Boundaries aren’t about building walls — they’re about creating clarity. When managers and employees respect professional boundaries, trust grows, conflicts decrease, and teams thrive. Without them, the door is wide open for favoritism, blurred lines, and disputes that derail productivity.

Workplace investigations can protect your business — or sink it. Too many organizations cut corners, skip documentation, or let bias creep in. These mistakes don’t just hurt credibility; they open the door to legal risk and long-term morale damage. Here are the five most common missteps and how to avoid them.

Bad documentation is a legal landmine. In this post, we’ll show you how to capture facts, timelines, and credibility assessments without editorializing or crossing ethical lines. Plus: the #1 mistake HR pros make when writing up findings.

Not all investigation trainings are created equal. Some teach you how to ask tough questions—others leave you guessing what’s legally sound. In this post, we break down precisely what a credible workplace investigation training should cover—from legal grounding and trauma-informed interviewing to due process and documentation. Plus, what to avoid if you don’t want your process falling apart in arbitration.

The Equal Employment Opportunity Commission's EEOC updated "Enforcement Guidance on Harassment at Work" we provide a summary of key updates.

I am sure you’ve seen it in the news, one investigation after another, either for misconduct, harassment, or workplace bullying. But what...