Corporate And Employee Investigation Techniques | |||
Have HR Workplace Investigation Questions?From employment background investigations to corporate and employee investigations into theft, fraud, or employee behavior, even seasoned HR professionals have workplace investigation questions.There is no doubt that handling your employee and corporate investigations correctly will help keep things running smoothly at your organization, but getting even one thing wrong can result not only in fines, penalties, and aggravation, but a negative effect on your employees, especially if the employee and corporate investigation was in regard to potential FMLA abuse, claims of bullying and harassment, or retaliation. These problems can be avoided with proper training, and HRTrainingCenter.com can help! We provide training for employment background investigations, employee investigations, and corporate investigations, as well as tips for successful investigation techniques. Below are a few key suggestions - as well as links to applicable training courses - that can help. What To Be Aware Of Regarding: Employment Background Investigations Employers should:
Recommended Training Courses: >>> What To Do When Applicants Or Employees Have A Criminal History >>> Background Checks And Safe Hiring: Trends, Legal Developments, And Best Practices What To Be Aware Of Regarding: Employee Behavior Investigations The following is a list of common reasons for employee complaints and/or topical areas where employees have to conduct investigations:
Recommended Training Courses: >>> How To Conduct Employee Relations Investigations >>> How To Identify And Investigate FMLA Abuse >>> Preventing Workplace Harassment and Bullying >>> Detecting And Deterring Payroll Fraud >>> 9 Ways To Spot, Handle, and Reduce Workers' Comp Fraud >>> How To Keep HR From Being The Employee Complaint Department What To Do Regarding: Employment Law Investigations There are numerous federal and state laws affecting employment, including:
Additionally, managers and supervisors must be trained on company policies, why they exist, and HOW to consistently enforce them. At a bare minimum, leaders must know anti-discrimination, anti-harassment, wage and hour, and safety laws. Employers should ensure that their managers and supervisors are properly educated regarding the organization's EEO policies and procedures, and know how to enforce policies. For instance, they should know how to confront a direct report who is demonstrating inappropriate behavior, what to do if they overhear a co-worker harassing an employee who just came back from giving an interview to HR, etc. Managers and supervisors also should be aware that they act as agents of the organization, and that their retaliatory actions can create legal liability. Recommended Training Course: >>> Certificate Program In FMLA & ADA Compliance What To Be Aware Of Regarding: Corporate Investigations There are a number of laws affecting corporate investigations, and a number or various agencies that laws such as:
When handling a corporate investigation, the employer must prove that it:
>>> Certificate Program For Internal Investigations >>> Payroll Fraud: Are Your Employees Ripping You Off? What To Be Aware Of Regarding: Tips For Investigation Techniques Step 1: Assess The Case Type Good case management begins with determining the type of case. Case types can include:
The next step in the investigative process is to clarify "who owns what"?. For instance, should it be handled by a manager or supervisor or a corporate investigator? Should legal be involved? Should law enforcement be involved? Step 3: Prepare The Investigation
Find Training For Employee And Corporate Workplace InvestigationsGet your workplace investigation questions answered with our internal investigations training courses. You will lean investigation techniques for properly handling employment background and employee and corporate workplace investigations. | |||
Top FAQsCommon law, retaliation, Assault & Battery, Defamation, Privacy, and more. Employers must know the legal obligations that require them to conduct internal investigations, how to gather documentary and physical evidence, how to effectively handle witness interviews, and how to apply discipliary action or termination. Probably the largest pitfall is the reaction of your employees, especially if the investigation is handled poorly. For instance, the company does not investigate theft allegations, tells the accused details from an accuser's accusations, and loss of profits and reputation. An "internal" or "workplace" investigation is a formal inquiry regarding allegations of wrongdoing to determine whether laws or corporate policies have been violated. Respond promptly and responsibly, assess, plan, investigate, evaluate, conclude. Several, including hostile or violent employees, retaliation lawsuits, state or federal repurcussions from broken laws, and affects on your workforce. | |||
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