HR Competencies
To provide participants with a fundamental approach to conducting workplace investigations. To detect liability, employers must make a good faith effort to “prevent and correct promptly” instances of sexually harassing conduct or other forms of unlawful discrimination. 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 class covers the basics: addressing complaints, determining scope, interviewing, documenting, and presenting and evaluating findings to support informed decision-making. For a more hands-on, interactive approach try the two-day workshop.
Overview
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 Investigation
- What is the scope of issues?
- What information is available?
- Who will you interview?
- What are the expectations of participants?
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?
Who Should Attend
Human resources professionals, managers, and supervisors who may conduct internal investigations
Facilitator
Employers Council staff attorney
