Who is this training for?
Professionals, executives, HR advisors and those responsible for applying the organization’s conflict and harassment policy.
Description
An employer that receives a psychological or sexual harassment complaint must, after reviewing its admissibility, implement the appropriate measures. An investigation may be necessary if informal mediation to resolve the complaint, for example, is deemed inappropriate or is refused by one of the parties concerned. This training makes it possible to identify relevant recommendations for implementing an intervention plan involving one or more appropriate alternative dispute resolution methods to restore a healthy work environment post-investigation.
Objectives
- Learn and adopt appropriate internal investigation strategies and techniques
- Explore the best practices for carrying out a successful and equitable investigation
- Apply the substantive elements of the definition of harassment and the assessment factors to practical situations
- Learnto recognize the limitations of the internal investigation model and those related to other fields provided for in professional laws
- Learn more about the investigation process to gain a better understanding of the role of the internal or external investigator
Content
- Choosing an internal or external investigator
- Investigation process
- Interim measures implemented during the review of the situation
- Obtaining the testimony of each party and witness
- Analysis of witness credibility
- Individual and global analyses
- Investigation report and its contents
- Conclusions regarding the complaint: founded, unfounded, with contributing fault, frivolous or of bad faith
- Recommendations(report to upper management): Observations on the identified risk factors,preventive and defensive measure analysis, recommendations for restoring ahealthy work environment and a post-investigation intervention plan.
Teaching mode
Theory presentations, role-playing and hands-on exercises.
