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Conducting Non Routine Employee Investigations at Remote, or On-Site Worksites

Duration:
90 Minutes
Access:
6 months
Webinar Id:
700573
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Recorded Version

$195. One Participant

Recorded Version: Unlimited viewing for 6 months ( Access information will be emailed 24 hours after the completion of live webinar)

"The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute's criteria to be pre-approved for recertification credit."

"This program, has been approved for 1 (General ) recertification credit hours toward PHR, SPHR and GPHR recertification through the HR Certification Institute. Please be sure to note the program ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org."

Overview: When an employer receives an allegation of workplace harassment, discrimination, or other misconduct, conducting an internal investigation is often a legal obligation. Those compliance obligations require that investigations are thorough, objective, and professional.

However, whether the investigation, from fact-finding to writing reports, defends the company and limits your legal liability or blows up into an incredible, embarrassing mess (that incurs even greater liability) may depend largely upon HOW the investigation is conducted. Non-routine investigations have their own unique types of disadvantages and interestingly, more than a few advantages.

If you have a mobile, global, remote or uniquely non-routine workplace, an investigator handing workplace problems needs to know how to investigate a non-routine situation. Knowing how to conduct an internal investigation from afar or at an unknown worksite will go a long way in determining if the problem is competently handled or just worsened. Learning on the job can be costly in a number of way to the employer, not just in attorney fees or judgments, but also in loss of employees, damage to morale, vicious gossip and damage of reputations and loss of productivity than can take years to repair.

Why should you attend: When a complaint is received, regardless of from whom, from where or how, the employer is on notice that there may be a problem. There are also many types of workplace investigations that never start with a direct complaint - especially in non-routine investigations.

Since many companies do not have a person who does investigations as their job and the few persons pressed into service as investigators are often untrained; trying to handle an investigation in a non-routine capacity has the potential to escalate a small problem into a big disaster even quicker.

Compounding the problem is that when an investigator has to go off site or remote to handle an investigation, not only do they have to interview employees they may have never met, investigators often have to press existing personnel they may not have a relationship with, into assistance. All those levels of personnel may have different impressions (maybe good, but more often negative) of the "Main Office" vs "how we do things here."

Even routine investigations can uncover unexpectedly ugly aspects of the people and/or even of the company so untrained investigators even operating under the best, most routine of circumstances may not do nearly enough to uncover the problem, be easily dissuaded from doing anything at all or not protect complainants and witnesses from being retaliated against. That potential can be compounded when handling a non-routine investigation.

This webinar will cover current best practices in handling non-routine investigations, and cover common mistakes including failing to plan, which is an often-overlooked aspect of internal investigations but is even more important for non-routine investigations.

Areas Covered in the Session:
  • Taking complaints remotely
  • Determining when to handle a situation from afar vs when to investigate in person
  • If investigated on site, what is important to do before arrival at the site and what to do in the meantime to prepare
  • Investigatory best practice policies, procedures and protocols to have in place
  • Three big advantages to handling investigations out of an investigators regular scope
  • Using on site management personnel to help manage investigations
  • Interviewing witnesses that the investigator may have never even met, including uncooperative or angry ones
  • Keeping evidence appropriately when the investigator may not have direct control
  • Preventing and handling gossip, retaliation and interference from afar
  • Indicators of professional non routine investigations, even when handled away from the "Main Office"

Who Will Benefit:
  • HR Generalists
  • HR Managers
  • Plant Managers
  • Management
  • Business Owners
Instructor:

Teri Morning, MBA, MS, SHRM-SCP specializes in solving company "people problems."

Teri also sources HR software solutions for incident tracking, employee relations, safety (Incident Tracker), compensation (Compease) and performance management (Performance Pro).

Twenty+ years human resource and training experience in a variety of fields, including retail, distribution, architectural, engineering, consulting, manufacturing (union), public sector and both profit and non-profit companies.

Teri has enjoyed consulting with employers on their problems and trained managers and employees for over 20 years, meeting and working with employees from all types of businesses.

In addition to a MBA, Teri has a Master's degree in Human Resource Development with a specialization in Conflict Management.

Certified by the State of Indiana in mediation skills, Teri is certified in Project Management and IT Management, qualified as a Myers-Briggs practitioner and holds the SHRM certification of a Senior Certified Professional.


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