Conducting Sensitive, Internal Workplace Investigations to Avoid Lawsuits

Avoid Legal Headaches: Learn the Secrets of Effective Workplace Investigations!

Instructor :
Pete Tosh

Webinar ID:
16322

Date: AUG 12, 2024 (MON)

Start Time: 10 AM PT - 11:30 AM PT

Duration: 90 Mins.

What you will learn

    • Recognizing When an Investigation is Warranted & Your Role in It
    • 6 Forms of Information Needed to Determine the Best Approach
    • Common Mistakes Made during Investigations & How to Avoid Them
    • Potential Immediate Steps: How to Act Promptly and Effectively
    • Determining Who Should be Interviewed and How
    • Utilizing an Introductory Interview Guide: Key Ground Rules & Your Role…
    • Recognizing When an Investigation is Warranted & Your Role in It
    • 6 Forms of Information Needed to Determine the Best Approach
    • Common Mistakes Made during Investigations & How to Avoid Them
    • Potential Immediate Steps: How to Act Promptly and Effectively
    • Determining Who Should be Interviewed and How
    • Utilizing an Introductory Interview Guide: Key Ground Rules & Your Role
    • Following a Proven Interview Methodology: Bulletproof Process
    • Utilizing an Interview Questionnaire: Complete List of Questions
    • Closing an Interview: Effective Closing is The Key
    • Preparing an Investigatory Findings Report

Course Description

The consequences of a Poorly Conducted Internal Investigation can be severe, leading to costly legal battles, tarnished reputations, and an erosion of trust within your organization!

An internal investigation is a formal inquiry to determine whether workplace policies or regulatory practices have been violated. Investigations can follow:

  • A complaint
  • An allegation
  • A suspicion of misconduct
  • A fraud
  • A harassment accusations
  • or many other reasons covered by federal, state and/or local employment laws.

The goal of any internal investigation is to obtain a straightforward view of the facts:

  • What happened ?
  • When it happened ?
  • Who was responsible ?
  • Who may have been harmed ?
  • What actions may be necessary to prevent the alleged wrongdoing from reoccurring ?

Internal investigations assist organizations in gathering information, fashioning defenses and crafting remedies. Specifically, internal investigations are useful for organizations to identify where there are needs for remediation.

The final investigative report should include:

  • The incident investigated, with dates
  • The individuals involved
  • Key factual findings
  • Applicable employer policies
  • Interviewees’ statements
  • Conclusions
  • Issues that couldn’t be resolved
  • Employer’s follow up action

It’s critical to investigate an allegation quickly. Stretching an investigation out over a lengthy period tells employees the alleged misconduct isn’t important. And as time goes by, it becomes more difficult to collect evidence and get witnesses to talk, details are forgotten, and documents disappear.

And if the organization terminates or disciplines an employee and that person files a lawsuit or complaint the investigation report will be critical in to protecting the company in court.

While every complaint is unique, having a well-defined, consistent process in place can ward off future lawsuits.

This training will equip attendees with best practices and strategies to conduct sensitive investigations that promote transparency, impartiality, and employee confidence!

Join Now!

The consequences of a Poorly Conducted Internal Investigation can be severe, leading to costly legal battles, tarnished reputations, and an erosion of trust within your organization!

An internal investigation is a formal inquiry to determine whether workplace policies or regulatory practices have been violated. Investigations can follow:

  • A complaint
  • An allegation
  • A suspicion of misconduct
  • A fraud
  • A harassment accusations
  • or many other reasons covered by federal, state and/or local employment laws.

The goal of any internal investigation is to obtain a straightforward view of the facts:

  • What happened ?
  • When it happened ?
  • Who was responsible ?
  • Who may have been harmed ?
  • What actions may be necessary to prevent the alleged wrongdoing from reoccurring ?

Internal investigations assist organizations in gathering information, fashioning defenses and crafting remedies. Specifically, internal investigations are useful for organizations to identify where there are needs for remediation.

The final investigative report should include:

  • The incident investigated, with dates
  • The individuals involved
  • Key factual findings
  • Applicable employer policies
  • Interviewees’ statements
  • Conclusions
  • Issues that couldn’t be resolved
  • Employer’s follow up action

It’s critical to investigate an allegation quickly. Stretching an investigation out over a lengthy period tells employees the alleged misconduct isn’t important. And as time goes by, it becomes more difficult to collect evidence and get witnesses to talk, details are forgotten, and documents disappear.

And if the organization terminates or disciplines an employee and that person files a lawsuit or complaint the investigation report will be critical in to protecting the company in court.

While every complaint is unique, having a well-defined, consistent process in place can ward off future lawsuits.

This training will equip attendees with best practices and strategies to conduct sensitive investigations that promote transparency, impartiality, and employee confidence!

Join Now!

Why you should attend

  • Lawsuits arising from workplace misconduct are on the rise, with an alarming 25% increase reported in the last year alone.
  • The financial impact of lawsuits resulting from ineffective investigations can be crippling, with an average settlement cost exceeding $1 million.

Now, imagine the potential for growth and success if you could not only prevent these lawsuits but also foster a culture of trust, fairness, and transparency within your organization – This is precisely what our training aims to achieve!

Employers are legally mandated to investigate harassment, discrimination, retaliation, safety and certain other types of complaints.

Good investigators first create a plan that includes:

  • What is the objective?
  • Who will be interviewed?
  • What will be investigated?
  • What evidence needs to be collected?

Workplace investigations are often complex and can involve navigating sensitive topics and disputes.

A poorly conducted internal investigation can cost a company financially and damage its reputation, not to mention the reputations of the person tasked with overseeing such a probe.

Some of the common mistakes made include:

  • Failing to plan
  • Delaying an investigation
  • Not remaining objective
  • Using aggressive interviewing tactics
  • Not conducting a thorough investigation
  • Failing to reach a conclusion with a written report

Conducting workplace investigations is one of the most challenging duties that HR professionals and other managers must face due to today’s workforce demographics, new employment laws, employees being more aware of their rights – a quagmire of potential landmines – and many managers not trained to do so.

Employers must demonstrate fairness when conducting workplace investigations. and investigations should be thorough and well documented before an employer takes any action.

Additionally, effective workplace investigations need to be guided by the following principles:

  • Neutrality—HR and other personnel involved in an investigation must be detached from an incident, remain objective, have no personal stake in the outcome and give all employees involved the opportunity to provide their version of the incidents.
  • Thoroughness—To ensure that the proper decision is made investigators must be thorough in uncovering all the necessary information while asking detailed questions during interviews
  • Timeliness—Once an investigation is triggered, investigators must act promptly to avoid further acts of wrongdoing with any disciplinary action administered in a timely manner to avoid legal issues.

Enroll Now!

  • Lawsuits arising from workplace misconduct are on the rise, with an alarming 25% increase reported in the last year alone.
  • The financial impact of lawsuits resulting from ineffective investigations can be crippling, with an average settlement cost exceeding $1 million.

Now, imagine the potential for growth and success if you could not only prevent these lawsuits but also foster a culture of trust, fairness, and transparency within your organization – This is precisely what our training aims to achieve!

Employers are legally mandated to investigate harassment, discrimination, retaliation, safety and certain other types of complaints.

Good investigators first create a plan that includes:

  • What is the objective?
  • Who will be interviewed?
  • What will be investigated?
  • What evidence needs to be collected?

Workplace investigations are often complex and can involve navigating sensitive topics and disputes.

A poorly conducted internal investigation can cost a company financially and damage its reputation, not to mention the reputations of the person tasked with overseeing such a probe.

Some of the common mistakes made include:

  • Failing to plan
  • Delaying an investigation
  • Not remaining objective
  • Using aggressive interviewing tactics
  • Not conducting a thorough investigation
  • Failing to reach a conclusion with a written report

Conducting workplace investigations is one of the most challenging duties that HR professionals and other managers must face due to today’s workforce demographics, new employment laws, employees being more aware of their rights – a quagmire of potential landmines – and many managers not trained to do so.

Employers must demonstrate fairness when conducting workplace investigations. and investigations should be thorough and well documented before an employer takes any action.

Additionally, effective workplace investigations need to be guided by the following principles:

  • Neutrality—HR and other personnel involved in an investigation must be detached from an incident, remain objective, have no personal stake in the outcome and give all employees involved the opportunity to provide their version of the incidents.
  • Thoroughness—To ensure that the proper decision is made investigators must be thorough in uncovering all the necessary information while asking detailed questions during interviews
  • Timeliness—Once an investigation is triggered, investigators must act promptly to avoid further acts of wrongdoing with any disciplinary action administered in a timely manner to avoid legal issues.

Enroll Now!

Course Agenda

    • What is an Internal Investigation?
    • Goal of an Internal Investigation
    • Key Challenges Related to Investigations
    • Common Mistakes Made during Investigations & How to Avoid Them
    • Recognizing When an Investigation is Warranted
    • Your Role When Conducting Investigations
    • 6 Forms of Information Needed to Determine the Best Approach
    • Potential Immediate Steps: Know What Should You Do
    • Determining Who Should be Interviewed
    • Utilizing an Introductory Interview Guide: Ground Rules & Your Role
    • Following a Proven Interview Methodology: Bulletproof Process
    • Utilizing an Interview Questionnaire: Complete List of Questions
    • Closing an Interview: Effective Closing is The Key
    • Preparing an Investigatory Findings Report

BONUS:

    1. PDF copy of the presentation handout for your future reference.
    2. Soft copy of the certificate of completion on request.
    3. Q&A Session with the Presenter: Get your pressing questions answered verbally, via chat or email.
    • What is an Internal Investigation?
    • Goal of an Internal Investigation
    • Key Challenges Related to Investigations
    • Common Mistakes Made during Investigations & How to Avoid Them
    • Recognizing When an Investigation is Warranted
    • Your Role When Conducting Investigations
    • 6 Forms of Information Needed to Determine the Best Approach
    • Potential Immediate Steps: Know What Should You Do
    • Determining Who Should be Interviewed
    • Utilizing an Introductory Interview Guide: Ground Rules & Your Role
    • Following a Proven Interview Methodology: Bulletproof Process
    • Utilizing an Interview Questionnaire: Complete List of Questions
    • Closing an Interview: Effective Closing is The Key
    • Preparing an Investigatory Findings Report

BONUS:

    1. PDF copy of the presentation handout for your future reference.
    2. Soft copy of the certificate of completion on request.
    3. Q&A Session with the Presenter: Get your pressing questions answered verbally, via chat or email.

Who is this course for

Everybody benefits from watching this. Even better when done as a group!

    • Human Resources Managers/Professionals
    • Legal Counsel/Attorneys
    • Compliance Officers
    • Risk Managers
    • Employee Relations Managers/Officers
    • Ethics and Compliance Managers
    • Chief Human Resources Officers (CHRO)
    • General Counsel
    • Operations Managers
    • Senior Executives/Leadership Team Members

Everybody benefits from watching this. Even better when done as a group!

    • Human Resources Managers/Professionals
    • Legal Counsel/Attorneys
    • Compliance Officers
    • Risk Managers
    • Employee Relations Managers/Officers
    • Ethics and Compliance Managers
    • Chief Human Resources Officers (CHRO)
    • General Counsel
    • Operations Managers
    • Senior Executives/Leadership Team Members

Instructor Profile

Pete Tosh is Founder of The Focus Group, a management consulting and training firm that assists organizations in sustaining profitable growth through four core disciplines. Pete is co-author of Leading Your Organization to the Next Level: The Core Disciplines of Sustained Profitable Growth....

Pete Tosh is Founder of The Focus Group, a management consulting and training firm that assists organizations in sustaining profitable growth through four core disciplines:

  • Maximizing Leadership Effectiveness
  • Strategic Planning
  • Implementing Strategic HR Initiatives
  • Enhancing Customer Loyalty

The Focus Group has provided these consulting and training services to manufacturing and service organizations across the U.S., Canada, Europe and the Middle East. Pete has worked closely with the leadership teams of organizations such as Exxon, Brinks, EMC, State Farm, Marriott, N.C.I. YKK and Freddie Mac.

Pete is co-author of Leading Your Organization to the Next Level: The Core Disciplines of Sustained Profitable Growth.

Pete holds a B.A. degree in Psychology from Emory and Henry College and Master’s degrees in both Business Administration and Industrial Psychology from Virginia Commonwealth University.

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