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2 days Seminar on Human Resources (HR)- Conducting Workplace Investigations
Presented By Complianzworld
Thursday, December 11th at 9:00am PST - Friday, December 12th, 2014
Online sale ends: 12/10/14 at 6:00pm PST
San Francisco, CA 94101
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Speaker: Teri Morning

                  Human Resource, OSHA

Teri Morning, MBA, MS, SPHR, SPHR-CA is the President of her own HR Consulting firm She has over 15 years human resource and training experience in a variety of professional fields, including retail, distribution, architectural, engineering, consulting, manufacturing (union), public sector and both profit and non-profit company structures. She has consulted with employers on their problems and trained managers and employees for over 10 years, meeting and working with employees from all types of businesses. In addition to a MBA, Teri has a Master’s degree in Human Resource Development with a specialization in Conflict Management. She was certified by the State of Indiana in mediation skills, is qualified as a Myers-Briggs practitioner and holds the dual SHRM certification of a Senior Professional in Human Resources (SPHR) and Senior Professional in Human Resources – California (SPHR-CA).

Course Description:

This two-day seminar will train you not only in how to perform a professional investigation, but give you a crucial opportunity to conduct a mock investigation. The first day is lecture and real life exercises. The second day is an all-day mock investigation where you can practice and put to use the skills you have learned - without the pressure of “practicing” on the job. Every company will inevitably encounter times when they must conduct internal investigations. Wherever there are people, there are employee relations issues. Management techniques do not always have an answer for the challenges employers face.

Knowing how to conduct an internal investigation in regards to a complaint, an accident, or upon receipt of reports of misconduct or even in regards to a performance situation, is one of the most critical skills every manager and certainly, every HR professional needs in today’s workplace. A professional investigation helps an employer defend against legal liability and sends a message to employees that they work for an ethical company.

However, whether the investigation, from fact-finding to writing reports, defends the company and limits your legal liability or blows up into an incredible, embarrassing mess (that incurs even greater liability) may depend largely upon HOW the investigation is conducted.

In theory, investigating sounds relatively easy – just find out what happened. In reality, finding out what happened often is not easy, instead becoming complicated.

Reasons to attend:

When a complaint is received, regardless of from whom, from where or how, the employer is on notice that there may be a problem. There are also many types of workplace investigations that never start with a direct complaint.

Since many companies do not have a person who does investigations as their job and the few persons pressed into service as investigators are often untrained; an untrained person trying to handle an investigation has the potential to escalate a small problem into a big disaster.

Even routine investigations can uncover unexpectedly ugly aspects of the people and/or even of the company so untrained investigators even operating under the best, most routine of circumstances may not do nearly enough to uncover the problem, be easily dissuaded from doing anything at all or not protect complainants and witnesses from being retaliated against.

Learning on the job can be costly in a number of way to the employer, not just in attorney fees or judgments, but also in loss of employees, damage to morale, vicious gossip and damage of reputations and loss of productivity than can take years to repair.

Target Audience:

  • HR Generalists,
  • Employee Relations,
  • Business Owners,
  • Plant Managers,
  • Branch Managers.
  • Anyone new to HR.

 [Click Hear for Agenda & More information]


Day 1
8:00 – 8:30 AM: Registration

First Module – Laying The Foundation:

  • Root Causes Of Investigations
  • Untangling Problems –  Determining If A Manager Resolves A Problem Vs. Reporting To HR
  • Training Tips – Adding To Your Existing Training So Investigations And Problem Solving Are Smoother
  • Mediating Employee Relations Problems That Are Not Investigations

Exercise – Overseeing a Management Counseling/Mediation meeting

10:00AM break

Second ModuleOverview of How Federal Laws Impact Investigations

  • Harassment and Discrimination
  • Safety
  • Disability
  • Retaliation
  • Wage and Hour
  • National Labor Relations Act
  • Union Workplaces
  • OFCCP covered contractors

Exercise – Social Media? Determining What Actions Are Protected Vs. Not

Third Module Processes and Practices

  • 10 Step Strategic Process For Investigations
  • Types Of Evidence And Evidence Handling
  • Reviewing Documentation
  • Documentation Do’s and Don’ts
  • How To Take Good Notes
  • Constructing Solid, Factual Questions

12:30 – 1:30PM Lunch
After Lunch Group Activity – Employee Sally Complains. Taking A Complaint

Fourth Module Interviewing Witnesses

  • Staging An Interview
  • Starting An Interview
  • How to Get People to Talk to You
  • Body Language
  • Disgruntled, Reluctant, Untruthful and Hostile Witnesses
  • Ending An Interview
  • Second Interviews

Exercise – Starting Interviews Smoothly

3:15 – 3:30 Break
Fifth Module Report Writing

  • Before You Start Writing – Reviewing Your Investigation  
  • Elements of a Good Report
  • What Goes Where? What to Use and What To Leave Out of Your Report
  • Formatting a Professional Report

4:00  – 4:15PM Exercise – Proofing a Report
Sixth Module Closing The Investigation

  • The 4 Findings
    • Determining What Is A Malicious Complaint and Just As Important–  What Is Not
  • Need to Know vs Want To Know
  • Investigation Communications to Appropriate Parties
  • Following Up – Closing The Loop
    • Monitoring For Retaliation. Not If It Happens But When and Where.

Day 2: Mock Investigation
8:30 Class Begins

  • Taking The Complaint
    • Asking Follow-up Questions
  • Determining The Situation and Allegations
    • Dividing The Initial Elements of The Complaint
    • Determine if Intermediate Action is Required
  • Reviewing Initial Evidence

10:00AM break

  • Getting Ready To Interview
  • Determining Witnesses
  • Constructing Questions

12:30 – 1:30PM Lunch

  • Interviewing Witnesses
  • Interviewing the Accused
  • Determining if Second Interviews Are Needed

3:15 – 3:30 Break

  • Review The Evidence
  • Determination Of Credibility
    • Defending Your Credibility Decisions
    • Your Finding(s)
  • Writing The Report
    • What Goes In and What’s Left Out

To Enroll for This Program Today Please click hear

Thank you & Regards,

Kevin Roberts,


Call us at this Toll Free number: +1-866-978-0800


Presented By

9:00am to 6:00pm
Doors open at 9:00am

General Admission: $999.00


complianzworld<br> San Francisco, 94101


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