We are excited to share the final installment of our video series, Conducting Workplace Investigations | Step #10: Communicate Results. This series, 10 Steps Every Company Should Take When Conducting Workplace Investigations, is intended to guide HR leaders faced with investigating a complaint between coworkers, such as harassment or inappropriate conduct, through the investigation process.
Videos
Conducting Workplace Investigations: Step #9 – Take Disciplinary Action (VIDEO)
We are excited to share the next installment of our video series, Conducting Workplace Investigations | Step #9: Take Disciplinary Action. This series, 10 Steps Every Company Should Take When Conducting Workplace Investigations, is intended to guide HR leaders faced with investigating a complaint between coworkers, such as harassment or inappropriate conduct, through the investigation process.
Conducting Workplace Investigations: Step #8 – Assess Your Results (VIDEO)
We are excited to share the next installment of our video series, Conducting Workplace Investigations | Step #8: Assess Your Results. This series, 10 Steps Every Company Should Take When Conducting Workplace Investigations, is intended to guide HR leaders faced with investigating a complaint between coworkers, such as harassment or inappropriate conduct, through the investigation process.
Conducting Workplace Investigations: Step #7 – Interview the Accused (VIDEO)
We are excited to share the next installment of our video series, Conducting Workplace Investigations | Step #7: Interview the Accused. This series, 10 Steps Every Company Should Take When Conducting Workplace Investigations, is intended to guide HR leaders faced with investigating a complaint between coworkers, such as harassment or inappropriate conduct, through the investigation process.
Conducting Workplace Investigations: Step #6 – Interview the Witness (VIDEO)
We are excited to share the next installment of our video series, Conducting Workplace Investigations | Step #6: Interview the Witness. This series, 10 Steps Every Company Should Take When Conducting Workplace Investigations, is intended to guide HR leaders faced with investigating a complaint between coworkers, such as harassment or inappropriate conduct, through the investigation process.
Conducting Workplace Investigations: Step #5 – Interview Best Practices (VIDEO)
We are excited to share the next installment of our video series, Conducting Workplace Investigations | Step #5: Interview Best Practices. This series, 10 Steps Every Company Should Take When Conducting Workplace Investigations, is intended to guide HR leaders faced with investigating a complaint between coworkers, such as harassment or inappropriate conduct, through the investigation process.
Conducting Workplace Investigations Step #6: Interview the Witness (VIDEO)
We are excited to share the next installment of our video series, Conducting Workplace Investigations | Step #6: Interview Best Practices. This series, 10 Steps Every Company Should Take When Conducting Workplace Investigations, is intended to guide HR leaders faced with investigating a complaint between coworkers, such as harassment or inappropriate conduct, through the investigation process.
Each video in this series offers practical tips on everything from creating the investigation plan; interviewing relevant parties; and dealing with the aftermath of the investigation, including potential disciplinary actions taken against an employee.
In this video, Bass, Berry & Sims labor and employment attorney Mary Leigh Pirtle outlines best practices to keep in mind when interviewing witnesses during a workplace investigation. These practices include guidance on the tone of the interviews and how to handle confidentiality during the process. Mary Leigh also addresses retaliation concerns and how to best address those for the witnesses of a workplace conflict.
Several attorneys in our Labor & Employment Practice Group are featured in this video series and offer great recommendations for navigating this tricky process.
View previous videos in the series:
Step 2: Interview the Complainant
Step 5: Interview Best Practices
To guarantee you don’t miss any videos in the series, be sure to subscribe to this blog or follow us on Twitter.
Conducting Workplace Investigations: Step #5 – Interview Best Practices (VIDEO)
We are excited to share the next installment of our video series, Conducting Workplace Investigations | Step #5: Interview Best Practices. This series, 10 Steps Every Company Should Take When Conducting Workplace Investigations, is intended to guide HR leaders faced with investigating a complaint between coworkers, such as harassment or inappropriate conduct, through the investigation process.
Each video in this series offers practical tips on everything from creating the investigation plan; interviewing relevant parties; and dealing with the aftermath of the investigation, including potential disciplinary actions taken against an employee.
In this video, Bass, Berry & Sims labor and employment attorney Tim Garrett outlines best practices to keep in mind when interviewing employees during a workplace investigation. These practices include guidance how best to take notes during the interview and how to explain the interview process to participating employees. Companies can use the points that Tim covers in this video to get all of the relevant details in order to get to the truth of the matter being investigated.
Several attorneys in our Labor & Employment Practice Group are featured in this video series and offer great recommendations for navigating this tricky process.
View previous videos in the series:
Step 2: Interview the Complainant
To guarantee you don’t miss any videos in the series, be sure to subscribe to this blog or follow us on Twitter.
Conducting Workplace Investigations: Step #4 – Perfect the Plan (VIDEO)
We are excited to share the next installment of our video series, Conducting Workplace Investigations | Step #4: Perfect the Plan. This series, 10 Steps Every Company Should Take When Conducting Workplace Investigations, is intended to guide HR leaders faced with investigating a complaint between coworkers, such as harassment or inappropriate conduct, through the investigation process.
Each video in this series offers practical tips on everything from creating the investigation plan; interviewing relevant parties; and dealing with the aftermath of the investigation, including potential disciplinary actions taken against an employee.
In this video, Bass, Berry & Sims labor and employment attorney Laura Mallory outlines specific measures to take while crafting the investigation plan, including suspension and the separation of parties. Laura also explains how documents can be used during an investigation and how certain recordings could be critical in determining the truth around a workplace conflict.
Several attorneys in our Labor & Employment Practice Group are featured in this video series and offer great recommendations for navigating this tricky process.
View previous videos in the series:
Step 2: Interview the Complainant
To guarantee you don’t miss any videos in the series, be sure to subscribe to this blog or follow us on Twitter.
Conducting Workplace Investigations: Step #3 – Plan the Process (VIDEO)
We are excited to share the next installment of our video series, Conducting Workplace Investigations | Step #3: Plan the Process. This series, 10 Steps Every Company Should Take When Conducting Workplace Investigations, is intended to guide HR leaders faced with investigating a complaint between coworkers, such as harassment or inappropriate conduct, through the investigation process.
Each video in this series offers practical tips on everything from creating the investigation plan; interviewing relevant parties; and dealing with the aftermath of the investigation, including potential disciplinary actions taken against an employee.
In this video, Bass, Berry & Sims labor and employment attorney Bob Horton explains why a plan is so critical to the process and details the elements that make up a successful strategy. When conducting an investigation, it is always wise to proceed as though it will be scrutinized in the future, perhaps during litigation. For this reason, Bob explains, it is essential that a plan is in place and there is ample documentation for each step.
Several attorneys in our Labor & Employment Practice Group are featured
in this video series and offer great recommendations for navigating this tricky
process.
View previous videos in the series:
Step 2: Interview the Complainant
To guarantee you don’t miss any videos in the series, be sure to subscribe to this blog or follow us on Twitter.