Seeking Truth: Detecting Truth, Lies and Deception in a Workplace Investigation

Workplace investigations are all too often mired in confusing “he said-she said” situations. So, A having the skill set to decipher and clarify the many differences between truth and deception is critical, especially when clarity is clouded by conflicting information! If this has been your experience or your seeking ways to productively deal with it in your future than this webinar is just what you need to upscale your skill set so you’re ready for your next investigation because regardless of if it’s your professional role to conduct investigations or you occasionally need to uncover the truth, honing your truth-seeking skills is mandatory.

• The elements of and differences between the two primary forms of deception (Falsification & Concealment).
• Methods/techniques to detect deception (Emotional Cues, the Cognitive Approach, and the Attempted Control Approach).
• The proper weight to give Body Language/Demeanour Evidence: Myth or fact?
• The proper use of visual & audio observation.
• How to employ the benefits of multiple interview techniques.
• The proper application of “Yes” and “No” Questions.
• The use of single v multiple sessions (for the subject of the investigation as well as witnesses).
• How to make documentation work for you.

• Why we deceive.
• Body Language/Demeanour Evidence: Myth or fact?
• The Two Primary Forms of Deception: Falsification & Concealment.
• The Three ways to Detect Deception: Emotional Cues, Cognitive Approach, and the Attempted Control Approach.
• Comparing verbal vs. non-verbal behaviour.
• Use of Visual & Audio Observation.
• Interview Techniques.
• Use of “yes” or No” Questions.
• Use of single v multiple sessions (for both employees and witnesses).
• Documentation.
• Confronting the deceiver.
• Why a half truth is a whole lie.
• Why and when the deceiver plays the role of victim.
• The role of denial for the deceiver.

• All level managers, supervisors, executives, Board and/or commission members. All Levels of both in-house and outside counsel. All levels of Union representation and officers (stewards, Business Representatives, Business Managers, Presidents, and all officers/ board members). All levels of Human Resources and specifically labour Relations. All levels of security personnel/staff.

Bob Oberstein's career in Human Resources and Labor Relations spans over 48 years. Bob is uniquely qualified in this area having started out as a third-generation Union member who has represented both sides of the labor management table in both the public and private sectors in both the non-union and union workplace.

As an Interest Based facilitator he trained and coached parties on how to constructively process their negotiations to a successful conclusion thereby promoting and enhancing their relationship. Bob has also served the labor management community as a neutral fact finder, mediator and arbitrator for multiple organizations and agencies such as the Federal Mediation and Conciliation Service, American Arbitration Association, Financial Industry Regulatory Authority, Tucson Unified School District, Phoenix Employment Relations Board, Arizona Department of Education, United States Postal Service, and being a Special Master mediating and arbitrating disputes between, Fry's Food Stores & UFCW, Local 99. Several of his arbitration awards have been published by the Bureau of National Affairs as well as Commerce Clearing House and are referenced in How Arbitration Works by Elkouri & Elkouri, often considered the consummate reference in the field of arbitration. Bob was recognized in 1991 by the Federal Mediation and Conciliation Service's "Director's Lifetime Achievement Award" for promoting positive labor management relations.

Also significant in his background are the positions of Labor Relations Administrator for EBASCO Services (nuclear power plant construction for both Florida and Louisiana Power & Light); Senior Labor Relations Administrator for the Salt River Project, the local water and power utility in Phoenix, Arizona; Executive Human Resources Director for the Washington Elementary School District (largest elementary school district in Arizona); Labor Relations Administrator and chief spokesperson for the City of Phoenix, Arizona; and most recently Labor Relations Manager in the northwest United States. Bob is also a member of the Society for Human Resource Management, International Public Management Association and the National Public Employers Labor Relations Association and has been recognized by these organizations as achieving certified professional and senior certified professional status.