Internal Investigations Certificate Program
The Training Center Group

Delivery Method

Seminar

Target Audience
HR Generalists, HR Professionals

Summary
This intensive, three-day program is designed to provide you with a thorough grounding in internal investigations - and to arm you with the knowledge of how to properly conduct internal investigations to minimize legal liability and reduce employee complaints.

Description/Agenda

When you receive an allegation of workplace harassment or discrimination or believe your organization has become a victim of fraud or theft - taking prompt action is your legal responsibility.

But let's face it: most HR professionals or business owners have never had formal training in how to conduct internal investigations. And without having the proper skills in how to handle allegations in the workplace - and investigate them effectively - employees may feel their complaints are not taken seriously internally.

As a result, they take their complaints externally - to the EEOC, DOL, or to their attorney. Therefore, our Internal Investigations training course is a must-attend for those individuals that are responsible for employee relations and the handling of internal investigations.

After all, is the time to learn how to do an internal investigation when you are suddenly faced with having to do one? Of course not. That's where our training can help!

Key Benefits Of Attending Our Internal Investigations Certificate Program

Our intensive, three-day program is designed to provide you with a thorough grounding in internal investigations - and to arm you with the knowledge of how to properly conduct internal investigations to minimize legal liability and reduce employee complaints.

This program is packed with practical tools, tips, and techniques to improve your investigative skills - and boost your confidence in handling sensitive and complex employee issues.

Using interactive exercises and drawing on years of practical experience, our trainers will outline a step-by-step internal investigation process that can be applied in all types of investigations, including harassment, theft, drug and alcohol abuse, and domestic violence.

By attending our Internal Investigations training seminar, you will learn how to properly handle an investigation, including:

• The legal obligations that require employers to conduct internal investigations
• How to gather documentary and physical evidence prior to witness interviewing
• How to establish a chain of custody and a confidential retention process
• How to prepare questions for witness interviews and select appropriate interviewing locations
• A standard format for documenting investigative findings
• Best practices in handling disciplinary action and terminations to avoid stepping on legal land mines

You also receive 18 PHR / SPHR re-certification credit hours.

And, as a special bonus, you also receive access to our Internal Investigations Training &Certification Program!

Agenda

• Why employees complain - and what they complain about
• How to identify what is - and isn't - a valid complaint that requires an investigation
• How to define boundaries in HR to set expectations on issues HR does and does not own
• How to push back on employee complaints that do not require a workplace investigation
• Leadership and organizational issues that must be addressed to minimize the risk of litigation
• The role HR plays in handling employee issues - and how to obtain investigative authority

• Te 'Alphabet Soup' of Compliance: Title VII, ADEA, PDA, ADAAA, IRCA, USERRA, FMLA, FLSA, DFWA, FCRA, NLRA, OSHA, ECPA
• In-depth review of Title VII of the Civil Rights Act and anti-discrimination and harassment laws
• Employer obligations regarding when and how to conduct workplace investigations
• When it is necessary to take remedial action

• Various case studies and exercises on materials learned in this Lesson.

• Common laws that create addition 'boundaries'
• Retaliation: Review of Supreme Court case that has redefined retaliatio - and how to avoid claims
• Negligence: How to avoid claims of negligent hiring, supervision, retention, and investigation
• Assault & Battery: Knowing your responsibilities in handling toxic and dangerous employee situations
• Defamation: Understanding slander and libel and how to avoid claims
• Privacy: Understanding the three kinds of privacy issues and why a Search & Seizure policy is necessary
• How to handle electronic communications and employee use - and abuse - of social media
• Understanding today's "must-have" company policies to minimize risk of litigation

• Why "picking up the phone" to call witnesses is a lousy strategy for beginning an investigation
• How pre-planning minimizes the risk of negligence - and improves productivity
• How to determine who is an appropriate investigator
• Whether or not you must recuse yourself from an investigation
• The skills you must possess in order to be an effective investigator
• The three things you must consider when selecting investigative team members
• The potential pitfalls - and politics - to assess problems before a case begins
• How to resolve leadership conflicts and turf issues in order to set the stage for an investigation
• How to plan your strategy to get the "trifecta" of evidence in every case
• The preparation needed to minimize "he said/she said" investigations

• Learning that preparation is the key to effective witness interviewing
• How to choose and set up an appropriate space for conducting effective interviews
• How to set up the seating arrangement for maximum investigative benefit
• Weingarten rights and requirements for interviewing in union shop environments
• The "Bulls Eye" interviewing technique to keep your questioning on track
• How to determine if a witness is telling the truth - or telling you a "story"
• Techniques to gain witness cooperation and overcome reluctance
• Your responsibility if an interview gets out of hand - and how to handle it
• Strategies on how to deal with aggressive witnesses who fail to cooperate

• Various case studies and exercises on materials learned in this Lesson.

• How to conduct a preliminary meeting to identify potential organizational risks
• How to communicate assertively to stand behind your investigative work
• How to present findings, succinctly, to enable leaders to visualize organizational impacts
• Identifying current policies - and past practices - before making decisions
• Recognizing leadership decisions that can lead to negligent retention claims
• Determining when it becomes necessary to leverage internal or external legal team support

• Various case studies and exercises on materials learned in this Lesson.

• Using contemporary software to streamline the documentation collection and collation process
• How to align allegations against applicable policies and laws
• The "golden nuggets" that support each allegation
• How to evaluate evidence to determine if you have collected enough

• The various formats for investigative reports: memos vs. formal report structures
• How to write an effective report that demonstrates good faith and minimizes risk
• What does go into an investigative repo - and what does not
• When a case really is a "he said/she said" to keep leadership from making a poor decision
• Effective communication to complainants and witnesses in order to close out a case
• How to set up appropriate security protocols to safeguard investigative documents
• How to avoid legal liability for prematurely disclosing or destroying evidence

DAY THREE

Skills Building Workshop: Practice Investigations

Overview:

Our Practice Investigations allow participants to utilize their newly-learned skills by conducting a mock investigation.

Participants will work collaboratively on three mock investigations, working on the practice cases and gaining valuable knowledge and skills, working "a day in the life" of an investigator in each case, handling all aspects from documenting the initial complaint to conducting witness interviews, gathering evidence, and learning how to write a final investigative report.

Each fictitious case deals with different, sensitive issues to increase knowledge of how to identify behaviors, gather evidence, and determine if company policies and/or laws have been violated.

Additionally, these practice investigations build skills beyond just handling internal investigations, as participants learn key strategies in how to prevent workplace violence and how to properly handle disciplinary issues and terminations.

Program Wrap-Up

How To Earn Your Certifications

• Your "Certificate in Internal Investigations"

  Upon completion of this seminar, you will be awarded with a "Certificate in Internal Investigations"! This certificate will become a permanent addition to your professional resume, and greatly enhance your value to your organization. Your Certificate will be mailed to you after you complete the seminar.

• Your "Certified Administrator" Designation

  Simply complete the online Training &Certification Program included with this course, then pass the optional exam and we'll mail your Certificate directly to your home or office!

• PHR / SPHR Re-Certification Credits!

  This program has been approved for 18 re-certification credit hours through the HR Certification Institute.

  For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org. The use of this seal is not an endorsement by HRCI of the quality of the program. It means that this program has met HRCI's criteria to be pre-approved for recertification credit.

Dates &Times:

Below are the times for this three-day course, which starts on the dates posted herein.

Day 1: 8am - 4pm
Day 2: 8am - 4pm
Day 3: 8am - 4pm

All Date/Location Information