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 For Registration :
https://www.complianceonline.com/workplace-harassment-bullying-violence-investigations-seminar-training-80485SEM-prdsmchannel=referral_ticketleap
[https://www.complianceonline.com/workplace-harassment-bullying-violence-investigations-seminar-training-80485SEM-prdsm?channel=referral_ticketleap]
Seminar One Registration - $1499.00
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31/01/2020 Last update