Training Doyens

OVERVIEW The  EEOC  requires that employers receiving a harassment complaint, or otherwise learning of alleged harassment in the workplace, “investigate promptly and thoroughly…take immediate and appropriate corrective action by doing whatever is necessary to end the harassment, make the victim whole by restoring lost employment benefits or opportunities, 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 all organizations are required to follow. The investigation process is, perhaps, the most critical element in dealing with internal 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 conduct a bullying investigation. Employees and their attorneys are using var...

As per the EEOC regulations employers receiving a complaint, or otherwise learning of alleged harassment in the workplace, must investigate the matter promptly and thoroughly. Our upcoming boot camp discusses the intricacies of  EEOC harassment law and how to conduct aworkplace investigation. how to conduct a workplace investigation The boot camp covers the following key areas: ·          Discussion about if and when a harassment or bullying investigation is required ·          Legal issues surrounding an investigation such as confidentiality, defamation of character, and false imprisonment ·          The role of the investigator in forming an opinion following the investigation LEARNING OBJECTIVES The attendees will learn To determine if a harassment or bullying investigation is necessary To discuss the steps of an inv...