Magazine article Workforce Management

FEEDBACK | from Our Readers

Magazine article Workforce Management

FEEDBACK | from Our Readers

Article excerpt

"Any HR manager or director who is worth a paycheck would recognize their responsibility to counsel upper management on any actions they plan to take that could be In violation of the law."

HR's legal duty

I REALLY ENJOYED your article titled "More Labor for HR" (January 19).

Long ago I learned that when you do not agree with the Establishment, you can be considered as a dinosaur. Well, this "roaring dinosaur" would like to comment on some of the points that were presented to you and which appeared in the article.

It has been some time since I heard so much whining by HR folks who apparently have gotten caught up in the "buzzword" business - so much so that they've forgotten a key mission associated with their very existence.

Any HR manager or director who is worth a paycheck would recognize their responsibility to counsel upper management on any actions they plan to take that could be in violation of the law. Performing a stakeholder audit might shed some light on who is getting the short end of the deal.

Two key points to consider: If Lilly Ledbetter (and others) had not been discriminated against in regard to pay practices, there would be no need for a Lilly Ledbetter Fair Pay Act. If HR is doing its job, these types of problems can be eliminated.

Labor Relations 101 also reminds us that people only elect union representation when they feel they have no other recourse. If HR has its finger on the labor-relations pulse of the organization, it can help direct management actions that would otherwise create the type of concerns that fuel unionization. Treat people right, and you need not worry about the card-check measure.

In the article's final paragraph, it is stated that HR people must maintain a positive attitude about sorting out the new laws and they must sit back and say, "How can we leverage this to our advantage?" To that point I might suggest that HR people become real HR professionals. …

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