A Q&A discussion exploring what has changed for investigators post #metoo, changes in employer attitudes to complaints, using trauma informed principles in interviewing, individual vs systemic investigations, mandatory reporting of sexual harassment, and the role of the investigator in providing recommendations to employers about improving their internal policies and procedures for dealing with complaints of sexual harassment.
During the course of this webinar, we will explore some classic cases for using social media to enhance workplace investigations – both large and small and discuss the ethics and limitations around this approach.
This session will address some of the likely impacts COVID-19 will have on workplace investigations, as well as offer potential solutions to the rapidly changing landscape.
Those attending will gain insight into handling high-profile investigations, as well as into allegations that don’t quite rise to the level of harassment and allegations that are well beyond the statute of limitations (and perhaps outside of the strict employment context).
We will discuss issues such as ethical responsibilities, investigating high profile cases, lack of cooperation, privilege and confidentiality, disappearing evidence, professionalism, report organization, executive summaries, drawing conclusions and more.
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.