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HR INVESTIGATIONS BLOG

Category Archives: Blog

  1. The Coronavirus’s Devastating Impact on State Budgets

    The biggest debate in Congress right now is what provisions end up in the next stimulus bill.  Senate Republicans want to end the increase in unemployment insurance payouts, which in some cases paid employees more during their time unemployed than they made while working.  House Democrats want to avoid business immunity from Coronavirus-related employee lawsuits. …

  2. Three Ways COVID-19 Will Change State Government Agencies

    Right now, most state governments are trying to figure out how to get through these next few weeks.  Many states face a still-growing tide of Coronavirus patients.  Those with a declining rate of new infections face the incredibly important decision on when to allow more people back to work, and how many industries will be…

  3. The Financial Cost of Sexual Harassment

    Most government agencies wouldn’t talk publicly about sexual harassment in terms of its financial costs.  There’s a good reason for that – reducing an employee’s emotional damage to a financial impact is a heartless worldview. It might even imply that the agency would allow the behavior to continue if only they could mitigate the costs. …

  4. Five Components of an Effective Performance Review

    Performance reviews can be time consuming and stressful, but they shouldn’t be useless. If a performance review has these five components, it is more likely to produce positive results.

  5. Remind Employees How to Submit Complaints to Show You Are Serious About Stopping Misconduct

    For many employees, onboarding is the last step before they can begin their job.  It’s a deluge of paperwork, federally mandated workplace notifications, and agency-wide directives.  Sometimes, training videos are also required.  Once this process is completed, new employees can finally begin their job, meet their team, and learn about the reality of the job…

  6. Avoiding Agency Data Leaks

    Poor employee education and weak processes cause government data leaks, harming employees and leading to public scandals. Learn how to reduce your exposure to data leaks with this infographic.

  7. Critical HR Capabilities: Developing Relationships with Supervisors

    For many reasons, supervisors should be one of the best resources for HR departments.  At nearly any agency, there are many more supervisors than HR professionals. Most supervisors interact with their employees on a near-daily basis and are the first line of resolution for any problems employees are having in the course of their work,…

  8. Are Your Agency’s Employees Just Showing Up for a Paycheck?

    The best way to build camaraderie among employees is to lead them to work together toward a shared purpose.  Along the way, they will share experiences, leading to a shared identity as a member of the team.  Without that shared identity, it’s hard to build camaraderie. That’s why offices with these three traits not only…

  9. Establishing a Pattern of Facts in HR Investigations

    One of the most important jobs of an investigator is to establish a pattern of facts.  Multiple witnesses reporting the same sequence of events bolsters confidence in the accuracy of the claim.  Finding the same error at multiple locations establishes an agency-wide challenge.    And multiple instances of the same bad behavior help establish intentionality in…

  10. Why a Consistent Process is Critical to an HR Investigator’s Success

    Agencies that care about their culture and creating a positive work environment provide higher-level jobs and better pay to high-performing staff only if they treat their co-workers with respect.  In contrast, agencies that don’t care about values or culture tolerate bad behavior by promoting “high-performers” regardless of how they treat their co-workers, which makes the…