The HR Investigations Podcast

Episode Overview: In this first episode of the mini-series When HR Gets It Wrong: Risk, Reputation, and Recovery, we explore one of the most common—and costly—mistakes HR professionals make: mishandling investigations. Closing cases quickly may feel productive, but speed without accuracy can lead to serious legal and financial consequences. Natalie shares a real-world scenario from a manufacturing company where HR tried to resolve a harassment complaint quickly but failed to interview witnesses or document properly. The result? A lawsuit six months later with $250,000 in settlements, legal fees, and reputational damage. Key Lessons from This Episode: Speed is not accuracy: Quick case closures do not replace thorough investigations. Investigators who follow their instincts may be penalized for not meeting internal metrics—but diligence is essential. Documentation is your lifeline: Thorough, accurate notes protect both the organization and the investigator. AI tools can assist, but HR professionals must document interviews and investigative steps themselves. Training prevents missteps: Structured investigation training equips HR professionals with the skills to handle complex complaints defensibly and effectively. Case Highlight – SHRM Lawsuit: A former SHRM employee, Rehab Mohamed, sued the organization for racial discrimination and retaliation after raising internal concerns. Allegations focused on flaws in the HR investigation: limited investigator experience and pre-prepared termination paperwork before completing a proper investigation. A federal judge allowed the lawsuit to proceed, noting potential bias and deviations from best-practice investigative procedures. The case concluded with an $11.5 million verdict, underscoring the serious consequences of mishandled investigations. Why This Matters: This episode illustrates that even experienced HR teams can face significant legal and financial risks when investigations are not conducted impartially, thoroughly, and by appropriately trained professionals. Who Should Listen: HR and Employee Relations professionals, investigators, and managers responsible for internal investigations or compliance. Call to Action: Ensure your investigations are thorough, defensible, and strategic. Attend Natalie’s 2-day virtual certification workshop to gain the skills, tools, and confidence to handle any investigation effectively—before a costly mistake happens.  

Episode Overview In this episode, Natalie is joined by Deb Muller, CEO of HR Acuity, to explore how HR leaders can shift from outdated “vanity metrics” to meaningful data that demonstrates true business impact. Together, they unpack the concept of the Trust & Risk Statement™ and discuss how investigation teams can elevate their role from compliance-driven function to strategic risk advisors. This episode is essential for HR professionals who want to bring stronger, more credible insights to executive leadership and the boardroom. Key Topics Discussed   1. The Problem with Vanity Metrics Why speed and case volume don’t reflect investigative effectiveness How focusing on quick closures can damage workplace culture What executives actually want to hear from HR 2. Issue-to-Case Ratios = Investigative Rigor What issue-to-case ratios are and why they matter How they reveal depth, thoroughness, and pattern recognition Red flags that signal weak investigations Simple ways to start tracking this metric now 3. Anonymous Reporting & Psychological Safety Why low anonymous reporting is a warning sign — not a success metric What healthy reporting behavior looks like How to reframe reporting data to demonstrate employee trust 4. Aftercare Metrics & Protecting the Bottom Line What “aftercare” means in workplace investigations Why retaliation tracking is critical to organizational risk How post-complaint attrition signals deeper issues Connecting investigation outcomes to financial protection 5. The Trust & Risk Statement™ What it is and how it reframes investigation data How it shifts conversations with the C-suite Practical steps to begin crafting your own   Key Takeaway Workplace investigations are not just about resolving complaints — they are a powerful source of enterprise risk intelligence. The right metrics don’t just track activity; they tell a story about trust, culture, and financial exposure. Who Should Listen HR leaders and business partners Employee relations professionals Workplace investigators Compliance and risk leaders Anyone looking to elevate HR’s strategic impact Resources & Next Steps If you’re ready to elevate your investigative skills and become a trusted risk advisor, register for Natalie’s HRCI & SHRM approved (10 credits) certification workshop: How to Conduct Internal Investigations: A Practical Workshop for HR Professionals. For more information and to register: Certification Virtual Workshop   If you found this episode valuable: Subscribe to the podcast Share it with a colleague Leave a review to help more HR professionals elevate their impact    

Episode Summary: In this episode, we break down the art and science of investigation interviews. Topics include: Structuring interviews for complainants, witnesses, and the accused Using open-ended questions and avoiding leading questions Assessing credibility indicators Documenting interviews accurately Sample interview questions to guide your discussions Key Takeaways: Begin broad, then narrow to specifics. Let silence work—it often prompts additional details. Ask witnesses what they observed, not what they think. Avoid leading questions to prevent bias. Thorough, objective documentation is essential. Resources & Links: 2-Day How to Conduct Internal Investigations Workshop: June 23–24, 11 AM – 5 PM ETEarly-bird perks: Author-signed book Supplemental Toolkit RPC Canvas Tote “Swag Bag" $100 off Registration Certified HR Investigator Badge 10% group discount for 3+ attendees Register Here Natalie Ivey, MBA, SPHR, SHRM-SCP Founder & CEO RPC Human Resources 1616 Concierge Boulevard 1st Floor Daytona Beach, FL 32117 Office: (800) 517-7129 Ext. 700 [email protected] rpchr.com 

In this episode, we explore a tricky and sensitive area of Employee Relations: when complaints appear immediately after performance management or discipline. Sometimes employees file complaints not because of genuine misconduct, but as a defensive reaction to accountability. This episode dives into why it happens, how HR can respond objectively, and strategies to identify patterns while staying neutral. What You’ll Learn in This Episode: Why some employees file complaints right after receiving a performance warning or disciplinary action. Common triggers that lead to defensive complaints, including PIPs, denied promotions, schedule changes, or termination risk. HR’s role in evaluating complaints objectively, focusing on evidence, timelines, corroboration, and documentation. How timeline analysis can reveal patterns and help HR navigate these situations. Best practices for handling complaints in a neutral, structured way, and policies to address bad faith or fraudulent complaints. Real-world insights from cases where performance feedback was unfair, and employees filed legitimate complaints afterward. Key Takeaways: Even if a complaint seems retaliatory, it must be assessed without bias. Timeline analysis is one of HR’s most powerful tools in understanding the context of complaints. A policy against bad faith complaints is essential—but actions must be supported by strong evidence to avoid retaliation risk. HR professionals must remain neutral and let facts guide investigations, even when complaints follow disciplinary actions. Resources & Upcoming Events: 2-Day How to Conduct Internal Investigations Workshop: June 23-24, 11 AM – 5 PM ET Early-bird perks include: Author-signed book Supplemental Toolkit with templates and tools $100 off regular registration Certified HR Investigator badge Canvas tote bag with RPC Human Resources swag 10% group discount for 3+ attendees Register Here Natalie Ivey, MBA, SPHR, SHRM-SCP Founder & CEO RPC Human Resources 1616 Concierge Boulevard 1st Floor Daytona Beach, FL 32117 Office: (800) 517-7129 Ext. 700

In this episode, we explore what happens when complaints appear immediately after performance feedback or disciplinary action. Learn why employees sometimes use complaints defensively, how HR can objectively evaluate these situations, and the importance of timeline analysis and structured investigations. We also cover best practices for handling potential bad-faith complaints while staying neutral and fact-focused. Show Notes Key Topics The investigation intake process Maintaining neutrality in early complaint handling Proper documentation practices Determining whether a complaint warrants investigation Key Takeaways ✔ The first 24 hours set the tone for the entire investigation ✔ Intake is about fact gathering, not judgment ✔ Avoid statements that appear to side with either party ✔ Document complaints in a centralized system Resources & Upcoming Events: 2-Day How to Conduct Internal Investigations Certification Workshop: April 8-9, 11 AM – 5 PM ET Early-bird perks include: Author-signed book Supplemental Toolkit with templates and tools $100 off regular registration Certified HR Investigator badge Canvas tote bag with RPC Human Resources swag 10% group discount for 3+ attendees Register Here Subscribe & Connect If you found this episode helpful, be sure to subscribe, rate, and share The HR Investigations Podcast with a colleague who handles employee relations or investigations. New episodes drop regularly with practical guidance for HR professionals navigating complex workplace issues.  

Episode Description: FMLA complaints rarely begin with bad intent—but they often end in costly investigations. In this episode, we explore how FMLA investigations actually start, the most common employer mistakes investigators see, real-world hypotheticals that show how cases unravel, and practical steps employers can take to reduce risk. Key Topics Covered: How employees raise FMLA violations Interference vs. retaliation claims Investigator red flags and common employer mistakes How to conduct an internal FMLA investigation Practical compliance and prevention tips   Ideal Audience: HR professionals In-house counsel Business owners and executives Anyone responsible for leave administration Resources  Upcoming Virtual Workshop: How to Conduct Internal Investigations: A Practical Workshop for HR Professionals April 8-9, 2026 11:00 AM – 5:00 PM ET Live, 2-day virtual format This hands-on workshop is designed for HR professionals who want practical tools—not theory. We cover intake, planning, interviews, documentation, credibility assessments, and investigation findings, with real-world scenarios throughout. If you’re responsible for handling internal investigations—or advising leaders on discipline and terminations—this is exactly the type of issue we work through in my upcoming two-day virtual investigations workshop, How to Conduct Internal Investigations: A Practical Workshop for HR Professionals, happening April 8-9, 2026, from 11:00 to 5:00 ET.  Register early to take advantage of Premier Access Pricing and save $100 of the regular registration fee and get a complimentary author-signed copy of Natalie's book How to Conduct Internal Investigations: A Practical Guide for Human Resource Professionals and the comprehensive Supplementary Toolkit containing section quizzes, interview templates, sample witness statements, a sample investigation report, sample policies, and more.  Register Here  We focus on real situations and how to investigate them in a way that holds up under scrutiny. And if you’re looking for a practical reference you can keep on your desk, my book, How to Conduct Internal Investigations: A Practical Guide for Human Resource Professionals, is available on Amazon and walks you through the investigation process step by step. Subscribe & Connect If you found this episode helpful, be sure to subscribe, rate, and share The HR Investigations Podcast with a colleague who handles employee relations or investigations. New episodes drop regularly with practical guidance for HR professionals navigating complex workplace issues.    

The HR Investigations Podcast Episode Summary Bad documentation can destroy even the strongest investigation outcome. In this episode, we explore why documentation is the backbone of any HR investigation and exactly what makes attendance and discipline records defensible under scrutiny—from EEOC investigations to court depositions. We break down best practices, common credibility killers, real-world examples of good vs. bad documentation, and coaching tips to help managers and investigators get it right every time. Key Takeaways Documentation isn’t supplemental—it is the case. Good documentation is timely, factual, objective, specific, and consistent. Avoid subjective language (“lazy,” “bad attitude,” “always,” “never”)—it signals bias and invites legal risk. Write every note as if a third party (judge, investigator, or opposing counsel) will read it without any context. Timeliness matters: Document within 24 hours to avoid claims of retaliation or pretext. Include the employee’s explanation, policy references, and next steps to demonstrate fairness. Episode Highlights & Examples What Good Documentation Looks Like Use concrete, observable facts: dates, times, locations, exact behaviors, witnesses, and outcomes. Structure notes with the STAR method (Situation, Task, Action, Result). Strong Example – Attendance Issue“On January 15, 2026, John arrived at 9:45 AM (scheduled start: 8:00 AM), without prior notification. This is the third unexcused late arrival in the past two weeks (previous dates: January 3 and January 10). I met with John at 10:00 AM. He stated traffic was heavy. I reminded him of the attendance policy (reviewed in onboarding on [date]) and offered flexible start time coaching if needed. Next occurrence may result in formal discipline.” What Ruins Credibility Subjective/judgmental words: “lazy,” “insubordinate,” “bad attitude,” “not a team player.” Exaggerations: “always late,” “never completes work.” Late write-ups: Writing notes weeks or months later looks like pretext. Emotional or inflammatory language: “This is unacceptable behavior,” “You should know better.” Weak Example – Performance Issue“Sarah has a terrible attitude and is always slacking off. She’s lazy and doesn’t care about the team.” → This version is pure opinion and would immediately raise red flags in any investigation. Writing for a Third Party Ask yourself: Does this note stand alone? Would it survive EEOC review or deposition? Strong Discipline Example – Safety Violation“On February 5, 2026, at 2:30 PM in the warehouse, Employee Tyra Simpson was observed not wearing required PPE (hard hat and safety glasses) while operating forklift, per company safety policy (Section 4.2, trained on [date]). Witness: Supervisor Sarah Herman. I spoke with Employee Tyra at 3:00 PM; they acknowledged forgetting. I provided refresher training and issued verbal warning. Further violations will result in written warning or suspension.” Coaching Tips for Managers & Investigators Document the same day—ideally within 24 hours. Use this checklist before finalizing notes: Is it timely? Are all facts verifiable (dates, witnesses, documents)? Have I avoided opinions, absolutes, or emotional language? Did I include the employee’s side of the story? Does it reference the specific policy and outline clear next steps? Train teams to write as if the note will be read by someone who has never met the employee. Closing Thought If your documentation doesn’t clearly tell the story, someone else will—whether that’s an employee’s attorney, an EEOC investigator, or a judge. Bulletproof records protect your decisions, promote fairness, and help employees improve. Resources  Book: How to Conduct Internal Investigations: A Practical Guide for Human Resource Professionals Available now on Amazon This book provides step-by-step guidance, real-world examples, and best practices for conducting defensible workplace investigations. Upcoming Virtual Workshop: How to Conduct Internal Investigations: A Practical Workshop for HR Professionals February 17–18 11:00 AM – 5:00 PM ET Live, 2-day virtual format This hands-on workshop is designed for HR professionals who want practical tools—not theory. We cover intake, planning, interviews, documentation, credibility assessments, and investigation findings, with real-world scenarios throughout. If you’re responsible for handling internal investigations—or advising leaders on discipline and terminations—this is exactly the type of issue we work through in my upcoming two-day virtual investigations workshop, How to Conduct Internal Investigations: A Practical Workshop for HR Professionals, happening February 17-18 from 11 to 5 Eastern. We focus on real situations and how to investigate them in a way that holds up under scrutiny. And if you’re looking for a practical reference you can keep on your desk, my book, How to Conduct Internal Investigations: A Practical Guide for Human Resource Professionals, is available on Amazon and walks you through the investigation process step by step. Subscribe & Connect If you found this episode helpful, be sure to subscribe, rate, and share The HR Investigations Podcast with a colleague who handles employee relations or investigations. New episodes drop regularly with practical guidance for HR professionals navigating complex workplace issues.  

Attendance policies don’t fail investigations—enforcement does. In this episode of The HR Investigations Podcast, we take a closer look at call-in policies, no-call/no-shows, and job abandonment—three areas where employers frequently get it wrong. Using real-world investigation examples, we unpack how inconsistent enforcement, undocumented exceptions, and policy shortcuts often become the focus of claims. If your attendance policy exists on paper but isn’t enforced consistently, this episode will help you identify red flags before they turn into liability. What You’ll Learn in This Episode Why call-in policies still matter from an investigation standpoint The critical difference between a no-call/no-show and job abandonment Common mistakes employers make when declaring job abandonment How inconsistent enforcement undermines otherwise solid policies Investigator red flags that signal enforcement—not policy—is the real issue What should happen instead to protect the organization Key Takeaways A no-call/no-show is a policy violation—not automatic job abandonment Job abandonment is a process, not a conclusion Texts and informal workarounds weaken enforceability Supervisor inconsistency creates favoritism and credibility risks Documentation and clarity are what make policies defensible Investigator Red Flags Discussed “It depends on the supervisor” Informal exceptions without documentation No outreach attempts before declaring abandonment Policies no one can explain or consistently apply Discipline decisions that vary by department or manager Resources  Book: How to Conduct Internal Investigations: A Practical Guide for Human Resource Professionals Available now on Amazon This book provides step-by-step guidance, real-world examples, and best practices for conducting defensible workplace investigations. Upcoming Virtual Workshop: How to Conduct Internal Investigations: A Practical Workshop for HR Professionals February 17–18 11:00 AM – 5:00 PM ET Live, 2-day virtual format This hands-on workshop is designed for HR professionals who want practical tools—not theory. We cover intake, planning, interviews, documentation, credibility assessments, and investigation findings, with real-world scenarios throughout. If you’re responsible for handling internal investigations—or advising leaders on discipline and terminations—this is exactly the type of issue we work through in my upcoming two-day virtual investigations workshop, How to Conduct Internal Investigations: A Practical Workshop for HR Professionals, happening February 17-18 from 11 to 5 Eastern. We focus on real situations and how to investigate them in a way that holds up under scrutiny. And if you’re looking for a practical reference you can keep on your desk, my book, How to Conduct Internal Investigations: A Practical Guide for Human Resource Professionals, is available on Amazon and walks you through the investigation process step by step. Subscribe & Connect If you found this episode helpful, be sure to subscribe, rate, and share The HR Investigations Podcast with a colleague who handles employee relations or investigations. New episodes drop regularly with practical guidance for HR professionals navigating complex workplace issues.

Attendance Is the First Red Flag Episode Description: Attendance problems rarely start with a termination—but they almost always end with one if ignored. In this episode of The HR Investigations Podcast, Natalie Ivey explains why attendance issues are often the earliest indicator of deeper workplace problems. From chronic absenteeism to inconsistent enforcement, this episode shows how early patterns can escalate into investigations and why HR intervention matters before it’s too late. Key Topics Covered: Attendance as both a performance and conduct issue Recognizing patterns versus isolated incidents The cost of unchecked absenteeism for operations, morale, and compliance Why HR often waits too long to address attendance problems How attendance records become critical evidence in investigations Investigations Angle: Early documentation can prevent disputes later Attendance records often become Exhibit A in investigations What to track, how to document, and what not to include Who Should Listen: HR professionals and employee relations specialists Supervisors and managers Business owners and operations leaders Workplace investigators Key Takeaway: Early, consistent attention to attendance sets the stage for defensible HR decisions—and fewer investigations down the road. Resources & Links: Workshop Registration: Registration Link: https://www.rpchr.com/event/internal-investigations-virtual-event  Join Natalie’s 2-day virtual investigations workshop and earn HRCI or SHRM credits Book: How to Conduct Internal Investigations: A Practical Guide for HR Professionals Natalie Ivey, MBA, SPHR, SHRM-SCP Founder & CEO RPC Human Resources 1616 Concierge Boulevard 1st Floor Daytona Beach, FL 32117 Office: (800) 517-7129 Ext. 700 Mobile: (561) 901-9290 [email protected] Rpchr.com | HR-investigations.com State of FL PI Agency Lic. #A3500136 State of FL PI Lic. #C3300513

Episode Title: When a Subject Requests an Attorney: Handling HR Investigations Legally and Professionally Episode Summary: What should you do when a subject in an HR investigation says, “I want to have my attorney present”? In this episode, Natalie A. Ivey explains how to respond professionally, maintain investigation integrity, and protect your organization. Learn practical tips for handling requests, explaining company policy, offering alternatives, and documenting the process. What You’ll Learn in This Episode: The legal context of attorney requests in workplace investigations How to respond professionally and calmly Alternatives to having an attorney present Best practices for conducting interviews and documenting requests Resources & Links: Resources & Links: How to Conduct Internal Investigations – Book & Toolkit https://www.linkedin.com/in/natalieivey/ https://www.rpchr.com/event/internal-investigations-virtual-event-november

When Managers Harm: Investigating Allegations of Mental Health Impact Episode Summary: Employees are increasingly raising concerns that managers are harming their mental well-being. But how should HR respond? In this episode of The HR Investigations Podcast, Natalie A. Ivey walks you through how to investigate complaints that a manager is “creating mental health issues” for their team. Learn how to focus on observable behavior, conduct fair interviews, analyze findings, and make recommendations that protect employees while supporting organizational culture. What You’ll Learn in This Episode: Why HR should focus on behavior, not diagnoses How to conduct intake interviews around sensitive complaints What data and witnesses to consider in the investigation How to analyze credibility and identify patterns of behavior Recommendations HR can make to address toxic leadership Resources & Links: Resources & Links: How to Conduct Internal Investigations – Book & Toolkit https://www.linkedin.com/in/natalieivey/ https://www.rpchr.com/event/internal-investigations-virtual-event-november

Episode Summary: Bullying in the workplace isn’t always unlawful, but it is always harmful. In this episode of The HR Investigations Podcast, host Natalie A. Ivey breaks down how to handle investigations into bullying allegations. From intake to interviews, evidence analysis to follow-up, you’ll learn a structured process for responding to complaints with fairness and consistency. What You’ll Learn in This Episode: The difference between bullying and unlawful harassment What questions to ask during intake Best practices for interviewing complainants, respondents, and witnesses How to analyze credibility and identify behavioral patterns Recommendations HR can make after findings are complete Resources & Links: How to Conduct Internal Investigations – Book & Toolkit - Check out Natalie’s new book here https://www.linkedin.com/in/natalieivey/ https://www.rpchr.com/event/internal-investigations-virtual-event-november  

In this episode of The HR Investigations Podcast, we speak with a leading executive from Case IQ, a premier case management software company, about the vital role of technology in handling sensitive HR investigations. From bulletproof documentation to ironclad evidence security—and now AI-driven insights—you’ll learn how to modernize your HR practices to minimize risk and boost efficiency. What You’ll Learn: How to document investigations properly to protect your organization Why spreadsheets are no longer safe for managing case files How AI is assisting with case summaries, trend analysis, and risk reduction What to look for in a modern case management platform Why case analytics can help HR be more proactive and data-driven Guest: Jakub Ficner, Director of Partnership at Case IQ Link to Learn More About Case IQ Episode Overview In this episode of The HR Investigations Podcast, host Natalie Ivey explores how technology is reshaping HR and Employee Relations investigations. From airtight documentation and evidence security to the growing role of AI and analytics, today’s conversation reveals how tools like CaseIQ are helping organizations reduce risk, protect sensitive data, and uncover powerful insights that drive cultural change. Joining Natalie is Jakub Ficner, Director of Partnerships at CaseIQ, who shares real-world examples of how HR teams are moving beyond spreadsheets and shared drives to secure, intelligent case management systems that make investigations more consistent, defensible, and proactive. What You’ll Learn in This Episode The Foundation of Investigations Why strong, consistent documentation is critical—not only for compliance but also for organizational credibility—and the common mistakes HR professionals make. Evidence Security The risks of using outdated tools like spreadsheets and shared drives, and how CaseIQ ensures confidentiality, chain-of-custody, and access control. AI as an Investigator’s Assistant How artificial intelligence is being used in HR case management to surface patterns, accelerate workflows, and reveal systemic issues HR might otherwise miss. From Data to Decisions How dashboards and analytics empower HR leaders to identify trends, influence policies, and proactively address workplace risks before they escalate. Featured Guest Jakub Ficner Director of Partnerships, CaseIQ Jakub brings extensive experience in helping organizations leverage case management technology to strengthen their investigative processes and reduce organizational risk.  Link to Learn More About Case IQ Connect with the Host Natalie Ivey is an HR consultant, author, and host of The HR Investigations Podcast. She specializes in helping organizations navigate employee relations challenges with compliance, consistency, and confidence. LinkedIn: Natalie Ivey Enjoyed This Episode? If you found this conversation helpful: Subscribe to The HR Investigations Podcast on your favorite platform. Share it with a colleague who manages investigations. Leave a review to help more HR professionals discover the show. Connect with Us: Subscribe and leave a review on Apple Podcasts, Spotify, or wherever you get your podcasts. Resources Mentioned: How to Conduct Internal Investigations by Natalie Ivey Link to the Book Join Natalie Ivey for a live, 2-day virtual workshop: How to Conduct Internal Investigations – A Practical Workshop for HR Professionals September 23–24 | 🕚 11 AM – 5 PM ET | 📍 Via Zoom Walk through a mock investigation, learn credibility assessment techniques, and gain practical tools to handle even the toughest cases. Register by September 16 – Spots are limited! To Register go to: https://www.rpchr.com/events

Guest Laura Middleton, CEO, Human Resources Certification Preparation | HRCP.com In this episode, podcast host Natalie Ivey discusses Key topics:  The role of HR certification in building trust and influence during investigations Key differences between SHRM and HRCI credentials How certification prepares HR pros for high-stakes conversations with executives Real examples where certification helped drive results Getting started: Choosing the right certification for your goals Special offer for The HR Investigations Podcast listeners:  Receive 15% off any certification exam prep materials or products using the code INVESTIGATE. Just go to HRCP.com Announcement of Natalie’s upcoming 2-day virtual workshop:  How to Conduct Internal Investigations: A Practical Workshop for HR Professionals on September 23-24 from 11:00 am – 5:00 pm.   REGISTER HERE The workshop will provide education on how to navigate tricky employee relations’ issues, how to assess when to open an investigation and when not to, how to prepare for and conduct effective witness interviews, how to gather and preserve evidence, and how to prepare a final investigation report. Examine the issue of managers just not documenting employee behavior and performance issues. Discuss the danger in firing an employee “At-will” without any sort of documentation and how an EEOC investigator sees it Examine why it is critical to have documentation that supports an employee engaged in misconduct that violated organizational policy or that the employee wasn’t meeting performance expectations Discuss the issue of managers failing to document employee issues, run to HR announcing they wish to fire an employee and then view HR as “the enemy” when HR pushes back on a termination of employment due to lack of documentation. Identify root causes to managers failing to document Explain the benefits of phone apps and tech shortcuts to help managers stay organized and minimize the burdensome task of memorializing notes of employee conversations Review several key solutions to improving managers’ documentation capabilities Natalie’s new book now available on Amazon: Check out Natalie’s new book here Connect With Us: Subscribe at rpchr.com Follow us on LinkedIn Learn more about our SHRM and HRCI approved training programs and upcoming events at rpchr.com

Podcast Title: The HR Investigations Podcast Episode Title: When HR Gets It Wrong: Lessons Learned from Botched Investigations Hosted by: Natalie Ivey   Episode Summary: In this episode of The HR Investigations Podcast, Natalie Ivey breaks down real-life investigation failures that resulted in serious consequences for organizations—from wrongful termination lawsuits to reputational damage and broken employee trust. You’ll hear three case studies where HR got it wrong—sometimes unintentionally—and discover the critical lessons each one teaches about fairness, documentation, neutrality, and investigative bias. Natalie also shares her Top 5 Prevention Strategies for avoiding costly missteps and building investigation processes that are defensible, ethical, and compliant.   🔍 What You’ll Learn: Why skipping key steps in an investigation can be legally risky How poor documentation can damage your credibility How bias—conscious or unconscious—can derail fact-finding The importance of procedural fairness and neutrality Five practical strategies for strengthening your HR investigations   🧪 Case Studies Covered: The Accused Was Never Interviewed – Leading to a wrongful termination lawsuit Investigative Notes Go Missing – Resulting in lack of evidence during a legal dispute Bias in the Interview Process – Causing mistrust and reopening of a closed case   ✅ Natalie’s 5 Prevention Strategies: Use an investigation plan Document every step Ensure neutrality Base conclusions on facts, not feelings Close the communication loop with all parties involved   📚 Resources Mentioned: How to Conduct Internal Investigations by Natalie Ivey https://www.amazon.com/How-Conduct-Internal-Investigations-Professionals/dp/1948382970/ref=tmm_pap_swatch_0?_encoding=UTF8&dib_tag=se&dib=eyJ2IjoiMSJ9.fMSMv7BRFHw6ljJoBjP4uGljsUr8ocRRqCxTa6rWlSnGTlSUW7w1EUy8qROIMQPvboHzq4T7AX2fM0DI2T-eyVjPtyaK3aIZLR8lDDTOR8diQtTTAkNSWoNyP9Y0qlH7DjF5D7Zm7baLMUMDJyUmIUoAyCy6YA-MXARlZUOvk2U0AdiiLHIELS1i6lweM_F-dgzrSkLVNq34XyWd3uzdLuHaKiyTQgo3ZBCG6SqFdCc.wzBpFyf_pJMoKelkCm3YeZPXZzCfdZUvuKyrwwpLH_I&qid=1755647855&sr=8-1 Join Natalie Ivey for a live, 2-day virtual workshop: How to Conduct Internal Investigations – A Practical Workshop for HR Professionals September 23–24 | 🕚 11 AM – 5 PM ET | 📍 Via Zoom Walk through a mock investigation, learn credibility assessment techniques, and gain practical tools to handle even the toughest cases. Register by September 16 – Spots are limited! Join Natalie Ivey for a live, 2-day virtual workshop: How to Conduct Internal Investigations – A Practical Workshop for HR Professionals September 23–24 | 🕚 11 AM – 5 PM ET | 📍 Via Zoom Walk through a mock investigation, learn credibility assessment techniques, and gain practical tools to handle even the toughest cases. Register by September 16 – Spots are limited! https://www.rpchr.com/events     👂 Listen + Subscribe: Available on Apple Podcasts, Spotify, Google Podcasts, and all major podcast platforms. 🔔 Don’t forget to subscribe, rate, and leave a review! LinkedIn:  🚨 New Podcast Episode Alert! 🎧 When HR Gets It Wrong: Lessons Learned from Botched Investigations As HR professionals, we do our best to handle investigations thoroughly and fairly. But let’s face it—sometimes we miss the mark. And when that happens, the consequences can be costly: lawsuits, damaged reputations, and broken trust. In the latest episode of The HR Investigations Podcast, I break down real-world investigation failures—cases where things went sideways—and share the key lessons every HR pro should know. ✅ A supervisor was fired—without ever being interviewed ✅ Investigation notes mysteriously “disappeared” ✅ Bias derailed the fact-finding process I also share my Top 5 Prevention Strategies to help you avoid these mistakes and build investigation processes that are ethical, defensible, and compliant. 🔁 Share with your HR colleagues 💬 Let me know in the comments: What’s one lesson you learned the hard way in an investigation? #HumanResources #WorkplaceInvestigations #HRPodcast #EmployeeRelations #Compliance #HRInvestigations #Leadership #HRTips #NatalieIvey #PodcastPromotion    

Episode Title: The Power of Persuasion in HR: A Conversation with Cindy Skalicky Host: Natalie Ivey Guest: Cindy Skalicky, Author of Red Light, Green Light Episode Summary: In this powerful episode, host Natalie Ivey sits down with messaging strategist and executive coach Cindy Skalicky to explore the power of persuasion in Human Resources. Whether you're presenting investigation findings to executives, coaching a challenging employee, or making a case for disciplinary action, how you deliver the message can make or break your influence. Cindy shares insights from her bestselling book, Red Light, Green Light: How Top Leaders Present with Polish, Get Buy-in, and Become More Influential. Together, Natalie and Cindy unpack strategies HR professionals can use to build executive presence, craft compelling narratives, and communicate confidently—especially in high-stakes, high-pressure environments. This episode is filled with real-world tips and practical tools that every HR professional should have in their communication toolkit. Key Topics Covered: Why persuasion is essential in HR roles The HOW-TO Model for structuring persuasive communication Using storytelling techniques without compromising objectivity Building executive presence in high-stakes meetings Real-life scenarios: Persuading leadership to act on difficult decisions Cindy’s top advice for becoming a more influential communicator Resources Mentioned: Book: Red Light, Green Light by Cindy Skalicky Link: https://www.amazon.com/Red-Light-Green-Buy-Influential-ebook/dp/B0FHGWNCPJ/ref=sr_1_1?crid=2GB9RLOCY9LTS&dib=eyJ2IjoiMSJ9.i59XGqpF9NPzikhokdwGt0uFCd1t24XDscAW795j6Ac.XSN7YFwfAWyZXH_iUnGBZNG8AcYeet66MI4mil9ycfI&dib_tag=se&keywords=red+light+green+light+book+cindy+skalicky&qid=1754580145&sprefix=red+light+green+light+cindy%2Caps%2C143&sr=8-1 Subscribe & Share Enjoyed this episode? ✅ Subscribe ⭐ Leave us a 5-star review 📤 Share with a colleague who could use a persuasion boost! Connect with Us Host: Natalie Ivey Website: https://www.rpchr.com LinkedIn: https://www.linkedin.com/in/natalieivey/ Cindy's Website: https://onpoint-communications.com LinkedIn: https://www.linkedin.com/in/cindy-skalicky Join Natalie Ivey for a live, 2-day virtual workshop: How to Conduct Internal Investigations – A Practical Workshop for HR Professionals September 23–24 | 🕚 11 AM – 5 PM ET | 📍 Via Zoom Walk through a mock investigation, learn credibility assessment techniques, and gain practical tools to handle even the toughest cases. Register by September 16 – Spots are limited! https://www.rpchr.com/events    

In this episode of The HR Investigations Podcast, host Natalie Ivey dives into a crucial but often overlooked area: the role of senior leadership in supporting internal investigations. Too often, HR teams are conducting complex and sensitive investigations without clear support or understanding from the C-suite—and that can spell disaster. Natalie unpacks the most common misconceptions executives hold about the investigative process and how HR professionals can bridge this knowledge gap. From enterprise risk management to legal exposure and employee morale, investigations have ripple effects throughout the organization—and the C-suite needs to be tuned in. Tune in to learn: How to educate executives about HR’s role in investigations Tips for presenting investigative findings to senior leaders with clarity and impact What to include in your next leadership briefing on workplace culture and legal risk Whether you're in HR, legal, or a leadership role yourself, this episode will equip you with the insights to elevate the investigative function in your organization—and ensure it gets the strategic attention it deserves. Resources Mentioned: Connect with Natalie Ivey on LinkedIn Explore more episodes of The HR Investigations Podcast, specifically Seal of Honor: Leadership Accountability and Lessons from the Frontline https://rpchr.podbean.com/e/seal-of-honor-leadership-accountability-and-lessons-from-the-frontline/

Remote but Not Invisible: Investigating Misconduct in Hybrid and Remote Work Environments Episode Highlights: As remote and hybrid work have become the norm, employee misconduct hasn’t disappeared—it’s just gone digital. In this episode, host Natalie Ivey unpacks the complexities of conducting internal investigations when your workforce is no longer down the hall but scattered across Zoom, Slack, and email threads. Tune in to learn how to handle complaints in a virtual environment without compromising the integrity of your investigations. From digital evidence to virtual interviews, this episode is packed with actionable strategies for HR and employee relations professionals navigating misconduct in today’s dispersed workplace. In This Episode, You’ll Learn: The key differences between remote and in-person investigations Common complaints arising in hybrid and remote settings (harassment, time theft, digital communication conflicts, and more) How to gather and preserve digital evidence with help from IT Interviewing best practices for virtual environments How to maintain confidentiality when employees are working from home Mistakes to avoid when investigating remotely Upcoming 2-day Virtual Investigations Workshop: Ready to sharpen your investigation skills? Join Natalie Ivey for a live, 2-day virtual workshop: How to Conduct Internal Investigations – A Practical Workshop for HR Professionals July 23–24 | 🕚 11 AM – 4 PM ET | 📍 Via Zoom Walk through a mock investigation, learn credibility assessment techniques, and gain practical tools to handle even the toughest cases. Register by July 16 – Spots are limited! Visit www.rpchr.com or click the link in today’s show notes. Resources Mentioned: Register for the Workshop  https://www.rpchr.com/webinar/internal-investigations-virtual-event Connect with Natalie Ivey on LinkedIn Explore more episodes of The HR Investigations Podcast

Natalie’s upcoming 2-day Virtual Investigations Workshop: July 23-24, 2025 11:00 am – 4:00 pm Details and registration link: https://www.rpchr.com/webinar/internal-investigations-virtual-event In this episode, podcast host Natalie Ivey discusses Key topics:  Announcement of the release of the 2nd edition of Natalie Ivey’s book, How to Conduct Internal Investigations: A Practical Guide for Human Resource Professionals Announcement of the upcoming 2-day virtual workshop: How to Conduct Internal Investigations: A Practical Workshop for HR Professionals on July 23-24 from 11:00 am – 4:00 pm.  The workshop will provide education on how to navigate tricky employee relations’ issues, how to assess when to open an investigation and when not to, how to prepare for and conduct effective witness interviews, how to gather and preserve evidence, and how to prepare a final investigation report. Examine the issue of managers just not documenting employee behavior and performance issues. Discuss the danger in firing an employee “At-will” without any sort of documentation and how an EEOC investigator sees it Examine why it is critical to have documentation that supports an employee engaged in misconduct that violated organizational policy or that the employee wasn’t meeting performance expectations Discuss the issue of managers failing to document employee issues, run to HR announcing they wish to fire an employee and then view HR as “the enemy” when HR pushes back on a termination of employment due to lack of documentation. Identify root causes to managers failing to document Explain the benefits of phone apps and tech shortcuts to help managers stay organized and minimize the burdensome task of memorializing notes of employee conversations. Review several key solutions to improving managers’ documentation capabilities Check out Natalie’s new book here: https://www.amazon.com/How-Conduct-Internal-Investigations-Professionals-ebook/dp/B0F6W3CM8M/ref=sr_1_1?crid=85BSXHJNIJZD&dib=eyJ2IjoiMSJ9.fMSMv7BRFHw6ljJoBjP4uGljsUr8ocRRqCxTa6rWlSliyLb1ONDXw2uFskHFDMgJrFZYU6wBbZtWWt1f40QjEPHBqcKQLxThHAdG8qr7WYRjihInvDtQv5WKLxiNchk0ISvRSh3mVRHdpRjh0Xk1xOwGBrJJFKFS3nu6ZBJ2tPaRD5WxK2_S9j2qMo1FO37E_pjkwBF46P-zFuwxgvY-dQJmex4m-cgpkXKAbsvXSu4.Ycb0vQbtuKH2IaUhA4lKpd3uAreWsrft58a2JMMsVSw&dib_tag=se&keywords=natalie+ivey&qid=1748551923&sprefix=natalie+iv%2Caps%2C158&sr=8-1

Visit RPC HR for more information. Check out Natalie's REVISED book How to Conduct Internal Investigations: A Practical Guide for Human Resource Professionals here: https://tinyurl.com/y39s7n77

Check out Natalie's REVISED book How to Conduct Internal Investigations: A Practical Guide for Human Resource Professionals here: https://tinyurl.com/y39s7n77 Visit RPC HR for more information.  

Visit RPC HR for more information. Check out Natalie's book How to Conduct Internal Investigations: A Practical Guide for Human Resource Professionals here: https://tinyurl.com/y39s7n77

In this episode, podcast host Natalie Ivey and special Gen Z’er guest, Madison Ebben, discuss generational differences and priorities, what Gen Z looks for at work, and how organizations can make some adjustments to improve employee engagement and retention of this dynamic generation. Special guest: Madison Ebben, SHRM-CP  Executive Assistant | Event Manager Key topics: Review of Gen Z and this generation’s characteristics Discuss what HR and business leaders need to know about Gen Z Examine what Gen Z’ers really want from their employers Discussing employee relations and things that Gen Z won’t tolerate that previous generations may have tolerated  Review the Top 3 things that leaders need to do to fully engage their Gen Z talent to improve employee relations and minimize turnover Visit RPC HR for show notes and more information. Check out Natalie's book How to Conduct Internal Investigations: A Practical Guide for Human Resource Professionals here: https://tinyurl.com/y39s7n77

In this episode, podcast host Natalie Ivey and special guest, Deb Muller, Founder & CEO of employee relations case management software solution, HR Acuity, discuss the evolution of employee relations and investigations in the digital age. Deb Muller shares proactive approaches, emphasizing the importance of using technology to prevent incidents and improve employee relations. Deb shared her experience of working in a time when employee relations was not a strategic function, and how the landscape has changed with the increasing importance of centralized employee relations teams. Key topics:   Examining the digital age of employee relations KPIs for workplace improvement Discussing the need for predictive indicators and the use of data to demonstrate the impact of employee relations on cost savings. Discussing the importance of trust in the workplace, noting that employees who had experienced an investigation and resolution were more likely to recommend their company as a place to work.  Investing in HR Technology and Strategies Discussing the importance of investing in technology for HR functions, emphasizing that HR professionals should not be expected to operate without the same level of technology as other departments. Highlighting the need for HR to move beyond reactive measures and focus on proactive strategies, such as job design and employee relations. Link to HR Acuity resources:  https://www.hracuity.com/resources/ Visit RPC HR for show notes and more information. Check out Natalie's book How to Conduct Internal Investigations: A Practical Guide for Human Resource Professionals here: https://tinyurl.com/y39s7n77

Ep: 44: HR Insights: The Data Speaks In this episode, podcast host Natalie Ivey discusses some of the data from the 8thannual employee relations benchmark study provided by software company, HR Acuity. Natalie shares important information regarding the trends noted in the benchmark study such as organizations seeing sharp increases in allegations of policy violations, behavioral issues, discrimination, harassment, and retaliation allegations.   Key topics: Examining 3 Key Trends from the 8th Annual Employee Relations Benchmark Study: Policy violations, behavioral issues, discrimination, harassment or retaliation allegations and EEOC charges reached their highest levels since 2018 Mental health issues continued to be the primary factor behind case volumes, with 70% of organizations attributing increases to mental health-related challenges Organizations are starting to respond to continually growing case volumes by examining data to identify patterns and predict and prevent future issues Reviewing strategies on how to address the increase in allegations and increasing employee relations’ case volumes Examining the importance of using data and analytics to drive meaningful organizational change Examining the increase in mental health issues to more clearly define root causes and develop action plans to reduce employee complaints Visit RPC HR for show notes and more information. Check out Natalie's book How to Conduct Internal Investigations: A Practical Guide for Human Resource Professionals here: https://tinyurl.com/y39s7n77

In this episode, podcast host Natalie Ivey discusses her observations of capacity issues and the stress and strain that is affecting HR and Employee Relations professionals. Natalie shares some sage advice in taking ownership of one’s workload, assessing leadership support or lack thereof, and some best practices in reducing stress levels and improving one’s state of well-being.  Key topics: Examining workloads for HR and ER and increasing caseloads Discussing the need to get real with oneself and size the capacity problem Examining why “suffering in silence” is a lousy strategy Evaluating the importance of documentation, specifically action steps in managing cases to accumulate historical data Examining how historical data becomes a platform for meaningful change Reviewing the differences in negotiating styles for “managing up” with leadership to obtain the necessary resources Natalie shares exciting news: Launch of the 2nd edition of How to Conduct Internal Investigations: A Practical Guide for Human Resource Professionals in April 2025 Launch of the How to Conduct Internal Investigations: A Practical Workshop for HR & ER Professionals Launch of the rpchr.com website in March 2025 Launch of the new RPC Academy, an online training portal at rpchr.com with access to Natalie’s content, launching in April 2025 Visit RPC HR for show notes and more information. Check out Natalie's book How to Conduct Internal Investigations: A Practical Guide for Human Resource Professionals here: https://tinyurl.com/y39s7n77

In this episode, Natalie Ivey “talks shop” with special guest, Michele O’Neil, the Senior Director of Work Environment with Marriott International. Michele is a seasoned veteran with over 37 years in human resource management and employee relations. Natalie discusses with Michele the current trends in employee relations, particularly in the hospitality industry.  Key topics: Allegations of harassment and bullying Employees increasingly reporting issues that are increasing their anxiety and affecting their mental health Managing work/life balance Performance Management issues Best practices in leadership to minimize the risk of employee relations’ issues Consistency in enforcement of organizational policies Training leaders on the ADA to ensure they understand the “dos and don’ts” when it comes to employee mental health issues Core competencies that Employee Relations’ team members need to possess to be successful in navigating the current challenges in employee relations Recognizing that the words “mental health” can be abused by some employees who simply don’t want to be held accountable Visit RPC HR for show notes and more information. Check out Natalie's book How to Conduct Internal Investigations: A Practical Guide for Human Resource Professionals here: https://tinyurl.com/y39s7n77

In this episode, podcast host Natalie Ivey shares 3 Key Tips from her best-in-class internal investigations training programs on how to improve note taking and documentation when conducting investigative interviews. Natalie shares the importance of proper planning, the use of templates, how to navigate difficult conversations with interviewees, and especially Subjects. Key topics: If you Fail to Plan Your Investigation You are Planning for Your Investigation to Fail Identifying preparation strategies to improve interview documentation Examining the negative impacts when investigative documentation isn’t effective and is done very poorly Reviewing a strategy to get interviewees back on track after going off on tangents Identifying critical details that need to be in every single document of conversation with interviewees to avoid creating holes that an investigator later needs to fill Visit RPC HR for show notes and more information. Check out Natalie's book How to Conduct Internal Investigations: A Practical Guide for Human Resource Professionals here: https://tinyurl.com/y39s7n77  

In today’s show podcast host Natalie Ivey talks with special guest, Ivna Curi, who is the podcast host of Speak Your Mind Unapologetically and author of the boos Unapologetic Voice: 101 Real-World Strategies for Brave Self Advocacy & Bold Leadership. This show is part 2 of a 2-part series and explores the dynamics of working with an aggressive boss or investigative interviewee who communicates abruptly and forcefully.    Key topics: Defining the difference between being assertive, being aggressive, and passive-aggressive Examining the impact to team dynamics when a boss is behaving aggressively Understanding the root causes to aggressive and passive-aggressive behavior Reviewing key tips and techniques on how to handle an aggressive boss or an interviewee who is being difficult in an investigative interview Ivna Curi Communications expert and podcast host of Unapologetically Speaking Author of Unapologetic Voice: 101 Real-World Strategies for Brave Self Advocacy & Bold Leadership Visit RPC HR for show notes and more information. Check out Natalie's book How to Conduct Internal Investigations: A Practical Guide for Human Resource Professionals here: https://tinyurl.com/y39s7n77

In today’s show, podcast host Natalie Ivey talks with special guest, Ivna Curi, who is the podcast host of Speak Your Mind Unapologetically and author of the book Unapologetic Voice: 101 Real-World Strategies for Brave Self Advocacy & Bold Leadership.   Key topics: Defining what happens when you have a passive boss who doesn’t know how to communicate assertively Examining what happens to teams when a leader doesn’t communicate assertively and support the team Recognizing the underlying reasons for failing to communicate assertively: fear Examining the behaviors of a passive boss Reviewing key tips and techniques on how to handle a passive boss   Communications expert and podcast host of Unapologetically Speaking Author of Unapologetic Voice: 101 Real-World Strategies for Brave Self Advocacy & Bold Leadership Visit RPC HR for show notes and more information. Check out Natalie's book How to Conduct Internal Investigations: A Practical Guide for Human Resource Professionals here: https://tinyurl.com/y39s7n77

In today’s show, podcast host Natalie Ivey, talks with special guest, retired Navy Seal turned HR Executive, Tom DeJarnette. This episode focuses on an issue that is continuing to come up with HR and Employee Relations professionals, which is the issue of accountability almost becoming a “dirty word” in business. Performance management is so important in business; yet when managers try to hold employees accountable it is turning into complaints of bullying and harassment.  Key topics: Identifying why accountability in some organizations has become so difficult and is turning into serious employee drama Recognizing the performance management challenges leaders face when having crucial performance discussions with team members and how to improve them Laying the foundation for a culture with strong leaders who know how to build trust with teams Guest, Tom DeJarnette shares his lessons from leadership in the Navy Seals that translate to employers on how to establish a culture of accountability from the beginning of an employee’s relationship with the organization Creating strong organizational values that foster an environment that values personal responsibility and accountability   Visit RPC HR for show notes and more information. Check out Natalie's book How to Conduct Internal Investigations: A Practical Guide for Human Resource Professionals here: https://tinyurl.com/y39s7n77

In today’s show, podcast host Natalie Ivey, discusses the importance of why mangers need to document employee performance and behavioral issues. Natalie will provide a simple framework for managers to jot down their thoughts before meeting with an employee to discuss a performance or behavioral issue. This episode focuses on basic “how to” skills for holding a coaching and course correction feedback discuss with employees.  Additionally, Natalie shares the importance of coaching and documentation before managers simply rush to issue a disciplinary warning as this is often what sparks internal investigations into allegations of discrimination and harassment.  Key topics: Creating a framework for “words to say” to help managers prepare for coaching discussions with employees The importance of preparation before sitting down with an employee or meeting virtually to discuss performance issues Identifying what the coaching conversation should sound like, especially when handling a behavioral issue Visit RPC HR for show notes and more information. Check out Natalie's book How to Conduct Internal Investigations: A Practical Guide for Human Resource Professionals here: https://tinyurl.com/y39s7n77  

In today’s show we spend time with Daniela Uribe, a global entrepreneur, shoe designer, and content creator who launched her own namesake luxury footwear brand, Daniela Uribe. The Daniela Uribe line embodies her distinctive style along with her electrifying personality and her striking designs that incorporate technological comfort with a sensual, lavish look. Her shoes are guaranteed to make the wearer feel comfortable, powerful, and prominent. Daniela will share her experience in launching her global footwear brand and the importance of understanding an employer’s regulatory compliance obligations in foreign countries.   Key topics: Recognizing the differences in managing employees outside of the U.S. Identifying some regulatory compliance risk factors in talent acquisition, managing payroll, and performance management The importance of organizational values and transparent communication with employees to minimize risk Best practices in establishing a business in a foreign country A terrific bonus for listeners of The HR-investigations Podcast is a special discount of 15% off any shoes in her line. This is a limited time offer and can be used on summer sale items! Use coupon code: RPC15 http://www.daniela-uribe.com  

Ep. 35 Investigating a Wage and Hour Issue: Exempt | Non-Exempt Classifications Welcome to the HR Investigations Podcast: Exploring the Issues, Challenges, Strategies, and Solutions, sponsored by RPC Human Resources, an HR consulting, training, and private investigations company.  In today’s episode we review the pending change to salary levels for Exempt worker classifications and how the new Biden Administration rules may affect employers, some pending litigation, and we’ll discuss how to investigate employee allegations of wrongful classification.” In this episode we will explore: The Biden Administration’s proposed changes to the Fair Labor Standards Act salary levels for Exempt workers Current employer lawsuits filed opposing the Administration’s changes to the rules What to do right now while there is uncertainty How to handle an employee who claims wrongful classification Visit RPC HR for show notes and more information. Check out Natalie's book How to Conduct Internal Investigations: A Practical Guide for Human Resource Professionals here: https://tinyurl.com/y39s7n77

Episode 34: Mitigating the Risk of EEOC Charges from Your Hiring Process Welcome to the HR Investigations Podcast: Exploring the Issues, Challenges, Strategies, and Solutions, sponsored by RPC Human Resources, an HR consulting, training, and private investigations company.  In today’s episode we focus on some “do’s and don’ts” for recruiters and hiring managers during the talent acquisitions process. Our focus will be on strategies to mitigate the risk of receiving an EEOC charge of discrimination. In this episode, we will review: Best practices in candidate sourcing to increase applicant diversity How to screen candidates without running afoul of EEO laws Using AI: some pros and cons “Do’s and Don’ts” When Documenting Interview Notes How to create and document an applicant screening process to compare candidates "apples to apples” Visit RPC HR for show notes and more information. Check out Natalie's book How to Conduct Internal Investigations: A Practical Guide for Human Resource Professionals here: https://tinyurl.com/y39s7n77

In today’s episode we focus on an issue that comes up a great deal in employee relations’ issues. Often, employees use the “buzzwords” hostile work environment without actually understanding the true definition. And, employees will often allege that they are being bullied in the workplace. In this podcast episode it is discuss how hostile work environment harassment is different than bullying in the workplace. Additionally, what to do when allegations of hostile work environment haven’t been substantiated—but allegations of bullying have been substantiated. In this episode, we examine: Different types of bullying behaviors Why bullies engage in bullying misconduct The key differences between hostile work environment harassment and bullying Unlawful conduct based on a protected characteristic vs. lawful conduct such as bullying How to address disciplinary action in a case in which bullying has been substantiated Connect with The HR Investigations Podcast Visit RPC HR for show notes and more information. Check out Natalie's book ‘How to Conduct Internal Investigations: A Practical Guide for Human Resource Professionals’ here: https://tinyurl.com/y39s7n77 

In today’s episode we focus on the important topic that is often part of HR investigations: a hostile work environment. In this episode, we examine: The definition of hostile work environment harassment How hostile work environment is different from workplace bullying A review of protected characteristics under federal law Why there isn’t any longer management “off the record” conversations regarding harassment in the workplace The employers’ defense to claims of hostile work environment harassment Current and emerging legislation regarding abusive conduct in the workplace Connect with The HR Investigations Podcast Visit RPC HR for show notes and more information. Check out Natalie's book ‘How to Conduct Internal Investigations: A Practical Guide for Human Resource Professionals’ here: https://tinyurl.com/y39s7n77 

Episode 31 Show Notes: Investigating Employees Unreasonable ADA Accommodations Requests In today’s episode we focus on the Americans with Disabilities Act and specifically some best practices in handling employee accommodation requests that may not necessarily be reasonable. We’ll discuss using job descriptions during internal investigations when an employees allege that they are being discriminated against because of a disability. In this episode, we examine: The importance of well written job descriptions using ADA compliant language How to determine if an employee’s request for a reasonable accommodation is a reasonable request or possibly an undue hardship The importance of clearly defining essential job functions or Bona Fide Occupational Qualifications on job descriptions How to minimize the risk of an EEOC charge for disability discrimination The legal definition of undue hardship and the courts’ view of employee requests that are generally considered unreasonable and an undue hardship  Connect with The HR Investigations Podcast Visit RPC HR for show notes and more information. Check out Natalie's book ‘How to Conduct Internal Investigations: A Practical Guide for Human Resource Professionals’ here: https://tinyurl.com/y39s7n77 

In today’s episode we focus on data privacy and why it matters to HR professionals. Subject matter expert and attorney, Jason Barrett, will shed light on the valuable compliance topic of data privacy and specifically data breaches.  He’ll talk about new state laws that HR needs to know about and best practices for employers on how to minimize risk in running afoul of data privacy laws. In this episode, we explore: What exactly is data privacy and why is it important to HR Review of the Texas Data and Privacy Secrecy Act Review key takeaways and data privacy best practices for employers Review key issues for employers when experiencing a data breach Employer strategies to minimize risk of non-compliance Connect with The HR Investigations Podcast Visit RPC HR for show notes and more information. Check out Natalie's book ‘How to Conduct Internal Investigations: A Practical Guide for Human Resource Professionals’ here: https://tinyurl.com/y39s7n77 

Building on the previous episode, today we're honing in on why management training must be customized to address specific leadership gaps and how interactive, skill-specific training can make all the difference in the world. Expect to gain insights into the essential components of impactful management training, from law compliance to conflict resolution, all designed to empower your leadership teams and prevent workplace issues.   In this episode, we explore: Why 'one-size-fits-all' doesn’t work in management training The skills needed to effectively handle conflicts Implementing the 'Coaching' mindset How the right training reduces the need for HR investigation … and why on-site training matters Connect with The HR Investigations Podcast Visit RPC HR for show notes and more information. Check out Natalie's book ‘How to Conduct Internal Investigations: A Practical Guide for Human Resource Professionals’ here: https://tinyurl.com/y39s7n77 

Natalie Ivey emphasizes the crucial role of effective management training in preventing HR investigations. Drawing on her own experiences, she discusses the negative impacts of untrained or poorly trained management teams and highlights the need for organizations to invest in management training to minimize unnecessary risk and eliminate negative impacts. Tune in to gain valuable insights and stay tuned for part 2 of this series in the next episode.   In this episode, we explore: The link between employee departure and management issues How to implement good management training through strategic planning Common bad management behaviours that contribute to HR investigations The impact of panic promotions and lack of development The analogy of risk management in the context of PPE Connect with The HR Investigations Podcast Visit RPC HR for show notes and more information Check out Natalie's book ‘How to Conduct Internal Investigations: A Practical Guide for Human Resource Professionals’ here: https://tinyurl.com/y39s7n77 

Welcome to the HR Investigations Podcast: Exploring the Issues, Challenges, Strategies, and Solutions, sponsored by RPC Human Resources, an HR consulting, training, and private investigations company.  Be sure to subscribe for bi-weekly new episodes! Visit RPC HR for show notes and more information. Check out Natalie's book How to Conduct Internal Investigations: A Practical Guide for Human Resource Professionals here: https://tinyurl.com/y39s7n77

Welcome to the HR Investigations Podcast: Exploring the Issues, Challenges, Strategies, and Solutions, sponsored by RPC Human Resources, an HR consulting, training, and private investigations company.  Be sure to subscribe for bi-weekly new episodes! Visit RPC HR for show notes and more information. Check out Natalie's book How to Conduct Internal Investigations: A Practical Guide for Human Resource Professionals here: https://tinyurl.com/y39s7n77

Welcome to the HR Investigations Podcast: Exploring the Issues, Challenges, Strategies, and Solutions, sponsored by RPC Human Resources, an HR consulting, training, and private investigations company.  Visit RPC HR for show notes and more information. Check out Natalie's book How to Conduct Internal Investigations: A Practical Guide for Human Resource Professionals here: https://tinyurl.com/y39s7n77

Welcome to the HR Investigations Podcast: Exploring the Issues, Challenges, Strategies, and Solutions, sponsored by RPC Human Resources, an HR consulting, training, and private investigations company.  Visit RPC HR for show notes and more information. Check out Natalie's book How to Conduct Internal Investigations: A Practical Guide for Human Resource Professionals here: https://tinyurl.com/y39s7n77

Welcome to the HR Investigations Podcast: Exploring the Issues, Challenges, Strategies, and Solutions, sponsored by RPC Human Resources, an HR consulting, training, and private investigations company.  Visit RPC HR for show notes and more information. Check out Natalie's book How to Conduct Internal Investigations: A Practical Guide for Human Resource Professionals here: https://tinyurl.com/y39s7n77

Welcome to the HR Investigations Podcast: Exploring the Issues, Challenges, Strategies, and Solutions, sponsored by RPC Human Resources, an HR consulting, training, and private investigations company.  Visit RPC HR for show notes and more information. Check out Natalie's book How to Conduct Internal Investigations: A Practical Guide for Human Resource Professionals here: https://tinyurl.com/y39s7n77

Welcome to the HR Investigations Podcast: Exploring the Issues, Challenges, Strategies, and Solutions, sponsored by RPC Human Resources, an HR consulting, training, and private investigations company.  Visit RPC HR for show notes and more information. Check out Natalie's book How to Conduct Internal Investigations: A Practical Guide for Human Resource Professionals here: https://tinyurl.com/y39s7n77

Welcome to the HR Investigations Podcast: Exploring the Issues, Challenges, Strategies, and Solutions, sponsored by RPC Human Resources, an HR consulting, training, and private investigations company.  Visit RPC HR for show notes and more information. Check out Natalie's book How to Conduct Internal Investigations: A Practical Guide for Human Resource Professionals here: https://tinyurl.com/y39s7n77

Welcome to the HR Investigations Podcast: Exploring the Issues, Challenges, Strategies, and Solutions, sponsored by RPC Human Resources, an HR consulting, training, and private investigations company.  Visit RPC HR for show notes and more information. Check out Natalie's book How to Conduct Internal Investigations: A Practical Guide for Human Resource Professionals here: https://tinyurl.com/y39s7n77