Workplace Investigations: Your Action Plan for Probing Complaints, Interviewing Witnesses, Reaching Reasoned Conclusions, and Taking Action

HR is legally required to thoroughly investigate every complaint of unlawful or potentially unlawful conduct that crosses your desk, even when it seems without merit. You want to investigate in a timely manner and limit your liability for keeping a guilty party on the payroll. If you act too quickly, though, you run the risk of cutting some key corners. The secret to conducting a successful inquiry is to get your complete investigation plan in place before the 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.

You’ll learn:

  • 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 …”
  • 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
  • What you should and shouldn’t do before the investigation is concluded
  • When you should consider bringing in an outside investigator
  • What to do after the investigation is over to minimize your legal risks under federal laws