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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. It can be extremely difficult to determine why an employee made a complaint to a supervisor or human resources. This can be even more of a challenge when the complaining employee has a track record of poor performance. Was the employee motivated to complain so that he has leverage to negotiate a more favorable exit package? In the alternative, was the employee being treated in a disparate manner as compared to other employees? Employers need to know if a supervisor is treating one class of employees different from another. This material explores various types of complaints made by employees and different techniques for conducting investigations. This information also explores the benefits of early resolution, including when appropriate, mediation. Review steps that can be taken to reinforce trust in the employer which is essential given the current climate.
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Over 32 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
Creating a Best in Class Complaint Program
  • Illegal Harassment
  • Bullying
  • Disparate Treatment
  • Benefits of Good Investigations
Reasons Why an Employee With a Track Record of Poor Performance Might Complain
  • Possible Reasons for Making a Complaint
  • Steps to Understand the Complaint
  • Potential Documents to Review
  • Potential Witnesses to Interview
  • Deciding Who
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 32 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

Audio & Reference Manual

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 32 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

The Wagner Law Group

  • Partner with The Wagner Law Group
  • Has extensive experience in human resources, litigation, and alternative dispute resolution
  • Human resources practice includes: 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
  • Recognized as a Top 100 Lawyer
  • Recognized in Cambridge Who's Who Registry of Executives and Professionals
  • J.D. degree, Touro College Jacob D. Fuchsberg Law Center; B.A. degree, The University of Michigan
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Over 32 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: 405629
Published 2019
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