Workplace Harassment Investigation and the Healing Process to Prevent Retaliation

This two-day program is 80% skills practice and provides participants with one mini-investigation and two customized live theatre investigations. These include: “Participants as Witnesses” – mini-investigation and “A Hostile Work Environment and Healing the Workplace to Prevent Retaliation” and the “He Said, She Said – no Witnesses” customized investigations. The power behind this program is that participants actively participate in the planning, interviewing, determining the merit and corrective action of two investigations.

Customized Investigation – Live Theatre

Two live theater investigations are customized to include the client’s more common/difficult types of issues, and workplace situations. The set of facts for each investigation are taken directly from the client’s workplace and surrounding environment.

The trainers dramatize all of the parties, taking on the role of accused, complainant, difficult witness, etc. in each investigation making each interview more realistic and challenging. This safe environment skills practice provides participants with proven interview methods to use in real-life investigations.

Overview of Course

Topics Include:

• Explains what is a complaint
• Identifies typical interview and investigation mistakes and explains how to avoid them
• How to respond to a complainant who doesn’t want you to do anything
• How to deal with a defensive accused
• Identifies reasons to not tell the accused who brought the complaint
• Provides methods for dealing with witnesses who ‘did not see anything.’
• Identifies the ‘do’s’ and ‘don’ts’ when documenting investigations
• Identify legal trends in harassment and hostile work environment investigations, retaliation, affirmative defenses, and investigator’s liability
• Provide (co-delivered with client’s senior HR/Legal/Security/etc.) a ‘best practices’ clarification/ review of the client’s complaint investigation and resolution process
• Explains what is organizational memory and how to establish it
• Techniques for helping keep investigations confidential
• Identify effective and active listening techniques
• How to evaluate information gathered during a fact-finding process to determine merit including, when there are no direct witnesses
• Defines the healing process and explains when and how to use it effectively

Want to Know More?

For complete feedback from training program participants and comments from satisfied clients, please see our testimonials.

If you are ready to engage Anderson-davis or would like to know more about ADI’s Sexual Harassment investigation training or other products and services, please contact us.

We look forward to talking with you regarding your corporate compliance needs!