"Internal investigations, done properly, can significantly decrease the chances of a company beings sued. Yet, so many investigations are just not thorough enough to get the job done ." - Susan Fahey Desmond

If only companies could avoid the courtroom and avoid having the large jury verdicts so many of us hear about in the media.  The fact of the matter is that companies can.  Most disputes in the workplace do not end in litigation.  When a problem occurs in the workplace, if the internal investigation is handled properly and professionally, the chances of a lawsuit decrease significantly.  And, if that lawsuit does occur?  Well, if the investigation has been handled properly, the company has given its attorney a wealth of information to use in the litigation that allows the company its best possible defense.  Companies just cannot go wrong with good quality internal investigations.  Turning a blind eye to situations that deserve an investigation or missing important information that should have been discovered during an investigation, however, can mean all the difference in whether the company makes the right decision in handling the situation or whether the company ends up paying large settlements or jury verdicts.

Learning Objectives:

• What triggers the duty to investigate
• Who is the right person to investigate – it is not always the same person
• Characteristics of an effective investigation
• How to maintain confidentiality in an investigation
• How to plan out your investigation
• Preparing to interview witnesses
• Effective interview techniques
• How to document information
• Determining the results of the investigation
• Preparing report of investigation results
• Concluding recommendations and action plans
• Following up on the results of your investigation
• How the Supreme Court defines retaliation and avoiding it after your investigation

Who will Benefit: All employers, human resource professionals, risk managers