This webinar aims to support attendees in:
- Understanding AI's Role and Limits: Learn what AI can and cannot do in workplace investigations.
- Identifying Effective and Ineffective Practices: Discover effective ways to use AI and avoid common mistakes.
- Selecting the Right AI Tool: Learn what to look for when choosing an AI tool for investigations.
This program will explore the nuances and difficulties that arise when there are dueling complaints of bias. Our presenters will address how bias functions, how to make reliable credibility determinations, and how to leverage methods of direct elicitation to the benefit of fact-finding. Participants will walk away with the tools necessary to sift through contesting testimony to arrive at the best possible reconstruction of what took place—and how to respond.
This popular, fast-paced program is designed to introduce the participants to the theory and the practical skills necessary to conduct impartial investigations of allegations of employee misconduct.
This workshop focuses on practical investigation techniques, where credibility assessment will be considered from a legal perspective, but also from a psychological theories’ perspective.
This webinar will focus on the unique aspects of complaints that arise from employer holiday parties, conferences and other business-related events that involve social interaction and give both internal and external investigators practical information and tools for handling the challenges these types of complaints frequently bring.
From opening to closing an investigation, every step throughout the process has important do’s and don’ts that can make or break a successful investigation. With decades of law firm and in-house counsel experience, two panelists will give an investigator's perspective.
This training will help you find your way to findings by identifying strategies on how to (1) craft an appropriate scope of investigation utilizing existing employer policies, (2) elicit relevant information from sometimes traumatized witnesses who are fearful of retaliation due to the alleged bullying, (3) determine whether bullying behavior is representative of discriminatory conduct; (4) make proper findings supported by the weight of the evidence; and (5) deal with tricky issues which can be unique to bullying investigations.
This presentation will help attendees understand and apply current industry best practices in addressing allegations of identity-based harassment, discrimination, and other misconduct at an organization when the allegations are based on anonymous, and often online, allegations.
