Workplace Investigations - Witnesses Interviews

         This webinar will help investigators move through what often seems an investigatory maze. Investigations by their very nature tend to leave at the least some employee relations damage amongst employees. Some investigators, unable to gather information, turn to body language to make determinations of credibility. Not only can that approach be fraught with indefensible and challengeable findings, TV shows while entertaining, are not good training for interpreting body language. This webinar will cover ways to assess body language while combining with the facts as presented.

         It is important that an employer learn how to take steps to avoid retaliatory behavior towards individuals involved in investigations or making complaints. Additionally there are steps an employer can take to minimize the inevitable gossip and side taking that disrupts business.

         The assigned investigator in many workplaces is often an already overburdened employee to whom another time consuming project is now assigned, often to their dismay. This investigator may have had little to no training in how to perform investigations. Or they may have had training in the process of investigatory mechanics but never actually performed an investigation. In theory, investigatory interviewing sounds easy but in reality, it's often not.

• How to prepare and what to do before an interview?
• Organizing your interview so you can ask good questions
• Strategies for the reluctant witness
• The angry "hothead". Dangerous or something else?
• What about tape-recording: Is it a good idea?
• Body language: Can you tell if a witness is giving false or skewed testimony? Developing behavioral baselines
• Considering cultural diversity
• When are employees entitled to representation during an investigation?
• The note taker and their role
• Taking notes and pacing the interview
• Starting and ending your interview
• Educating all parties about retaliation

This webcast will be of a valuable assistance to the below audience.

• Anyone who has to do investigations, fact findings, or solve employee relations problems and disputes
• Plant Managers
• Front Line Managers
• HR Managers
• Branch Managers
• Those with Employee Relations positions