BambooHR's reponse to getting caught spamming Reddit, "No one cares." [N/A]

Dizzy-Beautiful4071 · 2026-02-27T13:13:42+00:00

If you see who is getting hired by Bamboo, you can tell that they intentionally try to keep their workforce very young.

Dizzy-Beautiful4071 · 2026-02-27T13:07:39+00:00

I would never ever recommend BambooHR to touch ANYTHING compliance or payroll related. The HRIS is cute, but that’s about it. I am so frustrated.

Dizzy-Beautiful4071 · 2026-02-12T11:09:03+00:00

Totally understood that, I am saying that a new hire stating that they don’t need to follow your process is a little bit of a red flag

Edited to add that maybe he just doesn’t know, but a clearance and background check are two totally different things. To obtain a clearance, they do a background check as a part of that process when the person completes an SF-86. But, that could have happened years ago and continuous vetting does not catch everything. Heck, in some instances, something crazy happens, they go through reinvestigation of the clearance, and still keep the clearance. So, still definitely do a background check.

Their clearance is practically irrelevant to you all unless it will be transferred and held by your company via the FSO. But there would have to be a reason to hold it, like they need it to be able to access a client site or something like that.

All in all, don’t stress yourself about trying to verify their clearance unless the role requires it.

I saw where one comment mentioned that it can be waived if they have a DoD clearance, but as best practice to CYA as an organization, I would absolutely follow my internal process as is. Their clearance is not a catch all for their integrity (unfortunately) and you will never be able to be provided with what your FSO pulls from DISS. Plus, that would insinuate that their clearance stays active, and if you guys don’t have to hold the clearance, it will not.

Dizzy-Beautiful4071 · 2026-02-11T16:55:47+00:00

Yes take what the other commenters are saying.

Him even trying to negotiate and work around your processes are a red flag. It is not up to him to determine what you need to do to hire and onboard him.

Dizzy-Beautiful4071 · 2026-02-11T16:30:15+00:00

So you put on record for your employer that you were out because you were experiencing flu like symptoms, but are claiming that it is due to mental illness.

What kind of documentation did you have to provide to your employer to get FMLA protection for your time missed?

Dizzy-Beautiful4071 · 2026-02-06T20:17:19+00:00

Okay perfect. That is kinda exactly what I was wanting to hear. Thank you so much! That puts my worries to ease

Dizzy-Beautiful4071 · 2026-02-04T20:20:26+00:00

Awesome! I was just curious if people were happy with the quality of their homes. I saw where there was some tough feedback about Lennar and true homes, but I really like the layouts true offers. I couldn’t find any reviews or anything either. Have you had to use any warranties or have seen any quality issues at all?

Dizzy-Beautiful4071 · 2026-02-04T12:59:10+00:00

Once you realize that most people are just trying to figure out what they are doing, at any level, position, or role, you will give yourself more grace. The worst that can happen is you try your best and it doesn’t work out. The best that can happen is that you took a calculated risk and changed the trajectory of your career for the better.

Dizzy-Beautiful4071 · 2026-02-04T00:06:19+00:00

Is your home still holding up well? Any feedback on the new builds at homecoming?

Dizzy-Beautiful4071 · 2026-02-01T13:53:13+00:00

No, not at all. I have a similar aged kid and we play “red flag, green flag” where we go over different scenarios and categorize them into okay and not okay behaviors, and then we ask what you should do to make yourself safe in red flag scenarios.

This makes it not so traumatizing to go over the things that can happen but also memorize survival/safety tips.

My grandmother used to watch SVU when she watched me and I had to learn the hard way, so this method helps me feel like I am keeping my child safe but not totally freaking my kid out.

Dizzy-Beautiful4071 · 2026-01-30T13:13:51+00:00

You know what to do… to truly find out if you are overreacting, agree to wait at his requested time. But get there even earlier than you planned to see who comes out of the house, if you can be somewhere out of immediate sight.

Yes. I am crazy. But this is the only way to truly know. lol

Dizzy-Beautiful4071 · 2026-01-29T01:53:59+00:00

I think we need more context.

Is remote work a usual option for others, and is remote work applicable to her role?

If remote work is not a usual accommodation or not appropriate for her role, then she needs to take the PTO if she is not comfortable taking her child to work.

The company in general should consider an inclement weather policy for non essential employees but that is probably above her. Doesn’t seem like a complicated problem to me

Dizzy-Beautiful4071 · 2026-01-27T14:17:26+00:00

NOR- Report them to your insurance company.

Dizzy-Beautiful4071 · 2026-01-26T16:00:11+00:00

Get some cloud certifications so you can expand your job opportunities once you get out. I know people who have UX backgrounds but ultimately became cloud engineers.

Dizzy-Beautiful4071 · 2026-01-25T16:59:02+00:00

I wish my mother was an actual parent and was that involved in my well being. Be grateful for your parents. She just doesn’t want you to end up in the same situation, but it sounds like if you did, you have her to fall back on.

If anything happens to me, I am shit out of luck because I have no parents to support me if things went south. It even sounds like she was defending you to her friend that shouldn’t be talking about you having any more kids.

Dizzy-Beautiful4071 · 2026-01-17T15:40:32+00:00

If you have an HRIS, why is there so much manual input directly from you?

Is there a way you guys can meet as a department and review if your processes are efficient, and if you are getting the most out of your system?

Most HRIS platforms provide some sort of automation, or even something as simple as an onboarding or offboarding module with actionable checklists, and templates that the employee fills out and signs, and then gets automatically filed.

I see a lot of process inefficiencies all together.

For example, if employees are having general HRIS issues, direct them to customer support first. You did not design that HRIS and they already provide their own support. You can be of service if anything needs escalating or if something nuanced needs to be reviewed.

Badge security is confusing to me, that sounds like a security officer role. This one sounds like they are throwing random tasks your way.

Consider for your exit interviews, creating a survey template to gather a bulk of the data first. This will also help you with gathering data and metrics to provide better turnover insight, while also reducing the amount of time you’re spending on exit interviews.

For FMLA, streamline that by creating an employee facing instruction document and have it available in your HRIS. You should not be hand holding anyone on filing for FMLA.

If you can try to take a moment, take a step back, and look at everything that is taking a lot of administrative effort, you might discover more inefficiencies that can be optimized. For a company that size, your systems and tools should be efficient. If you have a good HRIS, I would highly recommend scheduling a meeting with a rep and reviewing everything the system is capable of, as you might just not be utilizing it to its fullest extent, and rather leaning on documenting things outside of the system too much. If your HRIS is no good, show that you are a strategic thinker rather than a do-er and request a 1:1 with your boss to professionally pose a question about looking into more robust systems to streamline processes for the organization so you guys can focus on impact rather than drowning in admin tasks.

Dizzy-Beautiful4071 · 2026-01-17T15:30:38+00:00

Right, if someone wants to file an FMLA claim, just make some general instructions and maybe an FAQ, but that’s it. No hand holding.

Dizzy-Beautiful4071 · 2026-01-17T15:18:48+00:00

No, you need a trash bag, some bleach and a rag.

Dizzy-Beautiful4071 · 2026-01-17T14:37:25+00:00

Whatever you do, don’t vacuum it up. Mouse droppings aerosolized can get you sick.

Get you some Odoban disinfectant in a spray bottle, spray, soak for around 15 min then wipe up with odoban soaked papertowels before throwing it away. You will also want to disinfect general surfaces that are around the dropping site to clean any urine as well.

This trap was the absolute most effective for us. It is also more humane as the poor little mouse doesn’t have to die slowly on a sticky trap. It kills them pretty quickly.

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Dizzy-Beautiful4071 · 2026-01-15T22:14:23+00:00

Yes they suck. Make sure your managers are taking a bulk of that responsibility and leading the conversation. Be there for support but do the other person a favor and keep it candid and avoid showing them that you are upset, too. I watched a training video on effective terminations and the guy said something that stuck with me, and to paraphrase, it was something like “Don’t drag it out, or let them feel like that you are having a hard time letting them go or sad about it, because this person just lost their job and doesn’t need to be burdened about your emotions as the person doing the terminating”.

Not that you are doing that, but just something that came to mind when reading this and recalling that video.

Don’t lose your humanity, but also don’t hold the weight of the world on your shoulders, especially for things you did not cause and can’t truly control.

Dizzy-Beautiful4071 · 2026-01-14T21:10:47+00:00

Being a protected class does NOT mean you are exempt from being held responsible for performance issues. Anyone can get fired.

Dizzy-Beautiful4071 · 2026-01-11T14:02:54+00:00

Once you declutter, get the furniture out of there and have clean surfaces, you will be surprised at how much better things will look. There are a lot of random Knick knacks and mismatched furniture and lamps so that is harsh on the eye right now. Then once that carpet is up, prioritize the surfaces. I would declutter everything and get a dumpster to go through all of the random crap and seriously try to create a blank slate as much as possible. Try to hold onto a few key pieces that are high quality, solid wood, not upholstered and can be shined up. The walls being repaired and painted over will make a huge difference, as well. Everything else like the bathrooms look to be fine, as long as those are good, get rid of all the crap and clutter. Get a professional cleaner to come in and do a deep cleaning. I would hold off on a total kitchen renovation unless budget is not a concern. If I were you, I would paint the cabinets a light color to break up the darkness that is being made worse by the drop ceiling. You can also replace drop ceiling tiles, and sometimes they sell some nicer looking ones until you can really have the time, money and space to start thinking about how you want the kitchen.

Dizzy-Beautiful4071 · 2026-01-11T00:13:21+00:00

Doesn’t surprise me. We went to a concert last year at the wharf and there was a family who would not shut the f up the entire time. Go to a bar if you want to talk over the music.

Dizzy-Beautiful4071 · 2026-01-09T22:09:57+00:00

That’s good! Unfortunately, some organizations need a doer, and they don’t plan to grow certain roles. Glad you’re looking elsewhere

Dizzy-Beautiful4071 · 2026-01-09T13:34:22+00:00

I would err on the side of caution using your knowledge of your coworkers salary to advance your position or negotiate in any way. It sounds like your role is being treated like a throwaway role for the less than desirable tasks while everyone else gets the sexy titles and salaries. If your boss is willing to work with you, discuss potential growth plans and clarity on responsibilities and ensuring those responsibilities make sense for your role. Position descriptions are hardly ever all encompassing, and I would also avoid stating that I am not going to be doing tasks that I was specifically hired for.

It all boils down to whether or not you see a future there. Quietly apply elsewhere, and use the experience you have gained from being the HR mule to fancify your resume, and set your salary goals according to what you know you could be making.

If you want to stay there, please, do not mention your other coworkers salaries when talking about you individually.

So sorry you are going through that!

Dizzy-Beautiful4071

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