When you receive an allegation of workplace harassment or discrimination or believe your organization has become a victim of fraud or theft - taking prompt action is your legal responsibility.But let's face it: most HR professionals or business owners have never had formal training in how to conduct internal investigations. And without having the proper skills in how to handle allegations in the workplace - and investigate them effectively - employees may feel their complaints are not taken seriously internally. As a result, they take their complaints externally - to the EEOC, DOL, or to their attorney. Therefore, our Internal Investigations training course is a must-attend for those individuals that are responsible for employee relations and the handling of internal investigations. After all, is the time to learn how to do an internal investigation when you are suddenly faced with having to do one? Of course not. That's where our training can help!Key Benefits Of Attending Our Internal Investigations Certificate ProgramOur intensive, three-day program is designed to provide you with a thorough grounding in internal investigations - and to arm you with the knowledge of how to properly conduct internal investigations to minimize legal liability and reduce employee complaints.This program is packed with practical tools, tips, and techniques to improve your investigative skills - and boost your confidence in handling sensitive and complex employee issues.Using interactive exercises and drawing on years of practical experience, our trainers will outline a step-by-step internal investigation process that can be applied in all types of investigations, including harassment, theft, drug and alcohol abuse, and domestic violence.By attending our Internal Investigations training seminar, you will learn how to properly handle an investigation, including:
You also receive 18 PHR / SPHR re-certification credit hours.How To Earn Your Certifications
- The legal obligations that require employers to conduct internal investigations
- How to gather documentary and physical evidence prior to witness interviewing
- How to establish a chain of custody and a confidential retention process
- How to prepare questions for witness interviews and select appropriate interviewing locations
- A standard format for documenting investigative findings
- Best practices in handling disciplinary action and terminations to avoid stepping on legal land mines
Dates & Times:Below are the times for this three-day course, which starts on the dates posted herein.
- Your "Certificate in Internal Investigations"
Upon completion of this seminar, you will be awarded with a "Certificate in Internal Investigations"! This certificate will become a permanent addition to your professional resume, and greatly enhance your value to your organization. Your Certificate will be mailed to you after you complete the seminar.
- PHR / SPHR Re-Certification Credits!
This program has been approved for 18 re-certification credit hours through the HR Certification Institute.
For more information about certification or re certification, please visit the HR Certification Institute website at www.hrci.org. The use of this seal is not an endorsement by HRCI of the quality of the program. It means that this program has met HRCI's criteria to be per-approved for re-certification credit.
Day 1: 8am - 4pmContinental breakfast and coffee is served at 7:30am, and snacks and refreshments served each afternoon. Due to the variety of dietary requirements, attendees are on their own for lunch.
Day 2: 8am - 4pm
Day 3: 8am - 4pm
This comprehensive three-day seminar and workshop has been designed to provide you with training on how to best conduct an Internal Investigation.
This course starts by providing you with an understanding of the laws and requirements – as well as the employer’s obligations – governing an investigation, then teaches you the specifics for doing and concluding an investigation. The course then concludes with three practice investigations where you can apply what you have learned!
- Information-packed training covering everything you need to perform an Internal Investigation, plus
- Interactive sessions throughout the course to test your new knowledge, plus
- Three mock investigations where you can apply all of what you’ve learned, plus
- Access to our Internal Investigations Training & Certification Program!
DAY ONEIdentifying Key Drivers Of Employee Complaints
- Why employees complain - and what they complain about
- The impact of social media on employee complaints and investigations
- How to identify what is - and isn't - a valid complaint that requires an investigation
- How to define boundaries in HR to set expectations on issues HR does and does not own
- How to push back on employee complaints that do not require a workplace investigation
- Leadership and organizational issues that must be addressed to minimize the risk of litigation
- The role HR plays in handling employee issues - and how to obtain investigative authority
Developing An Investigative Strategy
- Concern Or Complaint? Identifying Who Owns What
Federal Labor & Employment Law
- Why "picking up the phone" to call witnesses is a lousy strategy for beginning an investigation
- How pre-planning minimizes the risk of negligence - and improves productivity
- How to determine who is an appropriate investigator
- Whether or not you must recuse yourself from an investigation
- The skills you must possess in order to be an effective investigator
- The three things you must consider when selecting investigative team members
- The potential pitfalls - and politics - to assess problems before a case begins
- How to resolve conflicts and turf issues to set the stage for an investigation
- How to plan your strategy to get the "trifecta" of evidence in every case
- Review of Title VII of the Civil Rights Act and anti-discrimination and harassment laws
- Harassment: Quid Pro Quo and Hostile Work Environment
- Other laws that can come into play when conducting internal investigations
- Employer obligations regarding when and how to conduct workplace investigations
- When it is necessary to take remedial action
Common Law Compliance Obligations When Conducting Investigations
- Evaluating A Complaint: Intimidation, Bullying, or 'Just Joking Around'?
- Common law that creates additional compliance obligations for employers
- Retaliation: Review of Supreme Court case that has redefined retaliation—and how to avoid claims
- Negligence: How to avoid claims of negligent hiring, supervision, retention, and investigation
- Assault & Battery: Knowing your responsibilities in handling toxic and dangerous employee situations
- Defamation: Understanding slander and libel and how to avoid claims
- Privacy: Understanding the three kinds of privacy issues and why a Search & Seizure policy is necessary
- How to handle electronic communications and employee use - and abuse - of social media
- Today's "must-have" company policies to minimize risk of litigation
Skill Building Practice Investigation:
- "Frosty" Behavior—or Retaliation?
- Investigating An Allegation Of FMLA Abuse
Conducting Witness Interviews To Cut Through The Nonsense And Get To The Truth
- Learning that preparation is the key to effective witness interviewing
- How to choose and set up an appropriate space for conducting effective interviews
- How to set up the seating arrangement for maximum investigative benefit
- Weingarten rights and requirements for interviewing in union shop environments
- The "Bulls Eye" interviewing technique to keep your questioning on track
- How to determine if a witness is telling the truth - or telling you a "story"
- Techniques to gain witness cooperation and overcome reluctance
- Your responsibility if an interview gets out of hand - and how to handle it
- Strategies on how to deal with aggressive witnesses who fail to cooperate
Good Case Management & Conducting the Findings Meeting with Leadership
- Using The 'Bulls Eye' Technique To Get To The Truth
- Dealing With Reluctant Witnesses
Interactive Exercise:Organizing Evidence In Preparation For Writing The Investigative Report
- How to conduct a preliminary meeting to identify potential organizational risks
- How to communicate assertively to stand behind your investigative work
- How to present findings, succinctly, to enable leaders to visualize organizational impacts
- Identifying current policies - and past practices - before making decisions
- Recognizing leadership decisions that can lead to negligent retention claims
- Determining when it becomes necessary to leverage internal / external legal team support
The Do's And Don'ts Of Writing An Effective Investigative Report
- Using contemporary software to streamline the documentation collection/collation process
- How to align allegations with applicable policies and laws
- How to review and evaluate evidence to establish a fact pattern and timeline of events
- Process for evaluating evidence to determine if you can conclude the investigation
DAY THREESkills Building Workshop: Practice InvestigationsParticipants will work collaboratively on three mock investigations, working on the practice cases and gaining valuable knowledge and skills, working “a day in the life” of an investigator in each case, handling all aspects from documenting the initial complaint to conducting witness interviews, gathering evidence, and learning how to write a final investigative report.Each fictitious case deals with different, sensitive issues to increase your knowledge of how to identify behaviors, gather evidence, and determine if company policies and/or laws have been violated.Note: It is recommended that participants bring a laptop computer, iPad, or a notebook for use on Day Three of the program. These tools will be helpful during the workshop portion of the program to facilitate note taking during the practice investigative interviews and in working through a classroom activity of preparing an executive summary.Program Wrap-UpAction Steps Beyond The Program
- The various formats for investigative reports: memos vs. formal report structures
- How to write an effective report that demonstrates good faith and minimizes risk
- What does go into an investigative report—and what does not
- Evaluating credibility of witnesses in "he said/she said" investigations
- Documenting corroboration and inconsistencies in "he said/she said" investigations
- Effective communication to complainants and witnesses in order to close out a case
- How to set up appropriate security protocols to safeguard investigative documents
- How to avoid legal liability for prematurely disclosing or destroying evidence
INCLUDED TRAINING MATERIALS
As a seminar participant, you receive access to our Internal Investigations Training & Certification Program.
This online courses provide detailed specifics - including numerous examples, administrative tips, procedural recommendations, and interactive questions - for performing an investigation.Program Benefits
- Award-winning, easy-to-use interface that includes numerous Administrative Tips, Procedural Recommendations, and Interactive Quizzes (complete with answer rationale) to help ensure learning
- FREE updates when the law changes*
- Online access allows you to study at your pace and access materials anytime, anywhere with an internet connection
- Special Bookmark feature that allows you to learn at your own pace and quickly return to training if you are interrupted
- EIGHT hours of PHR/SPHR re-certification credits per course!
- Included with each Training & Certification Program - though not required – is the test to earn your “Certified Administrator” designation. Your test is taken online and scored immediately. Upon successful completion, your certificate is mailed directly to you! We also show you any incorrectly answered test questions so you can improve any area of weakness!
*Free updates are provided for one year from enrollment date. A renewal of $99 applies for each year thereafter, which covers another full year of access to the course materials, renewal of your certificate, and updates whenever the law changes.