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Yes, you are overreacting. She didn’t steal the coat. Whether she would or wouldn’t have (had you not said anything)—the fact is that you did say something, and she didn’t steal it. You have no proof she was going to steal it, and you’re expecting them to...do what, exactly? You only have your own reasons and suspicions as to how there is no way she could have actually been confused or picked it up by accident.

Management or HR has no obligation to tell you how investigations/discipline are handled—they could have already addressed it with her, and you would have no idea. I am guessing she was mortified when confronted with this—she just got a new job, may not even have money for a coat, and is now being accused of theft before she even finishes training. You seem more upset that she hasn’t been permanently branded a coat thief, than about a person having no coat in the 20 degree Wisconsin winter.

Keep your coat at your own desk—either on the back of my chair, or get a cubicle hook.

Time to have a come-to-Jesus talk with this man. Brush up on your "crucial conversations" skills, let him know your expectations of him, that you support him, and see if he's interested in development opportunities. Basically - be a good leader. He'll either come around or he won't.

Most of the time the word will be in the title of the job posting. You can reach out to recruiters at companies in your field and ask them about their internship programs and how that works. (Most have a standard template response they will send back. If you have questions after reading that - email back and they can help from there)

You can google it.

ConocoPhillips program is http://careers.conocophillips.com/en/university-recruitment/internships/

You can look it up on Indeed http://www.indeed.com/q-Internship-Oil-Gas-jobs.html

You can talk to your campus career services center (alumni qualify too if you already graduated)

You can network with people in the industry and be interested in what they do - not interested in bashing their application process or shoving a resume in their hand - but actually be interested to learn.

You can talk to your professors to see if they have any contacts.

You can get active on LinkedIn and join some groups and be active and talk to people in the industry.

You can do a lot - but drop the "millenials are over educated" nonsense. We didn't make you get a masters degree without a job and skipping all the opportunities to get experience along the way.

And those of us who aren't "millenials" do get a little tired of the whining. Don't like your job prospects? Go change em.

That's WORSE. Now you're the skeeze that keeps on trying to date his coworkers.

Get on Match.com - get on Tinder - get on eharmony - go get a hobby

DO ANYTHING BUT ASK OUT ANOTHER COWORKER

As a LPT - women talk. If they work with each other? They talk more than you think.

CONGRATULATIONS - you're now "Steve the creepy guy"

You seem hell bent on not taking any advice and just want to reask the same question with a slight twist.

Your reality is - by at least my count - you've asked out at least 3 girls from work in the past month. This one you decided to UP the creep factor by sending it from your personal email to her work email.

Work is NOT WHERE YOU GO LOOK FOR DATES.

If I was your HR and I caught wind of this? You'd not be returning to work tomorrow. I'd fire you by phone today.

STOP ASKING OUT YOUR COWORKERS

It's not - one would have to be uninsured for two months. Assuming OP is insured now, he's fine. Just no ladders, trampolines or meth as another poster said.

Source: https://www.healthcare.gov/blog/the-fee-for-not-having-health-insurance-2016/

This may sound cheesy.. But as way to spark ideas, check out the 'Things to Do' on Groupon

https://www.groupon.com/occasion/things-to-do-ttd

I am not endorsing them, nor have I used them.. but they do list a bunch of things that might point you in the right direction

I'm a recruiter so you may be suspicious of what I've got to say!

It's highly unlikely that a recruiter has actually changed the requirements on their own, that would typically come from conversations with the decision makers. Those decision makers may not follow up with updating their own website. Recruiters often change the verbiage of a job description.

Companies hire recruiters to bring them candidates with specific requirements. As much as we'd like to present someone "outside the box" (whatever box that is), that jeopardizes our relationships.

Some things you can do proactively: 1) make sure your resume is tailored to EVERY job you apply for 2) if your resume is being uploaded to a website, you might consider making the formatting basic (no tabs, boxes, bullet points, etc.) - when resumes are parsed a lot of formatting is not only lost but content can be jumbled 3) how's your LinkedIn profile? Does it clearly state your qualifications? Is your contact information part of your summary (make it easy for people to reach you) 4) are you following companies you have targeted, their employees, the recruiters they use, the groups they belong to and their company posts? 5) are you interacting with those posts? (commenting or liking them) 6) are you following and interacting on Twitter or other SM? Interacting does not mean asking for a job, hinting that you want one, etc… Try to make your comments stand out so that people will want to visit your profile. 7) are you volunteering and using your career skills? If so make sure to include that on your LI page and tweet about the event, etc. 8) love this article about cover letters: https://www.linkedin.com/pulse/20140827010005-516413-let-me-hire-you-five-things-that-will-kill-your-application 9) are your SM pages "clean"? Having controversial subject matter is probably not something potential employers want to see

Finally, good luck!

Here's the healthcare.gov FAQ https://www.healthcare.gov/young-adults/children-under-26/

The company's benefit provider can answer a lot of questions for you. There are a few states (NY is one) that have provisions for ages over 26.

The insurance you chose when you were hired is the insurance that is eligible to be continued under COBRA.

Yes, you are eligible for COBRA regardless of the reason you left your job. I recently quit my job and was eligible for COBRA.

You may find this resource helpful: https://www.healthcare.gov/unemployed/coverage/

https://www.amazon.com/CIFIDET-Fashion-Cufflink-Accessories-Watermelon/dp/B0B1P73Q4G/ref=mp_s_a_1_8?crid=HEWMNOC9VRBQ&keywords=watermelon+cuff+links&qid=1668555422&sprefix=watermelon+cuff+links%2Caps%2C137&sr=8-8

These are the cufflinks in question. Nice and cheap right?

I had a choice between a cross (don’t know if he’s Christian), a USA flag (he’s from an other country), watermelon, or a wine bottle (he doesn’t drink).

He’s had earth cufflinks, elephant cufflinks, dollar sign cufflinks, teddy bear cufflinks. Why would watermelon be out of place here?

I use this method. https://lifehacker.com/empty-your-inbox-with-the-trusted-trio-182318

All of my recruits have a related control number. If I need to pull up something I use the related control number and search for it. Otherwise I do a search by topic.

I've been doing it this way for about 10 years now.

If you have gmail at work, you might want to check out ActiveInbox. It's a "Getting Things Done" plug-in for gmail that helps you use your email to organize and prioritize your tasks.

In short it helps you separate your emails into tasks/projects you need to do and things you're waiting on from others, while also prioritizing them by due date and giving you reminders (it creates a separate section at the top of your inbox for items that are overdue, due soon, etc). There's more to it, but that's a very basic overview. IMHO, ActiveInbox and the GTD process are great helpers in using your gmail inbox as your to do list.

Even if you don't use gmail at work, I'd recommend the GTD process and looking for tools that can help you use it with whatever email system you have (or outside of email).

https://smile.amazon.com/Etiquette-Dummies-Sue-Fox/dp/0764551701/ref=sr_1_6?crid=2OUQJVA9OERT6&keywords=etiquette+for+dummies&qid=1654904865&sprefix=etiquette+for+dummie%2Caps%2C289&sr=8-6

It all depends on how much you're willing to spend and configure, so I'm not going to answer specifically. Here's the first Google result on the topic which lists 55 different vendors to research: https://hive.com/blog/project-management-software/ We've used Jira, Asana, Microsoft Project Server, Smartsheet, etc.

We use PM software to assign workers to projects, we have a requirement that employees enter time cards for each project they worked on during the day/week. Therefore we can easily generate reports on who worked on which project.

You could therefore set it to require even more information on every entry on which software did they use for that day/week and how many hours.

We have options in our employee management system that workers can enter the software/skills they possess, which again we can then report on. If you wanted it all one place, I'm sure you can find a solution.

An unlisted part of the HR job is figuring out your people beyond the evaluation. For example, from this post I see that she causes a lot of drama voluntarily.

>I've seen several times that some people tend to just have drama

We then have to ask why does she have so mucb drama? What is the root problem and most of the time those who create a lot of drama often times feel underappreciated and undervalued so they make drama to feel relevant to their peers. They feel as thought without drama there isn't an extra dimension to their life. So now that we've identified that we need to find a way to root out her problem. Her insecurity. This often times to stop being the HR manager that tries to effectively manage the workers and become a friend for her. Ask her what she wants to do in life, what's her purpose or her drive, what legacy does she want to leave? And from there she can realize that there are other ways to be relevant and important other than causing drama. In the end portion of this slide it has a few golden questions you can ask to open herself up. https://www.slideshare.net/mjskok/company-formation-hiring/2-HiHarvard_innovation_lab_innovationlabMichael_J

I was browsing HR mugs on Amazon the other day and chuckled when I saw this:

https://www.amazon.ca/Tears-Employees-Coffee-Funchious-Office/dp/B07F27RR6Z/ref=mp_s_a_1_6?crid=SZE9BLLCIQJR&keywords=hr+mug+tears+of+my+employees&qid=1641612439&sprefix=hr+mug+tear%2Caps%2C167&sr=8-6

Axe Brand Medicated Oil (Muscle, Joint, and Backache Pain Relief) (1.89 fl oz) (1 Bottle) (Solstice) https://www.amazon.com/dp/B002838UDG/ref=cm_sw_r_cp_api_glt_fabc_WAXP7X5SBZJ5JKTAVWWB?_encoding=UTF8&psc=1

Go nuclear.. Report to your Management / HR Head by sending anonymous email about this trip that may be infringing the "intimate relationships must be reported between the manager and subordinates" clause. Hey, anything can happen on a trip, right? (You can create a new email using protonmail.com - it's untraceable back to you)

Your boss sounds like a crazy dictator or warlord who creates a "divide and conquer" mentality amongst the soldiers (oops. i mean staff). Ask yourself "is this where I want to spend my next 12 months? Is it worth it?"

I'm thinking they are wearing these, and the reviews all mention it's a way around mask mandates

4 Pieces Rhinestone Mesh Face Cover Crystal Metal Glittery Masquerade for Christmas Cosplay Costume (Black, White, Pink, Purple) https://www.amazon.com/dp/B08C9K6JVT/ref=cm_sw_r_apan_glt_fabc_08WET4JQEZN8WJV2ME3K

I think the best course of action on retaking the CHRP CKE Comprehensive Knowledge Exams (for CKE 1 or CKE 2) is to find yourself some easy and to-the-point study guides. I would not rebuy the official textbooks. Way too expensive.

Try these study resources...

https://sellfy.com/p/zgwm/

This is absolutely unacceptable and your company should have a policy and process in place to address this.

For example, I found this article addressing this type of thing specifically where there are template replies that CSR's can use referring to an acceptable use policy and de-escalating the situation. This should be something that your management team and legal is involved in. https://www.intercom.com/blog/how-to-cut-the-cord-on-inappropriate-customer-conversations/ I would address this with your manager as here is what happened, here is how I felt/responded and how can we resolve this going forward in order to continue assisting customers while also drawing boundaries about what is not acceptable.

No one is going to fault you for initially responding thank you to a compliment if you were unsure how to respond, and if they do, that's not someplace you want to work.

I agree that first of all you must talk to them and tell that you've noticed that they lie when it comes to actual hours worked. Tell that you're going to check this more throughly and if they keep lying, you'll have to punish them. I think that this will help))

And if there are any insolent employees who keep leaving work earlier, you can start trackimg them with an employee monitoring program, video camera or time trackers. Let them know that they are monitored and they will stop sirupting the schedule...

I think that it's normal to track lazy people... Being a Big Brother is sometimes a must.

Just install new "wall paper", then stuff a bunch of this Faraday liner above the ceiling tiles

https://www.amazon.com/Shielding-Bluetooth-Military-Conductive-Adhesive/dp/B07RGS9H7N

It should take her phone offline while inside the bathroom

I am not in HR, but I AM mosquito filet mignon. I'm not sure if you're able to afford it or not, but I want to suggest a magnetic screen door. I would spend money for my comfort if I have to spend a ton of time somewhere and no one wants to do address my comfort (for example, I bought and attached a soap shelf at my campus gym because the one they'd had before fell off and no matter how many maintenance tickets I put in, they never fixed it, so I fixed the damn thing myself).

Obviously it would be ideal that your boss address this, but if she can't be bothered and you're the one risking Yellow Fever and Zika, and you can afford the $18, maybe you could suggest the fix, buy it and install it.

I can vouch for these. I helped a friend install this magnetic mesh screen door on her patio after the original door rusted off and her landlord didn't want to deal with it. It's not as nice looking as a real screen door, but it will keep most mosquitoes out and it's very easy to install.

A friend mine worked for a UK-based company for about 10 years. They allowed remote work but required their employees to be present in the UK. He traveled all over the world while working for them. They kind of new it but turned the blind eye on it because they couldn't hire anyone competent for the money they paid him. After 10 years, they finally fired him but he already had another job lined up.

The moral of the story is that you can do whatever you want if you don't care too much about losing your job.

A couple of practical tips if you decide to do it and not tell them. Find a room where you can get blackout curtains and good indoor lighting so that your colleagues can't tell that you work in a different time zone and a much sunnier place. Get a VPN such as Private Internet Access and use a NYC IP address. Always check the weather forecast for NY before meetings and be prepared to complain about the weather.

If your laptop has an Ethernet port, all you need is a wireless Ethernet bridge like this to connect to your wifi system (note: not specifically recommending that particular item, just providing an example...). Ask your employer if they can provide it. If they can't, you could ask them if you can purchase one yourself and they can reimburse you. If they also refuse that, it might be worth just shelling out the money for one yourself if it means keeping your job and being able to work from home safely instead of having to return to the office.

I have some little peas in a pod from Amazon that pop out. They're amazing and cheap. I actually did give her one, I just remembered.

mine are only $20 and you can hear people just fine. it filters out the higher ranges. https://www.amazon.com/Etymotic-High-Fidelity-Earplugs-Standard-Packaging/dp/B00RM6Q9XW/ref=sr_1_3?keywords=Etymotic&qid=1564761420&s=gateway&sr=8-3

Or you could take up kick boxing in the office and tell people its how you feel the rhythm.

This book is a good introductory reference - I used it a ton when I was new to the profession. If you google the title you can find used copies for less than $5.

Try this book:

https://www.amazon.com/Corporate-Confidential-Secrets-Company-Know/dp/0312337361/ref=sr_1_1?ie=UTF8&qid=1498958708&sr=8-1&keywords=corporate+secrets

FYI, going to reddit for advice is the worst idea ever.

Use bricks under the desk legs to raise it to a normal height that is comfortable for sitting with normal chair height. That will solve the sitting thing. (I have seen it done and as long as the bricks don't stick out much it generally is not seen as a problem)

For the standing thing, you could bring in a platform or something and put the keyboard and monitor onto it when you want to stand, or get something like this: https://www.amazon.com/Workez-Standing-Desk-Conversion-Kit/dp/B00FCFT928

Not work advice per se but ... These help a ton with fluorescent lights and migraines https://smile.amazon.com/Educational-Insights-Patterned-Fluorescent-Filters-2-Pack/dp/B00HT5H8Z4/ref=sr_1_8?ie=UTF8&qid=1470596047&sr=8-8&keywords=light+cover

A couple of books I'd recommend are below. They're written by an HR coach, but intended for a non-HR audience and seem to strike a good balance between solid advice and approachability. The latter one is older but it's the quickest link I could find.

A perk of both is they're a lot more reasonably priced than a lot of HR books too.

http://www.amazon.com/Documenting-Discipline-How--Mike-Deblieux/dp/1884926347/ref=la_B001K80XXU_1_2?s=books&ie=UTF8&qid=1454054969&sr=1-2

http://www.amazon.com/Supervisors-Guide-Employee-Performance-Reviews/dp/0820597864/ref=la_B001K80XXU_1_3?s=books&ie=UTF8&qid=1454054969&sr=1-3

Have you talked to your doctor about your fertility and genetic concerns? An OB/GYN should be able to provide some information about risk factors that will help you plan out when to start trying.

And because I recommend it to everyone, check out Expecting Better. It breaks down types of risks (age, weight, and other factors) and analyzes the clinical studies that have been done rather than conventional wisdom.