You don’t want to be known as a complainer, but you also want to be sure both you and your company are operating legally and fairly. And sometimes you just have a policy or procedure question that only an expert in your company’s employee relations can answer. Here are some of the top situations when it’s time to reach out to your HR representative.
If something illegal is going on
Witnessing illegal activity at work can be surprising and even frightening. You may want to clam up and forget it happened, but you have a moral and legal responsibility to report it. Whether it’s drug use, financial fraud, health and safety issues, Equal Employment Opportunity violations, or any other shady situation, HR is the place to go. Your HR team is legally obligated to investigate and take any necessary corrective action.
If you’ve experienced discrimination or harassment
Tell HR about any form of inappropriate conduct or unfair treatment, particularly related to personal characteristics or status such as race or religion. This behavior isn’t just ethically wrong; if unreported, it can also have serious legal consequences for the perpetrator and the company. Don’t tackle this one alone—bring in the HR team to file a formal complaint.
If you’ve witnessed unprofessional behavior by a colleague
Anyone can have a bad day at work, but no one has to tolerate ongoing toxic behavior such as emotional or physical outbursts. That’s when to go to HR about your coworker. Your HR team is empowered to step in and help with counseling, training, or, in a worst-case scenario, termination.
If you have a question about compensation or employee benefits
HR manages your pay, health insurance, and other benefits, so it’s the best place for reliable answers to your questions about your compensation or coverage.
If you have a medical or personal problem that affects your ability to work
Life happens. Whether it’s the birth of a baby, an injury that prevents you from doing your job without accommodation, a serious medical concern, an ailing parent who needs support, or any other personal or medical issue that can affect your work, HR can help. The team is trained in available protections such as the Family Medical Leave Act (FMLA) that can help connect you with the time and resources you need to navigate the situation.
If you can’t resolve a workplace problem
Taking the initiative to try to solve issues directly with a colleague or supervisor is a responsible thing to do. But even all-stars strike out. A good rule of thumb is the “three strikes” rule—when three attempts to resolve the issues have failed, your HR team can come off the bench to mediate a mutually agreeable solution. And if you’re a manager with a troublesome employee, HR can help you navigate your company’s disciplinary policies, including, if necessary, termination.
Here Are Some Examples Of When You Should Not Go To HR?
While your HR department can be a valuable partner in dealing with issues at work, it’s not the solution to every workplace situation you might face. Indeed, running to HR with irrelevant grievances can raise tensions rather than lower them. Here are some circumstances when you should find outlets other than HR to resolve the problem.
If you and a coworker are having minor conflicts or personality clashes
Even in the happiest workplaces, people sometimes don’t get along—but that doesn’t make it an HR issue. If you’re actively or passively butting heads with a colleague, try resolving things yourself by having a respectful conversation with the person who is the source of your angst. You may both discover new perspectives and new ways of working.
If You Haven’t Talked with Your Manager First
Before escalating an issue to HR, talk to your direct manager. Managers can help resolve many problems without involving HR. Bringing up a concern with your supervisor shows initiative and helps avoid unnecessary escalation.
If you feel the need to complain about company policies
If you wish you had another two weeks of vacation or you want to wear flip-flops to a no-open-toe-shoe office, there’s not much HR can do. Unless you have a compelling reason why a policy change will benefit the company, it’s probably going to remain just the way it is. Source
