Page 233 - An Indispensible Resource for Being a Credible Activist

Do any of these issues have to do with any current in-group/out-group issues?
Do any of these issues have to do with diversity issues? Do any of these issues have
to do with legal and/or ethical compliance issues?
Are there any gaps between company policies and practices? Are these gaps being
addressed? Have you or has anyone else in the workplace system raised these
issues? Are these “undiscussables,” or can they be discussed?
Self-check: how are you doing? What are your goals for now, the next six months,
the next year, and the next five years? How does that help you decide about now?
How can you best accomplish your work goals now? How can you best get what you
need in your current workplace environment? Who can provide assistance to you?

SAMPLE PARAMETERS OF AUTONOMY FOR
AN HR DIRECTOR FOR A SMALL COMPANY

Recommended HR Autonomy Parameters at (Company)

HR seeks approval from leadership for:
Creation of new positions or departments
Elimination of positions or departments
Compensation adjustments
Probationary discipline of any staff member
Any discipline of a member of senior staff (including documented verbal warning)
Selection for certain positions (e.g., others as identified by supervisor)
Termination of any staff.

HR will make recommendations to and consult collaboratively with leadership on:
Benefits enhancements
Employee manual adjustments (also consult with Finance, Legal, and any other
pertinent departments).

Recommend promotion, termination, and job design adjustments
Written policy and procedure
Strategic planning for OD and change
Communications to staff about challenging company/staffing situations
Rewards and recognition other than compensation or benefits
Company program development
Any incident involving an employee and the media
Emergency response plan

216 The H R Toolkit