Employers across the US conduct employee relations investigations every day. These fact-findings uncover problems, hope to limit legal liability and solve employee relations problems. Some laws require an investigation. Other laws require investigations as a means for an employer hoping to limit their legal liability. As such, investigations are a common and necessary function of HR.
As such, off you go to an Internal Investigations class to learn how to conduct these employee relations investigations. Which is good because knowing how to conduct an internal investigation in regards to a complaint, an accident, or upon receipt of reports of misconduct or even in regards to a performance situation, is one of the most critical skills every manager and certainly, every HR professional needs in today’s workplace.
In theory, investigating sounds easy but in reality, more often is not. Every investigation is different and it’s an unusual investigation when you have a single, simple complaint and every employee involved is factual and cooperative.
However, it is important that those who perform investigations learn how to not only conduct a competent investigation but also learn how to plan for the very real likelihood of employee non-cooperation and/or tangled issue complaints in their investigations.
This webinar will teach you how to conduct best practice investigations while taking into consideration the real life problems that often affect workplace investigations.
- Best practice policies and procedures of competent investigations.
- Taking an accurate initial complaint, the foundation to a competent complainant based investigation.
- Processing interviews – timing and preparation, including beginning the interview, conducting the interview and ending the interview.
- How to get people to talk to you. Asking good questions to get good answers. Handling uncooperative, angry or deceptive witnesses in interviews.
- Handling evidence properly – including the chain of evidence, and making sure to gather and include evidence you may have overlooked.
- Writing a solid, objective, professional investigative report.
- The reality of retaliation – circumventing, monitoring and stopping the very real and expensive liability of what Shakespeare called a Dish Best Served Cold
Teri Morning, MBA, MS, SPHR, SPHR-CA is the President of her own HR Consulting firm and Principal Partner in a new company HindsightHR 2013 Employee Relations and Investigation Management software. She has over 15 years human resource and training experience in a variety of professional fields, including finance, retail, distribution, architectural, engineering, consulting, manufacturing (union), public sector and both profit and non-profit company structures. She has consulted with employers on... View Full Profile
This program has been approved for 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.
Aurora Training Advantage is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.