TRACEY’S PRACTICAL EMPLOYMENT TIP
OF THE MONTH*

JULY 2007: HR IS / IS NOT YOUR FRIEND?

That the answer to this question is “no” is probably not that surprising to most people. But time and time again I have aided clients who have placed to much trust in Human Resources personnel only to learn at a later time that they were mistaken to do so.

When you have to deal with HR you must always keep in mind that its primary functions are to (a) acquire, utilize and dispose of employees (i.e., human resources) as cheaply and efficiently as possibly; and (b) to protect senior management from becoming involved in employee related disputes. HR personnel accomplish their primary functions by creating the perception that they are there to protect the average employee. By way of company handbooks and training sessions, HR personnel create the impression that they are there to help, that they are your friend and that you should come to them, and only them, when you have a problem.

What HR personnel really seek is information that can be used to both protect the company as well as to undermine you when it comes time to justify a corporate decision such as, among many other things, a reduced bonus or a termination.

At the end of the day, all employees must deal with HR. It is unavoidable. But if you have to deal with HR on matters that go beyond simple questions about your benefit plans or company policy regarding vacations and sick leave you should keep in mind the following few points:

1. Provide only as much information as is necessary, particularly when you believe you may be the subject of an investigation or a claim of poor performance.
2. Try and get any assurances or agreements in writing via email.
3. If you make a verbal complaint regarding a co-worker or a supervisor make sure you follow it up in writing so that there is a record of it in the file.
4. If you are seeking information about how a particular plan works ask them to direct you to the specific provisions in the plan documents that support the company’s position.
5. Do not expect HR personnel to keep what you are saying confidential even if you ask them too.

I make these points not to scare you away from dealing with HR but to open your awareness to the potential pitfalls associated with that interaction.

Monthly Tip Archive

_________________
* Disclaimer: The contents of this page are for informational purposes only and nothing herein is intended to constitute legal advice nor should anything contained herein be taken or relied on as such. Each individual executive and employee has a unique set of facts and circumstances that the general discussion set forth above may be wholly inapplicable to. Only through consultation with a lawyer from our firm in which all of the facts and circumstances of an individual’s unique situation are explored and considered can a true legal assessment of your rights and remedies be ascertained. Any use of this information is taken solely at your own risk.