Office Trouble: When Should I Look For HR?

　　 When to find HR?

If it is related to your treatment in the workplace, there are violations. If your manager discriminates against you because of your race, nationality or other protected areas, you should seek HR and file a formal complaint in writing. In the investigation, HR is a legal barrier. If your complaints prove effective, they must take action. If you really want to make such a complaint, don't do it casually. Write it down, send an email, copy it to your email address, and write the theme "formal complaints of sexual harassment" (or any other complaint topic).

If you want to take advantage of the government's protection. For example, if you have just been diagnosed with cancer, you will want to be protected by the family medical leave act, so you should go to HR to help you deal with paperwork. If you have a disability and need accommodation, you need to lodge a formal request with the HR department. Your manager will intervene, but HR knows what to do and how to do it.

If you find any illegal behavior. Is there any violation of health and safety regulations? Is it against the regulation? HR is not the right department to find, but they will know what you should do. They will also know how to archive and deliver your complaints to the top level. Many companies have anonymous hotlines for such a thing, but if your company does not, you don't know who to talk to, then go to HR.

With regard to the medical insurance provided by the company, you have problems or problems. HR manages these plans, we have contacts, and sometimes we can solve problems. Come on, we are willing to help you.

　　 When do you not want to find HR?

In order to solve the problem, you didn't do anything yourself. HR Unlike playground teachers, work It is to solve all problems and stop villains. If your colleagues chew gum all the time to distract you, don't come to HR before you remind her yourself.

If you are the root cause of the problem. If you complain about your boss's unkindness, ask yourself what the real problem is before you appear in front of HR. If your boss wants you to have to work on time in the morning, finish your work in 30 minutes in the lunch, it's not mean. Similarly, if a colleague has a bonus and you don't have it, and she works two times as much as you do, if it makes you sad, then come to us HR can not help you do anything.

If you haven't finished your preparations yet. Do you think your salary is too low? HR will listen to you, but before you come to HR, you'd better have some pretty good evidence. For example, is it because your formal job description can not reflect the actual work content? Do you have information that people who work like you do more money than you do? If the answer to these two questions is not, we can not help you.

You want others to change. We all want others to change, but if the problem does not really involve the law, if you come to HR, take such a question, "what can I do to change it" instead of "can you make Jane behave differently?" you will have better luck.

　　 When to find HR depends on the company and the company. HR personnel 。

If your complaint does not involve illegal activities, the level of complaints is very high. HR, like other departments, reports to the company. This means that if your complaint is about a first-rate Department Manager, HR can intervene and provide some guidance to help solve the problem. If someone with a problem is a senior vice president, HR can raise this matter, but it is quite likely that the senior vice president will get more support than you do.

If you want career guidance. Some HR are good at employee training. We will spend a lot of time helping you build career road maps to help you get development opportunities. Other people? Not always. It depends entirely on your company.

If you want to talk about something that can't be recorded. It is illegal to not record certain things. If you say, "my boss sexually harass me," HR must act according to law and not fail to record. Other things are not so clear and clear. "I'm worried that my boss will become more and more rude." This can be counted as informal discussion, so should it be recorded by your HR department? HR doesn't need to keep secrets like lawyers or psychologists. According to the law, we don't need to keep silence, so we'd better ask before you speak.

You want to talk about something that will affect the company. "I want to leave. I want to know how to move out my 401 k retirement plan." This rather harmless statement is just looking for general information. Is that right? Well, if you are a key employee and we are at the beginning of a major project, HR will probably tell your boss that you want to leave. The first duty of HR is to serve the company, so think about it before you speak.

You have a personal problem. Again, HR can help sometimes, sometimes it can't help you. Sometimes when we understand this problem, we can help you navigate, and coach you and your boss, so that everyone can successfully pass it. On the other hand, we are not therapists. Many companies have employee assistance programs (EAPs), which help them in such matters. It's confidential to contact them, so you don't have to worry about exposure. You can go to EAP first.