They're very useful to the company. They are not on your side though as a worker. They are effectively the prosecution, state's attorneys and you are the one on trial. Talking to HR is like talking to cops, it can only hurt you but cannot help you. If your workplace is unionized, demand a steward be present at any disciplinary meeting. That's your defense lawyer, and they won't be present unless you exercise your rights.
HR's first impulse when receiving a serious sexual harassment complaint from my coworker was to reframe everything my coworker said in the most downplayed way. Like a, "oh shit this is serious. . . how do I get this employee to make it sound like it wasn't a big deal". Inhuman Resources indeed.
They're very useful to the company. They are not on your side though as a worker. They are effectively the prosecution, state's attorneys and you are the one on trial. Talking to HR is like talking to cops, it can only hurt you but cannot help you. If your workplace is unionized, demand a steward be present at any disciplinary meeting. That's your defense lawyer, and they won't be present unless you exercise your rights.
Always bring a steward.
HR's first impulse when receiving a serious sexual harassment complaint from my coworker was to reframe everything my coworker said in the most downplayed way. Like a, "oh shit this is serious. . . how do I get this employee to make it sound like it wasn't a big deal". Inhuman Resources indeed.