2-Hour Virtual Seminar on How to Conduct an Internal Harassment and Bullying Investigation to Determine Facts and Minimize Liability
ESTDate: Apr 11, 2023, TueStart Time: 01:00 PM
PDTDate: Apr 11, 2023, TueStart Time: 10:00 AMDuration: 2 HrsTopic ID: WEB00161
Title VII and the Equal Employment Opportunity Commission (EEOC) require workplaces receiving a complaint, or otherwise learning of alleged discrimination or harassment, investigate in a timely manner and take appropriate corrective action to end the harassment and prevent the misconduct from recurring. That’s a tall order to ensure a just and fair handling of a harassment complaint - an essential order that employers are required to follow. The investigation process is, perhaps, the most critical element in dealing with harassment. In cases that have gone to court it is often due to inadequate or absent investigations of complaints.
While there is no such legal requirement for instances of bullying (in which the definition varies widely), it is at the organization’s peril to not investigate bullying complaints. It is possible that an incident of “bullying” may be motivated by the target’s protected class and constitute illegal discrimination or harassment.
The courts have opined that workplaces must prevent and intervene on harassment complaints. Not only is investigating a prevention and intervention tactic, but the HR professional tasked with investigating should be trained in how to do so—this also demonstrates prevention.
Even if you have been doing investigations for years – if you have never been trained, how do you know if you are conducting them correctly to prevent liability, determine the accuracy of the complaint, corroborate evidence, determine credibility, and form an opinion? This program will cover the intricacies of conducting a harassment investigation.
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- To list the steps of an investigation
- To identify the components of an investigation
- To differentiate between an informal and formal resolution to a complaint
- To provide sample interview questions of the complainant, accused, and witnesses
- To discuss documentation requirements
- To determine credibility of each interviewee
- To draw conclusions following the investigation
- To include the critical elements of the investigative report
Why Should You Attend?
- To identify what constitutes a complaint
- To determine if an investigation is necessary
- To discuss the steps of an investigation
- To explore the intricacies of interviewing the accuser, accused and witnesses
- To demonstrate good documentation
- To differentiate between a formal and informal investigative procedures
- To determine credibility
- To discuss tips on whether someone is lying
- To reach a conclusion following an investigation
- To Follow up with appropriate action based on the outcome of the investigation
- To write a formal report outlining the investigation
Areas Covered in the Webinar:
- Discussion about if and when an investigation is required
- Comparison of a formal and informal investigation process
- Planning for the investigation
- Review of what constitutes a witness
- Legal issues surrounding an investigation such as confidentiality, defamation of character, and false imprisonment
- The importance of documentation of each interviewee
- Examples of appropriate and inappropriate documentation and why it is critical
- Specific details regarding how to corroborate evidence
- List of criteria to determine credibility of those interviewed
- The role of the investigator in forming an opinion following the investigation
- How to follow-up with the target, accused, and the organization
- The critical importance of an investigative report
- List of misconduct triggers that are a catalyst for an investigation
- Template final report
Who Will Benefit:
- VP of HR
- All HR Directors, Managers, and Generalists
- Director of Risk Management
- Managers and Supervisors
- Team Leads
- HR Consultants
Dr. Susan Strauss
Susan Strauss RN Ed.D. is a national and international speaker, trainer and consultant. Her specialty areas harassment, discrimination and bullying; organization development, and management/leadership development. Her clients are from healthcare, education, business, law, and government organizations from both the public and private sector. Susan conducts bullying and harassment investigations, works as an expert witness for harassment and bullying lawsuits, and coaches those managers and employees that need assistance in stopping their harassing or bullying behavior.
Dr. Strauss has authored over 30 books, book chapters, and articles, as well as written curriculum and training manuals. Susan has been featured on 20/20, CBS Evening News, and other television and radio programs as well as interviewed for newspaper and journal articles such as the Times of London, Lawyers Weekly, and Harvard Education Newsletter.
Susan has presented at international conferences in Botswana, Egypt, Thailand, Israel, Palestine, Bali, Lebanon, and the U.S., and conducted sex discrimination research in Poland. She has consulted with professionals from other countries such as Israel, England, Australia, Canada and St. Maartin. She has her masters in community health and holds a doctorate in organizational leadership.
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