Training Doyens

Sexual Harassment Prevention Training Program

C onducting a harassment investigation is important and the HR professional tasked with the same should be trained in how to conduct a workplace investigation properly . Our upcoming boot camp discusses how to conduct harassment investigations correctly to prevent liability, determine the accuracy of the complaint, corroborate evidence, determine credibility, and form an opinion. The boot camp covers the following key areas: ·          Legal issues surrounding an investigation such as confidentiality, defamation of character, and false imprisonment ·          The importance of documentation of each interviewee ·          The critical importance of an investigative report ·          The role of the investigator in forming an opinion following the investigation ·          How ...

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 v...

Workplace Harassment Investigation OVERVIEW The  EEOC  requires that employers receiving a 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. Employe...

OVERVIEW The  EEOC  requires that employers receiving a 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 various...