When an employee complains about a coworker, what you do next shapes the outcome, and getting it wrong can be very costly. This 90-minute internal investigations training sets out the steps to run a fair, impartial and professional investigation.
You'll learn how to prepare before a complaint arrives, follow a timeline and step-by-step process from complaint to resolution, avoid common mistakes, and decide what to include in the final report and what to tell the complaining employee.
Because retaliation claims are consistently among the most frequent EEOC charges each year, the session also shows how to train supervisors and managers on what to do and avoid during and after an investigation.
WHY SHOULD YOU ATTEND?
A professional investigation process protects both employees and the company. This session covers policy considerations, best practices, examples of investigations done right and wrong, and the roles of the complaining employee, the accused, the employer, the investigator and the manager.
It suits HR professionals, managers and directors, business and operations managers, small business owners, risk managers, in-house counsel and business attorneys.
AREA COVERED
- Preparing for an investigation before one is needed
- Steps to a fair internal investigation
- A timeline for responding to a complaint or incident
- Common mistakes and how to avoid them
- Roles of the employee, the accused, the employer, the investigator and the manager
- Training supervisors and managers on actions to take and avoid during and after an investigation
- Reducing the risk of retaliation claims
- What to include in the final report
- What to tell the complaining employee afterward
- Examples of investigations done right and done wrong
LEARNING OBJECTIVES
- Prepare your organization for an investigation before one starts
- Follow a step-by-step process from complaint to resolution
- Avoid common investigation mistakes
- Train supervisors to reduce the risk of retaliation claims
- Write a complete final investigation report
- Communicate the outcome to the complaining employee
WHO WILL BENEFIT?
- HR professionals
- HR Managers
- Directors of HR
- Business Managers
- HR Directors
- Small Business Owners
- Operations managers
- Risk managers
- In-house counsel
- Business attorneys
A professional investigation process protects both employees and the company. This session covers policy considerations, best practices, examples of investigations done right and wrong, and the roles of the complaining employee, the accused, the employer, the investigator and the manager.
It suits HR professionals, managers and directors, business and operations managers, small business owners, risk managers, in-house counsel and business attorneys.
- Preparing for an investigation before one is needed
- Steps to a fair internal investigation
- A timeline for responding to a complaint or incident
- Common mistakes and how to avoid them
- Roles of the employee, the accused, the employer, the investigator and the manager
- Training supervisors and managers on actions to take and avoid during and after an investigation
- Reducing the risk of retaliation claims
- What to include in the final report
- What to tell the complaining employee afterward
- Examples of investigations done right and done wrong
- Prepare your organization for an investigation before one starts
- Follow a step-by-step process from complaint to resolution
- Avoid common investigation mistakes
- Train supervisors to reduce the risk of retaliation claims
- Write a complete final investigation report
- Communicate the outcome to the complaining employee
- HR professionals
- HR Managers
- Directors of HR
- Business Managers
- HR Directors
- Small Business Owners
- Operations managers
- Risk managers
- In-house counsel
- Business attorneys