1. 3-hr Virtual Seminar: How to Conduct Workplace Investigations - Best
Practices And Know How's
This HR compliance training will provide you the best practices for conducting effective
workplace investigations. Learn how to avoid retaliatory behavior towards individuals involved
in investigations or making complaints.
Why Should You Attend:
Many employers struggle to gather information during witness interviews in investigations.
Many employees, for a variety of reasons, are reluctant to be involved and can be less than
forthcoming. Friends of employees and those accused of an offense are often downright angry
and vengeful. In investigations, to meet its employer obligations, it's crucial that interviews are
structured to capture and gather all available accurate information, notwithstanding employee
emotions that are often running high.
This webinar will help investigators move through what often seems an investigatory maze.
Some investigators, unable to gather information, turn to body language to make
determinations of credibility. Not only can that approach be fraught with indefensible and
challengeable findings, TV shows while entertaining, are not good training for interpreting body
language. This webinar will cover ways to assess body language while combining with the facts
as presented.
Investigations by their very nature tend to leave at the least some employee relations damage
amongst employees. It's important that an employer learn how to take steps to avoid
retaliatory behavior towards individuals involved in investigations or making complaints.
Additionally there are steps an employer can take to minimize the inevitable gossip and side
taking that disrupts business.
Areas Covered in the Webinar:
Employer Compliance Considerations in Investigations —Why doing a good investigation
is so crucial to limiting legal liability.
How to Take a Complaint—this key to a good investigation is more important than you
may think!
Recognizing the Roles in an Investigation—how it differs from regular HR work
processes.
The Investigative Process—without a process, you never know where your faulty
investigation may end up but you can be sure it will not be a good place.
The Interview—How to get good, factual information from witnesses and how you will
know it is credible.
Decision Making—How to make defensible decisions concerning the correct action to
take.

2. After the Investigation—the investigation is over…or is it?
Detailed Agenda:
10:00 AM – 11:30 AM PST: Modules 1 – 3
11:30 AM – 11:40 AM PST: Q/A Session for Modules 1-3
11:40 AM – 12:50 PM PST: Modules 4-6
12:50 PM – 1:00 PM PST: Q/A Session for Modules 4-6
MODULE 1: An Ounce of Prevention: Laying the Groundwork to Prevent Conduct that Leads
to Workplace Investigations
Airtight workplace policies: Drafting and enforcing policies that protect your
organization.
Organizational dysfunction: Identifying the underlying behavioral issues and
implementing strategies to cure the problems.
Conflict resolution: Training managers and supervisors with techniques to reduce
conflict and complaints that lead to investigations.
MODULE 2: Ensuring Legal Compliance: How to Minimize Your Liability Risks
Clarifying the laws: Civil rights and antidiscrimination, Fair Credit Reporting Act (FCRA),
disability, and health and safety laws.
Employer obligations: When are you legally required to investigate and/or take
immediate corrective action?
Rights to privacy: Are monitoring email and phone calls invasion of privacy or an
employer’s right to know?
Retaliation red flags: How to avoid the most expensive liability risks.
10-step preparation: What every investigator needs to do before talking with the first
witness.
MODULE 3: Strategic Planning: Designing an Investigative Road Map that Yields Results
The essentials of investigative planning and preparation.
How to take an accurate initial complaint (includes form) – the backbone of your
investigation!
How to build a timeline.
Selecting the right investigators to minimize perception of bias or conflict of interest,
and to maximize the chances of gathering testimonial evidence.
Gathering preliminary evidence and maintaining proper evidence controls.
Preparing for witness interviews.
MODULE 4: Effective Witness Interviews: Implementing Proven Strategies to Get to the Truth

3. Tape recording: What if your employee demands to tape the interview?
Body language: How can you tell if a witness is giving false testimony?
Representation: When are your employees entitled to representation?
Interview questions: What are the good questions to ask that get to the truth of the
matter?
Reluctant witness: Critical strategies for getting reluctant witnesses to testify.
Hostile witness: How to handle a “hot head” during an interview.
MODULE 5: Investigative Challenges: Effectively Penetrating the Organizational Barriers to
Keep Your Investigation on Track
Taking the lead: How do you get management to authorize you to run your
investigation?
Uncooperative supervisors: Strategies for handling difficult leaders who try to impede
your investigation.
Tough intimidation issues: How do you handle a senior leader who challenges your
authority as an investigator?
Communication: How do you present an “unpopular” investigative recommendation
and minimize political interference?
Rumor mill: Maintaining confidentiality during an investigation and minimizing
disruption to the work environment.
MODULE 6: Effective Documentation Processes and Writing the Final Report: Making Sure
Your Report Is Ready for Court
Implementing effective documentation strategies for peak efficiency and to keep
yourself organized.
Establishing secure files and records to avoid breaches in confidentiality.
Document control essentials and recordkeeping: How to manage the information you
gather to have it work for you—not against you.
How to achieve closure when your investigation is inconclusive.
Recommending prompt, appropriate action: What should and should not be included in
your report.
Identifying the vital components of an effective investigative report
Who Will Benefit:
Anyone who has to do investigations, fact findings, or solve employee relations
problems and disputes.
Plant Managers
Front Line Managers
HR Managers
Branch Managers
Those with Employee Relations positions

4. For more details visit us at:
http://www.complianceonline.com/ecommerce/control/trainingFocus/~product_id=703200?
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