3 Solid Training Materials on Workplace Retaliation and Investigation

No employer will demote, fire, retaliate against an employee for filing a complaint on discrimination, taking part in a discrimination proceeding, or opposing discrimination. The laws that forbid discrimination on the basis of color, race, religion, sex, gender and disability also prohibit retaliation against persons who go up against unlawful discrimination or take part in an employment discrimination proceeding. When employees raise a complaint regarding discrimination or work place harassment, it is imperative that an employer must take it seriously and implement a resolution step. Federal law requires employers who know of possible harassment or retaliation to investigate. The investigator appointed must have the capacity to analyze and compile data gathered during the process of investigation in an organized manner.
Instructor: Teri Morning, MBA, MS, SPHR, SPHR-CA
Product ID: PACK70024

CD/Recorded-How It Works:

  • Webinar CD/Recorded will have a series of modules. Our experts have delivered the modules using PowerPoint Presentations.
  • Webinar Recording Link or CDs are licensed to be used multiple times at any location with multiple attendants, as you wish.
  • Recording links will be valid up to 6 months with unlimited access and reference materials will be mailed to your registered e-mail.
  • Free shipment of CDs within 72 hours from the date of purchase and reference materials will be mailed to your registered address.

Webinar Topics:


Who will benefit?

This package will be highly beneficial for the Supervisors, HR Associates, Managers and Generalists, Employee Relations Managers, Plant Managers, Business owners, those in non-HR jobs who have investigatory responsibilities, Regulatory Compliance Managers and Associates, Branch or Division Managers, anyone who writes workplace investigative reports.


Instructor Profile:

Teri Morning, MBA, MS, SPHR, SPHR-CA is the President of her own HR Consulting firm and a new company Hindsight - Employee Relations and Investigation Management software. 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 is a member of SHRM, holding the dual SHRM certification of a Senior Professional in Human Resources (SPHR) and Senior Professional in Human Resources - California (SPHR-CA).


Webinars included in the Package:

Retaliation in Workplace Investigations - Not If - But When, How and From Whom It Will Occur (Duration 60 minutes)

Every company will inevitably encounter times when they must conduct internal investigations of employee conduct. One of the most important and often overlooked parts of a professional investigation is the obligation to protect involved parties, not just complainants but also witnesses, and other stakeholder parties against retaliation. The majority of employers consider that once an investigation has concluded and the matter is dealt with appropriately, that the matter is over and everyone will "move on". But in the minds of those involved, especially any accused parties, nothing may be further from the truth and their "moving on" is merely the hatching and execution of retaliatory plans. Regardless of employee level or position, no one is immune from retaliation during and/or after an investigation.


Objectives of the Presentation:

The objectives of the presentation are to discuss about defining what is retaliation, an adverse action, a covered individual, and protected activity. This webinar will also cover areas including, preventing retaliation during an investigation, minimizing the chances of retaliation after ending an investigation, when, how and with whom to follow up with after an investigation, leaving an effective paper trial and how to investigate a claim of investigatory retaliation.


Do's and Don'ts of Internal Investigations (90 minutes)

Wherever there are people, there are employee relations issues which can turn into compliance issues. Today, there are enough misunderstandings and miscommunications to keep a person busy every day, all day. Knowing how to conduct an internal investigation with regards to a complaint, an accident, or upon receipt of reports of misconduct or even with regards to a performance situation, is one of the most critical skills every manager and certainly, every HR professional needs in today's workplace. The assigned investigator in many workplaces is often an already overburdened employee to whom another time consuming project is now assigned, generally to their dismay. This investigator may have had little to no training in how to perform investigations. Alternatively, they may have had training in the process of investigatory mechanics but never actually performed an investigation.


Objectives of the Presentation:

In theory, investigating sounds easy but in reality, it is often not. However, there are best practices an employer can follow. There are also practices to avoid; those others have learned the hard way not to follow. From fact-finding to writing reports, this webinar will cover the dos and don'ts of processes, policies and practices of conducting workplace investigations.


Investigating Tangled Complaints - Employees with Multiple Complaints, Changing Stories, Bad Memories and Other Issues (90 minutes)

What makes an investigation complicated is that by the time an employee complains; the complaint more often than not, include multiple issues, elements and alleged policy violations. The complaint that started with one employee may with time have spread to include multiple employees and the longer the employee waits to complain, the more complicated it becomes. Sometimes, the complaint keeps changing so much that the employer is left with only the option of investigating.

The key issues that affect an investigation are: uncooperative coworkers, coworkers who conveniently "don't recall". The final straw is recollections of facts by everyone, complainant witnesses and accused, are often affected by long-term dissatisfactions, high emotions, and drama. Employers also need to avoid triggering retaliation claims during investigations. The manager has to effectively manage the employee's performance through this storm without compounding the problem or creating (or magnifying) a legal risk.


Objectives of the Presentation:

These objectives of the webinar are to 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 coworkers. The webinar will also discuss about handling hard to manage complaints, how to deal with tangled issues and complaints, multiple complaints, the complaint that keeps expanding or changing, managing performance without incurring retaliation, fuzzy recollections, how to start an interview so most witnesses will be truthful and forthcoming, and many more.


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