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.

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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.