Back in the early Summer of 2017, most of the experts — the pundits, if you will — were predicting that American businesses were not going to spend as much in 2018 on advice from employment law attorneys.
Then, in September 2017, along came a guy named Harvey Weinstein.
The rest is history. #MeToo blew up in October 2017, and companies couldn’t order anti-harassment training in 2018 from us fast enough. Those pundits missed the mark, for sure. But, now that companies are stressing proactive measures and encouraging employees who experience, see, or hear about discrimination in the workplace to come forward and complain about it, are employers ready to handle these complaints?
How exactly does a business go about handing a workplace investigation?
That’s where I’ve got your back today. Actually, I can’t take full credit. Or much credit. Just some credit.
Earlier this week, I participated in a roundtable discussion of best practices for conducting workplace investigations where we offered insights on what employers need to know about these sensitive but necessary inquiries, and how to avoid common pitfalls. The roundtable discussion includes:
- Launching the investigation
- When to hand it off to a third party
- Interviewing witnesses
- Dealing with privacy concerns
- Sharing the results
Fortunately for you, it wasn’t just a few of us sitting around a round table. Rather, we did a webinar and recorded it. Now, you can listen for free by clicking here. And, if you’re more of the reading type, you can download the slide deck here and pick up a special briefing here.