There are many reasons why an employer may need to conduct an internal investigation and it is critical that those tasked with the responsibility for conducting the investigation have the proper skills and insight to complete the job right the first time.

The key to the exercise is being able to; quickly and professionally collect all of the facts and evidence and ensure complete objectivity.

Join us for an interactive workshop as we discuss:

DEFINING ALLEGATIONS: 

  • What is the allegation and against whom?
  • When, where how did it happen?
  • What rules/policies were violated?
  • What is an allegation statement and why is it important?
  • How should an allegation statement be drafted?

THE COMPLAINANT, RESPONDENT & WITNESSES:

  • Methods of Identification of witnesses and self-identification
  • Why and Who are you interviewing?
  • Scope creep – how best to deal with it without losing focus on the allegation(s)

INTERVIEW PREPARATION AND ORDER OF PROCESS 

  • Process is critical to any investigation – what process will you follow?
  • Identifying relationships formal and informal
  • Consistency and nature of questions – What to ask/What not to ask/How to ask
  • How to probe when details are vague

WORKPLACE REPRESENTATION (UNION & MANAGEMENT)

  • Setting the ground rules – What is the policy?
  • What is the past practice?
  • Pro’s and Con’s

INTERVIEW TECHNIQUES

  • Setting the tone
  • What is Tombstone Data – and how do you deal with it?
  • Note taking through strategic questioning & types of questions
  • What is “Active Listening” and how do you apply it?
  • How to challenge inconsistencies
  • The role of Time on Memory

FACTS AND EVIDENCE

  • What are Eye witness statements & How to Prepare them
  • What is Hearsay?
  • How to deal with Text Messages and e-Mails and Social Media
  • What kinds of Documents are part of the evidence
  • Addressing Policies, Protocols & Procedures
  • Training Programs and Training Records

ANALYSIS AND CONCLUSIONS BASED ON FACTS & EVIDENCE

  • The Balance of Probability
  • Credibility
  • Consistency
  • Best Practices
  • Management’s role in condoning certain conduct
  • Tying it all together; allegation, misconduct & policy