Explorez tous les épisodes du podcast The HR Investigations Podcast

Plongez dans la liste complète des épisodes de The HR Investigations Podcast. Chaque épisode est catalogué accompagné de descriptions détaillées, ce qui facilite la recherche et l'exploration de sujets spécifiques. Suivez tous les épisodes de votre podcast préféré et ne manquez aucun contenu pertinent.

	Titre	Date	Durée
	Everyone Has a Different Story: How to Investigate Conflicting Accounts	19 oct. 2026	00:10:51
The complainant says one thing. The Subject/Respondent says something completely different. Five witnesses give you five different versions of what happened. Now what? Conflicting accounts are one of the most challenging—and most common—aspects of workplace investigations. In this episode of The HR Investigations Podcast, Natalie Ivey discusses how investigators can evaluate competing versions of events without prematurely deciding who is telling the truth. The goal isn't to determine whose story you like best. It's to determine what the evidence actually supports. In This Episode, We Discuss: Why conflicting testimony does not mean an investigation has failed How to build a timeline to test competing accounts The importance of separating observable facts from interpretations How to evaluate credibility without relying on confidence, personality, or personal impressions Factors investigators should consider when assessing credibility, including consistency, corroboration, motive, and whether a witness acknowledges facts that aren't favorable to them How confirmation bias can influence an investigator's conclusions How to test a respondent's explanation rather than simply accepting or rejecting it The role of emails, text messages, meeting records, chat messages, documents, and other evidence in corroborating—or challenging—witness testimony Why investigators shouldn't overstate what the evidence proves How to handle situations where you cannot determine exactly what was said or what happened Why an investigation may support some aspects of an allegation but not others How to make findings that accurately reflect the evidence rather than forcing the evidence to fit a predetermined conclusion A Key Investigative Principle When accounts conflict, investigators don't necessarily have to determine every detail with absolute certainty. Instead, the investigator should ask: What does the available evidence establish? That may mean finding that a specific statement cannot be substantiated while determining that other conduct did occur. Breaking allegations into separate issues can result in findings that are more accurate, defensible, and useful to the organization. The fundamental principle is simple: Don't make the evidence fit the allegation. Make the finding fit the evidence. For HR & Employee Relations Leaders If your HR or Employee Relations team is responsible for conducting workplace investigations, having a consistent investigative process is critical. RPC Human Resources partners with organizations to provide practical, HRCI- and SHRM-approved workplace investigations training for HR and Employee Relations teams. Training options include: 1-Day Investigations Training — 6 contact hours 2-Day Investigations Training — 12 contact hours Available virtually or on-site for your organization If you have 2026 training budget that needs to be used before year-end, RPC Human Resources still has a limited number of mid-week December dates available. Those dates are expected to fill by the end of October. And if Q4 isn't realistic for your organization, start planning now for 2027. Training programs are typically booked several months in advance, and RPC Human Resources is currently scheduling organizations for February and March 2027. Don't wait until the next investigation exposes a training gap. Think strategically about your team's capabilities, your remaining training budget, and your 2027 priorities. Visit rpchr.com/contact to start a conversation about bringing investigations training to your HR or Employee Relations team. About the Podcast The HR Investigations Podcast provides practical guidance for HR professionals who conduct, manage, or oversee workplace investigations. Hosted by Natalie Ivey, MBA, SPHR, SHRM-SCP, the podcast explores the real-world challenges investigators face—from interviewing and credibility assessments to evidence, documentation, legal considerations, and making defensible findings. The best investigation is the one you don't have to do.
	When Politics Turns Into a Workplace Fight	06 oct. 2026	00:11:46
Politics can be a deeply personal subject—and when political disagreements enter the workplace, conversations can quickly escalate into arguments, accusations of harassment, threats, intimidation, or even potential workplace-violence concerns. For HR professionals and workplace investigators, the challenge isn't determining whose political beliefs are right or wrong. The investigator's job is to determine what happened, what workplace policies and legal protections may apply, and whether the conduct crossed a line that the organization can or should address. In this episode of The HR Investigations Podcast, we examine how to investigate politically charged workplace conflicts while maintaining neutrality, protecting employee rights, and reducing organizational risk. What We'll Cover Political arguments and workplace disruption Threats, intimidation, and workplace-violence concerns Offensive language and protected-class issues Witness interviews and credibility Evidence preservation Protected concerted activity under the National Labor Relations Act Applying workplace policies consistently Avoiding investigator bias Making defensible findings and disciplinary recommendations Don't Investigate the Politics—Investigate the Conduct One of the biggest challenges in politically charged investigations is separating the employee's viewpoint from the employee's conduct. An employee's political beliefs, by themselves, may not be a workplace violation. But the way an employee expresses those beliefs can raise legitimate workplace concerns. Investigators should focus on questions such as: What was actually said? What was actually done? Who initiated the interaction? Who escalated it? Did anyone attempt to end the conversation? Were threats or intimidating statements made? Was there physical contact? Was work disrupted? Did the conduct involve a protected characteristic? What workplace policy applies? The fact that an investigator personally agrees or disagrees with an employee's political position should have no bearing on the investigative findings. Investigate the behavior—not the belief. When Politics Overlaps With Protected Activity Another important consideration is whether the conversation involved protected concerted activity under the National Labor Relations Act. The NLRB recognizes that employees may have legal protection when they act together—or seek to act together—to address workplace issues such as wages, benefits, safety, scheduling, and other terms and conditions of employment. That means an investigator should not automatically assume that a heated workplace discussion is simply a "political argument." Ask: Were employees discussing a workplace issue? Were they acting together? Was an employee speaking on behalf of coworkers? Were they bringing a group concern to management? Were they attempting to initiate or prepare for group action? At the same time, protected activity is not a blanket protection for all conduct occurring during a workplace dispute. Serious misconduct, threats, violence, or other circumstances may require separate analysis. The context matters. Threats and Workplace Violence A political argument requires additional attention when an employee alleges threats or intimidation. Investigators should determine exactly what occurred rather than relying on labels such as "threatened," "bullied," or "intimidated." Ask: What exact words were used? Who heard them? Was the statement directed at a specific person? Was physical harm threatened? Was a weapon mentioned or displayed? Was there physical contact? Did the employee attempt to leave or end the interaction? Were there witnesses or electronic communications supporting the allegation? If there is an immediate safety concern, employee safety takes priority over completing the investigation. Appropriate interim measures may need to be considered while the facts are being investigated. Evidence Matters Political disputes often generate electronic evidence, including: Emails Text messages Teams or Slack messages Social media posts Screenshots Photographs Security footage Written complaints Witness statements Investigators should preserve relevant evidence promptly and look at the entire communication or interaction, rather than relying on an isolated sentence or screenshot. Context can make a significant difference in understanding what actually happened. Interviewing the Parties and Witnesses When interviewing the complainant, subject, and witnesses, investigators should use neutral, fact-based questions. Instead of asking: "Did Tom threaten Sarah?" ask: "Tell me what you observed." Then follow up: What did you hear? What did you see? What happened immediately before the interaction? What happened afterward? What exact words do you remember? Who else was present? Did you observe physical contact? Did either person attempt to end the conversation? The goal is to obtain firsthand facts, not conclusions or assumptions. Consistent Discipline If the investigation substantiates misconduct, the organization should also consider whether comparable employees have been treated consistently. Ask: Have other employees engaged in similar conduct? What policies were applied? What disciplinary action was taken? Are there meaningful differences between the situations? Is there evidence that the employee is being treated differently because of protected activity? Consistency does not necessarily mean identical discipline in every case. The relevant question is whether the organization is applying its policies fairly based on the facts and circumstances of each situation. The Investigator's Checklist Before finalizing a politically charged investigation, ask: ☐ What actually happened? ☐ What evidence supports each version of events? ☐ Did I interview the appropriate witnesses? ☐ Did I preserve relevant evidence? ☐ Did I investigate the complete context? ☐ Could protected-class issues be involved? ☐ Could protected concerted activity be involved? ☐ Are there threats or workplace-violence concerns? ☐ What policy applies? ☐ Have comparable situations been handled consistently? ☐ Can I explain my findings based on the evidence rather than my personal opinion? The Bottom Line When politics turns into a workplace fight, don't investigate the politics. Investigate the conduct. Focus on the facts, understand the context, identify the applicable policies and legal protections, preserve the evidence, interview witnesses objectively, and apply workplace standards consistently. That's how investigators maintain neutrality—and produce findings that are more defensible for both the employee and the organization. Continue Your Professional Development With RPC Human Resources Want to become more confident conducting workplace investigations and handling difficult Employee Relations issues? RPC Human Resources provides practical, real-world training designed to help HR professionals, investigators, managers, and Employee Relations professionals build the skills they need to navigate complex workplace situations. From internal investigations and HR compliance to leadership and Employee Relations, RPC's continuing-education programs focus on what HR professionals need to know—and, more importantly, what they need to know how to do. Ready to sharpen your HR skills? Visit RPCHR.com to explore upcoming programs, dates, continuing-education credits, and registration information. Don't just know HR. Know how to handle it. Visit RPCHR.com and explore our upcoming events and continuing-education programs. About The HR Investigations Podcast The HR Investigations Podcast provides practical insights for HR professionals who conduct, manage, or support workplace investigations. Because when a difficult employee-relations issue lands on your desk, you need more than a policy manual. You need to know how to investigate it. The best investigation is the one you don't have to do. This podcast is for educational purposes only and does not constitute legal advice.
	When Politics Walks Into the Workplace	18 sept. 2026	00:12:46
Topics: Political beliefs vs. protected characteristics Supervisor bias Comparator evidence Investigating promotion decisions Assignment and scheduling disparities Public-sector considerations Why HR should investigate conduct rather than political ideology Investigation checklist: What specific employment action is being challenged? Who made the decision? What reason was given? Is the reason documented? Was it consistently applied? Were similarly situated employees treated differently? Did political beliefs intersect with a protected characteristic? Does state/local law provide additional protection? Did retaliation occur? Legal note for show notes: This episode provides general educational information, not legal advice. Political-affiliation protections vary by jurisdiction and employment sector. Federal EEO statutes enforced by the EEOC generally do not list political affiliation as a protected category. 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. Natalie’s Upcoming Virtual Workshop: September 29-30, 2026 11:00 am – 5:00 pm ET Live, 2-day virtual format REGISTER HERE 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 September 29-30, 2026, from 11:00 am to 5:00 am Eastern. We focus on real situations and how to investigate them in a way that holds up under scrutiny. Register now to take advantage of early bird bonuses REGISTER NOW 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.
	Why Workplace Investigations Matter More Than Ever	15 sept. 2026	00:08:50
In this episode: Why Natalie took a two-month break Why investigations remain one of the most important HR risk-management tools The difference between investigating facts and deciding punishment Why conflicting stories require a structured investigation What's coming in the next several episodes Key takeaway: An investigation isn't about deciding who is right before you gather the evidence. It's about determining what happened and whether the evidence supports the allegations. 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. Natalie’s Upcoming Virtual Workshop: September 29-30, 2026 11:00 am – 5:00 pm ET Live, 2-day virtual format REGISTER HERE 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 September 29-30, 2026, from 11:00 am to 5:00 am Eastern. We focus on real situations and how to investigate them in a way that holds up under scrutiny. Register now to take advantage of early bird bonuses REGISTER NOW 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.
	Supporting Managers Before Issues Escalate: Reducing Risk Through Better Early Conversations	13 juil. 2026	00:19:21
Episode Summary Most workplace investigations don't begin with a complaint to HR. They begin much earlier—with a manager's first conversation about attendance concerns, performance issues, behavioral challenges, or employee conflict. Those early conversations often determine whether an issue is resolved quickly, escalates into a formal complaint, or eventually requires an HR investigation. In this episode of The HR Investigations Podcast, Natalie Ivey sits down with Leshya Sukhu, Founder of NexusAlly, to discuss one of the most overlooked risk points in organizations: the moment a manager first recognizes a potential employee issue. Together, they explore why managers frequently struggle in these situations, how inconsistent responses create organizational risk, and what organizations can do to better support frontline leaders before issues escalate. The conversation also examines the growing role of artificial intelligence in HR and management support, including how AI can provide real-time guidance, conversation coaching, documentation assistance, and escalation support without replacing human judgment. Whether you're an HR professional, employee relations leader, investigator, or people manager, this episode offers practical insights into preventing workplace issues before they become formal HR matters. In This Episode, You'll Learn Why Most Workplace Issues Start Before HR Gets Involved The critical role managers play during the earliest stages of employee concerns Why seemingly small conversations can significantly impact future outcomes How manager confidence affects employee trust and organizational risk Where Manager-HR Breakdowns Commonly Occur Communication gaps between managers and HR Why managers often hesitate to address concerns early The impact of inconsistent leadership responses across teams The Business Case for Early Intervention How proactive conversations reduce investigations and employee relations issues The connection between early intervention and risk mitigation Why prevention is often more effective than remediation Common Mistakes Managers Make During Difficult Conversations Overreacting to employee concerns Underreacting to potential problems Delaying necessary discussions Poor documentation practices Avoiding uncomfortable conversations altogether The Future of Manager Support How AI can reinforce training in the moment of need Real-time coaching and conversation prompts Documentation guidance and escalation recommendations Using trauma-informed and empathetic communication techniques Building More Consistent Leadership Practices Creating repeatable approaches to employee concerns Supporting managers without increasing HR workload Improving outcomes for employees, managers, and organizations Key Takeaways ✔ HR risk often begins long before a formal complaint is filed. ✔ The quality of a manager's first conversation can significantly influence future employee relations outcomes. ✔ Organizations that support managers earlier often experience fewer escalations, more consistency, and stronger workplace cultures. ✔ Training alone is rarely enough; managers need support tools they can access when difficult situations arise. ✔ Responsible AI has the potential to enhance manager effectiveness by providing real-time guidance, documentation support, and escalation pathways. ✔ Better manager conversations today can prevent investigations tomorrow. About Our Guest Leshya Sukhu Leshya Mehta-Sukhu is the founder of NexusAlly, an independent venture shaped by her more than 20 years of experience in Employee Relations, workplace investigations, ethics, compliance, and HR risk. Throughout her career, Leshya has worked closely with managers, HR teams, and leaders during some of the most sensitive moments in the workplace. What she saw again and again was that workplace concerns rarely begin as formal investigations. They usually start much earlier, with a manager unsure how to respond, an employee wondering whether they will be heard, or an HR team trying to guide leaders before an issue escalates. That early space became the focus for NexusAlly: the moment before trust breaks down, risk increases, or HR is forced into a reactive position. NexusAlly helps managers, HR teams, and workplace consultants respond to early employee concerns with more consistency, confidence, and care. The platform brings together practical conversation guidance, emotional intelligence support, state-by-state guidance, escalation pathways, team visibility, and documentation tools to help address concerns earlier and reduce risk without losing the human side of the work. Natalie and Leshya first worked together when RPC Human Resources delivered customized workplace investigations training for Leshya's team during her tenure at Dycom, resulting in measurable improvements in investigation quality, consistency, and risk management practices. Offer: For a limited time, NexusAlly is inviting workplace consultants, HR consultants, fractional HR leaders, and Employee Relations professionals to join Employee Relations IRL — a practitioner community for future-ready Employee Relations. Members will receive early access to the NexusAlly consultant model, a first look at the platform, and a 10% referral opportunity for qualified client introductions that become paid engagements. Book an introductory conversation by July 31, 2026 to explore Employee Relations IRL and the NexusAlly 10% referral opportunity. https://nexusally.co/consultant-partners About The HR Investigations Podcast Hosted by Natalie Ivey, The HR Investigations Podcast explores the realities of workplace investigations, employee relations challenges, compliance risks, and leadership practices that help organizations prevent issues before they require formal intervention. Natalie's philosophy is simple: "The best investigation is the one you don't have to do." Each episode delivers practical insights for HR professionals, employee relations leaders, investigators, and organizational decision-makers seeking to create safer, more compliant, and more effective workplaces. Connect Learn More About NexusAlly https://nexusally.co/ Learn More About RPC Human Resources Visit RPC Human Resources at rpchr.com for workplace investigations training, investigator certificate programs, leadership development, and HR compliance education. Subscribe Be sure to subscribe to The HR Investigations Podcast so you never miss an episode focused on reducing workplace risk and strengthening organizational culture.
	Weingarten rights Series Episode 3: Management’s Response: When to Say Yes—and When to Push Back	06 juil. 2026	00:12:08
In this episode you'll learn: Why the best response to a steward's request for a private consultation is often the simplest one. How granting a short recess can actually strengthen the credibility of your investigation. Why allowing consultation does not mean management loses control of the interview. Practical ways to establish reasonable time limits and expectations before the interview resumes. How to distinguish legitimate representation from repeated interruptions that begin to obstruct the investigation. Professional language investigators can use when breaks become excessive. Common employer mistakes that frequently lead to unnecessary labor-management conflict. How experienced investigators maintain neutrality, professionalism, and momentum throughout difficult interviews. Key Topics Covered Respecting Weingarten Rights While Managing the Investigation Employees represented by a union have important rights during investigatory interviews that may result in discipline. However, those rights exist alongside an employer's responsibility to conduct an effective workplace investigation. This episode explains how those responsibilities work together rather than compete with one another. The Investigator's First Response Matters The way management responds to a steward's first request for a private consultation often sets the tone for the remainder of the interview. Learn why calm, professional responses typically reduce conflict and encourage cooperation. Maintaining Control Without Appearing Adversarial Experienced investigators know they can: Set reasonable break lengths. Establish when the interview will resume. Keep the investigation moving. Prevent unnecessary delays while respecting employee rights. Recognizing When Representation Becomes Obstruction Most union representatives exercise their role professionally. Occasionally, however, repeated requests for lengthy consultations may begin to interfere with the employer's ability to complete the investigation. Learn how to address these situations without escalating tensions. Avoiding Common Management Mistakes The episode also discusses several errors that unnecessarily create labor-relations problems, including: Automatically denying requests for private consultation. Viewing the steward as an adversary rather than a participant in the process. Responding emotionally when interviews become challenging. Threatening discipline against union representatives for appropriate advocacy. Practical Takeaways After listening, you'll be better prepared to: Respond confidently when a steward requests a private meeting. Maintain professionalism during difficult interviews. Balance employee representation rights with management's operational needs. Keep investigations organized, efficient, and legally defensible. Reduce unnecessary conflict while preserving the integrity of the investigative process. Who Should Listen This episode is designed for: HR professionals Employee Relations professionals Labor Relations practitioners Workplace investigators Human Resources managers and directors Supervisors and managers in unionized workplaces Employment attorneys Public sector investigators Anyone responsible for conducting workplace investigations involving represented employees Featured Quote "Respecting representation rights doesn't require surrendering control of the investigation. The best investigators know how to do both." Resources Mentioned National Labor Relations Act (NLRA) Weingarten Rights during investigatory interviews Best practices for conducting workplace investigations in unionized environments
	Can the Steward Call a Timeout? The Recess Question	15 juin 2026	00:07:39
Episode Summary During an investigatory interview, a single question can suddenly reveal the true focus of an investigation. A union steward who initially has little context may immediately recognize that the employee could be facing serious disciplinary consequences. Can the steward stop the interview and request a private consultation? Is that considered protected representation activity under Weingarten, or does it cross the line into impermissible coaching? In this episode, we examine one of the most frequently debated issues in workplace investigations: the union steward's right to request a recess after hearing questions that reveal the direction of the investigation. We explore the distinction between legitimate representation and obstruction, discuss how investigators should respond, and provide practical guidance for HR professionals, labor relations practitioners, workplace investigators, managers, and union representatives. What You'll Learn Understanding the Purpose of Weingarten Representation Why Weingarten rights exist and what they are intended to protect. The difference between passive observation and active representation. How effective representation can require private consultation during an interview. Why fairness and due process are critical components of workplace investigations. When a Recess Request May Arise Situations where a steward may not fully understand the allegations until questioning begins. How investigative questioning can reveal facts, allegations, or potential policy violations that were previously unknown. Why an employee may become confused, anxious, or uncertain after hearing a key question. Common triggers that prompt a request for a private consultation. The Difference Between Advising and Coaching Natalie discusses the critical distinction between: Appropriate Representation Helping the employee understand a question. Clarifying facts and timelines. Ensuring the employee understands the allegations. Encouraging complete and truthful responses. Protecting the employee's rights during questioning. Improper Conduct Telling the employee what story to tell. Encouraging dishonesty or omission of facts. Directing the employee to provide misleading information. Deliberately obstructing the investigative process. How Investigators Should Respond Why a reasonable recess request should generally be granted. Best practices for maintaining control of the interview while respecting representation rights. Setting reasonable expectations regarding the duration of breaks. Managing repeated requests for consultation. Maintaining professionalism during potentially tense moments. Who Should Listen: HR and Employee Relations professionals, investigators, and managers responsible for internal investigations or compliance. Get Trained by Natalie on how to conduct investigations: Natalie’s next 2-day Certificate Program virtual workshop to gain the skills, tools, and confidence to handle any investigation effectively—before a costly mistake happens. The next virtual workshop will be on June 23-24, 2026 from 11:00-5:00 pm Eastern Time. Early bird registration closes at 5:00 pm on Monday, June 15 and includes special bonuses: $100 off registration; signed copy of Natalie's book How to Conduct Internal Investigations: A Practical Guide for Human Resource Professionals; the Supplemental Toolkit with quizzes, sample policies and documentation, and investigative interview question templates, and an RPC canvas tote "swag bag." Additionally, you will receive a Certificate of Training indicating you have attended a 10-contact hour SHRM and HRCI approved program, a spiral-bound training workbook, and Certified Workplace Investigator digital badge that you can use on your Linkedin and social media. Note: this will be Natalie’s only virtual 2-day workshop this summer so register today to take advantage of these special bonuses!
	Weingarten Rights 101: What Every Investigator and Union Steward Should Know	12 juin 2026	00:12:46
Episode Overview: In this first episode of the mini-series, host Natalie Ivey explains what Weingarten Rights are and the importance of internal investigators, especially HR and Employee Relations investigators, in understanding these rights. She further elaborates on common misconceptions, mistakes that are made, and how to handle a situation with a newly elected union steward who pushes the boundaries of the role so the investigatory interview can get back on track. Key Topics Origins of Weingarten rights When rights attach Duties of management Responsibilities of union representatives Common misconceptions Key Lessons from This Episode: ✓ Representation is active, not passive. ✓ Employees must request representation. ✓ Investigators maintain control of the interview. Who Should Listen: HR and Employee Relations professionals, investigators, and managers responsible for internal investigations or compliance. Get Trained by Natalie on how to conduct investigations: Natalie’s next 2-day Certificate Program virtual workshop to gain the skills, tools, and confidence to handle any investigation effectively—before a costly mistake happens. The next virtual program will be on June 23-24, 2026 from 11:00-5:00 Eastern Time. (Please note in today's episode Natalie mentioned it ended at 4:00, but the program concludes each day at 5:00 pm ET). Early Bird registration is still open until end of business day Monday, June 15 so take advantage of the early-bird bonuses!
	The Cost of Missteps – When Investigations Go Wrong	04 mai 2026	00:10:33
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. 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.
	From Vanity Metrics to Board-Level Impact: The Trust & Risk Shift	27 avr. 2026	00:32:11
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 go to: 2-day virtual investigations 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
	Interviewing Complainants, Witnesses, and the Subject: Techniques That Get to the Truth	20 avr. 2026	00:13:58
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 Natalie@rpchr.com rpchr.com
	When Complaints Follow Accountability: The Weaponization of Workplace Investigations	06 avr. 2026	00:09:55
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
	When Complaints Hit Your Desk: The First 24 Hours of an Employee Relations Investigation	23 mars 2026	00:15:42
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.
	FMLA Violations: How Good Intentions Turn Into Federal Investigations	02 mars 2026	00:11:28
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.
	Documentation That Holds Up Under Scrutiny	09 févr. 2026	00:16:21
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.
	Call-in Policies, No Call/No Shows & Job Abandonment	02 févr. 2026	00:17:12
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	26 janv. 2026	00:19:57
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 Natalie@rpchr.com Rpchr.com \| HR-investigations.com State of FL PI Agency Lic. #A3500136 State of FL PI Lic. #C3300513
	When a Subject Requests an Attorney: Handling HR Investigations Legally and Professionally	03 nov. 2025	00:17:08
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	20 oct. 2025	00:17:48
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
	Bullying in the Workplace: Investigating Allegations with Fairness and Confidence	06 oct. 2025	00:12:21
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
	Smart Investigations: How AI and Case Management Solutions are Transforming HR Investigations Case Management	08 sept. 2025	00:31:45
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
	Certified to Lead: Why HR Credentials Matter in Investigations & Employee Relations with Guest CEO Laura Middleton	01 sept. 2025	00:22:00
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
	When HR Gets It Wrong: Lessons Learned from Botched Investigations	18 août 2025	00:11:32
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
	The Power of Persuasion in HR: A Conversation with Cindy Skalicky	11 août 2025	00:32:49
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
	Behind the Curtain: What Executives Need to Know About Internal Investigations	28 juil. 2025	00:20:36
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	14 juil. 2025	00:14:57
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
	If It's Not Written Down, It didn't Happen: How to Get Managers to Document	02 juin 2025	00:18:38
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
	When the Truth is Murky Navigating 'He Said, She Said' Investigations	19 mai 2025	00:20:05
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
	My NEW Book is Coming: How to Conduct Internal Investigations: A Practical Guide for Human Resource Professionals	05 mai 2025	00:12:08
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.
	HR Headaches: Sorting Drama From Real Risk	15 avr. 2025	00:13:15
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
	Gen Z at Work: Workplace Priorities and Employee Relations Red Flags	17 mars 2025	00:26:48
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
	The Digital Edge in HR: How Software Transforms Internal Investigations	03 mars 2025	00:29:16
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
	HR Insights: The Data Speaks	17 févr. 2025	00:16:32
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
	HR Recharge: Strategies For Managing Your Own Well Being	27 janv. 2025	00:27:36
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
	Navigating Employee Relations: Insights and Trends from a Senior HR Leader in Hospitality	09 déc. 2024	00:21:16
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
	Documenting the Details: 3 Key Tips for Investigative Note taking and Documentation	25 nov. 2024	00:14:32
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
	Standing Your Ground: Assertive Communication with an Aggressive Boss or Interviewee	11 nov. 2024	00:21:52
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
	Breaking the Silence: How to Communicate Assertively with a Passive Boss	01 nov. 2024	00:27:13
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
	Seal of Honor: Leadership, Accountability, and Lessons from the Frontline	23 sept. 2024	00:47:42
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
	Write It Down: The Key To Performance Management	26 août 2024	00:16:29
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
	The Importance of Understanding Compliance When Managing a Global Team with Special Guest Daniela Uribe	29 juil. 2024	00:26:57
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
	Investigating a Wage and Hour Issue	22 juil. 2024	00:23:09
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
	Mitigating the Risk of EEOC Charges	08 juil. 2024	00:24:10
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
	How is Hostile Work Environment Harassment Different than Bullying	17 juin 2024	00:18:05
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
	Compliance Spotlight: What Exactly is a Hostile Work Environment	03 juin 2024	00:17:25
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
	Investigating Employees Unreasonable ADA Accommodations Requests	29 avr. 2024	00:16:37
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
	Spotlight on Data Privacy and Why It Matters to HR Professionals with Guest Jason Barrett	16 avr. 2024	00:19:24
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
	How to Prevent HR Investigations:Management Training on the Dos and Don’ts PART 2	19 févr. 2024	00:34:20
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
	How to Prevent HR Investigations:Management Training on the Dos and Don’ts PART 1	11 déc. 2023	00:15:48
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
	The Importance of Creating a Respectful Workplace Policy with Guest Pam Wakefield	13 nov. 2023	00:25:46
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

À propos Méthodologie Contact Me soutenir Politique de confidentialité Mentions légales