How to Conduct an Internal Harassment and Bullying Investigation to Determine Facts and Minimize Liability

Overview:
This webinar 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 analysing evidences, drawing conclusions, writing the 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 thoroughlytake 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 reducing liabilities.

Areas Covered in the Session
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 a Formal and Informal Investigative Procedures
To Determine 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