Employers are obligated to investigate internal complaints from staff, external complaints from customers and identified breaches of policies and procedures in order to avoid litigation, maintain a disciplined and balanced and productive workforce and satisfy other stakeholders. Investigating complaints involves a delicate balancing of employer and employee rights and responsibilities and can lead to the employer facing legal and other action arising from perceived failure to act on charges of breaching employee rights through poor investigative tactics.
Allegations can range from attitude problems, theft and vandalism to sexual harassment claims against senior management, all requiring urgent attention and corrective action which could include disciplinary action against an employee or employees. Similarly an investigation can exonerate an employee who has been wrongfully charged with an act or omission.
The Human Resource department is generally responsible for the investigative function aimed at discovering problems, preventing recurrence, the presentation of the findings and recommendations to senior management.
Traditionally, investigations are viewed as involving detective or interrogative steps which can lead to emotional scarring, relationship breakdowns and confidentiality breaches. Human Resource officials must be aware that this traditional route must be modified to deal with internal investigations .They must also be fully aware of employee rights derived through employment laws, employee privacy rights and possible employer liability which can arise from poorly designed and investigated processes. Additionally, they must also be aware of instances when specialist investigative skills may have to be outsourced.
This workshop will provide practical guidelines, steps and case studies aimed at ensuring that participants can assist in the creation of sustainable and transparent governance systems. The workshop is aimed at creating awareness of the importance of investigative skills, minimising the risks of litigation from employees in respect of discriminatory treatment, minimising the risks of employees citing employer negligence and ensuring the establishment of a standardised system for the investigation of complaints and breaches
- Human Resource Professionals
- Line Managers
- Business Owners
Upon completion of this workshop, participants should be able to:
- Identify situations when an investigation should be considered
- Define the aims of a particular investigation
- Demonstrate an understanding of the mechanisms involved in the identification and sequencing of witnesses for the purpose of conducting interviews
- Recognise the importance of witness interviews and veracity testing through the process
- Demonstrate an appreciation for the early identification and securing of documentation for review
- Demonstrate an understanding of how to plan an investigation
- Identify the risks involved in the conduct of investigations and mechanisms to counteract these
- Recognise the importance of record and file security organising questions
Topics covered in this workshop include:
- Sources of law and regulations governing the workplace including industrial relations law
- Law of tort including defamation, breach of privacy , breach of confidentiality
- Employer Obligations in respect of compliance with the laws and vicarious liability for employee breaches
- Situations which can trigger an internal investigation
- Employee rights
- The stages of an investigation
- The link between the nature of the investigation and the selection of an investigator
- Investigator do's and don'ts
- Interviewing techniques
- Steps to ensure confidentiality of personal data
- Case studies ,simulations and videos
- Alternative Dispute Resolution mechanisms
The facilitator is an attorney –at-law with several years working experience in the public and state enterprise sector. She has had practical experience in the human resource management function for several years having worked at the senior level with direct responsibility for the management of human resources.
She also holds a bachelor's degree and a master's degree and has lectured and tutored for several years at UWI and other tertiary institutions. She also lectures at the Arthur Lok Jack Graduate School in Law and in Human Resource legal and ethical issues.
|Date||View Event Calendar|
|Time||8:30 pm – 4:30 pm|
|Cost||TT $4,200.00 (inclusive of training materials, refreshments and Certificate of Participation)
Please note that prices are subject to change without notice.
|Venue||Arthur Lok Jack Graduate School of Business
Max Richards Drive,
Uriah Butler Highway, North West,
Tamara Edwards - ext. 157
Certificates will only be issued to participants who have attained a minimum attendance rate of 75% for the duration of the course.
Course Cancellation/ Reschedule Policy
Arthur Lok Jack GSB (ALJGSB) reserves the right to cancel training at any time. If ALJGSB cancels the training due to unforeseen circumstances beyond the control of ALJGSB, you are entitled to a full refund of the course fee, or your course fee can be credited toward a future training, based upon availability (providing payments have been made before original advertised date).
ALJGSB reserves the right to reschedule training at any time. If ALJGSB reschedules training due to unforeseen circumstances beyond the control of ALJGSB, the training will take place at the next available time. Participants will be informed via phone and/or e-mails.