This webinar is designed to train managers and HR professionals in how to conduct a thorough and impartial workplace investigation. Complaints of sexual mis-conduct, harassment, bullying and abuse abound in today’s workplace. Conducting workplace investigations is one of the most challenging management and HR duties, but also one of the most important. There is an ethical, moral and legal duty to investigate thoroughly, to recognize due process – and also to recognize and over-come the natural biases we as investigators bring to the situation.
WHY SHOULD YOU ATTEND?
You will learn when, how, and what to investigate. How to be empathic without agreeing, and how to deal with the alleged violator as fairly as possible. Proper techniques, decision-making and report writing will also be discussed.
AREA COVERED
- Who should conduct the investigation – and who should not and why
- How to start the process – being kind, empathic, but not agreeing to anyone
- The importance of due process and not promising the wrong kind of confidentiality
- Possible questions to ask
- Your own biases – such as believing the first person and conformation bias.
- Effective policy and procedures
- Interviewing witnesses, conducting evidence
- Types of sanctions based on allegations
- When for example to use mediation – when to call the police.
- Report writing
LEARNING OBJECTIVES
In this course you will first be given examples of sexual harassment and the outcomes based on how the complaint was handled. This will be followed by a brief summary of the laws pertaining to harassment and discrimination. Finally, we will focuson how to conduct how to conduct an investigation in the workplace, keeping it neutral, comprehensive and fair.
WHO WILL BENEFIT?
- Anyone being asked to conduct an investigation’
- HR Professionals
- In-house counsel
- Managers and Executives
- Small Business Owners
You will learn when, how, and what to investigate. How to be empathic without agreeing, and how to deal with the alleged violator as fairly as possible. Proper techniques, decision-making and report writing will also be discussed.
- Who should conduct the investigation – and who should not and why
- How to start the process – being kind, empathic, but not agreeing to anyone
- The importance of due process and not promising the wrong kind of confidentiality
- Possible questions to ask
- Your own biases – such as believing the first person and conformation bias.
- Effective policy and procedures
- Interviewing witnesses, conducting evidence
- Types of sanctions based on allegations
- When for example to use mediation – when to call the police.
- Report writing
In this course you will first be given examples of sexual harassment and the outcomes based on how the complaint was handled. This will be followed by a brief summary of the laws pertaining to harassment and discrimination. Finally, we will focuson how to conduct how to conduct an investigation in the workplace, keeping it neutral, comprehensive and fair.
- Anyone being asked to conduct an investigation’
- HR Professionals
- In-house counsel
- Managers and Executives
- Small Business Owners
Speaker Profile

ArLyne Diamond, Ph.D. is an internationally recognized Leadership, Management, Professional Development and O-D consultant specializing in people and processes in the workplace. Multifaceted, Dr. Diamond has extensive experience in a wide range of disciplines (business, education, management, marketing, business ownership, psychology – and some economics and law as well.) This enables her to see things from a variety of angles and to cleave to the essence of a problem quickly, offering her clients creative and practical solutions.As the President and Founder of her consulting firm, Diamond Associates, which was established in 1981, Dr. Diamond’s clients range from boards of directors …
Upcoming Webinars

Project Management for Human Resources Professionals

Risk Analysis in the Medical Device Design Process


Strategic Interviewing & Selection: Getting the Right Talen…

Conflict Resolution in a Remote Workplace

EEO-1 Reporting Deadline is December 5, 2023 – Now is the t…

Bootcamp for New Managers and Supervisors: Avoid These 7 Mi…

2-Hour Virtual Seminar on How to Conduct an Internal Harass…

Workplace Investigations 101: How to Conduct your Investiga…

Cleanroom, Microbiology and Sterility Assurance Practices f…

Successfully Negotiating the Labor Agreement

Understanding the incredible uses and fallbacks of ChatGPT

Wage And Hour Laws: Ensuring Compliance With The Fair Labor…

5 Key Components of Good Manufacturing Practices to obtain …

How to Manage Conflict in the Workplace

Neutralizing Harassment - How to Promote the Proactive Pers…

Changing Behavior: Why Rewards and Punishments Often Aren't…

Hybrid Workplace: 10 Best Practices to Manage Your Team’s P…

Human Error Reduction Techniques for Floor Supervisors


Using Better Managerial Decision Making - to get great resu…

Using Stay Interviews To Improve Employee Retention & Engag…

Excel - Pivot Tables - The Key To Modern Data Analysis and …

Form W-9 Compliance to Avoid Penalties: TIN Verification, B…


Using High-Performance Coaching for Managers to Address Per…


FDA Technology Modernization Action Plan (TMAP) and Impact …

FDA Audit Best Practices - Do's and Don'ts


Become an excellent Critical Thinker to greatly improve you…

Stay Interviews: A Powerful and Low-Cost Employee Engagemen…

Learn the Do's and Don'ts of Opening Business Bank Accounts


Project Management for HR, Administrative Professionals, an…