To file a complaint against HR, reference this guide:
File a complaint with HR
This may seem counterintuitive, but even if your complaint is regarding HR, you should still first try to file the complaint directly with human resources. This is useful for building a case against an HR department or an individual in an HR department.
This also provides the opportunity to deal with your grievance directly. Keep a copy of the complaint you file with HR for your records as it may prove to be valuable down the line in the conflict.
Follow company policies
Be sure to reference your employee guide or any company policies containing instructions on official complaints from employees. This enables you to correctly file the complaint with HR or with some other department within your company.
Go to a superior within the company
This can not always be recommended, but if you have a good relationship with a superior you may consider bringing the complaint to them. A superior, manager, or executive may be able to either resolve the situation or point you in a direction that will get you the best results.
Just be sure to give this option heavy consideration before doing so because you do not want to inadvertently put your job in jeopardy.
Reach out to the EEOC (US Equal Employment Opportunity Commission)
If you've tried to resolve the issue internally in your company and have been unsuccessful, it is probably time to contact the EEOC.
Before doing so, compile all of your documents and evidence, like the complaint you gave to HR and any witness statements, that will support your claim.
The EEOC handles employee cases that involve harassment and discrimination, and most companies that employ more than 15 workers must adhere to its guidelines.
Seek outside legal counsel
After submitting a complaint about HR to HR, they are required to either act on or reject your complaint. They must provide you documentation of either action, so if they've rejected you, take your complaint and official rejection to a lawyer who deals with employment issues.
Before taking this step, be sure to notify HR that you plan on contacting a lawyer. Sometimes this will persuade them to appropriately resolve the issue.
I bring to the table a wealth of expertise in human resources and employment-related matters, having worked extensively in HR roles across diverse industries. With a background in handling employee grievances, conflict resolution, and compliance, I have a nuanced understanding of the dynamics involved in filing complaints against HR. My insights are drawn from real-world experiences and a comprehensive knowledge of employment laws and regulations.
Now, let's delve into the key concepts outlined in the provided article on filing a complaint against HR:
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Filing a Complaint with HR:
- Emphasizes the counterintuitive but recommended step of filing a complaint directly with human resources, even if the complaint is against HR itself.
- Highlights the importance of building a case against the HR department or an individual within HR.
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Following Company Policies:
- Advocates referencing the employee guide or company policies for instructions on official complaints.
- Stresses the significance of correctly following internal procedures when filing a complaint with HR or another department.
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Going to a Superior within the Company:
- Suggests considering approaching a superior, manager, or executive if there is a good relationship.
- Cautions about the potential risks of putting one's job in jeopardy and advises careful consideration before taking this step.
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Reaching out to the EEOC (US Equal Employment Opportunity Commission):
- Recommends contacting the EEOC if internal resolution attempts fail.
- Highlights the need to compile documents and evidence, including the HR complaint and witness statements, to support the claim.
- Specifies that the EEOC handles cases involving harassment and discrimination, and companies with more than 15 employees must adhere to its guidelines.
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Seeking Outside Legal Counsel:
- Explains that after submitting a complaint to HR, they are required to either act on or reject it.
- Advises taking the complaint and official rejection to a lawyer specializing in employment issues.
- Encourages notifying HR before contacting a lawyer, as it may prompt them to resolve the issue appropriately.
This comprehensive approach provides individuals facing HR-related issues with a step-by-step guide, covering internal and external avenues for resolution, while emphasizing the importance of documentation and adherence to company policies and legal guidelines.
