3-hr Virtual Seminar: How to Conduct Workplace Investigations - Best Practices And Know How's
Thursday, December 12, 2013 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?
- 10:00 AM – 11:30 AM PST: Modules 1 – 3
- 11:30 AM – 11:40 AM PST: Q/A Session for Modules 1-3
- 11:40 AM – 12:50 PM PST: Modules 4-6
- 12:50 PM – 1:00 PM PST: Q/A Session for Modules 4-6
MODULE 1: An Ounce of Prevention: Laying the Groundwork to Prevent Conduct that Leads to Workplace Investigations
- Airtight workplace policies: Drafting and enforcing policies that protect your organization.
- Organizational dysfunction: Identifying the underlying behavioral issues and implementing strategies to cure the problems.
- Conflict resolution: Training managers and supervisors with techniques to reduce conflict and complaints that lead to investigations.
MODULE 2: Ensuring Legal Compliance: How to Minimize Your Liability Risks
- Clarifying the laws: Civil rights and antidiscrimination, Fair Credit Reporting Act (FCRA), disability, and health and safety laws.
- Employer obligations: When are you legally required to investigate and/or take immediate corrective action?
- Rights to privacy: Are monitoring email and phone calls invasion of privacy or an employer’s right to know?
- Retaliation red flags: How to avoid the most expensive liability risks.
- 10-step preparation: What every investigator needs to do before talking with the first witness.
MODULE 3: Strategic Planning: Designing an Investigative Road Map that Yields Results
- The essentials of investigative planning and preparation.
- How to take an accurate initial complaint (includes form) – the backbone of your investigation!
- How to build a timeline.
- Selecting the right investigators to minimize perception of bias or conflict of interest, and to maximize the chances of gathering testimonial evidence.
- Gathering preliminary evidence and maintaining proper evidence controls.
- Preparing for witness interviews.
MODULE 4: Effective Witness Interviews: Implementing Proven Strategies to Get to the Truth
- Tape recording: What if your employee demands to tape the interview?
- Body language: How can you tell if a witness is giving false testimony?
- Representation: When are your employees entitled to representation?
- Interview questions: What are the good questions to ask that get to the truth of the matter?
- Reluctant witness: Critical strategies for getting reluctant witnesses to testify.
- Hostile witness: How to handle a “hot head” during an interview.
MODULE 5: Investigative Challenges: Effectively Penetrating the Organizational Barriers to Keep Your Investigation on Track
- Taking the lead: How do you get management to authorize you to run your investigation?
- Uncooperative supervisors: Strategies for handling difficult leaders who try to impede your investigation.
- Tough intimidation issues: How do you handle a senior leader who challenges your authority as an investigator?
- Communication: How do you present an “unpopular” investigative recommendation and minimize political interference?
- Rumor mill: Maintaining confidentiality during an investigation and minimizing disruption to the work environment.
MODULE 6: Effective Documentation Processes and Writing the Final Report: Making Sure Your Report Is Ready for Court
- Implementing effective documentation strategies for peak efficiency and to keep yourself organized.
- Establishing secure files and records to avoid breaches in confidentiality.
- Document control essentials and recordkeeping: How to manage the information you gather to have it work for you—not against you.
- How to achieve closure when your investigation is inconclusive.
- Recommending prompt, appropriate action: What should and should not be included in your report.
- Identifying the vital components of an effective investigative report
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).
Knowing how to conduct an internal investigation in regards to a complaint, an accident, or upon receipt of reports of misconduct or even in regards to a performance situation, is one of the most critical skills every manager and certainly every HR professional needs in today’s workplace.
When an employer receives an allegation of workplace harassment, discrimination, or other misconduct, conducting an internal investigation is a legal responsibility. However, whether the investigation defends the company and limits your legal liability or blows up into an incredible, embarrassing mess (that incurs even greater liability) may depend largely upon HOW the investigation is conducted. From fact-finding to writing reports, this double Webinar will cover the dos and don’ts of conducting workplace investigations so you can gain the confidence to be a competent and effective investigator.
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