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Investigating Complaints That Are Entangled With Performance Issues

Gain an understanding of the various types of complaints made by employees and different techniques on how to conduct investigations.

This program will unpack the competing complaint made by the employee together with the performance issues. Was the employee motivated to complain so that he has the leverage to negotiate a favorable exit package? In the alternative, was the employee treated in a disparate manner as compared to other employees? Employers need to know whether the supervisor is treating one class of employees differently from another. Employers can't address issues if they do not know that they exist. You will learn how to approach challenges when the manager points to poor performance while the employee complains of discrimination. We will also explore the benefits of early resolution, including mediation when appropriate, and review the necessary steps to reinforce trust in the employer.

70 minutes
Course Exam
Certificate of Completion
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Why Lorman?

Over 35 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

War Stories Involving Poorly Conducted Investigations

Goals

  • Get the Investigation Right
  • Gather as Much Information as Possible
  • Be Objective
  • Don't Prejudge the Outcome
  • Be Wary of Implicit Bias

Reasons Why an Employee With a Track Record of Poor Performance Might Complain

  • Possible Reasons for Making a Complaint
  • The Employee Is Aware of Poor Performance
  • The Employee Recognizes That Discipline Is on the Horizon
  • A Manager Is Making It Difficult for the Employee to Succeed
  • The Employee Has Been Unfairly Doomed to Failure

Conducting a Best in Class Investigation

  • Proper Training
  • Documentation
  • Setting the Stage for Interviews
  • Avoid a Conflict of Interest
  • Confidentiality
  • What to Do With the Completed Investigation

Top Ten List of Takeaways

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Why Lorman?

Over 35 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

OnDemand Course

This course was last revised on October 11, 2022.

Call 1-866-352-9540 for further credit information.

  • ASA 1.0
     
  • This program qualifies for 1.0 continuing education hour(s) towards maintaining your ASA credential. Please contact ASA for more information at [email protected] Please retain proof of attendance in the event your CE record is audited.
     
  • HR Certification Institute 1.25
     
  • This E-Learning program has been approved for 1.25 (General) recertification credit hours toward aPHR(TM), aPHRi(TM), PHR®, PHRca®, SPHR®, GPHR®, PHRi(TM) and SPHRi(TM)recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
     
  • SHRM 1.0
     
  • Lorman Education Services is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.0 PDC(s) for the SHRM-CP or SHRM-SCP.
     

To earn each credit Lorman offers through the OnDemand learning platform, you need to watch 100% of the program. Also, for certain credits you will need to fulfill additional requirements which will be displayed on the "credits" tab when viewing the course.

  • Those applying for AIA and HRCI must view 100% of the program and answer the questions following the program.

This program does NOT qualify, nor meet the National Standard for NASBA accreditation.

MP3 Download

This program does NOT qualify, nor meet the National Standard for NASBA accreditation.

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Why Lorman?

Over 35 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

David G. Gabor

David G. Gabor

DGN Workplace Initiatives

  • Founder and director of DGN Workplace Initiatives
  • Partner with The Wagner Law Group
  • Has extensive experience in human resources, litigation, and alternative dispute resolution
  • Human resources practice includes compliance, drafting policies, preparing manuals, conducting training, handling workplace investigations, conducting auditing, and counseling clients in all aspects of the employee-employer relationship
  • Litigation practice includes employment discrimination, employee classification, wage and hour, unfair competition, noncompete, and ERISA matters
  • Conducts regular seminars, workshops, and webinars on matters concerning employment law and human resources
  • Recognized as a Super Lawyer in New York, Massachusetts, and New England
  • J.D. degree, Touro College Jacob D. Fuchsberg Law Center; B.A. degree, The University of Michigan
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Why Lorman?

Over 35 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: 410135
Published 2022
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