Best Practices of Defensible Workplace Investigations

Instructor: Teri Morning
Product ID: 703176
  • Duration: 60 Min

recorded version

1x Person - Unlimited viewing for 6 Months
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Recorded Link and Ref. material will be available in My CO Section

Training CD

One CD is for usage in one location only.
(For multiple locations contact Customer Care)
CD and Ref. material will be shipped within 15 business days

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Read Frequently Asked Questions

This HR compliance training will teach best practices for conducting effective workplace investigations. Attendees will also learn how to minimize Workers Compensation fraud.

Why Should You Attend:

When a complaint is received, regardless of from whom, or how, the employer has been put on notice that there may be a problem. However there are also many types of workplace investigations that never start with a complaint. Many companies don't have a person who does investigations as their job and so the few persons who are pressed into service as investigators certainly don't look forward to doing an investigation, may not be trained, and may not do enough.

Investigations can uncover unexpectedly ugly aspects of people and/or even of the company so untrained investigators may not do nearly enough to uncover the problem, be easily dissuaded from doing anything at all or not protect complainants and witnesses from being retaliated against.

This webinar will not only cover current best practices in investigations, it will cover common mistakes including failing to plan which is an often overlooked aspect of internal investigations.

Areas Covered in the Webinar:

By participating in the webinar attendees will learn:

  • Taking complaints.
  • Investigatory best practice policies, procedures and protocols to have in place.
  • Interviewing witnesses, including uncooperative or angry ones.
  • How to handle physical, testimonial and documentary evidence.
  • Best practices in writing investigative reports.
  • Preventing and handling gossip, retaliation and interference.
  • Indicators of professional investigations.

Who Will Benefit:

This webinar will provide valuable assistance to:

  • HR Generalists
  • HR Managers
  • Plant Managers
  • Management
  • Business Owners
  • Those with Employee Relations positions

Instructor Profile:

Teri Morning, MBA, MS, SPHR, SPHR-CA is the President of her own HR Consulting firm. Ms. Morning has over 15 years human resource and training experience in a variety of professional fields, including retail, distribution, architectural, engineering, consulting, manufacturing (union), public sector and both profit and non-profit company structures.

She has consulted with employers on their problems and trained managers and employees for over 10 years, meeting and working with employees from all types of businesses. In addition to a MBA, she has a Master's degree in Human Resource Development with a specialization in Conflict Management. She was certified by the State of Indiana in mediation skills, is qualified as a Myers-Briggs practitioner and holds the dual SHRM certification of a Senior Professional in Human Resources (SPHR) and Senior Professional in Human Resources – California (SPHR-CA).

Topic Background:

When an employer receives an allegation of workplace harassment, discrimination, or other misconduct, conducting an internal investigation is often a legal obligation. Those compliance obligations require that investigations are thorough, objective, and professional.

However, whether the investigation, from fact-finding to writing reports, defends the company and limits your legal liability or blows up into an incredible, embarrassing mess (that incurs even greater liability) may depend largely upon HOW the investigation is conducted. An investigation's purpose is to gather the facts, take appropriate action and then if warranted, take such action that a further incident is avoidable or becomes less likely. An employer is also responsible for preventing and/or handling retaliation towards those making complaints or serving as witnesses in an investigation.

Learning from mistakes in performing investigations can quickly become a costly training lesson for a company. Also at cause for concern; is, failing to keep up with new practices such as the NLRB July 2012 decision concerning "blanket rules" that prohibit employees from discussing ongoing investigations.

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