Corrupt HR Departments?

Uncertain

sho_me_da_money wrote: »

http://hrriskybusiness.com/2010/10/13/sweet-new-deal-for-whistleblowers-on-foreign-corrupt-practices/

That is a USA website and relates to their laws!

sho_me_da_money

Even better:

http://www.allbusiness.com/human-resources/workplace-health-safety-employment/1317-1.html

If I raised this concern, can my warning be reversed?

Uncertain

sho_me_da_money wrote: »

Even better:

http://www.allbusiness.com/human-resources/workplace-health-safety-employment/1317-1.html

If I raised this concern, can my warning be reversed?

Again, two countries divided by a common language!

Needhelpsaving

I work in HR (i'm not corrupt by the way!) - but there are varying factors in each case, some are the similar and some have extenuating circumstances that come into play. We also have to work on the evidence we have, sometimes it's really frustrating, because you know the person has done it, but you can't prove it. All i'm saying is that you are comparing your experience with other things that you don't have the full facts of.

Joe Bloggs could have been given an F&FWW for his drugs thing, but may have told you/colleagues that it was a verbal to save embarrasment.

If you are concerned - either use your right to appeal (if issued a warning and within appeal timeframe) or raise a grievance, but state facts instead of hearsay otherwise people up top will think you are wasting time. A random letter with vague details will go though the shreader - sorry, but its true they won't entertain it - use the prpoer channels.

Hope this helps.

Ihatecameron

This person committed the same offence about 9 months later.

So you were smoking pot on the job. The other person was smoking pot at a party, there is no comparison IMO, I think you were lucky not to get the sack. I dare say if your colleague was caught smoking pot on the job, he to would have received a FWW.

There was no way I could argue my case beforehand as 1) the warning had expired and 2) I only learned about this 2 weeks ago.

If your colleague is caught doing exactly what you did, then you have every right to complain if nothing is done about it. Although there are similarities the circumstances are completely different.

sho_me_da_money

Ihatecameron wrote: »

So you were smoking pot on the job. The other person was smoking pot at a party, there is no comparison IMO, I think you were lucky not to get the sack. I dare say if your colleague was caught smoking pot on the job, he to would have received a FWW.



If your colleague is caught doing exactly what you did, then you have every right to complain if nothing is done about it. Although there are similarities the circumstances are completely different.

No there are 2 separate issues here:

1. The offence I committed was not drug related and was EXACTLY replicated by a member of the HR team and nothing was done about it.

2. I also know of a colleague that was caught abusing drugs (worse than pot) and also know that nothing was done about it OTHER than an informal chat between him, a manager and a HR rep.

So in two situations, 2 separate employees got away lightly for 2 very serious breaches whereas I got an FWW for breaching the lesser of the two crimes.

The purpose of mentioning the 2nd point was to highlight another example to support the fact that HR is corrupt.

iamana1ias

What was the offence that you got your FWW for?

CFC

sho_me_da_money wrote: »

No there are 2 separate issues here:

1. The offence I committed was not drug related and was EXACTLY replicated by a member of the HR team and nothing was done about it.

2. I also know of a colleague that was caught abusing drugs (worse than pot) and also know that nothing was done about it OTHER than an informal chat between him, a manager and a HR rep.

So in two situations, 2 separate employees got away lightly for 2 very serious breaches whereas I got an FWW for breaching the lesser of the two crimes.

The purpose of mentioning the 2nd point was to highlight another example to support the fact that HR is corrupt.

You don't seem willing to tell us what your offence was. So let's examine the second point and view hypothetical scenarios in which there are different outcomes

a) employee 1 is found taking drugs in private, employee has already told HR and manager that they are drug dependent and receiving medical attention for this to kick the habit and that this was a slip because her mother has recently been taken into hospital and she is feeling very stressed. No action is taken because it is deemed that in this particular case, taking action will not help the employee nor the business. employee 1 is warned formally that another offence will see them go to disciplinary.

b) employee 2 is taking recreational drugs at a public function, kicking up their heels enjoying themself, and everyone sees it. Action is taken.

Tiddlywinks

Here's some history...

https://forums.moneysavingexpert.com/discussion/2915404=

https://forums.moneysavingexpert.com/discussion/2427647=

Emmzi

ohhh I remember now

"As an HR professional" I would be cursing the manager who didn't dismiss when they first had the chance; and looking for any way to let this employee go, due to their bad attitude.

Hope that helps put it in context!