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Going to HR may be a necessary step even though you know they are not on your side, etc. Usually before bringing any kind of suit - you have to have followed company policy to give them a chance to work out your grievances.
Just know - you are playing a game ~ a dangerous game - and have one foot out the door
Going to HR may be a necessary step even though you know they are not on your side, etc. Usually before bringing any kind of suit - you have to have followed company policy to give them a chance to work out your grievances.
Just know - you are playing a game ~ a dangerous game - and have one foot out the door
Yes, that would be the exception to the rule. If you are ready to sue go through the process. Talk to a lawyer first.
HR is not your friend or your enemy. HR is there to protect the organization (company, government agency, school, etc.) from lawsuits, audits, prosecution, regulatory scrutiny, loss of profits or reputation, whatever. The treatment you get from HR is determined by what HR thinks is best for the organization. Sometimes you will benefit and sometimes you will not.
I agree. We had some guys at my workplace always talking about telling HR about how the boss was messing up their lives. When job cuts were made, those guys were some of the first to go.
I don't think HR's job is to discipline managers although maybe they have some kind of checks and balances. I think HRs main role is to hire and fire employees and do it legally. That's actually pretty hard by itself. Anything other than that, I leave them alone.
The difference is, in your case you are the business owner, so quite different situation from what many of us face when working for corporations and the like.
Yes, different in that I know the actual way things work as opposed to thinking the man is out to get you.
HR is not your friend or your enemy. HR is there to protect the organization (company, government agency, school, etc.) from lawsuits, audits, prosecution, regulatory scrutiny, loss of profits or reputation, whatever. The treatment you get from HR is determined by what HR thinks is best for the organization. Sometimes you will benefit and sometimes you will not.
This is one of the best posts in this thread. Going to HR can be the right move in cases where there is a legitimate, documented problem that has taken place. But the reason that most of the posters will say "don't go to HR" is because the garden variety employee isn't going to research labor law, read the employee handbook or spend time documenting incidents. They are mad that they didn't get a raise or that the boss was perceived as being mean to them. HR isn't going to help in these cases.
On the other hand, HR absolutely will go against managers/supervisors if they are a threat to the organization. If there are multiple people willing to state on the record that a manager is creating a hostile work environment through verbal abuse and that verbal abuse has been documented in direct quotes with dates, times and the people present, then there is a good chance HR will intervene.
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