"Always remember...the best investigation is the one you don't need to conduct. -Natalie Ivey"
In today's environment, many HR professionals are responsible for handling 'Employee Relations' issues and responding to all sorts of employee complaints. And, as is seen commonly in professionals, a 'fly by the seat of one's pants' approach is usually taken when an employee stomps into HR with an 'issue'. Often, HR managers just grab a notepad and start scribbling down notes on a notepad.
Well, the 'fly by the seat of one's pants' approach to handling investigations can create serious risk for organizations. Employees' tongues start wagging over juicy workplace drama, witnesses are 'tainted' before being interviewed, complainants become victims of retaliation after talking with HR–and legal landmines are being stepped on at every turn! There seems to be imminent danger in every turn when employee issues are handled without the right approach.
In this information-packed session, expert speaker Natalie Ivey, MBA, SPHR will help you learn the critical action steps in how to handle complaint intake, how to determine if an investigation is even necessary--and the basic framework of what an investigation should look like--including essential steps in documentation to minimize organizational risk.
Who Should Attend
Senior HR Professionals, HR Managers & Directors, HR Personnel, Employee Relations Professionals
Natalie Ivey MBA, SPHR, SHRM-SCP
Natalie Ivey, MBA, SPHR, SHRM-SCP is an HR consultant, professional speaker, author, and educator within the HR profession. She has more than two decades of leadership and HR management experience with Fortune 500 organizations and in working as a trusted advisor and consultant to business leaders both in the U.S. and ... More info