How to Conduct a Workplace Harassment, Bullying & Violence Investigations Training

from Thursday, January 30, 2020 8:30AM to Friday, January 31, 2020 12:30PM

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The EEOC requires that employers receiving a complaint, or otherwise learning of alleged harassment in the workplace, “investigate promptly and thoroughly…take immediate and appropriate corrective action by doing whatever is necessary to end the harassment, make the victim whole by restoring lost employment benefits or opportunities, 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 all organizations 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. Employees and their attorneys are using various tort laws to bring action against their employer. Additionally, it is possible that an incident of “bullying” may be motivated by the target’s protected class and constitutes illegal discrimination or harassment. The courts have opined that organizations must prevent and intervene on harassment complaints. The employer is required to demonstrate what it has done to prevent harassment. Not only is conducting an investigation a prevention and intervention tactic, but the HR professional tasked with conducting an investigation 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.   Learning Objectives:   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 differentiate between a formal and informal investigative procedures To determine credibility and reach a conclusion following an investigation To write a formal report outlining the investigation   Course Outline: Discussion about if and when an investigation is required Comparison of a formal and informal investigation process Planning for the investigation Sample interview questions provided for the target, the accused and witnesses 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 He said/she said 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 The elements of an investigative report to minimize liability  Speaker: Teri MorningFounder and President, Hindsight Human Resources Teri Morning, MBA, MS, specializes in solving company “people problems.” She is the founder and president of Hindsight Human Resources. Teri also sources HR software solutions for incident tracking, employee relations, safety (Incident Tracker), compensation (Compease) and performance management (Performance Pro). Twenty+ years human resource and training experience in a variety of fields, including retail, distribution, architectural, engineering, consulting, manufacturing (union), public sector and both profit and non-profit companies. She has enjoyed consulting with employers on their problems and trained managers and employees for over 20 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, and is currently certified in project management and it management and qualified as a Myers Briggs practitioner. She has held the PHR, SPHR, SPHR-CA and SHRM-SCP certifications. For Registration -             Note: Use coupon code  REFERRAL10  and get 10% off on registration.
Houston TX US

Type: Eventbrite