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Internal Investigations
- Maintaining ethical behavior in all aspects of the investigation
- Always respecting the parties.
- Staying focused on the issue(s) and not getting distracted or exceeding one’s authority.
- Conducting a clearly organized and well documented investigation.
- How to avoid common legal minefields
- How to identify and use standards and models of proof to aid the investigation
- Provide parties with a concise and objective report of the facts, analysis of those facts, and conclusions and or recommendations.
- The Investigator’s role
- The art of objectivity
- Benefits of multiple interview styles/techniques
- Proper application of “Yes/No” questions
- Single vs. multiple interview sessions
- Documenting the investigation from complaint to conclusion
- Standards/models of proof and when/how to utilize them.
- The two major types of workplace investigations (Title VII and misconduct)
- Avoiding legal minefields:
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- Negligent Investigation, Interference with Contractual Obligations, Loudermill Rights, Weingarten Rights, Violation of Public Policy, False light, Defamation, False Imprisonment, Intentional or Negligent Infliction of Emotional Distress, Searches and Monitoring/Surveillance.
Overview of the webinar
Are you prepared to conduct a proper investigation? Will it comply with all Federal, State, and local laws and all your policies? Will that investigation be objective and respect all party’s rights? Will it be presented in a professional manner?
If done right an investigation can help get to the bottom of things. If done wrong, it all too often makes things worse. So, it pays to know how to do it right every step of the way. The challenge of complying with all applicable standards/regulations is to educate and update all who are responsible for conducting investigations within the organization. Otherwise, they may not have the tools or skill sets to be aware of all those obligations and responsibilities which in turn can lead to unintentional violations of law and challenges to the integrity and credibility of the investigation and its results/conclusions.
Who should attend?
- All level managers
- Supervisors
- Executives
- Board and/or commission members
- All Levels of both in-house and outside counsel
- All levels of Union representation and officers (stewards, Business Representatives, Business Managers, Presidents, and all officers/ board members)
- All levels of Human Resources and specifically labor Relations
- All levels of security personnel/staff
Why should you attend?
This webinar can help you and your organization understand what’s required to conduct an effective and professional investigation while minimizing risk (financial, legal, damage to internal and external reputation, etc.).
Let’s face it, it is a minefield out there so it’s important to know what you can, cannot, should, and must do before you get started!
Faculty - Mr.Bob Oberstein
Bob Oberstein has over 51 years of Labor/Employee Relations experience on all sides of the labor-management table including as a neutral (arbitrator, mediator) in both the public and private sectors. He has served as a Commissioner, Maricopa County's Judicial Merit System Review Commission; Member, City of Phoenix Fire and Police Pension Boards; and Member/Chairman, City of Phoenix Civil Service Board. He is also the recipient of the Federal Mediation and Conciliation Service (FMCS) Director's Certificate of Recognition for Achievement in Promoting Positive Labor-Management Relations. Bob has served as Director, of the Labor Management Relations Program at Ottawa University, Phoenix (OU), Arizona where he taught conflict resolution, grievance processing, arbitration, and negotiation among other courses. He also served OU as Ombudsman for all student, faculty, and support disputes as well as the Disabled Student Liaison and received recognition in "Who's Who Among America's Teachers.