Recently, I posted about the risks of “default HR” — the practice of assigning #humanresources duties to someone available in the organization without concern for skills, education, and experience.
A business can’t grow, attract and retain the best talent, and keep employees engaged without real HR professionals.
Here’s another reason: 𝙥𝙧𝙤𝙛𝙚𝙨𝙨𝙞𝙤𝙣𝙖𝙡 𝙃𝙍 𝙘𝙖𝙣 𝙧𝙚𝙙𝙪𝙘𝙚 𝙡𝙞𝙩𝙞𝙜𝙖𝙩𝙞𝙤𝙣 𝙧𝙞𝙨𝙠.
Take terminations. Some are straightforward. Employee performs poorly, spotty attendance, shows up stoned. Easy call.
But when #management wants to make a sudden change that will likely surprise the employee, you need experienced HR advice that walks through all potential risks.
𝗤𝘂𝗲𝘀𝘁𝗶𝗼𝗻𝘀 𝗧𝗢 𝗔𝗦𝗞 𝗕𝗘𝗙𝗢𝗥𝗘 𝗮𝗻 𝗮𝗱𝘃𝗲𝗿𝘀𝗲 𝗮𝗰𝘁𝗶𝗼𝗻:
✔What was the rating of the employee’s last review?
✔Had there been warnings or discipline recently?
✔Is the employee in any protected classes(s)?
Answers to these questions should shape the company’s decisions on offering severance (to secure a release of potential claims) and whether to oppose unemployment.
If you can’t hire a full-time HR pro right now, consider using a consultant like me to minimize your risks.