Internal Discrimination, Harassment & Bullying Complaints

Conducting a Workplace Investigation - Techniques to Determine Facts & Writing Report
14 Sep 2021
- 01:00 PM to 02:30 PM EST
180 Minutes

Part 1: Learn the Intricacies & Complexities of Conducting a Harassment Investigation
Part 2: Writing the Investigation Report following an Internal Discrimination, Harassment & Bullying Complaints

Conducting a Workplace Investigation - Techniques to Determine Facts & Writing Report

Dr Susan Strauss Ed.D, is an international speaker, trainer, consultant and recognized expert on harassment. She also conducts harassment and workplace bullying investigations and functions as a consultant to attorneys as well as an expert witness in harassment lawsuits. Her clients are from education, business, healthcare, law and government organizations from both the public and private sector.

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Bootcamp: Conducting a Workplace Investigation - Techniques to Determine Facts & Writing Report

Session 1 : How to Conduct an Internal Harassment and Bullying Investigation :  Sep 14th 2021 : 1-3PM : 120 Minutes

Session 2 : Writing the Investigation Report following an Internal Discrimination, Harassment & Bullying Complaints :  Sep 15th 2021  : 1-2PM : 60 Minutes


Overview : Part 1

The EEOC requires that employers receiving a complaint, or otherwise learning of alleged harassment in the workplace, to “investigate promptly and thoroughly…take immediate and appropriate corrective action by doing whatever is necessary to end the harassment, make the victim whole by restoring lost employment benefits or opportunities, and prevent the misconduct from recurring”. That’s a tall order to ensure a just and fair handling of a harassment complaint - an essential order that all organizations are required, by law, to follow. The investigation process is, perhaps, the most critical element in dealing with harassment. In cases that have gone to court it is often due to inadequate or absent investigations of complaints. Do you know how to conduct an investigation?

An investigation is essential in determining the validity to a complaint of protected class harassment and bullying. Conducting a fair and impartial investigation diminishes liability, and can decrease further misconduct by preventing it from becoming pervasive. By conducting its own investigation, the institution may avoid an investigation by another agency such as the EEOC. An investigation is required to help ensure a safe and healthy organizational climate. Anyone who conducts an investigation must be trained in how to do so. Merely having the experience of conducting investigations without having been taught the art and science of the process is not enough. When your organization ensures it is investigator is trained in how to conduct investigations, it demonstrates its commitment to prevention of harassment to the Court or outside agency.

In this program expert speaker Dr. Susan Strauss will cover the intricacies of conducting a harassment investigation in the workplace. Dr. Strauss will help you learn how to conduct an internal harassment and bullying investigation to determine facts and minimize liability. She will address laws that HR is responsible for upholding. Dr. Strauss will also explain how when the laws are not followed, it increases the liability for the organization and interferes with a fair and equitable work environment for employees.

Session Highlights

• Determining if an investigation is necessary
• The steps of an investigation
• The intricacies of interviewing the accuser, accused and witnesses
• Differentiating between a formal and informal investigative procedure
• Determining credibility of all interviewees
• How to draw conclusions following an investigation
• Necessary elements in writing the formal report outlining the investigation

Session Outline

• If and when an investigation is required
• Comparing a formal and informal investigation process
• Planning for the investigation
• Review of what constitutes a witness
• Legal issues surrounding an investigation such as confidentiality, defamation of character, and false imprisonment
• The importance of documentation of each interviewee
• Examples of appropriate and inappropriate documentation and why it is critical
• Specific details regarding how to corroborate evidence
• List of criteria to determine credibility of those interviewed
• He said/she said
• The role of the investigator in forming an opinion following the investigation
• How to follow-up with the target, accused, and the organization
• The critical importance of an investigative report
• List of misconduct triggers that are a catalyst for an investigation
• Final report template

 Overview : Part2

Writing the investigative report really starts from the very beginning of your investigation and proceeds all through the procedure. But not all human resources experts know how to do an investigation and how to document and write a final report, which is critical to ensure employees' social equality are not traded off. Knowing how to compose a formal investigative report may save a tremendous financial burden on the organization because an investigation that is not documented basically did not occur.

Various basic activities are required as part of your investigation. These include determining credibility of each interviewee, corroborating evidence and reaching a conclusion. Keeping in mind the end goal to write a thorough report, investigators must make a decision as to whether the investigated misconduct was a violation of any laws or policies and present these findings in an objective, accurate and concise manner. An in-depth comprehensive investigative report memorializes the investigation, and can be prove that an investigation actually occurred to minimize your liability and risk.

Course Objective

This Online course (Webinar) by expert speaker Dr. Susan Strauss, RN, ED.D will talk about the intricacies of writing the critical final report of your investigation that might be discoverable (all documents that must be provided to opposing counsel in case of a lawsuit) if an employee files a formal charge with the EEOC or your state's human rights department, or on the off chance that you are sued.

Course Outline

• Receive an in-depth outline of the critical elements in an investigative report
• Learn what needs to be documented regarding credibility of each witness, target, and accused
• Learn how to corroborate evidence
• Learn how to draw conclusions
• What all should be included in the report to minimize liability?
• Understand the critical elements of the investigative report
• Identify frequently missing elements from reports
• Appraise credibility of each interviewee
• Learn how to reach conclusions
• Identify required follow-up actions


What You Get

  • Training Materials - Sample Excel workbook, Presentation Slides
  • Live Q&A Session with the Speaker
  • Participation Certificate
  • Earn 100 Loyalty points with every booking. You can redeem one live webinar with 300 loyalty points.

At the Q&A session following the live event, ask a question and get a direct response from our expert speaker

Important Note

1. For Live webinar attendee, you can find webinar joining details at user dashboard. (Create an account)
2. Live webinar attendees can download the participation certificate & credit points from dashboard after approval.
3. For Web download - You can download recorded video & handouts from user dashboard after Live webinar session.

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