When HR is Cancelled

In a scenario where the HR 'safe channel' is compromised like we saw last week, employees may find themselves at a loss for where to turn. It's a critical issue that organizations need to address proactively to ensure a safe and ethical work environment.

I have seen many comments over the last week, mostly in jest, to the effect of "what do we do when HR is part of the problem?" And honestly, it is a great question companies do not ask themselves as most HR departments (not all obviously) operate above-board and highly ethically.

But in the case like we saw last week, where the trust is broken with HR, here are some alternative avenues that organizations can consider implementing to supplement or replace traditional HR channels:

Whistleblower Hotline: Contracting with an independent company to manage a Whistleblower Hotline can provide employees with a confidential and secure way to report illegal or unethical behavior within the workplace.

Executive Ombudsman: Designating a neutral party on the Executive Team (not HR and not the CEO) to receive and investigate complaints can offer employees a separate channel for addressing concerns about organizational actions or inactions. If you are a nonprofit, also designating authority to this person to report unethical or illegal actions straight to your Board of Directors without having to go through internal channels.

Risk Department/Function: Establishing an internal Risk department or expanding the responsibilities of an existing department to encompass risk-related duties can complement HR functions. This department can focus on identifying, assessing, and mitigating risks associated with HR processes, compliance, legal issues, and workforce management.

Union Steward/Rep: For organizations with unions, union stewards can serve as intermediaries between union members and management, facilitating the resolution of employee concerns. Make sure your union rep has alternative contacts within the company other than the HR team.

Outside Legal Counsel: While companies typically rely on outside legal counsel for guidance, extending access to trusted leaders beyond the C-suite to the hired outside counsel can provide employees with additional avenues to seek advice in exceptional circumstances, especially for cases where HR is reported to them as being involved in their complaint. The Ombudsman would be a perfect person to appoint in this case to have access to your companies outside legal counsel.

State or Federal Agencies: If the hierarchical system is problematic at every level internally, employees can always seek assistance from state and federal agencies. All companies are subject to the law regardless of their size.

By diversifying reporting mechanisms and support structures, organizations can enhance transparency, accountability, and employee trust, even in situations where the traditional HR channel may not be perceived as effective or in the case we saw last week, cancelled all together.