Re: HR and EEO

"EEO staff here need to take another look at who signs their pay checks (hint: it isn't the employee)."

That is actually the point of an EEO counselor. The supv. doesn't sign the paycheck either. EVERYONE works for the taxpayer. If there is an issue, the employee is at a serious disadvantage in that it is often with the supv, (who does have a lot of power over their daily work life.) HR is often openly and clearly on management's side. EEO counselors are not simply advocates for the employee but recognize that you had to start from their side in order to balance the power. Besides...it is the EMPLOYEE who brings the complaint.

Years ago I was a collateral duty EEO counselor. Our goal was to find a resolution to the situation that everyone could live with. Saves a lot of good people doing good work. Sometimes the supv was a problem, sometimes a coworker, or the employee themselves, or some combination. Most often just getting people talking took care of it.

Re: HR EEO WHY CAN'T WE BE FRIENDS

In fact the Congress did when it created EEOC and removed EEO from HR. This was done to prevent the fox from watching the chicken coop.

Re: HR &EEO

Social worker has just engaged in personal attacks and exhibited the mind set that is the cause of every problem mankind faces. An environment of cooperation and the fostering of mutual good will never occur as long as this mind set exists. It's always someone elses fault. And, unfortunately, the sad truth is that people have a difficult time seeing beyond the tips of their own noses and they spend a lot of time advancing their own causes. We need to stop this divisiveness. Put yourself in the other persons shoes and try to see things from their perspective. You may well learn a lot.

Yes, HR and EEO have problems. But, let's be honest, so does the union.

And I am curious about one thing social worker. Based on the time stamp of your comments, I wonder if you wrote your comments on govt time or your own.

Re: HR &EEO

Like most things, it varies by activity. I worked closely with the union reps. We often looked at complaints and sent them to each other. If someone came to us with something that was outside our mission, we didn't leave them hanging but put them in touch with the appropriate union guy. They did the same when they had something that looked strongly EEO.

We both agreed HR was disruptive and uncooperative. But they clearly communicated that they were always on the supervisor's side even when it was blatantly wrong.

Re: HR &EEO

What is funny is everyone pointing the finger at HR. It takes two to play. HR is a "buffer" between management and the employee to an extent, no more. Management is the ultimate body that either accepts or rejects HR guidance and proceeds. Generally, HR is pro-management, as EEO and Union are pro-employee, though EEO does seem to notice the line.

The employee has both EEO and the Union to defend them, sometimes rightly, sometimes grossly, but, the employee has them. Management has HR. So What???

The greatest problem employees face is not management, and not HR. It is the ridiculous cases that unions usually, and EEO sometimes, defends. More management would be more acceptant of arguments if everyone would start defending legitimate cases and stop attempting to get "Jack the Ripper" and "Charles Manson" type employees off the hook with the dumbest arguments imaginable. Credibility would increase and all would benefit. As it is, you disservice about 99% of your employees.

Re: HR-EEO can be friends

This should not be the case. Although this seems to be an effective measure, this can also cause favoritism among EEO and H.R., and favors being done because of the relationship that has formed. The EEO was put there for the employee, but this practice can actually work against the employee. Of course H.R. would like this , because it is more advantages to them even when they are wrong. Companies already get away more often than not with mistreating the employee and knowing how to get away with it legally. Let the employee at-least have the EEO as a reliable source. After all if it were not for the complaints of employees and them being mistreated by H.R. and management there would be no need for the EEO.