HR Investigation: How Objective Are Your HR Staff? You May Be Surprised

by Carie McMichael | Jul 13, 2022 | Human Resources

Having a great human resources team in place can make any executive feel as if they can take on the world. It makes sense that investing in dedicated employees who ensure that the caliber of your recruitment and training initiatives remain gold standard is a solid choice. But when the time comes to conduct a pivotal HR investigation, it’s crucial to ask the question: is your human resources team as impartial as you need them to be to protect your best interests?

Conducting corporate investigations often represents a minefield for leadership. Whether the issue on the table is workplace harassment, FMLA fraud, employee theft, or any number of other unwelcome occurrences, the steps you take next hold the power to elevate or undo your company’s standing.

Indeed, one misstep can set a course for litigation in relation to unfair dismissal or retaliation. If the current unfolding crisis is destined to lead you and your interests into the courtroom, even the faintest whiff of a lack of objectivity may well be your undoing. So lets look at the questions that you must ask yourself before leaving delicate matters in the sole hands of your HR team.

How Objective Are Your HR Staff Really?

When various departments share a single workplace, or even encounter each other on training and team-building days, bonds can be formed that might later cloud judgment and manifest as bias. What might that bias look like? Let’s explore some examples:

• Confirmation Bias
  When your HR team has pre-formed beliefs about those they need to investigate—as is often the case when relationships have been formed—they may be prone to ignore crucial information that does not fit with what they believe to be true, and more likely to cherry-pick information that supports that bias.
• Bandwagon Bias
  Sometimes also referred to as in-group bias, this tendency results in co-workers adopting an “us versus the world” mentality that result in favorable perception of those within the group and adoption of dominant shared beliefs or statements whether correct or not.
• Halo Effect Bias
  The halo effect is often seen following a bad hire, making it a risk-factor within any HR department. In these instances, positive traits become the defining factor of an individual and overshadow clear evidence of wrongdoing on their part.
• Anchoring Bias
  This common form of cognitive bias sees untrained HR investigators become anchored to a conclusion that evidence gathered early in the investigation seemed to justify, and the inability to pivot towards a more accurate conclusion as more facts are presented.
• Status Quo Bias
  When an HR department looses its capacity to function dynamically with stale systems becoming habitually ingrained, status quo bias can manifest as resistance to the change that a critical HR investigation may warrant. The results of this unintentional negligence can be catastrophic as a dangerous course is continually justified.

Only One Chance to Get This Right

An HR investigation is a serious undertaking, and while training a team to handle such matters can be strategically advantageous, so too can be bringing in a skilled external corporate investigator to ensure that objectivity always remains intact. Corporate investigations experts from Lauth Investigations International can provide powerful impartial support to any weighty HR investigation, intricately analyzing facts to ensure accurate, evidenced, and legally sound conclusions are drawn.

Simultaneously, a professional corporate investigator can lift the burden of an HR investigation from shoulders that are already carrying a full workload. Our seasoned investigators are adept at mounting an efficient search for the truth, drawing upon skills that include specialist interviewing techniques, digital forensics, access to verified databases used by law enforcement, and much more. 
We can diligently and discreetly unveil the facts while ensuring minimal disruption to operations that may already be exhibiting signs of strain—all while delivering an impartial results that protects your organization on the road ahead. Would you like to know more about how a corporate investigator from Lauth Investigations International can support your next HR investigation? Contact our team today and mitigate the risks of bias to your business.

Why Would HR Call Me?

by Carie McMichael | Jun 27, 2022 | Human Resources

The phone rings and your answer is met by the unmistakable voice of someone from Human Resources. They want to schedule a meeting, and your mind scrabbles to imagine what could be going on. Responsible for hiring and firing—not to mention navigation a spectrum of other serious matters and investigations—the HR department is one with whom many employees would rather minimize their contact. You ask yourself: Why would HR call me? Let’s delve into the possibilities so that you can approach what comes next with a sense of readiness.

When Human Resources Step In

Of course, when someone from HR dials your number, there’s a chance that it is in regard to something entirely routine such as scheduling performance evaluations or implementing training and team-building programs. Equally, it could announce less-welcome news, like changes to benefits or compensation, news of a transfer, or the dreaded initiation of layoffs.

When that call comes without any warning from leadership, however, there is a good chance that the gears of an HR investigation are beginning to turn. Whenever something untoward occurs in a workplace—whether theft, a complaint, a dispute, or any form of criminality—it is the company’s duty to conduct structured and tactical corporate investigations, so what might these involve?

Types of HR Investigation

The diversity of incidents that might trigger an HR investigation vary in scope and seriousness. Many relate to corporate culture and might include things like workplace harassment or discrimination. A violation of workplace policy or code of conduct may have taken place, either in the form of direct employee behavior or actions recorded on social media and via other digital channels. 

A spectrum of theft types might have taken place, spanning from time theft to asset misappropriation. On the most extreme end of the spectrum, white collar crimes such as fraud and embezzlement might be under the spotlight. Here are some of the types of investigation that HR might take the lead on:

• Workplace harassment and bullying
• Sexual harassment and sexual assault
• Employee discrimination
• Time theft and malingering
• Theft of material assets
• Workplace violence
• Breaches of code of conduct
• Toxic corporate culture
• Non-compete violations
• Financial fraud, embezzlement, and forgery
• Whistleblower reports

Why Would HR Call Me?

Returning to your most pressing question: Why would HR call me? If an investigation is under way, it may be that your actions are under suspicion, but it might also be that your assistance will be integral to the fair and accurate conclusion of an HR investigation into colleagues working by your side. You might already be aware of something unsavory going on within your workplace setting, or you may unknowingly be privy to facts that will help crucial justice be served.

If HR calls you in this regard, in all likelihood you will be asked to make a statement and submit to a formal interview. Your employers may have enlisted the assistance of external corporate investigations services—this is particularly likely if the grievance is serious in nature—and so you may find yourself interacting with a skilled corporate investigator, who will guide you towards contributing as effectively as possible to proceeding.
Crucially, if you have done nothing wrong, then effective HR investigations will serve to safeguard the integrity of your professional standing and team while ensuring that the true offenders are held to account. If you’d like to know more, discover how Lauth Investigations International supports organizations across America in the pursuit of successful HR investigations. If mounting your own investigation, turn to experts you can trust. We are always just a click or phone call away.

How A Private Investigator Can Make Your Human Resources Stronger

by Carie McMichael | Apr 15, 2022 | Human Resources

When human resources function like a well-oiled machine, teams flourish and profits soar. However, when HR practices slide even a little off track, the resulting problems can be pervasive. Issues such as rapid turnover, employee fraud, workplace theft, and so many more can pop up as symptoms of an eroding corporate culture. Meanwhile, even the need for a single human resources investigation can leave a company open to potential litigation—placing a lot of pressure on an HR team that should be focused on forging a bright future rather than doing damage control.

If your human resources department has become mired in complaints and can’t seem to break the pattern, there’s a good change that your HR investigation protocol isn’t up to the task. Simply reaching for an HR investigation template sometimes isn’t enough—as reoccurring issues could be a sign of a concealed wider issue, or questions might be raised about the impartiality of those doing the investigating. 

So, where is a business in the grips of an HR conundrum to turn? The answer lies with the skills of the external human resources investigator. This form of corporate investigator is ever-ready to provide expert insight into HR practices that may be letting you down. Even better, they will objectively take the lead on your delicate workplace investigation, so your in-house team can stop putting out fires, and start breathing again.

Potential Findings of a Human Resources Investigation

Through our corporate investigations work here at Lauth Investigations International, we help countless businesses tug on the thread of individual HR issues, revealing the root causes that lie behind previously impassable challenges. While the scope of work carried out by a human resources investigator from our team is potentially vast, here are some examples of what our collaborative workplace investigation might uncover:

• Pervasive Workplace Theft
  A valuable piece of inventory has vanished and your HR team is on the case. However, is it possible that losses have been trickling away unchecked for months? A specialized corporate investigator can shed light on the situation before it gets out of hand.
• A Pattern of Workplace Bullying or Harassment
  Many employers don’t see the connection between different HR investigations. A harassment complaint here and a discrimination complaint there may indicate a widespread problem that will soon land your company in hot water.
• Unhealthy Recruitment Practices
  Perhaps shockingly, Business Insider places the cost of replacing a bad hire at anywhere between 30% and 400% of their annual salary. Misguided recruitment strategies are a financial drain that cannot be underestimated, so tackling this issue is a must.
• Fraudulent Compensation Claims
  To your human resources team, your employees are familiar and friendly faces, encountered every day. This can make it tricky to be objective over compensation claims. An impartial external human resources investigator will be able to audit claims to make sure nobody’s taking liberties.
• White Collar Crime

It’s one thing when employees stretch and bend the rules to their own advantage, but it’s another entirely when they walk onto the premises each day with the cool and calculated intention to commit crime and get away with it. When something doesn’t add up, don’t hesitate in bringing in a corporate investigator with the skills to uncover the deeds of those trying to cover their tracks.

2. An Impartial Outsider’s Value in a Human Resources Investigation

There’s no escaping that there are potential legal ramifications to any human resources investigation. The truth is that towing the line with an antiquated HR investigation process, pulling out the same tired old workplace investigation template, or being sloppy about choosing HR investigation questions for accused parties can all leave your business vulnerable to liability. 
When your company’s profit or reputation are on the line, turn to an external human resources investigator who can keep your HR procedures iron clad. The dedicated corporate team here at Lauth Investigations International are ready to answer your questions. Get in touch to find out more about how we can provide critical human resources support to your business moving forward.

Hiring A Workplace Investigator: Don’t Let Discrimination Derail Your Business

by Carie McMichael | Mar 30, 2022 | Human Resources

The tricky thing about discrimination in the workplace is that damaging shots can be firing in all directions long before they appear on leadership’s radar. What begins as a veiled microaggression here and there can quickly escalate when a perpetrator feels emboldened. On the other side of the equation, when an employee finds themselves a victim of discrimination—whether on the basis of race, sexual orientation, age, gender, or disability—they may find it hard to know where to turn. If nobody raises the alarm, all too often, nobody pulls the trigger on a much-needed workplace HR investigation, allowing chaos to rule supreme.

Particularly when corporate culture has taken an unhealthy turn, the targeted employee may feel isolated and in fear of retaliation if they report their experiences. As such, it is always best to treat a discrimination complaint as the tip of the iceberg. Of course, you hope that the true extent of a far larger problem isn’t lurking below the surface—but you launch your workplace investigations as if it might be. Only then can you ensure that you’re doing your employees justice and protecting your company from unwelcome consequences on the road ahead.

The Key To Conducting Workplace Investigations

When a discrimination complaint lands on your desk, it’s understandable that you’d want to keep it on the down-low while you piece the facts together. However, this represents a perilous moment in terms of decision making, because every step taken may invoke complications if the complaint ever leads to litigation. You’re going to need to be able to demonstrate that workplace investigations were impartial, diligent, and by the book. If there is any doubt that your HR team can be objective when investigating complaints in the workplace, it is always best to call in an independent workplace investigator.

Equally important is keeping in mind that a one-size-fits-all workplace investigations template might leave a lot to be desired. If the right workplace investigation questions aren’t asked, or optimal workplace investigations best practices aren’t followed, the resulting report may not be worth the paper its printed on—leaving your business open to legal action from the complainant or an unfair dismissal suit from the accused. When the matter at hand is of a delicate nature, discreet third party workplace investigations support represents the safest and most responsible route.

How To Conduct a Workplace Investigation With External Assistance

When workplace misconduct investigations arise, a dedicated workplace investigator can provide unparalleled navigational assistance. Their presence will lift the burden of investigating colleagues from the shoulders of your HR team while ensuring minimal disruption to your day-to-day operations. When conducting workplace investigations, a trusted corporate investigator will harness a broad skill set including excellent interpersonal skills, strict confidentiality, practised information gathering, and—where necessary—surveillance techniques in the name of resolving the matter. The result is peace of mind for you and your team, and a workplace investigations report that you can trust.
As an employer, you of course have a responsibility to nurture a discrimination-free environment for your employees. With this in mind, an increasing number of companies choose to get ahead of potential risk with periodic Corporate Culture Audits. This simple practice prevents the unhealthy environment within which discrimination might seed from becoming established. So, whether you are investigating complaints in the workplace or hoping to avoid the need to do so in the first place, Lauth Investigations is ready to assist. Learn more about our expertise in the area of workplace discrimination. Alternatively, contact our team directly to discuss your unique needs in detail, and receive a free no-obligation quote.