Overview:

This webinar will focus on these issues by discussing best practices to ensure you are conducting a fair and impartial investigation that will support a positive work environment, protect employees and the > organization, and decrease the risk of liability.

Everyone who conducts an investigation must be trained in how to do so. Merely having the experience of conducting investigations without having been taught the art and science of the process is not enough.

Why you should Attend: Conducting an investigation is both a science and an art. There is the scientific/technical aspect ensuring the I's are doted and the T’s are crossed to minimize liability. And there is the 'art' of investigating in establishing rapport with those you interview, creating a safe environment in which to interview, and recognizing that interviewees are usually stressed during the interview process. There are also a number of ways to determine if someone is telling the truth and ways to ensure they do.

As an employer you have a duty to investigate and in the case of a harassment or discrimination complaint, the investigation should start within 48 hours of receipt. Employees have an obligation to cooperate with the investigative process-but what if you have a reluctant complainant, wrong-doer or witness?

Writing a final report are critical aspects of an investigation process which begins as soon as an employee makes a complaint.

• Do you know how to document?
• Do you know the critical elements of a final report to minimize liability?
• What do you do if you need to search the employee’s desk, computer, smartphone, purse, briefcase, backpack or locker?
• When do you include legal counsel?
• What evidence do you need to gather?

Areas Covered in the Session:

• Duty to Investigate
• Definition of Harassment and Bullying
• Effects of Harassment and Bullying
• Determining Who Should Investigate
• Taking Interim Actions
• Speaking to the Accuser
• Identifying and Speaking to Witnesses
• Review Information and Follow up
• Speaking to the Accused
• Make a Determination
• Notifying Parties
• Writing the Investigation Report
• Example
• Action Items
• Questions

Who Will Benefit:

• Human Resources Professionals
• Business Owners
• Supervisors
• Managers