Interviewing the Implicated Employee
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Speaker : MERIC CRAIG BLOCH
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When : Wednesday, October 09, 2024
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Time : 01 : 00 PM EST
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Meric Bloch is the Principal of Winter Investigations, a consulting firm specializing in workplace investigations design and implementation.
Meric has designed, implemented, and managed workplace-investigations processes for multinational public companies. He has trained thousands of HR and compliance professionals to conduct workplace investigations.
Meric has personally conducted over eight hundred internal investigations of fraud and serious workplace misconduct globally.
Meric is the author of four books on investigations: The Art of Investigations; In the Arena; Workplace Investigations: Techniques and Strategies for Investigators and Compliance Officers; Investigative Interviewing, and The First Information Is Wrong. He also wrote chapters in the Bribery and Corruption Casebook and The Complete Compliance and Ethics Manual.
This module focuses on the specific techniques needed for interviewing the employee under investigation and how to obtain admissions of improper conduct.
This online webinar covers the following key topics:
- The psychology of employee wrongdoing and how this is rationalized.
- How to encourage an employee to admit improper conduct by developing a theme to place the wrongdoing in context.
- The technique to focus on the elements of the policy violation rather than seeking a confession.
Areas Covered
- To learn the ways an employee rationalizes their misconduct so that they are comfortable with improper conduct.
- To understand how empathy and understanding are effective ways to obtain admissions of improper conduct, and that accusatory questions do not achieve the desired results.
- To consider what information you need to gather from the interview to prove or disprove the misconduct so that the interview is focused and efficient.
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.
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$160.00
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