Conflict resolution tools like mediation and restorative processes are important options for investigators and HR professionals to be aware of. Our panelists will share experiences ranging from administering ombuds programs within large institutions, piloting the use of restorative practices at a major corporation, and mediating individual workplace conflicts of all shapes and sizes.
This webinar will address critical employment law updates nationally, as well for the jurisdictions of California, New York, Washington, D.C., and Maryland for 2021.
During the course of this webinar, a panel of experienced workplace investigators will take AWI members’ questions. Panelists, Lisa Bowman, Dinamary Horvath, and Judy Mims, will bring their unique perspectives and experiences as external, internal, and private workplace investigators to the issues facing AWI members today.
The intersection between the criminal law, employment law and workplace investigations will be explored with a panel comprising an investigator, employment lawyer and criminal barrister. Workplace investigators may be required to consideration evidence that may be admissible in future criminal proceedings. The most common incidents of workplace criminal behaviour relate to fraud, theft, sexual harassment, and sexual assault. Is it a criminal issue? Is employment law advice needed? Do I call the investigator? Maybe it is a combination with crossover and timing concerns.
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.
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.
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).
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.