$270 Members / $295 Future Members
Conducting workplace investigations is one of the most challenging duties HR professionals face. With shifting workforce demographics, new laws constantly popping up and employees more aware of their rights, it is easy for managers to make costly mistakes. Often, they aren’t properly trained or are under tremendous pressure to resolve issues quickly. Please join us for this comprehensive, one-day seminar as we tackle the do’s and don’ts of workplace investigations and provide practical insight into avoiding common investigation mistakes.
When is an investigation necessary?
- Who will investigate?
- What will be investigated?
- What evidence needs to be collected?
- Who will be interviewed?
- Addressing the “he said, she said” cases
Avoiding Aggressive and Other Counterproductive Tactics
Determining Witness Credibility
Being Timely and Thorough
Reaching an Evidence Based Conclusion
Post-Investigation Windup / Follow Up Best Practices
Follow up communications to
- The accused
- Witnesses/victims (if applicable)
Avoiding Common Investigation Mistakes
- Failing to plan
- Ignoring complaints
- Delaying investigations
- Losing objectivity
- Being distracted during interviews
- Using overly aggressive interview tactics
- Not conducting a thorough investigation
- Failing to reach a conclusion
- Failing to create a written report
- Failing to follow up with those involved
John Gardiner is a member of Bodman PLC’s Workplace Law Group, where he represents businesses in employment law matters and related litigation. He provides counsel on issues involving claims of discrimination, sexual and other illegal harassment, accommodating employees with disabilities, FMLA issues, wage and hour issues, reductions-in-force, discipline and discharge issues, among others.
Kevin Brozovich, SPHR, SHRM-SCP, is the Founder and Chief People Officer at HRM Innovations, which strives to make each client an employer-of-choice by helping them attract the best people and engaging those people through culture, leadership, and best-in-class HR systems. Kevin has over 30 years of leadership experience in the HR field including 9 years as a Business Ethics Compliance Officer.
Six (6) credits for the MI Chamber Basic or Advanced Human Resource Compliance Certification Program.
Four and a half (4.5) HR (General) recertification credit hours for PHR, SPHR and GPHR recertification through the HR Certification Institute.
Four and a half (4.5) PDCs for the SHRM-CP or SHRM-SCP.