What happens if you take a complaint to HR?
Some staffers may worry their own jobs will be at risk if they take action against the wrong person. That doesn’t mean that HR will automatically take your boss’s side. HR serves the company’s interests by looking out for illegal harassment or discrimination and stepping in when it happens.
What should an employer do if an employee files a complaint?
In other words, “If an employee files a charge of discrimination or otherwise complains about workplace practices, treat the person as if the charge had not been filed,” Gamlem said. But that does not mean that the employer should refrain from taking action.
What is not to do with employee complaints-SHRM?
As for discussing workplace situations on social networking sites, Meisinger recommends that leaders follow one simple rule: “Don’t air your dirty linen in public.” Rebecca R. Hastings, SPHR, is an online editor/manager for SHRM. You have successfully saved this page as a bookmark.
Can a person be fired for going to human resources?
“I went to HR about my boss” is sometimes followed by “and then they fired me!” In some cases, it’s illegal to retaliate against an employee for making a complaint, but even then, it happens. Whether going to human resources is the right move depends on the problem you want HR to solve and the workplace environment.
When to file a complaint with the HR department?
Complaints take many forms. Maybe the person sitting next to you takes loud personal calls every day, or your boss is always an hour late for work. Maybe the problem is more severe — like you or a coworker is experiencing discrimination or sexual harassment.
When to go to HR about a problem?
If your manager is discriminating against you because of your race or national origin or some other protected area — you should go to HR and file an official complaint. HR is legally bound to investigate the situation. If your complaint is found to be valid, they are required to act. If you do have such a complaint to make, don’t do it casually.
In other words, “If an employee files a charge of discrimination or otherwise complains about workplace practices, treat the person as if the charge had not been filed,” Gamlem said. But that does not mean that the employer should refrain from taking action.
As for discussing workplace situations on social networking sites, Meisinger recommends that leaders follow one simple rule: “Don’t air your dirty linen in public.” Rebecca R. Hastings, SPHR, is an online editor/manager for SHRM. You have successfully saved this page as a bookmark.