Quick Answer

You should go directly to Human Resources if you are uncomfortable speaking with your supervisor, if your supervisor is involved in the issue, or if the concern involves policy, legal, or safety matters.

Situations Where Contacting HR Directly Is Appropriate

You are encouraged to reach out to HR if:

• The concern involves harassment, discrimination, retaliation, or bullying

• The issue relates to workplace safety, violence, or threats

• Your supervisor is involved in the concern

• You have already spoken with your supervisor, and the issue was not resolved

• You feel uncomfortable or unsafe raising the issue with your supervisor

• The concern involves policy violations, ethical concerns, or legal issues

• You need to request or discuss a reasonable accommodation

• You need to notify the Company of or request a leave of absence (including medical, family, or other protected leave)

• You are unsure how to handle a sensitive or confidential personal matter

This list is not all-inclusive. Team members are able to reach out to HR for any reason, including the ones listed above.
 

When Starting With Your Supervisor May Be Helpful

For many day-to-day questions or concerns, your supervisor may be the best first point of contact, especially for:

• Scheduling or time-off questions

• Work assignments or expectations

• Clarifying procedures or job duties

• Minor workplace misunderstandings

Supervisors are often able to address concerns quickly at the team level.

Important Reminders

• You are never required to raise a concern with your supervisor before contacting HR.

• Retaliation for raising concerns in good faith is strictly prohibited.

• Early communication helps prevent issues from escalating.