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Conducting Internal Investigations 2017

Start Date:
Thursday, 27 April, 2017
End Date:
Friday, 28 April, 2017 6:00pm
Pain Management, Internal Medicine, Emergency Medicine, Critical Care, Physical Medicine, Headache / Migraine, Ophthalmology, Plastic Surgery

Why should you attend :It seems that employees love to complain about anything, and it seems impossible to investigate everything. When employees feel, however, that you are not taking their complaints seriously enough or that you are ignoring them, they will find external sources for their complaints. These external sources range anywhere from the EEOC, the NLRB, Wage and Hour, private attorneys, and juries!! And juries love to punish you when they feel that you ignored an employee's legitimate complaint.But what are legitimate complaints? We all know that an employer has a legal responsibility to investigate some complaints but not others.

Can you make the distinction?How you handle internal complaints can make all the difference of whether an employee goes externally with their complaints. It can make all the difference in whether the government or jury will find that you took immediate action and took prompt remedial action for legitimate complaints.After all, is the time to learn how to do an internal investigation when you are suddenly faced with having to do one? Of course not.

That's where our training can help! Who will benefit:Human Resource ManagersRisk ManagersAgenda:Lecture 1:Why employees complainWhy employees complain - and what they complain aboutIdentifying valid complaintsShould HR even be involved?Leadership and organizational issues that must be addressed to minimize the risk of litigationLecture 2:What is protected activityLaws with Whistleblower Provisions: Title VII, ADEA, PDA, ADAAA, IRCA, USERRA, FMLA, FLSA, DFWA, FCRA, NLRA, OSHA, ECPA, SECIn-depth review of Title VII of the Civil Rights Act and anti-discrimination and harassment lawsEmployer obligations regarding when and how to conduct workplace investigationsWhat is prompt remedial action?Retaliation: Review of Supreme Court case that has redefined retaliation-and how to avoid claimsLecture 3:Other Potential Laws from the StatesCommon laws that create additional "boundaries"Retaliation: Review of Supreme Court case that has redefined retaliation-and how to avoid claimsAvoiding claims of negligent hiring, supervision, retention, and investigationAssault & Battery: Knowing your responsibilities in handling toxic and dangerous employee situationsDefamation: Understanding slander and libel and how to avoid claimsPrivacy: Understanding the three kinds of privacy issuesHow to handle electronic communications and employee use - and abuse - of social mediaNecessary company policies to minimize risksLecture 4:Planning the InvestigationPreplanning the investigationHow to determine who is an appropriate investigatorThe skills an effective investigator must possessThe three things you must consider when selecting investigative team membersThe potential pitfalls - and politics - to assess problems before a case beginsHow to resolve leadership conflicts and turf issues in order to set the stage for an investigationThe preparation needed to minimize "he said/she said" investigations Day 2 ScheduleLecture 1:Conducting Effective InterviewsLearning that preparation is the key to effective witness interviewingChoosing and setting up an appropriate space for conducting effective interviewsWeingarten rights and requirements for interviewing in union shop environmentsThe "Bulls Eye" interviewing technique to keep your questioning on trackHow to determine if a witness is telling the truth - or telling you a "story"Techniques to gain witness cooperation and overcome reluctanceStrategies on how to deal with aggressive witnesses who fail to cooperateLecture 2:Reporting Your FindingsHow to conduct a preliminary meeting to identify potential organizational risksHow to communicate assertively to stand behind your investigative workHow to present findings, succinctly, to enable leaders to visualize organizational impactsIdentifying current policies - and past practices - before making decisionsRecognizing leadership decisions that can lead to negligent retention claimsDetermining when it becomes necessary to leverage internal or external legal team supportLecture 3:Organizing Your EvidenceUsing contemporary software to streamline the documentation collection and collation processHow to align allegations against applicable policies and lawsHow to evaluate evidence to determine if you have collected enoughLecture 4:Writing the Investigative ReportThe various formats for investigative reports: memos vs. formal report structuresHow to write an effective report that demonstrates good faith and minimizes riskWhat does go into an investigative report-and what does notWhen a case really is a "he said/she said" to keep leadership from making a poor decisionEffective communication to complainants and witnesses in order to close out a caseHow to set up appropriate security protocols to safeguard investigative documentsHow to avoid legal liability for prematurely disclosing or destroying evidenceSpeaker:Susan Fahey Desmond,Partner, New Orleans Office, Jackson Lewis LLPSusan Fahey Desmond is a principal with Jackson Lewis PC.

She has been representing management in all areas of labor and employment law for over 30 years. A noted author and speaker, Ms. Desmond is listed in Best Lawyers in America and has been named by Chambers USA as one of America?s leading business lawyers. Location: Raleigh, NC Date: April 27th & 28th, 2017 and Time: 9:00 AM to 6:00 PM Venue: Courtyard Raleigh-Durham AirportAddress: 2001 Hospitality Ct, Morrisville, NC 27560, United States Price: Register now and save $200. (Early Bird) Price: $895.00 (Seminar Fee for One Delegate) Until March 20, Early Bird Price: $895.00 From March 21 to April 25, Regular Price: $1,095.00 Register for 5 attendees Price: $2,685.00 $4,475.00 You Save: $1,790.00 (40%)* Quick Contact:NetZealous DBA as GlobalCompliancePanel Phone: 1-800-447-9407Fax: 302-288-6884Email: Follow us on LinkedIn: us our Facebook page: us on Twitter:


Courtyard Raleigh-Durham Airport 2001 Hospitality Ct,
North Carolina,
United States

Organizer Details

Conference organized by NetZealous DBA as GlobalCompliancePanel

NetZealous LLC-globalcompliancepanel, 161 Mission Falls Lane, Suite 216, Fremont,CA94539, USA
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