ComplianceOnline

An HR Approach for Defensible Workplace Investigations: Managing Complaints with Compliance

Instructor: Teri Morning
Product ID: 702405
  • Duration: 60 Min

recorded version

$149.00
1x Person - Unlimited viewing for 6 Months
(For multiple locations contact Customer Care)
Recorded Link and Ref. material will be available in My CO Section

Training CD

$199.00
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

Customer Care

Fax: +1-650-963-2556

Email: customercare@complianceonline.com

Read Frequently Asked Questions

This webinar will show how you can perform an objective, factual, thorough and defensible workplace investigation that meets the employer's compliance obligations.

Why Should You Attend:

Employers have obligations to investigate complaints made by employees for a myriad of reasons including discrimination, harassment, violence in the workplace, and other prohibited conduct.

In the event of employee complaints employers are required to perform a thorough, objective, professional investigation. The 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.

This webinar will show how you can perform an objective, factual, thorough and defensible workplace investigation that meets the employer's compliance obligations. The training will discuss best practices, policies and protocols you should have in place for interviewing witnesses, handling evidence and writing investigative reports.

Areas Covered in the Seminar:

  1. Why companies are required to do investigations.
  2. How to take a complaint.
  3. Investigatory best practice policies, procedures and protocols to have in place.
  4. Interviewing witnesses, including uncooperative or angry ones.
  5. How to handle physical, testimonial and documentary evidence.
  6. Best practices in writing investigative reports.
  7. Preventing and handling gossip, retaliation and interference.
  8. Indicators of professional Investigations.

Who will Benefit:

  • HR Managers who have to perform investigations
  • The HR person in the one person HR office
  • Management who have investigative responsibilities
  • Those who have to oversee others investigations such as Plant Managers, HR and Boards.

Instructor Profile:

Teri Morning, MBA, MS, SPHR, SPHR-CA is the President of her own HR Consulting firm She 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, Teri 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).

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