Overview:
Writing the investigative report actually begins from the very beginning of your investigation and continues throughout the process. This webinar will discuss the intricacies of writing the critical final report of your investigation that may be discoverable (all documents that must be provided to opposing counsel in case of a lawsuit) if an employee files a formal charge with the EEOC or your state's human rights department, or if you are sued.
A number of critical actions are required as part of your investigation. These include determining credibility of each interviewee, corroborating evidence and reaching a conclusion. In order to write a thorough report, investigators must make a decision as to whether the investigated misconduct was a violation of any laws or policies and present these findings in an objective, accurate and concise manner.
An in-depth comprehensive investigative report memorializes the investigation, and can be evidence that an investigation actually occurred to minimize your liability.
Why should you Attend Conducting the investigation is only a portion of what is required to minimize liability. It is critical that the investigator craft a formal written report that memorializes the investigative process. If there is no formal report, there is no evidence that a fair, impartial and competent investigation occurred thereby increasing the organization's liability.
In my experience as an expert witness for harassment, discrimination, and bullying lawsuits, human resources professionals do not know how to do an investigation and do not know how to document and write a final report which is critical to ensure employees' civil rights are not compromised.
Knowing how to write a formal investigative report may save a tremendous financial burden on the organization. An investigation that is not documented basically did not occur.
Areas Covered in the Session
Discuss the critical elements of the investigative report
List frequently missing elements from reports
Identify how the credibility for each interview was determined
Describe how to reach conclusions
Discuss the required documents in the appendix of a report
List required follow-up actions
Writing the investigative report actually begins from the very beginning of your investigation and continues throughout the process. This webinar will discuss the intricacies of writing the critical final report of your investigation that may be discoverable (all documents that must be provided to opposing counsel in case of a lawsuit) if an employee files a formal charge with the EEOC or your state's human rights department, or if you are sued.
A number of critical actions are required as part of your investigation. These include determining credibility of each interviewee, corroborating evidence and reaching a conclusion. In order to write a thorough report, investigators must make a decision as to whether the investigated misconduct was a violation of any laws or policies and present these findings in an objective, accurate and concise manner.
An in-depth comprehensive investigative report memorializes the investigation, and can be evidence that an investigation actually occurred to minimize your liability.
Why should you Attend Conducting the investigation is only a portion of what is required to minimize liability. It is critical that the investigator craft a formal written report that memorializes the investigative process. If there is no formal report, there is no evidence that a fair, impartial and competent investigation occurred thereby increasing the organization's liability.
In my experience as an expert witness for harassment, discrimination, and bullying lawsuits, human resources professionals do not know how to do an investigation and do not know how to document and write a final report which is critical to ensure employees' civil rights are not compromised.
Knowing how to write a formal investigative report may save a tremendous financial burden on the organization. An investigation that is not documented basically did not occur.
Areas Covered in the Session
Discuss the critical elements of the investigative report
List frequently missing elements from reports
Identify how the credibility for each interview was determined
Describe how to reach conclusions
Discuss the required documents in the appendix of a report
List required follow-up actions
Speakers
Susan Strauss,
Who Should Attend
- Human Resources professionals - those tasked with Investigations such as Generalists, Mangers, and Directors
- Attorneys
- HR Consultants
