Detecting Truth, Deception and Lies When Conducting an Investigation
Bob McKenzie
Live: One Dial-in One Attendee
Corporate Live: Any number of participants
Recorded: Access recorded version, only for one participant unlimited viewing for 6 months ( Access information will be emailed 24 hours after the completion of live webinar)
Corporate Recorded: Access recorded version, Any number of participants unlimited viewing for 6 months ( Access information will be emailed 24 hours after the completion of live webinar)
When we think of workplace investigations, the most common thought is that of investigating harassment, discrimination, bullying and other workplace complaints. However, there are so many other forms of workplace misconduct that require investigations such as: theft, safety issues, retaliation, vandalism, working off the clock, substance abuse, social media violations, and violations of various company policies.
Usually this responsibility is left to HR, sometimes to management and there may be a need to determine if an outside investigator, such as a consultant or IT professional, is the best person to investigate.
Conducting an investigation is both a science and an art. There is the scientific/technical aspect ensuring the I’s are doted and the T’s are crossed to minimize liability. And there is the ‘art’ of investigating in establishing rapport with those you interview, creating a safe environment in which to interview, and recognizing that interviewees are usually stressed during the interview process.
As an employer you have a duty to investigate and in the case of a harassment or discrimination complaint, the investigation should start within 48 hours of receipt. Employees have an obligation to cooperate with the investigative process-but what if you have a reluctant complainant, wrong-doer or witness?
Writing a final report are critical aspects of an investigation process which begins as soon as an employee makes a complaint.
- Do you know how to document?
- Do you know the critical elements of a final report to minimize liability?
- What do you do if you need to search the employee’s desk, computer, smartphone, purse, briefcase, backpack or locker?
- When do you include legal counsel?
- What evidence do you need to gather?
This webinar will focus on these issues by discussing best practices to ensure you are conducting a fair and impartial investigation that will support a positive work environment, protect employees and the organization, and decrease the risk of liability.
Everyone who conducts an investigation must be trained in how to do so. Merely having the experience of conducting investigations without having been taught the art and science of the process is not enough.
Why should you attend :
- Understand the necessity for an Investigation
- Know what questions to ask of the victim, witnesses and the accused
- Determine the credibility of the victim, witnesses and the accused
- Know how to develop a report and who to share it with
- How to deal with reluctant witnesses and non-responses
- What to say to the victim and witnesses when the investigation is complete and corrective action was taken
Areas Covered in the Session:
- Duty to Investigate
- Definition of Harassment and Bullying
- Effects of Harassment and Bullying
- Determining Who Should Investigate
- Taking Interim Actions
- Speaking to the Accuser
- Identifying and Speaking to Witnesses
- Review Information and Follow up
- Speaking to the Accused
- Make a Determination
- Notifying Parties
- Writing the Investigation Report
- Example
- Action Items
- Questions
Who Will Benefit:
- Human Resources Professionals
- Small Business Owners
- Supervisors
- Managers
- Any and all Industry Associations
- Small Business Networks
- Chambers of Commerce
- Human Resources Associations such as SHRM
- Training Associations
- Human Resources Groups
- Small Business Associations such as Small Business Development Centers
- Industry Associations - such as Restaurant Associations
- Hospitality Groups
- Trade Organizations