The document provides guidance on conducting effective workplace investigations. It discusses the importance of proper investigations, potential legal consequences of botched investigations, principles and tools for investigations, documenting the investigation process, interview techniques, and checklists for investigating discrimination, harassment or retaliation complaints.
Foot in the Door Phenomenon - Get Your Foot in the Door to Advance Your CareerEmployment Crossing
Harrison believes that getting your foot in the door is something that is among the most powerful things in terms of advancing your career. Foot in the door for your career would mean that you start out small and build from there. You can start out working in your dream job part time.
Foot in the Door Phenomenon - Get Your Foot in the Door to Advance Your CareerEmployment Crossing
Harrison believes that getting your foot in the door is something that is among the most powerful things in terms of advancing your career. Foot in the door for your career would mean that you start out small and build from there. You can start out working in your dream job part time.
When I took over management of a larger group, a found many were gossiping about who had recently been fired and why. I share this at a staff meeting. It seemed to have a positive effect.
Investigations into allegations of workplace violence, harassment, sexual harassment, discrimination or employee misconduct must be conducted in a fair and impartial manner. In our changing legal landscape, businesses need to have a defined process as well as established policies to address violence and harassment in the workplace. Equally important is ensuring that complaints are objectively investigated in a consistent and effective manner. Failure to do so can result in significant legal cost and potential Human Rights Claims
Public Training Program on Conducting Effective Workplace Investigations, September 9-10, 2013 in Karachi.
This program adds to a PHR, SPHR, and GPHR certified professional HR knowledge in:
1) Issues of behavior in the workplace (for example, absences, discipline, workplace violence, or harassment)
2) Methods/procedures for investigating complaints or grievances in accordance with best practice and local laws
3) Local laws governing anti-discrimination and sexual harassment policies and investigation protocol for investigation of workplace harassment/discrimination issues
All participants receive a certificate of attendance. However, ‘Certified Workplace Investigator’ requires a post training assessment and minimum 70% passing marks on post-test.
Key Objectives:
• Learn how to effectively take complaints and conduct interviews
• Choose the right investigator
• Develop a successful road map to start an investigation
• Compiling and analyzing evidence
• Do’s and Don’ts in conducting an effective investigation
• Drafting an Investigation Report
When I took over management of a larger group, a found many were gossiping about who had recently been fired and why. I share this at a staff meeting. It seemed to have a positive effect.
Investigations into allegations of workplace violence, harassment, sexual harassment, discrimination or employee misconduct must be conducted in a fair and impartial manner. In our changing legal landscape, businesses need to have a defined process as well as established policies to address violence and harassment in the workplace. Equally important is ensuring that complaints are objectively investigated in a consistent and effective manner. Failure to do so can result in significant legal cost and potential Human Rights Claims
Public Training Program on Conducting Effective Workplace Investigations, September 9-10, 2013 in Karachi.
This program adds to a PHR, SPHR, and GPHR certified professional HR knowledge in:
1) Issues of behavior in the workplace (for example, absences, discipline, workplace violence, or harassment)
2) Methods/procedures for investigating complaints or grievances in accordance with best practice and local laws
3) Local laws governing anti-discrimination and sexual harassment policies and investigation protocol for investigation of workplace harassment/discrimination issues
All participants receive a certificate of attendance. However, ‘Certified Workplace Investigator’ requires a post training assessment and minimum 70% passing marks on post-test.
Key Objectives:
• Learn how to effectively take complaints and conduct interviews
• Choose the right investigator
• Develop a successful road map to start an investigation
• Compiling and analyzing evidence
• Do’s and Don’ts in conducting an effective investigation
• Drafting an Investigation Report
In any kind of business, there is a chance that employers will be required to investigate one or more employees at some point for allegations of misconduct such as discrimination or sexual harassment. A properly conducted workplace investigation is not only legally required but can also go a long way in protecting companies and mitigating risks for future problems.
In this webinar, Diana Maier and Beth Arnese go over the key things to know about workplace investigations so that you can garner the maximum legal protection such investigations may provide.
Topics addressed include when to investigate, how to prepare for an investigation, how to interview witnesses, how to prepare a written report, what to do after the investigation, and overall best practices for investigations.
Conducting Procedurally Fair Workplace Investigations WebinarCase IQ
Lorene Schaefer, Esq., shares tips for conducting procedurally fair workplace investigations. Visit http://i-sight.com/webinar-conducting-a-procedurally-fair-workplace-investigation/ to view the full webinar recording.
This seminar, held in August 2014, discussing the pre, during and post stages of workplace investigations, including ways the union can assist a member during the investigative process, how to request and respond to findings, and how to use EBAs to structure investigations.
How to Conduct a Bullet Proof Harassment InvestigationNow Dentons
How to Conduct a Bullet Proof Harassment Investigation includes Who Should Investigate?, Develop the Procedural Script, Develop the Substantive Script, Interview the Respondent and Witnesses, Draft the Report and How to Document?
Workplace Investigations: Interviewing Like a ProCase IQ
There's a lot to consider when conducting workplace investigations. The investigation interview process can make or break an internal investigation.
This presentation will teach you how to:
- Prepare for an interview
- Gather information
- Develop interview questions
- Select interview locations
…and more
Access the webinar recording here: http://i-sight.com/workplace-investigations-interview-like-a-pro/
10 Key Components to a Workplace investigationRegional Health
Top tips to conducting a workplace investigation. This also offers information about obtaining a Timesaver Kit that includes templates to be used for a workplace investigation.
Utilizing Internet for Fraud Examination and InvestigationGoutama Bachtiar
1st Session titled Redefining Fraud, Examination, Investigation and Cyber Crime delivered for Indonesia's Risk Management Certification Agency named Badan Sertifikasi Manajemen Resiko (BSMR).
The seminar itself titled 'Preventing Fraud within E-Channels in Banking Sector'.
Fraud continues to proliferate across financial institutions, through multiple lines of business and banking channels. Increasingly sophisticated criminal tactics and the proliferation of organized crime rings make detecting fraud difficult and preventing it nearly impossible. Adding to the complexity is increased globalization and growth through mergers and acquisition, which make it harder to effectively monitor multiple portfolios and business lines. The presentation discussus best practices and ideas around the prevention, investigation, and detection of possible fraudulent activities across multiple industries.
No More 'Business as Usual' - Creating a Safe Work Environment and Avoiding L...techservealliance
Presenters:
Dana C. Shaw-Arimoto, Founder & CEO, Phoenix 5
Diane Geller, Partner, Fox Rothschild LLP
With heightened awareness of harassment brought about by the #metoo and #timesup movements, it’s more important than ever to maintain a safe and professional environment for your entire team. Failure to do so can have a devastating impact on both a business and personal level. In this session, you will learn how to implement an effective preventative approach to sexual harassment, discrimination and workplace bullying without discouraging desirable behaviors that contribute to your company’s success.
This session does not replace legal consultation and should not be considered legal advice. We highly recommend you discuss all of these issues with your own legal counsel.
Harassment Training - www.fiver.com/dennynugrohoDenny Nugroho
Another presentation I working on Fiverr. Please send me your RAW material if you want to create a great presentation by me. Visit my fiverr account on www.fiverr.com/dennynugroho.
The publicity generated by the Making a Murderer series has generated a renewed condemnation for interrogation techniques that are unethical, use bullying tactics and tend to elicit false confessions. Today’s investigators must be aware of the dangers of using aggressive interrogation tactics that intimidate witnesses and compromise the quality of the information they glean from interview subjects.
HospitalityLawyer.com | Real Estate + Tourism – Investment OpportunityHospitalityLawyer.com
This presentation from Hotel Management & Investment (HMI) contains facts and figures regarding the Global and Argentine Tourism Industry and explains the synergies between Real Estate and Tourism.
Real Estate + Turismo - Oportunidad de inversión: Esta presentación contiene cifras y hechos relacionados con Global y argentina Industria Turismo y explica las sinergias entre Inmobiliario y Turismo.
Aspen Management Services: It describes our operating strategy and services.
Servicios de Administración de Aspen: Se describe nuestra estrategia y servicios de operación
HospitalityLawyer.com | 2013 Global Congress on Travel Risk Management BrochureHospitalityLawyer.com
HospitalityLawyer.com, in coordination with the Greater Houston Convention & Visitors Bureau, will host the 3rd Global Congress on Travel Risk Management, September 30 to October 1, 2013, in Houston, Texas, at the Galleria Omni Hotel. The Global Congress focuses on solutions enabling businesses and governments to meet their Duty of Care to mobile employees and protecting mobile data.
The travel, tourism and hospitality industries are a $3.5 trillion global economic powerhouse encompassing transportation, lodging, and venues and events. Governments around the world spend trillions on infrastructure and travel support systems. Disruptions are costly, both financially and in customer goodwill.
The Global Congress’s objective is to facilitate the delivery of safe, secure and uninterrupted travel via an all-encompassing public-private dialogue dedicated to the sharing of best practices for issues faced by the global travel, tourism and hospitality industries.
For more information, please visit http://www.globalcongressontravel.com.
In the May-June 2013, we'll examine coverage for hotels facing fungi and bacteria claims, fraud & recovery, domestic violence in the industry, OSHA and whistleblowers, as well as provide you with updates for our upcoming travel and hospitality events.
For more information, please visit http://www.hospitalitylawyer.com.
HospitalityLawyer.com | 2013 Global Congress on Travel Risk Management BrochureHospitalityLawyer.com
HospitalityLawyer.com, in coordination with the Greater Houston Convention & Visitors Bureau, will host the 3rd Global Congress on Travel Risk Management, September 30 to October 1, 2013, in Houston, Texas, at the Galleria Omni Hotel. The Global Congress focuses on solutions enabling businesses and governments to meet their Duty of Care to mobile employees and protecting mobile data. What is the Global Congress?
For more information, please visit http://www.globalcongressontravel.com.
HospitalityLawyer.com | Melissa Dallas Case Study | Assessing Corporate Socia...HospitalityLawyer.com
This study identifies and describes major lawsuits against Fortune 500 hotel, foodservice, and casino corporations over the past ten years and suggests that these suits are one indicator of Corporate Social Responsibility (CSR). Lawsuits claiming fraud, discrimination, unjust enrichment, copyright infringement, and wrongful death which ended in settlements or jury awards above $2 million are included. This research follows the methodology of a 2006 study which examined similar claims against Fortune 100 companies.
HospitalityLawyer.com | Linda K. Enghagen Lawsuit Study | Compliance With Sam...HospitalityLawyer.com
A series of discrimination lawsuits brought against hospitality industry businesses under state public accommodation discrimination laws highlight the ways in which some state’s laws afford protection to a broader range of protected groups than those covered by federal law. Given the relatively recent advent of legalized same-sex marriage and civil unions under some state laws, hospitality industry businesses need to ensure they are compliant with the relevant anti-discrimination laws in their respective states. In addition, research demonstrates a positive economic impact on wedding related spending in states permitting same-sex marriage and civil unions with a significant portion of that spending going to hospitality industry businesses for wedding related tourism.
HospitalityLawyer.com | December 2012 Issue Hospitality Lawyer Magazine HospitalityLawyer.com
HospitalityLawyer.com, a leader in hospitality and travel legal, safety, security and risk solutions, distributes a monthly e-magazine devoted to the latest trends, issues and happenings from the industry.
For more information, please visit http://www.hospitalitylawyer.com.
HospitalityLawyer.com | 2013 Hospitality Law Conference Brochure | Hospitalit...HospitalityLawyer.com
For 11 years, the Hospitality Law Conference has converged the country's hospitality thought leaders, breaking down silos, creating cross-functional dialogues for more effective execution and career enhancement. Lawyers have learned about the financial aspects of deals and the financial experts get a better understanding of the legal and compliance aspects. We also break down the barriers between legal, risk, loss prevention and HR for the operation. Together we do more deals, and we make hotels and restaurants safer and more secure for customers and employees. The Conference provides intensive education (CLE,CPE, HRCI and EI credit) and exceptional networking among legal, development, risk, finance, HR and operations.
The Pre-Conference Workshops, including the Owner-Management Summit, includes intensive education in the following verticals:
- Owner-Management Summit
- New Hotel Development
- Management Agreements
- Hotel Investments Boot Camp
- Hotel and Restaurant Corporate Counsel Only
- The Convergence of Risk Management, Legal Compliance and Loss Prevention
The Hospitality Law Conference begins on February 12th with general sessions as well as break-out sessions in three different topic areas in the following verticals:
- Food & Beverage
- Human Resources & Labor Relations
- Lodging
For more information, visit http://www.hospitalitylawyer.com or follow the #HLC13 conversation on Twitter at http://twitter.com/Hospitality_Law.
HospitalityLawyer.com | 2013 Hospitality Law Conference Brochure | Hospitalit...HospitalityLawyer.com
For 11 years, the Hospitality Law Conference has converged the country's hospitality thought leaders, breaking down silos, creating cross-functional dialogues for more effective execution and career enhancement. Lawyers have learned about the financial aspects of deals and the financial experts get a better understanding of the legal and compliance aspects. We also break down the barriers between legal, risk, loss prevention and HR for the operation. Together we do more deals, and we make hotels and restaurants safer and more secure for customers and employees. The Conference provides intensive education (CLE,CPE, HRCI and EI credit) and exceptional networking among legal, development, risk, finance, HR and operations.
The Pre-Conference Workshops, including the Owner-Management Summit, includes intensive education in the following verticals:
- Owner-Management Summit
- New Hotel Development
- Management Agreements
- Hotel Investments Boot Camp
- Hotel and Restaurant Corporate Counsel Only
- The Convergence of Risk Management, Legal Compliance and Loss Prevention
The Hospitality Law Conference begins on February 12th with general sessions as well as break-out sessions in three different topic areas in the following verticals:
- Food & Beverage
- Human Resources & Labor Relations
- Lodging
For more information, visit http://www.hospitalitylawyer.com or follow the #HLC13 conversation on Twitter at http://twitter.com/Hospitality_Law.
HospitalityLawyer.com | Stephen Barth in Lodging Hospitality Magazine Article...HospitalityLawyer.com
Despite the Department of Justice’s May 24 clarification and the looming Jan. 31 deadline for the installation of fixed pool lifts to existing pools, the hotel industry remains largely quiet on the issue. Two of the largest lift manufacturers say orders came to a halt early this year, and they’re only now starting to pick up again. And most hotel owners, management companies and franchisors declined comment on this suddenly hot-button issue, citing either a lack of knowledge or fear of becoming a target.
The dispute came to a head in July when a coalition of disability rights organizations launched a national boycott and awareness campaign against the hotels and chains represented on the boards of the American Hotel & Lodging Association and the Asian American Hotel Owners Association, the industry’s leading lobbying groups. The AH&LA says it is working to educate its members on the law and how to comply, but it also hopes to keep educating Congress and the DOJ on its position that portable lifts would be a better solution.
It’s the latter part that has disability rights advocates up in arms. They see the continued resistance and legislative efforts to change the law or to limit the DOJ’s abilities to enforce the law as an effort to roll back the 1990 Americans With Disabilities Act.
HospitalityLawyer.com | Chicago Tribune Article | What To Do When Your Hotel ...HospitalityLawyer.com
HospitalityLawyer.com's President & Founder Stephen Barth was recently featured in a Chicago Tribune article, written by travel columnist Christopher Elliott. The piece discussed vacation cancellations that followed the recent East Coast power outages and high heat. The article addressed what to do when your hotel doesn't have room for you.
HospitalityLawyer.com | Christopher Elliott Article | What To Do When Your Ho...HospitalityLawyer.com
Travel writer Christopher Elliott features HospitalityLawyer.com President & Founder, Stephen Barth, in his latest article "Unnatural Disaster: What to do when your hotel doesn’t have room."
Corporate Responsibility in the Travel Equation - Stephen Barth - Global Cong...HospitalityLawyer.com
HospitalityLawyer.com Founder and President Stephen Barth discusses corporate responsibility in the travel equation. The presentation focuses on breaking down the various components of corporate responsibility along with travel tips and suggestions from the upcoming Global Congress on Travel Risk Management.
The Tenth Annual 2012 Hospitality Law Conference, which will be held Febuary 8-10, in Houston, offers up to 17.0 hours (including 1.0 hour of ethics) of CLE, CPE, and HRCI recertification hours. For more information, please visit www.hospitalitylawconference.com.
Register today!
Want to move your career forward? Looking to build your leadership skills while helping others learn, grow, and improve their skills? Seeking someone who can guide you in achieving these goals?
You can accomplish this through a mentoring partnership. Learn more about the PMISSC Mentoring Program, where you’ll discover the incredible benefits of becoming a mentor or mentee. This program is designed to foster professional growth, enhance skills, and build a strong network within the project management community. Whether you're looking to share your expertise or seeking guidance to advance your career, the PMI Mentoring Program offers valuable opportunities for personal and professional development.
Watch this to learn:
* Overview of the PMISSC Mentoring Program: Mission, vision, and objectives.
* Benefits for Volunteer Mentors: Professional development, networking, personal satisfaction, and recognition.
* Advantages for Mentees: Career advancement, skill development, networking, and confidence building.
* Program Structure and Expectations: Mentor-mentee matching process, program phases, and time commitment.
* Success Stories and Testimonials: Inspiring examples from past participants.
* How to Get Involved: Steps to participate and resources available for support throughout the program.
Learn how you can make a difference in the project management community and take the next step in your professional journey.
About Hector Del Castillo
Hector is VP of Professional Development at the PMI Silver Spring Chapter, and CEO of Bold PM. He's a mid-market growth product executive and changemaker. He works with mid-market product-driven software executives to solve their biggest growth problems. He scales product growth, optimizes ops and builds loyal customers. He has reduced customer churn 33%, and boosted sales 47% for clients. He makes a significant impact by building and launching world-changing AI-powered products. If you're looking for an engaging and inspiring speaker to spark creativity and innovation within your organization, set up an appointment to discuss your specific needs and identify a suitable topic to inspire your audience at your next corporate conference, symposium, executive summit, or planning retreat.
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For event details, visit pmissc.org.
NIDM (National Institute Of Digital Marketing) Bangalore Is One Of The Leading & best Digital Marketing Institute In Bangalore, India And We Have Brand Value For The Quality Of Education Which We Provide.
www.nidmindia.com
32. Since the start of your employment, have you understood that ABC Company has an EEO Policy that prohibits sex discrimination, sexual harassment, sexually offensive comments or conduct, and retaliation? 15 15 – Yes 0 – No s 0 -- No 15 -- Yes 0 -- No 15 -- Yes 0 -- No
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34. Do you know of any ABC Company employee who has been subjected to any type of sex discrimination, sexual harassment, sexually offensive comments or conduct, or retaliation on the job by any ABC Company employee and/or member of management? If yes, explain incident(s). 14 – No 1 – “Yes, I heard Jane and John exchange inappropriate sexually suggestive remarks.” 14 -- N 1
35. Do you know of any situation when ABC Company failed to take appropriate action in response to a complaint about sex discrimination, sexual harassment, sexually offensive comments or conduct, or retaliation on the job? If yes, explain situation(s). 15 – No—one employee volunteered “during our Spring 04 store meeting on many issues, which harassment was addressed, we are obligated to inform management of such issues” 0 --Yes
36. Did you ever hear John make the comment that cleaning was woman’s job or words to the effect? If yes, explain incident(s). 15 – No 0 – Yes 15-- No 0
37. Did you ever witness Jane being sexually discriminated against or harassed, or being subjected to offensive comments or conduct or to retaliation on the job by John? If yes, explain incident(s). 11– No 3 – Did not know Jane 1 – “Yes, but she was involved in the exchange. She was not offended, nor was she an innocent victim. 11 --
38. Did you ever hear Jane complain about being sexually discriminated against or harassed, or being subjected to offensive comments or conduct on the job by John? If yes, explain complaint(s). 15 – No 0 – Yes 15 -- No 0 -- Yes
39. Were you ever aware of any employee having pornographic video tapes in the store or talking about pornographic video tapes? If yes, please explain incident(s). 12 – No 3 – Heard conversations regarding video tapes – “heard Jane joking about tapes.” 12 -- No 3 -- Heard conversations regarding video tapes – “heard Jane joking about tapes”
40. Did you ever witness John touch or grab Jane in a sexual or inappropriate manner? If yes, explain incident(s). 15 – No 0 – Yes 15 -- No 0 -- Yes
41. Did you ever witness Jane touch or grab John in a sexual or inappropriate manner? If yes, explain incident(s). 11 – No 4 – Yes “ Jane grabbed John’s butt” “ Sometimes when John would walk by Jane would grab his butt” “ I saw Jane go up and hug him a couple of times. Just one arm hug. John did not instigate the action” “ Jane grabbed Mike’s butt, she uninvitingly flirted with most men she encountered here”
42. Are you aware of John inviting any female employee to his home to join him in his hot tub while his wife was away? If yes, list person(s) and explain incident(s). 14 – No 1 – “Overheard John and Jane joking as John left the store for the day. He asked Jane if he would see her tonight and she said yes and he said better not stand me up. The next day at work John kidded around about Jane not showing up.”
43. Please list any other information you think may be relevant to this investigation. “” John had the personality of a brick wall.” “ I should be the first to try to hurt John. He forced me to quit the best job I ever had and I’ve had many great jobs! . . . I went with John to Missouri and I went with him to his home to redecorate his living room as a surprise for his wife and he is quite a gentleman. I can’t believe John would do anything to jeopardize his family life or a job he was very ‘devoted’ to . He loves his job & family!”
44. Contd… “ In April or May 2004, Jane blatantly told Steve that she wanted to have sex w/him.” “ Jane initiated sexual conversations when she could. She flirted with almost every male employee that worked here. I saw here giving her phone number out to guys, married or not. A male employee of two days told me he had sex with her. On one instance she approached my work area where I was standing and just stood there next to me. I asked her “Can I help you?” She replied, “Baby you can’t give me what I need help with.” Very flirtingly, knowing I had a girlfriend.”
45. The above answers are true and complete. No one has suggested the answer to any question. No one has tried to influence my answers. The person giving this questionnaire to me emphasized that my answers should be true and complete. No one has made any promises or threats to get me to answer these questions. I have voluntarily filled out this questionnaire. _____________ _____________ Signature Date
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52. Scenario 1 You bring John into your office to discipline him for poor performance. He complains that his performance is bad because he is distracted by Jamie, his co-worker, who is constantly telling racist jokes and making racial slurs. You think that John is making this up as an excuse for his poor performance. Do you discipline John for poor performance? What should you do about John’s complaint about Jamie?
53. Scenario 2 You call Jamie into your office to investigate John’s complaints. After you explain what you want to speak to Jamie about, Jamie demands to have another employee, Sara, in the interview with him. What should you do?
54. Scenario 3 While interviewing several other employees about John’s allegations that Jamie engages in racially harassing behavior, Sam, a supervisor above Jamie’s level, claims that Jamie “harasses me too.” What is your next question? What would your notes read?
55. Scenario 4 In the course of your investigation, Rebecca, a potential witness to the harassing behavior, asks if she can record the interview. What do you say? What should you do if Rebecca refuses to participate in the investigation unless you allow her to record the conversation?
56. EEO POLICY INVESTIGATION CHECKLIST The following general guidelines apply to investigations of discrimination, harassment or retaliation complaints. Depending on the facts and circumstances, certain steps may be omitted or additional steps may be taken during the investigation. Interview the Complainant and obtain a detailed, dated, signed account of the facts. Ask Complainant to identify all the facts that support the complaint. Provide written communication to the Complainant acknowledging the complaint, confirming commitment to the EEO policy, advising that the investigation is underway, and assuring no retaliation.
57. EEO POLICY INVESTIGATION CHECKLIST Gather any documents relating to the complaint . ___ Interview witnesses (including anyone alleged to have engaged in misconduct) and obtain witness statements or otherwise document the witness interviews. Consider the use of questionnaires to facilitate the investigation . Determine if there is a need for additional witness interviews, document review or other further investigation. If so, complete and document those steps .
58. EEO POLICY INVESTIGATION CHECKLIST ___ Review the information obtained during the investigation, reach conclusions based on the evidence, and prepare a written summary of your conclusions. Consider consulting legal counsel at this stage, or earlier in the process, to help ensure the protection of the legal rights of the employee and the employer. Written conclusions ordinarily should not state “legal conclusions,” such as: “engaged in illegal harassment or discrimination” or “violated the law.” Accurate and appropriate terminology might be “ engaged in unprofessional conduct.”
59. EEO POLICY INVESTIGATION CHECKLIST ___ If the information established misconduct, determine appropriate action necessary to ensure no future misconduct and to discipline associate who engaged in misconduct (e.g., warning, transfer, demotion, suspension, discharge, training, monitoring, probation). If the evidence did not establish misconduct, determine whether further communication of expectations still is necessary to ensure professional and respectful conduct. Prepare appropriate written documentation, including statement that retaliation is prohibited .
60. EEO POLICY INVESTIGATION CHECKLIST ___ Meet with the Complainant to explain conclusions and actions taken related to the complaint. Always reaffirm the Company’s commitment to the EEO Policy, including the anti-retaliation provision . ___ If appropriate, follow up at a future date with the Complainant and others as necessary to ensure no future problems .
61. EEO POLICY INVESTIGATION CHECKLIST ___ Document necessary follow up steps, such as training or other communication steps taken to help prevent any future problems . ___ Maintain a log of communications and actions throughout the investigation . ___ Retain documents in separate file relating to the investigation .
63. Alia Wynne is an attorney in the Houston office of Fisher & Phillips LLP. In her everyday practice, she provides clients with counseling, advice, and strategies to address numerous employment issues. She has defended employers against a variety of disputes involving gender, race, age, and disability discrimination, hostile work environment, ERISA retaliation, FMLA violations, breach of contract and restrictive covenants, and other claims before state and federal courts, agencies, and administrative tribunals. She graduated law school cum laude and was a member of the editorial board of the Loyola Law Review. She is licensed to practice in Texas and Louisiana.