3 ms·
It took me a while of hearing every single story of a colleague or friend who went to HR to point out a problem with the company being moved out of the company
by ChuckMcM 7y ago
It took me a while of hearing every single story of a colleague or friend who went to HR to point out a problem with the company being moved out of the company to realize that HR was not your friend, or your advocate. Their only concern was keeping the company from being successfully sued. All of their activities speak to that mandate.
The only way you fix something like this at the executive level is to develop leverage on another executive who can change things and then using that to make them do so.
It is sad. It is wrong. It is dysfunctional. But as far as I can tell the only people that survive these sorts of things are the ones that "play dirty."
Personally, I value my integrity over this kind of gamesmanship and just move on to some other company when I can.
- tossmeabone 7y agoAs a manager at a company that I believe is sincere about its message that I am required to report harassment and discrimination even if the aggrieved party does not specifically come to me or want me to (they say it’s required by law), I wonder what the actual outcome of doing so would be. Legally I believe companies cannot retaliate in those two circumstances (harassment and discrimination), but of course nobody is going to enforce that outside of the expense and hassle of suing them if they do actually retaliate. Any advice for this circumstance?
- knodi123 7y agodocument, document, document.