Overview
In this webinar you will learn how to handle harassment complaints and conduct the investigation to determine facts and minimize liability by analysing evidences, drawing conclusions, writing the formal report outlining the investigation and taking corrective actions where necessary.
The EEOC requires that employers receiving a complaint, or otherwise learning of alleged harassment in the workplace, to “investigate promptly and thoroughly…take immediate and appropriate corrective action by doing whatever is necessary to end the harassment, make the victim whole by restoring lost employment benefits or opportunities, and prevent the misconduct from recurring”. That’s a tall order to ensure a just and fair handling of a harassment complaint - an essential order that all organizations are required, by law, to follow. The investigation process is, perhaps, the most critical element in dealing with harassment. In cases that have gone to court it is often due to inadequate or absent investigations of complaints. Do you know how to conduct an investigation? This program will cover the intricacies of conducting a harassment investigation.
Why Should You Attend
Conducting a fair and impartial investigation diminishes liability and can decrease further misconduct by preventing it from becoming pervasive. The investigation may serve to minimize damages paid to the complainant. The institution demonstrates its commitment to the prevention and intervention of the misconduct resulting in less harassment, discrimination and other forms on misconduct on campus. By conducting its own investigation, the institution may avoid an investigation by another agency such as the EEOC. An investigation is required to help ensure a safe and healthy organizational climate.
Anyone 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. When your organization ensures investigator is trained in how to conduct investigations, it demonstrates its commitment to prevention of harassment to the Court or outside agency.
Areas Covered
· To list the steps of an investigation
· To identify the components of an investigation
· To differentiate between an informal and formal resolution to a complaint
· To provide sample interview questions of the complainant, accused, and witnesses
· To discuss documentation requirements
· To determine credibility of each interviewee
· To draw conclusions following the investigation
· To include the critical elements of the investigative report
