Complaints of sexual misconduct, harassment, bullying and abuse are common, and investigating them is one of the hardest and most important duties managers and HR face. This 60-minute workplace investigation training shows how to conduct a thorough and impartial investigation.
It opens with examples of sexual harassment complaints and how the outcomes depended on how they were handled, followed by a short summary of harassment and discrimination law.
You'll then learn who should and shouldn't investigate, how to start with empathy without agreeing, due process and confidentiality, questions to ask, interviewing witnesses and gathering evidence, recognizing your own biases, sanctions, when to use mediation or call the police, and report writing.
WHY SHOULD YOU ATTEND?
Employers have an ethical, moral and legal duty to investigate thoroughly, respect due process and overcome the biases investigators naturally bring. This session covers when, how and what to investigate, treating the alleged violator fairly, and sound decision-making.
It suits HR professionals, in-house counsel, managers and executives, small business owners and anyone asked to conduct an investigation.
AREA COVERED
- Examples of harassment complaints and their outcomes
- A summary of harassment and discrimination laws
- Who should and shouldn't conduct the investigation, and why
- Starting the process with kindness and empathy without agreeing
- Due process and avoiding the wrong kind of confidentiality promise
- Possible questions to ask
- Your own biases, such as believing the first person and confirmation bias
- Effective policies and procedures
- Interviewing witnesses and gathering evidence
- Types of sanctions based on the allegations
- When to use mediation and when to call the police
- Report writing
LEARNING OBJECTIVES
- Decide when, how and what to investigate
- Choose the right investigator
- Show empathy without agreeing and treat the alleged violator fairly
- Interview witnesses, gather evidence and recognize your own biases
- Select appropriate sanctions or alternatives such as mediation
- Write a clear investigation report
WHO WILL BENEFIT?
- Anyone being asked to conduct an investigation’
- HR Professionals
- In-house counsel
- Managers and Executives
- Small Business Owners
Employers have an ethical, moral and legal duty to investigate thoroughly, respect due process and overcome the biases investigators naturally bring. This session covers when, how and what to investigate, treating the alleged violator fairly, and sound decision-making.
It suits HR professionals, in-house counsel, managers and executives, small business owners and anyone asked to conduct an investigation.
- Examples of harassment complaints and their outcomes
- A summary of harassment and discrimination laws
- Who should and shouldn't conduct the investigation, and why
- Starting the process with kindness and empathy without agreeing
- Due process and avoiding the wrong kind of confidentiality promise
- Possible questions to ask
- Your own biases, such as believing the first person and confirmation bias
- Effective policies and procedures
- Interviewing witnesses and gathering evidence
- Types of sanctions based on the allegations
- When to use mediation and when to call the police
- Report writing
- Decide when, how and what to investigate
- Choose the right investigator
- Show empathy without agreeing and treat the alleged violator fairly
- Interview witnesses, gather evidence and recognize your own biases
- Select appropriate sanctions or alternatives such as mediation
- Write a clear investigation report
- Anyone being asked to conduct an investigation’
- HR Professionals
- In-house counsel
- Managers and Executives
- Small Business Owners