While you’re here, you may wish to attend one of our upcoming workshops:
Basic Workplace Investigation Techniques
If a complaint of workplace harassment is made, do you know how to respond, investigate, and report on it — legally and correctly? If you don’t, you are not alone. This 3-day course is a crucial primer for today’s climate. Investigate mock complaints (inspired by our work across the country) from start to finish, build your investigation skills, and learn how to avoid costly pitfalls. The third day focuses on mastering report writing.
For most people, participating in a workplace investigation is an unusual departure from their workplace routine. Whether they are a complainant or a respondent, it can be a stressful interaction to sit in a room, with a stranger, and be asked about the details of something that happened, say, ten months ago. One way to address this stress is by allowing a support person to attend the meeting. Indeed, some institutions specifically contemplate the involvement of a support person in their policies. But like anything connected to a workplace investigation you need to think about the support person’s attendance at the interview before it happens. Here are some tips about involving support people in a workplace investigation interview.
