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3-Hour Virtual Seminar - How to Conduct an Internal Investigation for Harassment, Bullying, Sexual Harassment to Determine Facts & Minimize Liability
Module 1
- What to do when you receive a complaint
- Why investigate
- Actions to take before investigating
- Differentiating between Formal and Informal Investigative Procedures
- Determining if an investigation is necessary
- Dealing with the accused
- Choosing the Investigator
- How to Plan the Investigation
- How to write questions to obtain the most important information
Module 2
- Where to hold interviews
- How to take notes and/or record interviews
- Who should attend interviews
- Interview tips
- Confidentiality
- Sample interview templates for complainant, accused, witnesses, etc.
- How to Appropriately Retrieve Information and determine credibility when Interviewing the Accuser, Accused and Witnesses
- How to tell if it’s “Just Obnoxious Behavior” or “Illegal Sexual Harassment Conduct”?
- Drawing Conclusions following an Investigation
- Traps to avoid and common mistakes
Module 3
- How to set up and write the Investigative Report
- Same Investigation Report template
- Listing necessary elements when writing the Formal report Outlining the Investigation
- Conclusions and recommendations
- Dealing with substantiated and non-substantiated investigations
- Informing the Complainant and accused of results of investigation
- Examples of a Sexual Harassment Case and a Discrimination Case and How to Investigate (Based on real life cases)
Overview of the webinar
Employee-related lawsuits are on the rise. Last year the EEOC announced a record number of discrimination claims. Wrongful discharge cases are also on the rise. The EEOC requires that employers receiving a complaint, or otherwise learning of alleged harassment in the workplace, to "investigate promptly and thoroughly take immediate and appropriate corrective action by doing whatever is necessary to end the harassment, make the victim whole by restoring lost employment benefits or opportunities, and prevent the misconduct from recurring".
Therefore, it is crucial to have an effective strategy in place from the moment you hear a complaint, concern, or when misconduct occurs. Investigating complaints, misconduct, etc. is the right thing to do to protect your company from expensive litigation, fines, and penalties. It also shows good faith efforts to ensure your decision to terminate or to not terminate was based on a thorough review of pertinent information.
Who should attend?
- Business Owners
- Vice-Presidents
- CEO’s
- COO’s
- CFO’s
- Directors
- Human Resources Professionals
- Consultants,
- Managers
- Supervisors
- HR training Manager
- Investigative Officers
Why should you attend?
Attendees will learn how to handle harassment, bullying, discrimination, and/or sexual harassment complaints; as well as how to conduct investigations to determine facts. Attendees will be presented with how to analyze evidence, draw conclusions, write the formal Investigative Report, outlining the investigation; present the results of the investigation appropriately; and to take corrective action where necessary.
Faculty - Ms.Vanessa G. Nelson
Vanessa G. Nelson, SPHR, CLRL is founder and president of award-winning Expert Human Resources (EHR), which she founded in 2009, to help companies maintain compliance, avoid litigation, maximize human capital, and reduce costs. She has over 29 years of business management experience at 2 major corporations in Michigan. She has helped companies reduce costs as well as save hundreds of thousands of dollars.
Ms Nelson received her Master of Science in Administration/Human Resources Management degree from Central Michigan University and a Bachelor’s in Business Management from Northwood University. She holds the Certified Senior Professional in Human Resources (SPHR) credential from the Human Resources Certification Institute, and Certified Labor Relations Leader (CLRL) from Michigan State University.
Credits
ComplianceIQ is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for [3] PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.
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