Whatever type of complaint you submit, make sure to keep a copy of it. Your HR complaint should include detailed, accurate information regarding the situation. Including specific information can make it clear to the HR department what they need to address or investigate.
For example, a complaint that says your manager made you uncomfortable does not provide sufficient information. Instead, you would detail the specific action or comment the manager made that made you feel uncomfortable. As mentioned, if you have been documenting these instances, then you can use your notes as supporting evidence. Your complaint should include the following information:. Make sure to also clearly define what laws, policies or rights you believe were violated in this incident.
For example, you may say that a supervisor committed sexual harassment or age discrimination. Or you may file a complaint detailing that a coworker violated safety regulations that put others in danger. HR departments may organize complaints by assigning them codes based on the incident type, and providing this information can support their filing process. Depending on your company's procedures, you may submit supporting documentation and evidence with your complaint or get a request for them once the HR department receives your complaint.
The more evidence you can provide, the more it can aid the investigation process. When preparing to submit a complaint, make sure to gather all possible evidence that supports your claims of wrongdoing. This evidence can vary based on your situation and may include images, videos, voicemails or emails. Again, witnesses of the event can also serve as evidence, but you should try to get their consent before submitting their names and information. After submitting your complaint, make sure to monitor its progress and follow up with your HR department as needed.
Your company's procedures may offer a timeline for handling HR complaints. Wait until after that point to follow up with the department if you have not yet heard anything about your complaint. Following this timeline demonstrates your patience and respect for their time, as they may be busy investigating your situation or with other pertinent tasks. It also ensures that you do not overwhelm them during this process. If your company does not provide a timeline, you can typically reach out if it has been at least two or three weeks with no response.
Be polite in your correspondence and send a brief message asking whether they have received your complaint and can offer any updates. Make sure to take notes or keep records of all communications during the complaint process, in case you need these details for future reference. Sometimes, the complaint process does not provide the results you expected or desired. HR professionals should handle complaints in a confidential, unbiased and professional manner.
If any of the following state or federal laws have been violated, you should file a complaint:. These are only some examples. Violations of other state or federal laws, as well as violations of company policies, may necessitate an HR complaint. If you do need to file a complaint with HR, it is critical to ensure that your complaint contains all required elements. Your complaint should contain all of the following:. Your complaint should be in writing. When you write your complaint, you should follow any procedures outlined in your employee handbook.
If you do not have an employee handbook, you should send the complaint through email. It's not mean if your boss to tells you that you have to be on time to work in the morning, take only 30 minutes for lunch, and get your work done. Likewise, if you're upset that your coworker got the promotion and you didn't, yet she does twice the work you do, coming to us won't help your case.
When you haven't done your homework. You think your salary is too low? HR will hear you out, but you better have some pretty good evidence before you come in.
For instance, is your official job description not reflective of what you actually do? Do you have information that shows that people in similar jobs make more money than you do? If the answer to both of these questions is no, we can't help. You want other people to change. We all want other people to change, but if the problem isn't actually a legal one, you're going to have far better luck if you come to HR with the question of "what can I do differently" rather than "can you make Jane behave differently.
When your complaint is not over something illegal and the perpetrator is high level. HR reports into the business, just the same way every other department does. That means, if your complaint is about a first level line manager, HR can probably step in, offer some coaching, and help fix the problem.
If the problem person is a senior vice president? Well, HR can bring it up, but it's likely that the senior VP will be favored over you. When you want guidance on your career. Some HR departments are awesome with employee development. We'll spend a great deal of time helping you map your career path and help you get developmental opportunities. There are times when you should connect with your HR department for help, but there are other times when going to HR might not be your best option.
There are specific situations when you should go to your human resources department without a doubt. We have listed some of those situations below:. Contact our employment law attorneys today at to find out if you have a case! However, suing your
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