Animal charity returns to Laois hunting for happy homes for rescue hens

first_img Pinterest Here are all of Wednesday’s Laois GAA results By LaoisToday Reporter – 8th November 2019 RELATED ARTICLESMORE FROM AUTHOR GAA GAA GAA Recently rescued hens. Photo by Niamh Cubie Due to popular demand, LittleHill Animal Rescue will return to county Laois this month with rescue hens for people to adopt.The Kildare-based charity is calling on compassionate Laois locals to consider offering a home to a few of these feathered ladies, to save them from the slaughterhouse.“We had a fantastic response in Laois during our last hen rescue operation in October,” said Susan Anderson, founder of LittleHill Animal Rescue and Sanctuary, “so we have decided to return to Portarlington on the 16th of November this time around.”So, where do these hens come from, and what are they being rescued from? Commercial egg-laying chickens are routinely slaughtered at about 15-months of age, when their productivity drops slightly.“They take a little break from laying at around this age,” Susan said. “When they start again, their productivity is reduced by about 10%. This small reduction in eggs wouldn’t make any difference to you or me, but to a farmer on tight margins, this could mean the difference between profit and loss.”At several egg farms in Ireland, LittleHill rescues as many hens as possible from this untimely demise, so that they can experience long and happy lives, free from the stressful conditions of intensive farming.“The majority of these hens will live for a few more years,” Susan stated, “and they make the best little companions.”Already, hundreds of compassionate people in Laois have made room in their lives for these creatures, with many adopters reporting the surprising benefits. WhatsApp “We decided to adopt a few hens back in June because it broke my heart to think that these little girls were going to die having never felt love or kindness,” said Aoife Melia, who keeps hens at her home in Mountmellick.“When they first arrived, they were in horrendous condition – bald patches everywhere, pale floppy combs and just terrified of everything.“Within days though, they were basking in the sun, enjoying dust baths and slowly learning that they were safe here.”Many adopters, including Aoife, confess that their new chickens soon become much-loved family pets, with strong personalities.“They are such clever little creatures with the best personalities. They are fully fledged pets who love to sneak into the house for some treats and cuddles,” Aoife said.“Minnie, who’s the boss lady, even knocks on our window in the mornings to be let inside to lay her egg!”Aoife also discussed how keeping hens has helped her family to reduce their environmental impact.“We have the added bonus of zero food waste, our own free fertiliser from their poop and they are great little helpers with the weeds,” she said.Chicken Licken the rescue hen. Photo by Niamh CubieEggs from your back garden also have a much lower carbon footprint than shop-bought eggs, as the emissions associated with indoor farming, packaging and transport are avoided.To acquire feathered ladies of your very own, prospective adopters are asked to send a private message to the charity’s Facebook page, LittleHill Animal Rescue & Sanctuary, stating the number of hens they would like to adopt and the collection town.In addition to Portarlington on Saturday the 16th, other nearby stops include Birr on the 16th and Tullamore on the 17th.Those without a Facebook account can ask a relative or friend to make the booking on their behalf. A small adoption fee of six euro per hen applies.So, how can you prepare for your new arrivals? Aoife explains that you need a chicken coop, kennel or shed that can be locked at night to keep the hens safe from predators, and a secure outdoor area that they can enjoy during the day.“They’re so easy and inexpensive to keep, compared to what they give back to you in bucketfuls,” she concludes. “Our rescue hens have added so much to our family life, and the constant supply of delicious fresh eggs is a total bonus!”SEE ALSO – Footballer Bruno McCormack named as LaoisToday/Property Partners Buggy Sports Star of the Month for October Home News Animal charity returns to Laois hunting for happy homes for rescue hens News WhatsApp Facebook 2020 U-15 ‘B’ glory for Ballyroan-Abbey following six point win over Killeshin Pinterest Animal charity returns to Laois hunting for happy homes for rescue hens Previous articlePanther’s star Melia leads Philadelphia side to victory after exceptional debutNext articleLaois’s favourite type of takeaway revealed LaoisToday Reporter Facebook Kelly and Farrell lead the way as St Joseph’s claim 2020 U-15 glory Twitter Twitterlast_img read more

Port Arthur, Port Neches men arrested in anti-human trafficking operation targeting sex buyers

first_img Phillip Ray, 65, of Port Neches was arrested for prostitution – Class A Misdemeanor with a $3,000 bond. He is still in Jefferson County Jail.Edward Jimenez, 31, of Port Arthur was arrested for prostitution – Class A Misdemeanor. He is still in Jefferson County Jail.Additional charges are expected once the investigations are complete. Two local men were among a group of 21 arrested recently in an anti-human trafficking operation spearheaded by the Beaumont Police Department and Jefferson County District Attorney’s Office.The agencies teamed up and ran a two-day, joint, anti-human trafficking operation targeting sex buyers.The two-day operation led to the arrest of 21 males that solicited sexual relations from minors and adults. “We would like to give a special thank you to Collective Liberty and McLennan County Sheriff’s Office for their help and technical assistance on this operation,” a Beaumont Police statement read Saturday night.“Human trafficking is modern day slavery – the exploitation of men, women and children for forced labor or sex by a third party for profit or gain. A person doesn’t have to be transported across borders for trafficking to take place, it can occur anywhere.”center_img Police said sex trafficking is fueled by the demand that these buyers provide. “Without men who are willing to purchase sex, traffickers and pimps would not exploit victims, many of who are children, and force them into a life of prostitution,” Beaumont Police said. “The purpose of this operation was to reduce demand and deter people from buying sex.”Anyone can join the fight against human trafficking. If you see something, say something. If you wish to remain anonymous, call Southeast Texas Crime Stoppers or download the P3 Tips app and use your smartphone or tablet submit your information or pictures. All tips are anonymous and you could be eligible for a cash reward.last_img read more

Missouri QB Maty Mauk suspended for rest of season

first_img.oembed-asset-link { background: #fff; border-bottom: 1px solid #e1e1e1; }.oembed-link-anchor { display: block; clear: both; }.oembed-link-thumbnail{ float: left; padding: 14px; }.oembed-link-thumbnail img { max-width: 78px; max-height: 60px; display: block; }p.oembed-link-title { font-size: 75%; color: #009BFF; margin: 0 14px; padding-top: 12px; font-weight:normal; text-align: left; line-height: 120%; }p.oembed-link-desc { font-size: 100%; color: #666; font-weight: normal; margin: 0 14px 14px 14px; font-family: ‘Futura Today Light’; text-align: left; line-height: 120%; } COLUMBIA, Mo. (AP) — Missouri suspended junior quarterback Maty Mauk for the rest of the season for disciplinary reasons, just six days after reinstating him.The Tigers (4-4) play 24th-ranked Mississippi State (6-2) on Thursday night at home.Freshman Drew Lock has made four starts since Mauk was first suspended.The school said in a news release Sunday that it will not discuss further details of Mauk’s suspension. The first suspension was for a violation of program policies. USA TODAYSnap judgments from Week 9 of college footballlast_img read more

Cumann na mBunscol Hurling Finals Match Tracker

first_img10.00  Roinn C: (13)      Gaelscoil de hĺde beat Newcastle11.00  Roinn D: (13)      Leitrim beat  Creagh12.00  Roinn B: (13)      Clarinbridge beat New Inn1.00    Roinn A: (13)      Loughrea beat Ardrahan2.00    Roinn E: (13)      Tynagh/Killeen Beat Mountbellew SMALL PITCH 310.00  Roinn O: (7)      Belclare beat Sylane10.45  Roinn M: (7)      Gaelscoil na Bhfili beat Mullagh11.30  Roinn N: (7)       Tierneevin beat Laurencetown12.15  Roinn P: (5)        Tiernascragh beat Fohenagh1.00    Roinn K: (9)       Ballygar beat Kilglass2.00    Roinn L: (9)       Eyrecourt beat Brackloonprint WhatsApp Facebook Twitter Email The Cumann na mBunscol Hurling Finals are on in Loughgeorge and the Results are as follows…… PITCH  210.00  Roinn G: (11)     Coolarne beat Kiltullagh11.00  Roinn J: (9)       Ballyglass beat Newtown12.00  Roinn H: (11)      Peterswell beat Renmore1.00    Roinn I: (11)       An Spidéal beat Castlegar2.00    Roinn F: (13)      Bushypark beat St.Pats, Galway MAIN PITCH 1 – NEWlast_img read more

Galway GAA Fixtures

first_imgJunior Football Championship NorthAt Tuam Stadium, Mountbellew/Moylough V Corofin, 4:45pm, Ref: G Daly Fri 02 Sep Junior Football Championship WestAt Ros Muc, An Fhairche – Clonbur V Renvyle, 6pm, Ref: M Mac Gearailt Minor B Hurling Championship At Killimor, Cappataggle V Meelick-Eyrecourt, 6.30pm, Ref: C Browneprint WhatsApp Facebook Twitter Email Minor A Hurling Championship At Kenny Park, Castlegar V Athenry, 6.30pm, Ref: A Mooney Junior C Football Championship NorthAt Milltown, Claregalway V Dunmore MacHales, 7pm, Ref: P KellyAt Glenamaddy, Glenamaddy V Corofin, 7pm, Ref: C Ward Intermediate Football Championship At Tuam Stadium, Monivea-Abbey V Williamstown, 6.30pm, Ref: N Dempsey Minor C Hurling Championship At Craughwell, Salthill-Knocknacarra V Mountbellew/Moylough, 4pm, Ref: M Conway Junior A Football Championship NorthAt Tuam Stadium, Caltra V Athenry, 3pm, Ref: G Guinan Division 1 LeagueAt Cregg, Annaghdown V Mícheál Breathnach, 12:00, Ref: An O Connell Sun 04 Sep Intermediate Football Championship At Pearse Stadium, Oileáin Árann V Kilkerrin-Clonberne, 12:00, Ref: F KinneenAt Pearse Stadium, An Spidéal V Athenry, 6pm, Ref: J Molloy U21 B Hurling Championship At Moycullen, Moycullen V Portumna, 6.45pm, Ref: C Quinlan Junior B Hurling Championship At Duggan Park, Abbeyknockmoy V Pádraig Pearses, 7pm, Ref: J Rosney Minor B Hurling Championship At Loughrea, Craughwell V Tommy Larkins, 4.30pm, Ref: JJ LarkinAt Kinvara, Michael Cusacks V Ballinderreen, 6pm, Ref: J Mc Donagh Division 6 (West) LeagueAt Leitir Móir, Naomh Anna, Leitir Móir V Salthill-Knocknacarra, 6pm, Ref: N Gorham Minor C Hurling Championship At Carnmore, Sylane V Ballinasloe, 11am, Ref: C Quinlan Junior C Hurling Championship At Killimor, Sarsfields V Mullagh, 4pm, Ref: G DonoghueAt Castlegar, Annaghdown V Moycullen, 6pm, Ref: A MooneyAt Carnmore, Rahoon-Newcastle V Turloughmore,6pm, Ref: R Mc Nicholascenter_img Sat 03 Sep Junior A Hurling Championship  At Kenny Park, Meelick-Eyrecourt V Mícheál Breathnach, 1.30pm, Ref: J LundonAt Killimor, Sarsfields V St Thomas, 5:30pm, Ref: D Cunningham Wed 07 Sep Junior A Hurling Championship At Kilbeacanty, Tommy Larkins V Carnmore, 6.45pm, Ref: K Egan Junior A Football Championship WestAt TBC, Na Piarsaigh V St Michael’s, 6pm, Ref: T Faherty Junior B Football Championship NorthAt Menlough, Sarsfields V Killererin, 12i.n, Ref: M Gavin Junior B Hurling Championship At Kenny Park, Ballinasloe V Killimordaly, 3pm, Ref: P Sheehan Minor A Hurling Championship At Loughrea, Liam Mellows V Tynagh/Abbey-Duniry, 6pm, Ref: Dk Kelly Hurling FixturesFri 02 Sep Junior C1 Hurling Championship At Ballinasloe, Ballinasloe V Craughwell, 7pm, Ref: D CunninghamAt Clarinbridge, Clarinbridge V Tuam, 7pm, Ref: R Stankard Sat 03 Sep Intermediate Football Championship At Tuam Stadium, Headford V Glenamaddy, 6.30pm, Ref: K Quinn Intermediate Football RelegationAt Oughterard, Corofin V Clifden, 1:45pm, Ref: P Mac Donncha Sun 04 Sep Minor B Hurling Championship At Duggan Park, Pádraig Pearses V Abbeyknockmoy, ,6.30pm, Ref: J Rosney Junior Football Championship NorthAt Mountbellew, St Gabriel’s V Caherlistrane, 6.30pm, Ref: N Dempsey Tue 06 Sep Senior Hurling League At Mullagh, Mullagh V Castlegar, 8pm, Ref: M Dolan Division 7 (West) LeagueAt Inis Mór, Oileáin Árann V An CheAthrú Rua, 2pm, Ref: C O ConaireAt Tbc, Gaeil na Gaillimhe v Clifden, 6pm. Ref: G Cahill Football Fixtures Division 6 (West) LeagueAt na Forbacha, Barna V An Spidéal, 7pm, Ref: F Kinneenlast_img read more

Aintree Preview – Thursday

first_imgAintree Day One Fancies: ‬ ‪1:45 La Bague Au Roi ‬ ‪2:20 Band Of Outlaws (Nap)‬ ‪2:50 Kemboy ‬ ‪3.25 Verdana Blue (e-w)‬ ‪4.05 Burning Ambition ‬ ‪4:40 Azzuri (e-w)‬ ‪5.15 Minella Melody ‬ print WhatsApp Facebook Twitter Email It’s Day 1 of the Grand National meeting at Aintree. The field for Saturday’s big race will be confirmed this morning while on the track, Buveur D’Air is the odds-on favourite for the feature race, the Aintree Hurdle at 3.25pm while the Foxhunters will be run over the National fences. The action at the Liverpool venue starts at 1.45pm and looking ahead to the action is George McDonagh…last_img

Real Madrid chief protests club’s innocence after fielding ineligible player

first_img1 Florentino Perez protests Real Madrid’s innocence and says club will contest any Copa del Rey sanctions Real Madrid president Florentino Perez insists the club will fight any sanctions for fielding an ineligible player in the Copa del Rey victory over Cadiz on Wednesday night.Denis Cheryshev, who scored the opening goal in the 3-1 win, should have been suspended after he received three yellow cards in the competition for Villarreal last season.Cheryshev was withdrawn from the action moments after half-time, when Real had realised their error, with head coach Rafael Benitez saying they wanted to “show good faith”.Last season Osasuna were kicked out of the tournament for playing an ineligible player while Benitez was in charge of Valencia when they were disqualified from the Copa del Rey having played too many non-EU players in a tie in 2001.But Perez believes that as neither the player nor the club were informed of the suspension that Real cannot therefore be disqualified from the Copa del Rey.Perez told a press conference: “The one-match ban for three yellow cards in our view is not effective because no-one has notified the player as specified in item 41.2 of the Disciplinary Code of the RFEF.”Earlier, Cheryshev confirmed he was unaware of an outstanding ban.He told his current club’s website, “I did not receive any notification from Villarreal to inform me that I had been banned from playing in the Copa del Rey.”last_img read more


first_imgSheriff Chip Hall offers some safety tips for those youngsters who will be attending school this year.“Parents can teach their children the following safety tips which will inform the youngsters of the danger signs to watch for and avoid in going back and forth to school,” Sheriff Hall said.“Drivers should be cautious of children traveling back and forth to school,” added the Sheriff.  “We can all learn from the safety tips below and abide by them to make Jackson County safer for all.”Ø  While walking or waiting for the school bus, remember to always travel with a friend.  Two heads are better than one, especially if there’s an emergency.Ø  A stranger is anyone you or your parents don’t know well.Ø  You or your friend must never take candy, money, medicine, or anything else from a stranger.Ø  If a stranger in a car asks you questions, don’t get close to the car (you could get pulled in) – and never get in the car.Ø  Strangers can be very tricky – they can ask you to walk with them to “show” them something; they can offer to pay for your video game, or ask you to help them find a lost dog or cat.  Don’t be fooled!Ø  Don’t tell a stranger your name or address when you’re walking and don’t think that because someone knows your name that they know you – they may just be looking at your name printed on your lunch box, school bag, or T-shirt.Ø  If you think you’re in any danger, yell, and run to the nearest store or “safe house” or back to school.Ø  Always tell your parents or teacher if a stranger has approached you.“By taking the time to carefully prepare your child on how to handle these situations, you can insure your child’s safety whether they are walking to or from school, waiting at a bus stop, playing in a playground, or riding their bikes,” Sheriff Hall concludes.last_img read more

Be Heard !!

first_imgThis past week, I had the opportunity to participate in something that still seems surreal. I spent a few days in Cleveland, Ohio during the Republican National Convention. It was an incredible spectacle, and it was hard to take it all in.I was fortunate to be participating as part of the SHRM Board of Directors and the SHRM A-Team. We met with great HR pros to discuss a look ahead on how the upcoming election affected workplaces, HR and employees. If you didn’t know, SHRM attends both the Republican and Democratic National Conventions. They don’t take a political stance, and I appreciate that they are represented in both forums.The “A-Team” is a group of HR pros who are willing to advocate at the national, state and local level. They have stepped forward to make sure that the voice of employers and employees is heard by the politicians who represent all of us. If you’ve never done this, I would encourage you to get involved. Advocating makes a difference and representatives are looking to hear from us.During this time of political uncertainty, it’s needed more than ever. People share their voices and opinions with each other and on Social Media, but those have a limited reach. We are able to truly influence how the workplace is shaped if we step out past talking on forums and actually reaching our representatives.I know this may feel risky and you’re not sure if you’re up to it. However, please note that if HR doesn’t share the perspective of the employer and the employee – others will. They may not be as balanced as HR professionals are. We are in an incredible position because we represent both sides of the workplace equation.The legislative and regulatory landscape is only going to become more and more complex. I would rather see HR share directly with legislators than let them sit in a room with less context and still develop and issue new items that we will still have to implement. We need to remember that they represent us. You need to know that they are very willing to listen and are welcoming when you approach them.HR also can use this model internally. Our voice needs to be heard within the structures of our organization for the same reason that we represent both management and staff. We need to step out and not wait for things to occur and continue to be reactionary. We have the latitude and the ability to speak up intentionally for what is happening in our workplaces.Being silent and passive is not an effective way to practice HR. I encourage you to get past your anxiety and step out to lead in what we do. We can make sure that the human element of work is acknowledged, considered and included in the actions of our organizations. Being ahead of what happens to people is the exact position that HR should occupy.This week, step back and evaluate if your voice is being heard. If it isn’t then take a chance to move out into the light. When you do you’ll see that people have been waiting to hear from you !!last_img read more

Trust and HR – The Business Impact of Listening to Your Employees

first_imgLike any other profession, there are plenty of HR horror stories out there – from the “Why We Hate HR” to “It’s Time to ‘Blow Up’ HR”. That being said, human resources plays an important role in the organization. It’s often the “go-to” place for employees and, as such, they need to feel comfortable coming to HR. Here’s an example:An employee was recently accused of harassing and bullying by someone with anxiety. The accuser kept a log over 8 months and never said anything to the employee. The employee said when HR met with them, they never listened to their side of the story. Now, the accused employee has anxiety and depression. They’re having a hard time working because they were told that they need to hold themselves to a different standard because the accuser has anxiety.The employee feels targeted and feels they can’t turn to HR because they didn’t listen or care during the first interaction.Obviously, we’re only hearing one side of the story. So it’s hard to resolve the situation, but there are a few things we can discuss about HR, credibility, and investigations. So, I asked employment attorney  Heather Bussing if she would share her expertise and, thankfully, she said yes!Heather BussingPlease remember that Heather’s comments should not be construed as legal advice or as pertaining to any specific factual situations. If you have detailed questions, they should be addressed directly with your friendly neighborhood labor attorney.Heather, one of the first things that struck me about this story is that the employee knew their accuser has anxiety. We don’t know how they learned that piece of information. Is an employee having anxiety something HR should know and/or share with others?[Bussing] If the anxiety rises to the level of being a disability under the Americans with Disabilities Act (ADA) or requires leave under the Family and Medical Leave Act (FMLA), it would make sense that HR knows about the condition because the employee would have disclosed it when she asked for leave or accommodation. The employee may also have simply told HR in the course of making the bullying complaint.As for HR sharing with others, it is important not to disclose medical information about employees to anyone who does not need to know it. Confidentiality is sometimes required by the Health Insurance Portability and Accountability Act (HIPAA), although most employers have very limited, if any, coverage under HIPAA. Mostly, it has to do with privacy, trust, and not promoting gossip or speculation about people, taking leave, or changing jobs. It is simply in everyone’s best interest, particularly HR’s, to keep employee health information confidential as much as possible.When dealing with leave issues or even an investigation of a complaint, it is best to keep any discussion of medical information general. Discuss it as a ‘personal issue’ or ‘health issue’ rather than a specific medical condition. Digital versions of medical reports for ADA, workers’ compensation, or FMLA, should be password protected or encrypted. Lock up any hard copies.How a company should accommodate someone with anxiety gets very tricky because there is simply no way to make someone with anxiety feel safe or comfortable all the time. (If there were, I would sign up immediately.)My sense (guess) in this case, is that the employee with anxiety has identified with her diagnosis and spends some time and energy letting other people know. If so, she probably told both the other employee and HR. When that happens, the information is no longer confidential. But HR should continue not to discuss it except with people who need to know regarding any investigation, leave, or other accommodation.The employee feels that, in the initial meeting with HR, they weren’t being heard. Is there anything an employee can do during (or after) the meeting to get their side of the story told?[Bussing] In this situation, it did not seem like she was disciplined or there were any other admonitions except to try to be nice. So, it would be good for her to take this into account when considering whether or not she was heard or believed. If HR truly believed the person complaining, there would likely have been a stronger response. Bullying is not okay. So my take is that HR is taking both sides with a grain of salt.Yet, not feeling heard when there is a claim or dispute is a common issue. Sometimes it is because HR believed the first story they heard or have some other (reasonable or unreasonable) bias toward the other employee. Sometimes, it has more to do with the employee’s feelings and impression because HR did not agree with her completely.Either way, it is a difficult position. If the employee goes over HR’s head, it will create more drama and almost always upsets HR, which can make things more difficult for the employee down the line.So I usually advise sitting down and writing out what she wants HR to know and understand. Then get someone who has some objectivity and who will tell her the truth to look at it and see where it needs clarity or toning down. Employment lawyers are good at this and may even do it as part of an initial consult.She should explain in the memo that she left the meeting not sure whether she was clear in explaining what happened and wanted to follow up in writing to make sure HR understood. If there is a decision she wants modified or clarified, ask for that specifically. The important thing is to stick to the facts and make the memo as clear and reasonable as possible. If all she wants is to be heard, this would create a clear record.If there is something specific that she wants, always start with HR and only go beyond that (either to a higher level internally or making a legal claim) after discussing it, putting it in writing, and if applicable, following grievance or other policies.Don’t assume that just because things did not go your way, that you were not heard or understood. Many HR decisions are about finding balance and compromise when there are competing stories. If you need your way, all the way, all the time, it may not be HR that is the trouble.The employee feels that this incident has caused them to experience anxiety and depression that is having an impact on their work. Do they need to inform the company that they need a work accommodation? Why or why not?[Bussing] At this point, she may have situational anxiety and depression that could benefit from therapy. She has a choice about whether to get that on her own, request FMLA leave if needed, or make a workers’ compensation claim. The more the employer is involved, the more the employee may be required to reveal information about her therapy or medical treatment and life. So consider it carefully.If the condition becomes chronic and more severe, it may make sense to ask for leave either under the ADA if the condition qualifies, or the FMLA either way.The reality is that just getting entangled in the process of requesting leave or making a claim can exacerbate the anxiety and depression. So she should weigh the options with her doctor or therapist and if it seems like she will need leave, also talk to an employment attorney.Is it fair to tell an employee that they need to hold themselves to a different standard? Isn’t that setting a precedent?[Bussing] The oddest part of this story is the idea of telling an employee to hold themselves to a different standard. What does that mean?I don’t have enough information to understand whether there is manipulation and bullying going both ways. But it appears that there is now a competitive anxiety contest starting. If so, giving either side an advantage by imposing a different standard of conduct or behavior on one side is a really bad idea.In addition, requiring employees to be kind is not a reasonable accommodation. It should be the general standard of conduct for all, even if some people have anxiety and depression.While there can be some tolerance for difficult behavior due to someone’s medical condition, if it is permanent, they may not be qualified to have the job. This is a complex ADA accommodation analysis that is not possible here.But the focus should be on the person with the anxiety and depression, whether she can do the job, and how to get her help. The company should not allow her to do whatever she wants while the rest of the company has to walk on eggshells.Last question, what are the implications of employees failing to bring issues to HR because they don’t feel HR listens or cares?[Bussing] It depends. If employees feel comfortable talking to their managers and the managers are responsive, then HR rarely gets directly involved, and there will be few implications.In other organizations, where HR is the mediator of workplace issues, the implications are much larger. When people don’t trust HR, they usually deal with difficulties at work by starting to hate their jobs, which leads to performance issues, which leads to losing employees. Attrition is expensive, time consuming, and puts a burden on the remaining employees while the organization finds replacements.It also means that HR will not hear about problems until it is too late, which often means more claims and lawsuits.But most of all, if employees don’t trust HR, they probably don’t trust any of the leadership and that is a culture and management problem that does not bode well for the future of the organization.Listening and caring are the foundation of working with other people. If HR is not getting that right, they have lost their way.A HUGE thanks to Heather for sharing her knowledge. Be sure to check out Heather’s writing on HR Examiner for more great insights.As you can see, employee situations aren’t always easy to facilitate. And some of what has to be fleshed out is the context of the situation. One thing is certain, employees need to feel that they can go to HR. They might not like what HR says, but they are comfortable speaking with someone in the department.last_img read more