Hostile witness: How to handle a "hot head" during an interview. Evidence and evidence controls. Considering cultural diversity. Such tactics interfere with an investigation. Establishing secure files and records. purposeful misrepresentation? How do you end an investigation? What do you tell (or not tell) employees? How do you know what to write in the report or keep the files? From fact-finding to writing reports, this 2 day seminar will cover the dos and don;ts of conducting workplace investigations so you can gain the confidence to be a competent and effective investigator. Document control essentials and recordkeeping. Lecture 2: Minimizing Your Liability Risks Clarifying the laws: Civil rights and antidiscrimination, Fair Credit Reporting Act (FCRA), disability, and health and safety laws. Selecting the right investigators to minimize perception of bias or conflict of interest, and to maximize the chances of gathering testimonial evidence. For others who should have been held accountable but were not, the conduct often continues on, in some ways rewarding them and encouraging a repeat of the conduct.

Dangerous or something else? What about tape-recording: Is it a good idea? Body language: Can you tell if a witness is giving false or skewed testimony? Developing behavioral baselines. Sir Walter Scott stated, "Oh what a tangled web we weave, when first we practice to deceive. Strategies for the reluctant witness. The shared primary purpose of these investigations is the same - to find out the facts of a situation to determine a course of action to take - or to not take. Most employees will do their best to be forthcoming, and recount truthful and factual information to the best of their abilities. Areas Covered in the Session: When are employees entitled to representation during an investigation? How to prepare and what to do before an interview. In these investigations, employers often depend heavily upon employee;s recollections.. In the real world workplace, deception, omission and interference often have the unhappy result of someone being reprimanded or retaliated against for conduct they didn;t do or in which they didn;t participate. The note taker and their role. How to build a time line.

Plant Managers Front Line Managers HR Managers Branch Managers Those with Employee Relations positions HR professionals Business Owners. Lecture 8: Report Writing Writing an effective investigative report. The essentials of investigative planning and preparation. Rights to privacy: Are monitoring email and phone calls invasion of privacy or an employer;s right to know. Taking notes and pacing the interview. Employer obligations: When are you legally required investigating or taking immediate corrective action. Who Will Benefit: Anyone who has to do investigations, fact findings, or solve employee relations problems and disputes. In the beloved children;s book, Charlotte;s Web, deceptive action from the spider Charlotte resulted in a happy ending. Lecture 5: Real World Problems That No One Tells You About. Organizing your interview so you can ask good questions. Ending the investigation. Interestingly many people don;t even consider omission to be a lie. Body language: Telling if a witness is giving false testimony. Implementing effective documentation strategies. Recommending prompt, appropriate action. Lecture 4: Program Continues, How to take an accurate initial complaint (includes form) - the backbone of your investigation! Preparing for witness interviews. Agenda: Day 1 - Agenda Lecture 1: Strategic Planning: What Investigations Are and Why and When Do Employers Perform Investigations. Retaliation red flags: How to avoid the most expensive liability risks. Lying and deception: Getting the facts straight. After all, they consider, if not asked of them, it can;t be wrong to withhold information. Lecture 3: Preparation: What Every Investigator Needs To Do Before Talking With The First Witness. Lecture 9: Program Continues, Lecture 10: Closing the Investigation How to achieve closure when your investigation is inconclusive.Overview: How do you begin an investigation? Then, how do you begin the interview? What questions do you ask? How do you know when you have all the accurate facts? What do you tell (or not) to a witness? How do you determine that all witnesses have been forthcoming? Alternatively, have not purposefully been given misrepresentations of the facts? If you are talking to someone to find out what they know, that you do not - how would you know what information if any that a witness distorted, left out or used to misinform purposefully? How is an investigator to know the difference between someone;s inaccurate recollections vs.

Why you should attend: Employers conduct investigations for a variety of reasons; employee complaints, background checks, allegations of misconduct, losses of various types.. Investigatory processes and internal controls. The angry "hothead". Taking the lead: How do you get management to authorize you to run your investigation? Uncooperative supervisors: Strategies for handling difficult leaders who try to impede your investigation. Employee complaints and employer obligations. Minimizing disruption to the work environment. Taking good notes. Tough issues: How do you handle other management persons who challenge your authority as an investigator? Day 2 - Agenda Lecture 6: Interviewing Witnesses Interview questions: Good questions get to the truth of the matter." In an investigation, it can difficult to determine what are the truthful facts when information is purposefully withheld (omissions), false information is purposefully inferred (deception) custom Fiber Optic Junction Boxes for sale or when false information is purposefully provided (falsehoods). What should and should not be included in your report. Determining when a small problem warrants an investigation. Yet some experts claim that "lying by omission" is the most common kind of lie. What to do after the investigation: Monitoring.. Lecture 7: Program Continues, Reluctant witness: Critical strategies for getting reluctant witnesses to testify

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