"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 1.5 (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: The human resource professional wears many hats. He or she must conduct orientation of the new employee, keep up with personnel files, answer to the CEO, listen to employee complaints, keep up with employee benefits.

This list goes on and on. But seriously? Does the HR professional have to be a private detective or investigative reporter as well? The answer is yes. And, it is not just the HR professional who must play this role. Even the front line supervisor is often called upon to investigate a situation at work. Sometimes the investigation may be nothing more than listening to each person's side of the story and coming to a conclusion of what really happened. Frequently, however, the complaint is about something truly serious, i.e., a complaint of sexual harassment. When these situations happen, do you know what to do?

Why should you attend: If only companies could avoid the courtroom and avoid having the large jury verdicts so many of us hear about in the media. The fact of the matter is that companies can. Most disputes in the workplace do not end in litigation. When a problem occurs in the workplace, if the internal investigation is handled properly and professionally, the chances of a lawsuit decrease significantly. And, if that lawsuit does occur? Well, if the investigation has been handled properly, the company has given its attorney a wealth of information to use in the litigation that allows the company its best possible defense. Companies just cannot go wrong with good quality internal investigations. Turning a blind eye to situations that deserve an investigation or missing important information that should have been discovered during an investigation, however, can mean all the difference in whether the company makes the right decision in handling the situation or whether the company ends up paying large settlements or jury verdicts.

Areas Covered in the Session:

• What triggers the duty to investigate
• Who is the right person to investigate - it is not always the same person
• Characteristics of an effective investigation
• How to maintain confidentiality in an investigation
• How to plan out your investigation
• Preparing to interview witnesses
• Effective interview techniques
• How to document information
• Determining the results of the investigation
• Preparing report of investigation results
• Concluding recommendations and action plans
• Following up on the results of your investigation
• How the Supreme Court defines retaliation and avoiding it after your investigation

Who Will Benefit:

• Human Resource Managers
• Managers
• Supervisors
• Company Owners