Investigating Workplace Complaints: Avoiding Common Mistakes


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Duration
90 Mins
Level
Intermediate
Webinar ID
70027

Are you prepared to conduct a proper investigation? Will that investigation is objective or show bias, even implicit bias? Will it respect the rights of both employees and employers, and do you know what those are? Or will it make an otherwise good case bad by committing some of the more common mistakes? Learn the answers to all these questions and more so you can be prepared to avoid the common mistakes of others and make sure your next investigation is as professional as possible. It's a minefield out there so it's important to look before you leap!

Why Should You Attend

When done right investigations can provide early identification of current or potential workplace issues and the opportunity to prevent them in the future if one avoids some of the more common pitfalls and mistakes. This webinar will equip attendees with a strategic perspective not only thoroughly investigate but also how to lower the risk of having a poor investigation backfire on you.

Objectives of the Presentation

Will your employee investigation result in a successful lawsuit against the organization? It depends on if you strategically avoid some of the more common mistakes that can turn a good investigation bad! This webinar will address some of the mistakes to avoid which can increase the risk of exposing your investigation to becoming a significant and costly legal contest. Conversely, it will also suggest strategies to improve an investigation and avoid vulnerabilities.

Areas Covered in the Session

Attendees will learn:
 » Their role/function in an investigation
 » The role of objectivity (Internal v External investigator)
 » How to employ the benefits of multiple interview techniques
 » The proper application of “Yes” and “No” Questions
 » The use of single v multiple sessions (for the subject of the investigation and witnesses)
 » How to document the investigation from complaint to conclusion
 » The standards/models of proof and when/how to apply them
 » The two major types of workplace investigations (Title VII and Misconduct)
 » How to avoid legal minefields when investigating (Negligent Investigation, Interference with contractual obligations, Loudermill Rights, Weingarten Rights, Violation of Public Policy, False Light, Defamation, False Imprisonment. Intentional Infliction of Emotional Distress, Negligent Infliction of Emotional Distress, Searches, and Monitoring/Surveillance)

Who Will Benefit 
 » All level Managers in all industries in both private and public sectors
 » Supervisors
 » Human Resources, Employee Relations
 » Ombudsperson, Ombuds, Labor Relations
 » Attorney’s, and Union Officers/Representatives/Stewards, all levels of Law Enforcement or Security staff.

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Bob Oberstein

Bob Oberstein is uniquely qualified with over 50 years of Labor Relations experience on both sides of the table in both the private and public sectors and is the recipient of the Federal Mediation and Conciliation Service Director's Award for lifetime achievement in promoting positive Labor Management Relations. Bob also was the Director of the Labor Management Relations BA and certificate programs at Ottawa University, Phoenix where he also developed and taught Labor Relations and Human Resources related courses on both the graduate and undergraduate levels. Bob has several published articles to his credit in addition to his arbitration awards and has also been recognized in Who’s Who Among America’s Teachers. Additionally, Bob has served on several boards and commissions and panels where he participated in resolving or adjudicating all manner of workplace issues in a variety of industries. Moreover, Bob also holds a Master of Jurisprudence in Labor and Employment Law from Tulane University's School of Law. Bob has and continues to serve the labor management community as well as other groups as an Arbitrator, Mediator, Facilitator, Investigator, Trainer and Educator.

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