How To Conduct An Internal Harassment And Bullying Investigation To Determine Facts And Minimize Liability
Learn to plan and run a fair harassment or bullying investigation, assess credibility, corroborate evidence, manage legal risks and write a solid investigation report.
Speaker
Dr. Susan Strauss
Harassment and organizational development consultant · Doctorate in organizational leadership
Overview
The EEOC expects employers to investigate harassment complaints promptly and thoroughly, end the harassment, make the victim whole and prevent it from happening again. Many cases that reach court do so because the investigation was inadequate or never happened.
This 90-minute workplace harassment investigation training covers the details of doing it right: deciding whether an investigation is needed, choosing a formal or informal process, planning, and interviewing the accuser, the accused and witnesses.
You'll also look at documentation, corroborating evidence, judging credibility in he said/she said situations, legal issues such as confidentiality, defamation and false imprisonment, and writing the final report using a template.
Why attend: A fair, impartial investigation helps establish whether a harassment or bullying complaint is valid, reduces liability, may lower damages, can head off an outside agency investigation such as the EEOC's, and shows the organization's commitment to preventing misconduct. Experience alone is not enough; investigators need training in the process. This session is for HR generalists, managers and directors who handle investigations, attorneys and HR consultants.
What’s covered
- Deciding if and when an investigation is required
- Misconduct triggers that call for an investigation
- Formal vs informal investigation processes
- Planning the investigation and the steps involved
- What makes someone a witness
- Interviewing the accuser, the accused and witnesses
- Legal issues: confidentiality, defamation of character and false imprisonment
- Documenting each interview, with examples of appropriate and inappropriate documentation
- How to corroborate evidence
- Criteria for judging the credibility of interviewees
- Handling he said/she said situations
- The investigator's role in forming an opinion and drawing conclusions
- Following up with the target, the accused and the organization
- Why the investigation report matters and what it must include
- A template final report
Who should attend
What you get
About the speaker
Dr. Susan Strauss is a national and international speaker, trainer and consultant. Her specialty areas include management/leadership development, organization development, communication, and harassment and bullying. She is an expert witness for discrimination and harassment lawsuits. She trains and consults with business, education, healthcare, law, and government organizations from both the public and private sector. Dr. Strauss has authored over 30 book chapters, books, and articles in professional journals. She has been featured on 20/20, CBS Evening News, and other television and radio programs as well as interviewed for newspaper and journal articles. She has her doctorate in organizational leadership, is a registered nurse with a bachelor’s degree in psychology and human services, a master’s degree in community health, and professional certificate in training and development.
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