I am doing a project on HR in which i have to take a company and explain it’s HR Policy or HR role in that companies. So it would be a great help if some1 would help me plz it’s urgent. plzzzzzz thnk you. bye . WAITING FOR YOUR VALUABLE REPLY
I work very closely with the HR department in a multi-national company. I can be of assistance if you have specific questions.
I’ve been in my current position for two years. I recently applied for a transfer, but was not chosen. The coworker who received the position is not eligible for transfer. She received a promotional transfer just two months ago. This directly violates HR’s transfer/hiring policies. I feel robbed. Should I report my grievance to our compliance hotline?
Most definitely. Human Resources is there for you for any complaint you might ever have. Always remember to go in cool and calm though, losing your temper wouldn’t be good 
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If salaries are made public, shouldn’t other parts of the HR file be public since they affect salaries?
Performance evaluations, total leave taken, overtime worked, education, training, etc.
Inspired by the question: Would it be good policy to make public the salaries of individuals we work with?
My salary is not connected to my coworkers. I demand a certain level of compensation and what I perceive to be fair for my time, efforts and performance–this is not determined by my coworkers or their numbers. What they make won’t make a difference when I need to pay my mortgage.
Open salaries are a dumb idea:
1- They only lead to needless resentment and frustration in the workplace. It will create a "false" sense of unfairness because they only see numbers without getting the details, history and the reasons behind the numbers. So even if the salary is fair compensation to one’s performance, it’s easier for other employees to "perceive" it as unfair. Who needs that kind of turmoil and headache? No, thanks.
2- Numbers do not reflect non-monetary advantages, so again, an employee may get more combined benefits, yet "perceive" to be under compensated. Employee A’s flexible schedule may have more value to him than getting a $200 bonus that employee B got. An employer has to use different kinds of incentives to encourage employees differently, depending on their individual circumstances. Open salaries will require everyone to receive identical benefits but all employees are not identical with identical needs.
3- Salary is a personal matter. I may not want everybody knowing how much money I make. I don’t like people all up in my business.
3- It’s time consuming for the company and not productive to have to defend/explain every raise. This is a guaranteed disaster and distraction. HR has enough issues to deal with.
4- Sometimes the employer is forced offer someone a higher salary because of the timing of employment, supply and demand. For instance, the employer may need to meet a deadline for a project, no one else is available so the employer is forced to raise compensation to get the work done. The decision should not be publicly micromanaged by all employees.
I can go on and on…but I need to get back to work
I ‘ve introduced attendance policy, some basic office policies but I would appreciate if someone help me in developing the HR department.
Try contacting the local Small Development Center. They will connect you with local resources, and may have ideas themselves.
The HR Director/Risk Manager is the same person.
Thank You AlexAtlanta but I do NOT do drugs and the person is directly impacting/influencing my life.
However, by title, it is also the person responsible for scheduling random drug tests.
I believe that it is possible to report him/her, if it is deemed a serious enough problem (to the Police, if need be). You can try to confront him/her if you like- I’m not sure how responsive your HR Director/Risk Manager will be. .but you can try. Perhaps recommend "Drug Intervention/Treatment" to your "Boss". This person does truly need help.
The Black Horse in Revelation could be a sign of how The Antichrist The Beast system would control all the world food supply and no one being able to grow their own food .
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They are based on what will benifit the company
I wanted to check if the Employers do not allow the employee to quit even after the 2 week notice period. Does the employee have any rights if the employer is not allowing the employee to move on inspite of following the HR Policies of the Company which is the 2 week notice period. What will happen if he does not show up after 2 week notice. What are the employee rights.
If you are in a employment at will state, there is no such thing is no legal notice period. The employer is allowed to fire you for any reason, at any time. And you are allowed to walk off the job for any reason, at any time.
I don’t think there is very many companies that would "require" an employee to work a 2week notice period.
You are an adult. If you don’t want to work there, don’t go there. You can expect for them not to give you a good reference and in some states they might be able to withhold pay. But they can’t "force" you to be there.
I have a co-worker that wears perfumes, and another woman complains about it constantly, the second woman says it makes her sick. The perfumed lady says there is no policy against it, so she is free to do as she likes. Do you think HR should create a policy on wearing perfumes, or just let people solve it themselves?
Many people have chemical allergies or sensitivities, with symptoms that can prevent us from doing our job–inc. headaches, dizziness, nausea, and fatigue. I definitely think there should be a policy in place. I certainly wish there was one in my workplace. Because one of my coworkers refused to stop wearing perfume in our small, communal, airtight office, our supervisor eventually moved me to another office for the remainder of the semester–a better office ultimately. But I missed connecting with other colleagues, and one of my closest colleagues complained of missing me. Why was I the one who had to move? It’s a topsy-turvy world where one person’s cosmetic "needs" takes precedence over another person’s health needs.