Human Resources Training, workplace Harassment

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

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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.

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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

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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.

Human Resources Training, workplace Harassment

New EEOC Report: Workplace Harassment Prevention Not Working-Harassment Continues to be a Problem

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If you are a human resources manager whose workload is preventing you from examining workplace harassment laws closely and staying abreast of the latest developments and updates to the existing laws, it is time for a serious rethink. Why? Simply because the 2016 findings of the US Equal Employment Opportunities Commission are far from flattering insofar as the role of HR managers in preventing workplace harassment is concerned.

Being unable to stay current with the latest regulations is no excuse for HR managers to avoid implementing the harassment-related laws and standards that are expected of them by the regulatory agencies. No matter what reasons may be preventing HR managers from understanding these laws and implementing them; the consequences of this negligence are too stark to ignore: non-implementation of the harassment prevention laws, and a range of undesirables such as abuse, absenteeism, turnover, loss of productivity, and resignations. This is in addition to the emotional turmoil such employees have to undergo, which will impact their productivity and prospects adversely.

A webinar from TrainHR, a leading provider of professional training for all the areas of human resources, will impart the crucial learning pertaining to how HR in organizations have to be aware of the laws and regulations concerning workplace harassment. This is the only means by which HR can avoid heavy lawsuits being slapped on the organization by employees who are victims of workplace harassment.

At this webinar, the expert, Susan Strauss, a national and international speaker, trainer, consultant and a recognized expert on workplace and school harassment and bullying, will set the tone for a clear understanding of these laws, the obvious result of which is the avoidance of landing the organization in nasty legal situations. Please visit https://www.trainhr.com/webinar/new-eeoc-report:-workplace-harassment-prevention-not-working-harassment-continues-to-be-a-problem–702339LIVE to register for this ninety-minute webinar, which is being organized on July 19.

This webinar 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).

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.

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The main objective of this webinar is to help participants get clarity on the rumors and misinformation that ensue whenever well-publicized cases of harassment surface. For instance, a notorious piece of news that an employer had been fined an additional million dollars only because it did not carry out harassment training did the rounds recently. Dr. Strauss will help the participants examine such news with a pinch of salt.

She will also offer understanding on the grey areas pertaining to whether an HR manager can be personally sued in a case of discrimination. In the course of this webinar, she will fulfil these objectives:

  • Review protected class discrimination and harassment
  • Identify the EEOC’s 2016 findings
  • Update information on new discrimination & harassment court decisions related to GINA, ADAAA, Pregnancy, and Title VII
  • Discuss the Affirmative Defense (AD) & your responsibility to reduce liability via AD
  • Differentiate between bullying and protected class harassment
  • Explore HR & management’s legal and ethical responsibilities in prevention and intervention of bullying and harassment
  • Describe the legal requirement of conducting an Accommodation Meeting
  • List the employment laws required for an organization’s wellness program

At this webinar, which is aimed at benefiting HR Specialists, HR Managers, Directors, Managers and supervisors of any department, Dr. Strauss will cover the following areas:

  • Review of the legal elements of discrimination and harassment law
  • List of protected classes (for example, in MN there are 15 including state and federal laws)
  • Specific requirements for compliance with GINA, ADAAA, and the PDA with discussion of recent legal cases for each
  • In depth discussion of the need for “accommodations” for ADA, religion, and pregnancy
  • Steps of an Accommodation Meeting and follow-up
  • Discussion of the nexus of bullying and harassment
  • What these changes in case law mean for employers
  • Training and policy requirements

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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.

 

workplace Harassment

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

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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.

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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 https://www.trainhr.com/webinar/2-hour-virtual-seminar-on-how-to-conduct-an-internal-harassment-and-bullying-investigation-to-determine-facts-and-minimize-liability-702499LIVE 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.

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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.

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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.

 

Human Resources Training, workplace Harassment

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

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Employers who either receive a complaint, or otherwise learn of alleged harassment in the workplace, have to investigate that matter promptly and thoroughly. They should take immediate and appropriate corrective action, which should include doing whatever is necessary to end the harassment. They should also restore lost employment benefits or opportunities, and should take steps to prevent the misconduct from recurring. Organizations are also legally bound to ensure a just and fair handling of a harassment complaint. These are the requirements set out by the EEOC.

While the wordings of these requirements from the EEOC are lofty, the implementation is easier said than done.  The investigation process is the most critical element in dealing with harassment. How do organizations ensure fairness and objectivity at the investigation? What steps are they required to take to ensure that the investigation meets the legal requirements set out by the EEOC and other laws?

This learning will be taught in very great detail at a two-hour webinar on how to conduct an internal harassment and bullying investigation to determine facts and minimize liability. This session is being organized on May 10 by TrainHR, a leading provider of professional training for the areas of human resources. For this marathon learning session, TrainHR brings the highly respected Susan Strauss, national and international speaker, trainer, consultant and a recognized expert on workplace and school harassment and bullying, as the speaker.

To gain complete insights into how to  conduct an internal harassment and bullying investigation to determine facts and minimize liability, please register for this webinar by visiting  http://bit.ly/2WbhQBX   .

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).

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This webinar offers a complete understanding and explanation of the process of internal harassment and bullying investigation. Dr. Strauss will help participants learn how to ensure impartiality and objectivity in handling harassment complaints and conduct the investigation to determine facts and minimize liability by:

  • Analyzing evidences
  • Drawing conclusions
  • Writing the formal report outlining the investigation
  • Taking corrective actions where necessary.

Dr. Strauss will cover the following areas at this webinar:

  • Determine if an investigation is Necessary
  • Discuss the Steps of an Investigation
  • Explore the Intricacies of Interviewing the Accuser, Accused and Witnesses
  • Differentiate between a Formal and Informal Investigative Procedures
  • Determine Credibility of all Interviewees
  • Draw Conclusions following an Investigation
  • Listing necessary Elements in writing the Formal report Outlining the Investigation.

This webinar is aimed at benefiting professionals in organizations who are in charge of workplace investigations. These include Human Resources Professionals, HR training Managers, Investigative Officers, Managers, Supervisors, Team Leads, Directors and Department Head.

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About the speaker: 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.

She conducts harassment and bullying investigations and functions as an expert witness in harassment and bullying lawsuits. Her clients are from business, education, healthcare, law, and government organizations from both the public and private sector.

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.