New Training From
HR Training Center
Training, Education, & Events For
Human Resources Professionals
 
Location Start Date
Baltimore, MD9/25/2017
Dallas/Arlington, TX9/25/2017
New Orleans, LA9/26/2017
San Francisco, CA9/26/2017
Las Vegas, NV10/2/2017
Austin, TX10/11/2017
Los Angeles/Anaheim, CA10/16/2017
Boston, MA10/16/2017
Buffalo, NY10/16/2017
Chicago, IL10/17/2017
Denver, CO10/17/2017
Houston, TX10/18/2017
Atlantic City, NJ10/23/2017
NYC, NY10/30/2017
Phoenix, AZ 10/31/2017
St. Louis, MO11/6/2017
Portland, OR11/7/2017
Ann Arbor, MI11/8/2017
Orlando, FL11/8/2017
Miami/West Palm, FL11/13/2017
San Antonio, TX11/15/2017
Columbus, OH11/28/2017
Philadelphia, PA12/4/2017
Harrisburg, PA12/11/2017
Raleigh-Durham, NC1/3/2018
Ft Lauderdale, FL1/10/2018
Cleveland, OH1/16/2018
Atlantic City, NJ1/22/2018
Tampa, FL1/22/2018
Portland, OR2/6/2018
Los Angeles/Anaheim, CA2/7/2018
Philadelphia, PA2/12/2018
Dallas/Arlington, TX2/19/2018
Dallas/Arlington, TX2/19/2018
Denver, CO2/20/2018
Kansas City, MO2/26/2018
Hartford, CT2/26/2018
Houston, TX2/28/2018
NYC, NY3/5/2018
Austin, TX3/7/2018
Columbus, OH3/12/2018
Chicago, IL3/13/2018
Milwaukee, WI3/20/2018
Baltimore, MD3/26/2018
Daytona Beach, FL3/28/2018
San Antonio, TX4/4/2018
Harrisburg, PA4/4/2018
Washington, MD4/9/2018
Boston, MA4/10/2018
San Diego, CA4/17/2018
Asheville, NC4/23/2018
Nashville, TN5/2/2018
Atlanta, GA5/14/2018
Pittsburgh, PA5/14/2018
Orlando, FL5/21/2018
Philadelphia, PA6/11/2018
Baltimore, MD6/25/2018
Miami/West Palm, FL6/25/2018
St. Louis, MO6/25/2018
Las Vegas, NV7/10/2018
Jacksonville, FL7/16/2018
Austin, TX7/18/2018
Phoenix, AZ7/24/2018
Dallas/Arlington, TX8/14/2018
Los Angeles/Anaheim, CA8/15/2018
San Antonio, TX8/15/2018
Chicago, IL8/28/2018
Milwaukee, WI9/4/2018
Hartford, CT9/10/2018
Austin, TX10/10/2018
Boston, MA10/16/2018
Chicago, IL11/6/2018
Portland, OR11/6/2018
St. Louis, MO11/12/2018
New Orleans, LA11/13/2018
San Antonio, TX11/14/2018
Colorado Springs, CO11/20/2018

Testimonials

Here are just some of what people are saying about this course:

...the most valuable training program I have experienced in a long time!

...the real life scenarios from the other participants and instructor very helpful.

...Kelly Day was excellent! She knows how to engage adult learners and bring the materials to 'real life' situations which creates true learning experiences.

...The instructor was fantastic. She was very knowledgeable and fluid with the training material, and allowed Q&A throughout the entire class. 

...Very comprehensive course.

...one of the few courses that specifically focuses on investigations and is very well done. The "tips", real case stories, and role-playing exercises result in a very pragmatic course that has actual on-the-job impact. Great course!

...Trainer was an expert, had lots of great examples and stories of how to apply concepts. 

...Natalie was one of the best presenters I have experienced!

...Elga Lejarza was a great instructor! In fact, I have scheduled my assistant to take this class!

...Your instructor (Jody) was fantastic!

...I truly found the whole training seminar very helpful in my day to day job, I just started doing investigations and taking this class is now going to help me with beginning and completing my investigations fairly. 

...The 'role play' was extremely good. 

...I found the mock investigations to be the most helpful part of the training. It allowed the group to put into practice what we had learned during the first part of the seminar and apply it to situations we might encounter or have encountered in our own workplaces. 

...Our presenter Mary was very interactive and hands on. She would answer any questions and really take time to make sure that we understood everything. 

...Natalie is an excellent trainer and provided numerous "real-life" examples and scenarios to illustrate the concepts being presented. This made the information more meaningful.

...I liked that the trainer was available after and before the day to answer questions. 

...Ms Ivey, your trainer, was great!

...I thought the interactive role plays were great. Helped cement real world situations.

...This is the 2nd course that I have taken from HRTrainingCenter, and I will take more!

...Another employee at my company took the course and highly recommended it. And she was right!

...Kelly Day was a wonderful, interactive instructor.

...the instructor did an excellent job in keeping the material interesting

...Seminar was great, very beneficial to me!

...Mrs. White was very knowledgeable and thorough. Her insight and use of examples took what could be very confusing and made it very understandable.

 

Internal Investigations Certificate Program

Comprehensive, 3-day Training Program

Registration: $2195.00 Click Here!

Special! Register at least one month before your session and save $200. Enter promo code MONTHEARLY.  Prefer to register by phone?  Call 201 871 0474

When you receive an allegation of workplace harassment or discrimination or believe your organization has become a victim of fraud or theft - taking prompt action is your legal responsibility.

But let's face it: most HR professionals or business owners have never had formal training in how to conduct internal investigations. And without having the proper skills in how to handle allegations in the workplace - and investigate them effectively - employees may feel their complaints are not taken seriously internally.

As a result, they take their complaints externally - to the EEOC, DOL, or to their attorney. Therefore, our Internal Investigations training course is a must-attend for those individuals that are responsible for employee relations and the handling of internal investigations. (Click here to see who has sent delegates to this program recently.)

After all, is the time to learn how to do an internal investigation when you are suddenly faced with having to do one? Of course not. That's where our training can help!



DAY ONE

Identifying Key Drivers Of Employee Complaints

  • Why employees complain - and what they complain about
  • How to identify what is - and isn't - a valid complaint that requires an investigation
  • How to define boundaries in HR to set expectations on issues HR does and does not own
  • How to push back on employee complaints that do not require a workplace investigation
  • Leadership and organizational issues that must be addressed to minimize the risk of litigation
  • The role HR plays in handling employee issues - and how to obtain investigative authority
Federal Labor & Employment Law
  • The “Alphabet Soup” of Compliance: Title VII, ADEA, PDA, ADAAA, IRCA, USERRA, FMLA, FLSA, DFWA, FCRA, NLRA, OSHA, ECPA
  • In-depth review of Title VII of the Civil Rights Act and anti-discrimination and harassment laws
  • Employer obligations regarding when and how to conduct workplace investigations
  • When it is necessary to take remedial action
Interactive Exercise:
  • The Alphabet Soup of Employment Law
Common Laws That Add Compliance Obligations When Conducting Investigations
  • Common laws that create additional “boundaries” 
  • Retaliation: Review of Supreme Court case that has redefined retaliation—and how to avoid claims
  • Negligence: How to avoid claims of negligent hiring, supervision, retention, and investigation
  • Assault & Battery: Knowing your responsibilities in handling toxic and dangerous employee situations
  • Defamation: Understanding slander and libel and how to avoid claims
  • Privacy: Understanding the three kinds of privacy issues and why a Search & Seizure policy is necessary
  • How to handle electronic communications and employee use - and abuse - of social media
  • Understanding today's "must-have" company policies to minimize risk of litigation
Developing An Investigative Strategy
  • Why "picking up the phone" to call witnesses is a lousy strategy for beginning an investigation
  • How pre-planning minimizes the risk of negligence - and improves productivity
  • How to determine who is an appropriate investigator
  • Whether or not you must recuse yourself from an investigation
  • The skills you must possess in order to be an effective investigator
  • The three things you must consider when selecting investigative team members
  • The potential pitfalls - and politics - to assess problems before a case begins
  • How to resolve conflicts and turf issues to set the stage for an investigation
  • How to plan your strategy to get the "trifecta" of evidence in every case
  • The preparation needed to minimize "he said/she said" investigations
DAY TWO

Conducting Witness Interviews To Cut Through The Nonsense And Get To The Truth
  • Learning that preparation is the key to effective witness interviewing
  • How to choose and set up an appropriate space for conducting effective interviews
  • How to set up the seating arrangement for maximum investigative benefit
  • Weingarten rights and requirements for interviewing in union shop environments
  • The "Bulls Eye" interviewing technique to keep your questioning on track
  • How to determine if a witness is telling the truth - or telling you a "story"
  • Techniques to gain witness cooperation and overcome reluctance 
  • Your responsibility if an interview gets out of hand - and how to handle it
  • Strategies on how to deal with aggressive witnesses who fail to cooperate
Interactive Exercises:
  • Using the Bulls Eye Technique to Get to the Truth
  • Dealing with Reluctant Witnesses
Good Case Management & Conducting the Findings Meeting with Leadership
  • How to conduct a preliminary meeting to identify potential organizational risks
  • How to communicate assertively to stand behind your investigative work
  • How to present findings, succinctly, to enable leaders to visualize organizational impacts
  • Identifying current policies - and past practices - before making decisions
  • Recognizing leadership decisions that can lead to negligent retention claims
  • Determining when it becomes necessary to leverage internal / external legal team support
Interactive Exercise:
  • Dealing with the Politics
Organizing Evidence In Preparation For Writing The Investigative Report
  • Using contemporary software to streamline the documentation collection/collation process
  • How to align allegations against applicable policies and laws
  • The "golden nuggets" that support each allegation
  • How to evaluate evidence to determine if you have collected enough

The Do's And Don'ts Of Writing An Effective Investigative Report
  • The various formats for investigative reports: memos vs. formal report structures
  • How to write an effective report that demonstrates good faith and minimizes risk
  • What does go into an investigative report—and what does not
  • When a case really is a "he said/she said" to keep leadership from making a poor decision
  • Effective communication to complainants and witnesses in order to close out a case
  • How to set up appropriate security protocols to safeguard investigative documents
  • How to avoid legal liability for prematurely disclosing or destroying evidence
DAY THREE

Skills Building Workshop: Practice Investigations

Participants will work collaboratively on three mock investigations, working on the practice cases and gaining valuable knowledge and skills, working “a day in the life” of an investigator in each case, handling all aspects from documenting the initial complaint to conducting witness interviews, gathering evidence, and learning how to write a final investigative report. 

Each fictitious case deals with different, sensitive issues to increase your knowledge of how to identify behaviors, gather evidence, and determine if company policies and/or laws have been violated. 

Program Wrap-Up

Action Steps Beyond The Program

 


INCLUDED TRAINING MATERIALS


As a seminar participant, you receive access to our Internal Investigations Training & Certification Program Online.

This online courses provide detailed specifics - including numerous examples, administrative tips, procedural recommendations, and interactive questions - for performing an investigation.


Designed for those who need to supervise or perform the actual administration and compliance requirements of these federally mandated laws, these online courses provide detailed specifics - including numerous examples, administrative tips, and procedural recommendations - for administering the often-complex requirements.

And with these courses, you also receive FREE updates whenever the laws change, plus the ability to earn a  Certified Administrator  designation in each area of study! FMLA Training & Certification Program

 

How To Access Your Online Materials

To access this course, simply to go http://HRcertification.com/login.asp and enter the user name and password you used to enroll for this seminar. (Don't worry; you can click the "Forgot Your Password"  link if you don't have your information readily available).

 

Program Benefits

  • Award-winning, easy-to-use interface that includes numerous Administrative Tips, Procedural Recommendations, and Interactive Quizzes (complete with answer rationale) to help ensure learning
  • FREE updates when the law changes*
  • Online access allows you to study at your pace and access materials anytime, anywhere with an internet connection
  • Special Bookmark feature that allows you to learn at your own pace and quickly return to training if you are interrupted
  • Eight hours of PHR/SPHR re-certification credits if you take and pass our online Internal Investigations program (included in the price of the three-day seminar). This is in addition to the 18 PHR/SPHR recertification credit hours you receive for attending the three-day program.  Earn a total of 26 PHR/SPHR re-certification credits!
  • Included with each Training & Certification Program - though not required,  is the test to earn your  Certified Administrator  designation. Your test is taken online and scored immediately. Upon successful completion, your certificate is mailed directly to you! We also show you any incorrectly answered test questions so you can improve any area of weakness!  

    And, as a special bonus, you also receive access to our Internal Investigations Training & Certification Program!


    How To Earn Your Certifications
  • Your "Certificate in Internal Investigations"

    Upon completion of this seminar, you will be awarded with a "Certificate in Internal Investigations"! This certificate will become a permanent addition to your professional resume, and greatly enhance your value to your organization. Your Certificate will be mailed to you after you complete the seminar.
     
  • Your "Certified Administrator" Designation

    Simply complete the online Training & Certification Program included with this course, then pass the optional exam and we'll mail your Certificate directly to your home or office!
     
  • PHR / SPHR Re-Certification Credits!

    This program has been approved for 18 re-certification credit hours through the HR Certification Institute.

    For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org. The use of this seal is not an endorsement by HRCI of the quality of the program. It means that this program has met HRCI's criteria to be pre-approved for recertification credit.

  • SHRM-CPSM/SHRM-SCPSM Re-Certification Credits!

    HRTrainingCenter.com is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 18 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org

Dates & Times:

Below are the times for this three-day course, which starts on the dates posted herein.

Day 1: 8am - 4pm
Day 2: 8am - 4pm
Day 3: 8am - 4pm

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