Documentation is a key part of any investigation. Gathered, stored and used properly, good documentation – timely, factual, thorough, accurate and objective; can be beneficial in supporting employment decisions, and if need be, even supporting terminations.
It is often hard to know how to start gathering the documentation and evidence needed to investigate even a seemingly straightforward workplace problem, let alone when faced with a complicated situation. Other times, it is hard to know what to do with the surprising blizzard of information an uncomplicated investigation can generate. However, it is crucial the investigator knows how to proceed as even the simplest seeming of problems can blow up into big problems for an employer.
Anyone who performs workplace investigations also needs to be able to write their findings in a report such that it becomes a factual written presentation of the information discovered in their investigation.
Good investigative reports inform the reader to not only justify the employer’s decision making, but also demonstrating they did what a responsible employer acting in good faith would do, and if founded, took steps to rectify applicable conduct.
This webinar will cover best practices in documentation processes and procedures for internal employment investigations. How to begin (and end) your investigations with a sound methodology for investigations that support your employment decisions and documents them as such. How to use methods and documentation that demonstrate the employer as logical, objective, competent, and thorough.
Also, learn how to write a factual, solid, representative report of an internal investigation that will withstand scrutiny and provide appropriate information to decision makers
Areas to be Covered:
Taking an accurate initial complaint, the foundation to a competent complainant based investigation.
Processes and procedures for processing interviews – before the interview, beginning the interview, during the interview and ending the interview.
Gathering, using and safeguarding investigatory documentation.
Documentation and evidence handling mistakes.
What to do with evidence. Setting up an easy, yet manageable Chain of Evidence, making sure to gather and include evidence you may have overlooked.
Writing a solid, objective, professional investigative report – what should be included in a report and as importantly – what should not.
Checking documentation for accuracy before making a negative employment decision.
Documentation processes for ending an investigation and monitoring afterwards
Who will Benefit:
Plant Managers and Upper Management
HR Generalists and Associates
Safety Managers and Associates
Small Business Owners
Regulatory Compliance Managers and Associates
Anyone who writes workplace investigative reports