Investigating a Complaint in the workplace

ArLyne Diamond, Ph.D. is an internationally recognized Leadership, Management, Professional Development, and Organizational Development (O-D) consultant specializing in people and processes in the workplace. Multifaceted, Dr. Diamond has extensive experience in a wide range of disciplines (business, education, management, marketing, business ownership, psychology – and some economics and law as well). This enables her to see things from a variety of angles and to cleave to the essence of a problem quickly, offering her clients creative and practical solutions. As the President and Founder of her consulting firm, Diamond Associates, which was established in 1981, Dr. Diamond’s clients range from boards of directors and upper management to support staff in many industries, both public and private. This includes small business and professional practices, corporations, associations, service/charity organizations and government agencies (including police and fire). She works with individuals, teams and large groups. Dr. Diamond trains Boards of Directors and teaches several courses to board members and those striving for board appointments.

She is well known for her skill in large and small group process, including workshops in strategic planning, change management, conflict resolution, system streamlining, communication, management of people and projects, as well as a board of directors development, committee, and team training.

Her executive consulting/coaching and mentoring of individuals includes helping new CEOs grow into their position and learn how to create and work with executive teams, stakeholders, and others in their organization. Dr. Diamond teaches a wide range of MBA university courses in Business, Organizational Development, Quality, Change Management, Persuasion/Negotiation, Marketing, and Leadership.

Born into a family and culture of service to others, ArLyne has been involved with many associations, service and charity organizations. A listing is available here. She is currently active in politics, Rotary, and ProMatch, an organization dedicated to helping those out of work, where she offers workshops and a weekly drop-in helping people with finding themselves, resumes, interview skills and landing the job.

A prolific writer, she has published hundreds of articles and four books. (A listing of published articles can best be found by either on her Google+ page or searching on the internet.) In addition, Dr. Diamond publishes a monthly newsletter, “Diamonds to You” and is a guest writer for several newspapers.

This webinar has been approved for 1 HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at

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This webinar is designed to train managers and HR professionals on how to conduct a thorough and impartial workplace investigation. Complaints of sexual misconduct, harassment, bullying, and abuse abound in today’s workplace. Conducting workplace investigations is one of the most challenging management and HR duties, but also one of the most important. There is an ethical, moral and legal duty to investigate thoroughly, to recognize due process – and also to recognize and overcome the natural biases we as investigators bring to the situation.

You will learn when, how, and what to investigate. How to be empathic without agreeing, and how to deal with the alleged violator as fairly as possible. Proper techniques, decision-making, and report writing will also be discussed.

Now is the time to increase your knowledge because now is the time when this issue is in the forefront of many minds and people who had been silent before are now coming forward thanks to the #MeToo Movement.

Newspapers have recently reported many stories of complaints of sexual harassment and abuse going un-investigated but merely assumed to be true – or if investigated, investigated poorly. If there is merely the assumption that the allegation is true, the person being accused loses his job and reputation. So no matter what the complaint, it should be taken seriously and investigated thoroughly. All too often I’ve discovered highly biased investigations with the investigator merely looking for corroborating evidence and ignoring anything that would disprove the allegations.

Learning Objectives

  • Report writing
  • When for example to use mediation – when to call the police
  • Types of sanctions based on allegations
  • Interviewing witnesses, conducting evidence
  • Effective policy and procedures
  • Your own biases – such as believing the first person and confirmation bias
  • Possible questions to ask
  • The importance of due process and not promising the wrong kind of confidentiality
  • How to start  the process – being kind, empathic, but not agreeing to anyone
  • Who should conduct the investigation – and who should not and why?

Who Should Attend

  • Anyone being asked to conduct an investigation
  • HR Professionals
  • In-house counsel
  • Managers and Executives
  • Small Business Owners
  • $149.00