Workplace Investigation Documentation Errors: Avoid 10 Most Common Errors & Reduce Potential Employer Liability

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Event ID:14773

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CD Only                 $349.00 includes recorded presentation, slides, and Q&A
Duration: 90 minutes including question and answer session.
Presenter(s): Robert Gregg, partner, Boardman & Clark Law Firm, LLP
Price: $349.00, CD includes full audio presentation, question and answer session and presentation slides. CD subject to a $5.95 handling charge.
CE Credits: This program has been approved for 1.5 general recertification credit hours toward PHR, SPHR, and GPHR recertification through the HR Certification Institute.
Who Should Attend? Administrators, school counsel, HR, teachers, staff
Best For: K-12

Workplace investigations depend as much on the fairness and completeness of the investigations as they do on how accurately you document your findings. When all is said and done, your documentation is likely to become “Exhibit 1” and go a long way to determining your employer’s potential liability. Poor, improper or missing documentation creates liability, but even the best-prepared documentation can include glitches. Minimizing documentation headaches often involves advance preparation and understanding what should or shouldn’t be included. There are 10 errors that human resources professionals commonly make when preparing documentation for a workplace investigation. Certain errors relate to understanding what needs to be documented and what doesn’t or neglecting to document follow-up interviews. Meanwhile, other errors relate to defamation and how to minimize the risks associated with retaliation claims, all the way to the failure to preserve evidence ? and everything between. Understanding all 10 of the common errors will help to reduce your employer’s potential liability and take you a long way to proper, legally valid documentation. Please join Bob Gregg, attorney at law, as he explains each of the 10 most common documentation errors and provides step-by-step guidance on how to avoid these potential problem areas.

WHAT YOU’LL LEARN

Just a sampling of the many practical tips you’ll take away:

  • Find out the 10 most common documentation errors human resources professionals make when documenting investigations
  • Learn step-by-step how to avoid these problem areas
  • See what it means to “ask before you act; script before you ask”
  • Discuss whether you should be documenting “good deeds”
  • Understand how irritations can often overcome professionalism
  • Review how to maintain the privacy of all parties involved in your investigation
  • Find out what we mean when we say “the cloud ate our records”
  • Understand what both “false light defamation” and “negligent defamation” mean
  • AND MUCH MORE!

YOUR CONFERENCE LEADER

Your conference leader for “Workplace Investigation Documentation Errors: Avoid 10 Most Common Errors & Reduce Potential Employer Liability” is Robert Gregg. Bob is a partner at the Boardman & Clark Law Firm in Madison, Wisconsin, and has been involved in employment relations for more than 30 years. He also litigates employment cases, representing employers in employment contracts, discrimination cases, FLSA, FMLA and all other areas of employment law. His main emphasis is helping employers achieve enhanced productivity, creating positive work environments, and resolving employment problems before they generate lawsuits. He has designed the workplace policies of numerous employers. Bob has conducted over 3,000 seminars throughout the United States and authored numerous articles on practical employment issues. Bob is a member of the Society for Human Resource Management, the National Speakers Association, is a National Faculty Member of the American Association for Affirmative Action and serves on the board of directors for the Department of Defense Equal Opportunity Management Institute Foundation. Bob's practice has a special focus in documentation issues. He served as the chief investigator for the Wisconsin Personnel Commission. He is retained to conduct high level, sensitive investigations for both public and private sector organizations. Bob trains HR staff, security personnel and civil investigators in the concepts of properly investigating employment issues.


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