In this information-packed webinar, Christina M. Reger, Esq., will guide you through the steps you need to take to ensure your organization is handling harassment complaints correctly.
- Timeline: When do you begin an investigation into a complaint?
- How do we avoid the common missteps in handling harassment complaints?
- Does every complaint need to be investigated?
- What if we don’t have a policy or procedure outlined already?
- Who should conduct the investigation?
- What happens if others in the organization gossip about the situation?
- What should be documented during the investigation?
- Who should be interviewed, and how do I assess the interviews?
- What happens with the people involved in the harassment during the investigation?
- Should anonymous complaints be looked into or taken seriously?
- What steps do I take to avoid retaliation against the complaining employee?
Product ID: 17144
Plus, you get Employee Complaint Investigations: Your Step by Step Guide to Managing, Investigating, and Resolving Employee Complaints – a $227 value – absolutely FREE!
This essential guide is designed to walk you through the steps for dealing with employee complaints; and gives you the guidance you need to handle investigations with confidence.
• Why You Should Never Ignore Employee Complaints
• Which Reporting System is Right for Your Business
• Why Outsourcing May Be Your Best Option
• A Complaint Comes In: What Do You Do?
– Planning For The Investigation
– Who Will Conduct It?
– Determine Scope of Investigation
– Identify Information To Gather
– Confidentiality Issues
– Handling Interviews
• Communication of Your Decision
• Handling Discipline When Required
• Federal Resources on Common Complaint Topics
Learn How to Evaluate, Investigate & Respond to Harassment Complaints Legally & Effectively!Get it on demand now
Christina M. Reger
Shareholder, Bazelon, Less & Feldman, P.C.
Christina M. Reger focuses her practice on employment law. She regularly counsels businesses on how to comply with the barrage of new laws, regulations, opinions and guidance from federal and state agencies. Whether preparing policies, negotiating employment or severance agreements or simply answering questions about that problem employee, Ms. Reger is the trusted advisor to many businesses that come to her for advice and counsel.
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.”