How to Conduct an Effective Workplace Investigation
Michael D. Haberman is a consultant, speaker, writer, and teacher. He is the founder of Omega HR Consulting, formerly Omega HR Solutions, Inc., a consulting company offering human resources solutions to the problems small and mid-size businesses in dealing with HR issues. Mike brings 35+ years of experience to deal with the challenges of Human Resources in the 21st century. He has a Master's in HR and is certified as a Senior HR professional. He has over 18 years’ experience in the class room teaching human resources fundamentals and certification preparation.
Mike is the author of
the Human Resources blog found at OmegaHRConsulting.com, which has been
recognized as a top human resources-related blog. He has also been named
a top Digital Influencer in Human Resources. Mike has gained a
reputation as a compliance expert and as an HR futurist. He speaks on a
variety of subjects to business associations, human resource associations, and business-based civic clubs. He has presented numerous webinars on various HR-related issues.
In today’s workplace, there are numerous situations that can cause problems for employers that need to be followed up on and investigated by HR. These include claims of harassment, claims of discrimination, claims of a hostile environment, claims of retaliation, claims of improper pay practices, and many more claims of improper management practices. These claims cost companies millions of dollars in settlements, lawyer fees, and bad publicity.
HR usually ends up with the responsibility for conducting these investigations. Companies that opt not to conduct investigations generally do not correct situations on which these claims are made and ultimately end up in court costing them tens of thousands, if not hundreds of thousands of dollars. Improperly conducting investigations can be near as damaging to the company. We will learn about the steps of a proper investigation and why it is important to lay the groundwork a good investigation.
- Planning for an investigation
- Who should conduct the investigation
- What documentation should be gathered
- What fact-finding consists of
- How to weigh the evidence
- How to make a decision
- How to prepare the report
- What happens after the investigation
Course Level - Basic to Intermediate
Who Should Attend
- Office Managers
- HR Managers
- Business Owners