zio paperone
Target Canada
- Joined
- Mar 28, 2014
- Messages
- 15
Hi everyone,
I was just wondering if it is best practice to have ETL HR as LOD? At my store, my ETLHR was occasionally LOD and is now LOD almost every day after the departure of our STL (and 3 other Sr/TLs).
However, recently we had an issue where LOD had to be called and told us to do something unsafe/against best practice. We refused and tried to explain to LOD how it was against best practice but they maintained their position. I then sent a help ticket which was then sent to HRBP and HQ safety and compliance of whom informed us we were correct. Yet today my ETLHR/LOD approached me and told me I shouldn't have written the help ticket against her and asked "what I was trying to prove" and I should've gone to the leadership (LOD/ETLHR) instead even though I don't have a TL or STL and ETL was away. She then said she knew I was trying to become TL and that "this is not the way leaders behave" and if I wanted to become a TL I would have to learn that (kinda seemed like a threat...?) I told ETLHR/LOD myself and others do not feel comfortable approaching as they no longer an impartial 3rd party. To which she maintained her position...
It seems like a conflict of interest to have ETL HR as a LOD especially if I have an issue with LOD surrounding store op. best practice and unsafe practices. I thought HR was supposed to be an impartial 3rd party? How was I expected to approach her, if it was with her I had the problem with? We had already tried to explain why it was against best practice and was willing to show her but they were unwilling to listen. I didn't feel like I could challenge my leader and had no where else to turn as they are HR, what was I supposed to do?
I was just wondering if it is best practice to have ETL HR as LOD? At my store, my ETLHR was occasionally LOD and is now LOD almost every day after the departure of our STL (and 3 other Sr/TLs).
However, recently we had an issue where LOD had to be called and told us to do something unsafe/against best practice. We refused and tried to explain to LOD how it was against best practice but they maintained their position. I then sent a help ticket which was then sent to HRBP and HQ safety and compliance of whom informed us we were correct. Yet today my ETLHR/LOD approached me and told me I shouldn't have written the help ticket against her and asked "what I was trying to prove" and I should've gone to the leadership (LOD/ETLHR) instead even though I don't have a TL or STL and ETL was away. She then said she knew I was trying to become TL and that "this is not the way leaders behave" and if I wanted to become a TL I would have to learn that (kinda seemed like a threat...?) I told ETLHR/LOD myself and others do not feel comfortable approaching as they no longer an impartial 3rd party. To which she maintained her position...
It seems like a conflict of interest to have ETL HR as a LOD especially if I have an issue with LOD surrounding store op. best practice and unsafe practices. I thought HR was supposed to be an impartial 3rd party? How was I expected to approach her, if it was with her I had the problem with? We had already tried to explain why it was against best practice and was willing to show her but they were unwilling to listen. I didn't feel like I could challenge my leader and had no where else to turn as they are HR, what was I supposed to do?