Webinar on Appraising Credibility, Reaching Conclusions & Writing the Investigative Report: Steps to Minimize Harassment Liability
- URL: http://www.trainhr.com/control/w_product/~product_id=701707LIVE/?channel=mailer&camp=webinar&AdGroup=webinarbase_may_2017_SEO
- Date: May 12, 2017
- Listed: March 12, 2017 9:31 pm
- Expires: This ad has expired
Writing the investigative report actually begins from the very beginning of your investigation and continues throughout the process. This webinar will discuss the intricacies of writing the critical final report of your investigation that may be discoverable (all documents that must be provided to opposing counsel in case of a lawsuit) if an employee files a formal charge with the EEOC or your state’s human rights department, or if you are sued. A number of critical actions are required as part of your investigation. These include determining credibility of each interviewee, corroborating evidence and reaching a conclusion. In order to write a thorough report, investigators must make a decision as to whether the investigated misconduct was a violation of any laws or policies and present these findings in an objective, accurate and concise manner. An in-depth comprehensive investigative report memorializes the investigation, and can be evidence that an investigation actually occurred to minimize your liability.
In my experience as an expert witness for harassment, discrimination, and bullying lawsuits, human resources professionals lack the knowledge in how to document the investigation and write a final report which is critical to ensure employees’ civil rights are not compromised and the organization’s liability is minimized. Knowing how to write a formal investigative report may save a tremendous financial burden on the organization due to the issues outlined in the first bullet. An investigation that is not documented basically did not occur.
Why should you Attend:
Will receive an in-depth outline of the critical elements in an investigative report
Will know what needs to be documented regarding credibility of each witness, target, and the accused
Will identify how to document corroborated evidence
Will list how to draw conclusions
All of which must be included in the report to minimize liability
Areas Covered in the Session:
Discuss the critical elements of the investigative report
List frequently missing elements from reports
Appraise credibility of each interviewee
Describe how to reach conclusions
List required follow-up actions.
Who Will Benefit:
Human Resources Professionals
Dr. Susan Strauss is a national and international speaker, trainer, consultant and a recognized expert on workplace and school harassment and bullying. She conducts harassment and bullying investigations and functions as an expert witness in harassment and bullying lawsuits. Her clients are from business, education, healthcare, law, and government organizations from both the public and private sector.
Event link : http://www.trainhr.com/control/w_product/~product_id=701707LIVE/?channel=mailer&camp=webinar&AdGroup=webinarbase_may_2017_SEO
NetZealous LLC, DBA TrainHR
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