HR Issues: Who Can You Trust and What to Do If You Have a Problem At Work
So, you’re having a problem at work. Don’t panic, you’re not alone. Everyone has problems at work sometimes. The important thing is to know who you can trust and what to do if you have a problem.
In any organisation, there are people who you can trust and people you should be more cautious about. When it comes to HR, or Human Resources, there are some people who say that you shouldn’t trust them. Here are some reasons why, and what you should do if you have a problem at work.
Who Can You Trust?
There are a few people you can trust within your organisation. These include:
Your direct supervisor: Your direct supervisor is the first person you should go to if you have a problem. They are responsible for your performance and development, and they should be someone you can go to with problems or concerns.
Your peers: Your peers are also a good source of trust within an organisation. They can be there for you when you’re having a tough time, and they can offer advice and support.
Your union representative: If you are a union member, your union representative is a valuable resource for you. They can help you understand your rights and advocate on your behalf.
An employee assistance program (EAP): Many organisations offer EAPs, which can provide you with confidential counseling and support.
A lawyer: If you have a serious problem at work, you may need to consult with a lawyer. A lawyer can help you understand your legal rights and options.
More about HR
HR is there to protect the organisation, not the employee. This means that HR’s primary goal is to ensure that the company is compliant with the law and that its policies are being followed. This can sometimes put HR in a position where they have to choose between protecting the employee and protecting the company.
HR is not always trained to deal with sensitive issues. HR professionals are often trained in general HR practices, such as hiring, benefits, and compensation. They may not be trained to deal with sensitive issues, such as sexual harassment or discrimination. This can make it difficult for HR to provide the level of support that an employee needs.
HR has a legal obligation to report certain types of information. For example, if an employee reports sexual harassment to HR, HR may be legally obligated to report it to management. This can make employees feel like they can’t trust HR with sensitive information.
You should also be prepared to provide as much information as possible about the problem so that HR can properly investigate. If you don’t feel comfortable talking to HR, there are other people you can trust.
What to Do If You Have a Problem
If you have a problem at work, it is important to take action. Here are some things you can do:
Do your research: Before you go to HR, it is important to do your research and understand your rights. This includes knowing the company’s policies and procedures, as well as your legal rights.
Be prepared: When you go to HR, be prepared to provide as much information as possible about the problem you are having. This includes providing dates, times, and specific details about what happened.
Be respectful: Even if you are upset, it is important to be respectful and professional to HR. Remember that they are there to help you, and they may be able to resolve your issue if you work with them in a constructive way.
Get everything in writing: If you reach an agreement with HR, be sure to get it in writing. This will help to protect you in case there are any problems down the road.
It’s important to remember that you have the right to a safe and respectful work environment. If you feel that your rights have been violated, you should speak up. There are people who can help you, and you don’t have to go through this alone.
For more information on this topic head over to the BBC website:
https://www.bbc.com/worklife/article/20211022-is-hr-ever-really-your-friend
