This Seminar undertakes to explain the process of internal harassment and bullying investigation. Participants will learn how to handle harassment complaints and conduct the investigation to determine facts and minimize liability by analyzing evidence, drawing conclusions, writing a formal report outlining the investigation, and taking corrective actions where necessary.
WHY SHOULD YOU ATTEND?
The EEOC requires that employers receiving a complaint, or otherwise learning of alleged harassment in the workplace, to "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, by law, to follow. The investigation process is, perhaps, the most critical element in dealing with harassment.
This training program helps in identifying the critical components of harassment/bullying investigation in order to determine correct facts and reduce liabilities.
AREA COVERED
- 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 Formal and Informal Investigative Procedures
- To Determine the Credibility of all Interviewees
- To Draw Conclusions following an Investigation
- To list necessary Elements in writing the Formal report Outlining the Investigation
WHO WILL BENEFIT?
- Human Resources Professionals
- HR training Manager
- Investigative Officers
- Managers
- Supervisors
- Team Leads
- Directors
- Department Head
The EEOC requires that employers receiving a complaint, or otherwise learning of alleged harassment in the workplace, to "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, by law, to follow. The investigation process is, perhaps, the most critical element in dealing with harassment.
This training program helps in identifying the critical components of harassment/bullying investigation in order to determine correct facts and reduce liabilities.
- 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 Formal and Informal Investigative Procedures
- To Determine the Credibility of all Interviewees
- To Draw Conclusions following an Investigation
- To list necessary Elements in writing the Formal report Outlining the Investigation
- Human Resources Professionals
- HR training Manager
- Investigative Officers
- Managers
- Supervisors
- Team Leads
- Directors
- Department Head
