In your HR role, you are legally required to thoroughly investigate complaints of unlawful conduct that cross your desk, even when a complaint seems to lack merit. You need to do it in a timely manner, but if you act too quickly, you run the risk of cutting key corners. The secret to conducting a successful inquiry lies in preparing your approach to an investigation before a complaint ever hits your desk—because as you well know, in HR it’s never a question of if, but when.
This pre-conference workshop will bring you up to speed on how to conduct efficient, effective, legally compliant workplace investigations here in California.
- What to do first when an employee comes to you with a complaint or allegation
- How to handle those common requests for “complete confidentiality” and “I don’t want you to do anything about this, but…”
- What you should and shouldn’t do before the investigation is concluded
- How to separate a complainant and the alleged wrongdoer without inviting retaliation claims (from either side)
- Interviewing tips to help you get to the truth
- Strategies for resolving those “he said, she said” situations
- When you should consider engaging an outside investigator
- How to successfully bring “closure” once you complete an investigation, and mitigate legal risks under the Fair Employment and Housing Act (FEHA) and other California or federal laws