Key Essentials For Conducting Workplace Investigations

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Key Essentials for Conducting Workplace Investigations

This course covers key elements for effectively conducting a workplace investigations related to harassment, sexual harassment, discrimination, employee retaliation & management misconduct.

One month course, Lupe McElroy

Week I (Unit I)

  • Understanding Employment Discrimination Laws
  • Role of HR Department
  • Deciding who Should Conduct the Investigation
  • Procedures for Employees to Submit a Complaint
  • Difference Between Formal & Informal Employee Complaints
  • Purpose & Scope of the Investigation Process
  • Plans, HR Check-Lists, Tools & Methods


Week II (Unit II)

  • Company Harassment Policies/ EEOC Requirements
  • Deciding What’s Best: In-House or Off-Site Interviews?
  • Reviewing the Initial Employee Complaint/Gathering Facts
  • Guidelines for Handling Anonymous Employee Complaints
  • Step-By-Step Best Practices (Timeframe & Requirement of Cooperation)
  • Interview Questions: Do’s & Don’ts
  • Employer Documentation & Recordkeeping Requirements


Week III (Unit III)

  • EEOC’s Position on Employee Confidentiality
  • Protecting the Complainant from Retaliation During/After the Investigation
  • Minimizing the Risk of Jumping to Conclusions
  • Assessment of Interview Facts, Witness Reports & Documentation
  • Obligation to Notify Complainant & the Accused of Investigation Findings
  • Developing Employer Findings Reports
  • What to Do After the Investigation is Completed


Week III (Unit IV)

  • EEOC Harassment Prevention Principles & Guidelines
  • What To Expect After an Employee Files an EEOC Complaint
  • EEOC Right-To-Sue Letter
  • Employer Notification & Statement of Position
  • Subpoenas and Witness Interviews
  • EEOC Investigation Timeframe & Employer Notice of Determination
  • EEOC Informal Conferences, Mediation, & Employee Settlements

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