The #MeToo movement is still going strong, and invariably many organizations will be faced with allegations of sexual harassment or other inappropriate conduct in the workplace. It’s up to HR to thoroughly investigate every complaint that’s raised. And, it’s important to investigate allegations of wrongdoing in a timely manner, but you run the risk of cutting some key corners if you act too quickly.
A fair, prompt, and thorough investigation is your best defense in the case of a lawsuit—but what’s the secret to conducting a successful inquiry? And, how can you ensure that the investigation approaches all parties involved—the alleged victim(s), the alleged offender, and witnesses— in a sensitive manner that gets to the root of what happened?
Join us on January 29 for an all-new webinar that will show you how to conduct workplace investigations using a trauma-informed approach that appropriately accounts for the potential effects of traumatic harassment, bullying, and similar experiences, while being fair and equitable to all parties.
You’ll learn how to:
- Recognize the potential neurobiological effects of trauma on memory—and how those effects can impact investigations
- Ask questions using a trauma-informed methodology
- Interview for clarification
- Apply trauma-informed principles in a manner that is fair and equitable for all parties in an investigation
- And more!
As an added bonus, you’ll also get a substantive article entitled #MeToo, SCOTUS, and trauma: new investigation methods for our times.
YOUR EXPERT INSTRUCTOR
Jeffrey J. Nolan, J.D. is an attorney with Dinse, P.C., in Burlington, VT, where he is Chair of the firm’s Education Practice Group. Mr. Nolan has participated in curriculum development and presentation of trauma-informed sexual harassment/assault investigation training in federal and state government-sponsored programs, and directly for clients, throughout the United States.
Mr. Nolan advises, trains, and represents clients and conducts investigations nationally on matters that involve employment law, Title IX, the Clery Act, threat assessment and management, the ADA, and other laws that apply to employers and/or institutions of higher education, and assists employers and institutions of higher education in the development and implementation of appropriate policies, handbooks and training programs.
This program has been pre-approved for 1.5 hours of general recertification credit toward PHR and SPHR recertification.
Business & Legal Resources (BLR) is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP or SHRM-SCP. This program is valid for 1.5 PDCs for the SHRM-CP or SHRM-SCP.