A harassment or bullying complaint puts the employer on the clock. How you run the internal investigation decides whether the facts come out clearly and whether your liability goes up or down.
This 2-hour virtual seminar walks through a workplace harassment investigation from start to finish. You'll learn how to decide whether an investigation is needed, plan the steps, and interview the person making the complaint, the person accused and any witnesses.
The session then covers weighing the evidence, judging each interviewee's credibility, reaching sound conclusions, writing a formal investigation report and choosing corrective action where it is called for.
WHY SHOULD YOU ATTEND?
The EEOC expects employers who learn of alleged harassment to investigate promptly and thoroughly, act to end the conduct, restore any lost benefits or opportunities to the victim, and stop it from happening again. Meeting that standard fairly is hard, and the investigation is the part most likely to go wrong.
This seminar helps HR professionals, investigators, managers, supervisors, team leads and department heads understand the critical parts of a harassment or bullying investigation so they can establish the facts and reduce liability.
AREA COVERED
- Deciding whether an investigation is necessary
- The steps of a harassment or bullying investigation
- Interviewing the accuser, the accused and witnesses
- Formal vs informal investigation procedures
- Judging the credibility of every interviewee
- Drawing conclusions after the investigation
- What to include in the formal investigation report
LEARNING OBJECTIVES
- Decide when a complaint calls for an internal investigation
- Plan and follow the steps of a harassment or bullying investigation
- Interview the accuser, the accused and witnesses effectively
- Choose between formal and informal investigation procedures
- Assess the credibility of each interviewee
- Analyze evidence and draw defensible conclusions
- Write a formal report and take corrective action where needed
WHO WILL BENEFIT?
- Human Resources Professionals
- HR training Manager
- Investigative Officers
- Managers
- Supervisors
- Team Leads
- Directors
- Department Head
The EEOC expects employers who learn of alleged harassment to investigate promptly and thoroughly, act to end the conduct, restore any lost benefits or opportunities to the victim, and stop it from happening again. Meeting that standard fairly is hard, and the investigation is the part most likely to go wrong.
This seminar helps HR professionals, investigators, managers, supervisors, team leads and department heads understand the critical parts of a harassment or bullying investigation so they can establish the facts and reduce liability.
- Deciding whether an investigation is necessary
- The steps of a harassment or bullying investigation
- Interviewing the accuser, the accused and witnesses
- Formal vs informal investigation procedures
- Judging the credibility of every interviewee
- Drawing conclusions after the investigation
- What to include in the formal investigation report
- Decide when a complaint calls for an internal investigation
- Plan and follow the steps of a harassment or bullying investigation
- Interview the accuser, the accused and witnesses effectively
- Choose between formal and informal investigation procedures
- Assess the credibility of each interviewee
- Analyze evidence and draw defensible conclusions
- Write a formal report and take corrective action where needed
- Human Resources Professionals
- HR training Manager
- Investigative Officers
- Managers
- Supervisors
- Team Leads
- Directors
- Department Head