From September 16-18, 2026, education leaders and employment law practitioners gathered in Irvine for the 2026 ACSA Personnel Institute which centered on the theme, “Rooted in Belonging: Learning, Leading & Evolving.” 

The conference focused on the evolving legal, operational, and employee-related challenges facing school districts throughout California. It provided an opportunity for human resources professionals to learn from practitioners, consultants, and attorneys while exchanging strategies to better support their districts. Discussions focused on emerging trends, practical solutions, and best practices for navigating the increasingly complex landscape of personnel administration. 

Key Takeaways – Navigating Workplace Investigations

One of the central takeaways from this year’s institute was the importance of navigating the increasing volume and complexity of workplace complaints while providing meaningful and effective solutions. As complaints and workplace concerns become more nuanced, particularly with the growing use of artificial intelligence, HR professionals are often faced with difficult questions regarding investigation practices and appropriate responses. One important theme discussed was that not all complaints are created equal. Understanding the nature of a concern, assessing the surrounding circumstances, and identifying the applicable policies and procedures are all critical steps in determining the appropriate course of action. 

Building an Effective Investigation Process

Conducting an investigation is rarely a one-size-fits-all process. Instead, it requires thoughtful planning, fact-gathering, and objective analysis. The following best practices were highlighted as essential components of a successful investigation. 

1. Start with a Thorough Intake
   The foundation of any investigation begins with gathering critical information. Key questions include:

   1. What exactly happened?

   2. Who was involved and who witnessed it?

   3. When/Where did it occur?

   4. What policy/process could potentially apply?

   5. What next step is proportionate to the allegations?

2. Determine Whether an Investigation is Necessary
   An investigation may be appropriate when:

   1. Required by Board policy or law 

   2. Considering disciplinary action

   3. There is exposure to liability

   4. It is warranted under the circumstances

3. Identify the Appropriate Investigator
   Determining who should conduct the investigation often depends on the nature of the complaint. 

   1. Site Administrator

      1. Performance concerns

      2. Misconduct issues

   2. Human Resources/Site Administrator 

      1. For complaints of discrimination, harassment, retaliation, suspension, dismissal, and sensitive cases

   3. Other Departments

      1. Uniform Complaint Procedures (UCP) matters

      2. Title IX complaints

      3. Lawsuits 

4. Maintain the Role of a Neutral Investigator

   1. The investigator should avoid bias, always respect all parties, and strive to make factual findings and legal conclusions only based on the evidence presented and credibility determinations 

5. Plan and Conduct the Investigation 
   Preparation is essential to an effective investigation. 

   1. Gather information to document the incident

   2. Compile a list of all witnesses to interview 

   3. Prepare questions ahead of time

   4. Avoid leading questions and fact-loaded questions

   5. Review District policies 

   6. Review relevant records and supporting documentation

6. Prepare a Comprehensive Investigation Report
   A comprehensive investigation report helps ensure findings are clear and concise. Reports should:

   1. Present information logically

   2. Separate out and describe each allegation

   3. Summarize the relevant evidence

   4. Make factual findings regarding each allegation 

   5. Support any recommendations for corrective action

Our firm was proud to be a part of the discussion and to share practical tips and tools that HR leaders can implement when navigating employee concerns. We look forward to continuing to support school districts as they address the evolving challenges of the HR landscape.