Management is cutting my job after I automated 15 hours of weekly work, do I have to document it for them?
When I took this coordinator job, our team was losing fifteen to twenty hours every week just updating client logs and manually formatting spreadsheets.
I built a few simple macros and formula templates that cut all that data entry down to an hour. I thought saving twenty hours a week would free me up for higher-level projects.
instead, my manager called me into a meeting last Friday. She told me that because our administrative workload dropped, they are merging my role with a part-time position and letting me go. To get my severance check, they want me to write step-by-step documentation for every macro I set up.
I literally worked myself out of a salary. I should of just kept doing the data entry by hand like the last person.
Do I ACTUALLY have to document processes I created that were not in my original job description?
Jobadvisor
The Legal and Employment Reality
- Work for Hire: Legally, in almost all jurisdiction work environments, any code, macros, or processes you create during work hours using company equipment belong to the company. This applies even if those tasks fall outside your formal job description.
- Severance is Optional: In most standard employment contexts (unless bound by a union contract or prior agreement), companies are not legally required to offer severance. Severance is effectively a exchange: We give you money, and you sign a release agreement and fulfill offboarding requirements.
- Conditional Payout: If your manager made writing documentation a explicit condition of receiving your severance, refusing to do it gives them grounds to withhold the check.
Key Steps to Handle This
Moving Forward
Ran out of FMLA/leave after surgery for a work injury—HR says they can't hold my job. Can I file with the EEOC if terminated?
I’m seeking guidance from anyone who has navigated a similar situation.
I’m a state employee (keeping the specific state private just in case), and I’ve been out recovering from an injury that occurred at work. The injury required surgery, and my recovery timeline has been longer than anticipated.
At this point, I’ve officially exhausted my 12 weeks of FMLA, all of my paid leave, and my short-term disability benefits. HR recently informed me that they "can't hold my position" any longer and expect me to return to full duty soon. My union rep hasn't been much help in clarifying my options, and I'm worried about wrongful termination.
I’m trying to figure out my legal standing and protect my job while I heal:
• EEOC / ADA Protections: If HR fires me simply because my FMLA ran out without engaging in an interactive process, can I file a charge with the EEOC for disability discrimination or wrongful termination? Is extended medical leave or light duty considered a reasonable accommodation under the ADA?
• Workers' Comp Retaliation: Since this stems from an on-the-job injury, does firing me while I'm still under doctor-ordered restrictions count as illegal workers' comp retaliation?
• Handling HR & Union: How should I document my communications with HR regarding my restrictions, and what's the best way to escalate this beyond an unhelpful union steward?
• Doctor's Documentation: What exact language should I ask my surgeon to put in writing to prove I cannot perform full duty yet without risking immediate job abandonment claims?
Any insight, personal experiences, or advice on navigating an EEOC complaint or consulting an employment attorney would be greatly appreciated!
Jobadvisor
EEOC / ADA Protections
- FMLA vs. ADA: FMLA provides 12 weeks of job-protected leave, but its exhaustion triggers your protections under the ADA.
The EEOC explicitly states that extended unpaid leave or light duty can qualify as reasonable accommodations. - The Interactive Process: HR is legally required to engage in an "interactive process" before terminating you.
If they issue a blanket termination because your FMLA expired without discussing accommodations (like a specific return date extension or light duty), you have strong grounds to file an EEOC charge for disability discrimination. - "100% Healed" Policies are Illegal: Employers cannot demand that you return to "full duty with zero restrictions" if you can perform the essential functions of your role (or a vacant light-duty role) with reasonable accommodations.
- Limits of ADA: The ADA does not protect "indefinite leave".
Your doctor must provide an estimated return date or a specific timeline (e.g., "needs 4 additional weeks" or "light duty for 6 weeks").
Workers' Compensation Retaliation
- Protected Activity: Filing a workers' comp claim is a legally protected activity. Terminating an employee because they filed a claim or are receiving benefits is illegal retaliation.
- Separation vs. Retaliation: Employers often argue that termination post-FMLA is based on "business necessity" rather than retaliation. However, firing you while you are actively recovering from an on-the-job injury—without trying to accommodate your restrictions—creates significant legal exposure for them under state workers' comp anti-retaliation laws.
Handling HR & Your Union
- Paper Trail Only: Shift all communications with HR to written emails (or follow up verbal calls with a written summary email: "Per our phone conversation today...").
- Formal Accommodation Request: Send a formal, written ADA Reasonable Accommodation Request to HR. State clearly:"I am requesting a reasonable accommodation under the ADA for my medical condition. I am requesting [e.g., 4 weeks of additional unpaid leave / light duty with a 15 lb lifting restriction] as recommended by my physician."
- Bypassing the Steward: If your local union steward is unresponsive, contact your Union Field Representative, Local President, or Union Legal Counsel directly. Request a formal grievance filing if HR refuses to engage in the interactive process or violates contract language regarding medical leave.
What to Ask Your Surgeon to Document
- Definite Timeframes: A clear start date and an estimated end date for your restrictions (avoid stating "until further notice").
- Specific Functional Restrictions: Explicit capabilities (e.g., "Patient cannot lift over 10 lbs, cannot stand for more than 2 hours consecutively, but is cleared for desk/sedentary work").
- Accommodated Return Date: A statement like: "Patient is anticipated to be fully cleared for regular duty on [Date], provided [Accommodation/Light Duty] is maintained until then."
Recommended Next Steps
- Consult an Employment Attorney Immediately: Look for a plaintiff-side employment lawyer who handles both state employee claims and Workers' Comp/ADA intersection.
- File an EEOC Inquiry: You can submit an initial inquiry via the EEOC Public Portal. You generally have 180 to 300 days from the date of the adverse action (or notice of termination) to file a formal charge.
- Preserve All Records: Forward all HR emails, medical notes, FMLA notices, and workers' comp documentation to a personal email address.
Does anyone have any advice for a 29 y/o college grad feeling lost/behind?
Hi folks, it’s a bit of a long story. I went back to school late and graduated last year (May 2025) with two degrees, one in Emergency Management and the other in political science. Initially I went into emergency management as an alternative to political science, with the goal of going into Homeland Security afterwards. Somewhere along the line I turned a minor in a second degree (poli-sci), this time with the goal of going into the federal civil service.
Well in the last year I’ve admittedly held off on job hunting due to the chaos within the government and just did a bunch of side adventures. Now with 30 around the corner, the need to find a proper job is becoming more apparent but I’m now questioning whether I really want to pursue my previous career goals. I’m just feeling lost at the moment, with one degree that I wish I didn’t pursue and another that I’m unsure where to go with. I feel like I’m well behind most around my age, or some even younger.
Jobadvisor
First off: you're not behind. I know that like a platitude, but the "standard timeline" is a myth that's breaking down everywhere. People change careers at 40, 50, and beyond. At 29 you have roughly 35+ working years ahead of you. You're early.
That said, here's some practical advice:
**1. Separate "lost" from "behind"You're conflating two things. Feeling lost is about direction. Feeling behind is about comparison. The comparison part is noise — focus on the direction part.
**2. Your degrees are more versatile than you think**
- Emergency Management: state/local government, hospitals, universities, utilities, insurance, corporate business continuity, FEMA contractors, red cross/NG, private sector crisis consulting
- Poli-sci + Emergency Management combo actually pairs well for: policy analysis risk assessment, municipal government, grant management, disaster recovery planning
**3. Reframe your hesitation about federal work**
The chaos you observed isn't a reason you're behind — it's information. You've learned the sector you targeted is unstable right now. That's valuable intel, not failure. Consider state/local emergency management agencies instead — they're hiring constantly, and it keeps your degree relevant without federal turbulence.
**4. Action analysis right now**
Feeling lost often comes from too much thinking and too little data. Try:
- Apply to 5-10 jobs that seem *maybe* interesting, even if you're not sure
- Do 2-3 informational interviews with people in emergency management roles (LinkedIn makes this easy — people genuinely respond)
- Each interaction will either move you toward the field or rule it out. Both are wins.
**5. A "good enough" first job is fine**
You don't need to find your calling right now. You need a job that pays, builds skills, and gives you information about what you actually enjoy. Careers are built through, not a single correct choice made at 29.
**6. One concrete question to sit with**
Instead of "what do I want do with my life?" ask: "What problems do I want to spend time on?" or even "What kind of week do I want to have?" Those are answerable questions. The big one usually only clarifies in hindsight.
You did something genuinely hard — going back to school and finishing with two degrees. That took discipline most people never demonstrate. You're not starting from zero; you're starting from experience, even if it doesn't feel that way yet.
What draws you more: the operational/crisis side of emergency management, or the policy/political side? That answer alone could narrow your path significantly.
Burnt out and termed via PIP. How do I recover and reframe this experience?
After a few months in which I (39M) was progressively getting more and more burnt out, I was placed on a PIP the latter half of August - of which I told my manager outright that I was in no condition to be able to meet the demands outlined in the PIP (the terms of the PIP were generally, get your shit together during one of the toughest times of the year for the department). A week later, I was let go with three months' worth of severance via a mutual termination agreement.
It's been a week and a half since I was terminated. Most of it has been sleeping too much during the day/night, probably grieving a company I spent nearly a decade and a half at. My confidence has been shot and I don't know how to solve my overall burnout.
I'm not sure what my next steps are. I have about $65K in emergency funds saved up (non-inclusive of the severance) and about $500K in retirement/brokerage, so while I have a bit of cushion to look for the next job, I expect that time will not pass slowly. Additionally, there are two trips I have planned - one to Costa Rica for a week in November to finish my husband's dental work, and another to Japan for 18 days in December. Plane tickets and hotel have already been paid for and are non-refundable for both trips, but I'm very willing to cancel the Japan trip if it conflicts with any new job opportunity.
This week, I plan on updating my resume and getting it critiqued by friends/AI, and then sending it to a few recruiters. I am not sure if I'm a good fit for corporate finance roles (frankly, not sure if I ever was given my avoidant personality), but am also wondering how I could fall back on my experience as a CPA. I think a big obstacle of mine is reframing how I left/was terminated by the company especially with how poor the job market is right now.
Can anyone provide any thoughts regarding getting over burnout, or reframing leaving my company during a potential job interview? Any advice, similar situation stories, or other help that you can provide would be greatly appreciated. Thank you!
Jobadvisor
Leaving a company after nearly 15 years feels like a massive identity shock—it's completely normal to feel grieved and exhausted right now. The good news is you are in a very solid financial position with your savings and severance buffer. You don't need to panic-apply today; you need space to decompress and a clean, concise strategy to reframe your narrative.
1. The Exit Narrative (How to Frame It)
Because you signed a mutual termination agreement, you are officially framing this exit as a clean departure after a long, successful run—not a firing.
The 15-Year Rule: Spending 14–15 years at one firm means no reasonable interviewer will question your competence. They will see you as a loyal, proven performer whose run reached a natural conclusion.
The Verbal Script: "After nearly 15 years with the company, I hit a point where I had accomplished what I set out to do. I worked out a mutual departure agreement with leadership to take some time, recharge, and intentionally target my next long-term role in finance/accounting."
What NOT to say: Never mention PIPs, burnout, or capacity struggles in an interview. Keep the focus entirely on a well-earned transition.
2. Leveraging Your CPA & Career Shift
If corporate finance feels drained or ill-fitting for your personality, returning to your CPA roots offers flexibility and immediate demand:
Fractional / Interim CPA: High-rate project work (fractional controller, technical accounting cleanup) allows you to set clear boundaries without jumping back into full-time corporate politics.
Non-Corporate Roles: Consider government, higher education, non-profit, or mid-sized specialized accounting firms where the pace and culture are far less grind-heavy than corporate finance.
3. Strategic Plan for the Next 4 Months
Do not cancel your Japan trip yet. November and December are notoriously slow hiring months anyway; taking that space to disconnect will actually accelerate your job search in early 2027.
| Phase | Timeframe | Focus & Action Items |
| 1. True Recovery | Weeks 1–4 (Now) | Sleep, rest, and low-stakes resume polishes. Limit job talk to 1 hour/day. |
| 2. Costa Rica & Soft Search | November | Take the trip to support your husband. Start light recruiter networking afterwards. |
| 3. Japan & Total Reset | December | Enjoy the 18-day trip fully paid. Zero job applications during this time. |
| 4. Full Job Search | January 2027 | Hit the Q1 hiring push with restored energy and a clear target. |
What direction I should go in after the military?
I separate in 2027. I joined at 18 and currently work a desk job handling paperwork. I’ve been in for 4 years.
I'm not sure what route I should go in next. I don't have a degree and I don't really care for my current job or being enlisted. I have about 4k saved and plan to move to a new city.
I'm thinking about skill-bridging and using my g.i bill but I don't know what route I should go in from here as the job market isn't in the best place. I'd like to get out and have a guaranteed job. How would you guys go about things? I've done research on trades and different jobs in the IT field, however there's nothing that I feel completely sold on, which is an odd feeling.
Jobadvisor
- Not sold on a 4-year degree? You don't have to get one. The G.I. Bill covers vocational schools, trade apprenticeships, paid flight training, and specialized tech bootcamps (like VET TEC / Veteran Rapid Retraining programs).
- Target "Market-Resistant" Industries: If security and stability are your priorities over passion, look into fields with high retirement rates and steady demand:
- Logistics & Supply Chain Operations: Directly leverages your paperwork/admin experience without keeping you stuck in pure desk work.
- Aviation Maintenance / Avionics: High demand, good pay, practical focus.
- Cybersecurity / Government Contracting: If you hold a active security clearance, this is your easiest bridge to a high-paying, direct-hire job.
- Check your clearance: If you have a Secret or Top Secret clearance, build a profile on ClearanceJobs. Employers hire cleared personnel purely to bypass the clearance wait time.
- Aggressively build your savings: Boost that $4,000 baseline over your remaining time to cover move-in deposits and unexpected moving costs.
- Talk to your TAP/ACAP office now: Identify SkillBridge application windows—most require commands to approve requests 6 to 9 months before your separation date.
Who are these companies hiring?
When every rejection says "went with another candidate more aligned with the required skills."
So who is this person? I have decades of experience, and I know people well qualified with degrees getting the same rejections.
So,who is getting hired? I'm seeing recent grads rejected, people with a few years experience and degrees rejected, and people with decades of experience getting rejected.
What are these companies looking for?
1. The "Plug-and-Play" Unicorn
- Who gets rejected: A brilliant senior director with 15 years of general tech experience who would need two weeks to learn a specific niche workflow.
- Who gets hired: The mid-level candidate who spent the last 3 years using the exact software tool, handling the exact team size, in the exact sub-industry the company operates in.
2. The Internal Candidate or Employee Referral
- Who gets rejected: Unreferred applicants from the general public pool, regardless of how stacked their resume is.
- Who gets hired: An internal candidate getting promoted, an ex-colleague brought in by the hiring manager, or someone who came through a warm referral from a current employee.
3. The "Cheaper and Safer" Mid-Level Candidate
- Flight risk: "They will leave the moment a better, higher-paying job comes along."
- Budget: "They will want a salary higher than our band, or they'll be unhappy with what we offer."
- Management friction: "They will challenge the 30-year-old hiring manager's authority."
- Who gets hired: A candidate with 4–7 years of experience who hits the budget sweet spot, won't feel "above" the work, and presents zero flight-risk red flags.
4. Ghost Jobs & "Fake" Postings
- Why jobs sit open: Companies post roles to appease overworked internal teams ("we're looking for help!"), signal growth to investors, collect talent pools for future quarters, or comply with legal requirements to post publicly even when an internal candidate has already been selected.
- Who gets hired: Nobody. The role gets quietly pulled down three months later.
What Companies Are Actually Looking For Right Now
- Exact-match keyword alignment: Resumes parsed by AI systems or tired recruiters are filtered out if they use generic industry terms instead of the company's precise software, metrics, and methodology phrases.
- Proof of immediate business value: Candidates who quantify direct impact on bottom-line metrics (e.g., "Reduced software spend by 22% in Q3" rather than "Managed IT budgets").
- Adaptability with modern toolsets: Candidates who can explicitly demonstrate how they use current workflows and modern tools (including AI efficiency tools) to produce output faster.
How to Pivot Your Strategy
- Target roles where your experience is an exact industry match, rather than relying on transferable skills.
- Bypass the front door: Reach out directly to team leads, department directors, or former colleagues to secure internal referrals before submitting an application.
- Tailor aggressively: Tailor your resume summary and bullet points to mimic the exact wording of the job description. If a role asks for "Vendor Management," do not write "Third-party Partner Oversight."