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In many organizations, the human resources function is handled by specialists who guide managers’ decision-making to ensure consistency with myriad employment laws. It is not uncommon, however, for HR professionals to get involved in the decision-making process only after a manager has implemented an employment decision creating potential liability. The result? The employer either assumes the potential risk or the HR professional has to contradict the manager’s decision, leaving the manager feeling unsupported and perceiving HR as a constraint on his or her authority.

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