Investigations in the Workplace
ID#: LEGL 113 Objective
To provide participants with a fundamental approach for conducting workplace investigations. Increasingly it is the employer's good faith effort to "prevent and correct promptly" instances of sexually harassing conduct or other forms of unlawful discrimination that deflects liability. Allegations of "hostile work environment" under the employer's EEO policy or workplace violence policy often necessitate a formal fact finding. Even general performance or behavioral issues require special assessment when conflicting information is presented. This seminar covers addressing complaints, determining scope, interviewing, documenting, and presenting and evaluating findings to support informed decision-making.
Outline
- Notice of the Issue
- What is the issue?
- What are the employer's responsibilities?
- Is an investigation even necessary?
- Are initial precautionary measures required?
- Planning the Investigations
- What is the scope of issues?
- What information is available?
- Who will you interview?
- What are the expectations of participating employees and the employer?
- Interviewing
- How should you prepare?
- What questions do you ask?
- How will you document the interviews?
- Evaluating the Evidence
- How will you assess credibility?
- In what manner will you communicate your findings?
- What conclusions can you reach and what action can you take?
Designed For
Human Resource professionals, managers and supervisors who may conduct internal investigations
CLE: 7.0 credits applied for
*The use of this seal is not an endorsement by HRCI of the quality of the program. It means that this program has met HRCI's criteria to be pre-approved for recertification credit.
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