Human Resources Training, workplace Harassment

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


Harassment and bullying, something almost everyone agrees is undesirable and baleful, exist in organizations. Organizations have a major responsibility in dealing with these behaviors.

Guidelines exist about how to go about in dealing with this kind of behavior. The EEOC states that when employers receive a complaint, or hear about alleged harassment in the workplace, they have to, to use the EEOC’s own words, “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”.

No one doubts the good intention behind this requirement. However, carrying this out in letter and spirit is easier said than done. The centerpiece of actions by the employer concerning harassment is the investigation process. How do organizations proceed with the investigation? What are the nitty-gritty of a thorough investigation? What should go into the process?

All these will be explained in detail at a two-hour learning session that TrainHR, a leading provider of professional training for all the areas of regulatory compliance, is organizing on October 4. Susan Strauss, a national and international speaker, trainer, consultant and a recognized expert on workplace and school harassment and bullying, will be the expert at this webinar.

Kindly visit TrainHR to register for this webinar.


The aim of this course is to help its participants gain an understanding of how to identify the critical components of a harassment or bullying investigation that will help them to ascertain the right facts, which is the basis to reducing liabilities.

Dr. Strauss will explain the process of internal harassment and bullying investigation. All the core aspects of an internal harassment and bullying investigation, such as how to handle harassment complaints, how to conduct the investigation to determine facts to minimize liability by analyzing evidences, how to draw conclusions, the ways of writing the formal report outlining the investigation, and taking corrective actions where necessary, will all be explained.

Aimed at the benefit of personnel who could be required to conduct an internal workplace investigation for harassment and bullying, such as Human Resources Professionals, HR training Manager, Investigative Officers, Managers, Supervisors, Team Leads, Directors, and Department Heads, this webinar 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


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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