HR of course works for the company, not for us workers, that's plain as daylight. However, I guess we should still help the employees if they have any issues at work. I remember a colleague, before this general chaos with a pandemic, who had some minor issues which he tried address with HR but his problems were not resolved. This time around I am the one with issues and it is not clear to me whether it is worth asking them for help/ advice at all?
22 replies (most recent on top)
Having more than 20 years HR experience, I can say that Marathon's HR Dept is the worst I've ever seen!
They need more than a union rep... they need big boy and big girl pants. Bleeping losers.
Sounds like you guys need a union rep.
Pier companies don’t know a damn thing about what is happening internally and Marathon Oil Tower Security did go take a hike.
The person calling the employees worthless...ha! The only ones worthless are the ones who sold their soul thinking they saved their careers. A lot of peer companies out there who know you are and what you’ve done. Lots of spot on responses on this post about HR. They do rotate employees through. Typically they are ‘saves’ who can’t cut it from other departments who usually have dirt on others. They plant people into training sessions to spy and take notes on comments made. They do protect managers and supervisors who harass their employees. If you’re a young career employee please leave this company. It’s beyond belief in these times where families are suffering how some of these people aren’t locked up.
anybody seen any imperatives lately? i guess faded like the blue jeans.
How does HR define faded jeans? Good god what a bunch of worthless employees. Good to know you guys are keeping your eyes on the prize and trying to figure out just how casual you can take things. Never seen such a group of complainers.
One lingering question in my mind for HR is how do they define faded jeans?
If any of the talking heads from HR could just answer that question here I would really appreciate it.
Don't go HR if you don't have clear evidence to show. Collect evidence and documented on note, date, time like you can sue that issue. Then HR will act for you.( They don't want to get sued)
Get evidence....you can not rely on your coworker too. They will stop support you of upper ppl or HR get serious abput terminating.
I think Blue Jean was being sarcastic, and knew the law person left.
The hedge fund did not resign so stop spreading those untruths here on a layoff board!
Don’t go to HR even with s-xual harassment. I did and the guy only got promoted and still has women working for him and I’m one of them. I am just hoping to hold on long enough for the market to pick back up and go elsewhere.
Want to know who he is? Should I post his name on here?
The "top law person" just resigned. The best you could do now is the "interim top law person".
Everything said here about HR is true. Don’t waste your time or effort involving them. If you’re having an issue, your career at MRO is doomed. They have no room for those that rock the boat—whether it’s true or perceived that way.
Also, involving your manager in any issue you may be having is career s–c-de because incompetent managers run straight to HR with paperwork to get you fired/laid off. Even when your “performance improves” they will make every excuse under the Sun NOT to document that—and HR will support them in the charade.
Again the "law person" is there to protect the company not you. The "law person" is Marathons lawyer not yours. That's even dumber than going to HR. Keep whatever happened to yourself. Document the issue as best you can for your records in the event you are fired so you can negotiate a better severance.
Which is who?
And would they EVER listen ? Or at least make a human reaction???
Robots they are.....
I would go to the top Law Person at MRO.
Agree. Definitely do NOT involve HR. There is a reason they have personnel rotate through from other departments, and why they spy. Everything you tell them including any confidential topics, even ones with EAP, will get back to your boss. You’re signing your career death warrant. Believe me when I say all they are is a team of self centric backstabbers who will silently laugh at your misfortune while they eat you alive.
Do NOT go to HR. Everything you say will MAKE it back to your manager as HR has loose lips and play favorites. Whether it’s s-xual harassment, harassment or racism they will make an excuse for the perpetrator or say no one else saw/heard it so we can’t do anything. They are not here to protect the employee they are here to protect the company from the employee. If your issue is deemed serious they will lay you off whenever they have layoffs again even if that’s next summer just to get rid of anything or anyone that may become a problem for them.
Dont go. Those conversations are supposed to be general confidential but there have been cases where they have been shared with the employee supervisors or other HR folks at the requisite happy hours. Play it safe and take some time off to sort through any issues
Unless it’s clarification about a policy or something serious like s-xual harassment, I’d say talking to HR is in general a waste of time.
Their job is to enforce policies and keep company from getting sued.
I recommend documenting your issue and insure you have evidence to cover yourself. As for going to HR it might be hit or miss.