Workplace investigations are not only about harassment complaints. Employers also need to investigate theft, safety or OSHA issues, retaliation, vandalism, substance abuse, social media and other policy violations. This 2-hour workplace investigations training shows you how to handle them fairly and impartially.
You'll learn whether a complaint needs a full formal investigation or a less formal resolution, how to deal with an uncooperative complainant, wrongdoer or witness, and what to do before searching an employee's desk, computer, smartphone or locker. The session also covers when to involve legal counsel and what evidence to gather.
Documentation runs through it all, from the first complaint to a final report written to minimize your liability.
WHY SHOULD YOU ATTEND?
Employers have a duty to investigate, and a poorly run investigation can raise your liability instead of reducing it. This seminar gives you the steps to run fair, impartial investigations that support a positive workplace and protect employees.
It suits HR vice presidents, directors, managers and generalists, risk management directors, managers and supervisors, team leads and HR consultants.
AREA COVERED
- What constitutes a complaint
- Deciding whether an investigation is necessary
- The steps of an investigation
- Interviewing the accuser, the accused and witnesses
- Good documentation practices
- Formal versus informal investigative procedures, and searches
- Determining credibility
- Tips for telling whether someone is lying
- Reaching a conclusion after the investigation
- Following up with appropriate action based on the outcome
- Writing a formal investigation report
LEARNING OBJECTIVES
- Identify what constitutes a complaint and decide whether to investigate
- Follow the key steps of a workplace investigation
- Interview complainants, accused employees and witnesses in a safe setting that builds rapport
- Document an investigation well and choose formal or informal procedures
- Assess credibility and spot signs that someone may be lying
- Reach a conclusion, take follow-up action and write a formal report
WHO WILL BENEFIT?
- VP of HR
- All HR Directors, Managers, and Generalists
- Director of Risk Management
- Managers and Supervisors
- Team Leads
- HR Consultants
Employers have a duty to investigate, and a poorly run investigation can raise your liability instead of reducing it. This seminar gives you the steps to run fair, impartial investigations that support a positive workplace and protect employees.
It suits HR vice presidents, directors, managers and generalists, risk management directors, managers and supervisors, team leads and HR consultants.
- What constitutes a complaint
- Deciding whether an investigation is necessary
- The steps of an investigation
- Interviewing the accuser, the accused and witnesses
- Good documentation practices
- Formal versus informal investigative procedures, and searches
- Determining credibility
- Tips for telling whether someone is lying
- Reaching a conclusion after the investigation
- Following up with appropriate action based on the outcome
- Writing a formal investigation report
- Identify what constitutes a complaint and decide whether to investigate
- Follow the key steps of a workplace investigation
- Interview complainants, accused employees and witnesses in a safe setting that builds rapport
- Document an investigation well and choose formal or informal procedures
- Assess credibility and spot signs that someone may be lying
- Reach a conclusion, take follow-up action and write a formal report
- VP of HR
- All HR Directors, Managers, and Generalists
- Director of Risk Management
- Managers and Supervisors
- Team Leads
- HR Consultants
