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Work advice: When a company seeks rules it won't follow

Q: I started a new job more than six months ago as the first-ever HR professional for a company that has been in business for many years. On paper, the job was perfect: updating the employee handbook, creating procedures for the employees to follow and enforcing existing policies.

In reality, the job is a nightmare. When I try to enforce policies, I get management opposition, not support. The procedures I put into place at management's request are not being followed, least of all by management. The employer seems to care more about opening more offices globally than fixing the issues running rampant in the current offices. It is a good company, but management is misguided about what is important now versus in the future.

I have decided to start looking for a new job, but I am unsure what to tell potential employers about the reasons I want to leave after such a short time. I can't use the "no chance for advancement" excuse because it's a new department. How do I word this so employers won't see a red flag?

A: Not being allowed to do your job is discouraging; the real nightmare would be having to answer for your employer's failings in court. Either way, I don't blame you for wanting to bolt. But I think you owe yourself and your bosses one last chance to correct course.

Request a meeting with the person or people who hired you. Explain that even though the updated handbook and written policies are now in place, they're pointless without follow-through. Having everyone adhere to consistent, legally sound policies is the only way to make sure workers are treated fairly and the employer is protected.

Maybe the managers resisting your efforts think their individual cases are valid exceptions or think you're just being a hall monitor. You may have to connect the dots and present the big picture: Identify your three biggest concerns, explaining why each policy exists and what problems could arise if it's ignored. If your employer has legal experts on its payroll, you might ask them to help you make your case. Ideally, management wants to do the right thing no matter what - but sometimes the stick of legal consequences is a better incentive than the carrot of moral rectitude.

Mind you, as with all whistleblowers, there's a chance you'll be ignored or cut loose. So keep sending out those résumés.

When prospective new employers ask: You were brought on board to establish an HR department, update the handbook, and create policies and procedures. You accomplished those goals, and you're ready to bring your energy and enthusiasm to new challenges.

It's possible the interviewer will read the frustration and defeat between those lines. But your ability to remain discreet and diplomatic, no matter how appalling the situation, is the clearest indication of a competent HR professional.

• Miller has written for and edited tax publications for 16 years. Ask her about your work dramas and traumas by emailing wpmagazine@washpost.com. On Twitter: @KarlaAtWork.

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