Remember the childhood playground game, Red Light–Green Light? One person gets to be the “traffic light” and stands at the front with their back facing the others. Everyone else lines up a few yards away. When the person playing the traffic light shouts “green light,” everyone runs forward as fast as possible, hoping to tag the traffic light first. If the traffic light shouts “red light” and turns around, everyone running must come to a screeching halt and try not to move, or they’re out of the game.
Because of its simplicity, Red Light–Green Light is a game played generation after generation. The notion that a red light means “stop” and a green light means “go” is remarkably simple too. It’s why HR Acuity adopted a traffic light metaphor to help employee relations practitioners understand when documentation or a potential workplace investigation is required. Employees often deviate from expected workplace norms—a yellow light, so to speak—but understanding the point at which misconduct requires an investigation and moves into the red light category can be a challenge.
Here’s how a simple traffic light analogy can help human resources (HR) with the protocol behind consistent documentation and workplace investigations:
What Employee Behaviors Fall Into the Green Light Zone?
GREEN LIGHT: Day-to-day employee behaviors are within workplace norms.
Employee relations refers to how an organization manages the relationship between employer and employee. Often, organizations will try to capture the essence of key policies, programs and expectations in a company handbook. On any given day, HR or employee relations practitioners will be involved in issues spanning the entire employee lifecycle, including:
- Hiring, onboarding, retention and termination
- Compensation and benefits
- Performance and corrective actions
- Conduct
- Accommodations
- Documentation and workplace investigations
When an employee’s behavior falls within expected company norms, it’s considered in the green light category. From the perspective of employee relations, there’s no action above and beyond the normal scope of HR activity required.
Within any organization, there are occasions when employees deviate from expected norms or policies.
What Incidents Should HR Document Without Investigating?
YELLOW LIGHT: Employee-related events that deviate from expected workplace norms but do not require a fact-finding investigation.
Many types of employee behaviors fall into the yellow light category, and HR should document this conduct even though it doesn’t warrant a workplace investigation. Yellow light incidents are outside the expectations established by clear company guidelines.
HR Acuity created a popular infographic, “50 Employee Issues You Should Be Documenting,” highlighting numerous examples of events that fall into the yellow light category. Many of these issues don’t require full investigations but can be the basis for disciplinary action. These issues range from simple time and attendance problems to more intangible ones like “lack of respect” or constant gossiping.
It’s essential that yellow light incidents be documented. Because the behavior is outside workplace norms, HR should also monitor it. It could be the start of a more pervasive pattern of behavior.
When Does Employee Behavior Require a Workplace Investigation?
RED LIGHT: Employee-related events that are illegal, alleged misconduct, unacceptable behavior or actions that have the potential to cause harm to other employees.
Red light incidents require thorough fact-finding and a workplace investigation. Federal laws and Equal Employment Opportunity Commission (EEOC) guidelines require some allegations—such as harassment, retaliation, safety concerns or discrimination—to be investigated. In addition, organizations should conduct investigations not just when required by law, but whenever claims or circumstances suggest a violation of company policy may have occurred.
Some misconduct in the red light category, like substance abuse or theft, may be relatively straightforward to identify and investigate. Others, like conflict of interest, can be more complex.
Investigations help uncover the facts surrounding an allegation, determine who’s involved and analyze behavior relative to company policies and laws. Some investigations will require interviews with employees and managers and may even involve outside investigators. It’s critical for HR practitioners to know when an employee-related event belongs in the red light category.
In employee relations, the most important takeaway from the traffic light concept is that documentation is critical for both yellow light and red light events. Documentation can flag patterns of misconduct and become the basis for an investigation case file.
I’d never suggest employee relations is child’s play, but the simplicity of Red Light–Green Light—or the visual of a changing traffic signal—can still be useful touchstones for HR professionals.
How HR Acuity Helps Streamline Documentation and Investigations
When it comes to employee relations, documentation isn’t just a best practice—it’s your safety net, your guidepost and your strongest ally. The most effective employee relations leaders don’t wait for a crisis—they’re tracking those “yellow light” allegations and concerns early, building a clear, consistent picture long before things escalate.
That’s exactly where HR Acuity comes in. Our purpose-built platform helps you stay ahead of the curve with intuitive tools for documentation, anonymous reporting and workplace investigation management. It’s everything your team needs to capture the full story accurately, securely and in real time.
Even more powerful? With the right data at your fingertips, you can spot trends, surface insights and drive meaningful change across your organization. That means a more transparent, equitable and proactive approach to employee relations—and a stronger, safer culture for everyone.
Ready to explore how HR Acuity can help? Schedule a Curiosity Tour with our team here.
