u/BulkyMarzipan4641

I need someone to tell me whether I'm overthinking this or whether I actually have something to worry about.

I got a job offer on April 20. Before accepting, I told the hiring manager I had a prior commitment the week of May 18 and asked to start May 27. He said yes and confirmed HR knew. Then the offer came with a May 11 start because he's flying in that week to launch a new team. I told him I'd be onsite May 11, out the week of May 18 as we already agreed, back May 27. He said okay.

Now I'm spiraling a little. Is this going to look bad? Is asking for a week off in week two of a new job something that gets remembered as a black mark? Could it affect my probationary period or how the team sees me?

Also practical question: I'd have about 32 hours of prorated PTO. Will they just use that to cover the absence? Is it weird to ask if it can be unpaid instead so I keep PTO for later?

This is my first US job and I don't have a feel for how this stuff actually plays out. Tell me straight — am I fine or did I create a problem for myself?

Looking for a sanity check and advice on what to expect.

I accepted an offer on April 20 for a role that requires relocating to another state. Before accepting, I told the hiring manager I had a prior commitment the week of May 18 and asked if I could start May 27. He said that was fine and confirmed HR was looped in.

Then the offer came through with a start date of May 11 instead. The manager explained he'll be flying in that week to kick off a new team, so he wants me onsite for that. I confirmed I'd be there May 11, out the week of May 18 for my prior commitment as already agreed, and back full-time May 27. Manager said that works.

My questions:

1. Is this kind of split start arrangement actually normal, or am I being naive about how it'll land? It feels well-communicated on my end but I keep second-guessing.

2. How is the May 18 week typically handled administratively? I'd accrue roughly 32 hours of prorated PTO for the rest of the year based on a May 11 start. Will they apply that PTO to cover the absence, treat it as unpaid leave, or something else? What's standard?

3. Should I push for it to be unpaid leave so my PTO bank stays intact for later in the year, or is that a weird ask given I haven't even started?

4. Anything I should get in writing before May 11? I'm planning to send a short email confirming the timeline, but wondering if there's anything else I'm missing.

For context: this is my first US job , so I don't have a strong intuition for how US HR teams handle this kind of thing. Appreciate any insight from people who've been on either side of this.

Hey i am planning on moving fromcharlotte to durham, i dont have much furniture. Just a single bed set ( matress and comforter only) , and my work station which is a desktop and two monitors , desk(detachable) and chair(detachable) . and my two luggage bags. Prolly will fit inside a trunk of a SUV. The moving companies are quoting way too much for such small amount of items, just posting to see if someone can help me out. And of course , i will pay for the move and fuel as well. thanks in advance.