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Guide for Writing a Professional Investigation Report
- How to structure and write a clear, concise, well-organized, objective, and credible investigation report from complaint to conclusion.
- How to identify and use the models of proof/standards as a guide in your investigation report for issues of discrimination, harassment, and bullying (violence/threats)
- How to provide parties with an analysis of the facts, and conclusions and or recommendations.
- How and when to present your written investigation.
- Establish the authority of the investigator and scope of investigation at the beginning of your investigative report.
- The importance of writing an objective and credible investigation report from complaint to conclusion.
- Structure of your investigative report
- When and how to include in your report the standards/models of proof and how they were utilized in your investigation.
- 10 steps to include in your report to establish an effective investigation for:
- Discrimination
- Harassment and
- Bullying (threats/violence)
- How to document your efforts to avoid legal minefields during your investigation efforts:
- Negligent (and deliberately negligent) Investigation,
- Loudermill and Weingarten Rights
- Violation of Public Policy
- False light/Defamation
- False Imprisonment
- Intentional or Negligent Infliction of Emotional Distress
- Searches and Monitoring/Surveillance.
Overview of the webinar
Among the many types of charges to investigate, all require a professionally written report documenting not only your findings of fact but also demonstrating that your investigation was done objectively, legally and in a timely manner. So, you need to be prepared to not just conduct a proper investigation but to also show that you did. That means your report must be beyond reproach so it can withstand any appeal or challenge which may negatively reflect upon the integrity and credibility of your investigation and you as a professional who takes such responsibility seriously as well! Yes, your report can and most likely will become an exhibit in some forum and/or evidence! This means your integrity, along with that of everyone else, either will or could be exposed to public scrutiny.
Who should attend?
- Managers
- Supervisors
- Human Resources
- Employee Relations
- Labor Relations
- Attorney’s
- Union Officers
- Representatives
- Stewards
- Law Enforcement or Security staff
- Public and Private Sector Organizations
- Professional Organizations such as SHRM, IPMA-HR, NPELRA
- All Professional HR and Management Associations
Why should you attend?
If done right your report can help remedy/resolve the situation. If done wrong, it all too often makes things worse. So, it pays to know how to do it right every step of the way.
In short, this webinar can help you and your organization understand and demonstrate that you met the requirements to conduct an effective and professional investigation.
Let’s face it, it is a minefield out there so it’s important to be able to show you knew what you were doing and did it well!
Faculty - Mr.Bob Oberstein
Bob Oberstein has over 51 years of Labor/Employee Relations experience on all sides of the labor-management table including as a neutral (arbitrator, mediator) in both the public and private sectors. He has served as a Commissioner, Maricopa County's Judicial Merit System Review Commission; Member, City of Phoenix Fire and Police Pension Boards; and Member/Chairman, City of Phoenix Civil Service Board. He is also the recipient of the Federal Mediation and Conciliation Service (FMCS) Director's Certificate of Recognition for Achievement in Promoting Positive Labor-Management Relations. Bob has served as Director, of the Labor Management Relations Program at Ottawa University, Phoenix (OU), Arizona where he taught conflict resolution, grievance processing, arbitration, and negotiation among other courses. He also served OU as Ombudsman for all student, faculty, and support disputes as well as the Disabled Student Liaison and received recognition in "Who's Who Among America's Teachers.
Credits
HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org
ComplianceIQ is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for [1.5] PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.