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The Dos and Don'ts of Conducting an Internal Investigation Training Seminar
When you receive an allegation of workplace harassment, discrimination, or
other misconduct, taking prompt and appropriate action, like conducting an
investigation, is your legal responsibility. From fact finding to writing
reports, this Webinar will cover the do's and don'ts of conducting workplace
investigations so you can gain the confidence to be an effective investigator.
- Taking a Complaint: Protecting your organization with proper
complaint procedures
- DO understand employer obligations to respond to complaints
- DON'T assume the complaint will go away
- Recognizing the Roles in an Investigation: Choosing the
correct investigator for each situation
- DO appoint the proper investigator to minimize perceptions of
bias and maximize results
- DON'T assume that the same investigator will work for each
investigation
- The Investigative Process: Building your plan for a
successful investigation
- DO plan a road map to follow before you start the investigation
- DON'T start the investigation by running off in several different
directions
- The Interview: Asking the right questions to ensure
consistency in gathering the facts
- DO determine the questions before you interview anyone
- DON'T allow the employee to take control of the interview
- Decision Making: Determining any corrective actions and
writing a court-ready report
- DO write a complete report and take any action recommended
- DON'T include personal opinions or assumptions in your report
- After the Investigation: Communicating investigation results
while minimizing liability
- DO respond quickly to complaints to minimize rumors
- DON'T allow any behavior that could be construed as retaliation
Moderator:
Teri Morning, PHR
Director of Organizational Development and Training
HR Consulting
Ms. Morning has over ten years' experience in the Human Resources field
including involvement in recruitment, training, compliance issues, workers'
compensation, and safety and drug programs. Additionally she teaches at numerous
seminars and conferences, conducts on-site training for various clients, and
serves as a family mediator for small claims cases.?? In her capacity as
Organizational Development and Training, Ms. Morning is responsible for managing
all educational, organizational and consulting issues for HR Consulting. She
develops the curriculum of numerous seminars and conferences.?? Ms. Morning
earned her MBA from Anderson University and her Masters in HR Development and
Training with a specialization in Conflict Management from Indiana State
University.?? She is a member of ASTD, CIASTD, SHRM, and the CUNA HR Council.
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