Workplace problems are a common thing. Most employees or managers face problems and they don’t know exactly how to deal with them. While it is important that you do not run to HR any time you disagree with your boss or a coworker, it is equally important to bring it up to the human resources if need be. However, if you have trouble deciding when to go to your HR and or not, here are some ways to figure that out.
On The Basis of Discrimination
If there is illegal conduct regarding how you are being treated at the workplace. If your manager is discriminating against you based on some national origin or otherwise, you may have to go to HR and file an official complaint. HR is legally bound to carry out an investigation and find more details about the situation. If the investigations reveal that your complaint is relevant, then they must come up with a solution. Follow it up and make it official as you send an email.
As per Human Resources Management, companies can prevent discrimination or harassment based on race, color, religion, gender identity, expression, age, and much more. This means that any form of discrimination is should be reported to human resources. Even if you think that you can resolve the issue internally, without the help of a mediator, it is always good to take help from human resources.
Reporting Medical Issues
Human resources can help you find possible options in case of a medical issue that prevents you from working, or if you need to take a leave for a longer period of time. For example, you may end up with an injury that prevents you from walking, or hurt you in a way that may stop you from doing your job. You may get diagnosed with a chronic health issue that may stop you from putting in your 100 percent at work.
In any case, HR can not terminate your services based on your health diagnosis, or just because you are not able to work for a certain period of time. However, if the same still happens, you would need a lawyer to help you. This is also discrimination based on your health. There are stringent laws that prevent some companies from terminating an employee. Your human resource professional should be conversant about these laws and can help know more about your options during a difficult phase of your life.
On the Basis of Emotional and Physical Outbreaks
Emotions can run high in offices. Sometimes things can get heated. However, emotional outbursts, whether it is a screaming employee or the exchange of heated words leading to aggression, are common occurrences at the workplace.
If the incident is an outlying event, then HR will note it in the employee’s file. However, if the emotional outbreaks continue the HR may recommend anger management or even termination in some cases. Some of the emotional outbreaks can even lead to bullying which may lead to a more toxic work atmosphere. If you face any kind of bullying then you must definitely report the same to HR. Any kind of physical outbreaks must be reported to HR so that the matter gets resolved as soon as possible.
Posting Questionable Social Media Content
The laws about social media and employment vary from state to state, and in some cases, the employees can get the pink slip for posting discriminatory and posting harassing posts online. Racist and discriminatory behavior outside the realm of the office can hamper the working of the office.
For employees who are associated with the companies, they work for, need to be careful about what they post online even when they’re sharing their opinions during their personal time. Companies usually don’t want to be associated with controversial stuff such as hate and racism, which is why employees should let it go. If you know someone who is posting racist comments or any kind of derogatory comments on social media you can notify HR. You could then prevent abuse or violence that may start happening in the company.
Here, are some instances where HR can help you so if you are struggling with any issues at work, like the ones listed here and get help from HR at the earliest.