Double check that only the person you want to contact is addressed in the email. Especially if this is a private or sensitive issue, you don’t want to send it to the wrong person by accident. Be especially careful to remove any lists that would send the email to a set group of employees.
Use lines such as: “Legal Problem - Action Required,” “Personal Circumstances Changing - Immediate Attention Needed,” “Urgent Policy Question,” or “Recent Interview - Thank You. ”
Start with “Dear [full name of the representative]” and end with “Sincerely” or “Best regards” or “Thank you for your time, [Your full name]. ” It’s also a good idea to end the email with “Thank you for your time. "
If you’re contacting human resources to ask about job opportunities, you won’t be introducing a problem. Rather, introduce yourself, and explain your past contact with the company. Be clear about what actions you expect or would like the representative to take.
If possible, you’ll want proof of any legal problems to present to human resources. Unfortunately, most human resources departments will try to protect the company if they can. [5] X Research source If you’re experiencing harassment or discrimination, keep a record of the dates of the incidents and save any written correspondence that includes incriminating language. Retain both electronic and paper copies of any documentation you provide to human resources. You should keep the original, and provide human resources with copies.
For issues of changing personal circumstances, this communication may feel less formal. If you’re going on maternity or paternity leave, for example, you’ve likely already informed your boss of your status and are simply following through with human resources.
Be sure you’re aware of the costs associated with hiring a lawyer. Most will be costly, so you’ll need to weigh these budgetary concerns with your need for legal protection.
If, for example, you feel your boss is scheduling you for too many weekends, talk to your boss first. You also don’t want to go to human resources with a non-critical complaint like “I don’t like my office space. ”
For example, if you’re concerned you’re not receiving enough breaks during work hours, check the written rules on break times. It’s possible that your company only has an informal, rather than codified, break policy, which means that human resources can’t do much to help you in an official capacity.
Do not expect that human resources can have off-the-record conversations about these issues, however. Once you report it, they are required to act.
This will likely require you to fill out paperwork with human resources, so be prepared for this process.
If you feel that there aren’t appropriate handicapped resources, for example, human resources will address this problem. The department can also work with you to ensure there’s a designated place for nursing mothers.
If you don’t receive a reply after a week, you can send one follow-up email. After that, you may need to let this company go. [21] X Research source
