Estimated reading time: 3 minutes
One of the biggest responsibilities HR professionals have is managing investigations. We might not be investigating something all the time, but when we do, it’s important that we get it right. It starts with employees feeling comfortable with bringing concerns to their manager or HR.
But listening to employee concerns can also raise challenges for HR. Sometimes, employees just want to vent. Or they don’t want anyone to know that they’re talking to HR. This doesn’t mean we should make it difficult for employees to express their concerns. However, as HR professionals, we have an obligation to investigate when needed.
That’s why I’m thrilled in this episode of The HR Bartender Show to chat with Heather Bussing. She is a California employment attorney with over 30 years’ experience providing sensible and strategic advice to employers. Her deep experience with business, humans, technology, and work gives her a unique perspective focused on preventing and solving problems rather than fighting about them.
Heather has been interviewed and quoted in the New York Times, Wall Street Journal, CNN, Business Insider, and NPR. She also teaches Legal Writing and Internet Law. Also, a quick P.S.! Please don’t forget that Heather’s comments shouldn’t be construed as legal advice or as pertaining to any specific factual situations. If you have detailed questions, they should be addressed with your friendly neighborhood labor and employment attorney.
Just because one of HR’s roles is to manage investigations, it doesn’t mean we have to conduct all of them. For example, knowing when to bring in outside expertise is an important decision. It could be in the best interest of everyone involved to utilize the services of an outside professional.
Where HR does play a critical role is helping the organization regain trust after an investigation. Sometimes investigations can chip away at organizational safety and trust. Helping employees and organizations after an investigation is something absolutely necessary and we don’t spend nearly enough time talking about it.
If you want to connect with Heather:
LinkedIn https://www.linkedin.com/in/heather-bussing-785122161/
Twitter https://twitter.com/heatherbussing
During the show, I promised to share with you a few of my favorite interviews with Heather.
Social Media Background Checks: Are They Okay?
Companies: When to Call a Labor and Employment Lawyer
When to Tell Your Employer that You’re Pregnant
Season 3 Episode 2 – Attorney Heather Bussing Notes
Season 3 Episode 2 – Attorney Heather Bussing Transcript
Thanks for listening to our podcast. This season of the HR Bartender show is brought to you by our friends at Case IQ, the leading provider of modern investigative case management software to handle virtually any type of workplace incident. With millions of cases resolved, and billions of dollars in litigations avoided, trust Case IQ to help you protect your employees, your organization, and your brand.
You can subscribe to The HR Bartender show on Apple Podcasts, Spotify, Google Podcasts, TuneIn, and wherever you can listen to your favorite podcasts. And we would absolutely love it if you would leave a review.
The post Workplace Ethics [Episode 2]: Heather Bussing on HR’s Role in Investigations appeared first on hr bartender.
0 Commentaires