Knowing how to conduct workplace investigations can keep complaints from becoming EEOC charges. The EEOC receives thousands of harassment and discrimination complaints that cost employers millions in penalties and fines, and many could have been prevented by a sound internal investigation and resolution.
Investigations are tricky: timing, questions and confidentiality all have to be right. This 60-minute webinar explains those standards and walks through the steps, including who should investigate, what documentation to gather, what fact-finding involves, how to weigh evidence, make a decision and prepare the report, and what happens afterward.
WHY SHOULD YOU ATTEND?
HR is usually responsible for investigating claims of harassment, discrimination, hostile environment, retaliation, improper pay and other management practices. Companies that skip investigations rarely fix the underlying problem and can end up in court, at a cost of tens or hundreds of thousands of dollars, and a poorly run investigation can be almost as damaging.
This session suits HR professionals, office managers and small business owners.
AREA COVERED
- Standards for timing, questions and confidentiality
- Who should conduct the investigation
- What documentation to gather
- What fact-finding involves
- Weighing the evidence
- Making a decision
- Preparing the report
- What happens after the investigation
LEARNING OBJECTIVES
- Decide who should conduct an investigation
- Identify the documentation to gather
- Carry out fact-finding with proper timing, questions and confidentiality
- Weigh evidence and reach a decision
- Prepare an investigation report
- Plan the steps that follow an investigation
WHO WILL BENEFIT?
• HR Professionals
• Office Managers
• Company Owners of Small Businesses
HR is usually responsible for investigating claims of harassment, discrimination, hostile environment, retaliation, improper pay and other management practices. Companies that skip investigations rarely fix the underlying problem and can end up in court, at a cost of tens or hundreds of thousands of dollars, and a poorly run investigation can be almost as damaging.
This session suits HR professionals, office managers and small business owners.
- Standards for timing, questions and confidentiality
- Who should conduct the investigation
- What documentation to gather
- What fact-finding involves
- Weighing the evidence
- Making a decision
- Preparing the report
- What happens after the investigation
- Decide who should conduct an investigation
- Identify the documentation to gather
- Carry out fact-finding with proper timing, questions and confidentiality
- Weigh evidence and reach a decision
- Prepare an investigation report
- Plan the steps that follow an investigation
• HR Professionals
• Office Managers
• Company Owners of Small Businesses