In episode 187, Coffey talks with Leah Stiegler about best practices for the intake process for workplace
investigations.

They discuss when employers must investigate complaints versus when they can decline; examples of
investigations that revealed unexpected findings; handling confidentiality requests from complainants;
documentation requirements for complaints and investigations; managing employees who don't want
formal investigations; proper record retention practices.

Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more
information about our commitment to quality and excellent customer service, visit us at
https://imperativeinfo.com.

If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-
approved for half a recertification credit. To obtain the recertification information for this episode, visit
https://goodmorninghr.com.

About our Guest:

Leah can walk employers through any workplace situation. From complex personnel matters, to
implementing client-specific performance management practices, Leah advises employers to navigate
these issues to keep them out of court. Her counseling covers the entire employment spectrum:
recruitment, onboarding, workplace culture, pay equity audits, RIFs, terminations and severance
packages. Leah handles workplace investigations and defends actions before administrative agencies
such as the EEOC, DOL, and NLRB. Leah has extensive litigation experience, defending employers in state
and federal court on claims including but not limited to: Breach of employment agreements
Harassment, discrimination, and retaliation (Title VII) Whistleblower complaints ADA or religious-based
failure to accommodate claims FMLA non-compliance Workplace violence and negligent supervision
FLSA unpaid overtime, misclassification and off-the-clock claims Workplace safety, OSHA, or VOSH
actions.

Leah also represents employers navigating union issues, labor relations arbitrations and collective
bargaining. Every workforce loves Leah's dynamic public speaking style. Having traveled the Mid-Atlantic
to train front-line employees, upper management, HR and other industry professionals, Leah creates
custom workforce training programs with her team and has fun doing it!
Leah also maintains a higher education practice. She provides day-to-day compliance advice to public
and private higher ed institutions on employment and student-related matters. These include navigating
Title VII, Title IX, and code of conduct investigations, faculty, administrative, and athletic coach contracts
and severance packages, tenure and promotion processes, and pay equity audits. Leah also trains school
leadership, such as Deans and Chairs, on improving documentation and engaging in performance
management of faculty.

To see Leah in action, check out What's the Tea in L&E!
Leah is perpetually single with lots of free time to fine-tune her stand-up comedy routine. When not in
the office, you can find Leah crossing up (and trash talking) opponents on the basketball court or busting
out a less-technical, overly passionate Moon Walk at hip hop class.
Leah Stiegler can be reached at
https://www.woodsrogers.com/
https://www.linkedin.com/in/leah-stiegler-28aa7a62/

About Mike Coffey:

Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and
registered yoga teacher.

In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse
clients make well-informed decisions about the people they involve in their business.

Imperative delivers in-depth employment background investigations, know-your-customer and anti-
money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate
clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private
estates, family offices, and personal service agencies.

Imperative has been named a Best Places to Work, the Texas Association of Business’ small business of
the year, and is accredited by the Professional Background Screening Association.

Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where
each week he talks to business leaders about bringing people together to create value for customers,
shareholders, and community.

Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as
the North Texas HR Professional of the Year.

Mike serves as a board member of a number of organizations, including the Texas State Council, where
he serves Texas’ 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the
Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the
Talent Committee.

Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute
and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher
(RYT-200) and teaches multiple times each week.

Mike and his very patient wife of 28 years are empty nesters in Fort Worth.

Learning Objectives:
1. Identify when informal complaints trigger an organization's duty to investigate
2. Develop effective intake procedures that protect both the organization and complainant while
maintaining appropriate documentation
3. Implement systematic investigation processes that follow proper scope and documentation
protocols regardless of complaint severity