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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.
• Who should conduct the investigation
• What Documentation should be gathered
• What Fact finding consists of
• What happens after the investigation
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.
• How to Weigh the evidence
• How to Make a decision
• How to Prepare the report
• HR Professionals
• Office Managers
• Company Owners of Small Businesses
Michael D. Haberman is the Vice-President and co-founder of Omega HR Solutions, Inc., a consulting and services company offering complete human resources solutions. Mike brings over 30 years of experience in dealing with the challenges of Human Resources in the 21st century. He has a B.A. in Psychology from the University of California, Riverside, a master's of science in Industrial Relations from Georgia State, and is certified as a Senior Professional of Human Resources (SPHR). He has over 16 years of experience in the classroom teaching human resources fundamentals and certification preparation for multiple universities and organizations.
Mike is the author of the Human Resources blog entitled HR Observations found at OmegaHRsolutions.com, which has been recognized several times as a top 25 in human resources related blogs. He has also been named in the top 10 Digital Influencers in Human Resources. He has gained a reputation as a compliance expert. He speaks on a variety of subjects to business associations, human resource associations, and business based civic clubs. He has co-presented webinars on various HR related issues.