Article in English: If you are the subject of an HR investigation, remember that the representative is required, by work and in some cases by law, to investigate accusations. If you help your investigator with the case, you are less likely to lend credence to character-related accusations. Let your representative know exactly what happened (or did not happen). If you have corroborating evidence, share it with them. Get as may of the facts as you can. Ask what you can expect as the investigation proceeds, and if you should modify any of your work practices in the meantime. Ask how you will know when the investigation is done, who will tell you, and when it is likely to be resolved.  If there is information withheld, ask "what can you tell me about X?" Make sure to obtain your investigator's name and contact information. Finally, ask with whom you are permitted to discuss the investigation. If a false accusation is not dismissed, you may have to contest it. False accusations might come to nothing, but you should be prepared in case you are denied a promotion, suspended, or fired. Be calm and forthcoming with your supervisor and anyone else authorized to discuss the case with you.  Know that you are not necessarily legally protected from being fired for false or impossible to prove allegations. Unless you have a contract that states the minimum length of your employment, you are likely an "at will" employee, and can be fired for any reason.  If you do have a contract that says you can only be fired for committing a crime, or if you believe yourself to be the target of discrimination, you can sue for wrongful termination.

Summary in Vietnamese:
Hợp tác. Khẳng định sự thật. Đặt câu hỏi. Tìm hiểu về quyền của bạn.