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HR INVESTIGATIONS BLOG

Blogs

  1. How Do I Properly Document the Steps of an HR Investigation?

    The quality of an HR investigation can have dramatic impacts on an agency.  It can determine which employees remain at the agency.  It can impact agency culture for years.  And if either the complainant or the subject of the investigation feels that they were treated unfairly, it can also have legal implications. A well-run workplace…

  2. Investigate Sexual Harassment Claims Now, or You May Lose the Right

    A sexual harassment investigation is a bad experience for most people involved.  First and foremost, the victim must recount an embarrassing and potentially traumatic event.  Co-workers must testify against co-workers or supervisors who might attempt to retaliate, and the HR department has to walk a tightrope to ensure that bad actors are held accountable but…

  3. The Most Critical Catalyst to a More Productive Workforce

    The public sector faces a unique HR challenge: unlike most private companies, their workforce represents nearly every profession out there.  The skills required for an employee to be successful vary tremendously depending on the employee’s agency or department, their position within the agency or department, and their profession or job focus.  But the most critical…

  4. 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. …

  5. Hire for Honesty

    If you’ve ever been responsible for hiring someone, you know how frustrating it can be.  No matter how explicit you are about a skill, certification or type of experience being an absolute requirement, people lacking the requirement still submit resumes.  In fact, in many cases the vast majority of applicants are totally unqualified for the…

  6. 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.

  7. The Principle of Least Privilege for Data and Information Access

    The files safeguarded by the Human Resources department are among the most sensitive in many government agencies. HR file access is typically limited to HR and high-level administrators.  While this is the law, it is also good practice.  If this wasn’t the case, someone would almost certainly discover they had access to that data, either…

  8. How Recruiting Challenges Can Lead to Employee Misconduct

    The recruiting challenge faced by government agencies is a tremendous one.  A March study by the National Association of State Chief Administrators found that government job posting rose 11% from 2013 to 2017, while the number of people applying for state jobs declined by 25%.  There are plenty of reasons; it is difficult to attract…

  9. 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…

  10. 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.