Virtual LIVE Workplace Investigator Training – June 7,12,21 & 23

Harassment & bullying investigations can be stressful and challenging processes – this comprehensive virtual training course will provide participants with the essential knowledge & skills to conduct effective workplace investigations.

This new and improved version will now be conducted over 4 days and will be facilitated by Cheryl Otto and Tom Girling, two seasoned investigators. The course will include theory components, group discussions, exercises and role plays.

We will work through a case from start to finish so you will get to experience how an investigation is done!

This Event approved for 16 CPD hours by CPHR.

Soft Copy Manual and PowerPoint Handout Included

OBJECTIVES

• to ensure a comprehensive understanding of the role of a workplace investigator;
• to understand appropriate approaches to complaints, i.e. formal vs. formal processes;
• to develop and implement an investigation plan respecting a complaint;
• to examine the respective roles, rights, and obligations of the organization;
• to develop interview skills, and the ability to determine relevant versus irrelevant information for an investigation;
• to acquire facilitation skills to address procedural or other objections by participants during an investigation;
• to develop analytical skills vis-à-vis information obtained during an investigation and how to make findings of fact;
• to understand the legal analysis of information gathered through the investigation process, including relevant sections of applicable human rights legislation and organizational policies; and
• to develop investigation report-writing skills (i.e. skills necessary in order to produce high quality written investigation reports).

Course Content

1. Review of the legal framework (i.e. organizational policies, applicable human rights and workers compensation legislation):

• roles, responsibilities and obligations of: the investigator as impartial, unbiased fact finder; the organization as employer; the union; the Reporting Party; the Responding Party; and the witnesses;
• identifying the nature of the complaint and relevant sections of organizational policies and applicable human rights and workers compensation legislation; and
• review of the legal process, e.g. due process, confidentiality, credibility, findings of fact, privacy issues, etc.

2. Review of the investigation process (i.e. establishing procedures for conducting investigations):

• objectives of the investigation and identifying the nature of the complaint;
• parties to the complaint including representation (e.g. legal counsel, support person);
• addressing accommodation and safety issues;
• notifying parties, witnesses and preparing and conducting interviews;
• issues of confidentiality;
• documenting statements and maintaining a file;
• exploring alternate resolution options;
• dealing with objections and soliciting cooperation from reluctant participants;
• “off the record” statements;
• assessing credibility and issuing decisions; and
• recording procedures of the investigator.

3. Drafting the Report:

• writing the report, including treatment of documentary and oral evidence, making findings of fact, legal analysis of the allegation, and making a decision.

*There will Practice Exercises assigned at the end of each day & we encourage participants to complete these assignments to be able to experience the best learning opportunity.

Cheryl Otto

Tom Girling