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Employment Investigations – Test
19 August @ 8:00 am - 5:00 pm
29th September 2020
About this event
Today’s businesses operate in a complex environment of markets, regulations and performance pressures. Equally those businesses need to lead an increasingly diverse workforce with a broad range of motivations and styles. Conflict is inevitable.
Whether as part of the grievance or disciplinary process, a thorough and impartial investigation is a critical element in fact-finding and determining next steps. Employment legislation is putting a pressure on employers to deliver employment decisions that are more and more impartial and objective.
Effective investigation can often be the key to resolving grievances fairly: particularly where there is a need to find the facts.
Getting to the bottom of such events requires a set of skills and processes which are not part of most manager toolkits. Organisations often lack confidence to conduct such a procedure or there is a reluctance to be involved in a process that may become part of legal proceedings. Undertaking a proper grievance investigation involves adhering to a rigorous process, but since such investigations are not criminal in nature, any conclusions can only draw on the evidence obtained and, while being admissible in court, will be based on the ‘balance of probability’.
The virtual Investigation Skills seminar is designed to provide attendees with an understanding, process, framework and tool set to enable managers to undertake investigations using proven methodologies.
Who is it for?
- Managers, HR Professionals, senior managers business owners who want to further their knowledge of this subject
- Trade union officials, lawyers, business advisors, consultants and dispute resolution professionals
- Any employee interested in learning more about a positive approach to resolving disputes in the workplace
Key Learning Points
- When an investigation is appropriate or not – e.g. grievance bullying, discrimination etc
- The requirement of a good investigation and key roles of the investigator
- Investigation process models, identifying key skills utilised and how to apply them
- Recognising potential ‘derailers’ and how to address them
- How to complete a final report and what happens after
Beverly Solinger HR / Change Management Consultant
Beverly brings expertise in a diverse range of areas within human resources strategy including organisational design and effectiveness, leadership, executive coaching, change management and acceleration, acquisition due diligence and integration, conflict resolution and mediation.
She spent twenty five years with General Electric (GE) in both the US and Europe as an HR practitioner across various financial and industrial services, as well as over five years working within GE integration, leading cross-functional business teams on acquisition and integration projects across Europe. She is an accredited workplace mediator, experience corporate change management consultant and delivers Symposium training workshops on mediation skills.
Welcome, Introductions and Objectives for the day
Setting the scene
- Legislative backdrop
- How and when an investigation fits in
- What can an investigation achieve?
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*Please note these prices are for in house HR practitioners only.
Employees from suppliers who are interested in attending should contact our sales team on 020 7231 5100 or via this form for more information.