Today the EEOC receives thousands of complaints for harassment and discrimination that cost employers millions in penalties and fines. Often these claims filed with the EEOC could have been prevented with a good investigation and resolution by the company. But investigations can be tricky. The timing has to be good, the questions have to be good and confidentiality has to be observed. We will talk about what these standards are.

WHY SHOULD YOU ATTEND?

In today's workplace there are numerous situations that can cause problems for employers that need to be followed up on and investigated by HR. These include claims of harassment, claims of discrimination, claims of hostile environment, claims of retaliation, claims of improper pay practices, and many more claims of improper management practices. HR usually ends up with the responsibility for conducting these investigations. 

Companies that opt not to conduct investigations generally do not correct situations on which these claims are made and ultimately end up in court costing them tens of thousands, if not hundreds of thousands of dollars. Improperly conducting investigations can be nearly as damaging to the company. We will learn about the steps of a proper investigation and why it is important to lay the ground work a good investigation.

AREA COVERED

• How to Weigh the evidence

• How to Make a decision

• How to Prepare the report

LEARNING OBJECTIVES

• Who should conduct the investigation

• What Documentation should be gathered

• What Fact finding consists of

• What happens after the investigation

WHO WILL BENEFIT?

• HR Professionals

• Office Managers

• Company Owners of Small Businesses