Attendance policies don’t fail investigations—enforcement does.

In this episode of The HR Investigations Podcast, we take a closer look at call-in policies, no-call/no-shows, and job abandonment—three areas where employers frequently get it wrong. Using real-world investigation examples, we unpack how inconsistent enforcement, undocumented exceptions, and policy shortcuts often become the focus of claims.

If your attendance policy exists on paper but isn’t enforced consistently, this episode will help you identify red flags before they turn into liability.

• Why call-in policies still matter from an investigation standpoint
• The critical difference between a no-call/no-show and job abandonment
• Common mistakes employers make when declaring job abandonment
• How inconsistent enforcement undermines otherwise solid policies
• Investigator red flags that signal enforcement—not policy—is the real issue
• What should happen instead to protect the organization

• A no-call/no-show is a policy violation—not automatic job abandonment
• Job abandonment is a process, not a conclusion
• Texts and informal workarounds weaken enforceability
• Supervisor inconsistency creates favoritism and credibility risks
• Documentation and clarity are what make policies defensible

• “It depends on the supervisor”
• Informal exceptions without documentation
• No outreach attempts before declaring abandonment
• Policies no one can explain or consistently apply
• Discipline decisions that vary by department or manager

Book: How to Conduct Internal Investigations: A Practical Guide for Human Resource Professionals Available now on Amazon This book provides step-by-step guidance, real-world examples, and best practices for conducting defensible workplace investigations.

Upcoming Virtual Workshop: How to Conduct Internal Investigations: A Practical Workshop for HR Professionals February 17–18 11:00 AM – 5:00 PM ET Live, 2-day virtual format

This hands-on workshop is designed for HR professionals who want practical tools—not theory. We cover intake, planning, interviews, documentation, credibility assessments, and investigation findings, with real-world scenarios throughout.

If you’re responsible for handling internal investigations—or advising leaders on discipline and terminations—this is exactly the type of issue we work through in my upcoming two-day virtual investigations workshop, How to Conduct Internal Investigations: A Practical Workshop for HR Professionals, happening February 17-18 from 11 to 5 Eastern.

We focus on real situations and how to investigate them in a way that holds up under scrutiny.

And if you’re looking for a practical reference you can keep on your desk, my book, How to Conduct Internal Investigations: A Practical Guide for Human Resource Professionals, is available on Amazon and walks you through the investigation process step by step.

If you found this episode helpful, be sure to subscribe, rate, and share The HR Investigations Podcast with a colleague who handles employee relations or investigations.

New episodes drop regularly with practical guidance for HR professionals navigating complex workplace issues.

Episode Description: Attendance problems rarely start with a termination—but they almost always end with one if ignored. In this episode of The HR Investigations Podcast, Natalie Ivey explains why attendance issues are often the earliest indicator of deeper workplace problems. From chronic absenteeism to inconsistent enforcement, this episode shows how early patterns can escalate into investigations and why HR intervention matters before it’s too late.

Key Topics Covered:

• Attendance as both a performance and conduct issue

• Recognizing patterns versus isolated incidents

• The cost of unchecked absenteeism for operations, morale, and compliance

• Why HR often waits too long to address attendance problems

• How attendance records become critical evidence in investigations

Investigations Angle:

• Early documentation can prevent disputes later

• Attendance records often become Exhibit A in investigations

• What to track, how to document, and what not to include

Who Should Listen:

• HR professionals and employee relations specialists

• Supervisors and managers

• Business owners and operations leaders

• Workplace investigators

Key Takeaway: Early, consistent attention to attendance sets the stage for defensible HR decisions—and fewer investigations down the road.

Resources & Links:

• Workshop Registration: Registration Link: https://www.rpchr.com/event/internal-investigations-virtual-event

  Join Natalie’s 2-day virtual investigations workshop and earn HRCI or SHRM credits

• Book: How to Conduct Internal Investigations: A Practical Guide for HR Professionals

Natalie Ivey, MBA, SPHR, SHRM-SCP

Founder & CEO RPC Human Resources 1616 Concierge Boulevard 1st Floor Daytona Beach, FL 32117

Office: (800) 517-7129 Ext. 700

Mobile: (561) 901-9290

Natalie@rpchr.com

Rpchr.com | HR-investigations.com State of FL PI Agency Lic. #A3500136 State of FL PI Lic. #C3300513

Episode Title: When a Subject Requests an Attorney: Handling HR Investigations Legally and Professionally

Episode Summary: What should you do when a subject in an HR investigation says, “I want to have my attorney present”? In this episode, Natalie A. Ivey explains how to respond professionally, maintain investigation integrity, and protect your organization. Learn practical tips for handling requests, explaining company policy, offering alternatives, and documenting the process.

What You’ll Learn in This Episode:

• The legal context of attorney requests in workplace investigations
• How to respond professionally and calmly
• Alternatives to having an attorney present
• Best practices for conducting interviews and documenting requests

Resources & Links:

Resources & Links:

• How to Conduct Internal Investigations – Book & Toolkit
• https://www.linkedin.com/in/natalieivey/
• https://www.rpchr.com/event/internal-investigations-virtual-event-november