HR Investigations 101: The Basics for How To Conduct Workplace Investigations

About This Webinar

Let’s face it, most professional employees and employee relations handle many employee complaints almost every day. Here is just a brief overview of some of them:

  • “He’s bothering me…”
  • “My work environment is extremely hostile…”
  • “She’s a bully…”
  • “I’m not one of my boss’s ‘favorites’ so I don’t understand…”
  • “I didn’t get the promotion because…”
  • “He only gets revenge on me…”
  • “The review I received was incorrect… the only reason I was notified was that…”

And so on! Today, human resources have become the place everyone wants to complain about, and it often does.

This is a problem on many levels; the main problem, however, was that most employees were not properly trained to conduct investigations. So if an employee calls HR to complain, what should you do?

The ‘flying ashore’ approach of simply taking a notebook and then calling witness after witness is certainly not the best process. If the HR professional is not knowledgeable about handling complaints and conducting investigations, the employer is at greater risk of violating federal, state, and, in some cases, even local laws.

Unknown to too many people, there can also be a personal responsibility for the HR researcher because he has not conducted adequate research. The way to reduce these risks and costs associated with mishandling an employee’s allegations is to have a basic understanding of what an investigation is – and how to go about it – so register today! What are you learning?

  • Identify the most common types of internal investigations
  • Research how to ask questions and determine the severity of employee complaints to determine if an investigation is needed
  • Identify how to obtain and document a grievance statement
  • Recognize the legal obligations employers need to conduct internal investigations
  • Identify why documentary and physical evidence is critical
  • Assess some basics when preparing for witness interviews
  • Creation of a chain of custody and confidential retention process
  • Analyze physical, digital, documentary, and evidence to identify policies and/or laws that have been violated
  • Search for a simple format to document search results
  • Review best practices for handling disciplinary actions and dismissals to avoid stepping into legal mines

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