Description:

The primary goals of any workplace investigation are to reassure employees that their concerns are taken seriously and to address inappropriate behavior promptly, protecting the organization from potential legal action, security breaches, or even workplace violence. One of the most critical responsibilities of a supervisor, manager, or HR professional is to respond appropriately to employee grievances and reports of misconduct. While not all employee complaints warrant a full investigation, it is best practice to assess the facts and circumstances before making that determination. Many situations can expose a company and sometimes its managers to legal liability, making a thorough investigation essential before deciding how to proceed. The way an investigation and its follow-up are handled can itself become a basis for legal action.

Some investigations may be resolved quickly, while others require a more in-depth approach. Skilled leaders and HR professionals must be able to assess situations swiftly, avoiding unnecessary investigations into baseless claims, while still protecting the organization from the risks of costly, time-consuming litigation. This webinar will equip attendees with the tools and strategies needed to manage investigations confidently, legally, and effectively.

Your Benefits for Attending:

• Understand how to effectively handle a wide range of workplace investigations, including harassment, workplace violence, safety concerns, whistleblower reports, employment disputes, misuse of company resources, cybersecurity breaches, performance issues, and code of conduct violations.
• Learn the full investigation process—from planning and notifying involved parties to gathering statements, analyzing findings, documenting actions, and conducting thorough follow-up.
• Gain practical insights on how to document investigations appropriately to protect your organization from legal liability and ensure a fair, compliant process.

This webinar provides valuable guidance to help you take decisive action in the face of employee complaints, improve workplace trust, and minimize legal risk.

Who Should Attend:
Supervisors, managers, and HR professionals are responsible for receiving or addressing employee complaints. Even when HR leads the investigation, it is essential that all management personnel understand the investigation process, their specific roles, and what information can be shared during and after the investigation.