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Validity : 15th Apr'24 to 25th Apr'24
Conducting Sound Workplace Investigations for California Employers
- Events that trigger the need for an investigation
- An employer’s duty to investigate claims of harassment, discrimination and retaliation
- Various pitfalls of a shoddy investigation
- Importance of promptness of investigation
- How to make an investigation plan
- Reasons employees may not immediately come forward with complaints
- Addressing the “rumor mill”
- Who should conduct the investigation
- Steps in an effective investigation
- Interim measures pending investigation
- Avoiding aggressive tactics
- Maintaining confidentiality
- Effective documentation
- Determining witness credibility
- Drafting sound investigation reports/summaries of findings
- Importance of reaching a determination
- Appropriate corrective action following investigation
- Avoiding disparagement and retaliation claims
- Beyond the investigation and corrective action
- Addressing mistakes in the investigation
Overview of the webinar
This training program will discuss the California Fair Employment and Housing Act under which an employer has an obligation to take all reasonable steps necessary to prevent discrimination and harassment from occurring in the workplace. The affirmative and mandatory duty requires the employer to conduct a prompt investigation in the event of a discrimination claim.
Who should attend?
All California employers, supervisors, human resources staff and executives, payroll staff and executives, and general counsel; roles include:
- Human Resource Managers
- Human Resource Executives
- Vice Presidents of Administration
- CEOs
- COOs
- CFOs
- Chief People Officers
- Organizational Development Managers
- Senior Operations Managers
- Directors of Learning and Development
- Risk Management Specialists
- Business Owners
- Business Leaders
Why should you attend?
Appropriately responding to a complaint of discrimination, harassment or retaliation- or any other workplace issue- can mean the difference between a harmonious work environment and a turbulent one. A prompt and effective investigation of a workplace problem can curtail and prevent it from growing out of control, rather than escalating from inattention. This course will arm attendees with the right tools to conduct a sound investigation, enabling and empowering all involved to focus on the job at hand instead of the problems afoot.
Faculty - Ms.Jacquiline M. Wagner, Esq
Jacquiline M. Wagner, Esq. is the president of JMW Seminars, LLC - working to improve the performance of employees and supervisors. Ms. Wagner uniquely understands the needs of business owners and employers when it comes to educating employees. For almost twenty years, she has enjoyed training hundreds of employees and supervisors in an assortment of industries concerning all aspects of employment law.
Stemming from that experience, she has designed a wide array of engaging human resources, employment law, motivational, business acumen, professional development, continuing education and leadership courses and presentations.
In addition to spearheading JMW Seminars, LLC, she is a principal human resources and continuing education trainer on behalf of the Office of General Counsel for the Los Angeles Unified School District, where she serves as assistant general counsel.
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] PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.