Human Resources Training, workplace Harassment

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


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   .

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).


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.


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 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.