Even the best-managed workplaces will at some point face situations requiring investigation. Improperly conducted workplace investigations can be costly, both in terms of resulting litigation and a decline in profitability due to any disruption in operations, decreases in employee morale, and negative publicity. Conversely, well-conducted investigations nip workplace problems in the bud, thus keeping businesses operating smoothly—and out of court.
This course explains clearly the regulations governing the workplace, identifies situations requiring investigation, provides instruction on how to conduct investigations effectively and legally from start to finish, and explains methods of resolving workplace disputes internally.
Managers, Supervisors, Risk Managers, and Human Resources Professionals
TIME TO COMPLETE
The purpose of this course is to help the learner identify situations that require an internal investigation and to provide guidance for an effective and legally compliant response to workplace complaints, behaviors, or incidents.
After completing this course, the learner will be able:
- recognize workplace situations that require an internal investigation and associate these with the applicable laws;
- summarize and implement elements of an effective internal investigation, and determine its scope;
- confirm details of an incident, discern legally compliant interim actions, and choose an investigator;
- conduct effective interviews of all parties involved;
- evaluate the credibility of an interviewee and summarize the investigation upon its conclusion; and
- differentiate between the three basic forms of alternative dispute resolution--mediation, arbitration, and peer review--and ascertain when and how each can be used to implement a workplace conflict resolution system.
1. An Overview of the Laws and Regulations Governing the Workplace
2. The Keys to Conducting Effective Workplace Investigations
3. The Steps to Take Before an Investigation
- Knowing When to Investigate
- Choosing the Right Investigator
- Planning the Investigation
4. How to Conduct the Investigation
- Taking Interim Action
- Interviewing Witnesses
5. How to Conclude the Investigation
- Writing Reports
- Making Recommendations
6. Resolving Complaints Using Alternative Dispute Resolution Methods
- Peer review
- ADR Comparison Chart
- Employee Complaint Response Memo
- Initial Incident Report
- Internal Investigation vs. Informal Resolution Flowchart
HR CERTIFICATION INSTITUTE
This program has been approved for 2.0 recertification credit hours toward PHR, SPHR, and GPHR recertification through the HR Certification Institute. For more information about certification or recertification, visit the HR Certification Institute homepage at www.hrci.org.
(The use of this seal is not an endorsement by the HR Certification Institute of the quality of this program. It means that this program has met the HR Certification Institute's criteria to be pre-approved for recertification credit.)
SOCIETY FOR HUMAN RESOURCE MANAGEMENT
The Human Equation is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 2.0 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org.
THE FLORIDA BAR
The Florida Bar's Board of Legal Specialization and Education has approved this course for 2.0 General Continuing Legal Education (CLE) credits. For more information about CLE credits, visit The Florida Bar homepage at www.floridabar.org.
THE STATE BAR OF GEORGIA
The State Bar of Georgia has accredited this course for 2.0 hours of Regular CLE credits. For more information about CLE credits, visit The State Bar of Georgia homepage at www.gabar.org.
- Chapter 1: Instructions
- Course Objectives
- Chapter 2: Introduction
- Chapter 3: Workplace Regulations
- Conduct During Investigations
- Page 10, 11, 12, 13, 14, 15
- Chapter 4: Keys to Effective Workplace Investigations
- Characteristics of an Investigation
- The Benefits of Effective Workplace Investigation
- Chapter 5: When to Investigate?
- Situations Warranting Investigation
- Distinguish a Claim of Harassment
- Chapter 6: Before the Investigation
- Determine the Scope of the Investigation
- Choose the Right Investigator
- Internal vs. Third-Party Investigations
- Choose the Right Investigator
- Chapter 7: Conducting the Investigation
- Confirm Details of the Complaint
- Take Interim Actions if Necessary
- Establish Some Ground Rules
- Interview the Complainant
- Interview the Accused Party
- Chapter 8: After the Investigation
- Leave Out the Unnecessary
- Chapter 9: Complaints and Dispute Resolution
- Primary Forms of Alternative Dispute Resolution (ADR)
- Conflict Resolution System
- Page 77, 78, 79, 80, 81, 82
- Chapter 10: Conclusion
- Chapter 11: Time to Review
- Exam (multiple choice)