Workplace Investigations - Witnesses Interviews 2014

Topics

• Processes and Practices
  • Types Of Evidence And Evidence Handling
  • 10 Step Strategic Process For Investigations
  • Documentation Do`s and Don`ts
  • Reviewing Documentation
  • Constructing Solid, Factual Questions
  • How To Take Good Notes
• Closing The Investigation
  • Determining What Is A Malicious Complaint and Just As Important- What Is Not
  • The 4 Findings
  • Investigation Communications to Appropriate Parties
  • Need to Know vs Want To Know
  • Monitoring For Retaliation. Not If It Happens But When and Where
  • Following Up - Closing The Loop
• Overview of How Federal Laws Impact Investigations
  • Safety
  • Harassment and Discrimination
  • Retaliation
  • Disability
  • National Labor Relations Act
  • Wage and Hour
  • OFCCP covered contractors
  • Union Workplaces
• Laying The Foundation
  • Untangling Problems - Determining If A Manager Resolves A Problem Vs Reporting To HR
  • Root Causes Of Investigations
  • Mediating Employee Relations Problems That Are Not Investigations
  • Education and Reporting - Adding To Your Existing Training So Investigations And Problem Solving Are Smoother
• Report Writing
  • Elements of a Good Report
  • Before You Start Writing - Reviewing Your Investigation
  • Formatting a Professional Report
  • What Goes Where? What to Use and What To Leave Out of Your Report
• Mock Investigation - When Sally Met Harold
  • Determining The Situation and Allegations
  • Taking The Complaint - Asking Follow-up Questions
  • Getting Ready To Interview
  • Reviewing Initial Evidence
  • Constructing Questions
  • Determining Witnesses
  • Interviewing the Accused
  • Interviewing Witnesses
  • Review The Evidence
  • Determining if Second Interviews Are Needed
  • Writing The Report - What Goes In and What`s Left Out
  • Determination Of Credibility
• Interviewing Witnesses
  • Starting An Interview
  • Staging An Interview
  • Body Language
  • How to Get People to Talk to You
  • Ending An Interview
  • Disgruntled, Reluctant, Untruthful and Hostile Witnesses
  • Second Interviews

Who should Attend

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