Zurich, Switzerland: +41 - 43 434 80 33 | US: (510) 954-3145 | support@traininng.com
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 where he conducted countless investigations. Bob was also the Director of the Labor Management Relations program at Ottawa University, Phoenix where he also served as Ombudsman for all student, faculty and staff complaints which often involved conducting internal investigations. 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 served on several boards, commissions, and panels where he participated in resolving or adjudicating all manner of workplace issues in a variety of industries. In all these capacities as well as being both mediator and arbitrator Bob often reviewed investigations to determine if they had been properly performed and had merit.
Additionally, he has qualified as an MD-110 investigator for Title VII and other discrimination related charges as well as being a “Lifetime Certificate Holder” of the Association of Workplace Investigators. Moreover, Bob earned a Master of Jurisprudence in Labor and Employment Law from Tulane University's School of Law.
Bob continues to serve the labor management community as well as other groups as an Arbitrator, Mediator, Facilitator, Investigator, Trainer and Educator. Further details about Bob’s unique qualifications can be found on his LinkedIn profile at Linkedin.com/in/boberstein.
The last thing any responsible organization wants is to violate an employee's rights or its own policies!
Are you prepared to conduct a proper investigation?
“If only they would have apologized from the start/at the beginning/right after it happened.” How many times have we said or heard those or similar words either at work, or in our personal lives?
Among the many types of charges to investigate are those alleging discrimination, harassment, and bullying.
Are you prepared to conduct a proper investigation? Will it comply with all Federal, State, and local laws and all your policies?
Disciplining an employee is the start of what can be a long, costly and relationship damaging process with the potential to have that discipline reversed or lessened even if your facts are correct and you followed your process to the letter.
It's a lot more than just "sexting." or visiting inappropriate websites! Do you have a social media policy? Are employees aware of it and have they been trained in its proper application?
At some point everyone in the workplace will probably need to look into something that happened. Such situations are not always crystal clear or “black and white” creating what is often referred to as "She said-he said" situations.