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After years without issues, our HR department has started delivering secret messages about office politics through back channels and is distributing personal and confidential information at will for political purposes. The head (director) of HR is the primary person doing this.

Short of suing the company, is there any other kind of recourse that a person could safely pursue?

Goal:

To stop the behavior without anything bad happening to me or spending any money.

To clarify:

How I know is that it's explicit. Person A and Person B came to me privately and said "the HR director told us this and that about you", etc. (Note: They are both higher than me in the company hierarchy but are not top-level management.) They proceed to ask questions about it then also relay secret political questions to me from the HR director and ask for my replies.

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    How do you know that the HR director is delivering these messages? – sf02 May 31 at 18:00
  • Go to your manager and discuss this. They are probably on the list as well and should be very interested in what you have to say. Have proof before you do. – Trevor May 31 at 18:00
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    what do you want to achieve? What is your role in company? Do you have a manager? – aaaaa says reinstate Monica May 31 at 18:05
  • @JoeStrazzere I know about them because they delivered the messages to me. So, basically, you're saying there's nothing that can be done, right? – Hackz May 31 at 18:29
  • @sf02 Because person A and person B keeping coming to me saying that the HR director wanted told them X, Y, and Z and she wants them to get the answer from me and take it back to her. – Hackz May 31 at 18:30
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There are almost certainly other kinds of recourse available, though what exactly that will look like will vary depending on where you are. Check your contract or company handbook for the grievance procedure. Raising a formal grievance will make this something the company cannot ignore and must address. (If they don't, or fail to take it seriously, you might then have something more tangible to take to an employment lawyer).

Of course - since your grievance is with the HR director (assuming A and B are telling the truth!), and the grievance procedure will probably tell you to raise it with HR, you might be able to guess the likelihood of a positive outcome. They will still be required to respond, and you may even be able to bring in another director or C-level exec to avoid the HR director ruling on his own behaviour; but you should be realistic about what you can expect to achieve.

Whether you consider that "safe" to pursue will depend on your circumstances.

  • Cheers, thanks much and good advice :) I will update this with details of how it goes later, if you would like – Hackz Jun 2 at 15:12

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