HR compliance, Human Resources Training

Workplace Investigations 101: How to Conduct your Investigation Like a Pro

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When we think of workplace investigation, the thought that could usually come to mind is that of beginning investigations when complaints are received. While this is a laudable step, it is far less than satisfactory and falls short of the expectations and requirements from an organization.

An organization’s HR has to understand that workplace investigations are not those that are done only when an employee complains about someone or something. The role of HR should be in using investigations to discover and prevent wrongdoings and violations. These could expand to far more than routine investigations of misbehavior, for instance.

Workplace investigations should cover issues such as such as theft, safety or OSHA issues, retaliation, workplace violence vandalism, alcohol, drug or substance abuse, social media violations, company policy violations, transgressing the company’s policy on the environment, and so on.

It is the duty of the employer to investigate anything that necessitates an investigation. On the other hand, it is the duty of the employee to cooperate fully with the investigation, no matter how unpleasant she may feel about it. When these conditions are met, one does not expect too much trouble.

But what if the employee turns hostile during the investigation and becomes uncooperative and adamant? What if the witness too shows the same behavior? The ways of going ahead with a workplace investigation will be taught at a webinar that TrainHR, a leading provider of professional training for the human resources areas, will be organizing on September 26.

Susan Strauss, a national and international speaker, trainer, consultant and a recognized expert on workplace and school harassment and bullying, will be the speaker at this session. Please visit TrainHR to register for this webinar.

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It is crucial to document the investigation right from the first to the final steps. Understanding how to identify what constitutes a complaint, determining if an investigation is necessary, and getting a grasp of the key components of an investigation are some of the aspects that participants of this webinar will learn.

Another important aspect that Dr. Strauss will take up at this webinar is good documentation practices for workplace investigations. Participants will learn how to interview the accused, the accuser, and the witnesses, and understand the ways by which bring about an environment that is conducive to each of these. They will also learn to differentiate between formal and informal investigative procedures.

Dr. Strauss will teach simple but powerful techniques that go on to add tremendous value to a workplace investigation, such as how to detect if someone is lying. She will also highlight the importance of concluding and following up on an investigation and writing a formal report that is objective and comprehensive, and wins the praise of everyone concerned.

The core benefit that the participants will be able to walk away with from this learning is that they will learn how to conduct fair and impartial investigations that support a positive work environment, how to protect their employees, and how to decrease the risk of their organization’s liability.

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

  • Identify what constitutes a complaint
  • Determine if an investigation is necessary
  • Discuss the steps of an investigation
  • Explore the intricacies of interviewing the accuser, accused and witnesses
  • Demonstrate good documentation
  • Differentiate between a formal and informal investigative procedures searches
  • Determine credibility
  • Discuss tips on whether someone is lying
  • Help you reach a conclusion following an investigation
  • Follow up with appropriate action based on the outcome of the investigation
  • Help you write a formal report outlining the investigation

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About the expert: Dr. Susan Strauss 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.

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.

 

 

HR compliance, Human Resources Training

HR Compliance 101 – for Non HR Managers

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Why is HR compliance an absolute must for organizations? One can think of at least three core perspectives when answering this question:

Business: Seen from a business perspective, managers that are trained in the basics of HR compliance carry a proper understanding of the areas related to HR and business, such as employment law, the ways of writing documentation and of how to use the tools of employee development. When one considers the astronomical amounts that noncompliance with HR laws attracts, training non-HR managers can be the least expensive exercise for an employer to offset any unwarranted employment claims.

Managerial: Being compliant with HR practices and law is extremely important from a manager’s perspective. Why? Because being compliant with HR practices is necessary to ensure that the organization increases productivity, stays legally compliant, ensures employee development and engagement, and also safeguards the manager’s own career.

Human Resources: HR training for managers is also important from an HR perspective itself. It is only through proper and professional HR compliance training that can help managers understand how to protect the organization against many unwarranted employment claims, the cause of most of which is miscommunication, misinformation, and mismanagement.

Complete understanding of the elements of HR compliance

TrainHR, a leading provider of professional training for all the areas of human resources, will offer complete understanding of the elements of HR compliance, especially for non-HR managers, at a webinar it is organizing on Aug. 2.

TrainHR brings Teri Morning, founder and President of Hindsight Human Resources, as the speaker at this sixty-minute session. Please visit https://www.trainhr.com/webinar/hr-compliance-101—for-non-hr-managers–702483LIVE to register for this webinar. This course has been approved for 1 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.

The cost of lack of training can be very high for organizations

What happens when an organization fails to train managers about HR compliance? It can be disastrous for the experienced and new manager alike, especially when they have assumed charge of a dysfunctional department and/or are promoted to supervise those with whom they once co-worked. Sometimes, a simple exercise such as not following the right procedures while sanctioning leave can invite legal action against the employer. This is just one instance in which HR compliance training is vital. The organization can face innumerable such occasions that could potentially land them in a legal spot of bother

At this session, the expert will cover the following areas:

  • Basics of the Big Four of employment compliance- Title VII, FLSA, FMLA, ADA
  • Managing from Day One – Using the 4 tools of a manager; coaching, performance reviews, performance improvement plans and discipline
  • The 12 elements of documentation
  • What to do if someone is struggling doing their job for whatever the reason – having a process
  • Inheriting a dysfunctional department – avoiding the pitfalls
  • Preventing harassment, bullying and general dysfunction
  • What to do with employee complaints.

Front line managers, department Managers, new HR persons, anyone promoted into a management position or managers who were promoted from within their companies, are some of the personnel who will derive immense value from this webinar.

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About the speaker: During the over twenty years she has spent in human resource and training, Teri has gained experience in a variety of fields, including retail, distribution, architectural, engineering, consulting, manufacturing (union), public sector and both profit and non-profit companies. She loves to consult with employers on their problems and trained managers and employees, and meeting and working with employees from all types of businesses.