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Do's & Don'ts of Workplace Investigations: Avoiding the Top Ten Mistakes
- Their role/function in an investigation.
- The role of objectivity (Internal v External investigator)
- 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 and witnesses).
- How to document the investigation from complaint to conclusion.
- The standards/models of proof and when/how to apply them.
- The two major types of workplace investigations (Title VII and Misconduct)
- How to avoid legal minefields when investigating (Negligent Investigation, Interference with contractual obligations, Loudermill Rights, Weingarten Rights, Violation of Public Policy, False Light, Defamation, False Imprisonment. Intentional Infliction of Emotional Distress, Negligent Infliction of Emotional Distress, Searches, and Monitoring/Surveillance)
Overview of the webinar
When done right investigations can provide early identification on current or potential workplace issues and the opportunity to prevent them in the future but only if one first avoids some of the more common investigation pitfalls and mistakes. This webinar will equip attendees with an informative base and strategic perspective not only to thoroughly investigate but also how to lower the risk of having a poor investigation backfire on you.
Who should attend?
All levels of Managers, Supervisors, Human Resources, Employee Relations, Labor Relations, Attorney’s, and Union Officers/Representatives/Stewards, all levels of Law Enforcement or Security staff. All public and private sector organizations and professional organizations such as SHRM, IPMA-HR, NPELRA, plus all professional HR and management associations along with any and all Unions.
Why should you attend?
Are you prepared to conduct a proper investigation? Will that investigation be objective or show bias, even implicit bias? Will it respect the rights of both employees and employer, and do you know what those are? Or will it turn an otherwise good case bad by committing some of the more common mistakes? Learn the answers to all these questions and more so you can be prepared to avoid the common mistakes of others and make sure your next investigation is as professional as possible. It’s a minefield out there so its important to look before you leap!
Will your employee investigation result in a successful lawsuit against the organization? It depends on whether you strategically avoid some of the more common mistakes that can turn a good investigation bad! This webinar will address some of the mistakes to avoid which can increase the risk of exposing your investigation to becoming a significant and costly legal contest. Conversely it will also suggest strategies to improve an investigation and avoid vulnerabilities.
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
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.
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