Page 234 - An Indispensible Resource for Being a Credible Activist

HR is empowered to act independently regarding:
Recruitment, selection, and placement for most existing positions
Benefits comparisons
Troubleshooting and resolving conflict
Mediation of conflict
Delivering multidirectional feedback throughout company
Safety and health training and equipment issues
Training-needs assessments
Training creation and delivery
Implementation of performance management system (i.e. self-assessments, manage-
rial assessments, coaching, performance evaluations, discipline)
Clarifying approved policy to employees
Assessment of strategic staffing
Company assessment instruments for all staff for anonymous/collective feedback
delivery
Needs assessment and delivery of managerial trainings
EEO training delivery
Individual and group trainings as needed
Employee relations and confidential problem resolution
Internal incident reporting with managers, workers’ compensation.
Recruitment of seasonal staff and unpaid interns

HR will always inform leadership of:
Unlawful harassment, discrimination, or retaliation complaints
Injuries on the job
Complaints of bullying
Threats
Violence

SAMPLE PROTOCOL FOR SUPERVISOR/
STAFF ISSUES

Verbal warnings can be handled by Supervisors with copies of documentation to HR,
though consultation with HR is available and preferred.
Supervisors should handle written warnings in consultation and collaboration with
HR. HR will consult Legal if needed.

CHAPTER 13 • Conflict Resolution 217