Workplace investigations go well beyond harassment complaints. Theft, safety or OSHA issues, retaliation, vandalism, off-the-clock work, substance abuse and social media or policy violations can all call for one, and HR, management or an outside investigator may need to lead it.

This 90-minute workplace investigation training treats investigating as both a science and an art: getting the technical steps right to limit liability, and building rapport in a safe setting with stressed interviewees. You'll learn when a formal investigation is needed, how to plan it, when to involve legal counsel, what evidence to gather and how to handle searches of desks, computers, phones or lockers.

The session also covers documentation, uncooperative parties, credibility and writing a final report.

WHY SHOULD YOU ATTEND?

Employers have a duty to investigate, and experience alone is not enough; investigators need training in the process. A trained investigator helps show a court or agency that the organization is committed to preventing harassment, and supports a fair and impartial process that protects employees and the business.

This session suits HR vice presidents, directors, managers and generalists, risk management directors, managers, supervisors, team leads and HR consultants.

AREA COVERED

• If and when an investigation is required
• Formal vs informal investigation processes
• Planning the investigation
• What constitutes a witness
• Legal issues such as confidentiality, defamation of character and false imprisonment
• Documenting each interview
• Examples of appropriate and inappropriate documentation
• How to corroborate evidence
• Criteria for judging the credibility of interviewees
• The investigator's role in forming an opinion
• Following up with the target, the accused and the organization
• Why the investigative report matters
• Misconduct triggers that call for an investigation
• Template final report

LEARNING OBJECTIVES

• Identify what counts as a complaint and decide whether an investigation is needed
• Follow the steps of an investigation, including formal and informal procedures and searches
• Interview the accuser, the accused and witnesses effectively
• Document interviews and evidence properly
• Assess credibility and recognize signs that someone may be lying
• Reach a conclusion and take appropriate follow-up action
• Write a formal report of the investigation

WHO WILL BENEFIT?

• VP of HR
• All HR Directors, Managers, and Generalists
• Director of Risk Management
• Managers and supervisors
• Team leads
• HR consultants