Workplace Investigations - Witnesses Interviews

Instructor: Teri Morning
Product ID: 703048
  • 17
  • February 2017
  • 10:30 AM PST | 01:30 PM EST
    Duration: 60 Min

Live Online Training
February 17, Friday 10:30 AM PST | 01:30 PM EST
Duration: 60 Min

One Dial-in One Attendee
Group-Max. 10 Attendees/Location
(For multiple locations contact Customer Care)

recorded version

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 48 hrs after completion of Live training

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 after completion of Live training

Customer Care

Fax: +1-650-963-2556


Read Frequently Asked Questions

This training will provide you the best practices on how to effectively interview witnesses while conducting workplace investigations. You will also learn how to avoid retaliatory behavior towards individuals involved in investigations or making complaints.

Why Should You Attend:

Many employers struggle to gather information during witness interviews in investigations. Many employees for a variety of reasons are reluctant to be involved and can be less than forthcoming. Friends of employees and those accused of an offense are often downright angry and vengeful. In investigations, to meet its employer obligations, it's crucial that interviews are structured to capture and gather all available accurate information, notwithstanding employee emotions that are often running high.

This webinar will help investigators move through what often seems an investigatory maze. Some investigators, unable to gather information, turn to body language to make determinations of credibility. Not only can that approach be fraught with indefensible and challengeable findings, TV shows while entertaining, are not good training for interpreting body language. This webinar will cover ways to assess body language while combining with the facts as presented.

Investigations by their very nature tend to leave at the least some employee relations damage amongst employees. This webinar will explain you how to take steps to avoid retaliatory behavior towards individuals involved in investigations or making complaints. This training will also discuss steps an employer can take to minimize the inevitable gossip and side taking that disrupts business.

Areas Covered in the Webinar:

  • When are employees entitled to representation during an investigation?
  • How to prepare and what to do before an interview.
  • Organizing your interview so you can ask good questions.
  • Strategies for the reluctant witness.
  • The angry "hothead". Dangerous or something else?
  • What about tape-recording: Is it a good idea?
  • Body language: Can you tell if a witness is giving false or skewed testimony? Developing behavioral baselines.
  • Considering cultural diversity.
  • The note taker and their role.
  • Taking notes and pacing the interview.
  • Starting and ending your interview.
  • Educating all parties about retaliation.
  • What about witnesses that are not your employee? Tips for customer complaints and joint employment interviews.

Who will Benefit:

  • Anyone who has to do investigations, fact findings, or solve employee relations problems and disputes.
  • Plant Managers
  • Front Line Managers
  • HR Managers
  • Branch Managers
  • Those with Employee Relations positions

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 10 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 is a member of SHRM, holding the dual certification of a SHRM Senior Professional in Human Resources (SHRM-CSP) and as a HRCI Certified, Senior Professional in Human Resources – California (SPHR-CA). She recently completed certifications in project management and IT management.

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