How to Conduct a Harassment/Bullying Investigation

The EEOC requires that employers receiving a complaint, or otherwise learning of alleged harassment in the workplace, to “investigate promptly and thoroughly…take immediate and appropriate corrective action by doing whatever is necessary to end the harassment, make the victim whole by restoring lost employment benefits or opportunities, and prevent the misconduct from recurring”. That’s a tall order to ensure a just and fair handling of a harassment complaint – an essential order that all organizations are required, by law, to follow. The investigation process is, perhaps, the most critical element in dealing with harassment. In cases that have gone to court it is often due to inadequate or absent investigations of complaints. Do you know how to conduct an investigation? This program will cover the intricacies of conducting a harassment investigation.

Learning Objectives

• To determine if an investigation is necessary
• To discuss the steps of an investigation
• To explore the intricacies of interviewing the accuser, accused and witnesses
• To differentiate between a formal and informal investigative procedures
• To determine credibility and reach a conclusion following an investigation
• To write a formal report outlining the investigation

Who Should Attend

• HR