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HR U Can Trust Blog

A blog providing trustworthy Human Resources advice to business owners, managers and employees plus the occasional LOL true story from the workplace.

Personal Use of Company Computer Systems and Personal Devices – does an employee have a right to privacy?

Carolyn Boyes - Monday, June 02, 2014

Your Human Resources Policy states that the Company computer systems and devices provided to employees are intended for business purposes and may be used only during work time. However, the policy goes on to state that limited personal use is permitted during non-work time (breaks, lunch) if it doesn’t hinder job performance or violate any other Company policy.  …read more


 

Employee Rights – Don’t Assume You Are Protected

Carolyn Boyes - Monday, February 03, 2014

As an employee, you have certain rights. Most of us are familiar with the federal laws that protect employee rights and prohibit employers from discriminating against someone based on certain protected categories – such as race, color, religion, sex, or national origin.  …read more


 

What Does It Mean to Trust HR?

Carolyn Boyes - Saturday, February 01, 2014

I love working in Human Resources – probably because I really do care about people. I know that sounds cliché because every HR person would say they care about people. Unfortunately I sometimes see HR “not practicing what they preach”. This is not always completely their fault. Part of it is due to the direction of the HR focus over the past 10-15 years. HR has become much more focused on the business, being a part of the business, having a seat at the table, influencing the strategic pieces of HR as they relate to the business. These have all been necessary, positive, right changes. But I fear the focus on the employee has been lost in the shuffle. Employees see HR engaging with management and automatically believe that HR is therefore siding with management in all the decisions. In some cases this is true depending on the HR person. Some HR professionals are able to separate themselves from the business and still make good decisions around individual employees. But the bottom line, no matter how you cut it, is that the HR professional’s first obligation is to the Company, not to the employee. Their first obligation is to protect the company against litigation or charges of discrimination/harassment. The U.S. has become a culture full of lawsuits, some legitimate but many frivolous. A Company expects its HR professionals to help protect them from both.  …read more


 

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