Overview
At some point, every employer will face the necessity of conducting a workplace investigation. One of the most daunting tasks for many employers is the difficulty in gathering information during witness interviews. Employees may be hesitant to cooperate for various reasons, often due to heightened emotions. Friends of employees and those accused of wrongdoing can harbor feelings of anger and retaliation.
Nevertheless, in fulfilling employer obligations, it is imperative that interviews are structured to capture and collect all available accurate information, despite the emotional challenges often present.
This webinar aims to guide investigators through the complexities of workplace investigations, offering strategies to navigate what can feel like a maze. While some individuals may be reluctant to disclose information, others may not be entirely truthful. In such cases, some investigators resort to observing body language to assess credibility. However, it's important to note that while television shows may portray this as effective, they are not reliable training sources. This webinar will also explore methods to complement factual evidence with observations of body language.
While investigatory interviewing may seem straightforward in theory, the reality often proves otherwise.
In many workplaces, the assigned investigator is often already burdened with multiple responsibilities. They may lack training in conducting workplace investigations or have minimal experience in doing so. Gathering information during witness interviews can pose a significant challenge in such scenarios.
Areas Covered
· How to prepare and what to do before an interview.
· Organizing your interview so you can ask good questions.
· Strategies for the reluctant witness.
· Starting and ending your interview
· How to conduct virtual investigations
· The angry "hothead". Dangerous or something else?
· What about tape-recording: Is it a good idea?
· Body language: Can you tell if a witness is giving false or skewed testimony? Developing behavioral baselines.
· Considering cultural diversity.
· The note taker and their role.
· Taking notes and pacing the interview.
· Starting and ending your interview.
· Educating all parties about retaliation
· What about witnesses that are not your employee? Tips for customer complaints and joint employment interviews.
· When are employees entitled to representation during an investigation?
