Author: Olivia

I get some people don't get raises at all, but like… seriously? A merit increase of some amount is part of the annual cycle, everyone at this company got one. 1.5% is worse than my lowest expectation. I'm kind of insulted that they even said it like it was some type of honor. And they really expect me to not jump ship within the next year for a >20% salary bump??

They will be mad you quit but not the fact you quit, the fact they now have to cover your shifts. They don't give two shits about you, your just a money maker to them.

but most of the posts in here are like entry level obviously shitty jobs that provide food or services mostly used by low income people. if they pay yall more, the poor people gon lose access to the cheap food and services they need to survive. ungreatful priviledged fucks.

AITA if I drag my feet and leave some of my coworker's work waiting for them when they return from their PTO if I'm forced to cover for them? Okay so before we get started let me first say that I do believe that, since it's part of our benefit package, employees should be able to use their PTO whenever they see fit regardless of whether there is coverage or not. However, here is my problem. My job has multiple buildings with crews who have the same job as me. Each building has their own crew, but we are all on skeleton crews. All it takes is one call off in any of the teams in any building to be practically catastrophic. When a building is too understaffed to function, my boss just pulls someone from the building that can most handle being down a person. I'm low man on…

My girlfriend needs H1B sponsorship and she is currently working at a start up. The manager is willing to sponsor but he wants her to sign a contract that states she will work with them for a few years due to previous employers getting their H1B and then leaving. Is this legal? What would you recommend she do? I've told her to just sign and then if she gets sponsorship, transfer it and leave.