Workplace Issues Sometimes Are Complex and Require Assistance from HR

It is always a good idea to work with your mentors to help manage workplace conflict. Depending on the seriousness of the issue, you may also want to call on HR, which includes people specifically trained in employee relations, employment law, and other areas helpful to mediate workplace conflict.

In the “Learn How Your Employer Runs Its Business” section of this chapter, we recommended you read the company policy manual within your first ninety days. Often, you are required to sign confirmation you have read and are familiar with the policies. It’s important to keep the manual handy so that you know how to manage some of the following uncertainties or conflicts beyond daily relationship struggles:

Technology policies evolve quickly because of the increasing importance of social media. By the time this book is published, standards likely will have changed. Currently, some employers monitor all employee emails sent on office equipment, whether from a personal e-mail account or not. Some employers block access to sites like Facebook or LinkedIn. Be careful if you have a personal blog. Your employer may still consider that what you say reflects on them. You want to check what is allowed and customary at your own workplace.

Generation Y (born 1980–1995, so they are today’s entry-level workers) is an entrepreneurial generation.

It is not unheard of to find people with a side business, perhaps a website or a consulting business. This could be a violation of company policy, so even if you do the extra work on your own time and don’t think it interferes with your work, you want to make sure it is not a violation. A conflict of interest might occur, and working another job could be grounds for dismissal.

Similar to a job on the side, office dating may be explicitly covered in company policy. Even if it isn’t, weigh the decision carefully to date a colleague. If the relationship doesn’t work out, you still have to see this person. In addition, even if you and the colleague you are dating are both fine with the decision to date, other colleagues may react differently. When you are early in your career, you have a short track record, so your reputation is built with what you do every day. Weigh possible adverse perceptions carefully.

Don’t assume you can just e-mail or take your work files out of your office. If you are dealing with customer data or information that must be kept confidential, taking information offsite may be against company policy. Your home office equipment may not meet security requirements. You might have to log into a specific server to access your work files so that security is maintained. Again, don’t just assume.

Check your employer policy.

If you think a colleague is harassing or discriminating against you, this is a good example of when you might want to speak with HR. When you bring issues to HR, they need to start an official investigation, so make sure before you do this that there really is a problem and not a misunderstanding that you can handle on your own. Maybe the boorish colleague does not mean to discriminate, but just has terrible judgment or poor taste. Your mentors can help you assess the situation based on exactly what happened, what they know of the colleague in question, and any other nuances specific to your employment situation. You should never tolerate harassment or discrimination, but use good judgment on the best course to pursue.

Workplace conflict can be tricky and varies widely, so it’s impossible to cover every scenario or make very specific recommendations. Some good rules of thumb include the following: