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Validity : 27th Jun'25 to 07th Jul'25
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
For more than twenty-five years, Jacquiline Wagner, Esq., the proud President of Wagner HR, has been representing, advising and training business owners, employers, supervisors and Human Resources professionals in all aspects of Employment Law. Stemming from her seasoned experience, Jacquiline offers effective advice and counsel tailored to cultivate the emotional intelligence of leadership, maximize the full potential of employees and reduce the risk of Employment litigation.
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.