How do you begin an investigation? Then, how do you begin the interview? What questions do you ask? How do you know when you have all the accurate facts? What do you tell (or not) to a witness? How do you determine that all witnesses have been forthcoming? Alternatively, have you not purposefully been given misrepresentations of the facts?
If you are talking to someone to find out what they know, that you do not – how would you know what information, if any, that a witness distorted, left out or used to misinform purposefully? How is an investigator to know the difference between someone’s inaccurate recollections vs. purposeful misrepresentation? How do you end an investigation? What do you tell (or not tell) employees? How do you know what to write in the report or keep the files?
This webinar will help you become a more confident investigator by helping you with fact-finding tips and tricks to writing comprehensive reports.
Why You Should Attend:
This webinar will cover dos and don’ts while conducting workplace investigations.
Workplace investigations are carried out for a variety of reasons which include employee complaints, allegations of misconduct, and losses of various types. The overall primary objective of these investigations is always the same – to distinguish fact from fiction and use the facts of a situation to determine an appropriate course of action.
In every investigation, employers frequently depend heavily upon employee’s recollection of an event. Most employees will do their best to be forthcoming, and recount truthful and factual information to the best of their abilities. Some employees will not, some going so far as to do the opposite of being truthful.
An investigator also needs to know how to write a good case report. Just as a good investigation defends the actions an employer took (or not), the report reflects and supports the company’s decision-making (or not.)
- Taking complaints.
- Investigatory best practice policies, procedures and protocols to have in place.
- Interviewing witnesses, including uncooperative or angry ones.
- How to handle physical, testimonial and documentary evidence.
- Best practices in writing investigative reports.
- Preventing and handling retaliation and interference.
- Indicators of professional investigations.
- Anyone who has to do investigations, fact findings, or solve employee relations problems and disputes
- Human Resources Managers
- Plant Managers
- Front Line Managers
- Business Owners
- Branch Managers
- Those with Employee Relations Positions