Conducting Multiple Complaint, Employee Relations Investigations

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Contact Us 416-915-4458
Webinar On Conducting Multiple Complaint,
Employee Relations Investigations


Presented By Teri Morning
 Scheduled on Tuesday, April 14, 2015 at 1300 Hrs
Hosting By Compliance Trainings
Please visit us at https//compliancetrainings.co
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Contact Us 416-915-4458
We Empower, You Comply!
Conducting Multiple Complaint, Employee Relations
Investigations
Product Id
HR1501
Category
Human Relations
Scheduled On
Tuesday, April 14, 2015 at 1300 Hrs
Duration
60 Minutes
Speaker
Teri Morning
Login at https//compliancetrainings.com/si
teengine/Login.aspx
Webinar Description
One thing is for sure, just as complaints are
growing increasingly complicated, employer
obligations are also rising. One misstep in a
seemingly simple complaint can cost an employer
big time. However, most employees upon arriving
at the HR office to make a complaint do not have
just simple complaints with one issue.
Unresolved, their problem may have built up and
increased in complexity over time. Sometimes
there are personal problems an employee hides
until it affects their job performance and their
supervisor may be less than cooperative. Sometime
s an employee raises an issue to the supervisor
who mishandles their complaint thereby seriously
worsening what started as a simple matter.
Frustratingly, the employee may have reported
their situation to someone who although required
by policy to pass on their complaint, for
whatever reason did not. Often these mishandling
of complaints not only exacerbated the problem
but also allow the opportunity for the oldest
emotion in the book to flourish revenge,
manifesting itself as retaliation, and requiring
a second investigation before the first
investigation is resolved. Todays HR
professional has to deal with increasingly
complicated employee complaints. Employers
increasingly are expected by law to keep go going
to new lengths to protect and investigate
employees claims. 
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These investigations even if not required
specifically by law, may be necessary for an
employer to avoid certain types of liability.
Would you know what to do if  An employee
complained her supervisor encouraging what she
considered unsafe working practices, caused her
injury.  An employee claims he is bipolar during
a performance-counseling meeting.  Ten employees
show up with a years worth of harassment
complaint regarding one employee. An employee
who complained she was being harassed and
reported it to her supervisor, (who did nothing),
now claims both harassment and retaliation.
Areas Covered in the Session

• Triaging complaints
• Determining what steps to take and when to take
  those steps during
• an investigation.
• What to do when an employee drops a bombshell
  into a routine investigation.
• What to do when an employee discloses an
  impairment during a
• performance investigation. 
• How to handle complaints that were reported to
  appropriate
• management persons but were never passed on to
  the right person. 
• The ever increasing scope (and liability) of
  retaliation claims. What you
• dont know can hurt you.
• What to do when an employee or a witness
  complains of retaliation during
• or after an investigation. 
• Dealing with managers behaving badly during
  investigations.  
• How to educate managers of their role in the
  investigatory process.
• Dealing with interference and pushback

Who Will Benefit

• Employee relations
• Human Resources Professionals
• Safety and company management
• Business owners

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Speaker Profile
Teri Morning, MBA, MS, SPHR, SPHR-CA is the
President of her own HR Consulting firm and
partner in a new company, HindsightHR Employee
Relations and Investigation Management software.
She has over 15 years human resource and training
experience in a variety of professional fields,
including retail, distribution, finance,
architectural, engineering, consulting,
manufacturing (union), public sector and both
profit and non-profit company structures. She has
consulted with employers on their problems and
trained managers and employees for over 15 years,
meeting and working with employees from all types
of businesses.In addition to a MBA, Teri has a
Masters degree in Human Resource Development with
a specialization in Conflict Management. She was
certified by the State of Indiana in mediation
skills, is qualified as a Myers-Briggs
practitioner, and is a member of SHRM, holding
the dual SHRM certification of a Senior
Professional in Human Resources (SPHR) and Senior
Professional in Human Resources California
(SPHR-CA). Teri recently completed certifications
in IT Management and Project Management.
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https//compliancetrainings.com/SiteEngine/Product
DetailView.aspx?idHR1501
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