workplace Harassment

How to Conduct an Internal Harassment and Bullying Investigation to Determine Facts and Minimize Liability


Perhaps no workplace is free from harassment, discrimination and bullying to some or another degree. These can take place very sneakily, covertly and unobtrusively. When management becomes aware of these, it has to conduct an internal investigation that brings out the truth and punishes the guilty.

The ways by which organizations have to deal with issues relating to harassment and bullying are laid out by the Equal Employment Opportunity Commission (EEOC). To quote it verbatim, such an organization has 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”. Expectedly, the starting point of an investigation that objectively hears out both the complainant and the perpetrator is a complaint of bullying or harassment.



Obviously, the investigation is a very vital exercise since it is the basis to addressing bullying or harassment. All the aspects that go into an internal harassment and bullying investigation and the ways by which the organization addresses workplace discrimination and harassment and bring about equality in the workplace will be examined in detail at a webinar that TrainHR, a leading provider of professional training for the areas of human resources, is organizing on July 16.

TrainHR brings Susan Strauss, a national and international speaker, trainer, consultant and a recognized expert on workplace and school harassment and bullying, as the expert at this 90-minute session. Please visit to enroll for this valuable learning session.

This webinar has been approved for 2 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM. Credit is awarded based on the actual educational time spent in the program.


All the aspects of an internal harassment and bullying investigation, including the ways of handling workplace discrimination and harassment complaints and conducting the investigation to determine facts, will be discussed in-depth at this webinar. Dr. Strauss will show what all are needed for the organization to minimize its liability, the proper methods for analyzing evidences, drawing conclusions, writing the formal report outlining the investigation, and taking the necessary corrective actions. It goes without saying that all these should be done fairly so as to give the employees the confidence that there is equality in the workplace.

Dr. Strauss will cover these areas at this webinar, which is aimed at the benefit of Human Resources Professionals, HR training Manager, Investigative Officers, Managers, Supervisors, Team Leads, Directors and Department Heads:

  • 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.


About the expert: Dr. Strauss has conducted research, written over 30 books, book chapters, and journal articles on harassment, bullying, and related topics. She has been featured on television and radio programs as well as interviewed for newspaper and journal articles.

Dr. Strauss has a doctorate in organizational leadership. She is a registered nurse, has a bachelor’s degree in human services and counseling, a master’s degree in community health, and professional certificate in training and development.


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