Conducting Sexual Harassment Workplace Investigations

  EVENT DATE

August 01, 2018

  PRESENTER(s)

Melissa Fleischer

  1:00 PM ET | 12:00 PM CT | 10:00 AM PT | 90 Minutes


* Not able to attend the live session? We can arrange an on-demand session for You. Please call 1-‪814-892-0304


This program has been approved for 1.5 PDCs toward SHRM certification hours.
The program is pre-approved for 1.5 credit hour under HRCI

DESCRIPTION



"Sexual harassment" is unwelcome conduct of a sexual nature that is sufficiently persistent or offensive to unreasonably interfere with an employee's job performance or create an intimidating, hostile or offensive working environment.

The federal agency handling workplace harassment complaints has become a crowded waystation in an overwhelmed bureaucracy, with wait times often stretching years. And as the Equal Employment Opportunity Commission takes on renewed significance in light of the growing #MeToo movement, lawyers worry the increased caseload will lead to even longer delays.

While the omnibus spending bill Congress passed last month gives the EEOC a $15 million budget boost, the commission is still without permanent leadership. President Donald Trump’s choice to lead the five-person commission, corporate attorney Janet Dhillon, has inspired fierce criticism from civil rights groups. Neither Dhillon, who is married to a White House attorney, nor Daniel Gade, nominated for a seat on the commission, have come up for Senate confirmation votes.

The #MeToo movement, which began last fall, has empowered victims of sexual misconduct to come forward with complaints.

What do you do once you receive a discrimination or harassment complaint? Learn how to conduct a legally compliant thorough and effective investigation including tips for successful interviews of witnesses. Understand how to better assess credibility for "he-said, she said" allegations. Gain practical skills that enable you to conduct effective investigations of discrimination, harassment and retaliation complaints.

The time is right to revisit your company’s plan for responding to internal complaints. A critical component of that plan is being prepared to conduct effective and defensible investigations. This webinar will provide best practices for responding to and investigating workplace harassment complaints.

Learning Objectives:

  • Preparing to conduct procedurally fair workplace investigations
  • Conducting procedurally fair workplace investigations
  • Closing out the investigation and dealing with the aftermath
  • Your obligations to investigate under federal laws
  • Sexual harassment scenarios
  • Why you should investigate as soon as possible
  • Who should conduct the investigation
  • Formal vs. informal investigations
  • Key elements of an effective investigation, including documentation
  • Privacy issues associated with an investigation

Session Highlights:

  • Legal Pitfalls to Avoid When Conducting Sexual Harassment and Workplace Investigations in the Workplace
  • How To Properly Conduct Sexual Harassment and Workplace Investigations
  • Privacy Issues: Cases on Reasonable Expectation of Privacy
  • Understanding How to Prepare The Investigative Report
  • Tips on How HR should Interview Witnesses
  • Discussion of Cases Where Flawed Investigations by HR Were Costly for Employers
  • Addressing How to Handle He Said-She Said Scenarios
  • Tips on Presenting your HR Investigative Report to Upper Management
  • Preparing for Litigation: Preparation for Testifying about Your Report in Court

Who Will Benefit:

  • Human Resources Professionals
  • Supervisours
  • Director
  • Manager
  • Investigation Officer
  • Internal Auditor
  • HR Generalist
  • All Employee

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