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How to Conduct a Workplace Investigation - Step-by-Step Analogy

Duration:
90 Minutes
Access:
6 months
Webinar Id:
700159
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Recorded Version

$195. One Participant

Recorded Version: Unlimited viewing for 6 months ( Access information will be emailed 24 hours after the completion of live webinar)

Overview:

Employee-related lawsuits are on the rise. Last year the EEOC announced a record number of discrimination claims, approximately 100,000. Wrongful discharge cases are also on the rise.

Per study, the average lawsuit settlement is $165,000. To protect your organization, it is crucial to have an effective strategy in place from the moment you hear a complaint, concern, or when misconduct occurs. Investigating complaints, misconduct, etc. is the right thing to do to protect your company from expensive litigation. It also shows good faith efforts to ensure your decision to terminate or to not terminate was based on a thorough review of pertinent information.

When an informal or formal complaint is made, the employer should take immediate steps to stop the alleged conflict, protect those individuals involved and begin investigations. Under many laws (Title VII, ADA, ADEA, OSHA, Sarbanes-Oxley, state and local nondiscrimination laws, etc.) employers are legally obligated to investigate complaints (harassment, discrimination, retaliation, safety and ethical) in a timely manner. In addition, any appropriate corrective action is required to be taken by the employer to ensure illegal actions/behaviors cease immediately.

A prompt response to employee complaints, concerns, misconduct, etc. will not only generate the best information and evidence, it will also show the employer's good faith and credibility.  Every complaint has the potential to become a lawsuit; therefore, employers should investigate every case in a manner in which it can be presented to a court of law, if necessary. As potentially disruptive as investigations can be, they must be prompt, thorough and effective to ensure everyone's protection.

Areas Covered In the Session:
  • The importance of an investigation
  • When to conduct an investigation
  • Consequences of not conducting an investigation
  • Determining who should conduct the investigation
  • Characteristics of an effective investigation
  • What to do when you receive a complaint or concern
  • Confidentiality and Retaliation
  • How to plan the investigation
  • How to prepare interview questions
  • Effective interview techniques
  • How to document information
  • Determining the results of the investigation
  • Preparing report of investigation results
  • Concluding recommendations and action plans
Who will benefit:
  • HR Managers
  • Business Owners
  • Labor Relations Personnel
  • Management
Instructor:

Vanessa G. Nelson SPHR, CLRL is founder and President of Expert Human Resources Consultants, LLC, a portable HR department, which was founded to help companies protect their assets and increase profits by assisting them with employee-related lawsuit avoidance, conflict resolution, legal compliance maintenance, benefits administration, and maximization of human capital. Vanessa has worked with multiple diverse companies including, healthcare (medical and dental), government, restaurants, retail, construction, adult day care, automotive, and education. Her motto is "Organizational pains are my pains; I do not succeed until the organization is improved."

Vanessa is a results-oriented HR Consultant with a unique background in business management, spanning over 27 years at Hurley Medical Center and Sparrow Health Systems. Her expertise includes: labor relations, employee relations, workplace investigations, and policies and procedures. Additionally, Ms. Nelson has implemented processes to improve conflict management and employee relations; conducted harassment training to improve company efficiencies, worked with multiple unions to produce positive outcomes, and has recruited dozens of talented employees. She is mobile and able to quickly interpret and apply policies fairly and consistently.

Ms. Nelson received her Master of Science in Administration/Human Resources Management from Central Michigan University, and a Bachelor in Business Management from Northwood University. She holds the Certified Senior Professional in Human Resources (SPHR) credential, which is a national top HR certification, held by less than 11% of HR Professionals in the United States. She is also Certified Labor Relations Leader (CLRL), and is Six Sigma White Belt certified.

Ms. Nelson has conducted multiple seminars including: "Lawsuits Waiting to Happen", "Human Resources and the Law", "FMLA," and "Employment Law Updates".


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