Conference Description:

With increasing media coverage and attention focused on sexual harassment, organizations need to be prepared for an increasing number of employee complaints related to this sensitive topic. Any time there are complaints associated with policy, procedure or law violations, employers must conduct thorough, effective internal investigations. This is just as true for sexual harassment complaints as it is for other types of allegations that may create liability for the employer.

Sexual harassment can take many forms, and handling these types of complaints can be particularly sensitive in many ways. There are many moving parts associated with these kinds of complaints and the subsequent investigation that have to be approached effectively and swiftly, such as including recognizing potential problems that might need to be investigated, taking in complaints and interacting with employees who may have experienced this type of harassment, identifying and interviewing potential witnesses, recommending actions and making decisions that protect the organization and its employees, and communicating with those who have been accused of and/or who have exhibited harassing behaviors, and more.

Areas Covered in the Session :
Recognizing what constitutes a sexual harassment complaint and triggers the obligation to investigate
Key considerations and steps to follow when establishing an investigation strategy before you start talking to potential witnesses with regards to a sexual harassment complaint
Best practices for conducting effective interviews with the person bringing forward the complaint, individuals who may have experienced sexual harassment, witnesses who may have seen or heard harassing behaviors, other individuals who may have relevant information, and those who have been accused
Special considerations for investigating different kinds of sexual harassment complaints
Dealing with “he said, she said” situations
Practical considerations for recommendations and actions taken to stop sexual harassment and prevent future problems from occurring

Who Should Attend:
Senior HR Professionals
HR Analysts
HR Mangers & Directors
HR Personnel
Managers & Supervisors
Employee Relations Professionals
Line managers
Directors, Vice Presidents & Managers of Recruiting/Retention
Directors, Vice Presidents & Managers of Human Resources
Employment Managers/Specialists
HR Coordinators/Supervisors