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.

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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.