HR Explained
@hr_explained • 114,200 subscribers
Videos
Replying to @Divination_Witch 🔮🧿🧹🧙♀️🖕 I used to manage retail stores. It was very obvious if the cashier or fitting room attendant just were not there. No policing needed. It was obvious. Just like it would be obvious if a teacher left their classroom multiple times a day for 30 minutes. It would also be obvious if a fireman wasn’t holding a hose to put out a fire because they walked off for a 30 minute bathroom break. And I know you all would notice if the Starbucks drive thru staff wasn’t there for 30 minutes because they just went to the bathroom for 30 minutes. Jobs have rules. This isn’t breaking news. Some of these rules are quite literally related to safety. And for employees who need extra breaks or longer breaks due to a medical condition or disability, they can go through the ADA or PWFA accommodations process. #humanresources #hrtiktok #careeradvice #pwfa #corporatelife
HR Explained21,700 views • 1 month ago
Managers, this should be a pretty easy process for you. If getting an email like I describe makes you nervous, meet with your HR and get some education. If you don’t have an HR professional to speak with, find someone like me. First, is it possible for the job to be done remotely? If it is, you have to carefully review their restrictions and either provide the remote work if their restrictions indicate that’s an appropriate accommodation or offer something else that fulfills their restrictions. Employees, you need to understand that wanting or preferring to work remotely doesn’t mean you NEED that accommodation. And if an alternative accommodation fulfills your restrictions other than working from home, your job can offer that. Some employees also don’t understand that their jobs can change. For example, maybe their job was full time being in the phone and now they meet with customers in person. That can be a reason to revoke or deny a work from home accommodation. Just remember, blanket policies, preference, perceived fairness to other staff, and manager preferences aren’t reasons to deny accommodations. #hrtiktok #humanresources #manager #remotework #workfromhome
HR Explained19,400 views • 1 month ago
Replying to @rd This has been happening to a lot of people. Big banks are one industry that have seemed to be attempting to force employees to be in office and no longer working remotely or working from home. Being hired for a fully remote role just does not mean it will always stay that way. Companies forcing employees to come back in office are one way companies are reducing their workforce. They know not every employee will be able to come in. Most people like my loved one will not be able to quickly template states to keep their job. Now, some remote employees may have disabilities where they need to work from home that they never disclosed to their manager or employer because the role was remote. These employees can go through the accommodations process and hopefully stay remote. But some companies are saying no to those requests, repeatedly, even though I don’t think they have grounds to do that. #humanresources #hrtiktok #wfh #remotejob #manager
HR Explained16,300 views • 1 month ago
Strategic , nuanced, and decision-making Human Resources roles, such as HR Business Partners, Employee Relations Staff, HR Leadership positions, and Organizational Development Professionals are the safest from AI automation because they rely on complex human judgment, emotional intelligence, and accountability. While AI often easily handles repetitive administrative tasks like data entry, electronic process management, and basic scheduling, it cannot replace the nuanced, individualized work required in people management and company strategy. While topics like FMLA and disability accommodation seem straightforward and repetitive for companies, all claims must be handled individually and all have individual details. They also require sensitivity. This is not work for AI. Employee relations work requires consultation, direction, coaching and decision making from experts. Even payroll and benefits require recommendations, decision making, and accountability. AI can absolutely impact all of these jobs and create more efficiency. This doesn’t mean AI will replace these roles. Which means unfortunately if you hate us, we aren’t going anywhere. HR departments aren’t going away. #humanresources #hrtiktok #managersbelike #corporatelife #greenscreen
HR Explained24,800 views • 1 month ago
Many employees don’t seem to consider that while PTO means “paid time off,” it doesn’t indicate the time is protected or free from discipline. I hear many people parrot “PTO means prepare the others,” and unfortunately, this isn’t the case. Employers and managers can deny PTO/vacation time/sick time (as long as it’s not state mandated time and the employee is using it within the law in their state) or allow it’s use but discipline staff for using it outside of policy rules. For example, an employee requests a day off, the employer says no, and the employee takes it off anyway, the employer or manager can allow the employee to be paid but still discipline them for using the time. Again, this excludes employees using state mandated time who are using it within the legal rules in their state. Paid time off is not the same thing as legally protected time off. Companies can set clear rules around the paid time off they offer. Including vacation, sick time, holiday pay, floating holidays, personal days etc. In most states, employers can decline to pay out unsure time upon employee termination and deny the use of it when an employee gives their resignation notice. Keep in mind, this isn’t about HR making these rules. Company leadership makes these rules. And HR staff are impacted by these rules too btw! Yes, HR are employees too. #hrtiktok #humanresources #manager #managersbelike #corporatelife
HR Explained60,500 views • 6 months ago
Investigations at work don’t always come with great evidence, facts, or witnesses. Sometimes, one employee accuses another employee of something and there simply isn’t proof. It’s just a claim they are making. HR often leads or conducts investigations for companies. But, sometimes managers lead them. Even when HR leads them, HR is not the decision maker. Human Resources doesn’t run companies. Leaders do. When HR conducts an investigation, they often make recommendations on what the outcome should be. Leaders don’t always listen. I’ve recommended employees lose their job, and if a leader didn’t agree, they didn’t get fired. I’ve also recommended that an employee not be fired or disciplined but leaders didn’t agree so that employee got fired or disciplined. HR doesn’t run companies, leaders do. In situations where one employee accuses another of something and there just isn’t any proof or witnesses, the most credible person is often believed. You want to be seen as credible. If you’re making the accusation, provide details. If you’re denying the accusation, provide as many facts and sound points as you can. If it doesn’t go your way, you can try and appeal your termination or write up. See if your company has a policy on appeals or filing a grievance and if so, follow it exactly! If not, you can still try and appeal but a company doesn’t have to allow for appeals. #hrtiktok #humanresources #corporatelife #manager #investigation
HR Explained18,200 views • 6 months ago
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