How do you determine that all witnesses have been forthcoming?
Then, how do you begin the interview?
How do you begin an investigation?
How do you know when you have all the accurate facts?
What questions do you ask?
What do you tell (or not) to a witness?
If you are talking to someone to find out what they know, that you do not - how would you know what information if any that a witness distorted, left out or used to misinform purposefully?
Alternatively, have not purposefully been given misrepresentations of the facts?
How do you end an investigation?
How is an investigator to know the difference between someone’s inaccurate recollections vs. purposeful misrepresentation?
How do you know what to write in the report or keep the files?
What do you tell (or not tell) employees?
Who should Attend
HR Generalist
HR professional
Manager
Employee Relations Persons
Small Business Owners
Supervisor
Past Events
How To Conduct Workplace and Employee Relations Investigations 2016 - 28-29 Apr 2016, San Diego, California, United States (55530)
How To Conduct Workplace and Employee Relations Investigations 2015 - 24-25 Sep 2015, San Francisco, California, United States (54020)
How To Conduct Workplace and Employee Relations Investigations 2026
Important
Please, check "How To Conduct Workplace and Employee Relations Investigations" official website for possible changes, before making any traveling arrangements
