3 Reasons to Complain to HR
Most companies, particularly larger ones, have a human resources (HR) department, or at least one HR manager. HR is a vital department with a pivotal role for the employees and the company as a whole. But when to bring an issue to HR is a concern for employees at least once in their professional career.
As per Human Resources EDU, human resources managers "Are the overseers of the human resources department and insurers of the functions and tasks being carried out by the HR team. They are often seen as the link between an organization's management and its employees, as their work runs the gamut from providing consultation on strategic planning with top executives to recruiting, interviewing, and hiring new staff. Due to the supervisory nature of this position, human resource managers are called upon to handle employee-related services, regulatory compliance, and employee relations, among many other tasks."
That's why your HR manager is the best person to go to if ever you experience any of the issues listed below. The workplace should be a zone where everyone is treated with respect, equality, and fairness. HR is on your side. Be willing to speak to your HR manager when appropriate and necessary. It can make a major impact on your work life.
There is never an acceptable reason anyone should be harassed in the workplace. Whether sexual in nature or otherwise, "joking around" or dead serious, a place of employment is the wrong place for harassing others. Not that harassment anywhere is acceptable, but at least at work, feel secure in knowing HR is there to protect you.
As per TalentZoo, "If you feel you are being harassed or bullied, you should talk to your human resources department. It doesn't matter whether the person doing the harassing is a client, customer, colleague, or boss. It's important to report it." U.S. News & World Report adds more specifically, " If you're being sexually harassed or harassed on the basis of your race, sex, religion, disability, national origin, age (if you're 40 or older) or other protected class, HR has a legal obligation to investigate and put a stop to it."
Not only can HR investigate and put an end to this inappropriate behavior, but your complaint will be on record with the company if the situation continues, worsens, happens to someone else, or needs to be proved to the boss or even in a court of law. Don't let any form of harassment fly under the radar. If not put to a halt, it will usually continue, making the workplace a volatile place to be.
No form of discrimination is tolerable in the workplace. It can lead to anything from awkwardness to tension to outright danger. U.S. News & World Report notes, "Federal law prohibits employers from discriminating on the basis of these traits (race, sex, religion, disability or other protected class), and companies are obligated to take action when a report of such discrimination is made in good faith. This is a case in which HR is more likely to more likely to understand what the law requires and know how to proceed correctly than your boss might be."
And it doesn't necessarily have to be you who is being discriminated against in order for you to bring it to HR's attention. According to The Undercover Recruiter, "It is possible to bring prejudice to light even if you are not discriminated against personally. If you feel someone's been unfairly treated, whether because of sexuality, age, race or disability, you have the right to raise the issue with your company, even if you don't share the characteristic that's being discriminated against."
Discrimination against anyone makes for a disrupted and even unsafe workplace. We're all in this together, so if you see (or hear) something, say something.
3. Accommodations/Lifestyle Change
If you need to make a change in your current work situation, be it time off, new hours, an inquiry about maternity/paternity leave, new openings in the company, etc., HR is the place to discuss and plan accordingly. The Undercover Recruiter says, "They'll (HR) liaise with your boss and try to make your schedule work for everyone."
Additionally, HR is your friend when it comes to understanding your company's benefits packages, pension and retirement plans, job details, vacation and sick day accommodations, health coverage, etc. The HR manager is responsible to relay this information to you and work with you to make sure you're set up with all the necessary paperwork and explanations. Always keep abreast of new packages and programs being offered at your place of employment and of any updates or changes along the way. These "extras" can be as important as your job itself.
If you are not being treated properly, HR is there to make things right. For instance, as per Talent Zoo, "If you're a breast-feeding mother, your office needs to provide you with a private area to pump milk during the day. If you don't have access to this, you should take your concerns to the human resources office." HR will let you know what your rights are and will help enforce and protect them.
HR is there for you, to make your employment experience positive with protection and knowledge. As The Undercover Recruiter puts it, "One of the most important people you'll be meeting is your Human Resources manager, because their main aim is your welfare. It's important that HR exists to make sure you, and your colleagues, are happy at work."
If you have an issue, don't hesitate to reach out to HR. Your safety and workplace satisfaction are their concern for both you and the company as a whole.
Looking for a job? In addition to encountering those annoying never-ending job interviews you may find yourself face-to-face with an artificial intelligence bot.
Companies worldwide increasingly use artificial intelligence tools and analytics in employment decision-making – from parsing through resumes and screening candidates to automated assessments and digital interviews. But recent studies claim that AI does more harm than good.
While AI screening tools were developed to save companies time and money, they’ve been criticized for placing women and people of color at a disadvantage. The problem is that many companies lack appreciable diversity in their data set, making it impossible for an algorithm to know how people from underrepresented groups have performed in the past. As a result, the algorithm will be biased toward the data available and compare future candidates to that archetype.
The City’s Automated Employment Decision Tools (AEDT) law is designed to offset the potential misuse of AI and protect job candidates against discrimination. It was enforced on July 5th, 2023 in New York City - with other cities and states expected to gradually follow suit. Employers must now inform applicants when and how they encounter AI. Furthermore, companies have to commission a third-party audit of the AI software used, and publish a summary of the results to prove that their systems aren’t racist or sexist. Job applicants are able to request information regarding what data is collected and analyzed by the AI. Violations of the law can result in fines of up to $1,500.
Replacing Human Hiring Decisions
However, should a job applicant want to opt-out of such impersonal judgement by a bot, the new law's scope is quite limited.
While the law specifies that instructions for requesting an alternative selection process must be included in the AI screening disclosure, companies aren't actually required to use other screening methods. Not to mention that the law only applies to AI in hiring and not any other employment decisions. It also wouldn't apply if the AI, for example, flags candidates with relevant experience, but a human then reviews all applications, making the ultimate hiring decision.
Some civil rights advocates and public interest groups argue that the law isn’t extensive enough and that it’s even unenforceable. On the other hand, businesses say that it’s impractical, costly, and burdensome, and that independent audits aren’t feasible.
Responsible use of AI in hiring
Although this law may be a good first attempt to assign more regulatory guardrails around AI, it remains to be seen if it ensures the responsible use of AI in hiring processes. At the end of the day, perhaps recruiting talent should remain a human-made decision.
The good news is that AI can help companies without harming potential job candidates in many ways – such as connecting new employees with internal organizational information and company benefits during onboarding. Or helping employees to do their jobs more effectively rather than replacing them.
There’s all this talk about solo travel. And for good reason — no wasting precious time waiting for others to get their act together, take the plans out of the group chat and actually buy the tickets. Going solo, you can be spontaneous. You can plan your trips according to your precise tastes. You can hop on any flight and fly awayyyyyy.
But what if each time you flew you’d get a free ticket? That’s what you get with the Southwest Companion Pass.
Award status, upgrades, lounge access — there are many perks in the frequent flier game. But one of the coveted holy grails is the Southwest Companion Pass.
What is the Southwest Companion Pass?
The Companion Pass is part of Southwest’s Rapid Rewards program. You get to choose one person to be your “companion,” and they fly with you for free (plus some taxes and fees) on every flight. That’s right. Two for the price of one. That’s half off each ticket if you split it! Whether you’re flying with a partner, family member, friend, or anyone else, they can tag along for free.
And it gets better: once you earn the pass, you can reap the rewards for that full calendar year … AND the next. That’s why people go mad trying to earn a companion pass during the early months of the year. The sooner you qualify, the longer you can use it.
There are also no blackout dates. There are no limits. And if you didn’t purchase the ticket (think: work travel, your companion, or a generous benefactor), there are no restrictions! As long as you’re the one on the plane, your companion can also … be on the plane.
You can also switch out your designated companion 3x a year. So, no need to stay in a relationship simply to get the most out of your companion pass! Ghost and fly away — with a whole new companion!
If this sounds too good to be true — it’s not. But there is one small catch. It’s kinda tough to earn this mega reward.
How to qualify for the Southwest Companion Pass?
You can qualify for the pass in one of two ways:
- Fly 100 qualifying one-way flights
- Earn 135,000 qualifying points in a calendar year.
Clearly, this is no small feat — especially if you’re trying to qualify ASAP.
So how do you actually earn the Southwest Companion Pass?
Don’t worry, there’s a path to earning this amazing reward without climbing on 100 flights or spending an exorbitant amount of money.
Earning 135K reward points may seem completely impossible, but it’s easier than it sounds. Simply sign up for a Southwest Credit Card and turn those spending habits into a rapid rewards account. Through the Rewards Priority Credit Card, earn points when using local transit and commuting, plus score major points and miles whenever you spend.
Stay with me here. This is not some scheme to get you into credit card debt. Many airline cards come with potential savings, giantic rewards, awarding you points, and cashback with every purchase you make that can be redeemed for travel. And often they can come with passive sign-up bonuses. If you spend a specific amount of money within a certain timeframe of opening the card, you can be in for a windfall of points.
Now that’s where the companion pass comes in:
- Southwest Rapid Rewards Premier
- Southwest Rapid Rewards Plus Credit Card
- Southwest Priority Credit Card
- Southwest Rapid Rewards Premier Business Credit Card
- Southwest Performance Business Credit Card
Southwest has three personal cards and a business card. Each of these cards offers rewards between 30K-80K points. In the past, people could open two cards and get a bonus that granted enough points to almost meet the minimum. However, with new restrictions on personal cards, you can only get one bonus every 24 months. Boo!
However, this doesn’t apply to business cards. If you’re eligible, have good credit, and not likely to spiral into insane credit card debt, you can open a business card and a personal card, and accrue 100K+ points. The Rapid Rewards Priority Credit Card will get you points after you spend money in no time.
Now to earn the rest of them.
The secret to gaining these credit card points is to plan your card sign-ups around big purchases. Just before a recent move, I opened a card . . . and the rewards came rolling in — a small balm to ease the pain of how exorbitant moving can be.
Put everyday spend — especially big purchases or bulk items — on your Southwest credit card and watch your award points quickly add up. Typically, you earn 1 point per $1 spent on your Southwest card and 2 points per $1 on actual Southwest purchases.
But there are other ways to earn points, including:
- Flying Southwest: Booking travel on Southwest earns more points. The cost of this travel will be worth it with your companion pass
- Shopping from Rapid Rewards Partners: Purchases with Southwest’s “Home & Lifestyle” and “Shop and Dine” Partners also earn Companion Pass qualifying points. While you shouldn’t make gratuitous purchases, browse Southwest’s partners to see if you could earn extra points for items you'd be purchasing anyway. All this, simply from enrolling in their Dining Program and shopping with their partners.
So there you have it! And since it’s almost Spring, get to earning and soon you’ll be flying two for the price of one!