Search:

Custom Search

Readers' Comments

Total Comments: 32
Page 2 of 4

« Previous | Next »

HR and EEO: "Why Can't We Be Friends?"

Employee perspective of HR Vs EEO

Building Manager
fed govt
Thu Feb 21, 2008 10:30 AM

Post Reply

From a federal employee's perspective who would use these 2 entities, I think employees see HR and EEO in 2 different lights.

Often, because HR personnel are on-sight, they develop relationships with everyone at their location. It has been my first hand experience that the HR folks backed management in previous employment capacities. So, employees do not feel comfortable going to HR for anything. We have learned that they are not neutral and can not be trusted. Thats where we use EEO because we feel they are neutral (provided that the EEO folks are contracted and not actual employees of an organization).

HR and EEO working together

Consultant
Phil Varnak Associates, Inc.
Thu Feb 21, 2008 10:42 AM

Post Reply

I was Director of ER and Labor Relations when John Jones was EEO Office with the Bureau of Reclamation. We enjoyed an amicable working relationship where the ER Specialists and EEO Specialists worked together to resolve issues and assure the laws were satisfied. Our situation was one of mutual cooperation and that evolved because the Personnel Director and John Jones knew that cooperation was best for the employees and organization. It is good to see an article written the affirms this type organization can work and the typical head-butting between HR and EEO can actually be a cooperative endeavor to assure the laws are implemented correctly and that management and employees get a fair shake in interpretation of the laws.

HR and EEO can be friends

HR specialist
retired
Thu Feb 21, 2008 10:56 AM

Post Reply

I worked in ER for years, and had an excellent working relationship with the EEO specialist who handled complaints. Why? Because she was a realist who recognized that many (problem) employees file EEO complaints to shake up management and avoid discipline. This was not the case of the previous EEO specialist, who assumed everything the employee told him was the truth, and that management was guilty before an investigation was even initiated. As an ER specialist I knew that it was rare for anyone (manager or employee) to be telling the truth 100% of the time.

OUR HR&EEO DO NOT WORK WELL TOGETHER OR WITH OTHER

Worker Bee
USMC
Thu Feb 21, 2008 11:01 AM

Post Reply

Our HR & EEO office do not work well together, or with others (they are located in the same space/building).

Many outsiders have commented on this fact (to include other services).

They did a survey six years ago & the results stated that they needed to do away with this local on the base HR&EEO Office, & just use the regional office.

Things got worse: It was even in the local newspaper.
We had our EEO office cover up for some supervisors/management wrong doings & the HR office was helping to cover up, and it hit the local newspaper & it all came out (It made the base look bad).

In fact the newspaper stated if anyone had any problems to contact the base general's office & not to go to the HR & EEO office for assistance.

People on the base still talk about it & no one will go to the HR/EEO office for assistance.

It is so bad that -One organzational group on the base has taken there services to another HR&EEO center & refuse to use this one.

Congratulations and Comments

Retired EEO Officer
EEOC
Thu Feb 21, 2008 11:26 AM

Post Reply

Congratulations Steve for capturing a lot of the hard feelings and misunderstanding which existed between HR and EEO.

I started my EEO Career at the "Commission" and ended it with the EEOC. I believe the tensions between HR and EEO were also rooted in Organizational Structure.
As you know, the EEO Program with all of its component parts was originally placed under the Civil Service Commission (CSC).
I believe the CSC had some difficulty absorbing and incorporating its new EEO functions into its merit personnel functions. I also believe that since this conflict was never completely resolved, the tensions manifested themselves in the HR/EEO relationships at the agency level.

EEO vs. HR

Observer
Oaklandon
Thu Feb 21, 2008 12:09 PM

Post Reply

Good article. Lots of truth in it. I have found that when HR and EEO offices collide it is often the "origin" of the specialist involved. What I mean by that is, did the specialist come by way of business training and a degree and maybe some managerial or military experience? Or did they creep their way from GS-5 into a 7-slide 11 position into an EEO position with little or no perspective on how the world operates?

Advisors

Electronics Technician
DOD
Thu Feb 21, 2008 3:24 PM

Post Reply

If HR specialists view themselves and are viewed as advisors to management then where do employees go for advice?

Not every situation is related to EEO even if the EEO is considered the representative of the employee.

Are employees left to educate and advise themselves?

Re: Advisors

Consultant
DVA
Fri Feb 22, 2008 1:26 PM
The union.

Though you can go to HR since they will give you advice anyway; sometimes more.

However, the HR folk cannot represent you in a grievance or other action. Hence the need for the unions.

The fact is, you are entitled to a wealth of information and HR often is the source of that data. For example, when you first got employed and handed a book during orientation related to management-labor agreement, I bet it was an HR type that gave it to you.

You actually should seek counsel from both, and make your decision. To often you may be filled with erroneous info that makes you fearful of seeking the information you need.

This is called POWER, and wielded in the wrong hands that may mean trouble for you since you may not always get what you need to know.

Ask yourself this question always when seeking information. If I have a health concern, who should I go to for information, my doctor, or my auto mechanic?

Visit your HR today. In spite of what you hear.

Re: Advisors

Benefis Counselor (retired)
VA
Sat Feb 23, 2008 10:13 AM
I often thought of the possibility of causing problems for managent by asking for assistance from HR in a conflict. Their job descriptions (201 series) claim that they have a dual duty to advise both management and employees. If an employee asks for and demands good advice, not getting it would be grievable. You could do a good whip-saw attack on the HR habit of supporting only management.

Re: Advisors

Another Worker Bee
DOD Agency
Mon Feb 25, 2008 8:48 AM
It is a real problem for federal workers. Trying to educate yourself has back fired on me. I’ve gone to a HR rep for answers on a situation, because I did not agree with what I was being told by my supervisor or what I had found on the OPM website. The HR rep told the HR mgmt rep, who in turn notified my supervisor. My supervisor told me they did not appreciate me going around them to HR. I've gone to EEO for advice on another issue, only because of the previous problem with HR, I received some good suggestions but because it was not harassment due to sex, race etc EEO could do nothing. EEO agreed something needed to be done but it was outside of their area. I went to the union and they did not want to do what I wanted, go up the chain of command. Instead wanted to talk to supervisor and senior-supervisor to try to settle situation. In our organization the union reps and HR management reps are tight go to lunch together. In this situation a federal worker has confidentially at all, except for EEO.
Total Comments: 32
Page 2 of 4

« Previous | Next »

Add a Comment about this Article

** All fields are required.
Note: Your comments will not show up right away. FedSmith.com selects the most insightful comments from our readers for posting. If selected, your comments will show up in the comments section after they have been reviewed and approved. See our terms of use for more information.