Best Practices of Workplace Misconduct Investigation

Duration: 90 Minutes
Making the right decision in response to misconduct depends on both quality of information and how you gathered it. When properly conducted, an investigation into misconduct can solidly stand on its own regardless of what's being investigated. Conversely, poorly conducted, low quality misconduct investigations risk exposing any decisions based on its results, as well as the organization's and your own personal reputation and especially integrity, to significant challenges. So, it's imperative to know both what to do as much as what not to do. Therefore, this webinar will provide the participant with the tools to be able to safely/properly navigate the minefield and get the most out of a proper misconduct investigation.
Workplace Misconduct Investigation
Product ID: 509871
Objectives of the Presentation
  • Investigation approaches/philosophy
  • Investigation planning, strategy
  • Conducting an objective and ethically sound investigation
  • Documentation from complaint through close of investigation
  • Preparation, the art of questions
  • The art of listening
  • Training current & future investigators to all do it the same way & to do it right
  • Relationship between rules & policies (Just Cause and due process, Lauder mill, and contract/policy interpretation, EEOC, ADA, etc.) and a proper investigation
  • Does the type of misconduct require a different approach?
  • Tools and techniques
Why Should you Attend
This webinar examines the proper way to investigate misconduct as well as noting the most common pitfalls/vulnerabilities and how to avoid them. It's a minefield out there so it's important to look before you leap!

Areas Covered
  • Avoiding conflict of interest
  • Role of safety & cyber security
  • Role of legal counsel
  • Taking accurate complaints
  • Documentation
  • Custody or chain of evidence
  • Do's & don'ts of interviewing witnesses
  • Interviewing the principal (the accused)
  • Writing the investigative report
  • Closure (with the accused, witnesses, others)
  • Retaliation: how to make a bad complaint good
  • Implementation
  • After action review
Who will Benefit
  • All level Managers
  • Supervisors
  • Human Resources
  • Employee Relations
  • Labor Relations
  • Attorneys
Topic Background
This uniquely interactive and comprehensive program will provide a framework of best practices knowledge and will give you the confidence, skills and techniques needed to conduct a sound investigation of misconduct.
$300
Recorded Session for one participant
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How it works
Live Session - How it works
  • Login to onlinecompliancepanel with your registered username and password https://www.onlinecompliancepanel.com/login
  • The webinar joining link, username and password for joining the webinar will be updated on your OCP Account 24 hours prior to the webinar
  • Presentation handouts in Downloadable PDF format will be updated on your OCP Account 24 hours prior to the live session
  • Login to the audio conference on the scheduled date and time
  • Get answers to your queries through interactive Q&A sessions via chat at the end of the session
  • Download the Certificate of Attendance and Purchase Invoice from your OCP Account 24 hours after the completion of the session
  • Please let us know your thoughts and views at the end of the webinar, your valuable feedback will help us improve
Recorded Session - How it works
  • Login to onlinecompliancepanel with your registered username and password https://www.onlinecompliancepanel.com/login
  • Upon purchase of the recorded session a link will be updated on your OCP Account within 24 hours
  • Please click on the link to access the Recorded Session
  • Presentation handouts in downloadable PDF format will be updated on your OCP Account within 24 hours of the purchase of the product
  • Download the Certificate of Attendance and Purchase Invoice from your OCP Account after 48 hours of the product Purchase
  • Please share your valuable Feedback at the end of the session
Instructor Profile:
Bob Oberstein's career in Human Resources and Labor Relations spans over 48 years. Bob is uniquely qualified in this area having started out as a third-generation Union member who has represented both sides of the labor management table in both the public and private sectors in both the non-union and union workplace.

As an Interest Based facilitator he trained and coached parties on how to constructively process their negotiations to a successful conclusion thereby promoting and enhancing their relationship. Bob has also served the labor management community as a neutral fact finder, mediator and arbitrator for multiple organizations and agencies such as the Federal Mediation and Conciliation Service, American Arbitration Association, Financial Industry Regulatory Authority, Tucson Unified School District, Phoenix Employment Relations Board, Arizona Department of Education, United States Postal Service, and being a Special Master mediating and arbitrating disputes between, Fry's Food Stores & UFCW, Local 99. Several of his arbitration awards have been published by the Bureau of National Affairs as well as Commerce Clearing House and are referenced in How Arbitration Works by Elkouri & Elkouri, often considered the consummate reference in the field of arbitration. Bob was recognized in 1991 by the Federal Mediation and Conciliation Service's "Director's Lifetime Achievement Award" for promoting positive labor management relations.

Also significant in his background are the positions of Labor Relations Administrator for EBASCO Services (nuclear power plant construction for both Florida and Louisiana Power & Light); Senior Labor Relations Administrator for the Salt River Project, the local water and power utility in Phoenix, Arizona; Executive Human Resources Director for the Washington Elementary School District (largest elementary school district in Arizona); Labor Relations Administrator and chief spokesperson for the City of Phoenix, Arizona; and most recently Labor Relations Manager in the northwest United States. Bob is also a member of the Society for Human Resource Management, International Public Management Association and the National Public Employers Labor Relations Association and has been recognized by these organizations as achieving certified professional and senior certified professional status.
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