Human Resources Training, workplace Harassment

How to Conduct a proper workplace Harassment and Bullying Investigation

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TrainHR, a leading provider of professional training for the areas of human resources, is organizing a 90-minute webinar on the topic, “How to Conduct an Internal Harassment and Bullying Investigation to Determine Facts and Minimize Liability” on February 18. Dr. Susan Strauss, a national and international speaker, trainer, consultant and a recognized expert on workplace and school harassment and bullying and author of over 30 books, book chapters, and journal articles on these and related topics, will be the speaker at this webinar.

Please visit  http://bit.ly/2MmrX2H to enroll for this webinar.

This activity has been approved for 1.5 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

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Harassment and bullying are inescapable realities of the workplace. So are workplace discrimination and harassment. They can happen very subtly and very insidiously. When this comes to the notice of the management, an internal harassment and bullying investigation becomes necessary to bring the guilty to book and to ensure that equality in the workplace is established.

The Equal Employment Opportunity Commission (EEOC) has its own set of requirements on how to deal with this issue. To use its own words, it expects the organization to “investigate promptly and thoroughly take immediate and appropriate corrective action by doing whatever is necessary to end the harassment, make the victim whole by restoring lost employment benefits or opportunities, and prevent the misconduct from recurring”. The receipt of a complaint of bullying or harassment is the basis to starting an investigation that is fair and just and addresses both the complainant and the perpetrator objectively.

The investigation is the basis to addressing bullying or harassment by an organization. How do organizations get this right? What are the elements of an internal harassment and bullying investigation? In what manner does the organization address workplace discrimination and harassment and bring about equality in the workplace? All these will be addressed at this webinar.

Discussing workplace discrimination and harassment threadbare

Dr. Strauss will explain the process of an internal harassment and bullying investigation. Participants will learn how to handle workplace discrimination and harassment complaints and conduct the investigation to determine facts. If the organization has to keep its liability at a minimum, it has to employ the right methods by which it analyzes evidences, draws conclusions, writes the formal report outlining the investigation, and takes the necessary corrective actions. All these should be done fairly so that the entire process instills confidence in the employees that there is equality in the workplace.

In this webinar on internal harassment and bullying investigation, which will benefit Human Resources Professionals, HR training Manager, Investigative Officers, Managers, Supervisors, Team Leads, Directors and Department Heads, Dr. Strauss will cover the following areas:

  • To determine if an investigation is necessary
  • To discuss the steps of an investigation
  • To explore the intricacies of interviewing the accuser, accused and witnesses
  • To differentiate between a formal and informal investigative procedures
  • To determine credibility of all interviewees
  • To draw conclusions following an investigation
  • To list necessary elements in writing the formal report outlining the investigation.
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