Transition in. Move into "Employee Relations Investigations — Your Role" by linking it to the previous slide. Give the group a one-sentence "why this matters" before walking through the points below. Talking points (walk through each in order): 1. Manager's Job in an Investigation. Receive the initial complaint, document what you heard, and route to HR. That is all. Facilitator tip: say this in your own words, then ask the group for a real example of "manager's job in an investigation" from their own team before moving on. 2. What You Do NOT Do. Interview other employees, confront the accused, draw conclusions, or share information with anyone outside of HR Facilitator tip: say this in your own words, then ask the group for a real example of "what you do not do" from their own team before moving on. 3. During an Active Investigation. Maintain completely normal work assignments and treatment for all involved employees. Any change can be perceived as retaliation. Facilitator tip: say this in your own words, then ask the group for a real example of "during an active investigation" from their own team before moving on. 4. If Team Members Ask. "There is a confidential HR matter I cannot discuss. Our team norms and expectations remain unchanged." Facilitator tip: say this in your own words, then ask the group for a real example of "if team members ask" from their own team before moving on. 5. Investigation Intake Scenario. Two employees have a heated argument — gather facts from each separately, document objective behaviors only, route to HR for formal investigation Facilitator tip: say this in your own words, then ask the group for a real example of "investigation intake scenario" from their own team before moving on. Engage the room. Ask: "How does this show up in your team today?" — let two or three people respond. Timing & transition. Aim for roughly 6–7 minutes on this slide. When the points have landed, transition forward with a short bridge such as "Now that we've covered employee relations investigations — your role, let's look at what comes next."

Speaker Notes · Slide 1

Strategic Leadership, Harassment Duty & ER Investigations