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I was placed on paid administrative leave while an investigation is done.

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I was placed on paid administrative leave while an investigation is done. I want to clear my name since I did nothing wrong. I will have the union rep go to the HR meeting with me to discuss the situation that occurred. I will bring documents proving I did nothing wrong. Is there anything else I should do before the meeting? Thank you

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  1. Anonymous

    Practice being clear and concise. Write a list of statements so you aren't all over the place if asked to speak. Pratice being calm and centered and only speak when spoken to. You'd be surprised at how many weaken their position because they act emotional and derail the meeting with needless chatter.

    Trust that your union rep has your best interest at heart. Take their direction .

    Let us know how it goes.

  2. Anonymous

    Agreed. No matter WHAT they say - and it may seem like character assassination or that they are intentionally lying, the union rep is why you pay union dues. Let them run the show and bite your tounge. Good luck!

  3. Anonymous

    Is it typical to be told not to speak to coworkers or check work email while on paid leave? This request has me worried that they are trying to fire me.

  4. Anonymous

    Print every email related to whatever you are being investigated for and document everything you possibly can. Think about what your accuser is likely to say and how you are going to respond. If you are accused of doing something illegal, consider consulting a lawyer. Many are of the "we don't get paid until you get paid" variety, so it doesn't necessarily need to cost you money. If your union is strong, they may even provide a lawyer for you. If you look good in navy blue, consider wearing a it to the meeting because research shows that people wearing that color are considered trustworthy. Even though it's a pretty fall color, avoid wearing orange because it's associated with being flaky/not taking it seriously, and it's the color of many prison uniforms.

  5. Barbara

    This is fun especially the color choices for the meeting. I'd forgotten about Navy blue. My step dad used to call it his sincere suit.

  6. Dr. Patty Gross

    Not so much before the meeting, but when you're there, only answer questions asked without embellishment. If they are willing, ask your union rep to go through a "mock" session to help you prepare.

  7. Barbara

    EXCELLENT ADVICE! These investigations are mandatory and meant to check a box not fire you. emotionally they are super taxing. Take care of yourself and be prepared and professional.

  8. Anonymous

    Pray.

  9. Anonymous

    Lawyer up

  10. Anonymous

    How can you tell someone to lawyer up when the OP has provided ZERO specifics on her case! We don't know if this is a medical malpractice issue, if someone was injured, of if she embezzled funds? We have NOTHING to base advice on. Once again, FGB races to a default position of hiring an attorney. Get real!

  11. GirlBossanova934974

    Whenever possible, please let your Union Rep do the talking. Make sure you and your Union Rep are on the same page before the HR Meeting.

  12. Marguerite Farley

    Maybe bring witnesses to the alleged event/ activity. Hopefully your union rep is fair and unbiased. I had an experience years ago where the union was pressing me in our meeting and I had to threaten legal action in order to get them to release my benefits

  13. GirlBossanova934974

    The union rep should act like your lawyer in an unlawful termination deposition. You should both be on the same page. He or she should be acting as your advocate at all times. Your answers should be rehearsed by the union rep BEFORE the deposition or hearing,

  14. Anonymous

    When a job wants you out, they will find a way. Think of this as you will soon be out of work. You can fight all you want or bring any documents or proof, it won’t matter. Pour your energy into getting a new role. If they don’t get you this time, they’ll find something else. You’re on borrowed time.

  15. Anonymous

    Definitely prepare by thinking of every possible question that you might be asked and your responses. Practice. Write it down. Bring your notes to your meeting. Bring paper and pen to write things down. Do not talk about what that person or this did unless relevant to the situation for which you are being investigated.

    Most importantly, speak with your Shop Steward, They should be representing you. Make sure you are both on the same page before going into the meeting.

    Good luck!

  16. John Herndon

    Difficult to say as there are no specifics. If this is really that serious, why haven’t you contacted an attorney?

  17. Anonymous

    I have not been told the specifics of the investigation yet. I have an idea what is being investigated and I did nothing wrong. Contacting an attorney costs money I would prefer not to spend.

  18. Anonymous

    Unfortunately I agree with some of the other comments here. If a job wants you out, they will find a way. That’s not to say that you shouldn’t clear your name. Since you’re in a union, it’s likely that your next job might be in the same union, yes? So, this is what I would do if I were you. I’d consult an attorney just to have a consultation if your union is open to this. I’d also get my evidence in order to present. This is more for the union than your job because your job will find a way to fire you even if this doesn’t go in their favor. This is just the nature of the beast. Also do you want to work at a place that falsely accused you of something? Is it really worth it? Can you find another job in your field? I’d put all your energy into that, if I were in your shoes.

  19. GirlBossanova627261

    All comments based on planning ahead are correct. You can prepare yourself for 1/2 the meeting simply by speaking to your union rep about previous cases in the past related to yours and prior judgements. You can learn about prior jusdgements as in some cases companies will offer you hush money in the form of severance in return for a signed agreement. My recommendation is go in knowing your end game. If your goal is to fight for your name regardless of the cost be prepared for an outcome in which you are walked out empty handed, but you will have the knowledge you fought for your beliefs. If your goal is financial gain to transition to your next role, be ready for negotiation should your case prove strong. I also agree that exploring the job market while your case is being heard does not hurt. Especially if it is paid leave. Extending the case through multiple grievance steps buys time to search.

  20. Anonymous

    If you have proof that you did nothing wrong, your union rep should back you all the way. Clear your name and get restored!

  21. Linda Schultz

    Your union rep should be telling you what the process is and what needs to be done.

  22. Anonymous

    Consult with an employment law attorney STAT...before the meeting. Corporations know when they can overrule union stewards and contracts

  23. Anonymous

    If you have a Union rep they should be able to tell you specifically what you are being investigated for. I have never heard of anyone being placed on administrative leave and not knowing specifically why they are being investigated. You and your Union rep need that information in order to plead your case to HR. I'm not sure how you can provide documents proving you did nothing wrong if, as you said in one of your responses, you do not know specifically why you are being investigated. However, above you say you have a meeting with HR to discuss the "situation" that occurred. If there was a "situation" it would seem to me like you do know why you are being investigated, so I am confused.

    I feel like there is a lot of information missing here, which makes it almost impossible to provide helpful feedback.

    Your Union rep should advocate for you, so I would simply rely on them for the time being. I know that my husband was a Union Member and his Union also included legal council, so you should check with your rep to see if that is also available to you, should you need it.

  24. Anonymous

    I do not want to provide too many confidential details on this site. I am aware of one issue. I do not know if I am accused of anything else.

  25. Anonymous

    I'm an investigator. For you to be on PAL it must be serious. Review the allegations, prepare your documents to support your defense, think of possible witnesses, be honest, and pray because this kind of situation can be anxiety inducing. Answer the questions, don't offer extra information unless it supports your defense, be specific about dates so it's easy to verify your statements, and again who or what suports your answers.

    If you need to take a break during the interview ask for one. You can also ask for time to conference with your rep. Best wishes.

  26. Anonymous

    No one was injured. I am surprised I am on paid leave.

    I will ask the union rep for the allegations a few days before the meeting.

    I worry management is looking for a reason to unfairly fire me. What is the typical time from for an investigation? This investigation is taking two weeks.

  27. Anonymous

    Investigations can take months. You should already have the allegations. If they really want to terminate you they may offer a settlement.

    It wouldn't be the worst thing to look at what else is out there while you're out on paid leave.

  28. Anonymous

    I am actively looking for another job!

  29. Wanda

    That's great!

  30. Anonymous

    What exactly is the mandate of a workplace investigator? Is it to gather facts, or to make determinations about credibility and legal conclusions? If it's the latter, then we should be honest about the qualifications required: only a retired judge has the depth of training and experience to do that responsibly.

    Most HR consultants — however well-intentioned — lack the legal rigor and psychological training to assess credibility in a defensible way. Even lawyers, unless specifically trained in adjudication or forensic interviewing, are not equipped to make nuanced findings about truthfulness or motive.

    Workplace investigations often become self-fulfilling and corrosive, especially when the process itself lacks transparency, neutrality, or proper expertise. If an external investigator is truly necessary, the standard should be higher. Use someone with judicial experience — not just someone with a consulting website.

  31. Anonymous

    I have had years of training on conducting investigations. I'm not an attorney though I do have a terminal degree. I can absolutely conduct an investigation in an unbiased manner. My role is to review the allegations, review the relevant policies, conduct interviews, gather document, assess credibility, and make a determination. I use the preponderance of evidence standard which basically means what's more likely than not. People are not neutral that's what anti-bias training is about. I go through all the steps and if it's one person's word against the other then make a judgement. It's hard to KNOW exactly what happened short of recorded footage or a confession.

    More judges and law enforcement officers could use significant anti bias training.

  32. Anonymous

    Do you derive pleasure from your pseudo gumshoe job?

  33. Anonymous

    Yes, prepare your documents and information in a cohesive way and bring notes with you with a true time line of things. Also, do not be defensive, be factual. If you have not spoken to a labor attorney there might be some in your area (contact the local bar association for a referral) that might give you a consultation for free or a reduced fee. Your union should have bylaws that cover things that you may be going through and also recommend you meet with that person ahead of time to speak to them about how you should go through the meeting as well. Good luck.

  34. Anonymous

    Your goose is most likely cooked. The fact that you are unionized might help. I was a six figure professional who was investigated, not put on leave worked for another 5 months and was then dumped.

  35. Joe Sunderman

    Get a lawyer. At JNJ, the investigator was more of an interrogator than a neutral party. The investigator sided with a single narrative of covert narcissist who created a tale with the help of a work mob. Bring a lawyer, as the investigators can lead you down a path that makes you look guilty. Do not trust the reps.

  36. Anonymous

    Exactly, these are not impartial investigations, from my time in the Navy, do not admit to wrongdoing, make them dig.

  37. Changemaker828603

    It doesn'tmatter. Start looking for another job. This one is over.

  38. Kae Fassel

    You need peers to go with you or who will sign notarized statements supporting you position.

    I experienced a similar situation, fired for cause, although I was working well within the parameters of my job description. The organization attempted to deny unemployment. My ace in the hole was peer witnesses who supported the validity of my performance.

  39. Anonymous

    People who work there will not want to risk their job by supporting me. I can mention the names of witnesses though.

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