Question:
What do you do when HR ignores a formal complaint at work?
Drivenbydesire
2010-05-08 14:58:17 UTC
I basically caught a couple of managers making derogatory comments towards a certain cultural community on a conference call. I called the HR person and explained everything. She promised to investigate and update me. That was 3 months ago and still no word from her. My manager resigned a month ago, so I'm on my own for this one. I want to do the right thing. My boyfriend told me to wait a couple more weeks and escalate this issue to the HR person's boss because they are obviously trying to sweep it under the rug.
Seven answers:
LA Boston Gal
2010-05-08 15:57:19 UTC
HR does not disclose the the outcome of a grievance that was filed/complaint reported to anyone outside of HR or the respective managers involved. If you were injured or harmed in any instance and you are waiting for instructions on how to go about your job with out incurring future harm then you need to schedule an appointment with your HR representative to discuss. If the HR representative does not get back to you, you need to escalate it to the HR Manager via email so you have documentation.



Don't assume anyone is sweeping anything under the rug. HR's job is to ensure the issue does not happen again. Just because managers were making inappropriate comments on a call, that does not warrant termination or even disciplinary action. It depends on each participants' history of issues and performance. It also depends on the seniority and tenure of the managers involved. Based on what you've explained, it sounds like there isn't any response due to you. HR is handling it and you need to leave it at that. Pushing the issue because you want a response on the outcome is not appropriate. Your responsibility was to report it and document that you reported it. If it happens again then the company can be liable to a defamation suit if there is enough evidence and complaints against the managers involved.
Reg V
2010-05-08 15:08:32 UTC
1 If you seriously want to complain, you have to put the complaint in writing.

2 Leaving it for three months is too long. Your company should have standard procedures for handling grievances - get a copy from HR or your intranet and read what it says, then do what it says.

3 Is there any incontrovertible evidence (not just witness statements) to back you up. Was the conference call recorded. Is the recording available or has it been wiped. You may have difficulty proving your claim as witnesses may be reluctant to get involved in backing you up.

4 If you are in a union, get advice from your staff representative.

5 You obviously feel strongly about this but are you prepared to go all the way with this?

6 You can get advice from the Advisory and conciliation Service (ACAS)
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2016-04-13 23:21:16 UTC
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Thising
2017-02-28 02:36:16 UTC
1
2010-05-08 19:12:43 UTC
What is "the right thing" in your mind? How do you know the offenders were not privately reprimanded? They may have been disciplined - but that is not your business.
?
2010-05-08 15:06:10 UTC
First of all you should have asked her about it withing 3 months.Now better to wait and you should talk it to HR department head about this.
?
2016-01-08 11:32:48 UTC
what


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