IN THIS ISSUE: A research-based approach to credibility assessment that challenges some common assumptions about detecting deception in workplace investigations. The 54% Problem We Don’t Talk About If you’ve been relying on reading body language, watching for nervous tics, or trusting your “gut instinct” to detect lies in workplace investigations,
Most employers treat an internal investigation report as a procedural formality — something to have on file in case things escalate. Former EEOC investigators describe it differently: the report is either a tool that limits your exposure or a document that expands it. There is not much middle ground. This
The conventional wisdom among employers facing a workplace complaint is that bringing in an outside investigator signals seriousness and earns credibility with the Equal Employment Opportunity Commission (“ EEOC”). An internal investigator, the thinking goes, is just defending the company. A former EEOC investigator with Association of Workplace Investigators (“
Most hiring discrimination does not begin with intent. It begins with informal processes, unexamined assumptions, and decision criteria that nobody wrote down. By the time an EEOC charge arrives, the employer’s best evidence is whatever the hiring officials said to each other in email, and that record is rarely helpful,
Workplace investigators and HR professionals are encountering a new pattern in complaint intake: formal, well-structured complaints that read like they were written by someone with legal training, filed by employees who have no formal legal background at all. The complaints use the right terminology. They identify the correct protected categories.
Most employers treat a bad Glassdoor review as a reputation problem. A negative Facebook post about workplace conditions gets escalated to leadership, someone gets terminated for it, and the incident is filed under “social media misconduct.” The legal exposure rarely enters the conversation until the US Equal Employment Opportunity Commission
Every company eventually hires a Teddy. He is brilliant, essential, difficult, and somehow still surprised that other people have memories, phones, and boundaries. Then the complaint lands three weeks before a product launch, a financing round, or the close of a quarter. Suddenly, this is not office drama. It is
Oh, hello, anxious business owners and HR managers. We see you sweating over the latest employment law headaches — sexual harassment claims, retaliation lawsuits, and those delightful “did we train enough?” nightmares. Relax. Workplace chaos happens. Expensive workplace chaos does not have to. Let’s break it down with a smirk
Feeling like employee smartphones are ticking time bombs of workplace drama? The workforce is glued to devices, and those devices hold texts, photos, app messages, and location data that can shape the outcome of a dispute. From sneaky texts to cloud-stored shenanigans, digital evidence can be a goldmine, but only
If you have ever handled a harassment complaint, retaliation allegation, or “this manager is a walking liability” situation, you already know the drill. You move fast. You document. You keep it as calm and confidential as possible. You either investigate internally or bring in an outside investigator so it is
