HR gets a reputation for being paper pushers and policy police in a lot of organizations. Some times, this is HR’s own fault by not pushing itself to be forward thinking or to take calculated risks to move the function forward and add more value.
However, there are some things that are the specialty of your HR Department and they should be aware of and involved in from start to finish.
You know it’s time to contact HR if …
An employee is involved in a workplace safety incident or injury. Typically, the administration and record-keeping associated with safety and worker’s compensation falls under your HR department. If not, an incident will usually result in corrective action, counseling or time away from work that HR will need to know about. An employee alleges harassment or discrimination. As soon as practical after an employee notifies you that they believe they have been harassed or discriminated against in some way, you should notify HR. They are trained how to investigate and resolve these claims quickly, efficiently and compliantly. If you’re not going to let them handle it altogether, you definitely want their advice and guidance on how to proceed. An employee requests an extended period of time off or schedule change due to a health, family or military service issue. Depending on the employee’s tenure, these kinds of requests may be protected by state and/or federal law. Your HR department knows what is covered and what isn’t. They know what is required and what’s not. Consult with them and follow their guidance to avoid mishandlings and unnecessary entanglements. An employee requests a change to schedule, work space or duties due to mental or physical issue. This is another area where the request may be regulated by law. Utilize your HR department’s guidance to ensure things are handled properly. A manager needs guidance on interpreting or enforcing the policies of the organization. HR knows how the rules work because they usually make the rules. Use their knowledge to figure out how to apply the regulations fairly, consistently and to your advantage.
Your HR department wants to help you navigate the landmines and challenges of your people. Reach out to them for guidance when you’re not sure how or what to do. Trust them to guide and advise you. That’s what they are there for. That’s what they want to do.
