Sometimes being an arbitrator of the “he said, she said” convo can be scary. Yes, workplaces are full of office dynamics that could make most reality TV content seem very chill. However, if we’re honest, sometimes those of us in HR can behave in a way that rivals the bias that an employee is complaining of experiencing. Here’s a shocker. According to Patti Perez, author of The Drama-Free Workplace, “The more steps you take to avoid an unemployment-related lawsuit, paradoxically, the more likely you are to have one filed against you.” Why? It comes down to how you behave in a situation. Workplace justice is talk you must walk. Intention drives action. If your intention as an HR professional is to exercise fairness at all times then do so…at all times, even when the time involves releasing an employee from their job duties. Tell the truth, seek to discover the truth, and be fair. Don’t let your fear of not being compliant override the investment in discovery that will ultimately ensure compliance. Don’t use a regulation like a rod. Listen to employee grievances with the goal of learning the truth. As an HR professional you hold court when you hear employee complaints, and in the US court system individuals are innocent until proven guilty. Sometimes, an organization wide reshuffle creates drama. It’s about messaging, and fairness to employees. Communicate the impending change to them before it happens. If you are experiencing it along with them, act as a reporter and provide real time updates. People watch the news and feel informed when often reporters are simply stating that they will provide information as they receive it. You can do the same.