I wasn’t always a rockstar in HR. I’ve made quite a few major blunders in my career. I’m going to share the stories of the ones that most impacted me this month in a series. Keep reading …

 

Al “Hoop” Hooper was injured in a car accident and almost lost his vision. He was left with a disorder that made him unable to see color and read some kinds of print.

He had been out of work for 3 years when he came into our office to apply for a temp job. His story and positive attitude touched me — and I found the perfect job for him! His assignment was to walk around this massive production/distribution facility and collect cardboard for recycling. That’s it. I made sure the client was aware of his vision issue and they had no problem allowing him to work in that capacity. Hoop went to work for almost a year without issue or incident.

Then a new manager took over the area of the client where Hoop was assigned. The new manager wanted more cross-training across assignments for the temp employees assigned to his area. The manager wanted to begin using Hoop for general production and quality inspection. I explained to the manager that it wasn’t possible because of Hoop’s vision issue. Then the manager said the unthinkable …

“Well then I don’t want him here anymore. Replace him ASAP”

Replace him?!? After a year?!?! Was this manager serious?!?

The manager was very serious. I couldn’t believe it. I tried talking to the client’s HR person and my own boss about it. They both came back with the same response:

Let him go

I didn’t want to. Everything about it felt wrong. This was before I had any formal HR education so I didn’t even think about the ADA issue — I just knew it felt wrong.

But Hoop knew about the ADA — and so did his wife. And they let me know what a violation of his rights this was as soon as I told him that we were ending his assignment. And they let me know the web of woe which was to come if I didn’t fix the situation with the quickness so Hoop could continue working.

And wouldn’t you know, just like that, Hoop was back at work.

But I still felt bad about it. Because I didn’t speak out. Because I didn’t stop it from happening. Because I didn’t know the laws.

EPIC FAIL!!!

But I learned from it:

• HR’s job is to speak up and speak out and stop foolishness from happening. When HR is aware of an action or a practice that goes against policy, it is our job to take the steps to stop it, reverse it or correct it. Period. It’s arguably our sole reason for being. Any time we fail to do this, it’s epic. And the employee/employer relationship irreparably suffers as a result.
• Not knowing the laws that relate to your profession is inexcusable. There are tons of resources available to help a new HR person learn this information. You can start with just reading the Handbook and Manuals for your own organization — the relative laws are usually in there. Then google from there. At some point, if you plan to remain in HR, obtain more specific education in the profession through certification and/or an advanced degree. It’s important. Really important.

Last I heard, Hoop’s condition worsened and he lost his vision altogether. He worked collecting the recyclables for almost 6 years before he retired.