Description

Title VII and other civil rights laws, as well as the office for Civil Rights requires employers receiving a complaint, or otherwise learning of alleged discrimination and harassment investigate in a timely manner and take appropriate corrective action to end the harassment 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 employers are required to follow. The investigation process is, perhaps, the most critical element in dealing with harassment.  In cases that have gone to court it is often due to inadequate or absent investigations of complaints. 
While there is no such legal requirement for instances of bullying (in which the definition varies widely), it is at the organization’s peril to not investigate bullying complaints. It is possible that an incident of “bullying” may be motivated by the target’s protected class and constitute illegal discrimination or harassment.
The courts have opined that workplaces must prevent and intervene on harassment complaints. HR is tasked with conducting an investigation  and should therefore, be trained in how to do so—this also demonstrates prevention.

Even if you have been doing investigations for years – if you have never been trained, how do you know if you are conducting them correctly to prevent liability, determine the accuracy of the complaint, corroborate evidence, determine credibility, and form an opinion?  This program will cover the intricacies of conducting a harassment and bullying investigation.

Learning Objectives:-

• To list the steps of an investigation
• To identify the components of an investigation
• To differentiate between an informal and formal resolution to a complaint
• To provide sample interview questions of the complainant, accused, and witnesses
• To discuss documentation requirements
• To determine credibility of each interviewee
• To draw conclusions.

Why Should You Attend:-

• What is the problem statement/ area?
  • Investigators of harassment have often not been trained in the process of investigating complaints of harassment (and bullying).
• What is the scope the webinar?
  • To discuss the critical elements in conducting harassment investigations including the requirement to determine credibility and to draw a conclusion based on the investigation.
• What solution are we offering through this training program?
  • A “How To” on conducting investigations.
• What concrete results will they be able to achieve at work once they have attended your webinar?
  • You will be able to … Write a comprehensive, accurate investigative report.

Who Will Benefit?

• All supervisors and managers
• Human Resources Professionals.