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Retaliation in Workplace Investigations? Not If - But When, How and From Whom It Will Occur

Duration:
90 Minutes
Access:
6 months
Webinar Id:
700619
Register Now

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 (HR (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: This webinar will cover how to recognize, avoid, minimize, and deter retaliation during and after investigations. We will review best practices in regards to avoiding retaliatory conduct both during and after investigations.

Lastly, we will also cover what to do in the case of an employee claiming retaliation in regards to an investigation

Why should you attend: Retaliation is merely revenge. To Shakespeare is famously (and incorrectly) attributed the quote, "Revenge is a dish best served cold." Regardless of the origin, they are true words as written and even used in many a movie, including the Godfather and Star Trek. The words convey an infamous but universal and immediately understandable meaning.

A professional investigation helps an employer defend against legal liability and sends a message to employees that they work for an ethical company. Nevertheless, when employees are retaliated against during and/or after investigations, it may pose even more liability to the company than any initial complaint or incidents.

Areas Covered in the Session:
  • Defining what is retaliation, an adverse action, a covered individual, and protected activity
  • Preventing retaliation during an investigation
  • Minimizing the chances of retaliation after ending an investigation
  • When, how and with whom to follow up with after an investigation
  • Leaving an effective paper trial
  • How to investigate a claim of investigatory retaliation

Who Will Benefit:
  • Managers
  • Branch Managers
  • Store Managers
  • 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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