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 seminar 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.
- What is the issue?
- Notice of 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?
Human resources professionals, managers, and supervisors who may conduct internal investigations