The HR Investigations Podcast

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.

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.

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:

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.

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.

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.

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:

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.

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:

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.

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:

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.

Political disputes often generate electronic evidence, including:

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.

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:

The goal is to obtain firsthand facts, not conclusions or assumptions.

If the investigation substantiates misconduct, the organization should also consider whether comparable employees have been treated consistently.

Ask:

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.

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?

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.

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.

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.

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.

Topics:

Investigation checklist:

Legal note for show notes:

Book:

Natalie’s Upcoming Virtual Workshop:

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.

In this episode:

Key takeaway:

Book:

Natalie’s Upcoming Virtual Workshop:

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.

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.

✔ 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.

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.

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.

https://nexusally.co/

Visit RPC Human Resources at rpchr.com for workplace investigations training, investigator certificate programs, leadership development, and HR compliance education.

Be sure to subscribe to The HR Investigations Podcast so you never miss an episode focused on reducing workplace risk and strengthening organizational culture.

In this episode you'll learn:

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 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.

Experienced investigators know they can:

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.

The episode also discusses several errors that unnecessarily create labor-relations problems, including:

After listening, you'll be better prepared to:

This episode is designed for:

"Respecting representation rights doesn't require surrendering control of the investigation. The best investigators know how to do both."

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.

Natalie discusses the critical distinction between:

Appropriate Representation

Improper Conduct

Who Should Listen:

Get Trained by Natalie on how to conduct investigations:

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.  

Episode Overview:

Key Topics

Key Lessons from This Episode:

✓ Representation is active, not passive.

✓ Employees must request representation.

✓ Investigators maintain control of the interview.

Who Should Listen:

Get Trained by Natalie on how to conduct investigations:

Episode Overview:

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:

Case Highlight – SHRM Lawsuit:

Why This Matters:

Who Should Listen: