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Validity : 19th Apr'24 to 29th Apr'24
Internal Investigations Crash Course
- The Investigator’s role
- The art of objectivity
- Benefits of multiple interview styles/techniques
- Proper application of “Yes/No” questions
- Single vs. multiple interview sessions
- Documenting the investigation from complaint to conclusion
- Standards/models of proof and when/how to utilize them.
- The two major types of workplace investigations (Title VII and misconduct)
- Avoiding legal minefields:
- Negligent Investigation, Interference with Contractual Obligations, Loudermill Rights, Weingarten Rights, Violation of Public Policy, False light, Defamation, False Imprisonment, Intentional or Negligent Infliction of Emotional Distress, Searches and Monitoring/Surveillance.
Overview of the webinar
- Maintaining ethical behavior in all aspects of the investigation
- Always respect the parties.
- Staying focused on the issue(s) and not getting distracted or exceeding one’s authority.
- Conducting a clearly organized and well-documented investigation.
- How to avoid common legal minefields
- How to identify and use standards and models of proof to aid the investigation
- Provide parties with a concise and objective report of the facts, analysis of those facts, and conclusions and or recommendations.
Who should attend?
- All level managers,
- Supervisors,
- Executives.
- All Levels of both in-house and outside counsel.
- All levels of Union representation and officers
- Stewards, Business Representatives, Business Managers, Presidents, and all officers/ board members.
- All levels of Human Resources and specifically labor Relations.
- All levels of security personnel/staff.
Why should you attend?
Are you prepared to conduct a proper investigation? Will it comply with all Federal, State, and local laws and all your policies? Will that investigation is objective and respect all party’s rights? Will it be presented in a professional manner?
If done right an investigation can help get to the bottom of things. If done wrong, it all too often makes things worse. So, it pays to know how to do it right every step of the way. The challenge of complying with all applicable standards/regulations is to educate and update all who are responsible for conducting investigations within the organization. Otherwise, they may not have the tools or skill sets to be aware of all those obligations and responsibilities which in turn can lead to unintentional violations of law and challenges to the integrity and credibility of the investigation and its results/conclusions.
In short, this webinar can help you and your organization understand what’s required to conduct an effective and professional investigation while minimizing risk (financial, legal, damage to internal and external reputation, etc.).
Let’s face it, it is a minefield out there so it’s important to know what you can, cannot, should, and must do before you get started!
Faculty - Mr.Bob Oberstein
Bob Oberstein has over 51 years of Labor/Employee Relations experience on all sides of the labor-management table including as a neutral (arbitrator, mediator) in both the public and private sectors. He has served as a Commissioner, Maricopa County's Judicial Merit System Review Commission; Member, City of Phoenix Fire and Police Pension Boards; and Member/Chairman, City of Phoenix Civil Service Board. He is also the recipient of the Federal Mediation and Conciliation Service (FMCS) Director's Certificate of Recognition for Achievement in Promoting Positive Labor-Management Relations. Bob has served as Director, of the Labor Management Relations Program at Ottawa University, Phoenix (OU), Arizona where he taught conflict resolution, grievance processing, arbitration, and negotiation among other courses. He also served OU as Ombudsman for all student, faculty, and support disputes as well as the Disabled Student Liaison and received recognition in "Who's Who Among America's Teachers.
Bob currently mediates in the Family, Civil and Small Claims courts in the State of Washington and serves on the permanent panels/rosters for the FMCS Arbitration Roster (Regions 1, 2, 4, and 7); Oregon Employment Relations Board (OERB); Washington Public Employment Relations Commission (PERC); State of California Mediation and Conciliation Service (SCMCS) Public Employment Relations Panel; American Arbitration Association (AAA) Workplace Investigation Panel; Arizona Department of Education (ADE) Hearing Officer Panel; Eglin Air Force Base & American Federation of Government Employees Local No. 214 Arbitration Panel. In the past, Bob served as mediator and arbitrator on the employment, labor, commercial, and construction panels for the American Arbitration Association and for Financial Industry Regulatory Authority (FINRA). He was also the initial trainer and advisor for the U.S. EEOC’s Phoenix Regional Office’s mediation program where additionally, he served as a mediator. Bob has also served as facilitator/mediator for the Interest-based bargaining process for several labor negotiations as well as being a Special Master (Arb-Med) in labor-management grievance resolution.
Bob holds a BA in English/Education from St. John's University, a Master of Science in Social Science and Graduate Certificate of Labor Studies from Long Island University, and a Master of Jurisprudence in Labor and Employment Law from Tulane University Law School.
Credits
HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org
ComplianceIQ is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for [1.5] PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.