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How to Investigate Workplace Misconduct It is about More Than Harassment

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Product Id : 701653
Instructor: Dr. Susan Strauss
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Training Options Duration: 120 Minutes
Monday,   February 27, 2017   |    10:00 AM PST | 01:00 PM EST

Live

US$145.00

online training only for one participant

Corporate Live

US$295.00

Any number of participants

Recorded

US$195.00

Access recorded version only for one participant; ?

Corporate Recorded

US$395.00

Access recorded version, Any number of participants ?



The use of this seal confirms that this activity has met HR Certification Institutes (HRCI) criteria for recertification credit pre-approval.

This activity has been approved for 2 HR (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."


Overview: When we think of workplace investigations, the most common thought is that of investigating harassment complaints. However, there are so many other forms of workplace misconduct that require investigations such as theft, safety or OSHA issues, retaliation, vandalism, working off the clock, substance abuse, social media violations, and violations of various company policies, as examples. Usually this responsibility is left to HR, sometimes to management, and there may be a need to determine if an outside investigator, such as law enforcement or an IT professional, is the best person to investigate. Conducting an investigation is both a science and an art.

There is the scientific/technical aspect ensuring the I's are doted and the T's are crossed to minimize liability. And there is the 'art' of investigating in establishing rapport with those you interview, creating a safe environment in which to interview, and recognizing that interviewees are usually stressed during the interview process. As an employer you have a duty to investigate. Employees have an obligation to cooperate with the investigative process-but what if you have a recalcitrant complainant, wrong-doer or witness? Documentation and writing a final report are critical aspects of an investigation process which begins as soon as an employee makes a complaint-do you know how to document? Do you know the critical elements of a final report to minimize liability? One of the first questions you, as an HR professional, need to consider is whether the complaint requires a full-blown formal investigation or if a less formal resolution is appropriate because the complaint is a minor policy violation. What do you do if you need to search the employee's desk, computer, smart phone or locker? Other questions that need to be answered are when do you include legal counsel? What evidence do you need to gather?

This webinar will focus on these issues by discussing best practices to ensure you are conducting a fair and impartial investigation that will support a positive work environment, protect employees and the organization, and decrease the risk of liability.

Why should you Attend: The webinar addresses laws that HR is responsible for upholding. When the laws are not followed, it increases the liability for the organization and interferes with a fair and equitable work environment for employees. As well, there are financial costs for NOT investigating including - Costs related to absenteeism, turnover, liability based on civil rights and criminal laws.

Areas Covered in the Session:
  • To identify what constitutes a complaint
  • To determine if an investigation is necessary
  • To discuss the steps of an investigation
  • To explore the intricacies of interviewing the accuser, accused and witnesses
  • To demonstrate good documentation
  • To differentiate between a formal and informal investigative procedures
  • Searches
  • To determine credibility
  • To discuss tips on whether someone is lying
  • To reach a conclusion following an investigation
  • To Follow up with appropriate action based on the outcome of the investigation
  • To write a formal report outlining the investigation

Who Will Benefit:
  • VP of HR
  • HR Directors, Managers,and Generalists
  • Supervisors
  • Director of Risk Management
  • Team leads
  • HR Consultants
Dr. Susan Strauss is a national and international speaker, trainer, consultant and a recognized expert on workplace and school harassment and bullying. She conducts harassment and bullying investigations and functions as an expert witness in harassment and bullying lawsuits. Her clients are from business, education, healthcare, law, and government organizations from both the public and private sector.

Dr. Strauss has conducted research, written over 30 books, book chapters, and journal articles on harassment,bullying, and related topics. She has been featured on television and radio programs as well as interviewed for newspaper and journal articles.Susan has a doctorate in organizational leadership. She is a registered nurse, has a bachelor’s degree in human services and counseling, a master’s degree in community health, and professional certificate in training and development.




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