GanzChroma 0207
Play the Game
Imagine you go to HR to verbally complain about a coworker who has been harassing you and other employees. The HR rep listens attentively, takes notes, and assures you that an investigation will be launched. This, unfortunately, is not the case. The investigation is typically not about finding out what actually happened but about how to best protect the company.
Human resources is not your ally. They are paid by the company to safeguard its interests. When HR launches an investigation, their goal is to document information that shields the company from potential lawsuits, not to support you.
Here’s how this process usually unfolds: The HR rep might destroy the notes taken during your meeting and only keep records that favor the company’s position. They will interview witnesses who support the company’s narrative and ignore those who corroborate your story.
Future communications will likely be in person or over the phone to minimize the written record. Additionally, HR might start collaborating with your direct supervisor to document any perceived performance issues, creating a paper trail that paints you as a problematic employee.
When the investigation concludes, the report will often state that there was no evidence of wrongdoing. Even if the HR rep believes you, they will not document it because their primary role is to protect the company.
Given this, should you refuse to participate in workplace investigations? Absolutely not. You must play the game and participate, but you need to do so strategically. If you refuse, the judge might perceive you as uncooperative, making it seem like you were the problem, not the company.
Always think about how a judge would view your actions if you choose to take legal action against the company. Asking yourself this question is key to doing the right thing in most employment situations.
Read Part 1 Here - https://lnkd.in/gDeura5t