Lynda | Manager Guru
Region: US
Friday 28 August 2026 14:50:26 GMT
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Earl-the-Squirrel 🐿️ :
I’m sure HR would love if everyone showed up with notebooks and documented everything
2026-09-02 05:59:30
66
sweetlife_by888 :
As a HR professional with 35 yrs experience.. I can tell you .. this is spot on 🤓
2026-08-29 03:55:49
195
gingerbreadgrl :
How can you call out your HR for write ups suddenly happening now that FMLA is approved?
2026-09-01 21:26:20
20
Sassy :
Hr suck. Good advice
2026-09-09 09:24:24
0
Marilissy28❌❤️🇵🇷❤️❌ :
I did exactly that, and am being targeted now.
2026-09-02 01:20:15
0
Firestarter :
They look at it as a threat! They’ll listen alright and move you along!
2026-09-02 09:57:28
33
Myriam Gareau :
They have burnout protocols for employees alongside employees assistant programs. they know what they're doing
2026-09-02 20:08:27
10
Vince Imburgia :
Seriously thank you!
2026-09-01 22:32:20
29
Chananigans :
HR here: this is good advice. Personally, I would listen and follow up with the same approach regardless of the language used. Just because something doesn't trigger a compliance concern, it doesn't mean that it should be happening in the workplace. For those that say HR isn't listening to them, I'm sorry that has been your experience. Please check your handbook or policies to see if there's another way to report concerns. Many places have a hotline or portal to submit concerns, with the option to do so anonymously. These issues will likely either go to HR or the company's compliance function to investigate, but the platform can be audited (investigation timing, findings, actions) to ensure appropriate follow-up. If you engage with HR or another investigator, hopefully they share this up front, but confirm their policy on retaliation. Typically, there will be something in the handbook or policy about zero tolerance for retaliation for raising a concern in good faith or taking part in an investigation. Confirm what retaliation can look like and what you should do if you experience it. And yes, please document everything - I'd advise this to any employee. Screenshots, emails, etc. with times, dates, and content. Try to be as objective as possible in your documentation. Not every company's practice is to follow up with the reporter after an investigation has concluded, so ask what you can expect moving forward. Other HR pros may have different take on this, but hopefully this helps someone who is thinking about reporting a concern.
2026-09-02 05:32:56
6
lankin :
So what if you’ve used all of these terms, shared documentation and they still don’t care
2026-09-03 22:50:23
0
Autism Rocks 67 :
I have used the sayings, and now they see me as a problem, but they would like to get rid of, but sadly can’t because I play by the rules😁
2026-08-31 14:32:50
10
Ghost :
then YOU get labelled as the problem when you record it
2026-08-30 06:19:14
20
Hm :
wawwww what I need exactly, thank you so much 🥹
2026-08-29 13:33:02
10
Danielle Pierce :
This is AWESOME advice!!! 👏🏼👏🏼👏🏼👏🏼👏🏼👏🏼👏🏼👏🏼👏🏼
2026-08-28 15:26:45
7
Maryam ~_~ :
What about witnesses who have been informed.
2026-09-04 08:09:10
0
Francine Angeline :
i enjoy the psychological safety one
2026-09-06 12:22:41
1
catland2 :
Thanks for all the great advice!!
2026-08-28 15:52:25
3
kobelman87 :
Legal terms 🏆
2026-08-28 18:02:00
4
rm45433 :
ALWAYS ALWAYS ALWAYS have emails. Verbal conversations can be denied and you won’t have a leg to stand on!
2026-08-30 14:05:53
2
KitCatwhatevs :
If only my work place had an HR department 🤷♀️
2026-08-29 13:55:13
2
Stefie_1993 :
Girl I’ve used this before and still hr does nothing 😑
2026-09-01 16:07:26
2
twiztidbatman2 :
My problem with HR is I am talking but they absolutely refuse to listen.
2026-09-01 16:25:21
2
Lunatic :
I have been using this language and they still don’t care
2026-09-03 14:11:21
1
Angry ExCatholic :
what if... you just want proof that you gave HR 'enough chance' to fix the problem so your settlement will secure when you file a lawsuit?
2026-09-02 21:41:36
1
Erica Mead :
so true
2026-08-28 23:00:42
1
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