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Validity : 14th Apr'24 to 24th Apr'24
How to Conduct a Harassment & Bullying Investigation To Restore Harmony and Reduce Liability
- To list the steps of an investigation
- To identify the components of an investigation
- To differentiate between an informal and formal resolution to a complaint
- To provide sample interview questions of the complainant, accused, and witnesses
- To discuss documentation requirements
- To determine the credibility of each interviewee
- To draw conclusions following the investigation
- To include the critical elements of the investigative report
Overview of the webinar
Title VII and the Equal Employment Opportunity Commission (EEOC) require workplaces receiving a complaint, or otherwise learning of alleged discrimination or harassment, to investigate in a timely manner and take appropriate corrective action to end the harassment and prevent the misconduct from recurring. That’s a tall order to ensure a just and fair handling of a harassment complaint - an essential order that employers are required to follow. The investigation process is, perhaps, the most critical element in dealing with harassment. In cases that have gone to court, it is often due to inadequate or absent investigations of complaints.
While there is no such legal requirement for instances of bullying (in which the definition varies widely), it is at the organization’s peril to not investigate bullying complaints. It is possible that an incident of “bullying” may be motivated by the target’s protected class and constitute illegal discrimination or harassment.
The courts have opined that workplaces must prevent and intervene in harassment complaints. Not only is investigating a prevention and intervention tactic, but the HR professional tasked with investigating should be trained in how to do so—this also demonstrates prevention.
Even if you have been doing investigations for years – if you have never been trained, how do you know if you are conducting them correctly to prevent liability, determine the accuracy of the complaint, corroborate evidence, determine credibility, and form an opinion? This program will cover the intricacies of conducting a harassment investigation.
Who should attend?
- Human Resources Professionals
- All Supervisors
- All Mangers
- All Directors
- Title IX Coordinators
Why should you attend?
The courts have opined that workplaces, which include colleges and universities, must prevent and intervene on harassment complaints. Not only is investigating a prevention and intervention tactic but the Title IX Coordinator or HR professional tasked with conducting an investigation should be trained in how to do so—this also demonstrates prevention.
Even if you have been doing investigations for years – if you have never been trained, how do you know if you are conducting them correctly to prevent liability, determine the accuracy of the complaint, corroborate evidence, determine credibility, and form an opinion? This program will cover the intricacies of conducting a harassment investigation. Investigators of harassment have often not been trained in the process of investigating complaints of harassment (and bullying).
Join this session to discuss the critical elements in conducting harassment investigations on campus including the requirement to draw a conclusion based on the investigation.
Faculty - Dr.Susan Strauss
Dr. Susan Strauss is a national and international speaker, trainer and consultant. Her specialty areas include management/leadership development, organization development, communication, and harassment and bullying. She trains and consults with business, education, healthcare, law, and government organizations from both the public and private sector. She has been an adjunct professor at several universities. Susan has held positions in training, organization development, and management, which enable her to use her multitude of real life experiences to draw on in her training sessions and organization development consulting. She has presented to thousands of people during her career and to a variety of audiences and receives outstanding evaluations.
Dr. Strauss has authored over 30 book chapters, books, and articles in professional journals. She has been featured on 20/20, CBS Evening News, and other television and radio programs as well as interviewed for newspaper and journal articles such as the Times of London, Lawyers Weekly, and Harvard Education Newsletter.
Susan has presented at international conferences in Botswana, Egypt, Thailand, Israel, Bali, Beirut and the U.S. She has consulted with professionals from other countries such as England, Australia, Canada, Beirut and St. Martin. She has her doctorate in organizational leadership, is a registered nurse with a bachelor’s degree in psychology and human services, a master’s degree in community health, and professional certificate in training and development.
Credits
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 www.hrci.org
ComplianceIQ is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for [2] PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.