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Today’s HR professional has to deal with increasingly complicated employee complaints. Employers increasingly are expected by law to keep go going to new lengths to protect and investigate employees’ claims. These investigations even if not required specifically by law, may be necessary for an employer to avoid certain types of liability. Would you know what to do if; An employee complained her supervisor encouraging what she considered unsafe working practices, caused her injury. An employee claims he is bipolar during a performance-counseling meeting. Ten employees show up with a years’ worth of harassment complaint regarding one employee. An employee who complained she was being harassed and reported it to her supervisor, (who did nothing), now claims both harassment and retaliation.
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ContactUs:416-915-4458 Webinar On Conducting Multiple Complaint, Employee Relations Investigations Presented By Teri Morning Scheduled on Tuesday, April 14, 2015 at 13:00 Hrs Hosting By Compliance Trainings Please visit us at https://compliancetrainings.com
ContactUs:416-915-4458 WeEmpower,YouComply! Conducting Multiple Complaint, Employee Relations Investigations Product Id HR1501 Category Human Relations Tuesday, April 14, 2015 at 13:00 Hrs Scheduled On Duration 60 Minutes Speaker Teri Morning Login at https://compliancetrainings.com/siteengine/Login.aspx WebinarDescription: One thing is for sure, just as complaints are growing increasingly complicated, employer obligations are also rising. One misstep in a seemingly simple complaint can cost an employer big time. However, most employees upon arriving at the HR office to make a complaint do not have just simple complaints with one issue. Unresolved, their problem may have built up and increased in complexity over time. Sometimes there are personal problems an employee hides until it affects their job performance and their supervisor may be less than cooperative. Sometimes an employee raises an issue to the supervisor who mishandles their complaint thereby seriously worsening what started as a simple matter. Frustratingly, the employee may have reported their situation to someone who although required by policy to pass on their complaint, for whatever reason did not. Often these mishandling of complaints not only exacerbated the problem but also allow the opportunity for the oldest emotion in the book to flourish – revenge, manifesting itself as retaliation, and requiring a second investigation before the first investigation is resolved. Today’s HR professional has to deal with increasingly complicated employee complaints. Employers increasingly are expected by law to keep go going to new lengths to protect and investigate employees’ claims.
These investigations even if not required specifically by law, may be necessary for an employer to avoid certain types of liability. Would you know what to do if; An employee complained her supervisor encouraging what she considered unsafe working practices, caused her injury. An employee claims he is bipolar during a performance-counseling meeting. Ten employees show up with a years’ worth of harassment complaint regarding one employee. An employee who complained she was being harassed and reported it to her supervisor, (who did nothing), now claims both harassment and retaliation. Areas Covered in the Session : • Triaging complaints • Determining what steps to take and when to take those steps during • an investigation. • What to do when an employee drops a bombshell into a routine investigation. • What to do when an employee discloses an impairment during a • performance investigation. • How to handle complaints that were reported to appropriate • management persons but were never passed on to the right person. • The ever increasing scope (and liability) of retaliation claims. What you • don’t know can hurt you. • What to do when an employee or a witness complains of retaliation during • or after an investigation. • Dealing with managers behaving badly during investigations. • How to educate managers of their role in the investigatory process. • Dealing with interference and pushback Who Will Benefit: • Employee relations • Human Resources Professionals • Safety and company management • Business owners
Speaker Profile Teri Morning, MBA, MS, SPHR, SPHR-CA is the President of her own HR Consulting firm and partner in a new company, HindsightHR – Employee Relations and Investigation Management software. She has over 15 years human resource and training experience in a variety of professional fields, including retail, distribution, finance, architectural, engineering, consulting, manufacturing (union), public sector and both profit and non-profit company structures. She has consulted with employers on their problems and trained managers and employees for over 15 years, meeting and working with employees from all types of businesses.In addition to a MBA, Teri has a Masters degree in Human Resource Development with a specialization in Conflict Management. She was certified by the State of Indiana in mediation skills, is qualified as a Myers-Briggs practitioner, and is a member of SHRM, holding the dual SHRM certification of a Senior Professional in Human Resources (SPHR) and Senior Professional in Human Resources – California (SPHR-CA). Teri recently completed certifications in IT Management and Project Management. To Register This Webinar Please Visit https://compliancetrainings.com/SiteEngine/ProductDetailView.aspx?id=HR1501 Contact Us For Immediate Assistance At 416-915-4458 or Mail Us At uttam@compliancetrainings.com support@compliancetrainings.com
