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Workplace Investigations in California

Regardless of the workplace dispute, ensure nothing is overlooked – get on the road to success in workplace investigations. Whether the issue is a harassment complaint, a threat of workplace violence or another workplace dispute – prompt, fair and thorough investigations are essential in order to minimize your legal risk. These reference materials will provide you with practical guidance and actual experience in conducting effective workplace investigations. In today’s legal environment, an investigation itself can create new or increased liability when handled incorrectly. These reference materials will provide surefire techniques for conducting fair and legally defensible workplace investigations. Don’t miss this opportunity to broaden your knowledge and protect yourself and your company. Order today. Benefits for You - Learn the do’s and don’ts of workplace investigations - Learn techniques to take the headaches out of interviewing - Learn the essential elements of an effective investigation - Participate in a mock investigation
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Why Lorman?

Over 30 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Agenda

Implementing an Effective Investigation System
— Marc L. Jacuzzi
  • Key Policies
    • Harassment Policy
    • Electronic Use Policy
    • Open Door Policy
    • Discrimination Policy
    • Drugs and Alcohol Policy
  • What Is a Good Faith Investigation
  • Designing the Investigation –A Step-by-Step Process
Interviewing Procedures and Tips
— Marc L. Jacuzzi
  • Choosing an Investigator
  • Does the Investigator Need Specialized Training?
  • How Should You Identify Areas of Inquiry?
  • Who Should I Interview First and Does That Really Matter?
  • How Should I Conduct the Interviews?
  • What Are the W,W,W,W,W and H Questions and Why Are They so Important?
  • Interviewing Tips, Tips and More Tips
  • Reaching a Factual Conclusion
When Is an Investigation Necessary?
— Carla J. Hartley
  • What Type of Complaints Must Be Investigated?
    • Harassment and Discrimination
    • Others
  • How to Recognize a Complaint That Must Be Investigated
    • What Is Sufficient Notice?
    • Can You Ignore the Investigation If the Employee Leaves?
Other Employee Rights Implicated by Investigations
— Carla J. Hartley
  • Federal and State Fair Credit Reporting Act Issues
  • Employee Privacy Interests
  • Self-Help Investigation Through the Internet
Tips for Handling Complicated Situations
— Carla J. Hartley
  • Complaining Party Wants to Hijack the Investigation
  • Complaining Party Is Claiming Retaliation
  • Company Appears to Have Engaged in Unlawful Conduct
  • Company Tries to Influence Investigation
Attorney-Client Privilege and Work Product Considerations
— Carla J. Hartley
  • Under What Circumstances Is an Investigation Privileged
  • What Are the Pros and Cons of Having a Privileged Investigation
How Does the Investigation Impact Litigation?
— Carla J. Hartley
  • Documents as Exhibits
  • Importance of Consistency
  • Impact on Failure to Prevent Harassment/Discrimination Claims
  • Impact on Claims for Punitive Damages
Mock Investigation
— Marc L. Jacuzzi
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Why Lorman?

Over 30 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Credits

Manual

No credit available.

Audio & Reference Manual

No credit available.

Online Manual

No credit available.

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More Program Information

Why Lorman?

Over 30 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Faculty

Carla J. Hartley

Carla J. Hartley

Dillingham & Murphy, LLP

  • Shareholder with Dillingham & Murphy, LLP
  • Focuses in the areas of in employment litigation, including wrongful termination, discrimination, harassment, retaliation, whistle-blower, breach of contract, defamation, employee leaves of absence, reductions in force, wage and hour, intellectual property and privacy matters
  • Assists employers with full range of employment advice and other nonlitigation services such as employment contracts, handbooks and other documents, compensation plans, severance negotiations, trainings and investigations
  • Frequent speaker on employment law topics, including providing monthly updates for the Northern California Human Resources Association and Marin Human Resources Forum
No photo available

Marc L. Jacuzzi

Simpson, Garrity, Innes & Jacuzzi, P.C.

  • Shareholder with Simpson, Garrity, Innes & Jacuzzi, P.C.
  • Board experience in management-side employment law litigation and counseling, including wage and hour, harassment, discrimination, wrongful termination, leaves of absence, retaliation, whistle-blower, investigations, prevailing wage, handbooks, reductions in force, employment contracts, severance agreements, commission plans and all aspects of the employer/employee relationship
  • Conducts in-house training programs on a number of employment law topics and regularly addresses national professional organizations on employment and labor law
  • Named Northern California Super Lawyer for 2010, 2011, 2012 and 2013
  • Co-chair of the Legislative Affairs Committee for the Northern California Human Resources Association
  • Can be contacted at 650-615-4860 or [email protected]
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Why Lorman?

Over 30 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

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Product ID: 393597
Published 2014
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