Topic Background :
 

At some time, every employer will be faced with conducting a workplace investigation. For most employers the most challenging aspect is struggling to gather information during witness interviews. Many employees for a variety of reasons are reluctant to be involved and can be less than forthcoming. Friends of employees and those accused of an offense are often downright angry and vengeful. However, in investigations, to fulfill employer obligations, it is crucial that interviews are structured to capture and gather all available accurate information, notwithstanding employee emotions that are often running high.

​

In the beloved children’s book, Charlotte’s Web, deceptive action from the spider Charlotte resulted in a happy ending. In the real world workplace, deception, omission and interference often have the unhappy result of someone being reprimanded or retaliated against for conduct they didn’t do or in which they didn’t participate. For others who should have been held accountable but were not, the conduct often continues on, in some ways rewarding them and encouraging a repeat of the conduct.

​

Sir Walter Scott stated, “Oh what a tangled web we weave, when first we practice to deceive.” In an investigation, it can difficult to determine what are the truthful facts when information is purposefully withheld (omissions), false information is purposefully inferred (deception) or when false information is purposefully provided (falsehoods). Such tactics interfere with an investigation. Interestingly many people don’t even consider omission to be a lie. After all, they consider, if not asked of them, it can’t be wrong to withhold information. Yet some experts claim that “lying by omission” is the most common kind of lie.

​

Why You Should Attend :

​

The assigned investigator in many workplaces is often an already overburdened employee to whom another time consuming project is now assigned, often to their dismay. This investigator may have had little to no training in how to perform investigations. On the other hand, they may have had training in the process of investigatory mechanics but never actually performed an investigation. In theory, investigatory interviewing sounds easy but in reality, it is often anything but easy.Investigations by their very nature tend to leave at the least some employee relations damage amongst employees. It is important that an employer learn how to take steps to avoid retaliatory behavior towards individuals involved in investigations or making complaints.

​

This webinar will help investigators move through what often seems an investigatory maze. Some investigators, unable to gather information, turn to body language to make determinations of credibility. Not only can that approach be fraught with indefensible and challenge-able findings, TV shows while entertaining, are not good training. This webinar will also cover ways to assess body language to use in conjunction with facts as presented by witnesses.

​

Areas Covered in the Webinar:

​

• Starting and ending your interview. 

• How to prepare and what to do before an interview.

• Organizing your interview so you can ask good questions.

• Strategies for the reluctant witness.

• The angry "hothead". Dangerous or something else?

• Body language: Can you tell if a witness is giving false or skewed testimony? Developing behavioral baselines.

• Considering cultural diversity.

• The note taker and their role.

• Taking notes and pacing the interview.

• Educating all parties about retaliation in a significant manner so as all parties know the employer is serious.

• What about witnesses that are not your employee? Tips for customer complaints and joint employment interviews.

• Leave the TV shows out - The 5 best ways to tell if someone is lying to you.
   

Who Will Benefit :
 

This webinar will provide valuable assistance to all personnel in:

• Employee Relations

• HR Generalists and HR Associates

• Those in non-HR jobs who have investigatory responsibilities
   

Presenter : Teri Morning

​

Note : Recorded access is available for this topic. If you are interested, write to us at contactus@compliancefeed.com