3-hr Virtual Seminar: How to Conduct Workplace Investigations - Best Practices And Know How's
Thursday, February 27, 2014 from 10:00 AM to 1:00 PM (PST)
This HR compliance training will provide you the best practices for conducting effective workplace investigations. Learn how to avoid retaliatory behavior towards individuals involved in investigations or making complaints.
Why Should You Attend:
Many employers struggle to gather information during witness interviews in investigations. Many employees, for a variety of reasons, are reluctant to be involved and can be less than forthcoming. Friends of employees and those accused of an offense are often downright angry and vengeful. In investigations, to meet its employer obligations, it's crucial that interviews are structured to capture and gather all available accurate information, notwithstanding employee emotions that are often running high.
This webinar will help investigators move through what often seems an investigatory maze. Some investigators, unable to gather information, turn to body language to make determinations of credibility. Not only can that approach be fraught with indefensible and challengeable findings, TV shows while entertaining, are not good training for interpreting body language. This webinar will cover ways to assess body language while combining with the facts as presented.
Investigations by their very nature tend to leave at the least some employee relations damage amongst employees. It's important that an employer learn how to take steps to avoid retaliatory behavior towards individuals involved in investigations or making complaints. Additionally there are steps an employer can take to minimize the inevitable gossip and side taking that disrupts business.
Areas Covered in the Webinar:
- Employer Compliance Considerations in Investigations—Why doing a good investigation is so crucial to limiting legal liability.
- How to Take a Complaint—this key to a good investigation is more important than you may think!
- Recognizing the Roles in an Investigation—how it differs from regular HR work processes.
- The Investigative Process—without a process, you never know where your faulty investigation may end up but you can be sure it will not be a good place.
- The Interview—How to get good, factual information from witnesses and how you will know it is credible.
- Decision Making—How to make defensible decisions concerning the correct action to take.
- After the Investigation—the investigation is over…or is it?
Who Will Benefit:
- Anyone who has to do investigations, fact findings, or solve employee relations problems and disputes.
- Plant Managers
- Front Line Managers
- HR Managers
- Branch Managers
- Those with Employee Relations positions
Teri Morning, MBA, MS, SPHR, SPHR-CA is the President of her own HR Consulting firm. Ms. Morning has over 15 years human resource and training experience in a variety of professional fields, including retail, distribution, architectural, engineering, consulting, manufacturing (union), public sector and both profit and non-profit company structures.
She has consulted with employers on their problems and trained managers and employees for over 10 years, meeting and working with employees from all types of businesses. In addition to a MBA, she has a Master's degree in Human Resource Development with a specialization in Conflict Management. She was certified by the State of Indiana in mediation skills, is qualified as a Myers-Briggs practitioner and holds the dual SHRM certification of a Senior Professional in Human Resources (SPHR) and Senior Professional in Human Resources – California (SPHR-CA).
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