This online webinar covers the following key topics:

• How to evaluate specific evidence and its value to the investigation findings?
• The different types of evidence and how much weight an investigator should give it.
• The ten factors to consider when making a credibility determination for a specific piece of evidence.
  

Areas Covered

• To identify ways to assess the credibility of certain evidence without basing your determination on which witness you believe.
• To understand that all evidence is not the same or of equal value.
• To use common evidence principles to determine how persuasive information can be for your investigation findings.
  

Who Should Attend    

Compliance officers, internal auditors, lawyers, investigators, and HR professionals.

Why Should You Attend

From time to time, an employer will need to investigate – formally or informally – concerns about an employee’s workplace behavior.  If your organization has a hotline and other reporting channels to give employees a way to speak up, this is only half of the equation.  

The other half is thoroughly addressing – and when necessary, fully investigating – allegations once they have been reported.

Investigating and resolving an allegation correctly strengthens and protects your organization. A proper investigation gives management needed information and a factual basis on which to make its decisions.  It also reinforces both the fairness of the employee discipline process and your commitment to learning about employee concerns.

The objectives and scope of investigations vary widely, but its overriding purpose is always to find out the relevant facts.  Each investigation may be unique and handled differently, following standard techniques can help you investigate in a fair, transparent, and consistent manner.