The importance of an investigation
When an organization receives a complaint of workplace discrimination, harassment or any other misconduct; it has to roll up its sleeves to conduct a proper and thorough investigation that leaves no scope for further action from the employee. At the same time, it has to also be objective. The way the investigation is done determines whether it defends the organization and limits its legal liability or ends up slapping it in the face.
Facts gathering and other issues
At the heart of an investigation is the purpose of gathering facts in an objective and comprehensive way. Since everything is based on facts; these have to be complete and well-rounded. The investigating person or officer should present facts in such a manner that there should be no loopholes or scope for further investigations and other actions. The investigation should be done in such a manner that it preempts retaliatory action on the part of either the organization or the employee.
The investigation should also make sure that practices and guidances such as the NLRB July 2012, which prohibits employees from discussing ongoing investigations, are abided by. Implementing all these makes the investigation a proper and thorough one, one which the organization should be able to defend in a lawsuit, if the need for it arises.
A webinar that is being organized by TrainHR, a leading provider of continuous professional education for the HR industry, will discuss these issues. To be held on December 18, it will feature Teri Morning; President of Teri Morning Enterprises.
This webinar session will look into all the important aspects of a workplace investigation. It will impart ways by which workplace investigations can be fair, objective and legally defensible. It will dwell into the different dimensions of a workplace investigation.
Teri Morning is an MBA, MS, SPHR, and SPHR-CA; and is President, Teri Morning Enterprises. She calls herself her organizationís CEO, its Chief Everything Officer! She has been running her own organization since early 2005, and specializes in Compensation, Performance Management, Employee Investigations, Problems and Interventions.
Teri has been in the human resources and training areas for over 15 years. During this tenure; she has worked in a variety of professional fields, including retail, distribution, architectural, engineering, consulting, manufacturing (union), public sector and both profit and non-profit company structures. For more than a decade; she has consulted with employers on their problems and trained managers and employees. Traveling the country extensively, and meeting and working with employees from all types of businesses give her immense excitement and satisfaction.
Apart from an MBA; Teri has a Masterís degree in Human Resource Development with a specialization in Conflict Management. She was certified by the State of Indiana in mediation skills and is qualified as a Myers-Briggs practitioner. A dual SHRM certification of a Senior Professional in Human Resources (SPHR) and Senior Professional in Human Resources ĖCalifornia (SPHR-CA) are her other qualifications.
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