Employers are required to conduct investigations for a number of reasons. Several statutes, regulations, and common law expressly or impliedly impose a duty to investigate. How to interpret those can change quickly.
Whether the investigation defends the company and limits your legal liability or blows up into an incredible, embarrassing mess (that incurs even greater liability) may depend largely upon how the investigation is conducted.
Why Should you Attend:
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.
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.
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.
Objectives of the Presentation:
Who can Benefit:
- Employer Compliance Considerations in Investigations
- Taking a Complaint
- Recognizing Your Role in an Investigation
- The Investigative Process
- Case Report Writing
- Decision Making
- After the Investigation
- Avoiding Retaliation
- HR Associates
- Managers and Generalists
- Employee Relations Managers
- Plant Managers
- Business owners
- Those in non-HR jobs who have investigatory responsibilities.