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Detecting Truth, Deception and Lies when Conducting an Investigation
- 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
Overview of the 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 dotted 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.
Who should attend?
- 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
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
Faculty - Mr.Bob McKenzie
Bob McKenzie, has over 40 years of human resources management experience. His background includes a wide range of hands-on experience in all areas of Human resources management in all types of industries within the public and private sectors. Bob has been cited in a number of Human Resources trade publications. Among them are HR.com, HR Magazine, HR Florida Review, Vault.com, BNA and the Institute of Management and Administration and the Business Journal. He has been a speaker at a number of conferences as well as audio and web-based seminars. Bob is a graduate of Rider University where he received a Bachelor of Science in Commerce Degree and double majored in Industrial Relations and Organizational Behavior.
Credits
HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org
ComplianceIQ is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for [1.5] PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.