": "Ask them", "labels": 1, "seconds_difference": 2140.0, "score_ratio": 1.1666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "8k029q", "domain": "askhr_test", "upvote_ratio": 0.87, "history": "(US, FL) New employer offers unlimited PTO, but what does this really mean? I'm beginning a new job in a few weeks, and \"unlimited PTO\" was part of the benefits package. This sounds pretty great, but I'm trying to figure out what it really means.   As I'm planning vacation for this year, I want a good idea of how many days I can realistically take off. I'm sure theres a sweet spot here and if I take too many days off itll look bad. Should I just stick to the 2 weeks a year PTO amount? Could I get away with a month? Is this something I would need to discuss with my manager?", "c_root_id_A": "dz3vcsb", "c_root_id_B": "dz3vqq7", "created_at_utc_A": 1526520408, "created_at_utc_B": 1526520817, "score_A": 2, "score_B": 7, "human_ref_A": "My employer went to this model for sales employees. I've found it to mean they're saving a ton of money, because sales people don't get paid commission to take time off. Additionally, there will likely be fine print that says, *pending mangers approval. The response will often be, \"You're not at your number, or no PTO until you get to a specific out of reach target.\"  TLDR: Good propaganda, saves employer a ton in guaranteed benefits, and comes with fine print on approval.", "human_ref_B": "Unlimited PTO is fantastic but if you get laid off or quit, there\u2019s no accumulated sick/vacation time to cash out.  Which is the point of having unlimited PTO. So use it as you need to but be cognizant of your workload and coworkers.", "labels": 0, "seconds_difference": 409.0, "score_ratio": 3.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "8k029q", "domain": "askhr_test", "upvote_ratio": 0.87, "history": "(US, FL) New employer offers unlimited PTO, but what does this really mean? I'm beginning a new job in a few weeks, and \"unlimited PTO\" was part of the benefits package. This sounds pretty great, but I'm trying to figure out what it really means.   As I'm planning vacation for this year, I want a good idea of how many days I can realistically take off. I'm sure theres a sweet spot here and if I take too many days off itll look bad. Should I just stick to the 2 weeks a year PTO amount? Could I get away with a month? Is this something I would need to discuss with my manager?", "c_root_id_A": "dz3vcsb", "c_root_id_B": "dz489yc", "created_at_utc_A": 1526520408, "created_at_utc_B": 1526536159, "score_A": 2, "score_B": 6, "human_ref_A": "My employer went to this model for sales employees. I've found it to mean they're saving a ton of money, because sales people don't get paid commission to take time off. Additionally, there will likely be fine print that says, *pending mangers approval. The response will often be, \"You're not at your number, or no PTO until you get to a specific out of reach target.\"  TLDR: Good propaganda, saves employer a ton in guaranteed benefits, and comes with fine print on approval.", "human_ref_B": "My cynical take on it is that it means they will guilt you over every bit of time off, not cover for you on your vacations, judge you for anything over two weeks a year, and not pay you any PTO payout when you leave.", "labels": 0, "seconds_difference": 15751.0, "score_ratio": 3.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "z5bo0f", "domain": "askhr_test", "upvote_ratio": 0.9, "history": "[UK] can a company expect you to be on call all weekend without any compensation, to work evenings and weekends on demand for time back and to quit personal commitments because it leaves you unavailable to do some additional hours, because it\u2019s marketed as a \u2018flexible service\u2019 I\u2019m in Scotland and work for a nationwide charity. I worked in one service which has 9am-3pm core hours and flexibility out with these. No expectation of evening or weekend work. Because of the cost of living crisis I took on a second job that is 6-9pm 2 weeknights and 1 weekend night a week. I let my work know, they supported it. Due to a restructure I was moved to another service where there is the expectation of being available some evenings and weekends where necessary. I was up front about my other job being a non negotiable commitment and they agreed.  We have had a bit of a mass exodus recently and I am currently the only full time staff member that hasn\u2019t handed in their notice or gotten signed off. So the work is piling on and some of my ex colleagues worked with families a lot in the evenings and weekends and my boss has been clear she expects me to take over the exact same schedules. There is no over time or extra pay even if it\u2019s unsociable hours and you are expected to take the time back. You are expected to put weekend and evening plans in your diary if it\u2019s stuff we aren\u2019t willing to cancel otherwise she considers us available and expects us to be on call if necessary with no time back unless we are called in. She has now asked me to quit my other job because it is preventing me from fully meeting the needs and expectations of the service.   I have a meeting with my boss next week and this is what I\u2019d like to raise.  1. I have ADHD and I have to take my medication at the same time every morning. It wears off at a certain time and I \u2018crash\u2019 and so after this time I do not feel like it is appropriate to be doing the high stakes work we do.  2. The medication causes insomnia which is only controlled by routine and trying to maintain low stress levels (lol). If I were to take the meds later in the day to accommodate later working hours into that I simply wouldn\u2019t sleep.  3. I would be putting myself into financial hardship. It\u2019s acknowledged that third sector salaries are not amazing and that we do the job because we like it but that doesn\u2019t pay the bills. If they were willing to pay overtime I\u2019d consider it but they aren\u2019t going to do that. I feel like I\u2019m trying to be flexible by not outright saying no. 4. Work life balance needs to be given respect and even on the evenings and weekends I have no plans it\u2019s not ok to be on call and not get paid or even the time back because you need to be ready to go at any time, you can\u2019t drink, you can\u2019t go out without a car etc. but i do it. I do it even though it\u2019s also a complete invasion of privacy to ask that we put personal matters in our calendar. So I am already giving a lot of my personal time and energy, asking me for more is feeling like they are happy to run me into the ground and like they have no respect or consideration for me beyond what I can do for the service. 5. Lastly, I had this other job long before I was transferred and I was up front about the non negotiable nature of the commitment. They accepted that.  Do these give my refusal to quit any legitimacy or that if they want me to voluntarily lose my income to offer them 24/7 flexibility then they need to be flexibility about what compensation they are prepared to offer. Do I have any recourse to say that I\u2019m not willing to do above a certain number of extra hours on the promise of maybe getting a day off further down the line? I\u2019m aware they can\u2019t force me to do anything but do they have grounds to take action against me based on me not meeting the needs of the service?", "c_root_id_A": "ixwl8if", "c_root_id_B": "ixvv5gm", "created_at_utc_A": 1669504176, "created_at_utc_B": 1669492591, "score_A": 5, "score_B": 2, "human_ref_A": "It\u2019s fairly straightforward. They are asking you to do far more than you previously agreed, because they have lost staff. That isn\u2019t your problem, and your agreement still stands. You cannot survive financially without your second job. You can tell them \u201cThese are my hours. If that is not acceptable to you then I will leave and find another job elsewhere. Then you will have even fewer staff to do the work.\u201d You are in a position of strength here if you stand up for yourself.", "human_ref_B": "When it comes to working on call, the law is fairly complex. But if you can be at home, going about your normal daily life, whilst being on call to work, it is still considered \"rest\" as required in the WTR. If you are called into work it is, of course, working time and payable. In this case, they allow you to take it off the following week's working time, so it all balances out for legal purposes.  In principle, asking people to be available on call for weekend and out of hours like this should be compensated with higher pay. But obviously many employers will try to squeeze out this kind of work without extra pay if they can get away with it.  For OP, the real question is what it says in your statement of terms and conditions (contract), because this requirement might be considered a substantive change that requires your consent.  Points 1 and 2 are about your need for reasonable adjustments under the Equality Act 2010 and you should frame them as such, because that should get their attention that if they mess you about they could be in the hook for a hefty discrimination claim.  Points 3 and 4 are basically not their problem. People have sometimes come to me and asked for a pay rise because they are in some sort of financial difficulty and I've had to gently explain that this isn't how compensation works. We pay people on the basis of the value of their work not the scale of their need. The same thing applies to work-life balance. There is a strategic argument to ensure employees have a good balance, because it makes for happier, more productive employees. But there's no obligation on an employer to care about their employees' personal lives.  Point 5 is about implied terms. You took the job on the understanding that they respected your commitment to your main job. If they want to renege on this, it could be a breach of the implied terms of your contract - especially if you have this in writing from them.  Ultimately, though, you can push back but it sounds to me like the best option would be to resign and find a better job. At the extreme end, if they refuse to engage with your need for reasonable adjustments for your ADHD, you could resign and claim constructive unfair dismissal. That's a big commitment, though, with no guarantee of success.", "labels": 1, "seconds_difference": 11585.0, "score_ratio": 2.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "zqt8ob", "domain": "askhr_test", "upvote_ratio": 1.0, "history": "Job not a Good Fit. Do I have to list it on my resume or disclose in interview? [OK] [OK] I have been at my current job for less than 6 months.  It is not a good fit and I'm actively looking for another job.   Considering that this job hasn't gone as hoped do I have to list them on my resume or bring them up on an interview?   I was at my last employer for years and feel it represents who I am as a potential employee better than my current job.  My current job has not been an ideal, on-brand experience considering many of the challenges faced.", "c_root_id_A": "j10xyqi", "c_root_id_B": "j10txk3", "created_at_utc_A": 1671572040, "created_at_utc_B": 1671570449, "score_A": 7, "score_B": 2, "human_ref_A": "If you feel like doing a halfway truth just tell them it's a contract role that is ending soon. Otherwise I would omit it and if pressed on it mention it in passing.", "human_ref_B": "Most recruiters and hiring managers will not have major issues with someone who was at a job for years, moved and is looking to move again after a short period of time. Sometimes, a job/workplace/employer just doesn't fit and there is generally nothing wrong with that.   It'll come up in the background check anyway, if you receive an offer, so they will eventually find out. And there is also the matter of your LinkedIn profile (assuming you have one). It would be very strange for you to completely omit a job, particularly to your current colleagues.", "labels": 1, "seconds_difference": 1591.0, "score_ratio": 3.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "bsmzhj", "domain": "askhr_test", "upvote_ratio": 0.84, "history": "Can I get in trouble for coming in to work on a holiday in a salaried position I have a ton of work I need to do. Won\u2019t bill them anything. I just want to get stuff done and I\u2019ll get a lot more done when not having to deal with deliverables", "c_root_id_A": "eooh4fv", "c_root_id_B": "eoomnz1", "created_at_utc_A": 1558738401, "created_at_utc_B": 1558742392, "score_A": 6, "score_B": 13, "human_ref_A": "I don\u2019t know where you are but in my experience most bosses wouldn\u2019t mind,  However, I also know that it can be a \u2018red flag\u2019.  In my decades in HR every instance where an employee is found to have been defrauding the company looking back they would come in to work on their holidays.  At the time this was seen as dedication to their job but in retrospect they were obviously trying to ensure that their crimes were not discovered.  Talking with auditors they did confirm that such conduct is cause for them to more carefully examine such employees\u2019 work.  TL;DR Shouldn\u2019t be a problem but might depend on the nature of your work.", "human_ref_B": ">FWIW, I asked my manager and I was told I couldn\u2019t.   since your manager told you not to do so, then you need to NOT do so. Yes, you could get in trouble for doing so.  There is a reason for down time, holidays, vacation etc.  I find coming in early each day helps me get more done prior to anyone asking me questions/giving me deliverables!", "labels": 0, "seconds_difference": 3991.0, "score_ratio": 2.1666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "rlmq9z", "domain": "askhr_test", "upvote_ratio": 0.92, "history": "[California] Is it likely HR will accommodate a split shift / hybrid office-home hours for an exempt salary worker? [CA] Before I ask my boss I thought I would check with HR if they could let me work 5 hours then on my break let me go home and work the balance of my shift from home. Do you see pros and cons with this? They currently want us to come in person but I know some work remotely at least once/week. Any suggestions so I get the green light as it would help not sitting in traffic too.", "c_root_id_A": "hpha8pi", "c_root_id_B": "hphrug3", "created_at_utc_A": 1640124567, "created_at_utc_B": 1640132306, "score_A": 9, "score_B": 12, "human_ref_A": "I would bring up any benefits or potential impact the request could bring to the company, if you can think of any. Would help your case.", "human_ref_B": "I'd suggest that you think through and have a solid case for how this benefits your employer. There's probably tons of reasons you want it, but why should they want it? Will it make you more productive? Will it somehow decrease costs? I think the best approach is to say \"hey, here's the schedule I'd like to work if you'd allow it. I'd like to do it because X and I think you'll benefit because Y.\" You could also propose a trial run for a month, set some specific measures for how to tell if the new setup is successful, and then track your success and share the data back at the end of the month.", "labels": 0, "seconds_difference": 7739.0, "score_ratio": 1.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "rlmq9z", "domain": "askhr_test", "upvote_ratio": 0.92, "history": "[California] Is it likely HR will accommodate a split shift / hybrid office-home hours for an exempt salary worker? [CA] Before I ask my boss I thought I would check with HR if they could let me work 5 hours then on my break let me go home and work the balance of my shift from home. Do you see pros and cons with this? They currently want us to come in person but I know some work remotely at least once/week. Any suggestions so I get the green light as it would help not sitting in traffic too.", "c_root_id_A": "hphrug3", "c_root_id_B": "hphew5a", "created_at_utc_A": 1640132306, "created_at_utc_B": 1640126527, "score_A": 12, "score_B": 4, "human_ref_A": "I'd suggest that you think through and have a solid case for how this benefits your employer. There's probably tons of reasons you want it, but why should they want it? Will it make you more productive? Will it somehow decrease costs? I think the best approach is to say \"hey, here's the schedule I'd like to work if you'd allow it. I'd like to do it because X and I think you'll benefit because Y.\" You could also propose a trial run for a month, set some specific measures for how to tell if the new setup is successful, and then track your success and share the data back at the end of the month.", "human_ref_B": "what are your duties? what interaction do you need with others?  do they allow others to work remotely?  how will you handle the need for equipment/paperwork to go back and forth each day?  Honestly unless this is something already set-up (the split day), unless you have a legally required reasonable accommodation, it's going to depend on their company culture.", "labels": 1, "seconds_difference": 5779.0, "score_ratio": 3.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "rlmq9z", "domain": "askhr_test", "upvote_ratio": 0.92, "history": "[California] Is it likely HR will accommodate a split shift / hybrid office-home hours for an exempt salary worker? [CA] Before I ask my boss I thought I would check with HR if they could let me work 5 hours then on my break let me go home and work the balance of my shift from home. Do you see pros and cons with this? They currently want us to come in person but I know some work remotely at least once/week. Any suggestions so I get the green light as it would help not sitting in traffic too.", "c_root_id_A": "hpgtdx2", "c_root_id_B": "hphrug3", "created_at_utc_A": 1640117733, "created_at_utc_B": 1640132306, "score_A": 2, "score_B": 12, "human_ref_A": "Is this due to a medical condition? Is your employer covered under ADA/AA or FEHA regs?  If this isn\u2019t a medical/accommodation request, this would be something to request/discuss with your direct manager, not HR. If it is medically related, be prepared to substantiate with doctor\u2019s notes/medical records how a split schedule will allow to perform the essential functions of your role (that you can\u2019t currently do because of said medical condition).", "human_ref_B": "I'd suggest that you think through and have a solid case for how this benefits your employer. There's probably tons of reasons you want it, but why should they want it? Will it make you more productive? Will it somehow decrease costs? I think the best approach is to say \"hey, here's the schedule I'd like to work if you'd allow it. I'd like to do it because X and I think you'll benefit because Y.\" You could also propose a trial run for a month, set some specific measures for how to tell if the new setup is successful, and then track your success and share the data back at the end of the month.", "labels": 0, "seconds_difference": 14573.0, "score_ratio": 6.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "rlmq9z", "domain": "askhr_test", "upvote_ratio": 0.92, "history": "[California] Is it likely HR will accommodate a split shift / hybrid office-home hours for an exempt salary worker? [CA] Before I ask my boss I thought I would check with HR if they could let me work 5 hours then on my break let me go home and work the balance of my shift from home. Do you see pros and cons with this? They currently want us to come in person but I know some work remotely at least once/week. Any suggestions so I get the green light as it would help not sitting in traffic too.", "c_root_id_A": "hpha8pi", "c_root_id_B": "hpgtdx2", "created_at_utc_A": 1640124567, "created_at_utc_B": 1640117733, "score_A": 9, "score_B": 2, "human_ref_A": "I would bring up any benefits or potential impact the request could bring to the company, if you can think of any. Would help your case.", "human_ref_B": "Is this due to a medical condition? Is your employer covered under ADA/AA or FEHA regs?  If this isn\u2019t a medical/accommodation request, this would be something to request/discuss with your direct manager, not HR. If it is medically related, be prepared to substantiate with doctor\u2019s notes/medical records how a split schedule will allow to perform the essential functions of your role (that you can\u2019t currently do because of said medical condition).", "labels": 1, "seconds_difference": 6834.0, "score_ratio": 4.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "rlmq9z", "domain": "askhr_test", "upvote_ratio": 0.92, "history": "[California] Is it likely HR will accommodate a split shift / hybrid office-home hours for an exempt salary worker? [CA] Before I ask my boss I thought I would check with HR if they could let me work 5 hours then on my break let me go home and work the balance of my shift from home. Do you see pros and cons with this? They currently want us to come in person but I know some work remotely at least once/week. Any suggestions so I get the green light as it would help not sitting in traffic too.", "c_root_id_A": "hphvhiw", "c_root_id_B": "hphew5a", "created_at_utc_A": 1640133943, "created_at_utc_B": 1640126527, "score_A": 6, "score_B": 4, "human_ref_A": "It really depends on so many factors. Definitely have the conversation, anticipating the obstacles or concerns they may have, and have talking points prepared for those concerns.  I.E. if you have to actually touch hardware/materials, or what precedent may be set for the department/org., how will customer interaction\u2019s be dealt with, etc etc.  I have always (pre-pandemic) allowed this, with written expectations the employee must abide by and with a mutual understanding that if the performance isn\u2019t there, the accommodation won\u2019t be either.   Full disclosure, 9/10 times people gain productivity, but there is always that one person who will abuse the agreement.", "human_ref_B": "what are your duties? what interaction do you need with others?  do they allow others to work remotely?  how will you handle the need for equipment/paperwork to go back and forth each day?  Honestly unless this is something already set-up (the split day), unless you have a legally required reasonable accommodation, it's going to depend on their company culture.", "labels": 1, "seconds_difference": 7416.0, "score_ratio": 1.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "rlmq9z", "domain": "askhr_test", "upvote_ratio": 0.92, "history": "[California] Is it likely HR will accommodate a split shift / hybrid office-home hours for an exempt salary worker? [CA] Before I ask my boss I thought I would check with HR if they could let me work 5 hours then on my break let me go home and work the balance of my shift from home. Do you see pros and cons with this? They currently want us to come in person but I know some work remotely at least once/week. Any suggestions so I get the green light as it would help not sitting in traffic too.", "c_root_id_A": "hphvhiw", "c_root_id_B": "hpgtdx2", "created_at_utc_A": 1640133943, "created_at_utc_B": 1640117733, "score_A": 6, "score_B": 2, "human_ref_A": "It really depends on so many factors. Definitely have the conversation, anticipating the obstacles or concerns they may have, and have talking points prepared for those concerns.  I.E. if you have to actually touch hardware/materials, or what precedent may be set for the department/org., how will customer interaction\u2019s be dealt with, etc etc.  I have always (pre-pandemic) allowed this, with written expectations the employee must abide by and with a mutual understanding that if the performance isn\u2019t there, the accommodation won\u2019t be either.   Full disclosure, 9/10 times people gain productivity, but there is always that one person who will abuse the agreement.", "human_ref_B": "Is this due to a medical condition? Is your employer covered under ADA/AA or FEHA regs?  If this isn\u2019t a medical/accommodation request, this would be something to request/discuss with your direct manager, not HR. If it is medically related, be prepared to substantiate with doctor\u2019s notes/medical records how a split schedule will allow to perform the essential functions of your role (that you can\u2019t currently do because of said medical condition).", "labels": 1, "seconds_difference": 16210.0, "score_ratio": 3.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "rlmq9z", "domain": "askhr_test", "upvote_ratio": 0.92, "history": "[California] Is it likely HR will accommodate a split shift / hybrid office-home hours for an exempt salary worker? [CA] Before I ask my boss I thought I would check with HR if they could let me work 5 hours then on my break let me go home and work the balance of my shift from home. Do you see pros and cons with this? They currently want us to come in person but I know some work remotely at least once/week. Any suggestions so I get the green light as it would help not sitting in traffic too.", "c_root_id_A": "hpgtdx2", "c_root_id_B": "hphew5a", "created_at_utc_A": 1640117733, "created_at_utc_B": 1640126527, "score_A": 2, "score_B": 4, "human_ref_A": "Is this due to a medical condition? Is your employer covered under ADA/AA or FEHA regs?  If this isn\u2019t a medical/accommodation request, this would be something to request/discuss with your direct manager, not HR. If it is medically related, be prepared to substantiate with doctor\u2019s notes/medical records how a split schedule will allow to perform the essential functions of your role (that you can\u2019t currently do because of said medical condition).", "human_ref_B": "what are your duties? what interaction do you need with others?  do they allow others to work remotely?  how will you handle the need for equipment/paperwork to go back and forth each day?  Honestly unless this is something already set-up (the split day), unless you have a legally required reasonable accommodation, it's going to depend on their company culture.", "labels": 0, "seconds_difference": 8794.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "rlmq9z", "domain": "askhr_test", "upvote_ratio": 0.92, "history": "[California] Is it likely HR will accommodate a split shift / hybrid office-home hours for an exempt salary worker? [CA] Before I ask my boss I thought I would check with HR if they could let me work 5 hours then on my break let me go home and work the balance of my shift from home. Do you see pros and cons with this? They currently want us to come in person but I know some work remotely at least once/week. Any suggestions so I get the green light as it would help not sitting in traffic too.", "c_root_id_A": "hpiio6i", "c_root_id_B": "hpi3zns", "created_at_utc_A": 1640144552, "created_at_utc_B": 1640137819, "score_A": 4, "score_B": 3, "human_ref_A": "It doesn\u2019t hurt to ask, but the answer ultimately depends on your company culture, the nature of your role, and your boss\u2019s preferences. My boss doesn\u2019t care what time I get to work or what time I leave, because he knows I\u2019m never going to end my work day without completing crucial tasks. Even if that means working until 10:00 p.m.   Also \u2014 my direct office line forwards to my work cell 24/7, so I\u2019m easy to get ahold of and nobody has to remember which number to call based on time of day.", "human_ref_B": "If it\u2019s a great employer than sure. Do you have an actual reason other than convenience? Are you able to work a different shift like 5am-2pm or something?", "labels": 1, "seconds_difference": 6733.0, "score_ratio": 1.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "rlmq9z", "domain": "askhr_test", "upvote_ratio": 0.92, "history": "[California] Is it likely HR will accommodate a split shift / hybrid office-home hours for an exempt salary worker? [CA] Before I ask my boss I thought I would check with HR if they could let me work 5 hours then on my break let me go home and work the balance of my shift from home. Do you see pros and cons with this? They currently want us to come in person but I know some work remotely at least once/week. Any suggestions so I get the green light as it would help not sitting in traffic too.", "c_root_id_A": "hpiio6i", "c_root_id_B": "hpgtdx2", "created_at_utc_A": 1640144552, "created_at_utc_B": 1640117733, "score_A": 4, "score_B": 2, "human_ref_A": "It doesn\u2019t hurt to ask, but the answer ultimately depends on your company culture, the nature of your role, and your boss\u2019s preferences. My boss doesn\u2019t care what time I get to work or what time I leave, because he knows I\u2019m never going to end my work day without completing crucial tasks. Even if that means working until 10:00 p.m.   Also \u2014 my direct office line forwards to my work cell 24/7, so I\u2019m easy to get ahold of and nobody has to remember which number to call based on time of day.", "human_ref_B": "Is this due to a medical condition? Is your employer covered under ADA/AA or FEHA regs?  If this isn\u2019t a medical/accommodation request, this would be something to request/discuss with your direct manager, not HR. If it is medically related, be prepared to substantiate with doctor\u2019s notes/medical records how a split schedule will allow to perform the essential functions of your role (that you can\u2019t currently do because of said medical condition).", "labels": 1, "seconds_difference": 26819.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "rlmq9z", "domain": "askhr_test", "upvote_ratio": 0.92, "history": "[California] Is it likely HR will accommodate a split shift / hybrid office-home hours for an exempt salary worker? [CA] Before I ask my boss I thought I would check with HR if they could let me work 5 hours then on my break let me go home and work the balance of my shift from home. Do you see pros and cons with this? They currently want us to come in person but I know some work remotely at least once/week. Any suggestions so I get the green light as it would help not sitting in traffic too.", "c_root_id_A": "hpi3zns", "c_root_id_B": "hpgtdx2", "created_at_utc_A": 1640137819, "created_at_utc_B": 1640117733, "score_A": 3, "score_B": 2, "human_ref_A": "If it\u2019s a great employer than sure. Do you have an actual reason other than convenience? Are you able to work a different shift like 5am-2pm or something?", "human_ref_B": "Is this due to a medical condition? Is your employer covered under ADA/AA or FEHA regs?  If this isn\u2019t a medical/accommodation request, this would be something to request/discuss with your direct manager, not HR. If it is medically related, be prepared to substantiate with doctor\u2019s notes/medical records how a split schedule will allow to perform the essential functions of your role (that you can\u2019t currently do because of said medical condition).", "labels": 1, "seconds_difference": 20086.0, "score_ratio": 1.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "z1y8m9", "domain": "askhr_test", "upvote_ratio": 0.67, "history": "[NY] Can I demand to be transferred to a different location? So I work at a pharmacy and we have quite a few locations around. I asked a few months ago to transfer to a location that was closer to home and wasn\u2019t so busy. My boss refused to even entertain the idea and I have been suffering at this current location. After I asked, I have been stuck only doing pickup and never being able to learn anything new and that\u2019s a big deal breaker for me in my career goals. I\u2019m a registered technician - I shouldn\u2019t be a fancy cashier, I hoped to by this point be learning how to do immunizations. I\u2019m frustrated and asked them if I could switch and they told me no because they need more people so they have to keep me. They have hired at least 4 people since then and I have trained a few and I watch as they move up and learn new things and they keep me stuck in drive thru. I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again. I don\u2019t want to work for these people anymore.   Can I demand to be switched to this different location?", "c_root_id_A": "ixdj523", "c_root_id_B": "ixdjmfd", "created_at_utc_A": 1669136868, "created_at_utc_B": 1669137059, "score_A": 8, "score_B": 56, "human_ref_A": "Check your employer's transfer policies or union agreement if applicable. You can certainly ask for a transfer, but job dissatisfaction is unlikely to be a persuasive argument. On another note, I have friends who work in retail pharmacies who say it's very stressful work, so I hope things get easier. Best of luck!", "human_ref_B": "ummm...no.....  \"demand\" isn't happening.  You can't even seem to influence them to not keep you \"stuck in the drive thru\" as a \"fancy cashier\".  As a mom, here's the advice I would give. Keep working hard but watch the \" I deserve \" or \"I demand\".  It is very negative and won't get you moving anywhere.    Attitude and demeanor can get you much further than it has.", "labels": 0, "seconds_difference": 191.0, "score_ratio": 7.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "z1y8m9", "domain": "askhr_test", "upvote_ratio": 0.67, "history": "[NY] Can I demand to be transferred to a different location? So I work at a pharmacy and we have quite a few locations around. I asked a few months ago to transfer to a location that was closer to home and wasn\u2019t so busy. My boss refused to even entertain the idea and I have been suffering at this current location. After I asked, I have been stuck only doing pickup and never being able to learn anything new and that\u2019s a big deal breaker for me in my career goals. I\u2019m a registered technician - I shouldn\u2019t be a fancy cashier, I hoped to by this point be learning how to do immunizations. I\u2019m frustrated and asked them if I could switch and they told me no because they need more people so they have to keep me. They have hired at least 4 people since then and I have trained a few and I watch as they move up and learn new things and they keep me stuck in drive thru. I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again. I don\u2019t want to work for these people anymore.   Can I demand to be switched to this different location?", "c_root_id_A": "ixdjmfd", "c_root_id_B": "ixdhszd", "created_at_utc_A": 1669137059, "created_at_utc_B": 1669136339, "score_A": 56, "score_B": 3, "human_ref_A": "ummm...no.....  \"demand\" isn't happening.  You can't even seem to influence them to not keep you \"stuck in the drive thru\" as a \"fancy cashier\".  As a mom, here's the advice I would give. Keep working hard but watch the \" I deserve \" or \"I demand\".  It is very negative and won't get you moving anywhere.    Attitude and demeanor can get you much further than it has.", "human_ref_B": "How long have you been employed by this pharmacy?", "labels": 1, "seconds_difference": 720.0, "score_ratio": 18.6666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "z1y8m9", "domain": "askhr_test", "upvote_ratio": 0.67, "history": "[NY] Can I demand to be transferred to a different location? So I work at a pharmacy and we have quite a few locations around. I asked a few months ago to transfer to a location that was closer to home and wasn\u2019t so busy. My boss refused to even entertain the idea and I have been suffering at this current location. After I asked, I have been stuck only doing pickup and never being able to learn anything new and that\u2019s a big deal breaker for me in my career goals. I\u2019m a registered technician - I shouldn\u2019t be a fancy cashier, I hoped to by this point be learning how to do immunizations. I\u2019m frustrated and asked them if I could switch and they told me no because they need more people so they have to keep me. They have hired at least 4 people since then and I have trained a few and I watch as they move up and learn new things and they keep me stuck in drive thru. I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again. I don\u2019t want to work for these people anymore.   Can I demand to be switched to this different location?", "c_root_id_A": "ixdj523", "c_root_id_B": "ixdjmue", "created_at_utc_A": 1669136868, "created_at_utc_B": 1669137064, "score_A": 8, "score_B": 50, "human_ref_A": "Check your employer's transfer policies or union agreement if applicable. You can certainly ask for a transfer, but job dissatisfaction is unlikely to be a persuasive argument. On another note, I have friends who work in retail pharmacies who say it's very stressful work, so I hope things get easier. Best of luck!", "human_ref_B": "You can make any demands your like.  Your employer can demand you leave and never return.  Which of the two do you think will stick?", "labels": 0, "seconds_difference": 196.0, "score_ratio": 6.25, "metadata_A": "", "metadata_B": ""}
{"post_id": "z1y8m9", "domain": "askhr_test", "upvote_ratio": 0.67, "history": "[NY] Can I demand to be transferred to a different location? So I work at a pharmacy and we have quite a few locations around. I asked a few months ago to transfer to a location that was closer to home and wasn\u2019t so busy. My boss refused to even entertain the idea and I have been suffering at this current location. After I asked, I have been stuck only doing pickup and never being able to learn anything new and that\u2019s a big deal breaker for me in my career goals. I\u2019m a registered technician - I shouldn\u2019t be a fancy cashier, I hoped to by this point be learning how to do immunizations. I\u2019m frustrated and asked them if I could switch and they told me no because they need more people so they have to keep me. They have hired at least 4 people since then and I have trained a few and I watch as they move up and learn new things and they keep me stuck in drive thru. I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again. I don\u2019t want to work for these people anymore.   Can I demand to be switched to this different location?", "c_root_id_A": "ixdhszd", "c_root_id_B": "ixdjmue", "created_at_utc_A": 1669136339, "created_at_utc_B": 1669137064, "score_A": 3, "score_B": 50, "human_ref_A": "How long have you been employed by this pharmacy?", "human_ref_B": "You can make any demands your like.  Your employer can demand you leave and never return.  Which of the two do you think will stick?", "labels": 0, "seconds_difference": 725.0, "score_ratio": 16.6666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "z1y8m9", "domain": "askhr_test", "upvote_ratio": 0.67, "history": "[NY] Can I demand to be transferred to a different location? So I work at a pharmacy and we have quite a few locations around. I asked a few months ago to transfer to a location that was closer to home and wasn\u2019t so busy. My boss refused to even entertain the idea and I have been suffering at this current location. After I asked, I have been stuck only doing pickup and never being able to learn anything new and that\u2019s a big deal breaker for me in my career goals. I\u2019m a registered technician - I shouldn\u2019t be a fancy cashier, I hoped to by this point be learning how to do immunizations. I\u2019m frustrated and asked them if I could switch and they told me no because they need more people so they have to keep me. They have hired at least 4 people since then and I have trained a few and I watch as they move up and learn new things and they keep me stuck in drive thru. I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again. I don\u2019t want to work for these people anymore.   Can I demand to be switched to this different location?", "c_root_id_A": "ixdknlw", "c_root_id_B": "ixdm2ec", "created_at_utc_A": 1669137455, "created_at_utc_B": 1669138008, "score_A": 20, "score_B": 31, "human_ref_A": "Is this a serious question?  They hired you to do the job they need you to do, not to do the job you want to do.  Maybe look at other pharmacys closer to home?", "human_ref_B": "No, you work for them, not the other way around.   What you could do is find a new employer altogether if you're unhappy.", "labels": 0, "seconds_difference": 553.0, "score_ratio": 1.55, "metadata_A": "", "metadata_B": ""}
{"post_id": "z1y8m9", "domain": "askhr_test", "upvote_ratio": 0.67, "history": "[NY] Can I demand to be transferred to a different location? So I work at a pharmacy and we have quite a few locations around. I asked a few months ago to transfer to a location that was closer to home and wasn\u2019t so busy. My boss refused to even entertain the idea and I have been suffering at this current location. After I asked, I have been stuck only doing pickup and never being able to learn anything new and that\u2019s a big deal breaker for me in my career goals. I\u2019m a registered technician - I shouldn\u2019t be a fancy cashier, I hoped to by this point be learning how to do immunizations. I\u2019m frustrated and asked them if I could switch and they told me no because they need more people so they have to keep me. They have hired at least 4 people since then and I have trained a few and I watch as they move up and learn new things and they keep me stuck in drive thru. I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again. I don\u2019t want to work for these people anymore.   Can I demand to be switched to this different location?", "c_root_id_A": "ixdm2ec", "c_root_id_B": "ixdj523", "created_at_utc_A": 1669138008, "created_at_utc_B": 1669136868, "score_A": 31, "score_B": 8, "human_ref_A": "No, you work for them, not the other way around.   What you could do is find a new employer altogether if you're unhappy.", "human_ref_B": "Check your employer's transfer policies or union agreement if applicable. You can certainly ask for a transfer, but job dissatisfaction is unlikely to be a persuasive argument. On another note, I have friends who work in retail pharmacies who say it's very stressful work, so I hope things get easier. Best of luck!", "labels": 1, "seconds_difference": 1140.0, "score_ratio": 3.875, "metadata_A": "", "metadata_B": ""}
{"post_id": "z1y8m9", "domain": "askhr_test", "upvote_ratio": 0.67, "history": "[NY] Can I demand to be transferred to a different location? So I work at a pharmacy and we have quite a few locations around. I asked a few months ago to transfer to a location that was closer to home and wasn\u2019t so busy. My boss refused to even entertain the idea and I have been suffering at this current location. After I asked, I have been stuck only doing pickup and never being able to learn anything new and that\u2019s a big deal breaker for me in my career goals. I\u2019m a registered technician - I shouldn\u2019t be a fancy cashier, I hoped to by this point be learning how to do immunizations. I\u2019m frustrated and asked them if I could switch and they told me no because they need more people so they have to keep me. They have hired at least 4 people since then and I have trained a few and I watch as they move up and learn new things and they keep me stuck in drive thru. I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again. I don\u2019t want to work for these people anymore.   Can I demand to be switched to this different location?", "c_root_id_A": "ixdhszd", "c_root_id_B": "ixdm2ec", "created_at_utc_A": 1669136339, "created_at_utc_B": 1669138008, "score_A": 3, "score_B": 31, "human_ref_A": "How long have you been employed by this pharmacy?", "human_ref_B": "No, you work for them, not the other way around.   What you could do is find a new employer altogether if you're unhappy.", "labels": 0, "seconds_difference": 1669.0, "score_ratio": 10.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "z1y8m9", "domain": "askhr_test", "upvote_ratio": 0.67, "history": "[NY] Can I demand to be transferred to a different location? So I work at a pharmacy and we have quite a few locations around. I asked a few months ago to transfer to a location that was closer to home and wasn\u2019t so busy. My boss refused to even entertain the idea and I have been suffering at this current location. After I asked, I have been stuck only doing pickup and never being able to learn anything new and that\u2019s a big deal breaker for me in my career goals. I\u2019m a registered technician - I shouldn\u2019t be a fancy cashier, I hoped to by this point be learning how to do immunizations. I\u2019m frustrated and asked them if I could switch and they told me no because they need more people so they have to keep me. They have hired at least 4 people since then and I have trained a few and I watch as they move up and learn new things and they keep me stuck in drive thru. I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again. I don\u2019t want to work for these people anymore.   Can I demand to be switched to this different location?", "c_root_id_A": "ixdknlw", "c_root_id_B": "ixe9csq", "created_at_utc_A": 1669137455, "created_at_utc_B": 1669147084, "score_A": 20, "score_B": 29, "human_ref_A": "Is this a serious question?  They hired you to do the job they need you to do, not to do the job you want to do.  Maybe look at other pharmacys closer to home?", "human_ref_B": "You mentioned that you've trained new hires and have seen them move up before you so it's probably time to look at your performance and/or ask your supervisor for some constructive  criticism? Perhaps there's something specific you have control over that might explain why you're not getting promoted. Good luck!", "labels": 0, "seconds_difference": 9629.0, "score_ratio": 1.45, "metadata_A": "", "metadata_B": ""}
{"post_id": "z1y8m9", "domain": "askhr_test", "upvote_ratio": 0.67, "history": "[NY] Can I demand to be transferred to a different location? So I work at a pharmacy and we have quite a few locations around. I asked a few months ago to transfer to a location that was closer to home and wasn\u2019t so busy. My boss refused to even entertain the idea and I have been suffering at this current location. After I asked, I have been stuck only doing pickup and never being able to learn anything new and that\u2019s a big deal breaker for me in my career goals. I\u2019m a registered technician - I shouldn\u2019t be a fancy cashier, I hoped to by this point be learning how to do immunizations. I\u2019m frustrated and asked them if I could switch and they told me no because they need more people so they have to keep me. They have hired at least 4 people since then and I have trained a few and I watch as they move up and learn new things and they keep me stuck in drive thru. I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again. I don\u2019t want to work for these people anymore.   Can I demand to be switched to this different location?", "c_root_id_A": "ixdzfox", "c_root_id_B": "ixe9csq", "created_at_utc_A": 1669143175, "created_at_utc_B": 1669147084, "score_A": 19, "score_B": 29, "human_ref_A": "Simply apply to the location you want to work at. No permission necessary", "human_ref_B": "You mentioned that you've trained new hires and have seen them move up before you so it's probably time to look at your performance and/or ask your supervisor for some constructive  criticism? Perhaps there's something specific you have control over that might explain why you're not getting promoted. Good luck!", "labels": 0, "seconds_difference": 3909.0, "score_ratio": 1.5263157895, "metadata_A": "", "metadata_B": ""}
{"post_id": "z1y8m9", "domain": "askhr_test", "upvote_ratio": 0.67, "history": "[NY] Can I demand to be transferred to a different location? So I work at a pharmacy and we have quite a few locations around. I asked a few months ago to transfer to a location that was closer to home and wasn\u2019t so busy. My boss refused to even entertain the idea and I have been suffering at this current location. After I asked, I have been stuck only doing pickup and never being able to learn anything new and that\u2019s a big deal breaker for me in my career goals. I\u2019m a registered technician - I shouldn\u2019t be a fancy cashier, I hoped to by this point be learning how to do immunizations. I\u2019m frustrated and asked them if I could switch and they told me no because they need more people so they have to keep me. They have hired at least 4 people since then and I have trained a few and I watch as they move up and learn new things and they keep me stuck in drive thru. I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again. I don\u2019t want to work for these people anymore.   Can I demand to be switched to this different location?", "c_root_id_A": "ixdqc04", "c_root_id_B": "ixe9csq", "created_at_utc_A": 1669139658, "created_at_utc_B": 1669147084, "score_A": 15, "score_B": 29, "human_ref_A": "Ultimately the business will deploy its resources where it needs them. The business needs someone at that location in the drive-thru. These are business decisions made to fit business needs.   Does it suck for you? Yeah. Is it helping you (and perhaps others) develop or feel appreciated? No. Will this have repercussions for the business in the longer term (eg turnover, engagement, etc)? Probably.   Unfortunately none of that really makes a difference for your situation. As some others have pointed out, have a look at your company policies around transfers. My gut tells me there isn\u2019t much you will be able to do except make a request. Transfers are typically managed by the business and will be out-of-scope for HR. If you\u2019re in a union environment, check with your union.   You asked, somewhere in this thread, what your rights were. You have the right to work the job the company has provided.  You also have the right to quit. Unless you are part of a union, that\u2019s really about it. For better or worse, your leverage here is small.   I want to be clear, I\u2019m not defending or supporting the business here, this is just what your options are.", "human_ref_B": "You mentioned that you've trained new hires and have seen them move up before you so it's probably time to look at your performance and/or ask your supervisor for some constructive  criticism? Perhaps there's something specific you have control over that might explain why you're not getting promoted. Good luck!", "labels": 0, "seconds_difference": 7426.0, "score_ratio": 1.9333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "z1y8m9", "domain": "askhr_test", "upvote_ratio": 0.67, "history": "[NY] Can I demand to be transferred to a different location? So I work at a pharmacy and we have quite a few locations around. I asked a few months ago to transfer to a location that was closer to home and wasn\u2019t so busy. My boss refused to even entertain the idea and I have been suffering at this current location. After I asked, I have been stuck only doing pickup and never being able to learn anything new and that\u2019s a big deal breaker for me in my career goals. I\u2019m a registered technician - I shouldn\u2019t be a fancy cashier, I hoped to by this point be learning how to do immunizations. I\u2019m frustrated and asked them if I could switch and they told me no because they need more people so they have to keep me. They have hired at least 4 people since then and I have trained a few and I watch as they move up and learn new things and they keep me stuck in drive thru. I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again. I don\u2019t want to work for these people anymore.   Can I demand to be switched to this different location?", "c_root_id_A": "ixe9csq", "c_root_id_B": "ixdj523", "created_at_utc_A": 1669147084, "created_at_utc_B": 1669136868, "score_A": 29, "score_B": 8, "human_ref_A": "You mentioned that you've trained new hires and have seen them move up before you so it's probably time to look at your performance and/or ask your supervisor for some constructive  criticism? Perhaps there's something specific you have control over that might explain why you're not getting promoted. Good luck!", "human_ref_B": "Check your employer's transfer policies or union agreement if applicable. You can certainly ask for a transfer, but job dissatisfaction is unlikely to be a persuasive argument. On another note, I have friends who work in retail pharmacies who say it's very stressful work, so I hope things get easier. Best of luck!", "labels": 1, "seconds_difference": 10216.0, "score_ratio": 3.625, "metadata_A": "", "metadata_B": ""}
{"post_id": "z1y8m9", "domain": "askhr_test", "upvote_ratio": 0.67, "history": "[NY] Can I demand to be transferred to a different location? So I work at a pharmacy and we have quite a few locations around. I asked a few months ago to transfer to a location that was closer to home and wasn\u2019t so busy. My boss refused to even entertain the idea and I have been suffering at this current location. After I asked, I have been stuck only doing pickup and never being able to learn anything new and that\u2019s a big deal breaker for me in my career goals. I\u2019m a registered technician - I shouldn\u2019t be a fancy cashier, I hoped to by this point be learning how to do immunizations. I\u2019m frustrated and asked them if I could switch and they told me no because they need more people so they have to keep me. They have hired at least 4 people since then and I have trained a few and I watch as they move up and learn new things and they keep me stuck in drive thru. I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again. I don\u2019t want to work for these people anymore.   Can I demand to be switched to this different location?", "c_root_id_A": "ixe9csq", "c_root_id_B": "ixdhszd", "created_at_utc_A": 1669147084, "created_at_utc_B": 1669136339, "score_A": 29, "score_B": 3, "human_ref_A": "You mentioned that you've trained new hires and have seen them move up before you so it's probably time to look at your performance and/or ask your supervisor for some constructive  criticism? Perhaps there's something specific you have control over that might explain why you're not getting promoted. Good luck!", "human_ref_B": "How long have you been employed by this pharmacy?", "labels": 1, "seconds_difference": 10745.0, "score_ratio": 9.6666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "z1y8m9", "domain": "askhr_test", "upvote_ratio": 0.67, "history": "[NY] Can I demand to be transferred to a different location? So I work at a pharmacy and we have quite a few locations around. I asked a few months ago to transfer to a location that was closer to home and wasn\u2019t so busy. My boss refused to even entertain the idea and I have been suffering at this current location. After I asked, I have been stuck only doing pickup and never being able to learn anything new and that\u2019s a big deal breaker for me in my career goals. I\u2019m a registered technician - I shouldn\u2019t be a fancy cashier, I hoped to by this point be learning how to do immunizations. I\u2019m frustrated and asked them if I could switch and they told me no because they need more people so they have to keep me. They have hired at least 4 people since then and I have trained a few and I watch as they move up and learn new things and they keep me stuck in drive thru. I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again. I don\u2019t want to work for these people anymore.   Can I demand to be switched to this different location?", "c_root_id_A": "ixdsi2x", "c_root_id_B": "ixe9csq", "created_at_utc_A": 1669140494, "created_at_utc_B": 1669147084, "score_A": 3, "score_B": 29, "human_ref_A": "yes but you may not get your way.", "human_ref_B": "You mentioned that you've trained new hires and have seen them move up before you so it's probably time to look at your performance and/or ask your supervisor for some constructive  criticism? Perhaps there's something specific you have control over that might explain why you're not getting promoted. Good luck!", "labels": 0, "seconds_difference": 6590.0, "score_ratio": 9.6666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "z1y8m9", "domain": "askhr_test", "upvote_ratio": 0.67, "history": "[NY] Can I demand to be transferred to a different location? So I work at a pharmacy and we have quite a few locations around. I asked a few months ago to transfer to a location that was closer to home and wasn\u2019t so busy. My boss refused to even entertain the idea and I have been suffering at this current location. After I asked, I have been stuck only doing pickup and never being able to learn anything new and that\u2019s a big deal breaker for me in my career goals. I\u2019m a registered technician - I shouldn\u2019t be a fancy cashier, I hoped to by this point be learning how to do immunizations. I\u2019m frustrated and asked them if I could switch and they told me no because they need more people so they have to keep me. They have hired at least 4 people since then and I have trained a few and I watch as they move up and learn new things and they keep me stuck in drive thru. I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again. I don\u2019t want to work for these people anymore.   Can I demand to be switched to this different location?", "c_root_id_A": "ixe9csq", "c_root_id_B": "ixe7316", "created_at_utc_A": 1669147084, "created_at_utc_B": 1669146192, "score_A": 29, "score_B": 1, "human_ref_A": "You mentioned that you've trained new hires and have seen them move up before you so it's probably time to look at your performance and/or ask your supervisor for some constructive  criticism? Perhaps there's something specific you have control over that might explain why you're not getting promoted. Good luck!", "human_ref_B": "Can you go on your company website and just apply as a new applicant for the other location. Most likely, the application will ask if you have been employed by the company. Just keep applying. Reason for leaving: location.", "labels": 1, "seconds_difference": 892.0, "score_ratio": 29.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "z1y8m9", "domain": "askhr_test", "upvote_ratio": 0.67, "history": "[NY] Can I demand to be transferred to a different location? So I work at a pharmacy and we have quite a few locations around. I asked a few months ago to transfer to a location that was closer to home and wasn\u2019t so busy. My boss refused to even entertain the idea and I have been suffering at this current location. After I asked, I have been stuck only doing pickup and never being able to learn anything new and that\u2019s a big deal breaker for me in my career goals. I\u2019m a registered technician - I shouldn\u2019t be a fancy cashier, I hoped to by this point be learning how to do immunizations. I\u2019m frustrated and asked them if I could switch and they told me no because they need more people so they have to keep me. They have hired at least 4 people since then and I have trained a few and I watch as they move up and learn new things and they keep me stuck in drive thru. I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again. I don\u2019t want to work for these people anymore.   Can I demand to be switched to this different location?", "c_root_id_A": "ixeuw3g", "c_root_id_B": "ixdknlw", "created_at_utc_A": 1669155827, "created_at_utc_B": 1669137455, "score_A": 25, "score_B": 20, "human_ref_A": "Just reading your responses it\u2019s incredibly obvious why you aren\u2019t moving up. You also are asking to move from a location that needs staff to one that doesn\u2019t. Why would they grant that? They certainly aren\u2019t going to promote someone who already has the easiest job and complains it\u2019s too much work while trying to finagle a transfer to a location that doesn\u2019t need as much help. You applied for and accepted the job at this location. If it wasn\u2019t to your liking geographically or was busier than you wanted, that\u2019s on you. They don\u2019t control where you chose to live.", "human_ref_B": "Is this a serious question?  They hired you to do the job they need you to do, not to do the job you want to do.  Maybe look at other pharmacys closer to home?", "labels": 1, "seconds_difference": 18372.0, "score_ratio": 1.25, "metadata_A": "", "metadata_B": ""}
{"post_id": "z1y8m9", "domain": "askhr_test", "upvote_ratio": 0.67, "history": "[NY] Can I demand to be transferred to a different location? So I work at a pharmacy and we have quite a few locations around. I asked a few months ago to transfer to a location that was closer to home and wasn\u2019t so busy. My boss refused to even entertain the idea and I have been suffering at this current location. After I asked, I have been stuck only doing pickup and never being able to learn anything new and that\u2019s a big deal breaker for me in my career goals. I\u2019m a registered technician - I shouldn\u2019t be a fancy cashier, I hoped to by this point be learning how to do immunizations. I\u2019m frustrated and asked them if I could switch and they told me no because they need more people so they have to keep me. They have hired at least 4 people since then and I have trained a few and I watch as they move up and learn new things and they keep me stuck in drive thru. I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again. I don\u2019t want to work for these people anymore.   Can I demand to be switched to this different location?", "c_root_id_A": "ixeuw3g", "c_root_id_B": "ixdzfox", "created_at_utc_A": 1669155827, "created_at_utc_B": 1669143175, "score_A": 25, "score_B": 19, "human_ref_A": "Just reading your responses it\u2019s incredibly obvious why you aren\u2019t moving up. You also are asking to move from a location that needs staff to one that doesn\u2019t. Why would they grant that? They certainly aren\u2019t going to promote someone who already has the easiest job and complains it\u2019s too much work while trying to finagle a transfer to a location that doesn\u2019t need as much help. You applied for and accepted the job at this location. If it wasn\u2019t to your liking geographically or was busier than you wanted, that\u2019s on you. They don\u2019t control where you chose to live.", "human_ref_B": "Simply apply to the location you want to work at. No permission necessary", "labels": 1, "seconds_difference": 12652.0, "score_ratio": 1.3157894737, "metadata_A": "", "metadata_B": ""}
{"post_id": "z1y8m9", "domain": "askhr_test", "upvote_ratio": 0.67, "history": "[NY] Can I demand to be transferred to a different location? So I work at a pharmacy and we have quite a few locations around. I asked a few months ago to transfer to a location that was closer to home and wasn\u2019t so busy. My boss refused to even entertain the idea and I have been suffering at this current location. After I asked, I have been stuck only doing pickup and never being able to learn anything new and that\u2019s a big deal breaker for me in my career goals. I\u2019m a registered technician - I shouldn\u2019t be a fancy cashier, I hoped to by this point be learning how to do immunizations. I\u2019m frustrated and asked them if I could switch and they told me no because they need more people so they have to keep me. They have hired at least 4 people since then and I have trained a few and I watch as they move up and learn new things and they keep me stuck in drive thru. I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again. I don\u2019t want to work for these people anymore.   Can I demand to be switched to this different location?", "c_root_id_A": "ixeuw3g", "c_root_id_B": "ixdqc04", "created_at_utc_A": 1669155827, "created_at_utc_B": 1669139658, "score_A": 25, "score_B": 15, "human_ref_A": "Just reading your responses it\u2019s incredibly obvious why you aren\u2019t moving up. You also are asking to move from a location that needs staff to one that doesn\u2019t. Why would they grant that? They certainly aren\u2019t going to promote someone who already has the easiest job and complains it\u2019s too much work while trying to finagle a transfer to a location that doesn\u2019t need as much help. You applied for and accepted the job at this location. If it wasn\u2019t to your liking geographically or was busier than you wanted, that\u2019s on you. They don\u2019t control where you chose to live.", "human_ref_B": "Ultimately the business will deploy its resources where it needs them. The business needs someone at that location in the drive-thru. These are business decisions made to fit business needs.   Does it suck for you? Yeah. Is it helping you (and perhaps others) develop or feel appreciated? No. Will this have repercussions for the business in the longer term (eg turnover, engagement, etc)? Probably.   Unfortunately none of that really makes a difference for your situation. As some others have pointed out, have a look at your company policies around transfers. My gut tells me there isn\u2019t much you will be able to do except make a request. Transfers are typically managed by the business and will be out-of-scope for HR. If you\u2019re in a union environment, check with your union.   You asked, somewhere in this thread, what your rights were. You have the right to work the job the company has provided.  You also have the right to quit. Unless you are part of a union, that\u2019s really about it. For better or worse, your leverage here is small.   I want to be clear, I\u2019m not defending or supporting the business here, this is just what your options are.", "labels": 1, "seconds_difference": 16169.0, "score_ratio": 1.6666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "z1y8m9", "domain": "askhr_test", "upvote_ratio": 0.67, "history": "[NY] Can I demand to be transferred to a different location? So I work at a pharmacy and we have quite a few locations around. I asked a few months ago to transfer to a location that was closer to home and wasn\u2019t so busy. My boss refused to even entertain the idea and I have been suffering at this current location. After I asked, I have been stuck only doing pickup and never being able to learn anything new and that\u2019s a big deal breaker for me in my career goals. I\u2019m a registered technician - I shouldn\u2019t be a fancy cashier, I hoped to by this point be learning how to do immunizations. I\u2019m frustrated and asked them if I could switch and they told me no because they need more people so they have to keep me. They have hired at least 4 people since then and I have trained a few and I watch as they move up and learn new things and they keep me stuck in drive thru. I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again. I don\u2019t want to work for these people anymore.   Can I demand to be switched to this different location?", "c_root_id_A": "ixdj523", "c_root_id_B": "ixeuw3g", "created_at_utc_A": 1669136868, "created_at_utc_B": 1669155827, "score_A": 8, "score_B": 25, "human_ref_A": "Check your employer's transfer policies or union agreement if applicable. You can certainly ask for a transfer, but job dissatisfaction is unlikely to be a persuasive argument. On another note, I have friends who work in retail pharmacies who say it's very stressful work, so I hope things get easier. Best of luck!", "human_ref_B": "Just reading your responses it\u2019s incredibly obvious why you aren\u2019t moving up. You also are asking to move from a location that needs staff to one that doesn\u2019t. Why would they grant that? They certainly aren\u2019t going to promote someone who already has the easiest job and complains it\u2019s too much work while trying to finagle a transfer to a location that doesn\u2019t need as much help. You applied for and accepted the job at this location. If it wasn\u2019t to your liking geographically or was busier than you wanted, that\u2019s on you. They don\u2019t control where you chose to live.", "labels": 0, "seconds_difference": 18959.0, "score_ratio": 3.125, "metadata_A": "", "metadata_B": ""}
{"post_id": "z1y8m9", "domain": "askhr_test", "upvote_ratio": 0.67, "history": "[NY] Can I demand to be transferred to a different location? So I work at a pharmacy and we have quite a few locations around. I asked a few months ago to transfer to a location that was closer to home and wasn\u2019t so busy. My boss refused to even entertain the idea and I have been suffering at this current location. After I asked, I have been stuck only doing pickup and never being able to learn anything new and that\u2019s a big deal breaker for me in my career goals. I\u2019m a registered technician - I shouldn\u2019t be a fancy cashier, I hoped to by this point be learning how to do immunizations. I\u2019m frustrated and asked them if I could switch and they told me no because they need more people so they have to keep me. They have hired at least 4 people since then and I have trained a few and I watch as they move up and learn new things and they keep me stuck in drive thru. I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again. I don\u2019t want to work for these people anymore.   Can I demand to be switched to this different location?", "c_root_id_A": "ixeuw3g", "c_root_id_B": "ixejdxh", "created_at_utc_A": 1669155827, "created_at_utc_B": 1669151058, "score_A": 25, "score_B": 7, "human_ref_A": "Just reading your responses it\u2019s incredibly obvious why you aren\u2019t moving up. You also are asking to move from a location that needs staff to one that doesn\u2019t. Why would they grant that? They certainly aren\u2019t going to promote someone who already has the easiest job and complains it\u2019s too much work while trying to finagle a transfer to a location that doesn\u2019t need as much help. You applied for and accepted the job at this location. If it wasn\u2019t to your liking geographically or was busier than you wanted, that\u2019s on you. They don\u2019t control where you chose to live.", "human_ref_B": ">*Can I demand to be switched to this different location?*  Can you? Yes.  Should you?  No.   Making demands never goes well.     > *I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again*  You're complaining to the wrong people that don't control what it is you're asking for.  You need to be having this conversation with your manager.  A sit down with your manager where you calmly express your frustrations with the lack of continuing education on the job, and monotony in task assignment would the right next step.  You could also express your desire to transfer to another store that is less busy, so that it will offer you more learning opportunities.   >*I don\u2019t want to work for these people anymore.*  This is really the crux of your issue.  You're salty about it now and possibly, either consciously or unconsciously, giving off a negative vibe in the workplace.  Since no one wants to deal with that in a fast-pasted retail pharmacy environment, they're coping by just sticking you at the register or drive-thru.  If you're that unhappy, it's time to move on, and I hope you find something more rewarding that will give you more opportunities.", "labels": 1, "seconds_difference": 4769.0, "score_ratio": 3.5714285714, "metadata_A": "", "metadata_B": ""}
{"post_id": "z1y8m9", "domain": "askhr_test", "upvote_ratio": 0.67, "history": "[NY] Can I demand to be transferred to a different location? So I work at a pharmacy and we have quite a few locations around. I asked a few months ago to transfer to a location that was closer to home and wasn\u2019t so busy. My boss refused to even entertain the idea and I have been suffering at this current location. After I asked, I have been stuck only doing pickup and never being able to learn anything new and that\u2019s a big deal breaker for me in my career goals. I\u2019m a registered technician - I shouldn\u2019t be a fancy cashier, I hoped to by this point be learning how to do immunizations. I\u2019m frustrated and asked them if I could switch and they told me no because they need more people so they have to keep me. They have hired at least 4 people since then and I have trained a few and I watch as they move up and learn new things and they keep me stuck in drive thru. I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again. I don\u2019t want to work for these people anymore.   Can I demand to be switched to this different location?", "c_root_id_A": "ixeuw3g", "c_root_id_B": "ixecvmb", "created_at_utc_A": 1669155827, "created_at_utc_B": 1669148486, "score_A": 25, "score_B": 5, "human_ref_A": "Just reading your responses it\u2019s incredibly obvious why you aren\u2019t moving up. You also are asking to move from a location that needs staff to one that doesn\u2019t. Why would they grant that? They certainly aren\u2019t going to promote someone who already has the easiest job and complains it\u2019s too much work while trying to finagle a transfer to a location that doesn\u2019t need as much help. You applied for and accepted the job at this location. If it wasn\u2019t to your liking geographically or was busier than you wanted, that\u2019s on you. They don\u2019t control where you chose to live.", "human_ref_B": "Short answer. No.", "labels": 1, "seconds_difference": 7341.0, "score_ratio": 5.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "z1y8m9", "domain": "askhr_test", "upvote_ratio": 0.67, "history": "[NY] Can I demand to be transferred to a different location? So I work at a pharmacy and we have quite a few locations around. I asked a few months ago to transfer to a location that was closer to home and wasn\u2019t so busy. My boss refused to even entertain the idea and I have been suffering at this current location. After I asked, I have been stuck only doing pickup and never being able to learn anything new and that\u2019s a big deal breaker for me in my career goals. I\u2019m a registered technician - I shouldn\u2019t be a fancy cashier, I hoped to by this point be learning how to do immunizations. I\u2019m frustrated and asked them if I could switch and they told me no because they need more people so they have to keep me. They have hired at least 4 people since then and I have trained a few and I watch as they move up and learn new things and they keep me stuck in drive thru. I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again. I don\u2019t want to work for these people anymore.   Can I demand to be switched to this different location?", "c_root_id_A": "ixehj0j", "c_root_id_B": "ixeuw3g", "created_at_utc_A": 1669150323, "created_at_utc_B": 1669155827, "score_A": 5, "score_B": 25, "human_ref_A": "Your time and efforts are best spent on finding employment elsewhere that better suits your goals.", "human_ref_B": "Just reading your responses it\u2019s incredibly obvious why you aren\u2019t moving up. You also are asking to move from a location that needs staff to one that doesn\u2019t. Why would they grant that? They certainly aren\u2019t going to promote someone who already has the easiest job and complains it\u2019s too much work while trying to finagle a transfer to a location that doesn\u2019t need as much help. You applied for and accepted the job at this location. If it wasn\u2019t to your liking geographically or was busier than you wanted, that\u2019s on you. They don\u2019t control where you chose to live.", "labels": 0, "seconds_difference": 5504.0, "score_ratio": 5.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "z1y8m9", "domain": "askhr_test", "upvote_ratio": 0.67, "history": "[NY] Can I demand to be transferred to a different location? So I work at a pharmacy and we have quite a few locations around. I asked a few months ago to transfer to a location that was closer to home and wasn\u2019t so busy. My boss refused to even entertain the idea and I have been suffering at this current location. After I asked, I have been stuck only doing pickup and never being able to learn anything new and that\u2019s a big deal breaker for me in my career goals. I\u2019m a registered technician - I shouldn\u2019t be a fancy cashier, I hoped to by this point be learning how to do immunizations. I\u2019m frustrated and asked them if I could switch and they told me no because they need more people so they have to keep me. They have hired at least 4 people since then and I have trained a few and I watch as they move up and learn new things and they keep me stuck in drive thru. I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again. I don\u2019t want to work for these people anymore.   Can I demand to be switched to this different location?", "c_root_id_A": "ixdhszd", "c_root_id_B": "ixeuw3g", "created_at_utc_A": 1669136339, "created_at_utc_B": 1669155827, "score_A": 3, "score_B": 25, "human_ref_A": "How long have you been employed by this pharmacy?", "human_ref_B": "Just reading your responses it\u2019s incredibly obvious why you aren\u2019t moving up. You also are asking to move from a location that needs staff to one that doesn\u2019t. Why would they grant that? They certainly aren\u2019t going to promote someone who already has the easiest job and complains it\u2019s too much work while trying to finagle a transfer to a location that doesn\u2019t need as much help. You applied for and accepted the job at this location. If it wasn\u2019t to your liking geographically or was busier than you wanted, that\u2019s on you. They don\u2019t control where you chose to live.", "labels": 0, "seconds_difference": 19488.0, "score_ratio": 8.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "z1y8m9", "domain": "askhr_test", "upvote_ratio": 0.67, "history": "[NY] Can I demand to be transferred to a different location? So I work at a pharmacy and we have quite a few locations around. I asked a few months ago to transfer to a location that was closer to home and wasn\u2019t so busy. My boss refused to even entertain the idea and I have been suffering at this current location. After I asked, I have been stuck only doing pickup and never being able to learn anything new and that\u2019s a big deal breaker for me in my career goals. I\u2019m a registered technician - I shouldn\u2019t be a fancy cashier, I hoped to by this point be learning how to do immunizations. I\u2019m frustrated and asked them if I could switch and they told me no because they need more people so they have to keep me. They have hired at least 4 people since then and I have trained a few and I watch as they move up and learn new things and they keep me stuck in drive thru. I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again. I don\u2019t want to work for these people anymore.   Can I demand to be switched to this different location?", "c_root_id_A": "ixdsi2x", "c_root_id_B": "ixeuw3g", "created_at_utc_A": 1669140494, "created_at_utc_B": 1669155827, "score_A": 3, "score_B": 25, "human_ref_A": "yes but you may not get your way.", "human_ref_B": "Just reading your responses it\u2019s incredibly obvious why you aren\u2019t moving up. You also are asking to move from a location that needs staff to one that doesn\u2019t. Why would they grant that? They certainly aren\u2019t going to promote someone who already has the easiest job and complains it\u2019s too much work while trying to finagle a transfer to a location that doesn\u2019t need as much help. You applied for and accepted the job at this location. If it wasn\u2019t to your liking geographically or was busier than you wanted, that\u2019s on you. They don\u2019t control where you chose to live.", "labels": 0, "seconds_difference": 15333.0, "score_ratio": 8.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "z1y8m9", "domain": "askhr_test", "upvote_ratio": 0.67, "history": "[NY] Can I demand to be transferred to a different location? So I work at a pharmacy and we have quite a few locations around. I asked a few months ago to transfer to a location that was closer to home and wasn\u2019t so busy. My boss refused to even entertain the idea and I have been suffering at this current location. After I asked, I have been stuck only doing pickup and never being able to learn anything new and that\u2019s a big deal breaker for me in my career goals. I\u2019m a registered technician - I shouldn\u2019t be a fancy cashier, I hoped to by this point be learning how to do immunizations. I\u2019m frustrated and asked them if I could switch and they told me no because they need more people so they have to keep me. They have hired at least 4 people since then and I have trained a few and I watch as they move up and learn new things and they keep me stuck in drive thru. I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again. I don\u2019t want to work for these people anymore.   Can I demand to be switched to this different location?", "c_root_id_A": "ixeuw3g", "c_root_id_B": "ixeiz5u", "created_at_utc_A": 1669155827, "created_at_utc_B": 1669150896, "score_A": 25, "score_B": 2, "human_ref_A": "Just reading your responses it\u2019s incredibly obvious why you aren\u2019t moving up. You also are asking to move from a location that needs staff to one that doesn\u2019t. Why would they grant that? They certainly aren\u2019t going to promote someone who already has the easiest job and complains it\u2019s too much work while trying to finagle a transfer to a location that doesn\u2019t need as much help. You applied for and accepted the job at this location. If it wasn\u2019t to your liking geographically or was busier than you wanted, that\u2019s on you. They don\u2019t control where you chose to live.", "human_ref_B": "You can demand all you want. Be prepared though if you try this tactic that you will most likely be let go from the job. The way most business work they will put you where they feel they need people.", "labels": 1, "seconds_difference": 4931.0, "score_ratio": 12.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "z1y8m9", "domain": "askhr_test", "upvote_ratio": 0.67, "history": "[NY] Can I demand to be transferred to a different location? So I work at a pharmacy and we have quite a few locations around. I asked a few months ago to transfer to a location that was closer to home and wasn\u2019t so busy. My boss refused to even entertain the idea and I have been suffering at this current location. After I asked, I have been stuck only doing pickup and never being able to learn anything new and that\u2019s a big deal breaker for me in my career goals. I\u2019m a registered technician - I shouldn\u2019t be a fancy cashier, I hoped to by this point be learning how to do immunizations. I\u2019m frustrated and asked them if I could switch and they told me no because they need more people so they have to keep me. They have hired at least 4 people since then and I have trained a few and I watch as they move up and learn new things and they keep me stuck in drive thru. I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again. I don\u2019t want to work for these people anymore.   Can I demand to be switched to this different location?", "c_root_id_A": "ixe7316", "c_root_id_B": "ixeuw3g", "created_at_utc_A": 1669146192, "created_at_utc_B": 1669155827, "score_A": 1, "score_B": 25, "human_ref_A": "Can you go on your company website and just apply as a new applicant for the other location. Most likely, the application will ask if you have been employed by the company. Just keep applying. Reason for leaving: location.", "human_ref_B": "Just reading your responses it\u2019s incredibly obvious why you aren\u2019t moving up. You also are asking to move from a location that needs staff to one that doesn\u2019t. Why would they grant that? They certainly aren\u2019t going to promote someone who already has the easiest job and complains it\u2019s too much work while trying to finagle a transfer to a location that doesn\u2019t need as much help. You applied for and accepted the job at this location. If it wasn\u2019t to your liking geographically or was busier than you wanted, that\u2019s on you. They don\u2019t control where you chose to live.", "labels": 0, "seconds_difference": 9635.0, "score_ratio": 25.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "z1y8m9", "domain": "askhr_test", "upvote_ratio": 0.67, "history": "[NY] Can I demand to be transferred to a different location? So I work at a pharmacy and we have quite a few locations around. I asked a few months ago to transfer to a location that was closer to home and wasn\u2019t so busy. My boss refused to even entertain the idea and I have been suffering at this current location. After I asked, I have been stuck only doing pickup and never being able to learn anything new and that\u2019s a big deal breaker for me in my career goals. I\u2019m a registered technician - I shouldn\u2019t be a fancy cashier, I hoped to by this point be learning how to do immunizations. I\u2019m frustrated and asked them if I could switch and they told me no because they need more people so they have to keep me. They have hired at least 4 people since then and I have trained a few and I watch as they move up and learn new things and they keep me stuck in drive thru. I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again. I don\u2019t want to work for these people anymore.   Can I demand to be switched to this different location?", "c_root_id_A": "ixdj523", "c_root_id_B": "ixdknlw", "created_at_utc_A": 1669136868, "created_at_utc_B": 1669137455, "score_A": 8, "score_B": 20, "human_ref_A": "Check your employer's transfer policies or union agreement if applicable. You can certainly ask for a transfer, but job dissatisfaction is unlikely to be a persuasive argument. On another note, I have friends who work in retail pharmacies who say it's very stressful work, so I hope things get easier. Best of luck!", "human_ref_B": "Is this a serious question?  They hired you to do the job they need you to do, not to do the job you want to do.  Maybe look at other pharmacys closer to home?", "labels": 0, "seconds_difference": 587.0, "score_ratio": 2.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "z1y8m9", "domain": "askhr_test", "upvote_ratio": 0.67, "history": "[NY] Can I demand to be transferred to a different location? So I work at a pharmacy and we have quite a few locations around. I asked a few months ago to transfer to a location that was closer to home and wasn\u2019t so busy. My boss refused to even entertain the idea and I have been suffering at this current location. After I asked, I have been stuck only doing pickup and never being able to learn anything new and that\u2019s a big deal breaker for me in my career goals. I\u2019m a registered technician - I shouldn\u2019t be a fancy cashier, I hoped to by this point be learning how to do immunizations. I\u2019m frustrated and asked them if I could switch and they told me no because they need more people so they have to keep me. They have hired at least 4 people since then and I have trained a few and I watch as they move up and learn new things and they keep me stuck in drive thru. I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again. I don\u2019t want to work for these people anymore.   Can I demand to be switched to this different location?", "c_root_id_A": "ixdknlw", "c_root_id_B": "ixdhszd", "created_at_utc_A": 1669137455, "created_at_utc_B": 1669136339, "score_A": 20, "score_B": 3, "human_ref_A": "Is this a serious question?  They hired you to do the job they need you to do, not to do the job you want to do.  Maybe look at other pharmacys closer to home?", "human_ref_B": "How long have you been employed by this pharmacy?", "labels": 1, "seconds_difference": 1116.0, "score_ratio": 6.6666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "z1y8m9", "domain": "askhr_test", "upvote_ratio": 0.67, "history": "[NY] Can I demand to be transferred to a different location? So I work at a pharmacy and we have quite a few locations around. I asked a few months ago to transfer to a location that was closer to home and wasn\u2019t so busy. My boss refused to even entertain the idea and I have been suffering at this current location. After I asked, I have been stuck only doing pickup and never being able to learn anything new and that\u2019s a big deal breaker for me in my career goals. I\u2019m a registered technician - I shouldn\u2019t be a fancy cashier, I hoped to by this point be learning how to do immunizations. I\u2019m frustrated and asked them if I could switch and they told me no because they need more people so they have to keep me. They have hired at least 4 people since then and I have trained a few and I watch as they move up and learn new things and they keep me stuck in drive thru. I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again. I don\u2019t want to work for these people anymore.   Can I demand to be switched to this different location?", "c_root_id_A": "ixdqc04", "c_root_id_B": "ixdzfox", "created_at_utc_A": 1669139658, "created_at_utc_B": 1669143175, "score_A": 15, "score_B": 19, "human_ref_A": "Ultimately the business will deploy its resources where it needs them. The business needs someone at that location in the drive-thru. These are business decisions made to fit business needs.   Does it suck for you? Yeah. Is it helping you (and perhaps others) develop or feel appreciated? No. Will this have repercussions for the business in the longer term (eg turnover, engagement, etc)? Probably.   Unfortunately none of that really makes a difference for your situation. As some others have pointed out, have a look at your company policies around transfers. My gut tells me there isn\u2019t much you will be able to do except make a request. Transfers are typically managed by the business and will be out-of-scope for HR. If you\u2019re in a union environment, check with your union.   You asked, somewhere in this thread, what your rights were. You have the right to work the job the company has provided.  You also have the right to quit. Unless you are part of a union, that\u2019s really about it. For better or worse, your leverage here is small.   I want to be clear, I\u2019m not defending or supporting the business here, this is just what your options are.", "human_ref_B": "Simply apply to the location you want to work at. No permission necessary", "labels": 0, "seconds_difference": 3517.0, "score_ratio": 1.2666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "z1y8m9", "domain": "askhr_test", "upvote_ratio": 0.67, "history": "[NY] Can I demand to be transferred to a different location? So I work at a pharmacy and we have quite a few locations around. I asked a few months ago to transfer to a location that was closer to home and wasn\u2019t so busy. My boss refused to even entertain the idea and I have been suffering at this current location. After I asked, I have been stuck only doing pickup and never being able to learn anything new and that\u2019s a big deal breaker for me in my career goals. I\u2019m a registered technician - I shouldn\u2019t be a fancy cashier, I hoped to by this point be learning how to do immunizations. I\u2019m frustrated and asked them if I could switch and they told me no because they need more people so they have to keep me. They have hired at least 4 people since then and I have trained a few and I watch as they move up and learn new things and they keep me stuck in drive thru. I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again. I don\u2019t want to work for these people anymore.   Can I demand to be switched to this different location?", "c_root_id_A": "ixdj523", "c_root_id_B": "ixdzfox", "created_at_utc_A": 1669136868, "created_at_utc_B": 1669143175, "score_A": 8, "score_B": 19, "human_ref_A": "Check your employer's transfer policies or union agreement if applicable. You can certainly ask for a transfer, but job dissatisfaction is unlikely to be a persuasive argument. On another note, I have friends who work in retail pharmacies who say it's very stressful work, so I hope things get easier. Best of luck!", "human_ref_B": "Simply apply to the location you want to work at. No permission necessary", "labels": 0, "seconds_difference": 6307.0, "score_ratio": 2.375, "metadata_A": "", "metadata_B": ""}
{"post_id": "z1y8m9", "domain": "askhr_test", "upvote_ratio": 0.67, "history": "[NY] Can I demand to be transferred to a different location? So I work at a pharmacy and we have quite a few locations around. I asked a few months ago to transfer to a location that was closer to home and wasn\u2019t so busy. My boss refused to even entertain the idea and I have been suffering at this current location. After I asked, I have been stuck only doing pickup and never being able to learn anything new and that\u2019s a big deal breaker for me in my career goals. I\u2019m a registered technician - I shouldn\u2019t be a fancy cashier, I hoped to by this point be learning how to do immunizations. I\u2019m frustrated and asked them if I could switch and they told me no because they need more people so they have to keep me. They have hired at least 4 people since then and I have trained a few and I watch as they move up and learn new things and they keep me stuck in drive thru. I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again. I don\u2019t want to work for these people anymore.   Can I demand to be switched to this different location?", "c_root_id_A": "ixdhszd", "c_root_id_B": "ixdzfox", "created_at_utc_A": 1669136339, "created_at_utc_B": 1669143175, "score_A": 3, "score_B": 19, "human_ref_A": "How long have you been employed by this pharmacy?", "human_ref_B": "Simply apply to the location you want to work at. No permission necessary", "labels": 0, "seconds_difference": 6836.0, "score_ratio": 6.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "z1y8m9", "domain": "askhr_test", "upvote_ratio": 0.67, "history": "[NY] Can I demand to be transferred to a different location? So I work at a pharmacy and we have quite a few locations around. I asked a few months ago to transfer to a location that was closer to home and wasn\u2019t so busy. My boss refused to even entertain the idea and I have been suffering at this current location. After I asked, I have been stuck only doing pickup and never being able to learn anything new and that\u2019s a big deal breaker for me in my career goals. I\u2019m a registered technician - I shouldn\u2019t be a fancy cashier, I hoped to by this point be learning how to do immunizations. I\u2019m frustrated and asked them if I could switch and they told me no because they need more people so they have to keep me. They have hired at least 4 people since then and I have trained a few and I watch as they move up and learn new things and they keep me stuck in drive thru. I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again. I don\u2019t want to work for these people anymore.   Can I demand to be switched to this different location?", "c_root_id_A": "ixdzfox", "c_root_id_B": "ixdsi2x", "created_at_utc_A": 1669143175, "created_at_utc_B": 1669140494, "score_A": 19, "score_B": 3, "human_ref_A": "Simply apply to the location you want to work at. No permission necessary", "human_ref_B": "yes but you may not get your way.", "labels": 1, "seconds_difference": 2681.0, "score_ratio": 6.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "z1y8m9", "domain": "askhr_test", "upvote_ratio": 0.67, "history": "[NY] Can I demand to be transferred to a different location? So I work at a pharmacy and we have quite a few locations around. I asked a few months ago to transfer to a location that was closer to home and wasn\u2019t so busy. My boss refused to even entertain the idea and I have been suffering at this current location. After I asked, I have been stuck only doing pickup and never being able to learn anything new and that\u2019s a big deal breaker for me in my career goals. I\u2019m a registered technician - I shouldn\u2019t be a fancy cashier, I hoped to by this point be learning how to do immunizations. I\u2019m frustrated and asked them if I could switch and they told me no because they need more people so they have to keep me. They have hired at least 4 people since then and I have trained a few and I watch as they move up and learn new things and they keep me stuck in drive thru. I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again. I don\u2019t want to work for these people anymore.   Can I demand to be switched to this different location?", "c_root_id_A": "ixdqc04", "c_root_id_B": "ixdj523", "created_at_utc_A": 1669139658, "created_at_utc_B": 1669136868, "score_A": 15, "score_B": 8, "human_ref_A": "Ultimately the business will deploy its resources where it needs them. The business needs someone at that location in the drive-thru. These are business decisions made to fit business needs.   Does it suck for you? Yeah. Is it helping you (and perhaps others) develop or feel appreciated? No. Will this have repercussions for the business in the longer term (eg turnover, engagement, etc)? Probably.   Unfortunately none of that really makes a difference for your situation. As some others have pointed out, have a look at your company policies around transfers. My gut tells me there isn\u2019t much you will be able to do except make a request. Transfers are typically managed by the business and will be out-of-scope for HR. If you\u2019re in a union environment, check with your union.   You asked, somewhere in this thread, what your rights were. You have the right to work the job the company has provided.  You also have the right to quit. Unless you are part of a union, that\u2019s really about it. For better or worse, your leverage here is small.   I want to be clear, I\u2019m not defending or supporting the business here, this is just what your options are.", "human_ref_B": "Check your employer's transfer policies or union agreement if applicable. You can certainly ask for a transfer, but job dissatisfaction is unlikely to be a persuasive argument. On another note, I have friends who work in retail pharmacies who say it's very stressful work, so I hope things get easier. Best of luck!", "labels": 1, "seconds_difference": 2790.0, "score_ratio": 1.875, "metadata_A": "", "metadata_B": ""}
{"post_id": "z1y8m9", "domain": "askhr_test", "upvote_ratio": 0.67, "history": "[NY] Can I demand to be transferred to a different location? So I work at a pharmacy and we have quite a few locations around. I asked a few months ago to transfer to a location that was closer to home and wasn\u2019t so busy. My boss refused to even entertain the idea and I have been suffering at this current location. After I asked, I have been stuck only doing pickup and never being able to learn anything new and that\u2019s a big deal breaker for me in my career goals. I\u2019m a registered technician - I shouldn\u2019t be a fancy cashier, I hoped to by this point be learning how to do immunizations. I\u2019m frustrated and asked them if I could switch and they told me no because they need more people so they have to keep me. They have hired at least 4 people since then and I have trained a few and I watch as they move up and learn new things and they keep me stuck in drive thru. I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again. I don\u2019t want to work for these people anymore.   Can I demand to be switched to this different location?", "c_root_id_A": "ixdqc04", "c_root_id_B": "ixdhszd", "created_at_utc_A": 1669139658, "created_at_utc_B": 1669136339, "score_A": 15, "score_B": 3, "human_ref_A": "Ultimately the business will deploy its resources where it needs them. The business needs someone at that location in the drive-thru. These are business decisions made to fit business needs.   Does it suck for you? Yeah. Is it helping you (and perhaps others) develop or feel appreciated? No. Will this have repercussions for the business in the longer term (eg turnover, engagement, etc)? Probably.   Unfortunately none of that really makes a difference for your situation. As some others have pointed out, have a look at your company policies around transfers. My gut tells me there isn\u2019t much you will be able to do except make a request. Transfers are typically managed by the business and will be out-of-scope for HR. If you\u2019re in a union environment, check with your union.   You asked, somewhere in this thread, what your rights were. You have the right to work the job the company has provided.  You also have the right to quit. Unless you are part of a union, that\u2019s really about it. For better or worse, your leverage here is small.   I want to be clear, I\u2019m not defending or supporting the business here, this is just what your options are.", "human_ref_B": "How long have you been employed by this pharmacy?", "labels": 1, "seconds_difference": 3319.0, "score_ratio": 5.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "z1y8m9", "domain": "askhr_test", "upvote_ratio": 0.67, "history": "[NY] Can I demand to be transferred to a different location? So I work at a pharmacy and we have quite a few locations around. I asked a few months ago to transfer to a location that was closer to home and wasn\u2019t so busy. My boss refused to even entertain the idea and I have been suffering at this current location. After I asked, I have been stuck only doing pickup and never being able to learn anything new and that\u2019s a big deal breaker for me in my career goals. I\u2019m a registered technician - I shouldn\u2019t be a fancy cashier, I hoped to by this point be learning how to do immunizations. I\u2019m frustrated and asked them if I could switch and they told me no because they need more people so they have to keep me. They have hired at least 4 people since then and I have trained a few and I watch as they move up and learn new things and they keep me stuck in drive thru. I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again. I don\u2019t want to work for these people anymore.   Can I demand to be switched to this different location?", "c_root_id_A": "ixdhszd", "c_root_id_B": "ixdj523", "created_at_utc_A": 1669136339, "created_at_utc_B": 1669136868, "score_A": 3, "score_B": 8, "human_ref_A": "How long have you been employed by this pharmacy?", "human_ref_B": "Check your employer's transfer policies or union agreement if applicable. You can certainly ask for a transfer, but job dissatisfaction is unlikely to be a persuasive argument. On another note, I have friends who work in retail pharmacies who say it's very stressful work, so I hope things get easier. Best of luck!", "labels": 0, "seconds_difference": 529.0, "score_ratio": 2.6666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "z1y8m9", "domain": "askhr_test", "upvote_ratio": 0.67, "history": "[NY] Can I demand to be transferred to a different location? So I work at a pharmacy and we have quite a few locations around. I asked a few months ago to transfer to a location that was closer to home and wasn\u2019t so busy. My boss refused to even entertain the idea and I have been suffering at this current location. After I asked, I have been stuck only doing pickup and never being able to learn anything new and that\u2019s a big deal breaker for me in my career goals. I\u2019m a registered technician - I shouldn\u2019t be a fancy cashier, I hoped to by this point be learning how to do immunizations. I\u2019m frustrated and asked them if I could switch and they told me no because they need more people so they have to keep me. They have hired at least 4 people since then and I have trained a few and I watch as they move up and learn new things and they keep me stuck in drive thru. I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again. I don\u2019t want to work for these people anymore.   Can I demand to be switched to this different location?", "c_root_id_A": "ixecvmb", "c_root_id_B": "ixejdxh", "created_at_utc_A": 1669148486, "created_at_utc_B": 1669151058, "score_A": 5, "score_B": 7, "human_ref_A": "Short answer. No.", "human_ref_B": ">*Can I demand to be switched to this different location?*  Can you? Yes.  Should you?  No.   Making demands never goes well.     > *I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again*  You're complaining to the wrong people that don't control what it is you're asking for.  You need to be having this conversation with your manager.  A sit down with your manager where you calmly express your frustrations with the lack of continuing education on the job, and monotony in task assignment would the right next step.  You could also express your desire to transfer to another store that is less busy, so that it will offer you more learning opportunities.   >*I don\u2019t want to work for these people anymore.*  This is really the crux of your issue.  You're salty about it now and possibly, either consciously or unconsciously, giving off a negative vibe in the workplace.  Since no one wants to deal with that in a fast-pasted retail pharmacy environment, they're coping by just sticking you at the register or drive-thru.  If you're that unhappy, it's time to move on, and I hope you find something more rewarding that will give you more opportunities.", "labels": 0, "seconds_difference": 2572.0, "score_ratio": 1.4, "metadata_A": "", "metadata_B": ""}
{"post_id": "z1y8m9", "domain": "askhr_test", "upvote_ratio": 0.67, "history": "[NY] Can I demand to be transferred to a different location? So I work at a pharmacy and we have quite a few locations around. I asked a few months ago to transfer to a location that was closer to home and wasn\u2019t so busy. My boss refused to even entertain the idea and I have been suffering at this current location. After I asked, I have been stuck only doing pickup and never being able to learn anything new and that\u2019s a big deal breaker for me in my career goals. I\u2019m a registered technician - I shouldn\u2019t be a fancy cashier, I hoped to by this point be learning how to do immunizations. I\u2019m frustrated and asked them if I could switch and they told me no because they need more people so they have to keep me. They have hired at least 4 people since then and I have trained a few and I watch as they move up and learn new things and they keep me stuck in drive thru. I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again. I don\u2019t want to work for these people anymore.   Can I demand to be switched to this different location?", "c_root_id_A": "ixejdxh", "c_root_id_B": "ixehj0j", "created_at_utc_A": 1669151058, "created_at_utc_B": 1669150323, "score_A": 7, "score_B": 5, "human_ref_A": ">*Can I demand to be switched to this different location?*  Can you? Yes.  Should you?  No.   Making demands never goes well.     > *I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again*  You're complaining to the wrong people that don't control what it is you're asking for.  You need to be having this conversation with your manager.  A sit down with your manager where you calmly express your frustrations with the lack of continuing education on the job, and monotony in task assignment would the right next step.  You could also express your desire to transfer to another store that is less busy, so that it will offer you more learning opportunities.   >*I don\u2019t want to work for these people anymore.*  This is really the crux of your issue.  You're salty about it now and possibly, either consciously or unconsciously, giving off a negative vibe in the workplace.  Since no one wants to deal with that in a fast-pasted retail pharmacy environment, they're coping by just sticking you at the register or drive-thru.  If you're that unhappy, it's time to move on, and I hope you find something more rewarding that will give you more opportunities.", "human_ref_B": "Your time and efforts are best spent on finding employment elsewhere that better suits your goals.", "labels": 1, "seconds_difference": 735.0, "score_ratio": 1.4, "metadata_A": "", "metadata_B": ""}
{"post_id": "z1y8m9", "domain": "askhr_test", "upvote_ratio": 0.67, "history": "[NY] Can I demand to be transferred to a different location? So I work at a pharmacy and we have quite a few locations around. I asked a few months ago to transfer to a location that was closer to home and wasn\u2019t so busy. My boss refused to even entertain the idea and I have been suffering at this current location. After I asked, I have been stuck only doing pickup and never being able to learn anything new and that\u2019s a big deal breaker for me in my career goals. I\u2019m a registered technician - I shouldn\u2019t be a fancy cashier, I hoped to by this point be learning how to do immunizations. I\u2019m frustrated and asked them if I could switch and they told me no because they need more people so they have to keep me. They have hired at least 4 people since then and I have trained a few and I watch as they move up and learn new things and they keep me stuck in drive thru. I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again. I don\u2019t want to work for these people anymore.   Can I demand to be switched to this different location?", "c_root_id_A": "ixdhszd", "c_root_id_B": "ixejdxh", "created_at_utc_A": 1669136339, "created_at_utc_B": 1669151058, "score_A": 3, "score_B": 7, "human_ref_A": "How long have you been employed by this pharmacy?", "human_ref_B": ">*Can I demand to be switched to this different location?*  Can you? Yes.  Should you?  No.   Making demands never goes well.     > *I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again*  You're complaining to the wrong people that don't control what it is you're asking for.  You need to be having this conversation with your manager.  A sit down with your manager where you calmly express your frustrations with the lack of continuing education on the job, and monotony in task assignment would the right next step.  You could also express your desire to transfer to another store that is less busy, so that it will offer you more learning opportunities.   >*I don\u2019t want to work for these people anymore.*  This is really the crux of your issue.  You're salty about it now and possibly, either consciously or unconsciously, giving off a negative vibe in the workplace.  Since no one wants to deal with that in a fast-pasted retail pharmacy environment, they're coping by just sticking you at the register or drive-thru.  If you're that unhappy, it's time to move on, and I hope you find something more rewarding that will give you more opportunities.", "labels": 0, "seconds_difference": 14719.0, "score_ratio": 2.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "z1y8m9", "domain": "askhr_test", "upvote_ratio": 0.67, "history": "[NY] Can I demand to be transferred to a different location? So I work at a pharmacy and we have quite a few locations around. I asked a few months ago to transfer to a location that was closer to home and wasn\u2019t so busy. My boss refused to even entertain the idea and I have been suffering at this current location. After I asked, I have been stuck only doing pickup and never being able to learn anything new and that\u2019s a big deal breaker for me in my career goals. I\u2019m a registered technician - I shouldn\u2019t be a fancy cashier, I hoped to by this point be learning how to do immunizations. I\u2019m frustrated and asked them if I could switch and they told me no because they need more people so they have to keep me. They have hired at least 4 people since then and I have trained a few and I watch as they move up and learn new things and they keep me stuck in drive thru. I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again. I don\u2019t want to work for these people anymore.   Can I demand to be switched to this different location?", "c_root_id_A": "ixejdxh", "c_root_id_B": "ixdsi2x", "created_at_utc_A": 1669151058, "created_at_utc_B": 1669140494, "score_A": 7, "score_B": 3, "human_ref_A": ">*Can I demand to be switched to this different location?*  Can you? Yes.  Should you?  No.   Making demands never goes well.     > *I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again*  You're complaining to the wrong people that don't control what it is you're asking for.  You need to be having this conversation with your manager.  A sit down with your manager where you calmly express your frustrations with the lack of continuing education on the job, and monotony in task assignment would the right next step.  You could also express your desire to transfer to another store that is less busy, so that it will offer you more learning opportunities.   >*I don\u2019t want to work for these people anymore.*  This is really the crux of your issue.  You're salty about it now and possibly, either consciously or unconsciously, giving off a negative vibe in the workplace.  Since no one wants to deal with that in a fast-pasted retail pharmacy environment, they're coping by just sticking you at the register or drive-thru.  If you're that unhappy, it's time to move on, and I hope you find something more rewarding that will give you more opportunities.", "human_ref_B": "yes but you may not get your way.", "labels": 1, "seconds_difference": 10564.0, "score_ratio": 2.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "z1y8m9", "domain": "askhr_test", "upvote_ratio": 0.67, "history": "[NY] Can I demand to be transferred to a different location? So I work at a pharmacy and we have quite a few locations around. I asked a few months ago to transfer to a location that was closer to home and wasn\u2019t so busy. My boss refused to even entertain the idea and I have been suffering at this current location. After I asked, I have been stuck only doing pickup and never being able to learn anything new and that\u2019s a big deal breaker for me in my career goals. I\u2019m a registered technician - I shouldn\u2019t be a fancy cashier, I hoped to by this point be learning how to do immunizations. I\u2019m frustrated and asked them if I could switch and they told me no because they need more people so they have to keep me. They have hired at least 4 people since then and I have trained a few and I watch as they move up and learn new things and they keep me stuck in drive thru. I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again. I don\u2019t want to work for these people anymore.   Can I demand to be switched to this different location?", "c_root_id_A": "ixeiz5u", "c_root_id_B": "ixejdxh", "created_at_utc_A": 1669150896, "created_at_utc_B": 1669151058, "score_A": 2, "score_B": 7, "human_ref_A": "You can demand all you want. Be prepared though if you try this tactic that you will most likely be let go from the job. The way most business work they will put you where they feel they need people.", "human_ref_B": ">*Can I demand to be switched to this different location?*  Can you? Yes.  Should you?  No.   Making demands never goes well.     > *I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again*  You're complaining to the wrong people that don't control what it is you're asking for.  You need to be having this conversation with your manager.  A sit down with your manager where you calmly express your frustrations with the lack of continuing education on the job, and monotony in task assignment would the right next step.  You could also express your desire to transfer to another store that is less busy, so that it will offer you more learning opportunities.   >*I don\u2019t want to work for these people anymore.*  This is really the crux of your issue.  You're salty about it now and possibly, either consciously or unconsciously, giving off a negative vibe in the workplace.  Since no one wants to deal with that in a fast-pasted retail pharmacy environment, they're coping by just sticking you at the register or drive-thru.  If you're that unhappy, it's time to move on, and I hope you find something more rewarding that will give you more opportunities.", "labels": 0, "seconds_difference": 162.0, "score_ratio": 3.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "z1y8m9", "domain": "askhr_test", "upvote_ratio": 0.67, "history": "[NY] Can I demand to be transferred to a different location? So I work at a pharmacy and we have quite a few locations around. I asked a few months ago to transfer to a location that was closer to home and wasn\u2019t so busy. My boss refused to even entertain the idea and I have been suffering at this current location. After I asked, I have been stuck only doing pickup and never being able to learn anything new and that\u2019s a big deal breaker for me in my career goals. I\u2019m a registered technician - I shouldn\u2019t be a fancy cashier, I hoped to by this point be learning how to do immunizations. I\u2019m frustrated and asked them if I could switch and they told me no because they need more people so they have to keep me. They have hired at least 4 people since then and I have trained a few and I watch as they move up and learn new things and they keep me stuck in drive thru. I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again. I don\u2019t want to work for these people anymore.   Can I demand to be switched to this different location?", "c_root_id_A": "ixejdxh", "c_root_id_B": "ixe7316", "created_at_utc_A": 1669151058, "created_at_utc_B": 1669146192, "score_A": 7, "score_B": 1, "human_ref_A": ">*Can I demand to be switched to this different location?*  Can you? Yes.  Should you?  No.   Making demands never goes well.     > *I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again*  You're complaining to the wrong people that don't control what it is you're asking for.  You need to be having this conversation with your manager.  A sit down with your manager where you calmly express your frustrations with the lack of continuing education on the job, and monotony in task assignment would the right next step.  You could also express your desire to transfer to another store that is less busy, so that it will offer you more learning opportunities.   >*I don\u2019t want to work for these people anymore.*  This is really the crux of your issue.  You're salty about it now and possibly, either consciously or unconsciously, giving off a negative vibe in the workplace.  Since no one wants to deal with that in a fast-pasted retail pharmacy environment, they're coping by just sticking you at the register or drive-thru.  If you're that unhappy, it's time to move on, and I hope you find something more rewarding that will give you more opportunities.", "human_ref_B": "Can you go on your company website and just apply as a new applicant for the other location. Most likely, the application will ask if you have been employed by the company. Just keep applying. Reason for leaving: location.", "labels": 1, "seconds_difference": 4866.0, "score_ratio": 7.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "z1y8m9", "domain": "askhr_test", "upvote_ratio": 0.67, "history": "[NY] Can I demand to be transferred to a different location? So I work at a pharmacy and we have quite a few locations around. I asked a few months ago to transfer to a location that was closer to home and wasn\u2019t so busy. My boss refused to even entertain the idea and I have been suffering at this current location. After I asked, I have been stuck only doing pickup and never being able to learn anything new and that\u2019s a big deal breaker for me in my career goals. I\u2019m a registered technician - I shouldn\u2019t be a fancy cashier, I hoped to by this point be learning how to do immunizations. I\u2019m frustrated and asked them if I could switch and they told me no because they need more people so they have to keep me. They have hired at least 4 people since then and I have trained a few and I watch as they move up and learn new things and they keep me stuck in drive thru. I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again. I don\u2019t want to work for these people anymore.   Can I demand to be switched to this different location?", "c_root_id_A": "ixecvmb", "c_root_id_B": "ixf46d1", "created_at_utc_A": 1669148486, "created_at_utc_B": 1669159983, "score_A": 5, "score_B": 6, "human_ref_A": "Short answer. No.", "human_ref_B": "I\u2019d say if new hires are moving up and you are not, it\u2019s a you problem. You need to try to evaluate why you aren\u2019t being given more opportunities when there is clearly a need there.   Perhaps you need to find a different company to work for,", "labels": 0, "seconds_difference": 11497.0, "score_ratio": 1.2, "metadata_A": "", "metadata_B": ""}
{"post_id": "z1y8m9", "domain": "askhr_test", "upvote_ratio": 0.67, "history": "[NY] Can I demand to be transferred to a different location? So I work at a pharmacy and we have quite a few locations around. I asked a few months ago to transfer to a location that was closer to home and wasn\u2019t so busy. My boss refused to even entertain the idea and I have been suffering at this current location. After I asked, I have been stuck only doing pickup and never being able to learn anything new and that\u2019s a big deal breaker for me in my career goals. I\u2019m a registered technician - I shouldn\u2019t be a fancy cashier, I hoped to by this point be learning how to do immunizations. I\u2019m frustrated and asked them if I could switch and they told me no because they need more people so they have to keep me. They have hired at least 4 people since then and I have trained a few and I watch as they move up and learn new things and they keep me stuck in drive thru. I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again. I don\u2019t want to work for these people anymore.   Can I demand to be switched to this different location?", "c_root_id_A": "ixf46d1", "c_root_id_B": "ixehj0j", "created_at_utc_A": 1669159983, "created_at_utc_B": 1669150323, "score_A": 6, "score_B": 5, "human_ref_A": "I\u2019d say if new hires are moving up and you are not, it\u2019s a you problem. You need to try to evaluate why you aren\u2019t being given more opportunities when there is clearly a need there.   Perhaps you need to find a different company to work for,", "human_ref_B": "Your time and efforts are best spent on finding employment elsewhere that better suits your goals.", "labels": 1, "seconds_difference": 9660.0, "score_ratio": 1.2, "metadata_A": "", "metadata_B": ""}
{"post_id": "z1y8m9", "domain": "askhr_test", "upvote_ratio": 0.67, "history": "[NY] Can I demand to be transferred to a different location? So I work at a pharmacy and we have quite a few locations around. I asked a few months ago to transfer to a location that was closer to home and wasn\u2019t so busy. My boss refused to even entertain the idea and I have been suffering at this current location. After I asked, I have been stuck only doing pickup and never being able to learn anything new and that\u2019s a big deal breaker for me in my career goals. I\u2019m a registered technician - I shouldn\u2019t be a fancy cashier, I hoped to by this point be learning how to do immunizations. I\u2019m frustrated and asked them if I could switch and they told me no because they need more people so they have to keep me. They have hired at least 4 people since then and I have trained a few and I watch as they move up and learn new things and they keep me stuck in drive thru. I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again. I don\u2019t want to work for these people anymore.   Can I demand to be switched to this different location?", "c_root_id_A": "ixf46d1", "c_root_id_B": "ixdhszd", "created_at_utc_A": 1669159983, "created_at_utc_B": 1669136339, "score_A": 6, "score_B": 3, "human_ref_A": "I\u2019d say if new hires are moving up and you are not, it\u2019s a you problem. You need to try to evaluate why you aren\u2019t being given more opportunities when there is clearly a need there.   Perhaps you need to find a different company to work for,", "human_ref_B": "How long have you been employed by this pharmacy?", "labels": 1, "seconds_difference": 23644.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "z1y8m9", "domain": "askhr_test", "upvote_ratio": 0.67, "history": "[NY] Can I demand to be transferred to a different location? So I work at a pharmacy and we have quite a few locations around. I asked a few months ago to transfer to a location that was closer to home and wasn\u2019t so busy. My boss refused to even entertain the idea and I have been suffering at this current location. After I asked, I have been stuck only doing pickup and never being able to learn anything new and that\u2019s a big deal breaker for me in my career goals. I\u2019m a registered technician - I shouldn\u2019t be a fancy cashier, I hoped to by this point be learning how to do immunizations. I\u2019m frustrated and asked them if I could switch and they told me no because they need more people so they have to keep me. They have hired at least 4 people since then and I have trained a few and I watch as they move up and learn new things and they keep me stuck in drive thru. I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again. I don\u2019t want to work for these people anymore.   Can I demand to be switched to this different location?", "c_root_id_A": "ixdsi2x", "c_root_id_B": "ixf46d1", "created_at_utc_A": 1669140494, "created_at_utc_B": 1669159983, "score_A": 3, "score_B": 6, "human_ref_A": "yes but you may not get your way.", "human_ref_B": "I\u2019d say if new hires are moving up and you are not, it\u2019s a you problem. You need to try to evaluate why you aren\u2019t being given more opportunities when there is clearly a need there.   Perhaps you need to find a different company to work for,", "labels": 0, "seconds_difference": 19489.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "z1y8m9", "domain": "askhr_test", "upvote_ratio": 0.67, "history": "[NY] Can I demand to be transferred to a different location? So I work at a pharmacy and we have quite a few locations around. I asked a few months ago to transfer to a location that was closer to home and wasn\u2019t so busy. My boss refused to even entertain the idea and I have been suffering at this current location. After I asked, I have been stuck only doing pickup and never being able to learn anything new and that\u2019s a big deal breaker for me in my career goals. I\u2019m a registered technician - I shouldn\u2019t be a fancy cashier, I hoped to by this point be learning how to do immunizations. I\u2019m frustrated and asked them if I could switch and they told me no because they need more people so they have to keep me. They have hired at least 4 people since then and I have trained a few and I watch as they move up and learn new things and they keep me stuck in drive thru. I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again. I don\u2019t want to work for these people anymore.   Can I demand to be switched to this different location?", "c_root_id_A": "ixeiz5u", "c_root_id_B": "ixf46d1", "created_at_utc_A": 1669150896, "created_at_utc_B": 1669159983, "score_A": 2, "score_B": 6, "human_ref_A": "You can demand all you want. Be prepared though if you try this tactic that you will most likely be let go from the job. The way most business work they will put you where they feel they need people.", "human_ref_B": "I\u2019d say if new hires are moving up and you are not, it\u2019s a you problem. You need to try to evaluate why you aren\u2019t being given more opportunities when there is clearly a need there.   Perhaps you need to find a different company to work for,", "labels": 0, "seconds_difference": 9087.0, "score_ratio": 3.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "z1y8m9", "domain": "askhr_test", "upvote_ratio": 0.67, "history": "[NY] Can I demand to be transferred to a different location? So I work at a pharmacy and we have quite a few locations around. I asked a few months ago to transfer to a location that was closer to home and wasn\u2019t so busy. My boss refused to even entertain the idea and I have been suffering at this current location. After I asked, I have been stuck only doing pickup and never being able to learn anything new and that\u2019s a big deal breaker for me in my career goals. I\u2019m a registered technician - I shouldn\u2019t be a fancy cashier, I hoped to by this point be learning how to do immunizations. I\u2019m frustrated and asked them if I could switch and they told me no because they need more people so they have to keep me. They have hired at least 4 people since then and I have trained a few and I watch as they move up and learn new things and they keep me stuck in drive thru. I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again. I don\u2019t want to work for these people anymore.   Can I demand to be switched to this different location?", "c_root_id_A": "ixf46d1", "c_root_id_B": "ixe7316", "created_at_utc_A": 1669159983, "created_at_utc_B": 1669146192, "score_A": 6, "score_B": 1, "human_ref_A": "I\u2019d say if new hires are moving up and you are not, it\u2019s a you problem. You need to try to evaluate why you aren\u2019t being given more opportunities when there is clearly a need there.   Perhaps you need to find a different company to work for,", "human_ref_B": "Can you go on your company website and just apply as a new applicant for the other location. Most likely, the application will ask if you have been employed by the company. Just keep applying. Reason for leaving: location.", "labels": 1, "seconds_difference": 13791.0, "score_ratio": 6.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "z1y8m9", "domain": "askhr_test", "upvote_ratio": 0.67, "history": "[NY] Can I demand to be transferred to a different location? So I work at a pharmacy and we have quite a few locations around. I asked a few months ago to transfer to a location that was closer to home and wasn\u2019t so busy. My boss refused to even entertain the idea and I have been suffering at this current location. After I asked, I have been stuck only doing pickup and never being able to learn anything new and that\u2019s a big deal breaker for me in my career goals. I\u2019m a registered technician - I shouldn\u2019t be a fancy cashier, I hoped to by this point be learning how to do immunizations. I\u2019m frustrated and asked them if I could switch and they told me no because they need more people so they have to keep me. They have hired at least 4 people since then and I have trained a few and I watch as they move up and learn new things and they keep me stuck in drive thru. I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again. I don\u2019t want to work for these people anymore.   Can I demand to be switched to this different location?", "c_root_id_A": "ixdhszd", "c_root_id_B": "ixecvmb", "created_at_utc_A": 1669136339, "created_at_utc_B": 1669148486, "score_A": 3, "score_B": 5, "human_ref_A": "How long have you been employed by this pharmacy?", "human_ref_B": "Short answer. No.", "labels": 0, "seconds_difference": 12147.0, "score_ratio": 1.6666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "z1y8m9", "domain": "askhr_test", "upvote_ratio": 0.67, "history": "[NY] Can I demand to be transferred to a different location? So I work at a pharmacy and we have quite a few locations around. I asked a few months ago to transfer to a location that was closer to home and wasn\u2019t so busy. My boss refused to even entertain the idea and I have been suffering at this current location. After I asked, I have been stuck only doing pickup and never being able to learn anything new and that\u2019s a big deal breaker for me in my career goals. I\u2019m a registered technician - I shouldn\u2019t be a fancy cashier, I hoped to by this point be learning how to do immunizations. I\u2019m frustrated and asked them if I could switch and they told me no because they need more people so they have to keep me. They have hired at least 4 people since then and I have trained a few and I watch as they move up and learn new things and they keep me stuck in drive thru. I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again. I don\u2019t want to work for these people anymore.   Can I demand to be switched to this different location?", "c_root_id_A": "ixecvmb", "c_root_id_B": "ixdsi2x", "created_at_utc_A": 1669148486, "created_at_utc_B": 1669140494, "score_A": 5, "score_B": 3, "human_ref_A": "Short answer. No.", "human_ref_B": "yes but you may not get your way.", "labels": 1, "seconds_difference": 7992.0, "score_ratio": 1.6666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "z1y8m9", "domain": "askhr_test", "upvote_ratio": 0.67, "history": "[NY] Can I demand to be transferred to a different location? So I work at a pharmacy and we have quite a few locations around. I asked a few months ago to transfer to a location that was closer to home and wasn\u2019t so busy. My boss refused to even entertain the idea and I have been suffering at this current location. After I asked, I have been stuck only doing pickup and never being able to learn anything new and that\u2019s a big deal breaker for me in my career goals. I\u2019m a registered technician - I shouldn\u2019t be a fancy cashier, I hoped to by this point be learning how to do immunizations. I\u2019m frustrated and asked them if I could switch and they told me no because they need more people so they have to keep me. They have hired at least 4 people since then and I have trained a few and I watch as they move up and learn new things and they keep me stuck in drive thru. I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again. I don\u2019t want to work for these people anymore.   Can I demand to be switched to this different location?", "c_root_id_A": "ixe7316", "c_root_id_B": "ixecvmb", "created_at_utc_A": 1669146192, "created_at_utc_B": 1669148486, "score_A": 1, "score_B": 5, "human_ref_A": "Can you go on your company website and just apply as a new applicant for the other location. Most likely, the application will ask if you have been employed by the company. Just keep applying. Reason for leaving: location.", "human_ref_B": "Short answer. No.", "labels": 0, "seconds_difference": 2294.0, "score_ratio": 5.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "z1y8m9", "domain": "askhr_test", "upvote_ratio": 0.67, "history": "[NY] Can I demand to be transferred to a different location? So I work at a pharmacy and we have quite a few locations around. I asked a few months ago to transfer to a location that was closer to home and wasn\u2019t so busy. My boss refused to even entertain the idea and I have been suffering at this current location. After I asked, I have been stuck only doing pickup and never being able to learn anything new and that\u2019s a big deal breaker for me in my career goals. I\u2019m a registered technician - I shouldn\u2019t be a fancy cashier, I hoped to by this point be learning how to do immunizations. I\u2019m frustrated and asked them if I could switch and they told me no because they need more people so they have to keep me. They have hired at least 4 people since then and I have trained a few and I watch as they move up and learn new things and they keep me stuck in drive thru. I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again. I don\u2019t want to work for these people anymore.   Can I demand to be switched to this different location?", "c_root_id_A": "ixehj0j", "c_root_id_B": "ixdhszd", "created_at_utc_A": 1669150323, "created_at_utc_B": 1669136339, "score_A": 5, "score_B": 3, "human_ref_A": "Your time and efforts are best spent on finding employment elsewhere that better suits your goals.", "human_ref_B": "How long have you been employed by this pharmacy?", "labels": 1, "seconds_difference": 13984.0, "score_ratio": 1.6666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "z1y8m9", "domain": "askhr_test", "upvote_ratio": 0.67, "history": "[NY] Can I demand to be transferred to a different location? So I work at a pharmacy and we have quite a few locations around. I asked a few months ago to transfer to a location that was closer to home and wasn\u2019t so busy. My boss refused to even entertain the idea and I have been suffering at this current location. After I asked, I have been stuck only doing pickup and never being able to learn anything new and that\u2019s a big deal breaker for me in my career goals. I\u2019m a registered technician - I shouldn\u2019t be a fancy cashier, I hoped to by this point be learning how to do immunizations. I\u2019m frustrated and asked them if I could switch and they told me no because they need more people so they have to keep me. They have hired at least 4 people since then and I have trained a few and I watch as they move up and learn new things and they keep me stuck in drive thru. I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again. I don\u2019t want to work for these people anymore.   Can I demand to be switched to this different location?", "c_root_id_A": "ixdsi2x", "c_root_id_B": "ixehj0j", "created_at_utc_A": 1669140494, "created_at_utc_B": 1669150323, "score_A": 3, "score_B": 5, "human_ref_A": "yes but you may not get your way.", "human_ref_B": "Your time and efforts are best spent on finding employment elsewhere that better suits your goals.", "labels": 0, "seconds_difference": 9829.0, "score_ratio": 1.6666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "z1y8m9", "domain": "askhr_test", "upvote_ratio": 0.67, "history": "[NY] Can I demand to be transferred to a different location? So I work at a pharmacy and we have quite a few locations around. I asked a few months ago to transfer to a location that was closer to home and wasn\u2019t so busy. My boss refused to even entertain the idea and I have been suffering at this current location. After I asked, I have been stuck only doing pickup and never being able to learn anything new and that\u2019s a big deal breaker for me in my career goals. I\u2019m a registered technician - I shouldn\u2019t be a fancy cashier, I hoped to by this point be learning how to do immunizations. I\u2019m frustrated and asked them if I could switch and they told me no because they need more people so they have to keep me. They have hired at least 4 people since then and I have trained a few and I watch as they move up and learn new things and they keep me stuck in drive thru. I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again. I don\u2019t want to work for these people anymore.   Can I demand to be switched to this different location?", "c_root_id_A": "ixe7316", "c_root_id_B": "ixehj0j", "created_at_utc_A": 1669146192, "created_at_utc_B": 1669150323, "score_A": 1, "score_B": 5, "human_ref_A": "Can you go on your company website and just apply as a new applicant for the other location. Most likely, the application will ask if you have been employed by the company. Just keep applying. Reason for leaving: location.", "human_ref_B": "Your time and efforts are best spent on finding employment elsewhere that better suits your goals.", "labels": 0, "seconds_difference": 4131.0, "score_ratio": 5.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "z1y8m9", "domain": "askhr_test", "upvote_ratio": 0.67, "history": "[NY] Can I demand to be transferred to a different location? So I work at a pharmacy and we have quite a few locations around. I asked a few months ago to transfer to a location that was closer to home and wasn\u2019t so busy. My boss refused to even entertain the idea and I have been suffering at this current location. After I asked, I have been stuck only doing pickup and never being able to learn anything new and that\u2019s a big deal breaker for me in my career goals. I\u2019m a registered technician - I shouldn\u2019t be a fancy cashier, I hoped to by this point be learning how to do immunizations. I\u2019m frustrated and asked them if I could switch and they told me no because they need more people so they have to keep me. They have hired at least 4 people since then and I have trained a few and I watch as they move up and learn new things and they keep me stuck in drive thru. I have expressed to multiple pharmacists that this isn\u2019t meeting my career goals and they say \u201coh okay I\u2019ll try my best\u201d and then I\u2019m stuck in drive thru and pickup again. I don\u2019t want to work for these people anymore.   Can I demand to be switched to this different location?", "c_root_id_A": "ixe7316", "c_root_id_B": "ixeiz5u", "created_at_utc_A": 1669146192, "created_at_utc_B": 1669150896, "score_A": 1, "score_B": 2, "human_ref_A": "Can you go on your company website and just apply as a new applicant for the other location. Most likely, the application will ask if you have been employed by the company. Just keep applying. Reason for leaving: location.", "human_ref_B": "You can demand all you want. Be prepared though if you try this tactic that you will most likely be let go from the job. The way most business work they will put you where they feel they need people.", "labels": 0, "seconds_difference": 4704.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "nuwejo", "domain": "askhr_test", "upvote_ratio": 0.87, "history": "IA] Is requiring your employees to get a doctor's note for every absence, call at least 3 hours in advance, and finding someone to cover your shift abnormal? I'm afraid to call in sick in the future. I called in sick once and they told me it was my responsibility to get a doctor's note and find someone to cover my shift, despite the fact that the sheet with everyone's contact info hasn't been updated since February and we were really understaffed, so I probably would have had to go in anyways despite being sick.   I had been doing some intense yard work for a decent chunk of time and I woke up the next day incredibly sore and I had problems bending down and grabbing things, and I hurt everywhere.   I also had no way to get to the doctor's office and the soonest telehealth appointment was the next day.  I went into work today and I saw [this. I'm afraid to get sick in the future because I'm not sure I'll be able to get a doctor's note, wake up 3 hours before my shift, and find someone to cover my shift if I really am sick.   Am I wrong in feeling that if I am sick, I shouldn't be using Ubers or buses to get to the doctor's office, even if they are my only option besides walking? I don't want to make anyone else sick but I feel stuck.", "c_root_id_A": "h11rpyw", "c_root_id_B": "h10pixf", "created_at_utc_A": 1623171662, "created_at_utc_B": 1623154158, "score_A": 4, "score_B": 3, "human_ref_A": "Let's just be honest about what this practice means. It means they don't believe you or your coworkers are actually sick when you call out, so they are making it prohibitively difficult or expensive to call out.  We don't know what led up to this policy being created. Maybe absences got so out of hand that the place couldn't function. Really all you can do is comply until you can find a better job.   Walgreens and CVS usually have clinics that are easy to get into with little or no notice, and they're pretty affordable with most insurance plans. Hopefully that helps as a backup plan until you find something else.", "human_ref_B": "Work in HR and used to work in hospitality in college. It wasn\u2019t uncommon for us to try and find people to cover our shifts. If we couldn\u2019t, we would call the manager and let them know. I\u2019m not sure that\u2019s best practice but certainly not illegal.   As far as a doctors note, this is also fairly common. It is usually required after multiple days absent from work, like 3 days. You may want to ask for clarification.   Finally, trying to call in early to let someone know you aren\u2019t coming to work is also a best practice. Sometimes three hours is not possible, but I\u2019m sure your boss would appreciate any call in advance.", "labels": 1, "seconds_difference": 17504.0, "score_ratio": 1.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "nuwejo", "domain": "askhr_test", "upvote_ratio": 0.87, "history": "IA] Is requiring your employees to get a doctor's note for every absence, call at least 3 hours in advance, and finding someone to cover your shift abnormal? I'm afraid to call in sick in the future. I called in sick once and they told me it was my responsibility to get a doctor's note and find someone to cover my shift, despite the fact that the sheet with everyone's contact info hasn't been updated since February and we were really understaffed, so I probably would have had to go in anyways despite being sick.   I had been doing some intense yard work for a decent chunk of time and I woke up the next day incredibly sore and I had problems bending down and grabbing things, and I hurt everywhere.   I also had no way to get to the doctor's office and the soonest telehealth appointment was the next day.  I went into work today and I saw [this. I'm afraid to get sick in the future because I'm not sure I'll be able to get a doctor's note, wake up 3 hours before my shift, and find someone to cover my shift if I really am sick.   Am I wrong in feeling that if I am sick, I shouldn't be using Ubers or buses to get to the doctor's office, even if they are my only option besides walking? I don't want to make anyone else sick but I feel stuck.", "c_root_id_A": "h0zyx9l", "c_root_id_B": "h10pixf", "created_at_utc_A": 1623128858, "created_at_utc_B": 1623154158, "score_A": -3, "score_B": 3, "human_ref_A": "Yes, that's abnormal. If you are absent because of a serious health condition, you can't be treated like that per FMLA.", "human_ref_B": "Work in HR and used to work in hospitality in college. It wasn\u2019t uncommon for us to try and find people to cover our shifts. If we couldn\u2019t, we would call the manager and let them know. I\u2019m not sure that\u2019s best practice but certainly not illegal.   As far as a doctors note, this is also fairly common. It is usually required after multiple days absent from work, like 3 days. You may want to ask for clarification.   Finally, trying to call in early to let someone know you aren\u2019t coming to work is also a best practice. Sometimes three hours is not possible, but I\u2019m sure your boss would appreciate any call in advance.", "labels": 0, "seconds_difference": 25300.0, "score_ratio": -1.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "nuwejo", "domain": "askhr_test", "upvote_ratio": 0.87, "history": "IA] Is requiring your employees to get a doctor's note for every absence, call at least 3 hours in advance, and finding someone to cover your shift abnormal? I'm afraid to call in sick in the future. I called in sick once and they told me it was my responsibility to get a doctor's note and find someone to cover my shift, despite the fact that the sheet with everyone's contact info hasn't been updated since February and we were really understaffed, so I probably would have had to go in anyways despite being sick.   I had been doing some intense yard work for a decent chunk of time and I woke up the next day incredibly sore and I had problems bending down and grabbing things, and I hurt everywhere.   I also had no way to get to the doctor's office and the soonest telehealth appointment was the next day.  I went into work today and I saw [this. I'm afraid to get sick in the future because I'm not sure I'll be able to get a doctor's note, wake up 3 hours before my shift, and find someone to cover my shift if I really am sick.   Am I wrong in feeling that if I am sick, I shouldn't be using Ubers or buses to get to the doctor's office, even if they are my only option besides walking? I don't want to make anyone else sick but I feel stuck.", "c_root_id_A": "h1049mw", "c_root_id_B": "h11rpyw", "created_at_utc_A": 1623132918, "created_at_utc_B": 1623171662, "score_A": 3, "score_B": 4, "human_ref_A": "If you can\u2019t find someone to cover your shift, that\u2019s not your problem. Never heard of that. That\u2019s on the manager. Calling the District Manager for being off is a bit much as well. Sounds like the manager doesn\u2019t do shit at this job.", "human_ref_B": "Let's just be honest about what this practice means. It means they don't believe you or your coworkers are actually sick when you call out, so they are making it prohibitively difficult or expensive to call out.  We don't know what led up to this policy being created. Maybe absences got so out of hand that the place couldn't function. Really all you can do is comply until you can find a better job.   Walgreens and CVS usually have clinics that are easy to get into with little or no notice, and they're pretty affordable with most insurance plans. Hopefully that helps as a backup plan until you find something else.", "labels": 0, "seconds_difference": 38744.0, "score_ratio": 1.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "nuwejo", "domain": "askhr_test", "upvote_ratio": 0.87, "history": "IA] Is requiring your employees to get a doctor's note for every absence, call at least 3 hours in advance, and finding someone to cover your shift abnormal? I'm afraid to call in sick in the future. I called in sick once and they told me it was my responsibility to get a doctor's note and find someone to cover my shift, despite the fact that the sheet with everyone's contact info hasn't been updated since February and we were really understaffed, so I probably would have had to go in anyways despite being sick.   I had been doing some intense yard work for a decent chunk of time and I woke up the next day incredibly sore and I had problems bending down and grabbing things, and I hurt everywhere.   I also had no way to get to the doctor's office and the soonest telehealth appointment was the next day.  I went into work today and I saw [this. I'm afraid to get sick in the future because I'm not sure I'll be able to get a doctor's note, wake up 3 hours before my shift, and find someone to cover my shift if I really am sick.   Am I wrong in feeling that if I am sick, I shouldn't be using Ubers or buses to get to the doctor's office, even if they are my only option besides walking? I don't want to make anyone else sick but I feel stuck.", "c_root_id_A": "h11rpyw", "c_root_id_B": "h0zyx9l", "created_at_utc_A": 1623171662, "created_at_utc_B": 1623128858, "score_A": 4, "score_B": -3, "human_ref_A": "Let's just be honest about what this practice means. It means they don't believe you or your coworkers are actually sick when you call out, so they are making it prohibitively difficult or expensive to call out.  We don't know what led up to this policy being created. Maybe absences got so out of hand that the place couldn't function. Really all you can do is comply until you can find a better job.   Walgreens and CVS usually have clinics that are easy to get into with little or no notice, and they're pretty affordable with most insurance plans. Hopefully that helps as a backup plan until you find something else.", "human_ref_B": "Yes, that's abnormal. If you are absent because of a serious health condition, you can't be treated like that per FMLA.", "labels": 1, "seconds_difference": 42804.0, "score_ratio": -1.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "nuwejo", "domain": "askhr_test", "upvote_ratio": 0.87, "history": "IA] Is requiring your employees to get a doctor's note for every absence, call at least 3 hours in advance, and finding someone to cover your shift abnormal? I'm afraid to call in sick in the future. I called in sick once and they told me it was my responsibility to get a doctor's note and find someone to cover my shift, despite the fact that the sheet with everyone's contact info hasn't been updated since February and we were really understaffed, so I probably would have had to go in anyways despite being sick.   I had been doing some intense yard work for a decent chunk of time and I woke up the next day incredibly sore and I had problems bending down and grabbing things, and I hurt everywhere.   I also had no way to get to the doctor's office and the soonest telehealth appointment was the next day.  I went into work today and I saw [this. I'm afraid to get sick in the future because I'm not sure I'll be able to get a doctor's note, wake up 3 hours before my shift, and find someone to cover my shift if I really am sick.   Am I wrong in feeling that if I am sick, I shouldn't be using Ubers or buses to get to the doctor's office, even if they are my only option besides walking? I don't want to make anyone else sick but I feel stuck.", "c_root_id_A": "h1049mw", "c_root_id_B": "h0zyx9l", "created_at_utc_A": 1623132918, "created_at_utc_B": 1623128858, "score_A": 3, "score_B": -3, "human_ref_A": "If you can\u2019t find someone to cover your shift, that\u2019s not your problem. Never heard of that. That\u2019s on the manager. Calling the District Manager for being off is a bit much as well. Sounds like the manager doesn\u2019t do shit at this job.", "human_ref_B": "Yes, that's abnormal. If you are absent because of a serious health condition, you can't be treated like that per FMLA.", "labels": 1, "seconds_difference": 4060.0, "score_ratio": -1.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "nuwejo", "domain": "askhr_test", "upvote_ratio": 0.87, "history": "IA] Is requiring your employees to get a doctor's note for every absence, call at least 3 hours in advance, and finding someone to cover your shift abnormal? I'm afraid to call in sick in the future. I called in sick once and they told me it was my responsibility to get a doctor's note and find someone to cover my shift, despite the fact that the sheet with everyone's contact info hasn't been updated since February and we were really understaffed, so I probably would have had to go in anyways despite being sick.   I had been doing some intense yard work for a decent chunk of time and I woke up the next day incredibly sore and I had problems bending down and grabbing things, and I hurt everywhere.   I also had no way to get to the doctor's office and the soonest telehealth appointment was the next day.  I went into work today and I saw [this. I'm afraid to get sick in the future because I'm not sure I'll be able to get a doctor's note, wake up 3 hours before my shift, and find someone to cover my shift if I really am sick.   Am I wrong in feeling that if I am sick, I shouldn't be using Ubers or buses to get to the doctor's office, even if they are my only option besides walking? I don't want to make anyone else sick but I feel stuck.", "c_root_id_A": "h0zyx9l", "c_root_id_B": "h12adfw", "created_at_utc_A": 1623128858, "created_at_utc_B": 1623179482, "score_A": -3, "score_B": 3, "human_ref_A": "Yes, that's abnormal. If you are absent because of a serious health condition, you can't be treated like that per FMLA.", "human_ref_B": "Unfortunately that is legal in Iowa; the state doesn't have any protected sick leave law which would limit what an employer can require of you when calling in sick. It is a rather unfair policy, but in food service it's not all that uncommon either.   > I'm afraid to call in sick in the future.  And that's why the policy exists; to discourage workers from calling in so management doesn't have to scramble to find coverage or work extra shifts themselves because the business is too cheap to have sufficient staff on hand to account for occasional unexpected absences.", "labels": 0, "seconds_difference": 50624.0, "score_ratio": -1.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "ylv3jc", "domain": "askhr_test", "upvote_ratio": 0.89, "history": "[NY] Issue with new coworker.. Should I ask HR? I've been working for a company close to 6 years as a developer. 5 months ago there was a new hire that I'll call Amy. She's a Project Manager. From the beginning the team and I have been confused on what her role exactly is. When I would send her some emails, she would reply to me with an attitude. I let it go in the beginning but later when working together she started being more and more rude. Whenever I ask her questions she usually goes to our manager to tattle (same manager) and my manager does one of the following: sends out an email to everyone, call me directly with Amy's question, or tell me in the meeting with the team about my concern.  The issues have gotten worse lately. It has made a very toxic environment for me. I'm sure my boss knows of the issues. I got a very nasty email from Amy today, my boss was added in the email and said nothing of it. I see that my boss is on her side. Boss has been working around 6 years too.   I reached out to HR to ask if she is available to meet. I would like to show her the email evidence of how Amy has been replying to me. I have been asking HR about what happens when someone leaves, do they get their vacation time paid in full, etc. I have been so stressed to the point that I want to resign. I don't want HR to talk to my manager or Amy about this, but I guess I wanted to let her know of this issue and to let me know if I might be wrong here. I have shown other people the emails I have received and they too see the attitude. Should I even meet with HR at all or ask if the things I show are confidential?", "c_root_id_A": "iv1clpw", "c_root_id_B": "iv0tfvl", "created_at_utc_A": 1667575722, "created_at_utc_B": 1667567653, "score_A": 52, "score_B": 46, "human_ref_A": ">I don't want HR to talk to my manager  1. HR WILL tell your manager  2. How do you expect this problem to be solved without your manager's involvement?", "human_ref_B": "If you don't want HR to address it, what's the point of bringing it to them? Do you think it is appropriate for HR not to take action if you are being treated poorly?", "labels": 1, "seconds_difference": 8069.0, "score_ratio": 1.1304347826, "metadata_A": "", "metadata_B": ""}
{"post_id": "ylv3jc", "domain": "askhr_test", "upvote_ratio": 0.89, "history": "[NY] Issue with new coworker.. Should I ask HR? I've been working for a company close to 6 years as a developer. 5 months ago there was a new hire that I'll call Amy. She's a Project Manager. From the beginning the team and I have been confused on what her role exactly is. When I would send her some emails, she would reply to me with an attitude. I let it go in the beginning but later when working together she started being more and more rude. Whenever I ask her questions she usually goes to our manager to tattle (same manager) and my manager does one of the following: sends out an email to everyone, call me directly with Amy's question, or tell me in the meeting with the team about my concern.  The issues have gotten worse lately. It has made a very toxic environment for me. I'm sure my boss knows of the issues. I got a very nasty email from Amy today, my boss was added in the email and said nothing of it. I see that my boss is on her side. Boss has been working around 6 years too.   I reached out to HR to ask if she is available to meet. I would like to show her the email evidence of how Amy has been replying to me. I have been asking HR about what happens when someone leaves, do they get their vacation time paid in full, etc. I have been so stressed to the point that I want to resign. I don't want HR to talk to my manager or Amy about this, but I guess I wanted to let her know of this issue and to let me know if I might be wrong here. I have shown other people the emails I have received and they too see the attitude. Should I even meet with HR at all or ask if the things I show are confidential?", "c_root_id_A": "iv1clpw", "c_root_id_B": "iv12zkd", "created_at_utc_A": 1667575722, "created_at_utc_B": 1667571840, "score_A": 52, "score_B": 11, "human_ref_A": ">I don't want HR to talk to my manager  1. HR WILL tell your manager  2. How do you expect this problem to be solved without your manager's involvement?", "human_ref_B": "Lots of ways to deal with a person like Amy. Cant always just up and quit when you run into a jerk employee. Depending on how you feel and how you deal with strife should dicate your handling of her.", "labels": 1, "seconds_difference": 3882.0, "score_ratio": 4.7272727273, "metadata_A": "", "metadata_B": ""}
{"post_id": "ylv3jc", "domain": "askhr_test", "upvote_ratio": 0.89, "history": "[NY] Issue with new coworker.. Should I ask HR? I've been working for a company close to 6 years as a developer. 5 months ago there was a new hire that I'll call Amy. She's a Project Manager. From the beginning the team and I have been confused on what her role exactly is. When I would send her some emails, she would reply to me with an attitude. I let it go in the beginning but later when working together she started being more and more rude. Whenever I ask her questions she usually goes to our manager to tattle (same manager) and my manager does one of the following: sends out an email to everyone, call me directly with Amy's question, or tell me in the meeting with the team about my concern.  The issues have gotten worse lately. It has made a very toxic environment for me. I'm sure my boss knows of the issues. I got a very nasty email from Amy today, my boss was added in the email and said nothing of it. I see that my boss is on her side. Boss has been working around 6 years too.   I reached out to HR to ask if she is available to meet. I would like to show her the email evidence of how Amy has been replying to me. I have been asking HR about what happens when someone leaves, do they get their vacation time paid in full, etc. I have been so stressed to the point that I want to resign. I don't want HR to talk to my manager or Amy about this, but I guess I wanted to let her know of this issue and to let me know if I might be wrong here. I have shown other people the emails I have received and they too see the attitude. Should I even meet with HR at all or ask if the things I show are confidential?", "c_root_id_A": "iv14zki", "c_root_id_B": "iv1clpw", "created_at_utc_A": 1667572662, "created_at_utc_B": 1667575722, "score_A": 6, "score_B": 52, "human_ref_A": "Time to jump ship.   If I\u2019m understanding correctly your boss keeps having her back. If that\u2019s the case the only solution good for you is to find another position, and get a better pay in the process.  6 years as dev in the same company is long enough. Apply for senior or principle positions.  Unless you are already working for MANGA and holding it because of the hiring freezes, there are plenty of positions and money to be made out there and zero need to tolerate jerks.   HR will defend the manager and the hierarchy, they won\u2019t be on your side for stuff like rudeness or being a jerk coming down, but they will be immediately up to your ass for an equal treatment or mild insubordination (dragging your feet).   The psychological way is operant conditioning. They put the jerk in charge -> leave.  Once the lose enough good people, they might figure out that it doesn\u2019t work.", "human_ref_B": ">I don't want HR to talk to my manager  1. HR WILL tell your manager  2. How do you expect this problem to be solved without your manager's involvement?", "labels": 0, "seconds_difference": 3060.0, "score_ratio": 8.6666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "ylv3jc", "domain": "askhr_test", "upvote_ratio": 0.89, "history": "[NY] Issue with new coworker.. Should I ask HR? I've been working for a company close to 6 years as a developer. 5 months ago there was a new hire that I'll call Amy. She's a Project Manager. From the beginning the team and I have been confused on what her role exactly is. When I would send her some emails, she would reply to me with an attitude. I let it go in the beginning but later when working together she started being more and more rude. Whenever I ask her questions she usually goes to our manager to tattle (same manager) and my manager does one of the following: sends out an email to everyone, call me directly with Amy's question, or tell me in the meeting with the team about my concern.  The issues have gotten worse lately. It has made a very toxic environment for me. I'm sure my boss knows of the issues. I got a very nasty email from Amy today, my boss was added in the email and said nothing of it. I see that my boss is on her side. Boss has been working around 6 years too.   I reached out to HR to ask if she is available to meet. I would like to show her the email evidence of how Amy has been replying to me. I have been asking HR about what happens when someone leaves, do they get their vacation time paid in full, etc. I have been so stressed to the point that I want to resign. I don't want HR to talk to my manager or Amy about this, but I guess I wanted to let her know of this issue and to let me know if I might be wrong here. I have shown other people the emails I have received and they too see the attitude. Should I even meet with HR at all or ask if the things I show are confidential?", "c_root_id_A": "iv11i5d", "c_root_id_B": "iv1clpw", "created_at_utc_A": 1667571221, "created_at_utc_B": 1667575722, "score_A": 4, "score_B": 52, "human_ref_A": "What kind of attitude are you seeing in the emails?  If Amy is a Project Manager is she directing your work? What is the tone of your emails?   As far as vacation time, see if you have a handbook or any internal resources (intranet) that may have the answer to your question.", "human_ref_B": ">I don't want HR to talk to my manager  1. HR WILL tell your manager  2. How do you expect this problem to be solved without your manager's involvement?", "labels": 0, "seconds_difference": 4501.0, "score_ratio": 13.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "ylv3jc", "domain": "askhr_test", "upvote_ratio": 0.89, "history": "[NY] Issue with new coworker.. Should I ask HR? I've been working for a company close to 6 years as a developer. 5 months ago there was a new hire that I'll call Amy. She's a Project Manager. From the beginning the team and I have been confused on what her role exactly is. When I would send her some emails, she would reply to me with an attitude. I let it go in the beginning but later when working together she started being more and more rude. Whenever I ask her questions she usually goes to our manager to tattle (same manager) and my manager does one of the following: sends out an email to everyone, call me directly with Amy's question, or tell me in the meeting with the team about my concern.  The issues have gotten worse lately. It has made a very toxic environment for me. I'm sure my boss knows of the issues. I got a very nasty email from Amy today, my boss was added in the email and said nothing of it. I see that my boss is on her side. Boss has been working around 6 years too.   I reached out to HR to ask if she is available to meet. I would like to show her the email evidence of how Amy has been replying to me. I have been asking HR about what happens when someone leaves, do they get their vacation time paid in full, etc. I have been so stressed to the point that I want to resign. I don't want HR to talk to my manager or Amy about this, but I guess I wanted to let her know of this issue and to let me know if I might be wrong here. I have shown other people the emails I have received and they too see the attitude. Should I even meet with HR at all or ask if the things I show are confidential?", "c_root_id_A": "iv12zkd", "c_root_id_B": "iv2co2w", "created_at_utc_A": 1667571840, "created_at_utc_B": 1667589757, "score_A": 11, "score_B": 12, "human_ref_A": "Lots of ways to deal with a person like Amy. Cant always just up and quit when you run into a jerk employee. Depending on how you feel and how you deal with strife should dicate your handling of her.", "human_ref_B": "It\u2019s clear to me from reading between the lines that you\u2019re undermining her role. You and \u201cthe team\u201d aren\u2019t sure what she\u2019s supposed to be doing, or YOU aren\u2019t? Are you miffed she\u2019s taken over some responsibilities as the company grows?  Obviously she was hired for a reason and your manager supports her and knows what her role is. If you\u2019re confused, as for a JD.  Seems like your bosses failure to response is likely because there\u2019s something you\u2019re not telling us. Perhaps you\u2019ve been passive aggressive with her in previous interactions. Perhaps she\u2019s already contacted HR about you.  Lastly, once you go to HR there is no going back. Do some soul searching to see if you may be partly to blame for any of what has transpired and the current state of the relationship.  And maybe talk to Amy?", "labels": 0, "seconds_difference": 17917.0, "score_ratio": 1.0909090909, "metadata_A": "", "metadata_B": ""}
{"post_id": "ylv3jc", "domain": "askhr_test", "upvote_ratio": 0.89, "history": "[NY] Issue with new coworker.. Should I ask HR? I've been working for a company close to 6 years as a developer. 5 months ago there was a new hire that I'll call Amy. She's a Project Manager. From the beginning the team and I have been confused on what her role exactly is. When I would send her some emails, she would reply to me with an attitude. I let it go in the beginning but later when working together she started being more and more rude. Whenever I ask her questions she usually goes to our manager to tattle (same manager) and my manager does one of the following: sends out an email to everyone, call me directly with Amy's question, or tell me in the meeting with the team about my concern.  The issues have gotten worse lately. It has made a very toxic environment for me. I'm sure my boss knows of the issues. I got a very nasty email from Amy today, my boss was added in the email and said nothing of it. I see that my boss is on her side. Boss has been working around 6 years too.   I reached out to HR to ask if she is available to meet. I would like to show her the email evidence of how Amy has been replying to me. I have been asking HR about what happens when someone leaves, do they get their vacation time paid in full, etc. I have been so stressed to the point that I want to resign. I don't want HR to talk to my manager or Amy about this, but I guess I wanted to let her know of this issue and to let me know if I might be wrong here. I have shown other people the emails I have received and they too see the attitude. Should I even meet with HR at all or ask if the things I show are confidential?", "c_root_id_A": "iv2co2w", "c_root_id_B": "iv1st01", "created_at_utc_A": 1667589757, "created_at_utc_B": 1667582032, "score_A": 12, "score_B": 11, "human_ref_A": "It\u2019s clear to me from reading between the lines that you\u2019re undermining her role. You and \u201cthe team\u201d aren\u2019t sure what she\u2019s supposed to be doing, or YOU aren\u2019t? Are you miffed she\u2019s taken over some responsibilities as the company grows?  Obviously she was hired for a reason and your manager supports her and knows what her role is. If you\u2019re confused, as for a JD.  Seems like your bosses failure to response is likely because there\u2019s something you\u2019re not telling us. Perhaps you\u2019ve been passive aggressive with her in previous interactions. Perhaps she\u2019s already contacted HR about you.  Lastly, once you go to HR there is no going back. Do some soul searching to see if you may be partly to blame for any of what has transpired and the current state of the relationship.  And maybe talk to Amy?", "human_ref_B": ">. I don't want HR to talk to my manager or Amy about this  This is not a valid choice...they will do so most likely if you got to them. There is no \"confidential\" if they feel they need to address your complaint. HR is not a coach or a therapist.", "labels": 1, "seconds_difference": 7725.0, "score_ratio": 1.0909090909, "metadata_A": "", "metadata_B": ""}
{"post_id": "ylv3jc", "domain": "askhr_test", "upvote_ratio": 0.89, "history": "[NY] Issue with new coworker.. Should I ask HR? I've been working for a company close to 6 years as a developer. 5 months ago there was a new hire that I'll call Amy. She's a Project Manager. From the beginning the team and I have been confused on what her role exactly is. When I would send her some emails, she would reply to me with an attitude. I let it go in the beginning but later when working together she started being more and more rude. Whenever I ask her questions she usually goes to our manager to tattle (same manager) and my manager does one of the following: sends out an email to everyone, call me directly with Amy's question, or tell me in the meeting with the team about my concern.  The issues have gotten worse lately. It has made a very toxic environment for me. I'm sure my boss knows of the issues. I got a very nasty email from Amy today, my boss was added in the email and said nothing of it. I see that my boss is on her side. Boss has been working around 6 years too.   I reached out to HR to ask if she is available to meet. I would like to show her the email evidence of how Amy has been replying to me. I have been asking HR about what happens when someone leaves, do they get their vacation time paid in full, etc. I have been so stressed to the point that I want to resign. I don't want HR to talk to my manager or Amy about this, but I guess I wanted to let her know of this issue and to let me know if I might be wrong here. I have shown other people the emails I have received and they too see the attitude. Should I even meet with HR at all or ask if the things I show are confidential?", "c_root_id_A": "iv2co2w", "c_root_id_B": "iv14zki", "created_at_utc_A": 1667589757, "created_at_utc_B": 1667572662, "score_A": 12, "score_B": 6, "human_ref_A": "It\u2019s clear to me from reading between the lines that you\u2019re undermining her role. You and \u201cthe team\u201d aren\u2019t sure what she\u2019s supposed to be doing, or YOU aren\u2019t? Are you miffed she\u2019s taken over some responsibilities as the company grows?  Obviously she was hired for a reason and your manager supports her and knows what her role is. If you\u2019re confused, as for a JD.  Seems like your bosses failure to response is likely because there\u2019s something you\u2019re not telling us. Perhaps you\u2019ve been passive aggressive with her in previous interactions. Perhaps she\u2019s already contacted HR about you.  Lastly, once you go to HR there is no going back. Do some soul searching to see if you may be partly to blame for any of what has transpired and the current state of the relationship.  And maybe talk to Amy?", "human_ref_B": "Time to jump ship.   If I\u2019m understanding correctly your boss keeps having her back. If that\u2019s the case the only solution good for you is to find another position, and get a better pay in the process.  6 years as dev in the same company is long enough. Apply for senior or principle positions.  Unless you are already working for MANGA and holding it because of the hiring freezes, there are plenty of positions and money to be made out there and zero need to tolerate jerks.   HR will defend the manager and the hierarchy, they won\u2019t be on your side for stuff like rudeness or being a jerk coming down, but they will be immediately up to your ass for an equal treatment or mild insubordination (dragging your feet).   The psychological way is operant conditioning. They put the jerk in charge -> leave.  Once the lose enough good people, they might figure out that it doesn\u2019t work.", "labels": 1, "seconds_difference": 17095.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "ylv3jc", "domain": "askhr_test", "upvote_ratio": 0.89, "history": "[NY] Issue with new coworker.. Should I ask HR? I've been working for a company close to 6 years as a developer. 5 months ago there was a new hire that I'll call Amy. She's a Project Manager. From the beginning the team and I have been confused on what her role exactly is. When I would send her some emails, she would reply to me with an attitude. I let it go in the beginning but later when working together she started being more and more rude. Whenever I ask her questions she usually goes to our manager to tattle (same manager) and my manager does one of the following: sends out an email to everyone, call me directly with Amy's question, or tell me in the meeting with the team about my concern.  The issues have gotten worse lately. It has made a very toxic environment for me. I'm sure my boss knows of the issues. I got a very nasty email from Amy today, my boss was added in the email and said nothing of it. I see that my boss is on her side. Boss has been working around 6 years too.   I reached out to HR to ask if she is available to meet. I would like to show her the email evidence of how Amy has been replying to me. I have been asking HR about what happens when someone leaves, do they get their vacation time paid in full, etc. I have been so stressed to the point that I want to resign. I don't want HR to talk to my manager or Amy about this, but I guess I wanted to let her know of this issue and to let me know if I might be wrong here. I have shown other people the emails I have received and they too see the attitude. Should I even meet with HR at all or ask if the things I show are confidential?", "c_root_id_A": "iv2co2w", "c_root_id_B": "iv11i5d", "created_at_utc_A": 1667589757, "created_at_utc_B": 1667571221, "score_A": 12, "score_B": 4, "human_ref_A": "It\u2019s clear to me from reading between the lines that you\u2019re undermining her role. You and \u201cthe team\u201d aren\u2019t sure what she\u2019s supposed to be doing, or YOU aren\u2019t? Are you miffed she\u2019s taken over some responsibilities as the company grows?  Obviously she was hired for a reason and your manager supports her and knows what her role is. If you\u2019re confused, as for a JD.  Seems like your bosses failure to response is likely because there\u2019s something you\u2019re not telling us. Perhaps you\u2019ve been passive aggressive with her in previous interactions. Perhaps she\u2019s already contacted HR about you.  Lastly, once you go to HR there is no going back. Do some soul searching to see if you may be partly to blame for any of what has transpired and the current state of the relationship.  And maybe talk to Amy?", "human_ref_B": "What kind of attitude are you seeing in the emails?  If Amy is a Project Manager is she directing your work? What is the tone of your emails?   As far as vacation time, see if you have a handbook or any internal resources (intranet) that may have the answer to your question.", "labels": 1, "seconds_difference": 18536.0, "score_ratio": 3.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "ylv3jc", "domain": "askhr_test", "upvote_ratio": 0.89, "history": "[NY] Issue with new coworker.. Should I ask HR? I've been working for a company close to 6 years as a developer. 5 months ago there was a new hire that I'll call Amy. She's a Project Manager. From the beginning the team and I have been confused on what her role exactly is. When I would send her some emails, she would reply to me with an attitude. I let it go in the beginning but later when working together she started being more and more rude. Whenever I ask her questions she usually goes to our manager to tattle (same manager) and my manager does one of the following: sends out an email to everyone, call me directly with Amy's question, or tell me in the meeting with the team about my concern.  The issues have gotten worse lately. It has made a very toxic environment for me. I'm sure my boss knows of the issues. I got a very nasty email from Amy today, my boss was added in the email and said nothing of it. I see that my boss is on her side. Boss has been working around 6 years too.   I reached out to HR to ask if she is available to meet. I would like to show her the email evidence of how Amy has been replying to me. I have been asking HR about what happens when someone leaves, do they get their vacation time paid in full, etc. I have been so stressed to the point that I want to resign. I don't want HR to talk to my manager or Amy about this, but I guess I wanted to let her know of this issue and to let me know if I might be wrong here. I have shown other people the emails I have received and they too see the attitude. Should I even meet with HR at all or ask if the things I show are confidential?", "c_root_id_A": "iv2co2w", "c_root_id_B": "iv28iy2", "created_at_utc_A": 1667589757, "created_at_utc_B": 1667588085, "score_A": 12, "score_B": 3, "human_ref_A": "It\u2019s clear to me from reading between the lines that you\u2019re undermining her role. You and \u201cthe team\u201d aren\u2019t sure what she\u2019s supposed to be doing, or YOU aren\u2019t? Are you miffed she\u2019s taken over some responsibilities as the company grows?  Obviously she was hired for a reason and your manager supports her and knows what her role is. If you\u2019re confused, as for a JD.  Seems like your bosses failure to response is likely because there\u2019s something you\u2019re not telling us. Perhaps you\u2019ve been passive aggressive with her in previous interactions. Perhaps she\u2019s already contacted HR about you.  Lastly, once you go to HR there is no going back. Do some soul searching to see if you may be partly to blame for any of what has transpired and the current state of the relationship.  And maybe talk to Amy?", "human_ref_B": "Full honesttt solution go up to her and ask if she\u2019s wants a hug or fight", "labels": 1, "seconds_difference": 1672.0, "score_ratio": 4.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "ylv3jc", "domain": "askhr_test", "upvote_ratio": 0.89, "history": "[NY] Issue with new coworker.. Should I ask HR? I've been working for a company close to 6 years as a developer. 5 months ago there was a new hire that I'll call Amy. She's a Project Manager. From the beginning the team and I have been confused on what her role exactly is. When I would send her some emails, she would reply to me with an attitude. I let it go in the beginning but later when working together she started being more and more rude. Whenever I ask her questions she usually goes to our manager to tattle (same manager) and my manager does one of the following: sends out an email to everyone, call me directly with Amy's question, or tell me in the meeting with the team about my concern.  The issues have gotten worse lately. It has made a very toxic environment for me. I'm sure my boss knows of the issues. I got a very nasty email from Amy today, my boss was added in the email and said nothing of it. I see that my boss is on her side. Boss has been working around 6 years too.   I reached out to HR to ask if she is available to meet. I would like to show her the email evidence of how Amy has been replying to me. I have been asking HR about what happens when someone leaves, do they get their vacation time paid in full, etc. I have been so stressed to the point that I want to resign. I don't want HR to talk to my manager or Amy about this, but I guess I wanted to let her know of this issue and to let me know if I might be wrong here. I have shown other people the emails I have received and they too see the attitude. Should I even meet with HR at all or ask if the things I show are confidential?", "c_root_id_A": "iv11i5d", "c_root_id_B": "iv12zkd", "created_at_utc_A": 1667571221, "created_at_utc_B": 1667571840, "score_A": 4, "score_B": 11, "human_ref_A": "What kind of attitude are you seeing in the emails?  If Amy is a Project Manager is she directing your work? What is the tone of your emails?   As far as vacation time, see if you have a handbook or any internal resources (intranet) that may have the answer to your question.", "human_ref_B": "Lots of ways to deal with a person like Amy. Cant always just up and quit when you run into a jerk employee. Depending on how you feel and how you deal with strife should dicate your handling of her.", "labels": 0, "seconds_difference": 619.0, "score_ratio": 2.75, "metadata_A": "", "metadata_B": ""}
{"post_id": "ylv3jc", "domain": "askhr_test", "upvote_ratio": 0.89, "history": "[NY] Issue with new coworker.. Should I ask HR? I've been working for a company close to 6 years as a developer. 5 months ago there was a new hire that I'll call Amy. She's a Project Manager. From the beginning the team and I have been confused on what her role exactly is. When I would send her some emails, she would reply to me with an attitude. I let it go in the beginning but later when working together she started being more and more rude. Whenever I ask her questions she usually goes to our manager to tattle (same manager) and my manager does one of the following: sends out an email to everyone, call me directly with Amy's question, or tell me in the meeting with the team about my concern.  The issues have gotten worse lately. It has made a very toxic environment for me. I'm sure my boss knows of the issues. I got a very nasty email from Amy today, my boss was added in the email and said nothing of it. I see that my boss is on her side. Boss has been working around 6 years too.   I reached out to HR to ask if she is available to meet. I would like to show her the email evidence of how Amy has been replying to me. I have been asking HR about what happens when someone leaves, do they get their vacation time paid in full, etc. I have been so stressed to the point that I want to resign. I don't want HR to talk to my manager or Amy about this, but I guess I wanted to let her know of this issue and to let me know if I might be wrong here. I have shown other people the emails I have received and they too see the attitude. Should I even meet with HR at all or ask if the things I show are confidential?", "c_root_id_A": "iv14zki", "c_root_id_B": "iv1st01", "created_at_utc_A": 1667572662, "created_at_utc_B": 1667582032, "score_A": 6, "score_B": 11, "human_ref_A": "Time to jump ship.   If I\u2019m understanding correctly your boss keeps having her back. If that\u2019s the case the only solution good for you is to find another position, and get a better pay in the process.  6 years as dev in the same company is long enough. Apply for senior or principle positions.  Unless you are already working for MANGA and holding it because of the hiring freezes, there are plenty of positions and money to be made out there and zero need to tolerate jerks.   HR will defend the manager and the hierarchy, they won\u2019t be on your side for stuff like rudeness or being a jerk coming down, but they will be immediately up to your ass for an equal treatment or mild insubordination (dragging your feet).   The psychological way is operant conditioning. They put the jerk in charge -> leave.  Once the lose enough good people, they might figure out that it doesn\u2019t work.", "human_ref_B": ">. I don't want HR to talk to my manager or Amy about this  This is not a valid choice...they will do so most likely if you got to them. There is no \"confidential\" if they feel they need to address your complaint. HR is not a coach or a therapist.", "labels": 0, "seconds_difference": 9370.0, "score_ratio": 1.8333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "ylv3jc", "domain": "askhr_test", "upvote_ratio": 0.89, "history": "[NY] Issue with new coworker.. Should I ask HR? I've been working for a company close to 6 years as a developer. 5 months ago there was a new hire that I'll call Amy. She's a Project Manager. From the beginning the team and I have been confused on what her role exactly is. When I would send her some emails, she would reply to me with an attitude. I let it go in the beginning but later when working together she started being more and more rude. Whenever I ask her questions she usually goes to our manager to tattle (same manager) and my manager does one of the following: sends out an email to everyone, call me directly with Amy's question, or tell me in the meeting with the team about my concern.  The issues have gotten worse lately. It has made a very toxic environment for me. I'm sure my boss knows of the issues. I got a very nasty email from Amy today, my boss was added in the email and said nothing of it. I see that my boss is on her side. Boss has been working around 6 years too.   I reached out to HR to ask if she is available to meet. I would like to show her the email evidence of how Amy has been replying to me. I have been asking HR about what happens when someone leaves, do they get their vacation time paid in full, etc. I have been so stressed to the point that I want to resign. I don't want HR to talk to my manager or Amy about this, but I guess I wanted to let her know of this issue and to let me know if I might be wrong here. I have shown other people the emails I have received and they too see the attitude. Should I even meet with HR at all or ask if the things I show are confidential?", "c_root_id_A": "iv1st01", "c_root_id_B": "iv11i5d", "created_at_utc_A": 1667582032, "created_at_utc_B": 1667571221, "score_A": 11, "score_B": 4, "human_ref_A": ">. I don't want HR to talk to my manager or Amy about this  This is not a valid choice...they will do so most likely if you got to them. There is no \"confidential\" if they feel they need to address your complaint. HR is not a coach or a therapist.", "human_ref_B": "What kind of attitude are you seeing in the emails?  If Amy is a Project Manager is she directing your work? What is the tone of your emails?   As far as vacation time, see if you have a handbook or any internal resources (intranet) that may have the answer to your question.", "labels": 1, "seconds_difference": 10811.0, "score_ratio": 2.75, "metadata_A": "", "metadata_B": ""}
{"post_id": "ylv3jc", "domain": "askhr_test", "upvote_ratio": 0.89, "history": "[NY] Issue with new coworker.. Should I ask HR? I've been working for a company close to 6 years as a developer. 5 months ago there was a new hire that I'll call Amy. She's a Project Manager. From the beginning the team and I have been confused on what her role exactly is. When I would send her some emails, she would reply to me with an attitude. I let it go in the beginning but later when working together she started being more and more rude. Whenever I ask her questions she usually goes to our manager to tattle (same manager) and my manager does one of the following: sends out an email to everyone, call me directly with Amy's question, or tell me in the meeting with the team about my concern.  The issues have gotten worse lately. It has made a very toxic environment for me. I'm sure my boss knows of the issues. I got a very nasty email from Amy today, my boss was added in the email and said nothing of it. I see that my boss is on her side. Boss has been working around 6 years too.   I reached out to HR to ask if she is available to meet. I would like to show her the email evidence of how Amy has been replying to me. I have been asking HR about what happens when someone leaves, do they get their vacation time paid in full, etc. I have been so stressed to the point that I want to resign. I don't want HR to talk to my manager or Amy about this, but I guess I wanted to let her know of this issue and to let me know if I might be wrong here. I have shown other people the emails I have received and they too see the attitude. Should I even meet with HR at all or ask if the things I show are confidential?", "c_root_id_A": "iv2np2h", "c_root_id_B": "iv14zki", "created_at_utc_A": 1667594180, "created_at_utc_B": 1667572662, "score_A": 10, "score_B": 6, "human_ref_A": "So I've read all your comments and will just say, the way you have phrased things here don't exactly put you in a good light  You mentioned two instances where you told her to X, one of which being in a group email  Yet you have no decision making power of what she has to do nor is it being 'helpful' to tell someone to just do X. If you are unsure of whether or not something falls into her area of work a much better approach would be to say 'Hey we got this request, not sure if this would fall into your area of work, do you want to reach out to this person?' and rather than telling her in a group message to do something, you could just as easily messaged her separately explaining the usual processes, albeit you could have also just let it play out to see if she actually needed the help you assumed she did  Her saying 'why should I do X?', doesn't really come off as rude to me but rather as matching your energy tbh", "human_ref_B": "Time to jump ship.   If I\u2019m understanding correctly your boss keeps having her back. If that\u2019s the case the only solution good for you is to find another position, and get a better pay in the process.  6 years as dev in the same company is long enough. Apply for senior or principle positions.  Unless you are already working for MANGA and holding it because of the hiring freezes, there are plenty of positions and money to be made out there and zero need to tolerate jerks.   HR will defend the manager and the hierarchy, they won\u2019t be on your side for stuff like rudeness or being a jerk coming down, but they will be immediately up to your ass for an equal treatment or mild insubordination (dragging your feet).   The psychological way is operant conditioning. They put the jerk in charge -> leave.  Once the lose enough good people, they might figure out that it doesn\u2019t work.", "labels": 1, "seconds_difference": 21518.0, "score_ratio": 1.6666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "ylv3jc", "domain": "askhr_test", "upvote_ratio": 0.89, "history": "[NY] Issue with new coworker.. Should I ask HR? I've been working for a company close to 6 years as a developer. 5 months ago there was a new hire that I'll call Amy. She's a Project Manager. From the beginning the team and I have been confused on what her role exactly is. When I would send her some emails, she would reply to me with an attitude. I let it go in the beginning but later when working together she started being more and more rude. Whenever I ask her questions she usually goes to our manager to tattle (same manager) and my manager does one of the following: sends out an email to everyone, call me directly with Amy's question, or tell me in the meeting with the team about my concern.  The issues have gotten worse lately. It has made a very toxic environment for me. I'm sure my boss knows of the issues. I got a very nasty email from Amy today, my boss was added in the email and said nothing of it. I see that my boss is on her side. Boss has been working around 6 years too.   I reached out to HR to ask if she is available to meet. I would like to show her the email evidence of how Amy has been replying to me. I have been asking HR about what happens when someone leaves, do they get their vacation time paid in full, etc. I have been so stressed to the point that I want to resign. I don't want HR to talk to my manager or Amy about this, but I guess I wanted to let her know of this issue and to let me know if I might be wrong here. I have shown other people the emails I have received and they too see the attitude. Should I even meet with HR at all or ask if the things I show are confidential?", "c_root_id_A": "iv11i5d", "c_root_id_B": "iv2np2h", "created_at_utc_A": 1667571221, "created_at_utc_B": 1667594180, "score_A": 4, "score_B": 10, "human_ref_A": "What kind of attitude are you seeing in the emails?  If Amy is a Project Manager is she directing your work? What is the tone of your emails?   As far as vacation time, see if you have a handbook or any internal resources (intranet) that may have the answer to your question.", "human_ref_B": "So I've read all your comments and will just say, the way you have phrased things here don't exactly put you in a good light  You mentioned two instances where you told her to X, one of which being in a group email  Yet you have no decision making power of what she has to do nor is it being 'helpful' to tell someone to just do X. If you are unsure of whether or not something falls into her area of work a much better approach would be to say 'Hey we got this request, not sure if this would fall into your area of work, do you want to reach out to this person?' and rather than telling her in a group message to do something, you could just as easily messaged her separately explaining the usual processes, albeit you could have also just let it play out to see if she actually needed the help you assumed she did  Her saying 'why should I do X?', doesn't really come off as rude to me but rather as matching your energy tbh", "labels": 0, "seconds_difference": 22959.0, "score_ratio": 2.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "ylv3jc", "domain": "askhr_test", "upvote_ratio": 0.89, "history": "[NY] Issue with new coworker.. Should I ask HR? I've been working for a company close to 6 years as a developer. 5 months ago there was a new hire that I'll call Amy. She's a Project Manager. From the beginning the team and I have been confused on what her role exactly is. When I would send her some emails, she would reply to me with an attitude. I let it go in the beginning but later when working together she started being more and more rude. Whenever I ask her questions she usually goes to our manager to tattle (same manager) and my manager does one of the following: sends out an email to everyone, call me directly with Amy's question, or tell me in the meeting with the team about my concern.  The issues have gotten worse lately. It has made a very toxic environment for me. I'm sure my boss knows of the issues. I got a very nasty email from Amy today, my boss was added in the email and said nothing of it. I see that my boss is on her side. Boss has been working around 6 years too.   I reached out to HR to ask if she is available to meet. I would like to show her the email evidence of how Amy has been replying to me. I have been asking HR about what happens when someone leaves, do they get their vacation time paid in full, etc. I have been so stressed to the point that I want to resign. I don't want HR to talk to my manager or Amy about this, but I guess I wanted to let her know of this issue and to let me know if I might be wrong here. I have shown other people the emails I have received and they too see the attitude. Should I even meet with HR at all or ask if the things I show are confidential?", "c_root_id_A": "iv2np2h", "c_root_id_B": "iv2fgmd", "created_at_utc_A": 1667594180, "created_at_utc_B": 1667590886, "score_A": 10, "score_B": 5, "human_ref_A": "So I've read all your comments and will just say, the way you have phrased things here don't exactly put you in a good light  You mentioned two instances where you told her to X, one of which being in a group email  Yet you have no decision making power of what she has to do nor is it being 'helpful' to tell someone to just do X. If you are unsure of whether or not something falls into her area of work a much better approach would be to say 'Hey we got this request, not sure if this would fall into your area of work, do you want to reach out to this person?' and rather than telling her in a group message to do something, you could just as easily messaged her separately explaining the usual processes, albeit you could have also just let it play out to see if she actually needed the help you assumed she did  Her saying 'why should I do X?', doesn't really come off as rude to me but rather as matching your energy tbh", "human_ref_B": "Let's say we agree she's giving you attitude, is it just to you and why do you think it's happening.", "labels": 1, "seconds_difference": 3294.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "ylv3jc", "domain": "askhr_test", "upvote_ratio": 0.89, "history": "[NY] Issue with new coworker.. Should I ask HR? I've been working for a company close to 6 years as a developer. 5 months ago there was a new hire that I'll call Amy. She's a Project Manager. From the beginning the team and I have been confused on what her role exactly is. When I would send her some emails, she would reply to me with an attitude. I let it go in the beginning but later when working together she started being more and more rude. Whenever I ask her questions she usually goes to our manager to tattle (same manager) and my manager does one of the following: sends out an email to everyone, call me directly with Amy's question, or tell me in the meeting with the team about my concern.  The issues have gotten worse lately. It has made a very toxic environment for me. I'm sure my boss knows of the issues. I got a very nasty email from Amy today, my boss was added in the email and said nothing of it. I see that my boss is on her side. Boss has been working around 6 years too.   I reached out to HR to ask if she is available to meet. I would like to show her the email evidence of how Amy has been replying to me. I have been asking HR about what happens when someone leaves, do they get their vacation time paid in full, etc. I have been so stressed to the point that I want to resign. I don't want HR to talk to my manager or Amy about this, but I guess I wanted to let her know of this issue and to let me know if I might be wrong here. I have shown other people the emails I have received and they too see the attitude. Should I even meet with HR at all or ask if the things I show are confidential?", "c_root_id_A": "iv28iy2", "c_root_id_B": "iv2np2h", "created_at_utc_A": 1667588085, "created_at_utc_B": 1667594180, "score_A": 3, "score_B": 10, "human_ref_A": "Full honesttt solution go up to her and ask if she\u2019s wants a hug or fight", "human_ref_B": "So I've read all your comments and will just say, the way you have phrased things here don't exactly put you in a good light  You mentioned two instances where you told her to X, one of which being in a group email  Yet you have no decision making power of what she has to do nor is it being 'helpful' to tell someone to just do X. If you are unsure of whether or not something falls into her area of work a much better approach would be to say 'Hey we got this request, not sure if this would fall into your area of work, do you want to reach out to this person?' and rather than telling her in a group message to do something, you could just as easily messaged her separately explaining the usual processes, albeit you could have also just let it play out to see if she actually needed the help you assumed she did  Her saying 'why should I do X?', doesn't really come off as rude to me but rather as matching your energy tbh", "labels": 0, "seconds_difference": 6095.0, "score_ratio": 3.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "ylv3jc", "domain": "askhr_test", "upvote_ratio": 0.89, "history": "[NY] Issue with new coworker.. Should I ask HR? I've been working for a company close to 6 years as a developer. 5 months ago there was a new hire that I'll call Amy. She's a Project Manager. From the beginning the team and I have been confused on what her role exactly is. When I would send her some emails, she would reply to me with an attitude. I let it go in the beginning but later when working together she started being more and more rude. Whenever I ask her questions she usually goes to our manager to tattle (same manager) and my manager does one of the following: sends out an email to everyone, call me directly with Amy's question, or tell me in the meeting with the team about my concern.  The issues have gotten worse lately. It has made a very toxic environment for me. I'm sure my boss knows of the issues. I got a very nasty email from Amy today, my boss was added in the email and said nothing of it. I see that my boss is on her side. Boss has been working around 6 years too.   I reached out to HR to ask if she is available to meet. I would like to show her the email evidence of how Amy has been replying to me. I have been asking HR about what happens when someone leaves, do they get their vacation time paid in full, etc. I have been so stressed to the point that I want to resign. I don't want HR to talk to my manager or Amy about this, but I guess I wanted to let her know of this issue and to let me know if I might be wrong here. I have shown other people the emails I have received and they too see the attitude. Should I even meet with HR at all or ask if the things I show are confidential?", "c_root_id_A": "iv14zki", "c_root_id_B": "iv3ossw", "created_at_utc_A": 1667572662, "created_at_utc_B": 1667610951, "score_A": 6, "score_B": 7, "human_ref_A": "Time to jump ship.   If I\u2019m understanding correctly your boss keeps having her back. If that\u2019s the case the only solution good for you is to find another position, and get a better pay in the process.  6 years as dev in the same company is long enough. Apply for senior or principle positions.  Unless you are already working for MANGA and holding it because of the hiring freezes, there are plenty of positions and money to be made out there and zero need to tolerate jerks.   HR will defend the manager and the hierarchy, they won\u2019t be on your side for stuff like rudeness or being a jerk coming down, but they will be immediately up to your ass for an equal treatment or mild insubordination (dragging your feet).   The psychological way is operant conditioning. They put the jerk in charge -> leave.  Once the lose enough good people, they might figure out that it doesn\u2019t work.", "human_ref_B": "There's a reason why it's a good idea to deal only with behaviors in any kind of personnel issue, not attitudes or characterizations.  In your OP I saw complaints of attitude, rude, tattle, gotten worse, toxic, nasty, but not a single mention of specifically what she has said or done,  So, we got zero information about what this person actually said or did. The only thing that's clear is that you're really annoyed.", "labels": 0, "seconds_difference": 38289.0, "score_ratio": 1.1666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "ylv3jc", "domain": "askhr_test", "upvote_ratio": 0.89, "history": "[NY] Issue with new coworker.. Should I ask HR? I've been working for a company close to 6 years as a developer. 5 months ago there was a new hire that I'll call Amy. She's a Project Manager. From the beginning the team and I have been confused on what her role exactly is. When I would send her some emails, she would reply to me with an attitude. I let it go in the beginning but later when working together she started being more and more rude. Whenever I ask her questions she usually goes to our manager to tattle (same manager) and my manager does one of the following: sends out an email to everyone, call me directly with Amy's question, or tell me in the meeting with the team about my concern.  The issues have gotten worse lately. It has made a very toxic environment for me. I'm sure my boss knows of the issues. I got a very nasty email from Amy today, my boss was added in the email and said nothing of it. I see that my boss is on her side. Boss has been working around 6 years too.   I reached out to HR to ask if she is available to meet. I would like to show her the email evidence of how Amy has been replying to me. I have been asking HR about what happens when someone leaves, do they get their vacation time paid in full, etc. I have been so stressed to the point that I want to resign. I don't want HR to talk to my manager or Amy about this, but I guess I wanted to let her know of this issue and to let me know if I might be wrong here. I have shown other people the emails I have received and they too see the attitude. Should I even meet with HR at all or ask if the things I show are confidential?", "c_root_id_A": "iv11i5d", "c_root_id_B": "iv14zki", "created_at_utc_A": 1667571221, "created_at_utc_B": 1667572662, "score_A": 4, "score_B": 6, "human_ref_A": "What kind of attitude are you seeing in the emails?  If Amy is a Project Manager is she directing your work? What is the tone of your emails?   As far as vacation time, see if you have a handbook or any internal resources (intranet) that may have the answer to your question.", "human_ref_B": "Time to jump ship.   If I\u2019m understanding correctly your boss keeps having her back. If that\u2019s the case the only solution good for you is to find another position, and get a better pay in the process.  6 years as dev in the same company is long enough. Apply for senior or principle positions.  Unless you are already working for MANGA and holding it because of the hiring freezes, there are plenty of positions and money to be made out there and zero need to tolerate jerks.   HR will defend the manager and the hierarchy, they won\u2019t be on your side for stuff like rudeness or being a jerk coming down, but they will be immediately up to your ass for an equal treatment or mild insubordination (dragging your feet).   The psychological way is operant conditioning. They put the jerk in charge -> leave.  Once the lose enough good people, they might figure out that it doesn\u2019t work.", "labels": 0, "seconds_difference": 1441.0, "score_ratio": 1.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "ylv3jc", "domain": "askhr_test", "upvote_ratio": 0.89, "history": "[NY] Issue with new coworker.. Should I ask HR? I've been working for a company close to 6 years as a developer. 5 months ago there was a new hire that I'll call Amy. She's a Project Manager. From the beginning the team and I have been confused on what her role exactly is. When I would send her some emails, she would reply to me with an attitude. I let it go in the beginning but later when working together she started being more and more rude. Whenever I ask her questions she usually goes to our manager to tattle (same manager) and my manager does one of the following: sends out an email to everyone, call me directly with Amy's question, or tell me in the meeting with the team about my concern.  The issues have gotten worse lately. It has made a very toxic environment for me. I'm sure my boss knows of the issues. I got a very nasty email from Amy today, my boss was added in the email and said nothing of it. I see that my boss is on her side. Boss has been working around 6 years too.   I reached out to HR to ask if she is available to meet. I would like to show her the email evidence of how Amy has been replying to me. I have been asking HR about what happens when someone leaves, do they get their vacation time paid in full, etc. I have been so stressed to the point that I want to resign. I don't want HR to talk to my manager or Amy about this, but I guess I wanted to let her know of this issue and to let me know if I might be wrong here. I have shown other people the emails I have received and they too see the attitude. Should I even meet with HR at all or ask if the things I show are confidential?", "c_root_id_A": "iv11i5d", "c_root_id_B": "iv3ossw", "created_at_utc_A": 1667571221, "created_at_utc_B": 1667610951, "score_A": 4, "score_B": 7, "human_ref_A": "What kind of attitude are you seeing in the emails?  If Amy is a Project Manager is she directing your work? What is the tone of your emails?   As far as vacation time, see if you have a handbook or any internal resources (intranet) that may have the answer to your question.", "human_ref_B": "There's a reason why it's a good idea to deal only with behaviors in any kind of personnel issue, not attitudes or characterizations.  In your OP I saw complaints of attitude, rude, tattle, gotten worse, toxic, nasty, but not a single mention of specifically what she has said or done,  So, we got zero information about what this person actually said or did. The only thing that's clear is that you're really annoyed.", "labels": 0, "seconds_difference": 39730.0, "score_ratio": 1.75, "metadata_A": "", "metadata_B": ""}
{"post_id": "ylv3jc", "domain": "askhr_test", "upvote_ratio": 0.89, "history": "[NY] Issue with new coworker.. Should I ask HR? I've been working for a company close to 6 years as a developer. 5 months ago there was a new hire that I'll call Amy. She's a Project Manager. From the beginning the team and I have been confused on what her role exactly is. When I would send her some emails, she would reply to me with an attitude. I let it go in the beginning but later when working together she started being more and more rude. Whenever I ask her questions she usually goes to our manager to tattle (same manager) and my manager does one of the following: sends out an email to everyone, call me directly with Amy's question, or tell me in the meeting with the team about my concern.  The issues have gotten worse lately. It has made a very toxic environment for me. I'm sure my boss knows of the issues. I got a very nasty email from Amy today, my boss was added in the email and said nothing of it. I see that my boss is on her side. Boss has been working around 6 years too.   I reached out to HR to ask if she is available to meet. I would like to show her the email evidence of how Amy has been replying to me. I have been asking HR about what happens when someone leaves, do they get their vacation time paid in full, etc. I have been so stressed to the point that I want to resign. I don't want HR to talk to my manager or Amy about this, but I guess I wanted to let her know of this issue and to let me know if I might be wrong here. I have shown other people the emails I have received and they too see the attitude. Should I even meet with HR at all or ask if the things I show are confidential?", "c_root_id_A": "iv3ossw", "c_root_id_B": "iv2fgmd", "created_at_utc_A": 1667610951, "created_at_utc_B": 1667590886, "score_A": 7, "score_B": 5, "human_ref_A": "There's a reason why it's a good idea to deal only with behaviors in any kind of personnel issue, not attitudes or characterizations.  In your OP I saw complaints of attitude, rude, tattle, gotten worse, toxic, nasty, but not a single mention of specifically what she has said or done,  So, we got zero information about what this person actually said or did. The only thing that's clear is that you're really annoyed.", "human_ref_B": "Let's say we agree she's giving you attitude, is it just to you and why do you think it's happening.", "labels": 1, "seconds_difference": 20065.0, "score_ratio": 1.4, "metadata_A": "", "metadata_B": ""}
{"post_id": "ylv3jc", "domain": "askhr_test", "upvote_ratio": 0.89, "history": "[NY] Issue with new coworker.. Should I ask HR? I've been working for a company close to 6 years as a developer. 5 months ago there was a new hire that I'll call Amy. She's a Project Manager. From the beginning the team and I have been confused on what her role exactly is. When I would send her some emails, she would reply to me with an attitude. I let it go in the beginning but later when working together she started being more and more rude. Whenever I ask her questions she usually goes to our manager to tattle (same manager) and my manager does one of the following: sends out an email to everyone, call me directly with Amy's question, or tell me in the meeting with the team about my concern.  The issues have gotten worse lately. It has made a very toxic environment for me. I'm sure my boss knows of the issues. I got a very nasty email from Amy today, my boss was added in the email and said nothing of it. I see that my boss is on her side. Boss has been working around 6 years too.   I reached out to HR to ask if she is available to meet. I would like to show her the email evidence of how Amy has been replying to me. I have been asking HR about what happens when someone leaves, do they get their vacation time paid in full, etc. I have been so stressed to the point that I want to resign. I don't want HR to talk to my manager or Amy about this, but I guess I wanted to let her know of this issue and to let me know if I might be wrong here. I have shown other people the emails I have received and they too see the attitude. Should I even meet with HR at all or ask if the things I show are confidential?", "c_root_id_A": "iv3ossw", "c_root_id_B": "iv28iy2", "created_at_utc_A": 1667610951, "created_at_utc_B": 1667588085, "score_A": 7, "score_B": 3, "human_ref_A": "There's a reason why it's a good idea to deal only with behaviors in any kind of personnel issue, not attitudes or characterizations.  In your OP I saw complaints of attitude, rude, tattle, gotten worse, toxic, nasty, but not a single mention of specifically what she has said or done,  So, we got zero information about what this person actually said or did. The only thing that's clear is that you're really annoyed.", "human_ref_B": "Full honesttt solution go up to her and ask if she\u2019s wants a hug or fight", "labels": 1, "seconds_difference": 22866.0, "score_ratio": 2.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "ylv3jc", "domain": "askhr_test", "upvote_ratio": 0.89, "history": "[NY] Issue with new coworker.. Should I ask HR? I've been working for a company close to 6 years as a developer. 5 months ago there was a new hire that I'll call Amy. She's a Project Manager. From the beginning the team and I have been confused on what her role exactly is. When I would send her some emails, she would reply to me with an attitude. I let it go in the beginning but later when working together she started being more and more rude. Whenever I ask her questions she usually goes to our manager to tattle (same manager) and my manager does one of the following: sends out an email to everyone, call me directly with Amy's question, or tell me in the meeting with the team about my concern.  The issues have gotten worse lately. It has made a very toxic environment for me. I'm sure my boss knows of the issues. I got a very nasty email from Amy today, my boss was added in the email and said nothing of it. I see that my boss is on her side. Boss has been working around 6 years too.   I reached out to HR to ask if she is available to meet. I would like to show her the email evidence of how Amy has been replying to me. I have been asking HR about what happens when someone leaves, do they get their vacation time paid in full, etc. I have been so stressed to the point that I want to resign. I don't want HR to talk to my manager or Amy about this, but I guess I wanted to let her know of this issue and to let me know if I might be wrong here. I have shown other people the emails I have received and they too see the attitude. Should I even meet with HR at all or ask if the things I show are confidential?", "c_root_id_A": "iv3hkz6", "c_root_id_B": "iv3ossw", "created_at_utc_A": 1667607468, "created_at_utc_B": 1667610951, "score_A": 2, "score_B": 7, "human_ref_A": "I would start with your manager first. It\u2019s possible your manager thinks you have thicker skin?   Your manager may be busy af that they don\u2019t got the time for reading emotions from emails besides getting work done.   How is your relationship with your manager anyway? Prior to this new colleague?  I read some of your other responses now and I think you should push back with your manager and help him solve the conflict. You mention a lot of \u201cI thought\u201d so you\u2019re making assumptions. Sounds like Amy\u2019s responsibilities haven\u2019t been made clear by your manager to you.", "human_ref_B": "There's a reason why it's a good idea to deal only with behaviors in any kind of personnel issue, not attitudes or characterizations.  In your OP I saw complaints of attitude, rude, tattle, gotten worse, toxic, nasty, but not a single mention of specifically what she has said or done,  So, we got zero information about what this person actually said or did. The only thing that's clear is that you're really annoyed.", "labels": 0, "seconds_difference": 3483.0, "score_ratio": 3.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "ylv3jc", "domain": "askhr_test", "upvote_ratio": 0.89, "history": "[NY] Issue with new coworker.. Should I ask HR? I've been working for a company close to 6 years as a developer. 5 months ago there was a new hire that I'll call Amy. She's a Project Manager. From the beginning the team and I have been confused on what her role exactly is. When I would send her some emails, she would reply to me with an attitude. I let it go in the beginning but later when working together she started being more and more rude. Whenever I ask her questions she usually goes to our manager to tattle (same manager) and my manager does one of the following: sends out an email to everyone, call me directly with Amy's question, or tell me in the meeting with the team about my concern.  The issues have gotten worse lately. It has made a very toxic environment for me. I'm sure my boss knows of the issues. I got a very nasty email from Amy today, my boss was added in the email and said nothing of it. I see that my boss is on her side. Boss has been working around 6 years too.   I reached out to HR to ask if she is available to meet. I would like to show her the email evidence of how Amy has been replying to me. I have been asking HR about what happens when someone leaves, do they get their vacation time paid in full, etc. I have been so stressed to the point that I want to resign. I don't want HR to talk to my manager or Amy about this, but I guess I wanted to let her know of this issue and to let me know if I might be wrong here. I have shown other people the emails I have received and they too see the attitude. Should I even meet with HR at all or ask if the things I show are confidential?", "c_root_id_A": "iv11i5d", "c_root_id_B": "iv2fgmd", "created_at_utc_A": 1667571221, "created_at_utc_B": 1667590886, "score_A": 4, "score_B": 5, "human_ref_A": "What kind of attitude are you seeing in the emails?  If Amy is a Project Manager is she directing your work? What is the tone of your emails?   As far as vacation time, see if you have a handbook or any internal resources (intranet) that may have the answer to your question.", "human_ref_B": "Let's say we agree she's giving you attitude, is it just to you and why do you think it's happening.", "labels": 0, "seconds_difference": 19665.0, "score_ratio": 1.25, "metadata_A": "", "metadata_B": ""}
{"post_id": "ylv3jc", "domain": "askhr_test", "upvote_ratio": 0.89, "history": "[NY] Issue with new coworker.. Should I ask HR? I've been working for a company close to 6 years as a developer. 5 months ago there was a new hire that I'll call Amy. She's a Project Manager. From the beginning the team and I have been confused on what her role exactly is. When I would send her some emails, she would reply to me with an attitude. I let it go in the beginning but later when working together she started being more and more rude. Whenever I ask her questions she usually goes to our manager to tattle (same manager) and my manager does one of the following: sends out an email to everyone, call me directly with Amy's question, or tell me in the meeting with the team about my concern.  The issues have gotten worse lately. It has made a very toxic environment for me. I'm sure my boss knows of the issues. I got a very nasty email from Amy today, my boss was added in the email and said nothing of it. I see that my boss is on her side. Boss has been working around 6 years too.   I reached out to HR to ask if she is available to meet. I would like to show her the email evidence of how Amy has been replying to me. I have been asking HR about what happens when someone leaves, do they get their vacation time paid in full, etc. I have been so stressed to the point that I want to resign. I don't want HR to talk to my manager or Amy about this, but I guess I wanted to let her know of this issue and to let me know if I might be wrong here. I have shown other people the emails I have received and they too see the attitude. Should I even meet with HR at all or ask if the things I show are confidential?", "c_root_id_A": "iv2fgmd", "c_root_id_B": "iv28iy2", "created_at_utc_A": 1667590886, "created_at_utc_B": 1667588085, "score_A": 5, "score_B": 3, "human_ref_A": "Let's say we agree she's giving you attitude, is it just to you and why do you think it's happening.", "human_ref_B": "Full honesttt solution go up to her and ask if she\u2019s wants a hug or fight", "labels": 1, "seconds_difference": 2801.0, "score_ratio": 1.6666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "ylv3jc", "domain": "askhr_test", "upvote_ratio": 0.89, "history": "[NY] Issue with new coworker.. Should I ask HR? I've been working for a company close to 6 years as a developer. 5 months ago there was a new hire that I'll call Amy. She's a Project Manager. From the beginning the team and I have been confused on what her role exactly is. When I would send her some emails, she would reply to me with an attitude. I let it go in the beginning but later when working together she started being more and more rude. Whenever I ask her questions she usually goes to our manager to tattle (same manager) and my manager does one of the following: sends out an email to everyone, call me directly with Amy's question, or tell me in the meeting with the team about my concern.  The issues have gotten worse lately. It has made a very toxic environment for me. I'm sure my boss knows of the issues. I got a very nasty email from Amy today, my boss was added in the email and said nothing of it. I see that my boss is on her side. Boss has been working around 6 years too.   I reached out to HR to ask if she is available to meet. I would like to show her the email evidence of how Amy has been replying to me. I have been asking HR about what happens when someone leaves, do they get their vacation time paid in full, etc. I have been so stressed to the point that I want to resign. I don't want HR to talk to my manager or Amy about this, but I guess I wanted to let her know of this issue and to let me know if I might be wrong here. I have shown other people the emails I have received and they too see the attitude. Should I even meet with HR at all or ask if the things I show are confidential?", "c_root_id_A": "iv3wkvg", "c_root_id_B": "iv3hkz6", "created_at_utc_A": 1667614836, "created_at_utc_B": 1667607468, "score_A": 3, "score_B": 2, "human_ref_A": "What is your coworkers response ? Pushback ? Have your tried sitting with your manager and asking what sits in her function? Have you tried talking to her directly about this?   Lately I\u2019ve found luck confronting issues head on with people. I know it\u2019s hard though because you may get the same pushback but at the end of the day you are both there to do a job \u2026", "human_ref_B": "I would start with your manager first. It\u2019s possible your manager thinks you have thicker skin?   Your manager may be busy af that they don\u2019t got the time for reading emotions from emails besides getting work done.   How is your relationship with your manager anyway? Prior to this new colleague?  I read some of your other responses now and I think you should push back with your manager and help him solve the conflict. You mention a lot of \u201cI thought\u201d so you\u2019re making assumptions. Sounds like Amy\u2019s responsibilities haven\u2019t been made clear by your manager to you.", "labels": 1, "seconds_difference": 7368.0, "score_ratio": 1.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "ylv3jc", "domain": "askhr_test", "upvote_ratio": 0.89, "history": "[NY] Issue with new coworker.. Should I ask HR? I've been working for a company close to 6 years as a developer. 5 months ago there was a new hire that I'll call Amy. She's a Project Manager. From the beginning the team and I have been confused on what her role exactly is. When I would send her some emails, she would reply to me with an attitude. I let it go in the beginning but later when working together she started being more and more rude. Whenever I ask her questions she usually goes to our manager to tattle (same manager) and my manager does one of the following: sends out an email to everyone, call me directly with Amy's question, or tell me in the meeting with the team about my concern.  The issues have gotten worse lately. It has made a very toxic environment for me. I'm sure my boss knows of the issues. I got a very nasty email from Amy today, my boss was added in the email and said nothing of it. I see that my boss is on her side. Boss has been working around 6 years too.   I reached out to HR to ask if she is available to meet. I would like to show her the email evidence of how Amy has been replying to me. I have been asking HR about what happens when someone leaves, do they get their vacation time paid in full, etc. I have been so stressed to the point that I want to resign. I don't want HR to talk to my manager or Amy about this, but I guess I wanted to let her know of this issue and to let me know if I might be wrong here. I have shown other people the emails I have received and they too see the attitude. Should I even meet with HR at all or ask if the things I show are confidential?", "c_root_id_A": "iv3wkvg", "c_root_id_B": "iv3tf2n", "created_at_utc_A": 1667614836, "created_at_utc_B": 1667613252, "score_A": 3, "score_B": 2, "human_ref_A": "What is your coworkers response ? Pushback ? Have your tried sitting with your manager and asking what sits in her function? Have you tried talking to her directly about this?   Lately I\u2019ve found luck confronting issues head on with people. I know it\u2019s hard though because you may get the same pushback but at the end of the day you are both there to do a job \u2026", "human_ref_B": "Sorry about your situation. Honestly it sounds like a royal mess due to lack of JD clarity, and it should be the manager\u2019s job to clarify this. I would just ask my manager for a meeting with Amy and clarify who does what.", "labels": 1, "seconds_difference": 1584.0, "score_ratio": 1.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "ylv3jc", "domain": "askhr_test", "upvote_ratio": 0.89, "history": "[NY] Issue with new coworker.. Should I ask HR? I've been working for a company close to 6 years as a developer. 5 months ago there was a new hire that I'll call Amy. She's a Project Manager. From the beginning the team and I have been confused on what her role exactly is. When I would send her some emails, she would reply to me with an attitude. I let it go in the beginning but later when working together she started being more and more rude. Whenever I ask her questions she usually goes to our manager to tattle (same manager) and my manager does one of the following: sends out an email to everyone, call me directly with Amy's question, or tell me in the meeting with the team about my concern.  The issues have gotten worse lately. It has made a very toxic environment for me. I'm sure my boss knows of the issues. I got a very nasty email from Amy today, my boss was added in the email and said nothing of it. I see that my boss is on her side. Boss has been working around 6 years too.   I reached out to HR to ask if she is available to meet. I would like to show her the email evidence of how Amy has been replying to me. I have been asking HR about what happens when someone leaves, do they get their vacation time paid in full, etc. I have been so stressed to the point that I want to resign. I don't want HR to talk to my manager or Amy about this, but I guess I wanted to let her know of this issue and to let me know if I might be wrong here. I have shown other people the emails I have received and they too see the attitude. Should I even meet with HR at all or ask if the things I show are confidential?", "c_root_id_A": "iv3zkdu", "c_root_id_B": "iv4gt5a", "created_at_utc_A": 1667616376, "created_at_utc_B": 1667627155, "score_A": 1, "score_B": 2, "human_ref_A": "If you talked to hr you will get stabbed in the back as well as your bosses boss ( director by any chance) . The best thing is to address it with the same person. Even if they did complaint about you , at least you got proof. The tricky part is to show her that she can\u2019t mess with you . Document everything you feel so hr also can\u2019t mess with you. If she\u2019s in a higher position then you will need to protect yourself but not attack her with the same attitude. This happened to me . I had to quit to protect my reputation and moved to a better paying job. Not saying it\u2019s time to find a job for you but that\u2019s what I did . So if you want to fight, most of the time with management level it will get worse . Morel of the story : talk it out   Unfortunately management sucks when it comes to being fair", "human_ref_B": "I have been where you are at now.  I ended up leaving my company.  My advice is to write as much as you can remember down in a notebook or saved on a personal computer.  Create a timeliness from when things first went south.  After you get it all down on paper, read it.  Question everything as if you were your boss or even \"Amy\".  Right down the reactions you anticipate.  Next, have someone read your notes, someone who knows you really well.  Get their feedback.  Make notes.  If you have a therapist (everyone sane does), run It passed them too.  If you don't have one maybe seek one out for this rough patch.  Whether you stay, go, or are forced out... you'll need support through that process.  After all of that, I'd speak to an employment attorney.  One who has experience on both sides of the table with good reviews.  Most decent attorneys will give you 15 to 30 minutes to talk through things.  That's the route I went.  DO NOT GO TO HR.  If the attorney feels you have a case, you don't want to give HR any ammunition against you.  Chances are they brought in Amy to make you react they way your instincts are telling you to.  Instead, be on your best behavior.  Be early or  on time if you arrive in at 8:02.  Don't surf unless you are on your phone and on your carriers network.  Stay on top of your calendar.  You may be suddenly boraged with meetings over nothing.  Don't miss them or be late.  Watch you time on lunch.  Essentially treat your job as a new job.  Be humble.  Keep your boss up to date on your projects.  Check in twice a week.  Be honest about where you are at with your work.  Better to say your behind and commit to catching up...shows you are willing to communicate and dedicated to solving the problem.  I know you said Amy gets upset when you ask questions.  Reframe it as if you were asking how SHE would approach the issue.  Show interest in her knowledge.  She may feel you are rejecting her style or you are defensive about yours.  It may be your boss has no power over what is happening. Mine didn't.  Ultimately, the new leadership put anyone over 40 or with more than 3 years with the company under our \"Amy\".  Every other week someone else was on 30 days probation.  Everyone was acting like the poor little rodent in whack a mole.    This is done on purpose.  New leadership will overwhelm you by micromanaging you, flooding your calendar with ridiculous meetings.    They may assign a mandatory reading assigned to discuss.  They might ask you to dig deep and identify your weaknesses so they can anage you better and help you progress when they really just want to know which buttons to push hoping you'll self destruct.  They will confront you in a one on one meeting about why you are so anxious when you are at ease.  When you say you are fine, they will accuse you of being defensive.  Suddenly you ARE anxious and on the defensive.  But for now, check in with your boss on your performance.  Ask them if they have any concerns.  Make sure you  show them how much you love the work you do and that you care about the company and the mission and vision all that other BS.  Play the part until you decide what you want to do.    Fake it until you make it.  On the outside, be positive about any changes.  Don't commiserate with co-workers who are also frustrated no matter howuch you sympathize with them.  At least don't do it in the office or while you are out near the office.  Vent to people outside of work, workout or focus on hobbies to clear your head.    Don't share or chime in with someone else's complaints.  Stay above it.  Up your self care.  Go to bed earlier, eat better, take vitamins especially a good B Complex.    Holy Basil helped me with the panic attacks that started because of my new \"Amy\".  It calms you down without sedating you or making you groggy.  It's a type of basil.  I couldn't find interactions with my prescriptions online.  But double check if you take any prescriptions or other supplents.  L-Tyrosine helps me think faster.  Again, check for interactions.  Avoid caffeine from coffee or energy drinks.  Green tea gives the right amount and it helps with stress.  I sharing all of this because if I could go back in time, this is what I would tellyself.  I ended up with PTSD from my experience.  I have nightmares and it's been almost 5 years now.    I went from being called a \"rockstar\" problem solver with 20 years of exceeds expectations on my reviews to a degenerate employee who refuses to follow directions and has a negative attitude.  I received  another exceeds expectations review 2 weeks before my approved vacation and 4 weeks before I was placed on 30 days probation because of 2 pages of half truths, words taken out of context.  What could I have done in 2 weeks time that warranted a 30 day probation.  I didn't commit a crime or was insubordinate.  I did exactly what they asked.  Buy they were vague and when I asked for clarification, they said to just look at it again.  Make a list of all the accomplishments you are most proud of.  Look at them when you need a boost.  Put your resume together  Start looking for better jobs...on your own time.  If it's time to buy a suit, new computer, catch up in bills...do it now while you have income.  If it comes to it, don't quit until you found a new job.  While leaving before you are terminated looks better to employers, there are benefits that will help you if you receive unemployment.  You qualify for food stamps, energy bill and mortgage/rent assistance...and most importantly... a WIOA Grant.    If you receive unemployment you automatically qualify.  Every state is different.  But you could get help getting certified in your current skillset or something new.  They will not pay for college courses.   Think Microsoft or Oracle certifications.  I held on and went through hell.  I couldn't sleep, throwing up on the way to work, unable to think clearly because of poor health and perpetual state of stress.  My self esteem was so low, I felt like I was lying when I wrote down accomplishments.  I had imposter syndrome.  I let my old place pummel me into the ground.  What was once a safe place where I thrived and was appreciated became a toxic upside world where my new boss chased me around in an executioner outfit, axe in hand.   In summary  No to HR Yes to employment attorney and possibly therapist.  No to griping with co-workers.   Yes to talking it out with someone you trust with your life.  Don't let the pressure compromise your health or your self esteem.  Take care of yourself.  Know your worth  Pay attention to your calendar.  Treat your job as a new job.  Check in without being asked to.  Don't get stuck in your old comfortable routines at work.  Smile more.  They can't call you negative if you are always smiling.  Rephrase questions as asking for advice or just interested in Amy's opinion.  Fake it til you make it and don't let them see you sweat.  Sorry for the cliches but they really apply here.  Good luck.  Take care.", "labels": 0, "seconds_difference": 10779.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "deoxvn", "domain": "askhr_test", "upvote_ratio": 1.0, "history": "Can HR tell if multiple staff members are applying for jobs internally? (US, MN) The company I work for employs over 30,000 people. My department has 19 employees. I know that 6 of us have applied for jobs all within the same company just different departments. Since these applications are internal, can HR tell that multiple people in my department are trying to transfer? Is there some sort of hiring restriction that could be placed on us in order to prevent a mass exodus?", "c_root_id_A": "f30iirm", "c_root_id_B": "f2ykxox", "created_at_utc_A": 1570555143, "created_at_utc_B": 1570493237, "score_A": 2, "score_B": 1, "human_ref_A": "Keep in mind that most transfers for most companies require the approval of both the originating and destination managers.  THAT might catch someone's attention depending on your company's specific SOP", "human_ref_B": "yes and possibly..... whether they will is really up to them...", "labels": 1, "seconds_difference": 61906.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "deoxvn", "domain": "askhr_test", "upvote_ratio": 1.0, "history": "Can HR tell if multiple staff members are applying for jobs internally? (US, MN) The company I work for employs over 30,000 people. My department has 19 employees. I know that 6 of us have applied for jobs all within the same company just different departments. Since these applications are internal, can HR tell that multiple people in my department are trying to transfer? Is there some sort of hiring restriction that could be placed on us in order to prevent a mass exodus?", "c_root_id_A": "f2ykxox", "c_root_id_B": "f3101fy", "created_at_utc_A": 1570493237, "created_at_utc_B": 1570565529, "score_A": 1, "score_B": 2, "human_ref_A": "yes and possibly..... whether they will is really up to them...", "human_ref_B": "If I was the HR person and noticed this, my first stop would be to figure out why the manager sucked.", "labels": 0, "seconds_difference": 72292.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "zni157", "domain": "askhr_test", "upvote_ratio": 0.8, "history": "[MI] I want a new job but need FMLA for a chronic condition. I\u2019m worried I\u2019d be fired before being eligible for FMLA at any new company. Advice? At my current job I have FMLA for a chronic pain condition. I have moderate constant pain that I work through and only take FMLA time for severe flair ups. Unfortunately the flair ups still require me to take maybe twice as much sick time as the average employee.   I don\u2019t like the work that I do and my management is blocking me from transferring to another area of the company. If I didn\u2019t need FMLA, I would have tried finding another job and quitting years ago. However if I start at another company I wouldn\u2019t be eligible for FMLA for months. I\u2019m worried that I\u2019ll get fired from any new job since I would have to take so much sick time before I would be eligible to apply for FMLA.  I have some savings but I\u2019m single and have no other income to fall back on if I get fired at a new job.  Any advice? Do I have to spend my life at a company that I\u2019m growing to hate? Will new employers work with individuals with invisible disabilities?", "c_root_id_A": "j0hoc9b", "c_root_id_B": "j0haz8x", "created_at_utc_A": 1671216030, "created_at_utc_B": 1671210823, "score_A": 4, "score_B": 3, "human_ref_A": ">However if I start at another company I wouldn\u2019t be eligible for FMLA for months.   Just to clarify, to be eligible for FMLA it takes 12 months with the company and a minimum of 1,250 hours worked.", "human_ref_B": "It'll depend on your expertise and positions that you're looking for often about how flexible roles can be as well. If you're working customer service and where coverage is necessary, 2x the normal sick days is a problem. But if you're a single contributor role where being gone regularly isn't going to cause other people to do more work and cover for you on the few extra days you need off, that's going to be a lot easier to find companies to work with you on the additional sick time needed!  Industry and job duties are critical in these cases. I can't hire you as my receptionist if you're going to be gone unexpectedly constantly. I need someone to answer the phones daily and within business hours, etc. But I can hire you to do my books because that's a flexible role. Just to put some perspective behind what businesses are thinking about these things.   You can find places that have a culture of working with employees on these kinds of things. But you have to be picky and vet them carefully.", "labels": 1, "seconds_difference": 5207.0, "score_ratio": 1.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "y2ads5", "domain": "askhr_test", "upvote_ratio": 0.83, "history": "[CO] Am I overreacting? Curious what you all think\u2026 I work with all men, and I am a 25 y/o female. The lead/manager is 23 so not too much of a difference of age, and then my two other coworkers are over the age of 40.   My lead/manager has been consistently on my case about things. I work hard and usually put my headphones on and get the job done. He\u2019s been very distracting and attention seeking when it comes to me trying to do my job and is constantly making things difficult. Some examples are;   1. flipping me off trying to be funny when I\u2019ve been listening to podcasts, so there hasn\u2019t been much interaction.   2. Pushing things that I\u2019m working on almost tipping my project over   3. Any time I have an idea to make things easier for us are pushed aside or ignored and I end up being made fun of for the suggestion.   4. He\u2019s been giving me all the more challenging jobs and I find that I\u2019m asked to work harder then the other 2 coworkers I have.  I understand as a leader you don\u2019t have to listen to your subordinates, and essentially you are the one to watch over things are are not particularly the one who needs to do the job; when it comes to the way he is treating me as a leader himself am I over reacting or would it be worth discussing with the higher ups?", "c_root_id_A": "is1rcx1", "c_root_id_B": "is1xm00", "created_at_utc_A": 1665597161, "created_at_utc_B": 1665599598, "score_A": -10, "score_B": 11, "human_ref_A": "First of all, he\u2019s ply flirting with you. Which is highly inappropriate given that he\u2019s you\u2019re boss. But for 1 and 2: \u201cI work very hard and need to concentrate. When you make inappropriate hand gestures to me and mess with my work, it distracts me and impacts my work. Please stop\u201d. If he does not stop, say it again more forcefully and don\u2019t say \u201cplease\u201d. 3: \u201cwhen I have ideas that I share with the group, and they\u2019re mocked, it makes me feel unsafe bringing forward further ideas. If you don\u2019t like something I suggest, I would appreciate it if you would respond in a more professional manner\u201d. 4: \u201cwhile I appreciate that you trust me to take on the more challenging jobs, I feel like the balance of work is more than unequal. I cannot continue to take the most time-intensive jobs and be expected to produce the same level of high quality work. I will need other team members to be assigned their fair share\u201d.", "human_ref_B": "I disagree with the other commenter. It doesn't seem like he's flirting with you, just that he's kind of an asshole.  1 and 3 are him being a dick, but nowhere near legally actionable and honestly higher-ups probably wouldn't care either.  4 sounds really frustrating but I can't see that complaint going anywhere either, to be honest. He is generally allowed to pick and choose who he assigns tasks to. If you're bringing this up in your post because you think it may be sex-based discrimination or something, know that that would be a *very* high bar to clear. Are you able to prove he is treating you this way because you're a woman? Not to mention that if you brought that to higher-ups, you would essentially be telling them you don't like working hard, which is not going to make you look good. (Not saying I agree with any of this, trying to be objective here.)  2 is something you could and should probably bring to higher-ups, because it sounds like that's potentially affecting your and everyone else's work, and is maybe even dangerous.", "labels": 0, "seconds_difference": 2437.0, "score_ratio": -1.1, "metadata_A": "", "metadata_B": ""}
{"post_id": "y2ads5", "domain": "askhr_test", "upvote_ratio": 0.83, "history": "[CO] Am I overreacting? Curious what you all think\u2026 I work with all men, and I am a 25 y/o female. The lead/manager is 23 so not too much of a difference of age, and then my two other coworkers are over the age of 40.   My lead/manager has been consistently on my case about things. I work hard and usually put my headphones on and get the job done. He\u2019s been very distracting and attention seeking when it comes to me trying to do my job and is constantly making things difficult. Some examples are;   1. flipping me off trying to be funny when I\u2019ve been listening to podcasts, so there hasn\u2019t been much interaction.   2. Pushing things that I\u2019m working on almost tipping my project over   3. Any time I have an idea to make things easier for us are pushed aside or ignored and I end up being made fun of for the suggestion.   4. He\u2019s been giving me all the more challenging jobs and I find that I\u2019m asked to work harder then the other 2 coworkers I have.  I understand as a leader you don\u2019t have to listen to your subordinates, and essentially you are the one to watch over things are are not particularly the one who needs to do the job; when it comes to the way he is treating me as a leader himself am I over reacting or would it be worth discussing with the higher ups?", "c_root_id_A": "is22h16", "c_root_id_B": "is1rcx1", "created_at_utc_A": 1665601497, "created_at_utc_B": 1665597161, "score_A": 6, "score_B": -10, "human_ref_A": "So, here are my questions:  1. Is he acting this way with others? You might notice because you are busy doing your work. However, he might be doing the equivalent with others. This matters because it determines if this is an overall management issue or one to do specifically with you. 2. Is there some quality he has which makes hime well-regarded enough to be a manager? Does he have a lot relevant experience? Does he know someone?  3. You're wrong that a manager doesn't have to listen to subordinates. Very wrong. Well, they don't have to. But they should.  So, what do you do?  1. Write down every incident that happens to you. 1.  Write it objectively, and factually like a police report. 2. Write down every incident which happens to other in front of you. 3. Each time something happens TO YOU, stop, pull him aside and quietly, with no smiles and seriously tell him to cut it out. It isn't funny, it is interfering with your work.  4. If you're too busy to do a task, let him know. If not, do what he asks. He might be assigning most things to you because you're faster and better.  If he doesn't stop after you have done (3) five times AND you have documented it, then take it to his manager. If it doesn't stop after that, go to HR.", "human_ref_B": "First of all, he\u2019s ply flirting with you. Which is highly inappropriate given that he\u2019s you\u2019re boss. But for 1 and 2: \u201cI work very hard and need to concentrate. When you make inappropriate hand gestures to me and mess with my work, it distracts me and impacts my work. Please stop\u201d. If he does not stop, say it again more forcefully and don\u2019t say \u201cplease\u201d. 3: \u201cwhen I have ideas that I share with the group, and they\u2019re mocked, it makes me feel unsafe bringing forward further ideas. If you don\u2019t like something I suggest, I would appreciate it if you would respond in a more professional manner\u201d. 4: \u201cwhile I appreciate that you trust me to take on the more challenging jobs, I feel like the balance of work is more than unequal. I cannot continue to take the most time-intensive jobs and be expected to produce the same level of high quality work. I will need other team members to be assigned their fair share\u201d.", "labels": 1, "seconds_difference": 4336.0, "score_ratio": -0.6, "metadata_A": "", "metadata_B": ""}
{"post_id": "y2ads5", "domain": "askhr_test", "upvote_ratio": 0.83, "history": "[CO] Am I overreacting? Curious what you all think\u2026 I work with all men, and I am a 25 y/o female. The lead/manager is 23 so not too much of a difference of age, and then my two other coworkers are over the age of 40.   My lead/manager has been consistently on my case about things. I work hard and usually put my headphones on and get the job done. He\u2019s been very distracting and attention seeking when it comes to me trying to do my job and is constantly making things difficult. Some examples are;   1. flipping me off trying to be funny when I\u2019ve been listening to podcasts, so there hasn\u2019t been much interaction.   2. Pushing things that I\u2019m working on almost tipping my project over   3. Any time I have an idea to make things easier for us are pushed aside or ignored and I end up being made fun of for the suggestion.   4. He\u2019s been giving me all the more challenging jobs and I find that I\u2019m asked to work harder then the other 2 coworkers I have.  I understand as a leader you don\u2019t have to listen to your subordinates, and essentially you are the one to watch over things are are not particularly the one who needs to do the job; when it comes to the way he is treating me as a leader himself am I over reacting or would it be worth discussing with the higher ups?", "c_root_id_A": "is2kwiw", "c_root_id_B": "is1rcx1", "created_at_utc_A": 1665608475, "created_at_utc_B": 1665597161, "score_A": 1, "score_B": -10, "human_ref_A": "After many years of reading \u201cAsk A Manager\u201d there seems to be a common theme in her advice on how to handle people doing crazy stuff. Next time he pushes stuff on you desk react with a \u201cwhy are you doing this\u201d attitude. Say something like - why are you pushing stuff and risking the project? If you cause the project to fall, it would cause me more more and put me behind on my work.  Of course, in your words and work on not using a negative tone, but a more inquisitive tone.   And document like others have said. It is your word shield of protection.", "human_ref_B": "First of all, he\u2019s ply flirting with you. Which is highly inappropriate given that he\u2019s you\u2019re boss. But for 1 and 2: \u201cI work very hard and need to concentrate. When you make inappropriate hand gestures to me and mess with my work, it distracts me and impacts my work. Please stop\u201d. If he does not stop, say it again more forcefully and don\u2019t say \u201cplease\u201d. 3: \u201cwhen I have ideas that I share with the group, and they\u2019re mocked, it makes me feel unsafe bringing forward further ideas. If you don\u2019t like something I suggest, I would appreciate it if you would respond in a more professional manner\u201d. 4: \u201cwhile I appreciate that you trust me to take on the more challenging jobs, I feel like the balance of work is more than unequal. I cannot continue to take the most time-intensive jobs and be expected to produce the same level of high quality work. I will need other team members to be assigned their fair share\u201d.", "labels": 1, "seconds_difference": 11314.0, "score_ratio": -0.1, "metadata_A": "", "metadata_B": ""}
{"post_id": "y2ads5", "domain": "askhr_test", "upvote_ratio": 0.83, "history": "[CO] Am I overreacting? Curious what you all think\u2026 I work with all men, and I am a 25 y/o female. The lead/manager is 23 so not too much of a difference of age, and then my two other coworkers are over the age of 40.   My lead/manager has been consistently on my case about things. I work hard and usually put my headphones on and get the job done. He\u2019s been very distracting and attention seeking when it comes to me trying to do my job and is constantly making things difficult. Some examples are;   1. flipping me off trying to be funny when I\u2019ve been listening to podcasts, so there hasn\u2019t been much interaction.   2. Pushing things that I\u2019m working on almost tipping my project over   3. Any time I have an idea to make things easier for us are pushed aside or ignored and I end up being made fun of for the suggestion.   4. He\u2019s been giving me all the more challenging jobs and I find that I\u2019m asked to work harder then the other 2 coworkers I have.  I understand as a leader you don\u2019t have to listen to your subordinates, and essentially you are the one to watch over things are are not particularly the one who needs to do the job; when it comes to the way he is treating me as a leader himself am I over reacting or would it be worth discussing with the higher ups?", "c_root_id_A": "is1rcx1", "c_root_id_B": "is363z0", "created_at_utc_A": 1665597161, "created_at_utc_B": 1665617433, "score_A": -10, "score_B": -2, "human_ref_A": "First of all, he\u2019s ply flirting with you. Which is highly inappropriate given that he\u2019s you\u2019re boss. But for 1 and 2: \u201cI work very hard and need to concentrate. When you make inappropriate hand gestures to me and mess with my work, it distracts me and impacts my work. Please stop\u201d. If he does not stop, say it again more forcefully and don\u2019t say \u201cplease\u201d. 3: \u201cwhen I have ideas that I share with the group, and they\u2019re mocked, it makes me feel unsafe bringing forward further ideas. If you don\u2019t like something I suggest, I would appreciate it if you would respond in a more professional manner\u201d. 4: \u201cwhile I appreciate that you trust me to take on the more challenging jobs, I feel like the balance of work is more than unequal. I cannot continue to take the most time-intensive jobs and be expected to produce the same level of high quality work. I will need other team members to be assigned their fair share\u201d.", "human_ref_B": "I only read the title so yes.", "labels": 0, "seconds_difference": 20272.0, "score_ratio": 0.2, "metadata_A": "", "metadata_B": ""}
{"post_id": "x2uzr9", "domain": "askhr_test", "upvote_ratio": 0.96, "history": "[CA] Forced to clock out in order to use the restroom. **Background:** I do have a couple of mild disabilities such as being in the spectrum, and physical malformations (ankles and face). I have only partial use of my legs. Because of the aforementioned, I have struggled to get gainful employment, and since about a decade or so, I settled for call center work. Since I can work in a sedentary environment, I am not able to get disability long term, and also  enjoy having a purpose and being productive.  **Now**: I have been WFH for an extremely busy and understaffed call center, I am bilingual, so I save my employer lots of time and money by not needing to call the language line for an interpreter, I also learned how to handle all queues. I do not get differential pay for this, nor when I get sent to cover swing or night shifts because of \"business needs\".  Right now we answer nonstop high-stress calls with not even a second to breathe, takes notes, drink water or medication. We are monitored (micromanaged) on the phone, the computer, webcam for face video, and a second cam with side view of our torso/desk.   My direct supervisors have been refusing me restroom breaks lately, meaning that if I need to use the restroom I am forced to clock out for break or lunch, regardless of the time. Sometimes they just ignore me, or just say that we are too busy, or that they are not enough bilingual agents and will have to continue working regardless. They do not treat all agents like that, and I'm aware that it's a tricky situation to address. I would like advice/input, as well as some pointers or information about CA labor law regarding bathroom breaks.  I have tried contacting management to address this, to no avail.", "c_root_id_A": "imlwgxq", "c_root_id_B": "imlw1mf", "created_at_utc_A": 1661998742, "created_at_utc_B": 1661998547, "score_A": 35, "score_B": 7, "human_ref_A": "OSHA requirements trump employer policy. Under OSHA Interpretations Interpretation of 29 CFR 1910.141(c)(1)(i): Toilet Facilities  Employers must: Allow workers to leave their work locations to use a restroom when needed.  https://www.osha.gov/restrooms-sanitation  https://www.osha.gov/laws-regs/standardinterpretations/1998-04-06-0  They can still question the excessive use but they cannot state that you have to clock out and use the restroom as your break. Especially in California that\u2019s even more doubly protected as California interpretation is that a restroom break in conjunction with a standard rest break or meal break is not a valid use of the break so the amount of time taken during the break still does not include the restroom period.   OSHA also requires employers to allow reasonable access to drinking water. Even more so if the location of work is in one of the hotter areas.  If this continues and management still takes no stains on it file an OSHA complaint. Just because you were work from home does not change this requirement", "human_ref_B": "Look into asking for an ADA accommodation to use the restroom as needed.", "labels": 1, "seconds_difference": 195.0, "score_ratio": 5.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "x2uzr9", "domain": "askhr_test", "upvote_ratio": 0.96, "history": "[CA] Forced to clock out in order to use the restroom. **Background:** I do have a couple of mild disabilities such as being in the spectrum, and physical malformations (ankles and face). I have only partial use of my legs. Because of the aforementioned, I have struggled to get gainful employment, and since about a decade or so, I settled for call center work. Since I can work in a sedentary environment, I am not able to get disability long term, and also  enjoy having a purpose and being productive.  **Now**: I have been WFH for an extremely busy and understaffed call center, I am bilingual, so I save my employer lots of time and money by not needing to call the language line for an interpreter, I also learned how to handle all queues. I do not get differential pay for this, nor when I get sent to cover swing or night shifts because of \"business needs\".  Right now we answer nonstop high-stress calls with not even a second to breathe, takes notes, drink water or medication. We are monitored (micromanaged) on the phone, the computer, webcam for face video, and a second cam with side view of our torso/desk.   My direct supervisors have been refusing me restroom breaks lately, meaning that if I need to use the restroom I am forced to clock out for break or lunch, regardless of the time. Sometimes they just ignore me, or just say that we are too busy, or that they are not enough bilingual agents and will have to continue working regardless. They do not treat all agents like that, and I'm aware that it's a tricky situation to address. I would like advice/input, as well as some pointers or information about CA labor law regarding bathroom breaks.  I have tried contacting management to address this, to no avail.", "c_root_id_A": "immxdwu", "c_root_id_B": "imm1h40", "created_at_utc_A": 1662022833, "created_at_utc_B": 1662001098, "score_A": 19, "score_B": 11, "human_ref_A": "Different perspective. You sound like a person who wants to work. Not sure how long you've been working at current call center, but I believe there is a different company out there who would value your skills and not stress out on reasonable bathroom breaks. And no cameras in your face. Although I believe you could have a lawyer write them a stern letter, I'd look elsewhere for a better gig. Call centers are super short handed right now.", "human_ref_B": "I'll start by saying that we teach people how to treat us, especially when it comes to micromanaging supervisors with a god complex. Essentially, they continue to treat you like this because you allow it. When you go out of your way our out of your job responsibilities to accommodate them it does not take long before they expect it and then penalize you for no longer doing it.  Is it even legal for a company to watch not only your desktop and face but to require a camera watching your entire body? That is absolutely fucked up... Like super duper messed up.  What I learned over the years is that work isn't elementary school where we need to ask for permission to drink or pee, stop doing that. Tell them if you need to \"brb I'm going to the washroom\".. That is all. If they are as busy as you say then they are hard up for employees, especially bilingual ones. They should appreciate the time and money they are saving by having someone who can take calls that would otherwise cost them A LOT of money. When I need to bring a translator into a call it cost the company 18$ PER MINUTE. You can also work for a translation company like that and make a lot more money than working for a company who treats you like crap and creepily watch your entire body all day.", "labels": 1, "seconds_difference": 21735.0, "score_ratio": 1.7272727273, "metadata_A": "", "metadata_B": ""}
{"post_id": "x2uzr9", "domain": "askhr_test", "upvote_ratio": 0.96, "history": "[CA] Forced to clock out in order to use the restroom. **Background:** I do have a couple of mild disabilities such as being in the spectrum, and physical malformations (ankles and face). I have only partial use of my legs. Because of the aforementioned, I have struggled to get gainful employment, and since about a decade or so, I settled for call center work. Since I can work in a sedentary environment, I am not able to get disability long term, and also  enjoy having a purpose and being productive.  **Now**: I have been WFH for an extremely busy and understaffed call center, I am bilingual, so I save my employer lots of time and money by not needing to call the language line for an interpreter, I also learned how to handle all queues. I do not get differential pay for this, nor when I get sent to cover swing or night shifts because of \"business needs\".  Right now we answer nonstop high-stress calls with not even a second to breathe, takes notes, drink water or medication. We are monitored (micromanaged) on the phone, the computer, webcam for face video, and a second cam with side view of our torso/desk.   My direct supervisors have been refusing me restroom breaks lately, meaning that if I need to use the restroom I am forced to clock out for break or lunch, regardless of the time. Sometimes they just ignore me, or just say that we are too busy, or that they are not enough bilingual agents and will have to continue working regardless. They do not treat all agents like that, and I'm aware that it's a tricky situation to address. I would like advice/input, as well as some pointers or information about CA labor law regarding bathroom breaks.  I have tried contacting management to address this, to no avail.", "c_root_id_A": "immxdwu", "c_root_id_B": "imm55zg", "created_at_utc_A": 1662022833, "created_at_utc_B": 1662002948, "score_A": 19, "score_B": 10, "human_ref_A": "Different perspective. You sound like a person who wants to work. Not sure how long you've been working at current call center, but I believe there is a different company out there who would value your skills and not stress out on reasonable bathroom breaks. And no cameras in your face. Although I believe you could have a lawyer write them a stern letter, I'd look elsewhere for a better gig. Call centers are super short handed right now.", "human_ref_B": "I've seen it referenced elsewhere on Reddit, and haven't tried it myself, but the JAN network is apparently a great resource for all things ADA. I would advise starting there", "labels": 1, "seconds_difference": 19885.0, "score_ratio": 1.9, "metadata_A": "", "metadata_B": ""}
{"post_id": "x2uzr9", "domain": "askhr_test", "upvote_ratio": 0.96, "history": "[CA] Forced to clock out in order to use the restroom. **Background:** I do have a couple of mild disabilities such as being in the spectrum, and physical malformations (ankles and face). I have only partial use of my legs. Because of the aforementioned, I have struggled to get gainful employment, and since about a decade or so, I settled for call center work. Since I can work in a sedentary environment, I am not able to get disability long term, and also  enjoy having a purpose and being productive.  **Now**: I have been WFH for an extremely busy and understaffed call center, I am bilingual, so I save my employer lots of time and money by not needing to call the language line for an interpreter, I also learned how to handle all queues. I do not get differential pay for this, nor when I get sent to cover swing or night shifts because of \"business needs\".  Right now we answer nonstop high-stress calls with not even a second to breathe, takes notes, drink water or medication. We are monitored (micromanaged) on the phone, the computer, webcam for face video, and a second cam with side view of our torso/desk.   My direct supervisors have been refusing me restroom breaks lately, meaning that if I need to use the restroom I am forced to clock out for break or lunch, regardless of the time. Sometimes they just ignore me, or just say that we are too busy, or that they are not enough bilingual agents and will have to continue working regardless. They do not treat all agents like that, and I'm aware that it's a tricky situation to address. I would like advice/input, as well as some pointers or information about CA labor law regarding bathroom breaks.  I have tried contacting management to address this, to no avail.", "c_root_id_A": "immxdwu", "c_root_id_B": "imlw1mf", "created_at_utc_A": 1662022833, "created_at_utc_B": 1661998547, "score_A": 19, "score_B": 7, "human_ref_A": "Different perspective. You sound like a person who wants to work. Not sure how long you've been working at current call center, but I believe there is a different company out there who would value your skills and not stress out on reasonable bathroom breaks. And no cameras in your face. Although I believe you could have a lawyer write them a stern letter, I'd look elsewhere for a better gig. Call centers are super short handed right now.", "human_ref_B": "Look into asking for an ADA accommodation to use the restroom as needed.", "labels": 1, "seconds_difference": 24286.0, "score_ratio": 2.7142857143, "metadata_A": "", "metadata_B": ""}
{"post_id": "x2uzr9", "domain": "askhr_test", "upvote_ratio": 0.96, "history": "[CA] Forced to clock out in order to use the restroom. **Background:** I do have a couple of mild disabilities such as being in the spectrum, and physical malformations (ankles and face). I have only partial use of my legs. Because of the aforementioned, I have struggled to get gainful employment, and since about a decade or so, I settled for call center work. Since I can work in a sedentary environment, I am not able to get disability long term, and also  enjoy having a purpose and being productive.  **Now**: I have been WFH for an extremely busy and understaffed call center, I am bilingual, so I save my employer lots of time and money by not needing to call the language line for an interpreter, I also learned how to handle all queues. I do not get differential pay for this, nor when I get sent to cover swing or night shifts because of \"business needs\".  Right now we answer nonstop high-stress calls with not even a second to breathe, takes notes, drink water or medication. We are monitored (micromanaged) on the phone, the computer, webcam for face video, and a second cam with side view of our torso/desk.   My direct supervisors have been refusing me restroom breaks lately, meaning that if I need to use the restroom I am forced to clock out for break or lunch, regardless of the time. Sometimes they just ignore me, or just say that we are too busy, or that they are not enough bilingual agents and will have to continue working regardless. They do not treat all agents like that, and I'm aware that it's a tricky situation to address. I would like advice/input, as well as some pointers or information about CA labor law regarding bathroom breaks.  I have tried contacting management to address this, to no avail.", "c_root_id_A": "imm0zd8", "c_root_id_B": "immxdwu", "created_at_utc_A": 1662000857, "created_at_utc_B": 1662022833, "score_A": -9, "score_B": 19, "human_ref_A": "Is forced the right word", "human_ref_B": "Different perspective. You sound like a person who wants to work. Not sure how long you've been working at current call center, but I believe there is a different company out there who would value your skills and not stress out on reasonable bathroom breaks. And no cameras in your face. Although I believe you could have a lawyer write them a stern letter, I'd look elsewhere for a better gig. Call centers are super short handed right now.", "labels": 0, "seconds_difference": 21976.0, "score_ratio": -2.1111111111, "metadata_A": "", "metadata_B": ""}
{"post_id": "x2uzr9", "domain": "askhr_test", "upvote_ratio": 0.96, "history": "[CA] Forced to clock out in order to use the restroom. **Background:** I do have a couple of mild disabilities such as being in the spectrum, and physical malformations (ankles and face). I have only partial use of my legs. Because of the aforementioned, I have struggled to get gainful employment, and since about a decade or so, I settled for call center work. Since I can work in a sedentary environment, I am not able to get disability long term, and also  enjoy having a purpose and being productive.  **Now**: I have been WFH for an extremely busy and understaffed call center, I am bilingual, so I save my employer lots of time and money by not needing to call the language line for an interpreter, I also learned how to handle all queues. I do not get differential pay for this, nor when I get sent to cover swing or night shifts because of \"business needs\".  Right now we answer nonstop high-stress calls with not even a second to breathe, takes notes, drink water or medication. We are monitored (micromanaged) on the phone, the computer, webcam for face video, and a second cam with side view of our torso/desk.   My direct supervisors have been refusing me restroom breaks lately, meaning that if I need to use the restroom I am forced to clock out for break or lunch, regardless of the time. Sometimes they just ignore me, or just say that we are too busy, or that they are not enough bilingual agents and will have to continue working regardless. They do not treat all agents like that, and I'm aware that it's a tricky situation to address. I would like advice/input, as well as some pointers or information about CA labor law regarding bathroom breaks.  I have tried contacting management to address this, to no avail.", "c_root_id_A": "imlw1mf", "c_root_id_B": "imm1h40", "created_at_utc_A": 1661998547, "created_at_utc_B": 1662001098, "score_A": 7, "score_B": 11, "human_ref_A": "Look into asking for an ADA accommodation to use the restroom as needed.", "human_ref_B": "I'll start by saying that we teach people how to treat us, especially when it comes to micromanaging supervisors with a god complex. Essentially, they continue to treat you like this because you allow it. When you go out of your way our out of your job responsibilities to accommodate them it does not take long before they expect it and then penalize you for no longer doing it.  Is it even legal for a company to watch not only your desktop and face but to require a camera watching your entire body? That is absolutely fucked up... Like super duper messed up.  What I learned over the years is that work isn't elementary school where we need to ask for permission to drink or pee, stop doing that. Tell them if you need to \"brb I'm going to the washroom\".. That is all. If they are as busy as you say then they are hard up for employees, especially bilingual ones. They should appreciate the time and money they are saving by having someone who can take calls that would otherwise cost them A LOT of money. When I need to bring a translator into a call it cost the company 18$ PER MINUTE. You can also work for a translation company like that and make a lot more money than working for a company who treats you like crap and creepily watch your entire body all day.", "labels": 0, "seconds_difference": 2551.0, "score_ratio": 1.5714285714, "metadata_A": "", "metadata_B": ""}
{"post_id": "x2uzr9", "domain": "askhr_test", "upvote_ratio": 0.96, "history": "[CA] Forced to clock out in order to use the restroom. **Background:** I do have a couple of mild disabilities such as being in the spectrum, and physical malformations (ankles and face). I have only partial use of my legs. Because of the aforementioned, I have struggled to get gainful employment, and since about a decade or so, I settled for call center work. Since I can work in a sedentary environment, I am not able to get disability long term, and also  enjoy having a purpose and being productive.  **Now**: I have been WFH for an extremely busy and understaffed call center, I am bilingual, so I save my employer lots of time and money by not needing to call the language line for an interpreter, I also learned how to handle all queues. I do not get differential pay for this, nor when I get sent to cover swing or night shifts because of \"business needs\".  Right now we answer nonstop high-stress calls with not even a second to breathe, takes notes, drink water or medication. We are monitored (micromanaged) on the phone, the computer, webcam for face video, and a second cam with side view of our torso/desk.   My direct supervisors have been refusing me restroom breaks lately, meaning that if I need to use the restroom I am forced to clock out for break or lunch, regardless of the time. Sometimes they just ignore me, or just say that we are too busy, or that they are not enough bilingual agents and will have to continue working regardless. They do not treat all agents like that, and I'm aware that it's a tricky situation to address. I would like advice/input, as well as some pointers or information about CA labor law regarding bathroom breaks.  I have tried contacting management to address this, to no avail.", "c_root_id_A": "imm1h40", "c_root_id_B": "imm0zd8", "created_at_utc_A": 1662001098, "created_at_utc_B": 1662000857, "score_A": 11, "score_B": -9, "human_ref_A": "I'll start by saying that we teach people how to treat us, especially when it comes to micromanaging supervisors with a god complex. Essentially, they continue to treat you like this because you allow it. When you go out of your way our out of your job responsibilities to accommodate them it does not take long before they expect it and then penalize you for no longer doing it.  Is it even legal for a company to watch not only your desktop and face but to require a camera watching your entire body? That is absolutely fucked up... Like super duper messed up.  What I learned over the years is that work isn't elementary school where we need to ask for permission to drink or pee, stop doing that. Tell them if you need to \"brb I'm going to the washroom\".. That is all. If they are as busy as you say then they are hard up for employees, especially bilingual ones. They should appreciate the time and money they are saving by having someone who can take calls that would otherwise cost them A LOT of money. When I need to bring a translator into a call it cost the company 18$ PER MINUTE. You can also work for a translation company like that and make a lot more money than working for a company who treats you like crap and creepily watch your entire body all day.", "human_ref_B": "Is forced the right word", "labels": 1, "seconds_difference": 241.0, "score_ratio": -1.2222222222, "metadata_A": "", "metadata_B": ""}
{"post_id": "x2uzr9", "domain": "askhr_test", "upvote_ratio": 0.96, "history": "[CA] Forced to clock out in order to use the restroom. **Background:** I do have a couple of mild disabilities such as being in the spectrum, and physical malformations (ankles and face). I have only partial use of my legs. Because of the aforementioned, I have struggled to get gainful employment, and since about a decade or so, I settled for call center work. Since I can work in a sedentary environment, I am not able to get disability long term, and also  enjoy having a purpose and being productive.  **Now**: I have been WFH for an extremely busy and understaffed call center, I am bilingual, so I save my employer lots of time and money by not needing to call the language line for an interpreter, I also learned how to handle all queues. I do not get differential pay for this, nor when I get sent to cover swing or night shifts because of \"business needs\".  Right now we answer nonstop high-stress calls with not even a second to breathe, takes notes, drink water or medication. We are monitored (micromanaged) on the phone, the computer, webcam for face video, and a second cam with side view of our torso/desk.   My direct supervisors have been refusing me restroom breaks lately, meaning that if I need to use the restroom I am forced to clock out for break or lunch, regardless of the time. Sometimes they just ignore me, or just say that we are too busy, or that they are not enough bilingual agents and will have to continue working regardless. They do not treat all agents like that, and I'm aware that it's a tricky situation to address. I would like advice/input, as well as some pointers or information about CA labor law regarding bathroom breaks.  I have tried contacting management to address this, to no avail.", "c_root_id_A": "imm55zg", "c_root_id_B": "imlw1mf", "created_at_utc_A": 1662002948, "created_at_utc_B": 1661998547, "score_A": 10, "score_B": 7, "human_ref_A": "I've seen it referenced elsewhere on Reddit, and haven't tried it myself, but the JAN network is apparently a great resource for all things ADA. I would advise starting there", "human_ref_B": "Look into asking for an ADA accommodation to use the restroom as needed.", "labels": 1, "seconds_difference": 4401.0, "score_ratio": 1.4285714286, "metadata_A": "", "metadata_B": ""}
{"post_id": "x2uzr9", "domain": "askhr_test", "upvote_ratio": 0.96, "history": "[CA] Forced to clock out in order to use the restroom. **Background:** I do have a couple of mild disabilities such as being in the spectrum, and physical malformations (ankles and face). I have only partial use of my legs. Because of the aforementioned, I have struggled to get gainful employment, and since about a decade or so, I settled for call center work. Since I can work in a sedentary environment, I am not able to get disability long term, and also  enjoy having a purpose and being productive.  **Now**: I have been WFH for an extremely busy and understaffed call center, I am bilingual, so I save my employer lots of time and money by not needing to call the language line for an interpreter, I also learned how to handle all queues. I do not get differential pay for this, nor when I get sent to cover swing or night shifts because of \"business needs\".  Right now we answer nonstop high-stress calls with not even a second to breathe, takes notes, drink water or medication. We are monitored (micromanaged) on the phone, the computer, webcam for face video, and a second cam with side view of our torso/desk.   My direct supervisors have been refusing me restroom breaks lately, meaning that if I need to use the restroom I am forced to clock out for break or lunch, regardless of the time. Sometimes they just ignore me, or just say that we are too busy, or that they are not enough bilingual agents and will have to continue working regardless. They do not treat all agents like that, and I'm aware that it's a tricky situation to address. I would like advice/input, as well as some pointers or information about CA labor law regarding bathroom breaks.  I have tried contacting management to address this, to no avail.", "c_root_id_A": "imm55zg", "c_root_id_B": "imm0zd8", "created_at_utc_A": 1662002948, "created_at_utc_B": 1662000857, "score_A": 10, "score_B": -9, "human_ref_A": "I've seen it referenced elsewhere on Reddit, and haven't tried it myself, but the JAN network is apparently a great resource for all things ADA. I would advise starting there", "human_ref_B": "Is forced the right word", "labels": 1, "seconds_difference": 2091.0, "score_ratio": -1.1111111111, "metadata_A": "", "metadata_B": ""}
{"post_id": "x2uzr9", "domain": "askhr_test", "upvote_ratio": 0.96, "history": "[CA] Forced to clock out in order to use the restroom. **Background:** I do have a couple of mild disabilities such as being in the spectrum, and physical malformations (ankles and face). I have only partial use of my legs. Because of the aforementioned, I have struggled to get gainful employment, and since about a decade or so, I settled for call center work. Since I can work in a sedentary environment, I am not able to get disability long term, and also  enjoy having a purpose and being productive.  **Now**: I have been WFH for an extremely busy and understaffed call center, I am bilingual, so I save my employer lots of time and money by not needing to call the language line for an interpreter, I also learned how to handle all queues. I do not get differential pay for this, nor when I get sent to cover swing or night shifts because of \"business needs\".  Right now we answer nonstop high-stress calls with not even a second to breathe, takes notes, drink water or medication. We are monitored (micromanaged) on the phone, the computer, webcam for face video, and a second cam with side view of our torso/desk.   My direct supervisors have been refusing me restroom breaks lately, meaning that if I need to use the restroom I am forced to clock out for break or lunch, regardless of the time. Sometimes they just ignore me, or just say that we are too busy, or that they are not enough bilingual agents and will have to continue working regardless. They do not treat all agents like that, and I'm aware that it's a tricky situation to address. I would like advice/input, as well as some pointers or information about CA labor law regarding bathroom breaks.  I have tried contacting management to address this, to no avail.", "c_root_id_A": "imnrvek", "c_root_id_B": "imm0zd8", "created_at_utc_A": 1662040517, "created_at_utc_B": 1662000857, "score_A": 3, "score_B": -9, "human_ref_A": "what happens if you just get up and go to the restroom and then come back without clocking out?  If this is a short period of time, I'd do it and document their reaction/consequences and then file a DLSE wage claim if they dock your pay for breaks less than 20 minutes.   But I'd also make sure I had ADA accommodations on file with HR.  I'd make it more about short breaks (not only bathroom breaks) up to a certain amount per day  to match CA's break laws.  \"Under California law, non-exempt employees are entitled to one unpaid 30-minute meal break, and two paid 10-minute rest breaks, during a typical 8-hour shift. Employees must receive their off-duty meal breaks before the end of the fifth hour of work.\"", "human_ref_B": "Is forced the right word", "labels": 1, "seconds_difference": 39660.0, "score_ratio": -0.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "x2uzr9", "domain": "askhr_test", "upvote_ratio": 0.96, "history": "[CA] Forced to clock out in order to use the restroom. **Background:** I do have a couple of mild disabilities such as being in the spectrum, and physical malformations (ankles and face). I have only partial use of my legs. Because of the aforementioned, I have struggled to get gainful employment, and since about a decade or so, I settled for call center work. Since I can work in a sedentary environment, I am not able to get disability long term, and also  enjoy having a purpose and being productive.  **Now**: I have been WFH for an extremely busy and understaffed call center, I am bilingual, so I save my employer lots of time and money by not needing to call the language line for an interpreter, I also learned how to handle all queues. I do not get differential pay for this, nor when I get sent to cover swing or night shifts because of \"business needs\".  Right now we answer nonstop high-stress calls with not even a second to breathe, takes notes, drink water or medication. We are monitored (micromanaged) on the phone, the computer, webcam for face video, and a second cam with side view of our torso/desk.   My direct supervisors have been refusing me restroom breaks lately, meaning that if I need to use the restroom I am forced to clock out for break or lunch, regardless of the time. Sometimes they just ignore me, or just say that we are too busy, or that they are not enough bilingual agents and will have to continue working regardless. They do not treat all agents like that, and I'm aware that it's a tricky situation to address. I would like advice/input, as well as some pointers or information about CA labor law regarding bathroom breaks.  I have tried contacting management to address this, to no avail.", "c_root_id_A": "imm0zd8", "c_root_id_B": "imnz229", "created_at_utc_A": 1662000857, "created_at_utc_B": 1662043459, "score_A": -9, "score_B": 2, "human_ref_A": "Is forced the right word", "human_ref_B": "This is awful and is a complete violation of your rights", "labels": 0, "seconds_difference": 42602.0, "score_ratio": -0.2222222222, "metadata_A": "", "metadata_B": ""}
{"post_id": "x2uzr9", "domain": "askhr_test", "upvote_ratio": 0.96, "history": "[CA] Forced to clock out in order to use the restroom. **Background:** I do have a couple of mild disabilities such as being in the spectrum, and physical malformations (ankles and face). I have only partial use of my legs. Because of the aforementioned, I have struggled to get gainful employment, and since about a decade or so, I settled for call center work. Since I can work in a sedentary environment, I am not able to get disability long term, and also  enjoy having a purpose and being productive.  **Now**: I have been WFH for an extremely busy and understaffed call center, I am bilingual, so I save my employer lots of time and money by not needing to call the language line for an interpreter, I also learned how to handle all queues. I do not get differential pay for this, nor when I get sent to cover swing or night shifts because of \"business needs\".  Right now we answer nonstop high-stress calls with not even a second to breathe, takes notes, drink water or medication. We are monitored (micromanaged) on the phone, the computer, webcam for face video, and a second cam with side view of our torso/desk.   My direct supervisors have been refusing me restroom breaks lately, meaning that if I need to use the restroom I am forced to clock out for break or lunch, regardless of the time. Sometimes they just ignore me, or just say that we are too busy, or that they are not enough bilingual agents and will have to continue working regardless. They do not treat all agents like that, and I'm aware that it's a tricky situation to address. I would like advice/input, as well as some pointers or information about CA labor law regarding bathroom breaks.  I have tried contacting management to address this, to no avail.", "c_root_id_A": "imm0zd8", "c_root_id_B": "impcrk6", "created_at_utc_A": 1662000857, "created_at_utc_B": 1662062560, "score_A": -9, "score_B": 2, "human_ref_A": "Is forced the right word", "human_ref_B": "In addition to the OSHA regulation, it is also a violation of the FLSA if those potty breaks are short than 30 minutes.", "labels": 0, "seconds_difference": 61703.0, "score_ratio": -0.2222222222, "metadata_A": "", "metadata_B": ""}
{"post_id": "vvzgkl", "domain": "askhr_test", "upvote_ratio": 0.84, "history": "[CA] Wife is starting a new job where benefits aren't available until the 1st of the next month. She is receiving ongoing treatment for chronic illness, and already made her insurance elections. Can she request to start her benefits early, either effective start date or mid month? We misunderstood that her benefits were effective start date, which is why we have been caught off guard by this. Her previous coverage already ended at the end of June, as it stands, new insurance wouldn't start until August. Her job starts 7/11. I know that Covered CA will allow mid-month enrollments for qualifying event but those plans don't cover her care needs whereas her employers plan will.", "c_root_id_A": "ifni9bq", "c_root_id_B": "ifnkx9j", "created_at_utc_A": 1657493281, "created_at_utc_B": 1657494519, "score_A": 28, "score_B": 29, "human_ref_A": "Benefits start date is usually negotiated between the company and the insurer and it\u2019s not something that can be negotiated further for individual employees.", "human_ref_B": "No but she can file for cobra for the month of july. Its about a grand.", "labels": 0, "seconds_difference": 1238.0, "score_ratio": 1.0357142857, "metadata_A": "", "metadata_B": ""}
{"post_id": "vvzgkl", "domain": "askhr_test", "upvote_ratio": 0.84, "history": "[CA] Wife is starting a new job where benefits aren't available until the 1st of the next month. She is receiving ongoing treatment for chronic illness, and already made her insurance elections. Can she request to start her benefits early, either effective start date or mid month? We misunderstood that her benefits were effective start date, which is why we have been caught off guard by this. Her previous coverage already ended at the end of June, as it stands, new insurance wouldn't start until August. Her job starts 7/11. I know that Covered CA will allow mid-month enrollments for qualifying event but those plans don't cover her care needs whereas her employers plan will.", "c_root_id_A": "ifn5yj2", "c_root_id_B": "ifnkx9j", "created_at_utc_A": 1657487872, "created_at_utc_B": 1657494519, "score_A": 8, "score_B": 29, "human_ref_A": "Talk to your new HR person. I \"started early\" by going to a training 2 weeks before my real start date,but like others saud,there is COBRA to protect you- it can just be expensive.", "human_ref_B": "No but she can file for cobra for the month of july. Its about a grand.", "labels": 0, "seconds_difference": 6647.0, "score_ratio": 3.625, "metadata_A": "", "metadata_B": ""}
{"post_id": "vvzgkl", "domain": "askhr_test", "upvote_ratio": 0.84, "history": "[CA] Wife is starting a new job where benefits aren't available until the 1st of the next month. She is receiving ongoing treatment for chronic illness, and already made her insurance elections. Can she request to start her benefits early, either effective start date or mid month? We misunderstood that her benefits were effective start date, which is why we have been caught off guard by this. Her previous coverage already ended at the end of June, as it stands, new insurance wouldn't start until August. Her job starts 7/11. I know that Covered CA will allow mid-month enrollments for qualifying event but those plans don't cover her care needs whereas her employers plan will.", "c_root_id_A": "ifn5yj2", "c_root_id_B": "ifni9bq", "created_at_utc_A": 1657487872, "created_at_utc_B": 1657493281, "score_A": 8, "score_B": 28, "human_ref_A": "Talk to your new HR person. I \"started early\" by going to a training 2 weeks before my real start date,but like others saud,there is COBRA to protect you- it can just be expensive.", "human_ref_B": "Benefits start date is usually negotiated between the company and the insurer and it\u2019s not something that can be negotiated further for individual employees.", "labels": 0, "seconds_difference": 5409.0, "score_ratio": 3.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "vvzgkl", "domain": "askhr_test", "upvote_ratio": 0.84, "history": "[CA] Wife is starting a new job where benefits aren't available until the 1st of the next month. She is receiving ongoing treatment for chronic illness, and already made her insurance elections. Can she request to start her benefits early, either effective start date or mid month? We misunderstood that her benefits were effective start date, which is why we have been caught off guard by this. Her previous coverage already ended at the end of June, as it stands, new insurance wouldn't start until August. Her job starts 7/11. I know that Covered CA will allow mid-month enrollments for qualifying event but those plans don't cover her care needs whereas her employers plan will.", "c_root_id_A": "ifn5yj2", "c_root_id_B": "ifnqtkm", "created_at_utc_A": 1657487872, "created_at_utc_B": 1657497331, "score_A": 8, "score_B": 25, "human_ref_A": "Talk to your new HR person. I \"started early\" by going to a training 2 weeks before my real start date,but like others saud,there is COBRA to protect you- it can just be expensive.", "human_ref_B": "I\u2019d delay any unnecessary blood work or office visits until August. If you\u2019re worried about prescriptions, goodrx is free and extremely helpful.  It helps you comparison shop and gives you digital coupons for super discounted prescriptions.  It helps a lot.  You could also ask the pharmacist about a partial refill. They might have to coordinate with your doctor.  COBRA is expensive, so I wouldn\u2019t recommend it unless your wife\u2019s out of pocket expenses are greater than the premium.  As someone else mentioned, it\u2019s usually >$1,000/month.  It is retroactive though, so if you have an emergency or don\u2019t realize until later that your expenses will exceed the premium, you can activate COBRA and pay the premiums you\u2019ve missed.", "labels": 0, "seconds_difference": 9459.0, "score_ratio": 3.125, "metadata_A": "", "metadata_B": ""}
{"post_id": "vvzgkl", "domain": "askhr_test", "upvote_ratio": 0.84, "history": "[CA] Wife is starting a new job where benefits aren't available until the 1st of the next month. She is receiving ongoing treatment for chronic illness, and already made her insurance elections. Can she request to start her benefits early, either effective start date or mid month? We misunderstood that her benefits were effective start date, which is why we have been caught off guard by this. Her previous coverage already ended at the end of June, as it stands, new insurance wouldn't start until August. Her job starts 7/11. I know that Covered CA will allow mid-month enrollments for qualifying event but those plans don't cover her care needs whereas her employers plan will.", "c_root_id_A": "ifnqtkm", "c_root_id_B": "ifnl01j", "created_at_utc_A": 1657497331, "created_at_utc_B": 1657494556, "score_A": 25, "score_B": -7, "human_ref_A": "I\u2019d delay any unnecessary blood work or office visits until August. If you\u2019re worried about prescriptions, goodrx is free and extremely helpful.  It helps you comparison shop and gives you digital coupons for super discounted prescriptions.  It helps a lot.  You could also ask the pharmacist about a partial refill. They might have to coordinate with your doctor.  COBRA is expensive, so I wouldn\u2019t recommend it unless your wife\u2019s out of pocket expenses are greater than the premium.  As someone else mentioned, it\u2019s usually >$1,000/month.  It is retroactive though, so if you have an emergency or don\u2019t realize until later that your expenses will exceed the premium, you can activate COBRA and pay the premiums you\u2019ve missed.", "human_ref_B": "Her current insurance shouldn't end the day she leaves the company, it should continue thru the end of the month.", "labels": 1, "seconds_difference": 2775.0, "score_ratio": -3.5714285714, "metadata_A": "", "metadata_B": ""}
{"post_id": "vvzgkl", "domain": "askhr_test", "upvote_ratio": 0.84, "history": "[CA] Wife is starting a new job where benefits aren't available until the 1st of the next month. She is receiving ongoing treatment for chronic illness, and already made her insurance elections. Can she request to start her benefits early, either effective start date or mid month? We misunderstood that her benefits were effective start date, which is why we have been caught off guard by this. Her previous coverage already ended at the end of June, as it stands, new insurance wouldn't start until August. Her job starts 7/11. I know that Covered CA will allow mid-month enrollments for qualifying event but those plans don't cover her care needs whereas her employers plan will.", "c_root_id_A": "ifoa3kd", "c_root_id_B": "ifo74et", "created_at_utc_A": 1657506700, "created_at_utc_B": 1657505232, "score_A": 17, "score_B": 15, "human_ref_A": "I hate America.", "human_ref_B": "You have 60 days to elect into COBRA which means if you can hold off until 8/1 for appointments etc, you should. But if you have an emergency, you can submit your COBRA and it will date back to the first day after your other plan ended (which was likely 6/30 \u2014 so 7/1 would be the plan effective date).   Try GoodRx if she needs prescriptions before the new plan begins. Or see if they will let you cash pay for only exactly what you need.", "labels": 1, "seconds_difference": 1468.0, "score_ratio": 1.1333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "vvzgkl", "domain": "askhr_test", "upvote_ratio": 0.84, "history": "[CA] Wife is starting a new job where benefits aren't available until the 1st of the next month. She is receiving ongoing treatment for chronic illness, and already made her insurance elections. Can she request to start her benefits early, either effective start date or mid month? We misunderstood that her benefits were effective start date, which is why we have been caught off guard by this. Her previous coverage already ended at the end of June, as it stands, new insurance wouldn't start until August. Her job starts 7/11. I know that Covered CA will allow mid-month enrollments for qualifying event but those plans don't cover her care needs whereas her employers plan will.", "c_root_id_A": "ifoa3kd", "c_root_id_B": "ifn5yj2", "created_at_utc_A": 1657506700, "created_at_utc_B": 1657487872, "score_A": 17, "score_B": 8, "human_ref_A": "I hate America.", "human_ref_B": "Talk to your new HR person. I \"started early\" by going to a training 2 weeks before my real start date,but like others saud,there is COBRA to protect you- it can just be expensive.", "labels": 1, "seconds_difference": 18828.0, "score_ratio": 2.125, "metadata_A": "", "metadata_B": ""}
{"post_id": "vvzgkl", "domain": "askhr_test", "upvote_ratio": 0.84, "history": "[CA] Wife is starting a new job where benefits aren't available until the 1st of the next month. She is receiving ongoing treatment for chronic illness, and already made her insurance elections. Can she request to start her benefits early, either effective start date or mid month? We misunderstood that her benefits were effective start date, which is why we have been caught off guard by this. Her previous coverage already ended at the end of June, as it stands, new insurance wouldn't start until August. Her job starts 7/11. I know that Covered CA will allow mid-month enrollments for qualifying event but those plans don't cover her care needs whereas her employers plan will.", "c_root_id_A": "ifoa3kd", "c_root_id_B": "ifo2smc", "created_at_utc_A": 1657506700, "created_at_utc_B": 1657503134, "score_A": 17, "score_B": 5, "human_ref_A": "I hate America.", "human_ref_B": "She can ask but it's likely not up to her employer, and the provider probably wouldn't deviate from their plan terms.  Best options would be COBRA coverage, which can retro to the day her previous coverage ended.", "labels": 1, "seconds_difference": 3566.0, "score_ratio": 3.4, "metadata_A": "", "metadata_B": ""}
{"post_id": "vvzgkl", "domain": "askhr_test", "upvote_ratio": 0.84, "history": "[CA] Wife is starting a new job where benefits aren't available until the 1st of the next month. She is receiving ongoing treatment for chronic illness, and already made her insurance elections. Can she request to start her benefits early, either effective start date or mid month? We misunderstood that her benefits were effective start date, which is why we have been caught off guard by this. Her previous coverage already ended at the end of June, as it stands, new insurance wouldn't start until August. Her job starts 7/11. I know that Covered CA will allow mid-month enrollments for qualifying event but those plans don't cover her care needs whereas her employers plan will.", "c_root_id_A": "ifoa3kd", "c_root_id_B": "ifnr9cs", "created_at_utc_A": 1657506700, "created_at_utc_B": 1657497545, "score_A": 17, "score_B": 1, "human_ref_A": "I hate America.", "human_ref_B": "You must keep continuous coverage or you are not covered for preexisting conditions.  Get the cobra. It\u2019s worth it", "labels": 1, "seconds_difference": 9155.0, "score_ratio": 17.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "vvzgkl", "domain": "askhr_test", "upvote_ratio": 0.84, "history": "[CA] Wife is starting a new job where benefits aren't available until the 1st of the next month. She is receiving ongoing treatment for chronic illness, and already made her insurance elections. Can she request to start her benefits early, either effective start date or mid month? We misunderstood that her benefits were effective start date, which is why we have been caught off guard by this. Her previous coverage already ended at the end of June, as it stands, new insurance wouldn't start until August. Her job starts 7/11. I know that Covered CA will allow mid-month enrollments for qualifying event but those plans don't cover her care needs whereas her employers plan will.", "c_root_id_A": "ifnl01j", "c_root_id_B": "ifoa3kd", "created_at_utc_A": 1657494556, "created_at_utc_B": 1657506700, "score_A": -7, "score_B": 17, "human_ref_A": "Her current insurance shouldn't end the day she leaves the company, it should continue thru the end of the month.", "human_ref_B": "I hate America.", "labels": 0, "seconds_difference": 12144.0, "score_ratio": -2.4285714286, "metadata_A": "", "metadata_B": ""}
{"post_id": "vvzgkl", "domain": "askhr_test", "upvote_ratio": 0.84, "history": "[CA] Wife is starting a new job where benefits aren't available until the 1st of the next month. She is receiving ongoing treatment for chronic illness, and already made her insurance elections. Can she request to start her benefits early, either effective start date or mid month? We misunderstood that her benefits were effective start date, which is why we have been caught off guard by this. Her previous coverage already ended at the end of June, as it stands, new insurance wouldn't start until August. Her job starts 7/11. I know that Covered CA will allow mid-month enrollments for qualifying event but those plans don't cover her care needs whereas her employers plan will.", "c_root_id_A": "ifn5yj2", "c_root_id_B": "ifo74et", "created_at_utc_A": 1657487872, "created_at_utc_B": 1657505232, "score_A": 8, "score_B": 15, "human_ref_A": "Talk to your new HR person. I \"started early\" by going to a training 2 weeks before my real start date,but like others saud,there is COBRA to protect you- it can just be expensive.", "human_ref_B": "You have 60 days to elect into COBRA which means if you can hold off until 8/1 for appointments etc, you should. But if you have an emergency, you can submit your COBRA and it will date back to the first day after your other plan ended (which was likely 6/30 \u2014 so 7/1 would be the plan effective date).   Try GoodRx if she needs prescriptions before the new plan begins. Or see if they will let you cash pay for only exactly what you need.", "labels": 0, "seconds_difference": 17360.0, "score_ratio": 1.875, "metadata_A": "", "metadata_B": ""}
{"post_id": "vvzgkl", "domain": "askhr_test", "upvote_ratio": 0.84, "history": "[CA] Wife is starting a new job where benefits aren't available until the 1st of the next month. She is receiving ongoing treatment for chronic illness, and already made her insurance elections. Can she request to start her benefits early, either effective start date or mid month? We misunderstood that her benefits were effective start date, which is why we have been caught off guard by this. Her previous coverage already ended at the end of June, as it stands, new insurance wouldn't start until August. Her job starts 7/11. I know that Covered CA will allow mid-month enrollments for qualifying event but those plans don't cover her care needs whereas her employers plan will.", "c_root_id_A": "ifo2smc", "c_root_id_B": "ifo74et", "created_at_utc_A": 1657503134, "created_at_utc_B": 1657505232, "score_A": 5, "score_B": 15, "human_ref_A": "She can ask but it's likely not up to her employer, and the provider probably wouldn't deviate from their plan terms.  Best options would be COBRA coverage, which can retro to the day her previous coverage ended.", "human_ref_B": "You have 60 days to elect into COBRA which means if you can hold off until 8/1 for appointments etc, you should. But if you have an emergency, you can submit your COBRA and it will date back to the first day after your other plan ended (which was likely 6/30 \u2014 so 7/1 would be the plan effective date).   Try GoodRx if she needs prescriptions before the new plan begins. Or see if they will let you cash pay for only exactly what you need.", "labels": 0, "seconds_difference": 2098.0, "score_ratio": 3.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "vvzgkl", "domain": "askhr_test", "upvote_ratio": 0.84, "history": "[CA] Wife is starting a new job where benefits aren't available until the 1st of the next month. She is receiving ongoing treatment for chronic illness, and already made her insurance elections. Can she request to start her benefits early, either effective start date or mid month? We misunderstood that her benefits were effective start date, which is why we have been caught off guard by this. Her previous coverage already ended at the end of June, as it stands, new insurance wouldn't start until August. Her job starts 7/11. I know that Covered CA will allow mid-month enrollments for qualifying event but those plans don't cover her care needs whereas her employers plan will.", "c_root_id_A": "ifo74et", "c_root_id_B": "ifnr9cs", "created_at_utc_A": 1657505232, "created_at_utc_B": 1657497545, "score_A": 15, "score_B": 1, "human_ref_A": "You have 60 days to elect into COBRA which means if you can hold off until 8/1 for appointments etc, you should. But if you have an emergency, you can submit your COBRA and it will date back to the first day after your other plan ended (which was likely 6/30 \u2014 so 7/1 would be the plan effective date).   Try GoodRx if she needs prescriptions before the new plan begins. Or see if they will let you cash pay for only exactly what you need.", "human_ref_B": "You must keep continuous coverage or you are not covered for preexisting conditions.  Get the cobra. It\u2019s worth it", "labels": 1, "seconds_difference": 7687.0, "score_ratio": 15.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "vvzgkl", "domain": "askhr_test", "upvote_ratio": 0.84, "history": "[CA] Wife is starting a new job where benefits aren't available until the 1st of the next month. She is receiving ongoing treatment for chronic illness, and already made her insurance elections. Can she request to start her benefits early, either effective start date or mid month? We misunderstood that her benefits were effective start date, which is why we have been caught off guard by this. Her previous coverage already ended at the end of June, as it stands, new insurance wouldn't start until August. Her job starts 7/11. I know that Covered CA will allow mid-month enrollments for qualifying event but those plans don't cover her care needs whereas her employers plan will.", "c_root_id_A": "ifnl01j", "c_root_id_B": "ifo74et", "created_at_utc_A": 1657494556, "created_at_utc_B": 1657505232, "score_A": -7, "score_B": 15, "human_ref_A": "Her current insurance shouldn't end the day she leaves the company, it should continue thru the end of the month.", "human_ref_B": "You have 60 days to elect into COBRA which means if you can hold off until 8/1 for appointments etc, you should. But if you have an emergency, you can submit your COBRA and it will date back to the first day after your other plan ended (which was likely 6/30 \u2014 so 7/1 would be the plan effective date).   Try GoodRx if she needs prescriptions before the new plan begins. Or see if they will let you cash pay for only exactly what you need.", "labels": 0, "seconds_difference": 10676.0, "score_ratio": -2.1428571429, "metadata_A": "", "metadata_B": ""}
{"post_id": "vvzgkl", "domain": "askhr_test", "upvote_ratio": 0.84, "history": "[CA] Wife is starting a new job where benefits aren't available until the 1st of the next month. She is receiving ongoing treatment for chronic illness, and already made her insurance elections. Can she request to start her benefits early, either effective start date or mid month? We misunderstood that her benefits were effective start date, which is why we have been caught off guard by this. Her previous coverage already ended at the end of June, as it stands, new insurance wouldn't start until August. Her job starts 7/11. I know that Covered CA will allow mid-month enrollments for qualifying event but those plans don't cover her care needs whereas her employers plan will.", "c_root_id_A": "ifnr9cs", "c_root_id_B": "ifo2smc", "created_at_utc_A": 1657497545, "created_at_utc_B": 1657503134, "score_A": 1, "score_B": 5, "human_ref_A": "You must keep continuous coverage or you are not covered for preexisting conditions.  Get the cobra. It\u2019s worth it", "human_ref_B": "She can ask but it's likely not up to her employer, and the provider probably wouldn't deviate from their plan terms.  Best options would be COBRA coverage, which can retro to the day her previous coverage ended.", "labels": 0, "seconds_difference": 5589.0, "score_ratio": 5.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "vvzgkl", "domain": "askhr_test", "upvote_ratio": 0.84, "history": "[CA] Wife is starting a new job where benefits aren't available until the 1st of the next month. She is receiving ongoing treatment for chronic illness, and already made her insurance elections. Can she request to start her benefits early, either effective start date or mid month? We misunderstood that her benefits were effective start date, which is why we have been caught off guard by this. Her previous coverage already ended at the end of June, as it stands, new insurance wouldn't start until August. Her job starts 7/11. I know that Covered CA will allow mid-month enrollments for qualifying event but those plans don't cover her care needs whereas her employers plan will.", "c_root_id_A": "ifo2smc", "c_root_id_B": "ifnl01j", "created_at_utc_A": 1657503134, "created_at_utc_B": 1657494556, "score_A": 5, "score_B": -7, "human_ref_A": "She can ask but it's likely not up to her employer, and the provider probably wouldn't deviate from their plan terms.  Best options would be COBRA coverage, which can retro to the day her previous coverage ended.", "human_ref_B": "Her current insurance shouldn't end the day she leaves the company, it should continue thru the end of the month.", "labels": 1, "seconds_difference": 8578.0, "score_ratio": -0.7142857143, "metadata_A": "", "metadata_B": ""}
{"post_id": "vvzgkl", "domain": "askhr_test", "upvote_ratio": 0.84, "history": "[CA] Wife is starting a new job where benefits aren't available until the 1st of the next month. She is receiving ongoing treatment for chronic illness, and already made her insurance elections. Can she request to start her benefits early, either effective start date or mid month? We misunderstood that her benefits were effective start date, which is why we have been caught off guard by this. Her previous coverage already ended at the end of June, as it stands, new insurance wouldn't start until August. Her job starts 7/11. I know that Covered CA will allow mid-month enrollments for qualifying event but those plans don't cover her care needs whereas her employers plan will.", "c_root_id_A": "ifoltn3", "c_root_id_B": "ifougm1", "created_at_utc_A": 1657512886, "created_at_utc_B": 1657518360, "score_A": 2, "score_B": 3, "human_ref_A": "It\u2019s easier to ask your provider to pre-bill treatments before losing the insurance. I\u2019ve gotten doctors offices to do that.   Generally eligibility periods are in the contract and aren\u2019t movable. There\u2019s no harm in asking though.  The other option might be continuation coverage (aka COBRA) but it tends to be crazy expensive. She should have gotten a notice from her old job with instructions for signing up and the cost.", "human_ref_B": "Mark Cuban rolled this out like 2 months ago :  https://costplusdrugs.com", "labels": 0, "seconds_difference": 5474.0, "score_ratio": 1.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "vvzgkl", "domain": "askhr_test", "upvote_ratio": 0.84, "history": "[CA] Wife is starting a new job where benefits aren't available until the 1st of the next month. She is receiving ongoing treatment for chronic illness, and already made her insurance elections. Can she request to start her benefits early, either effective start date or mid month? We misunderstood that her benefits were effective start date, which is why we have been caught off guard by this. Her previous coverage already ended at the end of June, as it stands, new insurance wouldn't start until August. Her job starts 7/11. I know that Covered CA will allow mid-month enrollments for qualifying event but those plans don't cover her care needs whereas her employers plan will.", "c_root_id_A": "ifougm1", "c_root_id_B": "ifnr9cs", "created_at_utc_A": 1657518360, "created_at_utc_B": 1657497545, "score_A": 3, "score_B": 1, "human_ref_A": "Mark Cuban rolled this out like 2 months ago :  https://costplusdrugs.com", "human_ref_B": "You must keep continuous coverage or you are not covered for preexisting conditions.  Get the cobra. It\u2019s worth it", "labels": 1, "seconds_difference": 20815.0, "score_ratio": 3.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "vvzgkl", "domain": "askhr_test", "upvote_ratio": 0.84, "history": "[CA] Wife is starting a new job where benefits aren't available until the 1st of the next month. She is receiving ongoing treatment for chronic illness, and already made her insurance elections. Can she request to start her benefits early, either effective start date or mid month? We misunderstood that her benefits were effective start date, which is why we have been caught off guard by this. Her previous coverage already ended at the end of June, as it stands, new insurance wouldn't start until August. Her job starts 7/11. I know that Covered CA will allow mid-month enrollments for qualifying event but those plans don't cover her care needs whereas her employers plan will.", "c_root_id_A": "ifougm1", "c_root_id_B": "ifoubhl", "created_at_utc_A": 1657518360, "created_at_utc_B": 1657518259, "score_A": 3, "score_B": 1, "human_ref_A": "Mark Cuban rolled this out like 2 months ago :  https://costplusdrugs.com", "human_ref_B": "She can get onto covered california. Based on her situation of changing jobs", "labels": 1, "seconds_difference": 101.0, "score_ratio": 3.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "vvzgkl", "domain": "askhr_test", "upvote_ratio": 0.84, "history": "[CA] Wife is starting a new job where benefits aren't available until the 1st of the next month. She is receiving ongoing treatment for chronic illness, and already made her insurance elections. Can she request to start her benefits early, either effective start date or mid month? We misunderstood that her benefits were effective start date, which is why we have been caught off guard by this. Her previous coverage already ended at the end of June, as it stands, new insurance wouldn't start until August. Her job starts 7/11. I know that Covered CA will allow mid-month enrollments for qualifying event but those plans don't cover her care needs whereas her employers plan will.", "c_root_id_A": "ifnl01j", "c_root_id_B": "ifougm1", "created_at_utc_A": 1657494556, "created_at_utc_B": 1657518360, "score_A": -7, "score_B": 3, "human_ref_A": "Her current insurance shouldn't end the day she leaves the company, it should continue thru the end of the month.", "human_ref_B": "Mark Cuban rolled this out like 2 months ago :  https://costplusdrugs.com", "labels": 0, "seconds_difference": 23804.0, "score_ratio": -0.4285714286, "metadata_A": "", "metadata_B": ""}
{"post_id": "vvzgkl", "domain": "askhr_test", "upvote_ratio": 0.84, "history": "[CA] Wife is starting a new job where benefits aren't available until the 1st of the next month. She is receiving ongoing treatment for chronic illness, and already made her insurance elections. Can she request to start her benefits early, either effective start date or mid month? We misunderstood that her benefits were effective start date, which is why we have been caught off guard by this. Her previous coverage already ended at the end of June, as it stands, new insurance wouldn't start until August. Her job starts 7/11. I know that Covered CA will allow mid-month enrollments for qualifying event but those plans don't cover her care needs whereas her employers plan will.", "c_root_id_A": "ifnr9cs", "c_root_id_B": "ifoltn3", "created_at_utc_A": 1657497545, "created_at_utc_B": 1657512886, "score_A": 1, "score_B": 2, "human_ref_A": "You must keep continuous coverage or you are not covered for preexisting conditions.  Get the cobra. It\u2019s worth it", "human_ref_B": "It\u2019s easier to ask your provider to pre-bill treatments before losing the insurance. I\u2019ve gotten doctors offices to do that.   Generally eligibility periods are in the contract and aren\u2019t movable. There\u2019s no harm in asking though.  The other option might be continuation coverage (aka COBRA) but it tends to be crazy expensive. She should have gotten a notice from her old job with instructions for signing up and the cost.", "labels": 0, "seconds_difference": 15341.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "vvzgkl", "domain": "askhr_test", "upvote_ratio": 0.84, "history": "[CA] Wife is starting a new job where benefits aren't available until the 1st of the next month. She is receiving ongoing treatment for chronic illness, and already made her insurance elections. Can she request to start her benefits early, either effective start date or mid month? We misunderstood that her benefits were effective start date, which is why we have been caught off guard by this. Her previous coverage already ended at the end of June, as it stands, new insurance wouldn't start until August. Her job starts 7/11. I know that Covered CA will allow mid-month enrollments for qualifying event but those plans don't cover her care needs whereas her employers plan will.", "c_root_id_A": "ifoltn3", "c_root_id_B": "ifnl01j", "created_at_utc_A": 1657512886, "created_at_utc_B": 1657494556, "score_A": 2, "score_B": -7, "human_ref_A": "It\u2019s easier to ask your provider to pre-bill treatments before losing the insurance. I\u2019ve gotten doctors offices to do that.   Generally eligibility periods are in the contract and aren\u2019t movable. There\u2019s no harm in asking though.  The other option might be continuation coverage (aka COBRA) but it tends to be crazy expensive. She should have gotten a notice from her old job with instructions for signing up and the cost.", "human_ref_B": "Her current insurance shouldn't end the day she leaves the company, it should continue thru the end of the month.", "labels": 1, "seconds_difference": 18330.0, "score_ratio": -0.2857142857, "metadata_A": "", "metadata_B": ""}
{"post_id": "vvzgkl", "domain": "askhr_test", "upvote_ratio": 0.84, "history": "[CA] Wife is starting a new job where benefits aren't available until the 1st of the next month. She is receiving ongoing treatment for chronic illness, and already made her insurance elections. Can she request to start her benefits early, either effective start date or mid month? We misunderstood that her benefits were effective start date, which is why we have been caught off guard by this. Her previous coverage already ended at the end of June, as it stands, new insurance wouldn't start until August. Her job starts 7/11. I know that Covered CA will allow mid-month enrollments for qualifying event but those plans don't cover her care needs whereas her employers plan will.", "c_root_id_A": "ifnr9cs", "c_root_id_B": "ifnl01j", "created_at_utc_A": 1657497545, "created_at_utc_B": 1657494556, "score_A": 1, "score_B": -7, "human_ref_A": "You must keep continuous coverage or you are not covered for preexisting conditions.  Get the cobra. It\u2019s worth it", "human_ref_B": "Her current insurance shouldn't end the day she leaves the company, it should continue thru the end of the month.", "labels": 1, "seconds_difference": 2989.0, "score_ratio": -0.1428571429, "metadata_A": "", "metadata_B": ""}
{"post_id": "vvzgkl", "domain": "askhr_test", "upvote_ratio": 0.84, "history": "[CA] Wife is starting a new job where benefits aren't available until the 1st of the next month. She is receiving ongoing treatment for chronic illness, and already made her insurance elections. Can she request to start her benefits early, either effective start date or mid month? We misunderstood that her benefits were effective start date, which is why we have been caught off guard by this. Her previous coverage already ended at the end of June, as it stands, new insurance wouldn't start until August. Her job starts 7/11. I know that Covered CA will allow mid-month enrollments for qualifying event but those plans don't cover her care needs whereas her employers plan will.", "c_root_id_A": "ifoubhl", "c_root_id_B": "ifnl01j", "created_at_utc_A": 1657518259, "created_at_utc_B": 1657494556, "score_A": 1, "score_B": -7, "human_ref_A": "She can get onto covered california. Based on her situation of changing jobs", "human_ref_B": "Her current insurance shouldn't end the day she leaves the company, it should continue thru the end of the month.", "labels": 1, "seconds_difference": 23703.0, "score_ratio": -0.1428571429, "metadata_A": "", "metadata_B": ""}
{"post_id": "vvzgkl", "domain": "askhr_test", "upvote_ratio": 0.84, "history": "[CA] Wife is starting a new job where benefits aren't available until the 1st of the next month. She is receiving ongoing treatment for chronic illness, and already made her insurance elections. Can she request to start her benefits early, either effective start date or mid month? We misunderstood that her benefits were effective start date, which is why we have been caught off guard by this. Her previous coverage already ended at the end of June, as it stands, new insurance wouldn't start until August. Her job starts 7/11. I know that Covered CA will allow mid-month enrollments for qualifying event but those plans don't cover her care needs whereas her employers plan will.", "c_root_id_A": "ifnl01j", "c_root_id_B": "ifpqac5", "created_at_utc_A": 1657494556, "created_at_utc_B": 1657542450, "score_A": -7, "score_B": 1, "human_ref_A": "Her current insurance shouldn't end the day she leaves the company, it should continue thru the end of the month.", "human_ref_B": "If it\u2019s a self funded plan there might be leeway but if your wife isn\u2019t starting a position that has that type of negotiating power then I\u2019d say it\u2019s h likely. We\u2019ve made accommodations to add a sign in bonus to pay for cobra costs but that\u2019s a very rare occasion", "labels": 0, "seconds_difference": 47894.0, "score_ratio": -0.1428571429, "metadata_A": "", "metadata_B": ""}
{"post_id": "oivufh", "domain": "askhr_test", "upvote_ratio": 0.96, "history": "[VA] What do you all do with uncashed checks from terminated employees? Hey all,  I know as an employer we cannot add the money back to the business. We had an employee leave the company back in March. His last check is still unclaimed. Not sure if we've attempted to contact him about it and reissued a check or if we need to submit it to the state at this point. I'm also not familiar with the process of submitting this to the state. My first guess is it would be calculated somewhere on a tax form at some point.  Thanks,", "c_root_id_A": "h4xynp1", "c_root_id_B": "h4xykah", "created_at_utc_A": 1626111213, "created_at_utc_B": 1626111171, "score_A": 77, "score_B": 50, "human_ref_A": "Every state should have some sort of unclaimed property department.  Check with the state you are in.", "human_ref_B": "Dude you just mail it.", "labels": 1, "seconds_difference": 42.0, "score_ratio": 1.54, "metadata_A": "", "metadata_B": ""}
{"post_id": "oivufh", "domain": "askhr_test", "upvote_ratio": 0.96, "history": "[VA] What do you all do with uncashed checks from terminated employees? Hey all,  I know as an employer we cannot add the money back to the business. We had an employee leave the company back in March. His last check is still unclaimed. Not sure if we've attempted to contact him about it and reissued a check or if we need to submit it to the state at this point. I'm also not familiar with the process of submitting this to the state. My first guess is it would be calculated somewhere on a tax form at some point.  Thanks,", "c_root_id_A": "h4xynp1", "c_root_id_B": "h4xwxw1", "created_at_utc_A": 1626111213, "created_at_utc_B": 1626110449, "score_A": 77, "score_B": 42, "human_ref_A": "Every state should have some sort of unclaimed property department.  Check with the state you are in.", "human_ref_B": "I generally mail them out to the address on file if employees dont come pick them up", "labels": 1, "seconds_difference": 764.0, "score_ratio": 1.8333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "oivufh", "domain": "askhr_test", "upvote_ratio": 0.96, "history": "[VA] What do you all do with uncashed checks from terminated employees? Hey all,  I know as an employer we cannot add the money back to the business. We had an employee leave the company back in March. His last check is still unclaimed. Not sure if we've attempted to contact him about it and reissued a check or if we need to submit it to the state at this point. I'm also not familiar with the process of submitting this to the state. My first guess is it would be calculated somewhere on a tax form at some point.  Thanks,", "c_root_id_A": "h4y0t87", "c_root_id_B": "h4xykah", "created_at_utc_A": 1626112171, "created_at_utc_B": 1626111171, "score_A": 54, "score_B": 50, "human_ref_A": "Your state has a process - it\u2019s called Escheatment, if you google it for your state you\u2019ll get the state specific rules", "human_ref_B": "Dude you just mail it.", "labels": 1, "seconds_difference": 1000.0, "score_ratio": 1.08, "metadata_A": "", "metadata_B": ""}
{"post_id": "oivufh", "domain": "askhr_test", "upvote_ratio": 0.96, "history": "[VA] What do you all do with uncashed checks from terminated employees? Hey all,  I know as an employer we cannot add the money back to the business. We had an employee leave the company back in March. His last check is still unclaimed. Not sure if we've attempted to contact him about it and reissued a check or if we need to submit it to the state at this point. I'm also not familiar with the process of submitting this to the state. My first guess is it would be calculated somewhere on a tax form at some point.  Thanks,", "c_root_id_A": "h4y0t87", "c_root_id_B": "h4xwxw1", "created_at_utc_A": 1626112171, "created_at_utc_B": 1626110449, "score_A": 54, "score_B": 42, "human_ref_A": "Your state has a process - it\u2019s called Escheatment, if you google it for your state you\u2019ll get the state specific rules", "human_ref_B": "I generally mail them out to the address on file if employees dont come pick them up", "labels": 1, "seconds_difference": 1722.0, "score_ratio": 1.2857142857, "metadata_A": "", "metadata_B": ""}
{"post_id": "oivufh", "domain": "askhr_test", "upvote_ratio": 0.96, "history": "[VA] What do you all do with uncashed checks from terminated employees? Hey all,  I know as an employer we cannot add the money back to the business. We had an employee leave the company back in March. His last check is still unclaimed. Not sure if we've attempted to contact him about it and reissued a check or if we need to submit it to the state at this point. I'm also not familiar with the process of submitting this to the state. My first guess is it would be calculated somewhere on a tax form at some point.  Thanks,", "c_root_id_A": "h4xykah", "c_root_id_B": "h4xwxw1", "created_at_utc_A": 1626111171, "created_at_utc_B": 1626110449, "score_A": 50, "score_B": 42, "human_ref_A": "Dude you just mail it.", "human_ref_B": "I generally mail them out to the address on file if employees dont come pick them up", "labels": 1, "seconds_difference": 722.0, "score_ratio": 1.1904761905, "metadata_A": "", "metadata_B": ""}
{"post_id": "oivufh", "domain": "askhr_test", "upvote_ratio": 0.96, "history": "[VA] What do you all do with uncashed checks from terminated employees? Hey all,  I know as an employer we cannot add the money back to the business. We had an employee leave the company back in March. His last check is still unclaimed. Not sure if we've attempted to contact him about it and reissued a check or if we need to submit it to the state at this point. I'm also not familiar with the process of submitting this to the state. My first guess is it would be calculated somewhere on a tax form at some point.  Thanks,", "c_root_id_A": "h4z4fss", "c_root_id_B": "h4z8sgm", "created_at_utc_A": 1626130815, "created_at_utc_B": 1626133067, "score_A": 3, "score_B": 7, "human_ref_A": "You should probably call the numbers on file, leave voicemails that you will send to the mailing address on file", "human_ref_B": "We do everything by direct deposit so it\u2019s not an issue.", "labels": 0, "seconds_difference": 2252.0, "score_ratio": 2.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "oivufh", "domain": "askhr_test", "upvote_ratio": 0.96, "history": "[VA] What do you all do with uncashed checks from terminated employees? Hey all,  I know as an employer we cannot add the money back to the business. We had an employee leave the company back in March. His last check is still unclaimed. Not sure if we've attempted to contact him about it and reissued a check or if we need to submit it to the state at this point. I'm also not familiar with the process of submitting this to the state. My first guess is it would be calculated somewhere on a tax form at some point.  Thanks,", "c_root_id_A": "h4znuxt", "c_root_id_B": "h4z4fss", "created_at_utc_A": 1626140979, "created_at_utc_B": 1626130815, "score_A": 4, "score_B": 3, "human_ref_A": "I used to certify mail them to the last address on file. But that makes sense so it is probably the wrong advice.", "human_ref_B": "You should probably call the numbers on file, leave voicemails that you will send to the mailing address on file", "labels": 1, "seconds_difference": 10164.0, "score_ratio": 1.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "ecbohs", "domain": "askhr_test", "upvote_ratio": 1.0, "history": "Should I tell my supervisor and HR that my husband has stage four cancer? Oklahoma I\u2019ve only been at this job for two weeks and this diagnosis is new and completely unexpected.  I would like to ask for more breaks in case I need to collect myself. This whole experience is so overwhelming. The last thing I need is to be fired right now, we would lose our insurance.", "c_root_id_A": "fba9hy8", "c_root_id_B": "fba9zvv", "created_at_utc_A": 1576670956, "created_at_utc_B": 1576671516, "score_A": 2, "score_B": 10, "human_ref_A": "It shouldn't hurt to ask, unfortunately there's no legal requirement for them to accommodate you though. Hopefully they will do the right thing. Best of luck to you and your husband!", "human_ref_B": "Here\u2019s how I\u2019d handle it.  I\u2019d go to HR first and let them know.  You\u2019ll want to check with them on benefits, leave options, etc.  And I\u2019d ask them for their advice in talking with your manager/ supervisor, additional breaks, etc.  Let them know you\u2019re committed to your job and realize that you\u2019re new and you just want to know the best way to manage the situation.  They\u2019ll work with you and let you know what to expect.    I\u2019m sorry.  I know this is a scary stressful time.  Edit.   You may also have EAP (employee assistance program) benefits that they mention.  These are often underutilized by employees.  These EAP benefits can vary widely from company to company and can include counseling (to help deal with stress), legal service discounts, etc.", "labels": 0, "seconds_difference": 560.0, "score_ratio": 5.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "izzycjs", "c_root_id_B": "izzugtv", "created_at_utc_A": 1670896936, "created_at_utc_B": 1670895213, "score_A": 28, "score_B": 24, "human_ref_A": "This is probably all you are going to get, and is actually very good considering the circumstances:  \"When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.\"  They are wrong and should do better, but in reality this is more than I expected that you would get.  \"Do I just suck it up and move forward?\"  Yes, until you find another job. This place does not sound like your future.  Pushing for retractions, HR presence, taping sessions, etc really sounds like you are trying to make a big trial out of this. If you were both equals and the company was half yours, this might work. But no one is going to accept a situation in which an employee becomes a special prosecutor. You are also threatening to keep this alive when they want to bury it and create records that could lead to serious complications including liabilities.  If it was my company, I might be tempted to say \"You were right, we were wrong, but the bridge has been burned and we will never be able to work together.\" The pay you some cash to rectify things. But that probably creates to much risk.  Maybe I would say \"You quit, sign an NDA and we'll pay you out something to make it right\"  I don't see how it makes sense for anyone for you to keep working there.", "human_ref_B": "It sounds like you have a personality clash with the executive, and it\u2019s not going away.   There\u2019s no legal recourse because there\u2019s nothing illegal here. You have asked for accommodation\u2014wait and see how they respond. They may deem your request unreasonable, and you likely have no recourse to that, either, but it will give you an idea how long you can tolerate staying at the job.   Yes, big picture, you should look for another job. The executive did not want to work directly with you and continues to signal that he does not like working with you. That\u2019s an issue for you, no matter what happens with your accommodation.", "labels": 1, "seconds_difference": 1723.0, "score_ratio": 1.1666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "izzycjs", "c_root_id_B": "izzwlce", "created_at_utc_A": 1670896936, "created_at_utc_B": 1670896159, "score_A": 28, "score_B": 18, "human_ref_A": "This is probably all you are going to get, and is actually very good considering the circumstances:  \"When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.\"  They are wrong and should do better, but in reality this is more than I expected that you would get.  \"Do I just suck it up and move forward?\"  Yes, until you find another job. This place does not sound like your future.  Pushing for retractions, HR presence, taping sessions, etc really sounds like you are trying to make a big trial out of this. If you were both equals and the company was half yours, this might work. But no one is going to accept a situation in which an employee becomes a special prosecutor. You are also threatening to keep this alive when they want to bury it and create records that could lead to serious complications including liabilities.  If it was my company, I might be tempted to say \"You were right, we were wrong, but the bridge has been burned and we will never be able to work together.\" The pay you some cash to rectify things. But that probably creates to much risk.  Maybe I would say \"You quit, sign an NDA and we'll pay you out something to make it right\"  I don't see how it makes sense for anyone for you to keep working there.", "human_ref_B": "I\u2019m not seeing any legal issue.  Even if you declare an anxiety issue and request accommodations, those are not reasonable.  You don\u2019t get to give them a 48 hour boundary.  I\u2019d start looking elsewhere.  You aren\u2019t going to win this battle unless you can move forward passed this", "labels": 1, "seconds_difference": 777.0, "score_ratio": 1.5555555556, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "izzycjs", "c_root_id_B": "izzuo37", "created_at_utc_A": 1670896936, "created_at_utc_B": 1670895304, "score_A": 28, "score_B": -7, "human_ref_A": "This is probably all you are going to get, and is actually very good considering the circumstances:  \"When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.\"  They are wrong and should do better, but in reality this is more than I expected that you would get.  \"Do I just suck it up and move forward?\"  Yes, until you find another job. This place does not sound like your future.  Pushing for retractions, HR presence, taping sessions, etc really sounds like you are trying to make a big trial out of this. If you were both equals and the company was half yours, this might work. But no one is going to accept a situation in which an employee becomes a special prosecutor. You are also threatening to keep this alive when they want to bury it and create records that could lead to serious complications including liabilities.  If it was my company, I might be tempted to say \"You were right, we were wrong, but the bridge has been burned and we will never be able to work together.\" The pay you some cash to rectify things. But that probably creates to much risk.  Maybe I would say \"You quit, sign an NDA and we'll pay you out something to make it right\"  I don't see how it makes sense for anyone for you to keep working there.", "human_ref_B": "In my expectations written documentation and argument is viewed as negative by the HR, in lieu of wasting company time - I\u2019m sorry. But look for a different job.", "labels": 1, "seconds_difference": 1632.0, "score_ratio": -4.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "izzuo37", "c_root_id_B": "izzwlce", "created_at_utc_A": 1670895304, "created_at_utc_B": 1670896159, "score_A": -7, "score_B": 18, "human_ref_A": "In my expectations written documentation and argument is viewed as negative by the HR, in lieu of wasting company time - I\u2019m sorry. But look for a different job.", "human_ref_B": "I\u2019m not seeing any legal issue.  Even if you declare an anxiety issue and request accommodations, those are not reasonable.  You don\u2019t get to give them a 48 hour boundary.  I\u2019d start looking elsewhere.  You aren\u2019t going to win this battle unless you can move forward passed this", "labels": 0, "seconds_difference": 855.0, "score_ratio": -2.5714285714, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j0007ta", "c_root_id_B": "j002hxu", "created_at_utc_A": 1670897759, "created_at_utc_B": 1670898772, "score_A": 9, "score_B": 13, "human_ref_A": "I would make sure to send yourself copies of the email information to a personal email (just in case you need it for unemployment claims). You are not going to get an apology or any kind of recourse from what happened- will you be able to move past that, or will this be something that bothers you if you get passed over or do not agree with a company move?  My guess is this is something that is significant enough to stick with you, and is a sign to look for other opportunities.", "human_ref_B": "Like other commenters have said, your employer is not a court of law and there is no due process.  They do not need to offer up any evidence and that can\u2019t be compelled to take your evidence into account.  In fact, they may be factually wrong in their assumptions / conclusions and you can still be terminated. That is at will employment for you.     You just cannot be discriminated against SOLEY because you are in a protected class or engaged in a legally protected activity\u2014which it doesn\u2019t sound like that was the case here.   Also, you mentioned you \u201cdeclared\u201d your disability in your disciplinary meeting.  That is fine going forward, but it won\u2019t excuse past actions against you.", "labels": 0, "seconds_difference": 1013.0, "score_ratio": 1.4444444444, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "izzuo37", "c_root_id_B": "j002hxu", "created_at_utc_A": 1670895304, "created_at_utc_B": 1670898772, "score_A": -7, "score_B": 13, "human_ref_A": "In my expectations written documentation and argument is viewed as negative by the HR, in lieu of wasting company time - I\u2019m sorry. But look for a different job.", "human_ref_B": "Like other commenters have said, your employer is not a court of law and there is no due process.  They do not need to offer up any evidence and that can\u2019t be compelled to take your evidence into account.  In fact, they may be factually wrong in their assumptions / conclusions and you can still be terminated. That is at will employment for you.     You just cannot be discriminated against SOLEY because you are in a protected class or engaged in a legally protected activity\u2014which it doesn\u2019t sound like that was the case here.   Also, you mentioned you \u201cdeclared\u201d your disability in your disciplinary meeting.  That is fine going forward, but it won\u2019t excuse past actions against you.", "labels": 0, "seconds_difference": 3468.0, "score_ratio": -1.8571428571, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "izzuo37", "c_root_id_B": "j0007ta", "created_at_utc_A": 1670895304, "created_at_utc_B": 1670897759, "score_A": -7, "score_B": 9, "human_ref_A": "In my expectations written documentation and argument is viewed as negative by the HR, in lieu of wasting company time - I\u2019m sorry. But look for a different job.", "human_ref_B": "I would make sure to send yourself copies of the email information to a personal email (just in case you need it for unemployment claims). You are not going to get an apology or any kind of recourse from what happened- will you be able to move past that, or will this be something that bothers you if you get passed over or do not agree with a company move?  My guess is this is something that is significant enough to stick with you, and is a sign to look for other opportunities.", "labels": 0, "seconds_difference": 2455.0, "score_ratio": -1.2857142857, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j011unt", "c_root_id_B": "j01ne4x", "created_at_utc_A": 1670919966, "created_at_utc_B": 1670936175, "score_A": 4, "score_B": 6, "human_ref_A": "Alright I'm not going to discuss the legal aspect of things. I think the other commenters have already made some really good suggestions on what your next steps should be. I would not go into the details, however all I can say is that I have been in a similar situation as you. I have sympathy for you. But we also have to put the emotions aside and see what is really happening. I trust what you said, you sound like a good person, and you have proof for what you think is the case. As an outsider, I don't have a good idea of what is going on. But I can say for sure that you do not get along with your manager. It is not the time to say who is right or who is wrong. You are not in the position of power. Put it simply, you are on the chopping block, whatever the reason is. In my opinion, the fact that you have mentioned your anxiety disorder doesn't really help the situation either. As it can be used against you. It makes you look like you're the one causing the trouble and now you can't face it, you do not know how to deal with it. Not saying it is true. Just saying how the situation can be manipulated to make you look bad. So do not get tricked. Going forward, I don't think it is a battle of who has the evidence. This is not the game. If you know a senior colleague that can speak for you, then you can reach out and see if you can get some help. If they've got your back then you don't have to fight this battle alone. Or you can complain to someone higher up. But you have to know that now is not a good time for you to make big moves. You're already in enough trouble so you don't want to burn more bridges. If I were you, honestly I would start looking for another job. It seems that things are not working in your favour.", "human_ref_B": "Start looking for a new job.  As for handing the situation you\u2019re in now, be a pragmatic realist.   These ppl are assholes and obviously you\u2019re on thin ice.  You need the job and paycheck.  They seem like they\u2019re willing to let you stay.  Stay.  Suck up your pride and stay until you find a new job.  Do your work, do it diligently, but be wary of where you step. Pull back on your own autonomy; ask for permission instead of forgiveness.", "labels": 0, "seconds_difference": 16209.0, "score_ratio": 1.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j01d0wf", "c_root_id_B": "j01ne4x", "created_at_utc_A": 1670929400, "created_at_utc_B": 1670936175, "score_A": 2, "score_B": 6, "human_ref_A": "You work in a corporation. There isn\u2019t right or wrong across the ranks. There is power, less power, and no power.   You found yourself on a collision course with an executive, you are done. It doesn\u2019t matter who lied. The executive has power over you, not the other way around.   You need to start looking for another job **yesterday**.   It doesn\u2019t matter if he accused you first of something false. A corporation isn\u2019t a democracy, isn\u2019t a court of law.   Executives do lie. Executives do retaliate. Executives can make your life miserable and hope they don\u2019t make their mission to ruin you, because often they have the resources and network to do so.   Look at the reports about the 737 MAX. That\u2019s pretty recent. Or the challenger disaster.  Squeaky wheels at the bottom, regardless of being right, have been squished. Lost their jobs and their career. The lying executives eventually got a golden parachute.   This is going to end in two ways.   You lose your job in your own terms.   You lose your job in the company terms.   The best line of action is to get out of there and hope they forget about you as quickly as possible.", "human_ref_B": "Start looking for a new job.  As for handing the situation you\u2019re in now, be a pragmatic realist.   These ppl are assholes and obviously you\u2019re on thin ice.  You need the job and paycheck.  They seem like they\u2019re willing to let you stay.  Stay.  Suck up your pride and stay until you find a new job.  Do your work, do it diligently, but be wary of where you step. Pull back on your own autonomy; ask for permission instead of forgiveness.", "labels": 0, "seconds_difference": 6775.0, "score_ratio": 3.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j01ne4x", "c_root_id_B": "j01ioix", "created_at_utc_A": 1670936175, "created_at_utc_B": 1670933419, "score_A": 6, "score_B": 2, "human_ref_A": "Start looking for a new job.  As for handing the situation you\u2019re in now, be a pragmatic realist.   These ppl are assholes and obviously you\u2019re on thin ice.  You need the job and paycheck.  They seem like they\u2019re willing to let you stay.  Stay.  Suck up your pride and stay until you find a new job.  Do your work, do it diligently, but be wary of where you step. Pull back on your own autonomy; ask for permission instead of forgiveness.", "human_ref_B": ">I asked for a retraction and an apology for the distress.  You threw down the gauntlet in front of people eager to pick it up. Now, you've lost the duel.  If I were a single mom who needed $ to pay my bills, I wouldn't get into pitched battles with my manager and top executives. Because that's just... I mean what did you think was going to happen? The fact that you don't like the new management and they are younger than you is meaningless.  Try to transfer or start looking for another job. (Sorry, but that's the way the world works. You don't poke the bear.)  Edited to add: Your anxiety disorder is probably interfering with your ability to manage the situation in the moment. If you've had it for awhile, you know the risks of acting on what seems like a good idea at the moment. Work with your therapists if possible. And try to find a calm moment to work out a safe exit plan from this situation.", "labels": 1, "seconds_difference": 2756.0, "score_ratio": 3.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j00a9n0", "c_root_id_B": "j01ne4x", "created_at_utc_A": 1670902377, "created_at_utc_B": 1670936175, "score_A": -2, "score_B": 6, "human_ref_A": "It sounds like you have been through a difficult and stressful situation at work. Being falsely accused of wrongdoing can be damaging to your reputation and can cause a lot of emotional distress.\r   \r   First and foremost, it's important to take care of yourself and your mental health. If you are experiencing anxiety and feelings of depression, it may be helpful to speak with a mental health professional who can provide support and guidance.\r   \r   In terms of next steps, it may be helpful to speak with a lawyer or a human resources professional who can advise you on your options and potential legal remedies. It's important to document everything that has happened and to keep track of any evidence that supports your side of the story.\r   \r   In general, it's important to remember that you have rights as an employee and that your employer has certain obligations to treat you fairly and with respect. If you feel that your rights have been violated, it may be worth considering legal action. However, this is a complex situation and it's best to consult with a professional who can provide more specific advice based on the details of your situation.\r   \r   Regardless of what you decide to do, it's important to prioritize your mental health and well-being. Don't hesitate to seek help if you need it, and remember that you are not alone.", "human_ref_B": "Start looking for a new job.  As for handing the situation you\u2019re in now, be a pragmatic realist.   These ppl are assholes and obviously you\u2019re on thin ice.  You need the job and paycheck.  They seem like they\u2019re willing to let you stay.  Stay.  Suck up your pride and stay until you find a new job.  Do your work, do it diligently, but be wary of where you step. Pull back on your own autonomy; ask for permission instead of forgiveness.", "labels": 0, "seconds_difference": 33798.0, "score_ratio": -3.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j01ne4x", "c_root_id_B": "j00sin0", "created_at_utc_A": 1670936175, "created_at_utc_B": 1670912807, "score_A": 6, "score_B": -4, "human_ref_A": "Start looking for a new job.  As for handing the situation you\u2019re in now, be a pragmatic realist.   These ppl are assholes and obviously you\u2019re on thin ice.  You need the job and paycheck.  They seem like they\u2019re willing to let you stay.  Stay.  Suck up your pride and stay until you find a new job.  Do your work, do it diligently, but be wary of where you step. Pull back on your own autonomy; ask for permission instead of forgiveness.", "human_ref_B": "Do you feel like you have golden handcuffs? Clearly you already crossed the line of letting someone push you around so now you\u2019re just going to face that continued onslaught of tyranny unless you leave.", "labels": 1, "seconds_difference": 23368.0, "score_ratio": -1.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "izzuo37", "c_root_id_B": "j01ne4x", "created_at_utc_A": 1670895304, "created_at_utc_B": 1670936175, "score_A": -7, "score_B": 6, "human_ref_A": "In my expectations written documentation and argument is viewed as negative by the HR, in lieu of wasting company time - I\u2019m sorry. But look for a different job.", "human_ref_B": "Start looking for a new job.  As for handing the situation you\u2019re in now, be a pragmatic realist.   These ppl are assholes and obviously you\u2019re on thin ice.  You need the job and paycheck.  They seem like they\u2019re willing to let you stay.  Stay.  Suck up your pride and stay until you find a new job.  Do your work, do it diligently, but be wary of where you step. Pull back on your own autonomy; ask for permission instead of forgiveness.", "labels": 0, "seconds_difference": 40871.0, "score_ratio": -0.8571428571, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j021kiw", "c_root_id_B": "j01d0wf", "created_at_utc_A": 1670942944, "created_at_utc_B": 1670929400, "score_A": 4, "score_B": 2, "human_ref_A": "There's a lengthy, drama filled backstory we're not getting here lol", "human_ref_B": "You work in a corporation. There isn\u2019t right or wrong across the ranks. There is power, less power, and no power.   You found yourself on a collision course with an executive, you are done. It doesn\u2019t matter who lied. The executive has power over you, not the other way around.   You need to start looking for another job **yesterday**.   It doesn\u2019t matter if he accused you first of something false. A corporation isn\u2019t a democracy, isn\u2019t a court of law.   Executives do lie. Executives do retaliate. Executives can make your life miserable and hope they don\u2019t make their mission to ruin you, because often they have the resources and network to do so.   Look at the reports about the 737 MAX. That\u2019s pretty recent. Or the challenger disaster.  Squeaky wheels at the bottom, regardless of being right, have been squished. Lost their jobs and their career. The lying executives eventually got a golden parachute.   This is going to end in two ways.   You lose your job in your own terms.   You lose your job in the company terms.   The best line of action is to get out of there and hope they forget about you as quickly as possible.", "labels": 1, "seconds_difference": 13544.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j01ioix", "c_root_id_B": "j021kiw", "created_at_utc_A": 1670933419, "created_at_utc_B": 1670942944, "score_A": 2, "score_B": 4, "human_ref_A": ">I asked for a retraction and an apology for the distress.  You threw down the gauntlet in front of people eager to pick it up. Now, you've lost the duel.  If I were a single mom who needed $ to pay my bills, I wouldn't get into pitched battles with my manager and top executives. Because that's just... I mean what did you think was going to happen? The fact that you don't like the new management and they are younger than you is meaningless.  Try to transfer or start looking for another job. (Sorry, but that's the way the world works. You don't poke the bear.)  Edited to add: Your anxiety disorder is probably interfering with your ability to manage the situation in the moment. If you've had it for awhile, you know the risks of acting on what seems like a good idea at the moment. Work with your therapists if possible. And try to find a calm moment to work out a safe exit plan from this situation.", "human_ref_B": "There's a lengthy, drama filled backstory we're not getting here lol", "labels": 0, "seconds_difference": 9525.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j021kiw", "c_root_id_B": "j00a9n0", "created_at_utc_A": 1670942944, "created_at_utc_B": 1670902377, "score_A": 4, "score_B": -2, "human_ref_A": "There's a lengthy, drama filled backstory we're not getting here lol", "human_ref_B": "It sounds like you have been through a difficult and stressful situation at work. Being falsely accused of wrongdoing can be damaging to your reputation and can cause a lot of emotional distress.\r   \r   First and foremost, it's important to take care of yourself and your mental health. If you are experiencing anxiety and feelings of depression, it may be helpful to speak with a mental health professional who can provide support and guidance.\r   \r   In terms of next steps, it may be helpful to speak with a lawyer or a human resources professional who can advise you on your options and potential legal remedies. It's important to document everything that has happened and to keep track of any evidence that supports your side of the story.\r   \r   In general, it's important to remember that you have rights as an employee and that your employer has certain obligations to treat you fairly and with respect. If you feel that your rights have been violated, it may be worth considering legal action. However, this is a complex situation and it's best to consult with a professional who can provide more specific advice based on the details of your situation.\r   \r   Regardless of what you decide to do, it's important to prioritize your mental health and well-being. Don't hesitate to seek help if you need it, and remember that you are not alone.", "labels": 1, "seconds_difference": 40567.0, "score_ratio": -2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j00sin0", "c_root_id_B": "j021kiw", "created_at_utc_A": 1670912807, "created_at_utc_B": 1670942944, "score_A": -4, "score_B": 4, "human_ref_A": "Do you feel like you have golden handcuffs? Clearly you already crossed the line of letting someone push you around so now you\u2019re just going to face that continued onslaught of tyranny unless you leave.", "human_ref_B": "There's a lengthy, drama filled backstory we're not getting here lol", "labels": 0, "seconds_difference": 30137.0, "score_ratio": -1.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j021kiw", "c_root_id_B": "izzuo37", "created_at_utc_A": 1670942944, "created_at_utc_B": 1670895304, "score_A": 4, "score_B": -7, "human_ref_A": "There's a lengthy, drama filled backstory we're not getting here lol", "human_ref_B": "In my expectations written documentation and argument is viewed as negative by the HR, in lieu of wasting company time - I\u2019m sorry. But look for a different job.", "labels": 1, "seconds_difference": 47640.0, "score_ratio": -0.5714285714, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j00a9n0", "c_root_id_B": "j011unt", "created_at_utc_A": 1670902377, "created_at_utc_B": 1670919966, "score_A": -2, "score_B": 4, "human_ref_A": "It sounds like you have been through a difficult and stressful situation at work. Being falsely accused of wrongdoing can be damaging to your reputation and can cause a lot of emotional distress.\r   \r   First and foremost, it's important to take care of yourself and your mental health. If you are experiencing anxiety and feelings of depression, it may be helpful to speak with a mental health professional who can provide support and guidance.\r   \r   In terms of next steps, it may be helpful to speak with a lawyer or a human resources professional who can advise you on your options and potential legal remedies. It's important to document everything that has happened and to keep track of any evidence that supports your side of the story.\r   \r   In general, it's important to remember that you have rights as an employee and that your employer has certain obligations to treat you fairly and with respect. If you feel that your rights have been violated, it may be worth considering legal action. However, this is a complex situation and it's best to consult with a professional who can provide more specific advice based on the details of your situation.\r   \r   Regardless of what you decide to do, it's important to prioritize your mental health and well-being. Don't hesitate to seek help if you need it, and remember that you are not alone.", "human_ref_B": "Alright I'm not going to discuss the legal aspect of things. I think the other commenters have already made some really good suggestions on what your next steps should be. I would not go into the details, however all I can say is that I have been in a similar situation as you. I have sympathy for you. But we also have to put the emotions aside and see what is really happening. I trust what you said, you sound like a good person, and you have proof for what you think is the case. As an outsider, I don't have a good idea of what is going on. But I can say for sure that you do not get along with your manager. It is not the time to say who is right or who is wrong. You are not in the position of power. Put it simply, you are on the chopping block, whatever the reason is. In my opinion, the fact that you have mentioned your anxiety disorder doesn't really help the situation either. As it can be used against you. It makes you look like you're the one causing the trouble and now you can't face it, you do not know how to deal with it. Not saying it is true. Just saying how the situation can be manipulated to make you look bad. So do not get tricked. Going forward, I don't think it is a battle of who has the evidence. This is not the game. If you know a senior colleague that can speak for you, then you can reach out and see if you can get some help. If they've got your back then you don't have to fight this battle alone. Or you can complain to someone higher up. But you have to know that now is not a good time for you to make big moves. You're already in enough trouble so you don't want to burn more bridges. If I were you, honestly I would start looking for another job. It seems that things are not working in your favour.", "labels": 0, "seconds_difference": 17589.0, "score_ratio": -2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j011unt", "c_root_id_B": "j00sin0", "created_at_utc_A": 1670919966, "created_at_utc_B": 1670912807, "score_A": 4, "score_B": -4, "human_ref_A": "Alright I'm not going to discuss the legal aspect of things. I think the other commenters have already made some really good suggestions on what your next steps should be. I would not go into the details, however all I can say is that I have been in a similar situation as you. I have sympathy for you. But we also have to put the emotions aside and see what is really happening. I trust what you said, you sound like a good person, and you have proof for what you think is the case. As an outsider, I don't have a good idea of what is going on. But I can say for sure that you do not get along with your manager. It is not the time to say who is right or who is wrong. You are not in the position of power. Put it simply, you are on the chopping block, whatever the reason is. In my opinion, the fact that you have mentioned your anxiety disorder doesn't really help the situation either. As it can be used against you. It makes you look like you're the one causing the trouble and now you can't face it, you do not know how to deal with it. Not saying it is true. Just saying how the situation can be manipulated to make you look bad. So do not get tricked. Going forward, I don't think it is a battle of who has the evidence. This is not the game. If you know a senior colleague that can speak for you, then you can reach out and see if you can get some help. If they've got your back then you don't have to fight this battle alone. Or you can complain to someone higher up. But you have to know that now is not a good time for you to make big moves. You're already in enough trouble so you don't want to burn more bridges. If I were you, honestly I would start looking for another job. It seems that things are not working in your favour.", "human_ref_B": "Do you feel like you have golden handcuffs? Clearly you already crossed the line of letting someone push you around so now you\u2019re just going to face that continued onslaught of tyranny unless you leave.", "labels": 1, "seconds_difference": 7159.0, "score_ratio": -1.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j011unt", "c_root_id_B": "izzuo37", "created_at_utc_A": 1670919966, "created_at_utc_B": 1670895304, "score_A": 4, "score_B": -7, "human_ref_A": "Alright I'm not going to discuss the legal aspect of things. I think the other commenters have already made some really good suggestions on what your next steps should be. I would not go into the details, however all I can say is that I have been in a similar situation as you. I have sympathy for you. But we also have to put the emotions aside and see what is really happening. I trust what you said, you sound like a good person, and you have proof for what you think is the case. As an outsider, I don't have a good idea of what is going on. But I can say for sure that you do not get along with your manager. It is not the time to say who is right or who is wrong. You are not in the position of power. Put it simply, you are on the chopping block, whatever the reason is. In my opinion, the fact that you have mentioned your anxiety disorder doesn't really help the situation either. As it can be used against you. It makes you look like you're the one causing the trouble and now you can't face it, you do not know how to deal with it. Not saying it is true. Just saying how the situation can be manipulated to make you look bad. So do not get tricked. Going forward, I don't think it is a battle of who has the evidence. This is not the game. If you know a senior colleague that can speak for you, then you can reach out and see if you can get some help. If they've got your back then you don't have to fight this battle alone. Or you can complain to someone higher up. But you have to know that now is not a good time for you to make big moves. You're already in enough trouble so you don't want to burn more bridges. If I were you, honestly I would start looking for another job. It seems that things are not working in your favour.", "human_ref_B": "In my expectations written documentation and argument is viewed as negative by the HR, in lieu of wasting company time - I\u2019m sorry. But look for a different job.", "labels": 1, "seconds_difference": 24662.0, "score_ratio": -0.5714285714, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j01d0wf", "c_root_id_B": "j02krhk", "created_at_utc_A": 1670929400, "created_at_utc_B": 1670951136, "score_A": 2, "score_B": 4, "human_ref_A": "You work in a corporation. There isn\u2019t right or wrong across the ranks. There is power, less power, and no power.   You found yourself on a collision course with an executive, you are done. It doesn\u2019t matter who lied. The executive has power over you, not the other way around.   You need to start looking for another job **yesterday**.   It doesn\u2019t matter if he accused you first of something false. A corporation isn\u2019t a democracy, isn\u2019t a court of law.   Executives do lie. Executives do retaliate. Executives can make your life miserable and hope they don\u2019t make their mission to ruin you, because often they have the resources and network to do so.   Look at the reports about the 737 MAX. That\u2019s pretty recent. Or the challenger disaster.  Squeaky wheels at the bottom, regardless of being right, have been squished. Lost their jobs and their career. The lying executives eventually got a golden parachute.   This is going to end in two ways.   You lose your job in your own terms.   You lose your job in the company terms.   The best line of action is to get out of there and hope they forget about you as quickly as possible.", "human_ref_B": "I speak from personal experience. When you\u2019ve spent a long time at a company, have been successful and a great contributor you tend to think of it as \u201cmy company, my job\u201d etc. you feel a sense of pride and ownership. The truth is though that it\u2019s not yours, it\u2019s theirs. Every day you come to work it\u2019s at their will. You do the work that they need done the way they want it done. Any day you don\u2019t do that you are no longer providing value to THEM. In my opinion it\u2019s time for you to back off and care less. Come in, take their directives and do the work when and how they ask. You need to get the spotlight off of you and that is to not rock the boat. Feel free to look for something else but in the meantime concentrate on preserving your income because as a single Mom that really is your priority. Over the last week my long time employer released a whole bunch of high performers. For the most part they were favored by leadership and promoted within the last year. In the end it\u2019s all about the $ and in this economy that means jobs are constantly at risk. In my opinion preserving yours is your number 1 priority and pissing off the decision makers isn\u2019t the way to do that. Best of luck to you.", "labels": 0, "seconds_difference": 21736.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j01ioix", "c_root_id_B": "j02krhk", "created_at_utc_A": 1670933419, "created_at_utc_B": 1670951136, "score_A": 2, "score_B": 4, "human_ref_A": ">I asked for a retraction and an apology for the distress.  You threw down the gauntlet in front of people eager to pick it up. Now, you've lost the duel.  If I were a single mom who needed $ to pay my bills, I wouldn't get into pitched battles with my manager and top executives. Because that's just... I mean what did you think was going to happen? The fact that you don't like the new management and they are younger than you is meaningless.  Try to transfer or start looking for another job. (Sorry, but that's the way the world works. You don't poke the bear.)  Edited to add: Your anxiety disorder is probably interfering with your ability to manage the situation in the moment. If you've had it for awhile, you know the risks of acting on what seems like a good idea at the moment. Work with your therapists if possible. And try to find a calm moment to work out a safe exit plan from this situation.", "human_ref_B": "I speak from personal experience. When you\u2019ve spent a long time at a company, have been successful and a great contributor you tend to think of it as \u201cmy company, my job\u201d etc. you feel a sense of pride and ownership. The truth is though that it\u2019s not yours, it\u2019s theirs. Every day you come to work it\u2019s at their will. You do the work that they need done the way they want it done. Any day you don\u2019t do that you are no longer providing value to THEM. In my opinion it\u2019s time for you to back off and care less. Come in, take their directives and do the work when and how they ask. You need to get the spotlight off of you and that is to not rock the boat. Feel free to look for something else but in the meantime concentrate on preserving your income because as a single Mom that really is your priority. Over the last week my long time employer released a whole bunch of high performers. For the most part they were favored by leadership and promoted within the last year. In the end it\u2019s all about the $ and in this economy that means jobs are constantly at risk. In my opinion preserving yours is your number 1 priority and pissing off the decision makers isn\u2019t the way to do that. Best of luck to you.", "labels": 0, "seconds_difference": 17717.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j02krhk", "c_root_id_B": "j024or9", "created_at_utc_A": 1670951136, "created_at_utc_B": 1670944290, "score_A": 4, "score_B": 2, "human_ref_A": "I speak from personal experience. When you\u2019ve spent a long time at a company, have been successful and a great contributor you tend to think of it as \u201cmy company, my job\u201d etc. you feel a sense of pride and ownership. The truth is though that it\u2019s not yours, it\u2019s theirs. Every day you come to work it\u2019s at their will. You do the work that they need done the way they want it done. Any day you don\u2019t do that you are no longer providing value to THEM. In my opinion it\u2019s time for you to back off and care less. Come in, take their directives and do the work when and how they ask. You need to get the spotlight off of you and that is to not rock the boat. Feel free to look for something else but in the meantime concentrate on preserving your income because as a single Mom that really is your priority. Over the last week my long time employer released a whole bunch of high performers. For the most part they were favored by leadership and promoted within the last year. In the end it\u2019s all about the $ and in this economy that means jobs are constantly at risk. In my opinion preserving yours is your number 1 priority and pissing off the decision makers isn\u2019t the way to do that. Best of luck to you.", "human_ref_B": "You're being thrown under the bus.  Get out.", "labels": 1, "seconds_difference": 6846.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j02e3hf", "c_root_id_B": "j02krhk", "created_at_utc_A": 1670948568, "created_at_utc_B": 1670951136, "score_A": 0, "score_B": 4, "human_ref_A": "I would be terrified to have you as an employee. How many attorneys do you have saved in your phone? Yikes.", "human_ref_B": "I speak from personal experience. When you\u2019ve spent a long time at a company, have been successful and a great contributor you tend to think of it as \u201cmy company, my job\u201d etc. you feel a sense of pride and ownership. The truth is though that it\u2019s not yours, it\u2019s theirs. Every day you come to work it\u2019s at their will. You do the work that they need done the way they want it done. Any day you don\u2019t do that you are no longer providing value to THEM. In my opinion it\u2019s time for you to back off and care less. Come in, take their directives and do the work when and how they ask. You need to get the spotlight off of you and that is to not rock the boat. Feel free to look for something else but in the meantime concentrate on preserving your income because as a single Mom that really is your priority. Over the last week my long time employer released a whole bunch of high performers. For the most part they were favored by leadership and promoted within the last year. In the end it\u2019s all about the $ and in this economy that means jobs are constantly at risk. In my opinion preserving yours is your number 1 priority and pissing off the decision makers isn\u2019t the way to do that. Best of luck to you.", "labels": 0, "seconds_difference": 2568.0, "score_ratio": 4000.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j02krhk", "c_root_id_B": "j00a9n0", "created_at_utc_A": 1670951136, "created_at_utc_B": 1670902377, "score_A": 4, "score_B": -2, "human_ref_A": "I speak from personal experience. When you\u2019ve spent a long time at a company, have been successful and a great contributor you tend to think of it as \u201cmy company, my job\u201d etc. you feel a sense of pride and ownership. The truth is though that it\u2019s not yours, it\u2019s theirs. Every day you come to work it\u2019s at their will. You do the work that they need done the way they want it done. Any day you don\u2019t do that you are no longer providing value to THEM. In my opinion it\u2019s time for you to back off and care less. Come in, take their directives and do the work when and how they ask. You need to get the spotlight off of you and that is to not rock the boat. Feel free to look for something else but in the meantime concentrate on preserving your income because as a single Mom that really is your priority. Over the last week my long time employer released a whole bunch of high performers. For the most part they were favored by leadership and promoted within the last year. In the end it\u2019s all about the $ and in this economy that means jobs are constantly at risk. In my opinion preserving yours is your number 1 priority and pissing off the decision makers isn\u2019t the way to do that. Best of luck to you.", "human_ref_B": "It sounds like you have been through a difficult and stressful situation at work. Being falsely accused of wrongdoing can be damaging to your reputation and can cause a lot of emotional distress.\r   \r   First and foremost, it's important to take care of yourself and your mental health. If you are experiencing anxiety and feelings of depression, it may be helpful to speak with a mental health professional who can provide support and guidance.\r   \r   In terms of next steps, it may be helpful to speak with a lawyer or a human resources professional who can advise you on your options and potential legal remedies. It's important to document everything that has happened and to keep track of any evidence that supports your side of the story.\r   \r   In general, it's important to remember that you have rights as an employee and that your employer has certain obligations to treat you fairly and with respect. If you feel that your rights have been violated, it may be worth considering legal action. However, this is a complex situation and it's best to consult with a professional who can provide more specific advice based on the details of your situation.\r   \r   Regardless of what you decide to do, it's important to prioritize your mental health and well-being. Don't hesitate to seek help if you need it, and remember that you are not alone.", "labels": 1, "seconds_difference": 48759.0, "score_ratio": -2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j02krhk", "c_root_id_B": "j00sin0", "created_at_utc_A": 1670951136, "created_at_utc_B": 1670912807, "score_A": 4, "score_B": -4, "human_ref_A": "I speak from personal experience. When you\u2019ve spent a long time at a company, have been successful and a great contributor you tend to think of it as \u201cmy company, my job\u201d etc. you feel a sense of pride and ownership. The truth is though that it\u2019s not yours, it\u2019s theirs. Every day you come to work it\u2019s at their will. You do the work that they need done the way they want it done. Any day you don\u2019t do that you are no longer providing value to THEM. In my opinion it\u2019s time for you to back off and care less. Come in, take their directives and do the work when and how they ask. You need to get the spotlight off of you and that is to not rock the boat. Feel free to look for something else but in the meantime concentrate on preserving your income because as a single Mom that really is your priority. Over the last week my long time employer released a whole bunch of high performers. For the most part they were favored by leadership and promoted within the last year. In the end it\u2019s all about the $ and in this economy that means jobs are constantly at risk. In my opinion preserving yours is your number 1 priority and pissing off the decision makers isn\u2019t the way to do that. Best of luck to you.", "human_ref_B": "Do you feel like you have golden handcuffs? Clearly you already crossed the line of letting someone push you around so now you\u2019re just going to face that continued onslaught of tyranny unless you leave.", "labels": 1, "seconds_difference": 38329.0, "score_ratio": -1.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j02krhk", "c_root_id_B": "izzuo37", "created_at_utc_A": 1670951136, "created_at_utc_B": 1670895304, "score_A": 4, "score_B": -7, "human_ref_A": "I speak from personal experience. When you\u2019ve spent a long time at a company, have been successful and a great contributor you tend to think of it as \u201cmy company, my job\u201d etc. you feel a sense of pride and ownership. The truth is though that it\u2019s not yours, it\u2019s theirs. Every day you come to work it\u2019s at their will. You do the work that they need done the way they want it done. Any day you don\u2019t do that you are no longer providing value to THEM. In my opinion it\u2019s time for you to back off and care less. Come in, take their directives and do the work when and how they ask. You need to get the spotlight off of you and that is to not rock the boat. Feel free to look for something else but in the meantime concentrate on preserving your income because as a single Mom that really is your priority. Over the last week my long time employer released a whole bunch of high performers. For the most part they were favored by leadership and promoted within the last year. In the end it\u2019s all about the $ and in this economy that means jobs are constantly at risk. In my opinion preserving yours is your number 1 priority and pissing off the decision makers isn\u2019t the way to do that. Best of luck to you.", "human_ref_B": "In my expectations written documentation and argument is viewed as negative by the HR, in lieu of wasting company time - I\u2019m sorry. But look for a different job.", "labels": 1, "seconds_difference": 55832.0, "score_ratio": -0.5714285714, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j00a9n0", "c_root_id_B": "j01d0wf", "created_at_utc_A": 1670902377, "created_at_utc_B": 1670929400, "score_A": -2, "score_B": 2, "human_ref_A": "It sounds like you have been through a difficult and stressful situation at work. Being falsely accused of wrongdoing can be damaging to your reputation and can cause a lot of emotional distress.\r   \r   First and foremost, it's important to take care of yourself and your mental health. If you are experiencing anxiety and feelings of depression, it may be helpful to speak with a mental health professional who can provide support and guidance.\r   \r   In terms of next steps, it may be helpful to speak with a lawyer or a human resources professional who can advise you on your options and potential legal remedies. It's important to document everything that has happened and to keep track of any evidence that supports your side of the story.\r   \r   In general, it's important to remember that you have rights as an employee and that your employer has certain obligations to treat you fairly and with respect. If you feel that your rights have been violated, it may be worth considering legal action. However, this is a complex situation and it's best to consult with a professional who can provide more specific advice based on the details of your situation.\r   \r   Regardless of what you decide to do, it's important to prioritize your mental health and well-being. Don't hesitate to seek help if you need it, and remember that you are not alone.", "human_ref_B": "You work in a corporation. There isn\u2019t right or wrong across the ranks. There is power, less power, and no power.   You found yourself on a collision course with an executive, you are done. It doesn\u2019t matter who lied. The executive has power over you, not the other way around.   You need to start looking for another job **yesterday**.   It doesn\u2019t matter if he accused you first of something false. A corporation isn\u2019t a democracy, isn\u2019t a court of law.   Executives do lie. Executives do retaliate. Executives can make your life miserable and hope they don\u2019t make their mission to ruin you, because often they have the resources and network to do so.   Look at the reports about the 737 MAX. That\u2019s pretty recent. Or the challenger disaster.  Squeaky wheels at the bottom, regardless of being right, have been squished. Lost their jobs and their career. The lying executives eventually got a golden parachute.   This is going to end in two ways.   You lose your job in your own terms.   You lose your job in the company terms.   The best line of action is to get out of there and hope they forget about you as quickly as possible.", "labels": 0, "seconds_difference": 27023.0, "score_ratio": -1.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j00sin0", "c_root_id_B": "j01d0wf", "created_at_utc_A": 1670912807, "created_at_utc_B": 1670929400, "score_A": -4, "score_B": 2, "human_ref_A": "Do you feel like you have golden handcuffs? Clearly you already crossed the line of letting someone push you around so now you\u2019re just going to face that continued onslaught of tyranny unless you leave.", "human_ref_B": "You work in a corporation. There isn\u2019t right or wrong across the ranks. There is power, less power, and no power.   You found yourself on a collision course with an executive, you are done. It doesn\u2019t matter who lied. The executive has power over you, not the other way around.   You need to start looking for another job **yesterday**.   It doesn\u2019t matter if he accused you first of something false. A corporation isn\u2019t a democracy, isn\u2019t a court of law.   Executives do lie. Executives do retaliate. Executives can make your life miserable and hope they don\u2019t make their mission to ruin you, because often they have the resources and network to do so.   Look at the reports about the 737 MAX. That\u2019s pretty recent. Or the challenger disaster.  Squeaky wheels at the bottom, regardless of being right, have been squished. Lost their jobs and their career. The lying executives eventually got a golden parachute.   This is going to end in two ways.   You lose your job in your own terms.   You lose your job in the company terms.   The best line of action is to get out of there and hope they forget about you as quickly as possible.", "labels": 0, "seconds_difference": 16593.0, "score_ratio": -0.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j01d0wf", "c_root_id_B": "izzuo37", "created_at_utc_A": 1670929400, "created_at_utc_B": 1670895304, "score_A": 2, "score_B": -7, "human_ref_A": "You work in a corporation. There isn\u2019t right or wrong across the ranks. There is power, less power, and no power.   You found yourself on a collision course with an executive, you are done. It doesn\u2019t matter who lied. The executive has power over you, not the other way around.   You need to start looking for another job **yesterday**.   It doesn\u2019t matter if he accused you first of something false. A corporation isn\u2019t a democracy, isn\u2019t a court of law.   Executives do lie. Executives do retaliate. Executives can make your life miserable and hope they don\u2019t make their mission to ruin you, because often they have the resources and network to do so.   Look at the reports about the 737 MAX. That\u2019s pretty recent. Or the challenger disaster.  Squeaky wheels at the bottom, regardless of being right, have been squished. Lost their jobs and their career. The lying executives eventually got a golden parachute.   This is going to end in two ways.   You lose your job in your own terms.   You lose your job in the company terms.   The best line of action is to get out of there and hope they forget about you as quickly as possible.", "human_ref_B": "In my expectations written documentation and argument is viewed as negative by the HR, in lieu of wasting company time - I\u2019m sorry. But look for a different job.", "labels": 1, "seconds_difference": 34096.0, "score_ratio": -0.2857142857, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j01ioix", "c_root_id_B": "j00a9n0", "created_at_utc_A": 1670933419, "created_at_utc_B": 1670902377, "score_A": 2, "score_B": -2, "human_ref_A": ">I asked for a retraction and an apology for the distress.  You threw down the gauntlet in front of people eager to pick it up. Now, you've lost the duel.  If I were a single mom who needed $ to pay my bills, I wouldn't get into pitched battles with my manager and top executives. Because that's just... I mean what did you think was going to happen? The fact that you don't like the new management and they are younger than you is meaningless.  Try to transfer or start looking for another job. (Sorry, but that's the way the world works. You don't poke the bear.)  Edited to add: Your anxiety disorder is probably interfering with your ability to manage the situation in the moment. If you've had it for awhile, you know the risks of acting on what seems like a good idea at the moment. Work with your therapists if possible. And try to find a calm moment to work out a safe exit plan from this situation.", "human_ref_B": "It sounds like you have been through a difficult and stressful situation at work. Being falsely accused of wrongdoing can be damaging to your reputation and can cause a lot of emotional distress.\r   \r   First and foremost, it's important to take care of yourself and your mental health. If you are experiencing anxiety and feelings of depression, it may be helpful to speak with a mental health professional who can provide support and guidance.\r   \r   In terms of next steps, it may be helpful to speak with a lawyer or a human resources professional who can advise you on your options and potential legal remedies. It's important to document everything that has happened and to keep track of any evidence that supports your side of the story.\r   \r   In general, it's important to remember that you have rights as an employee and that your employer has certain obligations to treat you fairly and with respect. If you feel that your rights have been violated, it may be worth considering legal action. However, this is a complex situation and it's best to consult with a professional who can provide more specific advice based on the details of your situation.\r   \r   Regardless of what you decide to do, it's important to prioritize your mental health and well-being. Don't hesitate to seek help if you need it, and remember that you are not alone.", "labels": 1, "seconds_difference": 31042.0, "score_ratio": -1.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j00sin0", "c_root_id_B": "j01ioix", "created_at_utc_A": 1670912807, "created_at_utc_B": 1670933419, "score_A": -4, "score_B": 2, "human_ref_A": "Do you feel like you have golden handcuffs? Clearly you already crossed the line of letting someone push you around so now you\u2019re just going to face that continued onslaught of tyranny unless you leave.", "human_ref_B": ">I asked for a retraction and an apology for the distress.  You threw down the gauntlet in front of people eager to pick it up. Now, you've lost the duel.  If I were a single mom who needed $ to pay my bills, I wouldn't get into pitched battles with my manager and top executives. Because that's just... I mean what did you think was going to happen? The fact that you don't like the new management and they are younger than you is meaningless.  Try to transfer or start looking for another job. (Sorry, but that's the way the world works. You don't poke the bear.)  Edited to add: Your anxiety disorder is probably interfering with your ability to manage the situation in the moment. If you've had it for awhile, you know the risks of acting on what seems like a good idea at the moment. Work with your therapists if possible. And try to find a calm moment to work out a safe exit plan from this situation.", "labels": 0, "seconds_difference": 20612.0, "score_ratio": -0.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "izzuo37", "c_root_id_B": "j01ioix", "created_at_utc_A": 1670895304, "created_at_utc_B": 1670933419, "score_A": -7, "score_B": 2, "human_ref_A": "In my expectations written documentation and argument is viewed as negative by the HR, in lieu of wasting company time - I\u2019m sorry. But look for a different job.", "human_ref_B": ">I asked for a retraction and an apology for the distress.  You threw down the gauntlet in front of people eager to pick it up. Now, you've lost the duel.  If I were a single mom who needed $ to pay my bills, I wouldn't get into pitched battles with my manager and top executives. Because that's just... I mean what did you think was going to happen? The fact that you don't like the new management and they are younger than you is meaningless.  Try to transfer or start looking for another job. (Sorry, but that's the way the world works. You don't poke the bear.)  Edited to add: Your anxiety disorder is probably interfering with your ability to manage the situation in the moment. If you've had it for awhile, you know the risks of acting on what seems like a good idea at the moment. Work with your therapists if possible. And try to find a calm moment to work out a safe exit plan from this situation.", "labels": 0, "seconds_difference": 38115.0, "score_ratio": -0.2857142857, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j024or9", "c_root_id_B": "j00a9n0", "created_at_utc_A": 1670944290, "created_at_utc_B": 1670902377, "score_A": 2, "score_B": -2, "human_ref_A": "You're being thrown under the bus.  Get out.", "human_ref_B": "It sounds like you have been through a difficult and stressful situation at work. Being falsely accused of wrongdoing can be damaging to your reputation and can cause a lot of emotional distress.\r   \r   First and foremost, it's important to take care of yourself and your mental health. If you are experiencing anxiety and feelings of depression, it may be helpful to speak with a mental health professional who can provide support and guidance.\r   \r   In terms of next steps, it may be helpful to speak with a lawyer or a human resources professional who can advise you on your options and potential legal remedies. It's important to document everything that has happened and to keep track of any evidence that supports your side of the story.\r   \r   In general, it's important to remember that you have rights as an employee and that your employer has certain obligations to treat you fairly and with respect. If you feel that your rights have been violated, it may be worth considering legal action. However, this is a complex situation and it's best to consult with a professional who can provide more specific advice based on the details of your situation.\r   \r   Regardless of what you decide to do, it's important to prioritize your mental health and well-being. Don't hesitate to seek help if you need it, and remember that you are not alone.", "labels": 1, "seconds_difference": 41913.0, "score_ratio": -1.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j024or9", "c_root_id_B": "j00sin0", "created_at_utc_A": 1670944290, "created_at_utc_B": 1670912807, "score_A": 2, "score_B": -4, "human_ref_A": "You're being thrown under the bus.  Get out.", "human_ref_B": "Do you feel like you have golden handcuffs? Clearly you already crossed the line of letting someone push you around so now you\u2019re just going to face that continued onslaught of tyranny unless you leave.", "labels": 1, "seconds_difference": 31483.0, "score_ratio": -0.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j024or9", "c_root_id_B": "izzuo37", "created_at_utc_A": 1670944290, "created_at_utc_B": 1670895304, "score_A": 2, "score_B": -7, "human_ref_A": "You're being thrown under the bus.  Get out.", "human_ref_B": "In my expectations written documentation and argument is viewed as negative by the HR, in lieu of wasting company time - I\u2019m sorry. But look for a different job.", "labels": 1, "seconds_difference": 48986.0, "score_ratio": -0.2857142857, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j02e3hf", "c_root_id_B": "j03xpmu", "created_at_utc_A": 1670948568, "created_at_utc_B": 1670969259, "score_A": 0, "score_B": 2, "human_ref_A": "I would be terrified to have you as an employee. How many attorneys do you have saved in your phone? Yikes.", "human_ref_B": "It is treatment like this that makes it very difficult to remain loyal and this is why unions got started.  Even if there is evidence of wrongdoing, no one can make them review the materials.   Very sad that any company representative would act this way but it does happen. I would speak with my physician to begin the steps to make a request for accommodation.", "labels": 0, "seconds_difference": 20691.0, "score_ratio": 2000.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j03xpmu", "c_root_id_B": "j02xbff", "created_at_utc_A": 1670969259, "created_at_utc_B": 1670955837, "score_A": 2, "score_B": 1, "human_ref_A": "It is treatment like this that makes it very difficult to remain loyal and this is why unions got started.  Even if there is evidence of wrongdoing, no one can make them review the materials.   Very sad that any company representative would act this way but it does happen. I would speak with my physician to begin the steps to make a request for accommodation.", "human_ref_B": "Get a new job lined up, then once secured, make all your evidence public.", "labels": 1, "seconds_difference": 13422.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j03xpmu", "c_root_id_B": "j03h9st", "created_at_utc_A": 1670969259, "created_at_utc_B": 1670963208, "score_A": 2, "score_B": 1, "human_ref_A": "It is treatment like this that makes it very difficult to remain loyal and this is why unions got started.  Even if there is evidence of wrongdoing, no one can make them review the materials.   Very sad that any company representative would act this way but it does happen. I would speak with my physician to begin the steps to make a request for accommodation.", "human_ref_B": "I think you have a great case against your manager and I would report him for harassment and making a false claim. Take back your power. Flip the script. He sees you as a victim because you are acting like one. Next time just record the conversation and don't ask. Take this to hr immediately but when you do take everything. Go in to hr prepared and make them see you as someone to be feared. You can do this!", "labels": 1, "seconds_difference": 6051.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j00a9n0", "c_root_id_B": "j03xpmu", "created_at_utc_A": 1670902377, "created_at_utc_B": 1670969259, "score_A": -2, "score_B": 2, "human_ref_A": "It sounds like you have been through a difficult and stressful situation at work. Being falsely accused of wrongdoing can be damaging to your reputation and can cause a lot of emotional distress.\r   \r   First and foremost, it's important to take care of yourself and your mental health. If you are experiencing anxiety and feelings of depression, it may be helpful to speak with a mental health professional who can provide support and guidance.\r   \r   In terms of next steps, it may be helpful to speak with a lawyer or a human resources professional who can advise you on your options and potential legal remedies. It's important to document everything that has happened and to keep track of any evidence that supports your side of the story.\r   \r   In general, it's important to remember that you have rights as an employee and that your employer has certain obligations to treat you fairly and with respect. If you feel that your rights have been violated, it may be worth considering legal action. However, this is a complex situation and it's best to consult with a professional who can provide more specific advice based on the details of your situation.\r   \r   Regardless of what you decide to do, it's important to prioritize your mental health and well-being. Don't hesitate to seek help if you need it, and remember that you are not alone.", "human_ref_B": "It is treatment like this that makes it very difficult to remain loyal and this is why unions got started.  Even if there is evidence of wrongdoing, no one can make them review the materials.   Very sad that any company representative would act this way but it does happen. I would speak with my physician to begin the steps to make a request for accommodation.", "labels": 0, "seconds_difference": 66882.0, "score_ratio": -1.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j03xpmu", "c_root_id_B": "j00sin0", "created_at_utc_A": 1670969259, "created_at_utc_B": 1670912807, "score_A": 2, "score_B": -4, "human_ref_A": "It is treatment like this that makes it very difficult to remain loyal and this is why unions got started.  Even if there is evidence of wrongdoing, no one can make them review the materials.   Very sad that any company representative would act this way but it does happen. I would speak with my physician to begin the steps to make a request for accommodation.", "human_ref_B": "Do you feel like you have golden handcuffs? Clearly you already crossed the line of letting someone push you around so now you\u2019re just going to face that continued onslaught of tyranny unless you leave.", "labels": 1, "seconds_difference": 56452.0, "score_ratio": -0.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j03xpmu", "c_root_id_B": "izzuo37", "created_at_utc_A": 1670969259, "created_at_utc_B": 1670895304, "score_A": 2, "score_B": -7, "human_ref_A": "It is treatment like this that makes it very difficult to remain loyal and this is why unions got started.  Even if there is evidence of wrongdoing, no one can make them review the materials.   Very sad that any company representative would act this way but it does happen. I would speak with my physician to begin the steps to make a request for accommodation.", "human_ref_B": "In my expectations written documentation and argument is viewed as negative by the HR, in lieu of wasting company time - I\u2019m sorry. But look for a different job.", "labels": 1, "seconds_difference": 73955.0, "score_ratio": -0.2857142857, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j04l3oh", "c_root_id_B": "j02e3hf", "created_at_utc_A": 1670979056, "created_at_utc_B": 1670948568, "score_A": 2, "score_B": 0, "human_ref_A": "Best advice my dear:   You stated that you\u2019re a professional whom is resilient and hard working to the point where you made your way to the top. You have 12 years experience and I\u2019m guessing you are amazing at what you do. Take some time to gather your thoughts, polish up that resume, and perfect your Linked-In. It\u2019s time to find a better opportunity for yourself.  You\u2019re not going to win against an executive. What they say goes most of the time unless it\u2019s blatant misconduct or malfeasance. It\u2019s not worth your time or energy. You\u2019re above all of that.  Keep kicking butt at your current job, in your current role. Get your peers to write some good reviews on your Linked-In. This is your time now! Take time to think about your next career pivot. I guarantee you that you would be a shoe in with any company.  Own your narrative at the interview and land yourself a better gig. Even if the pay is a bit less, your dignity is worth way more. I wish you luck even though I know you don\u2019t need any. Your professional competency is all you need!", "human_ref_B": "I would be terrified to have you as an employee. How many attorneys do you have saved in your phone? Yikes.", "labels": 1, "seconds_difference": 30488.0, "score_ratio": 2000.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j04l3oh", "c_root_id_B": "j02xbff", "created_at_utc_A": 1670979056, "created_at_utc_B": 1670955837, "score_A": 2, "score_B": 1, "human_ref_A": "Best advice my dear:   You stated that you\u2019re a professional whom is resilient and hard working to the point where you made your way to the top. You have 12 years experience and I\u2019m guessing you are amazing at what you do. Take some time to gather your thoughts, polish up that resume, and perfect your Linked-In. It\u2019s time to find a better opportunity for yourself.  You\u2019re not going to win against an executive. What they say goes most of the time unless it\u2019s blatant misconduct or malfeasance. It\u2019s not worth your time or energy. You\u2019re above all of that.  Keep kicking butt at your current job, in your current role. Get your peers to write some good reviews on your Linked-In. This is your time now! Take time to think about your next career pivot. I guarantee you that you would be a shoe in with any company.  Own your narrative at the interview and land yourself a better gig. Even if the pay is a bit less, your dignity is worth way more. I wish you luck even though I know you don\u2019t need any. Your professional competency is all you need!", "human_ref_B": "Get a new job lined up, then once secured, make all your evidence public.", "labels": 1, "seconds_difference": 23219.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j03h9st", "c_root_id_B": "j04l3oh", "created_at_utc_A": 1670963208, "created_at_utc_B": 1670979056, "score_A": 1, "score_B": 2, "human_ref_A": "I think you have a great case against your manager and I would report him for harassment and making a false claim. Take back your power. Flip the script. He sees you as a victim because you are acting like one. Next time just record the conversation and don't ask. Take this to hr immediately but when you do take everything. Go in to hr prepared and make them see you as someone to be feared. You can do this!", "human_ref_B": "Best advice my dear:   You stated that you\u2019re a professional whom is resilient and hard working to the point where you made your way to the top. You have 12 years experience and I\u2019m guessing you are amazing at what you do. Take some time to gather your thoughts, polish up that resume, and perfect your Linked-In. It\u2019s time to find a better opportunity for yourself.  You\u2019re not going to win against an executive. What they say goes most of the time unless it\u2019s blatant misconduct or malfeasance. It\u2019s not worth your time or energy. You\u2019re above all of that.  Keep kicking butt at your current job, in your current role. Get your peers to write some good reviews on your Linked-In. This is your time now! Take time to think about your next career pivot. I guarantee you that you would be a shoe in with any company.  Own your narrative at the interview and land yourself a better gig. Even if the pay is a bit less, your dignity is worth way more. I wish you luck even though I know you don\u2019t need any. Your professional competency is all you need!", "labels": 0, "seconds_difference": 15848.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j047771", "c_root_id_B": "j04l3oh", "created_at_utc_A": 1670973075, "created_at_utc_B": 1670979056, "score_A": 1, "score_B": 2, "human_ref_A": "Sadly suck it up and move forward if options and minute", "human_ref_B": "Best advice my dear:   You stated that you\u2019re a professional whom is resilient and hard working to the point where you made your way to the top. You have 12 years experience and I\u2019m guessing you are amazing at what you do. Take some time to gather your thoughts, polish up that resume, and perfect your Linked-In. It\u2019s time to find a better opportunity for yourself.  You\u2019re not going to win against an executive. What they say goes most of the time unless it\u2019s blatant misconduct or malfeasance. It\u2019s not worth your time or energy. You\u2019re above all of that.  Keep kicking butt at your current job, in your current role. Get your peers to write some good reviews on your Linked-In. This is your time now! Take time to think about your next career pivot. I guarantee you that you would be a shoe in with any company.  Own your narrative at the interview and land yourself a better gig. Even if the pay is a bit less, your dignity is worth way more. I wish you luck even though I know you don\u2019t need any. Your professional competency is all you need!", "labels": 0, "seconds_difference": 5981.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j04l3oh", "c_root_id_B": "j04jso8", "created_at_utc_A": 1670979056, "created_at_utc_B": 1670978483, "score_A": 2, "score_B": 1, "human_ref_A": "Best advice my dear:   You stated that you\u2019re a professional whom is resilient and hard working to the point where you made your way to the top. You have 12 years experience and I\u2019m guessing you are amazing at what you do. Take some time to gather your thoughts, polish up that resume, and perfect your Linked-In. It\u2019s time to find a better opportunity for yourself.  You\u2019re not going to win against an executive. What they say goes most of the time unless it\u2019s blatant misconduct or malfeasance. It\u2019s not worth your time or energy. You\u2019re above all of that.  Keep kicking butt at your current job, in your current role. Get your peers to write some good reviews on your Linked-In. This is your time now! Take time to think about your next career pivot. I guarantee you that you would be a shoe in with any company.  Own your narrative at the interview and land yourself a better gig. Even if the pay is a bit less, your dignity is worth way more. I wish you luck even though I know you don\u2019t need any. Your professional competency is all you need!", "human_ref_B": "Toxic work environment is not worth it.  Find another job because it appears they are ready to let you go even for no reason.  Looks like they are trying to pressure you to resign.  Then if no luck will just fire you.  Via employment at will.", "labels": 1, "seconds_difference": 573.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j04l3oh", "c_root_id_B": "j00a9n0", "created_at_utc_A": 1670979056, "created_at_utc_B": 1670902377, "score_A": 2, "score_B": -2, "human_ref_A": "Best advice my dear:   You stated that you\u2019re a professional whom is resilient and hard working to the point where you made your way to the top. You have 12 years experience and I\u2019m guessing you are amazing at what you do. Take some time to gather your thoughts, polish up that resume, and perfect your Linked-In. It\u2019s time to find a better opportunity for yourself.  You\u2019re not going to win against an executive. What they say goes most of the time unless it\u2019s blatant misconduct or malfeasance. It\u2019s not worth your time or energy. You\u2019re above all of that.  Keep kicking butt at your current job, in your current role. Get your peers to write some good reviews on your Linked-In. This is your time now! Take time to think about your next career pivot. I guarantee you that you would be a shoe in with any company.  Own your narrative at the interview and land yourself a better gig. Even if the pay is a bit less, your dignity is worth way more. I wish you luck even though I know you don\u2019t need any. Your professional competency is all you need!", "human_ref_B": "It sounds like you have been through a difficult and stressful situation at work. Being falsely accused of wrongdoing can be damaging to your reputation and can cause a lot of emotional distress.\r   \r   First and foremost, it's important to take care of yourself and your mental health. If you are experiencing anxiety and feelings of depression, it may be helpful to speak with a mental health professional who can provide support and guidance.\r   \r   In terms of next steps, it may be helpful to speak with a lawyer or a human resources professional who can advise you on your options and potential legal remedies. It's important to document everything that has happened and to keep track of any evidence that supports your side of the story.\r   \r   In general, it's important to remember that you have rights as an employee and that your employer has certain obligations to treat you fairly and with respect. If you feel that your rights have been violated, it may be worth considering legal action. However, this is a complex situation and it's best to consult with a professional who can provide more specific advice based on the details of your situation.\r   \r   Regardless of what you decide to do, it's important to prioritize your mental health and well-being. Don't hesitate to seek help if you need it, and remember that you are not alone.", "labels": 1, "seconds_difference": 76679.0, "score_ratio": -1.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j00sin0", "c_root_id_B": "j04l3oh", "created_at_utc_A": 1670912807, "created_at_utc_B": 1670979056, "score_A": -4, "score_B": 2, "human_ref_A": "Do you feel like you have golden handcuffs? Clearly you already crossed the line of letting someone push you around so now you\u2019re just going to face that continued onslaught of tyranny unless you leave.", "human_ref_B": "Best advice my dear:   You stated that you\u2019re a professional whom is resilient and hard working to the point where you made your way to the top. You have 12 years experience and I\u2019m guessing you are amazing at what you do. Take some time to gather your thoughts, polish up that resume, and perfect your Linked-In. It\u2019s time to find a better opportunity for yourself.  You\u2019re not going to win against an executive. What they say goes most of the time unless it\u2019s blatant misconduct or malfeasance. It\u2019s not worth your time or energy. You\u2019re above all of that.  Keep kicking butt at your current job, in your current role. Get your peers to write some good reviews on your Linked-In. This is your time now! Take time to think about your next career pivot. I guarantee you that you would be a shoe in with any company.  Own your narrative at the interview and land yourself a better gig. Even if the pay is a bit less, your dignity is worth way more. I wish you luck even though I know you don\u2019t need any. Your professional competency is all you need!", "labels": 0, "seconds_difference": 66249.0, "score_ratio": -0.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j04l3oh", "c_root_id_B": "izzuo37", "created_at_utc_A": 1670979056, "created_at_utc_B": 1670895304, "score_A": 2, "score_B": -7, "human_ref_A": "Best advice my dear:   You stated that you\u2019re a professional whom is resilient and hard working to the point where you made your way to the top. You have 12 years experience and I\u2019m guessing you are amazing at what you do. Take some time to gather your thoughts, polish up that resume, and perfect your Linked-In. It\u2019s time to find a better opportunity for yourself.  You\u2019re not going to win against an executive. What they say goes most of the time unless it\u2019s blatant misconduct or malfeasance. It\u2019s not worth your time or energy. You\u2019re above all of that.  Keep kicking butt at your current job, in your current role. Get your peers to write some good reviews on your Linked-In. This is your time now! Take time to think about your next career pivot. I guarantee you that you would be a shoe in with any company.  Own your narrative at the interview and land yourself a better gig. Even if the pay is a bit less, your dignity is worth way more. I wish you luck even though I know you don\u2019t need any. Your professional competency is all you need!", "human_ref_B": "In my expectations written documentation and argument is viewed as negative by the HR, in lieu of wasting company time - I\u2019m sorry. But look for a different job.", "labels": 1, "seconds_difference": 83752.0, "score_ratio": -0.2857142857, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j02e3hf", "c_root_id_B": "j02xbff", "created_at_utc_A": 1670948568, "created_at_utc_B": 1670955837, "score_A": 0, "score_B": 1, "human_ref_A": "I would be terrified to have you as an employee. How many attorneys do you have saved in your phone? Yikes.", "human_ref_B": "Get a new job lined up, then once secured, make all your evidence public.", "labels": 0, "seconds_difference": 7269.0, "score_ratio": 1000.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j02e3hf", "c_root_id_B": "j03h9st", "created_at_utc_A": 1670948568, "created_at_utc_B": 1670963208, "score_A": 0, "score_B": 1, "human_ref_A": "I would be terrified to have you as an employee. How many attorneys do you have saved in your phone? Yikes.", "human_ref_B": "I think you have a great case against your manager and I would report him for harassment and making a false claim. Take back your power. Flip the script. He sees you as a victim because you are acting like one. Next time just record the conversation and don't ask. Take this to hr immediately but when you do take everything. Go in to hr prepared and make them see you as someone to be feared. You can do this!", "labels": 0, "seconds_difference": 14640.0, "score_ratio": 1000.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j047771", "c_root_id_B": "j02e3hf", "created_at_utc_A": 1670973075, "created_at_utc_B": 1670948568, "score_A": 1, "score_B": 0, "human_ref_A": "Sadly suck it up and move forward if options and minute", "human_ref_B": "I would be terrified to have you as an employee. How many attorneys do you have saved in your phone? Yikes.", "labels": 1, "seconds_difference": 24507.0, "score_ratio": 1000.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j04jso8", "c_root_id_B": "j02e3hf", "created_at_utc_A": 1670978483, "created_at_utc_B": 1670948568, "score_A": 1, "score_B": 0, "human_ref_A": "Toxic work environment is not worth it.  Find another job because it appears they are ready to let you go even for no reason.  Looks like they are trying to pressure you to resign.  Then if no luck will just fire you.  Via employment at will.", "human_ref_B": "I would be terrified to have you as an employee. How many attorneys do you have saved in your phone? Yikes.", "labels": 1, "seconds_difference": 29915.0, "score_ratio": 1000.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j02e3hf", "c_root_id_B": "j00a9n0", "created_at_utc_A": 1670948568, "created_at_utc_B": 1670902377, "score_A": 0, "score_B": -2, "human_ref_A": "I would be terrified to have you as an employee. How many attorneys do you have saved in your phone? Yikes.", "human_ref_B": "It sounds like you have been through a difficult and stressful situation at work. Being falsely accused of wrongdoing can be damaging to your reputation and can cause a lot of emotional distress.\r   \r   First and foremost, it's important to take care of yourself and your mental health. If you are experiencing anxiety and feelings of depression, it may be helpful to speak with a mental health professional who can provide support and guidance.\r   \r   In terms of next steps, it may be helpful to speak with a lawyer or a human resources professional who can advise you on your options and potential legal remedies. It's important to document everything that has happened and to keep track of any evidence that supports your side of the story.\r   \r   In general, it's important to remember that you have rights as an employee and that your employer has certain obligations to treat you fairly and with respect. If you feel that your rights have been violated, it may be worth considering legal action. However, this is a complex situation and it's best to consult with a professional who can provide more specific advice based on the details of your situation.\r   \r   Regardless of what you decide to do, it's important to prioritize your mental health and well-being. Don't hesitate to seek help if you need it, and remember that you are not alone.", "labels": 1, "seconds_difference": 46191.0, "score_ratio": 0.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j00sin0", "c_root_id_B": "j02e3hf", "created_at_utc_A": 1670912807, "created_at_utc_B": 1670948568, "score_A": -4, "score_B": 0, "human_ref_A": "Do you feel like you have golden handcuffs? Clearly you already crossed the line of letting someone push you around so now you\u2019re just going to face that continued onslaught of tyranny unless you leave.", "human_ref_B": "I would be terrified to have you as an employee. How many attorneys do you have saved in your phone? Yikes.", "labels": 0, "seconds_difference": 35761.0, "score_ratio": 0.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j02e3hf", "c_root_id_B": "izzuo37", "created_at_utc_A": 1670948568, "created_at_utc_B": 1670895304, "score_A": 0, "score_B": -7, "human_ref_A": "I would be terrified to have you as an employee. How many attorneys do you have saved in your phone? Yikes.", "human_ref_B": "In my expectations written documentation and argument is viewed as negative by the HR, in lieu of wasting company time - I\u2019m sorry. But look for a different job.", "labels": 1, "seconds_difference": 53264.0, "score_ratio": 0.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j02xbff", "c_root_id_B": "j00a9n0", "created_at_utc_A": 1670955837, "created_at_utc_B": 1670902377, "score_A": 1, "score_B": -2, "human_ref_A": "Get a new job lined up, then once secured, make all your evidence public.", "human_ref_B": "It sounds like you have been through a difficult and stressful situation at work. Being falsely accused of wrongdoing can be damaging to your reputation and can cause a lot of emotional distress.\r   \r   First and foremost, it's important to take care of yourself and your mental health. If you are experiencing anxiety and feelings of depression, it may be helpful to speak with a mental health professional who can provide support and guidance.\r   \r   In terms of next steps, it may be helpful to speak with a lawyer or a human resources professional who can advise you on your options and potential legal remedies. It's important to document everything that has happened and to keep track of any evidence that supports your side of the story.\r   \r   In general, it's important to remember that you have rights as an employee and that your employer has certain obligations to treat you fairly and with respect. If you feel that your rights have been violated, it may be worth considering legal action. However, this is a complex situation and it's best to consult with a professional who can provide more specific advice based on the details of your situation.\r   \r   Regardless of what you decide to do, it's important to prioritize your mental health and well-being. Don't hesitate to seek help if you need it, and remember that you are not alone.", "labels": 1, "seconds_difference": 53460.0, "score_ratio": -0.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j00sin0", "c_root_id_B": "j02xbff", "created_at_utc_A": 1670912807, "created_at_utc_B": 1670955837, "score_A": -4, "score_B": 1, "human_ref_A": "Do you feel like you have golden handcuffs? Clearly you already crossed the line of letting someone push you around so now you\u2019re just going to face that continued onslaught of tyranny unless you leave.", "human_ref_B": "Get a new job lined up, then once secured, make all your evidence public.", "labels": 0, "seconds_difference": 43030.0, "score_ratio": -0.25, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j02xbff", "c_root_id_B": "izzuo37", "created_at_utc_A": 1670955837, "created_at_utc_B": 1670895304, "score_A": 1, "score_B": -7, "human_ref_A": "Get a new job lined up, then once secured, make all your evidence public.", "human_ref_B": "In my expectations written documentation and argument is viewed as negative by the HR, in lieu of wasting company time - I\u2019m sorry. But look for a different job.", "labels": 1, "seconds_difference": 60533.0, "score_ratio": -0.1428571429, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j03h9st", "c_root_id_B": "j00a9n0", "created_at_utc_A": 1670963208, "created_at_utc_B": 1670902377, "score_A": 1, "score_B": -2, "human_ref_A": "I think you have a great case against your manager and I would report him for harassment and making a false claim. Take back your power. Flip the script. He sees you as a victim because you are acting like one. Next time just record the conversation and don't ask. Take this to hr immediately but when you do take everything. Go in to hr prepared and make them see you as someone to be feared. You can do this!", "human_ref_B": "It sounds like you have been through a difficult and stressful situation at work. Being falsely accused of wrongdoing can be damaging to your reputation and can cause a lot of emotional distress.\r   \r   First and foremost, it's important to take care of yourself and your mental health. If you are experiencing anxiety and feelings of depression, it may be helpful to speak with a mental health professional who can provide support and guidance.\r   \r   In terms of next steps, it may be helpful to speak with a lawyer or a human resources professional who can advise you on your options and potential legal remedies. It's important to document everything that has happened and to keep track of any evidence that supports your side of the story.\r   \r   In general, it's important to remember that you have rights as an employee and that your employer has certain obligations to treat you fairly and with respect. If you feel that your rights have been violated, it may be worth considering legal action. However, this is a complex situation and it's best to consult with a professional who can provide more specific advice based on the details of your situation.\r   \r   Regardless of what you decide to do, it's important to prioritize your mental health and well-being. Don't hesitate to seek help if you need it, and remember that you are not alone.", "labels": 1, "seconds_difference": 60831.0, "score_ratio": -0.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j03h9st", "c_root_id_B": "j00sin0", "created_at_utc_A": 1670963208, "created_at_utc_B": 1670912807, "score_A": 1, "score_B": -4, "human_ref_A": "I think you have a great case against your manager and I would report him for harassment and making a false claim. Take back your power. Flip the script. He sees you as a victim because you are acting like one. Next time just record the conversation and don't ask. Take this to hr immediately but when you do take everything. Go in to hr prepared and make them see you as someone to be feared. You can do this!", "human_ref_B": "Do you feel like you have golden handcuffs? Clearly you already crossed the line of letting someone push you around so now you\u2019re just going to face that continued onslaught of tyranny unless you leave.", "labels": 1, "seconds_difference": 50401.0, "score_ratio": -0.25, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j03h9st", "c_root_id_B": "izzuo37", "created_at_utc_A": 1670963208, "created_at_utc_B": 1670895304, "score_A": 1, "score_B": -7, "human_ref_A": "I think you have a great case against your manager and I would report him for harassment and making a false claim. Take back your power. Flip the script. He sees you as a victim because you are acting like one. Next time just record the conversation and don't ask. Take this to hr immediately but when you do take everything. Go in to hr prepared and make them see you as someone to be feared. You can do this!", "human_ref_B": "In my expectations written documentation and argument is viewed as negative by the HR, in lieu of wasting company time - I\u2019m sorry. But look for a different job.", "labels": 1, "seconds_difference": 67904.0, "score_ratio": -0.1428571429, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j047771", "c_root_id_B": "j00a9n0", "created_at_utc_A": 1670973075, "created_at_utc_B": 1670902377, "score_A": 1, "score_B": -2, "human_ref_A": "Sadly suck it up and move forward if options and minute", "human_ref_B": "It sounds like you have been through a difficult and stressful situation at work. Being falsely accused of wrongdoing can be damaging to your reputation and can cause a lot of emotional distress.\r   \r   First and foremost, it's important to take care of yourself and your mental health. If you are experiencing anxiety and feelings of depression, it may be helpful to speak with a mental health professional who can provide support and guidance.\r   \r   In terms of next steps, it may be helpful to speak with a lawyer or a human resources professional who can advise you on your options and potential legal remedies. It's important to document everything that has happened and to keep track of any evidence that supports your side of the story.\r   \r   In general, it's important to remember that you have rights as an employee and that your employer has certain obligations to treat you fairly and with respect. If you feel that your rights have been violated, it may be worth considering legal action. However, this is a complex situation and it's best to consult with a professional who can provide more specific advice based on the details of your situation.\r   \r   Regardless of what you decide to do, it's important to prioritize your mental health and well-being. Don't hesitate to seek help if you need it, and remember that you are not alone.", "labels": 1, "seconds_difference": 70698.0, "score_ratio": -0.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j047771", "c_root_id_B": "j00sin0", "created_at_utc_A": 1670973075, "created_at_utc_B": 1670912807, "score_A": 1, "score_B": -4, "human_ref_A": "Sadly suck it up and move forward if options and minute", "human_ref_B": "Do you feel like you have golden handcuffs? Clearly you already crossed the line of letting someone push you around so now you\u2019re just going to face that continued onslaught of tyranny unless you leave.", "labels": 1, "seconds_difference": 60268.0, "score_ratio": -0.25, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "izzuo37", "c_root_id_B": "j047771", "created_at_utc_A": 1670895304, "created_at_utc_B": 1670973075, "score_A": -7, "score_B": 1, "human_ref_A": "In my expectations written documentation and argument is viewed as negative by the HR, in lieu of wasting company time - I\u2019m sorry. But look for a different job.", "human_ref_B": "Sadly suck it up and move forward if options and minute", "labels": 0, "seconds_difference": 77771.0, "score_ratio": -0.1428571429, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j00a9n0", "c_root_id_B": "j04jso8", "created_at_utc_A": 1670902377, "created_at_utc_B": 1670978483, "score_A": -2, "score_B": 1, "human_ref_A": "It sounds like you have been through a difficult and stressful situation at work. Being falsely accused of wrongdoing can be damaging to your reputation and can cause a lot of emotional distress.\r   \r   First and foremost, it's important to take care of yourself and your mental health. If you are experiencing anxiety and feelings of depression, it may be helpful to speak with a mental health professional who can provide support and guidance.\r   \r   In terms of next steps, it may be helpful to speak with a lawyer or a human resources professional who can advise you on your options and potential legal remedies. It's important to document everything that has happened and to keep track of any evidence that supports your side of the story.\r   \r   In general, it's important to remember that you have rights as an employee and that your employer has certain obligations to treat you fairly and with respect. If you feel that your rights have been violated, it may be worth considering legal action. However, this is a complex situation and it's best to consult with a professional who can provide more specific advice based on the details of your situation.\r   \r   Regardless of what you decide to do, it's important to prioritize your mental health and well-being. Don't hesitate to seek help if you need it, and remember that you are not alone.", "human_ref_B": "Toxic work environment is not worth it.  Find another job because it appears they are ready to let you go even for no reason.  Looks like they are trying to pressure you to resign.  Then if no luck will just fire you.  Via employment at will.", "labels": 0, "seconds_difference": 76106.0, "score_ratio": -0.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j04jso8", "c_root_id_B": "j00sin0", "created_at_utc_A": 1670978483, "created_at_utc_B": 1670912807, "score_A": 1, "score_B": -4, "human_ref_A": "Toxic work environment is not worth it.  Find another job because it appears they are ready to let you go even for no reason.  Looks like they are trying to pressure you to resign.  Then if no luck will just fire you.  Via employment at will.", "human_ref_B": "Do you feel like you have golden handcuffs? Clearly you already crossed the line of letting someone push you around so now you\u2019re just going to face that continued onslaught of tyranny unless you leave.", "labels": 1, "seconds_difference": 65676.0, "score_ratio": -0.25, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "j04jso8", "c_root_id_B": "izzuo37", "created_at_utc_A": 1670978483, "created_at_utc_B": 1670895304, "score_A": 1, "score_B": -7, "human_ref_A": "Toxic work environment is not worth it.  Find another job because it appears they are ready to let you go even for no reason.  Looks like they are trying to pressure you to resign.  Then if no luck will just fire you.  Via employment at will.", "human_ref_B": "In my expectations written documentation and argument is viewed as negative by the HR, in lieu of wasting company time - I\u2019m sorry. But look for a different job.", "labels": 1, "seconds_difference": 83179.0, "score_ratio": -0.1428571429, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "izzuo37", "c_root_id_B": "j00a9n0", "created_at_utc_A": 1670895304, "created_at_utc_B": 1670902377, "score_A": -7, "score_B": -2, "human_ref_A": "In my expectations written documentation and argument is viewed as negative by the HR, in lieu of wasting company time - I\u2019m sorry. But look for a different job.", "human_ref_B": "It sounds like you have been through a difficult and stressful situation at work. Being falsely accused of wrongdoing can be damaging to your reputation and can cause a lot of emotional distress.\r   \r   First and foremost, it's important to take care of yourself and your mental health. If you are experiencing anxiety and feelings of depression, it may be helpful to speak with a mental health professional who can provide support and guidance.\r   \r   In terms of next steps, it may be helpful to speak with a lawyer or a human resources professional who can advise you on your options and potential legal remedies. It's important to document everything that has happened and to keep track of any evidence that supports your side of the story.\r   \r   In general, it's important to remember that you have rights as an employee and that your employer has certain obligations to treat you fairly and with respect. If you feel that your rights have been violated, it may be worth considering legal action. However, this is a complex situation and it's best to consult with a professional who can provide more specific advice based on the details of your situation.\r   \r   Regardless of what you decide to do, it's important to prioritize your mental health and well-being. Don't hesitate to seek help if you need it, and remember that you are not alone.", "labels": 0, "seconds_difference": 7073.0, "score_ratio": 0.2857142857, "metadata_A": "", "metadata_B": ""}
{"post_id": "zki6pp", "domain": "askhr_test", "upvote_ratio": 0.86, "history": "[CA] Falsey accused by an executive. Written and verbal proof to the contrary I was recently accused of deliberately going against a directive by a chief executive. My direct manager delivered the accusation verbally after the exec reported it to HR, 6 weeks after the original alleged incident.  I verbally denied the accusation and stated that I could prove it through written documentation.  Two days later I received an email from my direct manager restating the allegation with the additional accusation that I had verbally announced my intent to go against the directive in a meeting with 15 witnesses.  I replied via email, again denying the allegation, linking to the video evidence of the meeting where my comments were recorded, and linking to the written evidence with a document version history showing that I had never made any written or verbal attempt to go against the directive. I asked for a retraction and an apology for the distress.  Five days later I was summoned to a video meeting with the executive and my direct manager. I requested the presence of an HR manager and was denied by my manager. I requested to record the meeting and was denied by the exec. I reiterated my denial of the accusation and asked for a retraction. The exec replied, \"we're going to have to disagree on this point.\" No additional evidence was offered to support his claim. No apology was offered for the distress. No retraction was offered. When I pointed to my evidence to the contrary they both replied that they don't want to rehash the past but to move forward and ensure my success in my role, and how could we do that.  I declared my anxiety disorder at that moment and requested accommodation that all expectations and directives be presented in writing to me at the time they are expected and that all feedback related to my performance be delivered within 48 hours.  I was in tears at this point. I was humiliated. I was scared about the security of my position. And I don't know how to move forward given the significant breach of trust.  In the past, the executive threatened to fire me if I didn't accept the role I currently have, so mistrust was already a factor. I used to report to him directly and when he announced a new layer of management between us he discouraged me from applying for the role (which would have been a promotion). My direct manager joined the company 5 months ago, has never been in a management role, and is 20 years younger than I am.  I have been at this company for 12 years. The pay and benefits are very good. I am a single mother who has climbed my way up in the company from an administrative role. All of my other relationships within the organization as well as with our clients are terrific.  Do I just suck it up and move forward? Do I quit and take my chances elsewhere after all my hard work? Do I have any legal recourse? I live in California and my employer has an office here, DE-based C Corp. Privately held.  I'm so depressed and hurt.", "c_root_id_A": "izzuo37", "c_root_id_B": "j00sin0", "created_at_utc_A": 1670895304, "created_at_utc_B": 1670912807, "score_A": -7, "score_B": -4, "human_ref_A": "In my expectations written documentation and argument is viewed as negative by the HR, in lieu of wasting company time - I\u2019m sorry. But look for a different job.", "human_ref_B": "Do you feel like you have golden handcuffs? Clearly you already crossed the line of letting someone push you around so now you\u2019re just going to face that continued onslaught of tyranny unless you leave.", "labels": 0, "seconds_difference": 17503.0, "score_ratio": 0.5714285714, "metadata_A": "", "metadata_B": ""}
{"post_id": "e9zjjz", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[CO] How would you recommend handling our company moving into church and me being very uncomfortable with the new environment? r/legaladvice suggested I ask here.  Background: I'm a salaried employee with a software company owned by a larger corporation. We are moving into a building filled with biblical verses on nearly every wall, Christian literature throughout and a chapel in the building. Most of the other tenants in the building are evangelical organizations of one kind or another. We are not a Christian organization. We do not make software that is related to religion in any way.  I'm an atheist and the entire environment makes me very uncomfortable.  I love the team that I work with and I enjoy my work and would like to continue there.  I occasionally work from home and I've proven my effectiveness from here. About half of our team works remotely from other states. Would it be unreasonable for me to request that I work exclusively from home?   Thank you in advance for any advice that you can offer.", "c_root_id_A": "famyk7c", "c_root_id_B": "fan2b57", "created_at_utc_A": 1576216882, "created_at_utc_B": 1576220864, "score_A": 4, "score_B": 7, "human_ref_A": "Can you give me a specific thing that makes you uncomfortable?", "human_ref_B": "Are you just an atheist or anti-Christian?  Would you have the same question if your company moved to a Buddhist or other religious establishment?  Unless your employer is forcing you to participate in religious activities. I am not sure what recommendations can help you other than just ignore religious exhibits.  Or consider getting a new job.", "labels": 0, "seconds_difference": 3982.0, "score_ratio": 1.75, "metadata_A": "", "metadata_B": ""}
{"post_id": "e9zjjz", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[CO] How would you recommend handling our company moving into church and me being very uncomfortable with the new environment? r/legaladvice suggested I ask here.  Background: I'm a salaried employee with a software company owned by a larger corporation. We are moving into a building filled with biblical verses on nearly every wall, Christian literature throughout and a chapel in the building. Most of the other tenants in the building are evangelical organizations of one kind or another. We are not a Christian organization. We do not make software that is related to religion in any way.  I'm an atheist and the entire environment makes me very uncomfortable.  I love the team that I work with and I enjoy my work and would like to continue there.  I occasionally work from home and I've proven my effectiveness from here. About half of our team works remotely from other states. Would it be unreasonable for me to request that I work exclusively from home?   Thank you in advance for any advice that you can offer.", "c_root_id_A": "fan2b57", "c_root_id_B": "famymw1", "created_at_utc_A": 1576220864, "created_at_utc_B": 1576216955, "score_A": 7, "score_B": 2, "human_ref_A": "Are you just an atheist or anti-Christian?  Would you have the same question if your company moved to a Buddhist or other religious establishment?  Unless your employer is forcing you to participate in religious activities. I am not sure what recommendations can help you other than just ignore religious exhibits.  Or consider getting a new job.", "human_ref_B": "I feel like this question was posted all over a week or so ago.", "labels": 1, "seconds_difference": 3909.0, "score_ratio": 3.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "e9zjjz", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[CO] How would you recommend handling our company moving into church and me being very uncomfortable with the new environment? r/legaladvice suggested I ask here.  Background: I'm a salaried employee with a software company owned by a larger corporation. We are moving into a building filled with biblical verses on nearly every wall, Christian literature throughout and a chapel in the building. Most of the other tenants in the building are evangelical organizations of one kind or another. We are not a Christian organization. We do not make software that is related to religion in any way.  I'm an atheist and the entire environment makes me very uncomfortable.  I love the team that I work with and I enjoy my work and would like to continue there.  I occasionally work from home and I've proven my effectiveness from here. About half of our team works remotely from other states. Would it be unreasonable for me to request that I work exclusively from home?   Thank you in advance for any advice that you can offer.", "c_root_id_A": "fanfutm", "c_root_id_B": "fankrsy", "created_at_utc_A": 1576238819, "created_at_utc_B": 1576243619, "score_A": 4, "score_B": 6, "human_ref_A": "HR here and atheist.  EEOC laws allow for employees to show their religious items/decor in their \u201cpersonal workspaces\u201d as long as they do not pose an undue hardship. Common areas are not personal workspaces.   Atheism is a religious preference. Your company can\u2019t allow a preference of one religious belief over another and they are opening themselves up to EEOC violations. Some states, like Oregon, and specific cities have already enacted laws specifically protecting atheists even though Title VII already exists.  HOWEVER, there are a lot of factors your company must consider. What does the building lease say about altering the walls? Which areas are considered \u201ccommon space\u201d? Which areas do they own/rent. Does the decor cause you an reasonable undue hardship (mentally or physically)?   Title VII allows you protection but it all boils down to if it a hardship for the company to 1) allow you to work from home, 2) change the common areas to reflect non-preference views, and 3) how it affects you.  There is no harm in asking for an accommodation.  Side note: As mentioned, more States are enacting laws protecting atheists. If you are HR and your company does not already have a written policy on religious expression/decor that protects all employees, then you need to review your policy manuals/handbooks.", "human_ref_B": "I get it.  It\u2019s an odd environment for a secular company.   And I\u2019m a preacher\u2019s kid and not an atheist.  Being in a converted church is one thing.   Working with bible verses scrawled across the walls is another.    Given that much of your company works remotely currently, depending on your role, I think asking to work from home is reasonable.  If you\u2019re a developer and other developers work remotely then it\u2019s a reasonable ask.  If you\u2019re a receptionist, then the ask isn\u2019t reasonable.    They may say yes.  They may say no.  But you don\u2019t know until you ask. You also need to be prepared to make a decision if they say no.  If there\u2019s a compelling business justification for not allowing remote work, then you\u2019ll have to decide if you want to stay with them or find another job.", "labels": 0, "seconds_difference": 4800.0, "score_ratio": 1.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "e9zjjz", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[CO] How would you recommend handling our company moving into church and me being very uncomfortable with the new environment? r/legaladvice suggested I ask here.  Background: I'm a salaried employee with a software company owned by a larger corporation. We are moving into a building filled with biblical verses on nearly every wall, Christian literature throughout and a chapel in the building. Most of the other tenants in the building are evangelical organizations of one kind or another. We are not a Christian organization. We do not make software that is related to religion in any way.  I'm an atheist and the entire environment makes me very uncomfortable.  I love the team that I work with and I enjoy my work and would like to continue there.  I occasionally work from home and I've proven my effectiveness from here. About half of our team works remotely from other states. Would it be unreasonable for me to request that I work exclusively from home?   Thank you in advance for any advice that you can offer.", "c_root_id_A": "fankrsy", "c_root_id_B": "famyk7c", "created_at_utc_A": 1576243619, "created_at_utc_B": 1576216882, "score_A": 6, "score_B": 4, "human_ref_A": "I get it.  It\u2019s an odd environment for a secular company.   And I\u2019m a preacher\u2019s kid and not an atheist.  Being in a converted church is one thing.   Working with bible verses scrawled across the walls is another.    Given that much of your company works remotely currently, depending on your role, I think asking to work from home is reasonable.  If you\u2019re a developer and other developers work remotely then it\u2019s a reasonable ask.  If you\u2019re a receptionist, then the ask isn\u2019t reasonable.    They may say yes.  They may say no.  But you don\u2019t know until you ask. You also need to be prepared to make a decision if they say no.  If there\u2019s a compelling business justification for not allowing remote work, then you\u2019ll have to decide if you want to stay with them or find another job.", "human_ref_B": "Can you give me a specific thing that makes you uncomfortable?", "labels": 1, "seconds_difference": 26737.0, "score_ratio": 1.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "e9zjjz", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[CO] How would you recommend handling our company moving into church and me being very uncomfortable with the new environment? r/legaladvice suggested I ask here.  Background: I'm a salaried employee with a software company owned by a larger corporation. We are moving into a building filled with biblical verses on nearly every wall, Christian literature throughout and a chapel in the building. Most of the other tenants in the building are evangelical organizations of one kind or another. We are not a Christian organization. We do not make software that is related to religion in any way.  I'm an atheist and the entire environment makes me very uncomfortable.  I love the team that I work with and I enjoy my work and would like to continue there.  I occasionally work from home and I've proven my effectiveness from here. About half of our team works remotely from other states. Would it be unreasonable for me to request that I work exclusively from home?   Thank you in advance for any advice that you can offer.", "c_root_id_A": "fandgcn", "c_root_id_B": "fankrsy", "created_at_utc_A": 1576235898, "created_at_utc_B": 1576243619, "score_A": 4, "score_B": 6, "human_ref_A": "Not in hr, but I Hope you get better responses.  I get it.  Not anti Christian but reading quotes can be irritating and very distracting.  Rely on God,  keep faith,  everything is fine,  be thankful.  When you don't have faith, especially if you have a bad experience with church or Christians, can be very demoralizing. It's not being anti Christian if you don't want to see it everywhere in your should- be- neutral- and- safe- environment.    Did you know this move was happening? Anyone else talking about it?", "human_ref_B": "I get it.  It\u2019s an odd environment for a secular company.   And I\u2019m a preacher\u2019s kid and not an atheist.  Being in a converted church is one thing.   Working with bible verses scrawled across the walls is another.    Given that much of your company works remotely currently, depending on your role, I think asking to work from home is reasonable.  If you\u2019re a developer and other developers work remotely then it\u2019s a reasonable ask.  If you\u2019re a receptionist, then the ask isn\u2019t reasonable.    They may say yes.  They may say no.  But you don\u2019t know until you ask. You also need to be prepared to make a decision if they say no.  If there\u2019s a compelling business justification for not allowing remote work, then you\u2019ll have to decide if you want to stay with them or find another job.", "labels": 0, "seconds_difference": 7721.0, "score_ratio": 1.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "e9zjjz", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[CO] How would you recommend handling our company moving into church and me being very uncomfortable with the new environment? r/legaladvice suggested I ask here.  Background: I'm a salaried employee with a software company owned by a larger corporation. We are moving into a building filled with biblical verses on nearly every wall, Christian literature throughout and a chapel in the building. Most of the other tenants in the building are evangelical organizations of one kind or another. We are not a Christian organization. We do not make software that is related to religion in any way.  I'm an atheist and the entire environment makes me very uncomfortable.  I love the team that I work with and I enjoy my work and would like to continue there.  I occasionally work from home and I've proven my effectiveness from here. About half of our team works remotely from other states. Would it be unreasonable for me to request that I work exclusively from home?   Thank you in advance for any advice that you can offer.", "c_root_id_A": "famymw1", "c_root_id_B": "fankrsy", "created_at_utc_A": 1576216955, "created_at_utc_B": 1576243619, "score_A": 2, "score_B": 6, "human_ref_A": "I feel like this question was posted all over a week or so ago.", "human_ref_B": "I get it.  It\u2019s an odd environment for a secular company.   And I\u2019m a preacher\u2019s kid and not an atheist.  Being in a converted church is one thing.   Working with bible verses scrawled across the walls is another.    Given that much of your company works remotely currently, depending on your role, I think asking to work from home is reasonable.  If you\u2019re a developer and other developers work remotely then it\u2019s a reasonable ask.  If you\u2019re a receptionist, then the ask isn\u2019t reasonable.    They may say yes.  They may say no.  But you don\u2019t know until you ask. You also need to be prepared to make a decision if they say no.  If there\u2019s a compelling business justification for not allowing remote work, then you\u2019ll have to decide if you want to stay with them or find another job.", "labels": 0, "seconds_difference": 26664.0, "score_ratio": 3.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "e9zjjz", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[CO] How would you recommend handling our company moving into church and me being very uncomfortable with the new environment? r/legaladvice suggested I ask here.  Background: I'm a salaried employee with a software company owned by a larger corporation. We are moving into a building filled with biblical verses on nearly every wall, Christian literature throughout and a chapel in the building. Most of the other tenants in the building are evangelical organizations of one kind or another. We are not a Christian organization. We do not make software that is related to religion in any way.  I'm an atheist and the entire environment makes me very uncomfortable.  I love the team that I work with and I enjoy my work and would like to continue there.  I occasionally work from home and I've proven my effectiveness from here. About half of our team works remotely from other states. Would it be unreasonable for me to request that I work exclusively from home?   Thank you in advance for any advice that you can offer.", "c_root_id_A": "fanfutm", "c_root_id_B": "famymw1", "created_at_utc_A": 1576238819, "created_at_utc_B": 1576216955, "score_A": 4, "score_B": 2, "human_ref_A": "HR here and atheist.  EEOC laws allow for employees to show their religious items/decor in their \u201cpersonal workspaces\u201d as long as they do not pose an undue hardship. Common areas are not personal workspaces.   Atheism is a religious preference. Your company can\u2019t allow a preference of one religious belief over another and they are opening themselves up to EEOC violations. Some states, like Oregon, and specific cities have already enacted laws specifically protecting atheists even though Title VII already exists.  HOWEVER, there are a lot of factors your company must consider. What does the building lease say about altering the walls? Which areas are considered \u201ccommon space\u201d? Which areas do they own/rent. Does the decor cause you an reasonable undue hardship (mentally or physically)?   Title VII allows you protection but it all boils down to if it a hardship for the company to 1) allow you to work from home, 2) change the common areas to reflect non-preference views, and 3) how it affects you.  There is no harm in asking for an accommodation.  Side note: As mentioned, more States are enacting laws protecting atheists. If you are HR and your company does not already have a written policy on religious expression/decor that protects all employees, then you need to review your policy manuals/handbooks.", "human_ref_B": "I feel like this question was posted all over a week or so ago.", "labels": 1, "seconds_difference": 21864.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "e9zjjz", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "[CO] How would you recommend handling our company moving into church and me being very uncomfortable with the new environment? r/legaladvice suggested I ask here.  Background: I'm a salaried employee with a software company owned by a larger corporation. We are moving into a building filled with biblical verses on nearly every wall, Christian literature throughout and a chapel in the building. Most of the other tenants in the building are evangelical organizations of one kind or another. We are not a Christian organization. We do not make software that is related to religion in any way.  I'm an atheist and the entire environment makes me very uncomfortable.  I love the team that I work with and I enjoy my work and would like to continue there.  I occasionally work from home and I've proven my effectiveness from here. About half of our team works remotely from other states. Would it be unreasonable for me to request that I work exclusively from home?   Thank you in advance for any advice that you can offer.", "c_root_id_A": "famymw1", "c_root_id_B": "fandgcn", "created_at_utc_A": 1576216955, "created_at_utc_B": 1576235898, "score_A": 2, "score_B": 4, "human_ref_A": "I feel like this question was posted all over a week or so ago.", "human_ref_B": "Not in hr, but I Hope you get better responses.  I get it.  Not anti Christian but reading quotes can be irritating and very distracting.  Rely on God,  keep faith,  everything is fine,  be thankful.  When you don't have faith, especially if you have a bad experience with church or Christians, can be very demoralizing. It's not being anti Christian if you don't want to see it everywhere in your should- be- neutral- and- safe- environment.    Did you know this move was happening? Anyone else talking about it?", "labels": 0, "seconds_difference": 18943.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "ap17c1", "domain": "askhr_test", "upvote_ratio": 0.97, "history": "Lady friend worked 1 day at a daycare and quit immediately. They never paid her for her one shift and she didnt persue them for it. However they reported pay she never received to the IRS that she now must pay taxes on. What can she do here?", "c_root_id_A": "eg5k66p", "c_root_id_B": "eg5k3wr", "created_at_utc_A": 1549806147, "created_at_utc_B": 1549806068, "score_A": 11, "score_B": 9, "human_ref_A": "It's likely she was paid and that payment went to the states unclaimed fund under her name.", "human_ref_B": "It might be with your state\u2019s treasury. I worked one day at American Eagle before quitting and quit my job at Friendly\u2019s without notice. I have unclaimed wages reported through the treasury. I just have to show two forms of id and they\u2019ll mail me a check.", "labels": 1, "seconds_difference": 79.0, "score_ratio": 1.2222222222, "metadata_A": "", "metadata_B": ""}
{"post_id": "pynsb4", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[MA] how do I explain this on my resume? I'm a young woman in her early-mid 20's in neuroscience. a year and a bit in my career I became the legal guardian of a younger sister with a severe mental disability and had to leave some jobs because I couldn't figure out her school situation on top of the custody system. I'm thinking of saying during an interview:  \"I'm the legal guardian of a younger sibling with a disability and I had to put her and her education first.\"  Is the disability part TMI? please no snarky comments.", "c_root_id_A": "hevh2ww", "c_root_id_B": "hevcx61", "created_at_utc_A": 1633022822, "created_at_utc_B": 1633021117, "score_A": 126, "score_B": 17, "human_ref_A": "TMI. Put one line on your resume  Full time medical care for family member-1/2019-7/2019  Format it just like you formatted the rest of your experience, but no bullet points on job duties. If asked, you can say that you became your disabled sister's guardian and it took you a while to arrange full time care for her. That's it. Of course you put her and her education first, but when you say that, it makes it sound like you care more about your family than other people care about theirs. I know it's just a reddit post and you might not choose those words in an interview, but you should be very careful. Not everyone has the money and the heart to do what you did, and the person interviewing you might be someone who didn't.", "human_ref_B": "My preference is to keep things high level in the interview process.  You could mention it as \"a family situation.\"  Either way, you'll want to add on is that the situation is resolved (assuming it is), so the organization doesn't assume that you'll be out a lot.", "labels": 1, "seconds_difference": 1705.0, "score_ratio": 7.4117647059, "metadata_A": "", "metadata_B": ""}
{"post_id": "pynsb4", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[MA] how do I explain this on my resume? I'm a young woman in her early-mid 20's in neuroscience. a year and a bit in my career I became the legal guardian of a younger sister with a severe mental disability and had to leave some jobs because I couldn't figure out her school situation on top of the custody system. I'm thinking of saying during an interview:  \"I'm the legal guardian of a younger sibling with a disability and I had to put her and her education first.\"  Is the disability part TMI? please no snarky comments.", "c_root_id_A": "hey4hbc", "c_root_id_B": "hexiypw", "created_at_utc_A": 1633070248, "created_at_utc_B": 1633056487, "score_A": 6, "score_B": 2, "human_ref_A": "If you can say that the circumstances have changed in the time since taking a break, there's no reason why I wouldn't hire you.     Keep it to sibling though, not disabled.", "human_ref_B": "I would recommend to watch this video:https://www.youtube.com/watch?v=6ufwxkurKKgI am not entirely sure if it is applicable to your situation but it could give you some hints.   TLDR:   \\- Job gap = Bad CV.   \\- Bad CV = Can't get hired.   \\- Can't get hired = Job Gap.", "labels": 1, "seconds_difference": 13761.0, "score_ratio": 3.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "pynsb4", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[MA] how do I explain this on my resume? I'm a young woman in her early-mid 20's in neuroscience. a year and a bit in my career I became the legal guardian of a younger sister with a severe mental disability and had to leave some jobs because I couldn't figure out her school situation on top of the custody system. I'm thinking of saying during an interview:  \"I'm the legal guardian of a younger sibling with a disability and I had to put her and her education first.\"  Is the disability part TMI? please no snarky comments.", "c_root_id_A": "hewj3mi", "c_root_id_B": "hey4hbc", "created_at_utc_A": 1633039110, "created_at_utc_B": 1633070248, "score_A": -1, "score_B": 6, "human_ref_A": "\"Career break for family reasons (January 2020 to August 2020)\"  What you don't want your employer to find out is that you care for someone with a severe disability, because there's a chance you may also need to quit this job at some point. Keep it vague and high-level. Edit: and you'd need flexible working in some instances, which isn't attractive to an employer.  I'd make up some BS about looking after your grandparents until you could find an old folks home who'd accept both of them. That's if the period out of work was pretty short e.g. 6 months. Don't talk about it on your CV - but you'll need to use this excuse (or another one you come up with) to explain the gap in employment.  How long were you out of work?", "human_ref_B": "If you can say that the circumstances have changed in the time since taking a break, there's no reason why I wouldn't hire you.     Keep it to sibling though, not disabled.", "labels": 0, "seconds_difference": 31138.0, "score_ratio": -6.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "pynsb4", "domain": "askhr_test", "upvote_ratio": 0.98, "history": "[MA] how do I explain this on my resume? I'm a young woman in her early-mid 20's in neuroscience. a year and a bit in my career I became the legal guardian of a younger sister with a severe mental disability and had to leave some jobs because I couldn't figure out her school situation on top of the custody system. I'm thinking of saying during an interview:  \"I'm the legal guardian of a younger sibling with a disability and I had to put her and her education first.\"  Is the disability part TMI? please no snarky comments.", "c_root_id_A": "hexiypw", "c_root_id_B": "hewj3mi", "created_at_utc_A": 1633056487, "created_at_utc_B": 1633039110, "score_A": 2, "score_B": -1, "human_ref_A": "I would recommend to watch this video:https://www.youtube.com/watch?v=6ufwxkurKKgI am not entirely sure if it is applicable to your situation but it could give you some hints.   TLDR:   \\- Job gap = Bad CV.   \\- Bad CV = Can't get hired.   \\- Can't get hired = Job Gap.", "human_ref_B": "\"Career break for family reasons (January 2020 to August 2020)\"  What you don't want your employer to find out is that you care for someone with a severe disability, because there's a chance you may also need to quit this job at some point. Keep it vague and high-level. Edit: and you'd need flexible working in some instances, which isn't attractive to an employer.  I'd make up some BS about looking after your grandparents until you could find an old folks home who'd accept both of them. That's if the period out of work was pretty short e.g. 6 months. Don't talk about it on your CV - but you'll need to use this excuse (or another one you come up with) to explain the gap in employment.  How long were you out of work?", "labels": 1, "seconds_difference": 17377.0, "score_ratio": -2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "ori7w2", "domain": "askhr_test", "upvote_ratio": 0.89, "history": "[UK] Manager told me I must come in despite having Coronavirus symptoms Hi guys, I was just wondering if I could get some advice.   Today I woke up with a fever, sore throat and my whole body was aching. Firstly I called the NHS for advice, and they said I should isolate and not go to work until I have taken a PCR test. I then called my work to inform them, and my manager told me that I should just take a lateral flow test, and if it\u2019s negative I must come in. I called the NHS back, and they told me that lateral flow tests are only for asymptomatic people, so wouldn\u2019t identify if I had the virus, so I must do a PCR test. When I called again and informed my manager of this, he repeatedly said I must only do a lateral flow test and come in if it\u2019s negative. When I told him I had an NHS letter I could send to him that stated I need to isolate for 10 days (unless I get a negative PCR result), he said \u2018anyone could download that online, that\u2019s not good enough\u2019. He also stated \u2018so what you\u2019re saying is you\u2019re not listening to me and you\u2019re not coming in, and you\u2019re listening to the NHS over me?\u2019 My girlfriend heard this over the phone and laughed out loud at how ridiculous it sounded. He then said that he will be talking to me further about it when I come back to work.   What is my best course of action from here? I really don\u2019t feel like being told off for taking time off due to COVID. Also, his behaviour is extremely dangerous - I deliver groceries for a big supermarket to customers (many of them elderly); had I listened to what he was demanding, I could have potentially passed the virus on to them.   Thank you in advance for the advice!", "c_root_id_A": "h6iiwx2", "c_root_id_B": "h6if9jt", "created_at_utc_A": 1627247188, "created_at_utc_B": 1627245405, "score_A": 14, "score_B": 2, "human_ref_A": "NHS has told you to self-isolate unless you get a negative PCR test. Failing to follow their instructions is an offence. It's also an offence for your employer to allow you to come to work until you are no longer required to self-isolate. If your employer tries to dismiss you for this, it would most likely be deemed an unfair dismissal (and under these circumstances it might be an automatically unfair dismissal, as you would be putting members of the public at risk by reporting to work, meaning it could be challenged no matter how long you've worked for your employer). See this page for further guidance.   Many employers in the UK are currently dealing with the issue of employees having to call off because they are self-isolating. It's understandably frustrating for them, but it is just something they will have to put up with in the end.", "human_ref_B": "Do you have access to HR?", "labels": 1, "seconds_difference": 1783.0, "score_ratio": 7.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lfn5ye", "domain": "askhr_test", "upvote_ratio": 0.95, "history": "[MA] - one of my employees is difficult and does not respect my authority For the record, I have almost 20 people in my group and I only have issues with this 1. Maybe it's me, but I don't think so. I have been gathering information over the last few months and preparing a PIP. I am about to deliver it this week.  They are a department director; so this isn't an inexperienced person. This person has many performance issues around communication, work planning, transparency on their daily activities, and overall availability. They wait until the last minute for everything. They make themselves unavailable all the time.  I have tried to work with this person to get them to show reports, to be available online, to respond to urgent requests, but all I get is push back.  Today, I scheduled a meeting about a very urgent matter where this person is the main person required. They declined it with the reasoning that it's too soon to meet about the issue. This was the final straw for me. I added this incident to the PIP.  I think that a lot of this stems from the fact that my boss gave me a promotion and now this person reports to me. They don't like it. They feel they should be reporting to my manager. They are not wrong, but my manager doesn't want to deal... so here we are.  I'm angry. I've never had an employee be so unavailable and difficult. I am planning to deliver the PIP on Wednesday. I have worked with HR to prepare it.  Should I be doing anything different here?", "c_root_id_A": "gmn65um", "c_root_id_B": "gmmpi8x", "created_at_utc_A": 1612830536, "created_at_utc_B": 1612822265, "score_A": 28, "score_B": 11, "human_ref_A": "Just don\u2019t go into the PIP meeting angry. Focus on the facts, the examples and the expectations and you should be fine.", "human_ref_B": "Have you talked to your boss about this?  I imagine you\u2019re doing everything according to your company policy.  I do think generally you also want to make sure you\u2019re expressing your authority in general and documenting every deadline that is missed and they are at required meetings.  A meeting is declined, it\u2019s made clear attendance is required and that\u2019s it.  That\u2019s overall.  Does your boss also know what\u2019s going on?", "labels": 1, "seconds_difference": 8271.0, "score_ratio": 2.5454545455, "metadata_A": "", "metadata_B": ""}
{"post_id": "lfn5ye", "domain": "askhr_test", "upvote_ratio": 0.95, "history": "[MA] - one of my employees is difficult and does not respect my authority For the record, I have almost 20 people in my group and I only have issues with this 1. Maybe it's me, but I don't think so. I have been gathering information over the last few months and preparing a PIP. I am about to deliver it this week.  They are a department director; so this isn't an inexperienced person. This person has many performance issues around communication, work planning, transparency on their daily activities, and overall availability. They wait until the last minute for everything. They make themselves unavailable all the time.  I have tried to work with this person to get them to show reports, to be available online, to respond to urgent requests, but all I get is push back.  Today, I scheduled a meeting about a very urgent matter where this person is the main person required. They declined it with the reasoning that it's too soon to meet about the issue. This was the final straw for me. I added this incident to the PIP.  I think that a lot of this stems from the fact that my boss gave me a promotion and now this person reports to me. They don't like it. They feel they should be reporting to my manager. They are not wrong, but my manager doesn't want to deal... so here we are.  I'm angry. I've never had an employee be so unavailable and difficult. I am planning to deliver the PIP on Wednesday. I have worked with HR to prepare it.  Should I be doing anything different here?", "c_root_id_A": "gmmz2bs", "c_root_id_B": "gmn65um", "created_at_utc_A": 1612826902, "created_at_utc_B": 1612830536, "score_A": 8, "score_B": 28, "human_ref_A": "Just remember, you shouldn\u2019t care if they like or not, let your hard work ethic be the one thing they respect about you. I always tell everyone at my work, \u201cI don\u2019t care if you like me or not but you\u2019ll never meet a harder working person than me\u201d I take pride in my work ethic and that\u2019s all that matter. You\u2019ll only stress yourself out and take it home with you. Sometimes you can\u2019t please everyone even if you\u2019re always nice/kind. Take it from someone who use to stress out by caring what they thought of me personality wise but now they respect me by my work ethic. Good luck and Zen. \ud83d\ude4f", "human_ref_B": "Just don\u2019t go into the PIP meeting angry. Focus on the facts, the examples and the expectations and you should be fine.", "labels": 0, "seconds_difference": 3634.0, "score_ratio": 3.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "r69wvu", "domain": "askhr_test", "upvote_ratio": 1.0, "history": "[NY] New job asking me to resign from current employer without background check clearance I have less than 2 weeks left before my start date with my new employer and my background check has not been completed. Its been under process for 2 weeks+ now and my new workplace is asking me to resign and not wait for the background check to be completed to put in my 2 weeks notice so I can start on time with them.  Is this normal? How can I work around this because I have heard of background checks failing for the most weirdest of reasons and I don't want to put myself in a risky situation where I put in my notice with my current employer and next week my background check fails.  Thanks", "c_root_id_A": "hmsb2zk", "c_root_id_B": "hmsn14r", "created_at_utc_A": 1638359530, "created_at_utc_B": 1638366637, "score_A": 9, "score_B": 61, "human_ref_A": "Ugh I\u2019m literally in the same exact position right now.  I\u2019m feeling all the same stressors as you. I was sitting here stressing about this exact thing when I came across your post", "human_ref_B": "Hiring manager here. The background checks have been delaying all my hires. Been taking 3+ weeks to complete. I would NEVER ask someone to put in notice without the check clearing and you should not feel bad about waiting for it to clear before you put in your notice. This is standard practice. If a candidate tells us they need to wait for it to clear before putting in notice we get frustrated with our vendor and wait.  Hold your ground and do not put yourself at risk.", "labels": 0, "seconds_difference": 7107.0, "score_ratio": 6.7777777778, "metadata_A": "", "metadata_B": ""}
{"post_id": "r69wvu", "domain": "askhr_test", "upvote_ratio": 1.0, "history": "[NY] New job asking me to resign from current employer without background check clearance I have less than 2 weeks left before my start date with my new employer and my background check has not been completed. Its been under process for 2 weeks+ now and my new workplace is asking me to resign and not wait for the background check to be completed to put in my 2 weeks notice so I can start on time with them.  Is this normal? How can I work around this because I have heard of background checks failing for the most weirdest of reasons and I don't want to put myself in a risky situation where I put in my notice with my current employer and next week my background check fails.  Thanks", "c_root_id_A": "hmsx56s", "c_root_id_B": "hmsb2zk", "created_at_utc_A": 1638371317, "created_at_utc_B": 1638359530, "score_A": 20, "score_B": 9, "human_ref_A": "I would simply let them know that while you have no reason to believe your background check will not come back satisfactory, you do not plan to resign your current job before everything is completed and a new contract is signed. It is common sense really. Anything can happen, not only the check failing, the holidays are coming and who knows when they are ready to Get you onboarded.   They should have done the check sooner or paid someone quicker. They want to hire you, so it would be stupid to start the process again and probably Get a worse candidate.", "human_ref_B": "Ugh I\u2019m literally in the same exact position right now.  I\u2019m feeling all the same stressors as you. I was sitting here stressing about this exact thing when I came across your post", "labels": 1, "seconds_difference": 11787.0, "score_ratio": 2.2222222222, "metadata_A": "", "metadata_B": ""}
{"post_id": "r69wvu", "domain": "askhr_test", "upvote_ratio": 1.0, "history": "[NY] New job asking me to resign from current employer without background check clearance I have less than 2 weeks left before my start date with my new employer and my background check has not been completed. Its been under process for 2 weeks+ now and my new workplace is asking me to resign and not wait for the background check to be completed to put in my 2 weeks notice so I can start on time with them.  Is this normal? How can I work around this because I have heard of background checks failing for the most weirdest of reasons and I don't want to put myself in a risky situation where I put in my notice with my current employer and next week my background check fails.  Thanks", "c_root_id_A": "hmvl41i", "c_root_id_B": "hmtq0xy", "created_at_utc_A": 1638410003, "created_at_utc_B": 1638382849, "score_A": 4, "score_B": 3, "human_ref_A": "1. It is completely reasonable for you to want to wait for everything to clear.   2. If something problematic comes up on your background check, they are required by law to give you written notice of the issue and 10 days to correct it. For example, I had a guy say he had a Bachelors degree, but his school said he didn\u2019t. We told him and he was shocked. He called the school and found out that they were holding his degree due to an unpaid parking ticket. He offered to pay the parking ticket that day. We reran the education check three days later, and everything came back fine.   I\u2019d be more afraid of drug tests that background checks. If there\u2019s a mix up in the lab, there\u2019s no way to prove it. Background check issues you can get fixed.", "human_ref_B": "Tell them no. You should not put notice in or negotiate a start date until after it\u2019s completed. Period.", "labels": 1, "seconds_difference": 27154.0, "score_ratio": 1.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "r69wvu", "domain": "askhr_test", "upvote_ratio": 1.0, "history": "[NY] New job asking me to resign from current employer without background check clearance I have less than 2 weeks left before my start date with my new employer and my background check has not been completed. Its been under process for 2 weeks+ now and my new workplace is asking me to resign and not wait for the background check to be completed to put in my 2 weeks notice so I can start on time with them.  Is this normal? How can I work around this because I have heard of background checks failing for the most weirdest of reasons and I don't want to put myself in a risky situation where I put in my notice with my current employer and next week my background check fails.  Thanks", "c_root_id_A": "hmuxr2r", "c_root_id_B": "hmvl41i", "created_at_utc_A": 1638399694, "created_at_utc_B": 1638410003, "score_A": 1, "score_B": 4, "human_ref_A": "Ask them what they check for via email. If it\u2019s just a criminal background check then you know whether you have one or not. If it\u2019s a bunch of other crap then tell them to hold tight. I don\u2019t know what you mean when you say you\u2019ve heard of a bunch of people failing background checks for weird reasons, the reasons are always real. Either someone is lying to you about their history, they lied to their potential employer, or they just are hoping certain things that don\u2019t reflect well on them don\u2019t get checked.   We only do criminal background checks now but we used to do finance/credit checks too. We agreed the finance/credit check was discriminatory.", "human_ref_B": "1. It is completely reasonable for you to want to wait for everything to clear.   2. If something problematic comes up on your background check, they are required by law to give you written notice of the issue and 10 days to correct it. For example, I had a guy say he had a Bachelors degree, but his school said he didn\u2019t. We told him and he was shocked. He called the school and found out that they were holding his degree due to an unpaid parking ticket. He offered to pay the parking ticket that day. We reran the education check three days later, and everything came back fine.   I\u2019d be more afraid of drug tests that background checks. If there\u2019s a mix up in the lab, there\u2019s no way to prove it. Background check issues you can get fixed.", "labels": 0, "seconds_difference": 10309.0, "score_ratio": 4.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "r69wvu", "domain": "askhr_test", "upvote_ratio": 1.0, "history": "[NY] New job asking me to resign from current employer without background check clearance I have less than 2 weeks left before my start date with my new employer and my background check has not been completed. Its been under process for 2 weeks+ now and my new workplace is asking me to resign and not wait for the background check to be completed to put in my 2 weeks notice so I can start on time with them.  Is this normal? How can I work around this because I have heard of background checks failing for the most weirdest of reasons and I don't want to put myself in a risky situation where I put in my notice with my current employer and next week my background check fails.  Thanks", "c_root_id_A": "hmunr2l", "c_root_id_B": "hmvl41i", "created_at_utc_A": 1638395685, "created_at_utc_B": 1638410003, "score_A": 1, "score_B": 4, "human_ref_A": "Did you happen to ask them why they want you to resign? Depending on how the company\u2019s offer letter is written, your actual hire could be contingent on the background check. I would simply be asking why they want you to resign prior to that being completed.", "human_ref_B": "1. It is completely reasonable for you to want to wait for everything to clear.   2. If something problematic comes up on your background check, they are required by law to give you written notice of the issue and 10 days to correct it. For example, I had a guy say he had a Bachelors degree, but his school said he didn\u2019t. We told him and he was shocked. He called the school and found out that they were holding his degree due to an unpaid parking ticket. He offered to pay the parking ticket that day. We reran the education check three days later, and everything came back fine.   I\u2019d be more afraid of drug tests that background checks. If there\u2019s a mix up in the lab, there\u2019s no way to prove it. Background check issues you can get fixed.", "labels": 0, "seconds_difference": 14318.0, "score_ratio": 4.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "ccamd2", "domain": "askhr_test", "upvote_ratio": 0.92, "history": "Rude To Resign On A Friday?  Hi,  I've been with a company for several years, smallish team, but have decided to move on.  I work out of office (remotely), and my boss is on emails today but not in the office. Would it be rude of me to phone him and hand in my resignation today?   Thank you.", "c_root_id_A": "etlkdgs", "c_root_id_B": "etlkng1", "created_at_utc_A": 1562938799, "created_at_utc_B": 1562939004, "score_A": 3, "score_B": 25, "human_ref_A": "You don't mention how much notice you plan to give. That will be the larger factor concerning resignation etiquette.", "human_ref_B": "I can assure you, the day of the week you resign is not what anyone will care about. They will only care how fucked they are that you are leaving.", "labels": 0, "seconds_difference": 205.0, "score_ratio": 8.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "sjxbu7", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "HR representatives of Reddit: when handling employee complaints, do you talk to the individual causing the problem or go to the manager directly? [AE]  Weighing your options, how would you go about deciding which course of action to take?", "c_root_id_A": "hvhqcl8", "c_root_id_B": "hvj27vb", "created_at_utc_A": 1643932602, "created_at_utc_B": 1643955084, "score_A": 3, "score_B": 4, "human_ref_A": "I would never handle a complaint without talking to both sides. It would typically be the manager first but as others said, it depends on the case.", "human_ref_B": "If the complaint doesn't involve the manager, I'll usually talk to him or her first and explain that we're conducting an investigation.  Based on the complaint, I might talk to any potential witnesses prior to speaking with the person who is allegedly causing the problems.    Awww...who am I kidding?  It depends.", "labels": 0, "seconds_difference": 22482.0, "score_ratio": 1.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "sjxbu7", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "HR representatives of Reddit: when handling employee complaints, do you talk to the individual causing the problem or go to the manager directly? [AE]  Weighing your options, how would you go about deciding which course of action to take?", "c_root_id_A": "hviv9z6", "c_root_id_B": "hvj27vb", "created_at_utc_A": 1643951190, "created_at_utc_B": 1643955084, "score_A": 1, "score_B": 4, "human_ref_A": "I usually just ignore it and go back to Netflix.   Jk. Entirely depends on the situation. But I almost always talk to all parties involved to start.", "human_ref_B": "If the complaint doesn't involve the manager, I'll usually talk to him or her first and explain that we're conducting an investigation.  Based on the complaint, I might talk to any potential witnesses prior to speaking with the person who is allegedly causing the problems.    Awww...who am I kidding?  It depends.", "labels": 0, "seconds_difference": 3894.0, "score_ratio": 4.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "u598iq", "domain": "askhr_test", "upvote_ratio": 0.95, "history": "[NY] I need to terminate a contractor. should I have the agency deliver the news since they are technically the employer?", "c_root_id_A": "i50wgir", "c_root_id_B": "i50in69", "created_at_utc_A": 1650156036, "created_at_utc_B": 1650149626, "score_A": 35, "score_B": 16, "human_ref_A": "The termination should come from the employer not the client. you are the client. Let them know you no longer wish this person on your property and his services are no longer required.", "human_ref_B": "You need to speak to whoever the contact is with first.  When we let contractors go we make sure we are clear with the vendor but then the manager generally talks to the contractor out of respect.", "labels": 1, "seconds_difference": 6410.0, "score_ratio": 2.1875, "metadata_A": "", "metadata_B": ""}
{"post_id": "u598iq", "domain": "askhr_test", "upvote_ratio": 0.95, "history": "[NY] I need to terminate a contractor. should I have the agency deliver the news since they are technically the employer?", "c_root_id_A": "i50wgir", "c_root_id_B": "i50jo88", "created_at_utc_A": 1650156036, "created_at_utc_B": 1650150092, "score_A": 35, "score_B": 12, "human_ref_A": "The termination should come from the employer not the client. you are the client. Let them know you no longer wish this person on your property and his services are no longer required.", "human_ref_B": "Yes, in a word. They are the hirers and firers; I mean, it\u2019s not a high risk, but anything you can do to get away from looking like co-employers, the better.", "labels": 1, "seconds_difference": 5944.0, "score_ratio": 2.9166666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "u598iq", "domain": "askhr_test", "upvote_ratio": 0.95, "history": "[NY] I need to terminate a contractor. should I have the agency deliver the news since they are technically the employer?", "c_root_id_A": "i50wgir", "c_root_id_B": "i50wd55", "created_at_utc_A": 1650156036, "created_at_utc_B": 1650155992, "score_A": 35, "score_B": 5, "human_ref_A": "The termination should come from the employer not the client. you are the client. Let them know you no longer wish this person on your property and his services are no longer required.", "human_ref_B": "If it\u2019s through a 3rd party agency, I don\u2019t feel any need to address the temp directly. I just tell the agency I\u2019m ending the assignment or want a new temp. It\u2019s called a DNR (do not return) in the industry.", "labels": 1, "seconds_difference": 44.0, "score_ratio": 7.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "u598iq", "domain": "askhr_test", "upvote_ratio": 0.95, "history": "[NY] I need to terminate a contractor. should I have the agency deliver the news since they are technically the employer?", "c_root_id_A": "i50xgz1", "c_root_id_B": "i50in69", "created_at_utc_A": 1650156521, "created_at_utc_B": 1650149626, "score_A": 17, "score_B": 16, "human_ref_A": "What all of them said. From the agency\u2019s perspective, if it was something the contractor did that the agency can screen for, clarify your requirements for the role over a phone call or in person so we can deliver a better candidate for you.", "human_ref_B": "You need to speak to whoever the contact is with first.  When we let contractors go we make sure we are clear with the vendor but then the manager generally talks to the contractor out of respect.", "labels": 1, "seconds_difference": 6895.0, "score_ratio": 1.0625, "metadata_A": "", "metadata_B": ""}
{"post_id": "u598iq", "domain": "askhr_test", "upvote_ratio": 0.95, "history": "[NY] I need to terminate a contractor. should I have the agency deliver the news since they are technically the employer?", "c_root_id_A": "i50jo88", "c_root_id_B": "i50xgz1", "created_at_utc_A": 1650150092, "created_at_utc_B": 1650156521, "score_A": 12, "score_B": 17, "human_ref_A": "Yes, in a word. They are the hirers and firers; I mean, it\u2019s not a high risk, but anything you can do to get away from looking like co-employers, the better.", "human_ref_B": "What all of them said. From the agency\u2019s perspective, if it was something the contractor did that the agency can screen for, clarify your requirements for the role over a phone call or in person so we can deliver a better candidate for you.", "labels": 0, "seconds_difference": 6429.0, "score_ratio": 1.4166666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "u598iq", "domain": "askhr_test", "upvote_ratio": 0.95, "history": "[NY] I need to terminate a contractor. should I have the agency deliver the news since they are technically the employer?", "c_root_id_A": "i50wd55", "c_root_id_B": "i50xgz1", "created_at_utc_A": 1650155992, "created_at_utc_B": 1650156521, "score_A": 5, "score_B": 17, "human_ref_A": "If it\u2019s through a 3rd party agency, I don\u2019t feel any need to address the temp directly. I just tell the agency I\u2019m ending the assignment or want a new temp. It\u2019s called a DNR (do not return) in the industry.", "human_ref_B": "What all of them said. From the agency\u2019s perspective, if it was something the contractor did that the agency can screen for, clarify your requirements for the role over a phone call or in person so we can deliver a better candidate for you.", "labels": 0, "seconds_difference": 529.0, "score_ratio": 3.4, "metadata_A": "", "metadata_B": ""}
{"post_id": "u598iq", "domain": "askhr_test", "upvote_ratio": 0.95, "history": "[NY] I need to terminate a contractor. should I have the agency deliver the news since they are technically the employer?", "c_root_id_A": "i50wd55", "c_root_id_B": "i50zlnn", "created_at_utc_A": 1650155992, "created_at_utc_B": 1650157543, "score_A": 5, "score_B": 8, "human_ref_A": "If it\u2019s through a 3rd party agency, I don\u2019t feel any need to address the temp directly. I just tell the agency I\u2019m ending the assignment or want a new temp. It\u2019s called a DNR (do not return) in the industry.", "human_ref_B": "Just curious, why are most of the comments assuming this is a \"temp\" situation? I don't know what industry OP is in, but in IT and software development, in my experience, it's not unusual to have long-term subcontractors - sometimes months, sometimes years, sometimes many years. I know a guy who was a subcontractor at the same client for about 15 years. I'm currently working with 3 people who have been subcontractors on my team for a little over three years.", "labels": 0, "seconds_difference": 1551.0, "score_ratio": 1.6, "metadata_A": "", "metadata_B": ""}
{"post_id": "3xrlhc", "domain": "askhr_test", "upvote_ratio": 1.0, "history": "Can an employer ask you to keep your salary confidential? (Canada) The company I work for has asked me to not discuss my salary with other employees and some staff have to sign a confidentiality agreement to not share their salary with others. Is this legal?", "c_root_id_A": "cy7g7ga", "c_root_id_B": "cy7sbav", "created_at_utc_A": 1450759235, "created_at_utc_B": 1450796013, "score_A": 1, "score_B": 2, "human_ref_A": "Disclaimer I'm not a lawyer, you must obtain proper legal advice if you are looking for feedback that may impact your employment, my advice does not qualify as legal advice nor am I qualified to give that kind of advice.      Short answer is yes, but it depends on a number of factors.       If you signed the confidentiality agreement and it was part of the employment offer then definitely yes. The reason being is that it is a quid pro quo situation, where the employer is offering you something of value to you for something in return that is of value to them.    The employer offers you remuneration and in return asks you to fulfill the terms of the contract that you signed. One of the terms includes you not discussing your salary. Other terms may include abiding by company policies etc.      In essence if you signed the confidentiality agreement that specifies not sharing salary information with your colleagues, it becomes enforceable as part of your terms and conditions of employment and sharing that salary information can be considered as a breach of those terms and conditions.      Now if you had not signed a confidentiality agreement and your employer comes up to you and says sign this or I terminate your employment, and I will not offer you anything in return for signing this (no salary increase or anything that you may perceive to be of value)  then no its not legal and you have the option to not sign unless they offer you something in return for signing. Also the threat of losing your job is not something of value and can be interpreted as duress (you were forced to sign it, had no other option and we're worried about losing your job).     Also, please consider what you say and how you say it if you refuse to sign, in essence you need to be willing to lose your job over refusing to sign or deliberately sharing salary information.     Also remember that the employer may at any given time terminate your employment as long as they give you proper notice or pay in lieu of such notice that is inline with the applicable local legislation (employment standards act in BC for ex.) and the applicable terms and conditions set out in your employment contract.     I hope this helps, also make sure that you do more research on contract law and what makes a contract legally binding and what constitutes as breach.", "human_ref_B": "Check with your provincial labor board, from a quick Googling it looks like individual provinces have their own Labor Relations Acts(union organizing rules), in the US we have a National LRA which says employees everywhere have the right to discuss anything related to wages at pretty much any time (social media, wherever) and lots of companies have been sued and lost money in the past several years by trying to enforce unenforceable confidentiality agreements on their employees.", "labels": 0, "seconds_difference": 36778.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "7946lt", "domain": "askhr_test", "upvote_ratio": 0.92, "history": "Coworker makes more than me and has less skills and time with the company. Should i ask for more money? Throwaway obviously.   So i have been with my company for almost 5 years. My coworker (A) was hired on approximately 4 months after i was. Coworker (A) left the company on good terms about 16 months ago to pursue other interests.   Another  coworker (B), had been with the company for approximately 15 years and was terminated for various reasons about 4 months ago.   Coworker (A) was heard about the termination of coworker (B) and was hired back about 3 months ago, after being gone for a year.   I recently found out that coworker (A) makes a bit more than me, and has double my vacation since being hired back on.   Coworker (A) has less knowledge, experience, training, & education than I do, yet was able to negotiate a  higher salary and more vacation for employment with the company as coworker (A) is well liked and works well with customers and other employees.   I received a 10% raise 2 months prior to coworker (A)'s return. This was due to a extremely high yield profitable job that allowed me to gain this raise.   I am extremely disheartened and upset that my company gave my coworker a higher salary than me and double my vacation. I have been loyal to my company & work very hard to go out of my way to make them profitable.   Without disclosing that i know my coworker's salary, is there any ethical/moral way for me to obtain a higher salary and more vacation time without blatantly asking or demanding it?", "c_root_id_A": "doz648u", "c_root_id_B": "doz789h", "created_at_utc_A": 1509128289, "created_at_utc_B": 1509129490, "score_A": 1, "score_B": 3, "human_ref_A": "Relevant:   https://www.forbes.com/forbes/welcome/?toURL=https://www.forbes.com/sites/cameronkeng/2014/06/22/employees-that-stay-in-companies-longer-than-2-years-get-paid-50-less/&refURL=https://www.google.com/&referrer=https://www.google.com/", "human_ref_B": "It\u2019s very common for someone to leave who is valuable and then return within a year at a higher rate. Someone who is at a company for multiple years is less likely to leave vs someone who is job hunting and simply has to reject an offer.  If the salary difference bothers you enough you should start job hunting.", "labels": 0, "seconds_difference": 1201.0, "score_ratio": 3.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "t46qal", "domain": "askhr_test", "upvote_ratio": 0.96, "history": "[INDIA] Manager's manager is forcing to take resignation back. what to do \ud83d\ude1e I am on probation and recently decided to quit my current job and move on with some other things. one week back I resigned after having discussion with my TL and yesterday manager of my TL called and asked to take my resignation back and then rejected my resignation from exit portal.  I replied in mail with my final decision that I am not taking my resignation back and going forward as per the scheduled last working day.  But no one is acknowledged my mail.I just needed advice from folks available here what are my options.  In offer letter it is clearly mentioned that I can terminate the agreement without any cause by serving 30 days NP during probation.  Thanks in advance. Please guide. It's becoming hard to be in this company now after all the things happened recently.", "c_root_id_A": "hyx7xdu", "c_root_id_B": "hyxccxx", "created_at_utc_A": 1646149255, "created_at_utc_B": 1646151067, "score_A": 1, "score_B": 3, "human_ref_A": "Speak to your TL and his manager in a joint meeting. Since you're still on your probation period, I'm assuming that you've joined this company recently. Even if things go sour because of u professionalism on their end and refuse to give you an exp letter, I'm sure the gap will be small enough that nobody would really care. Also I'm not sure if including this job on your CV would really be beneficial anyways because it reflects poorly that you quit so soon.  Either way you won't be using this job on your CV, so doesn't matter if you serve the 1 month notice period or quit immediately if they refuse to accept your resignation.", "human_ref_B": "Hey, if you haven't worked there for very long... you can just serve your NP and leave.  Do send updates of your LWD to manager, with HR and his manager in CC.  They might not provide you with experience letter.", "labels": 0, "seconds_difference": 1812.0, "score_ratio": 3.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "t46qal", "domain": "askhr_test", "upvote_ratio": 0.96, "history": "[INDIA] Manager's manager is forcing to take resignation back. what to do \ud83d\ude1e I am on probation and recently decided to quit my current job and move on with some other things. one week back I resigned after having discussion with my TL and yesterday manager of my TL called and asked to take my resignation back and then rejected my resignation from exit portal.  I replied in mail with my final decision that I am not taking my resignation back and going forward as per the scheduled last working day.  But no one is acknowledged my mail.I just needed advice from folks available here what are my options.  In offer letter it is clearly mentioned that I can terminate the agreement without any cause by serving 30 days NP during probation.  Thanks in advance. Please guide. It's becoming hard to be in this company now after all the things happened recently.", "c_root_id_A": "hyxobl5", "c_root_id_B": "hyx7xdu", "created_at_utc_A": 1646155735, "created_at_utc_B": 1646149255, "score_A": 2, "score_B": 1, "human_ref_A": "tbh, they really can't refuse this. They can try but... then they just get to schedule someone who won't show up. What would they do, anyway? Break into your house and kidnap you to force you to go to work for them? Its just not a smart move on their end. As for the legality of it, I have no idea. But its a small enough gap that noone will mind.", "human_ref_B": "Speak to your TL and his manager in a joint meeting. Since you're still on your probation period, I'm assuming that you've joined this company recently. Even if things go sour because of u professionalism on their end and refuse to give you an exp letter, I'm sure the gap will be small enough that nobody would really care. Also I'm not sure if including this job on your CV would really be beneficial anyways because it reflects poorly that you quit so soon.  Either way you won't be using this job on your CV, so doesn't matter if you serve the 1 month notice period or quit immediately if they refuse to accept your resignation.", "labels": 1, "seconds_difference": 6480.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "pqfzva", "domain": "askhr_test", "upvote_ratio": 0.87, "history": "[PA] What is the etiquette for applying to multiple jobs at the same large company? Note: I am applying to jobs I believe I meet the qualifications for and am not randomly throwing my resume at them.  I'm applying to jobs at McKinsey, for example, that have various locations within the US but the same position. (Ex: ABC specialist in New York and Georgia). These are not management consulting jobs.  However, I'm also interested in client-facing consulting positions. Since these are such large companies, would it be tacky to apply to multiple jobs in various areas (again, that I have the background for)?  Thanks!", "c_root_id_A": "hdauuoz", "c_root_id_B": "hdb1kr4", "created_at_utc_A": 1631944587, "created_at_utc_B": 1631949922, "score_A": 2, "score_B": 16, "human_ref_A": "Im in a similar place in life if like to know too, all im doing is focusing on my resume its the only thing that can make me stand out besides experience.", "human_ref_B": "Definitely not tacky. Apply to as many jobs as you're qualified for. When I'm recruiting, I'm focused on one job at a time and will analyze your resume and info based on that job. Our HRMS lets us know if they've applied to other positions in the past or currently. Personally, I like to see that people have applied to more than one since it let's me know they're interested in working for us although that doesn't affect whether or not they're qualified. Different recruiters might be recruiting for the jobs you're applying to as well. So, go for it!", "labels": 0, "seconds_difference": 5335.0, "score_ratio": 8.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "pqfzva", "domain": "askhr_test", "upvote_ratio": 0.87, "history": "[PA] What is the etiquette for applying to multiple jobs at the same large company? Note: I am applying to jobs I believe I meet the qualifications for and am not randomly throwing my resume at them.  I'm applying to jobs at McKinsey, for example, that have various locations within the US but the same position. (Ex: ABC specialist in New York and Georgia). These are not management consulting jobs.  However, I'm also interested in client-facing consulting positions. Since these are such large companies, would it be tacky to apply to multiple jobs in various areas (again, that I have the background for)?  Thanks!", "c_root_id_A": "hdbnlij", "c_root_id_B": "hdbwh9g", "created_at_utc_A": 1631967397, "created_at_utc_B": 1631972279, "score_A": 4, "score_B": 5, "human_ref_A": "It's perfectly normal. Just bear in mind, within some companies, the hiring manager won't know you've applied for other jobs within the same company. It could be you're interviewing for two jobs within the same corp at the same time.  So keep that in mind if the interviewer asks, \"Are you interviewing for any other roles?\". Not sure what I'd say there, perhaps \"I am, but nothing concrete as of yet\" or something equally non-committal.", "human_ref_B": "I did this\u2026. Ended up getting one of the jobs. When they asked me about the other positions applied to I let them know that I really want to work for their company and gave them several great reasons why. Now I work for a great company with tons of room for growth just like I wanted!", "labels": 0, "seconds_difference": 4882.0, "score_ratio": 1.25, "metadata_A": "", "metadata_B": ""}
{"post_id": "pqfzva", "domain": "askhr_test", "upvote_ratio": 0.87, "history": "[PA] What is the etiquette for applying to multiple jobs at the same large company? Note: I am applying to jobs I believe I meet the qualifications for and am not randomly throwing my resume at them.  I'm applying to jobs at McKinsey, for example, that have various locations within the US but the same position. (Ex: ABC specialist in New York and Georgia). These are not management consulting jobs.  However, I'm also interested in client-facing consulting positions. Since these are such large companies, would it be tacky to apply to multiple jobs in various areas (again, that I have the background for)?  Thanks!", "c_root_id_A": "hdbwh9g", "c_root_id_B": "hdbdypk", "created_at_utc_A": 1631972279, "created_at_utc_B": 1631960534, "score_A": 5, "score_B": 3, "human_ref_A": "I did this\u2026. Ended up getting one of the jobs. When they asked me about the other positions applied to I let them know that I really want to work for their company and gave them several great reasons why. Now I work for a great company with tons of room for growth just like I wanted!", "human_ref_B": "Applying for multiple *different* jobs wouldn't be odd at all; you might not be the best candidate for one particular role, but could be for one of the others, and a large company would understand that.   Applying for the *same* job in different locations might look at bit odd, though; at the very least, it might bring up some concerns about whether you'd be expecting paid relocation, and, if you're just shotgunning every possible location rather than specifically wanting to move to a particular city for some compelling reason, whether you might get bored or homesick in your new location and resign to move elsewhere in short order.", "labels": 1, "seconds_difference": 11745.0, "score_ratio": 1.6666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "pqfzva", "domain": "askhr_test", "upvote_ratio": 0.87, "history": "[PA] What is the etiquette for applying to multiple jobs at the same large company? Note: I am applying to jobs I believe I meet the qualifications for and am not randomly throwing my resume at them.  I'm applying to jobs at McKinsey, for example, that have various locations within the US but the same position. (Ex: ABC specialist in New York and Georgia). These are not management consulting jobs.  However, I'm also interested in client-facing consulting positions. Since these are such large companies, would it be tacky to apply to multiple jobs in various areas (again, that I have the background for)?  Thanks!", "c_root_id_A": "hdauuoz", "c_root_id_B": "hdbwh9g", "created_at_utc_A": 1631944587, "created_at_utc_B": 1631972279, "score_A": 2, "score_B": 5, "human_ref_A": "Im in a similar place in life if like to know too, all im doing is focusing on my resume its the only thing that can make me stand out besides experience.", "human_ref_B": "I did this\u2026. Ended up getting one of the jobs. When they asked me about the other positions applied to I let them know that I really want to work for their company and gave them several great reasons why. Now I work for a great company with tons of room for growth just like I wanted!", "labels": 0, "seconds_difference": 27692.0, "score_ratio": 2.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "pqfzva", "domain": "askhr_test", "upvote_ratio": 0.87, "history": "[PA] What is the etiquette for applying to multiple jobs at the same large company? Note: I am applying to jobs I believe I meet the qualifications for and am not randomly throwing my resume at them.  I'm applying to jobs at McKinsey, for example, that have various locations within the US but the same position. (Ex: ABC specialist in New York and Georgia). These are not management consulting jobs.  However, I'm also interested in client-facing consulting positions. Since these are such large companies, would it be tacky to apply to multiple jobs in various areas (again, that I have the background for)?  Thanks!", "c_root_id_A": "hdbdypk", "c_root_id_B": "hdbnlij", "created_at_utc_A": 1631960534, "created_at_utc_B": 1631967397, "score_A": 3, "score_B": 4, "human_ref_A": "Applying for multiple *different* jobs wouldn't be odd at all; you might not be the best candidate for one particular role, but could be for one of the others, and a large company would understand that.   Applying for the *same* job in different locations might look at bit odd, though; at the very least, it might bring up some concerns about whether you'd be expecting paid relocation, and, if you're just shotgunning every possible location rather than specifically wanting to move to a particular city for some compelling reason, whether you might get bored or homesick in your new location and resign to move elsewhere in short order.", "human_ref_B": "It's perfectly normal. Just bear in mind, within some companies, the hiring manager won't know you've applied for other jobs within the same company. It could be you're interviewing for two jobs within the same corp at the same time.  So keep that in mind if the interviewer asks, \"Are you interviewing for any other roles?\". Not sure what I'd say there, perhaps \"I am, but nothing concrete as of yet\" or something equally non-committal.", "labels": 0, "seconds_difference": 6863.0, "score_ratio": 1.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "pqfzva", "domain": "askhr_test", "upvote_ratio": 0.87, "history": "[PA] What is the etiquette for applying to multiple jobs at the same large company? Note: I am applying to jobs I believe I meet the qualifications for and am not randomly throwing my resume at them.  I'm applying to jobs at McKinsey, for example, that have various locations within the US but the same position. (Ex: ABC specialist in New York and Georgia). These are not management consulting jobs.  However, I'm also interested in client-facing consulting positions. Since these are such large companies, would it be tacky to apply to multiple jobs in various areas (again, that I have the background for)?  Thanks!", "c_root_id_A": "hdbnlij", "c_root_id_B": "hdauuoz", "created_at_utc_A": 1631967397, "created_at_utc_B": 1631944587, "score_A": 4, "score_B": 2, "human_ref_A": "It's perfectly normal. Just bear in mind, within some companies, the hiring manager won't know you've applied for other jobs within the same company. It could be you're interviewing for two jobs within the same corp at the same time.  So keep that in mind if the interviewer asks, \"Are you interviewing for any other roles?\". Not sure what I'd say there, perhaps \"I am, but nothing concrete as of yet\" or something equally non-committal.", "human_ref_B": "Im in a similar place in life if like to know too, all im doing is focusing on my resume its the only thing that can make me stand out besides experience.", "labels": 1, "seconds_difference": 22810.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "pqfzva", "domain": "askhr_test", "upvote_ratio": 0.87, "history": "[PA] What is the etiquette for applying to multiple jobs at the same large company? Note: I am applying to jobs I believe I meet the qualifications for and am not randomly throwing my resume at them.  I'm applying to jobs at McKinsey, for example, that have various locations within the US but the same position. (Ex: ABC specialist in New York and Georgia). These are not management consulting jobs.  However, I'm also interested in client-facing consulting positions. Since these are such large companies, would it be tacky to apply to multiple jobs in various areas (again, that I have the background for)?  Thanks!", "c_root_id_A": "hdauuoz", "c_root_id_B": "hdbdypk", "created_at_utc_A": 1631944587, "created_at_utc_B": 1631960534, "score_A": 2, "score_B": 3, "human_ref_A": "Im in a similar place in life if like to know too, all im doing is focusing on my resume its the only thing that can make me stand out besides experience.", "human_ref_B": "Applying for multiple *different* jobs wouldn't be odd at all; you might not be the best candidate for one particular role, but could be for one of the others, and a large company would understand that.   Applying for the *same* job in different locations might look at bit odd, though; at the very least, it might bring up some concerns about whether you'd be expecting paid relocation, and, if you're just shotgunning every possible location rather than specifically wanting to move to a particular city for some compelling reason, whether you might get bored or homesick in your new location and resign to move elsewhere in short order.", "labels": 0, "seconds_difference": 15947.0, "score_ratio": 1.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "p8yxe3", "domain": "askhr_test", "upvote_ratio": 0.79, "history": "[TX] Employer refusing FMLA? I had emergency surgery monday and the Friday before, my HR pursued me that FMLA/STDI claim was not necessary, saying I should use up my vacation and sick time instead, saying its ok with them if i go negative - I have about 1.5 weeks available.  My doctor's team highly reccomended the FMLA paperwork and needed the employer to just fill out their part.  A week later, I'm still nauseous and in pain during the surgery recovery. I don't feel like I can produce good work, in this state of mind and am sleeping a lot. The first half of the week I couldn't even see.  Should I fill out my timecard with sick & vacation time?   Is there any way I can get FMLA/STDI without my employer participation?", "c_root_id_A": "h9xbwl8", "c_root_id_B": "h9vhlju", "created_at_utc_A": 1629649899, "created_at_utc_B": 1629607097, "score_A": 3, "score_B": 2, "human_ref_A": "This is all a waste of time and you are overthinking it. You can still be required to use your sick and vacation time, even if they formally told you \u201cyes, you are on FMLA leave.\u201d  No issue there.   Assuming you qualify, the FMLA law protects your job. You don\u2019t need a piece of paper from them with a big \u201cAPPROVED\u201d stamp on it to be protected. You already are.   That said, they can continue to ask for documentation if you need more time away. As long as you provide it, you should be good for up to 12 weeks.   If you have short term disability and think you will need to be out more than the waiting period, I would ask about how to apply for that soon.", "human_ref_B": "Is it fair to assume that you qualify for FMLA?  Employed for a year, worked more than 1250 hours, and 50 employees within 75 miles?", "labels": 1, "seconds_difference": 42802.0, "score_ratio": 1.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "c5l5su", "domain": "askhr_test", "upvote_ratio": 0.92, "history": "Help with Underperforming Intern I have several years experience dealing with summer interns and thought I was pretty good at it. I pride myself at running an internship program that is both paid and adheres to the \"no coffee/no copies\" policy (e.g., provides useful job training and acquisition of skills that can be used going forward).  I've hired a few interns at the company and helped many more find the right job for them in the field.   Until this summer.  Of the four interns, three are amazing.  The last one, however, is struggling.  He cannot work at all independently, is sloppy, and doesn't follow basic workplace rules. I started off managing him the way that I managed others, but he produced work riddled with mistakes and never asked questions, even when given multiple opportunities to clarify.  He has twice called out last minute (and two additional times not shown up at all), frequently comes in 90+ minutes late, and almost always leaves 30 minutes early and takes lunches longer than an hour.  I have changed my management style with him as much as possible (twice/day meetings, double checking all his work at multiple stages of the process, and refusing to approve his time card until he amends it to reflect the actual hours he worked, not the 9-5 he claims).  I have also spoken with him about proper attendance, proper use of a shared office (he decorated every available wall and table space and doesn't really understand he is sharing an office with other people who might want to use it), and about proper email communication.   Two weeks ago, after adding up my time dealing with him (and the direct consequences of him flaking, angering others or producing sub--par work), I realized that I spent \\~20 hours of my time. The work product he produced is probably less than two hours of what I could do with these tasks, so I was out 18 hours (and had to work the weekend to get my job done). Last week, after he arrived two hours late (he missed our scheduled 9:15 meeting and I was currently in another meeting), the office manager put him to work scanning old files for digital record keeping. With some supervision from her, he was able to do a pretty decent job.  We decided that he would try this for a week, and it turned out that he was able to scan with only 1 or 2 errors.   I planned to use this for the rest of the summer, but as soon as he walked in the door Monday (around 10:45), he was in my office complaining how the other interns get better projects.  He said he didn't like the first projects he was assigned and accused me of unfair treatment.  I indicated that I had to revise the tasks because of all the problems that happened in the first few weeks. He then threatened to get his university internship office involved as I wasn't providing job skill development. He didn't show up today and both members of our HR department are on vacation. My boss suggested firing him, but I am unsure whether that is even possible with this internship. As things stand, it has made trouble for other employees, other interns, and is keeping me from getting my work done.   I have paperwork. I have written documentation for things when I have noticed them (Call-outs, ghosting, coming in really late, and written records of some of the unusable products he submitted). I know one of our interns complained to HR about shared spaces, and I think one employee also complained because he was constantly bothering her instead of doing any work. However, I don't readily know how to get access to these before July 8th.   Any advice?  Thanks so much for any help!   Edit: Location = CA", "c_root_id_A": "es2ictv", "c_root_id_B": "es2i9ie", "created_at_utc_A": 1561525425, "created_at_utc_B": 1561525334, "score_A": 42, "score_B": 39, "human_ref_A": "Not from HR but have worked at a University in another life. This is my two cents for what it is worth. I would talk to the internship office at the University. If you are a reliable repeat company they use for internships they will not want to jeopardize that relationship over one bad student (they know bad students exist).  The University will (should) hold him accountable for his poor attendance and poor work ethic and may even suggest canceling his internship. This is just as much about the University\u2019s reputation as it is the kids, and this type of behavior will be embarrassing for them because he is essentially a representative of the University.  The University should be one of your greatest alias in this type of situation.  This kid tried scaring you by saying he will notify the University if he doesn\u2019t get better work, which is hilarious; beat him to the punch and loop them in. Explain that he simply isn\u2019t capable of performing duties expected for the internship and has a poor attendance record. Let them make suggestions on course of action (cancellation, lower level tasks - scanning). This will help preserve your relationship with the University for future internship placement.", "human_ref_B": "Absolutely you can fire an intern. Keep all this documentation. HR needs to be involved. Also work with HR to find out who is the point of contact at the university internship office. They need to know about this. ESPECIALLY the threatening to report it to the university. I'm sure this isn't the first time he's whined to someone at his school though.  Will HR be back next week? Find out when they'll be back  In order to minimize damage until someone is back you can escort him into a conference room and tell him to \"hold down this chair\" (DON'T DO THIS but laugh at the thought)  You have more than enough to fire him. (And honestly,  you're working yourself into the ground trying to make him perform) Some times \"that dog just won't hunt\" and all the coaching in the world isn't going to fix that.  If both HR people are out - is there someone else that's filling in or someone who can call them? This is a frustrating enough situation that I'd take that call on vacation. If the \"big boss\" calls? I'd be on the phone and I'll fire him FOR you.  Some peoples interns - SMH - You try to give them a chance but they just won't listen.", "labels": 1, "seconds_difference": 91.0, "score_ratio": 1.0769230769, "metadata_A": "", "metadata_B": ""}
{"post_id": "c5l5su", "domain": "askhr_test", "upvote_ratio": 0.92, "history": "Help with Underperforming Intern I have several years experience dealing with summer interns and thought I was pretty good at it. I pride myself at running an internship program that is both paid and adheres to the \"no coffee/no copies\" policy (e.g., provides useful job training and acquisition of skills that can be used going forward).  I've hired a few interns at the company and helped many more find the right job for them in the field.   Until this summer.  Of the four interns, three are amazing.  The last one, however, is struggling.  He cannot work at all independently, is sloppy, and doesn't follow basic workplace rules. I started off managing him the way that I managed others, but he produced work riddled with mistakes and never asked questions, even when given multiple opportunities to clarify.  He has twice called out last minute (and two additional times not shown up at all), frequently comes in 90+ minutes late, and almost always leaves 30 minutes early and takes lunches longer than an hour.  I have changed my management style with him as much as possible (twice/day meetings, double checking all his work at multiple stages of the process, and refusing to approve his time card until he amends it to reflect the actual hours he worked, not the 9-5 he claims).  I have also spoken with him about proper attendance, proper use of a shared office (he decorated every available wall and table space and doesn't really understand he is sharing an office with other people who might want to use it), and about proper email communication.   Two weeks ago, after adding up my time dealing with him (and the direct consequences of him flaking, angering others or producing sub--par work), I realized that I spent \\~20 hours of my time. The work product he produced is probably less than two hours of what I could do with these tasks, so I was out 18 hours (and had to work the weekend to get my job done). Last week, after he arrived two hours late (he missed our scheduled 9:15 meeting and I was currently in another meeting), the office manager put him to work scanning old files for digital record keeping. With some supervision from her, he was able to do a pretty decent job.  We decided that he would try this for a week, and it turned out that he was able to scan with only 1 or 2 errors.   I planned to use this for the rest of the summer, but as soon as he walked in the door Monday (around 10:45), he was in my office complaining how the other interns get better projects.  He said he didn't like the first projects he was assigned and accused me of unfair treatment.  I indicated that I had to revise the tasks because of all the problems that happened in the first few weeks. He then threatened to get his university internship office involved as I wasn't providing job skill development. He didn't show up today and both members of our HR department are on vacation. My boss suggested firing him, but I am unsure whether that is even possible with this internship. As things stand, it has made trouble for other employees, other interns, and is keeping me from getting my work done.   I have paperwork. I have written documentation for things when I have noticed them (Call-outs, ghosting, coming in really late, and written records of some of the unusable products he submitted). I know one of our interns complained to HR about shared spaces, and I think one employee also complained because he was constantly bothering her instead of doing any work. However, I don't readily know how to get access to these before July 8th.   Any advice?  Thanks so much for any help!   Edit: Location = CA", "c_root_id_A": "es2xw85", "c_root_id_B": "es2mec2", "created_at_utc_A": 1561546259, "created_at_utc_B": 1561529813, "score_A": 32, "score_B": 18, "human_ref_A": "> I pride myself at running an internship program that is both paid and adheres to the \"no coffee/no copies\" policy (e.g., provides useful job training and acquisition of skills that can be used going forward)   I think its hard to understate how valuable the experience of being fired at this point in his life would be for him, honestly.  From the sounds of things, this guy is going to have a hard time in his professional life. He strolls in late, he makes mistakes, he doesn't ask questions, he distracts his coworkers, he feels entitled to his position, and doesn't take feedback well.   Getting fired for non-performance from an internship position would be a great learning opportunity for him. It should be a wake up call for him that he's unable to hold onto a summer internship.   Like others are saying, the university isn't going to go to bat for this kid. They would probably rather maintain the relationship with the employer rather than spoil it over a bad apple.", "human_ref_B": "The poor attendance alone is enough to fire him.   >He then threatened to get his university internship office involved as I wasn't providing job skill development.  I'd take him up on that challenge. I would setup a meeting with you, your manager, your HR, him, and a representative from the internship office. You have written documentation of his piss poor professionalism and subpar technical skills compared to current and previous interns. Have a meeting with your manager and HR first to discuss it before the big meeting with everyone.", "labels": 1, "seconds_difference": 16446.0, "score_ratio": 1.7777777778, "metadata_A": "", "metadata_B": ""}
{"post_id": "c5l5su", "domain": "askhr_test", "upvote_ratio": 0.92, "history": "Help with Underperforming Intern I have several years experience dealing with summer interns and thought I was pretty good at it. I pride myself at running an internship program that is both paid and adheres to the \"no coffee/no copies\" policy (e.g., provides useful job training and acquisition of skills that can be used going forward).  I've hired a few interns at the company and helped many more find the right job for them in the field.   Until this summer.  Of the four interns, three are amazing.  The last one, however, is struggling.  He cannot work at all independently, is sloppy, and doesn't follow basic workplace rules. I started off managing him the way that I managed others, but he produced work riddled with mistakes and never asked questions, even when given multiple opportunities to clarify.  He has twice called out last minute (and two additional times not shown up at all), frequently comes in 90+ minutes late, and almost always leaves 30 minutes early and takes lunches longer than an hour.  I have changed my management style with him as much as possible (twice/day meetings, double checking all his work at multiple stages of the process, and refusing to approve his time card until he amends it to reflect the actual hours he worked, not the 9-5 he claims).  I have also spoken with him about proper attendance, proper use of a shared office (he decorated every available wall and table space and doesn't really understand he is sharing an office with other people who might want to use it), and about proper email communication.   Two weeks ago, after adding up my time dealing with him (and the direct consequences of him flaking, angering others or producing sub--par work), I realized that I spent \\~20 hours of my time. The work product he produced is probably less than two hours of what I could do with these tasks, so I was out 18 hours (and had to work the weekend to get my job done). Last week, after he arrived two hours late (he missed our scheduled 9:15 meeting and I was currently in another meeting), the office manager put him to work scanning old files for digital record keeping. With some supervision from her, he was able to do a pretty decent job.  We decided that he would try this for a week, and it turned out that he was able to scan with only 1 or 2 errors.   I planned to use this for the rest of the summer, but as soon as he walked in the door Monday (around 10:45), he was in my office complaining how the other interns get better projects.  He said he didn't like the first projects he was assigned and accused me of unfair treatment.  I indicated that I had to revise the tasks because of all the problems that happened in the first few weeks. He then threatened to get his university internship office involved as I wasn't providing job skill development. He didn't show up today and both members of our HR department are on vacation. My boss suggested firing him, but I am unsure whether that is even possible with this internship. As things stand, it has made trouble for other employees, other interns, and is keeping me from getting my work done.   I have paperwork. I have written documentation for things when I have noticed them (Call-outs, ghosting, coming in really late, and written records of some of the unusable products he submitted). I know one of our interns complained to HR about shared spaces, and I think one employee also complained because he was constantly bothering her instead of doing any work. However, I don't readily know how to get access to these before July 8th.   Any advice?  Thanks so much for any help!   Edit: Location = CA", "c_root_id_A": "es2x4eo", "c_root_id_B": "es2xw85", "created_at_utc_A": 1561545228, "created_at_utc_B": 1561546259, "score_A": 12, "score_B": 32, "human_ref_A": "I was the director of the career services office for many years. Please fire him. It is likely if they are at all paying attention, they probably know his issues (or have seen evidence of it) and sometimes employers can teach a student what a university cannot. You can call the PoC from that internship office and they will advise you on the formal procedure for that (maybe an evaluation). A kick in the pants is sometimes exactly what a student needs. In fact they will likely fail the course they are getting credit for and the university will not hold you responsible for that. He might, but there are students who will blame everyone but themselves for their poor performance.", "human_ref_B": "> I pride myself at running an internship program that is both paid and adheres to the \"no coffee/no copies\" policy (e.g., provides useful job training and acquisition of skills that can be used going forward)   I think its hard to understate how valuable the experience of being fired at this point in his life would be for him, honestly.  From the sounds of things, this guy is going to have a hard time in his professional life. He strolls in late, he makes mistakes, he doesn't ask questions, he distracts his coworkers, he feels entitled to his position, and doesn't take feedback well.   Getting fired for non-performance from an internship position would be a great learning opportunity for him. It should be a wake up call for him that he's unable to hold onto a summer internship.   Like others are saying, the university isn't going to go to bat for this kid. They would probably rather maintain the relationship with the employer rather than spoil it over a bad apple.", "labels": 0, "seconds_difference": 1031.0, "score_ratio": 2.6666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "c5l5su", "domain": "askhr_test", "upvote_ratio": 0.92, "history": "Help with Underperforming Intern I have several years experience dealing with summer interns and thought I was pretty good at it. I pride myself at running an internship program that is both paid and adheres to the \"no coffee/no copies\" policy (e.g., provides useful job training and acquisition of skills that can be used going forward).  I've hired a few interns at the company and helped many more find the right job for them in the field.   Until this summer.  Of the four interns, three are amazing.  The last one, however, is struggling.  He cannot work at all independently, is sloppy, and doesn't follow basic workplace rules. I started off managing him the way that I managed others, but he produced work riddled with mistakes and never asked questions, even when given multiple opportunities to clarify.  He has twice called out last minute (and two additional times not shown up at all), frequently comes in 90+ minutes late, and almost always leaves 30 minutes early and takes lunches longer than an hour.  I have changed my management style with him as much as possible (twice/day meetings, double checking all his work at multiple stages of the process, and refusing to approve his time card until he amends it to reflect the actual hours he worked, not the 9-5 he claims).  I have also spoken with him about proper attendance, proper use of a shared office (he decorated every available wall and table space and doesn't really understand he is sharing an office with other people who might want to use it), and about proper email communication.   Two weeks ago, after adding up my time dealing with him (and the direct consequences of him flaking, angering others or producing sub--par work), I realized that I spent \\~20 hours of my time. The work product he produced is probably less than two hours of what I could do with these tasks, so I was out 18 hours (and had to work the weekend to get my job done). Last week, after he arrived two hours late (he missed our scheduled 9:15 meeting and I was currently in another meeting), the office manager put him to work scanning old files for digital record keeping. With some supervision from her, he was able to do a pretty decent job.  We decided that he would try this for a week, and it turned out that he was able to scan with only 1 or 2 errors.   I planned to use this for the rest of the summer, but as soon as he walked in the door Monday (around 10:45), he was in my office complaining how the other interns get better projects.  He said he didn't like the first projects he was assigned and accused me of unfair treatment.  I indicated that I had to revise the tasks because of all the problems that happened in the first few weeks. He then threatened to get his university internship office involved as I wasn't providing job skill development. He didn't show up today and both members of our HR department are on vacation. My boss suggested firing him, but I am unsure whether that is even possible with this internship. As things stand, it has made trouble for other employees, other interns, and is keeping me from getting my work done.   I have paperwork. I have written documentation for things when I have noticed them (Call-outs, ghosting, coming in really late, and written records of some of the unusable products he submitted). I know one of our interns complained to HR about shared spaces, and I think one employee also complained because he was constantly bothering her instead of doing any work. However, I don't readily know how to get access to these before July 8th.   Any advice?  Thanks so much for any help!   Edit: Location = CA", "c_root_id_A": "es2t4b6", "c_root_id_B": "es2xw85", "created_at_utc_A": 1561539088, "created_at_utc_B": 1561546259, "score_A": 8, "score_B": 32, "human_ref_A": "I've spent a lot of time managing student workers and interns. There are always students who do not want to put the work in and expect things to just happen for them without effort. If you show them what it takes and they still don't bite, best you can do is cut them loose. Maybe it will be the wake-up call they need. Being too understanding in such cases can actually have a negative effect.", "human_ref_B": "> I pride myself at running an internship program that is both paid and adheres to the \"no coffee/no copies\" policy (e.g., provides useful job training and acquisition of skills that can be used going forward)   I think its hard to understate how valuable the experience of being fired at this point in his life would be for him, honestly.  From the sounds of things, this guy is going to have a hard time in his professional life. He strolls in late, he makes mistakes, he doesn't ask questions, he distracts his coworkers, he feels entitled to his position, and doesn't take feedback well.   Getting fired for non-performance from an internship position would be a great learning opportunity for him. It should be a wake up call for him that he's unable to hold onto a summer internship.   Like others are saying, the university isn't going to go to bat for this kid. They would probably rather maintain the relationship with the employer rather than spoil it over a bad apple.", "labels": 0, "seconds_difference": 7171.0, "score_ratio": 4.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "c5l5su", "domain": "askhr_test", "upvote_ratio": 0.92, "history": "Help with Underperforming Intern I have several years experience dealing with summer interns and thought I was pretty good at it. I pride myself at running an internship program that is both paid and adheres to the \"no coffee/no copies\" policy (e.g., provides useful job training and acquisition of skills that can be used going forward).  I've hired a few interns at the company and helped many more find the right job for them in the field.   Until this summer.  Of the four interns, three are amazing.  The last one, however, is struggling.  He cannot work at all independently, is sloppy, and doesn't follow basic workplace rules. I started off managing him the way that I managed others, but he produced work riddled with mistakes and never asked questions, even when given multiple opportunities to clarify.  He has twice called out last minute (and two additional times not shown up at all), frequently comes in 90+ minutes late, and almost always leaves 30 minutes early and takes lunches longer than an hour.  I have changed my management style with him as much as possible (twice/day meetings, double checking all his work at multiple stages of the process, and refusing to approve his time card until he amends it to reflect the actual hours he worked, not the 9-5 he claims).  I have also spoken with him about proper attendance, proper use of a shared office (he decorated every available wall and table space and doesn't really understand he is sharing an office with other people who might want to use it), and about proper email communication.   Two weeks ago, after adding up my time dealing with him (and the direct consequences of him flaking, angering others or producing sub--par work), I realized that I spent \\~20 hours of my time. The work product he produced is probably less than two hours of what I could do with these tasks, so I was out 18 hours (and had to work the weekend to get my job done). Last week, after he arrived two hours late (he missed our scheduled 9:15 meeting and I was currently in another meeting), the office manager put him to work scanning old files for digital record keeping. With some supervision from her, he was able to do a pretty decent job.  We decided that he would try this for a week, and it turned out that he was able to scan with only 1 or 2 errors.   I planned to use this for the rest of the summer, but as soon as he walked in the door Monday (around 10:45), he was in my office complaining how the other interns get better projects.  He said he didn't like the first projects he was assigned and accused me of unfair treatment.  I indicated that I had to revise the tasks because of all the problems that happened in the first few weeks. He then threatened to get his university internship office involved as I wasn't providing job skill development. He didn't show up today and both members of our HR department are on vacation. My boss suggested firing him, but I am unsure whether that is even possible with this internship. As things stand, it has made trouble for other employees, other interns, and is keeping me from getting my work done.   I have paperwork. I have written documentation for things when I have noticed them (Call-outs, ghosting, coming in really late, and written records of some of the unusable products he submitted). I know one of our interns complained to HR about shared spaces, and I think one employee also complained because he was constantly bothering her instead of doing any work. However, I don't readily know how to get access to these before July 8th.   Any advice?  Thanks so much for any help!   Edit: Location = CA", "c_root_id_A": "es2pqy5", "c_root_id_B": "es2xw85", "created_at_utc_A": 1561533994, "created_at_utc_B": 1561546259, "score_A": 3, "score_B": 32, "human_ref_A": "I\u2019m in CA. We\u2019re a small company and hired two interns for the summer. We recently fired one of them because she made too many mistakes.", "human_ref_B": "> I pride myself at running an internship program that is both paid and adheres to the \"no coffee/no copies\" policy (e.g., provides useful job training and acquisition of skills that can be used going forward)   I think its hard to understate how valuable the experience of being fired at this point in his life would be for him, honestly.  From the sounds of things, this guy is going to have a hard time in his professional life. He strolls in late, he makes mistakes, he doesn't ask questions, he distracts his coworkers, he feels entitled to his position, and doesn't take feedback well.   Getting fired for non-performance from an internship position would be a great learning opportunity for him. It should be a wake up call for him that he's unable to hold onto a summer internship.   Like others are saying, the university isn't going to go to bat for this kid. They would probably rather maintain the relationship with the employer rather than spoil it over a bad apple.", "labels": 0, "seconds_difference": 12265.0, "score_ratio": 10.6666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "c5l5su", "domain": "askhr_test", "upvote_ratio": 0.92, "history": "Help with Underperforming Intern I have several years experience dealing with summer interns and thought I was pretty good at it. I pride myself at running an internship program that is both paid and adheres to the \"no coffee/no copies\" policy (e.g., provides useful job training and acquisition of skills that can be used going forward).  I've hired a few interns at the company and helped many more find the right job for them in the field.   Until this summer.  Of the four interns, three are amazing.  The last one, however, is struggling.  He cannot work at all independently, is sloppy, and doesn't follow basic workplace rules. I started off managing him the way that I managed others, but he produced work riddled with mistakes and never asked questions, even when given multiple opportunities to clarify.  He has twice called out last minute (and two additional times not shown up at all), frequently comes in 90+ minutes late, and almost always leaves 30 minutes early and takes lunches longer than an hour.  I have changed my management style with him as much as possible (twice/day meetings, double checking all his work at multiple stages of the process, and refusing to approve his time card until he amends it to reflect the actual hours he worked, not the 9-5 he claims).  I have also spoken with him about proper attendance, proper use of a shared office (he decorated every available wall and table space and doesn't really understand he is sharing an office with other people who might want to use it), and about proper email communication.   Two weeks ago, after adding up my time dealing with him (and the direct consequences of him flaking, angering others or producing sub--par work), I realized that I spent \\~20 hours of my time. The work product he produced is probably less than two hours of what I could do with these tasks, so I was out 18 hours (and had to work the weekend to get my job done). Last week, after he arrived two hours late (he missed our scheduled 9:15 meeting and I was currently in another meeting), the office manager put him to work scanning old files for digital record keeping. With some supervision from her, he was able to do a pretty decent job.  We decided that he would try this for a week, and it turned out that he was able to scan with only 1 or 2 errors.   I planned to use this for the rest of the summer, but as soon as he walked in the door Monday (around 10:45), he was in my office complaining how the other interns get better projects.  He said he didn't like the first projects he was assigned and accused me of unfair treatment.  I indicated that I had to revise the tasks because of all the problems that happened in the first few weeks. He then threatened to get his university internship office involved as I wasn't providing job skill development. He didn't show up today and both members of our HR department are on vacation. My boss suggested firing him, but I am unsure whether that is even possible with this internship. As things stand, it has made trouble for other employees, other interns, and is keeping me from getting my work done.   I have paperwork. I have written documentation for things when I have noticed them (Call-outs, ghosting, coming in really late, and written records of some of the unusable products he submitted). I know one of our interns complained to HR about shared spaces, and I think one employee also complained because he was constantly bothering her instead of doing any work. However, I don't readily know how to get access to these before July 8th.   Any advice?  Thanks so much for any help!   Edit: Location = CA", "c_root_id_A": "es2x4eo", "c_root_id_B": "es2t4b6", "created_at_utc_A": 1561545228, "created_at_utc_B": 1561539088, "score_A": 12, "score_B": 8, "human_ref_A": "I was the director of the career services office for many years. Please fire him. It is likely if they are at all paying attention, they probably know his issues (or have seen evidence of it) and sometimes employers can teach a student what a university cannot. You can call the PoC from that internship office and they will advise you on the formal procedure for that (maybe an evaluation). A kick in the pants is sometimes exactly what a student needs. In fact they will likely fail the course they are getting credit for and the university will not hold you responsible for that. He might, but there are students who will blame everyone but themselves for their poor performance.", "human_ref_B": "I've spent a lot of time managing student workers and interns. There are always students who do not want to put the work in and expect things to just happen for them without effort. If you show them what it takes and they still don't bite, best you can do is cut them loose. Maybe it will be the wake-up call they need. Being too understanding in such cases can actually have a negative effect.", "labels": 1, "seconds_difference": 6140.0, "score_ratio": 1.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "c5l5su", "domain": "askhr_test", "upvote_ratio": 0.92, "history": "Help with Underperforming Intern I have several years experience dealing with summer interns and thought I was pretty good at it. I pride myself at running an internship program that is both paid and adheres to the \"no coffee/no copies\" policy (e.g., provides useful job training and acquisition of skills that can be used going forward).  I've hired a few interns at the company and helped many more find the right job for them in the field.   Until this summer.  Of the four interns, three are amazing.  The last one, however, is struggling.  He cannot work at all independently, is sloppy, and doesn't follow basic workplace rules. I started off managing him the way that I managed others, but he produced work riddled with mistakes and never asked questions, even when given multiple opportunities to clarify.  He has twice called out last minute (and two additional times not shown up at all), frequently comes in 90+ minutes late, and almost always leaves 30 minutes early and takes lunches longer than an hour.  I have changed my management style with him as much as possible (twice/day meetings, double checking all his work at multiple stages of the process, and refusing to approve his time card until he amends it to reflect the actual hours he worked, not the 9-5 he claims).  I have also spoken with him about proper attendance, proper use of a shared office (he decorated every available wall and table space and doesn't really understand he is sharing an office with other people who might want to use it), and about proper email communication.   Two weeks ago, after adding up my time dealing with him (and the direct consequences of him flaking, angering others or producing sub--par work), I realized that I spent \\~20 hours of my time. The work product he produced is probably less than two hours of what I could do with these tasks, so I was out 18 hours (and had to work the weekend to get my job done). Last week, after he arrived two hours late (he missed our scheduled 9:15 meeting and I was currently in another meeting), the office manager put him to work scanning old files for digital record keeping. With some supervision from her, he was able to do a pretty decent job.  We decided that he would try this for a week, and it turned out that he was able to scan with only 1 or 2 errors.   I planned to use this for the rest of the summer, but as soon as he walked in the door Monday (around 10:45), he was in my office complaining how the other interns get better projects.  He said he didn't like the first projects he was assigned and accused me of unfair treatment.  I indicated that I had to revise the tasks because of all the problems that happened in the first few weeks. He then threatened to get his university internship office involved as I wasn't providing job skill development. He didn't show up today and both members of our HR department are on vacation. My boss suggested firing him, but I am unsure whether that is even possible with this internship. As things stand, it has made trouble for other employees, other interns, and is keeping me from getting my work done.   I have paperwork. I have written documentation for things when I have noticed them (Call-outs, ghosting, coming in really late, and written records of some of the unusable products he submitted). I know one of our interns complained to HR about shared spaces, and I think one employee also complained because he was constantly bothering her instead of doing any work. However, I don't readily know how to get access to these before July 8th.   Any advice?  Thanks so much for any help!   Edit: Location = CA", "c_root_id_A": "es2x4eo", "c_root_id_B": "es2pqy5", "created_at_utc_A": 1561545228, "created_at_utc_B": 1561533994, "score_A": 12, "score_B": 3, "human_ref_A": "I was the director of the career services office for many years. Please fire him. It is likely if they are at all paying attention, they probably know his issues (or have seen evidence of it) and sometimes employers can teach a student what a university cannot. You can call the PoC from that internship office and they will advise you on the formal procedure for that (maybe an evaluation). A kick in the pants is sometimes exactly what a student needs. In fact they will likely fail the course they are getting credit for and the university will not hold you responsible for that. He might, but there are students who will blame everyone but themselves for their poor performance.", "human_ref_B": "I\u2019m in CA. We\u2019re a small company and hired two interns for the summer. We recently fired one of them because she made too many mistakes.", "labels": 1, "seconds_difference": 11234.0, "score_ratio": 4.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "c5l5su", "domain": "askhr_test", "upvote_ratio": 0.92, "history": "Help with Underperforming Intern I have several years experience dealing with summer interns and thought I was pretty good at it. I pride myself at running an internship program that is both paid and adheres to the \"no coffee/no copies\" policy (e.g., provides useful job training and acquisition of skills that can be used going forward).  I've hired a few interns at the company and helped many more find the right job for them in the field.   Until this summer.  Of the four interns, three are amazing.  The last one, however, is struggling.  He cannot work at all independently, is sloppy, and doesn't follow basic workplace rules. I started off managing him the way that I managed others, but he produced work riddled with mistakes and never asked questions, even when given multiple opportunities to clarify.  He has twice called out last minute (and two additional times not shown up at all), frequently comes in 90+ minutes late, and almost always leaves 30 minutes early and takes lunches longer than an hour.  I have changed my management style with him as much as possible (twice/day meetings, double checking all his work at multiple stages of the process, and refusing to approve his time card until he amends it to reflect the actual hours he worked, not the 9-5 he claims).  I have also spoken with him about proper attendance, proper use of a shared office (he decorated every available wall and table space and doesn't really understand he is sharing an office with other people who might want to use it), and about proper email communication.   Two weeks ago, after adding up my time dealing with him (and the direct consequences of him flaking, angering others or producing sub--par work), I realized that I spent \\~20 hours of my time. The work product he produced is probably less than two hours of what I could do with these tasks, so I was out 18 hours (and had to work the weekend to get my job done). Last week, after he arrived two hours late (he missed our scheduled 9:15 meeting and I was currently in another meeting), the office manager put him to work scanning old files for digital record keeping. With some supervision from her, he was able to do a pretty decent job.  We decided that he would try this for a week, and it turned out that he was able to scan with only 1 or 2 errors.   I planned to use this for the rest of the summer, but as soon as he walked in the door Monday (around 10:45), he was in my office complaining how the other interns get better projects.  He said he didn't like the first projects he was assigned and accused me of unfair treatment.  I indicated that I had to revise the tasks because of all the problems that happened in the first few weeks. He then threatened to get his university internship office involved as I wasn't providing job skill development. He didn't show up today and both members of our HR department are on vacation. My boss suggested firing him, but I am unsure whether that is even possible with this internship. As things stand, it has made trouble for other employees, other interns, and is keeping me from getting my work done.   I have paperwork. I have written documentation for things when I have noticed them (Call-outs, ghosting, coming in really late, and written records of some of the unusable products he submitted). I know one of our interns complained to HR about shared spaces, and I think one employee also complained because he was constantly bothering her instead of doing any work. However, I don't readily know how to get access to these before July 8th.   Any advice?  Thanks so much for any help!   Edit: Location = CA", "c_root_id_A": "es2pqy5", "c_root_id_B": "es2t4b6", "created_at_utc_A": 1561533994, "created_at_utc_B": 1561539088, "score_A": 3, "score_B": 8, "human_ref_A": "I\u2019m in CA. We\u2019re a small company and hired two interns for the summer. We recently fired one of them because she made too many mistakes.", "human_ref_B": "I've spent a lot of time managing student workers and interns. There are always students who do not want to put the work in and expect things to just happen for them without effort. If you show them what it takes and they still don't bite, best you can do is cut them loose. Maybe it will be the wake-up call they need. Being too understanding in such cases can actually have a negative effect.", "labels": 0, "seconds_difference": 5094.0, "score_ratio": 2.6666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "c5l5su", "domain": "askhr_test", "upvote_ratio": 0.92, "history": "Help with Underperforming Intern I have several years experience dealing with summer interns and thought I was pretty good at it. I pride myself at running an internship program that is both paid and adheres to the \"no coffee/no copies\" policy (e.g., provides useful job training and acquisition of skills that can be used going forward).  I've hired a few interns at the company and helped many more find the right job for them in the field.   Until this summer.  Of the four interns, three are amazing.  The last one, however, is struggling.  He cannot work at all independently, is sloppy, and doesn't follow basic workplace rules. I started off managing him the way that I managed others, but he produced work riddled with mistakes and never asked questions, even when given multiple opportunities to clarify.  He has twice called out last minute (and two additional times not shown up at all), frequently comes in 90+ minutes late, and almost always leaves 30 minutes early and takes lunches longer than an hour.  I have changed my management style with him as much as possible (twice/day meetings, double checking all his work at multiple stages of the process, and refusing to approve his time card until he amends it to reflect the actual hours he worked, not the 9-5 he claims).  I have also spoken with him about proper attendance, proper use of a shared office (he decorated every available wall and table space and doesn't really understand he is sharing an office with other people who might want to use it), and about proper email communication.   Two weeks ago, after adding up my time dealing with him (and the direct consequences of him flaking, angering others or producing sub--par work), I realized that I spent \\~20 hours of my time. The work product he produced is probably less than two hours of what I could do with these tasks, so I was out 18 hours (and had to work the weekend to get my job done). Last week, after he arrived two hours late (he missed our scheduled 9:15 meeting and I was currently in another meeting), the office manager put him to work scanning old files for digital record keeping. With some supervision from her, he was able to do a pretty decent job.  We decided that he would try this for a week, and it turned out that he was able to scan with only 1 or 2 errors.   I planned to use this for the rest of the summer, but as soon as he walked in the door Monday (around 10:45), he was in my office complaining how the other interns get better projects.  He said he didn't like the first projects he was assigned and accused me of unfair treatment.  I indicated that I had to revise the tasks because of all the problems that happened in the first few weeks. He then threatened to get his university internship office involved as I wasn't providing job skill development. He didn't show up today and both members of our HR department are on vacation. My boss suggested firing him, but I am unsure whether that is even possible with this internship. As things stand, it has made trouble for other employees, other interns, and is keeping me from getting my work done.   I have paperwork. I have written documentation for things when I have noticed them (Call-outs, ghosting, coming in really late, and written records of some of the unusable products he submitted). I know one of our interns complained to HR about shared spaces, and I think one employee also complained because he was constantly bothering her instead of doing any work. However, I don't readily know how to get access to these before July 8th.   Any advice?  Thanks so much for any help!   Edit: Location = CA", "c_root_id_A": "es2pqy5", "c_root_id_B": "es35nn9", "created_at_utc_A": 1561533994, "created_at_utc_B": 1561554212, "score_A": 3, "score_B": 6, "human_ref_A": "I\u2019m in CA. We\u2019re a small company and hired two interns for the summer. We recently fired one of them because she made too many mistakes.", "human_ref_B": "1) You don\u2019t owe him anything. He\u2019s an intern. He\u2019s the one who should be trying to impress you, not the other way around.  2) You\u2019ve been successfully running an internship program for a while. Your word is much stronger than his. I wouldn\u2019t we worried about any strong arming he tries to pull. You have written documentation, too (very smart move by you).  3) I would ask for a quick 1-on-1 sit-down with him and give him honest feedback. Tell him you\u2019re not ok with with XYZ things. Make it very clear to him that he\u2019s getting a free warning and an opportunity to shape up. Tell him that clear honest feedback is very valuable in the workplace (because it is) and he can either use it to improve himself or ignore it.  4) If he keeps up with the bull crap, then fire his ass. Seriously. People like that are a cancer and are unfair to the other interns and the other employees who are doing their jobs right. You\u2019re not asking the world of him, you\u2019re just asking him to not disrespect basic protocol. Ironically, it would be special treatment to let all this stuff slide with an intern that hasn\u2019t proven himself yet.", "labels": 0, "seconds_difference": 20218.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "c5l5su", "domain": "askhr_test", "upvote_ratio": 0.92, "history": "Help with Underperforming Intern I have several years experience dealing with summer interns and thought I was pretty good at it. I pride myself at running an internship program that is both paid and adheres to the \"no coffee/no copies\" policy (e.g., provides useful job training and acquisition of skills that can be used going forward).  I've hired a few interns at the company and helped many more find the right job for them in the field.   Until this summer.  Of the four interns, three are amazing.  The last one, however, is struggling.  He cannot work at all independently, is sloppy, and doesn't follow basic workplace rules. I started off managing him the way that I managed others, but he produced work riddled with mistakes and never asked questions, even when given multiple opportunities to clarify.  He has twice called out last minute (and two additional times not shown up at all), frequently comes in 90+ minutes late, and almost always leaves 30 minutes early and takes lunches longer than an hour.  I have changed my management style with him as much as possible (twice/day meetings, double checking all his work at multiple stages of the process, and refusing to approve his time card until he amends it to reflect the actual hours he worked, not the 9-5 he claims).  I have also spoken with him about proper attendance, proper use of a shared office (he decorated every available wall and table space and doesn't really understand he is sharing an office with other people who might want to use it), and about proper email communication.   Two weeks ago, after adding up my time dealing with him (and the direct consequences of him flaking, angering others or producing sub--par work), I realized that I spent \\~20 hours of my time. The work product he produced is probably less than two hours of what I could do with these tasks, so I was out 18 hours (and had to work the weekend to get my job done). Last week, after he arrived two hours late (he missed our scheduled 9:15 meeting and I was currently in another meeting), the office manager put him to work scanning old files for digital record keeping. With some supervision from her, he was able to do a pretty decent job.  We decided that he would try this for a week, and it turned out that he was able to scan with only 1 or 2 errors.   I planned to use this for the rest of the summer, but as soon as he walked in the door Monday (around 10:45), he was in my office complaining how the other interns get better projects.  He said he didn't like the first projects he was assigned and accused me of unfair treatment.  I indicated that I had to revise the tasks because of all the problems that happened in the first few weeks. He then threatened to get his university internship office involved as I wasn't providing job skill development. He didn't show up today and both members of our HR department are on vacation. My boss suggested firing him, but I am unsure whether that is even possible with this internship. As things stand, it has made trouble for other employees, other interns, and is keeping me from getting my work done.   I have paperwork. I have written documentation for things when I have noticed them (Call-outs, ghosting, coming in really late, and written records of some of the unusable products he submitted). I know one of our interns complained to HR about shared spaces, and I think one employee also complained because he was constantly bothering her instead of doing any work. However, I don't readily know how to get access to these before July 8th.   Any advice?  Thanks so much for any help!   Edit: Location = CA", "c_root_id_A": "es2pqy5", "c_root_id_B": "es3gmt3", "created_at_utc_A": 1561533994, "created_at_utc_B": 1561562093, "score_A": 3, "score_B": 4, "human_ref_A": "I\u2019m in CA. We\u2019re a small company and hired two interns for the summer. We recently fired one of them because she made too many mistakes.", "human_ref_B": "Not sure if I'm allowed to post a comment like this (it'll just be removed if not, I suppose).   First, as someone who's at the career stage where I'm always the intern, I agree with the comments encouraging you to fire this guy. Particularly, the ones saying you should take him up on his offer to go through the internship program at his school. Heck, maybe even get in front of the threat, and set up the meeting with him and the heads of the University Internship Department, yourself. Bring receipts, and inform them of the reality of the situation. It sounds like he's being entitled, distracting, and lazy.   Secondly, I just want to thank you, because it sounds like you're a better boss/manager than 99% of them. It's literally making me tear up a bit, because (though I always work hard and try to present the best work I possibly can) my mistakes/questions have always been met with an unnecessarily negative response. So thank you. Please keep doing what you're doing.", "labels": 0, "seconds_difference": 28099.0, "score_ratio": 1.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "c5l5su", "domain": "askhr_test", "upvote_ratio": 0.92, "history": "Help with Underperforming Intern I have several years experience dealing with summer interns and thought I was pretty good at it. I pride myself at running an internship program that is both paid and adheres to the \"no coffee/no copies\" policy (e.g., provides useful job training and acquisition of skills that can be used going forward).  I've hired a few interns at the company and helped many more find the right job for them in the field.   Until this summer.  Of the four interns, three are amazing.  The last one, however, is struggling.  He cannot work at all independently, is sloppy, and doesn't follow basic workplace rules. I started off managing him the way that I managed others, but he produced work riddled with mistakes and never asked questions, even when given multiple opportunities to clarify.  He has twice called out last minute (and two additional times not shown up at all), frequently comes in 90+ minutes late, and almost always leaves 30 minutes early and takes lunches longer than an hour.  I have changed my management style with him as much as possible (twice/day meetings, double checking all his work at multiple stages of the process, and refusing to approve his time card until he amends it to reflect the actual hours he worked, not the 9-5 he claims).  I have also spoken with him about proper attendance, proper use of a shared office (he decorated every available wall and table space and doesn't really understand he is sharing an office with other people who might want to use it), and about proper email communication.   Two weeks ago, after adding up my time dealing with him (and the direct consequences of him flaking, angering others or producing sub--par work), I realized that I spent \\~20 hours of my time. The work product he produced is probably less than two hours of what I could do with these tasks, so I was out 18 hours (and had to work the weekend to get my job done). Last week, after he arrived two hours late (he missed our scheduled 9:15 meeting and I was currently in another meeting), the office manager put him to work scanning old files for digital record keeping. With some supervision from her, he was able to do a pretty decent job.  We decided that he would try this for a week, and it turned out that he was able to scan with only 1 or 2 errors.   I planned to use this for the rest of the summer, but as soon as he walked in the door Monday (around 10:45), he was in my office complaining how the other interns get better projects.  He said he didn't like the first projects he was assigned and accused me of unfair treatment.  I indicated that I had to revise the tasks because of all the problems that happened in the first few weeks. He then threatened to get his university internship office involved as I wasn't providing job skill development. He didn't show up today and both members of our HR department are on vacation. My boss suggested firing him, but I am unsure whether that is even possible with this internship. As things stand, it has made trouble for other employees, other interns, and is keeping me from getting my work done.   I have paperwork. I have written documentation for things when I have noticed them (Call-outs, ghosting, coming in really late, and written records of some of the unusable products he submitted). I know one of our interns complained to HR about shared spaces, and I think one employee also complained because he was constantly bothering her instead of doing any work. However, I don't readily know how to get access to these before July 8th.   Any advice?  Thanks so much for any help!   Edit: Location = CA", "c_root_id_A": "es39tgu", "c_root_id_B": "es3gmt3", "created_at_utc_A": 1561557440, "created_at_utc_B": 1561562093, "score_A": 3, "score_B": 4, "human_ref_A": "This is slightly off-topic from the intern you're concerned about and you may already be doing this, but you might consider reassuring the other interns at some point that they aren't being viewed through the same lens as this person.  I have been a new person alongside another new person that was a terrible worker. I was always concerned that people would inadvertently see me and him as the same because we started at the same time.", "human_ref_B": "Not sure if I'm allowed to post a comment like this (it'll just be removed if not, I suppose).   First, as someone who's at the career stage where I'm always the intern, I agree with the comments encouraging you to fire this guy. Particularly, the ones saying you should take him up on his offer to go through the internship program at his school. Heck, maybe even get in front of the threat, and set up the meeting with him and the heads of the University Internship Department, yourself. Bring receipts, and inform them of the reality of the situation. It sounds like he's being entitled, distracting, and lazy.   Secondly, I just want to thank you, because it sounds like you're a better boss/manager than 99% of them. It's literally making me tear up a bit, because (though I always work hard and try to present the best work I possibly can) my mistakes/questions have always been met with an unnecessarily negative response. So thank you. Please keep doing what you're doing.", "labels": 0, "seconds_difference": 4653.0, "score_ratio": 1.3333333333, "metadata_A": "", "metadata_B": ""}
{"post_id": "ppwg7k", "domain": "askhr_test", "upvote_ratio": 0.78, "history": "[NY] I went to the ER but was basically only tested by a Nurse and never seen by a doctor. My Job wants a Doctors note. What should I do? I get sick very often when the temperature changes and I got sick Thursday of last week. It was normal for me so I let my work know and then took a couple of days off. It was all going normal until my throat felt funny and sore and I coughed blood up. I went to the ER and after 7 hours of waiting in a full ER without seeing a doctor and getting nothing more than a COVID test, I got super annoyed and tired and asked the nurse to do the Strep and Throat cultures they were gonna do on me anyways and she obliged. I left shortly after the tests at \\~5 am. I called out sick the following two days while taking antibiotics and Anti-inflammatory medication I got from CVS. Now it's day 3 after the ER visit and I'm feeling almost perfect again but not there yet so I called out one last time. NY has seen an uptick in covid cases in my area and my job requires me to work closely with others so the last thing I needed was to make someone else sick or have myself put on hold for covid testing. (Hospital result came back negative). two hours after calling out, they said they want a doctor's note. I never saw a doctor and had to self-treat because the doctors were too busy for 7 hours to see me. I don't know what to do. I rely on this job for my school and to pay rent. Please help me.", "c_root_id_A": "hd7ifbn", "c_root_id_B": "hd7d39p", "created_at_utc_A": 1631887382, "created_at_utc_B": 1631884895, "score_A": 18, "score_B": 5, "human_ref_A": "\"Doctor's note\" means you need documentation from a health care provider that you were seen and you are clear to return to work. Go back to the ER. Tell the nice lady at the desk you need a note from your visit clearing you to return to work.", "human_ref_B": "if you were coughing up blood, why did you leave? Anyway, you should be able to call the hospital and get a note based on your visit.", "labels": 1, "seconds_difference": 2487.0, "score_ratio": 3.6, "metadata_A": "", "metadata_B": ""}
{"post_id": "ppwg7k", "domain": "askhr_test", "upvote_ratio": 0.78, "history": "[NY] I went to the ER but was basically only tested by a Nurse and never seen by a doctor. My Job wants a Doctors note. What should I do? I get sick very often when the temperature changes and I got sick Thursday of last week. It was normal for me so I let my work know and then took a couple of days off. It was all going normal until my throat felt funny and sore and I coughed blood up. I went to the ER and after 7 hours of waiting in a full ER without seeing a doctor and getting nothing more than a COVID test, I got super annoyed and tired and asked the nurse to do the Strep and Throat cultures they were gonna do on me anyways and she obliged. I left shortly after the tests at \\~5 am. I called out sick the following two days while taking antibiotics and Anti-inflammatory medication I got from CVS. Now it's day 3 after the ER visit and I'm feeling almost perfect again but not there yet so I called out one last time. NY has seen an uptick in covid cases in my area and my job requires me to work closely with others so the last thing I needed was to make someone else sick or have myself put on hold for covid testing. (Hospital result came back negative). two hours after calling out, they said they want a doctor's note. I never saw a doctor and had to self-treat because the doctors were too busy for 7 hours to see me. I don't know what to do. I rely on this job for my school and to pay rent. Please help me.", "c_root_id_A": "hd6wo3c", "c_root_id_B": "hd7ifbn", "created_at_utc_A": 1631875109, "created_at_utc_B": 1631887382, "score_A": 2, "score_B": 18, "human_ref_A": "ER should still have some.record of your visit. Maybe try a telehealth visit?", "human_ref_B": "\"Doctor's note\" means you need documentation from a health care provider that you were seen and you are clear to return to work. Go back to the ER. Tell the nice lady at the desk you need a note from your visit clearing you to return to work.", "labels": 0, "seconds_difference": 12273.0, "score_ratio": 9.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "ppwg7k", "domain": "askhr_test", "upvote_ratio": 0.78, "history": "[NY] I went to the ER but was basically only tested by a Nurse and never seen by a doctor. My Job wants a Doctors note. What should I do? I get sick very often when the temperature changes and I got sick Thursday of last week. It was normal for me so I let my work know and then took a couple of days off. It was all going normal until my throat felt funny and sore and I coughed blood up. I went to the ER and after 7 hours of waiting in a full ER without seeing a doctor and getting nothing more than a COVID test, I got super annoyed and tired and asked the nurse to do the Strep and Throat cultures they were gonna do on me anyways and she obliged. I left shortly after the tests at \\~5 am. I called out sick the following two days while taking antibiotics and Anti-inflammatory medication I got from CVS. Now it's day 3 after the ER visit and I'm feeling almost perfect again but not there yet so I called out one last time. NY has seen an uptick in covid cases in my area and my job requires me to work closely with others so the last thing I needed was to make someone else sick or have myself put on hold for covid testing. (Hospital result came back negative). two hours after calling out, they said they want a doctor's note. I never saw a doctor and had to self-treat because the doctors were too busy for 7 hours to see me. I don't know what to do. I rely on this job for my school and to pay rent. Please help me.", "c_root_id_A": "hd7ftrg", "c_root_id_B": "hd7ifbn", "created_at_utc_A": 1631886194, "created_at_utc_B": 1631887382, "score_A": 1, "score_B": 18, "human_ref_A": "It sounds like you have had an attendance problem in the past.", "human_ref_B": "\"Doctor's note\" means you need documentation from a health care provider that you were seen and you are clear to return to work. Go back to the ER. Tell the nice lady at the desk you need a note from your visit clearing you to return to work.", "labels": 0, "seconds_difference": 1188.0, "score_ratio": 18.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "ppwg7k", "domain": "askhr_test", "upvote_ratio": 0.78, "history": "[NY] I went to the ER but was basically only tested by a Nurse and never seen by a doctor. My Job wants a Doctors note. What should I do? I get sick very often when the temperature changes and I got sick Thursday of last week. It was normal for me so I let my work know and then took a couple of days off. It was all going normal until my throat felt funny and sore and I coughed blood up. I went to the ER and after 7 hours of waiting in a full ER without seeing a doctor and getting nothing more than a COVID test, I got super annoyed and tired and asked the nurse to do the Strep and Throat cultures they were gonna do on me anyways and she obliged. I left shortly after the tests at \\~5 am. I called out sick the following two days while taking antibiotics and Anti-inflammatory medication I got from CVS. Now it's day 3 after the ER visit and I'm feeling almost perfect again but not there yet so I called out one last time. NY has seen an uptick in covid cases in my area and my job requires me to work closely with others so the last thing I needed was to make someone else sick or have myself put on hold for covid testing. (Hospital result came back negative). two hours after calling out, they said they want a doctor's note. I never saw a doctor and had to self-treat because the doctors were too busy for 7 hours to see me. I don't know what to do. I rely on this job for my school and to pay rent. Please help me.", "c_root_id_A": "hd7d39p", "c_root_id_B": "hd6wo3c", "created_at_utc_A": 1631884895, "created_at_utc_B": 1631875109, "score_A": 5, "score_B": 2, "human_ref_A": "if you were coughing up blood, why did you leave? Anyway, you should be able to call the hospital and get a note based on your visit.", "human_ref_B": "ER should still have some.record of your visit. Maybe try a telehealth visit?", "labels": 1, "seconds_difference": 9786.0, "score_ratio": 2.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "difzpj", "domain": "askhr_test", "upvote_ratio": 1.0, "history": "I may need to take my company-offered short term disability for my depression. Where do I start? With HR, my boss, or my doctor?", "c_root_id_A": "f3x4aah", "c_root_id_B": "f3w77ug", "created_at_utc_A": 1571231740, "created_at_utc_B": 1571193703, "score_A": 2, "score_B": 0, "human_ref_A": "It\u2019s not an either or situation.  Go ahead and make an appointment with your doctor.  Go ahead and set up time to see HR.  Whoever can meet with you first, start there.    If HR can meet first just tell them you have a medical condition that may require a leave of absence and you want to be proactive about getting the related documents.   If your doctor can see you first, start there and see what the doctor recommends.    Boss is last.   Better to let the boss know when you have specifics.", "human_ref_B": "Go see HR.", "labels": 1, "seconds_difference": 38037.0, "score_ratio": 2000.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "yj8l5w", "domain": "askhr_test", "upvote_ratio": 0.76, "history": "[NJ] Do i tell recruiters that I\u2019m going to be a dad soon? I was laid off from my job last week after my company eliminated 21% of staff and I have twins due in February. I'm starting to interview with various companies but I'm wondering what to do about paternity leave. I live in the NYC area and the jobs I'm interviewing for are either fully remote or hybrid.  I\u2019m afraid that saying something during interviews will block me from getting a new job. Also afraid to not say something during the interview process because I think that it will look bad when I ask for leave. Do I say nothing during the interviews and take leave in February or do I say something during interviews?", "c_root_id_A": "iumx5l2", "c_root_id_B": "iun0iiq", "created_at_utc_A": 1667316869, "created_at_utc_B": 1667318202, "score_A": 4, "score_B": 13, "human_ref_A": "Idk nj but parental leave might be limited to vacation time given you wouldn't have worked a full year.  Nypfl wouldn't work because you need 26 weeks or 6 full months.  Don't say during interviews but probably mention the need to take some paid or unpaid time or some flexible scheduling once you are hired.", "human_ref_B": ">I\u2019m afraid that saying something during interviews will block me from getting a new job.  Yep.  Pregnancies and disabilities should be disclosed AFTER being hired so that you don't get discriminated against.  Employers are not supposed to consider familial status (or disabilities) when hiring, so there's really no reason to supply that information.  Most employers will not grant parental leave (or even general unpaid leave) for someone who's only been there 4 months.  You might be able to borrow vacation days/PTO (to go negative on your vacation days/PTO).  Your work may let you trade vacation days with other people; if so, consider picking up holiday days from other people to bank for later.  I would mention the pregnancy after you've established yourself at work, and of course read up on HR policies.  Working from home will mean you're around the house to help, but that might also cause a lot of conflict when both your partner and your boss want your attention at the same time.  You'll have to discuss and agree to boundaries and priorities with your partner.  Do you help with the poop apocalypse in the other room or take the call with your VP and your biggest client?  Consider a wireless headset, which might help in your ability to participate in meetings while still helping with the babies.  A sit/stand adjustable desk would also let you work while standing, which may be helpful if you're trying to carry a baby in a wrap/carrier, or rock it to sleep in your arms.  If your work requires a lot of concentration, then you're probably better off hybrid and having someone come to the house to help with the babies while you're at work.  Family is a popular option for that but paid help exists if you don't have family nearby.", "labels": 0, "seconds_difference": 1333.0, "score_ratio": 3.25, "metadata_A": "", "metadata_B": ""}
{"post_id": "yj8l5w", "domain": "askhr_test", "upvote_ratio": 0.76, "history": "[NJ] Do i tell recruiters that I\u2019m going to be a dad soon? I was laid off from my job last week after my company eliminated 21% of staff and I have twins due in February. I'm starting to interview with various companies but I'm wondering what to do about paternity leave. I live in the NYC area and the jobs I'm interviewing for are either fully remote or hybrid.  I\u2019m afraid that saying something during interviews will block me from getting a new job. Also afraid to not say something during the interview process because I think that it will look bad when I ask for leave. Do I say nothing during the interviews and take leave in February or do I say something during interviews?", "c_root_id_A": "iunuwcv", "c_root_id_B": "iuoghv3", "created_at_utc_A": 1667329736, "created_at_utc_B": 1667337947, "score_A": 6, "score_B": 7, "human_ref_A": "Do not bring it up. Also keep in mind about your eligibility for paternity leave with regards to FMLA. Check on the state of eligibility but most likely you won't be eligible for any paid leave from your future company as you haven't been at the company for at least a year.  Good luck with your search and congrats on being a dad! Noone knows what they're doing as far as parenting goes and are winging it; no amount of book-reading, classes, or babysitting will help prep you. Be present and enjoy the process and time with them. It goes by SO quick.", "human_ref_B": "Say nothing . It will not help you to get the job in anyway if you inform them.   Source: I am an employer and hearing that twins are arriving soon is never something that influences me towards a candidate. I hate that I am that way , but I\u2019d be lying to say anything else .   Omission of a fact is not lying . Now only if the wives could understand this principle", "labels": 0, "seconds_difference": 8211.0, "score_ratio": 1.1666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "yj8l5w", "domain": "askhr_test", "upvote_ratio": 0.76, "history": "[NJ] Do i tell recruiters that I\u2019m going to be a dad soon? I was laid off from my job last week after my company eliminated 21% of staff and I have twins due in February. I'm starting to interview with various companies but I'm wondering what to do about paternity leave. I live in the NYC area and the jobs I'm interviewing for are either fully remote or hybrid.  I\u2019m afraid that saying something during interviews will block me from getting a new job. Also afraid to not say something during the interview process because I think that it will look bad when I ask for leave. Do I say nothing during the interviews and take leave in February or do I say something during interviews?", "c_root_id_A": "iumx5l2", "c_root_id_B": "iuoghv3", "created_at_utc_A": 1667316869, "created_at_utc_B": 1667337947, "score_A": 4, "score_B": 7, "human_ref_A": "Idk nj but parental leave might be limited to vacation time given you wouldn't have worked a full year.  Nypfl wouldn't work because you need 26 weeks or 6 full months.  Don't say during interviews but probably mention the need to take some paid or unpaid time or some flexible scheduling once you are hired.", "human_ref_B": "Say nothing . It will not help you to get the job in anyway if you inform them.   Source: I am an employer and hearing that twins are arriving soon is never something that influences me towards a candidate. I hate that I am that way , but I\u2019d be lying to say anything else .   Omission of a fact is not lying . Now only if the wives could understand this principle", "labels": 0, "seconds_difference": 21078.0, "score_ratio": 1.75, "metadata_A": "", "metadata_B": ""}
{"post_id": "yj8l5w", "domain": "askhr_test", "upvote_ratio": 0.76, "history": "[NJ] Do i tell recruiters that I\u2019m going to be a dad soon? I was laid off from my job last week after my company eliminated 21% of staff and I have twins due in February. I'm starting to interview with various companies but I'm wondering what to do about paternity leave. I live in the NYC area and the jobs I'm interviewing for are either fully remote or hybrid.  I\u2019m afraid that saying something during interviews will block me from getting a new job. Also afraid to not say something during the interview process because I think that it will look bad when I ask for leave. Do I say nothing during the interviews and take leave in February or do I say something during interviews?", "c_root_id_A": "iuoghv3", "c_root_id_B": "iungrqp", "created_at_utc_A": 1667337947, "created_at_utc_B": 1667324435, "score_A": 7, "score_B": 1, "human_ref_A": "Say nothing . It will not help you to get the job in anyway if you inform them.   Source: I am an employer and hearing that twins are arriving soon is never something that influences me towards a candidate. I hate that I am that way , but I\u2019d be lying to say anything else .   Omission of a fact is not lying . Now only if the wives could understand this principle", "human_ref_B": "You\u2019ll likely be limited to whatever vacation time you will have earned in such a short period of time on the job - which I\u2019m guessing MIGHT be a couple of days. I would tell them. If you\u2019re considering taking time off unpaid/beyond your vacation availability that might cause issues when you actually try to take it off. I\u2019d hate for you to lose your job just as you welcome a new baby.", "labels": 1, "seconds_difference": 13512.0, "score_ratio": 7.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "yj8l5w", "domain": "askhr_test", "upvote_ratio": 0.76, "history": "[NJ] Do i tell recruiters that I\u2019m going to be a dad soon? I was laid off from my job last week after my company eliminated 21% of staff and I have twins due in February. I'm starting to interview with various companies but I'm wondering what to do about paternity leave. I live in the NYC area and the jobs I'm interviewing for are either fully remote or hybrid.  I\u2019m afraid that saying something during interviews will block me from getting a new job. Also afraid to not say something during the interview process because I think that it will look bad when I ask for leave. Do I say nothing during the interviews and take leave in February or do I say something during interviews?", "c_root_id_A": "iuoghv3", "c_root_id_B": "iun208t", "created_at_utc_A": 1667337947, "created_at_utc_B": 1667318786, "score_A": 7, "score_B": 1, "human_ref_A": "Say nothing . It will not help you to get the job in anyway if you inform them.   Source: I am an employer and hearing that twins are arriving soon is never something that influences me towards a candidate. I hate that I am that way , but I\u2019d be lying to say anything else .   Omission of a fact is not lying . Now only if the wives could understand this principle", "human_ref_B": "They have no right to know ahead of time", "labels": 1, "seconds_difference": 19161.0, "score_ratio": 7.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "yj8l5w", "domain": "askhr_test", "upvote_ratio": 0.76, "history": "[NJ] Do i tell recruiters that I\u2019m going to be a dad soon? I was laid off from my job last week after my company eliminated 21% of staff and I have twins due in February. I'm starting to interview with various companies but I'm wondering what to do about paternity leave. I live in the NYC area and the jobs I'm interviewing for are either fully remote or hybrid.  I\u2019m afraid that saying something during interviews will block me from getting a new job. Also afraid to not say something during the interview process because I think that it will look bad when I ask for leave. Do I say nothing during the interviews and take leave in February or do I say something during interviews?", "c_root_id_A": "iun9qsd", "c_root_id_B": "iuoghv3", "created_at_utc_A": 1667321783, "created_at_utc_B": 1667337947, "score_A": 1, "score_B": 7, "human_ref_A": "NO.", "human_ref_B": "Say nothing . It will not help you to get the job in anyway if you inform them.   Source: I am an employer and hearing that twins are arriving soon is never something that influences me towards a candidate. I hate that I am that way , but I\u2019d be lying to say anything else .   Omission of a fact is not lying . Now only if the wives could understand this principle", "labels": 0, "seconds_difference": 16164.0, "score_ratio": 7.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "yj8l5w", "domain": "askhr_test", "upvote_ratio": 0.76, "history": "[NJ] Do i tell recruiters that I\u2019m going to be a dad soon? I was laid off from my job last week after my company eliminated 21% of staff and I have twins due in February. I'm starting to interview with various companies but I'm wondering what to do about paternity leave. I live in the NYC area and the jobs I'm interviewing for are either fully remote or hybrid.  I\u2019m afraid that saying something during interviews will block me from getting a new job. Also afraid to not say something during the interview process because I think that it will look bad when I ask for leave. Do I say nothing during the interviews and take leave in February or do I say something during interviews?", "c_root_id_A": "iuneyy0", "c_root_id_B": "iuoghv3", "created_at_utc_A": 1667323759, "created_at_utc_B": 1667337947, "score_A": 1, "score_B": 7, "human_ref_A": "Right before you accept an offer you like (post-negotiations phase), share the timeline with them. ensure they are going to support you taking some time away to do the dad paternity thing. They should snap respond with how good their policy is, and here\u2019s the pdf with details.   If they don\u2019t, decline the offer.", "human_ref_B": "Say nothing . It will not help you to get the job in anyway if you inform them.   Source: I am an employer and hearing that twins are arriving soon is never something that influences me towards a candidate. I hate that I am that way , but I\u2019d be lying to say anything else .   Omission of a fact is not lying . Now only if the wives could understand this principle", "labels": 0, "seconds_difference": 14188.0, "score_ratio": 7.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "yj8l5w", "domain": "askhr_test", "upvote_ratio": 0.76, "history": "[NJ] Do i tell recruiters that I\u2019m going to be a dad soon? I was laid off from my job last week after my company eliminated 21% of staff and I have twins due in February. I'm starting to interview with various companies but I'm wondering what to do about paternity leave. I live in the NYC area and the jobs I'm interviewing for are either fully remote or hybrid.  I\u2019m afraid that saying something during interviews will block me from getting a new job. Also afraid to not say something during the interview process because I think that it will look bad when I ask for leave. Do I say nothing during the interviews and take leave in February or do I say something during interviews?", "c_root_id_A": "iun3dbv", "c_root_id_B": "iuoghv3", "created_at_utc_A": 1667319319, "created_at_utc_B": 1667337947, "score_A": -5, "score_B": 7, "human_ref_A": "Some recruiters may see your pending fatherhood as a boon since you will need to work so urgently.", "human_ref_B": "Say nothing . It will not help you to get the job in anyway if you inform them.   Source: I am an employer and hearing that twins are arriving soon is never something that influences me towards a candidate. I hate that I am that way , but I\u2019d be lying to say anything else .   Omission of a fact is not lying . Now only if the wives could understand this principle", "labels": 0, "seconds_difference": 18628.0, "score_ratio": -1.4, "metadata_A": "", "metadata_B": ""}
{"post_id": "yj8l5w", "domain": "askhr_test", "upvote_ratio": 0.76, "history": "[NJ] Do i tell recruiters that I\u2019m going to be a dad soon? I was laid off from my job last week after my company eliminated 21% of staff and I have twins due in February. I'm starting to interview with various companies but I'm wondering what to do about paternity leave. I live in the NYC area and the jobs I'm interviewing for are either fully remote or hybrid.  I\u2019m afraid that saying something during interviews will block me from getting a new job. Also afraid to not say something during the interview process because I think that it will look bad when I ask for leave. Do I say nothing during the interviews and take leave in February or do I say something during interviews?", "c_root_id_A": "iunuwcv", "c_root_id_B": "iumx5l2", "created_at_utc_A": 1667329736, "created_at_utc_B": 1667316869, "score_A": 6, "score_B": 4, "human_ref_A": "Do not bring it up. Also keep in mind about your eligibility for paternity leave with regards to FMLA. Check on the state of eligibility but most likely you won't be eligible for any paid leave from your future company as you haven't been at the company for at least a year.  Good luck with your search and congrats on being a dad! Noone knows what they're doing as far as parenting goes and are winging it; no amount of book-reading, classes, or babysitting will help prep you. Be present and enjoy the process and time with them. It goes by SO quick.", "human_ref_B": "Idk nj but parental leave might be limited to vacation time given you wouldn't have worked a full year.  Nypfl wouldn't work because you need 26 weeks or 6 full months.  Don't say during interviews but probably mention the need to take some paid or unpaid time or some flexible scheduling once you are hired.", "labels": 1, "seconds_difference": 12867.0, "score_ratio": 1.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "yj8l5w", "domain": "askhr_test", "upvote_ratio": 0.76, "history": "[NJ] Do i tell recruiters that I\u2019m going to be a dad soon? I was laid off from my job last week after my company eliminated 21% of staff and I have twins due in February. I'm starting to interview with various companies but I'm wondering what to do about paternity leave. I live in the NYC area and the jobs I'm interviewing for are either fully remote or hybrid.  I\u2019m afraid that saying something during interviews will block me from getting a new job. Also afraid to not say something during the interview process because I think that it will look bad when I ask for leave. Do I say nothing during the interviews and take leave in February or do I say something during interviews?", "c_root_id_A": "iungrqp", "c_root_id_B": "iunuwcv", "created_at_utc_A": 1667324435, "created_at_utc_B": 1667329736, "score_A": 1, "score_B": 6, "human_ref_A": "You\u2019ll likely be limited to whatever vacation time you will have earned in such a short period of time on the job - which I\u2019m guessing MIGHT be a couple of days. I would tell them. If you\u2019re considering taking time off unpaid/beyond your vacation availability that might cause issues when you actually try to take it off. I\u2019d hate for you to lose your job just as you welcome a new baby.", "human_ref_B": "Do not bring it up. Also keep in mind about your eligibility for paternity leave with regards to FMLA. Check on the state of eligibility but most likely you won't be eligible for any paid leave from your future company as you haven't been at the company for at least a year.  Good luck with your search and congrats on being a dad! Noone knows what they're doing as far as parenting goes and are winging it; no amount of book-reading, classes, or babysitting will help prep you. Be present and enjoy the process and time with them. It goes by SO quick.", "labels": 0, "seconds_difference": 5301.0, "score_ratio": 6.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "yj8l5w", "domain": "askhr_test", "upvote_ratio": 0.76, "history": "[NJ] Do i tell recruiters that I\u2019m going to be a dad soon? I was laid off from my job last week after my company eliminated 21% of staff and I have twins due in February. I'm starting to interview with various companies but I'm wondering what to do about paternity leave. I live in the NYC area and the jobs I'm interviewing for are either fully remote or hybrid.  I\u2019m afraid that saying something during interviews will block me from getting a new job. Also afraid to not say something during the interview process because I think that it will look bad when I ask for leave. Do I say nothing during the interviews and take leave in February or do I say something during interviews?", "c_root_id_A": "iunuwcv", "c_root_id_B": "iun208t", "created_at_utc_A": 1667329736, "created_at_utc_B": 1667318786, "score_A": 6, "score_B": 1, "human_ref_A": "Do not bring it up. Also keep in mind about your eligibility for paternity leave with regards to FMLA. Check on the state of eligibility but most likely you won't be eligible for any paid leave from your future company as you haven't been at the company for at least a year.  Good luck with your search and congrats on being a dad! Noone knows what they're doing as far as parenting goes and are winging it; no amount of book-reading, classes, or babysitting will help prep you. Be present and enjoy the process and time with them. It goes by SO quick.", "human_ref_B": "They have no right to know ahead of time", "labels": 1, "seconds_difference": 10950.0, "score_ratio": 6.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "yj8l5w", "domain": "askhr_test", "upvote_ratio": 0.76, "history": "[NJ] Do i tell recruiters that I\u2019m going to be a dad soon? I was laid off from my job last week after my company eliminated 21% of staff and I have twins due in February. I'm starting to interview with various companies but I'm wondering what to do about paternity leave. I live in the NYC area and the jobs I'm interviewing for are either fully remote or hybrid.  I\u2019m afraid that saying something during interviews will block me from getting a new job. Also afraid to not say something during the interview process because I think that it will look bad when I ask for leave. Do I say nothing during the interviews and take leave in February or do I say something during interviews?", "c_root_id_A": "iun9qsd", "c_root_id_B": "iunuwcv", "created_at_utc_A": 1667321783, "created_at_utc_B": 1667329736, "score_A": 1, "score_B": 6, "human_ref_A": "NO.", "human_ref_B": "Do not bring it up. Also keep in mind about your eligibility for paternity leave with regards to FMLA. Check on the state of eligibility but most likely you won't be eligible for any paid leave from your future company as you haven't been at the company for at least a year.  Good luck with your search and congrats on being a dad! Noone knows what they're doing as far as parenting goes and are winging it; no amount of book-reading, classes, or babysitting will help prep you. Be present and enjoy the process and time with them. It goes by SO quick.", "labels": 0, "seconds_difference": 7953.0, "score_ratio": 6.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "yj8l5w", "domain": "askhr_test", "upvote_ratio": 0.76, "history": "[NJ] Do i tell recruiters that I\u2019m going to be a dad soon? I was laid off from my job last week after my company eliminated 21% of staff and I have twins due in February. I'm starting to interview with various companies but I'm wondering what to do about paternity leave. I live in the NYC area and the jobs I'm interviewing for are either fully remote or hybrid.  I\u2019m afraid that saying something during interviews will block me from getting a new job. Also afraid to not say something during the interview process because I think that it will look bad when I ask for leave. Do I say nothing during the interviews and take leave in February or do I say something during interviews?", "c_root_id_A": "iuneyy0", "c_root_id_B": "iunuwcv", "created_at_utc_A": 1667323759, "created_at_utc_B": 1667329736, "score_A": 1, "score_B": 6, "human_ref_A": "Right before you accept an offer you like (post-negotiations phase), share the timeline with them. ensure they are going to support you taking some time away to do the dad paternity thing. They should snap respond with how good their policy is, and here\u2019s the pdf with details.   If they don\u2019t, decline the offer.", "human_ref_B": "Do not bring it up. Also keep in mind about your eligibility for paternity leave with regards to FMLA. Check on the state of eligibility but most likely you won't be eligible for any paid leave from your future company as you haven't been at the company for at least a year.  Good luck with your search and congrats on being a dad! Noone knows what they're doing as far as parenting goes and are winging it; no amount of book-reading, classes, or babysitting will help prep you. Be present and enjoy the process and time with them. It goes by SO quick.", "labels": 0, "seconds_difference": 5977.0, "score_ratio": 6.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "yj8l5w", "domain": "askhr_test", "upvote_ratio": 0.76, "history": "[NJ] Do i tell recruiters that I\u2019m going to be a dad soon? I was laid off from my job last week after my company eliminated 21% of staff and I have twins due in February. I'm starting to interview with various companies but I'm wondering what to do about paternity leave. I live in the NYC area and the jobs I'm interviewing for are either fully remote or hybrid.  I\u2019m afraid that saying something during interviews will block me from getting a new job. Also afraid to not say something during the interview process because I think that it will look bad when I ask for leave. Do I say nothing during the interviews and take leave in February or do I say something during interviews?", "c_root_id_A": "iunuwcv", "c_root_id_B": "iun3dbv", "created_at_utc_A": 1667329736, "created_at_utc_B": 1667319319, "score_A": 6, "score_B": -5, "human_ref_A": "Do not bring it up. Also keep in mind about your eligibility for paternity leave with regards to FMLA. Check on the state of eligibility but most likely you won't be eligible for any paid leave from your future company as you haven't been at the company for at least a year.  Good luck with your search and congrats on being a dad! Noone knows what they're doing as far as parenting goes and are winging it; no amount of book-reading, classes, or babysitting will help prep you. Be present and enjoy the process and time with them. It goes by SO quick.", "human_ref_B": "Some recruiters may see your pending fatherhood as a boon since you will need to work so urgently.", "labels": 1, "seconds_difference": 10417.0, "score_ratio": -1.2, "metadata_A": "", "metadata_B": ""}
{"post_id": "yj8l5w", "domain": "askhr_test", "upvote_ratio": 0.76, "history": "[NJ] Do i tell recruiters that I\u2019m going to be a dad soon? I was laid off from my job last week after my company eliminated 21% of staff and I have twins due in February. I'm starting to interview with various companies but I'm wondering what to do about paternity leave. I live in the NYC area and the jobs I'm interviewing for are either fully remote or hybrid.  I\u2019m afraid that saying something during interviews will block me from getting a new job. Also afraid to not say something during the interview process because I think that it will look bad when I ask for leave. Do I say nothing during the interviews and take leave in February or do I say something during interviews?", "c_root_id_A": "iungrqp", "c_root_id_B": "iup39kt", "created_at_utc_A": 1667324435, "created_at_utc_B": 1667347418, "score_A": 1, "score_B": 2, "human_ref_A": "You\u2019ll likely be limited to whatever vacation time you will have earned in such a short period of time on the job - which I\u2019m guessing MIGHT be a couple of days. I would tell them. If you\u2019re considering taking time off unpaid/beyond your vacation availability that might cause issues when you actually try to take it off. I\u2019d hate for you to lose your job just as you welcome a new baby.", "human_ref_B": "No.", "labels": 0, "seconds_difference": 22983.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "yj8l5w", "domain": "askhr_test", "upvote_ratio": 0.76, "history": "[NJ] Do i tell recruiters that I\u2019m going to be a dad soon? I was laid off from my job last week after my company eliminated 21% of staff and I have twins due in February. I'm starting to interview with various companies but I'm wondering what to do about paternity leave. I live in the NYC area and the jobs I'm interviewing for are either fully remote or hybrid.  I\u2019m afraid that saying something during interviews will block me from getting a new job. Also afraid to not say something during the interview process because I think that it will look bad when I ask for leave. Do I say nothing during the interviews and take leave in February or do I say something during interviews?", "c_root_id_A": "iup39kt", "c_root_id_B": "iun208t", "created_at_utc_A": 1667347418, "created_at_utc_B": 1667318786, "score_A": 2, "score_B": 1, "human_ref_A": "No.", "human_ref_B": "They have no right to know ahead of time", "labels": 1, "seconds_difference": 28632.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "yj8l5w", "domain": "askhr_test", "upvote_ratio": 0.76, "history": "[NJ] Do i tell recruiters that I\u2019m going to be a dad soon? I was laid off from my job last week after my company eliminated 21% of staff and I have twins due in February. I'm starting to interview with various companies but I'm wondering what to do about paternity leave. I live in the NYC area and the jobs I'm interviewing for are either fully remote or hybrid.  I\u2019m afraid that saying something during interviews will block me from getting a new job. Also afraid to not say something during the interview process because I think that it will look bad when I ask for leave. Do I say nothing during the interviews and take leave in February or do I say something during interviews?", "c_root_id_A": "iup39kt", "c_root_id_B": "iun9qsd", "created_at_utc_A": 1667347418, "created_at_utc_B": 1667321783, "score_A": 2, "score_B": 1, "human_ref_A": "No.", "human_ref_B": "NO.", "labels": 1, "seconds_difference": 25635.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "yj8l5w", "domain": "askhr_test", "upvote_ratio": 0.76, "history": "[NJ] Do i tell recruiters that I\u2019m going to be a dad soon? I was laid off from my job last week after my company eliminated 21% of staff and I have twins due in February. I'm starting to interview with various companies but I'm wondering what to do about paternity leave. I live in the NYC area and the jobs I'm interviewing for are either fully remote or hybrid.  I\u2019m afraid that saying something during interviews will block me from getting a new job. Also afraid to not say something during the interview process because I think that it will look bad when I ask for leave. Do I say nothing during the interviews and take leave in February or do I say something during interviews?", "c_root_id_A": "iup39kt", "c_root_id_B": "iuneyy0", "created_at_utc_A": 1667347418, "created_at_utc_B": 1667323759, "score_A": 2, "score_B": 1, "human_ref_A": "No.", "human_ref_B": "Right before you accept an offer you like (post-negotiations phase), share the timeline with them. ensure they are going to support you taking some time away to do the dad paternity thing. They should snap respond with how good their policy is, and here\u2019s the pdf with details.   If they don\u2019t, decline the offer.", "labels": 1, "seconds_difference": 23659.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "yj8l5w", "domain": "askhr_test", "upvote_ratio": 0.76, "history": "[NJ] Do i tell recruiters that I\u2019m going to be a dad soon? I was laid off from my job last week after my company eliminated 21% of staff and I have twins due in February. I'm starting to interview with various companies but I'm wondering what to do about paternity leave. I live in the NYC area and the jobs I'm interviewing for are either fully remote or hybrid.  I\u2019m afraid that saying something during interviews will block me from getting a new job. Also afraid to not say something during the interview process because I think that it will look bad when I ask for leave. Do I say nothing during the interviews and take leave in February or do I say something during interviews?", "c_root_id_A": "iun3dbv", "c_root_id_B": "iup39kt", "created_at_utc_A": 1667319319, "created_at_utc_B": 1667347418, "score_A": -5, "score_B": 2, "human_ref_A": "Some recruiters may see your pending fatherhood as a boon since you will need to work so urgently.", "human_ref_B": "No.", "labels": 0, "seconds_difference": 28099.0, "score_ratio": -0.4, "metadata_A": "", "metadata_B": ""}
{"post_id": "yj8l5w", "domain": "askhr_test", "upvote_ratio": 0.76, "history": "[NJ] Do i tell recruiters that I\u2019m going to be a dad soon? I was laid off from my job last week after my company eliminated 21% of staff and I have twins due in February. I'm starting to interview with various companies but I'm wondering what to do about paternity leave. I live in the NYC area and the jobs I'm interviewing for are either fully remote or hybrid.  I\u2019m afraid that saying something during interviews will block me from getting a new job. Also afraid to not say something during the interview process because I think that it will look bad when I ask for leave. Do I say nothing during the interviews and take leave in February or do I say something during interviews?", "c_root_id_A": "iupl64q", "c_root_id_B": "iungrqp", "created_at_utc_A": 1667355119, "created_at_utc_B": 1667324435, "score_A": 2, "score_B": 1, "human_ref_A": "Noooooooooooooooooooooooooooooooooooooooo.", "human_ref_B": "You\u2019ll likely be limited to whatever vacation time you will have earned in such a short period of time on the job - which I\u2019m guessing MIGHT be a couple of days. I would tell them. If you\u2019re considering taking time off unpaid/beyond your vacation availability that might cause issues when you actually try to take it off. I\u2019d hate for you to lose your job just as you welcome a new baby.", "labels": 1, "seconds_difference": 30684.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "yj8l5w", "domain": "askhr_test", "upvote_ratio": 0.76, "history": "[NJ] Do i tell recruiters that I\u2019m going to be a dad soon? I was laid off from my job last week after my company eliminated 21% of staff and I have twins due in February. I'm starting to interview with various companies but I'm wondering what to do about paternity leave. I live in the NYC area and the jobs I'm interviewing for are either fully remote or hybrid.  I\u2019m afraid that saying something during interviews will block me from getting a new job. Also afraid to not say something during the interview process because I think that it will look bad when I ask for leave. Do I say nothing during the interviews and take leave in February or do I say something during interviews?", "c_root_id_A": "iupl64q", "c_root_id_B": "iun208t", "created_at_utc_A": 1667355119, "created_at_utc_B": 1667318786, "score_A": 2, "score_B": 1, "human_ref_A": "Noooooooooooooooooooooooooooooooooooooooo.", "human_ref_B": "They have no right to know ahead of time", "labels": 1, "seconds_difference": 36333.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "yj8l5w", "domain": "askhr_test", "upvote_ratio": 0.76, "history": "[NJ] Do i tell recruiters that I\u2019m going to be a dad soon? I was laid off from my job last week after my company eliminated 21% of staff and I have twins due in February. I'm starting to interview with various companies but I'm wondering what to do about paternity leave. I live in the NYC area and the jobs I'm interviewing for are either fully remote or hybrid.  I\u2019m afraid that saying something during interviews will block me from getting a new job. Also afraid to not say something during the interview process because I think that it will look bad when I ask for leave. Do I say nothing during the interviews and take leave in February or do I say something during interviews?", "c_root_id_A": "iupl64q", "c_root_id_B": "iun9qsd", "created_at_utc_A": 1667355119, "created_at_utc_B": 1667321783, "score_A": 2, "score_B": 1, "human_ref_A": "Noooooooooooooooooooooooooooooooooooooooo.", "human_ref_B": "NO.", "labels": 1, "seconds_difference": 33336.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "yj8l5w", "domain": "askhr_test", "upvote_ratio": 0.76, "history": "[NJ] Do i tell recruiters that I\u2019m going to be a dad soon? I was laid off from my job last week after my company eliminated 21% of staff and I have twins due in February. I'm starting to interview with various companies but I'm wondering what to do about paternity leave. I live in the NYC area and the jobs I'm interviewing for are either fully remote or hybrid.  I\u2019m afraid that saying something during interviews will block me from getting a new job. Also afraid to not say something during the interview process because I think that it will look bad when I ask for leave. Do I say nothing during the interviews and take leave in February or do I say something during interviews?", "c_root_id_A": "iupl64q", "c_root_id_B": "iuneyy0", "created_at_utc_A": 1667355119, "created_at_utc_B": 1667323759, "score_A": 2, "score_B": 1, "human_ref_A": "Noooooooooooooooooooooooooooooooooooooooo.", "human_ref_B": "Right before you accept an offer you like (post-negotiations phase), share the timeline with them. ensure they are going to support you taking some time away to do the dad paternity thing. They should snap respond with how good their policy is, and here\u2019s the pdf with details.   If they don\u2019t, decline the offer.", "labels": 1, "seconds_difference": 31360.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "yj8l5w", "domain": "askhr_test", "upvote_ratio": 0.76, "history": "[NJ] Do i tell recruiters that I\u2019m going to be a dad soon? I was laid off from my job last week after my company eliminated 21% of staff and I have twins due in February. I'm starting to interview with various companies but I'm wondering what to do about paternity leave. I live in the NYC area and the jobs I'm interviewing for are either fully remote or hybrid.  I\u2019m afraid that saying something during interviews will block me from getting a new job. Also afraid to not say something during the interview process because I think that it will look bad when I ask for leave. Do I say nothing during the interviews and take leave in February or do I say something during interviews?", "c_root_id_A": "iuphatb", "c_root_id_B": "iupl64q", "created_at_utc_A": 1667353462, "created_at_utc_B": 1667355119, "score_A": 1, "score_B": 2, "human_ref_A": "Nope. Not their business.", "human_ref_B": "Noooooooooooooooooooooooooooooooooooooooo.", "labels": 0, "seconds_difference": 1657.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "yj8l5w", "domain": "askhr_test", "upvote_ratio": 0.76, "history": "[NJ] Do i tell recruiters that I\u2019m going to be a dad soon? I was laid off from my job last week after my company eliminated 21% of staff and I have twins due in February. I'm starting to interview with various companies but I'm wondering what to do about paternity leave. I live in the NYC area and the jobs I'm interviewing for are either fully remote or hybrid.  I\u2019m afraid that saying something during interviews will block me from getting a new job. Also afraid to not say something during the interview process because I think that it will look bad when I ask for leave. Do I say nothing during the interviews and take leave in February or do I say something during interviews?", "c_root_id_A": "iun3dbv", "c_root_id_B": "iupl64q", "created_at_utc_A": 1667319319, "created_at_utc_B": 1667355119, "score_A": -5, "score_B": 2, "human_ref_A": "Some recruiters may see your pending fatherhood as a boon since you will need to work so urgently.", "human_ref_B": "Noooooooooooooooooooooooooooooooooooooooo.", "labels": 0, "seconds_difference": 35800.0, "score_ratio": -0.4, "metadata_A": "", "metadata_B": ""}
{"post_id": "yj8l5w", "domain": "askhr_test", "upvote_ratio": 0.76, "history": "[NJ] Do i tell recruiters that I\u2019m going to be a dad soon? I was laid off from my job last week after my company eliminated 21% of staff and I have twins due in February. I'm starting to interview with various companies but I'm wondering what to do about paternity leave. I live in the NYC area and the jobs I'm interviewing for are either fully remote or hybrid.  I\u2019m afraid that saying something during interviews will block me from getting a new job. Also afraid to not say something during the interview process because I think that it will look bad when I ask for leave. Do I say nothing during the interviews and take leave in February or do I say something during interviews?", "c_root_id_A": "iungrqp", "c_root_id_B": "iupnaq3", "created_at_utc_A": 1667324435, "created_at_utc_B": 1667356082, "score_A": 1, "score_B": 2, "human_ref_A": "You\u2019ll likely be limited to whatever vacation time you will have earned in such a short period of time on the job - which I\u2019m guessing MIGHT be a couple of days. I would tell them. If you\u2019re considering taking time off unpaid/beyond your vacation availability that might cause issues when you actually try to take it off. I\u2019d hate for you to lose your job just as you welcome a new baby.", "human_ref_B": "Do not disclose that. Once hired you can then disclose and use whatever childcare benefit or leave available to you.", "labels": 0, "seconds_difference": 31647.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "yj8l5w", "domain": "askhr_test", "upvote_ratio": 0.76, "history": "[NJ] Do i tell recruiters that I\u2019m going to be a dad soon? I was laid off from my job last week after my company eliminated 21% of staff and I have twins due in February. I'm starting to interview with various companies but I'm wondering what to do about paternity leave. I live in the NYC area and the jobs I'm interviewing for are either fully remote or hybrid.  I\u2019m afraid that saying something during interviews will block me from getting a new job. Also afraid to not say something during the interview process because I think that it will look bad when I ask for leave. Do I say nothing during the interviews and take leave in February or do I say something during interviews?", "c_root_id_A": "iupnaq3", "c_root_id_B": "iun208t", "created_at_utc_A": 1667356082, "created_at_utc_B": 1667318786, "score_A": 2, "score_B": 1, "human_ref_A": "Do not disclose that. Once hired you can then disclose and use whatever childcare benefit or leave available to you.", "human_ref_B": "They have no right to know ahead of time", "labels": 1, "seconds_difference": 37296.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "yj8l5w", "domain": "askhr_test", "upvote_ratio": 0.76, "history": "[NJ] Do i tell recruiters that I\u2019m going to be a dad soon? I was laid off from my job last week after my company eliminated 21% of staff and I have twins due in February. I'm starting to interview with various companies but I'm wondering what to do about paternity leave. I live in the NYC area and the jobs I'm interviewing for are either fully remote or hybrid.  I\u2019m afraid that saying something during interviews will block me from getting a new job. Also afraid to not say something during the interview process because I think that it will look bad when I ask for leave. Do I say nothing during the interviews and take leave in February or do I say something during interviews?", "c_root_id_A": "iupnaq3", "c_root_id_B": "iun9qsd", "created_at_utc_A": 1667356082, "created_at_utc_B": 1667321783, "score_A": 2, "score_B": 1, "human_ref_A": "Do not disclose that. Once hired you can then disclose and use whatever childcare benefit or leave available to you.", "human_ref_B": "NO.", "labels": 1, "seconds_difference": 34299.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "yj8l5w", "domain": "askhr_test", "upvote_ratio": 0.76, "history": "[NJ] Do i tell recruiters that I\u2019m going to be a dad soon? I was laid off from my job last week after my company eliminated 21% of staff and I have twins due in February. I'm starting to interview with various companies but I'm wondering what to do about paternity leave. I live in the NYC area and the jobs I'm interviewing for are either fully remote or hybrid.  I\u2019m afraid that saying something during interviews will block me from getting a new job. Also afraid to not say something during the interview process because I think that it will look bad when I ask for leave. Do I say nothing during the interviews and take leave in February or do I say something during interviews?", "c_root_id_A": "iuneyy0", "c_root_id_B": "iupnaq3", "created_at_utc_A": 1667323759, "created_at_utc_B": 1667356082, "score_A": 1, "score_B": 2, "human_ref_A": "Right before you accept an offer you like (post-negotiations phase), share the timeline with them. ensure they are going to support you taking some time away to do the dad paternity thing. They should snap respond with how good their policy is, and here\u2019s the pdf with details.   If they don\u2019t, decline the offer.", "human_ref_B": "Do not disclose that. Once hired you can then disclose and use whatever childcare benefit or leave available to you.", "labels": 0, "seconds_difference": 32323.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "yj8l5w", "domain": "askhr_test", "upvote_ratio": 0.76, "history": "[NJ] Do i tell recruiters that I\u2019m going to be a dad soon? I was laid off from my job last week after my company eliminated 21% of staff and I have twins due in February. I'm starting to interview with various companies but I'm wondering what to do about paternity leave. I live in the NYC area and the jobs I'm interviewing for are either fully remote or hybrid.  I\u2019m afraid that saying something during interviews will block me from getting a new job. Also afraid to not say something during the interview process because I think that it will look bad when I ask for leave. Do I say nothing during the interviews and take leave in February or do I say something during interviews?", "c_root_id_A": "iuphatb", "c_root_id_B": "iupnaq3", "created_at_utc_A": 1667353462, "created_at_utc_B": 1667356082, "score_A": 1, "score_B": 2, "human_ref_A": "Nope. Not their business.", "human_ref_B": "Do not disclose that. Once hired you can then disclose and use whatever childcare benefit or leave available to you.", "labels": 0, "seconds_difference": 2620.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "yj8l5w", "domain": "askhr_test", "upvote_ratio": 0.76, "history": "[NJ] Do i tell recruiters that I\u2019m going to be a dad soon? I was laid off from my job last week after my company eliminated 21% of staff and I have twins due in February. I'm starting to interview with various companies but I'm wondering what to do about paternity leave. I live in the NYC area and the jobs I'm interviewing for are either fully remote or hybrid.  I\u2019m afraid that saying something during interviews will block me from getting a new job. Also afraid to not say something during the interview process because I think that it will look bad when I ask for leave. Do I say nothing during the interviews and take leave in February or do I say something during interviews?", "c_root_id_A": "iupnaq3", "c_root_id_B": "iun3dbv", "created_at_utc_A": 1667356082, "created_at_utc_B": 1667319319, "score_A": 2, "score_B": -5, "human_ref_A": "Do not disclose that. Once hired you can then disclose and use whatever childcare benefit or leave available to you.", "human_ref_B": "Some recruiters may see your pending fatherhood as a boon since you will need to work so urgently.", "labels": 1, "seconds_difference": 36763.0, "score_ratio": -0.4, "metadata_A": "", "metadata_B": ""}
{"post_id": "yj8l5w", "domain": "askhr_test", "upvote_ratio": 0.76, "history": "[NJ] Do i tell recruiters that I\u2019m going to be a dad soon? I was laid off from my job last week after my company eliminated 21% of staff and I have twins due in February. I'm starting to interview with various companies but I'm wondering what to do about paternity leave. I live in the NYC area and the jobs I'm interviewing for are either fully remote or hybrid.  I\u2019m afraid that saying something during interviews will block me from getting a new job. Also afraid to not say something during the interview process because I think that it will look bad when I ask for leave. Do I say nothing during the interviews and take leave in February or do I say something during interviews?", "c_root_id_A": "iv0lalr", "c_root_id_B": "iungrqp", "created_at_utc_A": 1667563460, "created_at_utc_B": 1667324435, "score_A": 2, "score_B": 1, "human_ref_A": "No, you don\u2019t need to disclose that info during your interviews. It\u2019s not their business until you are hired and ask for leave. Congrats and good luck on your job search.", "human_ref_B": "You\u2019ll likely be limited to whatever vacation time you will have earned in such a short period of time on the job - which I\u2019m guessing MIGHT be a couple of days. I would tell them. If you\u2019re considering taking time off unpaid/beyond your vacation availability that might cause issues when you actually try to take it off. I\u2019d hate for you to lose your job just as you welcome a new baby.", "labels": 1, "seconds_difference": 239025.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "yj8l5w", "domain": "askhr_test", "upvote_ratio": 0.76, "history": "[NJ] Do i tell recruiters that I\u2019m going to be a dad soon? I was laid off from my job last week after my company eliminated 21% of staff and I have twins due in February. I'm starting to interview with various companies but I'm wondering what to do about paternity leave. I live in the NYC area and the jobs I'm interviewing for are either fully remote or hybrid.  I\u2019m afraid that saying something during interviews will block me from getting a new job. Also afraid to not say something during the interview process because I think that it will look bad when I ask for leave. Do I say nothing during the interviews and take leave in February or do I say something during interviews?", "c_root_id_A": "iun208t", "c_root_id_B": "iv0lalr", "created_at_utc_A": 1667318786, "created_at_utc_B": 1667563460, "score_A": 1, "score_B": 2, "human_ref_A": "They have no right to know ahead of time", "human_ref_B": "No, you don\u2019t need to disclose that info during your interviews. It\u2019s not their business until you are hired and ask for leave. Congrats and good luck on your job search.", "labels": 0, "seconds_difference": 244674.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "yj8l5w", "domain": "askhr_test", "upvote_ratio": 0.76, "history": "[NJ] Do i tell recruiters that I\u2019m going to be a dad soon? I was laid off from my job last week after my company eliminated 21% of staff and I have twins due in February. I'm starting to interview with various companies but I'm wondering what to do about paternity leave. I live in the NYC area and the jobs I'm interviewing for are either fully remote or hybrid.  I\u2019m afraid that saying something during interviews will block me from getting a new job. Also afraid to not say something during the interview process because I think that it will look bad when I ask for leave. Do I say nothing during the interviews and take leave in February or do I say something during interviews?", "c_root_id_A": "iun9qsd", "c_root_id_B": "iv0lalr", "created_at_utc_A": 1667321783, "created_at_utc_B": 1667563460, "score_A": 1, "score_B": 2, "human_ref_A": "NO.", "human_ref_B": "No, you don\u2019t need to disclose that info during your interviews. It\u2019s not their business until you are hired and ask for leave. Congrats and good luck on your job search.", "labels": 0, "seconds_difference": 241677.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "yj8l5w", "domain": "askhr_test", "upvote_ratio": 0.76, "history": "[NJ] Do i tell recruiters that I\u2019m going to be a dad soon? I was laid off from my job last week after my company eliminated 21% of staff and I have twins due in February. I'm starting to interview with various companies but I'm wondering what to do about paternity leave. I live in the NYC area and the jobs I'm interviewing for are either fully remote or hybrid.  I\u2019m afraid that saying something during interviews will block me from getting a new job. Also afraid to not say something during the interview process because I think that it will look bad when I ask for leave. Do I say nothing during the interviews and take leave in February or do I say something during interviews?", "c_root_id_A": "iv0lalr", "c_root_id_B": "iuneyy0", "created_at_utc_A": 1667563460, "created_at_utc_B": 1667323759, "score_A": 2, "score_B": 1, "human_ref_A": "No, you don\u2019t need to disclose that info during your interviews. It\u2019s not their business until you are hired and ask for leave. Congrats and good luck on your job search.", "human_ref_B": "Right before you accept an offer you like (post-negotiations phase), share the timeline with them. ensure they are going to support you taking some time away to do the dad paternity thing. They should snap respond with how good their policy is, and here\u2019s the pdf with details.   If they don\u2019t, decline the offer.", "labels": 1, "seconds_difference": 239701.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "yj8l5w", "domain": "askhr_test", "upvote_ratio": 0.76, "history": "[NJ] Do i tell recruiters that I\u2019m going to be a dad soon? I was laid off from my job last week after my company eliminated 21% of staff and I have twins due in February. I'm starting to interview with various companies but I'm wondering what to do about paternity leave. I live in the NYC area and the jobs I'm interviewing for are either fully remote or hybrid.  I\u2019m afraid that saying something during interviews will block me from getting a new job. Also afraid to not say something during the interview process because I think that it will look bad when I ask for leave. Do I say nothing during the interviews and take leave in February or do I say something during interviews?", "c_root_id_A": "iv0lalr", "c_root_id_B": "iuphatb", "created_at_utc_A": 1667563460, "created_at_utc_B": 1667353462, "score_A": 2, "score_B": 1, "human_ref_A": "No, you don\u2019t need to disclose that info during your interviews. It\u2019s not their business until you are hired and ask for leave. Congrats and good luck on your job search.", "human_ref_B": "Nope. Not their business.", "labels": 1, "seconds_difference": 209998.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "yj8l5w", "domain": "askhr_test", "upvote_ratio": 0.76, "history": "[NJ] Do i tell recruiters that I\u2019m going to be a dad soon? I was laid off from my job last week after my company eliminated 21% of staff and I have twins due in February. I'm starting to interview with various companies but I'm wondering what to do about paternity leave. I live in the NYC area and the jobs I'm interviewing for are either fully remote or hybrid.  I\u2019m afraid that saying something during interviews will block me from getting a new job. Also afraid to not say something during the interview process because I think that it will look bad when I ask for leave. Do I say nothing during the interviews and take leave in February or do I say something during interviews?", "c_root_id_A": "iv0lalr", "c_root_id_B": "iun3dbv", "created_at_utc_A": 1667563460, "created_at_utc_B": 1667319319, "score_A": 2, "score_B": -5, "human_ref_A": "No, you don\u2019t need to disclose that info during your interviews. It\u2019s not their business until you are hired and ask for leave. Congrats and good luck on your job search.", "human_ref_B": "Some recruiters may see your pending fatherhood as a boon since you will need to work so urgently.", "labels": 1, "seconds_difference": 244141.0, "score_ratio": -0.4, "metadata_A": "", "metadata_B": ""}
{"post_id": "yj8l5w", "domain": "askhr_test", "upvote_ratio": 0.76, "history": "[NJ] Do i tell recruiters that I\u2019m going to be a dad soon? I was laid off from my job last week after my company eliminated 21% of staff and I have twins due in February. I'm starting to interview with various companies but I'm wondering what to do about paternity leave. I live in the NYC area and the jobs I'm interviewing for are either fully remote or hybrid.  I\u2019m afraid that saying something during interviews will block me from getting a new job. Also afraid to not say something during the interview process because I think that it will look bad when I ask for leave. Do I say nothing during the interviews and take leave in February or do I say something during interviews?", "c_root_id_A": "iungrqp", "c_root_id_B": "iun3dbv", "created_at_utc_A": 1667324435, "created_at_utc_B": 1667319319, "score_A": 1, "score_B": -5, "human_ref_A": "You\u2019ll likely be limited to whatever vacation time you will have earned in such a short period of time on the job - which I\u2019m guessing MIGHT be a couple of days. I would tell them. If you\u2019re considering taking time off unpaid/beyond your vacation availability that might cause issues when you actually try to take it off. I\u2019d hate for you to lose your job just as you welcome a new baby.", "human_ref_B": "Some recruiters may see your pending fatherhood as a boon since you will need to work so urgently.", "labels": 1, "seconds_difference": 5116.0, "score_ratio": -0.2, "metadata_A": "", "metadata_B": ""}
{"post_id": "yj8l5w", "domain": "askhr_test", "upvote_ratio": 0.76, "history": "[NJ] Do i tell recruiters that I\u2019m going to be a dad soon? I was laid off from my job last week after my company eliminated 21% of staff and I have twins due in February. I'm starting to interview with various companies but I'm wondering what to do about paternity leave. I live in the NYC area and the jobs I'm interviewing for are either fully remote or hybrid.  I\u2019m afraid that saying something during interviews will block me from getting a new job. Also afraid to not say something during the interview process because I think that it will look bad when I ask for leave. Do I say nothing during the interviews and take leave in February or do I say something during interviews?", "c_root_id_A": "iun3dbv", "c_root_id_B": "iun9qsd", "created_at_utc_A": 1667319319, "created_at_utc_B": 1667321783, "score_A": -5, "score_B": 1, "human_ref_A": "Some recruiters may see your pending fatherhood as a boon since you will need to work so urgently.", "human_ref_B": "NO.", "labels": 0, "seconds_difference": 2464.0, "score_ratio": -0.2, "metadata_A": "", "metadata_B": ""}
{"post_id": "yj8l5w", "domain": "askhr_test", "upvote_ratio": 0.76, "history": "[NJ] Do i tell recruiters that I\u2019m going to be a dad soon? I was laid off from my job last week after my company eliminated 21% of staff and I have twins due in February. I'm starting to interview with various companies but I'm wondering what to do about paternity leave. I live in the NYC area and the jobs I'm interviewing for are either fully remote or hybrid.  I\u2019m afraid that saying something during interviews will block me from getting a new job. Also afraid to not say something during the interview process because I think that it will look bad when I ask for leave. Do I say nothing during the interviews and take leave in February or do I say something during interviews?", "c_root_id_A": "iun3dbv", "c_root_id_B": "iuneyy0", "created_at_utc_A": 1667319319, "created_at_utc_B": 1667323759, "score_A": -5, "score_B": 1, "human_ref_A": "Some recruiters may see your pending fatherhood as a boon since you will need to work so urgently.", "human_ref_B": "Right before you accept an offer you like (post-negotiations phase), share the timeline with them. ensure they are going to support you taking some time away to do the dad paternity thing. They should snap respond with how good their policy is, and here\u2019s the pdf with details.   If they don\u2019t, decline the offer.", "labels": 0, "seconds_difference": 4440.0, "score_ratio": -0.2, "metadata_A": "", "metadata_B": ""}
{"post_id": "yj8l5w", "domain": "askhr_test", "upvote_ratio": 0.76, "history": "[NJ] Do i tell recruiters that I\u2019m going to be a dad soon? I was laid off from my job last week after my company eliminated 21% of staff and I have twins due in February. I'm starting to interview with various companies but I'm wondering what to do about paternity leave. I live in the NYC area and the jobs I'm interviewing for are either fully remote or hybrid.  I\u2019m afraid that saying something during interviews will block me from getting a new job. Also afraid to not say something during the interview process because I think that it will look bad when I ask for leave. Do I say nothing during the interviews and take leave in February or do I say something during interviews?", "c_root_id_A": "iun3dbv", "c_root_id_B": "iuphatb", "created_at_utc_A": 1667319319, "created_at_utc_B": 1667353462, "score_A": -5, "score_B": 1, "human_ref_A": "Some recruiters may see your pending fatherhood as a boon since you will need to work so urgently.", "human_ref_B": "Nope. Not their business.", "labels": 0, "seconds_difference": 34143.0, "score_ratio": -0.2, "metadata_A": "", "metadata_B": ""}
{"post_id": "bfrhty", "domain": "askhr_test", "upvote_ratio": 0.89, "history": "What is NOT sexual harassment Appearently, a female co-worker had an issue at a prior employer a few years ago.  I never touched her. Never asked her out. Never made an sexual comments or innuendos. Never asked her about her personal life. Nothing like that.  I found out recently she was uncomfortable being around me. Complained about  working with me so they removed me from working with her.   Management never told me about this. They never talked to me. Just removed us form working together. They didn;t really give me a reason at the time but I think my female manager was on my side in retrospect.  In retrospect, I might have been a little 'too outgoing' with her. I would ask her about her pictures on her desk when we worked together and remember sending her emails about the tea in the lunchroom. I joked about her wearing green pants a few months before St. Patrick's Day.   I am also curious, if someone complained about me don't I have the right to defend myself? Especially if she was the only one that took issue with me?  I've been working for over a decade and have not had an issues like this before or after.", "c_root_id_A": "elft28k", "c_root_id_B": "elfzg45", "created_at_utc_A": 1555869761, "created_at_utc_B": 1555874446, "score_A": 18, "score_B": 45, "human_ref_A": "It's not court, outside of a union you don't get due process. They made a decision and they didn't need to consult you about it. If you make a big deal out of this, it's going to look very very bad. So don't do that.", "human_ref_B": "This doesn't seem like a sexual harassment complaint. Usually a formal sexual harassment complaint would involve an investigation where the accuser, accused, and witnesses are interviewed.  Also seems like nothing negative happened to you since management never mentioned it. Which would indicate to me they didn't really have an issue with your behavior, but thought it would be easier to move the person.  Either way, I would move on from it and not bring it up.", "labels": 0, "seconds_difference": 4685.0, "score_ratio": 2.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "bfrhty", "domain": "askhr_test", "upvote_ratio": 0.89, "history": "What is NOT sexual harassment Appearently, a female co-worker had an issue at a prior employer a few years ago.  I never touched her. Never asked her out. Never made an sexual comments or innuendos. Never asked her about her personal life. Nothing like that.  I found out recently she was uncomfortable being around me. Complained about  working with me so they removed me from working with her.   Management never told me about this. They never talked to me. Just removed us form working together. They didn;t really give me a reason at the time but I think my female manager was on my side in retrospect.  In retrospect, I might have been a little 'too outgoing' with her. I would ask her about her pictures on her desk when we worked together and remember sending her emails about the tea in the lunchroom. I joked about her wearing green pants a few months before St. Patrick's Day.   I am also curious, if someone complained about me don't I have the right to defend myself? Especially if she was the only one that took issue with me?  I've been working for over a decade and have not had an issues like this before or after.", "c_root_id_A": "elfz1jv", "c_root_id_B": "elfzg45", "created_at_utc_A": 1555874145, "created_at_utc_B": 1555874446, "score_A": 8, "score_B": 45, "human_ref_A": "what were the negative repercussions to you other than you know longer work directly with this employee?  I'd ask HR/management what you might do in the future or what they feel you might have done...but in the end it sounds like they had an easy out (moving her) and took it regardless of why she felt uncomfortable. Nothing wrong in that.", "human_ref_B": "This doesn't seem like a sexual harassment complaint. Usually a formal sexual harassment complaint would involve an investigation where the accuser, accused, and witnesses are interviewed.  Also seems like nothing negative happened to you since management never mentioned it. Which would indicate to me they didn't really have an issue with your behavior, but thought it would be easier to move the person.  Either way, I would move on from it and not bring it up.", "labels": 0, "seconds_difference": 301.0, "score_ratio": 5.625, "metadata_A": "", "metadata_B": ""}
{"post_id": "6atxdh", "domain": "askhr_test", "upvote_ratio": 1.0, "history": "How honest should I be in my exit interview? I've put my notice in at my current job. It's been 8 months of hazing, lying, and overwhelming unprofessionalism from my manager.   A big part of me wants to lay it all out when I leave but I know nothing will change so I also feel like there's no point. The point of an exit interview isn't to be a huge venting session from a disgruntled employee...right?", "c_root_id_A": "dhhlkq1", "c_root_id_B": "dhkpeop", "created_at_utc_A": 1494633082, "created_at_utc_B": 1494830908, "score_A": 1, "score_B": 2, "human_ref_A": "You have nothing to win from an exit interview but a lot to lose. If possible, avoid even having it. If you must absolutely do it then don't say anything remotely negative about your manager.   This podcast explainst it well: https://www.manager-tools.com/2009/04/handling-exit-interviews", "human_ref_B": "If you're in a position where you don't need to put that job on any future resume - let loose.", "labels": 0, "seconds_difference": 197826.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "lpongh", "domain": "askhr_test", "upvote_ratio": 0.95, "history": "[MA] I applied to a job and on the actual application I used the wrong email.. the company \"dashboard\" and my resume have the correct email Theirs no option to edit. I can withdraw my app and apply again. But it's a software company and I don't know if they'll see it. The email I accidentally used isnt taken so I opened an account with it. What should I do? Leave it?", "c_root_id_A": "gockjv7", "c_root_id_B": "gocqdba", "created_at_utc_A": 1614008270, "created_at_utc_B": 1614010856, "score_A": 7, "score_B": 11, "human_ref_A": "Do they have an internal recruiter email?  If you are seriously worried about it, dropping an email over to confirm your correct email address may help.", "human_ref_B": "Leave it. You\u2019ll be alright.", "labels": 0, "seconds_difference": 2586.0, "score_ratio": 1.5714285714, "metadata_A": "", "metadata_B": ""}
{"post_id": "hbj84b", "domain": "askhr_test", "upvote_ratio": 0.85, "history": "Canada (Ontario) - Can my employer require me to arrive early, unpaid? My current employer is a walking Employment Standards Act violation. They consistently have complaints against them with the labour board, to the point where any time I've contacted them they advise me they've several other cases at this business, and can usually guess where I work after explaining what my concern is.      Recently, our workplace has changed several things. The first is our timecard system and how it works. My workplace takes about 10 minutes regularly to have us sign into our computers (Slow computers). Upon being in, it takes another 5-ish minutes or so to get all necessary applications open. Right now we're already having to arrive 15 minutes early. Now, with the way our timecard system works, we're required to come an additional 5 minutes early.      Furthermore, with COVID-19 security measures in place, they're requesting we arrive 15-30 minutes EARLIER for screening. Meaning I'm expected to be at my place of work almost 1 hour before I begin my actual tasks.     Is my employer required to pay me for this additional time, since I'm required to be at work, for work purposes? I have no intentions of arriving early for screening, however, is my employer required to pay me for the time it takes to log in, get all the necessary applications open, and clock into our system due to the excessive time it takes to do so?", "c_root_id_A": "fv97i5i", "c_root_id_B": "fv9jf4x", "created_at_utc_A": 1592503531, "created_at_utc_B": 1592510181, "score_A": 4, "score_B": 11, "human_ref_A": "Talk to the Ontario Labour Board.", "human_ref_B": "Here in the USA, if your hourly and they require this screening....then the employer must pay you for the time....a class action lawsuit waiting to happen.", "labels": 0, "seconds_difference": 6650.0, "score_ratio": 2.75, "metadata_A": "", "metadata_B": ""}
{"post_id": "dgjlxu", "domain": "askhr_test", "upvote_ratio": 1.0, "history": "[UK] Why would my boss agree to write a positive reference for me, and then try to fire me? I was hired by a large financial institution four months ago.  From the outset, I made it clear to my employers that I planned to start a postgraduate degree, and could only stay for 18 months. This is very common in my profession.   I was initially hired for the specific purpose of helping my boss (\u2018Bob\u2019). Initially, I thought that Bob was agreeable but slightly odd. He had poor social skills and struggled to explain himself clearly. He was always polite, but his niceness was clearly artificial.   I struggled to work with him and had to ask a lot of follow-up questions. But ultimately, my work was technically good and he never made complaints.   Further, I had the opportunity to work for other people and they had no issues with my work. I know this because they repeatedly delegated complex tasks to me.   Last week, I was finalising my application for a post-graduate scholarship. I asked Bob to provide a reference. He agreed (rather enthusiastically).   Today, HR called me to a meeting and indicated that Bob wanted to terminate my position because I \u2018struggled to take instructions\u2019.   I was confused: he had never previously said this. Plus, why did he agree to provide a reference for someone he wanted to dismiss?   I told HR this, and they agreed to \u2018investigate\u2019 the situation. I asked them to talk to the other people I had worked for. They agreed and said it may be possible to transfer me to a different department.   I spoke to a few trusted colleagues, and they were also confused. They said that Bob was an \u2018oddball\u2019, and that the only plausible reason was that Bob did not like me on a personal level. They said that I am unusually direct and \u2018fearless\u2019 for a young woman, and Bob may be uncomfortable with this. This is true- but I don\u2019t see this as a good reason to terminate my employment!   What should I do? Should I speak with upper management? Should I confront Bob? Or, should I just leave my job ASAP?", "c_root_id_A": "f3cbfvq", "c_root_id_B": "f3cx1ck", "created_at_utc_A": 1570822098, "created_at_utc_B": 1570829219, "score_A": 1, "score_B": 2, "human_ref_A": "agree that if you've already told HR, you need to let the investigation play out.", "human_ref_B": "Maybe he thought the positive reference would help you leave and he wouldn't have to fire you.", "labels": 0, "seconds_difference": 7121.0, "score_ratio": 2.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "wmlnw5", "domain": "askhr_test", "upvote_ratio": 0.95, "history": "[CA] what are some creative ways we can support career development or internal mobility to stop losing such great talent and increase engagement? As a VP leading over 100 indirect reports in a technology enterprise, I don\u2019t feel we can truly trust our engagement surveys and feedback we hear, as it doesn\u2019t feel honest enough nor personal/individualized.  Has any seen any platforms or systems that could help us systematically deliver internal mobility (even inter-department) or help my reports be more honest with themselves and us?  Thanks", "c_root_id_A": "ik001h0", "c_root_id_B": "ijzwwy8", "created_at_utc_A": 1660314962, "created_at_utc_B": 1660313696, "score_A": 32, "score_B": 12, "human_ref_A": "As a VP of IT, you may think that there is a technical solution to this. There is not. This is a leadership problem. What are you doing for your direct reports to increase their engagement personally? Are they cascading the same behaviors down to theirs? You can't expect your next level managers do do things you aren't modelling.   A machine can't make people want to keep working for you.", "human_ref_B": "If you're losing talent, what are they saying in the exit interviews?", "labels": 1, "seconds_difference": 1266.0, "score_ratio": 2.6666666667, "metadata_A": "", "metadata_B": ""}
{"post_id": "wmlnw5", "domain": "askhr_test", "upvote_ratio": 0.95, "history": "[CA] what are some creative ways we can support career development or internal mobility to stop losing such great talent and increase engagement? As a VP leading over 100 indirect reports in a technology enterprise, I don\u2019t feel we can truly trust our engagement surveys and feedback we hear, as it doesn\u2019t feel honest enough nor personal/individualized.  Has any seen any platforms or systems that could help us systematically deliver internal mobility (even inter-department) or help my reports be more honest with themselves and us?  Thanks", "c_root_id_A": "ik001h0", "c_root_id_B": "ijzyk9l", "created_at_utc_A": 1660314962, "created_at_utc_B": 1660314364, "score_A": 32, "score_B": 8, "human_ref_A": "As a VP of IT, you may think that there is a technical solution to this. There is not. This is a leadership problem. What are you doing for your direct reports to increase their engagement personally? Are they cascading the same behaviors down to theirs? You can't expect your next level managers do do things you aren't modelling.   A machine can't make people want to keep working for you.", "human_ref_B": "The short list about employee satisfaction is:  competitive salaries, excellent managers/leaders, and ongoing development.  Salaries you do benchmarking, managers via exit interviews and regular employee complaints, and development things like great tuition benefits and hire from within policies.", "labels": 1, "seconds_difference": 598.0, "score_ratio": 4.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "wmlnw5", "domain": "askhr_test", "upvote_ratio": 0.95, "history": "[CA] what are some creative ways we can support career development or internal mobility to stop losing such great talent and increase engagement? As a VP leading over 100 indirect reports in a technology enterprise, I don\u2019t feel we can truly trust our engagement surveys and feedback we hear, as it doesn\u2019t feel honest enough nor personal/individualized.  Has any seen any platforms or systems that could help us systematically deliver internal mobility (even inter-department) or help my reports be more honest with themselves and us?  Thanks", "c_root_id_A": "ik44lab", "c_root_id_B": "ik3ewv2", "created_at_utc_A": 1660388120, "created_at_utc_B": 1660368043, "score_A": 1, "score_B": -2, "human_ref_A": "Those of us that have been around for a while know that the idea of Anonymous or Confidential surveys is a myth. Even with complete identity sanitization, most messages worth hearing are going to be identifiable by writing style, viewpoint, situational details or knowledge of specific facts. This means you only get unfiltered replies from those that don't care if they stay.  I've seen small group (20-30) departmental meetings work well. Publicly promise that respectful conversation will not be met with punitive actions - and enforce that.  Supply a few topics and goals, and let the conversation flow. You may be surprised by what they find important.   Once you have an environment with trust in the two way feedback process, it should be easier to get honest, actionable feedback while something can still be done about it instead of in exit interviews.", "human_ref_B": "Have you tried being honest with the employees?  Start with publishing management's entire compensation, including salary, bonuses, stock options, perks etc, and explain why the CEO is worth 600 time the average worker.", "labels": 1, "seconds_difference": 20077.0, "score_ratio": -0.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "wmlnw5", "domain": "askhr_test", "upvote_ratio": 0.95, "history": "[CA] what are some creative ways we can support career development or internal mobility to stop losing such great talent and increase engagement? As a VP leading over 100 indirect reports in a technology enterprise, I don\u2019t feel we can truly trust our engagement surveys and feedback we hear, as it doesn\u2019t feel honest enough nor personal/individualized.  Has any seen any platforms or systems that could help us systematically deliver internal mobility (even inter-department) or help my reports be more honest with themselves and us?  Thanks", "c_root_id_A": "ik54bt1", "c_root_id_B": "ik3ewv2", "created_at_utc_A": 1660406618, "created_at_utc_B": 1660368043, "score_A": 1, "score_B": -2, "human_ref_A": "Agreeing with a lot of what is being said. This is a culture issue. An off the shelf solution is likely to have very limited success.   Broadly, you might need to rely less on the tools and platforms that engage with employees and maybe work on the culture that engages them to be more motivated and enthusiastic in their jobs.   There are lot of ideas and info about creating engagement. People like Daniel Pink have some interesting books and ideas. He talks about the concept of mastery and challenging employees to keep them motivated.   There is also the 4 Pillars of Engagement which has Mastery at work as well. But that is more about helping employees identify, use, and develop their skills. Might be a good place to start.   Or even the idea of a the Strength Based Team. Letting employees spend more time working on and improving what they are good at. That concept is a helpful way to shift how people work to be more collaborative and play to various strengths better.", "human_ref_B": "Have you tried being honest with the employees?  Start with publishing management's entire compensation, including salary, bonuses, stock options, perks etc, and explain why the CEO is worth 600 time the average worker.", "labels": 1, "seconds_difference": 38575.0, "score_ratio": -0.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "rbaxjk", "domain": "askhr_test", "upvote_ratio": 0.88, "history": "How do I answer the \"why are you looking\" question? [FL] I started a job in August and am now looking again for the following reasons:  1) My manager had a nervous breakdown in my second week, where she made physical contact with me and subsequently took a long leave of absence. At this point we had not yet had a single meeting nor had I had onboarding. She came back for a month or so, but has since decided to leave permanently. The boss is anticipating it will take a year to fill this role.  2) Because of this, I was running a department without meeting with someone until Month 3. Then I wasn't for a while. I am now back to doing this, but I am very much a placeholder.  3) Also because of this, my title (not my pay) has changed four times. I have basically worn 20 different hats, been thrust into meetings with clients with no briefing, and presented an hour long talk at a conference with 30 minutes notice. I have tried to roll with it but... 4) Because of all the turmoil, the staff under me (who don't report to me) have started leaving in droves. As a result, I have worked 30 days straight to cover events we had booked but were short-staffed for. I was basically told that I get comp days for all of them, but won't be able to take them until the new person starts.   I had an HR screen for a new job this morning and was too honest about the above for why I am leaving my job. Is there an HR-friendly way of saying the above without coming off like I'm negative or not a team player?", "c_root_id_A": "hnon9tj", "c_root_id_B": "hnorm53", "created_at_utc_A": 1638940076, "created_at_utc_B": 1638942971, "score_A": 2, "score_B": 3, "human_ref_A": "I'm in exactly the same situation as you, OP.  I started in July. I was sold the job as being able to identify and drive all these positive changes. The team supposedly worked very well together and cross-functionally, as well. Almost immediately, I knew that I was sold a lie. My boss sits in another state and didn't have a conversation with me for over a week. Not even messaging me on Teams to say \"Welcome!\"   Long story short, my larger team is completely dysfunctional. There has been countless turnover since I started. The yearly \"Engagement Survey\" had remarkably low engagement scores by the team (30s out of 100; dropped by 30-40 points in every category). It has left me needing to find a new job way sooner than I expected, even if it means I have to pay back my signing bonus.   I read the other responses here and I intend to use those talking tracks, as well. State how there has been a lot of turnover and/or that the position isn't how it was described and it just doesn't align with what I'm looking for.", "human_ref_B": "\u201cMy boss\u2019s sudden and disruptive departure left the entire department struggling to recalibrate and I was thrust into a completely different position than the one I was hired for. This occurred less than a month after my arrival and the future of my position has become unclear, so I believe it\u2019s in everyone\u2019s best interest if I start exploring other opportunities now.\u201d", "labels": 0, "seconds_difference": 2895.0, "score_ratio": 1.5, "metadata_A": "", "metadata_B": ""}
{"post_id": "le2xuf", "domain": "askhr_test", "upvote_ratio": 0.87, "history": "[VA] how to answer/not answer \u201cwhat is your current salary?\u201d?   I just had an interview that went well. The interviewer followed up with an email asking for references and my current salary. My current salary is low for the market. I don\u2019t want to sell myself short and fuck over my earning potential. I also don\u2019t want to scare this employer away. How do I gracefully not answer this question?", "c_root_id_A": "gmaundo", "c_root_id_B": "gmbhr9c", "created_at_utc_A": 1612656389, "created_at_utc_B": 1612663109, "score_A": 3, "score_B": 9, "human_ref_A": "Oh wow\u2026 Thank God they\u2019re no longer allowed to ask that in Connecticut. Totally pigeonholes people. It doesn\u2019t matter what your current salary is\u2026 It matters what the job is worth to the company. That\u2019s how I would answer it.", "human_ref_B": "\u201cI\u2019m not comfortable sharing my current salary. I would prefer to focus on the value I can add to this company rather than what I\u2019m paid at my current job. I don\u2019t have a specific number in mind for a desired salary, and you know better than I do what value my skillset and experience could bring to your company. I want this move to be a big step forward for me in terms of both responsibility and compensation.\u201d  https://fearlesssalarynegotiation.com/salary-expectations-interview-question/#:~:text=%E2%80%9CI'm%20not%20comfortable%20sharing,could%20bring%20to%20your%20company.", "labels": 0, "seconds_difference": 6720.0, "score_ratio": 3.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "le2xuf", "domain": "askhr_test", "upvote_ratio": 0.87, "history": "[VA] how to answer/not answer \u201cwhat is your current salary?\u201d?   I just had an interview that went well. The interviewer followed up with an email asking for references and my current salary. My current salary is low for the market. I don\u2019t want to sell myself short and fuck over my earning potential. I also don\u2019t want to scare this employer away. How do I gracefully not answer this question?", "c_root_id_A": "gmav5ds", "c_root_id_B": "gmbhr9c", "created_at_utc_A": 1612656540, "created_at_utc_B": 1612663109, "score_A": 1, "score_B": 9, "human_ref_A": "I'd respond by asking what the salary range for the position first. If they still insist on your current salary first, name your salary expectations for the role rather than what you're making now.", "human_ref_B": "\u201cI\u2019m not comfortable sharing my current salary. I would prefer to focus on the value I can add to this company rather than what I\u2019m paid at my current job. I don\u2019t have a specific number in mind for a desired salary, and you know better than I do what value my skillset and experience could bring to your company. I want this move to be a big step forward for me in terms of both responsibility and compensation.\u201d  https://fearlesssalarynegotiation.com/salary-expectations-interview-question/#:~:text=%E2%80%9CI'm%20not%20comfortable%20sharing,could%20bring%20to%20your%20company.", "labels": 0, "seconds_difference": 6569.0, "score_ratio": 9.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "le2xuf", "domain": "askhr_test", "upvote_ratio": 0.87, "history": "[VA] how to answer/not answer \u201cwhat is your current salary?\u201d?   I just had an interview that went well. The interviewer followed up with an email asking for references and my current salary. My current salary is low for the market. I don\u2019t want to sell myself short and fuck over my earning potential. I also don\u2019t want to scare this employer away. How do I gracefully not answer this question?", "c_root_id_A": "gmbc3d7", "c_root_id_B": "gmbhr9c", "created_at_utc_A": 1612661495, "created_at_utc_B": 1612663109, "score_A": 1, "score_B": 9, "human_ref_A": "I always just exaggerate my salary and it\u2019s never come back to bite me. Granted, I live in a state where they aren\u2019t even allowed to ask so when they bring up my expected salary I day \u201cwell, I am maxing x now, that is my starting point\u201d and I just make sure that\u2019s in line with what I want to be paid. Not sure if this will work in states where it\u2019s not illegal to ask, but I always just assume this is what everyone does.", "human_ref_B": "\u201cI\u2019m not comfortable sharing my current salary. I would prefer to focus on the value I can add to this company rather than what I\u2019m paid at my current job. I don\u2019t have a specific number in mind for a desired salary, and you know better than I do what value my skillset and experience could bring to your company. I want this move to be a big step forward for me in terms of both responsibility and compensation.\u201d  https://fearlesssalarynegotiation.com/salary-expectations-interview-question/#:~:text=%E2%80%9CI'm%20not%20comfortable%20sharing,could%20bring%20to%20your%20company.", "labels": 0, "seconds_difference": 1614.0, "score_ratio": 9.0, "metadata_A": "", "metadata_B": ""}
{"post_id": "le2xuf", "domain": "askhr_test", "upvote_ratio": 0.87, "history": "[VA] how to answer/not answer \u201cwhat is your current salary?\u201d?   I just had an interview that went well. The interviewer followed up with an email asking for references and my current salary. My current salary is low for the market. I don\u2019t want to sell myself short and fuck over my earning potential. I also don\u2019t want to scare this employer away. How do I gracefully not answer this question?", "c_root_id_A": "gmbhr9c", "c_root_id_B": "gmbgknk", "created_at_utc_A": 1612663109, "created_at_utc_B": 1612662781, "score_A": 9, "score_B": 1, "human_ref_A": "\u201cI\u2019m not comfortable sharing my current salary. I would prefer to focus on the value I can add to this company rather than what I\u2019m paid at my current job. I don\u2019t have a specific number in mind for a desired salary, and you know better than I do what value my skillset and experience could bring to your company. I want this move to be a big step forward for me in terms of both responsibility and compensation.\u201d  https://fearlesssalarynegotiation.com/salary-expectations-interview-question/#:~:text=%E2%80%9CI'm%20not%20comfortable%20sharing,could%20bring%20to%20your%20company.", "human_ref_B": "Reply with references and desired salary.   Make them push you explicitly for your salary information, and then tell them you can\u2019t/won\u2019t for whatever reason you like. (Bad negotiations, agreement to not discuss, etc etc)", "labels": 1, "seconds_difference": 328.0, "score_ratio": 9.0, "metadata_A": "", "metadata_B": ""}