Conducting an Employee Investigation Training
Free session included with your annual harassment prevention subscription.
Tools and checklists for a thorough and objective response to a complaint.
How to Conduct a Sexual Harassment Investigation
Prevention is essential…response is imperative. This is a FREE session for our clients. Anyone who is leading an investigation should be trained and certified. A critical element in harassment response is solid procedures for complaint handling and investigation. This training will ensure that anyone who is conducting an employee investigation is aware of the possible issues that can arise.
The training covers these topics:
Ensuring an objective and confidential investigation
Responding to the complaint
Conducting witness interviews
Creating documentation and maintaining records
Drawing a conclusion and managing the aftermath
Free Investigation Training Course for Clients
This training is provided to i2i Workplace clients as a FREE resource. The content is listed below. Ensure that you know the steps to take in an investigation. Note that in California, the investigator must be an employee, a licensed private investigator, or attorney.
Click on the graphic below to begin the Investigations training. You will be quizzed about your knowledge and at the end, will receive a certification of completion. Anyone who conducts an internal investigation should be certified on the legal issues and best practices to ensure a fair and consistent interview process.
Click on the graphic above to take the one-hour training session (provided for our clients at no cost). Free Investigations Guide and Complaint Form can be accesed with buttons on the right.
How to Conduct an Employee Investigation of Harassment or Discrimination
DISCLAIMER: This document is provided for instructional purposes only and is not intended as legal advice. The information set forth in this document is provided for general use only to guide employers in making sound decisions about investigations. When conducting an investigation work with an employment law attorney or private investigator in order to comply with all applicable laws and regulations.
Training Agenda - How to Conduct an Internal Investigation of a Complaint of Discrimination or Harassment
Ensuring an objective and confidential investigation
Responding to the complaint
Conducting the investigation
Creating documentation and maintaining records
Drawing a conclusion and managing the aftermath
Ensuring an objective and confidential investigation
Harassment Prevention Checklist
Develop a written policy that defines prohibited conduct.
Effectively communicate this policy to all employees.
Train management and employees on sexual and other types of harassment and discrimination.
Develop a confidential means of reporting harassment offering multiple avenues of complaint.
Conduct a prompt, thorough and discreet investigation in response to complaints.
Objectives of an Investigation
Thoroughness
Promptness
Demonstrated fairness and objectivity of the investigation
Investigations, when done correctly, can keep an internal problem from becoming an external one, mitigate morale and productivity problems, prevent the problem from spiraling out of hands and avoid substantial financial losses.
However, a poorly conducted investigation can decimate morale, lower productivity, increase the likelihood of litigation and legal liability, and be very costly.
Investigations can create divisiveness, but done swiftly and thoroughly the problem can be resolved.