An employee just left your office complaining of harassment or bullying. Does such a complaint require an investigation, or should it be handled informally? How do you know which approach is required and, if sued, can you prove you've been properly trained to make such a decision?
The EEOC requires that employers "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 by law to follow. If your organization gets sued, you will be required to demonstrate that you have been trained in the science and art of conducting investigations. But do you know how to conduct an investigation or write an investigative report?
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. But do you know how to conduct an investigation? Interview the accused or witnesses? Write an investigative report?
This program will cover the intricacies of conducting a harassment investigation. By attending this training session, you will learn how to:
- Determine if an investigation is necessary
- Discuss the steps of an investigation
- Explore the intricacies of interviewing the accuser, the accused, and witnesses
- Differentiate between formal and informal investigative procedures
- Reach a conclusion following an investigation
- Write a formal report outlining the investigation
About Your Presenter:
Dr. Susan Strauss is a nationally-recognized expert, author, and international speaker on discrimination, harassment, and bullying in the workplace.
She works with private and public sector organizations to provide professional services for business, legal, healthcare, education, and government settings.
PHR / SPHR Credits!
This program has been approved for 1.5 recertification credit hours through the HR Certification Institute. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org. The use of this seal is not an endorsement by HRCI of the quality of the program. It means that this program has met HRCIs criteria to be pre-approved for recertification credit.
Need Additional Training For Investigations?
We offer an advanced training seminar on handling investigations. For more details, view our Internal Investigations Certificate Program or call us at 770-410-01219.