Boss wants to send me on an international trip
My boss wants to send me on an international trip and due to a medical condition I can’t make that long of a flight. I’ve spoken to HR and they said that the job description for my position did not mention any travel so I shouldn’t have to go. I’ve even offered a medical note. However, my boss won’t let it go. He keeps making comments (in front of others) about the trip. I don’t want everyone in the office knowing my medial issue. How can I address this professionally and not get on my bosses bad side?
Jobadvisor
That is an incredibly frustrating spot to be in. It’s one thing to handle a demanding boss, but it’s another when they start broadcasting your private business—or a lack of context for it—in front of the "home team."
Since HR has already confirmed that travel isn't a requirement of your role, you are on solid ground. The goal now is to pivot the conversation from "Why aren't you going?" to "The decision is final," while keeping your medical privacy intact.
Here is how you can handle this professionally.
1. The "Closed-Door" Reset
If you haven't had a formal, one-on-one sit-down specifically about his comments, now is the time. Don't wait for him to bring it up.
The Approach: "I’d like to touch base briefly on the upcoming international trip. I want to make sure we’re on the same page so we can focus on the work here."
The Script: "I’ve noticed you’ve mentioned the trip a few times in group settings. As HR and I discussed, my current situation doesn't allow for that specific type of travel. I’d appreciate it if we could keep the focus on my local deliverables in team meetings, as I’d prefer to keep my personal logistics private."
2. Managing the Public Comments
When he makes a comment in front of others, he’s likely trying to use social pressure to get you to "tough it out." You can shut this down without being defensive by using professional redirection.
His Comment: "Too bad [Name] is skipping out on the big Paris trip!"
Your Response: "I'm definitely going to miss the team, but I've got the [Project X] front covered here while you're away. Speaking of which, have we finalized the data for..."
Why it works: You acknowledge the statement but immediately pivot to your value-add at the office.
3. The "Medical Note" Card
Since you offered a note and he’s still pushing, it’s time to be firm about the boundary. You do not have to tell him what the condition is.
The Script: "I understand this trip is important to you. However, I have a medical limitation that is non-negotiable for long-haul travel. I have provided the necessary documentation to HR to verify this. I’m fully committed to my role here, but the trip is simply off the table."
4. Documentation is Your Friend
If his comments feel like they are crossing into harassment or retaliation territory, start a "paper trail" (even if it’s just a private notes app).
Date and time of the comment.
Who else was in the room.
Exactly what was said.
If he continues after your one-on-one, you may need to go back to HR and say: "I have addressed the travel limitation with my boss, but he continues to make public comments that are making me uncomfortable and risking my medical privacy."
Comparison of Approaches
| Tone | What it sounds like | Best used when... |
| Collaborative | "I'm bummed to miss it, but I'll be the 'anchor' here at HQ." | You want to keep things light and friendly. |
| Direct | "That's a private matter we've already cleared with HR." | He makes an insensitive comment in a meeting. |
| Formal | "I've provided the medical clearance for my staying behind; let's talk about the hand-off." | He tries to "guilt" you into changing your mind. |
Internal comms for frontline workers got me frustrated
Working in HR for a company with significant frontline workforce. We put together nice communications, send emails, post on the intranet. And then find out that maybe 30% of our workforce ever sees any of it because they don't have desk access.
Our office staff is well informed about benefits, policies, company updates. Our frontline people constantly tell us they never hear about anything until after the fact. The communication gap is real and I don't have a great solution.
Other HR folks dealing with deskless workers, how are you actually reaching them? Open to tools, strategies, anything that's worked.
Jobadvisor
This is the classic "Digital Divide" in HR. When your workforce is on their feet, in a warehouse, or behind a wheel, an intranet is basically a locked room they don't have the key to. If it’s not in their palm or in their path, it doesn't exist.
To bridge this gap, you have to move away from "pushing" information to where you want them to be (the intranet) and start "placing" it where they already are.
1. The "Mobile-First" (or Only) Approach
Frontline workers won't log into a VPN or a clunky portal. They will, however, check their phones.
SMS/Text Platforms: Tools like Textel or SimpleTexting allow you to send "burst" updates. If 30% see emails, 90%+ will see a text. Keep it brief: "New benefit enrollment starts today! Details in the breakroom or click here: [link]"
Employee Apps: If your budget allows, tools like Beekeeper, Workvivo, or 7shifts are designed specifically for deskless workers. They look like social media, making them intuitive and easy to check during a 10-minute break.
2. Physical "High-Traffic" Tactics
Since they don't have desks, you have to own the physical environment.
The "Toilet Paper" Gazette: It sounds silly, but it’s a gold standard in manufacturing. Post a one-page "Weekly 3" (three things they need to know) on the back of bathroom stall doors. It is the only place you have their undivided attention.
QR Codes Everywhere: Never print a flyer without a QR code. Put them on breakroom tables, lockers, and even the back of ID badges. Link them directly to a mobile-friendly version of the policy or benefit sign-up.
Digital Signage: Replace static corkboards with cheap TV monitors running a rotating slide deck of updates. Use high visuals and very little text.
3. Empowering "The Middle"
Frontline workers trust their direct supervisor more than a "corporate" email.
Huddle Kits: Give shift leads a 30-second script for their morning "stand-up" or huddle.
The "What’s In It For Me" (WIIFM) Filter: Supervisors should only be tasked with sharing info that affects the worker's paycheck, safety, or schedule. Leave the "CEO's vision statement" for the office staff.
Strategy Effectiveness Matrix
| Method | Reach | Effort | Best For... |
| SMS/Texting | Very High | Low | Urgent updates, deadlines. |
| QR Codes | Medium | Low | Linking to handbooks/forms. |
| Manager Huddles | High | High | Culture, policy changes, morale. |
| Stall Stories | High | Low | General awareness, fun facts. |
4. Short-Form Video
Most frontline workers are consumers of TikTok or Reels. A 3-minute read on a new dental plan is a "no," but a 45-second video from the HR Director (recorded on a phone, keep it casual!) explaining how to save $20 on a cleaning is a "yes."
Pro Tip: If you use an app or SMS, track the "Open Rates." It gives you the data you need to show leadership why the old intranet-only way was failing.
I received a job offer but have a pending misdemeanor charge that will come up on my background check. What is the best way to approach this with HR before the check comes back?
Last June, I was arrested for an OWI. After months of waiting, the toxicology report came back showing that I was not under the influence of anything. However, I was told not to drive by the officer who thought I was impaired, but I did so anyway and was pulled over and arrested.
My public defender asked the prosecutor to dismiss the charges this month and the prosecutor talked to her superiors. They now want me to plead guilty to reckless driving (due to driving after told not to). I've decided I won't take the plea deal because I know they have nothing. My PD said the charge won't go back to an OWI even if I don't take the plea so I know thata gone.
Anyway, I finally graduated with my bachelor's degree in December and received an offer today that is contingent on my drug screen and background check results coming back ok. However, the job does require a valid license and I may have to drive clients. I was offered a job with a different company last summer, but HR told me they were unable to proceed with hiring me due to the pending charge. They said as soon as it was resolved I would be good to go. That's when I took a fast food jiband concentrated on finishing my last semester of college.
My attorney has an attorneys conference on February 17th and is hoping we can finally get this resolved once and for all. I REALLY want this job and have already submitted the form for my background check so I know it's likely to come back next week or the week after.
I would like to email HR on Monday and explain what the background check will show and where the situation currently stands. I want to express to them how much I want the job as well.
I realize it may be largely dependant on the company's policies, but how should I word an email to HR explaining what has happened and expressing my desire to work for them?
Jobadvisor
This is a delicate situation, but you are handling it with exactly the right mindset: transparency is better than a surprise. Because this role involves driving clients, the "pending" status is likely what triggered the previous rejection. Companies are often more afraid of the uncertainty (and the potential liability) than the actual charge. By reaching out now, you control the narrative and prove your integrity.
Here is a strategy and a draft to help you navigate this.
1. The Strategy: "Facts, Focus, and Finality"
When you email HR, keep these three principles in mind:
Be Matter-of-Fact: Don't get bogged down in the drama of the toxicology report or the officer’s "opinion." Stick to the legal status.
Highlight the "OWI is Gone": The most important piece of information is that the OWI is no longer on the table. That is a major "red flag" removed.
Give a Timeline: Providing the February 17th date shows this isn't an open-ended problem; it has an expiration date.
2. The Email Draft
Since you already submitted the background check form, you should send this first thing Monday morning.
Subject: Background Check Disclosure – [Your Name] – [Job Title]
Dear [HR Contact Name],
I am very excited about the offer to join [Company Name] and have already initiated my background check and drug screen.
In the interest of full transparency, I want to share some context regarding a pending matter that will likely appear on my report. Last June, I was involved in a traffic stop that resulted in a pending charge. I want to clarify two critical points regarding this situation:
The initial OWI concern has been fully cleared. Professional toxicology reports confirmed there was no impairment, and that charge is no longer part of the legal proceedings.
The current status is a pending "Reckless Driving" misdemeanor. My legal counsel and I are currently in the final stages of resolving this based on a procedural disagreement during the stop. We have a final court conference scheduled for February 17th, at which point I expect the matter to be fully resolved and closed.
I understand this role involves driving, and I want to reassure you that I currently hold a valid driver’s license and a clean record otherwise. My goal is to start my career with [Company Name] on a foundation of total honesty.
I am happy to provide any additional documentation or speak further about this if it helps with the contingency process. I am very much looking forward to joining the team.
Best regards,
[Your Name]
[Your Phone Number]
3. What to Expect Next
HR departments usually have two ways of looking at this:
The "Safety First" View: They may wait until February 18th to formally "clear" you. If they like you, they might push your start date back two weeks rather than rescinding the offer.
The "Risk Assessment" View: Because the OWI (the most "un-hirable" driving offense) is off the table, a "Reckless Driving" charge is often something they can work with, especially if your license is currently valid.
A Note on your Public Defender
If HR asks for proof, you can ask your PD for a "Letter of Representation" or a brief memo stating that the OWI charge is not being pursued. This is a common request and can help HR's "Legal/Risk" department check their boxes.