BEGIN:VCALENDAR X-WR-TIMEZONE:US/Eastern DTSTART:20190911T143000 DTEND:20190911T163000 VERSION:2.0 LOCATION:OnlinePRODID:-//Training Doyens //EN METHOD:REQUEST BEGIN:VEVENT UID:20190911T000000-2140848330-example.com DTSTAMP:20190911T000000 DTSTART;TZID="US/Eastern":20190911T143000 DTEND;TZID="US/Eastern":20190911T163000 SUMMARY:Conducting a Workplace Harassment Investigation: Techniques to Determine Facts and Minimize Liability (2-Hour Boot Camp) DESCRIPTION: The EEOC requires that employers receiving a harassment complaint, or otherwise learning of alleged harassment in the workplace, “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 to follow. The investigation process is, perhaps, the most critical element in dealing with internal harassment. In cases that have gone to court it is often due to inadequate or absent investigations of complaints. While there is no such legal requirement for instances of bullying (in which the definition varies widely), it is at the organization’s peril to not conduct a bullying investigation. Employees and their attorneys are using various employee harassment laws to bring action against their employer. Additionally, it is possible that an incident of “bullying” may be motivated by the target’s protected class and constitute illegal discrimination or harassment. The courts have opined that organizations must prevent internal harassment by developing a harassment and bullying policy and intervene on harassment complaints. The employer is required to demonstrate what it has done for workplace harassment prevention. Not only is conducting an investigation a prevention and intervention tactic, but the HR professional tasked with conducting an investigation should be trained in how to conduct a workplace investigation —this also demonstrates prevention. PRIORITY:3END:VEVENT END:VCALENDAR