Welcome to
Tritrix HR Solutions™ 

A brief look at how it all began …

 

The day itself was a regular work day until an incoming call was routed to corporate  human resources (HR).  The caller was the partner of a former employee.  The employee had passed away.  The partner was looking into employee life insurance and short-term counseling for grief anxiety.  Apparently, the partner had tried the local branch human resources with no response.  The former boss of the late employee was also contacted who politely suggested to follow up with the local branch human resources.  The partner continued the pursuit with an agent at the life insurance company who redirected the inquiry to the plan administrator in human resources.

 

While the cause of death was natural, delays occurred during the subsequent administrative processing.  Furthermore, a structured Employee Assistance Program (EAP) would have addressed several primary concerns related to stress management complexities, yet none was in place at the time.  Inasmuch as the death was classified as non-workplace related, no guidelines nor a designated individual was in effect to address inquiries.  Consequently, the ambiguity amplified doubt as to which department should spearhead the solution.  Communication was urgently needed but was nowhere to be found.

 

During this time, HR, collectively, was viewed as having a narrow, predefined scope of duties, and navigating the life insurance policy disbursement process was not one of those duties.  What began as a routine inquiry transitioned into a broader employee relations concern.  While the direct employment relationship ended at the time of death, employers must still address issues involving former staff to manage liability and workplace culture. 

 

The very department that was to proactively manage risk and anticipate moments requiring empathy, was untrained and unauthorized.  Without direction, the company purpose was lost.  The guiding principles were but mere words written in an employee handbook. Whether due to pressure, convenience, or to avoid conflict, its core values were compromised.  Ultimately, defined ownership and clear lines of responsibility remained vague, which fostered a culture of miscommunication and confusion that stifled initiative.

 

Limitations and key barriers felt set in stone within the workplace landscape …

 

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