Who should attend?
People responsible for applying the organizational policy on handling conflict and harassment situations, professionals, human resources consultants, managers.
Description
An employer who receives a complaint of psychological or sexual harassment must, after assessing its admissibility, implement the appropriate measures. This may include conducting an investigation if informal mediation, for example, proves inappropriate or is refused by one of the parties. This training also identifies relevant recommendations for the implementation of an intervention plan that includes one or more appropriate dispute prevention and resolution methods for restoring the post-inquiry workplace.
Objectives
- Know and adopt appropriate strategies and techniques for acting as an internal investigator;
- Learn about best practices for conducting a successful and fair survey;
- Apply the substantive elements of the definition of harassment and the assessment factors to concrete situations;
- Recognize the limitations of the in-house survey model and those related to the scopes of practice set out in professional legislation;
- Increase your knowledge of the investigation process to better understand the work of an internal or external investigator.
Contents
- Choice of internal or external interviewer;
- Survey process;
- Provisional measures while the situation is being dealt with;
- Obtaining the version of the parties and witnesses;
- Analysis of testimonial credibility;
- Individual and global analyses;
- Investigation report and contents;
- Conclusion: founded, unfounded, with contributory fault, frivolous or in bad faith;
- Recommendations (report to management): Findings on identified risk factors, analysis of preventive and defensive measures, recommendations for workplace recovery, intervention plan for handling the post-investigation situation.
Teaching method
Theoretical presentations, role-playing and practical exercises.
