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Wow, you're not getting the right advice here at all. I haven't been in this situation, but I believe very strongly that you should consult an attorney before
by ScottBurson 11y ago
Wow, you're not getting the right advice here at all.
I haven't been in this situation, but I believe very strongly that you should consult an attorney before going to HR. There are attorneys who specialize in employment law. They will tell you what to do as far as recordkeeping, the legality of recording these incidents in your jurisdiction, etc.
The thing to keep in mind is that HR's job is to protect the company, not you. They're not "teacher", exactly, and you can't necessarily trust them.
Personally, I think the behavior you're describing is abominable -- besides being highly illegal -- and I hope you sue their asses for a big pile of money. But, whether to litigate or not will be up to you.
- gozur88 11y ago>I haven't been in this situation, but I believe very strongly that you should consult an attorney before going to HR. The first thing the attorney is going to ask is "What have you done to alert the company this problem exists?" The company isn't going to be liable for something like this if they don't know about it, particularly if they have a policy against it (and I assure you they do). Yes, it's HR's job to protect the company. And the way they protect the company is by acting on these kinds of complaints.
- mannykannot 11y agoOne purpose of speaking to an attorney first is to avoid foreclosing on your options if HR doesn't do the right thing.
- gozur88 11y agoWhat options would those be?
- mannykannot 11y agoThere's another question for your attorney.
- deleted 11y ago[deleted]
- nroach 11y agoAgree. HR is often not the employee's ally in this situation. Their goal is to protect the company from claims and repetitional harm. Sometimes this aligns with the employee's best interest, sometimes not.