ComplianceOnline

Getting to the Truth in Internal Investigations with Uncooperative Employees

Instructor: Teri Morning
Product ID: 703776
  • Duration: 60 Min

recorded version

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Read Frequently Asked Questions

Employee relations issues can quickly turn into compliance issues. This webinar will cover methods and techniques to smooth the way through the most difficult part of any investigation: opening interviews smoothly, garnering accuracy and cooperation from scared, difficult, combative, angry and upset complainants and co-workers.

Why Should You Attend:

Knowing how to conduct an internal investigation in regards to a complaint, an accident, or upon receipt of reports of misconduct or even in regards to a performance situation, is one of the most critical skills every manager, and certainly, every HR professional needs in today’s workplace. However, even the most open of employees generally aren’t inclined to be forthcoming during employee relations investigations. A variety of factors could contribute towards this:

  • Sometimes just opening the simplest of interviews can turn prickly.
  • Even the most cooperative of persons may not want to get involved in sensitive interactions between coworkers.
  • Add in common yet messy variables such as multiple issue complaints, complaints against managers, or long term or influential coworkers and it is understandable why the more reasonable the employee, the more unlikely they are to be involved in such organizational maneuverings.

Further, employees sometimes seize the opportunity of an investigation to redress past wrongs, or retaliate against coworkers or managers - even if they have to repackage, omit, obscure or confuse information. This webinar will focus on guiding attendees as efficient investigators who can:

  • Establish trust
  • Identify any obscuring of issues
  • React to new information
  • Overcome any hostility
  • Determine credibility of all parties in an investigation

Areas Covered in the Webinar:

  • How to start an interview and ensure witnesses will be truthful and forthcoming from the beginning.
  • How to differentiate between misinterpreted recollections vs. purposeful distortion or even providing misinformation.
  • Differentiating between a witness’s selective memories vs. human forgetfulness.
  • Finding out if the investigator didn’t ask an understandable, good question vs. a witness’s purposeful omission.
  • How to get to omitted facts, whether excluded purposefully or not.
  • Finding the underlying cause of inference and untangling the web of deception.
  • The best defense is a good offense mindset – interviewing those who disorder, complicate, blow up and back track.
  • Leave the TV shows on body language out - the 5 best ways to tell if someone is lying to you.
  • How to ask good questions to get good answers.

Who Will Benefit:

  • Supervisors
  • HR associates
  • Managers and generalists
  • Employee relations managers
  • Plant managers
  • Business owners
  • Personnel who have investigatory responsibilities in non-HR jobs

Instructor Profile:

Teri Morning, MBA, MS, SPHR, SPHR-CA, is the president of her own HR consulting firm and is a partner in a new investigatory software firm, HindsightHR. Ms. Morning has over 15 years’ of human resource and training experience in a variety of professional fields, including retail, distribution, finance, 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 15 years, meeting and working with employees from all types of businesses. In addition to an MBA, she has a master's degree in human resource development with a specialization in conflict management. Ms. Morning 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). She is a certified financial counselor; she recently completed a certification in IT management, and is currently working on a project manager certification.

Topic Background:

Employers conduct employee relations investigations every day. These fact-findings uncover problems, limit legal liability and solve employee relations problems. Investigations are an everyday, common, and necessary function of HR. Large employers even have departments devoted solely to managing employee relations.

However, employees don’t always see investigations the same way employers do. Many employees don’t want to get involved for the very real fear of retaliation, while many prefer to maintain a dignified silence. Other employees fear assisting in an investigation might cause their own wrongdoing to be brought to management’s attention. In theory, investigating sounds easy but in reality, it is often not.

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