Human Resources Policies

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



You have been in Human Resources or management for years. Your plate is full-too much to do and to know in your increasingly stressful job. You are expected to stay current in discrimination and harassment case law for all the federal and state protected classes. Are you current? It seems like an unending responsibility. You remember hearing something in the news about a change in the pregnancy law, but can’t remember what it was.

You know that the American Disabilities Act and Title VII have expanded with something called an accommodation meeting, but what does that require? You heard that a company was required to pay a plaintiff an additional $1,000,000 because the company didn’t do harassment training-could that be true? You have a company wellness program and have heard that employees are suing for discrimination based on the incentives offered for those who take part in the program. And it still isn’t clear as to whether you can personally be sued for the misconduct.

It is almost impossible for managers and HR professionals to stay current in the ever evolving civil rights case law due to their busy workload. As a result, discrimination and harassment may go unrecognized and allowed to continue creating a hostile work environment for employees resulting in absenteeism, turnover, loss of productivity and physical and emotional health consequences to the target and witnesses of the abuse.


Human Resources Training, workplace Harassment

How to Conduct a proper workplace Harassment and Bullying Investigation


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 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).


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.