How to Conduct a Harassment & Bullying Investigation - HRCI 1.5 CPE

  • Speaker:Dr. Susan Strauss
  • Date: 25th January 2018 12:00 PM PST | 03:00 PM EST
  • Duration:120Min
  • Product Code:GRC-90218

HRCI Credits: 1.5




Refer Friend's

Live Session - How it works

  • Username and Password will be sent to you 24 hours prior to the webinar.
  • Presentation handouts in pdf format will be mailed to you.
  • Login to the session using the username and password provided to you.
  • Get answer to your queries through interactive Q&A sessions via chat.
  • Please let us know your thoughts and views at the end of webinar, your valuable feedback will help us improve.
  • Get certification of attendance.

Recorded Session - How it works

  • Login Information with Password to view the webinar, 24 hours after the Live webinar (link valid for 6 months).
  • A link will be provided to you upon purchase of the recorded session.
  • Please click on the link to access the session.
  • Presentation handouts in pdf format will be mailed to you.
  • Get certification of attendance.

Training CD - How it works

  • Free shipment within 72 Hours, from the date of webinar completion.

(More about our products contact +1- 248-233-2049)

If you are unable to attend the meeting Live then you can opt in for the Live Recording instead. You can access the recording of the webinar for 6 months. Contact our support for any clarifications.

The EEOC requires that employers receiving a complaint, or otherwise learning of alleged harassment in the workplace,  “investigate promptly and thoroughly…take immediate and appropriate corrective action by doing whatever is necessary to end the harassment, make the victim whole by restoring lost employment benefits or opportunities, and prevent the misconduct from recurring”.  That’s a tall order to ensure a just and fair handling of a harassment complaint - an essential order that all organizations are required to follow. The investigation process is, perhaps, the most critical element in dealing with harassment.  In cases that have gone to court it is often due to inadequate or absent investigations of complaints. 

While there is no such legal requirement for instances of bullying (in which the definition varies widely), it is at the organization’s peril to not investigate bullying complaints.  Employees and their attorneys are using various tort laws to bring action against their employer.  Additionally, it is possible that an incident of “bullying” may be motivated by the target’s protected class and constitute illegal discrimination or harassment.

The courts have opined that organizations must prevent and intervene on harassment complaints.  The employer is required to demonstrate what it has done to prevent harassment.  Not only is conducting an investigation a prevention and intervention tactic, but the HR professional tasked with conducting an investigation should be trained in how to do so—this also demonstrates prevention. 

Even if you have been doing investigations for years – if you have never been trained,  how do you know if you are conducting them correctly to prevent liability, determine the accuracy of the complaint,  corroborate evidence, determine credibility, and form an opinion?  This program will cover the intricacies of conducting a harassment investigation.  

Course Objective:

    • To determine if  an investigation is necessary
    • To discuss  the steps of an investigation
    • To explore the intricacies of interviewing the accuser, accused and witnesses
    • To differentiate between a formal and informal investigative procedures
    • To determine credibility and reach a conclusion following an investigation
    • To write a formal report outlining the investigation

Course Outline:

    • Discussion about if and when an investigation is required
    • Comparison of a formal and informal investigation process
    • Planning for the investigation
    • Sample interview questions provided for the target, the accused and witnesses
    • Review of what constitutes a witness
    • Legal issues surrounding an investigation such as confidentiality, defamation of character, and false imprisonment
    • The importance of documentation of each interviewee
    • Examples of appropriate and inappropriate documentation and why it is critical
    • Specific details regarding how to corroborate evidence
    • List of criteria to determine credibility of those interviewed
    • He said/she said
    • The role of the investigator in forming an opinion following the investigation
    • How to follow-up with the target, accused, and the organization
    • The critical importance of an investigative report.
    • The elements of an investigative report to minimize liability 


Human Resources Specialists and managers

Instructor Profile:

Dr. Susan Strauss is a national and international speaker, trainer, consultant and a recognized expert on workplace and school harassment and bullying. She conducts harassment and bullying investigations and functions as an expert witness in harassment and bullying lawsuits. Her clients are from business, education, and healthcare, law, and government organizations from both the public and private sector. 

Available Options

Live Meeting Access: Attend the meeting Live via Webex


Recording: Access it for 6 months from any location


CD: Shipped within 2 working days


Live + Recording: Attend Live + Access the recording for 6 months


5 Member Group: Access the Live Meeting online from any location globally


10 Member group: Access the Live Meeting online from any location globally


Live + CD: Attend Live + Get a copy of the CD of the webinar

For discounts and offers call support

Related Products

LGBT Inclusion in the Workplace:   Navigating Policies, Procedures, and Best Practices

LGBT Inclusion in the Workplace: Navigating Policies, Procedures, and Best Practices

We offer face to face in person seminar for companies/ corporate. Contact our support to set up a date and price. Workplaces have made progress towards LGBT equality yet LGBT workers still go to work every day with fear that they might lose their jobs because of who they are. There is no federal law protecting the LGBT community from workplace discrimination and harassment. There is confusion among organizations as to whether the federal civil rights law Title VII protects gay, lesbian..