When You Have to Conduct Workplace Investigations from Your Living Room
What’s it all about? There will be a lot of talk this year about “trust” and how HR gets caught in the middle of so many challenging scenarios. There’s no more obvious inflection point for these challenges than internal workplace investigations, and now those investigations are coming at you in a new context. Offending behavior may occur in any number of places – at your worksite, at a public site, and to the far reaches of cyberspace. For example, an employee posts something incendiary about Black Lives Matters on social media. You may be conducting your investigation from your armchair and interviewing “witnesses” on the screen. Where do your duties take you? Your first responsibility is to your employer, and yet you have ethical obligations and personal connections with all the parties in an investigation – the accuser, the accused, and potential witnesses. Many of these obligations portend legal consequences, which is why we’ve invited employment law experts Charla Stevens and Adam Hamel from the McLane law firm to lead you in a discussion of a range of privacy, transparency, recordkeeping, and other duties associated with an effective and fair workplace investigation. Our presenters promise some interesting, participatory scenarios where you’ll hone your skills as sleuth, arbiter, and student of the law.
Why you’ll want to participate in this session.
- Discuss the broad range of skills required when conducting and managing a remote workplace investigation.
- Consider the position of HR when wearing the investigator’s hat, and how best to create an atmosphere that honors the values structure, and culture, of your organization.
- Understand the legal and compliance obligations associated with a proper investigation.
Applying for SHRM Credit and HRCI General Credit.