When dealing with employees, human resources staff are often called to tread carefully, and diffuse volatile situations—for both compliance and to avoid legal liability. An effective HR function is only as strong as their ability to deal successfully with a wide range of human behavior.
In addressing employee scenarios—from firings, layoffs and complaints—the key is in understanding how a person could react—at times irrationally or with a great deal of anger. The HR professional will administer the scenario and always act in a manner that protects a company’s integrity.
In Getting Down to Management Basics: My 5 Postulates of Employment, attorney Mark J. Neuberger talks about the most relevant suggestions for dealing with common legal situations in the workplace.
It certainly does not hurt to remember that HR staff, just like the people they manage, are only human; in the heat of a problem, the appropriate course of action can sometimes be forgotten.
HR departments should always get a high priority to preparedness, not only in procedures and compliance issues they face regularly, but in the nuances of interpersonal behavior. Often a situation with an employee escalates to become a legal liability; it can be mind-bogglingly fast.
That is the reason today’s blog post at TLNT.com by Neuberger, an expert in corporate human resources, is so important—as a refresher, if nothing else.
You can read his post HERE.
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