3-day Virtual Seminar

4-Hour Virtual Seminar on Conducting Proper Internal HR `Workplace Investigations

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This activity has been approved for (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI). Please make note of the activity 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." ...more

Overview

Conducting workplace investigations is one of the most challenging duties that HR and other professionals must take on. Explore a best-practice framework for conducting internal investigations. Be confident that your organizational policies, procedures, and workplace rules enable you and your team to effectively handle any workplace allegations.

One of the primary objectives of a workplace investigation is to determine whether a workplace incident warrants action against an employee or even the organization.

Why you should Attend

Do you know how to conduct a lawful workplace investigation?

A lawfully conducted investigation can potentially save significant costs in litigation and lost productivity.  In addition, a proper investigation can nip workplace problems in the bud; keeping businesses operating smoothly—and out of the courtroom.
Oftentimes, the outcome of these cases turns on the quality of the investigation that has been conducted. Without the facts, decision-making is flawed and can expose the employer to significant liability.

An internal investigation is a formal inquiry to determine if organizational policies and/or laws have been violated. Investigations commonly are triggered by a complaint, allegation, a suspicion of misconduct, perceived or real harassment, or any number of other reasons, many of which are covered under federal or state laws.

In general terms, a workplace investigation refers to the process a workplace undertakes to research an uncertain situation between employees within the workplace, or between an employee and the workplace itself. A workplace investigation essentially consists of the organization's HR department, or another neutral party gathering information about the situation in question to determine steps to address the situation and return to a normal working environment.

What warrants a workplace investigation? Knowing when and how to conduct a workplace investigation is crucial for any business owner or manager. Failure to conduct a proper workplace investigation may result in legal penalties for the organization. Following proper protocol for workplace harassment and other forms of misconduct can prevent serious penalties for an organization.

Here are some of the most common scenarios that would initiate a workplace investigation:

• Workplace harassment, including sexual harassment, verbal abuse, and other forms of threatening behavior of an employee towards another employee
• Incidents of employee theft or vandalism
• Workplace violence against anyone within the organization
• Workplace safety violations
• Workplace discrimination, especially discrimination based on race, gender, disability, age or marital status
• Other applicable scenarios

For employers, staying on top of proper workplace investigation processes and ensuring proper investigations occur when appropriate manages the organization's liability in employee incidents and protects the organization against legal action. Moreover, conducting appropriate workplace investigations swiftly, thoroughly and systematically postures the organization as a trustworthy entity that is intolerant of any type of misconduct.

Areas Covered in the Session

• Proper steps and procedures for how to do a workplace investigation
• Apply laws regarding workplace harassment, violence, discrimination, safety violations, and more
• Utilize proper fact-finding methods
• Assess the credibility of parties involved in a complaint filing
• Prepare questions for interviews
• Understand when to involve an outside investigator
• Proper documentation of the investigation and findings
• Deal with retaliation, defamation, and privacy issues during the investigation
• Handle and process the Initial Complaint
• Properly gather documentary, physical, and testimonial evidence
• Document and assess witness interviews and statements
• Determine who should - and shouldn't - be privy to the investigative details
• Effectively communicate and act upon your determinations
  

Who Will Benefit

• HR professionals
• Managers
• Supervisors
• Business owner