Zurich, Switzerland: +41 - 43 434 80 33 | US: (510) 954-3145 | support@traininng.com
Instructor
Margie Faulk
The use of this seal confirms that this activity has met HR Certification Institutes (HRCI) criteria for recertification credit pre-approval.
This activity has been approved for
1.5 HR
(General) recertification credit hours toward aPHR,
As a human resources professional or professional responsible for employee relations, it is probably the phone call or office visit you dread the most. When an employee calls to allege serious misconduct by a coworker, workplace investigations certainly follow. In today's fast-paced business world, where employees are increasingly aware of their rights, and employers are under constant scrutiny, conducting a workplace investigation has become a critical tool for maintaining a healthy workplace culture. And for most employee-related events, the workplace investigation process would not be complete without an investigation interview.
A workplace investigation can have far-reaching implications on an organization, from ensuring compliance with legal requirements to improving employee morale and engagement.
Not every office scuffle or misunderstanding warrants a formal workplace investigation, especially if the complainant and the respondent agree on what happened. In many cases, the problem can be resolved through a simple conversation with the offending employee. For example, if the situation appears to be mainly a personality conflict or rudeness, rather than serious wrongdoing, then you might decide you don't need to formally investigate. An informal approach could be best if it's a matter of miscommunication or misunderstanding of company policy. Do you need to gather more facts from other employees or relevant documents?
When you are not sure, it's better to conduct a formal investigation immediately. If the problem turns out to be more severe than anticipated, failing to investigate can cause legal problems and continued workplace problems that interfere with productivity. Often, you can't recognize how widespread or substantial a problem is until you ask enough questions.
In our increasingly "if you see something, say something" corporate environment, prompt and effective internal investigations enable businesses to take appropriate action to address issues raised in employee reports. Well-conducted internal investigations are also critical to reducing employment risk and preventing legal liability, and they can boost employee morale and solidify corporate culture. Poorly conducted investigations, on the other hand, can create liability and dampen morale. Proper planning the investigation, conducting interviews that get to the facts, and carefully documenting outcomes are critical components of an effective corporate compliance function and are of vital importance in defending corporate decisions challenged in court.
In our increasingly "if you see something, say something" corporate environment, prompt and effective internal investigations enable businesses to take appropriate action to address issues raised in employee reports. Well-conducted internal investigations are also critical to reducing employment law risk and preventing legal liability, and they can boost employee morale and solidify corporate culture. Poorly conducted investigations, on the other hand, can create liability and dampen morale. Properly planning the investigation, conducting interviews that get to the facts, and carefully documenting outcomes are critical components of an effective corporate compliance function and are of vital importance in defending corporate decisions challenged in court.