This essential program explores how careful planning and complying with the various legal requirements will minimize risk during the investigative process, and will teach:
- Hands-on skills relating to planning, data collection and preservation,
- Effective interviewing techniques and appropriate documentation,
- How to comply with the many obligations incumbent on any workplace investigator, and
- Best practices and tips for a successful and defensible result.
During this power-packed program, you and your team will learn the key steps for conducting an effective internal investigation from complaint to closure, and how to maintain the careful attention needed minimize legal risk during every stage of the investigation.
- The Changing Landscape
- Review legal trends that have made proper investigations critical to an organization’s success
- Triggers to Investigate
- What are the triggers to start an investigation
- Triage Issues
- When do you escalate, confidentiality, attorney-client privilege, whistleblowing and retaliation issues
- Planning the Investigation – Strategy
- Whom to interview and in what order
- What documents to obtain
- When to obtain information outside the organization
- Electronic sources of information
- The appropriate level of confidentiality
- Issues relating to information via social networks
- How to manage anonymous complaints
- Understanding prompt and thorough
- Interviewing Witnesses
- Strengthen skills by watching and partaking in interview exercises of the complainant, the target of the complaint, and third party witnesses.
- Importance of proper and effective questions
- Active listening skills
- How much information to tell the accused and other witnesses
- When you become the target
- Balancing individuals’ privacy rights with the need for a thorough investigation
- Concerns involving Retaliation
- Decision and Resolution Techniques
- Learn how to evaluate evidence and reach a factual finding that furthers your organization’s goals and will survive legal scrutiny. Issues include:
- Making credibility determinations
- Discipline and remedial action
- Communicating the decision to the parties
- Documentation to Avoid Litigation and Best Practices
- Analyze documentation needed to complete the investigation
- Prepare an Investigative Report
- Analyze documentation and what to write and not write
- Common Pitfalls to Avoid
Product ID: 19526
Plus, you get Conducting Internal Investigations – a $347 value – absolutely FREE!
Jam-packed with compliance guidelines, this 70 page guide will arm you with the knowledge you need to properly conduct internal investigations.
- When Do You Need to Conduct an Internal Investigation?
- Investigative Policy for Your Organization
- Investigation Process
- Preparing for the Investigation
- Conducting the Investigation
- Collect Evidence
- Witness Interviews
- Post-investigation Process
- Handling Specific Situations
- Sample Policy, Questions, and Report Guidelines
So don’t delay! Get the tools you need to develop, follow and document a thorough and impartial workplace investigation.
Get the Essential Tools You Need to Conduct a Legal and Effective Workplace Investigation from Complaint to Closure!Order my recording now
Demery Ryan is an experienced litigator and trial attorney, defending management clients in employment discrimination, harassment, and retaliation claims as well as wage and hour claims in state and federal courts and in arbitration. She leverages her litigation experience to create customized compliance strategies for clients, with a focus on implementing proactive employment policies to get out ahead of problems before they start.
Katherine C. Franklin
Contract Attorney, Littler
Katherine C. Franklin is an experienced litigator and trial attorney who has represented employers for more than 30 years. Katherine advises both U.S. and multinational companies on proactive employment and compliance practices. She assists companies with creating and revising investigation protocols, codes of conduct and developing ethics and compliance programs. She also advises companies on proactive employment practices in multiple areas.
Continuing Education Units
HRCI – Receive 1.25 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org.
“The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.”
C4CM is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.25 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.