- Webinar Duration60 Min
- Webinar Date29 Jan. 2025
- Webinar IdAT3411
Start Time
PST : 10:00 AM | EST : 01:00 PM
Description
An internal investigation is a formal inquiry to determine whether workplace policies or regulatory practices have been violated. Investigations can follow a:
a complaint
allegation
suspicion of misconduct
fraud
harassment accusations
or many other reasons covered by federal, state and/or local employment laws
The goal of any internal investigation is to obtain a straightforward view of the facts:
what happened
when it happened
who was responsible
who may have been harmed
what actions may be necessary to prevent the alleged wrongdoing from reoccurring
Internal investigations assist organizations in gathering information, fashioning defenses and crafting remedies. Specifically, internal investigations are useful for organizations to identify where there are needs for remediation.
The final investigative report should include:
The incident investigated, with dates
The individuals involved
Key factual findings
Applicable employer policies
Interviewees’ statements
Conclusions
Issues that couldn't be resolved
Employer’s follow up action
It’s critical to investigate an allegation quickly. Stretching an investigation out over a lengthy period tells employees the alleged misconduct isn’t important. And as time goes by, it becomes more difficult to collect evidence and get witnesses to talk, details are forgotten and documents disappear.
And if the organization terminates or disciplines an employee and that person files a law suit or complaint the investigation report will be critical in to protecting the company in court. While every complaint is unique, having a well-defined, consistent process in place can ward off future lawsuits.
What will you learn
Recognizing the Situations Where an Internal Investigation May be Warranted
Our Role When Conducting Investigations
Information to Obtain to Determine the Best Approach to the Investigation
Determining Who Should be Interviewed
Utilizing an Introductory Interview Guide
Following a Proven Interview Methodology
Utilizing an Investigatory Interview Questionnaire
Closing the Interviews
Preparing an Investigatory Findings Report
Why should you attend?
A poorly conducted internal investigation can cost a company financially and damage its reputation, not to mention the reputations of the person tasked with overseeing such a probe. Some of the common mistakes made include:
Failing to plan
Delaying an investigation
Not remaining objective
Using aggressive interviewing tactics
Not conducting a thorough investigation
Failing to reach a conclusion with a written report
Conducting workplace investigations is one of the most challenging duties that HR professionals and other managers have to face due to today’s workforce demographics, new employment laws, employees being more aware of their rights – a quagmire of potential landmines - and many managers not trained to do so.
Employers must demonstrate fairness when conducting workplace investigations. and investigations should be thorough and well documented before an employer takes any action. Additionally, effective workplace investigations need to be guided by the following principles:
Neutrality-HR and other personnel involved in an investigation must be detached from an incident, remain objective, have no personal stake in the outcome and give all employees involved the opportunity to provide their version of the incidents.
Thoroughness-To ensure that the proper decision is made investigators must be thorough in uncovering all the necessary information while asking detailed questions during interviews
Timeliness-Once an investigation is triggered, investigators must act promptly to avoid further acts of wrongdoing with any disciplinary action administered in a timely manner to avoid legal issues.